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vOVeccber 20, 1980 # �5 �pL�I�
PIIf2PC6E: APPId7VE I,AHOR AGI�'F1`�NT - OSHICC6H QTY II�7AYEES LAIION, IpCl1L 796
1 • Y �: M •� 1 Y
� SE IT RFSOLVED by the Coir�ron Cotmcil of the City o£ Oshk�h that the
proper City officials ate hereby author_' zed and direct-Qd to enter into the
attached agrne�nt with Oshkosh City E�loyees Union, Loca1 796, AFSCS9E, AFS.-CIO,
wvering the years 19�1 and 1982,
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WORKING CONDITIONS aGREE:SENT
CITY OF OSHKOSH
�vD
OSHKOSH CITY EMPLOYEES UNION
LOCAL 796, AFSCME, AFL-CIO
January i, 1981 - December 31, 1982
- � - , ,( .��t
/7 �
�3163`�
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X.RV I
ARTICLE
.fanagement Rights . . . . . . . . . . . . . . . . . . . . . .
Recognition and Unit of Zepresentation . . . . . . . . . . .
Rules and Regulations . . . . . . . . . . . . . . . . . . . .
Ne�ouations . . . . . . . . . . . . . . . . . . . . . . . .
Conduct of 3usiness . . . . . . . . . . . . . . . . . . . . .
Probationary and Employment Status . . . . . . . . . . . . .
Seniori ty . . . . . . . . . . . . . . . . . . . . . . . . . .
Suspension-Demotion-Discharoe . . . . . . . . . . . . . . . .
Safety and Sanitation . . . . . . . . . . . . . . . . . . . .
Normal Work Week, Nor�al Work Day and Normal Work Schedule .
Pay Policy . . . . . . . . . . . . . . . . . . . . . . . . .
Call In Pay . . . . . . . . . . . . . . . . . . . . . . . . .
Authorized Absence . . . . . . . . . . . . . . . . . . . . .
Unauthorized Absence . . . . . . . . . . . . . . . . . . . .
Insurance . . . . . . . . . . . . . . . . . . . . . . . . . .
Tetmination of Employment . . . . . . . . . . . . . . . . . .
New Jobs - Vacancies . . . . . . . . . . . . . . . . . . . .
Grievance Procedure . . . . . . . . . . . . . . . . . . . . .
Dues Deductions . . . . . . . . . . . . . . . . . . . . . . .
TAaiver of Rights . . . . . . . . . . . . . . . . . . . . . .
Union Bulletin Board . . . . . . . . . . . . . . . . . . . .
Reopener . . . . . . . . . . . . . . . . . . . . . . . . . .
Retirement Fund . . . . . . . . . . . . . . . . . . . . . . .
Meal ALlowance . . . . . . . . . . . . . . . . . . . . . . .
Longevity Plan . . . . . . . . . . . . . . . . . . . . . . .
Maintenance of Benefits . . . . . . . . . . . . . . . . . . .
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XXVII
X�VLIL
&YI K
XXX
X%XI
13CAgreecnent . . . . . . . . . . . . . . . . . . . . . . . .
Strzkas and Lockouts . . . . . . . . . . . . . . . . . . . .
��Iorkers Coapensation . . . . . . . . . . . . . . . . . . . .
CET�1 . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Duration . . . . . . . . . . . . . . . . . . . . . . . . . .
RATES. . . . . . . . . . . . . . . . . . . . . . . . . . . .
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A G R E E M E N T
THIS AGRE��ENT IS entered into to be effective on January L, 1981, by and
between the City of Oshkosh, Wisconsin, party of the first part hereinafter
refarred to as the "EmpLoyer", and the Oshkosh CLty Employees Union, Local 796,
AFSCPfE, AFL-CIO and affiliated onth the Wisconsin Council of County and Muni-
cipal Employees, party of the second party of the secoad part hereinafter
referred to as the "Uniun";
'vIHEREAS, IN ORDER TO INCREASE GENERAL EFFICLENCY, TO MAINTAI:I the existing
harmonious reLations between the Employer and its employees, to promota the
morale, well being and security of said employees, to maintain a uniform minimum
scale of �.ages, hours and conditions of empLoyment among the employees and to
promote orderly procedures for the processing of any grievances between em-
ployees and/or employee and EspLoyer, and the declaration of policizs to i.nsure
a proper and ethical conduct of business and relations between the �aployer and
the Union and to that end riave reached this agreement:
�ow, therefore, the parties hereto, each in consideratiun of the agreements
herein contained of the other, hereby agree as follows:
�RTICLE I
MAP]AGEMENT RIGHTS
Except to the extent expressly abridged by a speciFic provision of this agree-
sent, the City reserves and rztains, 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 Agreement with the
Union.
9RTICLE II
RECOGVITION AND UNIT OF REPRESSNTATION
The EmpLoyer recognizes the Union as the exclusive collective bargaining repre-
sentatwe for the purposes of conferences and negotiations with the Employer or
its lawfully recognized teprzsentatives, on questions of wages, hours and condi-
tions of employment, for the Unit of representation, consisting of all employees
of the Employer, employed in the Department of Public Works (Street Department,
Central Garage, Sanitation, Electric and Bridge, Sewage, Water Warehouse, Water
Plant Filtration), Parks Department (Forestry, Cemetery, Go1f Course, City
Parks), and full-time Transit employees, excluding only the non-working super-
visors and professionals.
The Employer agrees not to dischar�e nor to discriminate against any employee
for membership in the Union or because of Union activities and in the event an
employee is discharged or discriminated against sha11 reinstate and(or make
restitution to such employee, if though the procedures contained in this agree-
sent, he is found unjustly discharged or discriminated against.
Herein any sentence or paragraph referring to divisions or sections sha11 be
deemed one and the same.
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ARTICLE II1
RULES �'VD REGULATIONS
The Esployer sha11 adopt and publish rules which may be amended frora ti�ne to
time, provided, however, that such rules an3 ragulations sha11 be first sub-
mitted to the Union for its information, prior to the effective date.
The rules sha11 oecome effzctive on tne day following the fifteenth (15th) day
of submission to the Union. In the event oE dispute as to such rules or regula-
tions, the dispute shall be referrred to the orievance procedure for settlement
and shall be initatad at the level oE their origin. All rules sha11 bear the
signature of the Persoanel Director.
ARTICLE IV
NEGOTIATIONS
Negotiations on a11 matters covered 'oy this 9greement or on other proposals with
respect to wages, hours and/or condi[ions of employment shall be conducted
annually and any agreemen[ reached in negotiations sha11 become effective on the
next followino January lst.
Negotiations sha11 proceed in the following manner: the 2arty requesting nego-
tiations sha11 notify the other party in wri ung of its request not aarlier than
the lst oE �fay. An initial meeting of the parties sha11 oe called within thirty
(30) days of the notice of such request, but not earlier than the 1st day of
June. The party upon whom such request is aade shall have the opportunity to
study such request and make an offer or counter-offer Co Che other party within
fifteen (15) days thereafter. Negotiations sha11 continue until resoLved or
until it is clear that no agreement can be reached.
The EapLoyer agrees that ti�ne spent in the conduct of grievances and in negotia-
tions shall not be deducted from the �.sges of any delegated empluyee reprasenta-
tives of the Uniun.
?.RTICLE V
CONDUCT OF BUSINESS
The Union agrees to conduct its business off the job as much as possible. The
article shall not operate as to prevent a staward from the proper conduct of any
grievance in accordance with the procedure outlined in tnis Agreement nor to
prevent certain routine business such as the posting of Union notices and
bulLetins.
Business aoents or reprzsentatives of the Union having business with the ufficers
or individual members of the Union may confer with such officers or members
during the course of the work day for a reasonable time, provided that permis-
sion is first obtained from the supervisor immediately in charge of such officers
or membzrs.
The employer hereby agrees not to deduct such reasonable time from the pay of
such employees.
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ARTICLE VI
PROB�TIONARY AND EMPLOYMENT STATUS
All newly hired employees shall be on probation for a periud of o sonths from
the date of their employment, during the 6 noa[hs such newly hired employee ;aay
be disciplined or discharoed c.nthout recourse to tne grlevance procedure herein-
after pruvided. Continued esployment beyond the probationary period above noted
is hereby defined as evidence of satisfactory completion of probation unless his
probationary period is extended, by mutual agrzemant, to give the employee
further traiuing in the effort to make him a satisfactory employee.
9 permanent zmployee is hereby defined as a person hired to fi11 a fu11 time or
part time pusition in the Table of Oroanization.
A seasonal employee is one who is a permanent employee but who is on the active
payroll only during the season in which his services are required according to
the Table of Oroanization.
A temporary employee is one ;�no is hired for a period not to exceed one-hundred
and twen[y (120) calendar days and who shall be separated on or before the end
of said period. Said 120 day period may be extended up to an additional 50
calendar days upon requast of the employer and consent of the union. However,
shouLd a ta�porary employee be continued in employment, his first v5 calen3ar
days of employment sha11 be considered as part uf his prooationary period; he
sha11 be rzclassified as a persanent seasonal empLoyee; and he sha11 be com-
pensated retroactively to the 46th calendar day of his employment for the
difference batwee¢ the rate of pay of a temporary employee and that of a per-
manent seasonal employee. Should a te9porary employee who has been separated be
rz-eaployed in the same or kindred occupation withi.n three (3) months of his
separation, his first 45 calendar days of employment including the previuus
per wd employed as a temporary ampluyee shall be coasidared his probationary
period, and upon completioa oE said first +5 cal�.ndar days he sha11 be rzclas-
sified as a pernanent seasonal empluyee; and sha11 be compensatad at the rate oE
a permanent amployee.
Proper records indicating the status of each employee sha11 be complated at the
ti�ne of empluyment and a copy of such status record sha11 be provided the em-
ployee and the Union.
ARTICLE VII
SENIORITY
The empLoyer agrees to the seniority principle.
Seniority shall be established for each employee and shall consist o£ the total
calendar time elapsed since the date of his employment. Seniority rights ter.uin-
ate upon discharge or quitting. A seniority list shall oe posted in each depart-
ment section, listing the seniority of the employees in each section.
Seniority shall be estaolished separately within each division. F.mployees in
the Labor Pool Division shall accrue seniority only within the Labor Poo1
regardless of the division they arz assigned to.
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For the purpose of accrued benefits and division seniority, transit employee's
seniority shall consiat of the total calendar time elapse3 since the last date
of continuous amployment �rith the Transit Company. City-wide seniority for
transit employees workiag for the Transit Company prior to its purchase oy the
City shall be established as Sanuary 1, 1978.
In the event oE lack of work or lack of funds, employees shall be laid-off in
inverae order to the length of service and the last employee laid-off sha11 be
the first to be called back from such 1ay-off.
Permanent employees shall not be subject to layoff until a11 temporary and
probationary employees in the section involved are first laid-off.
If a lay-off under consideration is to be reduction-in-force 1ay-off, the
EmpLoyer ehall give the Union 60 days notice on permanent fu11 time positions.
Employees ;nay be temporarily transferred from one section to another without
loss oE seniority or other rights in their section of origin.
EmpLoyees on 1ay-off status sha11 'oe given 24 hours notice of reca11 for tempor-
ary employment without losing the nght to permanent recall. Any empluyee not
recalled from lay-off shall be entitled to pay from the date any other person
was hired in his stead. 9ny employee recalled on a permanent recall shall have
the right to raturn to duty status within the period uf notice required by his
than employer. If any employee fails to return to his job upon being recalled,
his employment shall be terminated. Notice of such peraanent recall and/or
terms oE employment sha11 be furnished to the Union. Employees sha11 be subject
to recall for eighteen (18) months from the date of the most recent lay-off.
EmpLoyees on continuous lay-off in excess of eighteen (13) months shall be
considered terminated.
ARTICLE VIII
SUSPSNSION-DEMOTION-DISCHa�GE
Suspension: Suspension is 3efZned as the temporary temoval cnthout pay of an
employee from his desianated position.
a. Suspension for cause: The employer may foc disciplinary reasons
suspend an employee at any time. :�ny employee who is suspended,
except proba uonary and temporary employees, shal: 'oe given a written
notice of the reason for the action and a copy of such notice shall be
made part of the employee�s personnel history record and a copy sha11
be sent to the union, no suspension for cause sha11 exceed 30 calendar
days.
b. Suspension during an investigation: During inves[igation, hearing, or
tnal of an employee on any civil or criminal charge when suspension
would be in the interest of the City, an employee may be suspended by
the employer for the duration of the proceedings. The suspension
shall tenninate within ten days after completion of the case for which
he was suspended, by reinstatement or by other appropriate action, by
resionation or dismissal of the employee. If the empLoyee is suspended
and then exonerated of a11 blame, he wi11 be reimbursed in fu11 for
all loss pay after the suspension and for purposes of employee bznefits
and seniority, the suspension will be considered not to have taken
place.
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Demotion: Demotion is defined as the movement of an employee to a lower pay
range.
a. Demo uon for cause: An employee may be denotad by the employer for
just cause in the interest of good discipline, or for the good of the
service. An employee who is demoted shall be given a written notice
of the rzasons of the action at the time of demotiun and a copy sha11
be made a part of the employee's personnel 'nistory record, and a copy
sent to the Union.
b. Voluntary demotions: An employee ;nay request or accept voluntary
demotion c�nen the position he occupies is allocated to a lower class
or when assignment to less 3ifficult or responsible work would be to
his advan[age and in the interest of the service. The employee shall
continue to receive his former rate of pay until the end of the
current pay period.
Dismissal: No employee sha11 be discharoed except for cause. An employee who
is dismissed, except probationary and tamporary eaployees, shall be given a
wrztten notice of the reasons for the action and a copy of the notice shall be
mada a part of the employees personal history record, and a copy sent to the
Union. An employee who has been discharoed may use the grievance procedure by
giving written notice to his stecrard and his department head within five working
days aEter dismissal. Such appeal ai11 go directly to the appropriate step of
the grievance procedure.
Usual Disciplinary Procedure: The progrzssion of disciplinary action shall be
oral reprlmand, writcen reprimand, suspension, demotw n and dismissal. The
union shall also be furnished a copy of any written aotice or reptLnand, suspen-
sion or discharoe. A written reprimand sustained in the grievance procedure or
not coa[ested shall be considered a valid warning. A warning shall be valid for
a tao (2) year period, provided no additional infractions occur. In the event
additional infractiuns occur that violation and the original violation are in
effect for Thrtie (3) years Erom the data of the second warning.
ARTICLE IX
SArETY AND SANITATZON
It is agraed that each employee sha1L be responsible for the cleanliness and
propar care of the equipment and tools used by hun, and it is further agreed
that a11 employees shall comply with the employer's safety rules and regula-
tions. The employer agrees to aegotiate the cost oE any requirzd safety clo-
thZng and equipment.
There sha11 be an employer-employee safety committee whose purpose sha11 be to
develop and maintain a safety program for the Public Works Department and Parks
Department.
9RTICLE X
NORMAL 'dORK WEEK, NORMAL �+IORK DAY AND NOLL'�fAI. WORK SCHEDULE
The nornal work week shall be forty hours, �fonday through Friday. The normal
work day shall be eioht (8) hours per day, Monday through Friday. The normal
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work scnedule sha11 be five (5) consecutive eight (S) hour days, '.3onday through
Fri3ay, for the folloonng Divisions:
a. Street Department
b. Parks Department
c. Sanitation Department
d, Ce�etery
e. Water Department, Outside Crew
f. Electrical Division
g. Forestry Division
h. Labor Pool Divisioa
The Sewage and Water Plant operation sha11 work a forty (40) hour work week, as
per mutually agreed to schedule.
Transit employees sha11 wrk in accordance with present mutually agreed upon
schedule. Selection of the runs shall be made semi-annually unless requested in
writing by not Less than seventy percent (70%) of tha total employees afEacted.
Each driver sha11 nake his/her "selection" on the ordar oE his/her division
seniority.
Sanitation DivisLOn: The Union agrees to the concept oF the route change an3
�ai11 cnntinue to wnrk wit`i the City to finalize the chanoes. Any change in
route shall be by mutual agreement Setween the employee aad the empluyer. Tha
a3justment of the normal c.ork day and nornal aork week shalL be the function of
the Employer, sub�ect to consultauon with employees, as above. A Route system
sha11 be defined as a designated number of pickups for a certain area, as the
case may be, and the employee is expected to complete the work involved on a
weekly basis.
In the event it is necessary to change �mployees from one regular schedule of
days and/or hours to another sciiedule of days and/or hours the empluyees shall
be givan at least 24 hours notica of chanoe. Work �erformed on a revisa3
scheduLe durin� the 24 huur notice period sha11 be compensated at 1tg tiaes tile
normal rate of pay whether or not total working hours for tae �.eek are in excess
of 40 hours, except as otheron se provided 'nerein for emeroencies.
For an emeroency such as snow removal, ice control, flood control, sickness, and
so on, the employer sha11 have the right Go schedule the worK week as nay be
necessary an3 from one shift to another shift without regar3 to prior notice.
9ny empluyee who is calle3 in for work outside his normal work week schedule
sha11 Zot be sent home early on subsequent 3ays or 3enied 'nis regular work week
schedule to avoid over-time paymen[ un.thout his consent. The spirit of this
provisio¢ is that the employer shall not be penalized during emeroency condi-
tioas through overtime payaent during the 24 hour notice period, but neither
shall the employer adjust the working hours after emergency condi uons (e.g. to
less than 8 hours per day) so as to deny employeas lagitimate overtime.
The employer shall also have the right to schedule a change during the working
shiFt (for example, two days on cectain hours and three days on other hours) and
employees involved shall be given at least 24 hours notice.
Compensation for work un any regularly scheduled shift shall be at the straioht
time of pay.
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The employer shall endeavor to maintain stability of employment throughout the
year.
9RTICLE YI
PAY POLICY
Employees shall be compansated within the pay ranges set forth in the class-
ification and pay plan of the employer and in accordance with the rules for
administration included therein. Attached as an appendix to [his agreement are
the job classification and pay schedules.
The employer shall determine the table of organization or position count; that
is, the number of employees to be assigned to any job classification and the job
classifications needed to operate the employer's facilities. The unions sha11
be notified in advance of any change to be made in the table of organization.
Promoti.ons and Demotioas: Whenever an employee is promoted to a higher paying
position, such employee sha11 aove to the step in the new range which wi11
provide a wage incraase. tdhenever an employee is demoted to a lower paying
position, such employee sha11 go to the step in tne new ranoe which provides the
saoe wage or least amount of wage reduction.
Overtime: �7.1 work performed outside the above nor�al work day and/or work c.eeic
sha11 be compensatzd for at the rate of time and one-half (1�) the employees
rep,ular rata of pay. Employees shall receive twice their regular rata of pay
for all work performed on Easter Sunday. The principal of seniority may apply
on a rotating basis, within a division and the specific classification required
to perform overtime work. Transit empluyees sha11 be paid overtime for work
over 40 hours per week or over S hours per 3ay only.
Pay Days: Hourly employees payroll checks wi11 be availaole at 9:00 a.,n, and
salaried employees payroll checks by 1:00 p.m. on Thursday folloc�no the end of
the pay period.
Compensatory Ti.ne: 211 monthly salaried employees say receive compensatory ti�ne
off at the rate of time and one-half (1�) in lieu of cash pay�ents for overtime.
911 compensatory time shall be earned on the same basis as overtime. It shall
be recorded and may be used during the year upon request of the employee, onth
approval uf the department head. Sewaoe Plant �faintenance Men shall be allowed
to accumulate and use compensatory time in accordance with the provisions
con[ained herein.
Any coiapensatory time not used by January 1 of the following year shall be paid
in cash at the rate of time and one-half (1'�) of the rate in effect at the time
earned, in February of the following year. Employees sha11 have the option of
notifying the Employer of their intent to use compensatory ti�ne after January 1
in which case payment for any time off not taken by April L shall be paid in
cash in Spril at the rate in effect at the time earned. It is the intent of this
paragraph that the employee shall receive only one check either in Februacy
or April.
All compensatory time on the books, as of December 31, 1965 and i7ay 1, 1974,
wi11 remain and may be taken off on a straioht time ratio and any balance caill
be paid upon retirement or separation on a straight time rate, based on salary
paid, as of the date in which it was earned.
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Overtime during Holiday Week: Overtime during a holiday week shall be paid at
the rate of tvne and one half (1�) after thirty-two (32) hours actually worked
for those eapluyees on a Eorty (40) 4our work week. Employees cror�ing a sche3ule
of more than forty (40) hours (1�) on the follawing basis; regular c.ork c.eek
minus holiday pay and a11 excess hours worked sha11 be at the rate of time and
one half (1�).
Shift Differzntial: Work performed between the hours of 6:00 P.M, and 6:00 A,K.
sha11 be sub�ect to a t�enty cent ($.20) par hour premium, excludiug those
empluyees regularly assigned to shifts. The twenty cents ($,20) per hour shift
differential shall aot apply to r.nrk hours subject io overtime provisions. The
Transit Division shall be excLuded from shift differential.
Employees assigned to the sewage and water treatment plants shall be compensated
for work performed on the respective shifts with the follow�.ng premium: 15C
per hr. on 2nd shift, 25C per hr, on 3rd shift.
The shxft differentials shall not apply to overtime hours wrked.
9RTIr,LE XII
CALL IN PAY
In the event amployees are called for work after their nor.nal work days has been
complated they shall receive a minimum payment of two (2) hours pay at the rate
of tune and one half (1=�) their rate of pay. The employer may change the
employees snift upon giving 24 hour notice, except in case of emeroency, at
which time the 24 hour notice shall be waiv�red.
ARTICLE XIII
AUTHORZLED ABSENCE
Vacations: Al.l reoular employees sha11 oe entitled [o vacation leave w�.th pay
at their classification rate of pay during calendar year followi.ng their anni-
versary date of employment based upon the foLlowing schedule:
3fter 1 year of servzce - 2 weeics vacation leave
After 8 years of service - 3 weeks vacaLion leave (7 years in 1982)
After 15 years of service - 4 weeks vacation leave
After 20 years of service - 5 weeks vacatioa leave
Those employees complating their seventh (7th) year (6th year in 1982} of
service shall earn their third (3rd) week of vacation on a pro-rated basis.
Those employees completing their fourteenth (14th) year of service sha11 earn
their fourth {4th) week of vacation on a pro-ratad basis and those employees
completing their nineteenth (19th) year of service shall earn their fifth (Sth)
week of vacation on a pro-rated basis.
The vacation weeic sha11 be defined as six (6) days for those employees regularly
scheduled for a six (5) day week. A vacation day shall oe considerad eight (8)
hours.
. '�'L�
Sub�ect to the staffing requirement of [he employer, the employee sha11 be given
his choice of the time of vacaton except that if there is a conflict the employee
with the oreatest seniority shall be granted the first cnoice of vacation time
or floatino holiday.
When a holiday falls in a vacation weeK, the employee sha11 receive an addi-
tional day of vacation or at the option of the employer an additional day's pay.
All new employees shall receive pro-rated vacatioa as of January Lst, of his
first year.
On separation employees shall be paid a11 vacation due in propottion to the time
worked. In the event of separation prior to completion of probation and/or com-
plztion of oae (1) year of service, no ter,ninal vacation sha11 be paid.
Sick Leave: All employees shall be entitled to sick leave credits on the
following basis:
Al1 regular fu11 time, probationary and seasonal employees of the employer shall
accumulate sick leave with pay at the rate of ona (1) working day for each month
of service. For purposas of this section leave of absence without pay sha11 not
be considered service.
Unused sick leave cradits shall accumulate to a aaximum of one hundred and fifty
(150) wurk 3ays. Employees qualified to receive sick leave compensation sha11
receive such compensatwn at [he rate uf their regularly schedulzd hour's pay at
the employee's regularly rate of pay for zach day of absence.
An employee may use sick leave with pay for aosence necessitated by injury or
illness, or exposure to contagious 3isease when confirmed by a physician. In
order to qualify for a sicic leave payment an employee must:
a. Report priur to tye start of each work day to his depart;nent head or
supervisor for his absence.
b. Keep his de?artment head informed of the condition if the absence ia
more than (3) working days.
c. Submit a doctor's certificate for such absence if in escess of three
(3) working days. The certificate must state the kind and nature of
sickness or injury and whether the employee has been incapacitated for
said period of aosence.
d. 9pply for such leave according to the procedure estabLished by tha
employer.
Employees suspected of abusing sick leave privileges, may be required to submit
a medical certificate to substantiate each absence, of claimed illness, regard-
less of duration. This requirement will not be invoked without first advising
the employee of his questionable sick leave record and givZng him an opportunity
to improve. If there is no improvement, the employee will be advised, in writ-
ing, that all future requests for sick leave, must be supported by a medical
certificate. This requirement wi11 be periodically reviewed with the employee,
at lease once each ninety (90) days, and determination wi11 be made, if this
requirement is to continue.
''�
Sick leave should be regar3ed by a11 supervisors and empluyees as valuable, free
healt�, and welfare insurance which, in the best interest of a11 employees,
should not Sz used unless really needed. Sick leave is noc a"Right" like
vaca uon: It is a privileoe, to be used carefully.
Unuse3 accumulated sick Leave shall be pai3 tu empluyees who die Ln servica or
retire under the �disconsin KetLrzment Fund, at one-half the eaployees rate in
efEect at tne time he re ures or dies.
A11 employees covere3 oy this :�reement, upon retiring, uader tne Wisconsin
Retirement Fund Plan, sha11 have the option to select the payment of their
unused accumulated sick Leave in cash, or to have said noney placed in a fund,
by tha City, from which the employee's premium for his Hospital and Suroical
Insurance w�.11 be paid. In the event that the employee should expirz oefore
said fund has exhausted, said monies sha11 continue to be used for tiia payment
of the same Lnsurance plan of his survivors, who are coverad under this family
pLan. If there be no survivors, such remaining fund sha11 oe forfeited. Once
the initial option has been made by the employee, to set up such Eund for the
payment of insurance premiums, no changes sha11 be made thereafter.
Eaergency Leave: In case oE 3eath in the immediate family of a�rmanant and/or
seasonal empLoyee, (spouse, children, step-children, parzats, step-parents,
brother, sister, motnec-in-law, or fatner-in-law), the employee w�.11 be pai3 for
the schaduled tine lost Erom tha day of death, up tu and includiitg the wor�ing
day after the Euneral, but not to exceed three (3) schedulad work days, at his
regular straight ti�ne hourly rate and not to exceed eight (8) hours per day.
One (1) day off w�.t4 pay sha11 be granted Eor the funersls of tha employees
grandparents and grandchildren. In the event that the death occurs while an
employee is on a� authorized paid leave of absence, such leave of absence sha11
noL be counted, but funeral leave shall apply. `
Holiday Leave: All regular fu11 time, szasonal and probatioaary employeas sha11
receivz thetr regular scliedulad hours only for aach of t:�� En11ow�.ng liolidays
❑ot worked: :Iew Year's pay, �femorlal Day, Independence Day, Labor Day, Thanks-
giving Day, Tha Day before Christmas, Chriatmas Day, Good Friday and such uther
days as the City Council by resolution may fix. When any of the above holi3ays
fa11 on a Sunday, the follo wing Monday shall be 3eemed a holi3ay. When any of
the above holidays fa11 on a Satirday tha previous Friday shall 'oe deemed a
holiday. (Except for those working a sevea day week.) Two (2) floating holi-
days in 1981 for a total of 10 and three (3) floating holi3ays in 1982 for a
total of LL are to be granted to each fu11-tr,ne, pennanent zmployee, subject to
(24) hours notice 3nd approval of the u¢mediate supervisor.
Holidays for the Transit Division are January 1, Memorial Day, Independence Day,
Labor Day, Thanksgiving, Christaas Day and four (4) floating holidays in 1981
for a total of 10 and five (5) floating holidays in 1982 for a total of 11.
All regular full-tic¢e, saasonal and probationary employees who are required to
work on an established holiday shall receive double (2) their regular rate of
pay for all hours c.orkad in addicion to the Holiday Pay.
As a condi uon fur payment of holiday pay, every empluyee shall report for c.ork
on the scheduled work day before and after the defined holi3ay unless such
employee is on authorized leave of absence or in cases of proven illness re-
portad to the division or department head prior to the start uE the day.
-10-
Temporary Military Leave: Employees who ara ae�bers of the National Guard or
Kilitary Reserve sha11 be granted temporary military leave for annual tours of
duty without pay or vacatioa time may be applied.
Leave of Absence �ithout Pay: Request for leave of absence without pay for
justifiable reasons will be granted for reasonable periods of time by the
department head or division head except that no employee shall be granted a
leave of aosence in order to seek other amployaent. 9ny such leave of four (4)
or more day duration must be approved by the Department Head on a Personnel
form, Change of S[atus, a copy of which shall be given to the employee and
personnel director.
Leave to attend convention conferences, or special association meetings sha11 be
consi3ered one form of leave within the meaning of this section. Such leave may
comprise up to 30 calendar days for any employee who has been designated by this
organization, provided such leave doesn't seriously hamper department operation.
Sury Duty: Non-probationary employees selected for jury duty during schedula3
worfiing hours shall endorse the check for such duty and return it to the City.
The employee shall continue to receive his full pay for time lost while service.
Vo overtine or compensatory time will be allowed for jury duty.
ARTICLE XIV
UNAUTHORZZED ABSEP7CE
No employee may absent himself from duty during regular working hours without
the permission of the employer. Any employee absenting himself without the
permission of the division or department head may be subject to disciplinary
action.
9RTICLE XV
I:ISURANCE
Hospitalization and Medical Benefits: The employer sha11 pay up to $125.06
per month per employee towards the pramium of the employees group policy in 1981
and the fu11 dollar amount in 1982 for the WPStiMP plan in effect in 1981.
Life Insurance: The employer shall pay 100% of the cost of the group life
insurance policy.
elltTICLE XVI
TERMINATION OF ECSPLOY:�NT
The employer shall pay all monies due employees upo❑ the termination of employ-
ment and shall furnish such employee c,rith a statement of employment if requested
to do so by sucn employee, if the e;nployee's record has been satisfactory.
ARTICLE XVII
NEW JOBS - VACANCIES
A vacancy shall be defined as a job opening not previousLy existing in the TabLe
of Organization or a job opening created by termination, promotion or transfer
3fC
of existing personnel when the job continues to exist in the Table of Organiza-
tion. � steward shall be przsent during interviaws with employees seeking
promouons.
A11 non-supervisory vacaacies shall oe posted on the bulletin board of the
Public Works and Parks Department and such notice sha11 be posted (5) five
crorking days before the vacancy is filled. Employees cranting such posted jobs
sha11 sign the poste3 notice. The employee sha11 be selected on the basis of
seniority, work recor3 and qualifications. In the event an official training
program has been conducted for a given position successful completion of the
course wi11 be the qualifying factor for promotion. Said employee sha11 demon-
strate his ability to perform the job posted within thirty (30) working days and
if deemed qualified by the employer shall be permanently assigned the job.
Should such employee not qualify or should he desire to return to his former
job, he shall be reassigned to his forner job without loss of seniority.
ARTICLE XVZII
GRIEVANCE PROCEDURE
Both [he Union and the City recognize that grievances and complaints should be
settled promptly and at the earliest stage and that tne grievance process sust
be initiated c� thin 10 work days of the incident or knowladge of the incident.
A11 gnevances which may arise sha11 be processed in the following :nanner:
Step 1. The aggrieved employee sha11 present the grievance orally to his
steward. The steward and/or the aggrieved sha11 attempt to resolve
the grievance with the immediate supervisor, who may call higher level
supervisors into the discussion. If it is not resolved at this level
wz.thin frve (5) work days, the grievance shall be processed as out-
lined in Stzp 2.
Step 2, The grievance sha11 be przsented i.n writing to the division head, and
a copy sent to the personnel office. The division head may consult
with the departmznt head and if not resolved within five (5) working
days at this level, the division head sha11 nota his statement on the
orievance forn and it shall be processed as outlined in Step 3.
Step 3. The grievance sha11 be presented in writing to the department head and
if not resolved within five (5) working days at this 1eve1, the
department head shall note his statement on the grievance form and it
shall be processed as outlined i.n Step 4.
Step 4. The grievance shall be presented by letter to the City i�lanager. If it
is not resolved at this level within ten (10) days, the City Manager
shall note his statement on the grievance form and it shall be pre-
, sentad to thz proper channels for processing as outlined in Step 5.
Step 5. If a satisfactory settlement is not reached within five (5) i.vrking
days of comple uon of Step Four (4), the grievance shall be submitted
to Arbitration, by notifying the City ?ersonnel Pianager of its intent.
The Union and the Employer shall endeavor to select an impartial
arbitrator by mutual agreement. If the parties arz unable to aoree
upon an arbitrator, they shall each appoint a member of the Arbitra-
tion Panel, and they shall each attempt to select an arbitrator, to
-12-
serve as Chairman of the Arbitration Pane1. In the event that they
are unable to select the Chairnan of the ArSitration Panel, they sha11
notify the Wisconsin Employment 8elations Commission of their desire
to appoint an Arbitrator from theu staff to act as Chairnan uf saL3
panel. The deciaion of the Arbitrator shall be "final aad bindimo" on
both partias, however, he sha11 have no right to amend, modiEy, ionora,
add to or delete the provisiuns of this Agreement. The deci;ion oE
the Arbitrator aha11 be based soleLy upon his interpretauon of the
express language of the Agreement. Expenses for the Arbitraturs
services and proceedings shall be borne equally by the Employer for
compensating its own representatives and ca tnasses, except that the
grievant and four employees shall receive their regular rata of pay
for any schaduled time 1ust.
A11 grZevances and solution sha11 be put in writing and presanted to the person-
ae1 office.
Pay owed an empluyee da ung from a disciplinaty action involving pay (e.�.
suspension, demotion, termina uon) shall be reinstated from the date of such
discipLinary action if such action is not sustained through processiag of a
grievance.
,eneral: Any employee may process his orievance as above outlined but t5e Union
sha11 have the rioht to be przsent and act in support of its position in the
matter of the griavxnce.
Any employee sha11 have the rioht of the presence of a stewar3 when his work
perfurmance or conduct oc other mattac affecting his status as aa employee ar2
sub�ect of discussion for tha record.
The Union s`�all 3etermine the composi[ioa of the Grievance Committ�e of the
Jniun.
ARTICLE XIX
DUES DEDUCTIONS
The Union, as the excLisive representative of all the empluyees in the bargain-
ino unit, cn11 represent a11 such employees, union and non-union, fairly attd
equally, and a11 zmployees in the unit c�nll be requirad to pay, as provided in
this article, their proportionate sharz of the costs of representation by tha
UnLOn. No employee sha11 be required to join the union, but membersh1? in the
union sha11 be made available to all empluyees �ho apply consistant with the
union constitution and by-1aws. No empluyee shall be denied union memoership
because of raca, creed, color or sex.
The empLoyer agrees that it will deduct from the monthly earnings oE a11 em-
ployees in the collective bargaining unit the amount oE $11.00 per month, such
amount being the monthly dues certified by the Union as the current 3ues uni-
formly required of a11 members, and pay said amount to the trzasurer of the
Uniun on or before the end of the month in which such deduction was made.
Changes in the amount of dues to be deductzd sha11 oe certifLed by the Union 30
days before the effective data of the chanoe.
-13-
As to new employees, such deduction shall oe mada from the first paycheck
followi.ng the first (1) day of coapletion of their prooationary period.
ARTICLE XX
WAIVER OF &IGHTS
Neither party to [his Agraement by such act at the time herzof or subsequent
hereto agrees to and does waive any rights possessed by it or them under our
state and federal laws, regulations or statutas.
In the event a¢y clause or portion of this agreement is in conflict with the
statues of the State of Wisconsin governing municipalities or other statutes
such clause or portwn of the Agreement shall be declared invalid and negotia-
tions shall be instituted to adjust the invalidated clause or portion thereof.
ARTICLE XXI
UNION BULLETIN BOARD
The Union is hereby granted permission to post notices, announcements, and other
legitimatz �aurial on the bulletin boar3 of the premises.
9RTICLE XXII
During the course of the contract year any article of this agreement ,nay be
opened for negotiations by autual consent of both parties to this agreement;
negotiations under this Article shall oe restricted to tnat article stated in
the request for discussion.
ARTICLE XXIII
RETIKEMENT FUND
In addition to the statutory requirements, the employer sha11 pay to the rztirz-
sent fund five per cent (5%) of the employees aanditory contrioution. Thi.s
ar ucle may be re-opened for negotiations if the amount of the employee� con-
tribution is raised during the term of this Agreement.
9RTICLE KXIV
MEAL ALLOWANCE
The employer e.nll provide a meal allowance of two dollar and fifty cents ($2.50)
for employees performing eaeroency and snow removal work exceeding four (4)
hours duration.
ARTICLE �XV
LONGEVITY PLe1N
The follow�.ng longevity plan is in effect.
$ 2.77 bi-weekly after 5 years of service.
$ 5.54 bi-weekly after 10 years of service.
$ 9.23 bi-c.eekly after 15 years of service.
$12.92 bi-weekly after 20 years of service.
-14-
ARTICLE XXVI
�+fAIVTENANCE OF BENEFITS
The Employsr agrees to maintain in substantially the same manner such przsent
benefits not specifically referred to in this Agreement, sucn as coffee break,
wash up time, etc.
13C AGRE&�fENT
The partias hereto recognize
ment as required by the U.S.
said agreement wi11 remain in
tract.
STRIKES AND LOCKOUTS
9RTICLE XXVII
that they have heretofore entered into a 13C Agree-
Department of Labor for transit employees and that
force together with the provisions of this con-
ARTICLE XXVIII
The union agrees tnat therz shall be no picketing, striices, sy;�pathetic striices,
or sit-downs for any reason whatsoever, or any other c.ork interruption or inter-
ference *.nth the affairs of the City of Oshicosh during the tenn of thLS A,o,ree-
ment, by any officers or members. The City of Oshkosh agrees that there shall
be no lockout during the life of the Agreement, it being the mutual desire of
the par ues to provide for uninterrupted and continous service. At no time
sha11 employees be required, as a condition of employment, to cross 1ega1 picket
lines or act as a striicebrea'�cer, when in the opinion of the employee, there is a
present danger tu the employee's safety. Proven participation by employees in
the action prohibite3 by the above shall be basis for diciplinary action, in-
cluding dishcaroe.
9RTICLE XYt:�
WOBKERS COMPENSaTION
The follocnng pollcy, regarding the cotttribution and/or accumulation of fringe
benefits will apply to employees of the City of Oshkosh during such periud of
time tha employee is receiving Workman's Compensatioa c.lnile on temporary disa-
bility:
L.
2.
��
Seniroity shall continue to accrue.
Longevity sha11 continue to accrue.
The Employer shall continue to pay that portion of the Hospital and
Sutgical Insurance premium, as provided for all employees in the
collective baroaining agreement.
4. The Employer sha11 continue to pay that portion of the Life Insurance
presium as provided for a11 employees in the collective bargaining
agreement.
5. The employee may use sick leave in equal propoction to the difference
between his regular wages and the amount of Workvan's Compensation
(currently one-thir3 (1/3) day sick laave per day) at the employee's
option.
-15-
6. The eciployee :uay choose holiday pay and/or vacauon for which he is
eligiSle under the collective bargaining agraement in lieu of �ork-
man's Compensation at any time during the period of his disability.
7. In cases of extended disaoility, vacation, holiday and sick leave
Uenefits will continue to accrue during the first six (6) consecutive
aonths of disability or until such [ime as the employee's only income
from the City of OshKOSh is Workatan's Co�pensation; which ever is
longer.
8. The employee sha11 notify the Director of Personnel of his intent to
use vacation, holiday and/or sick leave benefits in lieu of Workman's
Compensation.
9. The Director of Personnel shall notify the employee when all vacation,
holiday and sick Leave benefits have been exhausted during the period
of disability.
10. Employees receiving Workman's Compensa uon prior to Apri1 1, 1975 wi11
not be sub�ect to the rzatrictions of this policy.
ARTICLE XXX
CETA
Employees funded under the Comprehensive Employment Training ?ct sha11 receive
the maximum aages and economic fringe benefits allowable under federal 1aw or by
this labor agreement, whichever is less.
In the event of any 1ega1 controversy regarding this section, the EmpLoyer
agrees to hold the Union hanaLess and assume fu11 liability for any action
brought against the Union, its Officers, or me�bers as a result of this section.
9RTICLE }LYXI
DUR�ITI ON
This agreement sha11 be effective on January 1, 1981 and shall remain in fu11
force and effect until and including December 31, 1982, and sha11 be automat-
icalLy renewed from year to year unless negotiations are instituted under the
provision of this contract.
IN WITNESS L7kiEREOF, the parties hereto have executed this 9greement on this
� S�` , day of �j' „-�-- �� , 19 S"^ by:
CITY OF OSHKOSH OSHKOSIi CITY E+SPLOYEES UNION LOCAL
796, AMERICAN FEDERATION OF STATE
COUNTY, AND :�SUNICIPAL EKPLOYEES.
�//�,�;� ' � < �l-C��G'� �� � %J J�r �--.ri R .�
r; x �
C�TY , AGER LOCAL 796, PRESID�NT
ATTEST:
-,
/
I �" ' ('h.." 1 L�. .} '.i .l ] `::.Cf,:� l �v✓. if:' ..
�'I'� _ �l � � IIIG j� / .._. .. ,
OCCiU�? CfiGtii 1�'�`� :iAli_i.'.....
S��� ����Jp�1,,,, -1
\,""-"-�� �M}' � ��l/ �"�'�./
---------------- --- --------------------
City Comptroller
CLASS
Laborer
Transit Operator
Transit Oper./Mech_
Groundsman
Greensman
Transit Serviceman
Equip. Oper. I
Shop Maint. Man
Sewage Plant Maint. Man
Sanitation oper.
�dater Maint. Man I
Tree Trimmer
zoo xeeper
Traffic Painter
Equip. Oper. II
Meter Reader
Water Plant Maint. Man
Construction Crewman I
RNG. FRE�1
1 6 mo
2 6 mo
3 6 mo
4 6 mo
5 6 mo
RATES EFFECTIVE:
Pay Period 1/1981
SPAN
1 yr. hr.
biw.
mo.
1 yr. hr.
biw.
mo.
1 yr. c hr.
biw
mo.
2 yr. hr.
biw
mo.
2 yr. hr.
biw
mo.
A
6.70
536.C�
1161.31
6.80
544.00
1178.64
6.83
546.40
1183.84
6.93
554.40
1201.18
6.97
557.60
1208.11
7.07
565.60
1225.44
D E
6.80 6.89 6.95 7.10 I
544.00 551.20 558.40 568.00 �
1178.64 1194.24 1209.84 123�.64
I
�
6.83 6.89 6.97 7.04 7.13 i
546.40 551.20 557.60 563.20 570.40 ���
1183.84 1194.24 1208.11 1220.24 1235.84 i
6.86 6.92 7.03 7.12 7.20 I
548.80 553.60 562.40 569.60 576.00 �
1189.04 1199.44 1218.51 1234.11 1247.98 !
6 6 mo. 2 yr. hr. 6.94 7.01 7.08 7.16 7.25 ��
biw. 555.20 560.80 566.40 572.80 580.00 �
mo. 1202.91 1215.04 1227.18 1241.04 1256.64
Parks Maint. Man 7 6 mo. 2 yr. hr. 6.88 6.96 7.03 7.17 7.32
Street Maint. Man biw. 550.40 556.80 562.40 573.60 585.60
Water Maint. Man II � mo. 1192.51 1206.38 1218.51 1242.75 1268.78
Sewer Maint. Man �
Automotive Serviceman 8 6 mo. 2 yr. hr. 7.11 7.17
Asst. Sewage Plt. Oper. biw. 568.80 573.60
Asst. Solids Plt Oper. mo.. 1232.38 1242.78
Public Works Clerk 9 6 mo. 2 yr. hr. 7.03 7.12
Equip. Oper. III biw. 562.40 569.60
Groundskeeper mo. 1218.51 1234.11
Traffic Painter Leadman 10 6 mo. 2 yr. hr. 7.01 7.10
Water Meter Serviceman biw. 560.80 568.00
mp, 1215.04 1230.64
Filtration Plt. Oper. 11 6 mo. 2 yr. hr. 7.11 7.20
Sewage Plt. Oper. biw. 568.80 576.00
Solids PLt. Oper. mo. 1232.38 1247.98
7.25
580.00
1256.64
7.21
576.80
1249.71
7.13
570.40
1235.84
7.31
584 .80
1267.04
7.32 7.41
585.60 592.80
1268.78 1284.38
7.33 7.47
586.40 597.60
1270.51 1294.78
7.38 7.54
590.40 603.20
1279.18 1306.91
7.43 7.56
594.40 604.80
1287.84 1310.37
(PAY PERIOD #1 1981)
CLASS RNG. FREQ. SPAN A B C D E
Construction Crewman II 12 6 mo. 2 yr. hr. 7.15 7.25 7.35 7.46 7.58
Sewaae Plt. Maint. Mech. biw. 572.00 580.00 588.00 596.80 606.40
Water Plt. Maint. Mech. mo. 1239.31 1256.64 1273.98 1293.04 1313.84
Electrician I 13 6 mo. 2 yr, hr. 7.15 7.24 7.38 7.54 7.69
Aborist biw. 572.00 579.20 590.40 603.20 615.20
Maintenance Welder � mo. 1239.31 1254.91 1279.18 1306.91 1332.91
Chief Sewage Plt. Oper. 14 6 mo. 2 yr. hr. 7.37 7.45 7.59 7.75 7.91
biw. 589.60 596.00 507.20 620.00 632.80
mp, 1277.44 1291.31 13'�15.57 1343.31 1371.04
Equip. Mechanic 15 1 yr. 4 yr, hr. 7.31 7.47 7.62 7.80 7.98
Transit INechanic biw. 584.80 597.60 609.60 624.00 638.40
mo_ 1267.04 1294.78 1320.77 1351.97 1383.17
Equip. Mech. Foreman 16 1 yr. 4 yr. hr. 7•47 7.62 7.80 7.98 8.16
Chief Sew. Plt. Maint. Mech. biw. 597.60 609.60 624.00 638.40 652.80
ma, 1294.78 1320.77 1351.97 1383.17 1414.37
Electrician II 17 1 yr. 4 yr. hr. 7.64 7.79 7.96 8.14 8.33
Ind./Elect. Tech. biw. 611.20 623.20 636.80 651.20 666.40
mo. 1324.24 1350.24 1379.71 1410.91 1443.84
City Electrician 18 1 yr. 4 yr. hr. 8.34 8.62 8.90 9.21 9.54
biw. 667.20 689.�60 712.00 736.80 763.20
mo. 1445.57 1494.10 1542.64 1596.37 1653.57
CLASS
Laborer
Transit Operator
Transit Oper./Mech.
Groundsman
Greensman
Transit Serviceman
Equip. Oper. I
Shop Maint. Man
Sewage Plant Maint. Man
Sanitation oper.
Water Maint. Man I
Tree Trimmer
zoo xeeper
Traffic Painter
Equip. Oper. II
Meter Reader
Water Plant Maint. Man
Construction Crewman I
RATES EFFECTNE:
Pay Period 14/1951
RNG. FRE�1. SPAN
1 6 mo_ 1-yr. hr.
biw.
mo.
2 6 mo. 1 yr. hr.
biw.
mo.
A
6.83
546.40
1183.84
6.94
555.20
1202.91
3 6 mo. 1 yr. c hr. 6.94
biw. 555.20
mo. 1202.91
4 6 mo. 2 yr, hr. 6.97
biw. 557.60
mo. 1208.11
5 6 mo. 2 yr. hr. 7.00
biw. 560.00
mo. 1213.31
B
6.97
577.60
1208.11
7.07
565.60
1225.44
7.03
562.40
1218.51
7.03
562.40
1218.51
7.06
564.80
1223.71
C
7.11
568.80
1232.38
7.21
576.80
1249.71
7.12
569.60
1234.11
7.11
568:90
1232.38
7.17
573.60
1242.78
G
7.24
579.20
1254.91
7.18 7.27
574.40 581.60
1244.51 1260.11
7.26 7.34
580.80 587.20
1258.35 1272.24
6 6 mo. 2 yr. hr. 7•08 7.15 7.22 7.30 7.40
biw. 566.40 572.00 577.60 584.00 592.00
mo 1227.18 1239.31 1251.44 1265.31 1282.64
Parks Maint. Man 7 6 mo. 2 yr. hr. 7.02 7.10 7.17 7.31 7.47
Street Maint. Man biw. 561.60 565.00 573.60 584.80 597.60
Water Maint. Man II � mo. 1216.78 1230.64 1242.78 1267.04 1294.78
Sewer Maint. Man �
Automotive Serviceman 8 6 mo. 2 yr. hr. 7.25 7.31 7.40 7.47 7.56
Asst. Sewage Plt. Oper. biw. 580.00 584.80 592.00 597.60 604.80
Asst. Solids Plt Oper_ mo.. 1256.64 1267.04 1282.64 1294.78 1310.37
Public Works Clerk 9 6 mo. 2 yr. hr. 7.17 7.26 7.35 7.48 7.62
Equip. Oper. III � biw. 573.60 580.80 588.00 598.40 609.60
Groundskeeper mo. 1242.78 1258.38 1273.98 1296.51 1320.77
Traffic Painter Leadman 10 6 mo. 2 yr. hr. 7.15 7.24 7.27 7.53 7.69
Water Meter Serviceman biw. 572.00 579.20 SS1.60 602.40 615.20
mo. 1239.31 1254.91 1260.11 1305.17 1332.91
Filtration Plt. Oper. 11 6 mo. 2 yr. hr. 7.25 7.34 7.46 7.58 7.71
Sewage Plt. Oper. biw. SS0.00 587.20 596.80 606.40 616.80
Solids Plt. Oper. mo. 1256.64 1272.24 1293.04 1313.84 1336.37
(Pay Period 14/1981)
CLASS RNG. FREQ. SPAN A B C D E
Construction Crewman II 12 6 mo. 2 yr. hr. 7,2g 7.40 7.50
Sewage Plt. Maint. Mech. biw. 583.20 592.00 600.00
Water Plt. Maint. Mech. mo. 1263.58 1282.64 1299.98
Electrician Z 13 6 mo. 2 yr, hr. 7.29 7.38 7.53
Aborist biw. 583.20 590.40 602.40
Maintenance Welder mo. 1263.58 1279.18 1305.17
Chief Sewage Plt. Oper. 14 6 mo. 2 yr. hr. 7.52 7.60 7.74
Equip. Mechanic
Transit Mechanic
biw. 601.60 608.00 619.20
mo. 1303.44 1317.31 1341.57
15 1 yr. 4 yr. hr. 7.46 7.62 7.77
biw. 596.80 609.60 621.60
mo. 1293.04 1320.77 1346.77
7.61 7.73
608.80 618.40
1319.04 1339.84
7.69 7.84
615.20 627.20
1332.91 1358.91
7.91 8.07
632.80 645.60
1371.04 1395.77
7.96 8.14
636.80 651.20
1379.71 1410.91
Equip. Mech. Foreman 16 1 yr. 4 yr. hr. 7.62 7.77 7.96 8.14 8.32
Chief Sew. Plt. Maint. Mech. biw. 609.60 621.60 636.80 651.20 665.60
mo. 1320.77 1346.77 1379.71 1410.91 1442.11
Electrician II 17 1 yr. 4 yr. hr. 7.79 7.95 8.12 8.30 8.50
Ind./Elect. Tech. biw. 623.20 636.00 649.60 664.00 680.00
mo. 1350.24 1377.97 1407.44 1435.64 1473.31
City Electrician 18 1 yr. 4 yr, hr. 8.51 8.79 9.08 9.39 9.73
biw. 680.80 703:20 726.40 751.20 778.40
mo. 1475.04 1523.57 1573.84 1627.57 1686.50
RATES EFFECTIVE:
Pav Period �1 1982
CLASS RNG. FREQ. SPAN A B C D E
Laborer 1 6 mo. 1 yr. hr. 7,43 7.57 7.i1
Transit Operator biw. 594.4f1 605.60 616.80
Transit Oper./Mech. mo. 1287.84 1312.11 1336.37 ,
Groundsman 2 6 mo. 1 yr. hr. 7.54 7.67 7.81
Greensman biw. 603.20 613.60 624.80
Transit Serviceman mo. 1306.91 1329.44 1353.71
Equip. Oper. I
Shop Maint. Man
Sewage Plant Maint. Man
Sanitation Oper. 3 6 mo. 1 yr. hr. 7.54 7.63 7.72 7.84
Water Maint. Man I
Tree Trinmier
20o Keeper
Traffic Painter
Equip. Oper. II
Meter Reader
Water Plant Maint. Man
Construction Crewman I
biw.
mo.
4 6 mo. 2 yr. hr.
biw.
mo.
S 6 mo. 2 yr. hr.
biw.
mo.
6 6 mo
Parks Maint. Man 7 6 mo
Street Maint. Man
Water Maint. Man II
Sewer MainT.. Man
automotive Serviceman 8 6 mo
Asst. Sewage Plt. Oper.
Asst. Solids Plt Oper.
Public works Clerk 9 6 mo
Equip. Oper. III
Groundskeeper
Traffic Painter Leadman 10 6 mo
Water Meter Serviceman
Filtration Plt. Oper. 11 6 mo
Sewage P1t. Oper.
Solids Plt. Qper.
603.20 610.40 617.60 627.20
1306.91 1322.51 1338.11 1358.91
7.57 7.63 7.71 7.78 7.87
605.60 610.40 616.80 622.40 629.60
1312.11 i322.51 1336.37 1345.51 1364.11
7.60 7.66 7.77 7.86 7.94
608.00 612.80 621.60 628.80 �635.20
1317.31 1327.71 1346.77 1362.37 1376.24
2 yr. hr. 7.68 7.75 7.82 7.90 8.00
biw. 614.40 620.00 625.60 632.00 640.00
mo. 1331.17 1343.31 1355.44 1369.31 1356.64
2 yr. hr. 7.62 7.70 7.77 7.91 8.07
biw. 609.60 616.00 621.60 632.80 645.60
mo. 1320.77 1334.64 1346.77 1371.04 1398.77
2 yr. hr. 7.85 7.91 8.00 �.07 8.16
biw. 628.00 632.80 640.00 645.60 652.80
ma,. 1360.64 1371.04 1386.64 1398.77 1�F14.37
2 yr. hr. 7.77 7.86 7.95 8.08 8.22
biw. 621.60 628.80 636.00 646.40 657.60
mo. 1346.77 1362.37 1377.97 1400.51 1424.77
2 yr. hr. 7.75 7.84 7.87 8.13 8.29
biw. 620.00 627.20 629.60 650.40 663.20
mp. 1343.31 1358.91 1364.11 1409.17 1436.91
2 yr. hr. 7.85 7.94 8.06 8.18 8.3T
biw. 628.00 635.20 644.80 654.40 664.80
mo. 1360.64 1376.24 1397.04 1417.84 1440.37
(PAY PERIOD # 1 1982)
CLASS RNG. FREQ. SPAN A B C D E
Construction Crewman ZI 12 6 mo. 2 yr. hr. 7.89 8.00 8.10 8.21 8.33
Sewage Plt. Maint. Mech. biw. 631.20 640.00 648.00 656.80 666.40
Water Plt. Maint. Mech. mo. 1367.57 1386.64 1403.97 1423.04 1443.84
Electrician I 13 6 mo. 2 yr. hr. 7.89 7.98 8.13 8.29 8.44
Aborist biw. 631.20 638.40 650.40 663.20 675.20
Maintenance Welder � mo. 1367.57 1353.17 1409.17 1463.91 1462.91
Chief Sewage Plt. Oper. 14 6 mo. 2 yr. hr. 9.12 8.20 8.34 5.51 8.67
biw. 649.60 656.00 667.20 680.80 693.60
mo_ 1407.44 1421.31 1445.57 1475.04 1502.77
Equip. Mechanic 15 1 yr. 4 yr, hr. 8.06 8.22 8.37 8.56 8.74
Transit Mechanic biw. 644.80 657.60 669.60 684.80 699.20
mo. 1397.04 1424.77 1450.77 1483.70 1514.90
Equip_ Mech. Foreman 16 1 yr. 4 yr. hr. 8.22 8.37 8.56 8.74 8.92
Chief Sew. Plt. Maint. Mech. biw. 657.60 669.60 654.80 699.20 713.60
mo. 1424.77 1450.77 1483.70 1514.90 1546.10
Electrician II 17 1 yr. 4 yr. hr. 8.39 8.55 8.72 8.90 9.10
Ind./Elect. Tech. biw. 671.20 684.00 697.60 712.00 728.00
mo. 1452.24 1481.97 1511.44 1542.64 1577.30
City Electrician 18 1 yr. 4 yr. hr. 9.11 9.39 9.68 9.99 10.33
biw. �2$•80 751.20 774.40 799.20 826.40
mo. 1579.04 1627.57 1677.83 1731.57 1790.50
RATES EFFECTIVE:
Pay Period # 14 1982
CLASS RNG. FREQ. SPAN A B C D E
Laborer 1 6 mo. 1 yr. hr. 7,58 7.72 7.86
Transit Operator biw. 606.40 617.60 628.80
Transit Oper./Mech. �• 1313.84 1338.11 1362.37 '
Groundsman 2 6 mo. 1 yr. hr. 7,69 7.82 7.96
Greensman biw. 615.20 625.60 636.80
Transit Serviceman mo• 1332.91 1335.44 1379.71
Equip. Oper. I
Shop Maint. Man
Sewage Plant Maint. Man
Sanitation Oper. 3 6 mo. 1 yr. c.hr. 7.69 7J8 7.87 7.99
Water Maint. Man I
Tree Trimmer
Zoo Keeper
Traffic Painter
Equip. Oper. II
Meter Reader
Water Plant Maint. Man
Construction Crew[nan I
biw.
mo.
4 6 mo. 2 yr, hr.
biw.
mo.
5 6 mo. 2 yr. hr.
biw.
mo.
6 6 mo
2 yr. hr.
biw
mo.
Parks Maint. Man 7 6 mo. 2 yr. hr.
Street Maint. Man biw
Water Maint. Man II mo.
Sewer Maint. Man
automotive Serviceman 8 6 mo. 2 yr. hr.
Asst. Sewage Plt. Oper. biw
Asst. Solids Plt Oper. mo_
Public works Clerk 9 6 mo. 2 yr_ hr.
Equip. Oper. III biw
Groundskeeper mo.
Traffic Painter Leadman 10 6 mo. 2 yr, hr.
Water Meter Serviceman biw
mo.
Filtration Plt. Oper. 11 6 mo. 2 yr, hr.
Sewage P1t. Oper. biw
Solids P1t. Oper. mo.
615.20 622.40
1332.91 1348.51
7:72 7.78
617.60 622.40
1338.11 1348.51
7.75 7.81
620.00 624.80
1343.31 1353.71
7.83 7.90
626.40 632.00
1343.31 1369.31
7J7 7.85
621.60 628,00
1346.77 1360.64
8.00 8.06
640.00 644.80
1386.64 1397.04
7.92 8.01
633.60 640.80
1372.77 1388.37
7.90 7.99
632.00 639.20
1369.31 1384.91
8.00 8.09
640.00 647.20
1386.64 1402.24
629.60
1364.11
7.86
628.80
1362.37
7.92
633.60
1372.77
7.97
637.60
1381.44
7.92
633.60
1372.77
8.15
652.00
1412.64
8.10
648.00
1403.97
8.02
641.60
1390.11
8.21
656.80
1423.04
639.20
1384.91
7.93 8.02
634.40 641.60
1374.51 1390.11
8.01 8.09
640.80 ' �647.20
1388.37 1402.24
8.05
644.00
1395.31
8.06
644.80
1397.04
8.22
657.60
1424.74
8.23
658.40
1426.51
8.28
662.40
1435.17
8.33
666.40
1443.84
5.15
652.00
1412.62
8.22
657.60
1424.77
8.31
644.80
1440.37
8.37
669.60
1450.77
8.44
675.20
1462.91
8.46
676.80
1466.37
CLASS
RNG
(PAY PERIOD � 14 1982)
SPAN
Construction Crewman II 12 6 mo. 2 yr. hr.
Sewage Plt. Maint. Mech. biw
Water Plt. Maint. Mech. mo.
Electrician I 13 6 mo. 2 yr. hr.
Aborist - biw
Maintenance Welder � mo.
Chief Sewaae Plt. Oper. 14 6 mo. 2 yr. hr.
Equip. Mechanic
Transit Mechanic
biw
mo.
15 1 yr. 4 yr. hr.
biw
mo.
Equip. Mech. Foreman 16 1 yr. 4 yr. hr.
Chief Sew. Plt. Maint. Mech. biw
Electrician II
Ind./Elect. Tech.
City Electrician
mo.
17 1 yr. 4 yr. hr.
biw
mo.
18 1 yr. 4 yr. hr.
biw
mo.
D E
8.04 8.15 8.25 8.36 8.48
643.20 652.00 660.00 668.80 678.40
1393.57 1412.64 1429.97 1449.04 1469.84
8.04 8.13 8.28 8.44 8.59
643.20 650.40 662.40 675.20 687.20
1393.57 1409.17 1435.17 1462.91 1488.90
8.27 8.35 8.49 8.66 8.82
661.60 668.00 679.20 692.80 705.60
1433.44 1447.31 1471.57 1501.04 1528.77
8.21 8.37 8.52 8.71 8.89
656.80 669.60 681.60 696.80 711.20
1423.04 1450.77 1476.77 1509.70 1540.90
8.37 8.52 8 J1 8.89 9.07
669.60 681.60 696.80 711.20 725.60
1450.77 1476.77 1509.70 1504.90 1572.10
8.54 �8.70 8.87 9.05 9.25
683.00 696.00 709.60 724.00 740.00
1480.24 1507.97 1537.44 1568.64 1603.30
9.26 9.54 9.83 10.14 10.48
740.80 763:20 786.40 811.20 838.40
1605.04 1653.57 1703.83 1757.57 1816.50
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