HomeMy WebLinkAbout2015-232 Agrmt IBEW Local Union No 659
AGREEMENT BETWEEN
THE CITY OF ASHLAND, OREGON
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CLERICAL / TECHNICAL
AND
LOCAL UNION NO. 659
INTERNATIONAL BROTHERHOOD OF
ELECTRICAL WORKERS
EFFECTIVE
JULY 1, 2015 -JUNE 30, 2020
AGREEMENT BETWEEN
THE CITY OF ASHLAND, OREGON
and
LOCAL UNION NO. 659
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
(CLERICAL/TECHNICAL)
PREAMBLE
This Agreement made and entered into by the City of Ashland, Oregon, hereinafter
referred to as the "City" and Local Union No. 659 of the International Brotherhood
of Electrical Workers, hereinafter referred to as the "Union." Unless indicated
otherwise, references to the "City" herein shall include the Mayor and City Council
or their designees(s) as the officials directly responsible for the operation of the
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.
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ARTICLE II
UNION SECURITY AND CHECK-OFF
Section 1. Union Security All employees covered by this Agreement shall, as a
condition of employment, commencing thirty (30) days after hiring or transfer into
the Bargaining Unit, 1) become a member of the Union and maintain his/her
membership in the Union in accordance with its Constitution and Bylaws, or 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/her base wage rate.
Any employee who is or who becomes a member of the Union shall, as a condition
of employment, maintain his/her membership in the Union in accordance with its
Constitution and Bylaws.
Upon written request from the Union, the 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/her deduction authorization by written notice directed
to the City and the Union by registered mail. Such revocation will be effective in
the payroll month following receipt of the notice.
Section 3. Indemnification The Union agrees to indemnify and hold the City
harmless against any and all claims, orders or judgments brought or issued against
the City as a result of any action taken or not taken by the City under the
provisions of this Article.
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ARTICLE III
MANAGEMENT RIGHTS
The Union recognizes the prerogative of the City to operate and manage its affairs
in all respects in accordance with its responsibilities, and the powers or authority
which the City has not expressly abridged, delegated or modified by this Agreement
are retained by the City.
It is understood and agreed that the City possesses the sole and exclusive right to
operate the City through its City Administrator and department heads and that all
management rights repose in it, but such rights must be exercised consistent with
the other provisions of this contract. These rights include but are not limited to the
following:
1. To determine the mission of its constituent departments, commissions
and boards.
2. To set standards of 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.
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 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
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discharge may be taken by the City against any employee or employees engaged in
a violation of this Article. Such disciplinary action may be undertaken selectively at
the option of the City and shall not preclude or restrict recourse to any other
remedies, including an action for damages, which may be available to the City.
Section 3 There will be no lockout of employees in the unit by the City as a
consequence of any dispute arising during the period of this Agreement.
ARTICLE V
HOLIDAYS
Section 1. Recognized Holidays. The following shall be recognized as
Holidays:
New Year's Day (January 1)
Martin Luther King Day (3rd Monday in January)
Washington's Birthday (3rd Monday in February)
Memorial Day (last Monday in May)
Independence Day (4th of July)
Labor Day (1st Monday in September)
Veteran's Day (November 11)
Thanksgiving Day (4th Thursday in November)
Day after Thanksgiving (4th Friday in November)
Christmas Day (December 25th)
(Any day declared by the Governor, President or Mayor as a Holiday)
Whenever a Holiday shall fall on Sunday, the succeeding Monday shall be observed
as the Holiday. Whenever a Holiday shall fall on Saturday, the preceding Friday
shall be observed as the Holiday. If an employee is on authorized vacation, sick
leave, or other leave with pay when a Holiday occurs, such Holiday shall not be
charged against such leave.
Section 2. Holiday Pay. Regular employees shall receive eight (8) hours of
pay 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 his/her last scheduled work day immediately prior to a
Holiday, and on his/her first scheduled work day immediately following the Holiday,
unless prior approval is granted, as in the case of illness or if the Holiday falls
within a vacation period.
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.
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Section 4. Holiday Bank. A total of (80) hours will be added to a holiday bank
for all full-time employees in the bargaining unit on the paycheck prior to the new
calendar year. Part-time employees will receive a pro-rated number of holiday
hours based on FTE.
Holiday hours are to be paid as regular wages on recognized holidays or on days
mutually agreed upon by the employee and supervisor. Employees who do not
perform work on a holiday may use hours in his/her holiday bank as payment for
the holiday. If the employee is assigned to work on a holiday, he or she will
receive regular wages for the hours worked on the holiday. He or she may use
banked holiday hours on an alternate day in lieu of having the holiday off.
Holiday hours have no cash value and may not be cashed in or converted to
vacation or sick hours. The holiday bank is intended to provide flexibility for
employees in the bargaining unit with unique work demands or alternate work
schedules. Employees with work-shifts of more than 8 hours may have to utilize
other paid leave to account for the longer work shift. It shall be the responsibility
of the employee to manage his or her holiday bank. In the event that an employee
leaves employment and he or she has used holiday bank hours in advance of the
actual holiday, any overpayment may be deducted from his or her final pay check.
ARTICLE VI
VACATIONS
Section 1. Eligibility. An employee shall be eligible to take accrued vacation
leave with pay after six (6) full months of continuous service. Vacation leave shall
accrue on a monthly basis, in accordance with the following schedule:
Section 1.1 Employees with less than four (4) full years of continuous service
shall accrue 8 hours of vacation leave for each calendar month of service (12
working days annualized).
Section 1.2 Employees with more than four (4), but less than nine (9) full years
of continuous service shall accrue 10.68 hours of vacation leave for each calendar
month of service (16.2 working days annualized).
Section 1.3 Employees with more than nine (9), but less than fourteen (14) full
years of continuous service, shall accrue 13 hours of vacation leave for each
calendar month of service (19.5 working days annualized).
Section 1.4 Employees with more than fourteen (14) but less than nineteen (19)
full years of continuous service shall accrue 15 hours of vacation leave for each
calendar month of service (22.5 working days annualized).
Section 1.5 Employees with more than nineteen (19) but less than twenty-four
(24) full years of continuous service shall accrue 15 1/3 hours of vacation leave for
each calendar month of service (23 working days maximum).
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Section 1.6 Employees with more than twenty-four (24) full years of continuous
service shall accrue 16 hours of vacation leave for each calendar month of service
(24 working days maximum).
1) Add: Flex-time language
By mutual agreement between employee and supervisor, an
employee may ""Flex" his or her 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 - SPM Monday-
Friday. On Monday, Employee A requests to leave work at 4 PM to
watch her child compete in a sporting event. Employee A and her
supervisor agree that she will come in to work 1/2 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 or comp time has accrued.
1.
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
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. An employee who is about to lose vacation
credit because of accrual limitations may, by notifying his/her supervisor 15 days in
advance, request leave to prevent loss of vacation leave. 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. No payment shall be made for vacation
leave lost by an employee because of accrual limitations, unless the failure to take
vacation is caused by the City's insistence that the employee be at work during a
scheduled vacation period.
Section 4. Scheduling. Vacation leave shall be scheduled by the City based on
the head of the department's judgment as to the needs of efficient operations and
the availability of vacation relief. 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
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the basis of seniority; provided, however, such employee will be permitted to
exercise his/her 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.
Section 5. Payment on Termination. In the event of the death or termination
of an employee during the initial six (6) months of his/her employment, no
payment in lieu of vacation shall be made. In the event of death or termination of
employment after an employee has served for six (6) months, the employee shall
be entitled to payment for accrued, but unpaid, vacation leave at the rate of the
date of eligibility. In the event of death, earned but unused vacation leave shall be
paid in the same manner as salary due the deceased employee is paid.
Section 6. Optional 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. Further, employees may not cash out more than 40
hours accumulated leave per fiscal year when combined with Article VII, Section 7.
payment for unused sick leave.
ARTICLE VII
HOURS OF WORK AND OVERTIME
This Article is intended to be construed only as a basis for recognizing overtime,
and shall not be construed as a guarantee of hours of work per day or per week.
Section 1. Hours of Work. To the extent consistent with operating requirements
of the City, eight (8) hours shall constitute a regular day's work, and five (5)
consecutive days, normally beginning Monday and terminating Friday, shall
constitute a week's work. However, an employee may be scheduled by the City for
a workweek other than Monday through Friday, which shall become his/her regular
workweek. By mutual agreement between an employee and supervisor, an
alternate 40 hour per week work schedule can be established such as four (4)
workdays of ten (10) hours.
Section 2. Work Schedules. All employees, to the extent consistent with
operating requirements, shall be scheduled to work on a regular work shift, and
each shift shall have regular starting and quitting times. Work schedules showing
the employee's shifts, workdays and hours shall be posted on department bulletin
boards. This section does not prevent an agreement between an employee and
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supervisor to a schedule with a different starting and ending time on different days
of the week or month.
Section 3. Rest Periods. A rest period of fifteen (15) minutes shall be
permitted for all employees during each half shift, which shall be scheduled by the
City in accordance with its determination as to the operating requirements and
each employee's duties.
Section 4. Meal Periods. To the extent consistent with operating requirements
of the respective departments, a one-half (1/2) hour meal period shall be
scheduled in the middle of the work shift which shall not be paid.
Section S. Overtime Rates.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.
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. 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 schedule work shift, they shall receive overtime pay
for all such work and be guaranteed a minimum of two (2) hours 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 eight (8) hours for each full calendar
month of service. Sick leave may be accumulated to a total of nine hundred and
sixty (960) 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.
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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 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 employee's regular pay. In such instances,
no charges will be made against accrued sick leave for the first thirty (30) calendar
days.
Section S. 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/her death or termination of employment, for whatever reason. Sick leave shall
not accrue during any period of leave without pay.
Section 7. Payment for Unused Sick Leave All members of 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.
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ARTICLE IX
OTHER LEAVES OF ABSENCE
Section 1. Leaves of Absence Without Pay. Leaves of absence without
pay not to exceed 90 days may be granted upon establishment of reasonable
justification and where it is determined that the operation of the department and/or
division will not be negatively impacted by the temporary absence of the employee.
Requests for such leaves must be in writing and submitted to the Department Head
30 days prior to the requested leave date, unless otherwise waived.
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 for such jury
service, and upon being excused from jury service for any day an employee shall
immediately contact his/her supervisor for assignment for the remainder of his/her
regular work day.
Section 3. Appearances Leave with pay shall be granted for an
appearance before a court, legislative committee, judicial or quasi-judicial body as
a witness in response to a subpoena or other direction by proper authority
provided, however, that the regular pay for such employee shall be reduced by an
amount equal to any compensation they may receive as witness fees.
Section 4. Required Court Appearances. Leaves of absence with pay shall be
granted for attendance in court in connection with an employee's officially assigned
duties, including the time required for travel to the court and return to the
employee's headquarters.
Section 5. Election Day. Employees shall be granted two (2) hours to vote on
any election day only if, due to scheduling of work, they would not otherwise be
able to vote.
Section 6. Union Business Employees elected or appointed to any legitimate
full-time paid Union office which takes them from their employment with the City,
shall, upon written request of the Union and the employee be granted a leave of
absence of up to one (1) year without pay, renewable upon application. Employees
selected by the Union to attend conventions and related Union activities, shall,
upon written request of the Union and the employees, be granted a leave of
absence of up to thirty (30) days without pay.
Section 7. Educational Leave . After completing one (1) year of
continuous service, an employee, upon written request, may be granted a leave of
absence without pay by the City for the purpose of upgrading his/her professional
ability through enrollment in educational courses directly related to employment at
an accredited school or course of study. The period of such leave of absence shall
not exceed one (1) year, but may be renewed or extended upon request of the
employee and approval by the department head. One (1) year leaves of absence,
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with requested extensions, for educational purposes may not be provided more
than once in any three (3) year period. His/her replacement shall be considered a
temporary employee. Employees may also be granted time off with pay for
educational purposes, for reasonable lengths of time, to attend conferences,
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. Funeral Leave . An employee may be granted up to five (5) days
funeral leave with regular pay in the event of death in the immediate family of the
employee. The employee will be paid his/her regular hourly rate for any such days
of excused absence which occur only during his/her 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 his/her position shall be declared vacated; except and unless the
employee, prior to the expiration of his/her leave of absence, has furnished
evidence that he/she is unable to work by reason of sickness, physical disability or
other legitimate reason beyond his/her control.
ARTICLE X
COMPENSATION
Section 1. Wage Schedule.
During the five (5) year period of this agreement, the wage increases shall
be:
July 1, 2015 - 2.5% increase
July 1, 2016 - 1.5% increase
July 1, 2017 - 1.5% increase
July 1, 2018 - 1.5% increase
July 1, 2019 - 2.0% increase
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.
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Section 2. Overtime The City will attempt to assign all overtime by
seniority on a rotational basis. Seniority shall be determined by Article XIII of this
agreement. Employees refusing to work or not available for such overtime may be
passed over without consideration for make-up as head of the list assignment of
future overtime work. Employees shall be compensated at the rate of time and
one-half (11/2) the regular rate of pay for all work performed in excess of 40 hours
in a workweek, 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
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.
a. Employees called for duty four (4) hours or more before the beginning
of their regular work day shall be paid at the regular overtime rate
from the time they are called until relieved. If such an employee has
worked a minimum of four (4) hours and has had less than four (4)
hours rest after he/she was relieved, he/she shall receive the regular
overtime rate of time and one-half (1-1/2) for all hours worked during
his/her normal work day.
Employees shall not be required to take time off during any regular
working day for the overtime worked or to be worked.
b. Employees called for duty less than four (4) hours before the beginning
of their regular work day shall be paid at the established overtime rate
from the time they are called until the beginning of their regular work
day. Regular working hours following shall be at the straight time rate.
Section 4. Pay Periods. Employees shall be paid every other Friday. Pay
periods shall be for 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 S. Mileage. An employee required to report for special duty or
assignment at any location other than his/her permanent reporting location and
who is required to use his/her personal automobile for transportation to such
location, shall be compensated at the standard mileage reimbursement rate
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established annually by the IRS per mile for the use of such automobile directly in
the line of duty.
Section 6. Special Proiect Assignments 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. Prior to beginning the
assignment the employee and his/her supervisor shall discuss the matter of
additional compensation.
Section 7. Certification Pay 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. Disci line 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/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
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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 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.
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.
1s
STEP III. If the grievance still remains unadjusted, it may be presented by
the Union to the City Administrator of the City or his/her designee(s), within
seven (7) days after the response specified in Step II is due. The City
Administrator or his/her designee(s), shall respond in writing to the Union
within five (5) working days.
STEP IV. If the grievance is still unsettled, either party may, within ten (10)
days of the decision of the City Administrator or his/her 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 names from the list.
The party requesting arbitration shall strike the first name and the other
party shall then strike one and the process shall be repeated and the
remaining person shall be the arbitrator. The City and the Union shall meet
in a pre-hearing conference and shall prepare a submission agreement
regarding the specific issues in dispute. The designated arbitrator shall hear
both parties as soon as possible on the disputed matter and shall render a
decision within thirty (30) days which shall be final and binding on the parties
and the employee. The arbitrator shall have no right to amend, modify,
nullify, ignore or add provisions to the Agreement, but shall be limited to
consideration of the particular issue(s) presented to him/her. His/her
decision shall be based solely upon his/her interpretation of the meaning and
application of the express language of the Agreement. Expenses for the
arbitrator shall be borne equally by the City and the Union; however, each
party shall be responsible for compensating its own representatives and
witnesses. If either party desires a verbatim recording of the proceedings, it
may cause such a record to be made, provided it pays for the record. If the
other party desires a copy, both parties shall jointly share the cost of the
transcript and all copies.
If any grievance is not presented or forwarded by the employee or Union
within the time limits specified above, such grievance shall be deemed
waived. If any grievance is not answered by the City within the time limits
specified above, such grievance shall be deemed granted.
Section 2. Stewards. The Union may select an employee who shall be known as
the steward. The name of the employee selected as steward, and the names of
local Union representatives who may represent employees, shall be certified in
writing to the City by the Union. Duties required by the Union of a steward,
excepting attendance at meetings with supervisory personnel and aggrieved
employees arising out of a grievance already initiated by an employee under
Section 1 hereof, shall not interfere with this employee's or other employees'
regular work assignments as employees of the City. Contacts between the steward
and employees or the Union shall be made outside of working hours so as not to
disrupt regular City operations. A preliminary investigation of an issue that could
16
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
Section 1. Seniority. Seniority shall be a full-time employee's length of
continuous service with the bargaining unit, dating from his/her 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/her 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 Seniority. Seniority shall be retained, but shall not
continue to accrue during 1) authorized sick leave or disability leave in excess of
ninety (90) calendar days; 2) educational leave requested by the employee; 3)
military leave; or 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/her seniority, whichever is shorter; 6)
fails to report for work at the termination of a leave of absence; 7) if, while on a
leave of absence for personal health reasons, accepts other employment without
permission; or 8) if he/she is retired.
Section 4. Probationary Period. The probationary period is an integral part of
the employee selection process and provides the City with the opportunity to
17
upgrade and improve the department by observing a new employee's work,
training, aiding new employees in adjustment to their positions, and by providing
an opportunity to reject any employee whose work performance fails to meet
required work standards. Every new employee hired into the bargaining unit shall
serve a probationary period of twelve (12) full months after which they shall be
considered a regular employee and granted seniority to the last date of hire. The
Union recognizes the right of the City to terminate probationary employees for any
reason and to exercise all rights not specifically modified by this Agreement with
respect to such employees, including, but not limited to, the shifting of work
schedules and job classifications, the assignment of on-the-job training, cross-
training in other classifications, and the assignment to educational courses and
training programs, the requirement that such employees attend training programs
on their off-duty time for which they will be compensated on a straight-time basis
by the granting of compensatory time off. Termination of a probationary employee
shall not be subject to the grievance procedure under Article XII.
Section S. 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 6. Layoff and Recall. Recall from layoff exceeding five (5) work days
shall be by certified letter sent to the employee at his/her last known address
furnished to the City by the employee. The City may use any other means to
return an employee sooner.
Section 7. Training Oaaortunities. 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 S. Job Announcements. The City agrees to post announcement of
vacancies in full-time positions within this unit in City Hall in the employee's
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 9. 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 10. A regular 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. Regular part-time employees' cumulative work hours shall not
exceed thirty (30) hours per week, except relief for a regular full-time employee
18
who is expected to return (i.e., vacation, sick leave, etc.) or unless hours are
extended by mutual agreement.
Section 11. 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 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 4. Regular part-time employees will be eligible
for employee-only health related insurances at the same cost-share arrangement
as full-time employees. Regular part-time employees may elect to cover eligible
dependents by paying 100% of the cost.
Section 12. 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.
ARTICLE XIV
GENERAL PROVISIONS
Section 1. No Discrimination. The provisions of this Agreement shall be
applied equally to all employees in the bargaining unit without discrimination as to
race, creed, color, sex, age or national origin. The Union shall share equally with
the City the responsibility for applying the provisions of this section. All reference
to employees in this Agreement 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 them self in individual personal matters.
Section 2. Bulletin Boards. The City agrees to furnish and maintain a
suitable bulletin board in a convenient place in the work 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
19
Section 3. Visits by Union Representatives. The City agrees that
accredited representatives of the International Brotherhood of Electrical Workers,
Local Union 659, upon reasonable and proper introduction, may have reasonable
access to the premises of the City at any time during working hours for the purpose
of assisting in the administration of this Agreement, if they first obtain permission
to do so from the City Administrator or his/her designated representative.
Section 4. Solicitation. The Union agrees that its members will not solicit
membership in the Union or otherwise carry on Union activities during working
hours, except as specifically provided in this Agreement.
Section S. Existing Conditions. Only such existing and future working
rules and benefits as are specifically covered by the terms of this Agreement shall
be affected by recognition of the Union and execution of this Agreement. It is
further agreed that if modification of work rules or benefits covered by a specific
provision of this Agreement is proposed any such modification shall be posted
prominently on all bulletin boards for a period of seven (7) consecutive days prior
to implementation.
Section 6. Other Employment. Outside employment shall be permitted
only with the express prior written approval of the City, which may at any time,
upon reasonable grounds, revoke permission to hold such outside employment.
Section 7. Supervisory EmMovees. 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 work load is
temporarily increased, or for purposes of instruction or training.
Section S. Uniforms, Protective Clothing and Devices. If an employee is
required to wear a uniform, protective clothing or use any type of protective device,
such article shall be provided, maintained and cleaned by the City. Replacements
shall be provided by the City upon surrender of the article, at no cost to the
employee. Lost articles or damage to articles due to negligence, shall be
reimbursed to the City by the employee. The City shall provide a safe place for the
storage of such articles. Failure of an employee to wear such required uniform,
protective clothing, or use such protective device as prescribed by the City shall be
cause for disciplinary action as set forth in Article XI hereof.
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."
20
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 AND RETIREMENT
Section 1. Health and Welfare. The City agrees to pay ninety-five percent
(95%) of the premium for employee and/or family coverage through the
term of this agreement for the following health and welfare plans. The
employee agrees to pay five percent (5%) of the premium, to be
deducted from the employee's check through regular payroll deductions.
The parties recognize this agreement is to provide the insurance plans.
The Employee Health Benefits Advisory Committee including one (1)
representative of the IBEW Clerical/Technical Union shall meet at least
eight (8) times per year for the purpose of reviewing program
performance and advising the City Council on desired changes in health
insurance benefits. The committee shall meet and review any proposed
changes to the insurance benefits plan before a change is made.
Health benefits and other insurance will be provided to the IBEW
Clerical/Technical Union represented employees under the same
conditions and restrictions as provided to all other City employees.
Coverage may be adjusted or modified by the City after soliciting a
recommendation from the City Employee Health Benefits Advisory
Committee (EHBAC). Nothing in this agreement shall be deemed a
limitation on the annual plan benefit adjustments.
Section 2. A health benefits plan document shall be adopted annually by
the City Council following a review by the Employee Health Benefits
Advisory Committee. The per-FTE cost of providing the single-person,
employee-plus-spouse and full-family health benefits called for in this
plan (the "premium") shall be determined by an actuarial valuation or by
a review conducted by either: the City's excess insurance carrier; the
City's third party administrator; or the City's employee benefits
consultant. The City shall annually, as part of the plan adoption process,
establish an employee premium contribution. The employee premium
contribution shall not exceed 50/b of the premium cost and shall be
deducted from the employee's check through regular payroll deductions.
The City agrees to continue providing the following additional fringe
benefits:
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(d) Life Insurance - employee ($20,000 with AD&D) and
dependent coverage ($1,000).
(e) Long Term Disability Insurance - employee only.
(f) City paid reimbursement for physical fitness as described in the
City of Ashland Wellness Program.
(g) Mercy Flights' insurance for flight transport only - family
coverage. If an employee 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.
(h) Participation in an IRC §125 plan for pre-tax health insurance
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
agrees to provide the union written notice of the change with as much
advance notice as possible, and an opportunity to negotiate the impact of
the change.
Section 3. Retirement. The City agrees to maintain its existing Retirement
Plan, subject to the terms and provisions thereof, as it applies to regular employees
in the bargaining unit. Upon retirement, one-half (1/2) of unused sick leave will be
applied to retirement as provided in ORS. The City will assume or pay the
employee contribution required by ORS 237.071 for all employees covered by this
Agreement at a uniform rate of six percent (6%).
Section 4 Deferred Comuensation. The City agrees to contribute up
to $40.00 per month in matching funds per member enrolled in a City deferred
compensation program (currently ICMA or AETNA). This program is at the option
of the member and contingent upon a matching contribution paid by the
member.
Section 5 HRA-VEBA CONTRIBUTION The City will contribute an amount
equivalent to 2% 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.
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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.
ARTICLE XVIII
LIABILITY INSURANCE
The City shall purchase liability insurance in the maximum amounts set forth in
ORS 30.270 for the protection of all employees covered by this Agreement against
claims against them incurred in or arising out of the performance of their official
duties. The premium for such insurance shall by paid by the City.
ARTICLE XIX
SAVINGS CLAUSE AND FUNDING
Section 1. Savings Clause. Should any provision of this Agreement be
subsequently declared by the proper legislative or judicial authority to be unlawful,
unenforceable, or not in accordance with applicable statutes or ordinances, all other
provisions of this Agreement shall remain in full force and effect for the duration of
this Agreement.
Section 2. 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, 2015 and shall
remain in full force and effect until the 30th day of June, 2020 and shall terminate
all prior Agreements and practices and concludes all collective bargaining during
23
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 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.
24
APPENDIX "A
Associate Engineer
Building Inspector
GIS Analyst
Associate Planner
Housing Program Specialist
Public Works Project Manager
Accountant
Conservation Specialist
Assistant Planner
Engineering Technician I & II
Senior Financial Technician
Vacant - No class assigned (CPS Range 10)
Account Representative (grandfathered)
Financial Technician
GIS Technician
Computer Technician (grandfathered)
User-Support Technician
Engineering Technician I
Customer Service Specialist
Code Compliance Specialist
Senior Police Records Clerk
Senior Financial Clerk
Police Records/Court Services Clerk
Financial Clerk I & II
Office Assistant I & II
Vacant -No class assigned (CPS Range 1)
Account Clerk I
Water Conservation Assistant
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APPENDIX "B"
CLERICAL/TECHNICAL WAGE SCHEDULE
07/01/15 7/1/16 7/1/17
Hourly Hourly
Associate Engineer
CPS Range 15 - Grade 106
First 6 months $27.6869 $28.1022 $28.5328
Next 12 months $29.0713 $29.5073 $29.9500
Next 12 months $30.8155 $31.2777 $31.2777
Next 12 months $32.6645 $33.1544 $33.1544
Rate Thereafter $34.6243 $35.1437 $35.1437
Building Insuector
CPS Range14 - Grade 102
First 6 months $26.3686 $26.7641 $27.5730
Next 12 months $27.6869 $28.1022 $28.5238
Next 12 months $29.3481 $29.7883 $30.2352
Next 12 months $31.1091 $31.5757 $32.0493
Rate Thereafter $32.9756 $33.4702 $33.9723
GIS Analyst
CPS Range 14 - Grade 109
First 6 months $26.3686 $26.7641 $27.1655
Next 12 months $27.6869 $28.1022 $28.5238
Next 12 months $29.3481 $29.7883 $30.2352
Next 12 months $31.1091 $31.5757 $32.0493
Rate Thereafter $32.9756 $33.4702 $33.9723
Associate Planner
CPS Range 13 - Grade 105
First 6 months $25.1129 $25.4896 $25.8719
Next 12 months $26.3581 $26.7535 $27.1548
Next 12 months $27.9506 $28.3699 $28.7954
Next 12 months $29.6277 $30.0721 $30.5232
Rate Thereafter $31.4053 $31.8763 $32.3545
Housing Program Analyst
CPS Range 13 - Grade 123
First 6 months $25.1129 $25.4896 $25.8719
Next 12 months $26.3581 $26.7535 $27.1548
Next 12 months $27.9506 $28.3699 $28.7954
Next 12 months $29.6277 $30.0721 $30.5232
Rate Thereafter $31.4053 $31.8763 $32.3545
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07/01/15 07/1/16 07/01/17
Engineering Project Mqr
CPS Range 13 - Grade 103
First 6 months $25.1129 $25.4896 $25.8719
Next 12 months $26.3581 $26.7535 $27.1548
Next 12 months $27.9506 $28.3699 $28.7954
Next 12 months $29.6277 $30.0721 $30.5232
Rate Thereafter $31.4053 $31.8763 $32.3545
Accountant
CPS Range 12 - Grade 104
First 6 months $23.9170 $24.2758 $24.6399
Next 12 months $25.1129 $25.4896 $25.8719
Next 12 months $26.6196 $27.0189 $27.4241
Next 12 months $28.2168 $28.6401 $29.0097
Rate Thereafter $29.9098 $30.3585 $30.8138
Conservation Specialist
CPS Range 12
First 6 months $23.9170 $24.2758 $24.6399
Next 12 months $25.1129 $25.4896 $25.8719
Next 12 months $26.6196 $27.0189 $27.4241
Next 12 months $28.2168 $28.6401 $29.0097
Rate Thereafter $29.9098 $30.3585 $30.8138
Assistant Planner
CPS Range 11 - Grade 112
First 6 months $22.7781 $23.1198 $23.4666
Next 12 months $23.9171 $24.2758 $24.6400
Next 12 months $25.3520 $25.7323 $26.1183
Next 12 months $26.8731 $27.2762 $27.6854
Rate Thereafter $28.9128 $28.9128 $29.3465
Engineering Tech II
CPS Range 11 - Grade 132
First 6 months $22.7781 $23.1198 $23.4666
Next 12 months $23.9171 $24.2758 $24.6400
Next 12 months $25.3520 $25.7323 $26.1183
Next 12 months $26.8731 $27.2762 $27.6854
Rate Thereafter $28.9128 $28.9128 $29.3465
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07/01/15 07/1/16 07/01/17
Senior Financial Tech
CPS Range - 11 - Grade 133
First 6 months $22.7781 $23.1198 $23.4666
Next 12 months $23.9171 $24.2758 $24.6400
Next 12 months $25.3520 $25.7323 $26.1183
Next 12 months $26.8731 $27.2762 $27.6854
Rate Thereafter $28.9128 $28.9128 $29.3465
Vacant no Class Assigned
CPS Range 10 - No Grade Assigned
First 6 months $21.6935 $22.0189 $22.3492
Next 12 months $22.7781 $23.1198 $23.4666
Next 12 months $24.1448 $24.5069 $24.8746
Next 12 months $25.5935 $25.9774 $26.3671
Rate Thereafter $27.1291 $27.5360 $27.9490
CPS Range 9 - Grade 134
First 6 months $20.6604 $20.9703 $21.2849
Next 12 months $21.6935 $22.0189 $22.3492
Next 12 months $22.9950 $23.3400 $23.6901
Next 12 months $24.3748 $24.7404 $25.1115
Rate Thereafter $25.8372 $26.2248 $26.6182
GIS Technician
CPS Range 9 - Grade 135
First 6 months $20.6604 $20.9703 $21.2849
Next 12 months $21.6935 $22.0189 $22.3492
Next 12 months $22.9950 $23.3400 $23.6901
Next 12 months $24.3748 $24.7404 $25.1115
Rate Thereafter $25.8372 $26.2248 $26.6182
User Support Technician
CPS Range 9 - Grade 136
First 6 months $20.6604 $20.9703 $21.2849
Next 12 months $21.6935 $22.0189 $22.3492
Next 12 months $22.9950 $23.3400 $23.6901
Next 12 months $24.3748 $24.7404 $25.1115
Rate Thereafter $25.8372 $26.2248 $26.6182
28
07/01/15 07/1/16 07/01/17
Engineering Technician I
CPS Range 9 - Grade 137
First 6 months $20.6604 $20.9703 $21.2849
Next 12 months $21.6935 $22.0189 $22.3492
Next 12 months $22.9950 $23.3400 $23.6901
Next 12 months $24.3748 $24.7404 $25.1115
Rate Thereafter $25.8372 $26.2248 $26.6182
Customer Service Specialist
CS Range 9 - Grade 138
First 6 months $20.6604 $20.9703 $21.2849
Next 12 months $21.6935 $22.0189 $22.3492
Next 12 months $22.9950 $23.3400 $23.6901
Next 12 months $24.3748 $24.7404 $25.1115
Rate Thereafter $25.8372 $26.2248 $26.6182
Code Compliance Specialist
CPS Range 9 - Grade 124
First 6 months $20.6604 $20.9703 $21.2849
Next 12 months $21.6935 $22.0189 $22.3492
Next 12 months $22.9950 $23.3400 $23.6901
Next 12 months $24.3748 $24.7404 $25.1115
Rate Thereafter $25.8372 $26.2248 $26.6182
Senior Police Records Clerk
CPS Range 8 - Grade 127
First 6 months $20.0424 $20.3431 $20-6482
Next 12 months $21.0973 $21.4138 $21.7350
Next 12 months $22.2077 $22.5408 $22.8789
Next 12 months $23.3765 $23.7272 $24.0831
Rate Thereafter $24.6069 $24.9760 $25.3506
Senior Financial Clerk
CPS Range 7 - Grade 128
First 6 months $18.7396 $19.0207 $19.3061
Next 12 months $19.6766 $19.9718 $20.2713
Next 12 months $20.8572 $21.1701 $21.4876
Next 12 months $22.1087 $22.4403 $22.7769
Rate Thereafter $23.4351 $23.7866 $24.1434
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07/01/15 07/1/16 07/01/17
Police Records/Court Svcs Clerk
CPS Range 6 - Grade 119
First 6 months $19.1294 $19.4163 $19.7075
Next 12 months $20.1362 $20.4382 $20.7448
Next 12 months $21.1960 $21.5139 $21.8366
Next 12 months $22.3115 $22.6462 $22.9859
Rate Thereafter $23.4858 $23.8381 $24.1957
Financial Clerk II
CPS Range 5 - Grade 129
First 6 months $16.9973 $17.2523 $17.5111
Next 12 months $17.8472 $18.1149 $18.3866
Next 12 months $18.9181 $19.2019 $19.4899
Next 12 months $20.0532 $20.6593 $20.6593
Rate Thereafter $21.2564 $21.5752 $21.8988
Office Assistant II
CPS Range 4 - Grade 130
First 6 months $16.1880 $16.4308 $16.6773
Next 12 months $16.9973 $17.2523 $17.5111
Next 12 months $18.0172 $18.2875 $18.5618
Next 12 months $19.0983 $19.3847 $19.6755
Rate Thereafter $20.2441 $20.5478 $20.8560
Financial Clerk I
CPS Range 3 - Grade 110
First 6 months $15.4170 $15.6483 $15.8830
Next 12 months $16.1880 $16.4308 $16.6773
Next 12 months $17.1593 $17.4167 $17.6779
Next 12 months $18.1888 $18.4616 $18.7385
Rate Thereafter $19.2801 $19.5693 $19.8628
Office Assistant I
CPS Range 2 - Grade 131
First 6 months $14.6830 $14.9032 $15.1268
Next 12 months $15.4170 $15.6483 $15.8830
Next 12 months $16.3421 $16.5872 $16.8360
Next 12 months $17.3227 $17.5825 $17.8463
Rate Thereafter $18.3620 $18.6374 $18.9170
30
07/01/15 07/1/16 07/01/17
Vacant No Classes Assigned
CPS Range 1 - no grade assigned
First 6 months $13.9838 $14.1935 $14.4064
Next 12 months $14.6830 $14.9032 $15.1268
Next 12 months $15.5639 $15.7974 $16.0344
Next 12 months $16.4978 $16.7452 $16.9964
Rate Thereafter $17.4877 $17.7500 $18.0162
Water Conservation Assistant
CPS Range 4 - Grade 130
First 6 months $16.1880 $16.4308 $16.6773
Next 12 months $16.9973 $17.2523 $17.5111
Next 12 months $18.0172 $18.2875 $18.5618
Next 12 months $19.0983 $19.3847 $19.6755
Rate Thereafter $20.2441 $20.5478 $20.8560
07/01/18 07/1/19
Associate Engineer
CPS Range 15 - Grade 106
First 6 months $28.9516 $29.5307
Next 12 months $30.3992 $31.0072
Next 12 months $32.2231 $32.8675
Next 12 months $34.1565 $34.8396
Rate Thereafter $36.2059 $36.9300
Building Inspector
CPS Range14 - Grade 102
First 6 months $27.5730 $28.1245
Next 12 months $28.9516 $29.5307
Next 12 months $30.6887 $31.3025
Next 12 months $32.5301 $33.1807
Rate Thereafter $34.4819 $35.1715
GIS Analyst
CPS Range 14 - Grade 109
First 6 months $27.5730 $28.1245
Next 12 months $28.9516 $29.5307
Next 12 months $30.6887 $31.3025
Next 12 months $32.5301 $33.1807
Rate Thereafter $34.4819 $35.1715
31
07/01/18 07/1/19
Associate Planner
CPS Range 13 - Grade 105
First 6 months $26.2600 $26.7852
Next 12 months $27.5621 $28.1133
Next 12 months $29.2273 $29.8119
Next 12 months $30.9810 $31.6007
Rate Thereafter $32.8398 $33.4966
Housing Program Analyst
CPS Range 13 - Grade 123
First 6 months $26.2600 $26.7852
Next 12 months $27.5621 $28.1133
Next 12 months $29.2273 $29.8119
Next 12 months $30.9810 $31.6007
Rate Thereafter $32.8398 $33.4966
Engineering Proiect Mgr
CPS Range 13 - Grade 103
First 6 months $26.2600 $26.7852
Next 12 months $27.5621 $28.1133
Next 12 months $29.2273 $29.8119
Next 12 months $30.9810 $31.6007
Rate Thereafter $32.8398 $33.4966
Accountant
CPS Range 12 - Grade 104
First 6 months $25.0095 $25.5097
Next 12 months $26.2600 $26.7852
Next 12 months $27.8355 $28.3922
Next 12 months $29.5057 $30.0958
Rate Thereafter $31.2760 $31.9016
Conservation Specialist
CPS Range 12
First 6 months $25.0095 $25.5097
Next 12 months $26.2600 $26.7852
Next 12 months $27.8355 $28.3922
Next 12 months $29.5057 $30.0958
Rate Thereafter $31.2760 $31.9016
32
07/01/18 07/1/19
Assistant Planner
CPS Range 11 - Grade 112
First 6 months $23.8186 $24.2949
Next 12 months $25.0096 $25.5098
Next 12 months $26.5101 $27.0403
Next 12 months $28.1006 $28.6626
Rate Thereafter $29.7867 $30.3824
Engineering Technician II
CPS Range 11 - Grade 132
First 6 months $23.8186 $24.2949
Next 12 months $25.0096 $25.5098
Next 12 months $26.5101 $27.0403
Next 12 months $28.1006 $28.6626
Rate Thereafter $29.7867 $30.3824
Senior Financial Tech
CPS Range - 11 - Grade 133
First 6 months $23.8186 $24.2949
Next 12 months $25.0096 $25.5098
Next 12 months $26.5101 $27.0403
Next 12 months $28.1006 $28.6626
Rate Thereafter $29.7867 $30.3824
Vacant no Class Assigned
CPS Range 10 - No Grade Assigned
First 6 months $22.6844 $23.1381
Next 12 months $23.8186 $24.2949
Next 12 months $25.2477 $25.7526
Next 12 months $26.7626 $27.2978
Rate Thereafter $28.3683 $28.9356
Financial Technician
CPS Range 9 - Grade 134
First 6 months $21.6042 $22.0363
Next 12 months $22.6844 $23.1381
Next 12 months $24.0454 $24.5263
Next 12 months $25.4882 $25.9980
Rate Thereafter $27.0174 $27.5578
33
07/01/18 07/1/19
GIS Technician
CPS Range 9 - Grade 135
First 6 months $21.6042 $22.0363
Next 12 months $22.6844 $23.1381
Next 12 months $24.0454 $24.5263
Next 12 months $25.4882 $25.9980
Rate Thereafter $27.0174 $27.5578
Engineering Technician I
User Support Technician
CPS Range 9 - Grade 136
First 6 months $21.6042 $22.0363
Next 12 months $22.6844 $23.1381
Next 12 months $24.0454 $24.5263
Next 12 months $25.4882 $25.9980
Rate Thereafter $27.0174 $27.5578
Engineering Technician I
CPS Range 9 - Grade 137
First 6 months $21.6042 $22.0363
Next 12 months $22.6844 $23.1381
Next 12 months $24.0454 $24.5263
Next 12 months $25.4882 $25.9980
Rate Thereafter $27.0174 $27.5578
Customer Service Specialist
Senior Financial Clerk II
CS Range 9 - Grade 138
First 6 months $21.6042 $22.0363
Next 12 months $22.6844 $23.1381
Next 12 months $24.0454 $24.5263
Next 12 months $25.4882 $25.9980
Rate Thereafter $27.0174 $27.5578
Code Compliance Specialist
CPS Range 9 - Grade 124
First 6 months $21.6042 $22.0363
Next 12 months $22.6844 $23.1381
Next 12 months $24.0454 $24.5263
Next 12 months $25.4882 $25.9980
Rate Thereafter $27.0174 $27.5578
34
07/01/18 07/1/19
Senior Police Records Clerk
CPS Range 8 - Grade 127
First 6 months $20.9580 $21.3771
Next 12 months $22.0610 $22.5022
Next 12 months $23.2221 $23.6866
Next 12 months $24.4443 $24.9332
Rate Thereafter $25.7309 $26.2455
Senior Financial Clerk
CPS Range 7 - Grade 128
First 6 months $19.5956 $19.9876
Next 12 months $20.5754 $20.9869
Next 12 months $21.8099 $22.2461
Next 12 months $23.1186 $23.5809
Rate Thereafter $24.5056 $24.9957
Police Records/Court Svcs Clerk
CPS Range 6 - Grade 119
First 6 months $20.0031 $20.4032
Next 12 months $21.0559 $21.4771
Next 12 months $22.1642 $22.6074
Next 12 months $23.3307 $23.7973
Rate Thereafter $24.5586 $25.0498
Financial Clerk II
CPS Range 5 - Grade 129
First 6 months $17.7737 $18.1292
Next 12 months $18.6624 $19.0357
Next 12 months $19.7823 $20.1779
Next 12 months $20.9692 $21.3886
Rate Thereafter $22.2273 $22.6719
Office Assistant II
CPS Range 4 - Grade 130
First 6 months $16.9274 $17.2660
Next 12 months $17.7737 $18.1292
Next 12 months $18.8402 $19.2170
Next 12 months $19.9706 $20.3700
Rate Thereafter $21.1688 $21.5922
35
07/01/18 07/1/19
Financial Clerk I
CPS Range 3 - Grade 110
First 6 months $16.1213 $16.4437
Next 12 months $16.9274 $17.2660
Next 12 months $17.9431 $18.3019
Next 12 months $19.0196 $19.4000
Rate Thereafter $20.1607 $20.5640
CPS Range 2 - Grade 131
First 6 months $15.3537 $15.6608
Next 12 months $16.1213 $16.4437
Next 12 months $17.0886 $17.4304
Next 12 months $18.1140 $18.4762
Rate Thereafter $19.2008 $19.5848
Vacant No Classes Assigned
CPS Range 1 - no grade assigned
First 6 months $14.6225 $14.9150
Next 12 months $15.3537 $15.6608
Next 12 months $16.2749 $16.6004
Next 12 months $17.2514 $17.5964
Rate Thereafter $18.2865 $18.6522
Water Conservation Assistant
CPS Range 4 - Grade 130
First 6 months $16.9274 $17.2660
Next 12 months $17.7737 $18.1292
Next 12 months $18.8402 $19.2170
Next 12 months $19.9706 $20.3700
Rate Thereafter $21.1688 $21.5922
36
e
CITY OF ASHLAND; OREGON
By:
Dave Kanner, City Administrator
Date: _ , r .
APPROV D: Ash City Council
By:
Dat
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS,
LOCAL UNION #659
By:
ie Ellis, Business Manager
Date:
APPROVED: International Office IBEW,
Washington, D.C.
By:
Date:
37