HomeMy WebLinkAbout31066 / 80-13Dece�er 4, 1980 # 13 RFSOLtJPION
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SE IT RFSOLVED by the Co�ce�on Coimcil of the City or Oshkasn that the pmper
City of£icials are herPl�y authorized and directed to enter into the attached
agree�ent with the Oshkash City E�ployees Association covering the calendar
yeass 1981 and 1982.
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CONTRACT
OSHKOSH CITY EMPLOY°ES ASSOCI�TION
AND
CITY OF OSHKOSH
1981-1982
ARTICLE
I
II
III
IV
V
VI
VII
VIII
IX
X
XI
XII
XIZI
XIV
XV
XVI
XVII
XVIZI
XIX
XX
XXI
XXI I
XXIII
XXZ V
INDEX
Management Rights . . . . . . . . . . . . . . . . . . . . . . .
Pay Policy . . . . . . . . . . . . . . . . . . . . . . . . . .
Rules and Regulationa . . . . . . . . . . . . . . . . . . . . .
Probationary Period & Employment Status. . . . . . . . . . . .
Texmination of Employment . . . : . . . . . . . . . . . . . . .
Work Hours . . . . . . . . . . . . . . . . . . . . . . . . . .
Hospitalization fi Life Insurance . . . . . . . . . . . . . . .
Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . .
Retirement Fund . . . . . . . . . . . . . . . . . . . . . . . .
Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . .
Compensatory Time . . . . . . . . . . . . . . . . . . . . . . .
Longevity . . . . . . . . . . . . . . . . . . . . . . . . . . .
Rest Periods . . . . . . . . . . . . . . . . . . . . . . . . .
Vacation . . . . . . . . . . . . . . . . . . . . . . . . . . .
Emergency Leave . . . . . . . . . . . . . . . . . . . . . . . .
Leave Without Pay . . . . . . . . . . . . . . . . . . . . . . .
Unauthorized Absence . . . . . . . . . . . . . . . . . . . . .
Waiver of Rights . . . . . . . . . . . . . . . . . . . . . . .
Grievance Procedure . . . . . . . . . . . . . . . . . . . . . .
Reopener . . . . . . . . . . . . . . . . . . . . . . . . . . .
Scope of Negotiations . . . . . . . . . . . . . . . . . . . . .
Resolution of Difference by Peaceful Means . . . . . . . . . .
Recognition and Dues Deduction . . . . . . . . . . . . . . . .
Duration . . . . . . . . . . . . . . . . . . . . . . . . . . .
Rates . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
PAGE
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A G R E E M E N T
THIS AGRE&*SENT IS entered into to be effective on January 1, 1981 by and between
the cicy of Oshkosh, Wiaconsin, party of the first part hereinafter referred to
as the Employer, and the Oshkosh City Employees Association, party of the second
part hereinafter referred to as the Union.
WHEREAS, IN ORDER TO INCREASE GENERAL EFFICIENCY, TO MAINTAIN the existing
haxmonious relatione between the employer and its employees, to maintain a
uniform minimum scale of wages, hours and conditions of employment among the
employees and to promote orderly procedures for the processing of any grievances \
between employeea and employee and/or employee and employer, and the declaration
of rules and regulatione and the establishment of and declaration of policies to
insure a proper and ethical conduct of business and relations between the
Employer a¢d the Union, and to that end have reached this Agreement.
NOW, THERFORE, the parties hereto, each in consideratio❑ of the agreements
herein contained of the othez, hereby agree as follows.
ARTICLE I
MANAGEMENT RIGHTS
SECTION L. F�ccept to the extent expressly abridged by a specific provision
of this agreement, the City reserves and retains, solely and exclusively, all of
its Common Law, statutory, and inherent rights to manage its own affairs, as
such rights existed prior to the execution of this or any other previous A3ree-
ment with the Association.
ARTICLE II
PAY POLICY
SECTION 1. Compensation. Employees shall be compensated within the pay
ranges set forth in the classification and pay plan of the employer and in
accordance with the rules for administration included therein. Attached as an
appendix to this agreement are the �ob classifications and pay schedules.
SECTION 2. Classification. The employer sha11 determine the number of
employees and types of positions or classifications necessary to operate the
facility. Should an employee feel he or she is errorneously classified, they
may apply for a review of their classification by the Personnel Director.
ARTICLE III
RULES AND REGULATIONS
SECTION 1. The employer may adopt and publish rules and regulations
concerning the operation of its facility and conduct of employees. Such rules
and regulations may be amended periodically, provided reasonable notice is given
to affected employees.
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ARTICLE LV
PROBATIONARY PERIOD 6 EMPLOYMENT STATUS
SECTION 1. Permanent Employee, is one who is hired to fill a permanent
full time position in the table of organization. All such employees shall serve
a probationary period of aix (6) consecutive months. The probationary period
may be extended for up to six (6) additional monthe through mutual agreement
between the City and Association. During the probationary period the employer
may dismiss such employee at its discretion. Employees promoted ehall serve a
probationary period of six (6) months. If the promoted employee shall not prove
satisfactory �n the new position, the employee shall be returned to his or her
o1d classification.
SECTION 2. Temporary Employee, is one who is hired on a short tezm basis
not to exceed six (6) consecutive months and employeea who are hired using
Federal or State funds whose positions are for a 1lmited texm and not included
in or intended to become permanent positions in the Table of Organization, i.e.,
CETA, WIN, Work Experience, etc. Such employees shall not be members of the
bargaining unit covered by this Agreement and shall not be covered by any of the
provisions of this Agreement.
SECTION 3. The employees of the bargaining unit shall be informed of all
vacancies and �ob ope¢ings in the unit through an announcement placed on the
informational bulletin boards in the City Ha11 and :fuseum.
SECTION 4. Seniority. Definition of Seniority shall mean the status
attained by length of continuoua service following the successful completion of
probationary period. Seniority shall accrue from the date an employee entered
continuous employment with the City and shall indicate time worked excluding
personal leave of absence exceeding thirty (30) days but including leaves of
absence granted for illness or United States military service. Seniority shall
be a factor applied in layoffs, recalls, promotions and vacation selection.
ARTICLE V
TERMINATION OF EMPLOYMENT
SECTION 1. Lay-Off. The employer may, in the interest of the City, lay-
off any employee at any time. The employer shall furnish the affected employee
with a crritten notice. Where qualifications of position permit, the employee
with the least seniority within the classification shall be laid off first.
Members of the bargaining unit may be laid off only when the City is not uti-
lizing contracted services for work noc*nally done by members of the bargaining
unit and only when temporary help is not being utilized for work in the classi-
fication.
SECTION 2. Dismissal. The employer may discharge any employee only for
good cause related to and/or affecting his employment. The employer shall
furnish the discharged avployee with a written notice of the actio❑ and the
reason(s) for same.
_2_
ARTICLE VI
WORK AOURS
SECTION 1. The work day and work week ehall be as follows: 8:00 A.M. to
4:30 P.M., Monday through Friday. F�cceptions to this Article shall be: the
cuatodians crhoae normal work day shall conaist of not more than 7 1/2 hours
performed Sunday through Saturday, not to exceed 37.5 hours; the normal work
week for Courtesy Aides shall be Monday through Saturday, not to exceed 37.5
hours; the normal work week for the museum employees shall be Sunday through
Saturday. The normal work day sha11 be 7 1/2 hours. When Museum employeea are
required to work Saturday and Sunday they shall receive their two days off
❑oLmally during the same pay period. The employer may change�the hours of Ehe
work day in the best interest of the public, provided the number of hours per
work day is ¢ot increased.
ARTICLE VII
HOSPSTAI,IZATION S LIFE INSURANCE
SECTION 1. The employer shall pay up to one hundred and two dollars and
twenty—nine cents ($102.29) per month per employee towards the premium of the
employee's group pollcy in 1981 and the full dollar amount in 1982 for the WPS—
&*SP health plan in effect in 1981, regardless of marital status.
SECTION 2. The employer shall pay 100% of the premlum of the group life
insurance policy.
ARTICLE VIII
HOLIDAYS
SECTION 1. Each full time employee shall be granted ten and one—half (10�)
paid holidays: .Iew Year's Day, Memorial Day, Independence Day, Labor Day,
Thanksgiving Day, the day before Christmas, Christaas Day, Good Friday after—
noon, and Three Flaating Holidays; which shall be earned at the rate of 3/10 day
for each month worked but not to exceed three days. Such days may be scheduled
and used in the same manner as vacation days with the approval of the Department
flead.
ARTICLE LX
F[TND
SECTION 1. In addition to the Statutory requirements, the employer shall
pay to the retirement fund five percent (5%) of the employee's mandatory con—
tribution.
ARTICLE X
SICK LEAVE
SECTION 1. All pecmanent full time employees shall accumulate sick leave
crith pay at the rate of one (1) work day for each month of service. For pur—
poses of this section, leave without pay shall not be considered service.
Unused sick leave credits shall accumulate to a maximum of one hundred and fifty
(150) days.
SECTION 2. An employee may apply for sick leave with pay for absence
❑ecessitated by in�ury or illness. In order to qualify for sick leave benefits
an employee must:
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A. Report prior to [he start of each vork day to his aupervisor for
his/her absence.
B. Keep his/het supetvisot informed of the condition and estimated
day of return to Work.
C. Submit a doctors certificate for such absence upon request of the
City, stating the nature of the illness or in�ury and whether or
¢ot the employee has been incapacitated for said period of
absence.
Slck leave shall be regarded by all as a valuable, free health and welfare
insurance which in the bes[ interest of all concerned should not be used unless
a legitimate need exists. Sick Leave is not a"Right" like vacation: It is a
privilege, to be used carefully.
Unused accumulated sick leave up to 132 days shall be paid to employeea who
die in service or retire at age 62 or older, at one-half the employees rate in
effect at such time.
ARTICLE XI
COMPENSATORY TIME
SECTION 1. Compensatory time shall be granted at the rate of 1 1/2 times
for full time employees required to work over the no�a1 work day or week.
Compensatory time will be recorded and may be used during the year upon request
of the employee and with the approval of the department head or at the direction
of the Department Head. Any unused balance of compensatory time will be paid in
February of the follocring year.
SECTION 2. Compensatory time on the books as of 12-31-65 will remain and
aay be taken off on a straight time ratio sub�ect to the provisions for the
granting of such leave outlined in Sectio❑ L. Any unused balance of such time
will be paid upon separa[ion based on the salary in effect as of 12-31-65.
ARTICLE XII
LONGEVITY
SECTION 1. The employer agrees to the following longevity plan for all
full time employees below the rank of Divisio❑ Head and "nonworking supervisor"
A. $ 2.77 Si-Weekly after 5 years of continuous Service.
B. $ 5.54 Bi-Weekly after 10 years of continuous Service.
C. $ 9.23 Bi-Weekly after 15 years of continuous Service.
D. $12.92 Bi-�Aeekly after 20 years of continuous Service.
ARTICLE XIIZ
REST PERLODS
SECTION 1. Full time employees shall be granted two (2) fifteen (15)
minute rest petiods per work day, one (1) to be scheduled during the first half
of the work day, and one (1) to be scheduled during the second half of the work
day. ,Such breaks may not be accumulated.
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ARTICLE XIV
VACATION
SECTION 1. All regular fu11 ti.me employees shall be granted vacation leave
with pay based upon the folloving schedule in each succeeding calendar year.
SECTION 2. Each full time employee with less than one fu11 calendar year
of service ehall be granted a vacation in the succeeding calendar year o❑ a
prorated basis in proportion to the length of time worked, based upou the
following schedule:
� SCHEDULE
A. 1 year of continuoua service = 2 weeks vacation.
B. 8 years of continuous service m 3 weeks vacation.
(7 years in 1982)
C. IS years of continuous service = 4 weeks vacation.
D. 20 years of continuous service = S weeks vacation.
ARTICLE XV
EMERGENCY LEAVE
SECTION 1. Ia the case of death in the immediate family of a regular
employee (spouse, children, step-children, parents, step-parents, sister,
brother, mother-in-law, father-in-law, grandparents and grandchlldren), the
employee will be paid for the scheduled time lost from the day of death up to
and including the day after the funeral, but not to exceed three (3) scheduled
work days at his regular straight time hourly rate and not to exceed seven and
one-half hours per day. No funeral leave will be paid to any employee while on
sick leave, layoff or any leave of absence.
ARTICLE XVI
LEAVE WITHOUT PAY
SECTION 1. Applications for leave of absence without pay shall be.made in
writing to the department head, stating the period of such leave, and reasons
for same. Dispositio❑ of such requests will be made on the basis of staffing
requirements of the employer.
ARTICLE XVII
UNAUTHORIZED ABSENCE
SECTION 1. No employee may absent himself from duty during working hours
without the permission of the responsible department head. Any employee absen-
ting himself without permission shall be sub�ect to disciplinary action.
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ARTICLE XVIII
WAIVER OF RIGHTS
SECTION 1. Each party to this Agreement expressly retains a11 rights and
authority posseased by 1t or them under Wisconsln or Federal Laws, reguLations
or statutea. In the event that any cLause, provision, or poction of this
Agreement is held invalid or inoperative auch invalidlty or inoperativeness
shall not affect other clauees, provisions, or portione of this Agreement. The
parties hereby declare their intent that all clauses, provisione, and portions
of this Agreement are aeverable.
SECTION 2. If said invalldity arises through con£lict with a specific �
statute, then the statute shall govern that portion of the Agreement which is in
conflict, and negotiations shall be instituted to ad�ust the invalidated clause.
ARTICLE XIX
GRIEVANCE PROCEDURE
SECTIOt3 1. Soth the union and the city recognize that orievances shouLd be
settled promptly and at the earliest possible stage and that the grievance must
be initiated within five (5) �rking days of the incident. A grievance is
defined as any violation, misinterpretation, or noncompliance with the pro-
visions of this contract. Any employee may process grievances as outlined, and
may be assisted 6y the Association at the option of the employee.
Step 1. The aggzieved employee may pxesent the gzievance orally to his
managment supervisor. The employee and supervisor shall atteapt to resolve the
grievance. The supervisor shall state his positio❑ to the employee within three
(3) consecutive work days. Within three (3) consecutive work days after the
supervisor has stated his position, the employee shall advance his grievance to
Step 2 or the matter shall be conaidered settled by a11 patties.
SteP 2. The employee shall submit the grievance in writing to his Depart-
ment Director. The Department Director shall state his postiion in writing
within th:ee (3) consecutive work days after receipt of the Department Directors
statement, the employee shall advance his grievance to Step 3, or the matter
shall be considered settled by all parties.
Step 3. The employee shall submit the grievance in writing along vith a
copy of [he Department Directots statement to ttie City Manager. The City
Manager shall issue his statement in �ariting to the employee and the Department
Director wichin five (5) consecutive work days. The employee shall advance to
Step 4, or the matter shall be considered settled by all parties.
Step 4. If the empLoyee does not consider the grievance satisEactorily
ad�usted, he may request that the grievance be settled by arbitratioa. The
employee shall give written notice of his request for arbitration within ten
(10) days after the receipt of the City Manager's statement. Upon receipt of
such notice, the employee and the employer shall endeavor to select an impartial
arbitrator by mutual agreement, Zn the event the parties are unable to agree
upon an arbitrator, they shall each appoint an arbitrator and said arbitrators
shall choose a third arbitratot. The decision of the arbittatot or panel of
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arbitrators shall be final aad he aha11 have no right to amend, modify, ignore
or add to the provision of this Agreement. The decieion of the arbitrator shall
be based solely upon hie interpretation of the "expreas language" oE the Agree-
aent.
ARTZCLE XX
REOPENER
SECTION 1. During the course of the contract year, any article of this
Agreement may be opened for negotiations by mutual consent of both parties to
the Agireement. Negotiations under this Article shall be restricted to that
Article stated in the request for discussion.
ARTICLE XXI
SCAPE OF NEGOTIATIONS
SECTION 1. It is agreed between the parties of the Coatzact that the
clauses, provisions, or portions set forth in this l�greement constitute the
scope of negotiations for the period of the co¢tract.
ARTICLE XXII
RESOLUTION OF DIFFERENCE SY PEACEFUL MEANS
The cicy and the Union agree that differences between the parties shall be
settled by peaceful means as provided within this agreement and that there shall
be no strike or any other type of mass work stoppage during the term of this
agreement. It is understood that differences are intended to be settled through
the grievance procedure contained herein.
ARTICLE XXIII
RECOGNITION AND DUES DEDUCTIONS
It is understood that the bargai¢ing unit consists of thoae individuals
fulfilling the functions as set forth in the wage schedule attached to the
contract. Individuals and �obs not included in those categories are speci-
fically excluded. Job titles not withstanding it is not intended to add or
exclude anyone not presently in the bargaining unit.
In the event new positions are added by the City, they should be brought to
the attention of the Oshkosh City Employees Association for the purpose of
negotiating inclusio❑ or exclusions from the unit. �
The Association, as the exclusive representative of all the employees in
the bargaining unit, will represent all such employees, association and non-
association, fairly and equally, and a11 employees in the unit will be required
to pay, as provided in this article, their proportiouate share of the costs of
representation by the Association. No employee sha11 be required to �oin the
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aesociation, but membership in the association ahall be made available to a11
empLoyees who apply consistant with the association constitution and by—laws.
No employee aha11 be denied Association membership because of race, creed, color
or sex.
The employer agrees that it will deduct from the monthly earnSngs of all
employees in the collective bargaining unit the amount of $3.00 per month, such
amount being the monthly dues certified by the Association as the current dues
uniformly required of all members, and pay said amount to the treasurer of the
Association o❑ or before the ead of the month in which such deduction was roade.
Changes in the amount of dues to be deducted sha11 be certified by the
Association 30 days before the effective date of the change.
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ARTICLE XXIV
DURATION
This Agreement shall become effective January 1, 1981 and shall remain in
full force and effect until and including December 31, 1982 and shall be auto-
matically renewed from year to year unless negotiations are instituted by
September 1, of any subsequent year.
IN WITYESS WHEREOF, the parties hereto have executed this P.greement on this
S".� day of /��'cr�-. "i�<.� , 19 �t' by:
FOR THE CITY
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FOR THE ASSOCIATION
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RATES EFFECTIVE PAY PERIOD 1, 1981�
CLASS RNG. FREO. SPAN A B C D M
Custodian Z
Clerk Typist I
Duplicating Mach. Oper.
Courtesy Aide
Keypunch Operator
Secretary I
Clerk Typist II
Account Clerk I
Cataloger
Account Clerk II
Community Health Tech.
Museum Activities Coord.
1 6 MO. 1 YR
2 6 M0. 2 YR
BIW. 290.31 299.95 308.21
M0. 629.00 649.89 667.79
BIW. 319.20 327.47 338.48 345.35 353.60
MO. 691.60 709.52 733.37 748.26 766.13
3 6 M0. 1 YR. BIW. 348.11 360.47 370.12
MO. 754.24 781.02 801.93
4 6 MO. 2 YR. BI�A. 346.73 356.36 365.99 378.37 386.63
MO. 751.25 772.11 792.98 819.80 837.70
5 6 MO. 2 YR. BIw. 363.24 372.87 383.88 390.75 404.50
MO. 787.02 807•a9 831.74 846.63 876.42
6 1 YR. 4 YR. HIW. 404.50 423.78 444.41 462.30 485.69
MO. 876.42 918.19 962.89 1001.65 1052.33
Civil Engineer Aide I 7 6 M0. 2 YR. BIW. 423.78 437.53 447.16 458.16 474.69
Caseworker M0. 918.19 947.98 968.85 992.68 1028.49
Registrar 8 1 YR. 4 YR. BIW. 423.78 444.41 462.30 485.69 509.09
Asst. Poundmaster M0. 918.19 962.89 1001.65 1052.33 1103.03
Custodian II 9 6 MC. 2 YR. BIW. 444.41� 454.04 469.18 480.15 493.95
MO. 962.89. 963.75 1016.56 1040.39 1070.22
Parkina ^^eter Serv. I
Staf£ Artist
Accountant
Museum Asst.
Poundmaster
10 1 YR. 4 YR
11 1 YR. 4 YR
BIW. 444.41 � 462.30 485.69 509.09 532.46
MO. 962.89 1001.65 1052.33 1103.03 1153.66
BIW. 462.30 485.69 509.09 532.46 558.61
MO. 1001.65 1052.33 1103.03 1153.66 1210.32
Civil Eng. Aide II 12 1 YR. 4 YR. BIW 485.69 509.09 532.46 558.61 583.37
MO. 1052.33 1103.03 1153.66 1210.32 1263.97
Parking Meter Service II 13 1 YR. 4 YR. BIW. 503.58 526.95 550.36 573.74 599.88
MO. 1091.09 1141.73 1192.45 1243.10 1299.74
*OFFICIAL RATES ARE BI-WEEKLY RATES
Custodian I
C1erk Typist I
Duplicating Mach. Oper.
Courtesy Aide
Keypunch Operator
Secretary I
Clerk Typist 2I
Account Clerk 2
Cataloger
Account Clerk II
Co�nunity Health Tech.
Museum Activities Coord.
Civil Engineer Aide I
Caseworker
Registrar
Asst. Poundmaster
Custodian II �
Parking Meter Serv. i
Staff Artist �
Accountant
Museum Asst.
Poundmaster
Civil Eng. Aide IZ
Parking Meter Serv. II
RATES EFFECTIVE PAY PERIOD 14, 1981*
RNG. FREO. SPAN A B C
1 6 MO. 1 YR. BIW. 296.12 305.95 314.37
MO. 641.59 662.89 681.14
2 6 MO
3 6 MO
4 6 MO
5 6 MO
i]
'L YR. BIW. 325.58 334.02 345.25 352.26 360.67
MO. 705.42 723.71 748.04 763.23 781.45
1 Y1t. szw. 355.07 367.68 377.52
M0. 796.32 795.64 817.96
2 YR. BIw. 353.66 363.49 373.31 385.94 394.36
MO. 766.26 787.56 808.84 836.20 854.45
2 YR. BIw. 370.50 380.33 391.56 398.5? 412.59
MO. 802.75 824.05 848.38 863.57 893.95
6 1'YR. 4 YR. BIW. 412.59 432.26 453.30 471.55 495.40
MO. 893.95 936.56 982.15 1021.69 1073.37
7 6 MO
8 1 YR
9 6 MO
10 1 YR
2 YR. BIW. 432.26 446.28 456.10 467.32 484.18
MO. 936.56 966.94 988.22 1012.53 1�49.06
4 YR. BIW. 432.26 453.30 471.55 495.40 519.27
M0. 936.56 982.15 1021.69 1073.37 1125.09
2 YR. BIW. 453.30 463.17 478.56 489.78 503.83
MO. 982.15 1003.5Q 1036.88 1061.19 1091.63
4 YR. BIW. 453.30 471.55 495.40 519.27 543.11
MO. 982.15 1021.69 1073.37 1125.09 1176.74
11 1 YR. 4 YR. BIW. 471.55 495.40 519.27 543.11 569.78
MO. 1021.69 1073.37 1125.09 1176.74 1234.52
12 1 YR. 4 YR. BIW. 495.40 519.27 543.11 569.78 595.04
M0. 1073.37 1125.�9 1176.74 1234.52 1289.25
13 1 YR. 4 YR. BIw. 513.65 537.49 561.37 585.21 611.88
MO. 1112.91 1164.56 1216.30 1267.96 1325.74
*Official Rates are BI--weekly Rates
RATES EFFECTIVE PAY PERIOD 1, 1982*
CLASS RNG. FREQ. SPAN A B C
Custodian 1 6 MO. 1 YR. BIW. 319.8�1 330.43 339,52
M0. 692.92 715.93 735.63
Clerk Typist I
Duplicating Mach. Oper.
Courtesy Aide
Keypunch Operator
Secretary I
Clerk Typist II
Account Clerk 2
Cataloger
M
2 6 MO. 2 YR. BIW. 351.63 360.74 372.87 380.44 389.52
MO. 761.87 781.60 807.89 824.29 843.96
3 6 MO. 1 YR. BIW. 383.4$ 397.09 407.72
M0. 830.87 860.3b 883.39
4 6 MO. 2 YR. BIW. 381.95 �9?.57 403.17 416.82 425.91
M0. 827.56 850.57 873.54 903.11 922.81
5 6 MO. 2 YR. BIW. 400.14 410.76 422.88 430.46 445.60
MO. 866.97 889.9& 916.24 932.66 965.47
Account Clerk IZ 6 1 Yx. 4 YR. BIW. 445.60 466.84 489.56 509.27 535.03
Community Heath Tech. M0. 965.47 1011.49 1060.71 1103.42 1159.23
Museum Activities Coord. .
Ci��il Engineer Aide I 7 6 MO.. 2 YR. BIW. 466.8? 451.98 492.59 504.71 522.91
Caseworker MO. 1011.49 1044.29 1067.28 1093.5� 1132.97
Registrar
Asst. Poundmaster
Custodian SI
Parking Meter Serv. I
Staff Artist
Accountant
Museum Asst.
Poundmaster
Civil Eng. Aide II
Parking Meter Serv. II
8 1 YR. 4 YR. BIW. 466.84 489.56 509.2^ 535.03 560.81
MO. 1011.49 1060.71 1103.42 1159.23 1215.p�
9 6 MO. 2 YR
10 1 YR. 4 YR
11 1 YR. 4 YR
BIW. 489.56 500.22 516.84 528.96 544.14
M0. 1060.71 1083.$I 1119.82 1146.08 1178.97
BIW. 48�.55 509.27 535.03 560.SI 586.56
M0. 1053.54 1103.42 1159.23 1215.09 1270.8E
BIW 509.27 535.03 560.9T 586.56 615.36
MO. 1103.n2 1159.23 1215.09 1270.88 1333.28
12 1 YR. 4 YR. BIW. 535.03 560.81 586.56 615.36 642.64
MO. 1159.23 1215.�9 1270.88 1333.2R 1392.39
13 1 YR. 4 YR. BIW. 554.74 580.49 606.28 632.03 660.83
MO. 1201.9a 1257.73 1313.61 1369.40 1431.80
*Official rates are BI-Weeklv Rates
RATES EFFECTIVE PAY PERIOD 14, 1982*
CLASS RNG. FREQ. SPAN A B C D M
Custodian 1 6 MO. 1 YR. BIW. 326.21 337.04 346.31
MO. 706.79 730.25 750.34
Clerk Typist I
Duplicating Mach. Oper.
Courtesy Aide
Keypunch Oper.
Secretary I
Clerk Typist II
Account Clerk I
Cataloger
Account Clerk II
Community Health Tech.
Museum Activities Coord.
Civil Engineer Aide Z
Caseworker
Registrar
Asst. Poundmaster
Custodian II
Parkirig Meter Sex'vice I
Staff Artist
Accountant
Museum Asst.
Poundmaster
Civil Eng. Aide II
Parking Meter Serv, iI
2 6 MO
3 6 MO
4 6 MO
5 6 MO
6 1 YR
7 6 MO
2 YR. BIW. 358.66 367.95 380.33 388.05 397.31
MO. 777.10 797.23 824.05 840.78 860.84
1 YR. BIW. 391.15 405.03 415.87
MO. 847.49 877.57 901.05
2 YR. BIw. 389.59 400.42 411.23 425.16 434.43
MO. 844.11 867.58 891.00 921.18 941.27
2 YR. BIW. 408.14 418.98 431.34 439.07 454.51
MO. 884.30 907.79 934.57 951.32 984.77
4 YR. SIW. 454.51 476.18 499.35 519.46 545.73
M0. 984.77 1031.72 1081.93 1125.50 1182.42
2 YR. BIW. 476.18 491.62 502.44 514.80 533.37
M0. 1031.72 1065.18 1088.62 1115.40 1155.64
S 1 YR. 4 YR. BIW. 476.18 499.35 519.46 545.73 572.03
MO. 1031.72 1081.93 1125.50 1182.42 1239.40
9 6 MO. 2 YR. SIW. 499.35 510.22 527.18 539.54 555.02
M0. 1081.93 1105.48 1142.22 1169.00 1202.54
10 1 YR. 4 YR. BIW. 499.35 519.46 545.'73 572.03 598.29
MO. 1081.93 1125.50 1182.42 1239.40 1296.30
11 1 YR. 4 YR. BIW. 519.46 545.73 572.03 598.29 627.67
M0. 1125.50 1182.42 1239.40 1296.30 1359.95
12 1 YR. 4 YR. BIw. 545.73 572.03 598.29 627.67 655.49
M0. 1182.42 1239.40 1296.30 1359.95 1420.23
13 1 YR. 4 YR. BIW. 565.83 592.10 615.41 644.67 674.05
MO. 1225.97 1282.88 1339.89 1396.79 1460.44
* Official rates are Bi-Weekly rates
,
��,.
OF
OSMNOSN
TO: ALL CITV HALL EMPLOYEF ASSOCIATION ME^flBERS
FROM: NORBERT W. SVATOS, DIRECTOR OF PERSONNEL
SUBJECT: POLICY ON JOB VACANCIES
DATE: NOVEMBER 19, 1980
The employees of the bargaining unit shall be informed
of all job ooenings in the unit through an announcement
nlaced on the in£ormational bulletin boards in the City Hall
and Museum. '?'he Association President shall also be informed
in writinq of these vacancies. In the interest of nroviding
promotional opportunities to existing city employees, apoli-
cations of those qualiiied emnloyees shall be considered.
This statement sha11 not be interpreted to mean that there
is any requirement that any emoloyee be qiven "preference"
over other individuals.
P. O. BOX 7130 • OSHKOSH, WISCONSIN 54902
CITT
OF
OSN[OSN
T0:
FROM:
SUBJECT
DATE:
ALL CITY EMPLOYEE ASSOCIATION MEPIBERS
NORBERT W. SVATOS, DIRECTOR OF PERSONNEL
POLICY ON VACATION
NOVEMBER 19, 1980
In order to establish a uniform and understandable vacation
policy, the following method shall become effective immediately:
Division
On January 2,
senior person,
or her first
vacation or an
is reached, th
been made. An
completed, sha
staffing requi
seniority shall determine the choice of vacations.
of each year, each employee startina with the
shall be given three (3) working days to make his
choice of vacation, which could comprise the entire
y portion thereof. When the least senior emnloyee
e rotation shall begin again until all picks have
y"leftover" vacation days, after the picks are
11 be allowed on a first come basis subject to
rements. These "leftover" vacation requests may
be made at any time, although requests for compensatory time
may be made no sooner than 30 days prior to the requested time
off. When there are two requests for the same time period and
one is using comp. time and the other vacation, the vacation
request generally shall have preference. Vacation periods of
one to two weeks should be planned well in advance with your
immediate supervisor so proper scheduling can be maintained.
P. O. BOX 1130 • OSHKOSH, WISCONSIN 54902
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