HomeMy WebLinkAbout1996-030 Agrmt - IBEW #659Local Union No. 659
241/2 South Grape Street · P.O. Box 669
MEDFORD, OREGON 97501
(503) 772-5271 · FAX (503) 772-3520
February 27, 1996
Mr. Brian L. Almquist
City Administrator
City of Ashland
City Hall
20 East Main Street
Ashland, Oregon 97520
Dear Brian'
For your records, enclosed is an International Office approved copy of
the recently negotiated Technical/Clerical Agreement.
CB/cs
Enclosure
Yours truly,
LOCAL UNION NO. 659, I.B.£.W.
Carol Bennett
Business Representative
AGREEMENT
between
THE CITY OF ASHLAND, OREGON
and
LOCAL UNION NO. 659
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
PREAMBLE
This Agreement is 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 designee(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.
SCOPE OF AGREEMENT
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 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 or 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 by 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 base wage rate.
An employee who is or who becomes a member of the Union shall, as a
condition of employment, maintain his membership in the Union in accordance
with its Constitution and Bylaws.
Upon written request from the Union, the City 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 and 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.
An employee may revoke his 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
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 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 service.
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.
8. To determine the content of job classifications.
9. To take all necessary action to carry out its mission in
emergencies, and,
10. 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 ! 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.
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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 (]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 25)
(Any day declared by the Governor, President or Mayor to be 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 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 last scheduled work day immediately prior to a Holiday and on his
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.
Section 3. Floating Holiday. A Floating Holiday effective July 1, 1991,
which for accounting purposes will be treated in the following manner: "8"
hours added to the vacation accruals on July 1, 1991, and thereafter "2/3" of
one hour and one day to be added to each subsection of Section 1, Eligibility,
Article VI.
ARTICLE VI
VACATIONS
Section 1. Eligibility. An employee shall be eligible for vacation with pay
in accordance with the following sections:
Section 1.1 Employees with less than five (5) full years of continuous
service shall accrue 7.33 hours of vacation for each calendar month of service
worked. (11 working days maximum.) Upon completion of the fifth full year of
continuous service, an employee will in addition be awarded 2 longevity days
off (for a maximum total of 13 working days).
Section 1.2 Employees with more than five (5) but less than ten (10) full
years of continuous service shall accrue 8 2/3 hours of vacation credit for
each calendar month of service. (13 working days maximum.) Upon completion
of the tenth full year of continuous service, an employee will in addition be
awarded 3 longevity-days off (for a maximum total of 19 working days).
Section 1.3 Employees with more than ten (10) but less than fifteen (15) full
years of continuous service shall accrue 10 2/3 hours of vacation credit for
each calendar month of service. (16 working days maximum.) Upon completion
of the 15th full year of continuous service, an employee will in addition be
awarded 3 longevity days off (for a maximum total of 19 working days).
Section 1.4 Employees with more than fifteen (15) but less than twenty (20)
full years of continuous service shall accrue 12 2/3 hours of vacation credit
for each calendar month of service. (19 working days maximum.) Upon
completion of the 20th full year of continuous service, an employee will in
addition be awarded 2 longevity days off (for a maximum total of 21 working
days).
Section 1.5 Employees with more than twenty (20) full years of continuous
service shall accrue 14 hours of vacation credit for each calendar month of
service. (21 working days maximum.)
Section 2. Continuous Service. Continuous service for the purpose of
accumulating vacation leave credit, shall be based on the regular paid hours
worked by the employee. Time spent by the employee on City-authorized/City-
paid absences shall be included as continuous service. Time spent on unpaid
absences shall not be counted as service, provided that employees returning
from such absences and employees on layoff status shall be entitled to credit
for service prior to the leave or layoff.
Section 3. Accrual Limitations. Vacation time must be taken by an employee
within twelve (12) months following their eligibility date, or such vacation
shall be deemed forfeited. An employee who is about to lose vacation credit
because of accrual limitations may, by notifying the supervisor fifteen (15)
days in advance, absent himself or herself to prevent loss of this vacation
time. The City shall establish a procedure to notify an employee thirty (30)
days in advance of impending loss of accrued vacation time. Employees who
absent themselves under the provisions of this section shall not be subject to
disciplinary action or loss of pay. Vacation leave shall not accrue during a
leave of absence without pay, or educational leave with pay in excess of
fifteen (15) calendar days. No payments shall be made for vacation time lost
by an employee because of accrual limitations, unless failure to take vacation
is caused by the City~s insistence that the employee be at work during a
scheduled vacation period.
Section 4. Scheduling. Vacation times shall be scheduled by the City based
on the head of department's judgment 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 times 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 March 1st, and subsequent changes shall be made only by mutual consent
of the parties. Vacation periods, to the extent consistent with operating
requirements of the City, shall be scheduled to require the employee to take
all accrued vacation credits in one continuous period.
Section 5. Utilization. Vacation leave taken shall not be in excess of that
actually accrued at the time it is taken, and in no case, may it be taken by a
new employee prior to completion of six (6) months satisfactory performance.
Section 6. Payment on Termination. In the event of death or termination of
an employee during the initial twelve (12) months of his employment, no
payment inJlieu of vacation shall be made. In the event of death or
termination of employment after an employee has served for twelve (12)
continuous months, and is otherwise eligible for vacation credits, the
employee shall be entitled to payment for accrued vacation leave at the rate
as 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 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 employeels shifts, workdays and hours shall be posted on
department bulletin boards.
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 employeels 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.
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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 time and one-half (1-1/2) times the regular rate of pay.
Section 6. Compensatory 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 he/she desires pay
or compensatory time off on the time sheet reporting the overtime worked.
Compensatory time shall be accrued on an annual basis from June I to May 31,
with any amount unused at May 31 to be compensated as pay on the last pay
check of June. Accrued compensatory time shall not exceed forty (40) hours.
Any time in excess of forty (40) hours shall be compensated as pay.
ARTICLE VIII
SICK LEAVE
Section 1. Purpose. Sick leave is provided for the sole purpose of providing
financial security to employees and their families. Under no circumstances
shall the City grant an employee sick leave with pay for time off from City
employment caused by sickness or injury resulting from employment other than
with the City of Ashland.
Section 2. Accumulation. Sick leave shall be earned for the purposes stated
herein by each eligible employee at the rate of 8 hours for each full calendar
month of service. Sick leave may be accumulated to a total of seven hundred
twenty (720) hours and must be taken for the purposes specified in Section 3
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 thirty (30) 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 need for
the employeels 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 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 may 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 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 employeels 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 6. 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 death or
termination of employment for whatever reason. Sick leave shall not accrue
during any period of leave of absence without pay.
ARTICLE VIII-A
FUNERAL LEAVE
Section 1. 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 the employee's spouse, children, parents, grandparents, brother,
sister, mother-in-law, father-in-law. The employee will be paid his regular
hourly rate for any such days of excused absence which occur only during his
assigned workweek. An additional two (2) days leave may be granted if the
funeral is over 500 miles from Ashland, one-way.
ARTICLE IX
OTHER LEAVES OF ABSENCE
Section 1. Criteria and Procedure. Leaves of absence without pay not to
exceed ninety days may be granted upon establishment of reasonable
justification, therefore, in instances where the work of the department will
not be seriously handicapped by the temporary absence of the employee.
Requests for such leaves must be in writing. Normally, such leave will not be
approved for an employee for the purpose of accepting employment outside the
service of 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
for such jury service, and upon being excused from jury service for any day an
employee shall immediately contact his supervisor for assignment for the
remainder of his or 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 he 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 employeels officially
assigned duties, including the time required for travel to the court and
return to the employeels 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 employees 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 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 or 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
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 conferences, seminars, briefing sessions, training programs,
and other programs of a similar nature that are intended to improve or upgrade
the employeels skill and professional ability, when ordered by the employeels
department head.
Section 8. 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 his position
with the City, and his position shall be declared vacated; except and unless
the employee, prior to the expiration of his leave of absence, has furnished
evidence that he is unable to work by reason of sickness, physical disability
or other legitimate reason beyond his control.
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ARTICLE X
COMPENSATION
Section 1. Wage Schedule. Employees shall be compensated in accordance with
the wage 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 wage schedule is established, the City shall 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 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 time and one-half (1-1/2) the regular rate for
overtime work outside of the regularly scheduled workweek or workday, 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 one (1) hour at time and one-half
(1-1/2) for the work for which they are called back. More than one call-back
is permissable 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.
(a) Employees called for duty four (4) hours or more before the
beginning of their regular workday 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
was relieved, he shall receive the regular overtime rate of time and one-half
(1-1/2) for all hours worked during his normal workday. 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 workday shall be paid at the established overtime
rate from the time they are called until the beginning of their regular
workday. 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 fourteenth (14th) day (Friday) at 12:00 p.m. Paydays shall
be on the Friday following the close of each pay period.
lO
Section 5. Mileage. An employee required to report for special duty or
assignment at any location other than his permanent reporting location and who
is required to use his personal automobile for transportation to such
location, shall be compensated at the City established rate per mile for the
use of such automobile directly in the line of duty.
Section 6. Members of this unit employed as of July 1, 1981 and July 1, 1982
shall receive a lump sum payment of 1-1/2% of their July 1, 1981 monthly
salary times 12. Members employed after July 1, 1981 shall receive a lump sum
payment of 1-1/2% of their monthly starting salary times the number of full
calendar months of their employment through June 30, 1982.
ARTICLE XI
DISCIPLINE AND DISCHARGE
Section 1. No regular employee as defined in Article XII may be disciplined
except for just cause. Disciplinary action may be imposed upon any employee
for failing to fulfill his or 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
just cause for disciplinary action. Such cause may also include misconduct,
inefficiency, incompetence, insubordination, misfeasance, malfeasance, the
willful violation of department rules or for political activities forbidden by
State law.
Section 2. Discipline for just cause may include the following:
1. Oral reprimand.
2. Written reprimand.
3. Demotion.
4. Suspension.
5. Discharge or dismissal.
Section 3. An employee may be suspended from employment, with or without pay,
while charges against the employee are investigated. Such a suspension may be
for no more than five (5) working days, unless mutually extended by the
parties. If the charges are not cleared completely a suspension without pay,
or any part of such suspension, may be determined to be part of the
discipline, effective the date of the suspension.
Section 4. In the event of an offense of such serious nature that immediate
disciplinary action is required, the employee may be suspended immediately
from employment until such charges are investigated and a decision made to
continue, discipline or terminate the employee. If the employee is cleared
completely of the charges, the affected employee will be immediately
reinstated without loss of pay or other benefits. If the charges are not
cleared completely, and discharge is the discipline imposed the termination
date will be the date of suspension.
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Section 5. 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 he/she 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 6. This Article shall not apply to any employee on probation as
defined in Article XIII.
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 Department Head 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 appropriate
Department 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 Administrator of the City or his
designee(s), within seven (7) days after the response specified in STEP II is
due. The City Administrator or his 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 of the decision of the City Administrator or his designee(s)
under STEP III 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 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 (2)
names from the list. The party requesting arbitration shall strike the first
name and the other party shall then strike one name. 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
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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. His
decision shall be based solely upon his 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 their~s or other employeels 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 a full time employeels length of
continuous service with the bargaining unit, dating from his last date of
hire, and shall apply by job classification within his/her department in the
matter of layoff, recall and vacation. Seniority for regular part-time
employees shall be accrued based on their equivalent number of hours worked
rather than on calendar months or years (for example, a regular part-time
employee who started work on January 2nd and worked exactly 30 hours every
week, would have nine months seniority as of the next January 2nd).
In the event of layoff, such employee may exercise his 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
13
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 Seniority. Seniority shall be retained, but shall
not continue to accrue during, (1) authorized sick leave or disability leave
in excess of thirty (30) calendar days; (2) educational leave requested by the
employee~ (3) military leave; (4) other authorized leaves of absence 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 seniority, whichever is shorter; (6) fails to report for work at
the termination of a leave of absence; (7) if, while on leave of absence for
personal health reasons, accepts other employment without permission; or (8)
if he 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 employeers 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 twelve (12) full months after which
he 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 specifi-
cally 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, the assignment to educational courses and training programs,
the requirement that ~uch 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 period of six
(6) full months. The City may demote an employee on promotional probationary
status to the previous position. Demotion of an employee on promotional
probationary status shall not be subject to the grievance procedure under
Article XII.
Section 6. Layoff and Recall. Recall from layoff exceeding five (5) work
days shall be by certified letter sent to the employee at his last known
address furnished to the City by the employee. The City may use any other
14
means to return an employee sooner.
Section 7. Job Announcements. The City agrees to post announcement of
vacancies in full-time positions within this unit in City Hall in the
employeels lunchroom and upstairs on the bulletin board in the foyer at the
top of the stairs for a minimum of five (5) working days prior to the final
filing date for the position.
Section 8. Regular Employee. 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 9. A permanent part-time employee is one whose regular workweek is
twenty (20) hours or more, not limited at time of hire by a stated term or for
a specific project. Permanent part-time employees cumulative work hours shall
not exceed thirty (30) hours per week, except relief for a regular employee
who is expected to return (i.e., vacation, sick leave, etc.) or unless hours
are extended by mutual agreement.
Section lO. Regular Part-Time Employee 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 only if the holiday occurs during their
normally scheduled hours, and premiums for the employee only paid by the City
for health related insurances.
Section 11. Part-Time and Temporary Employee Compensation and Probationary
Period. Part-time and temporary employees in a classification covered by this
Agreement shall be compensated in accordance with this Agreement. Provided,
however, that scheduled pay increases and completion of probationary period
will occur based on their equivalent number of hours worked rather than on
calendar months or years. (i.e., part-time employees must work 1040 hours to
get their first step raise and 2080 hours for their next step raise.)
ARTICLE XlV
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 designate 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 himself in individual personal matters.
15
Section 2. Bulletin Boards. The City agrees to furnish and maintain a
suitable bulletin board in a convenient place in the work or assembly area to
be used by the Union. The Union shall limit its postings of Union notices and
bulletins to 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 bv 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 City Administrator or is 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.
Section 5. Existing Conditions. Only such existing and future work rules and
benefits as are specifically covered by the terms of this Agreement shall be
affected by recognition of the Union and the 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.
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 or when the
complement of regular employees is temporarily reduced by reason of absence of
any employee due to illness or other legitimate reasons, or where the workload
is temporarily increased, or for the 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
not cost to the employee, reasonable wear excepted. Lost articles or damage
to articles due to negligence, shall be reimbursed to the City by the
employee. Failure of an employee to wear such required uniform, protective
clothing, or use such protective device as prescribed by the City, shall be
cause for disciplinary action as set forth in Article X.
16
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".
Section 2. Safety 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
Union. The rules provide the minimum standards of safety to be observed by
the City and the employee.
ARTICLE XVI
HEALTH - WELFARE RETIREMENT
Section 1. Health-Dental-Welfare. The City agrees to maintain existing or
equal or better insurance plans at present employee/family coverage levels
including full premium payments. Those plans and employee/family coverage
levels are:
(a) Blue Cross Option V "A" Health Insurance - family coverage.
(b) Standard Life Insurance Co. life insurance family coverage.
(c) Standard Life Insurance Salary Continuation plan - employee only.
(d) Blue Cross Dental Insurance - Plan No. 3 - family coverage.
(e) Blue Cross - UCR Vision Plan family coverage.
(f) Mercy Flight Insurance - family coverage.
(g) Twenty-two dollars ($22.00) per month increase on the paycheck to
offset the Plan V "A" deductible for the term of the agreement,
effective August 1, 1991.
(h) WELL-BABY CARE. First in-hospital exams, six other exams the first
year and three exams the second year, to a maximum of $100 each
exam, including inoculations, lab and/or x-ray expenses.
(i) INOCULATIONS, IMMUNIZATIONS AND ALLERGY INJECTIONS. Inoculations,
immunizations and allergy injections will be paid for all age
groups on the basis of eligible charges based upon Jackson County
Health Department charges.
(j) ANNUAL BREAST AND PELVIC EXAM. Payment based on the eligible
charges will be made for a breast exam and pelvic exam per year for
all females age 18 and over, up to a maximum of $175 per year for
both exams, including x-rays (mammogram) and lab work.
(k) ROUTINE PHYSICAl EXAMS. Routine physical examinations will be
provided for employees and dependents as follows:
Age 2-18 ....... once every 3 years up to a $50 max.
Age 19-34 ...... once every 5 years up to a $140 max.
Age 35-59 ...... once every 2 years up to a $140 max.
Age 60 and over --- once every year up to a $140 max.
Section 2. 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 (1/2) of unused
sick leave will be applied to retirement as provided in ORS. The City will
also assume or pay the employees contributions required by ORS 237.071 for all
employees covered by this Agreement at a uniform rate of six percent (6%).
The City of Ashland agrees to include the I.B.E.W. Clerical Union in any
discussion and study of a MediCheck 65 retirement benefit subject to the
following restrictions:
20 years~ service with the City.
A $60.20 cap.
Available age 60 through 65.
Section 3. Medical Coverage for Retirees. Any employee retiring after July
1, 1992 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 MediCheck 65 insurance coverage or its equivalent. This
payment shall be available to age 65.
A joint committee of two members from the City and two members of the
Union will meet and review annually the retiree medical payments during the
term of the Agreement with the intent of mutual consent to improvements in
that program.
Section 4. Deferred Compensation. Effective November 1, 1995 the City agrees
to contribute $15.00 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 $10.00 per month
contribution paid by the member.
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 wage rate.
18
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 be
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. 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 AND REOPENING
This Agreement shall be effective as of the first day of July, 1992, and
shall remain in full force and effect through the 30th day of June, 1997, and
shall terminate all prior Agreements and practices and concludes all
collective bargaining during the term of this Agreement and provided that:
19
Ao
This Agreement shall be automatically renewed from year to year
thereafter unless either party 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.
LOCAL UNION NO. 659
INTERNATIONAL BROTHERHOOD
OF ELECTRICAL WORKERS
Date ~. _ ~K~f ~2~
CITY OF ASH[AND, OREGON
Date
Approved: ASHLAND CITY COUNCIL
Mayor
Date ~/~/~/~
At t e s t 7~~:~Ka
City Recorder
Date
APPROVED
~NTERNATIONAL OFFICE - ~ Et E W
FEB 2 2 1996
J. J Barry. Presiden!
This approval does not make me
International a pa~ ~o this agreement
20
APPENDIX "A"
Electrical Inspector
Engineering Technician III- Assistant Surveyor
Staff Accountant/EDP
Associate Planner
Account Representative
Building Inspector
Programmer
Engineering Technician II
Facilities Maintenance Worker
Energy Analyst and Inspector
Assistant Planner
Computer Technician
Engineering Technician I
Building Maintenance - Warehouse Worker II
Account Clerk
Administrative Secretary (Planning), Court Clerk II
Court Clerk I
Secretary
Cashier
Clerk II
Clerk I
Building Maintenance Worker
21
"~ OJ I~- Z Z Z t---
-=,1
~ 000~
~XXX~
A
0 0 0 ,~..
e' ~... X X X ~
C~LJ.. Z Z Z ~
m,m
Z
0
CLASSIFICATION EFFECTIVE 7-1-94 EFFECTIVE 7-1-95
Clerk I
First Six Months
Next 12 Months
Next 12 Months
Next 12 Months
Thereafter
Bldg Maintenance Worker
First Six Months
Next 12 Months
Next 12 Months
Next 12 Months
Thereafter
$ 6.52 $1,130 $ 6.72 $1,164
6.89 1,194 7.10 1,230
7.29 1,264 7.51 1,302
7.76 1,345 7.99 1,385
8.20 1,421 8.45 1,464
7.02 1,217 7.23 1,254
7.44 1,290 7.66 1,329
7.89 1,368 8.13 1,409
8.37 1,451 8.62 1,495
8.85 1,534 9.12 1,580
(1)
To be reduced by 2.5% for Class B Certification; 5% for Class C
Certification; and 7.5% for Trainee Certification.
(2) To be increased by 2.5% for either L.S.I.T. or E.I.T. Certification or 5%
for R.L.S.
(3)
Plus $100.00 a month when assigned payroll responsibilities (To be
reevaluated at the time incumbent leaves the position).
NOTE: During anytime that the City pays the employees contribution to PERS as
required by ORS 237.071, six percent (6%) will be added to the wage rates
shown on the attached schedule for the purpose of salary comparisons and
computing inequity adjustments. All rates are hourly rates. Monthly rates
are for information purposes only.
A. Employees assigned to established special projects, for extended periods
of time, which require substantially increased responsibilities and duties,
compared to their normal assignment and job description, shall receive
additional compensation. At the time of the assignment the employee and
his/her supervisor shall discuss the matter of additional compensation.
B. Salary Increases:
1)
Wage rate increase effective July 1, 1993, 1994, 1995, 1996 based
on the March to March U.S. City Urban Wage Earners and Clerical
Workers Consumer Price Index, with a guaranteed minimum salary
increase of 3% and a maximum salary increase of 6%.
2)
July 1, 1993, 1994, 1995, 1996 the City and Union will discuss 2%
as a salary increase for two positions, with the Union and the
City mutually agreeing on which positions will get the increase.
The City reserves the right to pay more than this 2% if it
believes such an increase is warranted.
25
3)
Municipal Court Clerk I increases by 4% effective January 1, 1993,
and 4% on July 1, 1993. This would be in addition to any cost of
living increases.
C. Effective 8-1-95 the City will pay increases in present Health and Welfare
package during the term of the agreement.
D. Effective 7-1-91 Certification Pay of 5% as follows:
1)
The employee must be working in the field of the certification and
the program must relate to the employee's work.
2)
The Parties above must mutually approve of the program leading to
certification prior to the employee entering into the program.
3)
Certification Pay will become effective 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.
4)
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.
LOCAL UNION NO. 659
INTERNATIONAL BROTHERHOOD
OF ELECTRICAL WORKERS
By
Date
CITY OF ASHLAND, OREGON
26
IBEW CLERICAL/TECHNICAL
WAGE SCHEDULE EFFECTIVE 1-31-96
CLASSIFICATION
Electrical Inspector
First 6 months
Next 12 months
Next 12 months
Next 12 months
Rate
Building Inspector
First 6 months
Next 12 months
Next 12 months
Next 12 months
Rate
Engineering Tech III
First 6 months
Next 12 months
Next 12 months
Next 12 months
Rate
Staff Accountant/EDP
First 6 months
Next 12 months
Next 12 months
Next 12 months
Rate
Associate Plaruner
First 6 months
Next 12 months
Next 12 months
Next 12 months
Rate
Account Representative
First 6 months
Next 12 months
Next 12 months
Next 12 months
Rate
Assistant Sur
07/01/95 RATE 01/31/96 RATE
HOURLY MONTHLY HOURLY MOAFI"HLY ANAK3AL
16.49 2,858 16.49 2,858 34,296
17.33 3,005 17.33 3,005 36,060
18.18 3,151 18.18 3,151 37,812
19.10 3,310 19.10 3,310 39,720
20.04 3,474 20.04 3,474 41,688
13.64 2,364 15.35 2,661 31,932
14.46 2,507 16.25 2,817 33,804
15.35 2,660 17.26 2,992 35,904
16.25 2,817 18.29 3,170 38,040
17.26 2,992 19.39 3,361 40,332
15.71 2,723 15.71 2,723 32,676
16.50 2,860 16.50 2,860 34,320
17.33 3,005 17.33 3,005 36,060
18.19 3,153 18.19 3,153 37,836
19.11 3,312 19.11 3,312 39,744
14.79 2,564 14.79 2,564 30,768
15.67 2,715 15.67 2,715 32,580
16.61 2,880 16.61 2,880 34,560
17.60 3,051 17.60 3,051 36,612
18.65 3,233 18.65 3,233 38,796
14.08 2,441 14.08 2,441 29,292
14.83 2,571 14.83 2,571 30,852
15.58 2,701 15.58 2,701 32,412
16.53 2,865 16.53 2,865 34,380
17.37 3,010 17.37 3,010 36,120
13.78 2,389 13.78 2,389 28,668
14.56 2,524 14.56 2,524 30,288
15.41 2,671 15.41 2,671 32,052
16.29 2,824 16.29 2,824 33,888
17.23 2,987 17.23 2,987 35,844
89~'£E 68~'5 05'£I 68~'E 0E'£I
~88'5~ LSI'~ ~'EI LSI'~ ~'~I
~'~ L£0'~ 5L'II L£0'E SL'II
8~0'£~ 616'I L0'II 616'I £0'II
90£'~£ E69'~ £S'SI E69'~ £S'SI
~8£'0£ ~£S'E I9'~I ~£S'E I9'SI
~0£'8E E6£'E 08'£I E6£'E 08'£I
960'£E 8S~'~ £0'£I 8~E'~ £0'£I
00S'SE S~I'E 9~'~I 55I'5 9~'5I
8~6'0~ ~£'I 90'0I ~£'I 90'0I
~0£'8~ ~6£'~ 08'£I ~6£'~ 08'£I
960'LE 8S~'~ £0'£I 8SE'~ £0'£I
00S'S[ S[I'~ 9['~I SEI'[ 9~'EI
0E8'E£ S£L'~ 8£'5I S[£'E 8L'SI
9£~'I£ £09'~ E0'SI £09'~ E0'SI
9£~'6E £~'E SI'~I £S9'E SI'~I
~6S'9E 9IE'E 8L'~I 9I~'~ 8L'~I
088'~£ 05L'~ I8'SI 0~L'~ I8'5I
~0I'I5 ~6~'~ 96'~I E6S'E 96'~I
8E£'6~ ~'~ 0I'~I ~'~ 0I'~I
519'£E I0£'~ 8E'£I I0£'~ 8~'£I
896'S~ ~9I'E 89'EI ~9I'E 85'EI
9£I'S£ 8~6'~ 68'9I 816'E 68'9I
08~'££ 06L'E 0I'9I 06L'[ 0I'9I
~88'I£ LS9'E £C'SI LS9'~ ££'SI
09£'0£ 0£S'~ 09'PI 0£S'~ 09'~I
0E6'8~ 0I~'~ I6'£I 019'~ I6'[I
A~H~ON X~IflOH X~I-KI~ON X~%IflOH
~lf~ 96/I£/I0 ~£Iq{ S6/I0/£0
sq;uom El ~XON
sq;uom 51 ;XON
sq~uom 9 ~s~!~
~suueId ~ue~sTSS¥
sq;uom EI
sqquom 5I ~x~N
sq~uom 9
~o;3~dsuI ~ ~sJIetnf
sq;uom 5I
sqquom 5I
sqjuom 5I
sq~uom 9 ~s~
~oueue~uTeN seT~TITOe~
sq;uom 9
sq~uom EI
sq~uom 9
II qo~ 6UT~uTBu~
sq~uom EI
sg~uom 9
NOI£~DI~ISStSID
96-I£-I ~AI£D~ ~qDG~HDS
~IlfDINHD~£/qRfDI~%D M~I
IBEW CLERICAL/TECHNICAL
WAGE SCHEDLrLE EFFECTIVE 1-31-96
CLASSIFICATION
Computer Technician
First 6 months
Next 12 months
Next 12 months
Next 12 months
Rate
Engineering Tech I
First 6 months
Next 12 months
Next 12 months
Next 12 months
Rate
Bldg Maint/Warehouse Wkr II
First 6 months
Next 12 months
Next 12 months
Next 12 months
Rate
Account Clerk
First 6 months
Next 12 months
Next 12 months
Next 12 months
Rate
Adm. Sec./Court Clk II
First 6 months
Next 12 months
Next 12 months
Next 12 months
Rate
Court Clerk I
First 6 months
Next 12 months
Next 12 months
Next 12 months
Rate
07/01/95 P~ATE 01/31/96 P~ATE
HOURLY MONTHLY HOURLY MONTHLY
10.06 1,744 10.06 1,744 20,928
10.67 1,850 10.67 1,850 22,200
11.28 1,955 11.28 1,955 23,460
11.99 2,078 11.99 2,078 24,936
12.72 2,205 12.72 2,205 26,460
9.20 1,594 9.20 1,594 19,128
9.77 1,694 9.77 1,694 20,328
10.35 1,794 10.35 1,794 21,528
10.98 1,903 10.98 1,903 22,836
11.70 2,028 11.70 2,028 24,336
9.40 1,629 9.40 1,629 19,548
9.88 1,713 9.88 1,713 20,556
10.52 1,824 10.52 1,824 21,888
11.16 1,935 11.16 1,935 23,220
11.83 2,051 11.83 2,051 24,612
8.79 1,523 8.79 1,523 18,276
9.33 1,617 9.33 1,617 19,404
9.87 1,710 9.87 1,710 20,520
10.48 1,816 10.48 1,816 21,792
11.14 1,932 11.14 1,932 23,184
9.40 1,629 9.40 1,629 19,548
9.88 1,713 9.88 1,713 20,556
10.52 1,824 10.52 1,824 21,888
11.16 1,935 11.16 1,935 23,220
11.83 2,051 11.83 2,051 24,612
10.36 1,796 10.36 1,796 21,552
10.88 1,885 10.88 1,885 22,620
11.42 1,980 11.42 1,980 23,760
11.99 2,078 11.99 2,078 24,936
12.59 2,182 12.59 2,182 26,184
IBEW CLERICAL/TECHNICAL
WAGE SCHEDULE EFFECTIVE 1-31-96
CLASSIFICATION
Secretary
First 6 months
Next 12 months
Next 12 months
Next 12 months
Rate
Cashier
First 6 months
Next 12 months
Next 12 months
Next 12 months
Rate
Clerk II
First 6 months
Next 12 months
Next 12 months
Next 12 months
Rate
Clerk I
First 6 months
Next 12 months
Next 12 months
Next 12 months
Rate
Bldg Maint Worker
First 6 months
Next 12 months
Next 12 months
Next 12 months
Rate
07/01/95 PATE 01/31/96 RATE
HOURLY MON~"HLY HOURLY MONTHLY
8.10 1,403 8.10 1,403 16,836
8.54 1,480 8.54 1,480 17,760
9.04 1,567 9.04 1,567 18,804
9.58 1,660 9.58 1,660 19,920
10.20 1,767 10.20 1,767 21,204
7.90 1,369 7.90 1,369 16,428
8.34 1,446 8.34 1,446 17,352
8.87 1,537 8.87 1,537 18,444
9.39 1,628 9.39 1,628 19,536
9.95 1,725 9.95 1,725 20,700
6.72 1,164 6.72 1,164 13,968
7.10 1,230 7.10 1,230 14,760
7.51 1,301 7.51 1,301 15,612
7.99 1,385 7.99 1,385 16,620
8.45 1,464 8.45 1,464 17,568
7.23 1,253 7.23 1,253 15,036
7.66 1,328 7.66 1,328 15,936
8.13 1,409 8.13 1,409 16,908
8.62 1,494 8.62 1,494 17,928
9.12 1,580 9.12 1,580 18,960
8.55 1,481 8.55 1,481 17,772
9.05 1,569 9.05 1,569 18,828
9.58 1,660 9.58 1,660 19,920
10.16 1,762 10.16 1,762 21,144
10.79 1,871 10.79 1,871 22,452