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HomeMy WebLinkAbout2022-185 AGRMT Clerical/Technical Local Union No. 659 IBEW AGREEMENT BETWEEN THE CITY OF ASHLAND, OREGON � of �ASHLAN � CLERICAL/TECHNICAL AND LOCAL UNION NO. 659 INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS EFFECTIVE JULY 1, 2022-JUNE 30, 2025 Table of Contents Preamble 1 Article I- Scope and Recognition 1 Article II- Union Security and Check Off 1 Article III- Management Rights 3 Article IV- Strike and Lockout Prohibition 4 Article V- Holidays 4 Article VI- Vacations 5 Article VII- Hours of Works and Overtime 7 Article VIII- Sick Leave 8 Article IX- Other Leaves of Absence 11 Article X- Compensation 13 Article XI- Discipline and Discharge 15 Article XII- Settlement of Disputes 16 Article XIII- Seniority 17 Article XIV- General Provisions 20 Article XV- Classifications- Work Rules- Safety 21 Article XVI- Health,, Welfare and Retirement 22 Article XVII- Worker's Compensation 23 Article XVIII- Liability Insurance 23 Article XIX- Savings Clause and Funding 24 Article XX- Termination & Reopening 24 Appendix A 25 Appendix B- Clerical/Technical Wage Schedule 26 Scope of Bargaining 30 AGREEMENT BETWEEN THE CITY OF ASHLAND, OREGON (CLERICAL/TECHNICAL) 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 City's elected officials, the City Manager or their designees(s) as the officials directly responsible for the operation of the departments 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. ARTICLE I- SCOPE AND 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. This agreement shall apply to all employees of the Technical/Clerical Bargaining Unit of Ashland, Oregon, as set forth in "Appendix A" but excluding confidential, supervisory, 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. The parties agree as follows: ARTICLE II- UNION SECURITY AND CHECK-OFF Section 1: Union Security- Any employee covered by this Agreement may, at any time after hiring or transfer into the Bargaining Unit, apply to become a member of the Union, and may voluntarily sign acheck-off authorization form, authorizing the City to deduct from their wages, and to remit to the Union, the 1 normal and usual membership dues required by the Union's constitution and Bylaws. In addition, any employee who chooses not to join the Union may v voluntarily tender a fee to the Union and, by voluntarily signing a check-off authorization form, may authorize the city to deduct and remit to the Union an amount in fees established by the Union, not to exceed the amount of monthly dues and fees required of "BA" class Union members. The Union shall be the sole custodian of the authorization forrnso f Each month, the Union shall provide the City a list identifying the employees who have provided authorization for the city to rake deductions from the employee's wages to pay dues, fees and any other authorized deductions to the U n ion S The city shall rely on the list alone to deduct and forward payment to the Union. It is agreed there shall be no discrimination by the City or the Union in favor of or against, any employee of the city on account of membership in the g Union or failure or refusal to join the Union. Nor shall the City interfere in any way with the decision of any employee to join or not to join the Union. Section 2: Check-off- The City will, during the term of this Agreement, honor written individual checkoff requests of regular employees in the Classifications covered by this Agreement, until such check-off request is revoked by written notice delivered to the Union by registered mail. such check-off request shall authorize the Union to direct the city to deduct current membership dues or fees. The City will in turn remit the dues or fees, so deducted, to the Union. Secretary of the Union will keep the City currently advised of The Financial Se y p Y the dues and/or fee to be deducted from the wages of each employee } 1 who has filed a written individual check- off request with the Union. Posting- The City will post alljob a enings on the City's Section 3� ]ob P y p p t website so the Union can remain informed whenever a bargaining unit job is posted. Such posting shall include a statement that clearly indicates that the p posted job is represented by IBEW Local Union 659 with a link to the Collective Bar gaining Agreement on the Cityr s website. The City will also, whenever a bar� ainin unit jab is awarded, provide to the Local Union; the name, contact bargaining information, pay rate, classification, hire date and date of new hire orientation of the person awarded the position. P Section 4: New Em to ee Greeting- On the date of hire or shortly thereafter, Steward and the Union the City will allow the Local Shop S Representative to meet on ee to City remises and discuss the Union and its role. This each new emp y v p s meetingshall take lace during work hours and be limited to no more than sixty p 9 p[fig] minutes. It will be the responsibility of the Local Shop Steward to arrange meetings with new employees. fi 5 2 F: C. Section-5: Consistent Re resentation- In the interest of maintaining fairness and consistency in representing the entire bargaining unit, employees have the right to have an authorized Union Representative present during the time of any adjustment for all matters regarding interpretation of the collective bargaining agreement, at any time a bargaining unit employee requests to be made whole of any perceived shortage due them as it relates to wages, hours and working conditions and/or in matters of disciplinary action. _Section 5: Reversal of Decision- In regards to the ending of fair share y agreements required b Janus v. AFSCMF, should the law regarding such g � contributions change, the city agrees that it will, upon written request from the Unionr meet with the Union within 30 days after receipt to negotiate any appropriate changes. Such provisions, when negotiated, if otherwise legal, shall become effective on a date agreed upon by the parties but in no event shall be retroactive beyond such date. Section 7: 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 Manager 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 service. 3. To schedule employees' hours of work and direct the performance of their duties. 4a To train employees. S. To discipline or discharge for just cause. 5. To relieve its employees from duty because of lack of work, finances, or other legitimate reasons. 7. To maintain the efficiency of governmental operations. S. To determine the methods, means and personnel by which government operations are to be conducted. 3 9. To determine the content of job classifications, determine the minimum qualifications for all jobs and determine the criteria for performance evaluations. 10, To take all necessary action to carry out its mission in emergencies. 11. To exercise complete control and discretion over its organization and the technology of performing its work. 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 Central 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 ling Day (3rd Monday in January) Washington's Birthday (3rd Monday in February) Memorial Day (last Monday in May) Juneteenth (June 19) Independence Day (4th of July) Labor Day (1st Monday in September) Veteran's Day (November 11) Thanksgiving Day (4th Thursday in November) 9 9 Day after Thanksgiving (4th Friday in November) Christmas Day (December 25th) 4 a} When the U.S. President or Oregon Governor establishes a new annually- reoccurring holiday or issues a declaration or executive order directing a one- time federal or state office closure for purposes of observing a day of nationwide or statewide celebration or homage- for example, for mourning the passing of a former president or other significant person or for memorializing a particular tragic or jubilant event- such a day will be a paid holiday for City employees subject to this bargaining agreement; and b} A presidential declaration or executive order for a specific purpose of closing federal offices will not necessarily result in a paid City holiday. Examples of federal or state closures that will not necessarily constitute a paid City holiday include; furloughs, weather-related closures, disaster/emergency closures, and office closures extending, for federal employees, the recognized holidays listed in Section 1 above, such as closing the day just prior or just after Christmas. 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, payment to the employee for that day shall be accounted for as holiday pay,, not as pay for hours of the authorized leave. Section 2: Holida Pa - Regular employees shall receive eight (8) hours of pay in a holiday bank for each of the Holidays listed above on which they perform no work. In order to use banked holiday hours when no work is performed, an employee must work on their last scheduled work day immediately prior to a Holiday, and on their 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: Eli ibilit m- Years of Service Accrued Vacation Per Pay Period <4 5 hours per pay period >4<9 6 hours per pay period �9<14 7 hours per pay period >1 4<1 9 8 hours per pay period >19 10 hours per pay period Section 2: Continuous Service- Continuous service for the purpose of accumulating vacation leave shall be based on regular hours paid to the employee. Time spent by the employee on authorized paid leaves shall be included as continuous service. Vacation leave shall not accrue during a leave of absence 5 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. Section 3: Accrual Limitations- An employee will be allowed to accrue vacation up to, but not to exceed an amount equivalent to two times the amount that they accrue in a calendar year. If the City cannot grant leave due to staffing problems, the city may grant a temporary allowance to accrue vacation in excess of the accrual cap of this subsection. Said temporary allowance may continue for no more than 180 days. Section 3.1: Use of Vacation Time During-.First SixWMonths- To aid in the transition to City employment, upon approval by the employee's supervisor,, new hires can use their anticipated vacation accruals for the first six (6) months of employment starting from the time of hire. After six (6) months of employment, vacation time may be taken only to the extent such vacation has been accrued. In the event a new employee leaves prior to completing 6 months of employment, the employee's final pay check will be reduced by an amount equivalent to pay for the hours the employee took as paid vacation time off in excess of vacation actually accrued (see example below) The opportunity in December to cash out a portion of earned vacation hours as provided in Section 3.1 only applies to vacation actually accrued and not used. Example: New hire is granted 60 hours of vacation at time of hire. They accrue five (5) hours of vacation per month. During month two (2) they use all 60 hours of vacation and resigns after four (4) months on the job, The Cit would deduct 20 hours from the employee's final pay y check because only four (4) months of vacation accrual has been earned at the time of the employee's resignation f Section 4: Schedulin _ Vacation leave shall be scheduled by the city based on the head of the judgment department's as to the needs of efficient operations and the availability of vacation relief. subject to the foregoing, employees shall have the right to determine vacation times. Vacation leave taken shall not be in excess of that actually accrued at the time it is taken. Vacation leave shall be selected on the basis of seniority; provided, however, such employee will be permitted to - exercise their right of seniority only once annually. 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. Sec tion 5: Payment on Termination In the event of the death or termination of an employee durin the initial six (6) months of their employment, no payment in 9 lieu of vacation shall be made. In the event of death or termination of employment after an employee ee has served for six (6) months, the employee shall be entitled to aft p y a rnent for accrued but unpaid, vacation leave at the rate of the date of p Y p 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. 6 Section F: o tional Vacation Payout- After two (2) continuous years of service with the City, employees may elect to be paid cash for up to 40 hours of annual accrued vacation on the first paycheck in April each year. To be eligible for a payout of vacation hours under this provision, employees must retain a minimum leave balance of 100 hours after the vacation payout is granted (sick and/or vacation hours combined must equal 100 hours). Employees who do not meet the minimum service or minimum hour requirements are not eligible for payout of vacation under this provision. 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 work shift, and five (5) consecutive days of regular shifts, 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 their regular workweek. With a department head's approval, an alternate 40 hour per week work schedule can be established such as four (4) workdays of ten (10) hours. The city Manager and Department heads have discretion to end such approval with thirty (30) calendar days' notice to the employee. 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. Supervisors shall establish a regular method to communicate schedules or schedule changes in advance to employees. This section does not prevent an agreement between an employee and supervisor to a schedule with a different starting and ending time on different days of the week or month. The city Manager and Department heads have discretion to end such approval. Section 3: Rest Periods- A paid 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, an uninterrupted,, unpaid one-half (1/2) hour meal period shall be scheduled in the middle of the work shift. Section 5: overtime Mates- An employee shall be compensated at the rate of time and one-half (1-1/2) times the regular rate of pay for all work performed in excess of 40 hours in a workweek. For the purposes of this paragraph, holiday hours, vacation hours and sick leave hours shall count as work performed. 7 Section 6: Com.g2ensato Time- overtime 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. All overtime shall be recorded by the employee and must be approved by the Department Head or designated supervisor in advance. The employee must designate whether they desire pay or compensatory time off on the time sheet reporting the overtime worked. Accrued compensatory time shall not exceed forty (40) hours at any time. Any time in excess of forty (40) hours shall be compensated as pay. Section 7: Emergency Call Back- When employees are required to report for work outside of the normally scheduled work shift, without 48 hours prior notice, they shall be paid at the overtime rate for all such work and be guaranteed a minimum of two (2) hours pay. Round trip mileage reimbursement will be paid at the current IRS rate for each call back, unless a City vehicle is provided. Section 8: Flex Time Lan ua e- With their supervisor's approval, an employee may "flex" their work schedule to accommodate personal appointments or need for time off during the work week as long as the required number of hours for the work week are attained, and no overtime is accrued as a result of flexing the work schedule. Example: Employee A normally works 8:30 AM-5PM Monday-Friday. on Monday, Employee A requests to leave work at 4PM to watch their child compete in a sporting event. Employee A and their supervisor agree that they will come in to work 112 hour early on Tuesday and Wednesday to make up for leaving early on Monday. Employee A receives pay for 40 hours of work that week and no overtime was accrued. Section 8.1: Telework- When mutually beneficial, employees within the bargaining unit may be eligible for telework arrangements. Telework arrangements must be documented in writing in a form prescribed by the City, signed b the employee and the City and on-file in the City H R g Y Department. They must specify the duration of the telework period, performance expectations for work being performed at an alternate work location and any other limitations or restrictions. ARTICLE VIII- SICK LEAVE Section 1 Pur ose Sick leave is provided for the sole purpose of providing financial security employees to and their families. Under no circumstances shall the City g an employee rant sick leave with pay for time off from City employment caused b sickness o r injury resulting from employment other than With the City of Y Ashland. Section 2: Accumulations- New employees will be credited with six (6) months accrued sick leave upon hire for their immediate use. Upon completion of six months,, sick leave shall be earned for the purposes t 8 E 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 3: Utilization- 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 the 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. The parties agree that when an employee must be away from the job because of illness in the immediate family, such time off ma be granted by the department head on a day to day basis, and charged against sick leave time on an hourly basis. If the absence becomes prolonged, such time off may be charged against accumulated vacation. Employees must keep their department head informed as to their status to qualify under this provision. Section 4: Integration with Worker's com ensation- 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 thirty (30) calendar days. Section 5: 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 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 their death or termination of employment, for whatever reason. Sick leave shall not accrue during any period of leave without pay. g 5 1 Section 7: Pa ment for Unused Sick Leave- All employees within the bargaining unit may elect to receive 1/3 of their unused annual sick leave accrual, maximum of 32 hours, as cash on their first paycheck in December. If cash payment is not elected, the unused portion of sick leave will be added to cumulative sick leave balance or converted to accrued vacation at the option of the employee. Employees who use 40 hours of sick leave or less in a calendar year regardless of their cumulative sick leave balance may elect to receive the full cash out as stated in 8.6 above in compliance with Senate Bill 454 which requires all employers to allow employees up to 40 hours of protected sick leave each year. Employees who use more than 40 hours of sick leave in a calendar year and whose sick leave balance will drop below 100 hours after sick leave cash payout may elect to receive a cash out calculated as follows: ((Annual sick leave accrual minus sick leave hours used by employee) plus sick leave used by employee up to protected sick leave) multiplied by 1/3 equals balance that may be cashed out. Examples of how the payment for unused sick leave will be calculated hereafter, as required by the passage of Oregon Sick Leave law: New Calculations of Annual Accrual,As Changed 96 96 96 96 by Oregon Sick Leave Law: Sick leave hours used by employee if during the 100 30 10 152 4 year: All employees are entitled to use up to 40 hours 40 40 40 40 without impacting their sick leave incentive. Hours used up to 4o/year are added back for 96-100=-4+40= 96-30=66+30= 96-10=86+10- 96-152 -56+40 the purpose of calculating the sick leave 36/3 12 96/3=32 96/3=32 -16/3=-5.33 incentive: Balance that can be cashed out(Max 32): 12 32 32 0 Examples of how the payment for unused sick leave was calculated prior to p p Y the of Oregon Sick Leave law: passage Original Calculations of Annual Accrual,Prior to 96 96 96 96 Oregon Sick Leave Law: Sick leave hours used by employee during the 100 30 10 152 year: All employees are NOT entitled to use up to 40 N/A N/A N/A N/A hours without impacting their sick leave incentive. Hours used up to 40/Year are NOT added back 96-100=-4 96-30=66 96-10=86 96-152 w-56 for the purpose of calculating the sick leave -4/3=-1.3 96/3 22 86/3=28.67 -56/3=-18.67 incentive: Balance that can be cashed out(Max 32): 0 22 28.67 0 10 F 3 Section 8: Purl2oses for Sick Leave Employees are entitled to use the City's sick leave benefit for the following purposes. Reference to "family members" means an employee's spouse, biological adopted or foster parent or child, parent-in-law, grandparent, grandchild or a person with whom the employees was or is in a relationship of in loco parentis, any other relationship identified in the City's Employee Handbook as a "family member" for the purpose of using sick leave. 0 For an employee's or family member"s mental or physical illness, injury or health condition or need for medical diagnosis of these conditions or need for preventative medical care. 0 To care for an infant or newly adapted child under 18, or for a nearly placed faster child under 18, or for a child over 18 if the child is incapable of self-care because of mental or physical disability. 0 To care for a family member with a serious health condition. 0 To recover from or seek treatment for a serious health condition that renders the employee unable to perform at least one of the essential functions of the employee's job,. 0 To care for a child of the employee who is suffering from a nono- serious illness, injury or condition. 0 To deaf with the death of a family member by attending the funeral or alternative making arrangements necessitated by the death of a 9 familymember or grieving the death of a family member. 9 9 To seek medical treatment legal or law enforcement assistance, remedies to ensure health and safety, or to obtain other services related to domestic violence, sexual assault, harassment or stalking incidents to the employee or employee's minor child or dependent. i To donate sick time to another employee for qualifying purposes if the employer has a policy allowing such donations. 0 For certain public health emergencies including closure by public m to ee"s lace of business school or lace of care official of the e p y p ■ p of the employee's child, or a determination by a public health authority or health care provider that the presence of the employee or a family member presents a health risk to others. AR TICLE IX- OTHER LEAVES OF ABSENCE Sect ion 1: Leaves of Absence Without P In the City"s sale discretion, leaves of absence without pay not to exceed 90 days may be granted upon establis hment of reasonable justification and where it is determined that the operation of the department and/or division will not be negatively impacted by the p p temporary absence of the employee. Requests for such leaves must be in writing p y and submitted to the Department lead 30 days prior to the requested leave date, un p Y less otherwise waived. The ern to ee must utilize accrued vacation leave, sick leave 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 employee portion of the premium for health insurance coverages Any other payroll obligations of the employee will be deducted from the paycheck for the next pay period or may be paid directly to the City,, Section 2: Jury Dut - 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 for such jury service, and upon being excused from jury service for any day an employee shall immediately contact their supervisor for assignment for the remainder of their regular work day. Section 3: A earances- 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: Re wired Court A earances- 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 Mlta Leave- Military leave shall be granted in accordance with ORS 408.290. 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 p absence of up to thirty (30) days without pay. Section 7: Educational Leave- After completing one (1) year of continuous service an employee, u on written request, may be granted a leave of absence _ � p G r without pay by Y the City for the purpose of upgrading their 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 Y employee and a royal b the department head. one (1) year leaves of absence, pp Y p with requested extensions, for educational purposes may not be provided more q than once in any three ( ) Year period.eriod. Their replacement shall be considered a temporary employee. Employees may also be granted time off with pay for educational purposes,ur osesr for reasonable lengths of time, to attend conferences, 12 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. Section S: Bereavement Leave- An employee may be granted up to five (5) days bereavement leave with regular pay in the event of death in the immediate family of the employee. The employee will be paid their regular hourly rate for any such days of excused absence which occur only during their assigned workweek. For the purpose of this article, 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, grandparents--in--law and domestic partners. Section 9: 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 their position shall be deemed vacated; except and unless the employee, prior to the expiration of their leave of absence, has furnished evidence that they are unable to work by reason of sickness, physical disability or other legitimate reason beyond their control. ARTICLE X- COMPENSATION Section 1: Wage Schedule- During the three (3) year period of this agreement, the wage increases shall be: July 1, 2022- 4% increase July 1, 2023- 4% increase July 1, 2024- 3% increase compensated Employees shall be in accordance with the wage schedule attached to this Agreement and marked "Appendix B" which is hereby incorporated into and made a art of this Agreement, When any position not listed on the wage p 9 schedule is established, the Cityshall designate a job classification and wage rate for the position and notify the Union. If the Union does not agree that the classification or wage rate is proper, the Union may submit the issue as a grievance according to the grievance procedure Section 2: Overtime The City will attempt to assign all overtime by seniority on a rotational basis. Seniority shall be determined by Article ? III of this agreement. Employees refusing to work or not available for such overtime may be passed over 9 without consideration for make-up as head of the list assignment of future overtime work. Em p Y to ees shall be compensated at the rate of time and one-half (11/2) the re ular rate of a for all work performed in excess of 40 hours in a workweek, but g pay in no event shall such compensation be received twice for the same hours. All 13 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 holdover times annexed to the end of the work shift, shall be considered overtime and shall not be considered callback time. Section 3: call-back Tune- Employees called back to work, with more than 48 hours prior notice, shall receive overtime pay with a guaranteed minimum of one (1) hour at time and one--half (1-1/2) for the work for which they are called back. More than one callback is permissible within the one (1) hour 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 the nearest one-half (1/2) hour. Round trip mileage reimbursement will be paid at the current IRS rate for each call back, unless a City vehicle is provided. 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 they were relieved, they shall receive the regular overtime rate of time and one-half (1-1/2) for all hours worked during their normal work day. Employees ees shall not be required to take time off during any regular working Y da for the overtime worked or to be worked. t b. Employees called for duty less than four (4) hours before the beginning Y 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 9 g 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 fourteen (14) days beginning at 12:01 a.m. on Saturday, and ending on the 14th day (Friday) at 12:00 midnight. Pay days shall be on the Friday following the close of each pay period. Section 5. Mile An employee required to report for special duty or assignment at any location other than their permanent reporting location and who 9 is required to use their personal automobile for transportation to such location, shall be compensated at the standard mileage reimbursement rate established p annually by the IRS per mile for the, use of such automobile directly in the line of duty. 3 eciai Project Assi nments- Employees assigned to established Section 6. S ` for extended periods of time which require substantially increased Special projects, p ► res onsibilities and duties, compared to their normal assignment and job p 14 s description, shall receive additional compensation. Prior to beginning the assignment the employee and their supervisor shall discuss the matter of additional compensation. Section 7: certification Pa certification pay of five (5%) percent as follows a. The parties above must mutually approve of the program leading to certification prior to the employee entering into the program. b. The employee must be working in the field of the certification and the program must relate to the employee's work. C. Certification pay will become effective with the first of the month following the employee's satisfactory completion of the program, i.e. evidence of satisfactory completion by the institution acceptable to the parties. d. Upon mutual agreement of the parties an equivalency must be considered for an approved program not available locally. Short term or inadequate programs will not be considered. ARTICLE XI- DISCIPLINE AND DISCHARGE Section 1: Discipline- No regular employee who has successfully completed probation as defined in Article XIII may be disciplined except for just cause. Disciplinary action may be imposed upon any employee for fading to fulfill their employee.as an responsibilities Conduct reflecting discredit upon the City or p Department, or which is a direct hindrance to the effective performance of City functions, shall be considered just cause for disciplinary action. Such cause may also include misconduct, inefficiency, incompetence, insubordination, misfeasance, mal feasance, the willful violation of department rules or for activities forbidden by State law. Section 2- Discipline for �ust cause may include the following p J 1. oral reprimand 2. Written reprimand 3. Demotion 4. Suspension 5. Discharge or dismissal In recognition that regular communications of expectations and of instructi on of how to perform duties are essential and valuable to successful performance, coachings and oral warnings will not be viewed as and are not rievable. An records of same shall not be placed disciplineg � Y in an employee's personnel file. 15 B i Section 3- An employee may be suspended from employment, with pay, while charges against the employee are investigated. Section 4- Any disciplinary action imposed upon an employee, if protested, shall be protested only as a grievance through the regular grievance procedure. If a department head or other supervisor has reason to discipline an employee they shall make reasonable efforts to impose such discipline in a manner that will not embarrass or humiliate the employee before other employees or in public% Section 5- This Article shall not apply to any employee on probation as defined in Article XIII. ARTICLE iCII- 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 to ee 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 ery supisorr it may be presented in writing by the Union to the De artrnent Head within seventy-two (72) hours, excluding Saturday and p Sunda after the response specified in Step I is due. The written notice shall Y. p p include details of the grievance, the section of this Agreement allegedly violated and the specific remedy requested. The appropriate Department r Head 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 Manager of the city or their designee(s), within seven (7) Y p days after the response specified in Step II is due. The city Manager or their desi nee 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 of the decision of the city Manager or their designee(s) under Step III have the right to have the matter arbitrated by a third party jointly agreed Y upon b the City and the Union. If the parties are unable to agree upon an p Y arbitrator the American 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 party requesting art re uestin arbitration shall strike the first name and the other party shall then strike one and the process shall be repeated and the remaining 10 s:. S': 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 p 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 9 consideration of the particular issue(s) presented to them. Their decision shall be based solely upon their 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 responsible art shall be 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 art desires a copy, both parties shall jointly share the cost of the party transcript and all copies. If an grievance is not resented or forwarded by the employee or Union any � within the time limits specified above, such grievance shall be deemed waived. If any grievance v Y is not answered b 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. employee The name of the em to ee selected as steward, and the names of local Union re may representatives who resent employees, shall be certified in p Y represent writing y v to the City b the Union. Duties required by the Union of a steward, excepting attendance at meetings with supervisory personnel and aggrieved p g employees arising out of a grievance already initiated by an employee under Section 1 hereof, shall not interfere with this employee's or other employees' regular g as employees work assignments of the City. Contacts between the steward and employees or the Union shall be made outside of working hours so as not to P disrupt regular City operations. A preliminary investigation of an issue that could � � v p lead to a grievance can occur during work hours as long as it can be completed in a reasonable amount of time and a supervisor, Department Head or Human Resources has been informally notified prior to the Steward assisting in the investigation. ARTICLE XIII SENIORITY • Seniority- Seniority shall be a full--tune employee's length of Section 1: Sen for t y con bargaining continuous service with the bar ainin unit, dating from their last date of hire, and classification within their de ff, shall apply by jobdepartment in the matter of layoff, p recall and vacation. Seniority for regular part-time employees shall be accrued _ Y based on their equivalent number of hours worked rather than on calendar months ears (for exam le are ular art-time employee who started work on January or y example, g p worked exactly 30 hours ever week would have nine months seniority as �.nd and w y Y of the next January Znd). 17 In the event of layoff, such employee may exercise their seniority in a lower job classification within the department provided that employee is qualified by prior training or experience to do the work of the lower job classification. 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) funeral leave; 6) jury duty; and 7) promotion to a supervisory position outside of the bargaining unit for two (2) years. Section 2: Suspension of Seniorit _ 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; other authorized leaves of absence up to ninety (90) calendar � or 4) days. Section 3: Termination of Seniorit - 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 � Y 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 their seniority, whichever is shorter; 0) fails to report for work at the termination of a leave of absence; 7) if, while on a f absence for personal health reasons accepts other employment without leave o p p permission; or 8) if they are retired. Section 4: Probations 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 9 an opportunity to reject employee whose work perf pp Y reormance fails to meet ] any required work standards. Ever employee hired into the bargaining unit shall q Y new serve a probationary period of twelve (12) full months after which they shall be considered a 9 employee re ularand ranted seniority to the last date of hire. The 9 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 9 employees,respect to such em to including, but not limited to, the shifting of work p p Y schedules and job classifications, the assignment of on-the-job training, cross- training in other classifications and the assignment to educational courses and training programs, the requirement that such employees attend training programs on their off time for which the will be compensated on a straight-tune basis Y Y b the granting of compensatory time off. Termination of a probationary employee Y � � l� Y shall not be subject to the grievance procedure under Article XII. 18 S I:s Section 5: Promotional Probationary Period- Regular employees promoted into a higher classification shall serve a promotional probationary period of six (6) full months. The Union also recognizes the right of the employer to demote an employee on promotional probationary status to the highest previous position. Demotion of an employee on promotional probationary status shall not be subject to the grievance procedure under Article XII. Section S: Layoff and Recall- Recall from layoff exceeding five (5) work days shall be by certified letter sent to the employee at their last known address furnished to the city by the employee. Laid off employees are solely responsible to assure that the city has their current mailing addresses The city may use any other means to return an employee sooner. Section 7: Training OvRortunitiesm In order to encourage advancement within City employment, employees and their supervisors are encouraged during the evaluation process to discuss training opportunities available to the employee to update skills or develop additional skills to qualify for promotion. Section 8: Job Announcements- The city agrees to electronically post announcements of vacancies in positions within this bargaining unit on the City's website for a minimum of five (5) working days prior to the final filing date for the position. Employees are encouraged to sign up at the City of Ashland website to receive job posting alerts emailed to them. Section 9: Re ular Em to ee- A regular full-time employee is one hired for an indefinite tenure, not limited at time of hire by a stated term or for a specific project. Section 10: Part-Time Em to ee- A regular part-time employee is one whose w ek is twenty hours or more not limited at time of hire by a regular work e y , stated term or for a specific project.roJ=ect. Regular part-time employees' cumulative work hours shall not exceed thirty (30) hours per week, except relief for a regular expected full-time employee to who is to return i.e., vacation, sick leave, etc.) or t unless hours are extended by mutual agreement. F i f i Section 11: Regular Part-Time Ern Io ee Benefits- Regular part-time employees shall accrue and be allowed vacation and sick leave with pay on a pro- rated schedule based on their hours worked using the hourly equivalent accrual rate for full-time employees. Holiday pay will also be pro-rated for regular part - time employees and may be substituted, for other leaves subject to the holiday bank provisions in Article V, section 3. Regular part-time employees will be eligible for employee-onlyhealth related insurances at the same cost-share arrangement as full-time employees. Regular part-tune employees may elect to cover eligible dependents by paying 100% of the cast. 19 Section 12: Part-Time Em to ee Corn ensation and Probationary- Period- part-time employees in a classification covered by this Agreement shall be compensated in accordance with this Agreement. Section 13: Longevity Pay- Upon five (5) years of a full-time regular employee anniversary date, they will receive a $1000 annual bonus each year. Upon ten (10) years of a full-tune regular employee anniversary date, they will receive a $1250 annual bonus each year. Upon 15 year of a full-time regular employee anniversary date, they will receive a $1500 annual bonus each year. Anniversary bonuses to be distributed on the first pay check in December,, 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, marital status, gender identity, sexual orientation, national origin or disability. The Union shall share equally with the city the responsibility forapplying the provisions of this section. Employees shall have the p Y � join,ri ht to form and participate in the activities of the Union or any other labor g 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 p p Y p g construed as precluding or limiting the right of an individual employee to represent them self in individual personal matters. Section 2: Visits b Union Re resentatives- 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 Cityat 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 A the City Manager er or their designated representative, Section 3: Solicitation- The Union agrees that its members will not solicit membership in the Union or otherwise carry on Union activities during working G hours, except as specifically provided in this Agreement. Section 4: Existin 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 9 that if modification of work rules or benefits covered by a specific provision of this Agreement is proposed an such modification shall be delivered in writing to the g p p Y Union not less than a period of seven (7) consecutive days prior to implementation, t 3 Section 5: other Em to meet- Employees considering outside employment must apply to the City Manager or designee, outside employment shall be pp Y Y g 20 f. 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. Such written approval shall be documented in the employee's personnel file. The general principles to be followed by the City in permitting or restricting such outside employment shall be: 1) The need for mentally and physically alert city employees; 2} Insulating employees from potential conflict of interest situations; 3] Maintaining efficiency unimpaired by other employment, particularly for those city positions requiring employees to be available for duty 24 hours a day. In the event the above are violated. the department head principles r City Manager may revoke previously ranted permission to hold outside o Y g Y p Y9 employment. Section 6: Su ervisor Em to ees- It is understood that supervisory employees covered under this Agreement shall not perform work within the jurisdiction of not co g the Union emergency,except in the case of an or when the complement of regular � y► employees is tem temporarily reduced b reason of absence of any employee due to � y y illness or other legitimate reasons, or where the work load is temporarily increased, or for purposes of instruction or training. F Section ?: Uniforms protective Clothing and Devices- If an employee is to wear a uniform protective clothing n required , p g or use any type of protective device, such article shall be provided maintained and cleaned by the City. Replacements z shall be provided by the city upon surrender of the article, at no cost tot e employee. �Lost articles or damage to articles due to negligence, shall be reimbursed to the City by b the employee. The City shall provide a safe place for the of such articles. Failure of an employee storage ee to wear such required uniform,p Y protective clothing, such protective device as prescribed by the city shall be cause for disciplinary action as set forth in Article XI hereof. Note: To the extent that the Internal Revenue Service and/or the Oregon Dept, of Revenue characterize reimbursements, allowances and the like by the City employees to for the purchase of clothing and footwear as taxable, the City must report ort the value thereof to taxing authorities,, p ARTICLE XV- CLASSIFICATIONS- CORK RULES- SAFETY Section 1: classifications and Descri tions- The general classifications of labor which shall be recognized throughout this Agreement, shall be those set forth in g 9 9 "Appendix A". Section Safe Rules- The Federal regulations and the Safety Rules of the State shall be observed and copies shall be made available by the city and the 21 f: f Union. The rules provide the minimum standards of safety to be observed by the City and the employee. ARTICLE XVI- HEALTH W ELFARE AND RETIREMENT Section 1: Health and Welfare- The City and employees agree on the following cost-share arrangement for Health Benefits: Beginning January 1,, 2023 employees agree to pay 10% and the City will pay 90% on the base plan health care premiums CIS Copay H. There is a 1500 deductible or a buy up plan with a $500 deductible CIS Copay F with the difference being the responsibility of the employee. Willamette Dental with Drtho or Delta Dental III with ortho. The Employee Health Benefits Advisory Committee shall be repurposed as a Labor Management Committee, and shall include (1) representative of the IBEW Clerical/Technical Union. The Committee shall meet at least once per year for the purpose of discussing City wide issues including health insurance benefits along with other items. Health benefits and other insurance will be provided to the IBEW Union represented employees under the same conditions and Clerical/Technicalp restrictions as provided to all other City employees. Nothing in this agreement shall be deemed a limitation on the annual plan benefit adjustments made by the ca rri e r. Section 2 The Cityagrees to continue providing the following additional fringe 9 benefits (a) Life Insurance- employee ($20,000 with AD&D) and dependent coverage ($1,000). b Lon Terre Disability Insurance-� employee only. [ } g (c) City paid reimbursement for physical fitness as described in the City of Ashland Wellness Program. (d) Mercy g g p Flights insurance for flight transport only- Household employee p. If an toY ee desires to upgrade the insurance plan to provide for all medical transport, City agrees to administer payment of the additional premium through a payroll deduction. Partici ation in an IRC §125 lan for pre-tax health insurance (e) p p premium contributions and flexible spending account options for eligible health and dependent care expenses. In the event that any of these programs change or are updated, the City 9 agrees to provide the union written notice of the change With as much advance notice as possible, a n and opportunity to negotiate the impact of the change. p Sectio n 3: Retirement- The City agrees rees to maintain its existing Retirement Plan, subject to the terms and provisions thereof, as it applies to regular employees in � 22 s the bargaining unit. In accordance with statute, for qualified retiring PERS members the city will report the sum of accrued but unused sick leave to PERS. The City will assume, pick-up and pay the employee contribution required b ORS 238A.330 for all employees covered by this Agreement at a uniform rate of Y six percent (6%). Employees may also elect to make additional employee contributions to their IAP account, in the amount equal to the amount credited to the employee pension stability account, this additional contribution may not be paid by the City under ORS 238A.355. Section 4: Deferred Com ensation- The City agrees to contribute up to $50.00 per month in matching funds per member enrolled in a City deferred compensation program (currently ICMA or AETNA). This program is at the option of the member and contingent upon a minimum $15.00 per month contribution paid by the member. Section S: H RA-VEBA CONTRIBUTION eft The City will contribute an amount equivalent to three (3%) percent of salary into an HRA-VEBA for each member of the bargaining unit. Section 6: P.E.R.S. Initial Six Month Waiting Period- If a member of the unit retires with 20 years of continuous service with the City and the employee has only one P.E.R.S. waiting period, the City shall fund the purchase of the P.E.R.S. initial six month waiting period upon retirement. ARTICLE XVII- WORKER'S COMPENSATION Worker's Compensation All employees Section 1� 'LNo will be insured under the State Worker's Compensation Act for injuries received provisions of the Oregon p while at work for the City. lementar Pa went- Com ensation paid by the City for a period Section 2: Su p of sick leave also covered by Worker's Compensation shall be equal to the t difference between the Worker's Compensation pay for lost time and the employee's regular wage rate. ARTICLE XVIII- LIABILITY INSURANCE hall purchase liability insurance as permitted by ORS 30.282 for The City s p Y the p employees protection of all ern to ees 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 23 Section 1: Savings Clause- Should any provision of this Agreement be subsequently declared b the proper legislative or judicial authority to be unlawful, q Y Y p p 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. Such bargaining shall be conducted according to ORS 243.6g8a Section 2: Funding.: 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 thereof. ARTICLE xx- TERMINATION & REOPENING This Agreement shall be effective retro to the 1st day of July, 2022 and shall remain in full force and effect until the 30th day of June, 2025 and shall terminate all prior Agreements and practices and concludes all collective bargaining during the term of this Agreement, This Agreement shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing not later than 180 days prior to the expiration or subsequent anniversary date that it wishes to modify this Agreement for an reason. such notification shall include the substance of the g Y 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 sixty (60) s after said notice. This Agreement shall remain in full force days and effect during the period of negotiations. 24 A "'Alf Senior Engineering Project Manager Associate Engineer Building Inspector GIS Analyst Engineering Technician III Associate Planner Housing Program Analyst Engineering Project Manager Accountant Conservation Specialist Climate &. Energy Analyst Purchasing Specialist Assistant Planner Engineering Technician I & II Water Resource Technician Senior Financial Technician AFN Network Technician Financial Technician GIS Technician User-Support Technician Customer Service Specialist Senior Financial Clerk II Code Compliance Specialist Senior Police Records Specialist Lead Court Services Clerk Permit Technician Senior Financial Clerk Police Records Specialist Court Services Clerk Investigations Clerk Specialist 3 Financial Clerk I & II 3 office Assistant I & II Conservation Assistant `' 25 APPENDZX ��B" CLERZCALITECwHNZCAL WAGE SCHEDULE 7 1 2O2i 7J1 2022 7 1/2023 7 1 2024 COLA 4©/0 4% 3% Senior Engineering Project Manager ssoclate Engineer rade 106 first 6 months $30,5717 $31,7946 $33,0667 $34,0583 Next 12 months $32.1002 33,3842 34,7196 35#7612 ext 12 months 34.0261 $35,3871 36.8026 $37,9067 ext 12 months 36.0677 37w5104 39.0108 $40.1811 Rate Thereafter 38.2318 39.7611 41.3515 $42,5921 uilding Inspector IS Analyst ngineering Technician III rade 102 irst 6 months 29.1159 30.2805 31.4918 $32.4365 ext 12 months $30.5717 31.7946 133,0664 $34,0583 ext 12 months 32.4059 $33,7021 $35,0502 LC 017 ext 12 months $34.3503 $35,7243 37.1533 $38.2679 Rate Thereafter $36.4113 37.8678 39.3825 4O.5639 ssociate Planner Housing Program Analyst Engineering Project Manager Grade 105 First 6 months $27.7294 $28.8386 $29.9921 30.8919 Next 12 months 29.1043 $30,2685 $31.4792432 4236 Next 12 months 3008628 32.0973 $33.3812 34.3826 .................... ext 12 months 32.7146 �34.0232 35,3841 $36,4456 ate Thereafter $34.6774 $36.0645 37.5071 38.6323 Accountant onservation Specialist limate&Energy Analyst urchasing Specialist 3 rade 104 First 6 months 26.4089 27.4653 28.5639 29.4208 ext 12 months $27.7294_ �28.8386 29.9921 $30,8919 Next 12 months $29.3930 30.5687 $31.7915 $32.7452 Next 12 months 31.1567 $32,4030 33.6991 34.7101 Rate Thereafter $33.0261 $34,3471 $35,7210 36.7927 g 26 7/1 20 21 7 1 J 20 22 7 1 20 23 7 J 1 20 24 COLA 4% 4% 3% ssistant Planner Engineering Technician II ater Resource Technician Senior Financial Technician Ii FN Network Technician rade 112 rst 6 months 25.1513 26.1574 �27.2036 2810198 ext 12 months $26.4090 27.4654 $28,5640 $29,4209 Next 12 months $27.9935 $29.1132 30.2778 31.i861 ext 12 months $29.6730 $30,8599 32.0943 $33,0571 ate Thereafter $31.4534 32.7115 34.0200 $35,0406 Vacant No Class Assigned Grade 132 First 6 months $23.9537 $24.9118 $25.9083 26.6856 Next 12 months 25.1513 $26.1574. $27.2036 $28,0198 Next 12 months $26.6604 $27.7268 28,8359 $29.7010 Next 12 months 28.2600 29.3904 30.5660 $31,4830 Rate Thereafter 29.9556 31.1538 $32.4000 33.3720 financial Technician IS Technician ser Support Technician Engineering Technician I Customer Service Specialist enior Financial Clerk II ode Compliance Specialist rade 134 First 6 months $22,8131 $23.7256 24.6746 25.4149 -------------- Next 12 months 23,9537 $24.9118 $25,9083 26.6856 Next 12 months $25.3909 $26.4065 $27.4628 28.2867 s ext 12 months 26.9144 27.9910 $29,1106 29.9839 ................ Rate Thereafter 28.5292 $29,6704 30.8572 $31,7829 enior Police Records Specialist ead Court Services Clerk rade 127 First 6 months $22.r1306 $23.0158 23.9365 24.6546 ext 12 months 23.2954 24.2272 $25,1963 . $25,9522 Next 12 months 24.5216 $25,5025 $26,5226 27.3182 Next 12 months 25.8121 $26.8446 $27,9184 $28,7559 Rate Thereafter 27,1707 28.2575 29.3878 30.2695 Permit Technician rade 121 first 6 months $22.1353 23.0207 23.9415 24.6598 . ........... ext 12 months 23.2424 24.1721 25.1390 25.8931 Next 12 months 24.4045 25,3807 $26.3959 $27,1878 Next 12 months $25.6248 26.6498 $27.7158 28.5473 Rate Thereafter 26.9063 27.9826 $291 1019 29.9749 27 7 1 2021 7 1J2022 7J1 2023 7 1 2024 COLA 4% 4% 3% enfior Financial Clerk rade 128 first 6 months $20.6922 21.5199 22.3807 $23,0521 ext 12 months $21.7267. 22.5958 23,4996 24.2046 Next 12 months $23.0303 23.9515 24.9096 $25,6569 Next 12 months 24.4121 25.3886 269,4041 $27,1963 ate Thereafter $25,8768 26.9119 27.9883 28.8280 Police Records Specialist ourt Services Clerk nvestigations Clerk Specialist rade 119 first 6 months 21.1224 $21,9673 22.8460 23.5314 ext 12 months 22.2342 �23.12.36 24.0485 24.7700 ext 12 months 23.4043 24.3405 25.3141 26.0735 ext 12 months 24.6362 25.6216 A26.6465 27.4459 ate Thereafter 25.9328 26.9701 28.0489 28.8904 Financial Clerk II Grade 129 First 6 months $18.7683 19.5190 20.2998 $20.9088 Next 12 months $19.7067 20.4950 $21,3148 $21.9542 ext 12 months 20.8892 $21,7248 22.5938 23.2716 ext 12 months $22.1425 0282 23.9493 24.6678 ate Thereafter 23,4711 24.4099 25,3863 26.1479 ffice Assistant II onservation Assistant rade 130 first 6 months 17.8746 18.5896 g9,3332 19,9132 ext 12 months 18.7683 19.5190 20.2998 20=90$8 Next 12 months $19.8944 20.6902 $21,5178 22.1633 ext 12 months 21.0880 21.9315 22.8088 $23.4930 ate Thereafter 22.3533 3,2474 24.1773 24.9026 financial Clerk I rade 110 First 6 months 17.0233 17.7042 18.4124 18.9648 ext i2 months 17.8746 18.5896 19.3332 �19,9132 Next 12 months $18.9470 19,7049 20.493i 21.1079 ext 12 months 20.0839 20.8873 21.7227 22.3744 ate Thereafter 21.2889 22.1405 $23.0261 $23,7169 ffice Assistant I rade 131 First 6 months $16.2128 $16.8613 $17.5358 $18.0618 ext 12 months i7,0233 17.7042 18.4124 18.9648 Next 12 months 18.0448 18.7666 19.5173 20.1028 Next 12 months $19.1275 $19.8926 20.6883 �21.3090 ate Thereafter 20.2752 21.0862 �21,9297 22.5875 28 DccuSlgn Envelope ID:1AF21 BAE--04A6W4279-BAEOr17C62AA37573 7 12021 7 1 2422 7 1 2023 7 1 2024 COLA 4% 4% 3% scant No Class Assigned rade 133 ........... --------...... irst 6 months115.4408 16.0584 �1&70.08 �17,2018 ext 12 months 16.2128 16,8613 17w5358 18.0618 ext 12 months 17.1856 $17,8730 18,5879 g91.1456. ext 12 months $18.2167 18,9454 119,,7032 M2943 ate Thereafter I $28m0821 $20,w8854 tT21,5119 , CITY OFOO s 01,YAND, OREGON 5 By Joseph L. Lessard, City Manager 8/25/2022 Date: APPROVED: Ashland City Council ©vcuSigned by: By: ktlissx A02A8 AaE5F2482... 8/25/2022 Date: INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, LOCAL UNION #659 By: Jon Flegel, Dusiness Manager V-ZDate: APPROVED INTERNATIONAL OFFICE-IA.E.W. 912112022 Lonnie R.Stephenson,Intl President This app-oval does not make the International a party to this agreement 29 S 5 F: S' SCOPE OF COLLECTIVE BARGAINING "Wages, hours of work, and working conditions" JUST CAUSE STANDARD FOR DISCIPLINE 1.Forewarning of rule and consequences. 2.Reasonable rule. 3,Thorough investigation. 4.Fair and objective investigation. 5,Preponderance of evidence. 6.Consistent. 7.Punishment fits the offense. WEINGARTEN RIGHT TO REPRESENTATION 1. Investigatory interviews. 2. Employee reasonably believes discipline may result. 3. Employee must request representation. 4. Employer may: a) grant request b) discontinue interview c) offer employee choice of 1) interview without representation or 2) no interview 5. 24-hour advance notice of subject of interview and 24 hours to r confer with the Union. PAST PRACTICE Must be: 1.Clear and 2,Consistently followed and 3. Followed over a reasonably long period of time agreed to by both parties 4,Shown by the record to be mutually accepted by the parties. Used to: (a) interpret ambiguous contract language; (b) establish wages, hours of work or working conditions not in the contract Clear contract language always takes precedence over past practice (with advance notification). '' 30