City of Greenfield Memorandum Of Understanding

B e t w e e n the

CITY OF G R E E N F I E L D And

THE S E R V I C E E M P L O Y E E S ' INTERNATIONAL UNION LOCAL 521,CTW/CLC Representing the

City of Greenfield General Unit

J U L Y 1, 2015 - JUNE 30, 2018

SEIU521 334 Monterey Street Salinas, CA 93901 (831) 784-2560

Table of Contents Article

I.

Preamble

4

Article II.

N o Discrimination

4

Article III.

Recognition

4

Article IV.

Prevailing Rights

4

Article V .

City Rights

5

Article V I .

Union Rights

6

Article VII.

Salary

10

A. Bilingual (Spanish) Incentive P a y

10

B. Overtime P a y

10

C. On-Call Pay

10

D. Longevity Pay

10

E. Classification a n d C o m p e n s a t i o n

11

F. Classification Study Requests

11

G. Educational R e i m b u r s e m e n t

12

H. W o r k i n g O u t of Class Pay

12

I.

T e m p o r a r y Special A s s i g n m e n t Pay

12

J.

Layoff Procedure

13

Article VIII.

Benefits

14

A. Employee's Portion of P.E.R.S

14

B. Health, Vision a n d Dental Insurance

15

C. Life, Accidental Death a n d D i s m e m b e r m e n t Insurance

16

D. Long T e r m Disability Insurance

16

Article IX.

Uniform P r o g r a m

16

A. Office Staff

17

B. Public W o r k s Maintenance Staff

17

C. Police Department Staff

18

Article X.

Holidays

18

Article X I .

Miscellaneous

18

A. Vacation

18

B. Sick Leave

20 2

C. Catastrophic Leave P r o g r a m

22

D. Leave Donation

23

E. Probationary Period

24

F. Residency R e q u i r e m e n t

25

G. Drug Testing

25

H. Performance Evaluation

26

I.

27

Injury Illness and Prevention Program

Article XII.

Grievance P r o c e d u r e

28

Article XIII.

Disciplinary P r o c e d u r e

36

Article XIV.

Term

42

Article XV.

Separability

43

FULL UNDERSTANDING MODIFICATION, WAIVER

43

Appendix A

Recognized E m p l o y e e Classifications

45

Appendix B

FY 2 0 1 6 Monthly Salary S c h e d u l e

46

Appendix C

FY 2 0 1 7 Monthly Salary Schedule

47

Appendix D

FY 2 0 1 8 Monthly Salary Schedule

48

Appendix E

Public W o r k s Service W o r k e r Pay for P e r f o r m a n c e

49

Appendix F

Pay for P e r f o r m a n c e Testing and Certification R e q u i r e m e n t s

50

Appendix G

Health Care Contribution 2 0 1 5 - 2 0 1 8

51

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MEMORANDUM OF UNDERSTANDING B e t w e e n the City of Greenfield a n d the Service E m p l o y e e ' s International Union Local 5 2 1 , C T W / C L C J u l y 1 , 2 0 1 5 - J u n e 30, 2018

Article I.

Preamble

This M e m o r a n d u m of Understanding is entered into by t h e City of Greenfield, (hereinafter referred to as the City), a n d the Service E m p l o y e e ' s International Union Local 5 2 1 , C T W - C L C (hereinafter referred to as the "Union") a n d pursuant to California G o v e r n m e n t C o d e Section 3 5 0 0 et s e q . It is agreed by and b e t w e e n the parties that any provision of this a g r e e m e n t requiring legislative action to permit its implementation shall not b e c o m e effective until the d a t e of action by the legislative body.

Article II.

No D i s c r i m i n a t i o n

T h e City and the Union will c o o p e r a t e in the pursuing the policy of no discrimination pursuant to federal and State law. T h e parties further agree not to discriminate against a n y unit m e m b e r for his or her m e m b e r s h i p or n o n - m e m b e r s h i p with t h e union.

Article III.

Recognition

Pursuant to California G o v e r n m e n t C o d e Section 3 5 0 0 et s e q . , the City certifies t h e Union as the sole and exclusive bargaining agent for any a n d all classifications listed within A p p e n d i x A of this M O U .

Article IV.

Prevailing R i g h t s

T h e City agrees that any written right or working condition shall remain in full force and effect except those rights modified by this M e m o r a n d u m of Understanding during the term of this M e m o r a n d u m of Understanding.

4

T h e article included in this M e m o r a n d u m of U n d e r s t a n d i n g constitute a full and complete understanding b e t w e e n the City and the Union on all matters within the scope of representation for t h e period stated of this M e m o r a n d u m of U n d e r s t a n d i n g .

Article V.

City R i g h t s

Nothing in this A g r e e m e n t shall be construed to restrict a n y legal or inherent exclusive City rights with respect to matters of general legislative or managerial policy w h i c h include, but are not limited to: 1) T h e exclusive rights t o d e t e r m i n e the m i s s i o n of its constituent departments, c o m m i s s i o n s a n d boards; 2) Set standards and levels of service: 3) Determine the p r o c e d u r e s a n d standards of selection of e m p l o y m e n t , a n d promotions 4) Direct its e m p l o y e e s ; 5) Establish and e n f o r c e dress and g r o o m i n g s t a n d a r d s ; 6) Relieve its e m p l o y e e s f r o m duty b e c a u s e of lack of w o r k or other lawful reasons in accordance with t h e layoff provisions of this M O U ; 7) Maintain the efficiency of g o v e r n m e n t operations; 8) Determine the m e t h o d s , m e a n s and n u m b e r s of p e r s o n n e l by w h i c h g o v e r n m e n t operations are i m p l e m e n t e d ; 9) Determine m e t h o d s of financing; 10) Determine type(s) of City-issued apparel, e q u i p m e n t and/or technology t o be used; 11) Determine and/or c h a n g e t h e facilities, m e t h o d s , technology,

means,

organizational structure a n d size and composition of the work force and allocate and assign work by w h i c h t h e City operations are to be c o n d u c t e d 12) Determine and c h a n g e the n u m b e r of locations a n d types of operations, processes and materials to be used in carrying out all City functions including, but not limited to, the right to contract for or sub-contract any work or o p e r a t i o n of the City unless altered by the provisions of this M e m o r a n d u m of Understanding 5

13) T o assign work to a n d s c h e d u l e e m p l o y e e s in a c c o r d a n c e with requirements as determined by the City a n d to establish a n d temporarily c h a n g e w o r k schedules and a s s i g n m e n t s u p o n reasonable notice; 14) Establish and modify productivity and p e r f o r m a n c e p r o g r a m s and s t a n d a r d s ; 15) Discharge, s u s p e n d , d e m o t e , reprimand, withhold salary increases and/or benefits, or otherwise discipline e m p l o y e e s for just c a u s e , in a c c o r d a n c e with applicable law and all relevant provisions of this M e m o r a n d u m of U n d e r s t a n d i n g ; 16) Establish e m p l o y e e p e r f o r m a n c e standards including, but not limited to, quality and quantity standards, and to require c o m p l i a n c e t h e r e w i t h ;

This A g r e e m e n t is not intended to restrict the right of t h e City to consult with t h e Union regarding matters within this Article. However, the parties u n d e r s t a n d that such consultation shall not create any obligation to meet and confer over issues not within t h e s c o p e of representation. Pursuant to M M B A Section 3504, t h e s c o p e of representation shall include all matters relating to e m p l o y m e n t conditions and e m p l o y e r - e m p l o y e e relations, including, but not limited to, w a g e s , hours, and other t e r m s and conditions of e m p l o y m e n t , except, however, that the scope of representation shall not include consideration of the merits, necessity, or organization of any service or activity p r o v i d e d by law or executive order.

Article VI.

Union R i g h t s

Agency Shop A . Each e m p l o y e e in the bargaining unit shall contribute to the cost of administration of this M e m o r a n d u m of U n d e r s t a n d i n g by t h e Union a n d for the representation of w o r k e r s in the bargaining unit by t h e U n i o n . A n y e m p l o y e e w h o is a m e m b e r of a bona fide religion, body, or sect, w h i c h has historically held conscientious objections to joining or financially supporting an e m p l o y e e organization shall not be required to j o i n or financially support the Union as a condition of e m p l o y m e n t . In lieu of periodic dues, initiation fees, or a g e n c y shop f e e s , to pay s u m s equal to the dues, initiation fees, or a g e n c y s h o p f e e s to a nonreligious, non-labor charitable fund e x e m p t f r o m taxation under Section 501(c)(3) of t h e Internal R e v e n u e C o d e , c h o s e n by the e m p l o y e e f r o m a list of at least three of these f u n d s , designated in a m e m o r a n d u m of understanding between the City a n d the Union, or if the m e m o r a n d u m of understanding fails to designate the f u n d s , then to a fund of that t y p e c h o s e n by t h e 6

e m p l o y e e . Proof of t h e p a y m e n t s shall be m a d e on a monthly basis to the City as a condition of continued e x e m p t i o n f r o m t h e requirement of financial support to t h e U n i o n . City e m p l o y e e s shall have the right to refuse to join or participate in the activities of Union and shall have the right to represent t h e m s e l v e s individually in their e m p l o y m e n t relations with the City. E m p l o y e e s shall pay either Union m e m b e r s h i p d u e s or a n equivalent service f e e not to e x c e e d Union d u e s . S u c h p a y m e n t s shall be m a d e by payroll deduction only. B. New e m p l o y e e s shall authorize either Union m e m b e r s h i p d u e s or a n equivalent service f e e not to e x c e e d Union d u e s within thirty days f r o m date of hire a n d shall continue said authorization in effect during t h e period of e m p l o y m e n t . T h e City shall forward a c o p y of t h e signed authorization f o r m within t h e e m p l o y e e ' s firth thirty (30) d a y s of e m p l o y m e n t . A n y e m p l o y e e subject to this section w h o is a m e m b e r of a bona fide religion, body, or sect, w h i c h has historically held conscientious objections to joining or financially supporting an e m p l o y e e organization shall not be required to join or financially support Union a s a condition of e m p l o y m e n t . In lieu of periodic d u e s , initiation fees, or a g e n c y s h o p fees, to pay s u m s e q u a l to t h e d u e s , initiation f e e s , or a g e n c y s h o p f e e s to a nonreligious, non-labor charitable fund e x e m p t f r o m taxation under Section 501(c)(3) of the Internal R e v e n u e C o d e , c h o s e n by the e m p l o y e e from a list of at least three of these f u n d s , d e s i g n a t e d in a m e m o r a n d u m of understanding b e t w e e n the City and the Union, or if the m e m o r a n d u m of understanding fails to d e s i g n a t e t h e f u n d s , t h e n to a f u n d of that type chosen by t h e e m p l o y e e . Proof of the p a y m e n t s shall be m a d e on a monthly basis to the City a s a condition of continued e x e m p t i o n f r o m t h e requirement of financial support to t h e Union. City e m p l o y e e s shall h a v e the right to refuse to join or participate in t h e activities of Union and shall have the right to represent t h e m s e l v e s individually in their e m p l o y m e n t relations with the City. T h e Union shall not interfere with, intimidate, restrain, coerce or discriminate against e m p l o y e e b e c a u s e of their exercise of their rights to abstain f r o m the activities of the Union of their own c h o o s i n g . C. T h e City shall d e d u c t Union m e m b e r s h i p d u e s a n d any other mutually a g r e e d - u p o n payroll d e d u c t i o n s f r o m the monthly pay of e m p l o y e e s . D. T h e service f e e , not to e x c e e d Union d u e s , shall be automatically d e d u c t e d for those e m p l o y e e s w h o fail to c o m p l y with the a g e n c y s h o p provision within the time limits prescribed. T h e City shall remit s u c h

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a m o u n t to t h e Union in a timely m a n n e r , with t h e e x c e p t i o n of charitable contributions w h i c h shall be remitted to the appropriate organization. E. Union m e m b e r s h i p may only be c h a n g e d by unit e m p l o y e e s in the last year before the e n d of the existing M O U d u r i n g t h e period of the last five working d a y s in D e c e m b e r . Notification to t h e Union m u s t be by U.S. mail or hand delivered to the Union office at 334 M o n t e r e y Street, Salinas, C A 9 3 9 0 1 , and is received within the d a y s listed a b o v e . Notification shall utilize the payroll deduction authorization f o r m . F. S E I U Local 5 2 1 , agrees to indemnify, d e f e n d a n d hold the City, its e m p l o y e e s , officials and representatives h a r m l e s s f r o m any claims, litigation or liability arising from the i m p l e m e n t a t i o n of this section. G. Reinstatement U p o n reinstatement of any unit e m p l o y e e , or u p o n return f r o m an unpaid leave of a b s e n c e or recall f r o m layoff, the e m p l o y e e shall have their deductions r e s u m e d based on the s a m e status they had previously ( m e m b e r or f e e payer.) T h o s e d e d u c t i o n s shall r e s u m e o n the first pay period in w h i c h they return to w o r k H. P r o m o t i o n / C h a n g e in the Job Title U p o n promotion or any c h a n g e in j o b title or classification the e m p l o y e e s shall continue to have their deductions c o n t i n u e b a s e d o n the s a m e status they had previously ( m e m b e r or f e e payer). I.

E m p l o y e e List A c o m p r e h e n s i v e list of all e m p l o y e e s c o v e r e d by this M O U will be submitted by t h e City to the Union annually or w h e n requested with t h e following information: Full N a m e , H o m e A d d r e s s , H o m e P h o n e , E m p l o y e e Number, Bargaining Unit, Job Classification, D e p a r t m e n t , W o r k Location, W o r k Phone, Hourly Rate or Salary, and Date of Hire. This list should be sent in a n electronic format that both the Union a n d Employer a g r e e u p o n .

J . Voluntary C O P E : A n y m e m b e r w h o chooses to contribute to t h e C O P E fund m a y d o s o by submitting a C O P E authorization f o r m to the Union specifying the a m o u n t they c h o o s e to have d e d u c t e d e a c h pay period. S u c h authorization will stay in effect until the m e m b e r requests in writing to the Union that s u c h deduction shall be s t o p p e d . If any contributing m e m b e r is no longer in a position subject to this M O U their d e d u c t i o n will be stopped by the City 8

and t h e Union will be advised both of the r e a s o n a n d their separation date. The Union will forward to the Employer copy of any s u c h authorization forms requesting to start or stop any s u c h C O P E d e d u c t i o n s . K.

Representation T h e union shall be entitled to designation of o n e S h o p Steward a n d o n e alternate. T h e City shall allow o n e d e s i g n a t e d representative e m p l o y e e of the Union time off without loss of c o m p e n s a t i o n or other benefits w h e n they are participating in any o n e of t h e following activities: 1. Formally m e e t i n g a n d conferring with representatives of t h e City o n matters within t h e s c o p e of representation. 2. Testifying or a p p e a r i n g as the d e s i g n a t e d representative of the Union in c o n f e r e n c e s hearing, or other proceedings before t h e Public E m p l o y m e n t Relations B o a r d , or an agent thereof, in matters relating to a charge filed by t h e Union against the City or by th City against the U n i o n organization. 3. Testifying or a p p e a r i n g as t h e d e s i g n a t e d representative of the Union in matters before a p e r s o n n e l or merit c o m m i s s i o n . T h e City shall provide copies of all d o c u m e n t s n e c e s s a r y for effective representation in t h e m e e t a n d confer process. For p u r p o s e s of this section, c o p i e s m a y be provided in electronic f o r m .

L. Bulletin Board T h e City shall provide t h e Union with bulletin board s p a c e at e a c h w o r k site. M. Union Orientation Within one (1) m o n t h of hiring a n e w e m p l o y e e , the City shall allow a Union Representative thirty (30) m i n u t e s of release time prior to t h e e n d of the e m p l o y e e ' s shift or lunch period to m e e t with t h e n e w e m p l o y e e for the purpose of union orientation. A p p r o v e d leave t i m e is subject to City approval and shall not conflict with the o p e r a t i o n a l requirements or duties of the City. N. Union A c c e s s to t h e W o r k Place T h e Union shall be given access to the w o r k p l a c e for the sole p u r p o s e of determining w h e t h e r the t e r m s and conditions of this A g r e e m e n t are being

9

o b s e r v e d . Such access shall not result in any interruption or interference of work. T h e Union will provide a d v a n c e notice to t h e City. Article VII.

Salary

Effective with the signing of this A g r e e m e n t , the City shall provide the following salary adjustments: A . For FY 2 0 1 5 - 1 6 , all e m p l o y e e s shall receive a 2 % increase to their base salary effective July 1, 2 0 1 5 (Appendix B) B. For FY 2 0 1 6 - 1 7 , all e m p l o y e e s shall receive a 3 % increase to their base salary effective July 1, 2 0 1 6 (Appendix C ) C. For FY 2 0 1 7 - 1 8 , all e m p l o y e e s shall receive a 4 % increase to their base salary effective July 1, 2 0 1 7 (Appendix D) A. Bilingual ( S p a n i s h ) Incentive P a y All S E I U represented e m p l o y e e s that utilize a s e c o n d language in the normal c o u r s e and s c o p e of their e m p l o y m e n t shall receive $ 1 3 0 . 0 0 of additional pay e a c h m o n t h . T o be eligible for consideration, e m p l o y e e s m u s t be in a position in w h i c h they use their bilingual skills in t h e n o r m a l c o u r s e and s c o p e of their e m p l o y m e n t as a p p r o v e d by the City M a n a g e r . T o receive bilingual pay, e m p l o y e e s must t a k e and pass a proficiency test. B. Overtime P a y Overtime pay is calculated in t e r m s of w o r k period-not a pay period. E m p l o y e e s will be paid o n e and one-half (1 V2) t i m e s their regular rate for any hours w o r k e d over forty (40) hours during any single period. C. On-Call Pay Public w o r k s On-Call Pay shall be one hundred thirty dollars ($130.00) per a s s i g n m e n t period (week) plus o n e and one-half t i m e s (1!4) t i m e s ' c o m p e n s a t i o n for hours w o r k e d . On-Call e m p l o y e e s m u s t provide the City with a contract n u m b e r w h i c h dispatch can call for service. No e m p l o y e e will be required to accept an On-Call duty a s s i g n m e n t unless the City is unable to obtain a volunteer. E m p l o y e e s selected for O n - C a l l duty will be selected from a list of available and will e m p l o y e e s . D. Longevity P a y In recognition of an e m p l o y e e ' s years of public service to the community, e m p l o y e e s with ten (10) years of continuous service shall receive a one-time lump s u m p a y m e n t e q u a l to three percent (3%) of their a n n u a l base c o m p e n s a t i o n beginning J u n e 30, 2015 payable in the first pay period of July. 10

E. Classification and Compensation T h e City a n d Union recognize that the Public W o r k s D e p a r t m e n t has a small staff responsible for highly technical functions regulated by t h e State of California and other g o v e r n m e n t agencies. In order to c o m p e n s a t e e m p l o y e e s for obtaining specialized licenses a n d certification (Appendix E), the City a n d Union a g r e e to establish a Pay for P e r f o r m a n c e pay plan for Public W o r k s Service e m p l o y e e s w h o successfully obtain City a p p r o v e d Certifications a n d L i c e n s e s relating to the following a r e a s : • • • • •

W a s t e w a t e r T r e a t m e n t Plant O p e r a t i o n s W a s t e w a t e r T r e a t m e n t and Collection W a t e r T r e a t m e n t and Distribution Pesticide Application S y s t e m C r o s s C o n n e c t i o n System Cross Connection

With the implementation of this p r o g r a m , the City a g r e e s to provide financial support and professional training opportunities to assist qualified e m p l o y e e s to obtain specified certifications and licenses outlined in A p p e n d i x F. E m p l o y e e s w h o currently receive c o m p e n s a t i o n for a n y of t h e following certificates shall continue to receive p a y m e n t during t h e term of this contract or until they a d v a n c e to a higher pay g r a d e w h i c h includes c o m p e n s a t i o n for t h e following certifications and licenses: • • • • • • • • • •

W a s t e w a t e r Treat Plant Operator - G r a d e I, II, III, IV W a t e r T r e a t m e n t Operator - T 1 , T 2 , T 3 , T 4 & T W a t e r Distribution Operator - D 1 , D 2 , D3, D4 & D5 Back-flow Prevention G e n e r a l Test. C r o s s - C o n n e c t i o n Specialist W a s t e w a t e r T r e a t m e n t Plant Specialist Qualified Application Certificate - Q A C California Driver's License Class A & B H e a v y E q u i p m e n t Operator G e n e r a l Irrigation & Landscaping Certificate

T h e Union and City a g r e e that Pay for P e r f o r m a n c e effectively rewards a n d c o m p e n s a t e s e m p l o y e e s for the effort a n d t i m e d e v o t e d to obtain the appropriate certification a n d licenses. O n c e an e m p l o y e e a d v a n c e s to the next classification step at the higher salary r a n g e , any c o m p e n s a t i o n received from individual certifications shall terminate. F. C l a s s i f i c a t i o n S t u d y R e q u e s t s T h e Union and City will m a k e a g o o d faith effort to conduct a C o m p e n s a t i o n and Classification study during t h e c o u r s e of this M O U pending a g r e e m e n t o n defining the relevant labor market, c o m p a r a b l e positions to be included in t h e 11

study and acceptable m e t h o d o l o g y for d e t e r m i n i n g classification and c o m p e n s a t i o n adjustment. G. Educational Reimbursement T o qualify for educational reimbursement, t h e e m p l o y e e must be a full t i m e e m p l o y e e and the course selected m u s t prepare the e m p l o y e e for future promotional opportunities and e n h a n c e their v a l u e to the City. Each e m p l o y e e desiring to receive an e d u c a t i o n a l r e i m b u r s e m e n t m u s t attend the course o n the e m p l o y e e ' s o w n t i m e ; c o m p l e t e the course satisfactorily with a passing g r a d e of " C " or its numerical equivalent or better. H. Working O u t of C l a s s P a y A temporary five percent (5%) p r e m i u m will be paid for services p e r f o r m e d outside of e m p l o y e e ' s j o b classification lasting m o r e than fifteen (15) w o r k i n g days. E m p l o y e e s performing a p p r o v e d additional services less t h a n fifteen (15) working days shall not be eligible for t h e five p e r c e n t ( 5 % ) p r e m i u m . Should an a p p r o v e d additional service last m o r e t h a n fifteen (15) w o r k i n g d a y s , affected e m p l o y e e s shall be paid t h e five percent (5%) b o n u s retroactively to t h e first d a y of the a s s i g n m e n t . For purposes of this provision, prior a p p r o v a l shall be required from both t h e d e p a r t m e n t h e a d and City Manager. T h e City M a n g e r m a y apply the p r e m i u m retroactively without prior approval. This temporary p a y m e n t shall terminate after ninety (90) calendar days unless an extension is specifically a p p r o v e d by t h e City M a n a g e r . In determining w h e t h e r an e m p l o y e e is w o r k i n g out of their position classification, t h e City will consider the distinguishing features of that classification, essential functions of the position a n d the required k n o w l e d g e , skills and abilities n e e d e d to perform t h e additional a s s i g n m e n t s . Request for p r e m i u m pay shall be d e n i e d if the a s s i g n m e n t or duties are not considered outside the p a r a m e t e r s of the j o b classification or e x c e e d the m i n i m u m experience and education requirements of the j o b classification.

I.

Temporary Special Assignment Pay E m p l o y e e s temporarily assigned by a m a n a g e r to perform the duties of a higher classification or skill level b e y o n d t h e regular s c o p e of their

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classifications shall receive, in addition to their regular rate of pay, a temporary special a s s i g n m e n t pay of no less t h a n five percent ( 5 % ) . A n e m p l o y e e given a T e m p o r a r y Special A s s i g n m e n t to a higher classification must possess t h e m i n i m u m educational/experience qualifications for t h e classification and m u s t be performing t h e full range of duties of another position classification or skill level to be eligible for T e m p o r a r y Special A s s i g n m e n t pay. T e m p o r a r y Special A s s i g n m e n t s are a n administrative tool that provide a vehicle for ensuring that appropriate a n d necessary staffing levels are maintained during e m p l o y e e a b s e n c e s and certain a p p r o v e d administrative actions. T o be eligible for T e m p o r a r y Special A s s i g n m e n t pay, an e m p l o y e e m u s t p e r f o r m , o n a full-time basis, all of t h e significant duties and responsibilities of a higher classification. A T e m p o r a r y Special A s s i g n m e n t m a y be a p p r o v e d w h e n a n y of t h e following apply: •

A n e m p l o y e e p e r f o r m s all of t h e significant duties of a v a c a n t position in a higher classification.

T e m p o r a r y Special R e a s s i g n m e n t shall not e x c e e d 180 days unless specifically a p p r o v e d by t h e City M a n a g e r a n d are not intended to resolve long-term or p e r m a n e n t staffing issues.

J.

Layoff P r o c e d u r e S e c t i o n 1: L a y o f f D u e to L a c k of W o r k , F u n d s or O t h e r R e a s o n s T h e city shall notify the Union a n d all affected E m p l o y e e s in writing of potential layoffs, including the reasons for the layoffs, no less than forty-five (45) calendar d a y s before any layoffs are s c h e d u l e d to take effect. O n c e t h e e m p l o y e e s a n d Union have b e e n notified of potential layoffs, the timeline for t h e layoff and/or reduction in force process shall c o m m e n c e a n d follow the below listed steps: 1. U p o n notice f r o m t h e City of p r o p o s e d layoffs, t h e parties shall have fifteen (15) calendar d a y s to m e e t and confer over alternatives to layoffs a n d or reduction(s) in f o r c e . 2. If, after t h e fifteen (15) day timeline, t h e Union and City c a n n o t identify a viable alternative to layoffs, the City m a y issue layoff notifications thirty (30) d a y s in a d v a n c e of the effective layoff/reduction in force date. 3. U p o n t h e thirty (30) day layoff/reduction in force notification, the e m p l o y e e ( s ) shall have t h e choice to either w o r k the remaining thirty (30) days or receive thirty (30) d a y s ' p a y a n d full benefits in-lieu of time worked.

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In addition, e m p l o y e e s laid off will be paid for all a c c u m u l a t e d paid leave, holiday leave (if a n y ) , and a c c u m u l a t e d sick leave to the extent permitted by City personnel policies. If an e m p l o y e e is laid off f r o m their j o b with t h e City, for e c o n o m i c r e a s o n s , the City will grant s e v e r a n c e pay, in addition to a n y "pay in lieu of t i m e w o r k e d " (as outlined in item # 3 a b o v e ) , in an a m o u n t equal to t w o (2) w e e k s of pay for every full year of c o n t i n u o u s e m p l o y m e n t service up to eight (8) w e e k s of pay. Layoffs and Reduction in Force (RIF) includes: • •

T e m p o r a r y Reduction: to w o r k is e x p e c t e d within twelve (12) months. P e r m a n e n t Reduction: Recall to w o r k is not e x p e c t e d b e c a u s e the position has b e e n eliminated, the contract has e x p i r e d , the d e p a r t m e n t has closed, or the reduction in force is d u e to budgetary constraints.

Should layoffs a n d or a reduction in force be e n a c t e d , t h e Union shall retain all rights to m e e t and confer over any a n d all e n s u i n g impacts a n d effects. S e c t i o n 2:

O r d e r of L a y o f f s

T h e order of such layoffs should be based o n seniority with t h e least senior e m p l o y e e s in t h e classification being laid off first, unless it c a n be d e m o n s t r a t e d that an e m p l o y e e possesses special skills, training and/or abilities necessary to maintain the daily operations of the City. R e i n s t a t e m e n t shall be in t h e reverse order of lay-offs. W h e n one or m o r e e m p l o y e e s assigned to the s a m e classification within a d e p a r t m e n t are to be laid off, the order of lay-offs shall be as follows: 1. 2. 3.

Temporary Probationary Regular

In the event of a reduction in force (RIF), or the reduction or elimination of a particular classification, there shall be no b u m p i n g into positions in w h i c h the e m p l o y e e d o e s not qualify. Article VIII.

Benefits

A. E m p l o y e e ' s Portion of P . E . R . S . Effective with t h e signing of this A g r e e m e n t , all S E I U bargaining unit m e m b e r s shall pay their full e m p l o y e e P E R S contribution in a c c o r d a n c e with current pension requirements. Effective with this M O U , e m p l o y e e s shall

14

receive a seven percent ( 7 % ) base salary increase as an offset to the e m p l o y e e P E R S contribution formerly paid by t h e City.

B. Health, V i s i o n a n d Dental I n s u r a n c e Health C a r e T h e City will provide basic and major m e d i c a l , vision a n d dental care plan for all e m p l o y e e s a n d their d e p e n d e n t s . For FY 2 0 1 5 - 1 6 , t h e City has selected the A n t h e m BC B r o n z e 1 K A X - H S A 5 5 0 0 plan for all City e m p l o y e e s . Bargaining Unit m e m b e r s will b e provided health c a r e insurance under this plan in a c c o r d a n c e with t h e schedule s h o w n in A p p e n d i x G for FY 2 0 1 5 - 1 6 , FY 2016-17 and 2 0 1 7 - 1 8 subject to the following provisions: 1. Employees shall contribute $135.00 per m o n t h t o w a r d medical c o v e r a g e d e p e n d i n g on t h e plan selected. 2. In addition t h e $ 1 3 5 . 0 0 , e m p l o y e e s shall pay twenty-five percent ( 2 5 % ) of the p r e m i u m c o s t for d e p e n d e n t care c o v e r a g e , ( 2 5 % per d e p e n d e n t up to 3 three d e p e n d e n t s a n d 1 s p o u s e or partner for t h e 2 0 1 5 - 2 0 1 6 plan). 3. Dental insurance r e i m b u r s e m e n t will be annually c a p p e d not to e x c e e d $2,000. 4.

For the duration of this M O U only, t h e City a g r e e s to cover increased costs to the healthcare 2 0 1 6 p r e m i u m s up to nine percent (9%) per year, compounded.

5. For the 2 0 1 6 health care plan year only, e a c h bargaining unit e m p l o y e e shall contribute an additional five dollars ($5) per pay period, w h i c h shall be pooled a n d re-distributed a m o n g s t bargaining unit e m p l o y e e s w h o s e d e p e n d e n t c a r e c o v e r a g e increased for t h e 2 0 1 6 health plan year. This provision shall apply to bargaining unit e m p l o y e e s hired before D e c e m b e r 1, 2015. T h e parties recognize that certain State a n d F e d e r a l laws, p r o g r a m s and regulations, including t h e Affordable C a r e Act, m a y impact future m e d i c a l plan offerings. In the e v e n t reform m e a s u r e s alter healthcare coverage options, cost, or other e l e m e n t s of healthcare services t h a t materially alter the provisions of this M O U , either party m a y request to r e o p e n Section 4(a)(2) regarding m e d i c a l i n s u r a n c e for the p u r p o s e of discussing alternative a p p r o a c h e s and p r o p o s a l s to providing healthcare c o v e r a g e . In addition, should State or F e d e r a l laws concerning taxation of healthcare benefits change, the parties a g r e e to m e e t and confer to d i s c u s s the impacts of s u c h change.

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Health Insurance Review C o m m i t t e e : A Health Insurance Review C o m m i t t e e shall be c o m p o s e d of representative f r o m t h e City and duly designated bargaining units as follows: 1. 2. 3.

SEIU521 CityHR/Admin GPOA/GPSA

S E I U 521 representatives will include up to two (2) m e m b e r s , in addition to o n e (1) staff representative. T h e C o m m i t t e e will m e e t o n c e a quarter to review a n d consider alternative plans and/or plan modifications. In the event the Health Insurance Review C o m m i t t e e r e c o m m e n d s plan modification to t h e City a n d the Parties agree o n t h e modifications, the parties (i.e. Union and City) will reopen this Article of this A g r e e m e n t to allow implementation of the a g r e e d upon modifications. In the event that this c o m m i t t e e is unable to a g r e e to modifications nothing in this Article shall obligate the City to a s s u m e additional health care cost that e x c e e d t h e total a g g r e g a t e cost for current bargaining m e m b e r s as outlined in A p p e n d i x G. This C o m m i t t e e will remain in effect and will follow t h e s a m e p r o c e d u r e and timeline listed a b o v e for e a c h s u b s e q u e n t fiscal y e a r during t h e term of this agreement. C . Life, A c c i d e n t a l Death a n d D i s m e m b e r m e n t I n s u r a n c e T h e City shall pay for the p r e m i u m of a twenty-five t h o u s a n d dollar ($25,000.00) term life and accidental death a n d d i s m e m b e r m e n t policy s p o n s o r e d by t h e City, for all unit e m p l o y e e s . D. L o n g T e r m Disability I n s u r a n c e T h e City shall pay for the p r e m i u m for a long-term disability plan for safety e m p l o y e e s as i m p l e m e n t e d in the Standard Insurance Long T e r m Disability Plan. Article IX.

Uniform P r o g r a m

T h e purpose of the City Uniform P r o g r a m is to m a x i m i z e s a f e w o r k i n g conditions, reflect g o o d a p p e a r a n c e and to provide e a s e of recognition, and/or identification for e m p l o y e e s by the public. All City issued uniforms and all other related dressing accessories are to be kept well maintained and m a y not be used for recreation or off duty purposes. No e m p l o y e e shall affix, a d o r n or otherwise alter any d e p a r t m e n t provided uniform by 16

adding patches, e m b l e m s , pins, etc., unless such items and/or alterations are legally protected as Union rights, or i s s u e d , authorized, or provided by t h e d e p a r t m e n t . Employees are prohibited f r o m w e a r i n g their City issued shirts or uniforms at bars, night clubs or any other places that w o u l d bring discredit to t h e City. In exercising legally protected Union rights, the Union a c k n o w l e d g e s that the City has a legitimate business interest in maintaining a professional i m a g e for its public e m p l o y e e s , and a cornerstone of this image is its requirement that all e m p l o y e e s dress in professional attire and project a positive i m a g e to t h e public. Before implementation of t h e Uniform P r o g r a m , the Union and the City shall f o r m a committee to include the City M a n a g e r and two (2) Union m e m b e r s to identify appropriate uniform options. U p o n c o n s e n s u s within t h e c o m m i t t e e , t h e c o m m i t t e e shall present the p r o p o s e d uniforms to t h e m e m b e r s h i p for a final vote of a p p r o v a l . Should the m e m b e r s reject t h e p r o p o s e d uniforms the c o m m i t t e e shall r e c o n v e n e to explore alternative uniforms. Employees are liable for issued uniform items that have b e e n lost, stolen or d a m a g e d beyond economic repair, e x c e p t if t h e d a m a g e is d u e to t h e nature of t h e j o b . If a uniform has been d a m a g e d a s a result of t h e nature of t h e j o b or extenuating circumstances, e m p l o y e e s are required to report a n d request a replacement f o r m their direct supervisors. A. Office Staff T h e City will annually provide e a c h e m p l o y e e in the unit eight (8) dress shirts with the City logo. City issued uniforms m u s t be w o r n during their hours of e m p l o y m e n t . T h e City reserves t h e right to prescribe the casual w e a r days and c o m m u n i t y e v e n t s w h e r e i n uniforms will be w o r n . M a i n t e n a n c e of such uniforms shall b e at t h e e m p l o y e e ' s e x p e n s e . R e p l a c e m e n t uniforms shall only be for on-duty d a m a g e . B. P u b l i c W o r k s M a i n t e n a n c e Staff E m p l o y e e s will be provided (11) uniforms w h i c h will be w o r n while performing their work duties. T h e City will incur t h e costs for cleaning s u c h uniforms o n a weekly basis. E m p l o y e e s m u s t return all uniforms and any City issued property to t h e City upon separation of e m p l o y m e n t . Failure to d o so will result in d e d u c t i o n f r o m final check for missing uniforms or property. C . P o l i c e D e p a r t m e n t Staff E m p l o y e e s will be provided t w o (2) uniforms per fiscal year.

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Employees are responsible for returning issued uniform items in a clean and serviceable condition by the end of their e m p l o y m e n t t e r m with the City. Per IRS guidelines, uniforms or clothing, p r o v i d e d by t h e e m p l o y e r or provided through a n allowance to the e m p l o y e e , are excludable f r o m taxable w a g e s of the e m p l o y e e if they are specifically required a s a condition of e m p l o y m e n t a n d are not w o r n or adaptable for g e n e r a l use as ordinary clothing. Uniforms or clothing, provided by City of provided through an allowance to the e m p l o y e e , are includable in t a x a b l e w a g e s of a n e m p l o y e e if they do not qualify for all the relevant IRS exclusions. Article X .

Holidays

T h e City shall provide fourteen (14) paid holidays and t h e y are specified as follows: s t

•

January 1

• • • • • • • • • • • • •

T h e third M o n d a y in January, observed as Martin Luther King Jr. Day T h e third M o n d a y in February, o b s e r v e d a s President's Day T h e last M o n d a y in M a r c h , observed as C e s a r C h a v e z ' Day T h e last M o n d a y in May, observed a s M e m o r i a l Day July 4 T h e first M o n d a y in September, observed as Labor Day T h e s e c o n d M o n d a y in October, o b s e r v e d a s C o l u m b u s Day N o v e m b e r 1 1 , o b s e r v e d as Veteran's D a y T h e fourth T h u r s d a y in November, o b s e r v e d a s T h a n k s g i v i n g Days T h e day s u b s e q u e n t to the fourth T h u r s d a y in N o v e m b e r D e c e m b e r 2 4 , o b s e r v e d as Christmas E v e D e c e m b e r 2 5 , o b s e r v e d as Christmas D a y A personal holiday a p p r o v e d by t h e e m p l o y e e ' s supervisor t h

l h

t h

th

E m p l o y e e s required to w o r k on a holiday shall receive paid c o m p e n s a t i o n at a rate of o n e and one-half (1 14) t i m e s t h e e m p l o y e e s ' regular rate of p a y plus receive the e m p l o y e e s ' regular paid c o m p e n s a t i o n for the holiday. Article XI.

Miscellaneous

A. V a c a t i o n 1. V a c a t i o n P o l i c y T h e purpose of a n n u a l vacation leave is to e n a b l e e a c h eligible e m p l o y e e to t a k e a break f r o m his w o r k a n d return mentally refreshed. For this reason it is t h e intention of the City that vacations are t a k e n , insofar as possible, in period of o n e w e e k or m o r e . 2. V a c a t i o n A c c r u a l 18

All full t i m e e m p l o y e e s shall be credited with vacation time relation to years of c o n t i n u o u s service in a c c o r d a n c e with t h e following s c h e d u l e : a. Less T h a n Five (5) Y e a r s . For e m p l o y e e s completing less t h a n five (5) years of continuous service, six and two-thirds (6 2/3) hours for each m o n t h of service - ten (10) working days per year b.

Five (5) or More Y e a r s . For e m p l o y e e s completing five (5) or m o r e y e a r s of continuous service, t e n (10) hours e a c h m o n t h of service - fifteen (15) w o r k i n g days per year.

c.

Fifteen (15) or More Y e a r s . For e m p l o y e e s c o m p l e t i n g fifteen (15) or m o r e y e a r s of c o n t i n u o u s service, f o u r t e e n (14) h o u r s for e a c h m o n t h of service - twenty-one (21) w o r k i n g days per year.

d . A n y further c h a n g e s in vacation t i m e will be set by resolution by t h e City C o u n c i l . V a c a t i o n shall b e credited on a prorated basis of the a m o u n t of time in w h i c h t h e e m p l o y e e is in pay status during that m o n t h . V a c a t i o n time shall be credited at the e n d of e a c h m o n t h of service. E m p l o y e e s m u s t use o n e w e e k of a c c u m u l a t e d vacation t i m e e a c h year and m a y not acculturate m o r e than 180 hours during any calendar year without the approval of the City M a n a g e r . O n c e t h e m a x i m u m accrual has b e e n r e a c h e d , the e m p l o y e e shall c e a s e to accrue additional vacation until t h e balance is reduced below the m a x i m u m . E m p l o y e e s shall be paid for a c c u m u l a t e d vacation time upon termination of e m p l o y m e n t . 3. U s e of V a c a t i o n E m p l o y e e s shall c o m p l e t e six (6) m o n t h s of c o n t i n u o u s service before b e c o m i n g eligible to use accrued vacation leave unless the City M a n a g e r shall authorize t h e utilization of a c c r u e d vacation prior to the c o m p l e t i o n of this period. T h e s c h e d u l i n g of a n d duration of an e m p l o y e e ' s use of a c c r u e d vacation leave shall be a p p r o v e d by the d e p a r t m e n t h e a d . E m p l o y e e s shall not w o r k for the City during their vacation in order to earn d o u b l e c o m p e n s a t i o n . M a x i m u m vacation accrual shall be in a c c o r d a n c e with City Rule 2 0 . In t h e a b s e n c e of a d e p a r t m e n t a l policy a p p r o v e d by t h e City M a n a g e r , e m p l o y e e s shall apply for vacation at least s e v e n (7) calendar d a y s before t h e requested effective date of v a c a t i o n . Should the requests of 19

two e m p l o y e e s conflict, t h e supervisor m a y r e c o m m e n d to t h e Department Director c h a n g e s to best a c c o m m o d a t e all e m p l o y e e s . Important criteria to be considered by t h e supervisor are t h e classification and seniority of the e m p l o y e e s , t h e dates on w h i c h the vacation requests w e r e submitted and w o r k l o a d requirements. 4. C o m p e n s a t i o n in L i e u of T i m e Off Each year an e m p l o y e e may request that the City p u r c h a s e a c c r u e d vacation hours in excess of 80 hours. All vacation hour p u r c h a s e d shall be approved by the City Manager. All request that t h e City p u r c h a s e accrued vacation m u s t be m a d e by N o v e m b e r 1 5 a n d will be paid by D e c e m b e r 1 of e a c h year. P a y m e n t of vacation hours shall be subject to the availability of funds as d e t e r m i n e d by t h e City Manager. th

s t

5. Holiday Falling During V a c a t i o n In t h e event a City holiday falls within a n e m p l o y e e ' s vacation period w h i c h w o u l d have e x c u s e d t h e e m p l o y e e f r o m w o r k a n d for w h i c h no other c o m p e n s a t i o n is m a d e , such holiday shall not be c h a r g e d a s a vacation day. 6. V a c a t i o n at Termination E m p l o y e e s separating their e m p l o y m e n t municipal service w h o h a v e accumulated vacation leave shall be paid in the a m o u n t of a c c r u e d vacation to the date of termination. 7. Military S e r v i c e - V a c a t i o n P a y - O f f E x c e p t i o n A n e m p l o y e e w h o interrupts his municipal service b e c a u s e of e x t e n d e d military leave shall, u p o n the e m p l o y e e ' s request, be c o m p e n s a t e d for accrued vacation at the time the leave b e c o m e s effective. B. S i c k L e a v e 1. S t a t e m e n t of P o l i c y T h e purpose of sick leave is to provide an e m p l o y e e t i m e off without loss of pay d u e to illness. Sick leave shall not be considered a s a privilege w h i c h an e m p l o y e e m a y use at e m p l o y e e ' s discretion, but shall be a p p r o v e d by the d e p a r t m e n t h e a d . Sick leave shall be allowed and used only in t h e case of necessity a n d actual personal sickness or disability, medical or dental treatment, or in t h e case of an e m e r g e n c y illness in the i m m e d i a t e family. I m m e d i a t e family shall m e a n the spouse, parent, child, brother, sister, or a close relative residing in the household of the employer. 20

2.

Eligibility No sick leave, unless authorized by the P e r s o n n e l Officer, may be taken during t h e e m p l o y e e ' s probationary p e r i o d . Sick leave t i m e accrued for the initial six m o n t h s of e m p l o y m e n t m a y be used after that period has b e e n c o m p l e t e d . In order to receive c o m p e n s a t i o n while absent o n sick leave, the e m p l o y e e shall notify t h e head of the d e p a r t m e n t prior to the first day of a b s e n c e . Notification shall b e at least two (2) hours prior to the time set for t h e beginning of said e m p l o y e e ' s w o r k shift. D e p a r t m e n t h e a d s m a y , at their discretion, reduce t h e t i m e period required for notification prior to a b s e n c e and m a y grant e x c e p t i o n s to t h e notification requirement if an u n r e a s o n a b l e hardship w o u l d be i m p o s e d on the e m p l o y e e . W h e n an e m p l o y e e is absent d u e to illness or injury for m o r e t h a n t w o (2) d a y s , a physician's certificate shall be required stating the c a u s e of t h e a b s e n c e and attesting to the e m p l o y e e ' s ability to r e s u m e w o r k . Five (5) d a y s of sick leave shall be permitted in case of d e a t h of an i m m e d i a t e family ( S p o u s e , parent, child, brother, sister or a close relative residing in the household of t h e e m p l o y e e )

3. Affidavit a n d P h y s i c i a n ' s Certificate O n every o c c a s i o n for w h i c h sick leave is r e q u e s t e d , regardless of duration, e a c h e m p l o y e e shall file with t h e P e r s o n n e l Officer an affidavit specifying the purpose for w h i c h the sick leave will be or has b e e n u s e d . T h e e m p l o y e e will state the particular reason for t h e use of sick leave, a n d sick leave pay will be for the r e a s o n s set forth in Section 1 a b o v e . Detail must be sufficient e n o u g h for t h e City to reasonably a s s u m e the validity of t h e claim or to injury or illness. W h e n e v e r a n e m p l o y e e is absent for m o r e t h a n two (2) consecutive working d a y s for any reasons set forth in Section 1, e m p l o y e e shall provide a s t a t e m e n t f r o m a physician specifying that t h e e m p l o y e e w a s under t r e a t m e n t a n d incapacitated f r o m w o r k , or confirming the e m e r g e n c y illness of a n i m m e d i a t e family m e m b e r to qualify for sick leave a s permitted in Section 1. Notwithstanding t h e a b o v e , the P e r s o n n e l Officer m a y require a physician's s t a t e m e n t w h e n e v e r repeated a b s e n c e s of two (2) d a y s or less occur repeatedly. 4. S i c k A c c r u a l Sick leave shall be accrued monthly, beginning with the first m o n t h of e m p l o y m e n t , p r o v i d e d t h e e m p l o y e e has b e e n in pay status for fifty (50) percent or m o r e of t h e first or any m o n t h thereafter. Sick leave 21

shall be a d d e d to the employee's sick a c c u m u l a t i o n a c c o u n t u p o n completion of e a c h calendar month with no credit applied during the progress of t h e m o n t h for portion of t h e m o n t h during w h i c h t h e e m p l o y e e terminates his City service. Sick leave shall be a c c r u e d at t h e rate of eight (8) hours per m o n t h for all City e m p l o y e e s ; a n e m p l o y e e m a y only accumulate 6 5 0 hours of sick leave. 5. D e d u c t i o n s Sick leave with pay shall be granted o n an hour-for-hour basis. Calls for medical, dental or other similar practitioner's office w h i c h are m a d e during w o r k i n g hours for other than job-related injuries shall be considered sick leave if they are longer t h a n o n e (1) hour. 6. I n c e n t i v e s Sick leave is a privilege that should not be m i s u s e d . A s an incentive to discourage m i s u s e and e n c o u r a g e long t e r m honorable active service, an e m p l o y e e w h o retire and/or resigns in food standing shall receive p a y m e n t in direction proportion to the increments and p e r c e n t a g e s provided in t h e following formula: A. After five (5) years of continuous service and separation in g o o d standing, ten (10) prevent of a c c u m u l a t e d sick leave.

B. After ten (10) years of continuous service a n d separation in g o o d standing, twenty (20) percent of a c c u m u l a t e d sick leave.

C. After fifteen (15) years of continuous service a n d separation in g o o d standing, thirty (30) percent of a c c u m u l a t e d sick leave. D. After twenty (20) years of continuous service a n d separation in g o o d standing, forty (40) percent of a c c u m u l a t e d sick leave. C. Catastrophic Leave Program T h e Catastrophic L e a v e P r o g r a m allows p e r m a n e n t e m p l o y e e s (those w h o have successfully completed their probationary period) under specified conditions to receive donated vacation leave f r o m their co-workers w h e n they are unable to w o r k and are experiencing financial hardship as t h e result of a catastrophic illness or injury. Eligibility T o qualify for participation in the program, e m p l o y e e s suffering a catastrophic illness or injury m u s t have an approved a b s e n c e and expect to exhaust all 22

paid leave credits. Paid leave credits include all sick leave, vacation, personal holiday credits, a n d c o m p e n s a t i n g time off. A catastrophic illness or injury is defined a s a s e v e r e illness or injury that incapacitates a n e m p l o y e e and creates a financial hardship o n c e the e m p l o y e e has e x h a u s t e d all paid time off. P r o c e d u r e for Participation Only full-time e m p l o y e e s with a m i n i m u m of o n e year of e m p l o y m e n t at the time of the leave are eligible to participate in t h e p r o g r a m . E m p l o y e e s w h o wish to receive benefits f r o m t h e p r o g r a m m u s t submit to H u m a n R e s o u r c e s or their d e s i g n e e , a request to participate in t h e catastrophic leave p r o g r a m . T h e request will b e reviewed to e n s u r e that it m e e t s the established criteria of the p r o g r a m . All requests for participation in t h e p r o g r a m must include: • • • •

N a m e a n d w o r k location of e m p l o y e e ; R e a s o n for the request and a physician's verification of the illness or injury of t h e e m p l o y e e or family m e m b e r ; Dates of a b s e n c e ; Specific date w h e n leave credits are e x p e c t e d to be e x h a u s t e d :

H u m a n R e s o u r c e s will review t h e following factors a n d submit to t h e City Manager for final approval: • • • • •

Length of p e r m a n e n t e m p l o y m e n t . T h e a m o u n t of time already u s e d for this specific situation. Patterns of sick leave previously u s e for this specific situation. Eligibility for long-term disability i n s u r a n c e . T h e e m p l o y e e ' s work record and j o b p e r f o r m a n c e .

T h e City M a n a g e r shall have sole and final discretion in the authorization of t h e vacation leave transfer. If a p p r o v e d by t h e City M a n a g e r , an a n n o u n c e m e n t soliciting voluntary vacation leave d o n a t i o n s will be sent t o all e m p l o y e e s of t h e City for requests that have b e e n a p p r o v e d a n d m e e t the established criteria of the p r o g r a m . D. L e a v e Donation E m p l o y e e s desiring to donate vacation leave credits are required to sign a n authorization f o r m indicating the a m o u n t of leave donated a n d the n u m b e r of hours. Only vacation leave credits are eligible for donation. A m i n i m u m donation of o n e hour is required to a m a x i m u m of eight hours per e m p l o y e e . T h e contributing e m p l o y e e will be notified w h e n the vacation leave is deducted from his/her account. A m a x i m u m c o m b i n e d contribution of 160 hours will be transferred into the e m p l o y e e ' s sick leave record. A n y u n u s e d portion of the d o n a t e d sick leave will remain in the contributing e m p l o y e e ' s 23

record. Contributions in excess of 160 hours will be kept on file in the event t h e requesting e m p l o y e e had need b e y o n d the initial request. T h e City will transfer vacation leave credits, hour for hour, f r o m t h e leave records of donating e m p l o y e e s to t h e recipient's leave record. D o n a t i o n s will be credited to the recipient's record, and will be available for use, o n c e all leave credits have b e e n e x h a u s t e d . Employees w h o receive donated credits t h r o u g h this p r o g r a m will be required to use any leave credits they continue to a c c r u e o n a monthly basis prior to receiving credit f r o m donations. A t no t i m e m a y a recipient receive m o r e t h a n 1 0 0 % of their current salary while o n leave. T h e City will not disclose the identities of the donors to the recipient. T h e use of d o n a t i o n s for catastrophic illness or injury will be limited to a m a x i m u m of twelve c o n t i n u o u s m o n t h s for e a c h occurrence. E . Probationary P e r i o d 1. Objective of the Probationary P e r i o d T h e probationary period shall be regarded a s part of t h e examination process. It shall be utilized for closely o b s e r v i n g t h e e m p l o y e e ' s w o r k a n d for securing the m o s t effective adjustment of a n e w e m p l o y e e to t h e n e w position. 2. Probationary P e r i o d : R e g u l a r A p p o i n t m e n t All original a n d promotional appointments to the classified service positions shall be subject to probationary period of six (6) m o n t h s for all non-safety e m p l o y e e s . T h e City Council m a y , by resolution, establish a different probationary period for specified classes either directly or by a p p r o v a l of an e m p l o y m e n t contract. 3. Notification a n d Retention of P r o b a t i o n e r T h e Personnel officer shall notify the d e p a r t m e n t h e a d of any probationer o n e m o n t h in a d v a n c e of the completion of a n y probationary period. T h e department h e a d shall r e c o m m e n d in writing t o the P e r s o n n e l Officer w h e t h e r the probationary period. In any event, t h e City M a n a g e r shall m a k e the final determination w h e t h e r or not to retain t h e probationer. 4. R e j e c t i o n of P r o b a t i o n e r During the probationary period, period and e m p l o y e e m a y be s u s p e n d e d , d e m o t e d or terminated at any time by the d e p a r t m e n t h e a d with t h e approval of the City M a n a g e r without c a u s e a n d without the right of a p p e a l 24

or to submit a g r i e v a n c e . Notification of rejection in writing shall be served on a probationer and a copy filed with the P e r s o n n e l Officer. 5. Rejection F o l l o w i n g P r o m o t i o n A n e m p l o y e e rejected during the probationary period following a promotional a p p o i n t m e n t shall be reinstated to the position f r o m w h i c h that e m p l o y e e w a s p r o m o t e d , unless that e m p l o y e e is d i s c h a r g e d from the classified service in t h e m a n n e r provided in these rules a n d regulations. 6. Promotion during Probationary P e r i o d A n e m p l o y e e p r o m o t e d to a position with greater m a x i m u m rate of pay than that of t h e e m p l o y e e ' s original a p p o i n t m e n t shall be d e e m e d a n e w probationary e m p l o y e e and will c o m m e n c e the probationary period on t h e effective date of said promotional appointment. 7.

Reappointments R e a p p o i n t m e n t s after termination will be c o n s i d e r e d as n e w e m p l o y m e n t except for r e a p p o i n t m e n t f r o m a r e - e m p l o y m e n t list w h e r e the reappointed e m p l o y e e had previously c o m p l e t e d the probationary period in the position from which they w e r e laid off.

F. R e s i d e n c y R e q u i r e m e n t All public works e m p l o y e e will be required to establish and maintain continuous residence in a location w h i c h permits t h e m to respond in a reasonable t i m e to an e m e r g e n c y call. This r e q u i r e m e n t will be m e t s o long as the e m p l o y e e lives within twelve (12) air-miles of t h e Greenfield Corporation Y a r d . E m p l o y e e s are required to be in c o m p l i a n c e with this requirement on or before the completion of their probationary period. B a s e d on a d o c u m e n t e d hardship, the City M a n a g e r m a y modify or w a i v e this requirement in a n y m a n n e r that is in the best interest of the City. T h e decision to waive or modify this requirement by the City M a n a g e r is not subject to appeal or arbitration. G . Drug T e s t i n g All City e m p l o y e e s are e x p e c t e d , as a condition of e m p l o y m e n t , to remain free of drugs or alcohol in the w o r k p l a c e . T h e City will not tolerate the use of illegal drugs by its e m p l o y e e s , nor will it tolerate the use of any drug or alcohol which m a y imperil the health, safety, or well-being of its e m p l o y e e s or the public. T h e City provides a n Employee A s s i s t a n c e P r o g r a m (EAP) to help e m p l o y e e s and their families w h o suffer f r o m alcohol a n d d r u g a b u s e , stress, or other mental or health problems. It is the p e r s o n a l responsibility of e a c h e m p l o y e e to seek assistance f r o m the E A P before d r u g a b u s e and alcohol problems lead to disciplinary action or interfere with j o b p e r f o r m a n c e . 25

M a n a g e m e n t m a y refer e m p l o y e e s to the E A P at s u c h t i m e a s they perceive an e m p l o y e e ' s j o b performance or a t t e n d a n c e is deteriorating. Pursuant to Federal Drug-Free W o r k p l a c e A c t i o n of 1990, t h e City of Greenfield has adopted a policy setting forth t h e t e r m s and conditions to establish and maintain a drug-free w o r k p l a c e . T h e policy, entitled "City of Greenfield Drug-Free W o r k p l a c e , " is incorporated in P e r s o n n e l Rule 17, Section 6, A t t a c h m e n t A . P o s t - C r a s h T e s t i n g - E m p l o y e e s will be subject to alcohol a n d drug testing when: 1. T h e e m p l o y e e contributes to or is responsible for an on-the-job preventable vehicular C r a s h or; 2. A n y t i m e t h e driver receives a citation under state or local laws, or; 3. Personal injury or death involved, or; 4 . O n e or m o r e motor vehicles incurring disabling d a m a g e as a result of the accident, requiring t h e motor vehicle to be transported a w a y from t h e s c e n e by a tow truck or other motor vehicles. If it is not feasible to m o v e an injured e m p l o y e e f r o m a treating facility, s p e c i m e n s may be obtained at the treating facility following t h e p r o c e d u r e s set forth by t h e approved laboratory and transported to a n a p p r o v e d laboratory. A n y e m p l o y e e subject to post-crash testing w h o leaves t h e s c e n e of an accident (unless it is prudent to d o so for medical or notification p u r p o s e s , or permission is granted by a supervisor or m a n a g e m e n t ) before testing is administered, drinks alcohol within eight (8) hours following t h e accident without first being t e s t e d , or fails to remain available for testing, will be d e e m e d by the City to have refused to s u b m i t to testing. S u c h refusal will be treated as it the e m p l o y e e had received a verified positive for controlled substances or has and alcohol test result of .04 or greater. H. P e r f o r m a n c e E v a l u a t i o n Written performance evaluations shall be c o n d u c t e d annually a n d serve t h e following purposes: 1.

T o promote c o m m u n i c a t i o n b e t w e e n e m p l o y e e and supervisor a b o u t the e m p l o y e e ' s work p e r f o r m a n c e and m e a n s by w h i c h that performance might be e n h a n c e d ;

2.

T o establish goals and expectations for t h e c o m i n g year;

3.

T o identify and e n c o u r a g e w a y s in w h i c h t h e e m p l o y e e can d e v e l o p his/her skills; 26

4.

T o provide justification along with other relevant information a n d the r e c o m m e n d a t i o n for salary increase;

5.

To assist supervisors in determining the overall p e r f o r m a n c e rating a n d assist the e m p l o y e e and supervisor in attaining t h e highest level of performance;

6.

To record h o w an e m p l o y e e ' s p e r f o r m a n c e m e e t s the requirements of their j o b ;

7.

T o identify e m p l o y e e strengths and areas for e n h a n c e m e n t ; a n d to

8.

Assist e m p l o y e e s with planning and implementing p r o g r a m s to m e e t i m p r o v e m e n t and/or career d e v e l o p m e n t needs.

Every effort shall be m a d e to include substantiated information within a n e m p l o y e e ' s p e r f o r m a n c e evaluation. A n e m p l o y e e m a y a p p e a l an annual p e r f o r m a n c e f e e d b a c k appraisal w h e r e it is believed that t h e overall rating or individual p e r f o r m a n c e factor ratings d o not represent a true evaluation of the e m p l o y e e ' s w o r k p e r f o r m a n c e during t h e appraisal p e r i o d . T h e written appeal m u s t contain t h e following information: • • •

T h e specific p e r f o r m a n c e factor being c o n t e s t e d ; T h e rating t h e e m p l o y e e proposes for e a c h factor being a p p e a l e d ; T h e specific facts to support e a c h of t h e p e r f o r m a n c e factors being appealed.

If the discussion with the immediate supervisor d o e s not resolve t h e a p p e a l to t h e satisfaction of the e m p l o y e e , the e m p l o y e e m a y t h e n file a written request to meet with the D e p a r t m e n t Director. Upon receipt of t h e written request, t h e D e p a r t m e n t Director shall m e e t with the e m p l o y e e within ten (10) working d a y s or r e s p o n d in writing to t h e e m p l o y e e . Should the Department Director fail to m e e t with t h e e m p l o y e e or provide a written r e s p o n s e , t h e e m p l o y e e ' s p r o p o s e d c h a n g e ( s ) to t h e written performance evaluation shall be d e e m e d rejected a n d the evaluation will be considered final. A n e m p l o y e e m a y submit a written response to their evaluation that shall be placed in their p e r s o n n e l file with the evaluation. I.

Injury I l l n e s s a n d P r e v e n t i o n P r o g r a m T h e purpose of t h e City's Injury and Illness Prevention P r o g r a m a s c o n t a i n e d in the Personnel Policy is to e n c o u r a g e e m p l o y e e s to report u n s a f e conditions 27

with a c c o r d a n c e that City M a n a g e m e n t will t a k e appropriate action(s). In correcting such conditions, t h e City displays a c o m m i t m e n t to the safety and health of its e m p l o y e e s . T h e person responsible and with authority to m a n a g e t h e City's Injury/Illness Prevention P r o g r a m will be the City M a n a g e r . T h e safety a n d Health C o m p l i a n c e C o m m i t t e e shall be c o m p o s e d of t h e following: O n e M e m b e r - Administration O n e M e m b e r - Police A s s o c i a t i o n O n e M e m b e r - Public W o r k s D e p a r t m e n t T h e committee shall m e e t on a monthly basis a n d not less than o n a quarterly basis with t h e City Manager. Article XII.

Grievance Procedure

G r i e v a n c e Defined Grievance is defined as a complaint by an e m p l o y e e or a g r o u p of e m p l o y e e s b a s e d o n alleged violation, misinterpretation or unequal application of t h e provisions this M e m o r a n d u m of Understanding by an e m p l o y e e or g r o u p of e m p l o y e e s adversely affected thereby, but shall not include the following: A. Disciplinary actions as defined herein w h i c h shall be subject to a p p e a l through the p r o c e d u r e Contained in this A g r e e m e n t for the a p p e a l of disciplinary actions; B. Complaints regarding Affirmative A c t i o n , O c c u p a t i o n a l Health and Safety, W o r k e r s ' C o m p e n s a t i o n s or discrimination c o m p l a i n t s b a s e d on a g e , race, color, religion, sex, national origin, marital status, ancestry, handicap or sexual orientation or t h e applicable p r o c e d u r e s for s u c h complaints;

C. T h e exercise of any City rights as specifies in this M e m o r a n d u m , s o long as the exercise of such rights d o e s not conflict w i t h other provisions of this Agreement;

D. A n y impasse or dispute in the meeting and conferring process, or any matter within t h e s c o p e of representation;

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E. Any matter for w h i c h a different appeals p r o c e d u r e is provided either by statutes, o r d i n a n c e s , resolutions, or a g r e e m e n t s . T h e Union may file a g r i e v a n c e on its o w n behalf only o n t h o s e matters w h i c h pertain to the rights of the Union as a n organization a s specified in Article 5 of this A g r e e m e n t . No e m p l o y e e or group of e m p l o y e e s may refuse to follow direction pending the o u t c o m e of a grievance. Employees in the unit will follow all directives, e v e n if s u c h directives are allegedly in conflict with t h e provisions of this contract. C o m p l i a n c e with s u c h directives will not in any w a y prejudice the e m p l o y e e ' s rights to file a g r i e v a n c e within the t i m e limits contained herein, nor shall c o m p l i a n c e affect the ultimate resolution of t h e grievance. Nothing in this Article or e l s e w h e r e in this a g r e e m e n t shall be construed to permit the Union to process a grievance on behalf of an e m p l o y e e w i t h o u t his consent. A n e m p l o y e e covered by this A g r e e m e n t shall h a v e the right to be r e p r e s e n t e d , or refrain from exercising the right to be represented in the d e t e r m i n a t i o n of grievances arising under the t e r m s a n d conditions of e m p l o y m e n t c o v e r e d by this A g r e e m e n t . If an employee desires Union representation in presenting a written g r i e v a n c e , he/she shall not be required to discuss t h e written grievance, if a Union representative is not present. Nothing in this section shall be c o n s t r u e d to prevent any e m p l o y e e f r o m presenting, at any time; his/her o w n grievances, and having s u c h g r i e v a n c e s adjusted without t h e intervention of the bargaining agent. T h e City will notify t h e Union of g r i e v a n c e s that have been adjusted without Union representation and results thereof. Limited G r i e v a n c e P r o c e d u r e A p p l i c a t i o n A n e m p l o y e e shall be entitled to file a g r i e v a n c e w h i c h alleges that the City has failed to provide a specific condition of e m p l o y m e n t w h i c h is established by the P e r s o n n e l Policies provided that the e n j o y m e n t of s u c h right is not m a d e subject to the discretion of the department head or t h e City, and provided further that t h e condition of e m p l o y m e n t which is the subject matter of grievance is a matter within t h e s c o p e of representation as defined in California G o v e r n m e n t C o d e Section 3504. No Discrimination There shall be no restraint, interference, coercion, discrimination or reprisal against a n y e m p l o y e e for exercising any rights under the g r i e v a n c e p r o c e d u r e .

T i m e Limits T h e time limits set forth herein are essential to the grievance p r o c e d u r e and shall be strictly observed. T h e time limits m a y be e x t e n d e d by a g r e e m e n t of t h e parties; however, any such extension m u s t be confirmed in writing or e m a i l .

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T h e grievant has the right to promptly proceed to the next step within the prescribed time limits if the appropriate m a n a g e m e n t representative fails to r e s p o n d within the time limit specified. Failure of the aggrieved e m p l o y e e to file an appeal within the prescribed t i m e limits for any step of the procedure shall constitute a b a n d o n m e n t of the grievance. O n e steward or o n e Union officer shall be allowed r e a s o n a b l e t i m e off without loss of pay during his regular shift hours or investigating, p r e s e n t i n g , a n d appealing g r i e v a n c e s up to and including Step 3 of this procedure. T h e p e r f o r m a n c e of this function by t h e Union representative shall in no w a y interrupt t h e n o r m a l functioning of t h e d e p a r t m e n t . T h e Union agrees to guard against the use of e x c e s s i v e t i m e or s u c h activities w h i c h are authorized by this A g r e e m e n t . T h e City and the Union agree that m a i n t e n a n c e of superior service a n d a d h e r e n c e to schedules are compelling c o m m i t m e n t s w h i c h m a y at t i m e create delays a n d necessitate p o s t p o n e m e n t s w h i c h will automatically e x t e n d the t i m e limits or t h e duration of the postponement. T h e steward will provide a d v a n c e notice to supervision to allow planning arrangements to e n a b l e the representative t i m e to investigative activity. W h e n a steward desires to contact a n e m p l o y e e w h o has a complaint, h e / s h e shall first obtain oral permission from his supervisor a n d the a g g r i e v e d e m p l o y e e ' s supervisor. If permission m u s t denied at that particular time, t h e s t e w a r d will be informed of the reason for the denial and w h e n he/she can reasonably e x p e c t to contact t h e e m p l o y e e c o n c e r n e d . T h e steward will notify his supervisor u p o n his return to w o r k . A grievance not submitted within the t i m e limits as prescribed for every step shall be considered untimely and d e e m e d null and v o i d . A g r i e v a n c e not a n s w e r e d within t h e t i m e limits prescribed for t h e appropriate m a n a g e m e n t representative at e a c h step shall entitle the e m p l o y e e or t h e Union to a d v a n c e t h e g r i e v a n c e to t h e next step. T i m e limits at any steps of the procedure m a y be e x t e n d e d by written m u t u a l c o n s e n t of t h e parties. Grievance Procedure Steps S t e p 1 - D i s c u s s i o n with Immediate S u p e r v i s o r T h e grievant shall first discuss the grievance with his/her i m m e d i a t e supervisor, or in his/her absence, the supervisor's d e s i g n e e . T h e Union or grievant will present t h e grievance in writing to the e m p l o y e e ' s i m m e d i a t e supervisor and/or division h e a d (where applicable and determined by t h e d e p a r t m e n t director) a n d a c o p y to t h e City Manager. T h e discussion shall be held within fifteen (15) w o r k i n g d a y s of t h e action causing the grievance or of t h e date the action reasonably could have b e e n e x p e c t e d to be known to the grievant. W h e r e mutually a g r e e d by t h e City and the Union, grievances involving more than one grievant m a y be filed directly at S t e p 2. Every reasonable effort shall be m a d e to resolve t h e g r i e v a n c e at this level. T h e immediate supervisor shall respond to t h e grievant in writing within five (5) w o r k i n g days of the informal discussion between the grievant and supervisor. 30

S t e p 2 - Department Director A. In the event the e m p l o y e e believes the g r i e v a n c e has not b e e n satisfactorily resolved, the e m p l o y e e or the union representative shall submit the g r i e v a n c e in writing to the d e p a r t m e n t head within ten (10) w o r k i n g d a y s after receipt of the immediate supervisor's verbal responses. O n e (1) copy of the g r i e v a n c e shall be filed with the City M a n a g e r . S u c h written g r i e v a n c e shall: 1. Fully d e s c r i b e the grievance a n d h o w t h e e m p l o y e e ( s ) w a s / w e r e adversely affected; 2. Set forth t h e section(s) of the M e m o r a n d u m of U n d e r s t a n d i n g , allegedly violated:

3. Indicate the date(s) of the incident(s) g r i e v e d ;

4. Specify t h e r e m e d y or solution to t h e g r i e v a n c e s o u g h t by the employee(s)

5. Identify t h e grievant and be signed by t h e grievant and/or the union representative;

6. Identify t h e p e r s o n , if any, c h o s e n by t h e grievant to be his/her representative. B. No modifications in the basic violation being alleged p u r s u a n t to this grievance procedure shall be m a d e s u b s e q u e n t to filing of a g r i e v a n c e unless mutually agreed t o by both the City a n d t h e grievant. T h e d e p a r t m e n t h e a d or his/her designee shall hold a meeting with t h e grievant within seven (7) working days of t h e receipt of t h e a p p e a l . T h e d e p a r t m e n t h e a d or his/her designee shall deliver his/her written decision to the grievant and/or his/her representative with three (3) working d a y s o f t h e date of the g r i e v a n c e meeting. T h e d e p a r t m e n t head's or his/her d e s i g n e e ' s decision shall include the reasons on w h i c h t h e decision is based a n d the r e m e d y or correction which has b e e n offered, if any, to the grievant. S t e p 3 - City Manager A. If a grievance is not settled at S t e p 2 of the p r o c e d u r e , the g r i e v a n c e m a y be a p p e a l e d , in writing to t h e City M a n a g e r , or his/her d e s i g n e e within ten (10) working days f r o m the receipt of the d e p a r t m e n t h e a d s or his/her d e s i g n e e ' s written decision. Said g r i e v a n c e a p p e a l must specifically set forth t h e reason the answer(s) previously provided by m a n a g e m e n t is/are not satisfactory. 31

B. T h e City M a n a g e r or his/her designee shall hold a m e e t i n g with t h e grievant within seven (15) w o r k i n g d a y s of the receipt of t h e a p p e a l .

C. If the grievant is not satisfies with the disposition of t h e g r i e v a n c e at S t e p 3, t h e grievance m a y be submitted t expedited arbitration, as d e t e r m i n e d by t h e Union or the City. If an a p p e a l for arbitration is not filed within fifteen (15) working days f r o m t h e d a y s of Step 4 answer, t h e g r i e v a n c e shall be considered settled o n the basis of the Step 3 a n s w e r by t h e City M a n a g e r . T h e City Manager of his/her d e s i g n e e shall deliver his/her written decision within t e n (10) working days of the d a t e of the m e e t i n g . S t e p 4 - E x p e d i t e d Arbitration (Pilot Program) T h e City and the Union (collectively, "the Parties") a g r e e to participate in a pilot p r o g r a m or an expedited arbitration process. T h e pilot p r o g r a m shall t e r m i n a t e with the expiration of the M O U , unless extended by mutual agreement. A. T h e grievance/disciplinary a p p e a l s to be referred t o this process shall be determined by mutual a g r e e m e n t only. T h e Parties a g r e e that this p r o c e s s shall be reserved for t h o s e cases of limited s c o p e a n d limited impact. B. T h e arbitrator shall mutually selected by t h e Parties. If t h e Parties c a n n o t agree upon an arbitrator, t h e Parties shall request t h e State Mediation a n d Conciliation Service to furnish a list of s e v e n (7) arbitrators. A n y f e e for t h e list will be shared equally by the Parties. T h e Parties shall alternately strike n a m e s until o n e (1) arbitrator remains. PROCEDURES T h e expedited arbitration hearing shall be conducted a c c o r d i n g to t h e following procedures, and the arbitrator will be responsible for enforcing t h e m : 1. T h e a g e n d a of grievances/disciplinary appeals to be heard by t h e arbitrator shall be determined by mutual a g r e e m e n t of the Parties in a d v a n c e of the hearing. O n the day of the hearing, t h e arbitrator will hear a n d d e c i d e as m a n y grievances/disciplinary a p p e a l s on the a g e n d a as can be reasonably p r e s e n t e d in a normal work day. 2. Prior to the hearing, the Parties must mutually a g r e e to a statement of e a c h issue that will be decided by t h e arbitrator, or the c a s e will not proceed through this process. 3. T h e grievant/appellant a n d his/her union steward will attend the hearing, a n d will not incur any loss of w a g e s for attending.

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4.

Informal rules of e v i d e n c e , with Parties stipulating to a d m i s s i o n of three (3) exhibits from e a c h side [a single "exhibit" may include or consist of multiple attachments, if the original d i d , or a series of copies reflecting t h e exhaustion of a remedy, e.g., a g r i e v a n c e f r o m , plus Step 2 and 3 r e s p o n s e letters, and a n appeal letters].

5. Each part shall have o n e official representative, w h o shall not be an attorney, to give t h e opening a n d closing s t a t e m e n t s , a n d request a "point of order" if necessary. A "point of order" may be requested on o c c a s i o n to clarify p r o c e d u r e , or to refresh a w i t n e s s ' m e m o r y . Each party m a y give short opening and closing statements (not to e x c e e d 5 minutes for e a c h ) . 6. O n e witness shall be allowed to testify for e a c h party, limiting the presentation to 15-20 minutes for e a c h side (not including r e s p o n s e to t h e arbitrator's question). No direct or c r o s s - e x a m i n a t i o n will be permitted, but the arbitrator m a y ask questions at any t i m e . 7. After each side has "rested" (i.e. c o n c l u d e d its presentation), t h e arbitrator shall be given t i m e for deliberation and a closer reading of t h e exhibits, for approximately 2 0 minutes. T h e arbitrator will t h e n a n n o u n c e a b e n c h d e c i s i o n , with any qualifications or e x p l a n a t i o n s . Each party's representative m a y ask up t o two (2) short, follow-up questions to understand the arbitrator's rationale for t h e decision. T h e n the room will promptly cleared in preparation for t h e next hearing. 8. T h e bench decision of the arbitrator shall be final a n d binding, but shall have no precedential value w h a t s o e v e r . A t t h e request of either party, t h e arbitrator may provide a o n e (1) p a g e written decision within 3 0 days of the hearing. 9. There shall be no stenographic record, transcripts or recording of the hearing. 10. Pre and post hearing briefs are not allowed. 1 1 . T h e arbitrator shall have not authority to add to, delete, or alter a n y provisions of the M O U or any s u p p l e m e n t a r y a g r e e m e n t s thereto, but shall limit the decision to the application of t h e M O U to the facts and c i r c u m s t a n c e s at h a n d . 12. T h e arbitrator's fee will be evenly split b e t w e e n the Parties. S t e p 5 - Arbitration After receipt of the appeal to arbitration, t h e parties shall m e e t to select an arbitrator. If no a g r e e m e n t can be r e a c h e d , the parties shall jointly request t h e Federal Mediation and Conciliation Service to furnish a list of five (5) arbitrators. Each party shall have t h e right to unilaterally reject o n e list of arbitrators. Thereafter a list may only be rejected by mutual consent of the parties. Both the City and the Union shall have the right to strike two (2) n a m e s from the p a n e l . T h e parties shall m e e t a n d alternately c r o s s out n a m e son the list. Lot c h a n c e shall d e t e r m i n e w h o shall cross out first. T h e remaining p e r s o n 33

shall be the arbitrator. T h e arbitrator shall be notified of his selection within five (5) working days by a joint letter f r o m t h e City and the Union requesting that he set a time a n d place subject to the availability of the City and Union representative. A. T h e hearing on t h e g r i e v a n c e shall be informal and t h e rules of e v i d e n c e shall not apply. B. T h e arbitrator shall not h a v e the power to add to, subtract f r o m , modify or alter the terms or a collective bargaining A g r e e m e n t in arriving at a decision of t h e issue or issues p r e s e n t e d , a n d shall confine his d e c i s i o n solely to the interpretation or application of t h e A g r e e m e n t . T h e arbitrator shall not have authority to determine any other issues not s u b m i t t e d to him. C. T h e arbitrator shall be requested to render his d e c i s i o n a s quickly as possible. D. T h e arbitrator's decision shall be binding for t h e life of the A g r e e m e n t . Neither the City nor the Union will b e permitted to introduce a n y g r o u n d s or e v i d e n c e to t h e arbitrator w h i c h w a s not previously disclosed to t h e other party. E. Should either party request a transcript of the p r o c e e d i n g s , that party shall bear the full cost of t h e transcripts. If the arbitrator r e q u e s t s a copy, t h e costs shall be shared equally. F. T h e arbitrator's f e e and e x p e n s e s shall be shared equally by t h e City a n d U n i o n . G. Each party shall bear the full cost of its legal representation at all levels of t h e grievance procedure. T h e City shall not pay a n y off-duty City e m p l o y e e c o v e r e d by this A g r e e m e n t for time s p e n t in a t t e n d a n c e at t h e arbitration hearing o n behalf of the Union or grievant. H. In case of a g r i e v a n c e involving any continuing o r o t h e r m o n e y claim against t h e employer, no a w a r d shall allow any alleged accruals for m o r e than o n e (1) pay period prior to t h e date w h e n s u c h grievance shall b e submitted in writing. I.

In settlement of any g r i e v a n c e resulting in retroactive adjustment of pay and/or benefits, such a d j u s t m e n t shall be limited to a nine m o n t h period beginning with the date of the issuance of t h e a p p e a l of arbitration.

Notice of Meetings T h e city shall be responsible for giving notice of m e e t i n g s a n d c o n f e r e n c e s to all parties at least twenty-four (24) hours prior to any meeting regarding a g r i e v a n c e w h e n e v e r possible. 34

Representation 1. T h e e m p l o y e e has t h e right to t h e assistance of o n e recognized Union S t e w a r d or union staff representative of the Union in the preparation and/or presentation of his/her grievance in Step 1 t h r o u g h 3 of this p r o c e d u r e . 2. A n e m p l o y e e is also entitled to represent him/herself individual at any step of t h e grievance procedure, e x c e p t in the arbitration p r o c e d u r e outlined in this Agreement. Only the Union m a y file for arbitration of a g r i e v a n c e . 1. A grievant may not c h a n g e his/her designation of representative organization during the processing of a g r i e v a n c e , except by m u t u a l a g r e e m e n t or t h e parties. 2. If t h e e m p l o y e e is represented in a formal g r i e v a n c e m e e t i n g , t h e d e p a r t m e n t m a y also designate a m a n a g e m e n t representative to be present in such m e e t i n g .

3. T h e grievant(s) shall be allowed reasonable time to m e e t with a d e s i g n a t e d representative before and after a g r i e v a n c e m e e t i n g . G r i e v a n c e Withdrawal T h e grievant may withdraw t h e g r i e v a n c e at any stage of t h e g r i e v a n c e p r o c e d u r e by giving written notice to the City representative w h o last took action on t h e grievance, with a copy to the H u m a n R e s o u r c e s Division. Grievance Resolution If a grievance is resolved at Step 2 or 3 in t h e p r o c e d u r e a s p r o v i d e d herein, the grievant concerned shall indicate a c c e p t a n c e of t h e resolution by affixing his/her signature in the appropriate s p a c e indicated. If t h e e m p l o y e e has b e e n represented by the Union at the Step of t h e p r o c e d u r e at w h i c h a resolution is r e a c h e d , the Union representative shall also sign the appropriate d o c u m e n t a c k n o w l e d g i n g that t h e e m p l o y e e has accepted t h e resolution. Decisions on grievances w h e r e an e m p l o y e e represents him/herself shall not be considered precedent setting or binding with regard to any future g r i e v a n c e s filed with respect to the s a m e or similar matters. Consolidation The City m a y consolidate g r i e v a n c e s , w h e r e , in its discretion, t h e g r i e v a n c e s present substantially similar issues.

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T h e Union may file group grievances at t h e s e c o n d step of the g r i e v a n c e p r o c e d u r e within fifteen (15) w o r k i n g days of the action causing t h e g r i e v a n c e or of t h e date t h e action reasonably could h a v e b e e n e x p e c t e d to be k n o w n to the grievant by listing e a c h person w h o claims to be adversely affected and all o t h e r d a t a required in this article. If the grievant involves multiple e m p l o y e e s within the d a m e unit/department with t h e s a m e supervisor, t h e grievance shall start at step o n e (1). Processing Grievances T h e grievant and union representative (Steward) shall be g r a n t e d reasonable t i m e off without pay f r o m regularly s c h e d u l e d duty hours to p r o c e s s a grievance, provided that the time off will be d e v o t e d to the prompt and efficient investigation a n d handling, subject to the following: A . T h e grievant shall not suffer any loss of pay for attending any regularly s c h e d u l e d grievance hearing required by the procedure herein set forth. B. In no event shall a grievant be represented by m o r e t h a n o n e City e m p l o y e e at the grievance hearings. T h e Union m a y h a v e an additional Steward in training present. C. Grievances m a y , by m u t u a l a g r e e m e n t , be referred b a c k for further consideration or discussion at a prior step, or be a d v a n c e d to a higher step of the g r i e v a n c e procedure. XIII.

Disciplinary Procedure

T h e purpose of discipline is to improve e m p l o y e e p e r f o r m a n c e . It is the policy of t h e city that discipline should be characterized as corrective rather t h a n punitive. Accordingly, any necessary discipline shall be a p p r o a c h e d positively a n d in a spirit of fairness a n d equal treatment. Disciplinary actions should be utilized as an e l e m e n t of a n overall p r o g r a m to educate e m p l o y e e s and p r o m o t e proper e m p l o y e e conduct. W h e n circumstances permit, D e p a r t m e n t Directors are e n c o u r a g e d to pursue a philosophy of "progressive discipline" by administering a n d gradually increasing disciplinary actions for e a c h successive instance of e m p l o y e e misconduct. E a c h level of progressive discipline, f r o m the written reprimand through dismissal, shall be consistent f r o m division to division and shall follow a logical series of progressive steps, e a c h step d o c u m e n t e d by supervisor's notes in an e m p l o y e e ' s p e r s o n n e l . A l t h o u g h internal consistency in administering discipline is desirable, n u m e r o u s factors should be considered in determining t h e appropriate level of discipline to be a s s e s s e d at e a c h successive step. S o m e of t h e factors involved included, but are not limited to, t h e e m p l o y e e ' s length of service, t i m e interval b e t w e e n offenses, effectiveness of prior disciplinary actions, willingness to improve, overall w o r k p e r f o r m a n c e , j o b attitude, a n d disciplinary actions previously administered to other c o m p a r a b l e e m p l o y e e s for similar offenses. A repetition of the s a m e offense or other serious offenses indicates that m o r e severe disciplinary m e a s u r e s should be c o n s i d e r e d . T h i s disciplinary action should 36

reflect the totally of violations in considering the appropriate extent or d e g r e e of disciplinary action. W h e n i m p o s i n g disciplinary m e a s u r e s o n a current charge, supervisors will not take into consideration prior infractions of t h e City or d e p a r t m e n t a l rules and regulations w h i c h o c c u r r e d more than two y e a r s previously. T h e City h a s further stipulated that certain offenses are of such a serious nature that i m m e d i a t e discharge upon first offense is applicable. T h e City M a n a g e r or his/her d e s i g n e e m a y take disciplinary action against any e m p l o y e e in the service of t h e City provided that t h e rules and regulations prescribed herein are followed and that any p e r m a n e n t e m p l o y e e w h o is not on any f o r m of probationary status has t h e right to a p p e a l pursuant to this s e c t i o n , except as herein provided. All e m p l o y e e s involved in an administrative investigation, w h e t h e r as t h e accused or as a witness, h a v e an obligation to be h o n e s t and truthful. Refusal to cooperate fully in any administrative and/or non-criminal w o r k related investigation is a violation of City personnel s t a n d a r d s . A n e m p l o y e e has t h e right to Union representation in investigatory interviews w h e r e a supervisor or m a n a g e m e n t official asks those questions a b o u t a matter that t h e e m p l o y e e believes could lead t o w a r d disciplinary action. A n investigatory interview o c c u r s w h e n a supervisor q u e s t i o n s a n e m p l o y e e to obtain information that could be used a s a basis for discipline or a s k s a n e m p l o y e e to defend his or h e r conduct. E m p l o y e e s do not h a v e t h e right to union representation if the m e e t i n g is only to tell t h e m about discipline that has already b e e n decided or to give other direction. A s used in this s e c t i o n , "disciplinary a c t i o n " shall m e a n written reprimand, s u s p e n s i o n , disciplinary d e m o t i o n , involuntary leave, a n d dismissal. A . P r o g r e s s i v e D i s c i p l i n e - If it is necessary to t a k e corrective action in regard to an e m p l o y e e ' s p e r f o r m a n c e or conduct, the City a g r e e s to use progressive discipline and to w o r k with Union to d e v e l o p a specific c o d e of conduct. Constructive efforts will be m a d e by m a n a g e m e n t t o w a r d helping e m p l o y e e s fully achieve satisfactory s t a n d a r d s or conduct a n d j o b p e r f o r m a n c e . B. C o u n s e l i n g a n d G u i d a n c e - C o u n s e l i n g is not a f o r m of discipline. In t h e event that e m p l o y e e ' s p e r f o r m a n c e or conduct is unsatisfactory or n e e d s i m p r o v e m e n t , verbal or written c o u n s e l i n g shall be p r o v i d e d , w h i c h shall c o m e f r o m a supervisor or m a n a g e r in t h e e m p l o y e e ' s chain of c o m m a n d . C o u n s e l i n g is separate from o n g o i n g worksite dialogue and s h o u l d a d d r e s s specific performance or conduct w h i c h , if not i m p r o v e d , m a y result in further disciplinary action. D o c u m e n t a t i o n of s u c h counseling shall b e given to the e m p l o y e e at t h e time of the c o u n s e l i n g . W h e n appropriate, verbal c o u n s e l i n g shall p r e c e d e written counseling, w h i c h shall p r e c e d e m o r e s e r i o u s disciplinary action. T h e purpose of g u i d a n c e a n d c o u n s e l i n g is to e n c o u r a g e e m p l o y e e s to improve their j o b performance, w o r k habits, attitudes, or behavior. In issuing c o u n s e l i n g a n d guidance, the e m p l o y e e ' s i m m e d i a t e supervisor shall identify a n d define the area in need of i m p r o v e m e n t a n d inform the e m p l o y e e h o w s u c h i m p r o v e m e n t can be realistically a c h i e v e d . A record of t h e discussion m u s t be given to an e m p l o y e e in 37

m e m o f o r m . Such counseling and g u i d a n c e is not to be constructed as a written reprimand nor will it be issued on a disciplinary f o r m . Notice of P r o p o s e d D i s c i p l i n a r y A c t i o n In order to institute disciplinary action the e m p l o y e e ' s i m m e d i a t e supervisor or his/her d e s i g n e e shall serve notice of disciplinary action in a c c o r d a n c e with t h e following procedures. Except a s otherwise provided herein or w h e n e m e r g e n c y or other special c i r c u m s t a n c e s require immediate action a notice of disciplinary action (other t h a n for written reprimands) shall be provided to t h e e m p l o y e e , no less t h a n five (5) calendar days prior to t h e effective date of any punitive action against the e m p l o y e e . T h e notice of proposed disciplinary action shall include t h e following: A. T h e nature of t h e disciplinary action; B. T h e effective date of action; C. T h e c a u s e s for the action in ordinary, concise l a n g u a g e with the dates and places thereof, w h e n k n o w n ; D. A statement that identifies t h e material u p o n w h i c h t h e action is based and states that it is available for inspection; and E. A statement advising t h e e m p l o y e e of his/her right to r e s p o n d either verbally or in writing to the appointing authority or his/her d e s i g n e e i m p o s i n g the disciplinary action prior to t h e effective d a t e , the right to be r e p r e s e n t e d in that response, and that m e m b e r s of t h e bargaining unit are represented by S E I U Local 5 2 1 , a n d t h e address and t e l e p h o n e n u m b e r of t h e union office at 334 Monterey Street Salinas, CA 93901 T h e e m p l o y e e has the right to t h e assistance of a union s t e w a r d in addition to a staff representative of the Union in t h e preparation of his/her r e s p o n s e to t h e notice of disciplinary action. Preparation of a response to t h e p r o p o s e d disciplinary action shall not be d o n e while on duty nor in a m a n n e r w h i c h p r o m o t e s a hostile w o r k e n v i r o n m e n t for other e m p l o y e e s . Notice of Implementation of D i s c i p l i n e In order to implement the p r o p o s e d disciplinary action or a lesser disciplinary action b a s e d on the s a m e cause(s), a notice of disciplinary action shall be provided to the e m p l o y e e , on or before the effective date of t h e disciplinary a c t i o n . T h e notice of disciplinary action shall contain the information in items A, B, C and D of a b o v e a n d , in addition, shall include a statement a s to t h e right of a p p e a l and 38

representation by a party of his/her o w n choice and shall include a referral to t h e section of this A g r e e m e n t concerning a p p e a l s from disciplinary a c t i o n . City e m p l o y e e s are expected to abide by, and m a y be disciplined for violation of either City or d e p a r t m e n t a l rules and regulations. R e c o g n i z i n g that e a c h instance of m i s c o n d u c t differs in m a n y respects from s o m e w h a t similar actions, t h e ity retains t h e right to treat e a c h o c c u r r e n c e on an individual basis without creating a p r e c e d e n t for other c a s e s w h i c h m a y arise in the future. E x a m p l e s given in a n y rules do not limit the generality of t h e rules. T h e Union and the City agree t h e C o d e of C o n d u c t jointed d e v e l o p m e n t will provide r e c o m m e n d e d progressive penalties to apply for specific offenses; however, t h e r e c o m m e n d e d penalties m a y be modified by m a n a g e m e n t including a lesser or m o r e severe penalty w h e n extenuating c i r c u m s t a n c e s are f o u n d . T h e City M a n a g e r shall appoint a n d , w h e n d e e m e d n e c e s s a r y for the g o o d of t h e City shall s u s p e n d or r e m o v e any City e m p l o y e e . Written R e p r i m a n d A n appointing authority or his/her d e s i g n e e m a y r e p r i m a n d a n e m p l o y e e by furnishing the e m p l o y e e with a statement, in writing, of the specific r e a s o n s for s u c h r e p r i m a n d . Supervisors shall inform e m p l o y e e s promptly a n d specifically w h e n e v e r their performance, attitude, work habits, or personal c o n d u c t , at any t i m e , falls below a desirable level. In situations w h e r e g u i d a n c e and c o u n s e l i n g has not resulted in the expected improvement, or w h e n a n e m p l o y e e c o m m i t s an offense requiring f o r m a l supervisory a c k n o w l e d g e m e n t , a n e m p l o y e e Disciplinary A c t i o n m u s t f o r m m u s t be issued specifically defining t h e nature of the infraction u n d e r t h e C o d e of Conduct. T h e information should include a c o m p l e t e description of t h e incident of m i s c o n d u c t and refer to specific time, d a t e s , locations, p e r s o n n e l involved, a n d rules violated. A copy of notice of the reprimand shall be g i v e n to t h e H u m a n R e s o u r c e s for inclusion in t h e employee's personnel file, a n d shall be subject to limited a p p e a l . T h e e m p l o y e e and/or his/her representative shall have t h e right to d i s c u s s the r e p r i m a n d with the appointing authority or his/her d e s i g n e e . T h e appointing authority or his/her d e s i g n e e may correct the notice of reprimand, at his/her discretion. T h e e m p l o y e e m a y s u b m i t a written response that shall be placed in his/her personnel file. T h e Performance I m p r o v e m e n t Plan is intended to give t h e e m p l o y e e an opportunity to improve performance, and shall be in effect for a specified period of t i m e , from o n e w e e k to six months, but not to e x c e e d six (6) m o n t h s for e a c h s u c h instance, with the understanding that should t h e c a u s e s for s u c h action not b e satisfactorily corrected or remedied during the period, disciplinary action m a y be t a k e n . Suspension T h e City M a n a g e r m a y s u s p e n d an e m p l o y e e without pay. D o c u m e n t s related to a suspension b e c o m e part of the e m p l o y e e ' s p e r m a n e n t w o r k record. A n e m p l o y e e subject to suspension will receive prior written notice a n d the right to appeal any suspension. Suspensions shall be issued on a c o n s e c u t i v e w o r k day basis.

Suspension

for two or m o r e offenses m u s t be cumulative a n d c a n n o t be s e r v e d concurrently.

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Administrative L e a v e T h e City M a n a g e r m a y place an e m p l o y e e on administrative leave f r o m his/her position at any t i m e for reasons of investigation for disciplinary action. S u c h administrative leave shall be with pay. Written notice of s u c h administrative leave shall be given to t h e e m p l o y e e as s o o n as possible but not later than s e v e n t y - t w o (72) hours after s u c h action is t a k e n . Such administrative leave is not a disciplinary action shall not be subject to a p p e a l . Demotion T h e City M a n a g e r m a y d e m o t e an e m p l o y e e , for disciplinary reasons, to a n y position with a lower salary range, provided the e m p l o y e e m e e t s m i n i m u m qualifications for t h e lower-level position. S u c h d e m o t e d e m p l o y e e shall not be eligible for promotion for a period of six (6) calendar m o n t h s . Dismissal T h e continued tenure of e a c h e m p l o y e e w h o has p e r m a n e n t status shall be subject to his/her satisfactory c o n d u c t and the rendering of efficient service. Should t h e c a u s e for disciplinary action s o warrant, a n e m p l o y e e m a y be d i s m i s s e d .

A b s e n c e without L e a v e S e p a r a t i o n A n e m p l o y e e absent f r o m duty for a period w h i c h e x c e e d s three (3) w o r k i n g d a y s without authorized leave shall be considered to h a v e a b a n d o n e d his/her position a n d to have automatically resigned. Nothing herein shall preclude t h e City f r o m disciplining an e m p l o y e e for c a u s e w h i c h consists of a course of c o n d u c t or history of p e r f o r m a n c e . Only full time e m p l o y e e s , w h o are not on probation, shall h a v e t h e right to appeal f r o m disciplinary actions In such cases the e m p l o y e e must, at t h e time of filing of t h e initial a p p e a l , indicate w h i c h appeal procedure he/she is filing under. T h e designation of a p p e a l p r o c e d u r e at the t i m e of filing shall constitute a binding election of that a p p e a l s procedure and an irrevocable waiver a n d forfeiture of any a n d all rights of a p p e a l procedure. T h e written notice of a p p e a l must: A. State the basis of t h e a p p e a l . B. Be filed with the City's H u m a n Resources designated office.

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C. Indicate which of the available a p p e a l procedures t h e appeal is being field. A p p e a l s to arbitration shall only be filed by t h e U n i o n Failure to appeal within the time limit set forth in this section shall constitute an irrevocable waiver of the right to p r o c e s s the a p p e a l to arbitration. Within ninety (90) calendar days of t h e receipt of the a p p e a l to the City and the Union shall agree upon an arbitration hearing date. T h e parties shall select a mutually acceptable arbitrator. If the parties c a n n o t a g r e e on an arbitrator, they shall request a list of arbitrators f r o m the California State Mediation and Conciliation Service. T h e arbitrator shall not have t h e power to add to, subtract f r o m , modify or alter the t e r m s of a collective bargaining a g r e e m e n t in arriving at a decision of the issue or issues presented, and shall confine his decision solely to the interpretation or application of the agreement. T h e arbitrator shall not have t h e authority to d e t e r m i n e any other issues not submitted to him. T h e decision of the arbitrator shall be final and binding u p o n t h e a g g r i e v e d e m p l o y e e or the Union and the Employer for t h e life of t h e A g r e e m e n t . T h e arbitrator's f e e a n d expenses, including cost of a transcript if so requested by t h e arbitrator, shall be borne by the losing party and shall be s o stipulated by t h e arbitrator. In t h e e v e n t of a c o m p r o m i s e a w a r d , the arbitrator's f e e a n d e x p e n s e s shall be b o r n e equally by t h e parties to t h e arbitration.

P r o c e s s i n g Disciplinary A p p e a l s A n e m p l o y e e acting in the capacity of union representative (Steward) shall be granted reasonable time off, no m o r e than six (6) hours per m o n t h , with p a y f r o m regularly scheduled duty hours w h e n : 1. Formally m e e t i n g a n d conferring with representatives of t h e City on matters within the s c o p e of representation. 2. Testifying or a p p e a r i n g as t h e designated representative of the Union in conferences, hearings, or other p r o c e e d i n g s before t h e Public E m p l o y m e n t Relations B o a r d , or an a g e n t thereof, in matters relating to a c h a r g e filed against the City or by t h e City against the Union. 3. Testifying or a p p e a r i n g a s t h e designated representative of t h e Union in matters before a personnel or merit c o m m i s s i o n . a. T h e Union shall provide r e a s o n a b l e notification to the City requesting a leave of a b s e n c e without loss of c o m p e n s a t i o n . b. For t h e p u r p o s e s of this section, "designated representative" m e a n s an officer of the e m p l o y e e organization or a m e m b e r serving in proxy of t h e e m p l o y e e organization. If on-duty personnel are s u b p o e n a e d to the arbitration h e a r i n g , they will be released from duty only for the time required to testify, providing t h e e m p l o y e e returns to w o r k upon conclusion of his/her testimony. Under the provision no m o r e t h a n o n e e m p l o y e e 41

will be released from duty at a time. A n y additional arbitration cost c a u s e d by this provision will be paid by t h e City. No off-duty e m p l o y e e w h o is grievant or s u b p o e n a e d by the grievant against the City shall be c o m p e n s a t e d under this section. Arbitration proceedings will be held o n City property, a s mutually a g r e e d .

Personnel Records E m p l o y e e s shall have t h e right to inspect a n d review any official record relating to his/her performance as an e m p l o y e e w h i c h is kept or maintained by t h e City. W h e n any c o m m e n t adverse to an e m p l o y e e ' s interest is entered into his/her official personnel record, the e m p l o y e e shall have the opportunity to read t h e a d v e r s e entry a n d provide a written response for inclusion in t h e record. A n e m p l o y e e , or representative of t h e Union, with prior written c o n s e n t of the e m p l o y e e m a y , u p o n written request inspect and/or obtain a copy of any d o c u m e n t within t h e e m p l o y e e ' s file during regular b u s i n e s s hours. A n y disciplinary and/or a d v e r s e records within a n e m p l o y e e ' s personnel file shall c e a s e to be considered for purposes of progressive discipline after t w o (2) years. At the request of the e m p l o y e e , materials relating to disciplinary actions w h i c h are two (2) or m o r e years old shall be r e m o v e d provided there has b e e n no reoccurrence of the c o n d u c t on w h i c h the original discipline w a s b a s e d . P e r f o r m a n c e evaluations shall be excluded f r o m this provision. Materials relating to disciplinary actions for misappropriate of public funds or property; m i s u s e or destruction of public property; the use or being under t h e influence of d r u g s or alcohol at work; acts w h i c h w o u l d constitute a felony; acts w h i c h present a n i m m e d i a t e danger to t h e public health and safety; or acts of h a r a s s m e n t or discrimination based on protected status w h i c h have b e e n in t h e e m p l o y e e ' s p e r s o n n e l file for five (5) years or m o r e shall not be used. At the request of t h e e m p l o y e e , material relating to such disciplinary actions w h i c h are five (5) or m o r e y e a r s old shall be r e m o v e d , provided there has b e e n no recurrence of the c o n d u c t on w h i c h the discipline was based.

Article XIV.

Term

T h e t e r m of this M e m o r a n d u m of Understanding shall c o m m e n c e f r o m July 1, 2 0 1 5 to J u n e 30, 2 0 1 8 w h e n said M e m o r a n d u m shall expire a n d be of no further force or effect.

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Article X V .

Separability

If any article or section of this M e m o r a n d u m of Understanding should be f o u n d invalid unlawful, or unenforceable by r e a s o n of existing or s u b s e q u e n t e n a c t e d legislation or by judicial authority, all other articles a n d sections of this M e m o r a n d u m shall remain in full force and effect for t h e duration of this M e m o r a n d u m . In t h e e v e n t of invalidation of a n y article or section, t h e City a n d t h e Union agree to meet within thirty (30) days for the purpose of meeting a n d conferring u p o n said article or s e c t i o n .

F U L L UNDERSTANDING MODIFICATION, WAIVER It is intended that this A g r e e m e n t sets forth the full and entire understanding of t h e parties regarding the matters set forth herein, and any other prior or existing understanding, a g r e e m e n t s or past practice by t h e parties, w h e t h e r formal or informal, in writing or verbal, regarding a n y s u c h matters hereby s u p e r s e d e d or terminated in their entirety. Existing matters within the s c o p e of representation w h i c h are not referenced in t h e M e m o r a n d u m of U n d e r s t a n d i n g a n d w h i c h are subject to t h e m e e t and confer p r o c e s s shall continue without c h a r g e unless modified subject to t h e m e e t and confer p r o c e s s . T h e City assures the Union that unless c h a n g e s are w a r r a n t e d by operational or financial necessity it d o e s not intend, nor does it anticipate, during the term of this M e m o r a n d u m of U n d e r s t a n d i n g any c h a n g e , modification or cancellation of w a g e s , hours, and working conditions w h i c h are subject to m e e t a n d confer a n d contained in this M e m o r a n d u m . Except as specifically p r o d d e d herein, it is agreed and u n d e r s t o o d that e a c h party hereto voluntarily a n d unqualifiedly w a i v e s its right, and a g r e e s that t h e other shall not be required, although they m a y mutually a g r e e otherwise, to negotiate with respect to any subject or matter c o v e r e d herein within the s c o p e of negotiations, during t h e term of this A g r e e m e n t . A n y a g r e e m e n t , alteration, u n d e r s t a n d i n g , variation, waiver, or modification of a n y of the t e r m s or provisions c o n t a i n e d herein shall not be binding u p o n the parties hereto unless m a d e and executed in writing by all parties hereto, and if required, approved and i m p l e m e n t e d by the City M a n a g e r , or if appropriate, t h e City C o u n c i l . T h e waiver of any b r e a c h , t e r m or condition of this A g r e e m e n t by either party shall not constitute a precedent in t h e future e n f o r c e m e n t of all its t e r m a n d provisions. If, during t h e term of this A g r e e m e n t , and i m p a s s e is reached during the c o u r s e of negotiations over w a g e s , hours, or other terms a n d conditions of e m p l o y m e n t a n d the Union may request that t h e d i s p u t e d differences be s u b m i t t e d to a fact finding panel. At

43

the end of the fact finding process, the only after holding a public hearing.

may impose its last, best, and final offer but

Date:

Date;

SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 521

CITY OF GREENFIELD

Mark Weirick Internal Organizer

I 2- •'Sr

/C

--Susan Stanton, ICMA-CM City Manager

Arturo Felix PW Utilities Manager

44

Appendix A Recognized Employee Classifications Pursuant to Sections 3 5 0 0 - 3 5 1 0 of t h e G o v e r n m e n t C o d e and City Resolution # 7 4 - 4 4 , the City certifies the Union as t h e recognized e m p l o y e e organization for a unit consisting of the following classifications: •

C u s t o m e r Services A s s i s t a n t

•

Finance Technician

•

Mechanic, M e c h a n i c A s s i s t a n t

•

Office/Planning T e c h n i c i a n

•

Police Services T e c h n i c i a n I, II

•

Public W o r k s C r e w L e a d e r

•

Public W o r k s M a i n t e n a n c e W o r k e r

•

Public W o r k s Office Specialist

•

Utility M a i n t e n a n c e W o r k e r

•

Water Technician

45

Appendix B FY 2 0 1 6 Salary S c h e d u l e *

SEIU Position

MONTHLY

ANNUAL

Minimum Maximum

Minimum Maximum

Customer Services Assistant

2,808

3,583

33,694

42,994

Office/Planning Technician

3,176

4,055

38,115

48,658

Water Technician

3,338

4,260

40,051

51,117

Public Works Parks Maintenance Worker

3,338

4,260

40,051

51,117

Public Works Service Worker 1

3,338

4,260

40,051

51,117

Public Works Service Worker II

3,906

4,408

46,870

52,896

Public Works Service Worker III

4,178

4,585

50,140

55,014

Public Works Service Worker IV

4,542

4,813

54,500

57,761

3,595

4,587

43,138

55,041

Office Specialist II Police Services Technician II Public Works Office Specialist II Public Works Service Worker

Finance Technician Mechanic

• I n c l u d e s a w a g e adjustment of 7 % for P E R S offset a n d a 2 % w a g e i n c r e a s e

46

4

Appendix C FY 2 0 1 7 Salary S c h e d u l e *

S E I U Position

Monthly Minimum

Monthly Maximum

Annual Minimum

Annual Maximum

Customer Services Assistant

2,892

3,690

34,705

44,284

Office/Planning Technician

3,272

4,176

39,259

50,117

Water Technician Public Works Parks Maintenance

3,438

4,388

41,252

52,650

Worker

3,438

4,388

41,252

52,650

Public Works Service Worker I

3,438

4,388

41,252

52,650

Public Works Service Worker II

4,023

4,540

48,276

54,482

Public Works Service Worker III

4,304

4,722

51,644

56,665

Public Works Service Worker IV

4,678

4,958

56,135

59,494

3,703

4,724

44,432

56,692

Office Specialist II Police Services Technician II Public Works Office Specialist II Public Works Service Worker

Finance Technician

' I n c l u d e s a 3 % w a g e i n c r e a s e effective July 1, 2 0 1 7

47

Appendix D FY 2 0 1 8 Salary S c h e d u l e * ANNUAL

MONTHLY SEIU Position

Minimum

Maximum

Minimum

Maximum

Customer Services Assistant

3,008

3,838

36,093

46,055

Office/Planning Technician

3,402

4,344

40,829

52,122

3,575

4,563

42,903

54,756

3,575

4,563

42,903

54,756

Public Works Service Worker I

3,575

4,563

42,903

54,756

Public Works Service Worker II

4,184

4,722

50,207

56,662

Public Works Service Worker III

4,476

4,911

53,710

58,932

Public Works Service Worker IV

4,865

5,156

58,380

61,874

3,851

4,913

46,209

58,960

Office Specialist II Police Services Technician II Public Works Office Specialist II Public Works Service Worker W a t e r Technician Public Works Parks Maintenance Worker

Finance Technician

' ' I n c l u d e s a 4 % w a g e i n c r e a s e effective July 1, 2 0 1 8

48

Appendix E

Public Works Service Worker Pay for Performance FY 2015-16 Min Max

Public Works Service Worker 1

3,338

4,260

FY 2016-17 Min Max

FY 2017-18 Min

Max

3,438

4,388

3,575

4,563

Heavy Equipment Operation Lift Operator Class B Driver's License Flagg Safety Confined Space

Public Works Service Worker II

3,906

4,408

4,023

4,540

4,184

4,722

4,178

4,585

4,304

4,722

4,476

4,911

4,542

4,813

4,678

4,958

4,865

5,156

Career Tract A: Water Distribution 1 Back Flow Certification Qualified Applicator Certified Career Tract B: Wastewater Operator In Training Wastewater Collection 1 Qualified Applicator Certified

Public Works Service Worker III Water Distribution 2 Water Treatment 1 Wastewater Treatment 1 Wastewater Collection 2

Public Works Service Worker IV Water Distribution 3 Water Treatment 2 Wastewaste Treatment 2 Wastewater Collection 3 Cross Connection

49

Appendix F PAY FOR P E R F O R M A N C E TESTING A N D CERTIFICATION R E Q U I R E M E N T S PW Service Worker 1 Minimum Requirements Heavy Equipment Operator, Lift Operator, Class B Driver License, Flag Safety and Confined Space Training

|

PW Service Worker II W A T E R DISTRIBUTION -1

HIGH S C H O O L O R G E D

C W E A WATE WATER COLLECTION -1

LEAST ONE Y E A R WORKING A S A COLLECTION SYSTEM MAINTENANCE (TECHNOLOGIST)

PW Service Worker III WATER

DISTRIBUTION • 2

PW Service Worker IV W A T E R DISTRIBUTION - 3

HIGH SCHOOL OR GED AND COMPLETION OF FUNDAMENTS OF WATER SUPPLY

POSSESAION OF WATER DISTRIBUTION 2 F O R T W O Y E A R S AND C O M P L E T I O N O F C L A S S : 1) W A T E R DISTRIBUTION A N D 2) SMALL W A T E R S Y S T E M S

CWEA WASTEWATER COLLECTION-2

CWEA WASTEWATER COLLECTION - 3

HOLD G R A D E 1 COLLECTION SYSTERM MAINTENANCE I CERTIFICATE FOR ONE Y E A R AND T W O Y E A R S O F COLLECTION SYSTEM MAINTANCE

HOLD G R A D E 2 C O L L E C T I O N S Y S T E M MAINTENANCE CERTIFICATE FOR ONE YEAR

WATER TREATMENT-1

WATER TREATMENT- 3

QUALIFIED APPLICATOR CERTIFIED A P P L Y and P A S S T E S T administered by State of Cal. Department of Pesticide

CLASS A 160 HOUR/ Driver Training C O U R S E HANDS ON T E S T AND W R I T T E N T E S T DMV

HIGH S C H O O L O R G E D REQUIRED TO APPLY FOR TEST

HIGH S C H O O L O R G E D A N D O N E C L A S S : W A T E R T R E A T M E N T PLANT OPEATOR

GENERAL BACKFLOW TESTER

CROSS CONNECTION

40 C l a s s : General Backflow Tester P L U S P R A C T I C A L HANDS O N T E S T AND WRITTEN T E S T

PASS T E S T "CROSS CONNECTION CONTROL SPECIALIST PLUS THREE YEARS BACKFLOW T E S T E R CERTIFICATE

WASTEWATER- 1

WASTEWATER- 2

MUST HAVE C O M P L E T E D THE WASTEWATER O P E R A T O R IN TRAINING REQUIREMENTS

An average of 40 hours worked per week by an operator or operator-intraining at a wastewater treatment plant while performing job duties that meet the definition of qualifying experience. Any used paid vacation or sick leave earned a s a result of hours spent performing job duties that meet the definition of qualifying experience may be counted toward full-time employment. In no c a s e , however, may an operator or operatorin-training be considered to be working full time if he or she spends less the 1,800 hours per year performing duties defined a s qualifying experience

MINIMUM 2 Y E A R S A S A G R A D E PW-II

MINIMUM 3 Y E A R S A S A G R A D E P W III

WASTEWATER OIT An average of 40 hours worked per week by an operator or operator-intraining at a wastewater trealment plant while performing job duties that meet the definition of qualifying experience Any used paid vacation or sick leave earned as a result of hours spent performing job duties that meet the definition of qualifying experience may be counted toward full-time employment. In no case, however, may an operator or operator-in-lraining be considered to be working full time if he or she spends less than 1.800 hours per year performing duties defined as qualifying experience HIGH S C H O O L O R G E D AND W A S T E W A T E R PLANT OPERATOR 1 18 Months in Grade

MINIMUM 2 Y E A R S A S A GRADE PW-TRAINEE

50

'ifeiiffeiTTn!x{^^ 2016 A n t h e m Rate Age 0-20

2018 A n t h e m Rate * *

2017 A n t h e m Rate *

Change

Rate

f!

."-.-

Rate

Change

187.88

172.37

•A

Rate

Change

-

204.79

-

+A

271.45

(99.08)

-

295.88

(108.00)

-

322.51

(117.72)

-

22

271.45

-

-

295.88

-

-

322.51

-

-

23

271.45

•

•

295.88

-

-

322.51

-

-

24

271.45

•

•

29S.88

-

-

322.51

-

-

25

272.54

1.09

0.40%

297.07

1.19

0.40%

323.80

1.30

26

277.96

S.42

1.99%

302.98

5.91

1.99%

330.24

6.44

1.99%

27

284.48

6.52

2.35%

310.08

7.11

2.35%

337.99

7.75

2.35%

28

295.07

10.59

3.72%

321.63

11.54

3.72%

350.57

12.58

3.72%

29

303.75

8.68

2.94%

331.09

9.46

2.94%

360.89

10.31

2.94%

30

308.1

4.35

1.43%

335.83

4.74

1.43%

366.05

5.17

1.43%

31

314.61

6.51

2.11%

342.92

7.10

2.11%

373.79

7.73

2.11% 2.07%

21

r

n

r

•i

0.40%

350.03

7.11

2.07%

381.53

7.75

354.47

4.44

1.27%

386.37

4.84

1.27%

359.20

4.73

1.33%

391.53

5.16

1.33%

0.66%

361.56

2.37

0.66%

394.10

2.58

0.66%

0.65%

363.93

2.37

0.65%

396.68

2.58

0.6S%

0.65%

366.31

2.38

0.65%

399.27

2.59

0.65%

2.17

0.65%

368.67

2.37

0.65%

401.85

2.58

0.65%

342.57

4.34

1.28%

373.40

4.73

1.28%

407.01

5.16

1.28%

346.91

4.34

1.27%

378.13

4.73

1.27%

412.16

5.16

1.27%

353.43

6.52

1.88%

385.24

7.11

1.88%

419.91

7.75

1.88%

359.67

6.24

1.77%

392.04

6.80

1.77%

427.32

7.41

1.77%

43

368.36

8.69

2.42%

401.51

9.47

2.42%

437.65

10.32

2.42%

44

379.22

10.86

2.9S%

413.3S

11.84

2.95%

450.55

12.90

2.95%

45

391.97

12.75

3.36%

427.25

13.90

336%

465.70

15.15

3.36%

46

407.18

15.21

3.88%

443.83

16.58

3.88%

483.77

18.07

3.88%

47

424.28

17.10

4.20%

462.47

18.64

4.20%

504.09

20.32

4.20%

32

321.13

6.52

2.07%

33

325.2

4.07

1.27%

34

32954

4.34

1.33%

35

331.71

2.17

36

333.88

2.17

37

336.06

2.18

38

338.23

39 40 41 42

!"' "

!_•;

48

443.82

1954

4.61%

483.76

21.30

4.61%

527.30

23.22

4.61%

49

463.09

19.27

4.34%

504.77

21.00

434%

550.20

22.89

4.34%

50

484.81

21.72

4.69%

528.44

23.67

4.69%

576.00

25.81

4.69%

51

S06.25

21.44

4.42%

551.81

23.37

4.42%

601.48

25.47

4.42%

52

529.87

23.62

4.67%

S77.S6

25.75

4.67%

629.54

28.06

4.67%

53

553.76

23.89

4.51%

603.60

26.04

451%

657.92

28.38

4.51%

54

579.55

25.79

4.66%

631.71

28.11

4.66%

688.56

30.64

4.66%

55

605.33

25.78

4.45%

659.81

28.10

4.45%

719.19

30.63

4.45%

56

633.29

27.96

4.62%

690.29

30.48

4.62%

752.41

33.22

4.62%

57

661.52

28.23

4.46%

721.06

30.77

4.46%

785.95

33.54

4.46%

58

691.65

30.13

4.55%

753.90

32.84

4.5S%

821.75

35.80

4.55%

59

706.S8

14.93

2.16%

770.17

16.27

2.16%

839.49

17.74

2.16%

60

736.72

30.14

4.27%

803.02

32.85

4.27%

875.30

35.81

4.27%

61

762.77

26.05

3.54%

831.42

28.39

3.S4%

906.25

30.95

3.54%

62

779.88

17.11

2.24%

850.07

18 65

2.24%

926.58

20.33

2.24%

63

801.32

21.44

2.75%

873.44

23.37

2.75%

952.05

25.47

2.75%

64

814.35

13.03

1.63%

887.64

14.20

1.63%

967.53

15.48

1.63%

Note: Rates s h o w n for 2017 are based on 2016 rates increased by 9% Note: Rates s h o w n for 2018 are based on 2017 rates increased by 9%

51