HomeMy WebLinkAbout2001-194 Agrmt - IBEW Local 659
AGREEMENT BETWEEN
THE CITY OF ASHLAND, OREGON
and
LOCAL UNION NO. 659
INTERNATIONAL BROTHERHOOD OF
ELECTRICAL WORKERS
(CLERICAL/TECHNICAL)
PDXDOCS: 1244535.1
...
Table of Contents
P REAM 8 L E .................................................................................................................... 1
ARTICLE I. ............. ............ ........................................................................... ........... .......1
ARTI CLE II...................................................................................................................... 2
Section 1. Union Security. ................ ........... ....... ........................ ................. ..... ....2
Section 2. Check-Off............................................................................................2
Section 3. Indemnification. ......... ... ............................................. ................. ...... ...2
ARTI CL E III..................................................................................................................... 3
ARTICLE IV . .... ... ............ ........... ........... ... ................. ............................................. .........3
Section 1.............................................................................................................. 3
Section 2. ............................................................................................................. 3
Section 3. ............................................................................................................. 4
ART I CL E V ..................................................................................................................... 4
Section 1. Recognized Holidays.......................................................................... 4
Section 2. Holiday Pay.... ............ ....... ..... ....... ............. .... ..................... ................4
Section 3. Floating Holiday.. ............ ........................................ .................. ..........5
ARTI CLE VI .................................................................................................................... 5
Section 1. Eligibility. ............ ............. .... .............. ........... ...................... .... ....... ...... 5
Section 1.1 ........................................................................................................... 5
Section 1.2........................................................................................................... 5
S ectio n 1.3........................................................................................................... 5
Section 1.4........................................................................................................... 5
Section 1.5........................................................................................................... 5
Section 2. Continuous Service ... ...... .......... ............. ........ ............ ...... ........ ...........5
Section 3. Accrual Limitations .... ........... ................................................... ............6
Section 4. Scheduling... .... .... ........... ............ ................... ..... ........... ................. ....6
ART I CLE Vii................................................................................................................... 6
Section 1. Hours of Work .....................................................................................6
Section 2. Work Schedules ..................................................... ............. ................7
Section 3. Rest Periods.............. ......... ......... ............................ ...... ..... ..... ...........7
Section 4. Meal Periods .............. ................................................... ...... .... ............7
Section 5. Overtime Rates 7
..... ... .......... ............. ....... ....... ............. ..... ........... .........
PDXDOcS:1244535.1
..
Section 6. Compensatory Time................ ... ........................................... ...... ........7
ARTICLE Viii.................................................................................................................. 7
Section 1. Purpose........................ ..... ....................... .............................. .............7
Section 2. Accumulation .... ............ ........ ....... .......................................... .............7
Section 3. Utilization ............ ....... ............ ........ ................................ ........ .............8
Section 4. Integration with Worker's Compensation.................................. ...........8
Section 5. Sick Leave Without Pay...... ........................................ ........... ........ .....8
Section 6. Termination ............................. ..... .............. ................ ................ .........8
ARTI CLE IX .................................................................................................................... 8
Section 1. Leaves of Absence Without Pay....... ..... .................... ............. ........... 8
Section 2. Jury Duty.............. ...................................... ......... .................... ............9
Section 3. Appearances....................................................................................... 9
Section 4. Required Court Appearances..... ..... ........ ... ................ ......... .... ... .... .....9
Section 5. Election Day........................................................................................ 9
Section 6. Union Business.. ............ ...... ........... ............ ........................... .............9
Section 7. Educational Leave ................ ................. ................. ............... .... ......... 9
Section 8. Funeral Leave.... ...... .... ......... .............................. ................... .............9
Section 9. Failure to Return From Leave ...........................................................10
ARTI CLE X ................................................................................................................... 1 0
Section 1. Wage Schedule..... ........ .......... .... .......................... ........ ........ ............10
Section 2. Overtime........................................................................................... 1 0
Section 3. Call-back Time ............................ ...... ........................... ....... ..... .........10
Section 4. Pay Periods... ................ ............. ............... .................... ........... ... ..... .11
Section 5. Mileage .............................................................................................11
Section 6. Special Project Assignments............................................................ .11
Section 7. Certification Pay................................................................................ 11
ARTI CLE XI .................................................................................................................. 12
Section 1. Discipline.... ............ ......... ........ ...................................................... ... .12
Section 2 ............................................................................................................ 12
Section 3..................................... ............... ........ .................................. ............. .12
Section 4 ............................................................................................................ 12
Section 5.............. ............................. ............................ ........ ......... ........... .... .... .12
ii
PDXDOcS: 1244535.1
Section 6
ARTICLE XII
..... ... I... .... I.... ....... I.... I.... ......... ..... I.... ............... ...... I.... ........ .......... .......
13
13
.......... ... ...... .......1... ........1.. II .... ... ...... I' II.... ....1............. 1.....1...... ...... ............
Section 1. Grievance and Arbitration Procedure.................. ..... .................. ...... .13
STEP I. .......................................................... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 13
STEP II.................................................................................................... 13
STEP III................................................................................................... 13
STEP IV. ................................................................................................. 13
Section 2. Stewards......................... ................................................ ........... ...... .14
ARTICLE XIII ................................................................................................................ 14
Section 1. Seniority ............................................................................................14
Section 2. Suspension of Seniority ....................................................................15
Section 3. Termination of Seniority ....................................................................15
Section 4. Probationary Period ..........................................................................15
Section 5. Promotional Probationary Period ........................~.............................15
Section 6. Layoff and Recall ..............................................................................15
Section 7. Training Opportunities..................................................................... ..15
Section 8. Job Announcements 16
.............. I..........................................................
Section 9. Regular Employee........................................................................... ..16
Section 10.......................................................................................................... 16
Section 11. Regular Part-Time Employee Benefits.. ............ ....... .............. .........16
Section 12. Part-Time and Temporary Employee Compensation and
Probationary Period.......................................................................................... .16
ARTI CLE XlV................................................................................................................ 16
Section 1. No Discrimination ..............................................................................16
Section 2. Bulletin Boards............. ....... ................. .......... .......... ....... .......... ....... .17
Section 3. Visits by Union Representatives .......................................................17
Section 4. Solicitation. .... .... ................... ............ ........................ ......... ............... .17
Section 5. Existing Conditions....... .... ..... ........................................................... .17
Section 6. Other Employment ........................... ........................ ........................ .17
Section 7. Supervisory Employees .................................................................. ..17
Section 8. Uniforms, Protective Clothing and Devices .......................................18
jii
PDXDOcS:1244535.1
ARTI CLE XV................................................................................................................. 18
Section 1. Classifications and Descriptions...................................................... .18
Section 2. Safety Rules......... ..... ....... .......... ..................................... .......... ....... .18
ARTICLE XVi...................................... ..................................................................... .....18
Section 2 Insurance Committee .................. .............................................. ........ .19
Section 3. Retirement ... ....... .............................................................. ........ ....... .19
Section 4. Medical Coverage for Retirees... ...... .......... ..... ................... ......... .... ..19
Section 5. Deferred Compensation... .............. ........................................... ...... ..19
Section 6. P .E. R.S. Initial Six Month Waiting Period.......................... ........ ..... ...20
ARTICLE XVii............................................................................................................... 20
Section 1. Workers' Compensation.............................. ................................... ...20
Section 2. Supplementary Payment................. ..................... ... ................. ....... ..20
ART I C L E XV III .... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
ARTI CLE X IX. .. . . .. . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . ... . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . ... . . .20
Section 1. Savings Clause .................................................................................20
Section 2. Funding................... .... ....................... ......... ........ .................. ......... ...20
ARTI CLE XX................................................................................................................. 21
A P PEN D I X A .... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .22
APPEN DIX 8 .... ................ ... ...... ... .... ..... ...... ................. .......... ..... .... ........... ............ ..... .23
iv
PDXDOcS:1244535.1
AGREEMENT BETWEEN
THE CITY OF ASHLAND, OREGON
and
LOCAL UNION NO. 659
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
(CLERICALlTECHNICAL)
PREAMBLE
This Agreement made and entered in to 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
Councilor 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.
1
PDXDOcS:1244535.1
ARTICLE II
UNION SECURITY AND CHECK-OFF
Section 1. Union Security. All employees covered by this Agreement shall, as a
condition of employment, commencing thirty (30) days after hiring or transfer into the
Bargaining Unit, (1) become a member of the Union and maintain his/her membership in
the Union in accordance with its Constitution and Bylaws, (2) in the alternative, an
employee must tender a registration fee to the Union in such an amount as the Union
may prescribe (but in no event to exceed the initiation fee required 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.
2
PDXDOCS:1244535.1
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, comrnissions 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
3
PDXDOCS:1244535.1
subject to the grievance and arbitration provision of this Agreement. Disciplinary action,
including discharge may be taken by the City against any employee or employees
engaged in a violation of this Article. Such disciplinary action may be undertaken
selectively at the option of the City and shall not preclude or restrict recourse to any other
remedies, including an action for damages, which may be available to the City.
Section 3. There will be no lockout of employees in the unit by the City as a
consequence of any dispute arising during the period of this Agreement.
ARTICLE V
HOLIDAYS
Section 1. Recognized Holidays. The following shall be recognized as Holidays:
New Years Day (January 1)
Martin Luther King Day (3rd Monday in January)
Washington's Birthday (3rd Monday in February)
Memorial Day (last Monday in May)
Independence Day (4th of July)
Labor Day (1 st Monday in September)
Veteran's Day (November 11)
Thanksgiving Day (4th Thursday in November)
Day after Thanksgiving (4th Friday in November)
Christmas Day (December 25th)
(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 for each
of the Holidays listed above on which they perform no work. In order to be eligible for
Holiday pay when no work is performed, an employee must work on his/her last
scheduled work day immediately prior to a Holiday and on his/her first scheduled work
day immediately following the Holiday, unless prior approval is granted, as in the case of
illness or if the Holiday falls within a vacation period.
4
PDXDOcS: 1244535.1
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 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 7.33 hours of vacation leave for each calendar month of service (11 working days
annualized).
Section 1.2 Employees with more than four (4), but less than nine (9) full years of
continuous service shall accrue 8-2/3 hours of vacation leave for each calendar month of
service (13 working days annualized).
Section 1.3 Employees with more than nine (9), but less than fourteen (14) full years of
continuous service, shall accrue 10-2/3 hours of vacation leave for each calendar month
of service (16 working days annualized).
Section 1.4 Employees with more than fourteen (14) but less than nineteen (19) full
years of continuous service shall accrue 12-2/3 hours of vacation leave for each calendar
month of service (19 working days annualized).
Section 1.5 Employees with more than 19 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 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 le~ve 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.
5
PDXDOcS:1244535.1
Section 3. Accrual Limitations. Vacation leave must be taken by the employee within 12
months following the date of eligibility, or such vacation shall be deemed forfeited. An
employee who is about to lose vacation credit because of accrual limitations may, by
notifying his/her supervisor 15 days in advance, absent himself or herself to prevent loss
of vacation leave. Such action taken by the employee shall not constitute a basis for
disciplinary action or loss of pay. The City shall notify an employee 30 days in advance of
impending loss of accrued vacation leave. 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 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. Vacation periods to the extend 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. 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. I n 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.
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.
6
PDXDOCS: 1244535.1
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 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 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 payor 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.
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 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.
7
PDXDOCS: 1244535.1
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 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/her death or termination of employment, for
whatever reason. Sick leave shall not accrue during any period of leave without pay.
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
8
PDXDOCS: 1244535.1
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, 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 8. Funeral 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
9
PDXDOcS: 1244535.1
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/her regular hourly rate for any such days of excused absence which occur only during
his/her assigned workweek. An additional two (2) days leave may be granted if the
funeral is over 500 miles from Ashland, one-way.
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. 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 work day, but in no event shall such compensation be received twice for the
same hours. All overtime shall be recorded by the employee and must be approved by
the department head or supervisor.
Scheduled overtime, time annexed to the beginning of the work shift, or hold-over
times annexed to the end of the work shift, shall be considered overtime and shall not be
considered call-back time.
Section 3. Call-back Time. Employees called back to work shall receive ov~rtime 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
10
PDXDOCS:1244535.1
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 p.m. Pay days shall be on the Friday following the close of each
pay period.
Section 5. 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 established annually by the IRS per mile for
the use of such automobile directly in the line of duty.
-- Section 6. Special Project 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.
11
PDXDOcS:1244535.1
d. Upon mutual agreement of the parties an equivalency must be considered
for an approved program not available locally. Short term or inadequate
programs will not be considered.
ARTICLE XI
DISCIPLINE AND DISCHARGE
Section 1. Discipline. No regular employee 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
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 payor 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.
12
PDXDOCS:1244535.1
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/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
13
PDXDOCS:1244535.1
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.
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 layoff 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.
14
PDXDOcS: 1244535.1
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; (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 till1e 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 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 5. Promotional Probationary Period. Regular employees promoted into a higher
classification shall serve a promotional probationary period of six (6) full months. The
Union also recognizes the right of the employer to demote an employee on promotional
probationary status to 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 Opportunities. In order to encourage advancement within City
employment, employees and their supervisors are encouraged during the evaluation
15
PDXDOCS:1244535.1
process to discuss training opportunities available to the employee to update skills or
develop additional skills to qualify for promotion.
Section 8. Job Announcements. The City agrees to 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. RegularEmployee. 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 who is expected to return (Le.,
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 only if the holiday occurs during their normally scheduled hours, and
premiums for the employee only paid by the City for health related insurance.
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 themself in individual personal matters.
16
PDXDOcS: 1244535.1
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 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 5. Existing Conditions. Only such existing and future working rules and benefits
as are specifically covered by the terms of this Agreement shall be affected by recognition
of the Union and execution of this Agreement. It is further agreed that if modification of
work rules or benefits covered by a specific provision of this Agreement is proposed any
such modification shall be posted prominently on all bulletin boards for a period of seven
(7) consecutive days prior to implementation.
Section 6. Other Employment. Outside employment shall be permitted only with the
express prior written approval of the City, which may at any time, upon reasonable
grounds, revoke permission to hold such outside employment.
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 work load is temporarily increased, or for purposes of
instruction or training.
17
PDXDOCS: 1244535.1
Section 8. Uniforms, Protective Clothing and Devices. If an employee is required to wear
a uniform, protective clothing or use any type of protective device, such article shall be
provided, maintained and cleaned by the City. Replacements shall be provided by the
City upon surrender of the article, at no cost to the employee. . 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 X 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".
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
The City agrees to maintain existing or equal or better insurance plans at present
employee/family coverage levels including full premium payments through June 30,
2003. Those plans and employee/family coverage levels are:
a. Blue Cross/Blue Shield of Oregon V-A Health Insurance - employee and
family coverage.
b. Blue Cross/Blue Shield of Oregon Dental Insurance Plan III - employee and
family coverage.
c. Blue Cross/Blue Shield of Oregon - UCR-Vision Plan - employee and family
coverage.
d. Life Insurance - employee ($10,000) and dependent ($1,000) coverage.
e. Long Term Disability Insurance - employee only.
f. City paid reimbursement for routine physical exams for
employee/dependents, if such coverage is not provided by (a), above:
Age 2-18 ---- once every 3 years up to $50.
Age 19-34 ---- once every 5 years up to $140.
Age 35-59 ----- once every 2 years up to $140.
Age 60+ ---- once every year up to $140.
18
PDXDOcS: 1244535.1
g. City paid reimbursement for routine well-baby care, if such coverage is not
provided in (a), above, to include first in-hospital exams; six doctors office
exams the first year; three exams the second year up to $100 each exam
(includes exam, inoculations and x-ray expenses).
h. $22 per month paid to the employee toward annual insurance deductible
costs.
i. Mercy Flights' insurance - family coverage.
Section 2 Insurance Committee. The Union and the City jointly recognize the escalating
cost of Health and Welfare Insurance and services. In an effort to control costs and
provide the maximum benefits possible, the City will establish an employee-based
benefits committee, with one member appointed by the bargaining unit. The committee
will meet at the option of either the City or the Union, will review insurance options and
make recommendations related to controlling costs.
Section 3. Retirement. The City agrees to maintain its existing Retirement Plan, subject
to the terms and provisions thereof, as it applies to regular employees in the bargaining
unit. Upon retirement, one-half (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 (6%)
percent.
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:
1. 20 years' service with the City
2. A $60.20 cap
3. Available age 60 through 65
- Section 4. 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 5. Deferred Compensation. The City agrees to contribute $15.00 per month in
matching funds per member enrolled in a City deferred compensation program
19
PDXDOCS:1244535.1
(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.
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, the City shall fund the P.E.R.S. initial six month
waiting period upon retirement.
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. 'AII 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 amount.s 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.
20
PDXDOcS:1244535.1
ARTICLE XX
TERMINATION & REOPENING
This Agreement shall be effective as of the 1 st day of July, 2001 and shall remain in
full force and effect until the 30th day of June, 2005 and shall terminate all prior
Agreements and practices and concludes all collective bargaining during the term of this
Agreement, and provided that:
A. 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.
B. However, Article XVI Section 1 will be reopened for negotiations over the
insurance benefit and premium payments that will take effect on July 1,
2003. No other provision of the contract is open for negotiations when the
reopener occurs and all other provisions remain in effect.
21
PDXDOcS:1244535.1
Building Inspector
Engineering Technician III - Assistant Surveyor
Staff Accountant/EDP
Associate Planner
Engineering Assistant
Account Representative
Programmer
Engineering Technician II
GIS Specialist
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
Clerk II
Clerk I
Code Compliance Specialist
APPENDIX "A"
22
PDXDOcS:1244535.1
The wage rate shown for Facilities Maintenance Worker is the rate in effect for July 1, 2001. The
wage rates for that position for the term of this contract will be determined through further
discussions.
1. To be increased by 2.50/0 for either LSIT or EIT Certification or 5% for RLS.
Effective January 1,2002, the wage rates shall be increased by one-half percent (0.5%).
Effective July 1,2002, the July 1,2001 wage rates shall be increased a percentage amount based on
the U.S. City Average CPI-W, March 2001 to March 2002 period. There shall be a minimum wage
increase of 30/0 and a maximum of 40/0.
Effective July 1, 2003, the July 1, 2002 wage rates shall be increased a percentage amount based on
the U.S. City Average CPI-W, March 2002 to March 2003 period. There shall be a minimum wage
increase of 3% and a maximum of 40/0.
Effective July 1, 2004, the July 1, 2003 wage rates shall be increased a percentage amount based on
the U.S. City Average CPI-W, March 2003 to March 2004 period. There shall be a minimum wage
increase of 3% and a maximum of 4%.
NOTE:
All rates are salary hours. Monthly rates are for information purposes only.
By:
INTERNATIONAL BROTHERHOOD OF
ELECTRICAL WORKERS, LOCAL UNION
#659
By: d
Ron Jone usiness Manager
Date:
Date:
APPROVED: Ashland City Council
By:
Date:
APPROVED: International Office IBEW,
Washington, D.C.
By:
Date:
27
PDXDOCS:1244535.1