ORD 38710 - Agmt with AFL-CIO for collective bargaining t .
of a� Human Resources Department
, ?; t P` Omaha/Douglas Civic Center
d9 rt► sa "" 1819 Farnam Street,Suite506
®' 114 � a Omaha,Nebraska 68183-0506a� 3 ? (402)444-5300
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FAX(402)444-5314
a�'T�D FeaR3 � FAX(402)444-5317
City of Omaha O A i F ,
Jim Suttle,Mayor
Honorable President
and Members of the City Council,
Attached hereto is an Ordinance to approve the labor agreement between the City of Omaha and
the Omaha City Employees, Local 251, American Federation of State, County and Municipal
Employees, AFL-CIO. This Agreement will cover payroll years 2009 through 2012.
The major economic changes are:
1. Pay Raises
2009 0% across the board pay increase, however all step/merit increases shall
continue as normal.
2010 0% across the board pay increase, however all step/merit increases shall
continue as normal.
2011 3:5% across the board pay increase.
2012 3.5% across the board pay increase.
•
2. Pension Contributions
City Employee
2010 0.75% 0.25%
2011 0.75% 0.75%
2012 0.75% 0.75%
Total Over Three (3) Year Period - 4%
3. Health Insurance Premium: Currently, employees pay a health insurance premium of
5%. Beginning in 2011, the health insurance premium will be 6% of the COBRA rate.
Beginning in 2012, the health insurance premium will be raised to 7% of the COBRA
rate.
in the English language, having a bona fide paid
are in conflicta with this ordinance employees ell not circulation in Douglas Countyin excess of 300 copies, printed in
be applicable to those in g P �
CMPTEC; and to provide the effective date Omaha,in said County of Douglas,for more than fifty-two weeks last
hereof.
PASSED:April zo,2010,6-1 past; that the printed notice hereto attached was published in THE
APPROVED BY:
JIM SUTTLE 4/22/10 DAILY RECORD,of Omaha,on
MAYOR OF
E
April 28 , 2010
BUSTER BROWN,
City Clerk
4-28-10
That said Newspaper during that time w: regularly published and
in general ' t>ibn in the County of Dou•' ••, • r diState of Nebraska.
iv skit,
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Subscribed in mitres• ce and sworn to bef
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Honorable President
and Members of the City Council,
Page -2-
Additional economic items in this agreement, all of which shall begin upon such agreement's
legal execution, are:
1. Wellness Program: The City will institute a Wellness Program that would include first
dollar coverage up to $200 for each covered individual for preventative services that, in
the past, were not covered by the City health insurance plan. Specifically, the services
now covered are well baby exams, routine physicals, school physicals, annual well
woman examinations, routine colonoscopies, routine mammograms, immunizations, and
pap smears. After such first dollar coverage is met on any of these listed preventive
services, any further preventative services will be subject to the normal deductible and
coinsurance under the health care plan.
2. Dental: The lifetime maximum allowance for orthodontics is currently $2,000 per
person. This agreement will raise this allowance to $2,500 per person.
3. No employee in a part-time or seasonal Local 251 position, including any retired
employee rehired by the City, shall be paid at a step higher then the "A" step. Except that
any part-time or seasonal employee in a Local 251 position on the date of adoption of the
Local 251 contract and who is not a retired City employee receiving a pension, shall
continue to be compensated at the step they are currently assigned but shall not be placed
at a higher step. When any part-time or seasonal employee in a Local 251 position leaves
City employment his/her replacement, if any, shall be bound by the "A" step rule above.
4. Tool Allowance: Fabrication Mechanics I & Its shall now receive a tool allowance of
$200.00 per year, unless their department or division provides all of the necessary tools
for the employee to complete their job duties.
The City and Local 251 have agreed on other non-economic provisions in the labor agreement.
These provisions are:
1. Permit the City, upon at least seven (7) calendar days notice, to move an employee
assigned to a five (5) day eight (8) hour workweek over to a four (4) day ten (10) hour
workweek.
2. Allow a Department Director to grant up to an additional 120 hours of paid sick leave per
year to employees who have been with the City less than three (3) years, have suffered a
medically documented chronic illness over a period of years, and who have insufficient
sick leave balances to accommodate a current or upcoming illness or injury. The City
will create an ad hoc committee with representation from all civilian unions to consider
such requests and to advise and make recommendations to the appropriate City decision
maker in each particular case, but the final decision shall rest with the Department
Director.
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Honorable President
and Members of the City Council,
Page -3-
3. Allow an employee due for a performance evaluation and who has not received one in
excess of thirty (30) days, to request that the Labor Relations Director notify the
employee's Department Director that his/her performance evaluation is overdue and
should be completed.
4. Mandate that notification of direct deposit of payroll shall be made electronically through
the on-line system only. Paper forms will not be printed or mailed. The City shall give
the union at least thirty(30) days notice of this change after the contract is executed.
5. Change the "Discipline" section of the contract by moving the offense of sleeping on the
job during working hours to a Dischargeable Offense and add a provision to allow the
City more time to determine in cases where an employee is alleged to cause damage to
property, if an employee is liable for any damage and what the monetary damage amount
is in the case.
6. Clarify how the City pays an employee that performs work on any observed holiday,
birthday, or "floating" holiday. Additionally language will explain how the City pays an
employee's half-hour lunch period when the employee works two (2) hours pay their
normal shift.
7. Specify that an employee temporarily assigned to work in'a different Division or
p Y
Department must follow the direction of that particular Division/Department supervisor
and any applicable work rules therein.
8. The contract adds language for the situation where a hiring department offers a current
City employee a position, but that position offered is the same classification that the
employee currently holds, then the employee that accepts the offer is placed at Step "A"
of the pay scale for the position regardless of their current pay step and will have to serve
a probationary period of ninety(90) days.
9. Probationary employee can now join Local 251, pursuant to any applicable union rules or
regulations.
10. Clarify how Street Maintenance Division employees move into their winter shifts and the
granting of overtime for such employees during snow emergencies.
The cost for this labor agreement will be paid from budgeted accounts in the affected years.
Your favorable consideration of the attached ordinance is requested.
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medically documented chronic illness over a period of years, and who have insufficient
sick leave balances to accommodate a current or upcoming illness or injury. The City
will create an ad hoc committee with representation from all civilian unions to consider
such requests and to advise and make recommendations to the appropriate City decision
maker in each particular case, but the final decision shall rest with the Department
Director.
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Honorable President
and Members of the City Council,
Page -4-
Res ctfully submi ,
Referred to the City Council for Consideration:
2� 23 rcZo Gb
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H man e urces Director Date Ma r' Office/Title Date
Approved as to funding: Approved as to form:
6474ereeve"-- eza3 0�� 2 • "\ 2 3 f ),,�
Finance Director Date AM4City Attorney Date
APPROVED AS TO FORM:
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ASSISTANT CITY ATTORNEY DAT
p:\law-city council documents\2010\10055dae.doc
APR 20 2010 7 o
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APPROVED AS TO FORM:
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ORDINANCE NO. r3Y1/ 2
AN ORDINANCE to approve the Collective Bargaining Agreement for the years 2009,2010,2011
and 2012 between the City of Omaha and the Omaha City Employees,Local 251,American
Federation of State, County and Municipal Employees, AFL-CIO; to provide that any
ordinances of the City of Omaha, and any rules and regulations promulgated thereunder,
which are in conflict with the provisions of the Collective Bargaining Agreement shall not be
applicable to those employees in the Bargaining Unit described in Article 1, Section 1, of
said Collective Bargaining Agreement;to provide authorization for the Mayor to execute and
the City Clerk to attest his signature; and to provide the effective date hereof.
BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF OMAHA:
Section 1. There is a need to approve the Collective Bargaining Agreement between the City
of Omaha and the Omaha City Employees,Local No.251,American Federation of State,County and
Municipal Employees, AFL-CIO, for the years 2009, 2010, 2011 and 2012. A copy of said
Collective Bargaining Agreement is attached hereto and by this reference made a part hereof
Section 2. Any ordinances of the City of Omaha, and rules and regulations promulgated
thereunder,which are in conflict with the provisions of the Collective Bargaining Agreement shall
not be applicable to those employees in the Bargaining Unit described in Article 1, Section 1,of said
Collective Bargaining Agreement.
Section 3. The Mayor of the City of Omaha is hereby authorized to execute the Collective
Bargaining Agreement on behalf of the City of Omaha, and the City Clerk is authorized to attest to
his signature.
e currently holds, then the employee that accepts the offer is placed at Step "A"
of the pay scale for the position regardless of their current pay step and will have to serve
a probationary period of ninety(90) days.
9. Probationary employee can now join Local 251, pursuant to any applicable union rules or
regulations.
10. Clarify how Street Maintenance Division employees move into their winter shifts and the
granting of overtime for such employees during snow emergencies.
The cost for this labor agreement will be paid from budgeted accounts in the affected years.
Your favorable consideration of the attached ordinance is requested.
ered a
medically documented chronic illness over a period of years, and who have insufficient
sick leave balances to accommodate a current or upcoming illness or injury. The City
will create an ad hoc committee with representation from all civilian unions to consider
such requests and to advise and make recommendations to the appropriate City decision
maker in each particular case, but the final decision shall rest with the Department
Director.
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ORDINANCE NO. (3,1/d
PAGE 2
Section 4. This Ordinance shall be in full force and take effect fifteen (15) days from and
after its passage.
INTRODUCED BY COUNCILMEMBER
APPROVED BY:
- 02,2440
MAYO ffHE Y OF OMAHA DATE
PASSED APR 2 0 2010 V/ `,
ATTEST:
ITY CLERK OF THE CITY OF OMAHA DATE
APPROVED AS TO FORM:
3 Z3 1 v
ASSISTANT CITY ATTORNEY
`DAE
31l FL/
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ASSISTANT CITY ATTORNEY DAT
p:\law-city council documents\2010\10055dae.doc
APR 20 2010 7 o
ATTEST:
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• C T CLERK O T C Y OF OMAHA DATE
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APPROVED AS TO FORM:
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2009-2010-2011 -2012
2006 2007 2008
AGREEMENT
BETWEEN
THE CITY OF OMAHA,NEBRASKA
AND
THE OMAHA CITY EMPLOYEES, LOCAL NO. 251
AMERICAN FEDERATION
OF
STATE, COUNTY AND MUNICIPAL EMPLOYEES
A.F.L. - C.I.O.
ATTEST:
ITY CLERK OF THE CITY OF OMAHA DATE
APPROVED AS TO FORM:
3 Z3 1 v
ASSISTANT CITY ATTORNEY
`DAE
31l FL/
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ASSISTANT CITY ATTORNEY DAT
p:\law-city council documents\2010\10055dae.doc
APR 20 2010 7 o
ATTEST:
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• C T CLERK O T C Y OF OMAHA DATE
r.
APPROVED AS TO FORM:
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INDEX
ARTICLE TITLE PAGE
1 Union Recognition 3
2 Management Rights 4
3 Prohibition of Strikes 6
4 Discharge and Discipline 7
5 Appeal Procedure 13
6 Grievance Procedure 15
7 Cooperation 18
8 Seniority 19
9 Probationary Employees 20
10 Lay-Offs 23
11 Transfers and Relocations 25
12 Hours of Work 28
13 Overtime 35
14 Meal Periods 38
15 Show-Up and Call-In Time 40
16 Tool Allowance 41
17 Leave Provisions 42
18 Holidays 51
19 Health Care and Dental Benefit; Life Insurance 53
20 Wages 59
21 Shift Differential 60
22 Drug Testing 61
23 Personnel Files &Performance Evaluations 62
24 Non-Discrimination 63
25 Check-Off 64
26 Bulletin Boards, City Policies and Wheel Tax 66
27 Union Business 67
28 Joint Advisory Committee 69
29 Savings Clause 70
30 Injuries in the Line of Duty-Temporary Disability 71
31 Residency 72
32 Seasonal and Part-Time Employees 73
33 Safety 74
34 Uniforms 75
35 Pensions 78
36 Article 36 Total Agreement 86
37 Americans with Disability Act 87
38 Compensatory Time 88
39 Longevity Pay 89
40 Duration of Agreement 90
he position regardless of their current pay step and will have to serve
a probationary period of ninety(90) days.
9. Probationary employee can now join Local 251, pursuant to any applicable union rules or
regulations.
10. Clarify how Street Maintenance Division employees move into their winter shifts and the
granting of overtime for such employees during snow emergencies.
The cost for this labor agreement will be paid from budgeted accounts in the affected years.
Your favorable consideration of the attached ordinance is requested.
ered a
medically documented chronic illness over a period of years, and who have insufficient
sick leave balances to accommodate a current or upcoming illness or injury. The City
will create an ad hoc committee with representation from all civilian unions to consider
such requests and to advise and make recommendations to the appropriate City decision
maker in each particular case, but the final decision shall rest with the Department
Director.
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APPENDIX TITLE PAGE
1 Classifications - Civilian Management-Non-Bargaining Unit 91
2 Classifications—Functional 92
3 Definition- Supervisory&Professional Employees 94
4 Check-Off Form 95
5 Grievance Form 96
6 Hourly and Annual Pay- Civilian Bargaining Unit -
( 2006 2007 20082009—2010; 2011; 2012) 106-114
3 Z3 1 v
ASSISTANT CITY ATTORNEY
`DAE
31l FL/
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ASSISTANT CITY ATTORNEY DAT
p:\law-city council documents\2010\10055dae.doc
APR 20 2010 7 o
ATTEST:
Avo
• C T CLERK O T C Y OF OMAHA DATE
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APPROVED AS TO FORM:
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PREAMBLE
This Agreement, by and between the City of Omaha, Nebraska, hereinafter referred to as the
CITY, and the Omaha City Employees Local No. 251, American Federation of State, County and
Municipal Employees - A.F.L.- C.I.O., hereinafter referred to as the UNION, is designed to
promote and strive to maintain a working agreement between the City of Omaha and the
UNION. Any references herein to the male gender refers to male and female.
ANT CITY ATTORNEY
`DAE
31l FL/
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ASSISTANT CITY ATTORNEY DAT
p:\law-city council documents\2010\10055dae.doc
APR 20 2010 7 o
ATTEST:
Avo
• C T CLERK O T C Y OF OMAHA DATE
r.
APPROVED AS TO FORM:
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PAGE 3 C
ARTICLE 1
UNION RECOGNITION
SECTION 1 The CITY recognizes the UNION as the sole and exclusive bargaining
representative of employees in the classified service as defined in Chapter 23,
Section 23-176 of the Omaha Municipal Code but excluding those
classifications set forth in Appendices 1, 2, and all other supervisory,
professional, confidential, and managerial employees as defined in Appendix
3.
SECTION 2 The CITY shall have the exclusive right to determine whether any
classification established subsequent to the effective date of this Agreement is
to be included or excluded from the bargaining unit, provided, however, that
the UNION shall be notified prior to public hearing of the proposed
classification to be established and its salary range and further shall have the
right to submit any recommendations concerning the designation of the
classification as either bargaining unit or non-bargaining unit.
SECTION 3 The CITY shall not enter into any agreement with employees in the
bargaining unit, individually or collectively, relative to wages, hours, terms or
conditions of employment.
SECTION 4 Local 251 will be included in any merger discussions that have a contractual
effect on Local 251 employees.
Residency 72
32 Seasonal and Part-Time Employees 73
33 Safety 74
34 Uniforms 75
35 Pensions 78
36 Article 36 Total Agreement 86
37 Americans with Disability Act 87
38 Compensatory Time 88
39 Longevity Pay 89
40 Duration of Agreement 90
he position regardless of their current pay step and will have to serve
a probationary period of ninety(90) days.
9. Probationary employee can now join Local 251, pursuant to any applicable union rules or
regulations.
10. Clarify how Street Maintenance Division employees move into their winter shifts and the
granting of overtime for such employees during snow emergencies.
The cost for this labor agreement will be paid from budgeted accounts in the affected years.
Your favorable consideration of the attached ordinance is requested.
ered a
medically documented chronic illness over a period of years, and who have insufficient
sick leave balances to accommodate a current or upcoming illness or injury. The City
will create an ad hoc committee with representation from all civilian unions to consider
such requests and to advise and make recommendations to the appropriate City decision
maker in each particular case, but the final decision shall rest with the Department
Director.
MI CO CO CO CO CO N N N N () CO
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PAGE 4C
ARTICLE 2
MANAGEMENT RIGHTS
Except where limited by express provisions elsewhere in this Agreement, nothing in this
Agreement shall be construed to restrict, limit, or impair the rights, powers, and the authority of
the CITY as granted to it under the laws of the State of Nebraska, the Home Rule Charter of the
City of Omaha, 1956, and CITY'S ordinances. These rights, powers, and authority include, but
are not limited to the following:
1. The right to determine, effectuate, and implement the objectives and goals of the CITY.
2. The rights to manage and supervise all operations and functions of the CITY.
3. The right to establish, allocate, schedule, assign, modify, change, and discontinue CITY
operations, work shifts, and working hours.
4. The right to establish, modify, change, and discontinue work standards.
5. The right to hire, examine, classify, promote, train, transfer, assign, and retain
employees; suspend, demote, discharge, or take other disciplinary action against
employees for just cause; and to relieve employees from duties due to lack of work or
funds.
6. The right to increase, reduce, change, modify, and alter the composition and size of the
work force.
7. The right to determine, establish, set, and implement policies for the selection, training,
and promotion of employees.
8. The right to create, establish, change, modify, and discontinue any CITY function,
operation, and department.
9. The right to establish, implement, modify, and change financial policies, accounting
procedures, prices of goods, or services, public relations, and procedures and policies
for the safety, health, and protection of CITY property and personnel.
10. The right to adopt, modify, change, enforce, or discontinue any existing rules,
regulations, procedures, and policies which are not in direct conflict with any provision
of the Agreement.
11. The right to establish, select, modify, change, or discontinue equipment, materials, and
the layout and arrangement of machinery.
12. The right to determine the size and character of inventories and their disposal.
13. The right to determine and enforce employee's quality and quantity standards.
14. The right to contract, subcontract, merge, sell, or discontinue any function or operation
of the CITY.
15. The right to engage consultants for any function or operation of the CITY.
16. The right to sell, transfer, lease, rent, or otherwise dispose of any CITY equipment,
inventories, tools, machinery, or any other type of property or service.
17. The right to establish, adopt, modify, change, and discontinue any type of licensed
processes, production, maintenance, service, or distribution methods or facilities.
18. The right to control and the use of property, machinery, inventories, and equipment
owned, leased, or borrowed by the CITY.
19. The right to determine which products are to be processed, manufactured, or sold, and
which services are to be rendered, supplied, or discontinued.
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PAGE 5C
20. The right to establish, implement, change, modify, adjust, and discontinue any process,
technique, method, means of manufacture or distribution, and the type of machinery or
equipment to be used or operated by the CITY or any contractor or subcontractor.
21. The location, establishment, and organization of new departments, divisions,
subdivisions, or facilities thereof, and the relocation of departments, divisions,
subdivisions, locations, and the closing and discontinuance of the same.
22. The right to classify jobs and to allocate individual employees to appropriate
classifications based upon duty assignments. The CITY will not abolish or change any
bargaining unit classifications for the purpose of depriving the bargaining unit
employees of their benefits under this contract.
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•
PAGE 6C
ARTICLE 3
PROHIBITION OF STRIKES
The UNION shall neither cause nor counsel any person to hinder, delay, limit, or suspend the
continuity of efficiency of any CITY function, operation, or service for any reason, nor shall it in
any manner coerce, intimidate, instigate, induce, sanction, suggest, conspire with, promote,
support, sponsor, engage in, condone, or encourage any person to participate in any strike,
slowdown, mass resignation, mass absenteeism, or any other type of concerted work stoppage.
The UNION shall not aid or assist any persons or parties engaging in the above prohibited
conduct by giving direction or guidance to such and conduct, or by providing funds, financial,
and other assistance for the conduct or direction of such activities or for the payment of strike,
unemployment, or other benefits to those persons or parties participating in such prohibited
conduct and activities, provided, however, that the UNION may provide legal representation. In
applying the provisions of this Article, all of the terms used herein shall be given the meaning
commonly understood. The UNION shall not be in breach of contract where the acts or actions
hereinbefore enumerated are not caused or authorized directly or indirectly by the UNION.
Upon notification confirmed in writing by the CITY to the UNION that certain of its members
are engaged in a wildcat strike, the UNION shall immediately in writing order such members to
return to work at once, and provide the CITY with a copy of such order, and a responsible
official of the UNION shall publicly order them to return to work. Such characterization of the
strike by the CITY shall not establish the nature of the strike. Such notification by the UNION
shall not constitute an admission by it that a wildcat strike is in progress or has taken place or
that any particular member is or has engaged in a wildcat strike. The notification shall be made
solely on the representations of the CITY. In the event that a wildcat strike occurs, the UNION
agrees to take all reasonable effective and affirmative action to secure the members' return to
work as promptly as possible.
The CITY agrees that it shall not lock out any employees because of a labor dispute.
andards.
14. The right to contract, subcontract, merge, sell, or discontinue any function or operation
of the CITY.
15. The right to engage consultants for any function or operation of the CITY.
16. The right to sell, transfer, lease, rent, or otherwise dispose of any CITY equipment,
inventories, tools, machinery, or any other type of property or service.
17. The right to establish, adopt, modify, change, and discontinue any type of licensed
processes, production, maintenance, service, or distribution methods or facilities.
18. The right to control and the use of property, machinery, inventories, and equipment
owned, leased, or borrowed by the CITY.
19. The right to determine which products are to be processed, manufactured, or sold, and
which services are to be rendered, supplied, or discontinued.
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PAGE 7C
ARTICLE 4
DISCHARGE AND DISCIPLINE
SECTION 1 -- DISCIPLINARY ACTION -- CAUSE: Any action which reflects discredit upon
the service or is a direct hindrance to the effective performance of the CITY government
functions shall be considered good cause for disciplinary action. The following are declared to
be good cause for disciplinary action against any employee, though charges may be based upon
causes and complaints other than those listed:
MINOR VIOLATIONS
For the following violations the assigned disciplinary action for the numbered offense shall be:
1.. 2. 3. 4. 5.
1 Work 3 Work 5 Work
Written Day Day Day
Reprimand Suspension Suspension Suspension Discharge
1. Engaging in horse play, running, scuffling, or throwing objects during working hours.
2. Failure to observe parking and traffic regulations on City property or while operating a
City vehicle.
3. Reporting late for work, without justifiable cause, but employee did call supervisor (or
person designated to receive such phone calls) twenty minutes prior to start of shift to
report such tardiness. Employees shall be notified in advance what phone number(s) to
call to report that they will be late for work.
For the following violations the assigned disciplinary action for the numbered offense shall be:
1. 2. 3. 4.
3 Work 5 Work
Written Day Day
Reprimand Suspension Suspension Discharge
•
4. Failure to perform job in a satisfactory manner.
to work. Such characterization of the
strike by the CITY shall not establish the nature of the strike. Such notification by the UNION
shall not constitute an admission by it that a wildcat strike is in progress or has taken place or
that any particular member is or has engaged in a wildcat strike. The notification shall be made
solely on the representations of the CITY. In the event that a wildcat strike occurs, the UNION
agrees to take all reasonable effective and affirmative action to secure the members' return to
work as promptly as possible.
The CITY agrees that it shall not lock out any employees because of a labor dispute.
andards.
14. The right to contract, subcontract, merge, sell, or discontinue any function or operation
of the CITY.
15. The right to engage consultants for any function or operation of the CITY.
16. The right to sell, transfer, lease, rent, or otherwise dispose of any CITY equipment,
inventories, tools, machinery, or any other type of property or service.
17. The right to establish, adopt, modify, change, and discontinue any type of licensed
processes, production, maintenance, service, or distribution methods or facilities.
18. The right to control and the use of property, machinery, inventories, and equipment
owned, leased, or borrowed by the CITY.
19. The right to determine which products are to be processed, manufactured, or sold, and
which services are to be rendered, supplied, or discontinued.
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PAGE 8C
5. Reporting late for work, without justifiable cause, but did not call supervisor (or person
designated to receive such phone calls) twenty minutes prior to start of shift to report
such tardiness; or failure to request sick leave twenty minutes prior to start of shift.
Employees shall be notified in advance what phone number(s) to call to report that they
will be late for work.
6. Failure to follow City job instructions, verbal or written.
7. Vending, soliciting, or collecting contributions for any purpose on City premises at any
work location unless authorized by the Mayor or Labor Relations Director or designated
representative.
8. Distributing written or printed matter of any description during working hours unless
authorized by the Mayor or Labor Relations Director or designated representative.
9. Posting, altering, or removing any matter on bulletin boards on City property unless
specifically authorized.
10. Make false, vicious, or malicious written statements about any employee or the City.
11. Failure to punch in or out when arriving at or leaving work at regular time.
12. Causing minor damage to material or equipment due to carelessness or negligence.
No employee may be disciplined for any of the above Minor Violations unless that employee has
been counseled, in writing on a form approved by the City, for the same offense within twelve
months preceding the event which gives rise to the new discipline, or received a Verbal
Reprimand pursuant to prior labor contract. Once an employee has received an actual discipline
for any of the above minor violations, subsequent violations shall result in the next disciplinary
step. In the event two years pass from the date of any disciplinary action, additional violations
will result in the process starting over again—a new counseling.
MAJOR VIOLATIONS
For the following violations the assigned disciplinary action for the numbered offense shall be:
1. 2. 3. . 4.
1 Work 3 Work 5 Work
Day Day Day
Suspension Suspension Suspension Discharge
13. Failure to report to work absent justifiable cause.
14. Leaving work area during working hours without permission, except in cases of
emergency.
tinue any function or operation
of the CITY.
15. The right to engage consultants for any function or operation of the CITY.
16. The right to sell, transfer, lease, rent, or otherwise dispose of any CITY equipment,
inventories, tools, machinery, or any other type of property or service.
17. The right to establish, adopt, modify, change, and discontinue any type of licensed
processes, production, maintenance, service, or distribution methods or facilities.
18. The right to control and the use of property, machinery, inventories, and equipment
owned, leased, or borrowed by the CITY.
19. The right to determine which products are to be processed, manufactured, or sold, and
which services are to be rendered, supplied, or discontinued.
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PAGE 9C
15. Violating a posted or published safety rule or safety practice of a serious nature.
16. Smoking in restricted posted area or where smoking would create a hazard.
17. Sleeping on the job during working hours.
178. Any damage caused by the employee's negligence to public and/or private property,
material or equipment exceeding the amount of $2,000.00. It is understood that if an
employee has not been involved, for the two years prior to the proposed discipline, in any
situation which caused damage to public or private property, then that employee shall be
reprimanded instead of suspended. It is also understood that time limits for the bringing
of discipline under this section shall not begin until the City receives both the facts
necessary to determine who is liable for the damage and the assessed monetary amount of
the damage. In no event shall such time limit exceed thirty (30) working days unless
agreed to in writing by the Union.
DISCHARGE
For the following violations the assigned disciplinary action for the numbered-offense shall be
discharge from employment:
Discharge
18. Sleeping on the job during working hours. An employee may be suspended for this
offense, rather then discharged, based on the facts of the case, the employee's past
disciplinary record, and any other relevant factors. "Relevant factors"to be considered in
determining whether or not to discharge or otherwise discipline an employee are:
acquiescence of the supervisor, public/private nature of offense, duration of offense,
beginning/end of shift, extenuating personal circumstances. These factors are listed as
examples and are not all inclusive.
19. Gross insubordination.
20. Provoking or instigating fighting during working hours or at any work location.
21. Falsifying City records.
22. Knowingly punching another employee's time card; having one's time card punched by
another.
23. Possessing firearms, or dangerous weapons on City property.
24. Theft of any property while on City time.
e to report to work absent justifiable cause.
14. Leaving work area during working hours without permission, except in cases of
emergency.
tinue any function or operation
of the CITY.
15. The right to engage consultants for any function or operation of the CITY.
16. The right to sell, transfer, lease, rent, or otherwise dispose of any CITY equipment,
inventories, tools, machinery, or any other type of property or service.
17. The right to establish, adopt, modify, change, and discontinue any type of licensed
processes, production, maintenance, service, or distribution methods or facilities.
18. The right to control and the use of property, machinery, inventories, and equipment
owned, leased, or borrowed by the CITY.
19. The right to determine which products are to be processed, manufactured, or sold, and
which services are to be rendered, supplied, or discontinued.
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PAGE 10C
25. Reporting for work under the influence of drugs unless authorized by a physician or using
drugs on City time.
26. Reporting for work under the influence of alcohol. The City shall have the right to
require an employee to submit to a recognized alcoholic testing method. As used herein
under the influence of alcohol means the employee has ten one-hundredths of 1% or more
by weight of alcohol in his body fluid as shown by a recognized method of alcohol
testing.
27. Drinking any alcoholic beverage while on City time.
28. Immoral conduct or indecency.
29. Threatening, intimidating, coercing or interfering with fellow employees during working
hours.
30. Gambling on City premises.
31. Offensive conduct toward the public.
A combination of four (4) minor violations or two (2) major violations shall subject the
employee to further disciplinary action, up to and including discharge. A combination of two (2)
minor violations and one (1) major violation shall subject the employee to further disciplinary
action.
The prescribed penalties in the above enumerated work rules of this Section shall not be
changed, altered or modified for the duration of this Agreement except by mutual consent of the
parties. The assigned discipline is based on a progressive system for the same offense and the
prescribed penalties after the first offense cannot be imposed until the immediately preceding
penalty for such offense has been imposed, and in the event of appeal, the appeal denied. On
appeal the Personnel Board or arbitrator shall have the authority to determine which of the above
rules, if any, were violated by an employee but may not vary the penalty prescribed for an
infraction of any of the above rules. Disciplinary action, if any, shall be meted out promptly
after due and reasonable investigation.
Any cause specified in Section 23-291 through 23-296 inclusive of the Omaha Municipal Code
shall also be grounds for disciplinary action. A copy of this Section, with any amendments
thereto, shall be submitted to each Department Head to be posted promptly in such manner as
will bring it to the attention of all employees of such department. The CITY shall notify the
UNION of any new work rules and regulations and the CITY shall attempt, in formulating any
new work rules and regulations, to make them consistent with the above work rules.
No City employee shall be disciplined based solely on information gathered by Global
Positioning Satellite System (GPS); this provision shall not apply, however, to criminal
investigations.
SECTION 2 -- DISCIPLINARY ACTIONS -- REPRIMAND: An employee may be
reprimanded for cause. Such reprimand shall be in writing, it shall be transmitted to the
roperty, machinery, inventories, and equipment
owned, leased, or borrowed by the CITY.
19. The right to determine which products are to be processed, manufactured, or sold, and
which services are to be rendered, supplied, or discontinued.
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PAGE 11C
employee within fifteen (15) working days from the act causing such reprimand, and a signed
copy shall be transmitted to the Human Resources (Personnel) Department for inclusion in the
employee's personnel file. An employee may appeal a written reprimand to the Personnel Board
in accordance with the provisions of Article 5.
SECTION 3 -- DISCIPLINARY ACTIONS -- SUSPENSION: An employee may be suspended
without pay for cause for a period or periods as prescribed in Section 1. Employees may be
suspended for violation of other posted causes not exceeding sixty (60) calendar days in any
twelve (12) months, however, no single suspension shall be for more than thirty (30) calendar
days. A written notice for a suspension shall be transmitted to the employee within fifteen (15)
work days following the act causing such suspension,,—La copy of this shall be transmitted to the
Human Resources (Personnel) Department. Such notice shall include the reasons for and the
duration of the suspension.
SECTION 4 -- DISCIPLINARY ACTIONS -- DEMOTION: An employee may be demoted for
cause. A written statement of the reasons for any such action shall be transmitted to the
employee and a copy transmitted to the Human Resources (Personnel) Department within fifteen
(15) work days prior to the effective date of the action. No demotion shall be made as a
disciplinary action unless the employee to be demoted is eligible for employment in a lower class
and shall not be made if any regular employee in a lower class will be laid off by reason of the
action.
SECTION 5 -- DISCIPLINARY ACTIONS -- DISCHARGE: An employee may be discharged
for cause. Prior to the discharge becoming effective a written statement containing the reasons
for the recommended discharge shall be transmitted to the employee and to the Human
Resources (Personnel) Department. The City may suspend such employee immediately and
indefinitely with pay. Prior to the discharge becoming effective such employee shall be entitled
to present his side of the facts surrounding the discharge to an impartial City decision maker.
SECTION 6 -- The above time limits of Sections 2, 3, and 4 may be waived by mutual consent
by the Labor Relations Director or his designated representative and the Union, however, should
a waiver not be obtained, failure to comply with said time limits shall preclude any disciplinary
action being taken.
The term "work days" as, used in this article and anywhere throughout this contract shall mean
any Monday, _Tuesday, Wednesday, Thursday or Friday which is not a holiday for City
employees.
SECTION 7 -- For the purposes of this article, UNION representative is defined as any elected
or appointed officers of the UNION or stewards designated by the UNION. Such UNION
representative or representatives shall be entitled to be present at any time an employee is
questioned or examined concerning matters which could lead to disciplinary action including
counseling sessions against that employee; provided, however, that in the event the employee
knowingly waives his right to have a UNION representative present in writing upon being so
advised, it shall not be necessary that the UNION representative be present and the City shall im-
mediately transmit a copy of the written waiver to the UNION. Should the City desire to
question an employee concerning matters which the City does not have reason to believe could
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PAGE 12C
lead to disciplinary action against that employee, then that employee should be so informed prior
to questioning.
SECTION 8 -- No Civilian employee in the Police Division will be questioned by Internal
Investigations regarding any matter which could lead to disciplinary action against that employee
without being given reasonable notice of such questioning. The employee shall be allowed to
have Union representative present during such questioning. However, such representative will
not be allowed to interrupt the Internal Security Officer's questioning of the employee. Such
Union representative shall have the opportunity, after Internal Investigations questioning, to
question employee for the record. If any part of the questioning is tape recorded, the entire
questioning (including that by Union representative and any statements made by such
representative or employee) shall also be recorded.
SECTION 9 -- When an employee's job classification requires him/her to operate a motor
vehicle and to possess a valid Motor Vehicle operator's license; and that employee loses his/her
operating privileges; and the employee is not terminated from employment then, as part of a
disciplinary penalty, the employee may be reduced to a lower pay step which is closest to a 10%
pay reduction. This penalty may apply for that period of time that the employee is without
driving privileges. The City shall issue a policy(procedure) to govern this Section.
SECTION 10 -- Any employee counseled by Labor Relations for sick leave or who has received
a reprimand or other discipline within the two (2) years prior to the change in position must
undergo a 6-month evaluation/training period upon changing position (transfer, relocation,
bumping, demotion, etc.). If the employee does not successfully complete this
evaluation/training period he/she will be entitled to return to his former or like position.
or to the discharge becoming effective such employee shall be entitled
to present his side of the facts surrounding the discharge to an impartial City decision maker.
SECTION 6 -- The above time limits of Sections 2, 3, and 4 may be waived by mutual consent
by the Labor Relations Director or his designated representative and the Union, however, should
a waiver not be obtained, failure to comply with said time limits shall preclude any disciplinary
action being taken.
The term "work days" as, used in this article and anywhere throughout this contract shall mean
any Monday, _Tuesday, Wednesday, Thursday or Friday which is not a holiday for City
employees.
SECTION 7 -- For the purposes of this article, UNION representative is defined as any elected
or appointed officers of the UNION or stewards designated by the UNION. Such UNION
representative or representatives shall be entitled to be present at any time an employee is
questioned or examined concerning matters which could lead to disciplinary action including
counseling sessions against that employee; provided, however, that in the event the employee
knowingly waives his right to have a UNION representative present in writing upon being so
advised, it shall not be necessary that the UNION representative be present and the City shall im-
mediately transmit a copy of the written waiver to the UNION. Should the City desire to
question an employee concerning matters which the City does not have reason to believe could
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PAGE 13C
ARTICLE 5
APPEAL PROCEDURE
SECTION 1 Any employee who has satisfactorily completed his/her probationary period of
employment with the City of Omaha shall have the right to appeal to the
Personnel Board or arbitration, but not both from a reprimand, suspension,
discharge, or reduction in classification or pay or loss of pay not later than
fifteen(15)work days after receiving notice of such action.
SECTION 2 If an employee, serving a probationary period by virtue of promotion, is
discharged for reasons of misconduct or delinquency, he shall be entitled to
file and process an appeal under the provisions of Section 4 hereof.
SECTION 3 The Personnel Board or arbitrator shall not have jurisdiction to discharge an
employee upon an appeal from a suspension.
SECTION 4 The appeal must be in writing and submitted to the Human Resources
(Personnel) Director within the above 15-day time period. If the employee
requests Personnel Board hearing, the Human Resources (Personnel) Director
shall cause such appeal to be placed on the agenda of the next regularly
scheduled Personnel Board Meeting, provided the appeal is received at least
fifteen (15) days prior to the regularly scheduled Personnel Board Meeting
otherwise it shall be placed on the agenda of the Personnel Board for the
following regularly scheduled meeting. If the employee requests arbitration,
the Human Resources (Personnel) Director shall immediately refer said
arbitration request to the Labor Relations Director who shall promptly arrange
for arbitration. All the procedures set forth in Article 6, Section 3 shall be
followed for this appeal arbitration.
SECTION 5 An employee who is demoted, suspended, or given a reprimand shall, upon
request, meet with the Labor Relations Director, and the Department Director
or Division manager at any time prior to his appeal being heard by the
Personnel Board or arbitrator. The purpose of this meeting is so that the
employee may present his side of the events leading up to the discipline.
After this meeting the employee shall be promptly notified whether or not the
disciplinary decision will be changed. The employee's Union representative
shall be provided reasonable notice of the meeting and shall be entitled to be
present at such meeting unless the employee, upon being so advised, waives,
in writing, his right to have Union representation.
SECTION 6 An employee shall have the right to process an appeal individually, by the
UNION and/or by an Attorney at Law. If an employee elects not to use the
UNION or its attorney in the processing of an appeal, the decision of the
Personnel Board shall not set binding precedent on the UNION.
n employee is
questioned or examined concerning matters which could lead to disciplinary action including
counseling sessions against that employee; provided, however, that in the event the employee
knowingly waives his right to have a UNION representative present in writing upon being so
advised, it shall not be necessary that the UNION representative be present and the City shall im-
mediately transmit a copy of the written waiver to the UNION. Should the City desire to
question an employee concerning matters which the City does not have reason to believe could
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PAGE 14C
SECTION 7 Any time limits contained herein, or elsewhere in this Agreement, for the
bringing of, or answering of disciplines or grievances may be waived by
mutual consent of the UNION and the City.
by the CITY or any contractor or subcontractor.
21. The location, establishment, and organization of new departments, divisions,
subdivisions, or facilities thereof, and the relocation of departments, divisions,
subdivisions, locations, and the closing and discontinuance of the same.
22. The right to classify jobs and to allocate individual employees to appropriate
classifications based upon duty assignments. The CITY will not abolish or change any
bargaining unit classifications for the purpose of depriving the bargaining unit
employees of their benefits under this contract.
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PAGE 15C
ARTICLE 6
GRIEVANCE PROCEDURE
SECTION 1 GRIEVANCE as defined in this Agreement is a claim of an employee arising
during the term of this Agreement which is limited to matters of interpretation
or application of express provisions of this Agreement, excluding, however,
disciplinary actions, the appeal of which is governed exclusively by Article 5.
The Union may file a grievance on behalf of any employee or employees or
the employee may individually file a grievance.
The City and the Union agree to incorporate and recognize only the grievance
form as indicated in Appendix 5 hereof, or any new grievance form mutually
agreed to by the City and the Union. Grievance forms may be obtained from
either the Union or the Labor Relations Department and shall be obtained or
submitted only during an employee's off-duty time.
SECTION 2 The following procedure shall be used in the submission of a grievance as
defined in Section 1 hereof, however, the Union and the City may agree to
waive one, or more of the following steps:
Step 1. An employee or his Union representative shall first, upon the
completion of an official grievance form, discuss the grievance with
the employee's immediate supervisor within fifteen (15) work days
from the date the events giving rise to the grievance occurred or the
date the employee first became aware of the grievance. Prior to
responding to the grievance, the supervisor shall make the
Department Head aware of the filing of the particular grievance and
the facts surrounding the grievance. The supervisor will respond in
writing to the employee, the Union, and the Labor Relations
Department, and the Department Head concerning his decision on
the grievance within fifteen (15) work days from the date on which
the written grievance was received. Such response shall indicate that
the Department Head concurs with the response.
Step 2. If satisfactory settlement is not reached under Step 1, grievance may
be presented to the Labor Relations Director or his designated
representative by the Union or employee in writing within fifteen
(15) work days from the date any decision was made under Step 1,
whichever event occurs first. The Labor Relations Director or his
designated representative will respond in writing, to the Union, the
employee, and the supervisor, concerning his decision on the
grievance within fifteen (15) work days from the date on which the
written grievance was received. Any written grievance filed by the
employee shall bear a written acknowledgement thereon by the
Union.
f the
Personnel Board shall not set binding precedent on the UNION.
n employee is
questioned or examined concerning matters which could lead to disciplinary action including
counseling sessions against that employee; provided, however, that in the event the employee
knowingly waives his right to have a UNION representative present in writing upon being so
advised, it shall not be necessary that the UNION representative be present and the City shall im-
mediately transmit a copy of the written waiver to the UNION. Should the City desire to
question an employee concerning matters which the City does not have reason to believe could
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PAGE 16C
Step 3. If satisfactory settlement is not reached under Step 2 hereof, either
the aggrieved employee or the Union or the Labor Relations Director
or his designated representative may, within (fifteen (15) work days
from the expiration of the time limits set forth in Step 2 or any
extension thereof as provided in Section 4, by Step 2 or any
extension thereof as provided in Section 4, by written notice to the
other party requesting arbitration. The UNION and CITY shall
furnish each other with a copy of any notice sent requesting
arbitration.
SECTION 3 The arbitration proceeding shall be conducted by an arbitrator, to be mutually
selected by the parties as soon as practical after the submission of written
demand for arbitration. If the parties are unable to mutually agree as to the
selection of an arbitrator, within such time limit and either party continues to
demand arbitration, the parties shall jointly request the Federal Mediation and
Conciliation Service to provide a list of seven arbitrators. Each party shall
have the right to strike three names from the list of arbitrators as submitted.
The party requesting arbitration shall have the right to strike the first name
and the other party shall then strike one name with the same process being
repeated so that the person remaining on the list shall be the arbitrator.
There shall be no appeal from the arbitrator's decision. It shall be final and
binding on the UNION, the City of Omaha, and on all bargaining unit
employees. Where an employee elects to process a grievance without UNION
representation or assistance, the UNION shall have the right after the
arbitrator has been selected to intervene and become a party to the proceeding.
Authority of the arbitrator is limited to matters of interpretation or application
of the express provisions of this Agreement and the arbitrator shall have no
power or authority to add to, subtract from, or modify any of the terms or
provisions of this Agreement. In the event the arbitrator finds that he has no
authority or power to rule in the case, the matter shall be referred back to the
parties without decision or recommendation on the merits of the case. The
arbitrator shall be requested by the parties to issue his decision within thirty
(30) calendar days after the conclusion of the hearing.
Parties selecting the arbitrator shall share equally the arbitrator's expense.
Each party shall be responsible for compensating its own representatives and
witnesses. If a party desires that a record of the testimony be made at the
proceedings it may cause such a record to be made at its expense provided,
however, that it supplies the arbitrator and the other party or parties with
copies of such record at no expense to the other party or parties.
SECTION 4 Any time limitation provided herein may be waived in writing by mutual
agreement of the UNION or the aggrieved employee and Labor Relations
Director or his designated representative. If either party fails to comply with
any time limitations or extension thereof, absent written waiver of same, the
grievance shall automatically be resolved in favor of the other party.
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PAGE 17C
SECTION 5 An aggrieved employee shall have the right to process his grievance
individually,by the UNION, and/or by an Attorney at Law.
SECTION 6 One designated Union Steward, upon proper notification and release by his
non-bargaining supervisor, shall be granted sufficient time during work hours,
at no loss in pay, to investigate and process the grievance; provided, there is
no disruption of work. Release from work shall not be unreasonably withheld.
Abuse of this procedure shall be grounds for disciplinary action against the
steward. Stewards shall restrict their activities to their respective work.
locations; provided, however, that the Chief Steward, or in his absence his
designee or alternate, shall not be restricted in the performance of such
activities to their respective work locations and may engage in such activities
at such locations as are necessary and relevant to the investigation and
processing of the grievance and representation of the grievant. The parties
shall meet and confer at each step of the grievance when necessary.
SECTION 7 The UNION representative as used in this Agreement shall mean any elected
or appointed officers of the UNION or stewards designated by the UNION.
Such UNION representative or representatives shall be entitled to be present
at every stage of the grievance procedure.
the arbitrator.
There shall be no appeal from the arbitrator's decision. It shall be final and
binding on the UNION, the City of Omaha, and on all bargaining unit
employees. Where an employee elects to process a grievance without UNION
representation or assistance, the UNION shall have the right after the
arbitrator has been selected to intervene and become a party to the proceeding.
Authority of the arbitrator is limited to matters of interpretation or application
of the express provisions of this Agreement and the arbitrator shall have no
power or authority to add to, subtract from, or modify any of the terms or
provisions of this Agreement. In the event the arbitrator finds that he has no
authority or power to rule in the case, the matter shall be referred back to the
parties without decision or recommendation on the merits of the case. The
arbitrator shall be requested by the parties to issue his decision within thirty
(30) calendar days after the conclusion of the hearing.
Parties selecting the arbitrator shall share equally the arbitrator's expense.
Each party shall be responsible for compensating its own representatives and
witnesses. If a party desires that a record of the testimony be made at the
proceedings it may cause such a record to be made at its expense provided,
however, that it supplies the arbitrator and the other party or parties with
copies of such record at no expense to the other party or parties.
SECTION 4 Any time limitation provided herein may be waived in writing by mutual
agreement of the UNION or the aggrieved employee and Labor Relations
Director or his designated representative. If either party fails to comply with
any time limitations or extension thereof, absent written waiver of same, the
grievance shall automatically be resolved in favor of the other party.
y does not have reason to believe could
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PAGE 18C
ARTICLE 7
COOPERATION
SECTION 1 The parties hereto recognize that mutual cooperation and effort is necessary
and essential to reduce the escalating costs of health care and yet maintain
necessary and reasonable health care benefits. Pursuant to such recognition,
the parties agree to meet on a reasonable basis for the purpose of studying,
analyzing and devising means to effectuate cost savings consistent with
necessary and reasonable health care protection. Any changes in the present
benefits or procedures shall be effectuated in writing by mutual agreement
between the President of the UNION and the Human Resources (Personnel)
Director of the City and no further action by way of approval shall be required
of either the CITY or UNION.
SECTION 2 It is understood and agreed that establishing and implementing a Health
Maintenance Organization available to employees in lieu of the current health
insurance program may be mutually advantageous. Towards that end the
parties agree to negotiate the establishing and implementing of a Health
Maintenance Organization notwithstanding the execution of this contract.
Initiation regarding this provision shall commence within fourteen (14) days
from the date either side expresses in writing its desire to commence
negotiations pursuant to this Section.
rbitrator.
There shall be no appeal from the arbitrator's decision. It shall be final and
binding on the UNION, the City of Omaha, and on all bargaining unit
employees. Where an employee elects to process a grievance without UNION
representation or assistance, the UNION shall have the right after the
arbitrator has been selected to intervene and become a party to the proceeding.
Authority of the arbitrator is limited to matters of interpretation or application
of the express provisions of this Agreement and the arbitrator shall have no
power or authority to add to, subtract from, or modify any of the terms or
provisions of this Agreement. In the event the arbitrator finds that he has no
authority or power to rule in the case, the matter shall be referred back to the
parties without decision or recommendation on the merits of the case. The
arbitrator shall be requested by the parties to issue his decision within thirty
(30) calendar days after the conclusion of the hearing.
Parties selecting the arbitrator shall share equally the arbitrator's expense.
Each party shall be responsible for compensating its own representatives and
witnesses. If a party desires that a record of the testimony be made at the
proceedings it may cause such a record to be made at its expense provided,
however, that it supplies the arbitrator and the other party or parties with
copies of such record at no expense to the other party or parties.
SECTION 4 Any time limitation provided herein may be waived in writing by mutual
agreement of the UNION or the aggrieved employee and Labor Relations
Director or his designated representative. If either party fails to comply with
any time limitations or extension thereof, absent written waiver of same, the
grievance shall automatically be resolved in favor of the other party.
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PAGE 19C
ARTICLE 8
SENIORITY
SECTION 1 Seniority is hereby defined as the employee's length of continuous service in
the bargaining unit except as otherwise provided herein.
SECTION 2 Continuous service as used in Section 1 hereof means an employee's total
continuous length of service in the bargaining unit without break or
interruption; provided, that lay-off of one (1) year or less, any suspension for
disciplinary purposes, absence on authorized leave with or without pay,
absence while receiving temporary total disability benefits under the Nebraska
Workers' Compensation Act, and any absence due to serving as a UNION
officer or official whether elected or appointed, shall not constitute a break or
interruption in service within the meaning of this Article.
SECTION 3 After an employee satisfactorily completes his initial probationary period of
employment with the City, his seniority shall be effective from the date on
which the employee was hired in the bargaining unit.
SECTION 4 A list of employees arranged in order of their seniority as defined herein shall
be maintained and made available for examination by employees; provided,
that the seniority list be revised and updated at the end of each six (6) months.
A copy of the same shall be transmitted to the Union.
SECTION 5 Where two or more employees were appointed to a bargaining unit job, on the
same date, their seniority standing shall be determined based upon the
• following: first - rank on eligibility list, second - date of application. By this
we mean the first judgment of seniority shall be based on the date of hire.
Employees first hired shall have a higher seniority date, but if two employees
were hired on the same date, then the employee with the higher rank on the
eligibility list shall receive a higher seniority date. If both employees had the
same date of hire and ranked the same on the eligibility list, then the seniority
would be determined by the date of application. The Union shall have the
right to examine any documents necessary to determine any employee's
seniority rank.
SECTION 6 Where an employee holds a non-bargaining unit position, he shall retain all
seniority earned in all bargaining unit classifications in which he was
previously employed. In no event shall non-bargaining unit service with the
CITY be in any manner construed or considered for the purpose of calculating
seniority under the provisions of this Agreement.
resentatives and
witnesses. If a party desires that a record of the testimony be made at the
proceedings it may cause such a record to be made at its expense provided,
however, that it supplies the arbitrator and the other party or parties with
copies of such record at no expense to the other party or parties.
SECTION 4 Any time limitation provided herein may be waived in writing by mutual
agreement of the UNION or the aggrieved employee and Labor Relations
Director or his designated representative. If either party fails to comply with
any time limitations or extension thereof, absent written waiver of same, the
grievance shall automatically be resolved in favor of the other party.
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PAGE 20C
ARTICLE 9
PROBATIONARY EMPLOYEES
SECTION 1 The probationary period of initial employment with the City of Omaha shall
consist of six (6) months of actual employment in classification; any
interruption of employment during such period shall not be counted as part of
the probationary period. Lay-offs of less than fourteen (14) scheduled work
days shall not constitute an interruption of employment within the meaning of
this Section for either the initial probationary period with the City of Omaha
or any promotional probationary period.
SECTION 2 Probationary employees shall not be allowed to transfer or relocate while
serving their probationary period unless agreed to by the City, the employee,
and the Union. An employee who is transferred prior to the completion of his
probationary period shall complete that service in the former position.
Verification of satisfactory employment in the new position by the
Department Head will be deemed to constitute verification of satisfactory
service also in the original position.
Probationary employees shall be allowed to join the Union, pursuant to any
applicable Union rules or regulations. Such probationary employees who join
the Union shall have their Union dues withheld as stated in the check-off
provisions of Article 25 of this labor agreement.
SECTION 3 PROBATIONARY EMPLOYEES: At any time during the probationary
period a Department Head may remove an employee whose performance does
not meet the required standards, provided that he shall report the removal and
reasons therefore in writing to the Human Resources (Personnel) Director and
to the employee concerned. An employee removed from a position during his
initial six (6) month probationary period with the City of Omaha shall not be
entitled to appeal such removal to the Personnel Board nor have the same
reviewed by an arbitrator.
SECTION 4 At any time during the probationary period where an employee is about to be
laid off because of reduction in force, the Department Head, with the consent
of the employee, may demote such employee, in lieu of lay-off if he is
otherwise eligible and work is available in a lower class. The name of such
employee shall be restored to the lists from which it was removed at time of
appointment. The probationary period of an employee demoted in lieu of lay-
off during that period shall include the period of probation in the higher class.
No demotions of this kind shall be made if it will result in the separation of
any other employees with greater length of service.
proceedings it may cause such a record to be made at its expense provided,
however, that it supplies the arbitrator and the other party or parties with
copies of such record at no expense to the other party or parties.
SECTION 4 Any time limitation provided herein may be waived in writing by mutual
agreement of the UNION or the aggrieved employee and Labor Relations
Director or his designated representative. If either party fails to comply with
any time limitations or extension thereof, absent written waiver of same, the
grievance shall automatically be resolved in favor of the other party.
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PAGE 21C
SECTION 5 At least fourteen days prior to the expiration of an employee's probationary
period, the Department Head shall notify the Human Resources (Personnel)
Director in writing whether the services of the employee will be continued in
his position. A copy of this notice shall be given to the employee by the
• Department Head. Upon receipt by the Human Resources (Personnel)
Director of a favorable report, the appointment of the employee shall be made
regular at the expiration of the probationary period. In the absence of
certification as a regular employee, the employee shall receive no further pay
in such classification after the expiration of the probationary period.
SECTION 6 PROMOTIONAL PROBATIONARY EMPLOYEES: The probationary
period for promotional employees shall be ninety (90) calendar days;
provided, however, that the UNION may mutually agree to a longer period not
in excess of six (6) months where the nature of the job duties requires a longer
period. Any interruption of employment during a promotional probationary
period shall not be counted as part of the period; provided, however, that
approved leave not in excess of fourteen (14) calendar days does not
constitute an interruption of employment within the meaning of this Section.
SECTION 7 An employee removed from a position during promotional probationary
period for reasons of misconduct or delinquency shall be entitled to invoke the
appeal procedure under Article 5 or the grievance procedure under Article 6.
SECTION 8 New employees or promoted employees shall be provided by the Supervisor
with a copy of all work rules applicable to their new position. They shall be
granted a period of sixty (60) working days to become knowledgeable in their
new job duties and responsibilities. If, at any time within this period, the
employee's supervisor believes that the employee's work is not acceptable,
that supervisor shall contact the Labor Relations Director. The Labor
Relations Director, in consultation with the supervisor, the employee, and the
Union shall take whatever steps appropriate and necessary to provide that
employee any special education or training deemed necessary to assist the
employee in performing his job satisfactorily. If agreed to by the City, the
Union, and the employee, the probationary period may be extended up to an
additional six (6) months. Should these efforts not prove successful, the City
shall have the right to remove the employee from the new position. An
employee who is removed from the new position for reasons other than
misconduct or delinquency, pursuant to the above, and who was a regular
employee in another position in the classified service immediately prior to
his/her promotional appointment shall be reinstated in his/her former position
or one of like status and pay.
SECTION 9 An employee serving a probationary period by virtue of promotion and who
has not been discharged for reasons of misconduct or delinquency shall have
the right to return to his former position or one of like status and pay upon
filing a request in writing to his Department Head within ninety (90) calendar
days from the effective date of his promotion.
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PAGE 22C
SECTION 10 In the event an employee is returned to his former position or one of like
status and pay pursuant to the provisions of Section 8 and 10 herein, all time
spent in his bargaining unit promotional probationary period shall be added to
and retained with his seniority as defined in Section 1 of Article 8.
SECTION 11 The City, the Union and a probationary employee may, upon mutual
agreement extend an employee's probationary period for an agreed-upon time
period if the City believes:
1. Performance has not met standards, but additional period may allow
employee to meet standards; or
2. The nature of the particular job (e.g. semi-skilled cannot be judged on
concrete work if he/she is hired in late fall) has not allowed sufficient
time for judgment. All parties understand that if probationary period is
not extended the City retains the right to terminate the employee
pursuant to Section 3 above; or to reinstate such employee in his/her
former position or one of like status and pay pursuant to Section 9
above.
SECTION 12 Any employee that applies for and participates in the testing process for a
position in a classification that they already hold and is offered a position by a
hiring department after being referred from that list, shall be placed at Step
"A" of the pay scale for the position regardless of their current pay step and
will have to serve a probationary period of ninety (90) days should they be
selected by a.hiring department.
e 6.
SECTION 8 New employees or promoted employees shall be provided by the Supervisor
with a copy of all work rules applicable to their new position. They shall be
granted a period of sixty (60) working days to become knowledgeable in their
new job duties and responsibilities. If, at any time within this period, the
employee's supervisor believes that the employee's work is not acceptable,
that supervisor shall contact the Labor Relations Director. The Labor
Relations Director, in consultation with the supervisor, the employee, and the
Union shall take whatever steps appropriate and necessary to provide that
employee any special education or training deemed necessary to assist the
employee in performing his job satisfactorily. If agreed to by the City, the
Union, and the employee, the probationary period may be extended up to an
additional six (6) months. Should these efforts not prove successful, the City
shall have the right to remove the employee from the new position. An
employee who is removed from the new position for reasons other than
misconduct or delinquency, pursuant to the above, and who was a regular
employee in another position in the classified service immediately prior to
his/her promotional appointment shall be reinstated in his/her former position
or one of like status and pay.
SECTION 9 An employee serving a probationary period by virtue of promotion and who
has not been discharged for reasons of misconduct or delinquency shall have
the right to return to his former position or one of like status and pay upon
filing a request in writing to his Department Head within ninety (90) calendar
days from the effective date of his promotion.
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PAGE 23C
ARTICLE 10
LAY-OFFS
SECTION 1 Whenever a reduction in the bargaining unit work force becomes necessary,
lay-offs shall be made on the basis of seniority as defined in Article 8, Section
2. Lay-offs shall be made by classifications. Lay-offs shall be conditioned on
City eliminating any provisional, non-promotional probationary, part time or
seasonal employees in the class to be laid off
SECTION 2 No regular employee shall be laid off from any classification while there are
provisional, probationary, part-time, seasonal, CETA (or any newly created
agency which supersedes CETA) employees working in the same
classification. Offender Work Program workers who are court ordered to
perform community service will not be utilized to perform bargaining unit
work within a Division while full time employees in that classification are on
a lay-off status.
•
SECTION 3 If an employee becomes subject to lay-off in his classification the following
rules apply:
1. First - If a vacancy exists in the next lower classification for which the
employee about to be laid off is qualified, that employee shall be
required to take that vacancy in lieu of being laid off If a vacancy
exists in a classification lower than the next lowest classification for
which the employee is qualified, such employee shall be offered, but
not required to take, that vacancy.
2. If such employee does not fill a vacancy pursuant to #1 above, then, if
the employee is qualified to perform duties in a lower classification
within any department, the employee shall be permitted to take a
position in a lower classification at that classification's rate of pay.
When an employee who is about to be laid off exercises his/her
bumping rights, such employee must bump the employee with the least
seniority in the lower classification. There shall be no option for such
laid off employee to bump any person other than the person lowest in
seniority. Any employees in lower classifications who are "bumped"
pursuant to the above shall be laid off in accordance with Section 1
hereof
SECTION 4 The names of regular employees who have been laid off shall be placed on
lay-off list, maintained by the Human Resources (Personnel) Department and
shall be eligible for re-employment for a period of two (2) years, and City
shall rehire in the reverse order of lay-off; provided, such employees are
otherwise qualified to perform duties of the positions and return to work
within fourteen (14) work days after notification of re-employment. If an
employee declines recall to a former classification, no future rights to return to
the above, and who was a regular
employee in another position in the classified service immediately prior to
his/her promotional appointment shall be reinstated in his/her former position
or one of like status and pay.
SECTION 9 An employee serving a probationary period by virtue of promotion and who
has not been discharged for reasons of misconduct or delinquency shall have
the right to return to his former position or one of like status and pay upon
filing a request in writing to his Department Head within ninety (90) calendar
days from the effective date of his promotion.
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PAGE 24C
the former, higher classification shall exist, except through the competitive
promotional/hiring process.
SECTION 5 Where an employee has accepted a position in a lower classification by virtue
of a reduction in work force, he shall be recalled to his former classification
whenever a job becomes available in reverse order of reduction, regardless of
the length of time that has expired between the acceptance of the lower
classification and the availability of a job in his former, higher classification.
However, if a transfer list exists in that classification and the first (in
seniority) employee on that list has more seniority than the employee who has
accepted the position in a lower classification, then the employee on the
transfer list shall be allowed to choose whether or not to move, and then the
other employee shall be recalled to the open position. If an employee declines
recall to a former, higher classification, no future rights to return to the
former, higher classification shall exist, except through the competitive
promotional/hiring process.
SECTION 6 In the event a bargaining unit employee is removed from his classified
position as a result of the implementation of the lay off provisions of this
Article, those employees whose jobs have been eliminated shall be entitled to
exercise their bumping rights within their classification according to their
seniority providing that the employee must meet the qualifications of that
classified position that is available should he choose to exercise this option.
As an example of the intent of the preceding, bumping and/or selection rights
the following is offered as a guideline in the event lay-offs are necessary:
EXAMPLE: Should the City reduce the work force by four Laborers in Department
"A" and there exists four other Laborers in another Department which positions are
filled by employees with less seniority than those Laborers laid off in Department
"A", then, in that event, the four Department "A" Laborers would be entitled to make
job selections from among those other job positions in the other Department. The
Laborers with the greatest amount of seniority would be allowed to choose which of
the four positions he desires and then the sequence would be followed wherein the
next senior Laborers make his selection of the remaining positions followed by the
remaining Laborers exercising their options accordingly.
SECTION 7 Employees who have changed status (either by accepting a lower position, or
by "bumping" into a new assignment) shall be provided by their Supervisor
with a copy of all work rules applicable to their new position. They shall be
granted a period of sixty (60) work days to become knowledgeable of their
new job duties and responsibilities. If, at any time within this period, the
employee's supervisor believes that the employee's work is not acceptable,
that supervisor shall contact the Labor Relations Director. The Labor
Relations Director, in consultation with the supervisor, the employee, and the
Union shall take whatever steps appropriate and necessary to provide that
employee with any special education or training deemed necessary to assist
• the employee in performing his job satisfactorily. Should these efforts not
prove successful the City shall have the right to transfer, relocate, or demote
the employee, as the facts may warrant.
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PAGE 25C
ARTICLE 11
TRANSFERS AND RELOCATIONS
SECTION 1 Whenever a vacancy occurs at a particular work location, and such location
has more than one shift, the Division Manager shall adjust personnel from one
shift to another based upon seniority and employee's stated preference at the
time the vacancy occurs.
SECTION 2 Relocation is defined as the movement of employees in the same classification
from one reporting location to another reporting location within a Division.
Relocation request takes precedence over transfer requests. Relocation of an
employee shall be allowed based upon the following procedures:
1. Relocation requests shall be filed with the Division Manager on a
prescribed form between the period of the first and third Monday in
March and the first and third Monday in September and shall be valid
for six (6) months. Those employees requesting relocation shall date
and sign the request. The Division Manager shall sign the request and
provide a copy to the employee. The relocation request shall state the
reporting site that the employee is requesting, up to a maximum of three
requests. For each requested relocation site the employee shall state, if
applicable, the shift or shifts desired as follows: "Day" "Afternoon"
"Night".
2. An employee shall be relocated to the vacant position based upon
seniority.
3. An employee who has requested relocation shall not be allowed to reject
such relocation nor shall the City be allowed to reject a relocating
employee, except as provided in #7 below. Relocation requests will be
valid for six (6) months.
4. No employee shall be allowed to relocate more than once in any twelve
(12)month period.
5. The City may defer relocation of an employee until a replacement is
found to fill the position, however, such relocation shall not be deferred
for more than twenty (20) working days, unless good and sufficient
reasons are provided.
6. Relocated employees shall, prior to starting their duties, be provided by
their Supervisor with a copy of all work rules applicable to the relocated
position.
7. The City shall retain the right to relocate an employee, or to deny an
employee the right to relocate based upon one, or more, of the
following:
followed by the
remaining Laborers exercising their options accordingly.
SECTION 7 Employees who have changed status (either by accepting a lower position, or
by "bumping" into a new assignment) shall be provided by their Supervisor
with a copy of all work rules applicable to their new position. They shall be
granted a period of sixty (60) work days to become knowledgeable of their
new job duties and responsibilities. If, at any time within this period, the
employee's supervisor believes that the employee's work is not acceptable,
that supervisor shall contact the Labor Relations Director. The Labor
Relations Director, in consultation with the supervisor, the employee, and the
Union shall take whatever steps appropriate and necessary to provide that
employee with any special education or training deemed necessary to assist
• the employee in performing his job satisfactorily. Should these efforts not
prove successful the City shall have the right to transfer, relocate, or demote
the employee, as the facts may warrant.
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PAGE 26C
a. Personality conflicts;
b. Severe hardship;
c. Reasons of affirmative action;
d. Issues of nepotism.
8. Notwithstanding any of the above provisions, the City may relocate an
employee on a temporary basis not to exceed six (6) months if such
temporary relocation is the product of a bona fide cross training plan.
Once the cross training has been completed the employee will return to
his previous work location/assignment.
SECTION 3 Transfer is defined as the movement of an employee in the same classification
from one reporting location to another reporting location but not within a
Division. Permanent transfers of an employee between Departments and/or
between Divisions shall be allowed based upon the following procedures:
1. Transfer requests shall state the Department and Division that the
employee is requesting, up to a maximum of three requests. Transfer
requests may be filed with the Human Resources (Personnel)
Department on a prescribed form between the period of the first and
third Mondays in March and the first and third Mondays in September of
the current calendar year. Those employees requesting a transfer shall
retain a copy of the transfer request. Transfer requests shall remain valid
for six (6)months from the date filed.
2. An employee shall be transferred to the vacant position based upon
seniority.
3. Transferred employees shall be provided by their Supervisor with a copy
of all work rules applicable to their new position. They shall be granted
a period of sixty (60) calendar days to become knowledgeable of their
new job duties and responsibilities. If, at any time within this period, the
employee's supervisor believes that the employee's work is not
acceptable, that supervisor shall contact the Labor Relations Director.
The Labor Relations Director in consultation with the supervisor, the
employee, and the Union shall take whatever steps appropriate and
necessary to provide that employee any special education or training
deemed necessary to assist the employee in performing his job
satisfactorily. Should these efforts not prove successful the City shall
have the right to transfer, relocate, or demote the employee, as the facts
may warrant.
4. An employee who has requested a transfer shall not be allowed to reject
a transfer placement nor shall the City be allowed to reject a transferring
employee.
" into a new assignment) shall be provided by their Supervisor
with a copy of all work rules applicable to their new position. They shall be
granted a period of sixty (60) work days to become knowledgeable of their
new job duties and responsibilities. If, at any time within this period, the
employee's supervisor believes that the employee's work is not acceptable,
that supervisor shall contact the Labor Relations Director. The Labor
Relations Director, in consultation with the supervisor, the employee, and the
Union shall take whatever steps appropriate and necessary to provide that
employee with any special education or training deemed necessary to assist
• the employee in performing his job satisfactorily. Should these efforts not
prove successful the City shall have the right to transfer, relocate, or demote
the employee, as the facts may warrant.
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PAGE 27C
5. No employee shall be allowed to transfer more than once in any twelve
(12)month period.
6. In approval of transfer, a minimum of a two week notice shall be given
to the Director of the Department the employee is being transferred
from, before the transfer becomes effective. Such notice shall be issued
by the Human Resources (Personnel)Department.
7. The City may defer transfer of an employee until a replacement is found
to fill the position, however, such transfer shall not be deferred for more
than twenty (20) working days, unless good and sufficient reasons are
provided.
8. No employee shall be allowed to transfer during a time when he has
been off work for an extended period, or is working limited duty due to
recovery from an accident/illness. Employees with permanent medical
restrictions may be allowed to transfer following a review of specific job
duties in the hiring department and the feasibility of providing
reasonable accommodations, if necessary.
SECTION 4 A temporary transfer or relocation may not be utilized to fill a vacant position
for a period longer than ninety days except as provided in Section 2 (8) above.
SECTION 5 Any deviation from these rules governing transfers and relocation may be
done only for "hardship" reasons by the Labor Relations Director after
consulting with the Union President.
SECTION 6 Currently, a certain number of Parks Department employees are assigned to
Public Works during the wintertime. A certain number of Public Works
employees are assigned to the Parks Department during the summertime. This
arrangement has worked out well, and the City intends to expand the numbers
of this program and possibly expand the program into other areas. For the
purposes of transfer or relocation, these employees shall be considered
together as if it were a separate department and division. By this we mean
that such employees can apply for transfers to any other department or a
different division of Parks or Public Works, or relocations within their
particular work division.
ed necessary to assist the employee in performing his job
satisfactorily. Should these efforts not prove successful the City shall
have the right to transfer, relocate, or demote the employee, as the facts
may warrant.
4. An employee who has requested a transfer shall not be allowed to reject
a transfer placement nor shall the City be allowed to reject a transferring
employee.
" into a new assignment) shall be provided by their Supervisor
with a copy of all work rules applicable to their new position. They shall be
granted a period of sixty (60) work days to become knowledgeable of their
new job duties and responsibilities. If, at any time within this period, the
employee's supervisor believes that the employee's work is not acceptable,
that supervisor shall contact the Labor Relations Director. The Labor
Relations Director, in consultation with the supervisor, the employee, and the
Union shall take whatever steps appropriate and necessary to provide that
employee with any special education or training deemed necessary to assist
• the employee in performing his job satisfactorily. Should these efforts not
prove successful the City shall have the right to transfer, relocate, or demote
the employee, as the facts may warrant.
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PAGE 28C
ARTICLE 12
HOURS OF WORK
SECTION 1 Eight consecutive hours of work shall constitute a regular daily work shift. A
regular work week consists of five (5) consecutive eight (8) -hour days except
for employees engaged in continuous operations and employees in Police,
Fire, the Public Library Department, and the Special Events Division of Parks,
Recreation and Public Property Department and Park Caretakers as outlined in
Article 13. A work day is a twenty-four (24) hour period starting at the
beginning of an employee's assigned scheduled shift. The consecutive hours
or consecutive day requirement set forth herein may be waived by mutual
consent between the CITY and the UNION.
Upon at least seven (7) calendar days notice, an employee assigned to a five
(5) day eight (8) hour workweek may be assigned to a four (4) day ten (10)
hour workweek. Overtime provisions of Article 13 shall apply except that
work performed by employees in excess of ten (10) hours (not eight (8) hours)
in any work day shall be compensated at the rate of one and one-half (1%2)
times the regular rate of pay for the number of hours of overtime worked.
Employees who ask to "volunteer" to move to a four (4) day ten (10) hour
workweek shall be given priority before employees are assigned to such
workweek. It is understood that any four (4) day ten (10) hour workweek
shall consist of four (4) consecutive days worked. Further, it is understood
that should such shifts consist of different hours of work or different days off,
employees of the same rank shall be allowed bidding rights pursuant to this
Article.
SECTION 2 Employees shall be expected to report for work at a designated time and a
designated place. Transportation to and from job sites away from the
reporting place shall be on CITY time at CITY expense; and mode and means
to be determined by the CITY.
SECTION 3 Work schedules, except in emergency situations (as declared by the Mayor,
Department Director, or Division Manager, depending on the circumstances),
shall be posted on bulletin boards utilized by the affected employees at least
seven (7) calendar days prior to the effective date of any scheduling change,
and the CITY, through its supervisors and representatives, shall notify
employees affected on the date of posting. This Section shall not apply to
Park Caretakers I and II or employees performing public events functions at
Rosenblatt Stadium or elsewhere. It is understood that any employee's
schedule may be changed because of an emergency without the above seven
(7) day notice.
SECTION 4 Employees engaged in continuous operations are defined as any employee or
group of employees engaged in an operation for which there is regularly
scheduled employment for twenty-four(24)hours a day or seven days a week;
work is not acceptable,
that supervisor shall contact the Labor Relations Director. The Labor
Relations Director, in consultation with the supervisor, the employee, and the
Union shall take whatever steps appropriate and necessary to provide that
employee with any special education or training deemed necessary to assist
• the employee in performing his job satisfactorily. Should these efforts not
prove successful the City shall have the right to transfer, relocate, or demote
the employee, as the facts may warrant.
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PAGE 29C
provided, however, that employees in Police and Fire shall not be considered
continuous operations within the meaning of this Agreement.
SECTION 5 The work week for employees engaged in continuous operations as defined in
Section 4 hereof shall consist of five (5), eight (8) hour days. The CITY shall
attempt to schedule the work week for employees engaged in continuous
operations on the basis of five (5) consecutive days except where such
scheduling operations would not be in the best interest of the CITY. The
work week for employees in Police and Fire shall consist of five (5) eight (8)
hour calendar days.
SECTION 6 No employee shall be required to work more than fourteen (14) consecutive
hours, or more than fourteen (14) hours in a twenty-four (24) hour period
defined in Section 1 hereof except in emergencies (as declared by the Mayor,
Department Director, or Division Manager, depending on the circumstances)
where replacement manpower is not available.
SECTION 7 In lieu of reducing the number of work hours in a regularly scheduled work
shift as defined in Section 1 of this Article, the CITY will initiate the lay-off
procedure as defined in Article 10. In the event the reduction in work hours is
the result of an act of God, utility failure, major mechanical breakdown,
government restriction, fire, flood, riot, civil commotion, or the refusal of any
group of employees to report for, or perform their work, or any other cause
reasonably beyond the control of the CITY, the provisions of this Section
shall not apply. Unless the employee works on a recognized holiday, such
employee is not entitled to the one-and-one-halftime holiday pay as defined in
Article 18, Section 3. The provisions of this Section may be waived by
mutual consent between the CITY and the UNION.
SECTION 8 Where non-personal job related clean-up time has been established by past
practice, employees shall be granted at least fifteen(15) minutes for the same.
SECTION 9 Employees shall be granted a 15-minute rest period during the approximate
middle of each one-half(%2) shift, provided however, that the granting of such
rest periods shall be at such times as are the least disruptive of work in
progress. If during emergencies or other similar situations it is not feasible to
grant any such rest periods, employees shall not receive pay or additional time
in lieu thereof.
SECTION 10 When the work day is divided into more than one shift on the first regularly
scheduled working day in January of each year, the CITY shall post a notice
designating the hours of shifts and the number of employees required for each
shift. Employees shall have fifteen (15) working days in which to submit their
bids in writing to the designated Supervisor(s) for the shift they desire.
Effective on the first regularly scheduled working day in February, employees
shall be assigned said shifts on the basis of their bids by exercising their
seniority right under Article 8, Section 1. Where, however, a practice exists
for employees to bid their work shifts more than once a year according to
e and necessary to provide that
employee with any special education or training deemed necessary to assist
• the employee in performing his job satisfactorily. Should these efforts not
prove successful the City shall have the right to transfer, relocate, or demote
the employee, as the facts may warrant.
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PAGE 30C
seniority, such practice shall remain in force and effect. This Section shall not
apply to the Special Events Division of Parks, Recreation and Public Property
Department. Such shift bidding shall be conducted as follows: The
supervisor shall post a notice in all affected work areas at least two weeks
prior to shifts becoming effective. Such notice shall outline the hours of each
shift. Furthermore, such notice shall set a deadline (at least ten days after the
notice is posted) by which each employee must fill out a shift bidding form
and give it to his/her supervisor. At the expiration of the time limits on the
notice, the supervisor shall arrange the shifts by seniority as requested on the
individual notices by the employees and post a notice of who will be assigned
to each shift.
a. For employees in the Police Department shift bidding will be twice
a year for shifts which begin the first Sunday in March and the first
Sunday in September of each year. The purpose of this twice a
year bidding is so that Civilian employees in the Police
Department bid in a fashion similar to sworn Police employees.
Should sworn Police employees change to a once a year bidding
system in the future this paragraph shall be inoperative and null
and void. Requests for bids will be posted at least 30 days prior to
those dates, and the employee will have 15 days to submit their
bids.
b. Special Provision for"50-50 Employees":
When 50-50 employees move from Parks Maintenance to Street
Maintenance for winter work, the following shall apply:
1. Prior to the date of movement of such employees, the Street
Maintenance supervisor shall designate what 50-50 slots
are open by work location. The 50-50 employees will be
allowed to bid by seniority for these slots.
2. The above bidding for work locations shall take place
before the normal shift bidding. Such 50-50 employees
shall be allowed to participate in the normal shift bidding
process at their work location.
When the 50-50 employees move from Street Maintenance to
Parks Maintenance for summer work, the Parks Maintenance
supervisor shall designate what 50-50 slots are open by work
location. The 50-50 employees will be allowed to bid by seniority
for these slots.
SECTION 11 Where an employee works in a classification higher than that to which he/she
has been appointed he/she shall be compensated at the rate of pay provided for
such higher classification. Working out of class pay is contingent upon the
employee being assigned and performing the duties of the higher classification
writing to the designated Supervisor(s) for the shift they desire.
Effective on the first regularly scheduled working day in February, employees
shall be assigned said shifts on the basis of their bids by exercising their
seniority right under Article 8, Section 1. Where, however, a practice exists
for employees to bid their work shifts more than once a year according to
e and necessary to provide that
employee with any special education or training deemed necessary to assist
• the employee in performing his job satisfactorily. Should these efforts not
prove successful the City shall have the right to transfer, relocate, or demote
the employee, as the facts may warrant.
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PAGE 31C
for two or more consecutive work hours in any day for which working out of
classification pay is claimed. For pay purposes any employee working four
(4) or more hours in a duty shift in a higher classification shall receive the full
duty shift at the higher rate of pay. The rate of pay for employees working in
a higher classification shall be determined as follows: an employee shall be
paid at the pay step of the higher classification that is closest to a 5% increase
over his/her current pay. Such employee has the right to reject an out of
classification assignment based on the employee's lack of ability to perform
the job duties; if the job has been eliminated less than 120 days previous;
based on the employee's safety; if other qualified employees are available at
the job site to work out of classification. No individual employee shall be
worked out of classification more than thirty (30) calendar days in a calendar
year unless prior approval has been granted by the Labor Relations Director,
however, such time extension shall not exceed ninety (90) calendar days in a
calendar year per individual employee. The City shall have the right to assign
an employee the duties in a higher classification without paying that employee
the compensation for that higher classification only under the following
circumstances:
1. such assignment is agreed to by the Union and the employee, and
2. such assignment is for the purpose of allowing the employee to learn
the skills and duties of the higher classification so that the employee
may better take advantage of future promotional opportunities, and
3. such employee is under the direct, daily supervision of an employee in
a higher classification who has the ultimate responsibility for the
performance of the job duties. If, for any given shift, the lower
ranking employee is not under the direct supervision of the higher
classification employee, then that lower classification employee shall
be paid out of class pay pursuant to the above. In no event shall such
assignment be for a period of longer than six (6)months.
It is expressly understood that a designated union officer may have access to
City records on no less than a monthly basis for the purpose of identifying
individuals receiving working out of classification pay and the cumulative
total of working out of classification time.
SECTION 12 The provisions of this Article shall not apply to employees furnished living
quarters on CITY property.
SECTION 13 Notwithstanding the provisions of Section 1, 5 and 7, the CITY and UNION
may mutually agree to the establishment of a different work day and/or work
week and the basis of overtime payment relating thereto.
SECTION 14 TRAINING: The City shall make efforts to offer training opportunities to
employees based on sound business reasons, irrespective of the shift worked
by an individual employee. An employee and the UNION may agree that the
Where, however, a practice exists
for employees to bid their work shifts more than once a year according to
e and necessary to provide that
employee with any special education or training deemed necessary to assist
• the employee in performing his job satisfactorily. Should these efforts not
prove successful the City shall have the right to transfer, relocate, or demote
the employee, as the facts may warrant.
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PAGE 32C
employee's shift may be changed without the required notice in order to allow
that employee to attend training without creating an overtime situation.
SECTION 15 Any time the City changes into or out of Emergency and/or winter shift
schedules, overtime will be paid to the employee for any hours before or after
their previous shift hours. This shall be effective for seven (7) days.
Example: employees' summer hours are 7:00 am to 3:30 pm, Emergency shift
hours will be the Day Shift (Midnight to Noon) and the Evening Shift (Noon
to Midnight).
The employee's time card will reflect the following:
• Day Shift—Midnight to 7:00am (7 hours of overtime pay) 7:00
am to Noon(5 hours at straight time)
• Evening Shift — Noon to 3:30pm (3%2 hours of straight time)
3:30 pm to Midnight (8 V2 hours of overtime pay)
The employee may use comp time, vacation or leave without pay to reflect the
difference up to 8 hours of straight pay.
Example: Day Shift— (3 hours of comp, vacation or no pay); Evening Shift—
(4%2 hours of comp, vacation or no pay)
Employees whose shift is changed to start prior to 7:00am and end before 3:30
pm will be given the following options at the end of their emergency shift:
Employees beginning work at midnight: Employees may work to 3:30 pm
provided that the supervisor says work and/or equipment is available and such
employee is, in the supervisor's opinion, physically and mentally capable of
performing such work. No employee shall work more than a maximum of 14
hours in a shift. Employees may take annual leave, comp time, or leave
without pay to 3:30 pm if they have sufficient leave to use.
Employees scheduled to start work at 7 am but their emergency snow
shift requires them to report at noon: Employees assigned to Streets during
an emergency from support departments/divisions will be required to report to
Streets at noon. No employee shall report to their "home" department unless
directly ordered by the Street Maintenance supervisor.
SECTION 16 The following shall cover winter shifts and winter overtime for Street
Maintenance employees only:
1. The City will post a notice designating the hours of each winter shifts
and the number of employee required for each shift. Employees will
have fifteen (15) working days in which to submit their bid in writing
to their designated Supervisor for the shift they desire. On October
15, the City will post which employees are assigned to each winter
shift.
SECTION 13 Notwithstanding the provisions of Section 1, 5 and 7, the CITY and UNION
may mutually agree to the establishment of a different work day and/or work
week and the basis of overtime payment relating thereto.
SECTION 14 TRAINING: The City shall make efforts to offer training opportunities to
employees based on sound business reasons, irrespective of the shift worked
by an individual employee. An employee and the UNION may agree that the
Where, however, a practice exists
for employees to bid their work shifts more than once a year according to
e and necessary to provide that
employee with any special education or training deemed necessary to assist
• the employee in performing his job satisfactorily. Should these efforts not
prove successful the City shall have the right to transfer, relocate, or demote
the employee, as the facts may warrant.
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PAGE 33C
2. The employees in the Street Maintenance Division will be moved into
their designated winter shifts on the Sunday after Thanksgiving each
year. Such winter shifts shall continue until the Sunday that Daylight
Savings Time begins each year, and then such employees will move
back to their"normal" or"summer" shifts.
3. During a snow emergency, the employees shift will be switched to
either of two different 12-hour work days. Such working hours for the
employee is dependent upon the winter shift the employee is assigned
to and is pursuant to the previously mentioned bidding process.
Additionally, the Street Maintenance Division will use special
overtime lists during such snow emergencies. The first overtime list
will combine, by seniority, all Automotive Equipment Operator Is and
Maintenance Repairer IIs. The second overtime list will combine, by
seniority, all Automotive Equipment Operator IIs and Automotive
Equipment Operator IIls.
•
4. In a situation where the City has a snow emergency that requires
employees to plow snow outside of the winter shift period, the City
will call back employees from the established overtime lists for the
shift the City needs to staff.
a. For example, during a time outside of the winter shift
period, the City receives a weather forecast calling for
snow to start at 6:00 am on a Saturday. The City will call
all employees on the current morning shift to report at 6:00
am. All employees assigned to the afternoon shift would
be required to report to work at noon. Depending upon the
severity of the weather event, the morning crew might be
required to report back to work at midnight Sunday.
b. For example, during a time outside of the winter shift
period, the City receives a weather forecast calling for
snow to start at 9:00 pm Thursday, then becoming heavier
early Friday morning. The City will keep some employees
from the afternoon shift on duty through midnight. All
morning shift employee would report to work at midnight
Thursday and all afternoon shift employees would report to
work at noon on Friday.
SECTION 17 When conditions warrant, emj,loyees may be temporarily assigned to work in
a different Division or Depaitment, under the direction of a supervisor in that
Division/ Department. Temporary assignments may last a few hours or
several days. Supervisors have the authority and responsibility to assign tasks
and review the work of employees in temporary assignments, just as the
employee's regular supervisor. Employees in temporary assignments are
subject to all work rules described in this labor agreement, Chapter 23 of the
City Code, and any specific work rules of the employee's temporary
nities to
employees based on sound business reasons, irrespective of the shift worked
by an individual employee. An employee and the UNION may agree that the
Where, however, a practice exists
for employees to bid their work shifts more than once a year according to
e and necessary to provide that
employee with any special education or training deemed necessary to assist
• the employee in performing his job satisfactorily. Should these efforts not
prove successful the City shall have the right to transfer, relocate, or demote
the employee, as the facts may warrant.
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PAGE 34C
Department or Division. Any deviation from any of these work rules could
result in disciplinary action against the employee, just as any deviation from
the work rules in the employee's regular assignment could result in such
discipline.
e location, establishment, and organization of new departments, divisions,
subdivisions, or facilities thereof, and the relocation of departments, divisions,
subdivisions, locations, and the closing and discontinuance of the same.
22. The right to classify jobs and to allocate individual employees to appropriate
classifications based upon duty assignments. The CITY will not abolish or change any
bargaining unit classifications for the purpose of depriving the bargaining unit
employees of their benefits under this contract.
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PAGE 35C
ARTICLE 13
OVERTIME
SECTION 1 Work performed by employees in excess of eight (8) hours in any work day
shall be compensated at the rate of one and one-half(1-Y2) times the regular
rate of pay for the number of hours of overtime worked. Work performed by
employees in excess of forty (40) hours in any work week shall be
compensated at the rate of one and one-half(1-Y2) times the regular rate of pay
for the number of hours of overtime worked.
SECTION 2 Holiday, funeral and vacation leave shall be counted as days worked in
computing overtime.
SECTION 3 Overtime shall not be pyramided, compounded, or paid twice for the same
hours.
SECTION 4 There shall be no payments of overtime for hours not worked.
SECTION 5 Overtime will not be allowed without the approval of the Department Head or
his designated representative and where overtime is allowed, it shall be
distributed as equitably as practicable among employees in the same job
classification, division and shift.
Special provision for Street Maintenance Division of Public Works: When
employees are working the summer shift, overtime shall be governed pursuant
to the above language (by what classification of employees generally performs
such summertime work). When the employees go to winter shifts, AEO I's
and MR-II's will be consolidated on one overtime list. It is understood that
employees shall receive as much advance notice as possible when the City
goes from summer shifts to winter shifts. Additionally, such change from
summer to winter shall be uniform throughout all the Street Maintenance
Division of Public Works.
SECTION 6 Notwithstanding the provisions of this Article, the UNION and CITY may
mutually agree to a different basis for the payment of overtime where the
parties pursuant to Section 13 of Article 12 have established a different work
day or work week.
SECTION 7 All regular classified employees within their respective work divisions shall
be provided the opportunity to work any overtime hours within their normally
assigned job duties prior to the CITY utilizing part-time or seasonal
employees to perform said duties.
SECTION 8 Special provisions for Park Caretaker I and Park Caretaker II:
1. Park Caretakers I and II shall receive overtime compensation pursuant to
Section 1 above.•
Division/ Department. Temporary assignments may last a few hours or
several days. Supervisors have the authority and responsibility to assign tasks
and review the work of employees in temporary assignments, just as the
employee's regular supervisor. Employees in temporary assignments are
subject to all work rules described in this labor agreement, Chapter 23 of the
City Code, and any specific work rules of the employee's temporary
nities to
employees based on sound business reasons, irrespective of the shift worked
by an individual employee. An employee and the UNION may agree that the
Where, however, a practice exists
for employees to bid their work shifts more than once a year according to
e and necessary to provide that
employee with any special education or training deemed necessary to assist
• the employee in performing his job satisfactorily. Should these efforts not
prove successful the City shall have the right to transfer, relocate, or demote
the employee, as the facts may warrant.
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PAGE 36C
2. All current Park Caretakers I and II shall continue to be furnished living
quarters on City property. If any new positions are created the City
shall, at its option, either furnish or not furnish living quarters.
3. The regular work schedule for both a Park Caretaker I and II shall be:
January 4 - April 11 40 hours (5 days)
April 12 - October 24 48 hours (6 days)
October 25 - January 3 40 hours (5 days)
This schedule change shall take place as of July 27, 1997. It is
understood that the specific dates used, above, are for calendar year
1998 and will change in ensuing years but the work hours will always
conform to the following pattern: January - April, 14 weeks of 40
scheduled hours; April - October, 28 weeks of 40 hours plus 8 hours of
scheduled overtime; October - January, 10 weeks of 40 scheduled
hours.
Furthermore, during the 48 scheduled hours it is understood that 8 of
those hours will be Section 1 overtime hours.
4. During the weeks when Caretakers are scheduled to work 40 hours,
every effort will be made to schedule the two days off consecutively.
5. Because Park Caretakers I and II receive the above-outlined scheduled
overtime and, additionally, are furnished living quarters by the City the
following shall apply:
For the purposes of layoff,. and bumping (Article 10) and
demotion, a Park Caretaker I shall be considered to be at the level
of Semi-Skilled Laborer and Park Caretaker II shall be considered
to be at the level of Automotive Equipment Operator II.
SECTION 9 Generally speaking, overtime falls into two categories: 1. mandatory
overtime; and 2. voluntary overtime. As a general principle, overtime and
call-in shall be distributed among qualified employees of the same
classification on a rotating basis so that available overtime and call-in
opportunities shall be equal among employees of the same classification who
wish to work such overtime. If a mistake is made in the assignment of
overtime, it shall be corrected by giving the employee who was missed the
next available overtime opportunity. At any time a superintendent or
supervisor is requested, he/she shall provide any overtime information to the
Union representative.
An employee may decline to work voluntary overtime, but if the overtime is
determined to be mandatory, the employee may not refuse an order to work
overtime. When overtime work is mandatory, and an employee refuses to
work such overtime, he/she shall be appropriately disciplined. In all cases,
es in temporary assignments are
subject to all work rules described in this labor agreement, Chapter 23 of the
City Code, and any specific work rules of the employee's temporary
nities to
employees based on sound business reasons, irrespective of the shift worked
by an individual employee. An employee and the UNION may agree that the
Where, however, a practice exists
for employees to bid their work shifts more than once a year according to
e and necessary to provide that
employee with any special education or training deemed necessary to assist
• the employee in performing his job satisfactorily. Should these efforts not
prove successful the City shall have the right to transfer, relocate, or demote
the employee, as the facts may warrant.
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PAGE 37C
employees shall be given as much advance notice as possible under the
circumstances when overtime is required.
In determining which employees should work overtime, the supervisor should
generally follow this procedure: If the overtime requested is voluntary, the
supervisor should offer the overtime to employees on a voluntary basis
starting with the most senior employee and going down the list as needed. At
this stage employees may refuse this voluntary overtime. If the situation
.arises where overtime is not voluntary, but mandatory, then the supervisor
shall order the overtime starting first with the least senior employee and then
going up the seniority list.
It is the responsibility of each employee to provide the City with adequate,
current information as to where the employee can be contacted for overtime,
call back, reporting in and other scheduling purposes. At a minimum, this will
include a current address and telephone number to which the employee may
be reached. The City may require employees in a particular division/section
to wear pagers which will be provided at departmental cost. It is the intent
that these pagers be used when necessary to call employee for emergency
overtime or call-in. Prior to doing this, the department will discuss the
requirement of pagers with the Union. It is understood that the required
carrying of a pager will, in and of itself, not be the basis for any additional
pay.
d to be at the level
of Semi-Skilled Laborer and Park Caretaker II shall be considered
to be at the level of Automotive Equipment Operator II.
SECTION 9 Generally speaking, overtime falls into two categories: 1. mandatory
overtime; and 2. voluntary overtime. As a general principle, overtime and
call-in shall be distributed among qualified employees of the same
classification on a rotating basis so that available overtime and call-in
opportunities shall be equal among employees of the same classification who
wish to work such overtime. If a mistake is made in the assignment of
overtime, it shall be corrected by giving the employee who was missed the
next available overtime opportunity. At any time a superintendent or
supervisor is requested, he/she shall provide any overtime information to the
Union representative.
An employee may decline to work voluntary overtime, but if the overtime is
determined to be mandatory, the employee may not refuse an order to work
overtime. When overtime work is mandatory, and an employee refuses to
work such overtime, he/she shall be appropriately disciplined. In all cases,
es in temporary assignments are
subject to all work rules described in this labor agreement, Chapter 23 of the
City Code, and any specific work rules of the employee's temporary
nities to
employees based on sound business reasons, irrespective of the shift worked
by an individual employee. An employee and the UNION may agree that the
Where, however, a practice exists
for employees to bid their work shifts more than once a year according to
e and necessary to provide that
employee with any special education or training deemed necessary to assist
• the employee in performing his job satisfactorily. Should these efforts not
prove successful the City shall have the right to transfer, relocate, or demote
the employee, as the facts may warrant.
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PAGE 38C
•
ARTICLE 14
MEAL PERIODS
SECTION 1 All employees except those engaged in a twenty-four (24) hours a day
operation, shall be granted a one-half ('/2) hour meal period without pay,
except where otherwise provided, and such meal period shall not be
considered as time worked.
SECTION 2 Employees engaged in a twenty-four (24) hour a day operation shall receive a
one-half(%2) hour meal period with pay, except where otherwise provided, and
such meal period shall be considered as time worked.
SECTION 3 Any employee who by the nature of his or her work is assigned or scheduled
to be on duty for twelve (12) or more consecutive hours shall receive a one-
half(%2) hour meal period with pay and such time shall be considered as time
worked. The paid meal provided in this Section will be granted
notwithstanding the fact that the employee assigned or scheduled to a twelve
(12) hour or more shift does not in fact work twelve (12) or more hours during
his assigned or scheduled shift. In the event, however, that the employee does
not work twelve (12) or more hours during his assigned or scheduled duty
shift, due to the fact that that employee voluntarily took leave with or without
pay during that duty shift, then said employee will not be provided a paid one-
half(1/2) hour meal period and that meal period shall not be considered as time
worked.
SECTION 4 Any employee other than one assigned or scheduled to be on duty for twelve
(12) or more consecutive hours, required to work more than two (2) hours
beyond his regular shift shall be entitled to a one-half(1/2) hour meal period
with pay if such employee is required to work a minimum of one (1) hour
beyond the expiration of such meal period. If the employee has already taken
an unpaid half-hour meal period and then, by virtue of working more than two
hours beyond his/her regular shift, shall then become entitled to a paid half-
hour meal period, the City shall change the previously unpaid meal period
over to a paid one. If the employee has not taken a half-hour meal period and
then, by virtue of working more than two hours beyond his/her regular shift,
shall then become entitled to a paid half-hour meal period, such employee
shall, with the supervisor's approval, then take their paid half-hour meal
break.
Example #1: An employee clocks into work for his normal work shift at 7:00
A.M. and is assigned to work until 3:30 P.M. However, the employee works
past his normal ending time and clocks out at 5:38 P.M. The employee did
take a 30 minute meal period during the day and worked 21/4 hours past his
assigned shift. For this employee, the pay for this day includes 8 hours
regular time and 2.75 hours overtime (2.25 hours overtime plus 0.5 hours for
the paid meal period).
ties to
employees based on sound business reasons, irrespective of the shift worked
by an individual employee. An employee and the UNION may agree that the
Where, however, a practice exists
for employees to bid their work shifts more than once a year according to
e and necessary to provide that
employee with any special education or training deemed necessary to assist
• the employee in performing his job satisfactorily. Should these efforts not
prove successful the City shall have the right to transfer, relocate, or demote
the employee, as the facts may warrant.
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PAGE 39C
Example #2: An employee clocks into work for his normal work shift at 7:00
A.M. and is assigned to work until 3:30 P.M. However, the employee works
past his normal ending time and clocks out at 5:38 P.M. The employee did
not take a 30 minute meal period during the day but did work 21/4 hours past
his assigned shift. For this employee, the pay for this day includes 8 hours
regular time and 3.25 hours overtime (2.75 hours overtime plus 0.5 hours for a
paid meal period the employee was entitled to but never took).
SECTION 5 Utilization of either Section 3 or 4 shall be allowed, but in no event may an
employee rely on both Sections in order to claim compensation for a one (1)
hour meal period.
SECTION 6 The provisions of this Article shall not apply to employees furnished living
quarters on CITY property.
SECTION 7 Employees in Police and Fire shall receive a one-half (Y2) hour meal period
without pay, and such meal period shall not be considered as time worked,
except for those employees who by the nature of their work are required to be
on duty for eight (8) consecutive hours, in which case they shall receive a one-
half(%2) hour meal period with pay and such time shall be considered as time
worked.
SECTION 8 •All employees shall be entitled to exercise their meal period rights herein with
or without pay under reasonable conditions and in no event shall employees
be required to take their meal period under unsanitary, unfit or obnoxious
conditions. Employees on paid meals will not be allowed to leave the general
area of their plant or work reporting location, but wherever practicable the
employee may use lunchroom facilities or other assigned areas for the
purposes of taking their meal period. Before taking said meal period the
supervisor's prior approval must be obtained.
SECTION 9 Sleeping is prohibited during paid meal periods provided for in this Article.
shift, shall then become entitled to a paid half-
hour meal period, the City shall change the previously unpaid meal period
over to a paid one. If the employee has not taken a half-hour meal period and
then, by virtue of working more than two hours beyond his/her regular shift,
shall then become entitled to a paid half-hour meal period, such employee
shall, with the supervisor's approval, then take their paid half-hour meal
break.
Example #1: An employee clocks into work for his normal work shift at 7:00
A.M. and is assigned to work until 3:30 P.M. However, the employee works
past his normal ending time and clocks out at 5:38 P.M. The employee did
take a 30 minute meal period during the day and worked 21/4 hours past his
assigned shift. For this employee, the pay for this day includes 8 hours
regular time and 2.75 hours overtime (2.25 hours overtime plus 0.5 hours for
the paid meal period).
ties to
employees based on sound business reasons, irrespective of the shift worked
by an individual employee. An employee and the UNION may agree that the
Where, however, a practice exists
for employees to bid their work shifts more than once a year according to
e and necessary to provide that
employee with any special education or training deemed necessary to assist
• the employee in performing his job satisfactorily. Should these efforts not
prove successful the City shall have the right to transfer, relocate, or demote
the employee, as the facts may warrant.
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PAGE 40C
ARTICLE 15
SHOW-UP TIME, CALL-IN TIME AND AUTHORIZED DUTIES
SECTION 1 Show-Up Time. If no work is available when an employee reports for his
regularly scheduled duty shift and the CITY has not notified the employee not
to report to work, such employee may be dismissed from that duty shift but
shall be compensated for a minimum of four(4)hours at straight time.
SECTION 2 Call-In Time. If an employee is called to duty during his off-duty time and
such time does not merge with his regularly scheduled duty shift, such
employee shall be paid for a minimum of four(4) hours at straight time or one
and one-half (1%2) times the actual number of hours worked, whichever is
greater. If such time does merge with the employee's regularly scheduled
duty shift, he shall be paid in accordance with Article 13 Overtime, if
applicable. Employees who are called in to work pursuant to this Article may
be required to work for any time period required by the CITY, not just to
complete the specific job that necessitated the call-in.
SECTION 3 The provisions for Show-Up Time and Call-In Time do not apply to
employees who are furnished living quarters on CITY property.
SECTION 4 Authorized Duties. An employee's attendance and/or participation in the
following activities during his regularly scheduled duty shift, when authorized
and relating directly to official CITY business, shall be considered as time
worked.
• Courts and administrative tribunals
• Human Relations Board and Pension Board meetings
• Personnel Board or any other meetings resulting from appeal of
disciplinary actions
• Safety Committee meetings
• Trade or professional meetings
taking their meal period. Before taking said meal period the
supervisor's prior approval must be obtained.
SECTION 9 Sleeping is prohibited during paid meal periods provided for in this Article.
shift, shall then become entitled to a paid half-
hour meal period, the City shall change the previously unpaid meal period
over to a paid one. If the employee has not taken a half-hour meal period and
then, by virtue of working more than two hours beyond his/her regular shift,
shall then become entitled to a paid half-hour meal period, such employee
shall, with the supervisor's approval, then take their paid half-hour meal
break.
Example #1: An employee clocks into work for his normal work shift at 7:00
A.M. and is assigned to work until 3:30 P.M. However, the employee works
past his normal ending time and clocks out at 5:38 P.M. The employee did
take a 30 minute meal period during the day and worked 21/4 hours past his
assigned shift. For this employee, the pay for this day includes 8 hours
regular time and 2.75 hours overtime (2.25 hours overtime plus 0.5 hours for
the paid meal period).
ties to
employees based on sound business reasons, irrespective of the shift worked
by an individual employee. An employee and the UNION may agree that the
Where, however, a practice exists
for employees to bid their work shifts more than once a year according to
e and necessary to provide that
employee with any special education or training deemed necessary to assist
• the employee in performing his job satisfactorily. Should these efforts not
prove successful the City shall have the right to transfer, relocate, or demote
the employee, as the facts may warrant.
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PAGE 41C
ARTICLE 16
TOOL ALLOWANCE
SECTION 1 The CITY shall furnish creepers, drop cords, pullers and impact wrenches to
mechanics. Such mechanics are to furnish hand tools and basic equipment up
to and including three-quarters (3/4) inch drive. Auto mechanics and Aviation
mechanics shall receive a tool allowance for purchase of tools required
hereunder of$200.00 per year. Auto Servicers shall receive a tool allowance
for purchase of tools required hereunder of$100.00 per year. Such sums shall
be payable in March of each year.
Fabrication Mechanics I & Its shall receive a tool allowance for purchase of
tools required of them by their supervisor of $200.00 per year. Such sums
shall be payable in March of each year. However, should a Fabrication
Mechanic's specific department or division provide all of the necessary tools
for the employee to complete their job duties, then such Fabrication Mechanic
shall not receive the tool allowance.
SECTION 2 At such time as the CITY selected to convert to the metric system from the
anglo system Section 1 of this Article will be subject to negotiation regarding
tool allowance upon either party notifying the other party in writing of its
desire to modify same.
SECTION 3 The CITY will continue its practice of providing such protective clothing as is
presently provided. Employees shall be accountable for protective clothing
issued to them.
worked.
• Courts and administrative tribunals
• Human Relations Board and Pension Board meetings
• Personnel Board or any other meetings resulting from appeal of
disciplinary actions
• Safety Committee meetings
• Trade or professional meetings
taking their meal period. Before taking said meal period the
supervisor's prior approval must be obtained.
SECTION 9 Sleeping is prohibited during paid meal periods provided for in this Article.
shift, shall then become entitled to a paid half-
hour meal period, the City shall change the previously unpaid meal period
over to a paid one. If the employee has not taken a half-hour meal period and
then, by virtue of working more than two hours beyond his/her regular shift,
shall then become entitled to a paid half-hour meal period, such employee
shall, with the supervisor's approval, then take their paid half-hour meal
break.
Example #1: An employee clocks into work for his normal work shift at 7:00
A.M. and is assigned to work until 3:30 P.M. However, the employee works
past his normal ending time and clocks out at 5:38 P.M. The employee did
take a 30 minute meal period during the day and worked 21/4 hours past his
assigned shift. For this employee, the pay for this day includes 8 hours
regular time and 2.75 hours overtime (2.25 hours overtime plus 0.5 hours for
the paid meal period).
ties to
employees based on sound business reasons, irrespective of the shift worked
by an individual employee. An employee and the UNION may agree that the
Where, however, a practice exists
for employees to bid their work shifts more than once a year according to
e and necessary to provide that
employee with any special education or training deemed necessary to assist
• the employee in performing his job satisfactorily. Should these efforts not
prove successful the City shall have the right to transfer, relocate, or demote
the employee, as the facts may warrant.
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PAGE 42C
ARTICLE 17
LEAVE PROVISIONS
SECTION 1 SICK LEAVE WITH PAY: Sick leave shall be earned at the rate of 5.6 hours
per pay period. Unused sick leave may not be accumulated in excess of 2500
hours. Any employee who shall maintain 800 hours of accrued sick leave shall
receive 1.9 additional hours of vacation leave for each pay period of service.
Employees may with the approval of the Department Head, utilize their
allowances of sick leave when unable to perform their work duties by reason
of illness or injury, necessity for medical or dental care, exposure to
contagious disease under circumstances in which the health of other
employees or the public would be endangered by attendance on duty or for
reasons related to the employee's pregnancy. Employee shall advise their
supervisors immediately when it is necessary to be absent from work on
account of sickness.
Employees shall keep their supervisors currently informed of their condition.
Failure to fulfill these requirements may result in the denial of sick leave. The
Human Resources (Personnel) Director shall establish the sick leave policy
that will apply to all employees of this Bargaining Agreement. The
Department Heads through their supervisors shall administer the established
sick leave policy. For sick leave in excess of three days, a Department Head
may require either a certificate of the attending physician stating that such
illness or injury prevents the employee from working, or a medical
examination by a physician designated by the Human Resources (Personnel)
Director or his designated representative. Sick leave shall not accrue during
any period of leave of absence without pay, the duration of which exceeds ten
working days. Employees may utilize forty (40) hours of sick leave annually
for illness or injury to immediate family members. "Immediate" family
members are defined as those family members covered by the Federal Family
Medical Leave Act.
Effective upon the legal execution of this Agreement anAn employee who
retires, resigns or is separated from the CITY service, except in cases where
the employee has been guilty of fraud or other activities resulting in monetary
loss to the CITY, shall be entitled to be paid at the employee's base pay
according to the following graduated scale:
1 for 8 for first 1,000 hours
1 for 4 for 1001 hours to 1800 hours
1 for 1 for 1801 to 2000 hours
No payoff for 2001 hours to 2500 hours.
From and after December 19, 2004, the following payoff schedule shall apply:
1 for 8 for first 900 hours
4 hours past his
assigned shift. For this employee, the pay for this day includes 8 hours
regular time and 2.75 hours overtime (2.25 hours overtime plus 0.5 hours for
the paid meal period).
ties to
employees based on sound business reasons, irrespective of the shift worked
by an individual employee. An employee and the UNION may agree that the
Where, however, a practice exists
for employees to bid their work shifts more than once a year according to
e and necessary to provide that
employee with any special education or training deemed necessary to assist
• the employee in performing his job satisfactorily. Should these efforts not
prove successful the City shall have the right to transfer, relocate, or demote
the employee, as the facts may warrant.
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PAGE 43C
1 for 4 for 901 hours to 1700 hours
1 for 1 for 1701 hours to 2000 hours
No payoff for 2001 hours to 2500 hours.
A. It is understood by, and between, the parties that the sick leave
provisions of this contract are intended to provide the employee with full
salary when that employee is unable to work because of illness.
Additionally, these sick leave provisions provide the employee with
short-term disability benefit so that the employee will continue to
receive full salary (up to the amount of accrued sick leave) if he/she is
temporarily disabled by illness or injury.
Furthermore, it is understood by the parties that an employee's use of
sick leave could constitute grounds for that employee's termination of
employment because such usage reaches a level which indicates that the
employee is simply too sick to continue City employment, even though
such employee has accrued sick leave balance. The City will not so
terminate any employee unless:
1. such usage is over an extended period of time;
2. there is no indication, by history, that such excessive usage will
abate;
3. the City has taken steps over a period of time to counsel, aid, and
assist such employee regarding his/her usage; and,
4. the usage is not a result of a continuing illness, such as cancer,
heart disease, or any serious, chronic, long-term illness.
Si
ck Leave Advisory Committee
There is, hereby, created a Sick Leave Advisory Committee. This
Committee shall be composed of five members. Two members shall be
appointed by the Union President to two (2) year terms. Two members
shall be appointed to two (2) year terms by the Labor Relations Director.
The fifth member shall be appointed by mutual agreement of the Union
President and the Labor Relations Director. This fifth member shall
serve for a one year term and may be removed only by mutual consent
of the Union President and the Labor Relations Director.
The Sick Leave Advisory Committee shall make recommendations to
the Labor Relations Director and City Supervisors (as appropriate
according to the Sick Leave Policy approved by the Human Resources
(Personnel) Director) on whether or not to counsel an employee
regarding his/her sick leave usage. The Committee shall not be involved
in, nor make recommendations, regarding any disciplinary actions to be
No payoff for 2001 hours to 2500 hours.
From and after December 19, 2004, the following payoff schedule shall apply:
1 for 8 for first 900 hours
4 hours past his
assigned shift. For this employee, the pay for this day includes 8 hours
regular time and 2.75 hours overtime (2.25 hours overtime plus 0.5 hours for
the paid meal period).
ties to
employees based on sound business reasons, irrespective of the shift worked
by an individual employee. An employee and the UNION may agree that the
Where, however, a practice exists
for employees to bid their work shifts more than once a year according to
e and necessary to provide that
employee with any special education or training deemed necessary to assist
• the employee in performing his job satisfactorily. Should these efforts not
prove successful the City shall have the right to transfer, relocate, or demote
the employee, as the facts may warrant.
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PAGE 44C
taken as a result of sick leave usage. The Committee will meet as
needed and required by this contract. The Committee shall select, from
its ranks, a chairperson and set its own rules of procedure by majority
vote.
If a supervisor wishes to counsel an employee regarding his/her usage of
sick leave (i.e., 40-hour counseling), such supervisor shall submit the
request to the Labor Relations Director, who shall forward the request to
the Committee (along with any relevant employee data). The
Committee shall recommend to the Labor Relations Director whether or
not it believes a Supervisor Counseling should occur. The Labor
Relations Director shall consider the recommendation of the Committee
in either approving or disapproving the requested Supervisor
Counseling. No Supervisor Counseling of any employee shall take place
prior to the approval of the Labor Relations Director.
The City shall provide the Committee with a listing of employee sick
leave usage on a quarterly basis. The Committee may recommend to the
Labor Relations Director that he/she counsel any civilian employee. If a
supervisor requests, pursuant to the sick leave policy, that the Labor
Relations Director counsel an employee, the Labor Relations Director
shall first receive the recommendation of the Committee before
counseling or refusing to counsel the employee.
In making the recommendations to the Labor Relations Director, the
Committee shall consider any relevant information, including, but not
limited to,the following:
1. Gross number of hours used in current year.
2. Gross number of hours used in prior years.
3. Length of employee service and sick leave balance.
4. Any pattern of usage before and/or after the employee's day(s) off.
5. Medical evidence/documentation provided by the employee.
6. Number of occurrences of usage.
7. Whether or not the usage is a result of acontinuing illness, such as
cancer, heart disease, or any serious, chronic, long-term illness.
No employee shall be counseled if the sole basis of the sick leave usage
is pregnancy.
An employee should normally not be counseled if the sole basis of the
sick leave usage is an extended leave because of treatment for a serious,
verified medical condition, whether the employee is hospitalized or not.
B. The counseling of an employee shall be subject to the test of
reasonableness, given consideration to the employee's right to utilize
sick leave for injury or illness which precludes his ability to perform his
regular job duties. In determining whether the usage of sick leave is
gular time and 2.75 hours overtime (2.25 hours overtime plus 0.5 hours for
the paid meal period).
ties to
employees based on sound business reasons, irrespective of the shift worked
by an individual employee. An employee and the UNION may agree that the
Where, however, a practice exists
for employees to bid their work shifts more than once a year according to
e and necessary to provide that
employee with any special education or training deemed necessary to assist
• the employee in performing his job satisfactorily. Should these efforts not
prove successful the City shall have the right to transfer, relocate, or demote
the employee, as the facts may warrant.
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PAGE 45C
excessive, the parties recognize that there is no mechanical or
mathematical basis upon which such determination can be made and that
the individual physical and psychological condition and make up of the
employee shall be taken into consideration.
C. Anytime an employee is counseled regarding sick leave usage the
substance of such counseling shall be reduced in writing on a set form
and a copy given to the employee. Such form shall note the
recommendation of the sick leave advisory committee. Any
explanations, comments or objections of the employee shall be noted on
this form. Additionally, the employee may challenge the reasonableness
of the counseling by providing, within ten (10) working days of the
counseling, a written explanation as to why the counseling was
unreasonable. Such explanation shall be provided to the supervisor or
Labor Relations Director who conducted the counseling. Such written
explanation shall be permanently attached to the counseling form.
In the event any disciplinary action is taken against an employee
pursuant to the criteria of Section 1 hereof, the employee shall be
entitled to appeal such action to the Personnel Board or arbitration under
the terms and conditions set forth in Article 5, "Appeals." In such
appeal the employee shall be entitled to challenge the reasonableness of
the actions of the supervisor, the Sick Leave Advisory Committee,
and/or the Labor Relations Director, giving consideration to all the
attendant circumstances surrounding the employee's use of sick leave.
A Department Director may grant up to an additional 120 hours of paid sick
leave per year to employees who have insufficient sick leave balances to
accommodate a current or upcoming illness or injury. Such additional hours
will be granted only to employees who have been employed with the City less
than three (3) years or who have suffered a medically documented chronic
illness over a period of years. In granting or denying such requests, the City
shall take into consideration all relevant factors. The City will create an ad
hoc committee with representation from all civilian unions to consider such
requests and to advise and make recommendations to the appropriate City
decision maker in each particular case. The employee shall be allowed to
present any factors relevant to making the decision to the committee. Any
such sick leave so granted shall be applied only to the illness at issue and shall
not increase the employee's sick leave balance. In no event shall these
additional hours be granted to an employee for more than three (3)
consecutive years. Any decision by a department director shall be final and
not subject to appeal, grievance, or formal complaint pursuant to this labor
agreement, nor shall this provision provide any basis for employee litigation
of any sort.
SECTION 2 Vacation leave shall be earned by employees with less than five (5) years of
continuous service with the CITY at the rate of 3.7 hours for each full pay
period of service and for such employees with five (5) or more years of
• the employee in performing his job satisfactorily. Should these efforts not
prove successful the City shall have the right to transfer, relocate, or demote
the employee, as the facts may warrant.
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PAGE 46C
continuous service with the CITY at the rate of 5.6 hours for each full pay
period of service; provided, however, that vacation leave for such employees
in excess of 280 hours shall not be carried forward from one payroll year to
the next payroll year. Employees in each appropriate work unit shall be
provided with the opportunity to take vacations of increments of no less than
entire work periods by posting. Employees shall be granted the opportunity to
use vacation leave for emergency purposes at the sole discretion of the
Department Head or his designated representative. The CITY shall post a
vacation schedule of open periods for vacations no later than March 1 of each
year and each employee shall have fifteen (15) days in which he may
designate his choice of vacation time of no less than a work week. If an
employee wishes to request a vacation of less than a work week, such request
shall be received. Seniority will prevail in granting bids for vacation;
however, requests of an entire work week will be granted over shorter
requests. Subsequent to posting, the schedule shall be declared closed and
removed for evaluation. In case of a conflict in scheduling, seniority as
defined in Article 8, Section 1, shall govern. The CITY shall post the
designated vacation schedule fifteen (15) days subsequent to closing and
removal. Any vacation time due the employee and not designated during the
posting period shall be granted at such time or times as are remaining and
available upon mutual agreement between the employee and CITY. Any
employee serving a probationary period by virtue of a promotion shall be
entitled to take vacations in accordance with the provisions of this Section; all
other probationary employees shall not have the right to use vacation leave in
accordance with the provisions of this Section but may at the sole discretion
of the Department Head or his designated representative be granted the
opportunity to use vacation leave for emergency purposes. The decision of
the Department Head or his designated representative in this regard is final
and binding and not subject to the grievance procedure. Vacation leave shall
not accrue during a leave of absence without pay in excess of ten working
days. Where the CITY cancels for good and sufficient reason, an employee's
scheduled vacation or any portion thereof and deprives that employee of an
opportunity to reschedule the same, that portion of the scheduled vacation
which was cancelled by the CITY and which the CITY deprived the employee
of rescheduling shall be carried forward to the next calendar year,
notwithstanding the 280 hour carry forward limitation provided in this
Section. In the event an employee has formally requested a specified period
of vacation leave, and, that time is denied the employee in whole or in part
because a more senior employee has requested a similar vacation period and
said requests conflict with one another then the employee shall be allowed to
carry over those number of hours of annual leave denied him as a result of the
conflict, not to exceed 300 hours.
Any employee who retires, resigns or is separated from the CITY services
except in cases where the employee has been guilty of fraud or other activities
resulting in monetary loss to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 47C
when an employee is absent from work without pay, the duration of which
exceeds ten(10)working days.
SECTION 3 SICK LEAVE WITHOUT PAY: Upon application of an employee, the
Department Head may grant sick leave without pay for an entire period under
those conditions set forth in Section 1 hereof when earned sick leave exceeds
one year, it may be renewed, but the Department Head or the Human
Resources (Personnel) Director or his designated representative from time to
time shall require that the employee submit a certificate from the attending
physician or practitioner, or submit to a medical examination. In the event of
a failure or refusal to supply such certificate or if the certificate does not
clearly show sufficient disability to preclude the employee from the
performance of his duties, such sick leave shall be cancelled and the
employee's service terminated.
SECTION 4 FUNERAL LEAVE: In the event of the death of an employee's father,
mother, sister, brother, spouse, or child related by blood, marriage or
adoption, the employee will be permitted to take funeral leave of five (5) work
days, with pay. In the event of the death of an employee's grandfather,
grandmother, grandson, granddaughter, father-in-law, stepmother or
stepfather, mother-in-law, brother-in-law, sister-in-law, son-in-law, or
daughter-in-law, the employee will be permitted to take funeral leave of one
(1) to three (3) work days, depending on the necessity of the circumstances.
Funeral leave allowance must be approved by the Department Head or his
designated representative and must include the day of the funeral. The
Department Head may permit funeral leave with pay in such other instances as
the Department Head shall determine are justified by the relationship between
the deceased and the employee. In determining how much funeral leave to
grant, where department head has discretion pursuant to this section, such
department head shall take into consideration all relevant factors.
SECTION 5 MILITARY LEAVE OF ABSENCE: An employee who is a member of the
National Guard, Army Reserve, Naval Reserve, Marine Corps Reserve, Air
Force Reserve or Coast Guard Reserve shall be entitled to leave of absence
from his respective duties without loss of pay on all days during which he is
employed with or without pay under the orders or authorization of competent
authority in the active service of the State or of the United States, for not to
exceed fifteen (15) work days in any one (1) calendar year. Such leave of
absence shall be in addition to the vacation leave provided herein. When the
Governor of the State shall declare that a state of emergency exists, and any of
the persons named herein are ordered to active service of the State, an
additional leave of absence will be granted until such member is released from
the active service by competent authority. During the additional leave of
absence because of the call of the Governor, any employee subject to the
provisions of this Section shall receive such portion of his salary or
compensation as will equal the loss he may suffer while in the active service
of the State. In the event an employee is on authorized military leave he shall
be given the option of receiving full CITY compensation and in that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 48C
shall return to the CITY the compensation received from the military
organization or alternatively in the event an employee is on authorized
military leave he shall have the option of receiving full military compensation
and in that event he shall return to the CITY the compensation received from
the CITY.
SECTION 6 MILITARY LEAVE OF ABSENCE WITHOUT PAY: All employees who
leave a position for the purpose of being inducted into, enlisting in,
determining his physical fitness to enter, or performing training duty in the
armed forces of the United States or the National Guard, shall, when ordered
by proper authority to active service, be entitled to a leave of absence from
such civil employment for the period of such service, plus ninety days,
without loss of status or efficiency rating, and without loss of pay during the
first fifteen days of such leave of absence; provided, such pay for the first
fifteen days shall not be construed as being in addition to the pay provided in
Section 6 hereof. The proper appointing authority may make a provisional
appointment to fill any vacancy created by such leave of absence. When such
person is separated from active duty under conditions other than dishonorable,
he shall be entitled to return to his former position or a position of like
seniority, status, and the then prevailing pay, if he is still qualified to perform
the duties of his former position. If such person is not qualified to perform the
duties of such position upon his return by reason of disability sustained during
the service, but is qualified to perform the duties of any other position in the
CITY service, he shall be restored to such other position, the duties of which
he is qualified to perform, as will provide him with the same seniority, status,
and pay, or the nearest proximation thereof consistent with the circumstances
in his case. Application for re-employment shall be made within ninety days
after he is discharged from active duty. Such employee shall not be discharged
from his former or new position without justifiable cause within one year after
reinstatement.
SECTION 7 OTHER LEAVES OF ABSENCE WITHOUT PAY: In addition to vacation,
military or sick leave allowances, employees, including probationary
employees, may be allowed to be absent from duty without pay for a period
not to exceed three (3) months on the basis of applications for leave without
pay approved by their respective Department Heads and the Human Resources
(Personnel) Director or his designated representative. Leave may be extended
beyond three (3) months only with the approval of the Personnel Board. Such
leave shall be granted only when it will not adversely affect the interests of the
CITY. The President and the Vice President of the local union shall be
allowed to be absent from duty without pay for the period of his term of office
to devote full time to his union duties upon application approved by the
Department Head and the Human Resources (Personnel) Director or his
designated representative. An application for leave of absence for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 49C
SECTION 8 CANCELLATION OF LEAVES OF ABSENCE: All leaves of absence shall
be subject to the condition that the Department Head may cancel the leave at
any time upon prior written notice to the employee and the Human Resources
(Personnel) Director specifying a reasonable date for the termination of the
leave. The Human Resources (Personnel) Director, or his designated
representative, upon prior notice to the employee and the Department Head,
may cancel an approved leave of absence at any time he finds that the
employee is using the leave for purposes other than those specified at the time
of approval. In case of an emergency, a Department Head may cancel all
leaves by verbal or written communication.
SECTION 9 As used in this Article, continuous service or employment is defined in Article
8, Section 2. The provisions of this Section shall not apply to military leaves
as provided in Section 7 hereof.
SECTION 10 AUTHORIZATION FOR LEAVE: No payment for any leave of absence
shall be made until leave has been properly approved. Notification of any
leaves of absence without pay shall be submitted to the Human Resources
(Personnel)Director prior to the taking of leave.
SECTION 11 LEAVE COMPUTATIONS: For the purpose of calculations, leave of
absence shall be computed to the nearest one-half hour, and leave accruals
shall be credited on the same basis. Employees shall not have deductions
made from leave accumulations for holidays which occur at the beginning,
during, or at the end of a period of leave with pay.
SECTION 12 ABSENCE WITHOUT LEAVE: Any unauthorized absence of an employee
from duty shall be deemed to be an absence without pay and may be made
grounds for disciplinary action by the Department Head. In the absence of
such disciplinary action any employee who absents himself for three days or
more without authorized leave shall be deemed to have resigned. Such
absence may be covered, however, by the Department Head by a subsequent
grant of leave with or without pay where extenuating circumstances are found
to have existed.
SECTION 13 JURY/REQUIRED ELECTION DUTY: When an employee is summoned for
jury duty by a court of competent jurisdiction or is required to serve on
election duty and his attendance in court or on election duty is required during
his regularly scheduled duty shift with the CITY, he shall receive his regular
pay from the CITY during such service provided he turns his jury or election
duty pay over to the CITY Finance Officer for those days he is normally
scheduled to work and for which remuneration is claimed. The employee may
also be required to furnish proof of said service from the court. An employee
shall be granted annual leave for such jury or required election duty if he/she
requests such leave, and in that event, the employee shall be allowed to keep
any payments for such duty. However, in no event shall the City compensate
an employee for more than their regularly scheduled hours (i.e. no overtime).
man Resources (Personnel) Director or his
designated representative. An application for leave of absence for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
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PAGE 50C
SECTION 14 Employees shall be granted time off, without loss of pay, for the purpose of
donating blood to the American Red Cross, up to a maximum of two (2) hours
per donation. The Human Resources (Personnel) Director shall set forth a
policy governing such leave.
SECTION 15 If an employee is elected to, or appointed to, any elected office (local, state, or
federal), he will be allowed time off(annual leave or leave without pay) for
time required to serve in that elected office.
o classify jobs and to allocate individual employees to appropriate
classifications based upon duty assignments. The CITY will not abolish or change any
bargaining unit classifications for the purpose of depriving the bargaining unit
employees of their benefits under this contract.
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PAGE 51C
ARTICLE 18
HOLIDAYS
SECTION 1 The following, in addition to any other days designated by the Mayor, are
holidays and shall be observed in accordance with the dates established by the
Federal Government or otherwise designated by the Mayor.
New Year's Day
President's Day
Martin Luther King's Birthday
Memorial Day
Independence Day
Labor Day
Veteran's Day
Columbus Day
Thanksgiving Day
The Day After Thanksgiving
Christmas
Employee's Birthday
In addition, effective December 22, 2002, employees shall be entitled to a
"floating" holiday. An employee's use of this "floating" holiday shall be
treated as if the employee was requesting vacation leave; therefore, this
"floating"holiday shall be governed by the vacation leave provisions set forth
in Article 17, Section 2.
SECTION 2 For those employees working under the card system, the holidays shall be
observed in accordance with Section 1 hereof. For those employees who do
not work under the card system, whenever a holiday falls on a Sunday, the
following Monday shall be observed as the holiday. Whenever a holiday falls
on a Saturday, the preceding Friday shall be observed as the holiday.
SECTION 3 All work performed on any observed holiday or birthday, except the
"floating" holiday, shall be compensated for at the rate of one and one-half
(1-Y2) times the actual number of hours worked on such holiday, in addition to
holiday pay which shall constitute eight (8) hours of pay at straight time at the
employee's rate of pay at the time of the observed holiday. Employees
required to work on a previously approved "floating" holiday shall be
compensated at the rate of one and one-half(1 Y2) times the actual number of
hours worked. However, such employee shall not receive an additional eight
(8) hours of straight time holiday pay rather such employee shall be allowed
to take their "floating" holiday on a different date and with the supervisor's
approval.
SECTION 4 Whenever an observed holiday falls during an employee's authorized leave or
injured on duty period, such observed holiday shall not be charged against the
employee's authorized leave or the injured on duty eligibility period of three
y and his attendance in court or on election duty is required during
his regularly scheduled duty shift with the CITY, he shall receive his regular
pay from the CITY during such service provided he turns his jury or election
duty pay over to the CITY Finance Officer for those days he is normally
scheduled to work and for which remuneration is claimed. The employee may
also be required to furnish proof of said service from the court. An employee
shall be granted annual leave for such jury or required election duty if he/she
requests such leave, and in that event, the employee shall be allowed to keep
any payments for such duty. However, in no event shall the City compensate
an employee for more than their regularly scheduled hours (i.e. no overtime).
man Resources (Personnel) Director or his
designated representative. An application for leave of absence for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 52C
hundred sixty-five (365) days provided for in Article 30. Whenever an
observed holiday occurs on an employee's regularly scheduled day off, the
employee shall observe the closest work day as the holiday. If an employee's
regularly scheduled days off are Thanksgiving and the day after Thanksgiving
then that employee shall observe Thanksgiving on the preceding Wednesday
and the employee shall observe the day after Thanksgiving on Saturday. If the
employee's regularly scheduled days off are Thanksgiving and the day before
Thanksgiving then the employee shall observe the Thanksgiving holiday on
the preceding Tuesday. If an employee's regularly scheduled days off are the
day after Thanksgiving and following Saturday then the employee shall
observe the day after Thanksgiving holiday on the following Sunday. The
employee and supervisor may mutually agree to an observance different from
the above. An employee must take his birthday holiday on his birthdate if that
is a regularly scheduled work day, unless the employee and the supervisor
agree that the employee may take another day as birthday holiday. If an
employee's birthday falls on another recognized holiday as set forth in Section
1 hereof, then the employee shall observe the birthday holiday on his next
regularly scheduled work day.
SECTION 5 Employees who are absent without leave on the work day immediately
preceding or following the observed holiday, shall not be entitled to holiday
pay or other provisions of this Article. Any suspension made under the
provisions of this Agreement shall be treated as absence without leave under
this Section.
SECTION 6 Whenever an observed holiday occurs on an employee's regular scheduled day
off, and both the day before and the day after are work days for such
employee, the holiday shall be observed on the day after the regular day off.
t time holiday pay rather such employee shall be allowed
to take their "floating" holiday on a different date and with the supervisor's
approval.
SECTION 4 Whenever an observed holiday falls during an employee's authorized leave or
injured on duty period, such observed holiday shall not be charged against the
employee's authorized leave or the injured on duty eligibility period of three
y and his attendance in court or on election duty is required during
his regularly scheduled duty shift with the CITY, he shall receive his regular
pay from the CITY during such service provided he turns his jury or election
duty pay over to the CITY Finance Officer for those days he is normally
scheduled to work and for which remuneration is claimed. The employee may
also be required to furnish proof of said service from the court. An employee
shall be granted annual leave for such jury or required election duty if he/she
requests such leave, and in that event, the employee shall be allowed to keep
any payments for such duty. However, in no event shall the City compensate
an employee for more than their regularly scheduled hours (i.e. no overtime).
man Resources (Personnel) Director or his
designated representative. An application for leave of absence for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 53C
ARTICLE 19
HEALTH CARE AND DENTAL BENEFIT; LIFE INSURANCE
SECTION 1 Health Care Benefit: The CITY shall provide group health care benefits for
each employee, and covered dependents. The health care coverage provided
herein include the terms, conditions and restrictions provided under the master
contract on file with and administered by the City's third party administrator
or health insurance provider. The CITY shall provide employees with a
written summary of the health care benefits provide herein. Such health care
coverage shall commence on the first day of employment.
SECTION 2 The health care benefit provided herein shall include, at a minimum:
a. Hospital Precertification - All in-patient admissions must be certified.
Planned admission must be certified in advance, or as soon as
medically possible. The penalty for failure to certify is $500 of the in-
hospital charges, which will not be paid by the CITY and will be the
responsibility of the employee. Hospitalizations beyond the certified
number of days must be recertified. If the hospitalization is recertified,
there is no penalty. The penalty for hospitalization past the certified
number of days a reduction by 50% of both physician and hospital
covered charges, which will not be paid by the CITY and will be the
responsibility of the employee.
Hospital certifications (and recertifications) shall be phoned in to a
telephone number provided ach to employees on his/her I.D. card.
The employee or any person on his/her behalf (e.g. spouse, nurse,
doctor, hospital personnel)may precertify.
Any disputes regarding precertification or recertification in a particular
case may be presented to the CITY'S Disputes Committee.
b. Comprehensive major medical health care coverage with 70% paid by
the CITY and 30% coinsurance paid by the employee for covered
charges, unless the health care services are provided by a pPreferred
Provider Organization (PPO), in which case the CITY shall pay 80%
and the employee shall pay 20% of covered charges.
c. Deductible $400 for an individual with single coverage, $400 per
individual with single plus one coverage, and $800 aggregate for
family coverage; deductible will apply to all covered services.
d. Maximum lifetime benefit/person $2,000,000, and maximum $20,000
lifetime benefit for chemical dependency.
e. Stop loss (maximum cost to employee for covered health care services
in a calendar year) of$1,000for a person with single coverage, $1,000
y or election
duty pay over to the CITY Finance Officer for those days he is normally
scheduled to work and for which remuneration is claimed. The employee may
also be required to furnish proof of said service from the court. An employee
shall be granted annual leave for such jury or required election duty if he/she
requests such leave, and in that event, the employee shall be allowed to keep
any payments for such duty. However, in no event shall the City compensate
an employee for more than their regularly scheduled hours (i.e. no overtime).
man Resources (Personnel) Director or his
designated representative. An application for leave of absence for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 54C
per person for single plus one coverage, or$2,000 aggregate for family
coverage per year. The deductible applies tois included in the stop
loss above.
f. Effective with the legal execution of this AgreementJune 19, 2001, the
following items are excluded from coverage.
- elective corrective eye surgery(such as RK, PRK and Lasik
and successors)
- all fertility procedures and fertility drug coverage
g. Beginning upon the legal execution of this labor agreement, the City
will institute a Wellness Program where the City will allow coverage
up to $200 for each covered individual for preventative services of
well baby exams, routine physicals, school physicals, annual well
woman examinations, routine colonoscopies, routine mammograms,
immunizations, pap smears. Such coverage shall be handled though
the City's health care provider in a manner similar to covered benefits
under the health care plan, including application of any amounts to be
paid against the covered individuals deductibles. After such coverage
is met on any of these listed preventive services, any further
preventative services are subject to the normal deductible and
coinsurance under the health care plan.
Effective upon the legal execution of this labor agreementAugust 14, 2006, all
current and newly hired employees shall pay a premium for this health care
plan of five percent (5%) of the single or family COBRA rate. Such
employees may elect their health insurance coverage as follows: single
coverage, single plus one coverage, or family coverage. Employees selecting
single plus one coverage shall pay two times the single COBRA rate for their
premium.
Effective December 26, 2010, all current and newly hired employees shall pay
a premium for this health care plan of six percent (6%) of the applicable
COBRA rate.
Effective December 25, 2011, all current and newly hired employees shall pay
a premium for this health care plan of seven percent (7%) of the applicable
COBRA rate.
SECTION 3 A "prescription drug (RX) program card" system for covered prescription
costs will be provided in addition to benefits identified above. The parties
agree that such prescription plan will include a minimum:
1. Each employee's ID will be issued a card which will allow the
employee or covered member(s) to purchase prescriptions by paying,
at the time and site of purchase and after the applicable yearly
000
y or election
duty pay over to the CITY Finance Officer for those days he is normally
scheduled to work and for which remuneration is claimed. The employee may
also be required to furnish proof of said service from the court. An employee
shall be granted annual leave for such jury or required election duty if he/she
requests such leave, and in that event, the employee shall be allowed to keep
any payments for such duty. However, in no event shall the City compensate
an employee for more than their regularly scheduled hours (i.e. no overtime).
man Resources (Personnel) Director or his
designated representative. An application for leave of absence for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 55C
deductible has been met, the following based on a tiered prescription
system:
(a) Generic: actual cost of the drug up to $5;
(b) Formulary brands: 20 percent of the cost of each covered
i. When the actual cost for the formulary brand drug is less
than $20, then the member will pay that actual cost.
ii. When the actual cost for the formulary brand drug is $20 to
$100, then the member will pay$20.
iii. When the actual cost for the formulary brand drug is
between $100 and $200, then the member will pay 20% of
the actual cost.
iv. When the actual cost for the formulary brand drug is over
$200, then the member will pay$40.
(c) Non-Formulary brands: 20 percent of the cost of each covered
i. When the actual cost for the non-formulary brand drug is
less than$30, then the member will pay that actual cost.
ii. When the actual cost for the non-formulary brand drug is
$30 to $150, then the member will pay$30.
• iii. When the actual cost for the non-formulary brand drug is
between $150 and $300, then the member will pay 20% of
the actual cost.
iv. When the actual cost for the non-formulary brand drug is
over$300, then the member will pay$60.
2. The yearly deductible shall be $100.00 for single, single plus one or
family coverage. The prescription deductible and co-insurance are
separate and distinct from the health deductible and co-insurance,
except that prescriptions dispensed in-hospital shall be applied to the
health insurance deductible and co-insurance.
3. Unless specifically required by the physician, generic drugs will be
dispensed whenever possible.
4. The ID card leis valid at the majority of pharmacies in the Omaha
area, however, it is understood that some pharmacies may not
participate. In order to be covered for prescription costs within the
City, the employee must use a participating pharmacy.
5. After an employee has expended $750 in co-insurance
efnot including the deductible) in a given calendar year, the card will
The parties
agree that such prescription plan will include a minimum:
1. Each employee's ID will be issued a card which will allow the
employee or covered member(s) to purchase prescriptions by paying,
at the time and site of purchase and after the applicable yearly
000
y or election
duty pay over to the CITY Finance Officer for those days he is normally
scheduled to work and for which remuneration is claimed. The employee may
also be required to furnish proof of said service from the court. An employee
shall be granted annual leave for such jury or required election duty if he/she
requests such leave, and in that event, the employee shall be allowed to keep
any payments for such duty. However, in no event shall the City compensate
an employee for more than their regularly scheduled hours (i.e. no overtime).
man Resources (Personnel) Director or his
designated representative. An application for leave of absence for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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• PAGE 56C
allow an employee to obtain covered prescriptions at a flat rate of
$5.00 per prescription.
6. It is understood that the employee percentage cost per covered
prescription may be higher when prescriptions are purchased outside
the City if participating pharmacies are available. Additionally, the
employee will be required to pay the total cost and then seek
reimbursement through a claim filing process.
7. Covered persons who require medication(s) for an extended period of
time (in excess of thirty days) must be ordered through the CITY's
designated mail order program. For a mail-order 90-day supply, the
employee must pay the retail rate for a sixty (60) day supply two co
pays,pursuant to "1." above.
SECTION 4 The provisions of Section 1 through 3 hereof, do not apply for any employee,
except for those approved under the Family&Medical Leave Act, who within
any calendar month has not received any compensation from the CITY for
work performed or utilization of paid leave, including IOD (or entitlement to
payments under the Nebraska Workers' Compensation Act for a temporary
total disability). When the employment of any City employee is terminated
for cause, any benefits or coverage provided under Sections 1 through
Sections 3 above shall conclude upon such employee's actual termination
date.
SECTION 5 If an employee does not receive health care benefits under the provision of
Section 1, by virtue of Section 4, and such employee desires to continue such
coverage, it shall be the responsibility of the employee to request continuation
and timely pay and make the necessary arrangement of premiums to the CITY
in order to maintain such coverage.
The covered dependents and surviving spouse of any employee who dies
while on duty during the performance of his official duties shall be provided
health care and dental coverage by the CITY consistent with those benefits
provided by this Article. Said health care and dental care benefits are hereby
provided to the surviving spouse and dependent children of any employee
qualifying under this Section by virtue of a work related death, as described
hereinabove, occurring on or after December 24, 2000. The health care and
dental benefits for any surviving spouse qualifying under this Section shall
cease (a.) upon his/her remarriage; or (b.) the attainment of the age of
entitlement to Medicare as set by Federal Law, whichever event comes first.
In the event the spouse of the decedent does not qualify for Medicare, the
health care and dental coverage provided herein shall cease upon the surviving
spouse's 65th birthday. The health care and dental benefits for any dependent
child shall extend up to age nineteen (19) or through age twenty-three (23) so
long as such child is an unmarried full time student.
t event, the employee shall be allowed to keep
any payments for such duty. However, in no event shall the City compensate
an employee for more than their regularly scheduled hours (i.e. no overtime).
man Resources (Personnel) Director or his
designated representative. An application for leave of absence for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 57C
•
SECTION 6 Retiree Health Care Benefits. The CITY shall provide health care coverage
substantially comparable to that provided in Sections 1 through 3 of this
Article to an employee who takes h s"heris granted a service retirement
immediately following active employment. The benefit provided for herein is
confined to those employees who are at least 55 years of age or between ages
50 and 55, and meet the Rule of 80. Said benefit shall cease:
1. on the first day of the month in which the retiree turns 65 years of
age, or when the retiree reaches the age of entitlement to Medicare
as set by Federal Law, whichever event comes later, or
2. as of the retiree's death.
For those employees who leave CITY employment; and elect a deferred
service retirement pension; and who are eligible to retire within three years of
leaving CITY employment without any deductions by meeting the "Rule of
80", the following "gap"health care coverage option is allowed:
The former employee may elect to continue his/her health care
coverage in effect at the time he/she leaves CITY employment. In
order to do so the retiree former employee must pay the CITY, on a
monthly basis, the COBRA premium. This payment will be made to
the Benefits Division of the CITY by the fifth (5th) day of each month
beginning when the employee leaves CITY service. When the retiree
former employee is granted a deferred service retirement pension, he
shall receive health care coverage pursuant to the first paragraph of
this Section (employee no longer is required to pay a premium as if
he/she were to retire immediately following active employment). Any
failure to pay the COBRA premium will result in permanent
cancellation of health care coverage, including the right to coverage
(no premium) after the employee receives a deferred retirement
pension.
An employee who leaves CITY employment and pays the "gap"health
care premium pursuant to the above shall receive the same health care
coverage during the "gap" period as do active employees. When such
coverage is converted to retiree coverage, all other provisions of
retiree coverage shall apply.
SECTION 7 Disability Retiree Health Care Benefit. The CITY shall provide health care
coverage substantially the same as provided in Sections 1 through 3 of this
Article to any employee who is granted either a service connected or non-
. service connected disability pension. The provision of this benefit is
contingent upon the employee paying, on a monthly basis, 50% of the
COBRA rates. Such employees shall be required to apply for Medicare as
part of their request for Social Security Disability. The City shall continue to
provide health care coverage as above until the retiree is granted Medicare
coverage. When the retiree is granted Medicare coverage, the City shall cease
such duty. However, in no event shall the City compensate
an employee for more than their regularly scheduled hours (i.e. no overtime).
man Resources (Personnel) Director or his
designated representative. An application for leave of absence for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 58C
such health care coverage on the first day of the month in which such
Medicare coverage is granted. The City shall provide any retiree granted such
Medicare coverage with prescription drug coverage pursuant to the current
plan and only to supplement any prescription drug coverage provided by
Medicare. Additionally, retirees with family health care coverage, even
though they lose such coverage for themselves because of Medicare
eligibility,will retain coverage for eligible family members until:
(1) the retiree's death or
(2) on the first day of the month in which the retiree turns 65 years of age,
or reaches the age of entitlement to Medicare as set by Federal Law,
whichever event comes later.
SECTION 8 Dental Benefit. The CITY will make available either 1) the CITY'S self-
insured dental care plan as set forth in the applicable master contract, or 2)
HMO dental plan(s) as set forth in the applicable plan documents. The benefit
provided under the CITY's self-insured dental care plan shall include a
maximum lifetime orthodontic benefit of$1 $2,500. For covered persons
who begin orthodontic procedures after July 1, 2001, the maximum lifetime
limit shall be increased to $2,000.00. The City's self-insured or HMO dental
plan is contingent upon the employee paying 100% of the HMO selected plan
established premium by payroll deduction. The City's self insured plan is
contingent upon thc--cmployce paying 100% of the premium by payroll
deduction. Such The premium for the City's self-insured program shall be
determined annually based upon the previous year's experience of the entire
group of employees enrolled in the self-insured program.
SECTION 9 Life Insurance. The CITY shall also provide and pay 100% of the present
cost for a $50,000 Group Term Life Insurance Policy for each employee
which shall become effective on the first day of employment.
The CITY agrees to take whatever steps necessary to have the City Life
Insurance carrier offer continuation of an employees' current term coverage
when the employee retires (normal service or any disability
retirementpension) at whatever rates the carrier can offer. It is understood that
the retired employee shall pay the cost of this coverage. If this option is
cancelled by the CITY carrier or if the CITY accepts a bid without such
optional-continuation of coverage, the CITY will notify the UNION within 60
days prior to this optional-continuation of coverage ending; and shall negotiate
with the UNION regarding suell-eptional-orogeother options.
SECTION 10 The City shall provide no health care coverage to a newly hired employee for
a period of one (1) year for any preexisting condition(s) unless such employee
presents to the City evidence that he/she had, with a previous employer,
continuous health coverage without a break in service of sixty-three (63) days
in the last eighteen (18) months prior to their employment with the City.
regularly scheduled hours (i.e. no overtime).
man Resources (Personnel) Director or his
designated representative. An application for leave of absence for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 59C
ARTICLE 20
WAGES
SECTION 1 For the 2009 payroll year: all Civilian Bargaining Unit job classifications
shall receive a 3-%0% salary increase, however all step/merit increases shall
continue as normal. retroactive to December 18, 2005.
For the 2010 payroll year: all Civilian Bargaining Unit job classifications
shall receive a 0% salary increase, however all step/merit increases shall
continue as normal.
For the 2011 payroll year: all Civilian Bargaining Unit job classifications
shall receive a 3.5% salary increase.
For the 2012 payroll year: all Civilian Bargaining Unit job classifications
shall receive a 3.5% salary increase.
Effective December 17, 2006, all job classifications shall receive a 2.5%
salary increase.
Effective December 16, 2007, all job classifications shall receive a 2.5%
salary increase.
SECTION 2 Employees will be paid only by direct deposit of funds into employee account
at recognized financial institution only. Employees must comply with the
direct deposit procedures required by the Finance Department. Notification of
direct deposit of payroll shall be made electronically through the on-line
system only and paper forms will not be printed or mailed. Any exceptions to
this rule must be approved by the Labor Relations Director and the Payroll
Manager. The City will take appropriate steps to ensure that any employee
who requests to use a City computer to access their on-line "pay stub" shall be
granted such usage. The City shall give the Union at least(thirty(30) calendar
days notice of this change to electronic direct deposit notification after the
legal execution of this labor agreement.
SECTION 3 The City agrees to maintain an every other Friday payroll procedure.
SECTION 4 The City agrees to continue I.R.S. 414 (h) tax deferred pension contribution.
SECTION 5 If an employee speaks a language other than English, including sign language
for the deaf, with proficiency as determined by a test administered by the
Human Resources (Personnel) Department, and such employee is specifically
assigned and required to use such skills in the performance of his duties, he
shall receive an additional $100.00 per month payable in each paycheck (26
installments of$46.16 per pay period).
f this option is
cancelled by the CITY carrier or if the CITY accepts a bid without such
optional-continuation of coverage, the CITY will notify the UNION within 60
days prior to this optional-continuation of coverage ending; and shall negotiate
with the UNION regarding suell-eptional-orogeother options.
SECTION 10 The City shall provide no health care coverage to a newly hired employee for
a period of one (1) year for any preexisting condition(s) unless such employee
presents to the City evidence that he/she had, with a previous employer,
continuous health coverage without a break in service of sixty-three (63) days
in the last eighteen (18) months prior to their employment with the City.
regularly scheduled hours (i.e. no overtime).
man Resources (Personnel) Director or his
designated representative. An application for leave of absence for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 60C
ARTICLE 21
SHIFT DIFFERENTIAL
Where an employee's regularly scheduled duty shift ends within the hours outlined below such
employee shall receive shift differential pay as indicated: FIRST LEVEL - For those shifts
ending between the hours of 8:01 p.m. and 4:00 a.m., the first level of shift differential pay in the
amount of$0.40 per hour shall be paid. SECOND LEVEL - For those shifts ending between the
hours of 4:01 a.m. and 12:00 Noon, the second level of shift differential in the amount of$0.50
per hour shall be paid.
Shifts ending between 12:01 p.m. and 8:00 p.m. shall not qualify for shift differential pay.
Non-worked time, such as annual leave or sick leave, shall not serve as the basis for shift
differential pay. Non-scheduled work time falling within the hours outlined will be treated as
overtime, call in, etc. If an employee's regularly scheduled shift qualifies for shift differential
that employee shall receive shift differential in the same amount for any non-scheduled time. If
an employee's regularly scheduled shift does not qualify for any shift differential that employee
shall not receive shift differential for any non-scheduled time.
deposit of payroll shall be made electronically through the on-line
system only and paper forms will not be printed or mailed. Any exceptions to
this rule must be approved by the Labor Relations Director and the Payroll
Manager. The City will take appropriate steps to ensure that any employee
who requests to use a City computer to access their on-line "pay stub" shall be
granted such usage. The City shall give the Union at least(thirty(30) calendar
days notice of this change to electronic direct deposit notification after the
legal execution of this labor agreement.
SECTION 3 The City agrees to maintain an every other Friday payroll procedure.
SECTION 4 The City agrees to continue I.R.S. 414 (h) tax deferred pension contribution.
SECTION 5 If an employee speaks a language other than English, including sign language
for the deaf, with proficiency as determined by a test administered by the
Human Resources (Personnel) Department, and such employee is specifically
assigned and required to use such skills in the performance of his duties, he
shall receive an additional $100.00 per month payable in each paycheck (26
installments of$46.16 per pay period).
f this option is
cancelled by the CITY carrier or if the CITY accepts a bid without such
optional-continuation of coverage, the CITY will notify the UNION within 60
days prior to this optional-continuation of coverage ending; and shall negotiate
with the UNION regarding suell-eptional-orogeother options.
SECTION 10 The City shall provide no health care coverage to a newly hired employee for
a period of one (1) year for any preexisting condition(s) unless such employee
presents to the City evidence that he/she had, with a previous employer,
continuous health coverage without a break in service of sixty-three (63) days
in the last eighteen (18) months prior to their employment with the City.
regularly scheduled hours (i.e. no overtime).
man Resources (Personnel) Director or his
designated representative. An application for leave of absence for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 61C
ARTICLE 22
DRUG TESTING
The CITY currently has a random drug testing policy for employees whose job description
requires a Commercial Driver's License (CDL). Effective upon the legal execution of this
Agreement, employees who are in "safety sensitive" positions as defined by court decisions will
be required to be randomly drug tested. Such employee names will be added to the current CDL
drug testing lists and shall be tested pursuant to the procedures set forth in the policy.
Accordingly, all CDL holders and employees deemed to be "safety sensitive" shall be subject to
the same random drug testing. The CITY and the UNION will meet upon the execution of this
Agreement and mutually determine which positions are"safety sensitive."
employees of their benefits under this contract.
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PAGE 62C
ARTICLE 23
PERSONNEL FILES &PERFORMANCE EVALUATIONS
SECTION 1 An employee or his designated representative with written authorization shall,
upon request, be permitted to examine his Personnel file. The employee shall,
upon request, have made available to him within twenty-four (24) hours a
copy of any material in his Personnel file.
SECTION 2 Documented material concerning disciplinary action shall be made known to
the employee upon request.
SECTION 3 After two (2) years from date of issue an employee may request any and all
written reprimands, suspensions and commendations shall be removed from
the employee's Personnel file and shall not be considered or used against the
employee for any reason nor referred to directly or indirectly in any Personnel
file correspondence, documents or material.
SECTION 4 The Union shall have the opportunity to examine any information which is
given to the Personnel Board prior to its public hearing. For the purposes of
effectuating this Section the Union or its attorney will be provided a copy of
the material supplied to the Personnel Board at least three days prior to the
Personnel Board hearing.
SECTION 5 If an employee is due for a performance evaluation and such evaluation has
not been completed and is overdue in excess of thirty (30) calendar days, such
employee may request that his/her performance evaluation be completed by
his/her supervisor. Such requests shall be made in writing to the Labor
Relations Director and the Labor Relations Director will notify the
employee's Department Director that the employee's performance evaluation
is overdue.
r the
legal execution of this labor agreement.
SECTION 3 The City agrees to maintain an every other Friday payroll procedure.
SECTION 4 The City agrees to continue I.R.S. 414 (h) tax deferred pension contribution.
SECTION 5 If an employee speaks a language other than English, including sign language
for the deaf, with proficiency as determined by a test administered by the
Human Resources (Personnel) Department, and such employee is specifically
assigned and required to use such skills in the performance of his duties, he
shall receive an additional $100.00 per month payable in each paycheck (26
installments of$46.16 per pay period).
f this option is
cancelled by the CITY carrier or if the CITY accepts a bid without such
optional-continuation of coverage, the CITY will notify the UNION within 60
days prior to this optional-continuation of coverage ending; and shall negotiate
with the UNION regarding suell-eptional-orogeother options.
SECTION 10 The City shall provide no health care coverage to a newly hired employee for
a period of one (1) year for any preexisting condition(s) unless such employee
presents to the City evidence that he/she had, with a previous employer,
continuous health coverage without a break in service of sixty-three (63) days
in the last eighteen (18) months prior to their employment with the City.
regularly scheduled hours (i.e. no overtime).
man Resources (Personnel) Director or his
designated representative. An application for leave of absence for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 63C
ARTICLE 24
NON-DISCRIMINATION
SECTION 1 The parties hereby agree not to discriminate against employees because of
race, color, creed, sex, age, UNION affiliation, religious or political
affiliations.
SECTION 2 The parties hereby agree that no officers, agents, representatives, members or
anyone connected with either party shall in any manner intimidate, coerce,
restrain, or interfere with the rights of employees to form,join, or assist labor
organizations, or to refrain from any of these activities, specifically including
the right of employees to withdraw, revoke, or cancel Union membership.
SECTION 3 If an employer has reason to reprimand an employee, it should be done in a
reasonable and prudent manner. Whenever possible, a reprimand should be
delivered in private. This is particul7arly so if the reprimand has serious
consequences. The employer should at all times show appropriate respect for
the employee.
SECTION 4 No employee covered under the terms of this Agreement shall be intimidated,
harassed, coerced, restrained, penalized or discriminated against in any
manner because they have exercised their rights and privileges provided for in
the terms of this Agreement which include, but are not limited to, the
processing of grievance.
SECTION 5 Affirmative Action Program. It is the policy of the City to implement
affirmatively equal opportunity to all employees and applicants for
employment without regard to race, religion, age, sex, or national origin, and
positive action shall be taken to ensure the fulfillment of this policy.
Responsibility for ensuring compliance implementation of City's policy on
equal employment opportunity is assigned to the various Department
Directors and the Human Resources (Personnel) Director. The Union agrees
to cooperate with the City in the implementation of the Affirmative Action
Program.
for the deaf, with proficiency as determined by a test administered by the
Human Resources (Personnel) Department, and such employee is specifically
assigned and required to use such skills in the performance of his duties, he
shall receive an additional $100.00 per month payable in each paycheck (26
installments of$46.16 per pay period).
f this option is
cancelled by the CITY carrier or if the CITY accepts a bid without such
optional-continuation of coverage, the CITY will notify the UNION within 60
days prior to this optional-continuation of coverage ending; and shall negotiate
with the UNION regarding suell-eptional-orogeother options.
SECTION 10 The City shall provide no health care coverage to a newly hired employee for
a period of one (1) year for any preexisting condition(s) unless such employee
presents to the City evidence that he/she had, with a previous employer,
continuous health coverage without a break in service of sixty-three (63) days
in the last eighteen (18) months prior to their employment with the City.
regularly scheduled hours (i.e. no overtime).
man Resources (Personnel) Director or his
designated representative. An application for leave of absence for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 64C
ARTICLE 25
CHECK-OFF
SECTION 1 The CITY shall deduct regular monthly UNION dues and assessments from
the pay of each employee who has executed a written check-off form in
accordance with the terms and provisions of such check-off form.
SECTION 2 Such deductions shall be made from each payroll period and will be remitted
within ten(10) calendar days to the designated UNION office.
SECTION 3 Such monthly UNION dues and assessments shall be deducted in total for any
pay which is due and owing to the employee during each payroll period.
SECTION 4 If in accordance with the terms and provisions of the check-off form,
Appendix 4, an employee properly revokes such check-off authorization, it
shall not become effective until the first payroll period of the succeeding
calendar month.
SECTION 5 At the time of execution of the Agreement, the UNION shall advise the
Payroll Division of the Finance Department of the CITY in writing of the
exact amount of regular monthly UNION dues. If, subsequently, the UNION
requests the Payroll Division of the Finance Department of the CITY to
deduct additional monthly UNION dues, such request shall be effective only
upon written assurance by the UNION to the Payroll Division of the Finance
Department of the CITY that additional amounts are regular monthly UNION
dues duly approved in accordance with the UNION'S constitution and bylaws.
Such form shall be in accordance with the terms of Appendix IV and such
form shall be treated for all purposes in like manner as the initial authorization
form.
SECTION 6 The CITY shall not be liable for the remittance payment of any sums other
than those constituting actual deductions made; and if for any reason it fails to
make a deduction for any employee as above provided, it shall make that
deduction from the employee's next pay period in which UNION dues are
normally deducted after written notification to the Payroll Division of the
Finance Department of the CITY of the error. If the CITY makes an
overpayment to the UNION, the CITY will deduct that amount from the next
remittance to the UNION. The UNION agrees to indemnify and hold the
CITY harmless against any and all claims, suits, 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.
optional-continuation of coverage, the CITY will notify the UNION within 60
days prior to this optional-continuation of coverage ending; and shall negotiate
with the UNION regarding suell-eptional-orogeother options.
SECTION 10 The City shall provide no health care coverage to a newly hired employee for
a period of one (1) year for any preexisting condition(s) unless such employee
presents to the City evidence that he/she had, with a previous employer,
continuous health coverage without a break in service of sixty-three (63) days
in the last eighteen (18) months prior to their employment with the City.
regularly scheduled hours (i.e. no overtime).
man Resources (Personnel) Director or his
designated representative. An application for leave of absence for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 65C
SECTION 7 If, during the term of this labor agreement, a Nebraska statute is enacted
allowing the Union to collect service fees from non-dues paying members, the
Union may request that the City enter into good faith negotiations solely for
the purpose of adding language to this labor agreement regarding the
collection of any such service fees, and the City shall enter into those good
faith negotiations without unreasonable delay.
ant to the procedures set forth in the policy.
Accordingly, all CDL holders and employees deemed to be "safety sensitive" shall be subject to
the same random drug testing. The CITY and the UNION will meet upon the execution of this
Agreement and mutually determine which positions are"safety sensitive."
employees of their benefits under this contract.
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PAGE 66C
ARTICLE 26
BULLETIN BOARDS, CITY POLICIES AND WHEEL TAX
SECTION 1 The CITY shall furnish the UNION with at least one (1) enclosed bulletin
board, with lock and keys at each assembly area. The keys to the bulletin
board shall be furnished only to the UNION representatives designated by the
UNION. The UNION shall be entitled to post any material on the board
provided that the same is on UNION stationery or otherwise authenticated or
designated as being UNION Posted.
SECTION 2 The City will furnish the UNION with a copy of any new City, Departmental
or Divisional policies issued. Employees are expected to familiarize
themselves with any applicable City or departmental or divisional policies and
are responsible to abide by those policies in addition to the rules of this
contract. The division manager must set out, in writing, any particular work
rules. Copies of all work rules will be furnished to the Labor Relations
Director and the Union. It is understood by, and between, the parties that
various aspects of this contract (traditionally referred to by the parties as
"work rules") may be changed because of particular circumstances that arise
during the term of this agreement, upon mutual agreement of the City and the
Union. Wages and benefits may not be so changed.
SECTION 3 City wheel tax for non-resident employees shall be deducted automatically
from the first pay period in March of each year.
with the terms of Appendix IV and such
form shall be treated for all purposes in like manner as the initial authorization
form.
SECTION 6 The CITY shall not be liable for the remittance payment of any sums other
than those constituting actual deductions made; and if for any reason it fails to
make a deduction for any employee as above provided, it shall make that
deduction from the employee's next pay period in which UNION dues are
normally deducted after written notification to the Payroll Division of the
Finance Department of the CITY of the error. If the CITY makes an
overpayment to the UNION, the CITY will deduct that amount from the next
remittance to the UNION. The UNION agrees to indemnify and hold the
CITY harmless against any and all claims, suits, 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.
optional-continuation of coverage, the CITY will notify the UNION within 60
days prior to this optional-continuation of coverage ending; and shall negotiate
with the UNION regarding suell-eptional-orogeother options.
SECTION 10 The City shall provide no health care coverage to a newly hired employee for
a period of one (1) year for any preexisting condition(s) unless such employee
presents to the City evidence that he/she had, with a previous employer,
continuous health coverage without a break in service of sixty-three (63) days
in the last eighteen (18) months prior to their employment with the City.
regularly scheduled hours (i.e. no overtime).
man Resources (Personnel) Director or his
designated representative. An application for leave of absence for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 67C
ARTICLE 27
UNION BUSINESS
SECTION 1 UNION officials, not to exceed twelve (12) in number and not more than two
(2) from each Division, except Street Maintenance, shall be permitted to take
leave without pay for the purpose of attending common UNION functions in
accordance with the provisions and conditions of Article 17, Section 8.
UNION officials, not to exceed six (6) in number from the Street Maintenance
Division, shall be permitted to take leave without pay for the purpose of
attending a maximum of two (2) common UNION functions monthly in
accordance with the provisions and conditions of Article 17, Section 8.
If the above provision allowing two (2) employees from each Division to be
off on unpaid leave to attend Union functions results in both employees
coming from the same work shift, and also results in an undue hardship for the
Division in effectively delivering City services, then both such employees
shall be allowed leave on the condition that they remain available for
immediate recall to work. Such employees shall provide their supervisor with
a phone number at which they may be reached, carry a beeper and/or cellular
telephone. Furthermore, such employees shall remain geographically close
enough to their work location that they can return within 15 minutes.
SECTION 2 UNION officers and officials as used in this Agreement mean an elected or
appointed President, Vice President, Secretary, Treasurer, or Executive Board
Member, or Union Stewards.
SECTION 3 The President and Vice President will receive all the benefits from the City in
the same manner as if they were regular City employees. However, only one
of these individuals, not both, will have such benefits paid for by the City.
That person shall be entitled to receive a salary and benefits at the level of
Waste Water Treatment Plant Chief Operator and shall be a regular classified
City employee. The individual not receiving a salary shall, however, be
entitled to receive the benefits thereof if he/she pays for such benefits at the
level of the top step of the Master Electrician classification.
SECTION 4 The UNION shall notify the CITY in writing of the name of its Chief Steward
and the names of all other Stewards which it has designated by department,
division and work location. The UNION shall also notify the CITY in writing
of the names of an alternate Chief Steward and alternate Stewards who shall
be entitled to act in the absence of the regularly designated Chief Steward or
other Stewards. Any change in the Chief Steward or other Stewards or their
alternatives shall be given in writing by the UNION to the CITY noting the
effective date of the change. The Chief Steward or in his absence, his
alternate, shall not be restricted in any manner concerning the performance of
his Steward duties which include, but are not limited to, performing such
duties and being at such locations as provided in this Agreement where the
loyment with the City.
regularly scheduled hours (i.e. no overtime).
man Resources (Personnel) Director or his
designated representative. An application for leave of absence for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 68C
employee has the right to have a UNION representative present. Other
Stewards or their alternates shall have the same rights as the Chief Steward
except performance of their functions shall be limited to the department,
division, and work location designation that the UNION has provided to the
CITY in writing.
SECTION 5 The Union shall be allowed to distribute written materials to newly hired
employees in a bargaining unit position through the Human Resources
Department orientation packet. The cost of providing these materials shall be
paid by the Union, and the City reserves the right to exclude from such
materials any portions that it deems to be derogatory toward the City.
Furthermore, if a department or division provides for a group orientation, the
Union shall have a period not to exceed half-hour (%z hour) to present a
program to such employees on Union membership.
vices, then both such employees
shall be allowed leave on the condition that they remain available for
immediate recall to work. Such employees shall provide their supervisor with
a phone number at which they may be reached, carry a beeper and/or cellular
telephone. Furthermore, such employees shall remain geographically close
enough to their work location that they can return within 15 minutes.
SECTION 2 UNION officers and officials as used in this Agreement mean an elected or
appointed President, Vice President, Secretary, Treasurer, or Executive Board
Member, or Union Stewards.
SECTION 3 The President and Vice President will receive all the benefits from the City in
the same manner as if they were regular City employees. However, only one
of these individuals, not both, will have such benefits paid for by the City.
That person shall be entitled to receive a salary and benefits at the level of
Waste Water Treatment Plant Chief Operator and shall be a regular classified
City employee. The individual not receiving a salary shall, however, be
entitled to receive the benefits thereof if he/she pays for such benefits at the
level of the top step of the Master Electrician classification.
SECTION 4 The UNION shall notify the CITY in writing of the name of its Chief Steward
and the names of all other Stewards which it has designated by department,
division and work location. The UNION shall also notify the CITY in writing
of the names of an alternate Chief Steward and alternate Stewards who shall
be entitled to act in the absence of the regularly designated Chief Steward or
other Stewards. Any change in the Chief Steward or other Stewards or their
alternatives shall be given in writing by the UNION to the CITY noting the
effective date of the change. The Chief Steward or in his absence, his
alternate, shall not be restricted in any manner concerning the performance of
his Steward duties which include, but are not limited to, performing such
duties and being at such locations as provided in this Agreement where the
loyment with the City.
regularly scheduled hours (i.e. no overtime).
man Resources (Personnel) Director or his
designated representative. An application for leave of absence for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 69C
ARTICLE 28
JOINT ADVISORY COMMITTEE
In the interest of sound industrial relations, a joint committee of six (6) members, half of whom
shall be from the CITY and half of whom shall be from the UNION, will convene not less than
once every calendar month unless waived by mutual consent of the parties for the purpose of
discussing subjects of mutual concern. The Human Resources (Personnel) Director or his
designated representative shall be a permanent member of the joint committee. It shall be the
express purpose of this committee to build and maintain a climate of mutual understanding and
respect in the solution of common problems.
During the term of this contract the parties agree to meet as needed to discuss consolidation or
elimination of job classifications.
efits under this contract.
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PAGE 70C
ARTICLE 29
SAVINGS CLAUSE
SECTION 1 If any provision of this Agreement is subsequently declared to be unlawful or
unenforceable by a court of competent jurisdiction or by the operation of any
national law or statute of the State of Nebraska, all other provisions of this
Agreement shall remain in full force and effect for its duration. In such event,
the parties agree to negotiate and attempt to arrive at a substitute provision;
provided,however, neither party is required to agree to a substitute provision.
o build and maintain a climate of mutual understanding and
respect in the solution of common problems.
During the term of this contract the parties agree to meet as needed to discuss consolidation or
elimination of job classifications.
efits under this contract.
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PAGE 71C
ARTICLE 30
INJURIES IN THE LINE OF DUTY--
TEMPORARY DISABILITY
SECTION 1 Any bargaining unit employee who shall sustain injuries or sickness, arising
out of and in the course of his/her employment which are of such a character
as to unfit him temporarily for active duty, shall be paid an amount which will
compensate him with the same amount of "take home" (gross pay is net less
federal and state taxes) pay that he was receiving prior to the injury. (I.O.D.
pay is not taxable so the base pay will be lowered to an amount sufficient to
allow for the same take home, but not a windfall for the period of such
temporary disability, but not to exceed three hundred sixty-five (365) calendar
days for each injury. Injury in the line of duty payments, provided herein
shall be approved within thirty(30) calendar days following date of temporary
total disability and in the event it is not approved prior to that date it shall be
presumed to be denied and the employee or his UNION representative
thereafter shall be entitled to pursue his remedies at law or under this contract,
provided, that the UNION or the employee and the CITY may mutually agree
to a time extension.
, such employees shall remain geographically close
enough to their work location that they can return within 15 minutes.
SECTION 2 UNION officers and officials as used in this Agreement mean an elected or
appointed President, Vice President, Secretary, Treasurer, or Executive Board
Member, or Union Stewards.
SECTION 3 The President and Vice President will receive all the benefits from the City in
the same manner as if they were regular City employees. However, only one
of these individuals, not both, will have such benefits paid for by the City.
That person shall be entitled to receive a salary and benefits at the level of
Waste Water Treatment Plant Chief Operator and shall be a regular classified
City employee. The individual not receiving a salary shall, however, be
entitled to receive the benefits thereof if he/she pays for such benefits at the
level of the top step of the Master Electrician classification.
SECTION 4 The UNION shall notify the CITY in writing of the name of its Chief Steward
and the names of all other Stewards which it has designated by department,
division and work location. The UNION shall also notify the CITY in writing
of the names of an alternate Chief Steward and alternate Stewards who shall
be entitled to act in the absence of the regularly designated Chief Steward or
other Stewards. Any change in the Chief Steward or other Stewards or their
alternatives shall be given in writing by the UNION to the CITY noting the
effective date of the change. The Chief Steward or in his absence, his
alternate, shall not be restricted in any manner concerning the performance of
his Steward duties which include, but are not limited to, performing such
duties and being at such locations as provided in this Agreement where the
loyment with the City.
regularly scheduled hours (i.e. no overtime).
man Resources (Personnel) Director or his
designated representative. An application for leave of absence for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 72C
ARTICLE 31
RESIDENCY
Residency within the City Limits of Omaha shall not be required as a condition of employment
or continued employment with the CITY.
jurisdiction or by the operation of any
national law or statute of the State of Nebraska, all other provisions of this
Agreement shall remain in full force and effect for its duration. In such event,
the parties agree to negotiate and attempt to arrive at a substitute provision;
provided,however, neither party is required to agree to a substitute provision.
o build and maintain a climate of mutual understanding and
respect in the solution of common problems.
During the term of this contract the parties agree to meet as needed to discuss consolidation or
elimination of job classifications.
efits under this contract.
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PAGE 73C
ARTICLE 32
SEASONAL &PART-TIME EMPLOYEES
SECTION 1 The CITY shall not employ seasonal employees within any Civilian
Bargaining Unit job classification whose "A" step is greater than the "A" step
of job classification "Automotive Equipment Operator I" unless said job
classification requires a special license, permit, certification pursuant to any
local, state or federal regulations and/or requirement. The City will be
allowed to employ seasonal employees higher than AEO I on a case-by-case
basis upon mutual agreement with the Union.
SECTION 2 Part-time employees shall be permitted to work a maximum of one thousand
six hundred and sixty-four(1,664)hours in one payroll year.
SECTION 3 No seasonal or part-time employee shall be employed in a position that has
been abolished within 120 calendar days previous.
SECTION 4 No art tim a plo ee ,ithin the Ciy l; Ba U it b
classification shall be paid at a step higher than the "D" step. Beginning upon
legal execution of this labor agreement, no employee in a part-time or
seasonal Local 251 position, including any retired employee rehired by the
City, shall be paid at a step higher then the "A" step. Except that any part-
time or seasonal employee in a Local 251 position on the date of adoption of
the Local 251 contract and who is not a retired City employee receiving a
pension, shall continue to be compensated at the step they are currently
assigned but shall not be placed at a higher step. When any part-time or
seasonal employee in a Local 251 position leaves City employment his/her
replacement, if any, shall be bound by the"A" step rule above.
SECTION 5 If an employee is either (1) laid off from a classification that requires him/her
to possess a valid Commercial Drivers License; or (2) if the employee,
regardless of his/her classification, does hold a valid Commercial Drivers
License, AND if such employee possesses the requirements to do the snow
plowing work of an Automotive Equipment Operator I, he/she shall be offered
seasonal employment during the snow plowing season in the Automotive
Equipment Operator I classification before any other person is offered such
employment.
names of all other Stewards which it has designated by department,
division and work location. The UNION shall also notify the CITY in writing
of the names of an alternate Chief Steward and alternate Stewards who shall
be entitled to act in the absence of the regularly designated Chief Steward or
other Stewards. Any change in the Chief Steward or other Stewards or their
alternatives shall be given in writing by the UNION to the CITY noting the
effective date of the change. The Chief Steward or in his absence, his
alternate, shall not be restricted in any manner concerning the performance of
his Steward duties which include, but are not limited to, performing such
duties and being at such locations as provided in this Agreement where the
loyment with the City.
regularly scheduled hours (i.e. no overtime).
man Resources (Personnel) Director or his
designated representative. An application for leave of absence for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
N cQo' � o 0 0 o c w
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PAGE 74C
ARTICLE 33
SAFETY
SECTION 1 The City of Omaha agrees to notify a designated Union Official of any
accident wherein a City employee or employees are injured to the extent of
requiring either or both the dispatch of a rescue squad or hospitalization of the
employee. A notice to the designated Union Official shall be done as quickly
as practicable upon the Safety Inspector'sCity becoming aware of the accident.
The parties agree to continue their joint efforts and participation in the all-City
Safety Committee and the Divisional Safety Committees. The parties agree
that this committee shall meet the requirements of LB 757.
s contract the parties agree to meet as needed to discuss consolidation or
elimination of job classifications.
efits under this contract.
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PAGE 75C
ARTICLE 34
UNIFORMS
SECTION 1 The following uniform equipment shall be provided the employees working
within the designated City operations. The manner and method of providing
the uniforms set forth herein shall be determined by the City of Omaha.
PARKING METER TECHNICIANS:
2006: 1 shirt; choice of one(1) of the following: skirt or pants
2007 1 hat, 1 shirt, 1 tie, choice of one(1)of the following: skirt or pants
2008 Same as 2006
2009: 1 hat, 1 shirt, 1 tie, choice of one (1) of the following: skirt or pants
2010: 1 shirt; choice of one (1) of the following: skirt or pants
2011 Same as 2009
2012 Same as 2010
DETENTION TECHNICIANS:
2006: 1 coverall suit
2007: 2 coverall suits
2008 Same as 2006
CRIME LAB:
2006: 1 coverall suit
2007: 2 coverall suits
2008 Same as 2006
2009: 2 coverall suits
2010: 1 coverall suit
2011: Same as 2009
2012 Same as 2010
FLEET MANAGEMENT (Mechanics, Servicers, Partskeepers whether in
A.S.D. or Park Maintenance):
2006 2007 20082009—2010—2011 —2012: 3 uniform shirts each year
PARK CARETAKERS:
2006 2007 20082009—2010—2011 —2012: 3 uniform shirts each year
INSPECTOR IN PLANNING DEPARTMENT:
2006 2007 20082009—2010—2011 —2012: 3 uniform shirts each year
BUILDING SERVICES DIVISION — ELECTRICIANS, PLUMBERS,
STATIONARY ENGINEERS, AND MAINTENANCE REPAIRER I &II:
step. When any part-time or
seasonal employee in a Local 251 position leaves City employment his/her
replacement, if any, shall be bound by the"A" step rule above.
SECTION 5 If an employee is either (1) laid off from a classification that requires him/her
to possess a valid Commercial Drivers License; or (2) if the employee,
regardless of his/her classification, does hold a valid Commercial Drivers
License, AND if such employee possesses the requirements to do the snow
plowing work of an Automotive Equipment Operator I, he/she shall be offered
seasonal employment during the snow plowing season in the Automotive
Equipment Operator I classification before any other person is offered such
employment.
names of all other Stewards which it has designated by department,
division and work location. The UNION shall also notify the CITY in writing
of the names of an alternate Chief Steward and alternate Stewards who shall
be entitled to act in the absence of the regularly designated Chief Steward or
other Stewards. Any change in the Chief Steward or other Stewards or their
alternatives shall be given in writing by the UNION to the CITY noting the
effective date of the change. The Chief Steward or in his absence, his
alternate, shall not be restricted in any manner concerning the performance of
his Steward duties which include, but are not limited to, performing such
duties and being at such locations as provided in this Agreement where the
loyment with the City.
regularly scheduled hours (i.e. no overtime).
man Resources (Personnel) Director or his
designated representative. An application for leave of absence for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 76C
2006 2007 20082009—2010—2011 —2012: 3 uniform shirts each year
TRAFFIC DIVISION SEMI-SKILLED (METER COLLECTORS ONLY):
2006 2007 20082009 — 2010 — 2011 — 2012: uniform shirts and/or
uniform jackets as needed
POLICE DEPARTMENT FRONT DESK PERSONNEL
2001: 1 pair pants or skirt
1 shirt, long or short sleeve
2002: 2 pants or skirt, or combination
2 long sleeve shirts
2 short sleeve shirts
2 ties
1 belt
2003: Same as 2001
2004: Same as 2002
2005: Same as 2001
2006:
2 pants or skirt, or combination
2 long sleeve shirts
2 short sleeve shirts
2 ties
1 belt
2007: 1 pair pants or skirt
1 shirt, long or short sleeve
2008: Same as 2006
2009: 1 pair pants or skirt
1 shirt, long or short sleeve
2010: 2 pants or skirt, or combination
2 long sleeve shirts
2 short sleeve shirts
2 ties
1 belt
2011: Same as 2009
Partskeepers whether in
A.S.D. or Park Maintenance):
2006 2007 20082009—2010—2011 —2012: 3 uniform shirts each year
PARK CARETAKERS:
2006 2007 20082009—2010—2011 —2012: 3 uniform shirts each year
INSPECTOR IN PLANNING DEPARTMENT:
2006 2007 20082009—2010—2011 —2012: 3 uniform shirts each year
BUILDING SERVICES DIVISION — ELECTRICIANS, PLUMBERS,
STATIONARY ENGINEERS, AND MAINTENANCE REPAIRER I &II:
step. When any part-time or
seasonal employee in a Local 251 position leaves City employment his/her
replacement, if any, shall be bound by the"A" step rule above.
SECTION 5 If an employee is either (1) laid off from a classification that requires him/her
to possess a valid Commercial Drivers License; or (2) if the employee,
regardless of his/her classification, does hold a valid Commercial Drivers
License, AND if such employee possesses the requirements to do the snow
plowing work of an Automotive Equipment Operator I, he/she shall be offered
seasonal employment during the snow plowing season in the Automotive
Equipment Operator I classification before any other person is offered such
employment.
names of all other Stewards which it has designated by department,
division and work location. The UNION shall also notify the CITY in writing
of the names of an alternate Chief Steward and alternate Stewards who shall
be entitled to act in the absence of the regularly designated Chief Steward or
other Stewards. Any change in the Chief Steward or other Stewards or their
alternatives shall be given in writing by the UNION to the CITY noting the
effective date of the change. The Chief Steward or in his absence, his
alternate, shall not be restricted in any manner concerning the performance of
his Steward duties which include, but are not limited to, performing such
duties and being at such locations as provided in this Agreement where the
loyment with the City.
regularly scheduled hours (i.e. no overtime).
man Resources (Personnel) Director or his
designated representative. An application for leave of absence for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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•
PAGE 77C
2012 Same as 2010
SEWER MAINTENANCE:
- First year of employment - $100/year
- Subsequent years - $50/year
ENVIRONMENTAL/AIR QUALITY:
- Inspector: Same as Sewer, above
- Clerical: Two shirts per year
COMPOST OPERATOR:
- First year of employment - 5 shirts, one hat
- Subsequent years - 3 shirts, one hat
- Jacket replaced every two years
STREET MAINTENANCE:
- $100 per year
Newly hired employees shall be furnished, upon beginning employments with
the proper uniform per the uniform requirement set forth above in 2009 for
2001 as above. Uniforms and/or funds will be provided to employees pursuant
to above by March 1 of each year. When specific items of clothing are
specified, the employee may substitute other items if the Department approves
such item.
If the wearing of uniforms is required by the City, the City will pay for such
uniforms. Furthermore, employees will be disciplined if they do not wear the
appropriate mandatory uniform.
In addition to the uniforms listed above, the City and the Union may mutually
agree on uniforms for additional employees, and, as needed, agree that the City
will furnish uniform items different than listed.
INSPECTOR IN PLANNING DEPARTMENT:
2006 2007 20082009—2010—2011 —2012: 3 uniform shirts each year
BUILDING SERVICES DIVISION — ELECTRICIANS, PLUMBERS,
STATIONARY ENGINEERS, AND MAINTENANCE REPAIRER I &II:
step. When any part-time or
seasonal employee in a Local 251 position leaves City employment his/her
replacement, if any, shall be bound by the"A" step rule above.
SECTION 5 If an employee is either (1) laid off from a classification that requires him/her
to possess a valid Commercial Drivers License; or (2) if the employee,
regardless of his/her classification, does hold a valid Commercial Drivers
License, AND if such employee possesses the requirements to do the snow
plowing work of an Automotive Equipment Operator I, he/she shall be offered
seasonal employment during the snow plowing season in the Automotive
Equipment Operator I classification before any other person is offered such
employment.
names of all other Stewards which it has designated by department,
division and work location. The UNION shall also notify the CITY in writing
of the names of an alternate Chief Steward and alternate Stewards who shall
be entitled to act in the absence of the regularly designated Chief Steward or
other Stewards. Any change in the Chief Steward or other Stewards or their
alternatives shall be given in writing by the UNION to the CITY noting the
effective date of the change. The Chief Steward or in his absence, his
alternate, shall not be restricted in any manner concerning the performance of
his Steward duties which include, but are not limited to, performing such
duties and being at such locations as provided in this Agreement where the
loyment with the City.
regularly scheduled hours (i.e. no overtime).
man Resources (Personnel) Director or his
designated representative. An application for leave of absence for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 78C
ARTICLE 35
PENSIONS
SECTION 1: CONTRIBUTIONS
To fund all benefits within this Article, each employee and the CITY shall contribute to the City
of Omaha Employees' Retirement System ("System"). The employee shall contribute every bi-
weekly payroll period a percentage of his/her oempensatienpensionable earnings, as indicated in
the chart below. The employee's contribution shall be deducted prior to federal income tax
withholding as allowed by IRS 414(h). The CITY shall contribute every bi-weekly payroll
periodunnually a certain percentage of each employee's compensation.
The following is.the required contribution for each employee and the City into the pension
system:
PAYROLL YEAR CITY EMPLOYEE
2005 8.025% 6.825%
2006 Additional contribution—0.5% Additional contribution—0.5%
TOTAL= 8.525% TOTAL= 7.325%
2007 Additional contribution—0.5% Additional contribution—0.5%
TOTAL=9.025% TOTAL= 7.825%
2008 Additional contribution—0.5% Additional contribution—0.5%
TOTAL=9.525% TOTAL= 8.325%
2009 9.525% 8.325%
2010 Additional contribution—0.75% Additional contribution—0.25%
TOTAL= 10.275% TOTAL= 8.575%
2011 Additional contribution—0.75% Additional contribution—0.75%
TOTAL= 11.025% TOTAL= 9.325%
2012 Additional contribution—0.75% Additional contribution—0.75%
TOTAL= 11.775% TOTAL= 10.075%
ANS, PLUMBERS,
STATIONARY ENGINEERS, AND MAINTENANCE REPAIRER I &II:
step. When any part-time or
seasonal employee in a Local 251 position leaves City employment his/her
replacement, if any, shall be bound by the"A" step rule above.
SECTION 5 If an employee is either (1) laid off from a classification that requires him/her
to possess a valid Commercial Drivers License; or (2) if the employee,
regardless of his/her classification, does hold a valid Commercial Drivers
License, AND if such employee possesses the requirements to do the snow
plowing work of an Automotive Equipment Operator I, he/she shall be offered
seasonal employment during the snow plowing season in the Automotive
Equipment Operator I classification before any other person is offered such
employment.
names of all other Stewards which it has designated by department,
division and work location. The UNION shall also notify the CITY in writing
of the names of an alternate Chief Steward and alternate Stewards who shall
be entitled to act in the absence of the regularly designated Chief Steward or
other Stewards. Any change in the Chief Steward or other Stewards or their
alternatives shall be given in writing by the UNION to the CITY noting the
effective date of the change. The Chief Steward or in his absence, his
alternate, shall not be restricted in any manner concerning the performance of
his Steward duties which include, but are not limited to, performing such
duties and being at such locations as provided in this Agreement where the
loyment with the City.
regularly scheduled hours (i.e. no overtime).
man Resources (Personnel) Director or his
designated representative. An application for leave of absence for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 79C
The above adjusted contributions are based on Milliman and Robertson, Inc. actuarial report,
dated September, 2000, to the City of Omaha Employee's Retirement System relating to special
topics on Early Retirement - Rule of 80/Age 50 and Service Retirement Pension and on
additional information provided by Milliman and Robertson, Inc., in regards to 2003, 2004 and
2005 pension contributions.
SECTION 2: SERVICE CREDIT
Each full month of paid employment in which contributions are made into the Employee's
Retirement System. Any leave without pay greater than thirty (30) consecutive days shall be
deducted from total service credit. Service credit shall be allowed for such time as a member
shall have been in the service of the armed forces of the United States as a draftee, at any time, or
as a volunteer in time of war; provided, such member shall reenter the service of the CITY
within a period of ninety(90) days from the date of termination of active military service.
SECTION 3: RETIREMENT BENEFITS
Pensions are calculated using the apse—percentage identified below multiplied by the
employee's years of service multiplied by the employee's pay from the highest consecutive
26 bi-weekly payroll periods within the last 130 pay periods (five (5) years)of service).
a. Service Retirement. An employee is eligible for service retirement based on his age and
years of service, and with a pension at the percent as indicated below.
Minimum Years of Service Minimum Age Percent
5 55 2.25
5 60 2.25
30 50 2.25
In order toTe receive a service retirement between ages 50 and 54, an employee must meet
the Rule of 80; between the ages of 55 and 59, an employee can receive a service
retirement by meeting the Rule of 80, or taking a reduced benefit of eight (8) percent per
year prior to age 60. Upon obtaining age 60, the employee does not need to meet the Rule
of 80 is not required. "Rule of 80" as defined in this labor agreement, means the sum of the
employee's age and service credit must equal 80 or greater.
b. Deferred Service Retirement. An employee whose employment with the CITY is severed
or terminated prior to attaining eligibility for service retirement, but who has served at least
130 pay periods (five (5) years) of service, can elect to leave his/her contributions in the
System and thereby shall be eligible for a deferred service retirement, with pension
payments commencing at the age of and percentage as indicated below.
Age At Which
Minimum Years of Service Pension Commences Percent
5 55 2.25
5 60 2.25
Any change in the Chief Steward or other Stewards or their
alternatives shall be given in writing by the UNION to the CITY noting the
effective date of the change. The Chief Steward or in his absence, his
alternate, shall not be restricted in any manner concerning the performance of
his Steward duties which include, but are not limited to, performing such
duties and being at such locations as provided in this Agreement where the
loyment with the City.
regularly scheduled hours (i.e. no overtime).
man Resources (Personnel) Director or his
designated representative. An application for leave of absence for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 80C
To receive a deferred service retirement between ages 55 and 59, a former employee can
receive a benefit by meeting the Rule of 80 or taking a reduced benefit of eight (8) percent
per year prior to age 60. Upon obtaining age 60, the former employee does not need to
meet the Rule of 80 is not required. The Rule of 80 provision is the same as identified
under Service Retirement.
Effective December 23, 2001, 2.05% for each year or portion thereof, of service.
Eff ti'b n b 22 2002 1 not �, rtion thereof
�rrcc �acccrrrvcizr.,, , vi-cic""cirpcar-vrpvrrrvrrcrrcrwry rs
Effective December 21, 2003, 2.25% for each year or portion thereof, of service.
In the event a member, who has elected to vest, dies before he/she commences receiving such
member's service retirement pension, the surviving spouse qualified to receive pension benefits
under the provisions of Section 5 or, in the event the surviving spouse is not entitled to benefits
under said section, the deceased member's natural or legally adopted children who qualify for
pension benefits under Section 5 shall be entitled to receive a monthly pension; and, in addition
thereto, as set forth in Section 3, each child shall receive five (5) percent of the accrued service
pension, but not to exceed a maximum of 20 percent for all children, until age 18 or marriage,
whichever event occurs first, or, in lieu thereof, at the option of the qualified surviving spouse,
or, if not qualified, the qualified surviving child or children, shall be entitled to receive an
amount payable in a lump sum equal to the member's total contributions, including interest
thereon to date of death. In the event such member dies after commencing to receive the service
retirement pension, the qualified surviving spouse, or, if not qualified, the qualified surviving
child or children, shall be entitled to receive a monthly pension until age 18 or marriage,
whichever event occurs first, as set forth in Section 5, or, in lieu thereof, at their option, shall be
entitled to receive an amount payable in a lump sum equal to the balance, if any, of the total
accumulated contributions, including interest thereon as of the date the member's service
retirement pension first commenced, less all service retirement pension payments made prior to
date of death, plus a death benefit in the sum of$5,000.00. In the event that more than one child
qualifies for benefits under the provisions of this section, such benefits shall be apportioned
equally among said children.
A member who elects the deferred vesting rights in accordance with this Section shall retain only
the specific benefit rights as set forth in this Section. Health care coverage and any benefits not
listed above will not continue unless provided by Article 19, Section 6.
The pension of any person who elected a deferred service retirement pension shall be calculated
using the percentage in effect at the time such person severed or terminated City service.
SECTION 4: DISABILITY BENEFITS
Pensions are calculated on employee's base compensation for the last full month prior to
disability.
a. Service-Connected Disability Retirement. An employee who is a member of the system
who sustains an injury or illness in the line of duty and as a result becomes unfit for active
for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 81C
duty shall be granted a service-connected disability retirement of 60%, only if the
employee has served a minimum of 13 pay periods (six (6) months) of service.
Pension payments for service-connected disability retirements shall be reduced by the
dollar amount equivalent to any worker's compensation benefits paid to the retiree after
placed off on disability and/or the initial Social Security disability award relating to the
disability awarded under the pension.
Additionally, the City shall pay for medically necessary covered services incurred as a
result of the injury or illness causing the disability retirement. Experimental medical
treatments, as defined under the City's health care program at the time the services are
rendered, and drugs are excluded from this benefit.
b. Non-Service-Connected Disability Retirement. An employee who sustains an injury or
illness not in the line of duty and as a result becomes unfit for active duty shall be granted a
non-service-connected disability retirement of 60%, only if the employee has served a
minimum of 130 pay periods (five (5)years) of service.
Pension payments for a non-service-connected disability retirement shall be reduced by the
dollar amount equivalent to any initial Social Security disability award relating to the
disability awarded under the pension.
An employee shall be entitled to a disability pension (service or non-service connected) only if
he/she is permanently unable to perform duties of current job classification and cannot be
reasonably accommodated by the City through reassignment to a lateral or lower classification.
Such an accommodation shall be to a classification which may result in a lower pay rate of not
more than 20% from his/her current pay.
Benefits provided under this Section shall continue as long as he/she remains unfit for active
duty or until age 65, whichever event occurs first. Upon attaining age 65, the disability pension
shall be converted to a service retirement calculated in accordance with the provisions under
Section 2 and 3a. In calculating the service retirement benefit, at age 65, no individual shall
receive more than 30 years of service credit for any combination of years of actual employment
and years on disability, unless that individual's service credit based upon actual employment
exceeds thirty (30) years; if so, then the calculation shall be based on actual employment. The
130 pay periods (five (5) year ) of service credit completion requirement shall be waived upon
conversion to a service retirement pension at age 65.
The Board of Trustees of the Employees' Retirement System may direct such retired member (a)
to submit to medical examinations to ascertain that such retired member remains unfit for active
duty, and (b) to provide timely authorization to the Board to enable the Board to obtain
information from the Social Security Administration regarding disability benefits received within
this section. Refusal to timely provide such authorization shall result in cessation of monthly
disability pension benefits.
SECTION 5. SURVIVOR BENEFITS
disability.
a. Service-Connected Disability Retirement. An employee who is a member of the system
who sustains an injury or illness in the line of duty and as a result becomes unfit for active
for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 82C
a. Widow/Widower Pensions. A monthly pension shall be payable to a widow or widower of
an employee or retiree if the widow/widower was legally married to the employee or retiree
at least one full year prior to the death of the employee or retiree. Benefits will continue
for the widow or widower until death unless he or she shall remarry. If the widow or
widower remarries, all rights to such pension shall be terminated forever. Pension benefits
for a widow or widower shall be as follows:
Status of Employee Percent
Service Retirement 75% of deceased member's accrued
service pension
Disability (prior to retiree reaching age
65)
• Pension commenced prior to 75% of retiree's monthly disability
7/1/1983 pension.
• Pension commenced 7/1/1983 75% of retiree's monthly accrued
or after service retirement, at time of death.
Active
• After obtaining 130 pay periods 75% of deceased member's accrued
(five (5) years) of membership service pension benefit.
service credit
• After 13 pay periods (six (6) 75% of deceased member's accrued
months) of membership-service service pension benefit.
credit if death results from
service-connected injury or
illness.
b. Children's Pensions. If a member dies after attaining 130 pay periods (five (5) years) of
membership-service credit, or death results from a service-connected injury or illness after
13 pay periods (six (6) months) of membership-service credit, or has retired, a monthly
pension shall be payable to each unmarried child under the age of eighteen (18) of a
deceased employee or retiree. The monthly pension shall be based on the deceased
member's accrued service pension.
Number of Eligible Children Percent
1 05
2 10
3 15
4 or more 20
l be converted to a service retirement calculated in accordance with the provisions under
Section 2 and 3a. In calculating the service retirement benefit, at age 65, no individual shall
receive more than 30 years of service credit for any combination of years of actual employment
and years on disability, unless that individual's service credit based upon actual employment
exceeds thirty (30) years; if so, then the calculation shall be based on actual employment. The
130 pay periods (five (5) year ) of service credit completion requirement shall be waived upon
conversion to a service retirement pension at age 65.
The Board of Trustees of the Employees' Retirement System may direct such retired member (a)
to submit to medical examinations to ascertain that such retired member remains unfit for active
duty, and (b) to provide timely authorization to the Board to enable the Board to obtain
information from the Social Security Administration regarding disability benefits received within
this section. Refusal to timely provide such authorization shall result in cessation of monthly
disability pension benefits.
SECTION 5. SURVIVOR BENEFITS
disability.
a. Service-Connected Disability Retirement. An employee who is a member of the system
who sustains an injury or illness in the line of duty and as a result becomes unfit for active
for travel,
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 83C
If a member dies and leaves no surviving eligible spouse, or upon the subsequent death of
the eligiblesurviving spouse, or where the eligiblesu vi rg spouse is not entitled to
benefits under Section 5a, said deceased member's natural or legally adopted eligible
child(ren) shall be entitled to receive a monthly pension benefit in the amount of 75% of
the deceased member's accrued service pension as of the date of death, in addition to
benefits identified under Section 5b. Such monthly pension shall be apportioned equally
among the eligible children.
The pension for each child shall be paid monthly to age 18 or death or marriage, whichever
occurs first. In the event any child is totally disabled at the time of death of an employee or
retiree and has been so totally disabled or totally dependent for support since prior to age
18, whether or not such child was under the age of 18 at the time of such death, such
monthly pension benefit shall be paid until the cessation of total disability or dependency
for support, whichever occurs first.
SECTION 6: REFUND OF CONTRIBUTIONS
Refunds of accumulated contributions to the System shall be made from the System as follow: •
a. Upon approval by the System's Board of Trustees of an application for refund of
contributions when employment is terminated and the employee is not eligible for
retirement, full refund of employee contributions with interest shall be made.
b. Upon approval by the System's Board of Trustees of a former employee's application for
refund of contributions after the former employee had initially elected deferred service
retirement and is not yet eligible to receive pension payments, full refund of employee
contributions with interest shall be made.
c. Upon the death of an employee or retiree where no widow or widower or children are left
surviving who are entitled to pension benefits, a lump sum refund equal to the employee's
accumulated contributions, or the retiree's balance of accumulated contributions, plus
interest, in excess of total pension payments made to the retiree, plus a death benefit in the
sum of$5,000, shall be made to the designated beneficiary or heirs at lawestate.
d. Upon cessation of pension benefits to a widow or widower or child(ren), a lump sum
payment equal to the balance, if any, of the deceased's accumulated contributions in excess
of the total amount of pension payments made to the retiree, widow, widower, and
child(ren) shall be made to the widow or widower or child who is last to cease receiving a
pension benefit from the System.
Any eligible person who receives a refund by virtue of this section shall forfeit any and all
benefits under this article. If prior members became re-eligible for membership under the
Employees' Retirement System, he/she shall be considered a new member, unless such
prior member pays, in a lump sum, the refunded contributions plus interest that previously
had been established by the Board of Trustees as the annual interest rate for those years
during which the prior employee was not a member of the system, to the system, such
individual shall then receive pension credit for the prior period of employment. Such
payment must be made on or before the expiration of the individual's probationary period
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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•
PAGE 84C
or six (6) months, whichever occurs first. If such payment is not made within said time
frame, the employee is barred from purchasing back prior service credit at a later time.
SECTION 7: DEATH BENEFITS
Within three (3) business days from the date the Human Resources (Personnel) Department
shall be paid to the deceased's designated beneficiary.
Upon the death of an employee or retiree where a widow or widower or child(ren) are left
surviving who are eligible for pension benefits, a lump sum death benefit of$5,000.00 shall be
made to the member's beneficiary on file with the Human Resources Department. Such death
benefit shall be timely paid to the member's designated beneficiary after the Human Resources
Department is in receipt of verification of the member's death and any appropriate forms.
No benefits shall be paid pursuant to the provisions herein to a beneficiary of a member when
such beneficiary has been convicted of unlawfully causing the death of said member.
Any benefits payable on account of death as provided herein or under Section 6c shall be in
addition to any amount received under the Nebraska Workers' Compensation act. In the event it
is determined that due to the receipt of workers' compensation or social security benefits there
has been an overpayment of benefits from this system which has not been resolved and satisfied,
the lump sum benefits provided for in this section shall not be paid. Additionally, the lump sum
benefits provided for herein may be used to satisfy and reimburse the system for said
overpayments. In the event the lump sum benefits are insufficient and fail to satisfy in full the
amount due the system, partial satisfaction received from the lump sum payment shall not
constitute a waiver, release or satisfaction of the amount remaining due the system.
SECTION 8: PENSION SUPPLEMENT
A pension supplement, as outlined in this section below, is available only to those retirees who
commenced receiving a pension on or before January 27, 1998. The CITY will provide such a
pension supplement of three percent (3%) or fifty dollars ($50) per month, whichever amount is
less, beginning in the sixty-first (61st) month of retirement. This supplement will continue on an
annual basis with increases effective January 1. This supplement
hall only., ply to those retirees whe . rl p bef re T..nu.,r y 27 1 998
o e _ eery
SECTION 9: "QUALIFIED PLAN"
The CITY shall take such action as is necessary so that the System will continue to be a plan
qualified under applicable Internal Revenue Service rules (414(h)), which status will allow the
employee to pay his portion of the pension contribution pretax.
SECTION 10: NOTICE
Any employee seeking a service retirement must give their immediate supervisor or the Benefits
Division of the Human Resources Department written notice of their exact date of
retirement/separation within fifteen (15) working days of their date of retirement/separation. If
d of Trustees as the annual interest rate for those years
during which the prior employee was not a member of the system, to the system, such
individual shall then receive pension credit for the prior period of employment. Such
payment must be made on or before the expiration of the individual's probationary period
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 85C
an employee fails to give such written notice within the required fifteen (15) working days, the
•
employee shall forfeit their payout of any due sick leave (see Article 17, Section 1). The Labor
Relations Director shall have the power to waive this notice requirement based upon good cause.
SECTION 11:
The City of Omaha Employees' Retirement-System-is-currently in the process of undertaking its
regularly scheduled actuary study. When that study is complete, the City and Local 251 will
event will such changes raise the employee or City's contribution to the system for payroll years
2006, 2007, and 2008.
The Union is committed to reducing the underfunding of the pension system, as evidenced by the
increasing contributions to the system in other parts of this Article. In furtherance of this
commitment, the Union increased contributions to the pension system over 2006, 2007, and
2008, and are in the process of executing a plan with increased contributions for 2010, 2011, and
2012. The parties remain committed to doing anything necessary to make the pension plan
properly funded. The City and the Union agree that when the pension system becomes less than
two percent (2%) underfunded, the parties will meet and explore whether contributions and
benefits should be altered.
yment of benefits from this system which has not been resolved and satisfied,
the lump sum benefits provided for in this section shall not be paid. Additionally, the lump sum
benefits provided for herein may be used to satisfy and reimburse the system for said
overpayments. In the event the lump sum benefits are insufficient and fail to satisfy in full the
amount due the system, partial satisfaction received from the lump sum payment shall not
constitute a waiver, release or satisfaction of the amount remaining due the system.
SECTION 8: PENSION SUPPLEMENT
A pension supplement, as outlined in this section below, is available only to those retirees who
commenced receiving a pension on or before January 27, 1998. The CITY will provide such a
pension supplement of three percent (3%) or fifty dollars ($50) per month, whichever amount is
less, beginning in the sixty-first (61st) month of retirement. This supplement will continue on an
annual basis with increases effective January 1. This supplement
hall only., ply to those retirees whe . rl p bef re T..nu.,r y 27 1 998
o e _ eery
SECTION 9: "QUALIFIED PLAN"
The CITY shall take such action as is necessary so that the System will continue to be a plan
qualified under applicable Internal Revenue Service rules (414(h)), which status will allow the
employee to pay his portion of the pension contribution pretax.
SECTION 10: NOTICE
Any employee seeking a service retirement must give their immediate supervisor or the Benefits
Division of the Human Resources Department written notice of their exact date of
retirement/separation within fifteen (15) working days of their date of retirement/separation. If
d of Trustees as the annual interest rate for those years
during which the prior employee was not a member of the system, to the system, such
individual shall then receive pension credit for the prior period of employment. Such
payment must be made on or before the expiration of the individual's probationary period
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 86C
ARTICLE 36
TOTAL AGREEMENT
All agreements between the parties have been incorporated into the written language of the
Agreement. This contract expresses the full and total agreement between the parties, and there
exists no other oral or written agreements.
employee. A notice to the designated Union Official shall be done as quickly
as practicable upon the Safety Inspector'sCity becoming aware of the accident.
The parties agree to continue their joint efforts and participation in the all-City
Safety Committee and the Divisional Safety Committees. The parties agree
that this committee shall meet the requirements of LB 757.
s contract the parties agree to meet as needed to discuss consolidation or
elimination of job classifications.
efits under this contract.
E
D �
•
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;- z = n (uo -„ (
•
PAGE 87C
ARTICLE 37
AMERICANS WITH DISABILITY ACT
Notwithstanding any provisions in this Agreement, the City, upon notice to the Union, may
relocate, transfer, reassign, modify job duties of any employee or take any other appropriate
action in order to comply with the A.D.A.
employee. A notice to the designated Union Official shall be done as quickly
as practicable upon the Safety Inspector'sCity becoming aware of the accident.
The parties agree to continue their joint efforts and participation in the all-City
Safety Committee and the Divisional Safety Committees. The parties agree
that this committee shall meet the requirements of LB 757.
s contract the parties agree to meet as needed to discuss consolidation or
elimination of job classifications.
efits under this contract.
E
D �
•
= = moo =
;- z = n (uo -„ (
•
PAGE 88C
ARTICLE 38
COMPENSATORY TIME
An employee shall have the option of accruing compensatory leave time at a rate of one and one-
half(1 V2) times the actual hours worked in lieu of the payment of overtime. Employees may
accrue a maximum of one hundred twenty(120) hours of compensatory time. The compensatory
time off shall be taken at a time mutually agreed upon by the employee and his/her supervisor,
but must be taken within three months after the end of the calendar year in which it is earned;
compensatory time remaining at the end of this period shall be paid for in cash. However, the
employee retains the right to cash out his/her compensatory time at any time. It is understood
that the usage of compensatory time is to be requested just like annual leave, and may be denied
as any other annual leave.
Any overtime, court pay, or call in pay is eligible to be selected by the employee. Any pay
earned at straight time shall be placed in the employee's comp time bank at straight time; any pay
earned at overtime rates shall be placed in the employee's comp time bank at time and one-half.
It is understood that some employees will have large balances of comp time in addition to their
annual leave balances. Employees may elect to request either comp time or annual leave. Such
requests should be granted based upon whether or not the employee's absence from the job on
the requested time causes an undue hardship to the delivery of CITY services. If it is determined
by the supervisor that the employee can be absent, such supervisor has no authority to deny
comp time, and instead grant annual leave.
icient and fail to satisfy in full the
amount due the system, partial satisfaction received from the lump sum payment shall not
constitute a waiver, release or satisfaction of the amount remaining due the system.
SECTION 8: PENSION SUPPLEMENT
A pension supplement, as outlined in this section below, is available only to those retirees who
commenced receiving a pension on or before January 27, 1998. The CITY will provide such a
pension supplement of three percent (3%) or fifty dollars ($50) per month, whichever amount is
less, beginning in the sixty-first (61st) month of retirement. This supplement will continue on an
annual basis with increases effective January 1. This supplement
hall only., ply to those retirees whe . rl p bef re T..nu.,r y 27 1 998
o e _ eery
SECTION 9: "QUALIFIED PLAN"
The CITY shall take such action as is necessary so that the System will continue to be a plan
qualified under applicable Internal Revenue Service rules (414(h)), which status will allow the
employee to pay his portion of the pension contribution pretax.
SECTION 10: NOTICE
Any employee seeking a service retirement must give their immediate supervisor or the Benefits
Division of the Human Resources Department written notice of their exact date of
retirement/separation within fifteen (15) working days of their date of retirement/separation. If
d of Trustees as the annual interest rate for those years
during which the prior employee was not a member of the system, to the system, such
individual shall then receive pension credit for the prior period of employment. Such
payment must be made on or before the expiration of the individual's probationary period
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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"O O N 0, up N CDN U) CO Cp .- CD 00 00 O) O) O) 0) U) CO CO 0D 00 CD .— 0/ U) N- .—0) Ns CO d' U) CD CD •-
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0 7 0 0 0 Co 7 O 0 0 0 .N 7 0 Co 0 0 0 0 0 D 7 7 7 m .0 _0 _0 -0 _0 W 0 J o ._ Z
UO. QQ QdmCD U U U U > dE- ZCnI- U UIY = _ _ = J JJJ J .J J J W 0- C) U U W
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PAGE 89C
ARTICLE 39
LONGEVITY PAY
Each employee who during a bi-weekly payroll period has received compensation from the City
for work performed or utilized paid leave shall receive longevity pay in addition to his regular
base pay on the basis of the following schedule:
Employees with 7 years of service up to 14 years of service - $25.00 per month($11.54 per
pay period)
Employees with 14 years of service up to 21 years of service - $40.00 per month ($18.47
per pay period).
Employees with 21 years of service or more - $57.66 per month($26.62 per pay period).
"Years of service"means continuous full time, classified city service.
requirements of LB 757.
s contract the parties agree to meet as needed to discuss consolidation or
elimination of job classifications.
efits under this contract.
E
D �
•
= = moo =
;- z = n (uo -„ (
•
PAGE 90C
ARTICLE 40
DURATION OF AGREEMENT
This Agreement shall be and shall remain in full force and effect from and after December 18,
2-005 December 14, 2008, until December 13, 2008 December 22, 2012, and thereafter one (1)
calendar year periods, unless one of the parties hereto on or before April 1st of any such year
shall notify the other party hereto in writing of its desire to modify the same, or any part thereof.
IN ITNESS WHEREOF the parties hereto have ,set their hands this v 4fday of
ziyp/ j/ ,20062010.
Omaha City Employees Local No. 251,, City of Omaha
American Federation of State, County and
Municipal Employees, A.F.L. - C.I.O.
�� By / ...,,,ior
're:ident ►' r
ATTEST:
By 0-2_ - 0 ` By
Negotiating Committee Chairman City lerk oft e City of Omaha
APPROVED AS TO FORM: •
3) 31)0
AS5.1- City Attorney
's comp time bank at straight time; any pay
earned at overtime rates shall be placed in the employee's comp time bank at time and one-half.
It is understood that some employees will have large balances of comp time in addition to their
annual leave balances. Employees may elect to request either comp time or annual leave. Such
requests should be granted based upon whether or not the employee's absence from the job on
the requested time causes an undue hardship to the delivery of CITY services. If it is determined
by the supervisor that the employee can be absent, such supervisor has no authority to deny
comp time, and instead grant annual leave.
icient and fail to satisfy in full the
amount due the system, partial satisfaction received from the lump sum payment shall not
constitute a waiver, release or satisfaction of the amount remaining due the system.
SECTION 8: PENSION SUPPLEMENT
A pension supplement, as outlined in this section below, is available only to those retirees who
commenced receiving a pension on or before January 27, 1998. The CITY will provide such a
pension supplement of three percent (3%) or fifty dollars ($50) per month, whichever amount is
less, beginning in the sixty-first (61st) month of retirement. This supplement will continue on an
annual basis with increases effective January 1. This supplement
hall only., ply to those retirees whe . rl p bef re T..nu.,r y 27 1 998
o e _ eery
SECTION 9: "QUALIFIED PLAN"
The CITY shall take such action as is necessary so that the System will continue to be a plan
qualified under applicable Internal Revenue Service rules (414(h)), which status will allow the
employee to pay his portion of the pension contribution pretax.
SECTION 10: NOTICE
Any employee seeking a service retirement must give their immediate supervisor or the Benefits
Division of the Human Resources Department written notice of their exact date of
retirement/separation within fifteen (15) working days of their date of retirement/separation. If
d of Trustees as the annual interest rate for those years
during which the prior employee was not a member of the system, to the system, such
individual shall then receive pension credit for the prior period of employment. Such
payment must be made on or before the expiration of the individual's probationary period
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
N cQo' � o 0 0 o c w
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0 0 0 0 0 CD to c) O to c, U) co U) co) to O c) U) O c) O O co co to c) c, c) U) to O
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PAGE 91C
APPENDIX 1
CLASSIFICATION—CIVILIAN MANAGEMENT—NON-BARGAINING
Code Code
No. Class Title No. Class Title
0390 Accountant I 0155 Crime Prevention Specialist
0400 Accountant II 2240 Criminalist
0410 Accountant III 0180 Detention Center Supervisor
0245 Admin. Information Manager 0190 Detention Manager
0235 Applications Analyst 1310 Drafting Technician III
2340 Assistant Forester 1350 Engineering Aide III
2180 Automotive Repair Foreman 1380 Engineering Services Manager
0140 Box Office Manager 1360 Engineering Technician I
0425 Budget Analyst 1370 Engineering Technician II
0330 Buyer 1685 Envrn. Quality Ctl. Supervisor
1730 Chief Building Inspector 2190 Equipment Services Manager
1750 Chief Elec. Inspector 0030 Executive Secretary
1810 Chief Field Inspector 0210 Fiscal Specialist
1710 Chief Housing Inspector 0175 Fleet &Facilities Coordinator
1790 Chief Mech. Inspector 2350 Forester
1770 Chief Plmbg. Inspector 1495 G.I.S. Analyst
2060 City Architect 1485 G.I.S. Coordinator
2100 City Maintenance Foreman I 0195 Gang Specialist
2110 City Maintenance Foreman II 2410 Golf Course Superintendent
2120 City Maintenance Foreman III 2540 Golf Manager
2130 City Maintenance Supervisor 2560 Golf Professional
2140 City Maintenance Supt. 0300 Graphics &Printing Foreman
0920 City Planner I 0620 Human Relations Rep. I
0930 City Planner II 0630 Human Relations Rep. II
0940 City Planner III 0610 Human Relations Specialist
1460 Civil Engineer I 0200 Impound Lot Manager
1470 Civil Engineer II 0080 Information Systems Manager
1480 Civil Engineer III 0810 Legal Investigator
1490 Civil Engineer IV 0730 Librarian I
2045 Compliance Specialist 0740 Librarian II
2050 Contract Admin. Manager 0750 Librarian III
2415 Contractual Svcs. Coordinator 0745 Library Special Projects Mgr.
0500 Convention Sales Manager 0720 Library Specialist
0555 Convention Sales Specialist 0215 Local Area Network Specialist
0505 Convention Svcs. Manager 0255 M.I.S. Manager
0170 Coordinator of Volunteers 0225 Microsys. Support Specialist
0160 Crime Analysis Supervisor 0530 National Sales Representative
2250 Crime Analyst 0240 Ntwk. Sys. Administrator
2245 Crime Laboratory Manager 0070 Office Manager
0150 Crime Prevention Coordinator 0050 Office Supervisor
urces Department written notice of their exact date of
retirement/separation within fifteen (15) working days of their date of retirement/separation. If
d of Trustees as the annual interest rate for those years
during which the prior employee was not a member of the system, to the system, such
individual shall then receive pension credit for the prior period of employment. Such
payment must be made on or before the expiration of the individual's probationary period
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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w,'- U .V a) ` I- I- C N .E T j,(n c Q a y0 U O = W m O f_n LL LL
C = C C U U ` (n m
C o o L L a) - o - 0)--,U U m Z c . - g c O CD (0 a CD CD Z OUi • w 0 0
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PAGE 92C
Code Code
No. Class Title No. Class Title
1895 P. &I. Supt.-Mech/Elec 0165 Research&Planning Spec.
1885 P. &I. Supt.-Structures 0415 Revenue Manager
2550 Park Maintenance Manager 1330 Right of Way Agent II
2430 Parks &Rec. Planner I 1320 Right of Way Manager
2440 Parks &Rec. Planner II 0145 Rsrch. &Planning Supervisor
0420 Payroll Analyst 2565 Senior Golf Professional
0370 Payroll Manager 0535 Senior Sales Representative
0910 Planner Specialist 0125 Special Projects Coordinator
1870 Plans Examiner I 0260 Special Projects Manager
1880 Plans Examiner II 2170 Stationary Engineer II
1680 Process Control Sys. Tech. I 0220 Telephone Systems Coord.
1675 Process Control. Sys. Tech. II 0525 Tourism Coordinator
0120 Pub. Events Mktg. Coordinator 0540 Tourism Mktg. Manager
0130 Public Events Admin. Asst. 0265 Training Spec. - Academy
0100 Public Events Coordinator 0230 Training Specialist- M.I.S.
0110 Public Events Manager 0515 Visitor Svcs. Mgr./Film Comm.
1410 Public Works Specialist 1660 W.W. T.P. Supervisor
0520 Publications Coordinator 1595 W.W.Q.C. Tech. I
0350 Purchasing Agent 1600 W.W.Q.C. Tech. II
1700 Quality Control Manager 1650 W.W.T.P. Foreman II
2510 Recreation Coordinator 1590 W.W.T.P. Manager
2530 Recreation Manager 0090 Word Processing Supervisor
2500 Recreation Supervisor
ty Planner I 0620 Human Relations Rep. I
0930 City Planner II 0630 Human Relations Rep. II
0940 City Planner III 0610 Human Relations Specialist
1460 Civil Engineer I 0200 Impound Lot Manager
1470 Civil Engineer II 0080 Information Systems Manager
1480 Civil Engineer III 0810 Legal Investigator
1490 Civil Engineer IV 0730 Librarian I
2045 Compliance Specialist 0740 Librarian II
2050 Contract Admin. Manager 0750 Librarian III
2415 Contractual Svcs. Coordinator 0745 Library Special Projects Mgr.
0500 Convention Sales Manager 0720 Library Specialist
0555 Convention Sales Specialist 0215 Local Area Network Specialist
0505 Convention Svcs. Manager 0255 M.I.S. Manager
0170 Coordinator of Volunteers 0225 Microsys. Support Specialist
0160 Crime Analysis Supervisor 0530 National Sales Representative
2250 Crime Analyst 0240 Ntwk. Sys. Administrator
2245 Crime Laboratory Manager 0070 Office Manager
0150 Crime Prevention Coordinator 0050 Office Supervisor
urces Department written notice of their exact date of
retirement/separation within fifteen (15) working days of their date of retirement/separation. If
d of Trustees as the annual interest rate for those years
during which the prior employee was not a member of the system, to the system, such
individual shall then receive pension credit for the prior period of employment. Such
payment must be made on or before the expiration of the individual's probationary period
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
N cQo' � o 0 0 o c w
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U U U U U U U U U U U U 0000000000 00000000 000 00
a m . 7 N N 7 N N N M 7 N 7 N 7 N .— .— M M N M M N N M M M M M M N N .- N N N N
Q' O Cn N CD 00 ,- O) CO O M Nr CO OO CO v 00 v OO U) oo U) CO CO (D N N N N CO CO op ni CD N 0) N
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1 = C - Ca •m Co ._ a) 0) `' c ., . c „., U U O a) Z 0 O O
w,'- U .V a) ` I- I- C N .E T j,(n c Q a y0 U O = W m O f_n LL LL
C = C C U U ` (n m
C o o L L a) - o - 0)--,U U m Z c . - g c O CD (0 a CD CD Z OUi • w 0 0
• m m-a OU) 0 a2) en- _ = m > ' m a aEi aw o o U y c c n w 0-.c .., cc
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r. F- , - - - - o) O o) O o) c H m E E U U o a) X Z m t U w .s .g
iz ..)o o ami Omi a°�i ami C c C U C Q - F• o o I • H c) N w = m w a m it. w - •a Q p
y - - - . . . c• U w w w w Cn Z U U E d N N 4) a a c c J •-
m c2 m m c c c c m >> > > - > - > c • . E o O > cn m mE C �, m
C C C C 7 .- < C C � L C O t L s L L L - D O O .-
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"O O N 0, up N CDN U) CO Cp .- CD 00 00 O) O) O) 0) U) CO CO 0D 00 CD .— 0/ U) N- .—0) Ns CO d' U) CD CD •-
U0 ZMMM) MMMMNrd' Nrd• .- .-NrNrN U) U) CD CO CD CD CO co CO N- N- N N N- N- 000000 OOO �
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UO. QQ QdmCD U U U U > dE- ZCnI- U UIY = _ _ = J JJJ J .J J J W 0- C) U U W
0 0 0 0 0 CD to c) O to c, U) co U) co) to O c) U) O c) O O co co to c) c, c) U) to O
"0 p U) CT O - N N U) O O c- N N M M d• U) LOCO - N Cl) N Cl) d• d• U) <- N d•
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U 0 0 0 0 0 0 0 000000000000 0 0 0 0000 O 0 0 0 0 0
PAGE 93C
• APPENDIX 2
CLASSIFICATIONS —FUNCTIONAL
Code Code
No. Class Title No. Class Title
3040 Administrative Assistant I 3070 Correspondence Secretary I
3050 Administrative Assistant II 3080 Correspondence Secretary II
3060 Administrative Assistant III 3090 Graphics Operator
3020 Administrative Clerk 3067 Receptionist to City Council
3065 Administrative Receptionist 3030 Senior Administrative Clerk
3000 Administrative Typist I 3035 Senior Payroll Clerk
3010 Administrative Typist II
classified city service.
requirements of LB 757.
s contract the parties agree to meet as needed to discuss consolidation or
elimination of job classifications.
efits under this contract.
E
D �
•
= = moo =
;- z = n (uo -„ (
•
PAGE 94C
APPENDIX 3
Supervisory employees are defined as:
"any individual having authority, in the interest of the employer, to hire, transfer,
suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees, or
responsibility to direct them, or to adjust their grievances, or effectively to recommend such
action, if in connection with the foregoing the exercise of such authority is not of a merely
routine or clerical nature, but requires the use of independent judgment."
Professional employees are defined as:
"(a) any employee engaged in work (1) predominantly intellectual and varied in character
as opposed to routine mental, manual, mechanical, or physical work; (2) involving the consistent
exercise of discretion and judgment in its performance, (3) of such a character that the output
produced or the result accomplished cannot be standardized in relation to a given period of time;
(4) requiring knowledge of an advanced type in a field of science or learning customarily
acquired by a prolonged course of specialized intellectual instruction and study in an institution
of higher learning or a hospital, as distinguished from a general academic education or from an
apprenticeship or from training in the performance of routine mental, manual, or physical
processes; or
(b) any employee who (1) has completed the courses of specialized intellectual
instruction and study described in clause (4) of paragraph (a), and (2) is performing related work
under the supervision of a professional person to qualify himself to become a professional
employee as defined in paragraph(a)."
rvisor
ty Planner I 0620 Human Relations Rep. I
0930 City Planner II 0630 Human Relations Rep. II
0940 City Planner III 0610 Human Relations Specialist
1460 Civil Engineer I 0200 Impound Lot Manager
1470 Civil Engineer II 0080 Information Systems Manager
1480 Civil Engineer III 0810 Legal Investigator
1490 Civil Engineer IV 0730 Librarian I
2045 Compliance Specialist 0740 Librarian II
2050 Contract Admin. Manager 0750 Librarian III
2415 Contractual Svcs. Coordinator 0745 Library Special Projects Mgr.
0500 Convention Sales Manager 0720 Library Specialist
0555 Convention Sales Specialist 0215 Local Area Network Specialist
0505 Convention Svcs. Manager 0255 M.I.S. Manager
0170 Coordinator of Volunteers 0225 Microsys. Support Specialist
0160 Crime Analysis Supervisor 0530 National Sales Representative
2250 Crime Analyst 0240 Ntwk. Sys. Administrator
2245 Crime Laboratory Manager 0070 Office Manager
0150 Crime Prevention Coordinator 0050 Office Supervisor
urces Department written notice of their exact date of
retirement/separation within fifteen (15) working days of their date of retirement/separation. If
d of Trustees as the annual interest rate for those years
during which the prior employee was not a member of the system, to the system, such
individual shall then receive pension credit for the prior period of employment. Such
payment must be made on or before the expiration of the individual's probationary period
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
N cQo' � o 0 0 o c w
o 05 c
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(n 2 2 2 o E a c a) a) W 7 n Y U (n (n 2 2 2 2 ' Q- o c
m _`> 0 0 .5 E E E W •y 2 NY "= c i o 0 0 •4 6 "- 'c c
55c) b /) < WC) C C) LL QLi a C9CDa. aCCCCCCC) WC) W0
a) OOOOOOOLOO OO 0U) 00000000U) 0
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U) N Cj U) 4 M V O 'V' N O N N CO N 0) 00 0) 00 O OD O O N- - CO CO CO CO 4 O 00 O) N- N O U)
- CO U) 4 U) U) CO 4 U) CON N ti U) N d' U) 4 U) U) U) U) N N U) U) U) U) U) U) N- U) 4 N- CO 44
U U U U U U U U U U U U 0000000000 00000000 000 00
a m . 7 N N 7 N N N M 7 N 7 N 7 N .— .— M M N M M N N M M M M M M N N .- N N N N
Q' O Cn N CD 00 ,- O) CO O M Nr CO OO CO v 00 v OO U) oo U) CO CO (D N N N N CO CO op ni CD N 0) N
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1 = C - Ca •m Co ._ a) 0) `' c ., . c „., U U O a) Z 0 O O
w,'- U .V a) ` I- I- C N .E T j,(n c Q a y0 U O = W m O f_n LL LL
C = C C U U ` (n m
C o o L L a) - o - 0)--,U U m Z c . - g c O CD (0 a CD CD Z OUi • w 0 0
• m m-a OU) 0 a2) en- _ = m > ' m a aEi aw o o U y c c n w 0-.c .., cc
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r. F- , - - - - o) O o) O o) c H m E E U U o a) X Z m t U w .s .g
iz ..)o o ami Omi a°�i ami C c C U C Q - F• o o I • H c) N w = m w a m it. w - •a Q p
y - - - . . . c• U w w w w Cn Z U U E d N N 4) a a c c J •-
m c2 m m c c c c m >> > > - > - > c • . E o O > cn m mE C �, m
C C C C 7 .- < C C � L C O t L s L L L - D O O .-
UmtYEwwwwa000C70O cn swWl - aawo Z UUUUUUaa m UUU J UU
Cl) 00000000000U) 0U) OU) OOOU) U) OUO 00000000 U) OO OO
"O O N 0, up N CDN U) CO Cp .- CD 00 00 O) O) O) 0) U) CO CO 0D 00 CD .— 0/ U) N- .—0) Ns CO d' U) CD CD •-
U0 ZMMM) MMMMNrd' Nrd• .- .-NrNrN U) U) CD CO CD CD CO co CO N- N- N N N- N- 000000 OOO �
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< z c N O � -
CO o c c t°> `> C Z c c c ° 1 = Q c D c c .@ 2 E E E DE co Lo CU m co O Q o c
0 7 0 0 0 Co 7 O 0 0 0 .N 7 0 Co 0 0 0 0 0 D 7 7 7 m .0 _0 _0 -0 _0 W 0 J o ._ Z
UO. QQ QdmCD U U U U > dE- ZCnI- U UIY = _ _ = J JJJ J .J J J W 0- C) U U W
0 0 0 0 0 CD to c) O to c, U) co U) co) to O c) U) O c) O O co co to c) c, c) U) to O
"0 p U) CT O - N N U) O O c- N N M M d• U) LOCO - N Cl) N Cl) d• d• U) <- N d•
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U 0 0 0 0 0 0 0 000000000000 0 0 0 0000 O 0 0 0 0 0
PAGE 95C
APPENDIX 4
•
AFSCME Local 251, AFL-CIO Authorization for Payroll Deduction of Dues
Effective I hereby request and authorize you to deduct from my
earnings each payroll period an amount sufficient to provide for the regular payment of dues
established by AFSCME Local Union No. 251. The amount shall be certified by said Local
Union and any changes in such amount shall also be certified. The amount deducted shall be
paid to AFSCME Local No. 251. This authorization may be terminated by me within a 10 day
period preceding July 1 of each year and at no other time during the year by written notice to
Local 251. I also hereby designate AFSCME Local No. 251, AFL-CIO, as my duly chosen and
authorized representative on matters relating to my employment in order to promote and protect
my economic welfare.
X Social Security No. I I
(Employee's Signature)
Print or Type
Last Name First Middle Initial Date Card
Signed
Street Address City State Zip
Employer, Department/Division Job Classification
itution
of higher learning or a hospital, as distinguished from a general academic education or from an
apprenticeship or from training in the performance of routine mental, manual, or physical
processes; or
(b) any employee who (1) has completed the courses of specialized intellectual
instruction and study described in clause (4) of paragraph (a), and (2) is performing related work
under the supervision of a professional person to qualify himself to become a professional
employee as defined in paragraph(a)."
rvisor
ty Planner I 0620 Human Relations Rep. I
0930 City Planner II 0630 Human Relations Rep. II
0940 City Planner III 0610 Human Relations Specialist
1460 Civil Engineer I 0200 Impound Lot Manager
1470 Civil Engineer II 0080 Information Systems Manager
1480 Civil Engineer III 0810 Legal Investigator
1490 Civil Engineer IV 0730 Librarian I
2045 Compliance Specialist 0740 Librarian II
2050 Contract Admin. Manager 0750 Librarian III
2415 Contractual Svcs. Coordinator 0745 Library Special Projects Mgr.
0500 Convention Sales Manager 0720 Library Specialist
0555 Convention Sales Specialist 0215 Local Area Network Specialist
0505 Convention Svcs. Manager 0255 M.I.S. Manager
0170 Coordinator of Volunteers 0225 Microsys. Support Specialist
0160 Crime Analysis Supervisor 0530 National Sales Representative
2250 Crime Analyst 0240 Ntwk. Sys. Administrator
2245 Crime Laboratory Manager 0070 Office Manager
0150 Crime Prevention Coordinator 0050 Office Supervisor
urces Department written notice of their exact date of
retirement/separation within fifteen (15) working days of their date of retirement/separation. If
d of Trustees as the annual interest rate for those years
during which the prior employee was not a member of the system, to the system, such
individual shall then receive pension credit for the prior period of employment. Such
payment must be made on or before the expiration of the individual's probationary period
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
N cQo' � o 0 0 o c w
o 05 c
I- C 'C 'C c O E �a -J < c) m o V) o °� °� C C C (a C o C) u"
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PAGE 96C
APPENDIX 5
CITY OF OMAHA
CIVILIAN BARGAINING UNIT EMPLOYEES
AND OMAHA CITY EMPLOYEES LOCAL NO.251
OFFICIAL GRIEVANCE FORM
NAME: DEPARTMENT:
CLASSIFICATION: WORK SHIFT:
WORK LOCATION: IMMEDIATE SUPERVISOR:
I authorize the A.F.S.C.M.E.Local No.251 as my representative to act for me in the disposition of this grievance.
YES NO
SIGNATURE OF GRIEVANT: DATE:
GRIEVANCE: (STATE THE ARTICLE AND THE SECTION OF THE CONTRACT THAT HAS BEEN VIOLATED)
ADJUSTMENT REQUIRED:
STEP 1: (PRESENTATION TO SUPERVISOR;SUPERVISOR'S DISPOSITION OF GRIEVANCE ATTACHED IN WRITING)
APPROVED PRESENTATION DATE RECEIVED BY/DATE RESPONSE DATE
DENIED
STEP 2: (PRESENTATION OF GRIEVANCE TO LABOR RELATIONS OFFICE)
APPROVED PRESENTATION DATE RECEIVED BY/DATE RESPONSE DATE
DENIED
ALL OF THE ABOVE REQUESTED INFORMATION MUST BE FILLED IN COMPLETELY. FAILURE TO
DO SO WILL RESULT IN THE GRIEVANCE BEING INVALID AND WILL NOT BE PROCESSED.
DISTRIBUTION:
1. LABOR RELATIONS DIRECTOR
2. UNION
3. EMPLOYEE
istinguished from a general academic education or from an
apprenticeship or from training in the performance of routine mental, manual, or physical
processes; or
(b) any employee who (1) has completed the courses of specialized intellectual
instruction and study described in clause (4) of paragraph (a), and (2) is performing related work
under the supervision of a professional person to qualify himself to become a professional
employee as defined in paragraph(a)."
rvisor
ty Planner I 0620 Human Relations Rep. I
0930 City Planner II 0630 Human Relations Rep. II
0940 City Planner III 0610 Human Relations Specialist
1460 Civil Engineer I 0200 Impound Lot Manager
1470 Civil Engineer II 0080 Information Systems Manager
1480 Civil Engineer III 0810 Legal Investigator
1490 Civil Engineer IV 0730 Librarian I
2045 Compliance Specialist 0740 Librarian II
2050 Contract Admin. Manager 0750 Librarian III
2415 Contractual Svcs. Coordinator 0745 Library Special Projects Mgr.
0500 Convention Sales Manager 0720 Library Specialist
0555 Convention Sales Specialist 0215 Local Area Network Specialist
0505 Convention Svcs. Manager 0255 M.I.S. Manager
0170 Coordinator of Volunteers 0225 Microsys. Support Specialist
0160 Crime Analysis Supervisor 0530 National Sales Representative
2250 Crime Analyst 0240 Ntwk. Sys. Administrator
2245 Crime Laboratory Manager 0070 Office Manager
0150 Crime Prevention Coordinator 0050 Office Supervisor
urces Department written notice of their exact date of
retirement/separation within fifteen (15) working days of their date of retirement/separation. If
d of Trustees as the annual interest rate for those years
during which the prior employee was not a member of the system, to the system, such
individual shall then receive pension credit for the prior period of employment. Such
payment must be made on or before the expiration of the individual's probationary period
study, or other educational purposes which will equip the employee to render
more effective service to the CITY normally shall be deemed as not to
adversely affect the interests of the CITY.
that event he
s to the CITY, shall be entitled to cash compensation
for unused vacation leave. Vacation leave shall not accrue during any period
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PAGE 97C
APPENDLX 6
20n6 a A T A UES: E f f t n b 1 Q 2005 (3 not 2005 l salaries
V0V2'fs12aQ�CTnIiCG crra.-�cccZllvcl�.��.Tiv�T+i[ci cujc vi'ei Zi00�AIIIIQAI., .»......4
Class Range
Cede Class Title Code A 1 E 13 F
CLERICAL (00)
5010 Clerk Messenger 001-05 9.25 9,70 10.17 10.65 4-14-0 11.59
5016 Drive. Messenger 00408 10.11 10.67 11.19 11.72 42, 6 42 9
5020 Clerk I 00110 9.77 10.27 4476 11.27 11.77 4-249
5030 Clerk II 0014-5 10.95 11.61 12.24 12.83 13.17 11.08
5040 Senior-Clerk 00120 4-2,60 13.33 -1404 14.71 4-5-46 16.16
5070 Clerk Typist I 00125 10.11 10.67 4-14-9 11.72 4-246 -1-249
5080 Clerk Typist II 00130 44,26 44,86 12.45 13.04 13.64 14.21
544-0 Secretary I 001 5 12.21 12.82 13.42 44 06 14.65 15.27
54�0 Secretary41 00140 4-249 13.14 14.12 14.81 15.48 16.13
54-3-0 Secretary-111 00145 13.47 44 11 14.95 15.68 1446 4�19
5135 Inf..oration cervices Teel 00147 12.21 12.82 13.42 44:-06 11.65 15.27
5440 004-50 14.57 11.98 4-546 15.73 16.13 16.53
5460 Police T f rmation Operat r II 00155 43.36 45:-80 16.23 4669 4-746 17.63
54-70 Cashier 00465 44,59 12.12 12.68 13.23 43-79 14.38
5-1-90 Account Clerk 00470 13.73 14.38 4496 4-5 59 4649 16.85
5-195 Reeeptiontst 00175 9.25 940 10.17 10.65 44-.4-0 44`59
OFFICE EQUIPMENT (01)
5230 Computer Operator 01105 4-4.76 15.32 15.97 46,56 4-7-4-6 17.74
5i50 Microsystems Support ^sst. 01115 14.76 15.32 15.97 46 56 4746 17.71
5285 Printer Operator I 04120 4 70 13.20 13.73 4420 11.74 15.21
5290 Printer Operato.-li 04 44-76 15.32 15.97 46-56 47:4-6 17.74
STORES (02)
541-0 Partskeeper I 02105 4-2.86 13.14 11.04 4460 4-5- 0 15.77
5420 Part it 0211-0 15.57 16.08 16.61 4746 17.67 18.22
5430 Store 0211-5 4-3,60 14.21 11.85 4-540 16.08 16.73
5432 Stor z11 0244-6 16.13 4-7,00 4-7759 18.15 18.73 19.31
5440 Parts-Driver iverr 02420 9.77 10.27 40 76 11.27 11.77 4249
ALLIED (03)
5560 Wastewater Monitoring Tech. 0334-20 11.12 4546 4-640 17.31 18.28 4-9-26
5565 034-25 42706 12.83 13.63 11.12 4-549 44:99
5567 W ate.,. te. De :l,, l Te L 0-3447 17.75 4-8-49 19.28 20.04 20.81 21.58
5570 034-30 14.83 15.41 46,00 16.58 17.18 17.74
5575 03435 16.53 47 40 17.72 18.32 18.95 4-9,49
5595 Crime-Laboratory-Trainee 03115 45,50 16.17 16.87 17.57 4846 4-8 96
5605 CrimeT anera♦ory Technician 03 17.83 4 66 19.48 20,36 2449 22,00
564-5 Senior Crime r aboratory Tech 0 19.63 20.53 21.42 22-39 23.32 21.21
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a m . 7 N N 7 N N N M 7 N 7 N 7 N .— .— M M N M M N N M M M M M M N N .- N N N N
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PAGE 98C
5620 Dete„tio Te^h„cian 03170 13.73 11.53 15.37 4-649 17.04 17.85
ENGINEERING (01)
5-74-0 Engineering Aide I 04105 12.22 12.71 4 20 13.73 44-20 14.71
5-720 E„gin eying A ide rr 04440 13.15 13.71 14.34 4-4 9 15.48 16.01
5730 Traffic Engine. Aide 0442-5 16.75 17.54 4-8730 4-9,09 19.88 20.64
5740 04445 13.04 42 66 11.34 14.95 45,59 46 20
5750 Drafting Technician II 04420 15.91 16.61 4730 18.03 18.72 19.41
5770 Co„strictio In sector I 04 16.75 17.54 4-873-0 49.09 19.88 20.64
5$1-0 Public Wort.. A ssessor 04430 18.87 19.78 20.61 21.54 22:40 23r.30
5830 Right of Way Agent I 04425 18.87 19.78 20.64 21.51 240 2-3-39
INSPECTION (05)
5940 Field for 05105 45 6 16.25 17.28 18.27 4-9 26 20.25
5920 Eavironmental4nspeeter 054-08 17.55 44 40 4-940 20.17 21.02 21.92
5 0 A;..Quality Co„trot lncpector- 05 15.07 16.17 17.28 18.34 19.11 20.52
5940 Housing4nspeetor 05420 17.55 4-8-40 4940 20.17 21.02 21.92
5945 ZoningInspeeter 054-23 17.55 18.10 4-9730 20.17 21.02 21.92
5.950 erecter 054-25 4-8-76 19.70 20,59 21.54 22.44 23.37
5970 Electrici1I„s„ector 05135 4-846 4-946 2946 24-26 22.28 23,30
5990 H.V.A.C.Inspector 05445 19.14 19.97 20.80 21.62 22.14 2349
6000 Mechanical r„s„ector. 05 4-8,6 4 0 20,59 21.51 22.44 23.37
604-0 Spector 05155 18.67 49,66 20.58 21.51 22.17 23.43
LABOR (06)
��7
6-1055 Compost-Laborer 06450 11.25 11.83 12.13 43.00 13.63 14.20
6440 Laborer 06405 42 00 12.51 13.08 4-360 11.15 14.67
61-20 06440 13.37 14.02 11.58 15.21 15.81 46 49
64-40 0641-5 4-2,6 12.84 13.14 11.05 11.61 15.22
62410 06425 44 0 15.31 4-5:99 16.61 4a 26 17.85
624-0 06130 4540 16.13 16.93 17.75 18.58 19.37
6230 Electrician 06435 18.48 49.46 20.45 21.41 22:40 23,39
6240 P4umher 06440 48,48 4-9,46 20.15 21.11 22.40 23,39
6250 Master-Electrician 06445 20.34 24,10 22.48 23.57 21.65 25.74
6260 Master Plumber 064-50 20.34 24 0 22.48 23.57 24.65 25.74
EQUIPMENT OPERATIONS&REPAIR (07)
634-0 Automotive E,•„„..„t-Operator-4 07405 13.78 44419 14.61 15.07 15.52 15.97
63-20 07440 14.83 15.43 16.02 46 61 17.23 17.78
6328 07445 16.33 16.98 17.63 18.24 4-8,80 19.45
63.70 A utornotive Service= 07420 13.28 13.84 44 46 4-5 06 43-66 16.23
63-80 Automotive-Body-Repairer 07425 15.79 46,50 4-7 4-6 17.78 18.46 19.14
6390 Auto-„olive Mecha„ic 07130 16.28 47,00 47,70 18.38 19.07 19.78
6395 A viatio„Mecha„ic 07435 19.92 20.74 24-59 22.41 2346 24.08
PLANT OPE A TIONS (08)
6520 W t t Trmt Plant Operator r 08105 11.61 15.32 46,06 16.75 17.14 4-84-6
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O ZI N N N M cc) V• V' V• V• U) U) U) U) U) to to U)
UNNNNNNNNN N N N N N N N N N N N N N N
V- .- V". 00 Co N N (N .- CD N
QI N 00 CD O co U) a' CO 00 CD M 0 0, N M .- M CD M CD CO N- CO op 00 co 6 CO CO 0')
Nt CO OD d^N 00 U) O) N CD N N N OD N- Tr 00 Nr 00 00 00 00 N N- N ,-- r- .- .- N N C d^N- 00 0)
U) N Cj U) 4 M V O 'V' N O N N CO N 0) 00 0) 00 O OD O O N- - CO CO CO CO 4 O 00 O) N- N O U)
- CO U) 4 U) U) CO 4 U) CON N ti U) N d' U) 4 U) U) U) U) N N U) U) U) U) U) U) N- U) 4 N- CO 44
U U U U U U U U U U U U 0000000000 00000000 000 00
a m . 7 N N 7 N N N M 7 N 7 N 7 N .— .— M M N M M N N M M M M M M N N .- N N N N
Q' O Cn N CD 00 ,- O) CO O M Nr CO OO CO v 00 v OO U) oo U) CO CO (D N N N N CO CO op ni CD N 0) N
(N . .- .- . N .- N N N N .- (N .- .- . r .- r .- N N CV ,- .- N N
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w,'- U .V a) ` I- I- C N .E T j,(n c Q a y0 U O = W m O f_n LL LL
C = C C U U ` (n m
C o o L L a) - o - 0)--,U U m Z c . - g c O CD (0 a CD CD Z OUi • w 0 0
• m m-a OU) 0 a2) en- _ = m > ' m a aEi aw o o U y c c n w 0-.c .., cc
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r. F- , - - - - o) O o) O o) c H m E E U U o a) X Z m t U w .s .g
iz ..)o o ami Omi a°�i ami C c C U C Q - F• o o I • H c) N w = m w a m it. w - •a Q p
y - - - . . . c• U w w w w Cn Z U U E d N N 4) a a c c J •-
m c2 m m c c c c m >> > > - > - > c • . E o O > cn m mE C �, m
C C C C 7 .- < C C � L C O t L s L L L - D O O .-
UmtYEwwwwa000C70O cn swWl - aawo Z UUUUUUaa m UUU J UU
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"O O N 0, up N CDN U) CO Cp .- CD 00 00 O) O) O) 0) U) CO CO 0D 00 CD .— 0/ U) N- .—0) Ns CO d' U) CD CD •-
U0 ZMMM) MMMMNrd' Nrd• .- .-NrNrN U) U) CD CO CD CD CO co CO N- N- N N N- N- 000000 OOO �
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UO. QQ QdmCD U U U U > dE- ZCnI- U UIY = _ _ = J JJJ J .J J J W 0- C) U U W
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"0 p U) CT O - N N U) O O c- N N M M d• U) LOCO - N Cl) N Cl) d• d• U) <- N d•
O ZI Cl) Cl) d• d' dt d• d' U) LC) U) U) LC) (f) U) U) to to U) to co CD CD N N N I N M CT CT CT CT
U 0 0 0 0 0 0 0 000000000000 0 0 0 0000 O 0 0 0 0 0
PAGE 99C
65-23 Wast^„.ater Trmt Dl„t Chf Operator 08410 17.75 4849 19.28 20:04 20.81 21.58
65-38 08115 15.27 4-5-80 16.33 16.87 4-7,39 17.91
6550 084-25 17.27 17.83 18.41 4-9:00 19.61 20.21
6560 Fabrication-Mechanic-1 08430 14.95 15.94 16.93 17.91 18.94 4 90
6564- FaL.ricatio„Mocha„ic 1 084 5 16.57 17.52 4-8:40 4-9:36 2046 24-20
6565 Power Syctems Mecha„ic r 08440 11.95 15.91 16.93 17.91 18.94 4-9:90
6566 Rower-Systems-Mechanic-11 08445 16.57 17.52 4-8:40 4-9:36 20:26 21.20
6-570 Stationary-Engineer-4 A84-50 15.57 16.12 17.27 18.12 4-8:96 19.82
6630 Dispatcher 98170 11.88 12.42 12.95 4-3-49 11.04 11.56
CUSTODIAL (09)
6720 public Eve„ts WxW rlker '0941-0 11.25 11.83 12.13 4-3 00 13.63 14.20
67-50 public Eve„t..Forerna 09 5 11.05 14.83 43.59 16.33 4 43 4-7 89
TRADES (10)
684-0 Painter 10105 4-6,00 4-6:66 17.31 17.97 18.65 19.35
6820 Sign Painter 4-0440 4-6:00 4-6:66 17.31 17.97 18.65 19.35
6840 Welder 10115 17.52 18.11 18.75 19.38 20.01 20.64
6860 Traffic Signal Repairer 4-0420 17.22 17.91 18.63 49,36 20.05 20 80
6830 Traffic Signal Technician 10125 19.77 20.47 21.22 21.95 22.68 23.42
PARK AND RECREATION (11)
6940 Landscape-Gardener 11105 11.77 15.27 15.81 16.33 46 1 4 40
6920 Nurserylreeper 4414-0 16.66 17.27 17.81 18.41 19.01 19.61
6950 Tree Trimmer I 444-20 14.38 11.85 15.32 4-5,86 16.31 16.87
6960 Tree Trimmer II 11125 15.77 4-6:40 17.03 4-7,66 18.27 18.87
6970 444-30 1,171.23 1,213.56 1,255.82 1,298.12 1,311.58 1,383.86
6980 Park Caretaker I 11135 12.21 12.64 13.08 13.52 11.00 11.43
6990 Park Caretaker II 11140 13.25 13.73 44.20 11.74 15.21 45,69
7050 Decreatio„T eader 1 4-1460 11.67 15.45 16.18 4-6 93 4 7-0 18.41
3060 11165 11.88 12.42 12.95 4449 14.01 456
7070 Public-Events-Engineer 44 0 17.88 18.81 19.82 20,79 21.71 22.68
A
LEL 1 year at"A"
LGL 1 year at"B"
LE" 1 year at"C"
LEL 1 year at"D"
1 1 year at"E"
r 064-50 20.34 24 0 22.48 23.57 24.65 25.74
EQUIPMENT OPERATIONS&REPAIR (07)
634-0 Automotive E,•„„..„t-Operator-4 07405 13.78 44419 14.61 15.07 15.52 15.97
63-20 07440 14.83 15.43 16.02 46 61 17.23 17.78
6328 07445 16.33 16.98 17.63 18.24 4-8,80 19.45
63.70 A utornotive Service= 07420 13.28 13.84 44 46 4-5 06 43-66 16.23
63-80 Automotive-Body-Repairer 07425 15.79 46,50 4-7 4-6 17.78 18.46 19.14
6390 Auto-„olive Mecha„ic 07130 16.28 47,00 47,70 18.38 19.07 19.78
6395 A viatio„Mecha„ic 07435 19.92 20.74 24-59 22.41 2346 24.08
PLANT OPE A TIONS (08)
6520 W t t Trmt Plant Operator r 08105 11.61 15.32 46,06 16.75 17.14 4-84-6
C) LL QLi a C9CDa. aCCCCCCC) WC) W0
a) OOOOOOOLOO OO 0U) 00000000U) 0
'D O N M 4 N- co C)) V• Tr U) V' U) r r M V' O r C•') d• U) CO CO N-
O ZI N N N M cc) V• V' V• V• U) U) U) U) U) to to U)
UNNNNNNNNN N N N N N N N N N N N N N N
V- .- V". 00 Co N N (N .- CD N
QI N 00 CD O co U) a' CO 00 CD M 0 0, N M .- M CD M CD CO N- CO op 00 co 6 CO CO 0')
Nt CO OD d^N 00 U) O) N CD N N N OD N- Tr 00 Nr 00 00 00 00 N N- N ,-- r- .- .- N N C d^N- 00 0)
U) N Cj U) 4 M V O 'V' N O N N CO N 0) 00 0) 00 O OD O O N- - CO CO CO CO 4 O 00 O) N- N O U)
- CO U) 4 U) U) CO 4 U) CON N ti U) N d' U) 4 U) U) U) U) N N U) U) U) U) U) U) N- U) 4 N- CO 44
U U U U U U U U U U U U 0000000000 00000000 000 00
a m . 7 N N 7 N N N M 7 N 7 N 7 N .— .— M M N M M N N M M M M M M N N .- N N N N
Q' O Cn N CD 00 ,- O) CO O M Nr CO OO CO v 00 v OO U) oo U) CO CO (D N N N N CO CO op ni CD N 0) N
(N . .- .- . N .- N N N N .- (N .- .- . r .- r .- N N CV ,- .- N N
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m L .. CD W - m m
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Z Z E E
C C N U U ~ I- C1 cc �0 0 8 , Q .. N N
1 = C - Ca •m Co ._ a) 0) `' c ., . c „., U U O a) Z 0 O O
w,'- U .V a) ` I- I- C N .E T j,(n c Q a y0 U O = W m O f_n LL LL
C = C C U U ` (n m
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• m m-a OU) 0 a2) en- _ = m > ' m a aEi aw o o U y c c n w 0-.c .., cc
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m m c c c m o c c c o c ai - aci aci w H U U m O � z adi E ao) a�i > E CC c Q L c c
r. F- , - - - - o) O o) O o) c H m E E U U o a) X Z m t U w .s .g
iz ..)o o ami Omi a°�i ami C c C U C Q - F• o o I • H c) N w = m w a m it. w - •a Q p
y - - - . . . c• U w w w w Cn Z U U E d N N 4) a a c c J •-
m c2 m m c c c c m >> > > - > - > c • . E o O > cn m mE C �, m
C C C C 7 .- < C C � L C O t L s L L L - D O O .-
UmtYEwwwwa000C70O cn swWl - aawo Z UUUUUUaa m UUU J UU
Cl) 00000000000U) 0U) OU) OOOU) U) OUO 00000000 U) OO OO
"O O N 0, up N CDN U) CO Cp .- CD 00 00 O) O) O) 0) U) CO CO 0D 00 CD .— 0/ U) N- .—0) Ns CO d' U) CD CD •-
U0 ZMMM) MMMMNrd' Nrd• .- .-NrNrN U) U) CD CO CD CD CO co CO N- N- N N N- N- 000000 OOO �
.- .- N N N N N
< z c N O � -
CO o c c t°> `> C Z c c c ° 1 = Q c D c c .@ 2 E E E DE co Lo CU m co O Q o c
0 7 0 0 0 Co 7 O 0 0 0 .N 7 0 Co 0 0 0 0 0 D 7 7 7 m .0 _0 _0 -0 _0 W 0 J o ._ Z
UO. QQ QdmCD U U U U > dE- ZCnI- U UIY = _ _ = J JJJ J .J J J W 0- C) U U W
0 0 0 0 0 CD to c) O to c, U) co U) co) to O c) U) O c) O O co co to c) c, c) U) to O
"0 p U) CT O - N N U) O O c- N N M M d• U) LOCO - N Cl) N Cl) d• d• U) <- N d•
O ZI Cl) Cl) d• d' dt d• d' U) LC) U) U) LC) (f) U) U) to to U) to co CD CD N N N I N M CT CT CT CT
U 0 0 0 0 0 0 0 000000000000 0 0 0 0000 O 0 0 0 0 0
PAGE 100C
20 SATARTES Eff tr raT cccmu cz�1 7s00v-(2c CTOLv-iicicucc oici 2006 uinul s» aries.)
Glass Range
Cede Class Title Code A 1 E B F
CLERICAL (00)
5040 Clerk Messenger 001-05 9,48 9.91 10.42 10.92 11.38 11.88
5045 Driver/Messenger 00108 4-0,6 10.94 11.47 12.01 12.57 13.11
5020 Clerk I 00140 10.01 10.53 11.03 11.55 12.06 4-20
503-0 Clerk II 00145 11.22 44-90 12.55 13.15 13.81 14.13
5040 k 00420 12.92 43.66 4439 15.11 15.85 4646
5070 Clerk Typist I 00435 4-0,36 10.94 11.17 12.01 12.57 13.11
5080 Clerk Typist II 001-30 11.54 4-24-6 4 6 13.37 13.98 11.57
544-0 Secretary I 004-35 12.52 13.14 4-3,76 14.11 15.02 15.65
5420 Secretary II 00440 13.11 13.78 11.47 15.18 15.87 16.53
54-30 Secretary411 00115 13.81 14.54 15.32 16.07 16.87 17.62
5135 Inf rmation cervices Tech 00147 12.52 13.11 43 6 11.41 15.02 15.65
54148 004-50 11.93 15.35 15.74 16.12 16.53 16.94
54 50 00155 15.74 4-6,2-0 4-6:64 17.11 17.59 18.07
51-79 Cashier 004-65 11.88 12.12 13.00 43, 6 14.13 11.74
54-90Clerk 004-70 11.07 14.71 15.33 15.98 4649 17.27
54-95 Receptionist 00475 948 9.94 10.42 10.92 11.38 11.88
OFFICE EQUIPMENT (01)
5230 Computer-Operator 044-05 15.13 15.70 16.37 16.97 47 9 18.18
5250 0444-5 15.13 430 16.37 16.97 47-59 18.18
52-85 Printer-Operated 04420 13.02 13.53 11.07 44-56 15.11 15.62
5290 Printer Operator II 04445 15.13 43 0 16.37 16.97 4-749 18.18
STORES (02)
5410 Parr�skeeper4 024-05 13.18 13.78 44-39 11.97 15.58 4.64-6
5420 Partskeeper II 02440 4 96 16.18 17.03 4-7 59 18.11 18.68
5430 Storekeeper-; 02115 13.91 14.57 15.22 45 89 16.48 17.15
5432 Storekeeper II 02446 16.84 17.43 18.03 48 60 4-920 4-9,79
5440 Parts Driver 024-20 10.01 10.53 11.03 11.55 4-2:06 42,60
ALLIED (03)
5560 Wastewater Monitoring Tech. 0 11.78 15.74 16.71 17.74 18.74 19.74
5565 Wastewater Monitoring A sst 03125 43 36 13.15 13.97 11.78 15.57 46-39
5567 Wastewater-Residuals-Tech, 03147 44849 18.95 49,766 20.54 21.33 22.12
5570 i aboratory Technician i 0 4-5,20 43:-80 4-6:40 4-6:99 17.61 18.18
5575 1 aborator•'Teal ician ii 03435 16.94 17.53 4-84-6 18.78 19.12 19.98
5595 Crime i aboratory Trainee nab 4-5-89 16.57 4 29 18.01 18.72 19.43
5605 Crime Laboratory Technician 03155 18.28 19.13 19.97 20.87 21.72 22.55
564-5 Senior Crime r aboratory Tech 03165 20.12 21.04 24-96 22.95 23-90 21.82
18.38 19.07 19.78
6395 A viatio„Mecha„ic 07435 19.92 20.74 24-59 22.41 2346 24.08
PLANT OPE A TIONS (08)
6520 W t t Trmt Plant Operator r 08105 11.61 15.32 46,06 16.75 17.14 4-84-6
C) LL QLi a C9CDa. aCCCCCCC) WC) W0
a) OOOOOOOLOO OO 0U) 00000000U) 0
'D O N M 4 N- co C)) V• Tr U) V' U) r r M V' O r C•') d• U) CO CO N-
O ZI N N N M cc) V• V' V• V• U) U) U) U) U) to to U)
UNNNNNNNNN N N N N N N N N N N N N N N
V- .- V". 00 Co N N (N .- CD N
QI N 00 CD O co U) a' CO 00 CD M 0 0, N M .- M CD M CD CO N- CO op 00 co 6 CO CO 0')
Nt CO OD d^N 00 U) O) N CD N N N OD N- Tr 00 Nr 00 00 00 00 N N- N ,-- r- .- .- N N C d^N- 00 0)
U) N Cj U) 4 M V O 'V' N O N N CO N 0) 00 0) 00 O OD O O N- - CO CO CO CO 4 O 00 O) N- N O U)
- CO U) 4 U) U) CO 4 U) CON N ti U) N d' U) 4 U) U) U) U) N N U) U) U) U) U) U) N- U) 4 N- CO 44
U U U U U U U U U U U U 0000000000 00000000 000 00
a m . 7 N N 7 N N N M 7 N 7 N 7 N .— .— M M N M M N N M M M M M M N N .- N N N N
Q' O Cn N CD 00 ,- O) CO O M Nr CO OO CO v 00 v OO U) oo U) CO CO (D N N N N CO CO op ni CD N 0) N
(N . .- .- . N .- N N N N .- (N .- .- . r .- r .- N N CV ,- .- N N
U M
O U_ - Tr
— _
m L .. CD W - m m
- @ L L WI- O N 13.
Z Z E E
C C N U U ~ I- C1 cc �0 0 8 , Q .. N N
1 = C - Ca •m Co ._ a) 0) `' c ., . c „., U U O a) Z 0 O O
w,'- U .V a) ` I- I- C N .E T j,(n c Q a y0 U O = W m O f_n LL LL
C = C C U U ` (n m
C o o L L a) - o - 0)--,U U m Z c . - g c O CD (0 a CD CD Z OUi • w 0 0
• m m-a OU) 0 a2) en- _ = m > ' m a aEi aw o o U y c c n w 0-.c .., cc
t >.Q H H fn u) a`) a`) a`) a`) v) Z m o 0 C C •-o Z c) cc)E zT- c 3 c o w C c
m m c c c m o c c c o c ai - aci aci w H U U m O � z adi E ao) a�i > E CC c Q L c c
r. F- , - - - - o) O o) O o) c H m E E U U o a) X Z m t U w .s .g
iz ..)o o ami Omi a°�i ami C c C U C Q - F• o o I • H c) N w = m w a m it. w - •a Q p
y - - - . . . c• U w w w w Cn Z U U E d N N 4) a a c c J •-
m c2 m m c c c c m >> > > - > - > c • . E o O > cn m mE C �, m
C C C C 7 .- < C C � L C O t L s L L L - D O O .-
UmtYEwwwwa000C70O cn swWl - aawo Z UUUUUUaa m UUU J UU
Cl) 00000000000U) 0U) OU) OOOU) U) OUO 00000000 U) OO OO
"O O N 0, up N CDN U) CO Cp .- CD 00 00 O) O) O) 0) U) CO CO 0D 00 CD .— 0/ U) N- .—0) Ns CO d' U) CD CD •-
U0 ZMMM) MMMMNrd' Nrd• .- .-NrNrN U) U) CD CO CD CD CO co CO N- N- N N N- N- 000000 OOO �
.- .- N N N N N
< z c N O � -
CO o c c t°> `> C Z c c c ° 1 = Q c D c c .@ 2 E E E DE co Lo CU m co O Q o c
0 7 0 0 0 Co 7 O 0 0 0 .N 7 0 Co 0 0 0 0 0 D 7 7 7 m .0 _0 _0 -0 _0 W 0 J o ._ Z
UO. QQ QdmCD U U U U > dE- ZCnI- U UIY = _ _ = J JJJ J .J J J W 0- C) U U W
0 0 0 0 0 CD to c) O to c, U) co U) co) to O c) U) O c) O O co co to c) c, c) U) to O
"0 p U) CT O - N N U) O O c- N N M M d• U) LOCO - N Cl) N Cl) d• d• U) <- N d•
O ZI Cl) Cl) d• d' dt d• d' U) LC) U) U) LC) (f) U) U) to to U) to co CD CD N N N I N M CT CT CT CT
U 0 0 0 0 0 0 0 000000000000 0 0 0 0000 O 0 0 0 0 0
PAGE 101 C
56220 Detention-Technician 034-70 11.07 44.89 15.75 46,59 17.17 4-8 30
ENGINEERING (01)
574-0 Eng neering Aide-I 04405 12.53 13.03 13.53 11.07 4456 15.08
5720 Engineering Aide II 04440 13.48 14.08 4470 4-546 15.87 16.14
573-0 04425 17.17 17.98 4-8 7-6 19.57 20.38 2446
5748 04445 13.37 4400 44.70 15.32 15.98 46 64
57-58 04420 16.31 17.03 17.73 18.18 494-9 49,90
5770 Construction Inspector I 04425 17.17 17.98 4 76 19.57 20.38 2446
5840 04430 19.34 20.27 2446 22.08 22,96 23.88
5830 R ght of Way ^ge„t r 01135 19.31 20.27 21-1-6 22.03 22,96 23.88
INSPECTION (05)
594-0 Field Inspector 05105 15.61 46,66 17.71 18.73 19.74 20:76
5030 Environmental4nspeeter 05108 4 9 4-846 19.78 20.67 21.55 22.17
5930 it Q alit.,Co„trot lnspeetor 05 15.45 16.57 17.71 43.80 19.93 21.03
5940 Housing r„s„ector 05420 4-7,99 4-8 86 19.78 20.67 21.55 22.47
5945 Zoning-Inspector 05423 4 99 4-8:36 19.78 20.67 21.55 22.47
5950 Building Inspector 051-25 19.23 2049 24-1-0 22.08 23440 23.95
5970 Electrical Inspector 05135 18.72 19.74 20.77 24-79 22.84 23.88
5990 H.V.A.C.Inspector 054-45 19.62 20.47 21.32 224-6 23-00 23.87
6000 Mechanical r„s„ector 05450 19.23 2049 2440 22.08 2 00 23.95
6040 Plumbing 05155 19.14 20.15 24.09 22.08 23.03 24.02
LABOR (06)
��7
6405 Compost-Laborer 06450 11.53 12.13 12.71 13.33 13.97 4456
644-0 Laborer 06405 4-2,30 12.82 13.41 13.94 4450 15.04
6-20 064440 43-70 11.37 4494 4-5 59 16.21 46-90
6440 Parking Control Technician 0644-5 12.57 4-3 6 13.78 44:40 14.98 45,60
6290 06435 15.07 45-69 4-6,9 17.03 4349 4-8.30
6240 Maintenance-Repairer-II 06130 15.68 16.53 17.35 484-9 19.01 19.85
6230 Electrician 06435 18.94 19.95 20,96 21.95 22.96 23.97
6240 Plumber 064-40 18.94 19.95 20.96 21.95 22,96 23.97
6250 Master-Electrician 06145 20.85 21.94 23.04 2446 25.27 26.38
6260 Master Plumber 06450 20.85 21.94 23.04 2446 25.27 26.3g
EQUIPMENT OPERATIONS&REPAIR (07)
6349 07145 11.12 11.54 14.98 15.15 15.91 16.37
63-2-0 07440 45 20 15.82 16.12 17.03 4 66 18.22
63-30 0744-5 16.71 4-7,40 18.07 4-8 0 19.27 19.94
6370 Automotive Servicer 0 13.61 44.4-9 14.82 15.14 16.05 16.64
6380 Automotive Body n e„airer 07425 16.18 16.91 4-7 59 18.22 18.92 19.62
63-90 Automotive-Mechanic 07130 45 3 17.43 18.14 18.84 19.55 20.27
6395 Aviation Mecha„c 074-3-5 20.42 21.26 22.13 22.97 23.84 24.68
PLANT OPERATIONS (08)
6520 Wastewater Tr.„t nla„t O erater r 08105 15.01 4540 4-6:46 17.17 17.88 18.61
75 17.14 4-84-6
C) LL QLi a C9CDa. aCCCCCCC) WC) W0
a) OOOOOOOLOO OO 0U) 00000000U) 0
'D O N M 4 N- co C)) V• Tr U) V' U) r r M V' O r C•') d• U) CO CO N-
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U U U U U U U U U U U U 0000000000 00000000 000 00
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PAGE 102C
6524 Wa5te«,ate..T.mt P1nt Ch f Operator 08440 4-8,1-9 18.95 4-9-76 20.54 21.33 22.12
65-30 ,,r inter « e TRe T «: T A844-5 15.65 4-6,20 16.74 4-749 17.82 4-8.36
6550 • 084.25 4-7,7-0 18.28 18.87 19.18 2040 20.72
6560 F^b-ic tio«Mechanic T 08440 15.32 16.34 17.35 4-8.36 19.11 2040
6561 08135 16.98 4-7 96 18.86 19.84 20.77 21.73
6 08140 15.32 16.34 17.35 18.36 19.41 20.40
6366 Power Syute.«. Mec anic TT 08445 16.98 4-7=-96 4-8:-86 19.84 20.77 21.73
6570 Stationary-Engineer-4 08150 4-5-.-96 16.83 4-7,7-0 18.57 19.43 20.32
6630 Dispatcher 08170 12.18 12.73 13.27 13.83 444-9 11.92
CUSTODIAL (09) •
6720 P„T.,ic Event. Worker 09440 11.53 12.13 12.74 13.33 13.97 4436
6750 Public Event..Foreman 09 4440 4TJ,20 15.98 16.74 4 56 18.34
TRADES (10)
684-0 Painter 10105 4-6 40 17.08 17.74 18.12 19.12 19.83
6820 Sign-Painter 10110 4-6,40 17.08 17.71 18.12 19.12 19.83
6840 Welder 10115 17.96 48,59 19.22 4-9:86 20.51 2446
6860 T.- ff:c Signal Repairer. 40120 17.65 4-8,36 4-94-0 19.84 20.55 21.32
6870 Traffic Signal Technician 10125 2046 20.98 21.75 22750 23.25 24.01
PARK AND RECREATION (11)
694-0 Landscape-Gardener 11105 15.11 15.65 16.21 16.74 17.31 17.84
6920 Norserykeeper 41140 17.08 4-7 0 448,29 18.87 4-9:49 20.13
6960 Tree Trimmer I 11120 44,74 15.22 4-540 4-6-26 16.75 4 29
6960 Tree Trimmer II 11125 4-64-6 16.81 4-7.46 448,40 18.73 19.31
6970 *grin Caretaker. 11130 1,200.51 1,243.90 1,287.22 1,330.57 1,375.12 1,118.46
6980 Park Caretaker I 11135 12.52 42,96 13.41 4-3,86 11.35 44 79
6990 Park Caretaker II 44440 13.58 14.07 4-4 6 15.11 4-5 59 16.08
7050 444-60 15.04 15.84 16.58 17.35 18.11 18.87
7060 11165 12.18 12.73 13.27 13.83 44,39 11.92
7070 Public-Events-Engineer 444-70 18.33 19.28 20.32 21.31 22.25 23.25
Requirement&
Initial Hire
"42 1 year at"A"
!IC,4 1 year at"B"
LIDL 1 year at"C"
1 year at"D"
L 1 year at"E"
06450 20.85 21.94 23.04 2446 25.27 26.3g
EQUIPMENT OPERATIONS&REPAIR (07)
6349 07145 11.12 11.54 14.98 15.15 15.91 16.37
63-2-0 07440 45 20 15.82 16.12 17.03 4 66 18.22
63-30 0744-5 16.71 4-7,40 18.07 4-8 0 19.27 19.94
6370 Automotive Servicer 0 13.61 44.4-9 14.82 15.14 16.05 16.64
6380 Automotive Body n e„airer 07425 16.18 16.91 4-7 59 18.22 18.92 19.62
63-90 Automotive-Mechanic 07130 45 3 17.43 18.14 18.84 19.55 20.27
6395 Aviation Mecha„c 074-3-5 20.42 21.26 22.13 22.97 23.84 24.68
PLANT OPERATIONS (08)
6520 Wastewater Tr.„t nla„t O erater r 08105 15.01 4540 4-6:46 17.17 17.88 18.61
75 17.14 4-84-6
C) LL QLi a C9CDa. aCCCCCCC) WC) W0
a) OOOOOOOLOO OO 0U) 00000000U) 0
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U U U U U U U U U U U U 0000000000 00000000 000 00
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PAGE 103C
20 8 S A 7 ARIES: Ti ffective December 1‘2007 (2 CO/ 2007 salaries.
Class Range
Cede Class Title Cede A E D F F
CLERICAL (00)
5040 Clerk Messenger 00105 9.72 404-9 10.68 11.19 44,66 12.18
5045 Driver/Messenger 00108 10.62 11.21 44-76 12.31 12.88 13.14
5020 Clerk I 00140 4-0.26 4-0,79 11.31 41-84 4246 12.92
5030 Clerk II 00415 44,50 42,2-0 4-2,86 13.18 444-6 44 9
5040 Senior-Clerk 001-20 13.24 44,00 14.75 4449 16.25 16.97
5070 Clerk Typist I 001-25 10.62 11.21 44.76 12.31 12.88 13.11
5080 Clerk Typist II 00430 11.83 4-2746 13.08 4-3-70 14.33 14.93
5440 SeeretaryI 004-3-5 12.83 13.47 444-0 14.77 45,40 16.01
5420 Secretary II 00440 13.14 11.12 11.83 15.56 16.27 16.94
54-30 Seer II • 00445 4446 4-4,90 45 0 16.47 47,29 4-8,06
5135 Inf rmation Service..Tec 00447 12.83 13.47 4-4-10 11.77 43-40 16.04
54-40 001-50 4-5,30 15.73 16.13 16.52 16.94 17.36
5450 00155 16.13 16.61 4-06 17.54 18.03 18.52
5470 Cashier 00165 12.18 12.73 13.33. 4-3-90 14.18 15.11
54-90 Account Clerk 004-70 14.42 15.11 15.71 16.38 4-700 4-7,70
54-95 Receptionist 00175 9.72 404-9 10.68 4449 44:66 12.18
OFFICE EQUIPMENT (01)
5230 Computer-Operator 044-05 15.51 4-6709 16.78 4-7,39 18.03 18.63
5.2 0 Microsystems Support n sst, 0ib 15.51 4-r.09 16.78 47-9 18.03 18.63
5285 Printer-Operater4 04420 13.35 13.87 11.12 14.92 4449 16.01
5290 Winter-Operator-II 01125 15.51 46:09 16.78 4-7,39 18.03 18.63
STORES (02)
5440 Partskeeper I 02405 13.51 11.12 11.75 15.34 15.97 4-6756
5420 Part,�;keeper--4l 02440 4-6-36 46 3 4746 18.03 4-8756 19.15
5430 Stor rl 02445 4449 11.93 4 -60 46729 4-89 17.58
5432 Storekeeper-II 02446 4-726 17.87 18.48 19.07 19.68 20.28
5440 Parts Driver 02420 4-0 2-6 4-0,79 11.31 11.81 4-2 6 12.92
ALLIED (03)
5560 Wastewater Monitoring Tec 03420 15.15 16.13 17.13 18.18 19.21 20.23
5565 Wastewater Monitoring A sst 034-25 12.67 13.48 14.32 15.15 45,96 4 80
5567 \xVastewater Residual.Tech. 031-27 18.61 19.12 20.25 21.05 24-86 22.67
5570 T abor,.t Technician r 03430 15.58 46-20 16.81 17.11 18.05 18.63
5575 r aboratory Technician li 0 4346 17.97 18.61 19.25 19.91 20.18
5595 Crime r aboratory Trainee 03445 -1-6 29 16.98 17.72 4-8,46 49 49 19.92
5605 rime r aboratory Technician 03155 18.74 19.61 20.17 24,39 2246 23.11
5645 Senior C me r aboratory Tech 03165 20:62 21.57 22.51 23.52 2450 25.14
Aviation Mecha„c 074-3-5 20.42 21.26 22.13 22.97 23.84 24.68
PLANT OPERATIONS (08)
6520 Wastewater Tr.„t nla„t O erater r 08105 15.01 4540 4-6:46 17.17 17.88 18.61
75 17.14 4-84-6
C) LL QLi a C9CDa. aCCCCCCC) WC) W0
a) OOOOOOOLOO OO 0U) 00000000U) 0
'D O N M 4 N- co C)) V• Tr U) V' U) r r M V' O r C•') d• U) CO CO N-
O ZI N N N M cc) V• V' V• V• U) U) U) U) U) to to U)
UNNNNNNNNN N N N N N N N N N N N N N N
V- .- V". 00 Co N N (N .- CD N
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Nt CO OD d^N 00 U) O) N CD N N N OD N- Tr 00 Nr 00 00 00 00 N N- N ,-- r- .- .- N N C d^N- 00 0)
U) N Cj U) 4 M V O 'V' N O N N CO N 0) 00 0) 00 O OD O O N- - CO CO CO CO 4 O 00 O) N- N O U)
- CO U) 4 U) U) CO 4 U) CON N ti U) N d' U) 4 U) U) U) U) N N U) U) U) U) U) U) N- U) 4 N- CO 44
U U U U U U U U U U U U 0000000000 00000000 000 00
a m . 7 N N 7 N N N M 7 N 7 N 7 N .— .— M M N M M N N M M M M M M N N .- N N N N
Q' O Cn N CD 00 ,- O) CO O M Nr CO OO CO v 00 v OO U) oo U) CO CO (D N N N N CO CO op ni CD N 0) N
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w,'- U .V a) ` I- I- C N .E T j,(n c Q a y0 U O = W m O f_n LL LL
C = C C U U ` (n m
C o o L L a) - o - 0)--,U U m Z c . - g c O CD (0 a CD CD Z OUi • w 0 0
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"0 p U) CT O - N N U) O O c- N N M M d• U) LOCO - N Cl) N Cl) d• d• U) <- N d•
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PAGE 104C
5620 03470 14.42 4546 16.14 4-7700 17.91 4-8 6
5740 Engineering Aide I 04405 12.84 4-3,36 13.87 14.42 14.92 43-46
5720 Engineering Aide II 044410 13.82 14.43 15.07 15.64 16.27 16.85
5730 Traffic Engineering Aide 04425 4 60 18.43 19.23 20,06 20.89 24-69
5-740 Drafting Technician I 04445 43 0 14.35 15.07 4-5:70 16.38 17.03
5750 Drafting Technician II 044-20 16.72 4-7:46 18.17 18.94 19.67 20,40
5770 Construction Inspector I 04425 17.60 18.43 19.23 20,06 20,89 24,69
5810 Public Works Assessor 044;0 19.82 20.78 24,69 22.63 23.53 24.48
5830 Right of Way Agent I 04435 19.82 20.78 24,69 22.63 23.53 21.48
INSPECTION (05)
5-94-0 Fielrcczd4nspector 05105 16.03 17.48 18.15 4-9:20 20.23 21.28
5920 Envirenmental4nspeeter 05108 18.14 19.33 20.27 2149 22:09 23.03
5930 it Q al:t,.Gertrol inspector 05 15.84 16.98 18.15 19.27 20.43 21.56
5940 HousingInspeetor 051-20 18.44 19.33 20.27 2449 22:09 23.03
5945 Zoning Inspector 05423 18.44 19.33 20.27 24-49 22709 23.03
5950 tester 05125 19.71 20 3 21.63 22.63 23.58 21.55
5970 Electrical r spector 05435 4949 20.23 24,1 22.33 23.11 24.18
5990 H.V.A.C.Inspector 05145 20.11 20.98 21.85 22.71 23.58 21.17
6000 05450 19.71 20769 21.63 22.63 23.58 21.55
60441 Plumbing-Inspector 05455 19.62 20.65 21.62 22.63 23.61 24.62
06)
6105 Compost-Laborer 064-00 11.82 12.13 4-3 96 43,66 14.32 14.92
6440 Laborer 06405 12.61 13.14 13.75 44 29 11.86 15.42
6420 Semi skilled Laborer 06110 14.04 11.73 15.31 15.98 16.62 17.32
64-40 06444 12.88 43,49• 14.12 44.76 15.35 4 5 99
6200 064 15.45 46, 8 4.6-80 4 46 18.13 48 76
624-0 06430 16.07 16.94 17.78 18.64 19.52 20.35
6230 Electrician 064-35 19.41 20.45 21.18 2240 23.53 21.57
6240 Plumber 064-40 19.11 20.45 21.48 2230 23.53 24.57
6250 Master Electrician 064- 5 21.37 22A9 23.62 24 6 25-90 27.04
6260 Master Plumber 06450 21.37 22-49 23.62 24.76 25,90 27.01
EQUIPMENT OPERATIONS&REPAIR (07)
6348 07405 14.17 4490 15.35 15.81 16.31 16.78
6320 07440 15.58 16.22 16.83 4 46 4-8.1-0 48,68
6330 0744-5 47-16 17.84 18.52 19.17 19.75 20.44
6370 ^utomotiye Seryicer 07420 13.95 14.54 4549 15.83 16.45 4-7 06
6380 074255 16.58 17.33 18.03 18.68 4-9,39 20.11
6390 07430 17.11 17.87 4459 19.31 20.04 20.78
6395 07435 20.93 24 9 22.68 23.54 24.44 25 0
PLANT OPERATIONS (08)
65-2-0 Wastewater Trmt Plant Operator I 08105 45,39 4 09 16.87 47,60 18.33 19.08
t nla„t O erater r 08105 15.01 4540 4-6:46 17.17 17.88 18.61
75 17.14 4-84-6
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QI N 00 CD O co U) a' CO 00 CD M 0 0, N M .- M CD M CD CO N- CO op 00 co 6 CO CO 0')
Nt CO OD d^N 00 U) O) N CD N N N OD N- Tr 00 Nr 00 00 00 00 N N- N ,-- r- .- .- N N C d^N- 00 0)
U) N Cj U) 4 M V O 'V' N O N N CO N 0) 00 0) 00 O OD O O N- - CO CO CO CO 4 O 00 O) N- N O U)
- CO U) 4 U) U) CO 4 U) CON N ti U) N d' U) 4 U) U) U) U) N N U) U) U) U) U) U) N- U) 4 N- CO 44
U U U U U U U U U U U U 0000000000 00000000 000 00
a m . 7 N N 7 N N N M 7 N 7 N 7 N .— .— M M N M M N N M M M M M M N N .- N N N N
Q' O Cn N CD 00 ,- O) CO O M Nr CO OO CO v 00 v OO U) oo U) CO CO (D N N N N CO CO op ni CD N 0) N
(N . .- .- . N .- N N N N .- (N .- .- . r .- r .- N N CV ,- .- N N
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C C N U U ~ I- C1 cc �0 0 8 , Q .. N N
1 = C - Ca •m Co ._ a) 0) `' c ., . c „., U U O a) Z 0 O O
w,'- U .V a) ` I- I- C N .E T j,(n c Q a y0 U O = W m O f_n LL LL
C = C C U U ` (n m
C o o L L a) - o - 0)--,U U m Z c . - g c O CD (0 a CD CD Z OUi • w 0 0
• m m-a OU) 0 a2) en- _ = m > ' m a aEi aw o o U y c c n w 0-.c .., cc
t >.Q H H fn u) a`) a`) a`) a`) v) Z m o 0 C C •-o Z c) cc)E zT- c 3 c o w C c
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iz ..)o o ami Omi a°�i ami C c C U C Q - F• o o I • H c) N w = m w a m it. w - •a Q p
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C C C C 7 .- < C C � L C O t L s L L L - D O O .-
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Cl) 00000000000U) 0U) OU) OOOU) U) OUO 00000000 U) OO OO
"O O N 0, up N CDN U) CO Cp .- CD 00 00 O) O) O) 0) U) CO CO 0D 00 CD .— 0/ U) N- .—0) Ns CO d' U) CD CD •-
U0 ZMMM) MMMMNrd' Nrd• .- .-NrNrN U) U) CD CO CD CD CO co CO N- N- N N N- N- 000000 OOO �
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< z c N O � -
CO o c c t°> `> C Z c c c ° 1 = Q c D c c .@ 2 E E E DE co Lo CU m co O Q o c
0 7 0 0 0 Co 7 O 0 0 0 .N 7 0 Co 0 0 0 0 0 D 7 7 7 m .0 _0 _0 -0 _0 W 0 J o ._ Z
UO. QQ QdmCD U U U U > dE- ZCnI- U UIY = _ _ = J JJJ J .J J J W 0- C) U U W
0 0 0 0 0 CD to c) O to c, U) co U) co) to O c) U) O c) O O co co to c) c, c) U) to O
"0 p U) CT O - N N U) O O c- N N M M d• U) LOCO - N Cl) N Cl) d• d• U) <- N d•
O ZI Cl) Cl) d• d' dt d• d' U) LC) U) U) LC) (f) U) U) to to U) to co CD CD N N N I N M CT CT CT CT
U 0 0 0 0 0 0 0 000000000000 0 0 0 0000 O 0 0 0 0 0
PAGE 105C
652-5 Wastewater Trent n1„t ChfOpo..ator. A8410 18.64 19.12 20.25 21.05 2486 22.67
6530 Mai to„a„ce Mecha„ie T 0,8445 16.04 16.61 4-746 17.72 18.27 18.82
6550 Maintenance Mecha„ic II 08125 18.14 18.74 19.31 19.97 20.60 21.24
6560 084-30 43 7.0 16.75 17.78 18.82 4-9,90 20.91
6564- Fabrication r,rech n c rr 08435 4-7,40 18.41 19.33 20.34 24,9 22.27
6565 Power Sy te...S Mecha„ic r 08440 43:70 16.75 17.78 18.82 4-9:90 20.91
6566 Power Sy..tem Mechanic rr 08445 17.40 18.11 19.33 20.31 2449 22.27
6570 Stacie f ary Enginee.-r 08430 4636 17.25 18.14 19.03 19.92 20.83
6630 Dispatehef 08470 12.18 13.05 43760 11.18 11.75 4 29
CUSTODIAL (09)
6720 Public Eve„tc Worker 09440 11.82 12.43 4-3,06 43,66 14.32 11.92
6750 Pub1 c Eve„ts Foram „ 09445 4-4:76 15.58 16.38 17.16 18.00 4&80
TRADES (10)
684-0 Painter 10105 16.81 17.51 18.18 18.88 49,60 20.33
6820 Sig er 404 40 16.81 17.51 18.18 18.88 4-9760 20.33
6840 Welder 10115 18.41 19.05 4 70 2036 21.02 24,69
6860 Traffic Signal Repairer 4-04-20 4-809 18.82 19.58 20.34 24-06 21.85
6870 10125 20.77 24,50 2249, 23706 23.83 21.61
PARK AND RECREATION (11)
6940 Landscape Garde„er 11105 15.52 16.01 16.62 -1-7--1-6 17.74 4-849
6920 44440 17.51 18.11 18.75 19.34 19.98 20.63
6930 Tree Trimmer I 44420 15.11 43-60 46 09 16.67 17.17 17.72
6960 Tree Trimmer II 11125 4636 17.23 47-90 18.55 4-9,2-0 19.82
6970 11130 1,230.52 4 7-5.00 1,319.40 1,363.83 4,409.50 1,153.92
6980 Park Caretaker I 11135 12.83 13.28 13.75 11.21 11.71 4546
6990 nark Caretaker 11 44440 13.92 11.42 11.92 43-49 15.98 16.48
7050 Reereatie r eager 1 44460 15.42 16.21 46 99 17.78 4$-59 19.34
7068 nary.:„,.r of Foreman 11165 12.48 13.05 13.60 14.18 11.75 43:29
7070 Public Events Engineer 44470 4849 4--76 20.83 21.84 22.81 23.83
Rectair-eFflent-t
W ire
LBL 1 year at"A"
1 year at"B"
LDL 1 year at"C"
LEL 1 year at"D"
F! 1 year at"E"
22-49 23.62 24.76 25,90 27.01
EQUIPMENT OPERATIONS&REPAIR (07)
6348 07405 14.17 4490 15.35 15.81 16.31 16.78
6320 07440 15.58 16.22 16.83 4 46 4-8.1-0 48,68
6330 0744-5 47-16 17.84 18.52 19.17 19.75 20.44
6370 ^utomotiye Seryicer 07420 13.95 14.54 4549 15.83 16.45 4-7 06
6380 074255 16.58 17.33 18.03 18.68 4-9,39 20.11
6390 07430 17.11 17.87 4459 19.31 20.04 20.78
6395 07435 20.93 24 9 22.68 23.54 24.44 25 0
PLANT OPERATIONS (08)
65-2-0 Wastewater Trmt Plant Operator I 08105 45,39 4 09 16.87 47,60 18.33 19.08
t nla„t O erater r 08105 15.01 4540 4-6:46 17.17 17.88 18.61
75 17.14 4-84-6
C) LL QLi a C9CDa. aCCCCCCC) WC) W0
a) OOOOOOOLOO OO 0U) 00000000U) 0
'D O N M 4 N- co C)) V• Tr U) V' U) r r M V' O r C•') d• U) CO CO N-
O ZI N N N M cc) V• V' V• V• U) U) U) U) U) to to U)
UNNNNNNNNN N N N N N N N N N N N N N N
V- .- V". 00 Co N N (N .- CD N
QI N 00 CD O co U) a' CO 00 CD M 0 0, N M .- M CD M CD CO N- CO op 00 co 6 CO CO 0')
Nt CO OD d^N 00 U) O) N CD N N N OD N- Tr 00 Nr 00 00 00 00 N N- N ,-- r- .- .- N N C d^N- 00 0)
U) N Cj U) 4 M V O 'V' N O N N CO N 0) 00 0) 00 O OD O O N- - CO CO CO CO 4 O 00 O) N- N O U)
- CO U) 4 U) U) CO 4 U) CON N ti U) N d' U) 4 U) U) U) U) N N U) U) U) U) U) U) N- U) 4 N- CO 44
U U U U U U U U U U U U 0000000000 00000000 000 00
a m . 7 N N 7 N N N M 7 N 7 N 7 N .— .— M M N M M N N M M M M M M N N .- N N N N
Q' O Cn N CD 00 ,- O) CO O M Nr CO OO CO v 00 v OO U) oo U) CO CO (D N N N N CO CO op ni CD N 0) N
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C C N U U ~ I- C1 cc �0 0 8 , Q .. N N
1 = C - Ca •m Co ._ a) 0) `' c ., . c „., U U O a) Z 0 O O
w,'- U .V a) ` I- I- C N .E T j,(n c Q a y0 U O = W m O f_n LL LL
C = C C U U ` (n m
C o o L L a) - o - 0)--,U U m Z c . - g c O CD (0 a CD CD Z OUi • w 0 0
• m m-a OU) 0 a2) en- _ = m > ' m a aEi aw o o U y c c n w 0-.c .., cc
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iz ..)o o ami Omi a°�i ami C c C U C Q - F• o o I • H c) N w = m w a m it. w - •a Q p
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m c2 m m c c c c m >> > > - > - > c • . E o O > cn m mE C �, m
C C C C 7 .- < C C � L C O t L s L L L - D O O .-
UmtYEwwwwa000C70O cn swWl - aawo Z UUUUUUaa m UUU J UU
Cl) 00000000000U) 0U) OU) OOOU) U) OUO 00000000 U) OO OO
"O O N 0, up N CDN U) CO Cp .- CD 00 00 O) O) O) 0) U) CO CO 0D 00 CD .— 0/ U) N- .—0) Ns CO d' U) CD CD •-
U0 ZMMM) MMMMNrd' Nrd• .- .-NrNrN U) U) CD CO CD CD CO co CO N- N- N N N- N- 000000 OOO �
.- .- N N N N N
< z c N O � -
CO o c c t°> `> C Z c c c ° 1 = Q c D c c .@ 2 E E E DE co Lo CU m co O Q o c
0 7 0 0 0 Co 7 O 0 0 0 .N 7 0 Co 0 0 0 0 0 D 7 7 7 m .0 _0 _0 -0 _0 W 0 J o ._ Z
UO. QQ QdmCD U U U U > dE- ZCnI- U UIY = _ _ = J JJJ J .J J J W 0- C) U U W
0 0 0 0 0 CD to c) O to c, U) co U) co) to O c) U) O c) O O co co to c) c, c) U) to O
"0 p U) CT O - N N U) O O c- N N M M d• U) LOCO - N Cl) N Cl) d• d• U) <- N d•
O ZI Cl) Cl) d• d' dt d• d' U) LC) U) U) LC) (f) U) U) to to U) to co CD CD N N N I N M CT CT CT CT
U 0 0 0 0 0 0 0 000000000000 0 0 0 0000 O 0 0 0 0 0
PAGE 106C
APPENDIX 6
CLASSIFICATIONS - CIVILIAN BARGAINING UNIT
2009-2010 SALARIES: 0%increase over 2008 hourly rates.
Class Range
Code Class Title Code T A B C D E F
CLERICAL (00)
5010 Clerk Messenger 00105 0.00 9.72 10.19 10.68 11.19 11.66 12.18
5015 Driver/Messenger 00115 0.00 11.50 12.20 12.86 13.48 14.16 14.79
5020 Clerk I 00110 0.00 10.26 10.79 11.31 11.84 12.36 12.92
5030 Clerk II 00115 0.00 11.50 12.20 12.86 13.48 14.16 14.79
5040 Senior Clerk 00120 0.00 13.24 14.00 14.75 15.49 16.25 16.97
5070 Clerk Typist I 00125 0.00 10.62 11.21 11.76 12.31 12.88 13.44
5080 Clerk Typi t II 00130 0.00 11.83 12.46 13.08 13.70 14.33 14.93
5110 Secretary - 00135 0.00 12.83 13.47 14.10 14.77 15.40 16.04
5120 Secretary II 00140 0.00 13.44 14.12 14.83 15.56 16.27 16.94
5130 Secretary III 00145 0.00 14.16 14.90 15.70 16.47 17.29 18.06
5135 Information Services Tech. 00147 0.00 12.83 13.47 14.10 14.77 15.40 16.04
5140 Police Information Operator I 00150 0.00 15.30 15.73 16.13 16.52 16.94 17.36
5150 Police Information Operator II 00155 0.00 16.13 16.61 17.06 17.54 18.03 18.52
5170 Cashier 00165 0.00 12.18 12.73 13.33 13.90 14.48 15.11
5190 Account Clerk 00170 0.00 14.42 15.11 15.71 16.38 17.00 17.70
5195 Receptionist 00175 0.00 9.72 10.19 10.68 11.19 11.66 12.18
OFFICE EQUIPMENT (01)
5230 Computer Operator 01105 0.00 15.51 16.09 16.78 17.39 18.03 18.63
5250 Microsystems Support Asst. 01115 0.00 15.51 16.09 16.78 17.39 18.03 18.63
5285 Printer Operator I 01120 0.00 13.35 13.87 14.42 14.92 15.49 16.01
5290 Printer Operator II 01125 0.00 15.51 16.09 16.78 17.39 18.03 18.63
STORES (02)
5410 Partskeeper I 02105 0.00 13.51 14.12 14.75 15.34 15.97 16.56
5420 Partskeeper II 02110 0.00 16.36 16.89 17.46 18.03 18.56 19.15
5430 Storekeeper I 02115 0.00 14.29 14.93 15.60 16.29 16.89 17.58
5432 Storekeeper II 02116 0.00 17.26 17.87 18.48 19.07 19.68 20.28
5440 Parts Driver 02120 0.00 10.26 10.79 11.31 11.84 12.36 12.92
ALLIED (03)
5560 Wastewater Monitoring Tech. 03120 0.00 15.15 16.13 17.13 18.18 19.21 20.23
5565 Wastewater Monitoring Asst. 03125 0.00 12.67 13.48 14.32 15.15 15.96 16.80
5567 Wastewater Residuals Tech. 03127 0.00 18.64 19.42 20.25 21.05 21.86 22.67
5570 Laboratory Technician I . 03130 0.00 15.58 16.20 16.81 17.41 18.05 18.63
5575 Laboratory Technician II 03135 0.00 17.36 17.97 18.61 19.25 19.91 20.48
5595 Crime Laboratory Trainee 03145 0.00 16.29 16.98 17.72 18.46 19.19 19.92
5605 Crime Laboratory Technician 03155 0.00 18.74 19.61 20.47 21.39 22.26 23.11
la„t O erater r 08105 15.01 4540 4-6:46 17.17 17.88 18.61
75 17.14 4-84-6
C) LL QLi a C9CDa. aCCCCCCC) WC) W0
a) OOOOOOOLOO OO 0U) 00000000U) 0
'D O N M 4 N- co C)) V• Tr U) V' U) r r M V' O r C•') d• U) CO CO N-
O ZI N N N M cc) V• V' V• V• U) U) U) U) U) to to U)
UNNNNNNNNN N N N N N N N N N N N N N N
V- .- V". 00 Co N N (N .- CD N
QI N 00 CD O co U) a' CO 00 CD M 0 0, N M .- M CD M CD CO N- CO op 00 co 6 CO CO 0')
Nt CO OD d^N 00 U) O) N CD N N N OD N- Tr 00 Nr 00 00 00 00 N N- N ,-- r- .- .- N N C d^N- 00 0)
U) N Cj U) 4 M V O 'V' N O N N CO N 0) 00 0) 00 O OD O O N- - CO CO CO CO 4 O 00 O) N- N O U)
- CO U) 4 U) U) CO 4 U) CON N ti U) N d' U) 4 U) U) U) U) N N U) U) U) U) U) U) N- U) 4 N- CO 44
U U U U U U U U U U U U 0000000000 00000000 000 00
a m . 7 N N 7 N N N M 7 N 7 N 7 N .— .— M M N M M N N M M M M M M N N .- N N N N
Q' O Cn N CD 00 ,- O) CO O M Nr CO OO CO v 00 v OO U) oo U) CO CO (D N N N N CO CO op ni CD N 0) N
(N . .- .- . N .- N N N N .- (N .- .- . r .- r .- N N CV ,- .- N N
U M
O U_ - Tr
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m L .. CD W - m m
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Z Z E E
C C N U U ~ I- C1 cc �0 0 8 , Q .. N N
1 = C - Ca •m Co ._ a) 0) `' c ., . c „., U U O a) Z 0 O O
w,'- U .V a) ` I- I- C N .E T j,(n c Q a y0 U O = W m O f_n LL LL
C = C C U U ` (n m
C o o L L a) - o - 0)--,U U m Z c . - g c O CD (0 a CD CD Z OUi • w 0 0
• m m-a OU) 0 a2) en- _ = m > ' m a aEi aw o o U y c c n w 0-.c .., cc
t >.Q H H fn u) a`) a`) a`) a`) v) Z m o 0 C C •-o Z c) cc)E zT- c 3 c o w C c
m m c c c m o c c c o c ai - aci aci w H U U m O � z adi E ao) a�i > E CC c Q L c c
r. F- , - - - - o) O o) O o) c H m E E U U o a) X Z m t U w .s .g
iz ..)o o ami Omi a°�i ami C c C U C Q - F• o o I • H c) N w = m w a m it. w - •a Q p
y - - - . . . c• U w w w w Cn Z U U E d N N 4) a a c c J •-
m c2 m m c c c c m >> > > - > - > c • . E o O > cn m mE C �, m
C C C C 7 .- < C C � L C O t L s L L L - D O O .-
UmtYEwwwwa000C70O cn swWl - aawo Z UUUUUUaa m UUU J UU
Cl) 00000000000U) 0U) OU) OOOU) U) OUO 00000000 U) OO OO
"O O N 0, up N CDN U) CO Cp .- CD 00 00 O) O) O) 0) U) CO CO 0D 00 CD .— 0/ U) N- .—0) Ns CO d' U) CD CD •-
U0 ZMMM) MMMMNrd' Nrd• .- .-NrNrN U) U) CD CO CD CD CO co CO N- N- N N N- N- 000000 OOO �
.- .- N N N N N
< z c N O � -
CO o c c t°> `> C Z c c c ° 1 = Q c D c c .@ 2 E E E DE co Lo CU m co O Q o c
0 7 0 0 0 Co 7 O 0 0 0 .N 7 0 Co 0 0 0 0 0 D 7 7 7 m .0 _0 _0 -0 _0 W 0 J o ._ Z
UO. QQ QdmCD U U U U > dE- ZCnI- U UIY = _ _ = J JJJ J .J J J W 0- C) U U W
0 0 0 0 0 CD to c) O to c, U) co U) co) to O c) U) O c) O O co co to c) c, c) U) to O
"0 p U) CT O - N N U) O O c- N N M M d• U) LOCO - N Cl) N Cl) d• d• U) <- N d•
O ZI Cl) Cl) d• d' dt d• d' U) LC) U) U) LC) (f) U) U) to to U) to co CD CD N N N I N M CT CT CT CT
U 0 0 0 0 0 0 0 000000000000 0 0 0 0000 O 0 0 0 0 0
PAGE 107C
5615 Senior Crime Laboratory Tech_ 03165 0.00 20.62 21.57 22.51 23.52 24.50 25.44
5620 Detention Technician 03170 0.00 14.42 15.26 16.14 17.00 17.91 18.76
ENGINEERING (04)
5710 Engineering Aide I 04105 0.00 12.84 13.36 13.87 14.42 14.92 15.46
5720 Engineering Aide II 04110 0.00 13.82 14.43 15.07 15.64 16.27 16.85
5730 Traffic Engineering Aide 04125 0.00 17.60 18.43 19.23 20.06 20.89 21.69
5740 Drafting Technician I 04115 0.00 13.70 14.35 15.07 15.70 16.38 17.03
5750 Drafting Technician II 04120 0.00 16.72 17.46 18.17 18.94 19.67 20.40
5770 Construction Inspector 04125 0.00 17.60 18.43 19.23 20.06 20.89 21.69
5810 Public Works Assessor 04130 0.00 19.82 20.78 21.69 22.63 23.53 24.48
5830 Right of Way Agent I 04135 0.00 19.82 20.78 21.69 22.63 23.53 24.48
5840 GIS Technician I 04140 0.00 17.17 18.10 18.89 19.68 20.49 21.16
5850 GIS Technician II 04145 0.00 19.23 20.15 21.05 21.97 22.88 23.88
INSPECTION (05)
5910 Field Inspector 05105 0.00 16.03 17.08 18.15 19.20 20.23 21.28
5920 Environmental Inspector 05108 0.00 18.44 19.33 20.27 21.19 22.09 23.03
5930 Air Quality Control Inspector 05115 0.00 15.84 16.98 18.15 19.27 20.43 21.56
5940 Housing Inspector 05120 0.00 18.44 19.33 20.27 21.19 22.09 23.03
5945 Zoning Inspector 05123 0.00 18.44 19.33 20.27 21.19 22.09 23.03
5950 Building Inspector 05125 0.00 19.71 20.69 21.63 22.63 23.58 24.55
5970 Electrical Inspector 05135 0.00 19.19 20.23 21.29 22.33 23.41 24.48
5990 H.V.A.C. Inspector 05145 0.00 20.11 20.98 21.85 22.71 23.58 24.47
6000 Mechanical Inspector 05150 0.00 19.71 20.69 21.63 22.63 23.58 24.55
6010 Plumbing Inspector 05155 0.00 19.62 20.65 21.62 22.63 23.61 24.62
LABOR (06)
6105 Compost Laborer 06100 0.00 11.82 12.43 13.06 13.66 14.32 14.92
6110 Laborer 06105 0.00 12.61 13.14 13.75 14.29 14.86 15.42
6115 Stablehand 00115 0.00 11.50 12.20 12.86 13.48 14.16 14.79
6120 Semi-skilled Laborer 06110 0.00 14.04 14.73 15.31 15.98 16.62 17.32
6140 Parking Control Technician 06115 0.00 12.88 13.49 14.12 14.76 15.35 15.99
6200 Maintenance Repairer I 06125 0.00 15.45 16.08 16.80 17.46 18.13 18.76
6210 Maintenance Repairer II 06130 0.00 16.07 16.94 17.78 18.64 19.52 20.35
6230 Electrician 06135 0.00 19.41 20.45 21.48 22.50 23.53 24.57
6240 Plumber 06140 0.00 19.41 20.45 21.48 22.50 23.53 24.57
6250 Master Electrician 06145 0.00 21.37 22.49 23.62 24.76 25.90 27.04
6260 Master Plumber 06150 0.00 21.37 22.49 23.62 24.76 25.90 27.04
EQUIPMENT OPERATIONS&REPAIR (07)
6310 Automotive Eqpmnt Operator I 07105 13.75 14.47 14.90 15.35 15.84 16.31 16.78
6320 Automotive Eqpmnt Operator II 07110 0.00 15.58 16.22 16.83 17.46 18.10 18.68
6330 Automotive Eqpmnt Operator III 07115 0.00 17.16 17.84 18.52 19.17 19.75 20.44
6370 Automotive Servicer 07120 0.00 13.95 14.54 15.19 15.83 16.45 17.06
6380 Automotive Body Repairer 07125 0.00 16.58 17.33 18.03 18.68 19.39 20.11
6390 Automotive Mechanic 07130 0.00 17.11 17.87 18.59 19.31 20.04 20.78
6395 Aviation Mechanic 07135 0.00 20.93 21.79 22.68 23.54 24.44 25.30
U U U U U U U U U U 0000000000 00000000 000 00
a m . 7 N N 7 N N N M 7 N 7 N 7 N .— .— M M N M M N N M M M M M M N N .- N N N N
Q' O Cn N CD 00 ,- O) CO O M Nr CO OO CO v 00 v OO U) oo U) CO CO (D N N N N CO CO op ni CD N 0) N
(N . .- .- . N .- N N N N .- (N .- .- . r .- r .- N N CV ,- .- N N
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PAGE 108C
PLANT OPERATIONS (08)
6520 Wastewater Trmt Plant Operator 08105 0.00 15.39 16.09 16.87 17.60 18.33 19.08
6525 Wastewater Trmt Plnt Chf Operator 08110 0.00 18.64 19.42 20.25 21.05 21.86 22.67
6530 Maintenance Mechanic I 08115 0.00 16.04 16.61 17.16 17.72 18.27 18.82
6550 Maintenance Mechanic II 08125 0.00 18.14 18.74 19.34 19.97 20.60 21.24
6560 Fabrication Mechanic I 08130 0.00 15.70 16.75 17.78 18.82 19.90 20.91
6561 Fabrication Mechanic II 08135 0.00 17.40 18.41 19.33 20.34 21.29 22.27
6565 Power Systems Mechanic I 08140 0.00 15.70 16.75 17.78 18.82 19.90 20.91
6566 Power Systems Mechanic II 08145 0.00 17.40 18.41 19.33 20.34 21.29 22.27
6570 Stationary Engineer I 08150 0.00 16.36 17.25 18.14 19.03 19.92 20.83
6630 Dispatcher 08170 0.00 12.48 13.05 13.60 14.18 14.75 15.29
CUSTODIAL (09)
6720 Public Events Worker 09110 0.00 11.82 12.43 13.06 13.66 14.32 14.92
6750 Public Events Foreman 09115 0.00 14.76 15.58 16.38 17.16 18.00 18.80
TRADES (10)
6810 Painter 10105 0.00 16.81 17.51 18.18 18.88 19.60 20.33
6820 Sign Painter 10110 0.00 16.81 17.51 18.18 18.88 19.60 20.33
6840 Welder 10115 0.00 18.41 19.05 19.70 20.36 21.02 21.69
6860 Traffic Signal Repairer 10120 0.00 18.09 18.82 19.58 20.34 21.06 21.85
6870 Traffic Signal Technician 10125 0.00 20.77 21.50 22.29 23.06 23.83 24.61
PARK AND RECREATION (1 1)
6910 Landscape Gardener 11105 0.00 15.52 16.04 16.62 17.16 17.74 18.29
6920 Nurserykeeper 11110 0.00 17.51 18.14 18.75 19.34 19.98 20.63
6950 Tree Trimmer I 11120 0.00 15.11 15.60 16.09 16.67 17.17 17.72
6960 Tree Trimmer II 11125 0.00 16.56 17.23 17.90 18.55 19.20 19.82
6970 Marina Caretaker 11130 0.00 1,230.52 1,275.00 1,319.40 1,363.83 1,409.50 1453.92
6980 Park Caretaker I 11135 0.00 12.83 13.28 13.75 14.21 14.71 15.16
6990 Park Caretaker II 11140 0.00 13.92 14.42 14.92 15.49 15.98 16.48
7050 Recreation Leader 11160 0.00 15.42 16.24 16.99 17.78 18.59 19.34
7060 Parking Lot Foreman 11165 0.00 12.48 13.05 13.60 14.18 14.75 15.29
7070 Public Events Engineer 11170 0.00 18.79 19.76 20.83 21.84 22.81 23.83
7110 Convention Services Assistant 11175 0.00 12.83 13.47 14.10 14.77 15.40 16.04
7115 Convention Sales Assistant 11180 0.00 12.83 13.47 14.10 14.77 15.40 16.04
STEP PROGRESSION:
•
Step Requirement* Step Requirement*
"T" AEO I Only:Up to six months "D" 1 year at"C"
A Initial Hire E 1 year at"D"
"B" 1 year at"A" "F" 1 year at"E"
"C" 1 year at"B"
*Progression from step to step is also dependent on satisfactory job performance.
Actual pay for employees in this group is calculated from the hourly rate and rounded to the closest penny.
13.75 14.47 14.90 15.35 15.84 16.31 16.78
6320 Automotive Eqpmnt Operator II 07110 0.00 15.58 16.22 16.83 17.46 18.10 18.68
6330 Automotive Eqpmnt Operator III 07115 0.00 17.16 17.84 18.52 19.17 19.75 20.44
6370 Automotive Servicer 07120 0.00 13.95 14.54 15.19 15.83 16.45 17.06
6380 Automotive Body Repairer 07125 0.00 16.58 17.33 18.03 18.68 19.39 20.11
6390 Automotive Mechanic 07130 0.00 17.11 17.87 18.59 19.31 20.04 20.78
6395 Aviation Mechanic 07135 0.00 20.93 21.79 22.68 23.54 24.44 25.30
U U U U U U U U U U 0000000000 00000000 000 00
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PAGE 109C
CLASSIFICATIONS - CIVILIAN BARGAINING UNIT
2011 SALARIES: 3.5%increase over 2010 hourly rates.
Class Range
Code Class Title Code T A B C D E F
CLERICAL (00)
5010 Clerk Messenger 00105 0.00 10.06 10.55 11.05 11.58 12.07 12.61
5015 Driver/Messenger 00115 0.00 11.90 12.63 13.31 13.95 14.66 15.31
5020 Clerk I 00110 0.00 10.62 11.17 11.71 12.25 12.79 13.37
5030 Clerk II 00115 0.00 11.90 12.63 13.31 13.95 14.66 15.31
5040 Senior Clerk 00120 0.00 13.70 14.49 15.27 16.03 16.82 17.56
5070 Clerk Typist I 00125 0.00 10.99 11.60 12.17 12.74 13.33 13.91
5080 Clerk Typist II 00130 0.00 12.24 12.90 13.54 14.18 14.83 15.45
5110 Secretary I 00135 0.00 13.28 13.94 14.59 15.29 15.94 16.60
5120 Secretary II 00140 0.00 13.91 14.61 15.35 16.10 16.84 17.53
5130 Secretary III 00145 0.00 14.66 15.42 16.25 17.05 17.90 18.69
5135 Information Services Tech. 00147 0.00 13.28 13.94 14.59 15.29 15.94 16.60
5140 Police Information Operator I 00150 0.00 15.84 16.28 16.69 17.10 17.53 17.97
5150 Police Information Operator II 00155 0.00 16.69 17.19 17.66 18.15 18.66 19.17
5170 Cashier 00165 0.00 12.61 13.18 13.80 14.39 14.99 15.64
5190 Account Clerk 00170 0.00 14.92 15.64 16.26 16.95 17.60 18.32
5195 Receptionist 00175 0.00 10.06 10.55 11.05 11.58 12.07 12.61
OFFICE EQUIPMENT (01)
5230 Computer Operator 01105 0.00 16.05 16.65 17.37 18.00 18.66 19.28
5250 Microsystems Support Asst. 01115 0.00 16.05 16.65 17.37 18.00 18.66 19.28
5285 Printer Operator I 01120 0.00 13.82 14.36 14.92 15.44 16.03 16.57
5290 Printer Operator II 01125 0.00 16.05 16.65 17.37 18.00 18.66 19.28
STORES (02)
5410 Partskeeper I 02105 0.00 13.98 14.61 15.27 15.88 16.53 17.14
5420 Partskeeper II 02110 0.00 16.93 17.48 18.07 18.66 19.21 19.82
5430 Storekeeper I 02115 0.00 14.79 15.45 16.15 16.86 17.48 18.20
5432 Storekeeper II 02116 0.00 17.86 18.50 19.13 19.74 20.37 20.99
5440 Parts Driver 02120 0.00 10.62 11.17 11.71 12.25 12.79 13.37
ALLIED (03)
5560 Wastewater Monitoring Tech. 03120 0.00 15.68 16.69 17.73 18.82 19.88 20.94
5565 Wastewater Monitoring Asst. 03125 0.00 13.11 13.95 14.82 15.68 16.52 17.39
5567 Wastewater Residuals Tech. 03127 0.00 19.29 20.10 20.96 21.79 22.63 23.46
5570 Laboratory Technician I 03130 0.00 16.13 16.77 17.40 18.02 18.68 19.28
5575 Laboratory Technician II 03135 0.00 17.97 18.60 19.26 19.92 20.61 21.20
5595 Crime Laboratory Trainee 03145 .0.00 16.86 17.57 18.34 19.11 19.86 20.62
5605 Crime Laboratory Technician 03155 0.00 19.40 20.30 21.19 22.14 23.04 23.92
5615 Senior Crime Laboratory Tech. 03165 0.00 21.34 22.32 23.30 24.34 25.36 26.33
5620 Detention Technician 03170 0.00 14.92 15.79 16.70 17.60 18.54 19.42
ive Eqpmnt Operator III 07115 0.00 17.16 17.84 18.52 19.17 19.75 20.44
6370 Automotive Servicer 07120 0.00 13.95 14.54 15.19 15.83 16.45 17.06
6380 Automotive Body Repairer 07125 0.00 16.58 17.33 18.03 18.68 19.39 20.11
6390 Automotive Mechanic 07130 0.00 17.11 17.87 18.59 19.31 20.04 20.78
6395 Aviation Mechanic 07135 0.00 20.93 21.79 22.68 23.54 24.44 25.30
U U U U U U U U U U 0000000000 00000000 000 00
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PAGE 110C
ENGINEERING (04)
5710 Engineering Aide I 04105 0.00 13.29 13.83 14.36 14.92 15.44 16.00
5720 Engineering Aide II 04110 0.00 14.30 14.94 15.60 16.19 16.84 17.44
5730 Traffic Engineering Aide 04125 0.00 18.22 19.08 19.90 20.76 21.62 22.45
5740 Drafting Technician I 04115 0.00 14.18 14.85 15.60 16.25 16.95 17.63
5750 Drafting Technician II 04120 0.00 17.31 18.07 18.81 19.60 20.36 21.11
5770 Construction Inspector 04125 0.00 18.22 19.08 19.90 20.76 21.62 22.45
5810 Public Works Assessor 04130 0.00 20.51 21.51 22.45 23.42 24.35 25.34
5830 Right of Way Agent I 04135 0.00 20.51 21.51 22.45 23.42 24.35 25.34
5840 GIS Technician I 04140 0.00 17.77 18.73 19.55 20.37 21.21 21.90
5850 GIS Technician II 04145 0.00 19.90 20.86 21.79 22.74 23.68 24.72
INSPECTION (05)
5910 Field Inspector 05105 0.00 16.59 17.68 18.79 19.87 20.94 22.02
5920 Environmental Inspector 05108 0.00 19.09 20.01 20.98 21.93 22.86 23.84
5930 Air Quality Control Inspector 05115 0.00 16.39 17.57 18.79 19.94 21.15 22.31
5940 Housing Inspector 05120 0.00 19.09. 20.01 20.98 21.93 22.86 23.84
5945 Zoning Inspector 05123 0.00 19.09 20.01 20.98 21.93 22.86 23.84
5950 Building Inspector 05125 0.00 20.40 21.41 22.39 23.42 24.41 25.41
5970 Electrical Inspector 05135 0.00 19.86 20.94 22.04 23.11 24.23 25.34
5990 H.V.A.C. Inspector 05145 0.00 20.81 21.71 22.61 23.50 24.41 25.33
6000 Mechanical Inspector 05150 0.00 20.40 21.41 22.39 23.42 24.41 25.41
6010 Plumbing Inspector 05155 0.00 20.31 21.37 22.38 23.42 24.44 25.48
LABOR (06)
6105 Compost Laborer 06100 0.00 12.23 12.87 13.52 14.14 14.82 15.44
6110 Laborer 06105 0.00 13.05 13.60 14.23 14.79 15.38 15.96
6115 Stablehand 00115 0.00 11.90 12.63 13.31 13.95 14.66 15.31
6120 Semi-skilled Laborer 06110 0.00 14.53 15.25 15.85 16.54 17.20 17.93
6140, Parking Control Technician 06115 0.00 13.33 13.96 14.61 15.28 15.89 16.55
6200 Maintenance Repairer I 06125 0.00 15.99 16.64 17.39 18.07 18.76 19.42
6210 Maintenance Repairer II 06130 0.00 16.63 17.53 18.40 19.29 20.20 21.06
6230 Electrician 06135 0.00 20.09 21.17 22.23 23.29 24.35 25.43
6240 Plumber 06140 0.00 20.09 21.17 22.23 23.29 24.35 25.43
6250 Master Electrician 06145 0.00 22.12 23.28 24.45 25.63 26.81 27.99
6260 Master Plumber 06150 0.00 22.12 23.28 24.45 25.63 26.81 27.99
EQUIPMENT OPERATIONS&REPAIR (07)
6310 Automotive Eqpmnt Operator I 07105 13.75 14.98 15.42 15.89 16.39 16.88 17.37
6320 Automotive Eqpmnt Operator II 07110 0.00 16.13 16.79 17.42 18.07 18.73 19.33
6330 Automotive Eqpmnt Operator III 07115 0.00 17.76 18.46 19.17 19.84 20.44 21.16
6370 Automotive Servicer 07120 0.00 14.44 15.05 15.72 16.38 17.03 17.66
6380 Automotive Body Repairer 07125 0.00 17.16 17.94 18.66 19.33 20.07 20.81
6390 Automotive Mechanic 07130 0.00 17.71 18.50 19.24 19.99 20.74 21.51
6395 Aviation Mechanic 07135 0.00 21.66 22.55 23.47 24.36 25.30 26.19
PLANT OPERATIONS (08)
.39 20.11
6390 Automotive Mechanic 07130 0.00 17.11 17.87 18.59 19.31 20.04 20.78
6395 Aviation Mechanic 07135 0.00 20.93 21.79 22.68 23.54 24.44 25.30
U U U U U U U U U U 0000000000 00000000 000 00
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PAGE 111C
6520 Wastewater Trmt Plant Operator 08105 0.00 15.93 16.65 17.46 18.22 18.97 19.75
6525 Wastewater Trmt Plnt Chf Operator 08110 0.00 19.29 20.10 20.96 21.79 22.63 23.46
6530 Maintenance Mechanic I 08115 0.00 16.60 17.19 17.76 18.34 18.91 19.48
6550 Maintenance Mechanic II 08125 0.00 18.77 19.40 20.02 20.67 21.32 21.98
6560 Fabrication Mechanic I 08130 0.00 16.25 17.34 18.40 19.48 20.60 21.64
6561 Fabrication Mechanic II 08135 0.00 18.01 19.05 20.01 21.05 22.04 23.05
6565 Power Systems Mechanic I 08140 0.00 16.25 17.34 18.40 19.48 20.60 21.64
6566 Power Systems Mechanic II 08145 0.00 18.01 19.05 20.01 21.05 22.04 23.05
6570 Stationary Engineer I 08150 0.00 16.93 17.85 18.77 19.70 20.62 21.56
6630 Dispatcher 08170 0.00 12.92 13.51 14.08 14.68 15.27 15.83
CUSTODIAL (09)
6720 Public Events Worker 09110 0.00 12.23 12.87 13.52 14.14 14.82 15.44
6750 Public Events Foreman 09115 0.00 15.28 16.13 16.95 17.76 18.63 19.46
TRADES (10)
6810 Painter 10105 0.00 17.40 18.12 18.82 19.54 20.29 21.04
6820 Sign Painter 10110 0.00 17.40 18.12 18.82 19.54 20.29 21.04
6840 Welder 10115 0.00 19.05 19.72 20.39 21.07 21.76 22.45
6860 Traffic Signal Repairer 10120 0.00 18.72 19.48 20.27 21.05 21.80 22.61
6870 Traffic Signal Technician 10125 0.00 21.50 22.25 23.07 23.87 24.66 25.47
PARK AND RECREATION (11)
6910 Landscape Gardener 11105 0.00 16.06 16.60 17.20 17.76 18.36 18.93
6920 Nurserykeeper 11110 0.00 18.12 18.77 19.41 20.02 20.68 21.35
6950 Tree Trimmer I 11120 0.00 15.64 16.15 16.65 17.25 17.77 18.34
6960 Tree Trimmer II 11125 0.00 17.14 17.83 18.53 19.20 19.87 20.51
6970 Marina Caretaker 11130 0.00 1,273.59 1,319.63 1,365.58 1,411.56 1,458.83 1504.81
6980 Park Caretaker I 11135 0.00 13.28 13.74 14.23 14.71 15.22 15.69
6990 Park Caretaker II 11140 0.00 14.41 14.92 15.44 16.03 16.54 17.06
7050 Recreation Leader 11160 0.00 15.96 16.81 17.58 18.40 19.24 20.02
7060 Parking Lot Foreman 11165 0.00 12.92 13.51 14.08 14.68 15.27 15.83
7070 Public Events Engineer 11170 0.00 19.45 20.45 21.56 22.60 23.61 24.66
7110 Convention Services Assistant 11175 0.00 13.28 13.94 14.59 15.29 15.94 16.60
7115 Convention Sales Assistant 11180 0.00 13.28 13.94 14.59 15.29 15.94 16.60
7120 OCVB Tourism Assistant 00160 0.00 15.45 16.19 16.93 17.67 18.41 19.16
STEP PROGRESSION:
Step Requirement* Step Requirement*
"T" AEO I Only:Up to six months "D" 1 year at"C"
"A" Initial Hire "E" 1 year at"D"
"B" 1 year at"A" "F" 1 year at"E"
"C" 1 year at"B"
*Progression from step to step is also dependent on satisfactory lob performance.
Actual pay for employees in this group is calculated from the hourly rate and rounded to the closest penny.
21.16
6370 Automotive Servicer 07120 0.00 14.44 15.05 15.72 16.38 17.03 17.66
6380 Automotive Body Repairer 07125 0.00 17.16 17.94 18.66 19.33 20.07 20.81
6390 Automotive Mechanic 07130 0.00 17.71 18.50 19.24 19.99 20.74 21.51
6395 Aviation Mechanic 07135 0.00 21.66 22.55 23.47 24.36 25.30 26.19
PLANT OPERATIONS (08)
.39 20.11
6390 Automotive Mechanic 07130 0.00 17.11 17.87 18.59 19.31 20.04 20.78
6395 Aviation Mechanic 07135 0.00 20.93 21.79 22.68 23.54 24.44 25.30
U U U U U U U U U U 0000000000 00000000 000 00
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PAGE 112C
CLASSIFICATIONS - CIVILIAN BARGAINING UNIT
2012 SALARIES: 3.5%increase over 2011 hourly rates.
Class Range
Code Class Title Code T A B C D E F
CLERICAL (00)
5010 Clerk Messenger 00105 0.00 10.41 10.92 11.44 11.99 12.49 13.05
5015 Driver/Messenger 00115 0.00 12.32 13.07 13.78 14.44 15.17 15.85
5020 Clerk I 00110 0.00 10.99 11.56 12.12 12.68 13.24 13.84
5030 Clerk II 00115 0.00 12.32 13.07 13.78 14.44 15.17 15.85
5040 Senior Clerk 00120 0.00 14.18 15.00 15.80 16.59 17.41 18.17
5070 Clerk Typist 1 00125 0.00 11.37 12.01 12.60 13.19 13.80 14.40
5080 Clerk Typist II 00130 0.00 12.67 13.35 14.01 14.68 15.35 15.99
5110 Secretary I 00135 0.00 13.74 14.43 15.10 15.83 16.50 17.18
5120 Secretary II 00140 0.00 14.40 15.12 15.89 16.66 17.43 18.14
5130 Secretary III 00145 0.00 15.17 15.96 16.82 17.65 18.53 19.34
5135 Information Services Tech. 00147 0.00 13.74 14.43 15.10 15.83 16.50 17.18
5140 Police Information Operator I 00150 0.00 16.39 16.85 17.27 17.70 18.14 18.60
5150 Police Information Operator II 00155 0.00 17.27 17.79 18.28 18.79 19.31 19.84
5170 Cashier 00165 0.00 13.05 13.64 14.28 14.89 15.51 16.19
5190 Account Clerk 00170 0.00 15.44 16.19 16.83 17.54 18.22 18.96
5195 Receptionist 00175 0.00 10.41 10.92 11.44 11.99 12.49 13.05
OFFICE EQUIPMENT (01)
5230 Computer Operator 01105 0.00 16.61 17.23 17.98 18.63 19.31 19.95
5250 Microsystems Support Asst. 01115 0.00 16.61 17.23 17.98 18.63 19.31 19.95
5285 Printer Operator I 01120 0.00 14.30 14.86 15.44 15.98 16.59 17.15
5290 Printer Operator II 01125 0.00 16.61 17.23 17.98 18.63 19.31 19.95
STORES (02)
5410 Partskeeper I 02105 0.00 14.47 15.12 15.80 16.44 17.11 17.74
5420 Partskeeper II 02110 0.00 17.52 18.09 18.70 19.31 19.88 20.51
5430 Storekeeper I 02115 0.00 15.31 15.99 16.72 17.45 18.09 18.84
5432 Storekeeper II 02116 0.00 18.49 19.15 19.80 20.43 21.08 21.72
5440 Parts Driver 02120 0.00 10.99 11.56 12.12 12.68 13.24 13.84
ALLIED (03)
5560 Wastewater Monitoring Tech. 03120 0.00 16.23 17.27 18.35 19.48 20.58 21.67
5565 Wastewater Monitoring Asst. 03125 0.00 13.57 14.44 15.34 16.23 17.10 18.00
5567 Wastewater Residuals Tech. 03127 0.00 19.97 20.80 21.69 22.55 23.42 24.28
5570 Laboratory Technician I 03130 0.00 16.69 17.36 18.01 18.65 19.33 19.95
5575 Laboratory Technician II 03135 0.00 18.60 19.25 19.93 20.62 21.33 21.94
5595 Crime Laboratory Trainee 03145 0.00 17.45 18.18 18.98 19.78 20.56 21.34
5605 Crime Laboratory Technician 03155 0.00 20.08 21.01 21.93 22.91 23.85 24.76
5615 Senior Crime Laboratory Tech. 03165 0.00 22.09 23.10 24.12 25.19 26.25 27.25
5620 Detention Technician 03170 0.00 15.44 16.34 17.28 18.22 19.19 20.10
irer 07125 0.00 17.16 17.94 18.66 19.33 20.07 20.81
6390 Automotive Mechanic 07130 0.00 17.71 18.50 19.24 19.99 20.74 21.51
6395 Aviation Mechanic 07135 0.00 21.66 22.55 23.47 24.36 25.30 26.19
PLANT OPERATIONS (08)
.39 20.11
6390 Automotive Mechanic 07130 0.00 17.11 17.87 18.59 19.31 20.04 20.78
6395 Aviation Mechanic 07135 0.00 20.93 21.79 22.68 23.54 24.44 25.30
U U U U U U U U U U 0000000000 00000000 000 00
a m . 7 N N 7 N N N M 7 N 7 N 7 N .— .— M M N M M N N M M M M M M N N .- N N N N
Q' O Cn N CD 00 ,- O) CO O M Nr CO OO CO v 00 v OO U) oo U) CO CO (D N N N N CO CO op ni CD N 0) N
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U 0 0 0 0 0 0 0 000000000000 0 0 0 0000 O 0 0 0 0 0
PAGE 113C
ENGINEERING (04)
5710 Engineering Aide I 04105 0.00 13.76 14.31 14.86 15.44 . 15.98 16.56
5720 Engineering Aide II 04110 0.00 14.80 15.46 16.15 16.76 17.43 18.05
5730 Traffic Engineering Aide 04125 0.00 18.86 19.75 20.60 21.49 22.38 23.24
5740 Drafting Technician I 04115 0.00 14.68 15.37 16.15 16.82 17.54 18.25
5750 Drafting Technician II 04120 0.00 17.92 18.70 19.47 20.29 21.07 21.85
5770 Construction Inspector 04125 0.00 18.86 19.75 20.60 21.49 22.38 23.24
5810 Public Works Assessor 04130 0.00 21.23 22.26 23.24 24.24 25.20 26.23
5830 Right of Way Agent I 04135 0.00 21.23 22.26 23.24 24.24 25.20 26.23
5840 GIS Technician I 04140 0.00 18.39 19.39 20.23 21.08 21.95 22.67
5850 GIS Technician II 04145 0.00 20.60 21.59 22.55 23.54 24.51 25.59
INSPECTION (05)
5910 Field Inspector 05105 0.00 17.17 18.30 19.45 20.57 21.67 22.79
5920 Environmental Inspector 05108 0.00 19.76 20.71 21.71 22.70 23.66 24.67
5930 Air Quality Control Inspector 05115 0.00 16.96 18.18 19.45 20.64 21.89 23.09
5940 Housing Inspector 05120 0.00 19.76 20.71 21.71 22.70 23.66 24.67
5945 Zoning Inspector 05123 0.00 19.76 20.71 21.71 22.70 23.66 24.67
5950 Building Inspector 05125 0.00 21.11 22.16 23.17 24.24 25.26 26.30
5970 Electrical Inspector 05135 0.00 20.56 21.67 22.81 23.92 25.08 26.23
5990 H.V.A.C.Inspector 05145 0.00 21.54 22.47 23.40 24.32 25.26 26.22
6000 Mechanical Inspector 05150 0.00 21.11 22.16 23.17 24.24 25.26 26.30
6010 Plumbing Inspector 05155 0.00 21.02 22.12 23.16 24.24 25.30 26.37
LABOR (06)
6105 Compost Laborer 06100 0.00 12.66 13.32 13.99 14.63 15.34 15.98
6110 Laborer 06105 0.00 13.51 14.08 14.73 15.31 15.92 16.52
6115 Stablehand 00115 0.00 12.32 13.07 13.78 14.44 15.17 15.85
6120 Semi-skilled Laborer 06110 0.00 15.04 15.78 16.40 17.12 17.80 18.56
6140 Parking Control Technician 06115 0.00 13.80 14.45 15.12 15.81 16.45 17.13
6200 Maintenance Repairer I 06125 0.00 16.55 17.22 18.00 18.70 19.42 20.10
6210 Maintenance Repairer II 06130 0.00 17.21 18.14 19.04 19.97 20.91 21.80
6230 Electrician 06135 0.00 20.79 21.91 23.01 24.11 25.20 26.32
6240 Plumber 06140 0.00 20.79 21.91 23.01 24.11 25.20 26.32
6250 Master Electrician 06145 0.00 22.89 24.09 25.31 26.53 27.75 28.97
6260 Master Plumber . 06150 0.00 22.89 24.09 25.31 26.53 27.75 28.97
EQUIPMENT OPERATIONS&REPAIR (07)
6310 Automotive Eqpmnt Operator I 07105 13.75 15.50 15.96 16.45 16.96 17.47 17.98
6320 Automotive Eqpmnt Operator II 07110 0.00 16.69 17.38 18.03 18.70 19.39 20.01
6330 Automotive Eqpmnt Operator III 07115 0.00 18.38 19.11 19.84 20.53 21.16 21.90
6370 Automotive Servicer 07120 0.00 14.95 15.58 16.27 16.95 17.63 18.28
6380 Automotive Body Repairer 07125 0.00 17.76 18.57 19.31 20.01 20.77 21.54
6390 Automotive Mechanic 07130 0.00 18.33 19.15 19.91 20.69 21.47 22.26
6395 Aviation Mechanic 07135 0.00 22.42 23.34 24.29 25.21 26.19 27.11
PLANT OPERATIONS (08)
.39 20.11
6390 Automotive Mechanic 07130 0.00 17.11 17.87 18.59 19.31 20.04 20.78
6395 Aviation Mechanic 07135 0.00 20.93 21.79 22.68 23.54 24.44 25.30
U U U U U U U U U U 0000000000 00000000 000 00
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w,'- U .V a) ` I- I- C N .E T j,(n c Q a y0 U O = W m O f_n LL LL
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U 0 0 0 0 0 0 0 000000000000 0 0 0 0000 O 0 0 0 0 0
PAGE 114C
6520 Wastewater Trmt Plant Operator 08105 0.00 16.49 17.23 18.07 18.86 19.63 20.44
6525 Wastewater Trmt Pint Chf Operator 08110 0.00 19.97 20.80 21.69 22.55 23.42 24.28
6530 Maintenance Mechanic I 08115 0.00 17.18 17.79 18.38 18.98 19.57 20.16
6550 Maintenance Mechanic II 08125 0.00 19.43 20.08 20.72 21.39 22.07 22.75
6560 Fabrication Mechanic I 08130 0.00 16.82 17.95 19.04 20.16 21.32 22.40
6561 Fabrication Mechanic II 08135 0.00 18.64 19.72 20.71 21.79 22.81 23.86
6565 Power Systems Mechanic I 08140 0.00 16.82 17.95 19.04 20.16 21.32 22.40
6566 Power Systems Mechanic II 08145 0.00 18.64 19.72 20.71 21.79 22.81 23.86
6570 Stationary Engineer I 08150 0.00 17.52 18.47 19.43 20.39 21.34 22.31
6630 Dispatcher 08170 0.00 13.37 13.98 14.57 15.19 15.80 16.38
CUSTODIAL (09)
6720 Public Events Worker 09110 0.00 12.66 13.32 13.99 14.63 15.34 15.98
6750 Public Events Foreman 09115 0.00 15.81 16.69 17.54 18.38 19.28 20.14
TRADES (10)
6810 Painter 10105 0.00 18.01 18.75 19.48 20.22 21.00 21.78
6820 Sign Painter 10110 0.00 18.01 18.75 19.48 20.22 21.00 21.78
6840 Welder 10115 0.00 19.72 20.41 21.10 21.81 22.52 23.24
6860 Traffic Signal Repairer 10120 0.00 19.38 20.16 20.98 21.79 22.56 23.40
6870 Traffic Signal Technician 10125 0.00 22.25 23.03 23.88 24.71 25.52 26.36
PARK AND RECREATION (11)
6910 Landscape Gardener 11105 0.00 16.62 17.18 17.80 18.38 19.00 19.59
6920 Nurserykeeper 11110 0.00 18.75 19.43 20.09 20.72 21.40 22.10
6950 Tree Trimmer I 11120 0.00 16.19 16.72 17.23 17.85 18.39 18.98
6960 Tree Trimmer II 11125 0.00 17.74 18.45 19.18 19.87 20.57 21.23
6970 Marina Caretaker 11130 0.00 1,318.17 1,365.82 1,413.38 1,460.96 1,509.89 1557.48
6980 Park Caretaker I 11135 0.00 13.74 14.22 14.73 15.22 15.75 16.24
6990 Park Caretaker II 11140 0.00 14.91 15.44 15.98 16.59 17.12 17.66
7050 Recreation Leader 11160 0.00 16.52 17.40 18.20 19.04 19.91 20.72
7060 Parking Lot Foreman 11165 0.00 13.37 13.98 14.57 15.19 15.80 16.38
7070 Public Events Engineer 11170 0.00 20.13 21.17 22.31 23.39 24.44 25.52
7110 Convention Services Assistant 11175 0.00 13.74 14.43 15.10 15.83 16.50 17.18
7115 Convention Sales Assistant 11180 0.00 13.74 14.43 15.10 15.83 16.50 17.18
7120 OCVB Tourism Assistant 00160 0.00 15.45 16.19 16.93 17.67 18.41 19.16
STEP PROGRESSION:
Step Requirement* Step Requirement*
"T" AEO I Only:Up to six months "D" 1 year at"C"
"A" Initial Hire "E" 1 year at"D"
"B" 1 year at"A" "F" 1 year at"E"
"C" 1 year at"B"
*Progression from step to step is also dependent on satisfactory job performance.
Actual pay for employees in this group is calculated from the hourly rate and rounded to the closest penny.
38 19.11 19.84 20.53 21.16 21.90
6370 Automotive Servicer 07120 0.00 14.95 15.58 16.27 16.95 17.63 18.28
6380 Automotive Body Repairer 07125 0.00 17.76 18.57 19.31 20.01 20.77 21.54
6390 Automotive Mechanic 07130 0.00 18.33 19.15 19.91 20.69 21.47 22.26
6395 Aviation Mechanic 07135 0.00 22.42 23.34 24.29 25.21 26.19 27.11
PLANT OPERATIONS (08)
.39 20.11
6390 Automotive Mechanic 07130 0.00 17.11 17.87 18.59 19.31 20.04 20.78
6395 Aviation Mechanic 07135 0.00 20.93 21.79 22.68 23.54 24.44 25.30
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6840 Welder 10115 0.00 19.72 20.41 21.10 21.81 22.52 23.24
6860 Traffic Signal Repairer 10120 0.00 19.38 20.16 20.98 21.79 22.56 23.40
6870 Traffic Signal Technician 10125 0.00 22.25 23.03 23.88 24.71 25.52 26.36
PARK AND RECREATION (11)
6910 Landscape Gardener 11105 0.00 16.62 17.18 17.80 18.38 19.00 19.59
6920 Nurserykeeper 11110 0.00 18.75 19.43 20.09 20.72 21.40 22.10
6950 Tree Trimmer I 11120 0.00 16.19 16.72 17.23 17.85 18.39 18.98
6960 Tree Trimmer II 11125 0.00 17.74 18.45 19.18 19.87 20.57 21.23
6970 Marina Caretaker 11130 0.00 1,318.17 1,365.82 1,413.38 1,460.96 1,509.89 1557.48
6980 Park Caretaker I 11135 0.00 13.74 14.22 14.73 15.22 15.75 16.24
6990 Park Caretaker II 11140 0.00 14.91 15.44 15.98 16.59 17.12 17.66
7050 Recreation Leader 11160 0.00 16.52 17.40 18.20 19.04 19.91 20.72
7060 Parking Lot Foreman 11165 0.00 13.37 13.98 14.57 15.19 15.80 16.38
7070 Public Events Engineer 11170 0.00 20.13 21.17 22.31 23.39 24.44 25.52
7110 Convention Services Assistant 11175 0.00 13.74 14.43 15.10 15.83 16.50 17.18
7115 Convention Sales Assistant 11180 0.00 13.74 14.43 15.10 15.83 16.50 17.18
7120 OCVB Tourism Assistant 00160 0.00 15.45 16.19 16.93 17.67 18.41 19.16
STEP PROGRESSION:
Step Requirement* Step Requirement*
"T" AEO I Only:Up to six months "D" 1 year at"C"
"A" Initial Hire "E" 1 year at"D"
"B" 1 year at"A" "F" 1 year at"E"
"C" 1 year at"B"
*Progression from step to step is also dependent on satisfactory job performance.
Actual pay for employees in this group is calculated from the hourly rate and rounded to the closest penny.
38 19.11 19.84 20.53 21.16 21.90
6370 Automotive Servicer 07120 0.00 14.95 15.58 16.27 16.95 17.63 18.28
6380 Automotive Body Repairer 07125 0.00 17.76 18.57 19.31 20.01 20.77 21.54
6390 Automotive Mechanic 07130 0.00 18.33 19.15 19.91 20.69 21.47 22.26
6395 Aviation Mechanic 07135 0.00 22.42 23.34 24.29 25.21 26.19 27.11
PLANT OPERATIONS (08)
.39 20.11
6390 Automotive Mechanic 07130 0.00 17.11 17.87 18.59 19.31 20.04 20.78
6395 Aviation Mechanic 07135 0.00 20.93 21.79 22.68 23.54 24.44 25.30
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"1110TICE To P�_ _ THE DAILY RECORD
The following Ordinance has been set for OF OML�Jal"�A I A
City Council Hearing on April 13,2010,at
2:00 p.m.:
AN ORDINANCE to approve the Collective RONALD A. HENNINGSEN, Publisher
Bargaining 11 ndAgreement fortthe years y0o PROOF OF PUBLICATION
2010, 2011 and 2012 between the City of
Omaha and the Omaha City Employees,
Local 251, American Federation of State,
County and Municipal Employees, AFL-CIO; UNITED STATES OF AMERICA,
to provide that any ordinances of the City of
i Omaha, and any rules and regulations The State of Nebraska, ss.
promulgated thereunder, which are in District of Nebraska,
conflict with the provisions of the Collective
Bargaining Agreement shall not be County of Douglas,
applicable to those employees in the Cityof Omaha,
Bargaining Unit described in Article 1,
Section 1, of said Collective Bargaining
Agreement; to provide authorization for the J.BOYD
Mayor to execute and the City Clerk to attest
his signature; and to provide the effective beingdulysworn,deposes and says that she is
date hereof. P Y
BUSTER BROWN,
City Clerk LEGAL EDITOR
4-2-10
of THE DAILY RECORD, of Omaha, a legal newspaper, printed and
published daily in the English language, having a bona fide paid
circulation in Douglas County in excess of 300 copies, printed in
Omaha,in said County of Douglas,for more than fifty-two weeks last
past; that the printed notice hereto attached was published in THE
DAILY RECORD,of Omaha,on
April 2, 2010
That said l"' aper during that time w. •gularly published and
in genes eir •rlop.in the County of Doug . : i d tate of Nebraska.
•
Qom, ZeERP,[ A
Np�PRY %'i= 4 Subscribed in my tiesence and sworn to .•:.re
Pu is h P�F$c, 19;40�
:6r's Fete" � me this 2nd /ayof
AddtionalCopies $ ��•,.. A'ril , / 10
1111 `otal MAY $?vc1c9' .'0 /���
1y4 5\` 0f`\'c--,> NotaryPu. • fojgIF:- '.n S.
Sta e of Nebraska
11125 0.00 17.74 18.45 19.18 19.87 20.57 21.23
6970 Marina Caretaker 11130 0.00 1,318.17 1,365.82 1,413.38 1,460.96 1,509.89 1557.48
6980 Park Caretaker I 11135 0.00 13.74 14.22 14.73 15.22 15.75 16.24
6990 Park Caretaker II 11140 0.00 14.91 15.44 15.98 16.59 17.12 17.66
7050 Recreation Leader 11160 0.00 16.52 17.40 18.20 19.04 19.91 20.72
7060 Parking Lot Foreman 11165 0.00 13.37 13.98 14.57 15.19 15.80 16.38
7070 Public Events Engineer 11170 0.00 20.13 21.17 22.31 23.39 24.44 25.52
7110 Convention Services Assistant 11175 0.00 13.74 14.43 15.10 15.83 16.50 17.18
7115 Convention Sales Assistant 11180 0.00 13.74 14.43 15.10 15.83 16.50 17.18
7120 OCVB Tourism Assistant 00160 0.00 15.45 16.19 16.93 17.67 18.41 19.16
STEP PROGRESSION:
Step Requirement* Step Requirement*
"T" AEO I Only:Up to six months "D" 1 year at"C"
"A" Initial Hire "E" 1 year at"D"
"B" 1 year at"A" "F" 1 year at"E"
"C" 1 year at"B"
*Progression from step to step is also dependent on satisfactory job performance.
Actual pay for employees in this group is calculated from the hourly rate and rounded to the closest penny.
38 19.11 19.84 20.53 21.16 21.90
6370 Automotive Servicer 07120 0.00 14.95 15.58 16.27 16.95 17.63 18.28
6380 Automotive Body Repairer 07125 0.00 17.76 18.57 19.31 20.01 20.77 21.54
6390 Automotive Mechanic 07130 0.00 18.33 19.15 19.91 20.69 21.47 22.26
6395 Aviation Mechanic 07135 0.00 22.42 23.34 24.29 25.21 26.19 27.11
PLANT OPERATIONS (08)
.39 20.11
6390 Automotive Mechanic 07130 0.00 17.11 17.87 18.59 19.31 20.04 20.78
6395 Aviation Mechanic 07135 0.00 20.93 21.79 22.68 23.54 24.44 25.30
U U U U U U U U U U 0000000000 00000000 000 00
a m . 7 N N 7 N N N M 7 N 7 N 7 N .— .— M M N M M N N M M M M M M N N .- N N N N
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'NO
ICE
O
ORDINANCE
EPUBLIC".38 THE DAILY RECORD
ORDINANCE NO.38710
AN ORDINANCE to approve the Collective �/�A
Bargaining Agreement for the years 2009, OF OMAHA
2010, 2011 and 2012 between the City of
Omaha and the Omaha City Employees, . RONALD A. HENNINGSEN, Publisher
Local 251, American Federation of State,
County and Municipal Employees, AFL-CIO; PROOF OF PUBLICATION
to provide that any ordinances of the City of
Omaha, and any rules and regulations
promulgated thereunder, which are in
UNITED STATES OF AMERICA conflictlwith the provisions of the Collectivee ,
Bargaining Agreement shall not be The State of Nebraska,
applicable to those employees in the SS.
Bargaining Unit described in Article 1, District of Nebraska,
Section 1, of said Collective Bargaining
Agreement; to provide authorization for the County of Douglas,
Mayor to execute and the City Clerk to attest City of Omaha,
his signature; and to provide the effective
date hereof.
SUMMARY: J.BOYD
AN ORDINANCE to approve the Collective
Bargaining Agreement for the years 2009, being duly sworn,deposes and says that she is
2010, 2011 and 2012 between the City of
Omaha end the Omaha City Employees, LEGAL EDITOR
Local 251, American Federation of State,
County and MunicipalrEmployees, Cityo; of THE DAILY RECORD, of Omaha, a legal newspaper, rinted and
' to provide that any ordinances of the of g P
Omaha, and any rules and regulations published daily in the English language, having a bona fide paid
promulgated thereunder, which are in
conflict with the provisions of the Collective circulation in Douglas County in excess of 300 copies, printed in
Bargaining Agreement shall not be Omaha,in said County of Douglas,for more than fifty-two weeks last
applicable to those employees in the
Bargaining Unit described in Article 1, past; that the printed notice hereto attached was published in THE
Section 1, of said Collective Bargaining
Agreement;to provide authorization for the DAILY RECORD,of Omaha,on
Mayor to execute and the City Clerk to attest
his signature; and to provide the effective April 28, 2010
date hereof.
PASSED:April 20,2010,64
APPROVED BY:
JIM SUTTLE 4/22/10
MAYOR OF THE
CITY OF OMAHA
BUSTER BROWN, That said.Newspaper during that time was r arly published and
City clerk in >i l�ion in the County of Dougl ,and State of Nebraska.
4-28-10 gene>Na' ��IJrCvr `
-- __ ^• fir'f
of
i� �Q�y��\E RA( Vw, Subscribed in my p ce and sworn to be e
t..
a blisher's\*ee,5 \C,$ 3 2 • 6 0 me this 2 8 th y of
i �. CCS`'�F1RE5
i d.+di£ional copies $ `'
•S .116t016.2..i.. =2;. 60
S'j . ��v' -' Notary c• f Dug unt}y�
t\\N r��� to of r
.83 16.50 17.18
7115 Convention Sales Assistant 11180 0.00 13.74 14.43 15.10 15.83 16.50 17.18
7120 OCVB Tourism Assistant 00160 0.00 15.45 16.19 16.93 17.67 18.41 19.16
STEP PROGRESSION:
Step Requirement* Step Requirement*
"T" AEO I Only:Up to six months "D" 1 year at"C"
"A" Initial Hire "E" 1 year at"D"
"B" 1 year at"A" "F" 1 year at"E"
"C" 1 year at"B"
*Progression from step to step is also dependent on satisfactory job performance.
Actual pay for employees in this group is calculated from the hourly rate and rounded to the closest penny.
38 19.11 19.84 20.53 21.16 21.90
6370 Automotive Servicer 07120 0.00 14.95 15.58 16.27 16.95 17.63 18.28
6380 Automotive Body Repairer 07125 0.00 17.76 18.57 19.31 20.01 20.77 21.54
6390 Automotive Mechanic 07130 0.00 18.33 19.15 19.91 20.69 21.47 22.26
6395 Aviation Mechanic 07135 0.00 22.42 23.34 24.29 25.21 26.19 27.11
PLANT OPERATIONS (08)
.39 20.11
6390 Automotive Mechanic 07130 0.00 17.11 17.87 18.59 19.31 20.04 20.78
6395 Aviation Mechanic 07135 0.00 20.93 21.79 22.68 23.54 24.44 25.30
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