Res 1582 - AFSCME Contract
COUNCIL BILL NO. 2039
RESOLUTION NO. 1582
A RESOLUTION AUTHORIZING EXECUTION OF A COLLECTIVE BARGAINING
AGREEMENT WITH AMERICAN FEDERATION OF STATE, COUNTY, AND
MUNICIPAL EMPLOYEES (AFSCME) LOCAL 642 EFFECTIVE OCTOBER 1, 1999
THROUGH SEPTEMBER 30, 2002.
WHEREAS, the purpose of said labor negotiations is to reach an agreement on
matters relating to wages, hours, working conditions, and fringe benefits for certain represented
employees, and
WHEREAS, Article 12.2 of the existing agreement, adopted by Council
Resolution No. 1512, required the City and AFSCME to jointly fund a compensation study for
the purpose of negotiating wage and benefit provisions for the unexpired term of the existing
contract, and
WHEREAS, the City and AFSCME have bargained in good faith and
understanding of the personnel, financial, and organizational impacts related to said agreement,
now, therefore,
THE CITY OF WOODBURN RESOLVES AS FOLLOWS:
Section 1. That the Mayor and City Administrator are authorized to execute and
administer on behalf of the City of Woodburn, the "Collective Bargaining Agreement" with
AFSCME Local 642 once the agreement is in an approved final form based on the tentative
agreements between the two parties.
Approved as to form~.7r ~
City Attorney
ATTEST
Mary e nt, Recorder
City of Woodburn, Oregon
~/Z"/2"OO
Date
APPROVED ~. ~
RIC ARDJENNING ,MA~R
April 24, 2000
April 25. 2000
April 25. 2000
April 25. 2000
Passed by the Council
Submitted to the Mayor
Approved by the Mayor
Filed in the office of the Recorder
Page 1 - COUNCIL BILL NO. 2039
RESOLUTION NO. 1582
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COLLECTIVE BARGAINING AGREEMENT
between
THE CITY OF WOODBURN, OREGON
and
LOCAL 642, AFSCME
American Federation of
State, County and Municipal
Employees, AFL-CIO
EFFECTIVE THROUGH SEPTEMBER 30,2002
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TABLE OF CONTENTS
PREAMBLE.................................................... .1
ARTICLE 1 - RECOGNITION. . . . . . . . . . . . . . . . . . . . . . . . . . . ~.' . . . . . . . . . . 1
ARTICLE 2 - UNION RIGHTS ...................................... 3
ARTICLE 3 - NON-DISCRIMINATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
ARTICLE 4 - HOURS OF WORK . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
ARTICLE 5 - HOLIDAYS .......................................... 9
ARTICLE 6 - VACATION ........................................ 11
ARTICLE 7 - SICK LEAVE .......................................13
ARTICLE 8 - FRINGE BENEFITS .................................. 16
ARTICLE9 -PREMlUMPAY .................................... .18
ARTICLE 10 -RESTPERIOD/LUNCHPERIODS...................... 19
ARTICLE 11 - LEAVES. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
ARTICLE 12 - WAGES........................................... 21
ARTICLE 13 -DISCIPLINE AND DISCHARGE .......................23
ARTICLE 14 - SENIORITY ....................................... 25
ARTICLE 15 - CLOTHING AND EQUIPMENT ....................... 29
Table of Contents
1.
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PREAMBLE
This Agreement is entered into between the City of Woodburn, Oregon, hereinafter
referred to as the City, and the City of Woodburn Local 642, American Federation of State,
County, and Municipal Employees AFL-CIO, hereinafter referred to as the Uni~n.
The purpose of this Agreement is to set forth the entire Agreement between the parties on
matters relating to wages, hours, working conditions, and fringe benefits.
ARTICLE I - RECOGNITION
1.1 INCLUDED POSmONS:
The City recognizes the Union as the sole and exclusive bargaining agent for full-
time and part-time (regularly scheduled to work 20 hours per week or more) employees in
the bargaining unit with respect to matters relating to wages, hours, and working
conditions. Appendix A, attached hereto and by reference incorporated herein, is a listing
of all bargaining unit employees. Supervisory employees and confidential employees as
governed by State statute, irregular part-time employees regularly scheduled to work less
than twenty (20) hours per week (except in circumstances that they must replace full-time
and part-time employees on a temporary basis), seasonal and special projects employees,
who shall not be employed by the City for more than nine (9) months in any calendar year,
and persons hired for a limited period of time for training funded in whole or in part, by
the state, federal, or other governmental unit are specifically excluded.
1.2 NEW POSmONS:
In the event the City creates a new classification or revises a current classification
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~TICLEI6 -GRIEV~CE ... ...................................30
~TICLE 17 - MANAGEMENT RIGHTS ............................ 33
~TICLE 18 - CITY SECURITY . . . . . . . . . . . . . . . . . . . . . . . . ;_' . . . . . . . . . 37
~TICLE 19 - SUBST~CEABUSE ...............................38
~TICLE 20 - SAVINGS CLAUSE ................................. 38
~TICLE 21 - LABORlMANAGEMENT COMMITTEE. . . . . . . . . . . . . . . . . 39
~TICLE22 -CERTIFICATIONPAY............................... 40
~TICLE23 -EDUCATIONAL INCENTIVES ........................40
~TICLE 24 - TERM OF AGREEMENT. . . . . . . . . . . . . . . . . . . . . . . . . . . . .41
Table of Contents
11.
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which would place the classification in the bargaining unit, the Union will be notified of
such classification before any employees are hired in such new classification. If the Union
agrees with the salary range, it shall so notify the City within fifteen (15) days. If the
Union disagrees with the proposed salary range, the Union shall notify the City within
fifteen (15) days in writing if it wishes to discuss the wage or other conditions of
employment for the classification, and an additional fifteen (15) days in which to
commence discussion on the issue.
If the parties are not in agreement over the proposed salary range or other issues,
the City may fill the position with its proposed salary rate serving as a provisional salary
rate until the above-described discussions have resulted in an agreement on the issue. If
the parties subsequently agree upon a salary rate that is different than the initial City-
proposed rate, such agreed-upon rate shall be retroactive to the date that the position was
filled.
1.3 TRANSITORY PROVISION:
The City and the Union agree that the position listed in Appendix C may be eligible
for representation under state statutes if either occurs:
1. Should current incumbent leave position, position would become a position of the
bargaining unit upon being filled by a new employee; or
2. The current incumbent may elect to become represented or continue to remain
non-represented.
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ARTICLE 2 - UNION RIGHTS
2.1 FAIR SHARE:
1. The City agrees to deduct the uniformly required Union membership dues and
other authorized fees or assessments once each month from the pay of those
employees who have authorized such deductions in writing. Except as provided in
the following, an amount equal to the prorata share of the bona fide cost to the
Union of representation of the unit, as certified by the Union to the City, the fair
share amount will be deducted from the pay of employees in the bargaining unit
who have not provided the City with such authorization, with such amount to be
deducted thirty (30) days after their date of hire. Such fair share amount shall not
exceed the amount of Union dues. The amounts so deducted both fair share and
Union dues shall be remitted on a montWy basis to the local treasurer, as
designated by the Union, with a list of the employees subject to the deduction.
2. The provisions of Section 1 hereof shall not apply if an employee objects in writing
to the City, based on such employee's membership in a bona fide church or
religious group whose tenets or teachings are contrary to such payment. The City
will provide the Union with a copy of any such letter within five (5) days of its
receipt.
In such instances, the employee shall authorize a deduction from his or her
pay which is equal to the fair share amount. Such payroll deduction shall be in
addition to any previously established deduction and shall be for the United Fund
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or other mutually satisfactory charitable organization as agreed to between the
employee and the Union.
3. For the purpose of calculating months to determine the beginning or end of the
payroll deductions called for in Sections 1 or 2 of this Article, dues or like amounts
shall be deducted for any calendar month during which the employee works ten
(10) days or more.
4. The Union will indemnify, defend and hold the City harmless against any claim
made and against any suit instituted against the City as a result of any City action
taken pursuant to the provisions of this Article. The Union and the City each
agree to reimburse any monies paid or not paid in error within thirty (30) days of
notification of such error.
2.2 BUSINESS REPRESENTATIVES:
Upon reasonable notice and proper introduction, official Union representatives
may be allowed access to work areas. Such visits shall be confined to rest periods and
lunch periods. At no time shall visits cause an interruption of work. The Union shall
provide the City with an updated list of authorized representatives, who shall number no
more than two at anyone time.
2.3 STEWARDS:
The Union shall appoint an Area Steward for each of the following areas:
City HalVLibrary/Parks
StreetsIW ater
Wastewater
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In addition, the Union shall appoint a Chief Steward, who may also serve as an
Area Steward. The Union shall provide the City with timely written notification of all
steward appointments.
All meetings held with City management pursuant to Steps I through IV of the
Grievance Procedure (Article 16) hereof, shall include the grievant and/or a union
representative of the Union's choosing.
Stewards who attend meetings with City representatives pursuant to the above
shall suffer no loss of regular pay as a result of such attendance. The City shall, however,
be under no obligation to hold such meetings during the paid time of the stewards and
other employees attending same. Except as provided above, all time taken offby stewards
shall be without pay.
It shall be the responsibility of each individual employee to provide reasonable
advance notice to his or her immediate supervisor when time away from the job will be
required under this section.
Union Business Agents may attend meetings held pursuant to any step of the
Grievance Procedure, provided the City has received reasonable advance notice of such
attendance.
2.4 BULLETIN BOARDS:
In accordance with past practice, the Union will be allowed use of adequate space
on designated City bulletin boards to post information regarding Union business.
Specifically, such notices will include information about time and place of meeting, Union
social and charitable activities, and posting of official Union publications.
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2.5 CONTRACT RENEWAL:
The Union's negotiation team, to be comprised of no more than three on-duty
employees, shall be permitted to attend negotiating sessions with the C~ty without loss of
their regular pay relative to securing contract renewal; provided, however, that such
release from duty time shall not exceed an aggregate of ninety (90) working hours.
It shall be the responsibility of each individual employee to provide reasonable
advance notice to his or her immediate supervisor when time away from the job will be
required under this section.
2.6 CONTRACT PRINTING AND DISTRIBUTION:
The City shall, at no cost to the Union, provide the Union with the original copy of
this Agreement. The Union shall provide at its cost a copy of this Agreement to each
current employee, and the City shall provide at its cost a copy of this Agreement to each
employee who is hired during the term of this Agreement.
ARTICLE 3 - NON-DISCRIMINATION
This Agreement shall apply equally to all members of the bargaining unit,
regardless of race, sex, age, creed, color, national origin, or political affiliation. The
Union and the City shall equally share the responsibility for upholding this provision of the
Agreement.
However, it is recognized that both state and federal law provide the means for
resolution of discrimination questions. Therefore, a claimed violation of the provisions of
this Article shall not serve as the basis for a claim of a violation of this Agreement.
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ARTICLE 4 - HOURS OF WORK
4.1 GENERAL PROVISIONS:
A full-time employee's work week shall consist offive (5) consecutive work days,
not necessarily Monday through Friday, followed by two (2) consecutive days off
A full-time employee's regular workday shall be eight (8) consecutive hours except
for an unpaid lunch period. Full-time employees' work schedules showing workdays, shift
assignments, and work hours will be posted fourteen (14) days in advance by the City on
bulletin boards available to affected employees.
Except in an emergency or in such instances that a shift position is vacant due to a
circumstance outside the control of the City, such as illness on a temporary basis,
established work schedules will not be changed without fourteen (14) days written notice
to the affected full-time employees.
For the purposes of this Agreement, emergency shall be defined as the
performance of City functions or services necessary to protect or reserve the lives, safety,
health, or property of the citizens of Woodburn threatened by unusual or unforeseen
circumstances.
Nothing in this Article or any part of this Agreement shall be construed as a
guarantee of hours of work.
4.2 WORKDAY AND WORK SHIFf ROTATION:
When a change in the assigned work day schedule or change in shift occurs, the
provisions of 4.1 shall not apply.
Such rotation shall not normally occur more than once each four weeks. In such
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instances, overtime shall not be required unless it is required under Article 9 of this
Agreement.
4.3 SHIFT ASSIGNMENTS:
Excepting probationary employees, who may be assigned to work any shift, the
City shall do one of the following within each operational area:
1. Allow employees within a given classification and job assignment to select their
shift assignment based upon seniority with the most senior employee to select his
or her desired shift first~ or
2. Provide for a rotation of shift assignments whereby all employees within a given
classification and job assignment serve an equal amount of time on each of the
available shifts or work schedules.
4.4 WORK SCHEDULE FLEXffiILITY:
It is not the intention of this Article to prevent the City and an individual employee
from mutually agreeing to alternative work schedule(s). Such alternative work schedule
may be initiated by either the City or an employee(s), but must be reduced to writing
before it is implemented.
An alternative work schedule shall conform to the requirements of the Fair Labor
Standards Act but may be at variance with the provisions of 4.1,4.2, and 4.3 of this
Article and may also, notwithstanding the provisions of 9.1, allow an employee to agree to
a work schedule that includes more than eight (8) hours of daily work without overtime
pay.
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4.5 PART-TIME EMPLOYEES:
Part-time employees are included under the provisions of this Article as it is
applicable to their work assignments.
ARTICLE 5 - HOLIDAYS
5.1 HOLIDAYS OBSERVED:
Employees shall receive the following paid holidays:
New Year's Day
January 1
Martin Luther King Day
Third Monday in January
Presidents Day
Third Monday in February
Memorial Day
Last Monday in May
Fourth of July
July 4
Labor Day
First Monday in September
Veterans Day
November 11
Thanksgiving Day
Fourth Thursday in November
Day after Thanksgiving Day
Friday after the fourth Thursday of
November
Christmas Eve
The last half of the shift on December 24
Christmas Day
December 25
After completion of six (6) months of continuous service, each employee shall be
entitled to one (1) floating holiday with pay during each fiscal year. The floating holiday
shall be taken at the option of the employee, subject to the operating requirements of the
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City operations. In consideration of the agreement being adopted after the observance of
the Martin Luther King Day holiday for the year 2000, employees hired prior to the
Martin Luther King Day holiday (January 17,2000) will be given one (1) additional
floating holiday for fiscal year 1999-2000. Such floating holiday shall be taken at the
option of the employee, subject to the operating requirements of the City operations, and,
ifunused by June 30, 2000, shall be forfeited. Part-time employees shall earn pro rata
holiday benefits based on the relationship of their regularly scheduled work week bears to
that of a full-time employee.
5.2 HOLIDAY PAY:
In order to qualify for holiday pay, an employee must have been employed at least
thirty (30) days and must have worked the last scheduled work day before and the first
scheduled work day after the holiday or have been on authorized leave with pay.
Ifan employee's scheduled day offfalls on such holiday, he or she shall be granted
a postponed holiday with pay to be taken at the mutual convenience of the employee and
the City.
If the employee is on authorized vacation or sick leave with pay when a holiday
occurs, such holiday shall not be charged against such leave.
Eligible employees shall receive one day's pay for each of the holidays listed above
on which they perform no work. Employees required to work on a recognized holiday
shall be compensated in cash for all hours worked on the holiday and one-and-one-half
times (1-1/2) times the established straight-time rate, in addition to their regular holiday
pay. In lieu of holiday premium pay, the city and an employee may agree to an alternative
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day offwith pay. Such agreement shall be in written form and executed prior to the
holiday.
5.3 WEEKEND HOLIDAYS:
Whenever a holiday falls on Sunday, the following Monday shall be observed as
the holiday. Whenever a holiday falls on Saturday, the previous Friday shall be observed
as the holiday.
ARTICLE 6 - VACATION
6.1 ACCRUAL:
Full-time employees shall accrue working days of vacation per calendar year outlined here:
Upon completion of probation 40 hours or 5 days
Maximum
Years of Service Per Month Days per Year Accrual
6 mos through 5 06.67 hours 10 160 hours
6 through 10 10.00 hours 15 240 hours
11 10.67 hours 16 256 hours
12 11.33 hours 17 272 hours
13 12.00 hours 18 288 hours
14 12.67 hours 19 304 hours
15 13.33 hours 20 320 hours
Accrued vacation shall be credited as earned vacation for each full calendar month
of service, in accordance with the above, except that vacation accrued during the first six
(6) months of continuous service shall not be credited as earned vacation until the
employee completed the first six (6) months of continuous service.
An employee's earned but unused vacation credits shall not be allowed to
accumulate beyond double his or her annual accrual rate. The City may initiate a
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mandatory vacation of sufficient duration to reduce unused vacation below the maximum
allowable accumulation. Part-time employees shall earn prorata vacation benefits based
upon the relationship their regularly schedule work week bears to that of a full-time
employee.
6.2 UTILIZA nON:
During the month of April of each year, the City shall circulate within each
department or division, as applicable, a sign-up register. Such register shall be circulated
to employees in the order of their seniority, beginning with the most senior employee. At
the time such vacation sign-up register is circulated, each employee shall have the
opportunity to designate one uninterrupted period for vacation within those parts of the
upcoming fiscal year when utilization of vacation will be allowed. Following the
circulation of the vacation sign-up register, each employee may schedule any remaining
accrued vacation on a first-bid basis; that is, the first employee to request vacation for a
period when the utilization of vacation is allowed shall, subject to operational needs of the
City, be allowed to utilize vacation. Except in cases of emergency or other circumstances
outside the control of the employee, such vacation shall ordinarily be requested at least
thirty (30) days prior to the first day of intended vacation usage and approved or denied at
least twenty (20) days prior to such first day.
The foregoing shall not preclude the possibility of several employees within a given
department or division, as applicable, being allowed to take vacation at the same time, nor
shall it preclude the possibility of denying requested vacation to an employee or several
employees while other employees are allowed to take vacation when such denial of
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vacation is due to operational requirements that do not uniformly affect all employees in
the given department or division.
6.3 TERMINATION:
Upon the termination of a regular employee, he or she shall be paid for all unused
vacation at his or her current rate of pay. In case of death, compensation for accrued
vacation leave shall be paid in the same manner the salary due the decedent is paid.
ARTICLE 7 - SICK LEAVE
7.1 ACCRUAL:
Full-time employees shall accrue sick leave at the rate of one eight-hour (8-hour)
day for each full calendar month of service from the first month of employment to a
maximum of one hundred twenty (120) eight-hour (8-hour) days. Part-time employees
shall accrue prorata sick leave benefits based on the relationship their regularly scheduled
work week bears to that of a full-time employee. Accrued but unused sick leave shall not
be compensated upon termination or death.
7.2 UTILIZATION:
3. Disability: If any employee is unable to work his or her regularly scheduled work
days by reason of illness or injury, accrued sick leave shall be applied subject to the
following limitations:
a. Secondary Employment: Unless the employee has notified the City in
advance and received approval, sick leave benefits shall not be allowed
when an employee is working for another employer, or otherwise engaged
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in an activity for profit during the period of disability.
b. Industrial Accidents: If the employee is or should be eligible for Workers'
Compensation time-loss benefits, sick leave shall not be available.
c. Doctor's Certification: If the employee is absent for more than three (3)
calendar days, sick leave benefits shall not be allowed after the third
calendar day unless a physician's statement is submitted upon return to
work or unless alternative arrangements satisfactory to the City have been
made on or before the third day of the absence.
If the City has reason to believe that an employee may have been
abusing sick leave, it may, by prior written notification to that employee,
require a physician's certification of illness for absences of three (3.) days or
less as a condition of receipt of sick leave benefits.
In addition, a physician's certification of fitness to return to work
may be required if there is some reason to question the employee's fitness
to perform his or her assigned duties.
2. Family Illness: When an employee must be away from the job because of a serious
illness in the immediate family, such time off shall be granted by the Department
Head and charged against sick leave time. Immediate family is defined as:
husband, wife, mother, father, son, daughter, brother, sister, father-in-law, mother-
in-law, grandparents, or other relative living in the employee's household. In
addition, the case for a newborn child during the first seven (7) calendar days
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following the date of birth or adoption up to the age offive (5) shall qualify as
family illness for purposes of this section.
3. Medical Appointments: When an employee must be away from ~he job because of
an appointment with a licensed physician or dentist, such leave, provided it was
requested and approved in advance, may be approved and charged to nearest one-
quarter (1/4) hour to the employee's sick leave account.
7.3 LIMITA nONS:
1. New Employees: Sick leave shall not be available for utilization until after the first
ninety (90) days of employment have been completed.
2. Notification: The employee shall notify his or her immediate supervisor in
accordance with procedures that may be established by such supervisor of the need
for sick leave as soon as possible after his or her knowledge of the need. If the
employee fails to notify his or her supervisor in a timely manner, it shall be cause
for denial of sick leave benefits.
3. Abuse: The abuse of sick leave shall be cause for disciplinary action.
4. Extended TIlnesses: Sick leave shall not be allowed after the first ninety (90)
calendar days of any illness, as the City's long-term disability plan provides income
protection in such circumstances. After the employee has returned to work
following an absence of more than ninety (90) calendar days, any accrued but
unused sick leave shall be available for utilization for subsequent disabilities.
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ARTICLE 8 - FRINGE BENEFITS
8.1 WNG-TERM DISABILITY INSURANCE:
The city shall pay the cost oflong-term disability coverage that insures sixty
percent (60%) of the first $2,500 monthly base salary for an employee disabled due to
injury or illness. This coverage shall provide protection when ninety (90) calendar days
have elapsed from the time of injury or illness.
8.2 MEDICAIJDENTAL INSURANCE:
1. The City shall continue to provide, and pay full cost, the existing or a substantially
equivalent medical and dental insurance for all employees and enrolled dependents
through June 30, 2000. Effective July 1, 2000, the City will increase their monthly
contribution towards the existing or a substantially equivalent medical and dental
insurance premiums for all enrolled dependents by an amount not to exceed seven
and one-half (7.5) percent of the insurance premium paid for each category
(Employee only, Employee plus one dependent, Employee plus two or more
dependents) during the previous fiscal year. If the medical and dental insurance
monthly premiums are greater than the City's contribution, the remainder of the
premium cost will be paid by the employee either as a pre-tax deduction or an
after-tax deduction, at the option of the employee.
Effective July I, 2001, the City will increase their montWy contribution
towards the existing or substantially equivalent medical and dental insurance
premiums for all employees and enrolled dependents by an amount not to exceed
seven and one-half (7.5) percent of the insurance premium paid for each category
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(Employee only, Employee plus one dependent, Employee plus two or more
dependents) during the previous fiscal year. If the medical and dental insurance
monthly premiums are greater than the City's contribution, the remainder of the
monthly premium costs will be paid by the employee either as a pre-tax deduction
or an after-tax payroll deduction, at the option of the employee.
2. Effective June 1, 2000, the City will amend its contract with the EBS Trust to
include vision coverage for all employees and their enrolled dependents.
Employees are required to participate and the monthly premium cost for such
coverage will be borne solely by the employee either as a pre-tax payroll deduction
or an after-tax payroll deduction, at the option of the employee.
8.3 LIFE INSURANCE:
For the duration of this Agreement, the City shall provide the following:
1. A $10,000 24-hour life policy.
2. A $10,000 accidental death and dismemberment policy.
3. A $10,000 double-indemnity accidental death and dismemberment policy.
8.4 WORKERS' COMPENSATION
Pursuant to applicable law, the City shall continue to provide coverage under the
Workers' Compensation plan for job-connected injuries or disabilities.
In the event an employee suffers an injury while on the job with the City for which
he or she is eligible for time-loss benefits, such employee shall continue to receive the
medical, dental, long-term disability, and life insurance benefits provided for herein for the
first ninety(90) days of such injury.
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8.5 RETIREMENT
For the duration of this Agreement, the City shall continue the current retirement plan
under the Public Employees Retirement System (PERS).
ARTICLE 9 - PREMIUM PAY
9.1 OVERTIME
Employees required by the City to work beyond eight (8) hours in any twenty-four-
hour (24 hour) period beginning at 12:01 a.m., or more than forty (40) hours per week,
shall receive overtime compensation. In no case shall overtime be paid twice for the same
hours.
Overtime shall be computed to the nearest quarter-hour (Ih hour). Overtime pay
shall be based on the actual number of hours on duty per day or week, except that two (2)
hours of overtime will be guaranteed in instances of emergency call-back.
The overtime rate shall be time-and-one-half the regular rate of compensation, in
the form ofcomp time or pay, at the discretion of the City. However, ifemployee(s) are
to be subject to a compensatory time policy that differs from the eight (80) hour maximum
presently allowed by City policy, he/she shall be so notified in writing.
In the event that sufficient acceptable personnel do not accept overtime on a
voluntary basis, or in the event of an emergency, such additional personnel as are deemed
necessary by the City may be required to work overtime. As provided by ORS
279.345(5)(b), the provisions ofORS 279.340 shall not apply to the employees covered
by this Agreement.
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9.2 STANDBY
Employees required to be accessible by telephone or pager and available for dispatch
to the job shall receive one (1) hour's pay at their straight-time hourly r~te for every
twelve (12) hours of standby time for the duration of such assignment. All such
appointments shall be by written notification to the employee.
ARTICLE 10 - REST PERIODS/LUNCH PERIODS
All employees shall be granted a fifteen-minute (IS-minute) rest period during each
one-half (~) shift, except in emergency situations. Rest periods shall be taken at
approximately the middle of each one-half (~) shift as designated by the supervisor.
All employees shall be granted a lunch period of not less than one-half-hour (~
hour) or more than one (1) hour, except in emergency situations. Such lunch periods shall
be without pay and be utilized at approximately the middle of the work shift as designated
by the supervisor.
ARTICLE 11 - LEAVES
11.1 BEREAVEMENT LEAVE:
In the event a death in the employee's immediate family, an employee may be granted
leave of absence not to exceed five (5) calendar days without loss of pay. This leave shall
be separate from sick leave and shall not accumulate from year to year.
In the event of a death of a co-worker, employees may request and be granted
vacation leave or other mutually agreeable time off to attend the funeral. In instances
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where the essential work of the City would be seriously handicapped by the temporary
absence of a group of employees in a division, the City may set a reasonable limit on the
number of employees that are to receive such leave.
11.2 WITNESS/JURY DUTY:
When an employee is called for jury duty or subpoenaed to appear in court as a
witness, he or she will be paid the difference between his or her regular salary and the
amount of jury pay. However, ifhe or she transfers all compensation, less mileage and
meal allowances, received from the court to the City, he or she shall receive his or her
regular compensation for the time covered by the absence. Time not worked because of
such service will not affect vacation or sick leave accrual. The foregoing shall not apply if
the employee is a party in interest to the proceeding or is serving as a witness against the
City or on behalf of the Union. In such instance, leave of absence without pay will be
provided.
11.3 MILITARY:
Military leave with or without pay shall be provided in accordance with applicable
State (ORS 408.290) and federal statutes.
11.4 LEAVE WITHOUT PAY:
Upon the written request of a regular employee to the immediate supervisor, the
City may, in writing, grant an employee a leave of absence without pay for a period not
exceeding twelve (12) months. Such request shall include the reason for requesting such
leave and establish reasonable justification for consideration by the City. An employee
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shall not accrue benefits or seniority during such leave, but will be reinstated with all
previously earned leave and seniority upon his or her return to work.
11.5 VOTING LEAVE:
Employees who are registered voters shall be granted necessary, time off, up to one
(1) hour, to vote on election day if, due to their work schedule, the otherwise would not
be able to vote.
ARTICLE 12 - WAGES
12.1 WAGE RATES:
Retroactive to October 1, 1999, current employees shall be compensated in
accordance with the wage schedule attached to this Agreement as Exhibit B which, by this
reference, is incorporated into and made a part of this Agreement.
Implementation of New Wage Schedule:
Employees will be placed on the step within their new pay range which is closest to
their current rate of base pay with eligibility for step advancements beginning in fiscal year
2000-2001 on the employee's anniversary date. The exception will be for those
employees whose anniversary date falls between the date of the adoption of this agreement
and June 30,2000 and who are eligible for step advancement. Such employees shall be
evaluated within 30 days of the adoption of this agreement and, with a finding that they
meet or exceed expectations, shall receive 5 percent (5%) salary advancements under the
existing salary schedule dated October 1, 1998 and then be placed on the step closest to
the rate of base pay on the wage schedule dated October 1, 1999 (Exhibit B). In the
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event an employee's current rate of base pay exceeds the rate of pay for the range/step in
which the employee would normally be paid, the employee will continue to receive their
current rate of base pay.
Effective October 1, 2000, a cost of living adjustment equal to the one-year change
in the Consumer Price Index (CPI), Portland Index, shall be applied to the wage schedule
in effect October 1, 1999. For purposes of calculating this increase, CPI would be based
on the most current statistics available in September 2000. All employees will receive the
cost of living adjustment even though the newly established wage may be greater than the
range/step schedule in which the employee would normally be paid.
Effective October 1, 2001, a cost of living adjustment equal to the one-year change
in the Consumer Price Index (CPI), Portland Index, shall be applied to the wage schedule
in effective October 1, 2000. For purposes of calculating this increase, CPI would be
based on the most current statistics available in September 2001. All employees will
receive the cost of living adjustment even though the newly established wage may be
greater than the range/step schedule in which the employee would normally be paid.
12.2 Results of Classification/Compensation Study:
An independent outside consultant conducted a classification and compensation
study as per agreed upon in the City and AFSCME agreement effective October 1, 1998.
As a result of this study, the following adjustments will be made retroactive to October 1,
1999:
(A) Existing Utility Worker I positions as of the date of this agreement will be
advanced to Utility Worker II and a new entry level Utility Worker I classification
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has been developed with the salary range incorporated into this agreement.
(B) Utility Worker ill positions are upgraded to a Foreman classification and placed at
Range 18 on the salary schedule.
(C) Existing Clerk III position within the Transit Division will be reclassified to
Transportation Coordinator and placed at Range 13 on the salary schedule.
ARTICLE 13 - DISCIPLINE AND DISCHARGE
13.1 DISCIPLINARY ACTION:
By way of illustration but without limitation, disciplinary action shall include the
following:
(1) Written reprimand.
An employee may grieve a written reprimand through Step IV, City Administrator
level of the grievance procedure, but shall not pursue such a grievance to Step V,
Arbitration. The decision of the City Administrator shall be final and binding. If the
employee disagrees with the written reprimand, he/she may attach a written rebuttal
thereto.
(2) Suspension without pay.
(3) Temporary reduction in pay to a lower step within the established pay range for
the employee's classification.
(4) Discharge
Oral corrections may also be given to employees, but such shall not be considered
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disciplinary action, inasmuch as the employee has experienced no loss of
compensation as a result thereof
13.2 DUE PROCESS
For the purposes of this Article, due process shall require that the following steps
be accomplished before an employee is 1) suspended without pay, 2) temporarily reduced
in pay, or 3) discharged.
a. Before any decision to take disciplinary action is finalized, the following shall
occur:
1. The employee will be informed of the charges in writing and given the
information that is the basis for the possible disciplinary action.
2. After the employee has been informed of the charges, he or she shall have
the opportunity to meet and discuss the matter with the supervisor who
initiated the charges. If the employee chooses to meet with the supervisor
to discuss the charges, he/she shall be allowed to have a representative of
the Union present.
b. After the decision is made, the employee shall be given written notification thereof
If the decision is adverse to the employee, the employee shall have the opportunity
to include a statement in hislher personnel file and to file a grievance in accordance
with the provisions of Article 16 thereof
13.3 JUST CAUSE
No employee shall be 1) suspended without pay, 2) temporarily reduced in pay, or
3) discharged without just cause. If there is disagreement as to whether or not just cause
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exists, such dispute shall be resolved in accordance with the provisions of the grievance
procedure, Article 16 hereof
13.4 CONFIDENTIALITY
Seniority, as used in this Agreement, means a regular employee's length of
continuous service with the City since hislher most recent date of hire. An employee who
has not completed hislher probationary period shall not be considered to have seniority
and shall not be considered a regular employee.
An employee shall lose all seniority credit in the event of voluntary or involuntary
termination or failure to return from an expired leave of absence.
An employee who is absent without leave for more than seventeen (17) working
hours shall be considered to have resigned. Such employee may be reinstated without loss
of previously accrued seniority and other benefits ifhe/she can show that it was not
feasible to obtain prior approval for the absence.
A seniority list for the bargaining unit and classification shall be posted in
conspicuous places available to employees.
A layoff means a permanent reduction in the City work force.
ARTICLE 14 - SENIORITY
14.1 DEFINITIONS
Seniority, as used in this Agreement, means a regular employee's length of
continuous service with the City since hislher most recent date of hire. An employee who
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has not completed hislher probationary period shall not be considered to have seniority
and shall not be considered a regular employee.
An employee shall lose all seniority credit in the event of voluntary or involuntary
termination or failure to return from an expired leave of absence.
An employee who is absent without leave for more than seventeen (17) working
hours shall be considered to have resigned. Such employee may be reinstated without loss
of previously accrued seniority and other benefits ifhe/she can show that it was not
feasible to obtain prior approval for the absence.
A seniority list for the bargaining unit and classification shall be posted on
conspicuous places available to employees.
A layoff means a permanent reduction in the City work force.
14.2 LAYOFF
In the event of a layoff, notice of no less than fifteen (15) days will be given to
employees the city intends to layoff If the city reduces its work force, layoffs shall be
made within each job classification on the basis of seniority with the least senior employee
being the first to be laid off. The city may make exception to layoff on the basis of
seniority where employees who possess special skills would otherwise be laid off.
Employees subject to layoff shall have the right to displace employees in equal or lower-
paying classifications, provided they have prior service with the city in that classification,
or to any lower-paying classification for which the employee can meet the minimum
qualifications as specified in the most recently posted recruitment notice. If the employee
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has no prior City service in job to which he/she is to be placed, a probationary period as
specified in Article 14.6 shall be required, except that if the employee fails to successfully
complete the probationary period, he/she shall be subject to layoff and not termination.
14.3 RECALL
Recalls from a layoff shall be made according to seniority. No new employees
shall be hired into a classification until all laid off employees qualified to do the job have
been given a change to return to work.
In order to maintain this right to recall, an employee must register in person or by
mail with the City Administrator or his or her designee upon change of address, telephone
number, and at least annually signifying his or her availability for recall.
Laid off employees shall be recalled only by certified letter, return receipt
requested, and shall have five (5) days from receipt of such notification in which to inform
the city of their intent to return to work and an additional ten (10) days therefrom in which
to report to work. An earlier reporting day may, by mutual arrangement, be arranged.
Employees laid offfor a period of twenty-four (24) months or longer lose all seniority
rights.
14.4 TRANSFERS:
Employees desiring to transfer to other comparable positions may submit an
application in writing to their immediate supervisor. The application shall state the reason
for the requested transfer.
14.5 JOB POSTING:
Vacancies in the bargaining unit shall be posted in a place available to employees.
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Employees may apply for such open positions by the regular application procedure.
Present qualified employees shall be given first consideration, provided their qualifications
are, in the City's judgment, equal to those of other applicants. If two or more qualified
present employees are otherwise equally qualified in the City's judgment, first
consideration shall be given the applicant with the greatest seniority in applicable job
classification.
14.6 PRODA TIONARY PERIODS
The probationary period is an integral part of the employee selection process and
provides the City with the opportunity to upgrade and improve the department by
observing an employee's work, training and aiding employees in adjustment to their
positions, and by providing an opportunity to reject any employee whose work
performance fails to meet required work standards. Every new employee hired into the
bargaining unit shall serve a probationary period of six (6) full months, which may by
written notice to the employee prior to the completion of the initial six-month (6 month)
period be extended for up to six (6) additional months. Employees promoted into a higher
classification shall serve a probationary period of six (6) full months, which may by written
notice to the employee prior to the completion of the initial six-month (6 month) period be
extended for up to six (6) additional months.
The Union recognized the right of the City to terminate new employees on
probationary status at any time for any reason without recourse to appeal and to exercise
all rights not specifically modified by this Agreement with respect to such employees,
including, but not limited to, the assignment of on-the-job training in other classifications.
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The Union also recognized the right of the City to demote an employee on promotional
probationary status to his or her previous position.
ARTICLE 15 - CLOTHING AND EQUIPMENT
15.1 PROTECTIVE CWmING AND SAFETY EQUIPMENT
The City shall continue to furnish such protective clothing and safety equipment as
has been provided in the past and as is required for sole reasons of safety.
15.2 UNIFORMS:
In addition to safety equipment and clothing provided under the above, the City
shall continue to provide work uniforms for selected employees within the bargaining unit,
under the following conditions:
a. It shall be the employee's responsibility to launder and to otherwise
maintain the uniform in a proper manner.
b. Uniforms or any portion thereof shall not be work except while on duty or
while in transit to or from the job.
c. Uniforms shall be replaced on an exchange basis only, and employees may
from time to time be required to account for all uniforms originally issued.
The cost of replacement of any uniform lost, destroyed, or otherwise not
accounted for shall be borne by the employee.
ARTICLE 16 - GRIEVANCE
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16.1 DEFINITION:
A grievance, for the purpose of this Agreement, is defined as a dispute regarding the
meaning or interpretation of a particular clause of this Agreement or regarding an alleged
violation of this Agreement.
16.2 PROCEDURE:
In an effort to provide for a peaceful procedure for resolution of disputes, the parties
agree to the following procedure:
STEP I: The employee, with or without the assistance of a Union Business
Representative or steward, shall discuss the grievance with his or her most immediate
supervisor who is not also a member of the bargaining unit within seven (7) calendar days
of the occurrence of the grievance or within seven (7) calendar days of the date that the
employee should have first known of the facts upon which the grievance is based. As part
of such grievance discussion, the employee shall notify the supervisor that the issue under
discussion is a grievance. The supervisor shall have seven (7) calendar days to provide an
oral response to the grievance.
STEP ll: If the grievance remains unresolved, the employee shall, within seven (7)
calendar days of receipt of the supervisor's reply in Step I above, but not more than
twenty-one (21) days of the occurrence, as outline above, submit the grievance in written
form, including at a minimum the following:
1. A statement of the action or lack of action on the part of the City that is the cause
of the grievance.
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2. A statement as to the specific contract Article or Articles with section and/or
paragraph thereof that was violated.
3. The specific action or alternative actions that the city must take to correct the
contract violation.
The supervisor shall respond to the employee in writing with a copy to the Union Vice-
President within seven (7) calendar days.
STEP ID: If the grievance remains unresolved, it shall be submitted in writing within
seven (7) calendar days of completion of Step II to the Department Head. He or she may
meet with the employee's immediate supervisor and the aggrieved party and shall respond
to the grievance in writing within seven (7) calendar days.
STEP IV: If the grievance remains unresolved, it shall be submitted in writing within
seven (7) calendar days of the completion of Step ill to the City Administrator. He or she
shall meet with the aggrieved party and the Department Head and shall respond to the
grievance in writing within fourteen (14) calendar days.
STEP V: If the grievance is not resolved, it shall be submitted to arbitration in the
following manner:
The Union shall have seven (7) calendar days from the date of completion of Step
IV procedures in which to provide written notification to the City of its intent to proceed
to arbitration.
The Union and the City shall have seven (7) calendar days from the date of such
notification to reach a mutual agreement upon an arbitrator. If the Union and the City fail
to agree upon an arbitrator within the seven (7) calendar day period, the Union shall
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within the next seven (7) calendar days submit a request for a list of seven (7) arbitrators
to the State of Oregon Mediation and Conciliation Service. The parties shall alternately
strike one name from the list until only one name from the list remains. The Union shall
strike the first name. The remaining individual shall be the arbitrator. The City and the
Union shall have seven (7) calendar days from the date of receipt of the list of arbitrators
to select the arbitrator.
16.3 LIMITATIONS ON ARBITRATION:
The arbitrator shall render a written decision within a reasonable time. The powers
of the arbitrator shall be limited to interpreting this Agreement and determining if it has
been violated. The arbitrator shall have no power to alter, modify, add to, or detract from
the terms of this Agreement. The decision of the arbitrator shall be final and binding on
both parties.
No issue whatsoever shall be arbitrated or subject to arbitration unless such issue
results from an action or occurrence which takes place while this Agreement is in effect,
and no arbitration determination or award shall be made by the arbitrator which grants any
right or relief for any period of time whatsoever prior to the execution or after the
expiration date of this Agreement.
Expenses for the arbitrator's services and the proceedings shall be borne equally by
the parties. However, each party shall be completely responsible for the cost of preparing,
presenting its own case, including compensating its own representatives and witnesses. If
either party desires a record of the proceedings, it shall solely bear the cost of such
records.
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It is specifically and expressly understood and agreed that taking a grievance
appeal to arbitration constitutes an election of remedies. Specifically, the Union agrees
that it shall not pursue an issue that has been the subject of a grievance ,to any court,
quasi-judicial body or other outside authority for a determination, and that when an issue
is presently pending before, or has been decided by a court, quasi-judicial body or other
outside authority, no grievance with respect thereto may exist.
16.4 TIME LIMITS:
Any or all time limits specified in the grievance procedure may be waived by
mutual consent of the parties. Failure to submit the grievance in accordance with these
time limits without such waiver shall constitute abandonment of the grievance. Failure by
the City to submit a reply within the specified time will constitute a rejection of the
grievance at that Step. A grievance may be terminated at any time upon receipt of a
signed statement from the employee that the matter has been resolved. The employee may
be represented at any level of the grievance procedure by a Union representative.
ARTICLE 17 - MANAGEMENT RIGHTS
17.1 GENERAL RIGHTS:
Except as otherwise expressly and specifically limited by the terms of this
Agreement, the city retains all rights, decision-making prerogatives, functions and
authority connected with or in any way incidental to its responsibility to manage the affairs
of the City or any part of the City. The rights ofthe employees in the bargaining unit and
the Union hereunder are limited to those specifically set forth in this Agreement.
17.2 SPECIFIC RIGHTS:
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Without limitation, but by way of illustration, the exclusive prerogatives, functions
and rights of the city shall include the following:
1. To determine the services to be rendered to the citizens of the qty.
2. To determine and to follow the City's financial, budgetary, and accounting
procedures.
3. To direct and supervise all operations, functions, and policies of the departments in
which the employees in the bargaining unit are employed, and operations,
functions, and policies in the remainder of the city as they may affect employees in
the bargaining unit.
4. To close or liquidate any office, branch, operations or facility, or combination of
facilities or to relocate, reorganize or combine the work of divisions, offices,
branches, operation or facilities for budgetary or other reasons.
5. To manage and direct the work force, including but not limited to, the right to
determine the methods, processes, and manner of performing work; the right to
hire, promote, transfer and retain employees; the right to layoff; the right to abolish
positions or reorganize departments; the right to determine schedules of work; the
right to purchase, dispose of and assign equipment or supplies.
6. To determine the need for a reduction or an increase in the work force and the
implementation of any decision with regard thereto.
7. To establish, revise and implement standards for hiring, classification, promotion,
quality of work safety, materials, and equipment.
8. To implement new and to revise or discard, wholly or in part, old methods,
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procedures, materials, equipment, facilities and standards.
9. To assign shifts, workdays, hours of work and work locations.
10. To assign and designate all work duties.
11. To introduce new duties within the unit.
12. To determine the need for and the qualifications of new employees, transfers and
promotions.
13. To discipline, reprimand, suspend and discharge an employee subject to the
discipline Article of this Agreement.
14. To determine the need for additional educational courses, training programs, on-
the-job training and cross-training and to assign employees to such duties for such
periods to be determined by the City.
15. To determine the need for overtime and the employees to work such overtime.
17.3 CONTRACTING AND SUBCONTRACTING OF WORK:
The Union recognized that the City retains the right to contract and to subcontract
work, provided that as to the contracting or subcontracting of work that may reasonably
be expected to result in the layoff or demotion of any bargaining unit member( s), the city
will provide prior notice to the Union and afford it an opportunity to make a presentation
to the council as follows:
1. The Union shall be sent a copy of any Request for Proposal or advertisement for
bids at the time such request or advertisement is made.
2. After receipt of proposals or bids from potential bidders, the Union shall receive a
copy of same and a copy of all other relevant material, including City staff analysis
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of the various bids or proposals, that the Council will use as the basis for its
decision.
3. No decision to contract or subcontract shall be made until:
a. Thirty (30) days following the receipt by the Union of all material specified
in #2 above; and
b. After the Union has had an opportunity to make a presentation to the
Council (or City Administrator if such is mutually agreeable) regarding the
proposed contracting of work.
The City agrees to give full consideration to all information and recommendations
that may be submitted by the Union prior to making a final decision.
In consideration of the above-delineated agreement by the City to allow the Union
to be informed of and to make its position known prior to a contracting decision which
would adversely affect bargaining unit employees, parties agree that notwithstanding the
requirements ofORS 243, the City shall have no duty to bargain 1) any decision to
contract or subcontract work; and 2) the impact of any decision to contract or subcontract
work.
The City may use non-paid volunteers without following the procedural steps
outlined in items 1 through 3 above, and without a duty to bargain over the decision or the
impact of such decision. The City has not intent to modify existing practice on the use of
volunteers.
17.4 EXISTING BENEFITS AND WORK RULES:
Nothing in this Agreement is intended to nullify existing wage and fringe benefits
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to employees under policies, practices and work rules unless specifically included in this
Agreement.
The City agrees to notify the Union, in writing, prior to changing or making
additions to the existing personnel policy manual. Should the Union disagree with the
proposed change(s), the City, upon request, shall meet with the Union to discuss its
concerns.
ARTICLE 18 - CITY SECURITY
During the term of this Agreement, the Union and members of the bargaining unit,
as individuals or as a group, will not initiate, cause, permit or participate or join in any
strike, work stoppage or slowdown, picketing, or any other interruption of City services.
Employees in the bargaining unit, while acting in the course of their employment, shall not
honor any picket line established in the City by the Union, or by any other labor
organization when called upon to cross such picket line. Disciplinary action, including
discharge, may be taken by the City against any employee or employees engaged in a
violation of this Article. Such disciplinary action may be undertaken selectively at the
option of the City.
In the event of a strike, work stoppage, slowdown, picketing, observance of a
picket line, or other restriction of work in any form, either on the basis of individual choice
or collective employee conduct, the Union will, immediately upon notification, publicly
attempt to secure an immediate and orderly return to work. The obligations set forth
above shall not be affected or limited to the subject matter involved in the dispute giving
rise to the stoppage or by whether such subject matter is or is not subject to the grievance
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procedure of this Agreement.
It is understood that employees shall not be entitled to any benefits or wages
whatsoever while they are engaged in such strike, work stoppage, or other interruption of
work.
There will not be a lockout against the employees in the bargaining unit during the
term of this Agreement.
ARTICLE 19 - SUBSTANCE ABUSE
The parties recognize that certain employees engaged in safety sensitive activities
are subject to testing pursuant to adopted city policy, and where applicable, state and
federal law. Before any changes in such a policy, provided they constitute a mandatory
subject of bargaining, are implemented they shall be subject to negotiations with the
Union.
ARTICLE 20 - SA VINGS CLAUSE
The provisions of this contract are declared to be severable, and if any section,
subsection sentence, clause, or phrase of this Agreement shall for any reason be held to be
invalid or unconstitutional, such decision shall not affect the validity of the remaining
sections, sentences, clauses, and phrases of this Agreement, but they shall remain in effect,
it being the intent of the parties that this Agreement shall stand, notwithstanding the
invalidity.
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ARTICLE 21 - LABORIMANAGEMENT COMMITIEE
21.1 FORMATION:
The parties agree to establish a joint LaborlManagement Committee.
21.2 REPRESENTATION:
The City's representative will include the City Administrator or a representative
and up to three (3) designees. The Union representatives will include three (3) elected
representatives who are City employees with preference given to differing departments.
Either party with advance notice may invite guests whose attendance shall be germane to
the agenda.
21.3 INTENT:
The intent of the committee is to facilitate communications between parties by
providing a forum for discussion of issues not addressed by the Contract, such as staff
morale, operation methods and procedures, attendance and other policies of the workplace
which affect the working conditions of the employees when such policies are not
mandatory subject of bargaining. The committee shall not become involved in individual
grievances not shall the committee meetings be construed as formal negotiations. The
committee shall meet with a formal agenda, at least once each quarter or such other time
as both parties mutually agree to. The time, date and place shall be mutually agreed upon
by the parties.
21.4 CONTINUANCE:
The committee shall discontinue meetings during the quarter in which contract
negotiations have begun and remain adjourned until a contract has been signed by both
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parties.
ARTICLE 22 - CERTIFICATION PAY
22.1 Employees holding specified position-related professional and specialty
certifications shall receive certificate pay ranging from .5 percent (.5%) to 1.5 percent
(1.5%) of base pay for each certificate held up to a cap of three (3) certificates. In the
event an employee holds more than one (1) certificate in a job series, only the highest
certification level will be compensated for under this Article provision. The City and
AFSCME will work together to develop the list of compensable certificates and their
respective values. Said list shall be completed by May 15, 2000 and implemented effective
July 1, 2000.
22.2 Employees certified to speak and/or write in the Spanish or Russian language shall
receive an additional two percent (2%) of base pay. This certification program is
voluntary and it requires the employee to provide translation services when requested in
accordance with City procedures.
ARTICLE 23 - EDUCATIONAL INCENTIVES.
On or before May 15, 2000, the educational incentives as defined in Section 5 of
the City's Personnel Policies Manual, will be revised to provide for tuition reimbursement
for course work deemed by the City Administrator to have direct applicability and benefit
to City goals and objectives. Employees shall be reimbursed for up to half of the cost of
registration for approved course work up to a limit to be specified in the revised policy
taking into consideration current rates for course work at area junior colleges and
universities. Reimbursement shall not include cost of travel, books and materials, or other
Page 40 - Agreement between City of Wood bum and AFSCME
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ancillary costs. Employees who receive tuition reimbursement shall be obligated, when
applicable, as determined by the City Administrator, to share the benefit of their education
and training with other City employees.
ARTICLE 24 - TERM OF AGREEMENT
24.1 This Agreement shall become and be effective retroactive to October 1, 1999 and shall
replace the unexpired portion of the Agreement previously approved October 1, 1998
through September 30,2001 on that date. This Agreement shall be binding upon the City,
the Union, and its members, and shall remain in full force and effect through September
30, 2002.
24.2 This Agreement may be amended at any time by mutual agreement of the Union and the
City, such amendments shall be in writing and signed by both parties.
IN WITNESS WHEREOF, the parties hereto set their hands this
.2000.
day of
FOR THE UNION
FOR THE CITY
Page 41 - Agreement between City of Woodburn and AFSCME
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Rich8i"d Jennings
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John Brown
City Administrator
Neil Bednarczyk
Council 75 Representative
Bargaining Team Member
Bargaining Team Member
Bargaining Team Member
Page 42 - Agreement between City of Wood bum and AFSCME
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APPENDIX B
SALARY SCHEDULE
EFFECTIVE OCTOBER 1, 1999
RANGE STEP A STEP B STEP C STEP D STEP E
1 1,703 1,788 1,877 1,971 2,070
2 1,728 1,815 1,905 2,001 2,101
Clerk I
3 1,756 1,844 1,937 2,033 2,135
Library Page
4 1,788 1,877 1,971 2,070 2,173
5 1,822 1,914 2,009 2,110 2,215
6 1,861 1,954 2,052 2,154 2,262
7 1,904 1,999 2,099 2,204 2,314
Meter Reader
8 1,951 2,049 2,151 2,259 2,372
Custodian
9 2,004 2,104 2,209 2,320 2,436
Clerk II
10 2,063 2,166 2,274 2,388 2,507
Municipal Court Clerk
Records Clerk
11 2,128 2,234 2,346 2,463 2,586
Clerk III
Library Assistant
Accounting Clerk II
Utility Worker I
12 2,200 2,310 2,425 2,546 2,674
Utility Worker II
Accounting Clerk III
Water Technician I
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Page 2 - Appendix B - Salary Schedule
Effective October 1, 1999
RANGE STEP A STEP B STEP C STEP D STEP E
13 2,280 2,394 2,513 2,639 2,771
Transportation Coordinator
Library Assistant/Security Monitor
Secretary (Department Head)
Information Systems Technician
Engineering Technician I
14 2,368 2,487 2,611 2,742 2,879
Wastewater Operator I
Utility Worker III
Evidence Technician
15 2,467 2,590 2,720 2,856 2,999
Engineering Technician II
CAD/GIS Technician
Mechanic
Code Enforcement Officer
16 2,576 2,705 2,841 2,983 3,132
Wastewater Operator II
Sewer Line Maintenance Technician
Librarian
Water Technician II
17 2,698 2,833 2,975 3,123 3,279
Information Systems Specialist
Wastewater Lab Technician
Wastewater Operator III
18 2,833 2,974 3,123 3,279 3,443
Foreman
19
2,982 3,132 3,288 3,453 3,625
Wastewater Treatment Plant Maintenance Technician
Assistant Planner
Industrial Waste Coordinator
20
3,149 3,306 3,471 3,645 3,827
Engineering Technician III
Construction InspectorlEngineering Technician
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APPENDIX A
The bargaining unit includes all employees in the following classifications, subject to the
provisions of the Recognition Article:
Clerk I
Library Page
Meter Reader
Custodian
Clerk II
Utility Worker I
Bus Driver
Municipal Court Clerk
Records Clerk
Utility Worker I
Clerk ill
Library Assistant
Accounting Clerk II
Water Technician I
Utility Worker II
Accounting Clerk ill
Library Assistant/Security Monitor
Transportation Coordinator
Secretary (Department Head)
fuformation Systems Technician
Engineering Technician I
Wastewater Operator I
Evidence Technician
Utility Worker ill
Engineering Technician II
CAD/GIS Technician
Mechanic
Code Enforcement Officer
Water Technician II
Wastewater Operator II
Sewer Line Maintenance Technician
Librarian
fuformation Systems Specialist
Wastewater Lab Technician
Wastewater Operator ill
Foreman
Wastewater Treatment Plant Maintenance Technician
Assistant Planner
fudustrial Waste Coordinator
Engineering Technician ill
Construction fuspectorlEngineering Technician
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APPENDIX C
Additional Included Positions
Subject to the conditions outlined in 1.3 of this Agreement, the following positions are to
be added to the bargaining unit:
Code Enforcement Officer
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