HomeMy WebLinkAbout2012-253 Agrmt - IBEW Local 659 _ r
AGREEMENT BETWEEN
THE CITY OF ASHLAND, OREGON
ELECTRICAL DEPARTMENT
and
LOCAL UNION NO.659
INTERNATIONAL BROTHERHOOD
OF
ELECTRICAL WORKERS
July 1, 2011 - June 30, 2014
TABLE OF CONTENTS
PREAMBLE 3
SCOPE OF AGREEMENT 3
ARTICLE I: Recognition 4
ARTICLE II: Union Security and Check-off 4
ARTICLE III: Management Rights 5
ARTICLE IV: Strike and Lockout Prohibition 6
ARTICLE V: Holidays 6
ARTICLE VI: Vacations 7
ARTICLE VII: Hours of Work and Overtime 9
ARTICLE VIII: Sick Leave 10
ARTICLE IX: Other Leaves of Absence 11
ARTICLE X: Compensation 13
ARTICLE XI: Discipline and Discharge 16
ARTICLE XII: Settlement of Disputes 17
ARTICLE XIII: Seniority 18
ARTICLE XIV: General Provisions 20
ARTICLE XV: Classifications - Work Rules - Safety 21
ARTICLE XVI: Health, Welfare and Retirement 23
ARTICLE XVII: Workers' Compensation 25
ARTICLE XVIII: Liability Insurance 25
ARTICLE XIX: Savings Clause and Funding 25
ARTICLE XX: Termination and Reopening 26
APPENDIX A: Classifications with Bargaining Unit 27
APPENDIX B: Pay Schedule 28
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AGREEMENT BETWEEN
THE CITY OF ASHLAND, OREGON
and
LOCAL UNION NO.659
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
PREAMBLE
This Agreement made and entered into by the City of Ashland, Oregon, hereinafter referred to
as the "City" and Local Union No.659 of the International Brotherhood of Electrical Workers,
hereinafter referred to as the Union." Unless indicated otherwise references to the "City" herein
shall include the Mayor and City Council or their designees(s) as the officials directly
responsible for the operation of the department covered by this Agreement. The purpose of this
Agreement is to set forth the full and complete agreement between the parties on matters
pertaining to rates of pay, hours of work and other conditions of employment.
Scope of Agreement
This agreement shall apply to all employees of the Electric Department, Ashland, Oregon, as
set forth in "Appendix A" but excluding clerical employees, confidential and supervisory
employees, and temporary employees.
Where the term "employee" is used, it shall mean regular employees or probationary employees
within the bargaining unit, as the same are defined in Article XIII hereof.
Non-bargaining unit employees will not be employed in the Electric Department in a temporary
position for longer than twelve months except by mutual agreement. However, if the temporary
position is to continue for longer than six months, the City will notify the Union and upon
request, will meet to discuss the situation and options.
The parties agree as follows:
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ARTICLE I
RECOGNITION
The City recognizes the Union as the sole and exclusive bargaining agent for the purposes of
establishing rates of pay, hours of work and other conditions of employment for all employees
within the bargaining unit described immediately above.
ARTICLE II
UNION SECURITY AND CHECK-OFF
Section 1. Union Security. All employees covered by this Agreement shall, as a condition of
employment, commencing thirty (30) days after hiring or transfer into the Bargaining Unit, (1)
become a member of the Union and maintain his/her membership in the Union in accordance
with its Constitution and Bylaws, (2) in the alternative, an employee must tender a registration
fee to the Union in such an amount as the Union may prescribe (but in no event to exceed the
initiation fee required of Union members), and shall tender, monthly an agency fee as
established by the Union in an amount not to exceed the amount of the monthly dues and per
capita fees required of "BA" members in his/her base wage rate.
Any employee who is or who becomes a member of the Union shall, as a condition of
employment, maintain his/her membership in the Union in accordance with its Constitution and
Bylaws.
Upon written request from the Union, the Company shall, within twenty-one (21) calendar days,
terminate the employment of any employee who fails to comply with the requirements of this
Article.
Section 2. Check-Off. The City will, during the term of this Agreement, deduct and remit
monthly to the Financial Secretary of the Union the normal and usual dues uniformly required of
its members or agency fees of any other employee as provided for in Section 1 as shall
voluntarily authorize the City to do so. Such written authorization must be in lawful, mutually
acceptable form and shall be forwarded to the City through the Business Manager of the Union.
The Financial Secretary of the Union will keep the City currently advised of the monthly dues
and agency fee to be deducted from the wages of each employee who shall have filed the
required deduction authorization with the Union and the City.
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An employee may revoke his/her deduction authorization by written notice directed to the City
and the Union by registered mail. Such revocation will be effective in the payroll month following
receipt of the notice.
Section 3. Indemnification. The Union agrees to indemnify and hold the City harmless against
any and all claims, orders or judgments brought or issued against the City as a result of any
action taken or not taken by the City under the provisions of this Article.
ARTICLE III
MANAGEMENT RIGHTS
The Union recognizes the prerogative of the City to operate and manage its affairs in all
respects in accordance with its responsibilities and the powers or authority which the City has
not expressly abridged, delegated or modified by this Agreement are retained by the City.
It is understood and agreed that the City possesses the sole and exclusive right to operate the
City through its City Administrator and department heads and that all management rights
repose in it, but such rights must be exercised consistent with the other provisions of this
contract. These rights include but are not limited to the following:
1. To determine the mission of its constituent departments, commissions and boards.
2. To set standards of services.
3. To direct its employees.
4. To discipline or discharge for just cause.
5. To relieve its employees from duty because of lack of work, finances, or other legitimate
reasons.
6. To maintain the efficiency of governmental operations.
7. To determine the methods, means and personnel by which government operations are to
be conducted, except that the City Will not contract any work which is ordinarily done by
its regular employees for the specific purpose of laying off or demoting such employees,
and will furnish the Union with a copy of any contract entered into involving work covered
by this contract.
8. To determine the content of job classificatioft.
9. To take all necessary action to carry out its mission in emergencies.
10.To exercise complete control and discretion over its organization and the technology of
performing its work.
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ARTICLE IV
STRIKE AND LOCKOUT PROHIBITION
Section 1. The Union and its members, as individuals or as a group, will not initiate, cause,
permit or participate or join in any strike work stoppage, or slowdown, picketing, or any other
restriction of work at any location in the City. Employees in the bargaining unit, while acting in
the course of their employment, shall not honor any picket line established in the City unless
such is sanctioned by the Southern Oregon Labor Council.
Section 2. In the event of a strike, work stoppage, slowdown, picketing, observance of a picket
line, or other restriction of work in any form, either on the basis of individual choice or collective
employee conduct, the Union will immediately upon notification, attempt to secure an immediate
and orderly return to work. This obligation and the obligations set forth in Section 1, above, shall
not be affected or limited by the subject matter involved in the dispute giving rise to the
stoppage or by whether such subject matter is or is not subject to the grievance and arbitration
provision of this Agreement. Disciplinary action, including discharge may be taken by the City
against any employee or employees engaged in a violation of this Article. Such disciplinary
action may be undertaken selectively at the option of the City and shall not preclude or restrict
recourse to any other remedies, including an action for damages, which may be available to the
City.
Section 3. There will be no lockout of employees in the unit by the City as a consequence of
any dispute arising during the period of this Agreement.
ARTICLE V
HOLIDAYS
Section 1. Recognized Holidays. The following shall be recognized as holidays:
New Year's Day (January 1)
Martin Luther King Day (3rd Monday in January)
Washington's Birthday (3rd Monday in February)
Memorial Day (last Monday in May)
Independence Day (4th of July)
Labor Day (1 st Monday in September)
Veteran's Day (November 11)
Thanksgiving Day (4th Thursday in November)
Day after Thanksgiving (4th Friday in November)
Christmas Day (December 25th)
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(Any day declared by the Governor or President as a holiday)
Whenever a holiday shall fall on Sunday, the succeeding Monday shall be observed as the
holiday. Whenever a holiday shall fall on Saturday, the preceding Friday shall be observed as
the holiday. If an employee is on authorized vacation, sick leave, or other leave with pay when a
holiday occurs, such holiday shall not be charged against such leave.
Section 2. Holiday Pay. Regular employees shall receive eight (8) hours of pay for each of the
holidays listed above on which they perform no work. In order to be eligible for holiday pay
when no work is performed, an employee must work on his/her last scheduled work day
immediately prior to a holiday and on his/her first scheduled work day immediately following the
holiday, unless prior approval is granted, as in the case of illness or if the holiday falls within a
vacation period.
ARTICLE VI
VACATIONS
Section 1. Eligibility. An employee shall be eligible to take accrued vacation leave with pay after
one (1) full year of continuous service. Vacation leave shall accrue on a monthly basis in
accordance with the following schedule:
Section 1.1 Employees with less than four (4) full years of continuous service shall accrue 7.33
hours of vacation leave for each calendar month of service (eleven (11) working days
annualized).
Section 1.2 Employees with more than four (4), but less than fourteen (14) full years of
continuous service shall accrue 10.67 hours of vacation leave for each calendar month of
service (sixteen (16) working days annualized).
Section 1.3 Employees with more than fourteen (14), but less than twenty-four (24) full years of
continuous service, shall accrue fourteen (14) hours of vacation leave for each calendar month
of service (twenty-one (21) working days annualized).
Section 1.4 Employees with more than twenty-four (24) full years of continuous service shall
accrue 17.33 hours of vacation leave for each calendar month of service (twenty-six (26)
working days annualized).
Section 2. Continuous Service. Continuous service, for the purpose of accumulating vacation
leave, shall be based on regular hours paid to the employee. Vacation leave shall not accrue
during a leave of absence without pay. Authorized leave without pay and lay-offs shall not be
counted as service, however, employees returning from such absences or layoff shall be
entitled to credit for service prior to the leave or layoff.
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Section 3. Use of accrued vacation time. Each year, an employee may use accrued vacation
time to take time off, for additional pay during December, or to carry forward to the next year.
The following rules apply:
Section 3.1 After the first year of employment, an employee can use vacation for time off as
soon as the vacation time has been earned.
Section 3.2 The employee must use at least 75% of his/her annual vacation accrual for time
off. Example: an employee who earns 16 vacation days per year (10.67 hours per month)
must take at least twelve (12) days of vacation time off during the year.
Section 3.3 The employee may choose to cash out up to 25% of his/her annual vacation
accrual. The pay will be included in the first paycheck in December.
Section 3.4 Vacation time that is not used for time off or cashed out will carry forward to the
next year.
Section 3.5 An employee cannot accumulate at any time more vacation time than one and
one-half times his/her annual vacation accrual. Example: an employee who earns 16 vacation
days per year (10.67 hours per month) may accumulate up to twenty four (24) days of vacation.
Section 3.6 If an employee has the maximum amount of vacation accumulated, no more
vacation time is earned until the employee has used or cashed out some of the accumulated
vacation time.
Section 4. Accrual Notification. The City shall notify an employee thirty (30) days in advance of
impending loss of accrued vacation time. The employee and supervisor will immediately discuss
when the employee can take time off so as to avoid any loss of vacation time. If the City is
unable to release the employee within that thirty day period to take vacation time off, the
vacation time which exceeds the accrual maximum will, by mutual agreement between the
supervisor and the employee, either be cashed out or the employee will be allowed to carry it
forward until the employee can take the time off.
Section 4.1 Accrual Limitations. Vacation leave must be taken by the employee within twelve
(12) months following the date of eligibility, or such vacation shall be deemed forfeited. An
employee who is about to lose vacation leave because of accrual limitations may, by notifying
his/her supervisor fifteen (15) days in advance, absent himself/herself to prevent loss of
vacation leave. Such action taken by the employee shall not constitute a basis for disciplinary
action or loss of pay. The City shall notify an employee thirty (30) days in advance of
impending loss of accrued vacation time. No payment shall be made for vacation leave lost by
an employee because of accrual limitations, unless the failure to take vacation is caused by the
City's insistence that the employee be at work during a scheduled vacation period.
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Section 5. SchedulinE. Employees shall be permitted to request vacation on either a split or an
entire basis. Vacation times shall be scheduled by the City based on the head of the
department's judgment as to the needs of efficient operations and the availability of vacation
relief. Vacation times shall be selected on the basis of seniority; provided, however, such
employee will be permitted to exercise his/her right of seniority only once annually. The vacation
schedule shall be posted annually as of December 1 st, and employees shall exercise their
choice by bidding in seniority. The list shall be closed as of December 31, and subsequent
changes shall be made only by mutual consent of the parties. Scheduling of vacation periods
to the extent consistent with operating.requirements of the City and vacation credits of the
employee, shall be in weekly units except by mutual consent of the parties.
Section 6. Payment on Termination. In the event of the death or termination of an employee
during the initial twelve (12) months of his/her employment, no payment in lieu of vacation shall
be made. In the event of death or termination of employment after an employee has served for
twelve (12) months, and is otherwise eligible for vacation credits, the employee shall be entitled
to payment for accrued vacation leave at the rate of the date of eligibility. In the event of death,
earned but unused vacation leave shall be paid in the same manner as salary due the
deceased employee is paid.
ARTICLE VII
HOURS OF WORK AND OVERTIME
This Article is intended to be construed only as a basis for recognizing overtime, and shall not
be construed as a guarantee of hours of work per day or per week.
Section 1. Hours of Work. To the extent consistent with operating requirements of the City,
eight (8) hours shall constitute a regular day's work, and five (5) consecutive days, normally
beginning Monday and terminating Friday, shall constitute a week's work. However, an
employee may be scheduled by the City for a workweek other than Monday through Friday,
which shall become his/her regular workweek.
Section 2. Work Schedules. All employees, to the extent consistent with operating
requirements, shall be scheduled to work on a regular work shift, and each shift shall have
regular starting and quitting times. Work schedules showing the employee's shifts, workdays
and hours shall be posted on department bulletin boards. Except for emergency situations and
for the duration of the emergency, changes in work schedules shall be posted seven (7) days
prior to the effective date of the change.
a. During times that daylight savings time is in effect, the normal hours of work for electric
personnel (other than connect/disconnect, meter reader and AFN personnel) will be
between 7:00 a.m. and 3:30 p.m. with lunch break.
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b. By mutual agreement between the City and Union, a schedule of ten hour days, four
days per week, may be adopted. Either the City or Association may withdraw agreement
to that schedule, in which case a five day schedule will be reestablished.
Section 3. Rest Periods. A rest period of fifteen (15) minutes shall be permitted for all
employees during each half shift, which shall be scheduled by the City in accordance with its
determination as to the operating requirements and each employee's duties.
Section 4. Meal Periods. To the extent consistent with operating requirements of the respective
departments, a one-half (1/2) hour meal period shall be scheduled in the middle of the work
shift which shall not be paid.
Section 5. Overtime Rates. All work performed outside of regularly scheduled hours or days as
set forth in this Article shall be compensated at the rate of two (2) times the regular rate of pay.
ARTICLE VIII
SICK LEAVE
Section 1. Accumulation. Sick leave shall be earned for the purposes stated herein by each
eligible employee at the rate of eight (8) hours for each full calendar month of service. Sick
leave may be accumulated to a total of nine hundred sixty (960) hours and must be taken for
the purposes specified in Section 2 hereof as a condition precedent to any sick leave payment.
Sick leave shall not continue to accrue during authorized sick leave or disability leave in excess
of ninety (90) calendar days.
Section 2. Utilization for Illness or Injury. Employees may utilize their allowance for sick leave
when unable to perform their work duties by reason of illness or injury. In such event, the
employee shall notify the department head or other supervisor of absence due to illness or
injury, and the nature and expected length thereof, as soon as possible prior to the beginning of
his/her scheduled regular work shift, unless unable to do so because of the serious nature of
injury or illness. A physician's statement of the nature and identity of the illness, the need for the
employee's absence and the estimated duration of the absence, may be required at the option
of the City for absences of over two (2) days prior to payment of any sick leave benefits or prior
to allowing the employee to return to work. A physician's statement may be required as a
prerequisite to payment of sick leave for less than three (3) days if the employee has been
advised in advance of such requirement.
Section 3. Integration with Worker's Compensation. When an injury occurs in the course of
employment, the City's obligation to pay under this sick leave article is limited to the difference
between any payment received under Worker's Compensation laws and the employee's regular
pay. In such instances, no charges will be made against accrued sick leave for the first ninety
(90) calendar days.
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Section 4. Sick Leave Without Pay. Upon application by the employee, sick leave without pay
may be granted by the City for the remaining period of disability after accrued sick leave has
been exhausted. The City may require that the employee submit a certificate from a physician
periodically during the period of such disability, and before returning to work.
Section 5. Termination. Sick leave is provided by the City in the nature of insurance against
loss of income due to illness or injury. No compensation for accrued sick leave shall be
provided for any employee upon his/her death or termination of employment, for whatever
reason. Sick leave shall not accrue during any period of leave without pay.
Section 6. Compensation For Not Using Sick Leave. Employees who accumulate 720 hours of
sick leave and who thereafter use 16 or less hours of sick leave in a calendar year may be
rewarded for not using sick leave. Such employees may be paid at their December 31st hourly
rate for 25% of the unused sick leave hours over 720 accumulated as of January 1st.
Section 7. Use for Family Illness.
• An employee may be granted up to three (3) days, per calendar year, paid sick leave for the
employee to care for an ill or injured family member.
• If an employee has an Oregon Family & Medical Leave (OFLA) or Federal Family & Medical
Leave (FMLA) qualifying event that requires the employee's absence beyond three workdays,
they will be required to complete a Family & Medical Leave Request Form and provide any
requisite medical certification to be eligible for additional paid sick leave. Upon approval by the
Human Resource Department, an employee may be granted up to four (4) weeks or 160 hours
additional days paid sick leave for any eligible OFLA or FMLA purpose.
• In the event that a longer duration of leave is needed, the employee must first deplete available
compensatory time and vacation accruals before taking the remainder of their OFLA/FMLA
leave as paid sick leave.
For the purpose of this Section, family member shall include any family member recognized under
the Oregon and/or Federal Family and Medical Leave Acts.
ARTICLE IX
OTHER LEAVES OF ABSENCE
Section 1. Leaves of Absence Without Pay. Leaves of absence without pay not to exceed
ninety (90) days may be granted upon request by the employee where it is determined that the
operation of the department and/or division will not be negatively impacted by the temporary
absence of the employee and that additional expense will not result, including for a
replacement. Requests for such leaves must be in writing and submitted to the Department
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Head 30 days prior to the requested leave date. The employee must utilize accrued vacation
and compensatory time before applying for a leave of absence without pay. If the leave lasts
two calendar weeks or more, the employee must pay the pro-rated premium for health
insurance coverage. Any other payroll obligations of the employee will be deducted from the
pay check for the next pay period or may be paid directly to the City.
Section 2. Jury Duty. Employees shall be granted leave with pay for service upon a jury;
provided, however, that the regular pay of such an employee for the period of absence shall be
reduced by the amount of money received by him/her for such jury service, and upon being
excused from jury service for any day an employee shall immediately contact his/her supervisor
for assignment for the remainder of his/her regular work day.
Section 3. Appearances. Leave with pay shall be granted for an appearance before a court,
legislative committee, judicial or quasi-judicial body as a witness in response to a subpoena or
other direction by proper authority, provided, however, that the regular pay for such employee
shall be reduced by an amount equal to any compensation they may receive as witness fees.
Section 4. Required Court Appearances. Leaves of absence with pay shall be granted for
attendance in court in connection with an employee's officially assigned duties, including the
time required for travel to the court and return to the employee's headquarters.
Section 5. Election Day. Employees shall be granted two (2) hours to vote on any election day
only if, due to scheduling of work, they would not otherwise be able to vote.
Section 6. Union Business. Employees elected or appointed to any legitimate full-time paid
Union office which takes them from their employment with the City, shall, upon written request
of the Union and the employee be granted a leave of absence of up to one (1) year without pay,
renewable upon application. Employees selected by the Union to attend conventions and
related Union activities, shall, upon written request of the Union and the employees, be granted
a leave of absence of up to thirty (30) days without pay.
Section 7. Educational Leave. After completing one (1) year of continuous service, an
employee, upon written request, may be granted a leave of absence without pay by the City for
the purpose of upgrading his/her professional ability through enrollment in educational courses
directly related to employment at an accredited school or course of study. The period of such
leave of absence shall not exceed one (1) year, but may be renewed or extended upon request
of the employee and approval by the department head. One (1) year leaves of absence, with
requested extensions, for educational purposes may not be provided more than once in any
three (3) year period. His/her replacement shall be considered a temporary employee.
Employees may also be granted time off with pay for educational purposes, for reasonable
lengths of time, to attend conference seminars, briefing sessions, training programs, and other
programs of a similar nature that are intended to improve or upgrade the employee's skill and
professional ability, when ordered by the employee's department head.
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Section 8. Military Leave. Military leave shall be granted in accordance with ORS 408.290.
Section 9. Funeral Leave. "In addition to regular sick leave, an employee may be granted
three (3) days funeral leave with regular pay in the event of death in the immediate family of the
employee. An employee's immediate family shall include spouse, parent, children, brother,
sister, mother-in-law, father-in-law, brother-in-law, sister-in-law, step child, step parent, adopted
child, grandparents and grandparents-in-law. The employee will be paid his or her regular
hourly rate for any such days of excused absence which occur only during his or her assigned
workweek. No pay shall be granted if the employee does not attend the funeral. An additional
two (2) days leave may granted if the funeral is over 750 miles from Ashland, one way".
Section 10. Failure to Return From Leave. Any employee who is granted a leave of absence
and who, for any reason, fails to return to work at the expiration of said leave of absence, shall
be considered as having resigned their position with the City, and his/her position shall be
declared vacated; except and unless the employee, prior to the expiration of his/her leave of
absence, has furnished evidence that he/she is unable to work by reason of sickness, physical
disability or other legitimate reason beyond his/her control.
ARTICLE X
COMPENSATION
Section 1. Pay Schedule. Employees shall be compensated in accordance with the pay
schedule attached to this Agreement and marked "Appendix B" which is hereby
incorporated into and made a part of this Agreement. When any position not listed on the pay
schedule is established, the City shall designate a job classification and pay rate for the
position. The Union shall be notified and the pay rate established by the City shall be
considered tentative until the Union has been afforded the opportunity to meet and discuss the
matter. If the Union does not agree that the classification or pay rate is proper, the Union may
submit the issue as a grievance according the grievance procedure.
The pay schedule in "Appendix B" shall reflect the following increases:
• Effective retro to 7/1/2011, the wage schedule will be adjusted by 2% for all positions
represented in the bargaining unit. Also retro to 7/1/2011, an additional 1% of salary
will be contributed to an HRA-VEBA for each member of the bargaining unit. (Total
city contribution to HRA-VEBA effective 71112011 equals 2% of salary).
• Effective 7/1/2012, the wage schedule will be adjusted by 2.5% for all positions in the
bargaining unit. If the U.S. City Average CPI-W [March-March] is 3.5% or greater, the
city and the union agree to re-open to negotiate the amount of the wage increase.
• Effective 7/1/2013, the wage schedule will be adjusted by 2.75% for all positions in the
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bargaining unit. In the event that the U.S. City Average CPI-W [March-March] is 3.5%
or greater, the city and the union agree to re-open to negotiate the amount of the
wage increase. Further, both parties agree to re-open the contract to discuss the
cost-share arrangement for healthcare.
Request to re-open negotiations under the specific conditions listed above must be
made in writing, by either party, no later than June 30th for the following fiscal year.
Section 2. Overtime. The City has the right to assign overtime work as required in a manner
most advantageous to the City, and consistent with the requirements of municipal service and
the public interest. Employees shall be compensated at the rate of two (2) times the regular rate
for overtime work outside of the regularly scheduled workweek or work day, but in no event
shall such compensation be received twice for the same hours. All overtime shall be recorded
by the employee and must be approved by the department head or supervisor. Scheduled
overtime, time annexed to the beginning of the work shift, or hold-over times annexed to the
end of the work shift, shall be considered overtime and shall not be considered call-back time.
Section 3. Call-back Time. Employees called back to work shall receive overtime pay with a
guaranteed minimum of two (2) hours at double time for the work for which they are called back.
However, employees called back to work to make connects or disconnects shall receive
overtime pay with a guaranteed minimum of one (1) hour at double time for the work for which
they are called back. More than one call-back is permissible within the call-back period.
Employees required to work over the initial call-back period, where more than one call-back is
handled, will be paid at the overtime rate to nearest one-half (1/2) hour.
a. Employees called for duty four (4) hours or more before the beginning of their
regular work day shall be paid at the regular overtime rate from the time they are
called until relieved. If such an employee has worked a minimum of four (4) hours
and has had less than four (4) hours rest after he/she was relieved, he/she shall
receive the regular overtime rate of double time for all hours worked during his/her
normal work day. Employees shall not be required to take time off during any
regular working day for the overtime worked or to be worked.
b. Employees called for duty less than four (4) hours before the beginning of their
regular work day shall be paid at the established overtime rate from the time they
are called until the beginning of their regular work day. Regular working hours
following shall be at the straight time rate.
Section 4. Pay Periods. Employees shall be paid every other Friday. Pay periods shall be for 14
days beginning at 12:01 a.m. on Saturday, and ending on the 14th day (Friday) at 12:00 p.m.
Pay days shall be on the Friday following the close of each pay period.
Section 5. Standby Pay. When employees are required to stand by for emergency services,
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they shall be compensated as follows:
Line installers: at the rate of twenty percent (20%) of the straight time rate of pay in effect on
July 1, 2002.
Telecommunication technicians: $150 per weekend.
In addition to standby pay, employees shall receive the applicable overtime rate of pay for all
time worked when called in from standby. The number of hours in a standby period will be
predetermined and the employee so advised in advance of standby duty. The City may maintain
a call list, which shall not in itself entitle an employee to standby pay.
Section 6. Mileage. An employee required to report for special duty or assignment at any
location other than his/her permanent reporting location and who is required to use his/her
personal automobile for transportation to such location shall be compensated at the mileage
rate established annually by the IRS per mile for the use of such automobile directly in the line
of duty.
Section 7. Travel Expense. When employees attend out of town training programs or
conferences, reimbursement for travel and meal expense will be in accordance with City policy.
Section 8. Meals During Extra Work Periods.
a. Emergency Overtime and Call-out. Breakfast and lunch shall be provided at reasonable
City expense when employees are called out on emergency overtime before regular work
hours and did not have time to eat breakfast and prepare a lunch. Employees not
released from a call out prior to six (6:00) a.m. shall be considered as not having time to
eat breakfast and/or prepare lunch. Meals shall be provided by the City during normal
meal times if an employee is called out to work on Saturday, Sunday and holidays.
b. Work Beyond Regular Work Shift. Employees required to work one and one-half hours
(1-1/2) or more beyond their regular work hours shall be provided a meal at City
expense. If work continues after the meal has been provided, employees shall be entitled
to meals at four (4) hour intervals thereafter.
c. Prearranged Work Shift. When an employee is notified by the end of the preceding
regular work shift and is required to report to work less than two (2) hours before regular
work hours, the employee shall not be provided a breakfast or lunch. If an employee is
required to report for work two (2) or more hours before regular work hours the City will
provide breakfast, and the employee will be responsible for lunch.
d. Reasonable Amount for Meals. The City shall promptly reimburse an employee for the
actual amount of such meals, up to $8.00 for breakfast, $9.00 for lunch and $19.00 for
dinner.
e. Regular Work Hours. Regular work hours are the hours that the employee normally
works during the week, which may include Saturday, Sunday and holidays, as outlined in
15
Article 7, Section 1 of this Agreement.
Section 9. Compensatory Time. Overtime for hours actually worked (excluding standby time)
may be paid in the form of compensatory time off at the applicable rate subject to the approval
of the department head or designated supervisor. The employee may request compensatory
time off by submitting a request in writing at least 48 hours in advance of the requested time.
The compensatory time shall be accrued on an annual basis from December 1 to November 30
with any accrued but unused time as of November 30 to be compensated as pay on the first
pay period in December. No employee shall receive more than forty (40) hours of compensatory
time in any annual period. Any time in excess of forty (40) hours during the annual period shall
be compensated as pay.
Section 10. Acting In Capacity Pay. An employee who is assigned either as AFN foreman or
to replace the Operations Superintendent for an eight (8) hour day or longer will receive an
additional $1 .50 per hour.
In the event that the Electric Foreman is required to replace the Operations Superintendent for
an eight (8) hour day or longer, and the Electric Utility Director is also absent from work for the
same duration, the Foreman will receive an additional $2.00 per hour in lieu of the $1.50 per
hour.
ARTICLE XI
DISCIPLINE AND DISCHARGE
Section 1. Discipline. Disciplinary action may include the following:
a. Written reprimand
b. Demotion
c. Suspension
d. Discharge
Disciplinary action may be imposed upon any employee for failing to fulfill his/her
responsibilities as an employee. Conduct reflecting discredit upon the City or Department, or
which is a direct hindrance to the effective performance of City functions shall be considered
good cause for disciplinary action. Such cause may also include misconduct, inefficiency,
incompetence, insubordination, the willful giving of false or confidential information, the
withholding of information with intent to deceive when making application for employment, willful
violation of departmental rules or for political activities forbidden by State law. Any disciplinary
action imposed upon an employee shall be protested only as a grievance through the regular
grievance procedure.
Section 2. Discharge. An employee having less than six (6) months of continuous service shall
serve at the pleasure of the City. An employee having continuous service in excess of six (6)
months shall be discharged only for cause. If the department head or other supervisor
16
determines that there is cause for discharge, he/she shall suspend the employee without pay
for five (5) calendar days and shall deliver to the employee and the Union a written notice of
such suspension and pending dismissal. Such notice shall specify the principal grounds for
such action. Unless otherwise resolved, the dismissal shall become effective at the end of the
five (5) day suspension. Protest of the discharge of any employee shall be made only through
the grievance procedure set forth in Article XII. The Union may process a grievance concerning
suspension or discharge, or both, at Step II of the grievance procedure.
ARTICLE XII
SETTLEMENT OF DISPUTES
Section 1. Grievance and Arbitration Procedure. Any grievance or dispute which may arise
between the parties concerning the application, meaning or interpretation of this Agreement,
shall be settled in the following manner:
STEP I. The affected employee shall take up the grievance or dispute with the
employee's supervisor within seventy-two (72) hours of its occurrence, excluding
Saturday and Sunday. The supervisor shall then attempt to adjust the matter within three
(3) working days.
STEP II. If the grievance has not been settled between the affected employee and the
supervisor, it may be presented in writing by the Union to the Director of Electric Utilities
within seventy-two (72) hours, excluding Saturday and Sunday, after the response
specified in Step I is due. The written notice shall include details of the grievance, the
section of this Agreement allegedly violated and the specific remedy requested. The
Director of Electric Utilities shall respond to the Union representative in writing within five
(5) working days after receipt thereof.
STEP III. If the grievance still remains unadjusted, it may be presented by the Union to
the City Administrator of the City or his/her designee(s), within seven (7) days after the
response specified in Step II is due. The City Administrator or his/her designee(s) shall
respond in writing to the Union within five (5) working days.
STEP IV. If the grievance is still unsettled, either party may, within ten (10) days after the
reply of the City Administrator is due, by written notice to the other, request arbitration of
the dispute under Section V herein.
STEP V. If the grievance is still unsettled, either party may, within ten (10) days of the
decision of the City Administrator or his/her designee(s) under Step IV have the right to
have the matter arbitrated by a third party jointly agreed upon by the City and the Union.
If the parties are unable to agree upon an arbitrator, the American
17
Arbitration Association or other mutually agreed organization shall be requested to submit a list
of five names. Both the City and the Union shall have the right to strike two names from the list.
The parry requesting arbitration shall strike the first name and the other party shall then strike
one and the process shall be repeated and the remaining person shall be the arbitrator. The
City and the Union shall meet in a pre-hearing conference and shall prepare a submission
agreement regarding the specific issues in dispute. The designated arbitrator shall hear both
parties as soon as possible on the disputed matter and shall render a decision within thirty (30)
days which shall be final and binding on the parties and the employee. The arbitrator shall have
no right to amend, modify, nullify, ignore or add provisions to the Agreement, but shall be limited
to consideration of the particular issue(s) presented to him or her. His/her decision shall be
based solely upon his/her interpretation of the meaning and application of the express language
of the Agreement. Expenses for the arbitrator shall be borne equally by the City and the Union;
however, each party shall be responsible for compensating its own representatives and
witnesses. If either party desires a verbatim recording of the proceedings, it may cause such a
record to be made, provided it pays for the record. If the other party desires a copy both parties
shall jointly share the cost of the transcript and all copies.
If any grievance is not presented or forwarded by the employee or Union within the time limits
specified above, such grievance shall be deemed waived. If any grievance is not answered by
the City within the time limits specified above, such grievance shall be deemed granted.
Section 2. Stewards. The Union may select an employee who shall be known as the steward.
The name of the employee selected as steward, and the names of local Union representatives
who may represent employees, shall be certified in writing to the City by the Union. Duties
required by the Union of a steward, excepting attendance at meetings with supervisory
personnel and aggrieved employees arising out of a grievance already initiated by an employee
under Section 1 hereof, shall not interfere with this or other employees' regular work
assignments as employees of the City. Contacts between the steward and employees or the
Union shall be made outside of working hours so as not to disrupt regular City operations.
ARTICLE XIII
SENIORITY
Section 1. Seniority. Seniority shall be an employee's length of continuous service with the
bargaining unit dating from his/her last date of hire, and shall apply by job classification in matter
of layoff, recall and vacation. In the event of a layoff, such employee may exercise his/her
seniority in a lower job classification within the Department. Recall from layoff shall be in the
reverse order of seniority. The City reserves the right to lay off out of the order of seniority if, in
the City's judgment, retention of special job skills is required. Seniority shall continue to accrue
during (1) authorized sick leave or disability leave up to ninety (90) calendar days; (2) vacation
leave; (3) authorized compensatory time off; (4) educational leave required by the City; (5)
military leave as specified in Article IX, Section 8; (6) funeral leave; (7) jury duty; and (8)
promotion to a supervisory position outside of the bargaining unit for two (2) years.
1S
Section 2. Suspension of Seniority. Seniority shall be retained, but shall not continue to accrue
during (1) authorized sick leave or disability leave in excess of ninety (90) calendar days; (2)
educational leave requested by the employee; (3) military leave for disciplinary reasons; (4)
election to a fulltime paid Union office up to one (1) year, renewable upon application; and (5)
other authorized leaves of absence of up to ninety (90) calendar days.
Section 3. Termination of Seniority. Seniority and the employment relationship shall be broken
or terminated if an employee (1) quits; (2) is discharged for just cause; (3) is absent from work
for three (3) consecutive working days without notification to the City; (4) is laid off and fails to
report to work within three (3) days after being recalled; (5) is laid off from work for any reason
for twenty-four (24) months or for a period of time equal to his/her seniority, whichever is
shorter; (6) fails to report for work at the termination of a leave of absence; (7) if while on a
leave of absence for personal health reasons, accepts other employment without permission; or
(8) if he or she is retired.
Section 4. Probationary Period. The probationary period is an integral part of the employee
selection process and provides the City with the opportunity to upgrade and improve the
department by observing a new employee's work training, aiding new employees in adjustment
to their positions, and by providing an opportunity to reject any employee whose work
performance fails to meet required work standards. Every new employee hired into the
bargaining unit shall serve a probationary period of six (6) full months after which they shall be
considered a regular employee and granted seniority to the last date of hire. The Union
recognizes the right of the City to terminate probationary employees for any reason and to
exercise all rights not specifically modified by this Agreement with respect to such employees,
including, but not limited to, the shifting of work schedules and job classifications, the
assignment of on-the-job training, cross-training in other classifications, and assignment to
educational courses and training programs, the requirement that such employees attend
training programs on their off-duty time for which they will be compensated on a straight-time
basis by the granting of compensatory time off. Termination of a probationary employee shall
not be subject to the grievance procedure under Article XII.
Section 5. Promotional Probationary Period. Regular employees promoted into a higher
classification shall serve a promotional probationary of six (6) full months. The Union also
recognizes the right of the employer to demote an employee on promotional probationary status
to highest previous position. Demotion of an employee on promotional probationary status shall
not be subject to the grievance procedure under Article XII. It is the intent of this Agreement that
promotional opportunities shall first be extended to employees in the bargaining unit provided
such employees are qualified to perform the work in question. To this end, promotional
opportunities shall be posted for ten (10) working days before the job is filled by a new
employee. The City shall be under no obligation to train an employee to become qualified, but
shall give preference to present employees who are qualified and apply for such job opening.
The City shall be the judge of an employee's qualifications and ability. In the event two or more
applicants for a job opening are equally qualified, seniority shall prevail.
19
Section 6. Layoff and Recall. Recall from layoff exceeding five (5) work days shall be by
certified letter sent to the employee at his/her last known address furnished to the City by the
employee. The City may use any other means to return an employee sooner.
ARTICLE XIV
GENERAL PROVISIONS
Section 1. No Discrimination. The provisions of this Agreement shall be applied equally to all
employees in the bargaining unit without discrimination as to race creed, color, sex, age or
national origin. The Union shall share equally with the City the responsibility for applying the
provisions of this section. All reference to employees in this Agreement designates both sexes,
and whenever the male gender is used it shall be construed to include the male and female
employees. Employees shall have the right to form, join, and participate in the activities of the
Union or any other labor organization, or to refrain from any or all such activities, and there shall
be no discrimination by either the City or the Union by reason of the exercise of such right
except as specifically provided herein. Nothing in this Agreement shall be construed as
precluding or limiting the right of an individual employee to represent themselves in individual
personal matters.
Section 2. Bulletin Boards. The City agrees to furnish and maintain a suitable bulletin board in
a convenient place in the work of assembly area to be used by the Union. The Union shall limit
its postings of Union notices and bulletins of such bulletin board, which shall be used only for
the following Union notices and bulletins:
a. Recreational and social affairs of the Union
b. Union meetings
C. Union elections
d. Reports of Union committees
e. Rulings or policies of the International Union
Section 3. Visits by Union Representatives. The City agrees that accredited representatives of
the International Brotherhood of Electrical Workers, Local Union 659, upon reasonable and
proper introduction, may have reasonable access to the premises of the City at any time during
working hours for the purpose of assisting in the administration of this Agreement, if they first
obtain permission to do so from the Director of Electrical Utilities or his/her designated
representative.
Section 4. Solicitation. The Union agrees that its members will not solicit membership in the
Union or otherwise carry on Union activities during working hours, except as specifically
provided in this Agreement.
20
Section 5. Existing Conditions. Only such existing and future working rules and benefits as are
specifically covered by the terms of this Agreement shall be affected by recognition of the Union
and execution of this Agreement. It is further agreed that if modification of work rules or benefits
covered by a specific provision of this Agreement is proposed any such modification shall be
posted prominently on all bulletin boards for a period of seven (7) consecutive days prior to
implementation.
Section 6. Other Employment. Outside employment shall be permitted only with the express
prior written approval of the City which may at any time, upon reasonable grounds, revoke
permission to hold such outside employment. The general principles to be followed by the City
in permitting or restricting such outside employment shall be:
a. The need for mentally and physically alert electric utility employees.
b. Insulating employees from potential conflict of interest situations.
c. Maintaining efficiency unimpaired by other employment, recognizing the nature of the job
requiring electric utility employees to be available for emergency duty twenty-four (24)
hours a day.
Section 7. Supervisory Employees. It is understood that supervisory employees not covered
under this Agreement shall not perform work within the jurisdiction of the Union except in the
case of an emergency, such as a customer outage when life or property is endangered, and the
complementary of regular employees is temporarily reduced by reason of absence of any
employee due to illness or other legitimate reasons, or where the work load is temporarily
increased, or for purposes of instruction or training.
Section 8. Uniforms. Protective Clothing and Devices. If an employee is required to wear a
uniform, protective clothing or use any type of protective device, such article shall be provided,
maintained and cleaned by the City. Replacements shall be provided by the City upon
surrender of the article, at no cost to the employee, reasonable wear excepted. Employees may
receive reimbursement of up to $100 every other year toward the cost of the purchase or repair
of protective footwear, such as steel-toe boots. Lost articles or damage to articles due to
negligence shall be reimbursed to the City by the employee. The City shall provide a safe place
for the storage of such articles. Failure of an employee to wear such required uniform,
protective clothing or boots, or use such protective device as prescribed by the City shall be
cause for disciplinary action as set forth in Article XI hereof.
Section 9. Response Time Requirement. All new regular employees shall establish their
residence within twelve months employment, to enable them to report for emergency duty within
thirty (30) minutes driving time of notification. All present employees who presently reside
outside of this area shall become residents of the area in the event they relocate their place of
residence following the effective date of this Agreement
21
ARTICLE XV
CLASSIFICATIONS -WORK RULES - SAFETY
Section 1 Classifications and Descriptions. The general classifications of labor which shall be
recognized throughout this Agreement, shall be those set forth in "Appendix A". Other
classifications may be added as the need arises by mutual agreement between the parties.
Section 2. Work Rules. The following work rules shall apply to the general classifications listed
below:
a. On jobs having a Lead Working Line Installer, workers are not to take orders,
directions, or accept the layout of any job from anyone, except such Lead Working Line
Installer. If such Lead Working Line Installer is required to be absent from the job for an
extended period of time, a replacement shall be designated by the City.
b. All work on transformers in the field (except testing) shall be done by Line Installers.
Shop repairs on transformers may be done by other qualified personnel.
c. Switching of circuits outside substations shall be done by Line Installers. Switching of
circuits inside substations shall be done by Meter Relay Technician or Line Installers.
d. Installation and maintenance of all direct burial underground electrical circuits, both
primary and secondary, and of outdoor pad mounted transformers used in this type of
installation, shall be done by regular line crews.
e. All framing and erecting of poles or towers and stringing of wire, shall be done by Line
Installers, assisted by Ground persons and Line Truck Operators when required.
f. Stubbing of poles may be done by Ground persons, under the supervision of a Line
Installer.
g. Employees, while working on transmission line structures or other towers at a height of
seventy-five (75) feet or more above ground or its equivalent, such as a building roof,
shall receive one (1) hour's additional pay at regular straight time for each hour worked at
such height. This shall not apply to the erection of new steel towers or to the original
installation of hardware and conductor on transmission lines prior to energization.
h. Employees relieved from duty because of weather conditions shall be paid until returned
to headquarters. If an employee does not return to headquarters, they shall be paid only
for time worked. If employees report for work on a regular shift and it is mutually agreed
between the supervisor and the crew Lead Working Line Installer that weather conditions
are such that they cannot work, they shall be paid for one (1) hour at the straight time
rate. When such is deemed to be in the public interest, crews may be requested to work
22
regardless of weather conditions. Time not worked because of adverse weather
conditions shall not affect vacation or sick leave accrual.
i. Apprentices shall be indentured under the Oregon State Law and Plan of Apprenticeship
to learn the trade under the direct supervision of a line installer. An apprentice shall be
given the opportunity upon the successful completion of three (3) years' experience to
qualify themselves as a line installer by written examination. Upon so qualifying, he/she
shall be reclassified to line installer status.
Section 3. Safety Rules. Electrical Workers Safety Rules as promulgated by the Oregon State
Workmen's Compensation Board, and as amended from time to time, are hereby adopted and
incorporated as a part of this Agreement as is fully set forth herein, and routine safety meetings
shall be continued.
a. When working on live lines over 750 volts phase to phase, it shall be the practice to have
a Line Installer assisting each Line Installer on such lines.
b. No worker shall be required to work on energized lines exceeding 5,000 volts unless it is
done by qualified Line Installers using approved tools of the "hot stick" variety.
c. In the interest of safety and in order to insure continuity of electric service, the employee
shall promptly report any unsafe conditions noted in connection with the City's facilities.
ARTICLE XVI
HEALTH, WELFARE AND RETIREMENT
Section 1. Health and Welfare. The City agrees to pay ninety-five percent (95%) of the
premium for employee and/or family coverage through the term of this agreement for the
following health and welfare plans. The employee agrees to pay five percent (5%) of the
premium, to be deducted from the employee's check through regular payroll deductions. The
parties recognize this agreement is to provide the insurance plans. Plan benefits are subject to
annual adjustments. Nothing in this agreement shall be deemed a limitation on the annual plan
benefit adjustments. In the event the plan is no longer offered, then both Union and City of
Ashland shall mutually agree on a new plan.
Those plans and employee/family coverage levels are:
(a) PacificSource Health Insurance Plan equivalent to Blue Cross/Blue Shield of
Oregon Plan V-A— employee and family coverage.
23
(b) PacificSource Dental Plan, or Willamette Dental Plan— employee and family
coverage.
(c) PacificSource Vision Plan - employee and family coverage.
(d) Life Insurance - employee ($20,000 with AD&D) and dependent coverage
($1,000).
(e) Long Term Disability Insurance - employee only.
(f) City paid reimbursement for Well-baby care and physical fitness as described
in the City of Ashland Wellness Program.
In the event that any of these programs change or are updated, the City agrees to
provide the SEW written notice of the change with as much advance notice as
possible, and an opportunity to negotiate the impact of the change.
Section 2. Insurance Committee The Union and the City jointly recognize the escalating cost
of Health and Welfare insurance and services. In an effort to control costs and provide the
maximum benefits possible, the City will establish an employee-based benefits committee, with
one member appointed by the bargaining unit. The committee will meet at the option of either
the City or the Union, will review insurance options and make recommendations related to
controlling costs.
Section 3. Retirement. The City agrees to maintain its existing Retirement Plan, subject to the
terms and provisions thereof, as it applies to regular employees in the bargaining unit. Upon
retirement, one-half of unused sick leave will be applied to retirement as provided in ORS
237.153. The City will assume or pay the employee contribution required by PERS for all
employees covered by this Agreement at a uniform rate of 6%.
Section 4. Medical Coverage for Retirees. Any employee hired prior to July 1, 2005, and retiring
during the term of this contract with twenty (20) or more years of full-time service with the City, and
who is age 60 or older, shall be eligible for a monthly payment of $60.20 towards Blue Cross
Medi-Check 65 insurance coverage or its equivalent. This payment shall be available to age 65
and must be requested by the employee in writing no later than 90 days following the date of
retirement and no sooner than 90 days prior to the date of retirement.
Section 5. Deferred Compensation. The City agrees to contribute up to $40.00 per month in
matching funds per member enrolled in a City deferred compensation program (currently ICMA
or ING). This program is at the option of the member and contingent upon a minimum $15.00
per month contribution paid by the member.
Section 6. Mercy Flights. The City agrees to pay the premium for household membership in
Mercy Flights for Air Ambulance transportation service. Employees shall have the option to
upgrade his or her membership to the Combined Air and Ground Ambulance membership by
24
paying the additional amount by payroll deduction.
Section-7-HRA/VEBA. The City agrees to contribute an additional 2% of salary into the Health
reimbursement Arrangement/Voluntary Employee's Beneficiary Association (HRA/VEBA).
ARTICLE XVII
WORKER'S COMPENSATION
Section 1. Worker's Compensation. All employees will be insured under the provisions of the
Oregon State Worker's Compensation Act for injuries received while at work for the City.
Section 2. Supplementary Payment. Compensation paid by the City for a period of sick leave
also covered by Worker's Compensation shall be equal to the difference between the Worker's
Compensation pay for lost time and the employee's regular pay rate.
ARTICLE XVIII
LIABILITY INSURANCE
The City shall purchase liability insurance in the maximum amounts set forth in ORS 30.270 for
the protection of all employees covered by this Agreement against claims against them incurred
in or arising out of the performance of their official duties. The premium for such insurance shall
by paid by the City.
ARTICLE XIX
SAVINGS CLAUSE AND FUNDING
Section 1. Savings Clause. Should any provision of this Agreement be subsequently declared
by the proper legislative or judicial authority to be unlawful, unenforceable, or not in accordance
with applicable statutes or ordinances, all other provisions of this Agreement shall remain in full
force and effect for the duration of this Agreement.
Section 2. FundinE. The parties recognize that revenue needed to fund the wages and benefits
provided by the Agreement must be approved annually by established budget procedures and,
in certain circumstances, by vote of the citizens of the City. All such wages and benefits are
therefore contingent upon sources of revenue and, where applicable, annual voter budget
approval. The City has no intention of cutting the wages and benefits specified in this
Agreement because of budgetary limitations, but cannot and does not guarantee any level of
employment in the bargaining unit covered by this Agreement. The City agrees to include in its
annual budget request amounts sufficient to fund the wages and benefits provided by this
Agreement, but makes no guarantee as to passage of such budget request or voter approval
25
thereof.
ARTICLE XX
TERMINATION & REOPENING
This Agreement shall be effective as of the 1st day of July, 2011 and shall remain in full
force and effect until the 30th day of June, 2014 and shall terminate all prior Agreements and
practices and concludes all collective bargaining during the term of this Agreement, provided
however that:
This Agreement shall be automatically renewed from year to year thereafter unless either
parry shall notify the other in writing not later than ninety (90) days prior to the expiration or
subsequent anniversary date that it wishes to modify this Agreement for any reason. Such
notification shall include the substance of the modification and the language with which such
desired modifications are to be expressed. In the event that such notice is given, negotiations
shall begin not later than thirty (30) days after said notice. This Agreement shall remain in full
force and effect during the period of negotiations.
CITY OF ASHLAND, OREGON INTERNATIONAL BROTHERHOOD OF
ELECTRICAL WORKERS, LOCAL UNION
#659
By:
jDate: ' .�. „c,L. Title: cv+�
/ Date: I D I a$ I I
APPROVED: Ashland City Council
By: X p,P P
IN�EBNA
Title: JaN 0 5 2012
Ed�hoO.Nip���deat
Date: e`er
11de?PPbva1 omiSyge ^ti
ITOW aP
26
"APPENDIX A"
CLASSIFICATIONS WITHIN BARGAINING UNIT
Lead Working Line Installer
Meter Relay Technician
Line Installer
Line Installer/Service Person
Apprentice Line Installer
Electrician
Line Truck Operator
Electric Meter Repairer
Electric Warehouse Person
Lead Telecommunications Technician
Telecommunications Technician
Groundperson
Connect - Disconnect
Meter Reader
Mapping Specialist
Communications/Head-End Technician
Tree Trimmer Foreman
Tree Trimmer/Arborist
Tree Trimmer
27
APPENDIX B -2011 IBEW ELECTRICAL SALARY SCHEDULE
3.5%COLA All Classifications
CLASSIFICATION 1-Jul-10 1-Jul-11
Lead Working Line installer $41.3691 $7,171 $86,048 ��$"_42 U965 6, 87� 768 96
Meter Relay Technician $40.1591 $6,961 $83531 ',��$�40_96MB 85 0 .62
Line Installer/Serviceperson $38.2467 $6,629 $79,553 $:.39:0116'L 8' ,
8 .06
Line Installer $38.2467 $6,629 $79553 3$39'01,16'� i$6 762 $81 144.06,
Apprentice Line Installer:
,4
1st 6-months(70%of line installer rate) $26.7727 $4,641 $55,687 :3110'4"r$4'i'73O 6,r8 017M
2nd 6-months(73%of line installer rate) $27.9201 $4,839 $58,074 $284785 $4936
';
3rd 6-months(76%of line installer rate) $29.0675 $5,038 $60,460 489#,gs .39
5'1
4th 6-months(80%of line installer rate) $30.5974 $5,304 $63,642 4,$312093 '-$5,440-
5th 6-months(84%of line installer rate) $32.1273 $5,569 $66825 $:,32 698 �-55,680
'0
6th 6-months(90%of line installer rate) $34.4221 $5,966 $71:598 '3 105 1$4729
_,3
Electrician (1) $38.2467 $6,629 $79,553 $,3 q:QM6 $6;762
Electric Meter Repairer $38.2467 $6,629 $79,553 �$,,39fl)116
11
Line Truck Driver $30.2538 $5,244 $62,928 -$.3U%589
41006
w
""j"A 0
.1ARM X1404 6
Tree Trimmer $64,186.56
$32.2043 $5,582 $66,985 lr$,32,.8 84 ss $68,324.70
Tree Trimmer/Arborist $34.7741 $6,027 $72,330 ',$-354b9b no.. $73,776.60
Tree Trimmer Foreman $37.3439 $6,473 $77,6754$'38.0908 $6 $1,9,2,28.50
�V
0
Connect-Disconnect(2) $27.4152 $4,752 $57,024 $2, i9635 $ 'R $58,164.48
Electric Warehouse Person $27.4152 $4,752 $57,023 qN247-9635 'R $58,163.46,
Lead Telecommunications Technician $25.7661 $4,466 $53,593 $�2' 281 555 $54,664.86,;.
Groundsperson,Meter Reader,
Connect•Disconnect:
1st 6-months $12.1763 $2,111 $25,327 V�2 _98 3 2 83
M14�
2nd 6-months
$15.6871 $2,719 $32,629 i4'16'0008,1 $2 7.7,3 0
3rd 6-months $19.1234 $3,315 $39,777 �$;iwq;�659 3,381 $40,512.54
4th 6-months $22.5747 $3,913 $46,955( 10062,7 1 3;99 $47,894.10
1,90
�N M.
Thereafter $26.0257 $4,511 $54,133 F�',26f94n62 60 $55,215.66
xa
Telecommunications Technician:
Ist 6-months $11.4808 $1,990 $23,880 030 $24,359.60
12 03 0 12
15, 02,61S $
2nd 6-months ri
15'.0869
$14.7911 $2,564 $30,766 D869 2,61 S 31 38412
-months $18.0312 $3,125 $37,505 j�;10918� $3,188
3rd 6 3,188 $38,255.10
4th 6-months $21.2852 $3,689 $44,273 �$`2r7109';, 3,1g763 $45,158.46
g.$24.5392 $4,253 $51,041 2�51
Thereafter F:0�109254 $4,338 33 8 $52,061.82
Mapping Specialist:
1st 6-months $22.0459 $3,821 $45,855 -$'i2_2: 868 $3;897 $46,772.10
Next 12 months $23.2996 $4,039 $48,463 Wig $4,120
Next 12 months $24.5673 $4,258 $51,100 '$,25.0586 $4,343 $52,122.00
Next 12 months $25.8493 $4,481 $53,766 T$_r26.3663 $4,591 $54,841.32
Thereafter $27.1452 $4,705 $56,462 $ 7,6881 ZS4-799
Communications/Head-End Technician:(Added to
union 1/1/01)
1st 6-months $27.0301 $4,685 $56,222 $127 5707 $4779 $57,346.44'
Next 12 months $28.0945 $4,870 $58,436 967
Next 12 months
$29.2290 $5,066 $60,7 P 1-36 $5,167
4I'_
Thereafter $30.3914 $5,268 $63,214 0.9992
$5,17,21
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t
-x e
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