HomeMy WebLinkAbout2003-234 Agrmt - IBEW Union 659
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AGREEMENT BETWEEN
THE CITY OF ASHLAND, OREGON
Electrical Department
and
LOCAL UNION NO.659
INTERNATIONAL BROTHERHOOD
OF
ELECTRICAL WORKERS
JULY 1, 2002 through JUNE 30, 2005
INDEX
PREAMBLE
1
ARTICLE I - RECOGNITION
1
ARTICLE II - UNION SECURITY AND CHECK-OFF
Section 1 Union Security
Section 2 Check-Off
Section 3 Indemnification
2
2
2
2
ARTICLE III - MANAGEMENT RIGHTS
3
ARTICLE IV - STRIKE AND LOCKOUT PROHIBITION
Section 1
Section 2
Section 3
3
3
3
4
ARTICLE V - HOLIDAYS
Section 1 Recognized HOlidays
Section 2 Holiday Pay
4
4
4
ARTICLE VI- VACATIONS
Section 1 Eligibility
Section 1.1
Section 1.2
Section 1.3
Section 1.4
Section 2 Continuous Service
Section 3 Use of Accrued Vacation Time
Section 3.1
Section 3.2
Section 3.3
Section 3.4
Section 3.5
Section 3.6
Section 4 Accrual Limitations
Section 5 Accrual Limitations
Section 6 Scheduling
Section 7 Payment on Termination
5
5
5
5
5
5
5
5
5
5
5
6
6
6
6
6
6
7
ARTICLE VII - HOURS OF WORK AND OVERTIME
Section 1 Hours of Work
Section 2 Work Schedules
Section 3 Rest Periods
7
7
7
7
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Section 4
Section 5
Meal Periods
Overtime Rates
7
8
ARTICLE VIII - SICK LEAVE
Section 1 Accumulation
Section 2 Utilization for Illness or Injury
Section 3 Integration with Worker's Compensation
Section 4 Sick Leave Without Pay
Section 5 Termination
Section 6 Compensation For Not Using Sick Leave
Section 7
8
8
8
8
8
8
9
9
9
9
9
9
9
10
10
10
10
10
ARTICLE IX - OTHER LEAVES OF ABSENCE
Section 1 Leaves of Absence Without Pay
Section 2 Jury Duty
Section 3 Appearances
Section 4 Required Court Appearances
Section 5 Election Day
Section 6 Union Business
Section 7 Educational Leave
Section 8 Military Leave
Section 9 Failure to Return from Leave
ARTICLE X - COMPENSATION
Section 1 Pay Schedule
Section 2 Overtime
Section 3 Call-back Time
Section 4 Pay Periods
Section 5 Standby Pay
Section 6 Mileage
Section 7 Travel Expense
Section 8 Meals During Extra Work Periods
a. Emergency Overtime and Call-out
b. Work Beyond Regular Work Shift
c. Prearranged Work Shift
d. Reasonable Amount for Meals
e.
Section 9 Compensatory Time
Section 10
10
10
11
11
11
12
12
12
12
12
12
12
13
13
13
13
ARTICLE XI - DISCIPLINE AND DISCHARGE
Section 1 Discipline
Section 2 Discharge
13
13
14
ARTICLE XII - SETTLEMENT OF DISPUTES 14
Section 1 Grievance and Arbitration Procedure 14
STEP I 14
STEP II 14
STEP III 14
STEP IV 14
-STEP V 14
Section 2 Stewards 15
ARTICLE XIII - SENIORITY 15
Section 1 Seniority 15
Section 2 Suspension of Seniority 16
Section 3 Termination of Seniority 16
Section 4 Probationary Period 16
Section 5 Promotiona I Probationa ry Period 16
Section 6 Layoff and Recall 17
ARTICLE XIV - GENERAL PROVISIONS 17
Section 1 No Discrimination 17
Section 2 Bulletin Boards 17
Section 3 Visits by Union Representatives 17
Section 4 Solicitation 18
Section 5 Existing Conditions 18
Section 6 Other Employment 18
Section 7 Supervisory Employees 18
Section 8 Uniforms, Protective Clothing and Devices 18
Section 9 Response Time Requirement 18
ARTICLE XV - CLASSIFICATIONS - WORK RULES - SAFETY 19
Section 1 Classifications and Descriptions 19
Section 2 Work Rules 19
Section 3 Safety Rules 20
ARTICLE XVI - HEALTH, WELFARE AND RETIREMENT 20
Section 1 Health and Welfare 20
Section 2 Insurance Committee 21
Section 3 Retirement 21
Section 4 Medical Coverage for Retirees 21
Section 5 Deferred compensation 22
ARTICLE XVII - WORKER'S COMPENSATION 22
Section 1 Worker's Compensation 22
Section 2 Supplementary Payment 22
ARTICLE XVIII - LIABILITY INSURANCE 22
ARTICLE XIX - SAVINGS CLAUSE AND FUNDING
Section 1 Savings Clause
Section 2 Funding
22
22
22
ARTICLE XX - TERMINATION &. REOPENING
23
APPENDIX A
CLASSIFICATIONS WITHIN BARGAINING UNIT
APPENDIX B
PAY SCHEDULE
24
25
AGREEMENT BETWEEN
THE CITY OF ASHLAND, OREGON
Electrical Department
and
LOCAL UNION NO.659
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
PREAMBLE
This Agreement made and entered into by the City of Ashland, Oregon,
hereinafter referred to as the "City" and Local Union No.659 of the International
Brotherhood of Electrical Workers, hereinafter referred to as the "Union." Unless
indicated otherwise references to the "City" herein shall include the Mayor and City
Council or their designees(s) as the officials directly responsible for the operation of the
department covered by this Agreement. The purpose of this Agreement is to set forth
the full and complete agreement between the parties on matters pertaining to rates of
pay, hours of work and other conditions of employment.
Scope of Aareement
This agreement shall apply to all employees of the Electric Department, Ashland,
Oregon, as set forth in "Appendix A" but excluding clerical employees, confidential and
supervisory employees, and temporary employees.
Where the term "employee" is used, it shall mean regular employees or
probationary employees within the bargaining unit, as the same are defined in Article
XIII hereof.
Non-bargaining unit employees will not be employed in the Electric Department
in a temporary position for longer than twelve months except by mutual agreement.
However, if the temporary position is to continue for longer than six months, the City
will notify the Union and upon request, will meet to discuss the situation and options.
The parties agree as follows:
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
ARTICLE II
UNION SECURITY AND CHECK-OFF
Section 1. Union Security. All employees covered by this Agreement . shall, as a
condition of employment, commencing thirty (30) days after hiring or transfer into the
Bargaining Unit, (1) become a member of the Union and maintain his/her membership
in the Union in accordance with its Constitution and Bylaws, (2) in the alternative, an
employee must tender a registration fee to the Union in such an amount as the Union
may prescribe (but in no event to exceed the initiation fee required of Union members),
and shall tender, monthly an agency fee as established by the Union in an amount not
to exceed the amount of the monthly dues and per capita fees required of "BA"
members in his/her base wage rate.
Any employee who is or who becomes a member of the Union shall, as a
condition of employment, maintain his/her membership in the Union in accordance with
its Constitution and Bylaws.
Upon written request from the Union, the Company shall, within twenty-one (21)
calendar days, terminate the employment of any employee who fails to comply with the
requirements of this Article.
Section 2. Check-Off. The City will, during the term of this Agreement, deduct and
remit monthly to the Financial Secretary of the Union the normal and usual dues
uniformly required of its members or agency fees of any other employee as provided for
in Section 1 as shall voluntarily authorize the City to do so. Such written authorization
must be in lawful, mutually acceptable form and shall be forwarded to the City through
the Business Manager of the Union.
The Financial Secretary of the Union will keep the City currently advised of the
monthly dues and agency fee to be deducted from the wages of each employee who
shall have filed the required deduction authorization with the Union and the City.
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 services.
3. To direct its employees.
4. To discipline or discharge for just cause.
5. To relieve its employees from duty because of lack of work, finances, or
other legitimate reasons.
6. To maintain the efficiency of governmental operations.
7. To determine the methods, means and personnel by which government
operations are to be conducted, except that the City Will not contract any
work which is ordinarily done by its regular employees for the specific
purpose of laying off or demoting such employees, and will furnish the
Union with a copy of any contract entered into involving work covered by
this contract.
8. To determine the content of job 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 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
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choice or collective employee conduct, the Union will immediately upon notification,
attempt to secure an immediate and orderly return to work. This obligation and the
obligations set forth in Section 1, above, shall not be affected or limited by the subject
matter involved in the dispute giving rise to the stoppage or by whether such subject
matter is or is not subject to the grievance and arbitration provision of this Agreement.
Disciplinary action, including discharge may be taken by the City against any employee
or employees engaged in a violation of this Article. Such disciplinary action may be
undertaken selectively at the option of the City and shall not preclude or restrict
recourse to any other remedies, including an action for damages, which may be
available to the City.
Section 3. There will be no lockout of employees in the unit by the City as a
consequence of any dispute arising during the period of this Agreement.
ARTICLE V
HOLIDAYS
Section 1. Recoanized 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 or President as a hOliday)
Whenever a holiday shall fall on Sunday, the succeeding Monday shall be
observed as the holiday. Whenever a holiday shall fall on Saturday, the preceding Friday
shall be observed as the holiday. If an employee is on authorized vacation, sick leave,
or other leave with pay when a holiday occurs, such holiday shall not be charged
against such leave.
Section 2. Holiday Pay. Regular employees shall receive eight (8) hours of pay for
each of the holidays listed above on which they perform no work. In order to be eligible
for holiday pay when no work is performed, an employee must work on his/her last
scheduled work day immediately prior to a holiday and on his/her first scheduled work
day immediately following the holiday, unless prior approval is granted, as in the case of
illness or if the holiday falls within a vacation period.
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ARTICLE VI
VACATIONS
Section 1. Eliaibility. An employee shall be eligible to take accrued vacation leave
with pay after one (1) full year of continuous service. Vacation leave shall accrue on a
monthly basis in accordance with the following schedule:
Section 1.1. Employees with less than four (4) full years of continuous service shall
accrue 7.33 hours of vacation leave for each calendar month of service (eleven (11)
working days annualized).
Section 1.2. Employees with more than four (4), but less than fourteen (14) full years
of continuous service shall accrue 10.67 hours of vacation leave for each calendar
month of service (sixteen (16) working days annualized).
Section 1.3. Employees with more than fourteen (14), but less than twenty-four (24)
full years of continuous service, shall accrue fourteen (14) hours of vacation leave for
each calendar month of service (twenty-one (21) working days annualized).
Section 1.4. Employees with more than twenty-four (24) full years of continuous
service shall accrue 17.33 hours of vacation leave for each calendar month of service
(twenty-six (26) working days annualized).
Section 2. Continuous Service. Continuous service, for the purpose of accumulating
vacation leave, shall be based on regular hours paid to the employee. Vacation leave
shall not accrue during a leave of absence without pay. Authorized leave without pay
and lay-offs shall not be counted as service, however, employees returning from such
absences or layoff shall be entitled to credit for service prior to the leave or layoff.
Section 3. Use of Accrued Vacation Time. Each year, an employee may use
accrued vacation time to take time off, for additional pay during December, or to carry
forward to the next year. The following rules apply:
Section 3.1. After the first year of employment, an employee can use vacation for
time off as soon as the vacation time has been earned.
Section 3.2. The employee must use at least 750/0 of his/her annual vacation accrual
for time off. Example: an employee who earns 16 vacation days per year (10.67
hours per month) must take at least twelve (12) days of vacation time off during the
yea r.
Section 3.3. The employee may choose to cash out up to 250/0 of his/her annual
vacation accrual. The pay will be included in the first paycheck in December.
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Section 3.4. Vacation time that is not used for time off or. cashed out will carry
forward to the next year.
Section 3.5. An employee cannot accumulate at any time more vacation time than
one and one-half times his/her annual vacation accrual. Example: an employee who
earns 16 vacation days per year (10.67 hours per month) may accumulate up to twenty
four (24) days of vacation.
Section 3.6. If an employee has the maximum amount of vacation accumulated, no
more vacation time is earned until the employee has used or cashed out some of the
accumulated vacation time.
Section 4. Accrual Limitations. The City shall notify an employee thirty (30) days in
advance of impending loss of accrued vacation time. The employee and supervisor will
immediately discuss when the employee can take time off so as to avoid any loss of
vacation time. If the City is unable to release the employee within that thirty day period
to take vacation time off, the vacation time which exceeds the accrual maximum will, by
mutual agreement between the supervisor and the employee, either be cashed out or
the employee will be allowed to carry it forward until the employee can take the time
off.
Section 5. Accrual Limitations. Vacation leave must be taken by the employee
within twelve (12) months following the date of eligibility, or such vacation shall be
deemed forfeited. An employee who is about to lose vacation leave because of accrual
limitations may, by notifying his/her supervisor fifteen (15) days in advance, absent
himself/herself to prevent loss of vacation leave. Such action taken by the employee
shall not constitute a basis for disciplinary action or loss of pay. The City shall notify an
employee thirty (30) days in advance of impending loss of accrued vacation time. No
payment shall be made for vacation leave lost by an employee because of accrual
limitations, unless the failure to take vacation is caused by the City's insistence that the
employee be at work during a scheduled vacation period.
Section 6. Schedulina. Employees shall be permitted to request vacation on either a
split or an entire basis. Vacation times shall be scheduled by the City based on the head
of the department's judgment as to the needs of efficient operations and the availability
of vacation relief. Vacation times shall be selected on the basis of seniority; provided,
however, such employee will be permitted to exercise his/her right of seniority only
once annually. The vacation schedule shall be posted annually as of December 1st, and
employees shall exercise their choice by bidding in seniority. The list shall be closed as
of December 31, and subsequent changes shall be made only by mutual consent of the
parties. Scheduling of vacation periods to the extent consistent with operating
requirements of the City and vacation credits of the employee, shall be in weekly units
except by mutual consent of the parties.
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Section 7. Payment on Termination. In the event of the death or termination of an
employee during the initial twelve (12) months of his/her employment, no payment in
lieu of vacation shall be made. In the event of death or termination of employment after
an employee has served for twelve (12) months, and is otherwise eligible for vacation
credits, the employee shall be entitled to payment for accrued vacation leave at the rate
of the date of eligibility. In the event of death, earned but unused vacation leave shall
be paid in the same manner as salary due the deceased employee is paid.
ARTICLE VII
HOURS OF WORK AND OVERTIME
This Article is intended to be construed only as a basis for recognizing overtime,
and shall not be construed as a guarantee of hours of work per day or per week.
Section 1. Hours of Work. To the extent consistent with operating requirements of
the City, eight (8) hours shall constitute a regular day's work, and five (5) consecutive
days, normally beginning Monday and terminating Friday, shall constitute a week's
work. However, an employee may be scheduled by the City for a workweek other than
Monday through Friday, which shall become his/her regular workweek.
Section 2. Work Schedules. All employees, to the extent consistent with operating
requirements, shall be scheduled to work on a regular work shift, and each shift shall
have regular starting and quitting times. Work schedules showing the employee's shifts,
workdays and hours shall be posted on department bulletin boards. Except for
emergency situations and for the duration of the emergency, changes in work
schedules shall be posted seven (7) days prior to the effective date of the change.
a. During times that daylight savings time is in effect, the normal hours of
work for electric personnel (other than connect/disconnect, meter reader
and AFN personnel) will be between 7:00 a.m. and 3:30 p.m. with lunch
break.
b. By mutual agreement between the City and Union, a schedule of ten-hour
days, four days per week, may be adopted. Either the City or Association
may withdraw agreement to that schedule, in which case a five-day
schedule will be re-established.
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.
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Section 5. Overtime Rates. All work performed outside of regularly scheduled hours
or days as set forth in this Article, shall be compensated at the rate of two (2) times the
regular rate of pay.
ARTICLE VIII
SICK LEAVE
Section 1. Accumulation. Sick leave shall be earned for the purposes stated herein
by each eligible employee at the rate of eight (8) hours for each full calendar month of
service. Sick leave may be accumulated to a total of seven hundred twenty (720) hours
and must be taken for the purposes specified in Section 2 hereof as a condition
precedent to any sick leave payment. Sick leave shall not continue to accrue during
authorized sick leave or disability leave in excess of ninety (90) calendar days.
Section 2. Utilization for Illness or Iniurv. Employees may utilize their allowance
for sick leave when unable to perform their work duties by reason of illness or injury. In
such event, the employee shall notify the department head or other supervisor of
absence due to illness or injury, and the nature and expected length thereof, as soon as
possible prior to the beginning of his/her scheduled regular work shift, unless unable to
do so because of the serious nature of injury or illness. A physician's statement of the
nature and identity of the illness, the need for the employee's absence and the
estimated duration of the absence, may be required at the option of the City for
absences of over two (2) days prior to payment of any sick leave benefits or prior to
allowing the employee to return to work. A physician's statement may be required as a
prerequisite to payment of sick leave for less than three (3) days if the employee has
been advised in advance of such requirement.
Section 3. Intearation with Worker's Compensation. When an injury occurs in
the course of employment, the City's obligation to pay under this sick leave article is
limited to the difference between any payment received under Worker's Compensation
laws and the employee's regular pay. In such instances, no charges will be made
against accrued sick leave for the first ninety (90) calendar days.
Section 4. Sick Leave Without Pay. Upon application by the employee, sick leave
without pay may be granted by the City for the remaining period of disability after
accrued sick leave has been exhausted. The City may require that the employee submit
a certificate from a physician periodically during the period of such disability, and before
returning to work.
Section 5. Termination. Sick leave is provided by the City in the nature of insurance
against loss of income due to illness or injury. No compensation for accrued sick leave
shall be provided for any employee upon his/her death or termination of employment,
for whatever reason. Sick leave shall not accrue during any period of leave without pay.
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Section 6. Compensation For Not Usina Sick Leave. Employees who accumulate
720 hours of sick leave and who thereafter use 16 or less hours of sick leave in a
calendar year may be rewarded for not using sick leave. Such employees may be paid
at their December 31st hourly rate for 250/0 of the unused sick leave hours over 720
accumulated as of January 1st.
Section 7. An employee may use up to twenty-four (24) hours per calendar year, of
their paid sick leave for the employee to attend to an ill or injured family member.
Family members are as defined in the Oregon Family Leave Act. An employee may
request additional use of sick leave in the event of an unforeseen medical emergency
requiring immediate hospitalization or use of emergency medical services for a spouse
or children. The Electric Utility Director will determine whether additional sick leave can
be used.
ARTICLE IX
OTHER LEAVES OF ABSENCE
Section 1. Leaves of Absence Without Pay. Leaves of absence without pay not to
exceed ninety (90) days may be granted upon request by the employee where it is
determined that the operation of the department and/or division will not be negatively
impacted by the temporary absence of the employee and that additional expense will
not result, including for a replacement. Requests for such leaves must be in writing and
submitted to the Department Head 30 days prior to the requested leave date. The
employee must utilize accrued vacation and compensatory time before applying for a
leave of absence without pay. If the leave lasts two calendar weeks or more, the
employee must pay the pro-rated premium for health insurance coverage. Any other
payroll obligations of the employee will be deducted from the pay check for the next
pay period or may be paid directly to the City.
Section 2. JUry Duty. Employees shall be granted leave with pay for service upon a
jury; provided, however, that the regular pay of such an employee for the period of
absence shall be reduced by the amount of money received by him/her for such jury
service, and upon being excused from jury service for any day an employee shall
immediately contact his/her supervisor for assignment for the remainder of his/her
regular work day.
Section 3. Appearances. Leave with pay shall be granted for an appearance before a
court, legislative committee, judicial or quasi-judicial body as a witness in response to a
subpoena or other direction by proper authority, provided, however, that the regular
pay for such employee shall be reduced by an amount equal to any compensation they
may receive as witness fees.
Section 4. Reauired Court Appearances. Leaves of absence with pay shall be
granted for attendance in court in connection with an employee's officially assigned
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duties, including the time required for travel to the court and return to the employee's
headquarters.
Section 5. Election Day. Employees shall be granted two (2) hours to vote on any
election day only if, due to scheduling of work, they would not otherwise be able to
vote.
Section 6. Union Business. Employees elected or appointed to any legitimate full-
time paid Union office which takes them from their employment with the City, shall,
upon written request of the Union and the employee be granted a leave of absence of
up to one (1) year without pay, renewable upon application. Employees selected by the
Union to attend conventions and related Union activities, shall, upon written request of
the Union and the employees, be granted a leave of absence of up to thirty (30) days
without pay.
Section 7. Educational Leave. After completing one (1) year of continuous service,
an employee, upon written request, may be granted a leave of absence without pay by
the City for the purpose of upgrading his/her professional ability through enrollment in
educational courses directly related to employment at an accredited school or course of
study. The period of such leave of absence shall not exceed one (1) year, but may be
renewed or extended upon request of the employee and approval by the department
head. One (1) year leaves of absence, with requested extensions, for educational
purposes may not be provided more than once in any three (3) year period. His/her
replacement shall be considered a temporary employee. Employees may also be
granted time off with pay for educational purposes, for reasonable lengths of time, to
attend conference seminars, briefing sessions, training programs, and other programs
of a similar nature that are intended to improve or upgrade the employee's skill and
professional ability, when ordered by the employee's department head.
Section 8. Military Leave. Military leave shall be granted in accordance with
ORS 408.290.
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. Pay Schedule. Employees shall be compensated in accordance with the
pay schedule attached to this Agreement and marked "Appendix B" which is hereby
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incorporated into and made a part of this Agreement. When any position not listed on
the pay schedule is established, the City shall designate a job classification and pay rate
for the position. The Union shall be notified and the pay rate established by the City
shall be considered tentative until the Union has been afforded the opportunity to meet
and discuss the matter. If the Union does not agree that the classification or pay rate is
proper, the Union may submit the issue as a grievance according the grievance
procedure.
Section 2. Overtime. The City has the right to assign overtime work as required in a
manner most advantageous to the City, and consistent with the requirements of
municipal service and the public interest. Employees shall be compensated at the rate
of two (2) times the regular rate for overtime work outside of the regularly scheduled
workweek or work day, but in no event shall such compensation be received twice for
the same hours. All overtime shall be recorded by the employee and must be approved
by the department head or supervisor. Scheduled overtime, time annexed to the
beginning of the work shift, or hold-over times annexed to the end of the work shift,
shall be considered overtime and shall not be considered call-back time.
Section 3. Call-back Time. Employees called back to work shall receive overtime pay
with a guaranteed minimum of two (2) hours at double time for the work for which they
are called back. However, employees called back to work to make connects or
disconnects shall receive overtime pay with a guaranteed minimum of one (1) hour at
double time for the work for which they are called back. More than one call-back is
permissible within the call-back period. Employees required to work over the initial call-
back period, where more than one call-back is handled, will be paid at the overtime rate
to nearest one-half (1/2) hour.
a. Employees called for duty four (4) hours or more before the beginning of
their regular work day shall be paid at the regular overtime rate from the
time they are called until relieved. If such an employee has worked a
minimum of four (4) hours and has had less than four (4) hours rest after
he/she was relieved, he/she shall receive the regular overtime rate of
double time for all hours worked during his/her normal work day.
Employees shall not be required to take time off during any regular
working day for the overtime worked or to be worked.
b. Employees called for duty less than four (4) hours before the beginning of
their regular work day shall be paid at the established overtime rate from
the time they are called until the beginning of their regular work day.
Regular working hours following shall be at the straight time rate.
Section 4. Pay Periods. Employees shall be paid every other Friday. Pay periods shall
be for 14 days beginning at 12:01 a.m. on Saturday, and ending on the 14th day
(Friday) at 12:00 p.m. Pay days shall be on the Friday following the close of each pay
period.
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Section 5. Standby Pay. When employees are required to stand by for emergency
services, they shall be compensated as follows:
Line Installers: At the rate of twenty percent (200/0) of the straight time rate of
pay in effect on July 1, 2002.
Telecommunication Technicians: $130 per weekend.
In addition to standby pay, employees shall receive the applicable overtime rate
of pay for all time worked when called in from standby. The number of hours in a
standby period will be predetermined and the employee so advised in advance of
standby duty. The City may maintain a call list, which shall not in itself entitle an
employee to standby pay.
Section 6. Mileaae. An employee required to report for special duty or assignment at
any location other than his/her permanent reporting location and who is required to use
his/her personal automobile for transportation to such location shall be compensated at
the mileage rate established annually by the IRS per mile for the use of such
automobile directly in the line of duty.
Section 7. Travel Expense. When employees attend out of town training programs
or conferences, reimbursement for travel and meal expense will be in accordance with
City policy.
Section 8. Meals Durina Extra Work Periods.
a. Emeraency Overtime and Call-out. Breakfast and lunch shall be
provided at reasonable City expense when employees are called out on emergency
overtime before regular work hours and did not have time to eat breakfast and prepare
a lunch. Employees not released from a call out prior to six (6:00) a.m. shall be
considered as not having time to eat breakfast and/or prepare lunch. Meals shall be
provided by the City during normal meal times if an employee is called out to work on
Saturday, Sunday and holidays.
b. Work Beyond Reaular Work Shift. Employees required to work one
and one-half hours (1-1/2) or more beyond their regular work hours shall be provided a
meal at City expense. If work continues after the meal has been provided, employees
shall be entitled to meals at four (4) hour intervals thereafter.
c. Prearranaed Work Shift. When an employee is notified by the end of
the preceding regular work shift and is required to report to work less than two (2)
hours before regular work hours, the employee shall not be provided a breakfast or
lunch. If an employee is required to report for work two (2) or more hours before
regular work hours the City will provide breakfast, and the employee will be responsible
for lunch.
12
d. Reasonable Amount for Meals. The City shall promptly reimburse an
employee for the actual amount of such meals, up to $8.00 for breakfast, $9.00 for
lunch and $19.00 for dinner.
e. Regular work hours are the hours that the employee normally works
during the week, which may include Saturday, Sunday and holidays, as outlined in
Article 7, Section 1 of this Agreement.
Section 9. Compensatory Time. Overtime for hours actually worked (excluding
standby time) may be paid in the form of compensatory time off at the applicable rate
subject to the approval of the department head or designated supervisor. The employee
may request compensatory time off by submitting a request in writing at least 48 hours
in advance of the requested time. The compensatory time shall be accrued on an
annual basis from December 1 to November 30 with any accrued but unused time as of
November 30 to be compensated as pay on the first pay period in December. No
employee shall receive more than forty (40) hours of compensatory time in any annual
period. Any time in excess of forty (40) hours during the annual period shall be
compensated as pay.
Section 10. An employee who is assigned either as AFN foreman or to replace the
Operations Superindendent for an eight (8) hour day or longer will receive an additional
$1.50 per hour.
ARTICLE XI
DISCIPLINE AND DISCHARGE
Section 1. Discipline. Disciplinary action may include the following:
a. Written reprimand
b. Demotion
c. Suspension
d. Discharge
Disciplinary action may be imposed upon any employee for failing to fulfill his/her
responsibilities as an employee. Conduct reflecting discredit upon the City or
Department, or which is a direct hindrance to the effective performance of City
functions shall be considered good cause for disciplinary action. Such cause may also
include misconduct, inefficiency, incompetence, insubordination, the willful giving of
false or confidential information, the withholding of information with intent to deceive
when making application for employment, willful violation of departmental rules or for
political activities forbidden by State law. Any disciplinary action imposed upon an
employee shall be protested only as a grievance through the regular grievance
procedure.
13
Section 2. Discharae. An employee having less than six (6) months of continuous
service shall serve at the pleasure of the City. An employee having continuous service in
excess of six (6) months shall be discharged only for cause. If the department head or
other supervisor determines that there is cause for discharge, he/she shall suspend the
employee without pay for five (5) calendar days and shall deliver to the employee and
the Union a written notice of such suspension and pending dismissal. Such notice shall
specify the principal grounds for such action. Unless otherwise resolved, the dismissal
shall become effective at the end of the five (5) day suspension. Protest of the
discharge of any employee shall be made only through the grievance procedure set
forth in Article XII. The Union may process a grievance concerning suspension or
discharge, or both, at Step II of the grievance procedure.
ARTICLE XII
SETTLEMENT OF DISPUTES
Section 1. Grievance and Arbitration Procedure. Any grievance or dispute which
may arise between the parties concerning the application, meaning or interpretation of
this Agreement, shall be settled in the following manner:
STEP I. The affected employee shall take up the grievance or dispute with the
employee's supervisor within seventy-two (72) hours of its occurrence, excluding
Saturday and Sunday. The supervisor shall then attempt to adjust the matter within
three (3) working days.
STEP II. If the grievance has not been settled between the affected employee
and the supervisor, it may be presented in writing by the Union to the Director of
Electric Utilities within seventy-two (72) hours, excluding Saturday and Sunday, after
the response specified in Step I is due. The written notice shall include details of the
grievance, the section of this Agreement allegedly violated and the specific remedy
requested. The Director of Electric Utilities shall respond to the Union representative in
writing within five (5) working days after receipt thereof.
STEP III. If the grievance still remains unadjusted, it may be presented by the
Union to the City Administrator of the City or his/her designee(s), within seven (7) days
after the response specified in Step II is due. The City Administrator or his/her
designee(s), shall respond in writing to the Union within five (5) working days.
STEP IV. If the grievance is still unsettled, either party may, within ten (10)
days after the reply of the City Administrator is due, by written notice to the other,
request arbitration of the dispute under Section V herein.
STEP V. If the grievance is still unsettled, either party may, within ten (10) days
of the decision of the City Administrator or his/her designee(s) under Step IV have the
right to have the matter arbitrated by a third party jointly agreed upon by the City and
the Union. If the parties are unable to agree upon an arbitrator, the American
14
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 or her. His/her decision shall
be based solely upon his/her interpretation of the meaning and application of the
express language of the Agreement. Expenses for the arbitrator shall be borne equally
by the City and the Union; however, each party shall be responsible for compensating
its own representatives and witnesses. If either party desires a verbatim recording of
the proceedings, it may cause such a record to be made, provided it pays for the
record. If the other party desires a copy both parties shall jointly share the cost of the
transcript and all copies.
If any grievance is not presented or forwarded by the employee or Union within
the time limits specified above, such grievance shall be deemed waived. If any
grievance is not answered by the City within the time limits specified above, such
grievance shall be deemed granted.
Section 2. Stewards. The Union may select an employee who shall be known as the
steward. The name of the employee selected as steward, and the names of local Union
representatives who may represent employees, shall be certified in writing to the City
by the Union. Duties required by the Union of a steward, excepting attendance at
meetings with supervisory personnel and aggrieved employees arising out of a
grievance already initiated by an employee under Section 1 hereof, shall not interfere
with this or other employees' regular work assignments as employees of the City.
Contacts between the steward and employees or the Union shall be made outside of
working hours so as not to disrupt regular City operations.
ARTICLE XIII
SENIORITY
Section 1 Seniority. Seniority shall be an employee's length of continuous service
with the bargaining unit dating from his/her last date of hire, and shall apply by job
classification in matter of layoff, recall and vacation. In the event of a layoff, such
employee may exercise his/her seniority in a lower job classification within the
Department. Recall from layoff shall be in the reverse order of seniority. The City
reserves the right to 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
15
leave; (3) authorized compensatory time off; (4) educational leave required by the City;
(5) military leave as specified in Article IX, Section 8; (6) funeral leave; (7) jury duty;
and (8) promotion to a supervisory position outside of the bargaining unit for two (2)
years.
Section 2. Suspension of Seniority. Seniority shall be retained, but shall not
continue to accrue during (1) authorized sick leave or disability leave in excess of ninety
(90) calendar days; (2) educational leave requested by the employee; (3) military leave
for disciplinary reasons; (4) election to a fulltime paid Union office up to one (1) year,
renewable upon application; and (5) other authorized leaves of absence of up to ninety
(90) calendar days.
Section 3. Termination of Seniority. Seniority and the employment relationship
shall be broken or terminated if an employee (1) quits; (2) is discharged for just cause;
(3) is absent from work for three (3) consecutive working days without notification to
the City; (4) is laid off and fails to report to work within three (3) days after being
recalled; (5) is laid off from work for any reason for twenty-four (24) months or for a
period of time equal to his/her seniority, whichever is shorter; (6) fails to report for
work at the termination of a leave of absence; (7) if while on a leave of absence for
personal health reasons, accepts other employment without permission; or (8) if he or
she is reti red.
Section 4. Probationary Period. The probationary period is an integral part of the
employee selection process and provides the City with the opportunity to upgrade and
improve the department by observing a new employee's work training, aiding new
employees in adjustment to their positions, and by providing an opportunity to reject
any employee whose work performance fails to meet required work standards. Every
new employee hired into the bargaining unit shall serve a probationary period of six (6)
full months after which they shall be considered a regular employee and granted
seniority to the last date of hire. The Union recognizes the right of the City to terminate
probationary employees for any reason and to exercise all rights not specifically
modified by this Agreement with respect to such employees, including, but not limited
to, the shifting of work schedules and job classifications, the assignment of on-the-job
training, cross-training in other classifications, and assignment to educational courses
and training programs, the requirement that such employees attend training programs
on their off-duty time for which they will be compensated on a straight-time basis by
the granting of compensatory time off. Termination of a probationary employee shall
not be subject to the grievance procedure under Article XII.
Section 5. Promotional Probationary Period. Regular emQloyees promoted into a
higher classification shall serve a promotional probationary of six (6) full months. The
Union also recognizes the right of the employer to demote an employee on promotional
probationary status to highest previous position. Demotion of an employee on
promotional probationary status shall not be subject to the grievance procedure under
Article XII. It is the intent of this Agreement that promotional opportunities shall first be
16
extended to employees in the bargaining unit provided such employees are qualified to
perform the work in question. To this end, promotional opportunities shall be posted for
ten (10) working days before the job is filled by a new employee. The City shall be
under no obligation to train an employee to become qualified, but shall give preference
to present employees who are qualified and apply for such job opening. The City shall
be the judge of an employee's qualifications and ability. In the event two or more
applicants for a job opening are equally qualified, seniority shall prevail.
Section 6. Layoff and Recall. Recall from layoff exceeding five (5) work days shall
be by certified letter sent to the employee at his/her last known address furnished to
the City by the employee. The City may use any other means to return an employee
sooner.
ARTICLE XIV
GENERAL PROVISIONS
Section 1. No Discrimination. The provisions of this Agreement shall be applied
equally to all employees in the bargaining unit without discrimination as to race creed,
color, sex, age or national origin. The Union shall share equally with the City the
responsibility for applying the provisions of this section. All reference to employees in
this Agreement 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 themselves in individual personal
matters.
Section 2. Bulletin Boards. The City agrees to furnish and maintain a suitable
bulletin board in a convenient place in the work of assembly area to be used by the
Union. The Union shall limit its postings of Union notices and bulletins of such bulletin
board, which shall be used only for the following Union notices and bulletins:
a. Recreational and social affairs of the Union
b. Union meetings
c. Union elections
d. Reports of Union committees
e. Rulings or policies of the International Union
Section 3. Visits by Union Representatives. The City agrees that accredited
representatives of the International Brotherhood of Electrical Workers, Local Union 659,
upon reasonable and proper introduction, may have reasonable access to the premises
of the City at any time during working hours for the purpose of assisting in the
administration of this Agreement, if they first obtain permission to do so from the
Director of Electrical Utilities or his/her designated representative.
17
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. Existina Conditions. Only such existing and future working rules and
benefits as are specifically covered by the terms of this Agreement shall be affected by
recognition of the Union and execution of this Agreement. It is further agreed that if
modification of work rules or benefits covered by a specific provision of this Agreement
is proposed any such modification shall be posted prominently on all bulletin boards for
a period of seven (7) consecutive days prior to implementation.
Section 6. Other Employment. Outside employment shall be permitted only with
the express prior written approval of the City which may at any time, upon reasonable
grounds, revoke permission to hold such outside employment. The general principles to
be followed by the City in permitting or restricting such outside employment shall be:
a. The need for mentally and physically alert electric utility employees.
b. Insulating employees from potential conflict of interest situations.
c. Maintaining efficiency unimpaired by other employment, recognizing the
nature of the job requiring electric utility employees to be available for
emergency duty twenty-four (24) hours a day.
Section 7. Supervisory Employees. It is understood that supervisory employees not
covered under this Agreement shall not perform work within the jurisdiction of the
Union except in the case of an emergency, such as a customer outage when life or
property is endangered, and the complementary of regular employees is temporarily
reduced by reason of absence of any employee due to illness or other legitimate
reasons, or where the work load is temporarily increased, or for purposes of instruction
or training.
Section 8. Uniforms. Protective Clothina and Devices. If an employee is required
to wear a uniform, protective clothing or use any type of protective device, such article
shall be provided, maintained and cleaned by the City. Replacements shall be provided
by the City upon surrender of the article, at no cost to the employee, reasonable wear
excepted. Employees may receive reimbursement of up to $100 every other year
toward the cost of the purchase or repair of protective footwear, such as steel-toe
boots. Lost articles or damage to articles due to negligence, shall be reimbursed to the
City by the employee. The City shall provide a safe place for the storage of such
articles. Failure of an employee to wear such required uniform, protective clothing or
boots, or use such protective device as prescribed by the City shall be cause for
disciplinary action as set forth in Article XI hereof.
Section 9. Response Time Reauirement. All new regular employees shall establish
their residence within six months employment, to enable them to report for emergency
duty within thirty (30) minutes driving time of notification. All present employees who
18
presently reside outside of this area shall become residents of the area in the event
they relocate their place of residence following the effective date of this Agreement.
ARTICLE XV
CLASSIFICATIONS - WORK RULES - SAFETY
Section 1 Classifications and Descriptions. The general classifications of labor
which shall be recognized throughout this Agreement, shall be those set forth in
"Appendix A". Other classifications may be added as the need arises by mutual
agreement between the parties.
Section 2. Work Rules. The following work rules shall apply to the general
classifications listed below:
a. On jobs having a Lead Working Line Installer, workers are not to take
orders, directions, or accept the layout of any job from anyone, except
such Lead Working Line Installer. If such Lead Working Line Installer is
required to be absent from the job for an extended period of time, a
replacement shall be designated by the City.
b. All work on transformers in the field (except testing) shall be done by Line
Installers. Shop repairs on transformers may be done by other qualified
personnel.
c. Switching of circuits shall be done by Line Installers.
d. Installation and maintenance of all direct burial underground electrical
circuits, both primary and secondary, and of outdoor padmounted
transformers used in this type of installation, shall be done by regular line
crews.
e. All framing and erecting of poles or towers and stringing of wire, shall be
done by Line Installers, assisted by Groundpersons and Line Truck
Operators when required.
f. Stubbing of poles may be done by Groundpersons, under the supervision
of a Line Installer.
g. Employees, while working on transmission line structures or other towers
at a height of seventy-five (75) feet or more above ground or its
equivalent, such as a building roof, shall receive one (1) hour's additional
pay at regular straight time for each hour worked at such height. This
shall not apply to the erection of new steel towers or to the original
installation of hardware and conductor on transmission lines prior to
energization.
19
h. Employees relieved from duty because of weather conditions shall be paid
until returned to headquarters. If an employee does not return to
headquarters, they shall be paid only for time worked. If employees report
for work on a regular shift and it is mutually agreed between the
supervisor and the crew Lead Working Line Installer that weather
conditions are such that they cannot work, they shall be paid for one (1)
hour at the straight time rate. When such is deemed to be in the public
interest, crews may be requested to work regardless of weather
conditions. Time not worked because of adverse weather conditions shall
not affect vacation or sick leave accrual.
I. Apprentices shall be indentured under the Oregon State Law and Plan of
Apprenticeship to learn the trade under the direct supervision of a line
installer. An apprentice shall be given the opportunity upon the successful
completion of three (3) years' experience to qualify themselves as a line
installer by written examination. Upon so qualifying, he/she shall be
reclassified to Line Installer status.
Section 3. Safety Rules. Electrical Workers Safety Rules as promulgated by the
Oregon State Workmen's Compensation Board, and as amended from time to time, are
hereby adopted and incorporated as a part of this Agreement as is fully set forth herein,
and routine safety meetings shall be continued.
a. When working on live lines over 750 volts phase to phase, it shall be the
practice to have a Line Installer assisting each Line Installer on such lines.
b. No worker shall be required to work on energized lines exceeding 5,000
volts unless it is done by qualified Line Installers using approved tools of
the "hot stick" variety.
c. In the interest of safety and in order to insure continuity of electric
service, the employee shall promptly report any unsafe conditions noted in
connection with the City's facilities.
ARTICLE XVI
HEALTH, WELFARE AND RETIREMENT
Section 1. Health and Welfare. The City will provide the insurance coverage
described below for the employee and/or family. Effective July 1, 2002, the City will pay
950/0 of the premium cost. Effective July 1, 2003, and for the duration of this
Agreement, the City will pay 900/0 of the premium cost. However, the percent of the
premium paid by the City will not be lower than the percent of premium that the City
pays for its management personnel for the same time period.
20
a. Blue Cross/Blue Shield of Oregon Plan 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 ($20,000 with AD&D) and dependent coverage
($1,000).
e. Long Term Disability Insurance - employee only.
f. City paid reimbursement for routine physical exams for
employee/dependents, if such coverage is not included in (a), above:
Ages 2-18
Ages 19-34
Ages 35-59
Ages 60+
Once every 3 years up to $50
Once every 5 years up to $140
Once every 2 years up to $140
Once every year up to $140
g. City paid reimbursement for routine well-baby care, if such coverage is not
included in (a), above, to include: first in-hospital exams; six doctor's
office exams in the first year; three exams the second year up to $100
each exam (includes exam, inoculations and x-ray expenses).
Section 2. Insurance Committee. The Union and the City jointly recognize the
escalating cost of Health and Welfare insurance and services. In an effort to control
costs and provide the maximum benefits possible, the City will establish an employee-
based benefits committee, with one member appointed by the bargaining unit. The
committee will meet at the option of either the City or the Union, will review insurance
options and make recommendations related to controlling costs.
Section 3. Retirement. The City agrees to maintain its existing Retirement Plan,
subject to the terms and provisions thereof, as it applies to regular employees in the
bargaining unit. Upon retirement, one-half of unused sick leave will be applied to
retirement as provided in ORS 237.153. The City will assume or pay the employee
contribution required by PERS for all employees covered by this Agreement at a uniform
rate of 60/0.
Section 4. Medical Coveraae for Retirees. Any employee retiring during the term
of this contract with twenty (20) or more years of full-time service with the City, and
who is age 60 or older, shall be eligible for a monthly payment of $60.20 towards Blue
21
Cross Medicheck 65 insurance coverage or its equivalent. This payment shall be
available to age 65.
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
(currently ICMA or AETNA). This program is at the option of the member and contingent
upon a minimum $15.00 per month contribution paid by the member.
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 Worker1s Compensation shall be equal to the difference
between the Worker's Compensation pay for lost time and the employee's regular pay
rate.
ARTICLE XVIII
LIABILITY INSURANCE
The City shall purchase liability insurance in the maximum amounts set forth in
ORS 30.270 for the protection of all employees covered by this Agreement against
claims against them incurred in or arising out of the performance of their official duties.
The premium for such insurance shall by paid by the City.
ARTICLE XIX
SAVINGS CLAUSE AND FUNDING
Section 1. Savinas 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. Fundina. 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
22
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 as of the 1st day of July, 2002, 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, provided however that:
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.
CITY OF ASHLAND, OREGON
INTERNATIONAL BROTHERHOOD OF
ELECTRICAL WORKERS, LOCAL UNION
NO. 659
By: ~~~
fJ, I. <:::I , >VI.Q. Q .~ rI'\ ,r N"'\{:i ry 0 l...
Title
Date: I J ~ I ()3
\
B~?--~;'~- /,/- &~-7-?L_~~_/-
.(,k'~tl~;;r d.L~ ,
Date: / (' .- I r . (',;2-
APPROVED: Ashland City Council.?
By: ~d~~.
APPROVED: International Office IBEW
Washington, D.C.
JAN 1 0
Er":;':
~.i=in:..2..;:.=:a;;,IIE:Go"'&;:_:3.....~~'::.~z.:,~~...'",-..''-- "' .-
23
"APPENDIX A"
CLASSIFICATIONS WITHIN BARGAINING UNIT
Lead Working Line Installer
Meter Relay Technician
Line Installer/Service Person
Line Installer
Apprentice Line Installer
Electrician
Electric Meter Repairer
Line Truck Operator
Connect - Disconnect
Electric Warehouse Person
Lead Telecommunications Technician
Meter Reader
Groundperson
Telecommunications Technician
Mapping Specialist
Communications/Head-End Technician
24
APPENDIX "B" 1-Jul-Q2 1-Jul-Q2 1-Jan-Q3 1-Jan-Q3
CLASSIFICATION
Lead Working Line Installer $30.4338 $5,275 $30.5860 $5,301
Meter Relay Technician $29.5436 $5,121 $29.6913 $5,146
Line InstallerlServiceperson $28.1368 $4,877 $28.2775 $4,901
Line Installer $28.1368 $4,877 $28.2775 $4,901
1st 6-months (70% of line installer rate) $19.6957 $3,414 $19.7942 $3,431
2nd 6-months (73% of line installer rate) $20.5390 $3,560 $20.6417 $3,578
3rd 6-months (76% of line installer rate) $21.3839 $3,707 $21 .4908 $3,725
4th 6-months (80% of line installer rate) $22.5094 $3,902 $22.6219 $3,921
5th 6-months (84% of line installer rate) $23.6349 $4,097 $23.7531 $4,117
6th 6-months (90% of line installer rate) $25.3231 $4,389 $25.4497 $4,411
Electrician (1) $28.1368 $4,877 $28.2775 $4,901
Electric Meter Repairer $28.1368 $4,877 $28.2775 $4,901
Line Truck Driver $22.2566 $3,858 $22.3679 $3,877
Connect-Disconnect (2) $20.1683 $3,496 $20.2691 $3,513
Electric Warehouse Person $20.1683 $3,496 $20.2691 $3,513
Lead Telecommunications Technician $19.5179 $3,383 $19.6155 $3,400
Meter Reader $19.1462 $3,319 $19.2419 $3,335
Groundsperson $19.1462 $3,319 $19.2419 $3,335
Telecommunications Technician $19.1462 $3,319 $19.2419 $3,335
1 st 6-months $8.9576 $1,553 $9.0024 $1,560
2nd 6-months $11.5405 $2,000 $11.5982 $2,010
3rd 6-months $14.0684 $2,439 $14.1387 $2,451
4th 6-months $16.6073 $2,879 $16.6903 $2,893
1 st 6-months $17.2008 $2,981 $17.2868 $2,996
Next 12 months $18.1789 $3,151 $18.2698 $3,167
Next 12 months $19.1681 $3,322 $19.2639 $3,339
Next 12 months $20.1683 $3,496 $20.2691 $3,513
Thereafter $21.1795 $3,671 $21 .2854 $3,689
t^*~~f.~ i ~1~i1;~1ir~!~I$Ji;t;.r~[t:~;i~~I'-~~~:ji~i~~r~If~ >:: ~
1 st 6-months
Next 12 months
Next 12 months
Thereafter
* Added to Union 1/1/01
$21.0896
$21.9201
$22.8052
$23.7122
$3,656
$3,799
$3,953
$4,110
$21 .1950
$22.0297
$22.9192
$23.8308
$3,674
$3,818
$3,973
$4,131
PLEASE NOTE: Hourly rates are accurate to 4 decimal places. Monthly figures are approximate, actual earnings may vary.
(1) To be increased by the following percentage when at the City's request the employee obtains a Supervisory Electrician's license (2.5%)
and/or Electrical Inspectors License (2.5%).
(2) Connect-Disconnect to be increased by 5% for duties primarily centered around hand-held computer meter reading devices.
(3) July 1, 2002 salary schedule is adjusted to reflect a 3% increase for all classifications in the bargaining unit. January 1, 2003 salary
schedule is adjusted to reflect a .5% increase for all classifications in the bargaining unit July 1,2003 and July 1, 2004 the salary
schedule shall be adjusted by the CPI US All Cities Average, March to March with a minimum 2% and a maximum 4.5%.
(4) Additional pay for substituting for manager: $1.50/hour for 8 hour day or more.
25
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Local Union No. 659
4480 ROGUE VALLEY HWY., SUITE 3
CENTRAL POINT, OREGON 97502
(541) 664-0800. FAX (541) 664-0806
~~~~
January 17, 2003
Ms. Tina Gray
Administrative Services
City of Ashland
20 East Main Street
Ashland, OR 97520
Re: Working Agreement - City of Ashland, Electrical
Department and I.B.E.W. Local Union 659
Dear Ms. Gray:
Enclosed please find an IBEW, International Office-approved
copy of the Working Agreement in the above matter.
Thanks for all your help.
Sincerely,
LOCAL UNION NO. 659, I.B.E. W.
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Tom Ellis
Assistant Business Manager
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Enclosure