HomeMy WebLinkAbout29996 / 79-09�9
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PURPOSE: APPROVE Lt'1P�OR AC�2Ei�i`gT`fC T'TITfi C�S;PcCCX�ii CITY EI�1P7A�'S ONIOi�I, LL1C1\v 796
INITU1Tf� AY: CITY ALl'�1T1V7STRAT70?V
g,P IT I2ESOLU� by the Comir�n Cc�uncil of_ tht City oi Osh�;csn that the prc?��X
�ity off.iciais ase h�reby autnori�ed and di�'ecYt�3 to entex ir�to the attac,te3
agrc�nt with 0.�h)cosh City }3rQloye�s linic�, 7t�caL 796, AFSG"�IE, AFL-CIO, cx�vari:ig
t'�ie year� 1979 and 1980.
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WORKING CONDITIONS AGREEMENT
CITY OF OSHKOSH
AND
OSHKOSH CITY EMPLOYEES UNION
LOCAL 796, AFSCME, AFL-C10
January 1, 1979 - December 31, 1980
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ARTICLE PAGE
I Management Rights . . . . . . . . . . . . . . . . . . . . . . 1
II Recognition and Unit of Representation . . . . . . . . . . . 1
III Rules and Regulations . . . . . . . . . . . . . . . . . . . . 2
IV Negotiations . . . . . . . . . . . . . . . . . . . . . . . . Z
V Conduct of Bus i ness . . . . . . . . . . . . . . . . . . . . . 2
VI Probationary and Employment Status . . . . . . . . . . . . . 3
VII Seniority . . . . . . . . . . . . . . . . . . . . . . . . . . 3
VIII Suspension-Demotion-Discharge . . . . . . . . . . . . . . . . 4
IX Safety and Sanitation . . . . . . . . . . . . . . . . . . . . 5
X Normal Work Week, Normal Work Day and Normal Work Schedule . 5
XI Pay Pol icy . . . . . . . . . . . . . . . . . . . . . . . . . 7
XII Call In Pay . . . . . . . . . . . . . . . . . . . . . . . . . 8
XII I Authorized Absence . . . . . . . . . . . . . . . . . . . . . 8
XIV Unauthorized Absence . . . . . . . . . . . . . . . . . . . . 11
XVInsurance . . . . . . . . . . . . . . . . . . . . . . . . . . 11
XVI Termination of Employment . . . . . . . . . . . . . . . . . . 11
XV I I New Jobs - Vacanc i es . . . . . . . . . . . . . . . . . . . . 7 1
XVIIIGrievance Procedure . . . . . . . . . . . . . . . . . . . . . 12
XIXDues Deductions . . . . . . . . . . . . . . . . . . . . . . . 13
XX Waiver of Rights . . . . . . . . . . . . . . . . . . . . . . 13
XXl Union Bulletin Board . . . . . . . . . . . . . . . . . . . . 14
XXfI Reopener . . . . . . . . . . . . . . . . . . . . . . . . . . 14
XX I 1 I Ret i rement Fund . . . . . . . . . . . . . . . . . . . . . . . 74
XXIV Meal Allowance . . . . . . . . . . . . . . . . . . . . . . . 14
XXV Longevi ty Plan . . . . . . . . . . . . . . . . . . . . . . . 14
XXVI Maintenance of Benefits . . . . . . . . . . . . . . . . . . . 14
XXVII
XXVIff
XXIX
XXX
Strikes and Lockouts . . . . . . . . . . . . . . . . . . . .
Workers Compensation . . . . . . . . . . . . . . . . . . . .
CETA. . . . . . . . . . . . . . . . . . . . . . . . . . . .
Duration . . . . . . . . . . . . . . . . . . . . . . . . . .
RATES . . . . . . . . . . . . . . . . . . . . . . . . . . . .
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A G R E E M E N T
7H15 AGREEMENT IS entered into to be effective on January 1, 1979, by and
between the City of Oshkosh, Wisconsin, party of the first part hereinafter
referred to as the "Employer", and the Oshkosh City Employees Union, Local 796,
AFSCME, AFl-CIO and affiliated with the Wisconsin Council of County and Muni-
cipal Empioyees, party of the second party of the second part hereinafter
referred to as the "Union";
WHEREAS, !N ORDER TO INCREASE GENERAL EFFICIENCY, TO MAINTA(N the existing
harmonious relations between the Employer and its employees, to promote the
morale, welt being and security of said employees, to maintain a uniform minimum
scale of wages, hours and conditions of emptoyment among the employees and to
promote orderly procedures for the processing of any grievances between employees
and/or employee and Empioyer, and the declaration of policies to insure a proper
and ethical conduct of business and relations between the Employer and the Union
and to that end have reached this agreement:
Now, therefore, the parties hereto, each in consideration of the agreements
herein contained of the other, hereby agree as follows:
ARTICLE 1
MANAGEMENT RIGHTS
Except 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 aftairs, as such rights existed
prior to the execution of this or any other previous Agreement with the Union.
ARTICLE II
RECOGNITION AND UNIT OF REPRESENTATION
The Employer recognizes the Union as the exclusive collective bargaining repre-
sentative for the purposes of conferences and negotiations with the Empioyer or
its lawfully recognized representatives, on questions of wages, hours and condi-
tions of empioyment, for the Unit of representation, consisting of ail employees
of the Emptoyer, employed in the Department of Public Works (Street Department,
Centrai Garage, Sanitation, Elect�ic and Bridge, Sewage, Water Warehouse, Water
Plant Filtration} and Parks Department (Forestry, Cemetery, Golf Course, City
Parks), excluding only the non-working supervisors and professionals.
The Employer agrees not to discharge 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 shall reinstate and/or make
restitution to such employee, if though the procedures contained in this agree-
ment, he is found unjustly discharged or discriminated against.
Nerein any sentence or paragraph referring to divisions or sections shall be
deemed one and the same.
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ARTICLE III
RULES AND REGULATIONS
The Employer shall adopt and publish rules which may be amended from time to
time, provided, however, that such rules and regulations shall be first sub-
mitted to the Union for its information, prior to the effective date.
The rules shall become effective on the day following the fifteenth (15th) day
of submission to the Union. In the event of dispute as to such rules or regula-
tions, the dispute shall be referrred to the grievance procedure for settlement
�nd shall be initated at the level of their origin. All rules shall bear the
signature of the Personnel Director.
ARTICLE IV
NEGOTIATIONS
Negotiations on all matters covered by this Agreement or on other proposals with
respect to wages, hours and/or conditions of employment shall be conducted
annually and any agreement reached in negotiations shall become effective on the
next following January lst.
Negotiations shall proceed in the following manner: the party requesting nego-
tiations shall notify the other party in writing of its request not earlier than
the lst of May. An initiat meeting of the parties shall be called within thirty
(30) days of the notice of such request, but not earlier than the lst day of
June. The party upon whom such request is made shall have the opportunity to
study such request and make an offer or counter-offer to the other party within
fifteen (15) days thereafter. Negotiations shall continue until resolved or
until it is clear that no agreement can be reached.
The Employer agrees that time spent in the conduct of grievances and in negotia-
tions shall not be deducted from the wages of any delegated employee representa-
tives of the Union.
ARTICLE ll
CONDUCT OF BUSINESS
The Union agrees to conduct its business off the job as much as possible. The
articie shall not operate as to prevent a steward from the proper conduct of any
grievance in accordance with the procedure outlined in this Agreement nor to
prevent certain routine business such as the posting of Unio� notices and bulletins.
Business agents or representatives of the Union having business with the officers
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 members.
The employer hereby agrees not to deduct such reasonable time from the pay of
such employees.
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ARTIC�E VI
PROBATIONARY AND EMPLOYMENT STATUS
Ail newly hired employees shall be on probation for a period of 6 months from
the date of their employment, during the 6 months such newly hired employee may
be disciplined or discharged without recourse to the grievance procedure herein-
after provided. Continued employment beyond the probationary period above noted
is hereby defined as evidence of satisfactory completion of probation unless his
probationary period is extended, by mutual agreement, to give the empioyee
further training in the effort to make him a satisfactory employee.
A permanent employee is hereby defined as a person hired to fill a full time or
part time position in the Table of Organization.
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 Organization.
A temporary employee is one who is hired for a period not to exceed one-hundred
and twenty (120) calendar days and who shall be separated on or before the end
of said period; however, should a temporary employee be continued in employment,
his first 45 calendar days of employment shall be considered as part of his
probationary period; he shalt be reclassified as a permanent seasonal employee;
and he shall be compensated retroactively to the 46th calendar day of his emp�oy-
ment for the difference between the rate of pay of a temporary employee and that
of a permanent seasonal employee. Should a temporary emptoyee who has been
separated be re-employed in the same or kindred occupation within three (3)
months of his separation, his first 45 calendar days of employment including the
previous period employed as a temporary employee shall be considered his proba-
tionary period, and upon completion of said first 45 calendar days he shall be
rectassified as a permanent seasonal emptoyee; and shall be compensated at the
rate of a permanent employee.
Proper records indicating the status of each employee shalJ
time of employment and a copy of such status re�ord shall be
pioyee and the Union.
ARTICLE VII
SENIORITY
The employer agrees to the seniority principle.
be completed aY the
provided the em-
Seniority shall be established for each employee and shall consist of the total
calendar time elapsed since the date of his employment. Seniority rights termin-
ate upon discharge or quitYing. A seniority )isY shall be posted in each depart-
ment section, listing the seniority of the employees in each section.
Seniority shalt be established separately within each division. Employees in
the Labor Pool Division shall accrue seniority only within the Labor Pool regard-
less of the division they are assigned to.
In tfie event of iack of work or tack of funds, employees shall be laid-off in
inverse order to the length of service and the last employee laid-off shall be
the first to be called back from such lay-off.
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Permanent employees shall not be subject to layoff unTil all temporary and
probationary employees in the section involved are first laid-off.
If a lay-off under consideration is to be reduction-in-force lay-off, the
Employer shall give the Union 60 days notice on permanent full time positions.
Employees may be temporarily transferred from one section to another without
loss of seniority or other rights in their section of origin.
Employees on lay-off status shall be given 24 hours notice of recall for tempor-
ary emptoyment without losing the right to perm,3nent recall. Any employee not
recalled from lay-off shall be entitled to pay from the date any other person
was hired in his stead. Any employee recalled on a permanent recall shall have
the right to return to duty status within the period of notice required by his
then employer. If a�y employee fails to return to his job upon being recalled,
his employment shall be terminated. Notice of such permanent recalt and/or
terms of employment shal) 6e furnished to the Union. Employees shall be subject
to recall for eighteen (78) months from the date of the most recent lay-off.
Employees on continuous lay-off in excess of e+ghteen (18) months shall be
considered terminated.
ARTICLE VIII
SUSPENSION-DEMOTION-DISCHARGE
Suspension: Suspension is defined as the temporary removal without pay of an
employee from his designated position.
a. Suspension for cause: 7he employer may for disciplinary reasons
suspend an employee at any time. Any employee who is suspended,
except probationary and temporary employees, shall be 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 shall
be sent to the union, no suspension for cause shall exceed 30 calendar
days.
b. SusPension during an investigation: During investigation, hearing, or
trial of an employee on any civil or criminal charge when suspension
would be in the interest of the Lity, an employee may be suspended by
the employer for the duration of the proceedings. The suspension
shall terminate within ten days after completion of the case for which
he was suspended, by reinstatement or by other appropriate action, by
resignation or dismissal of the employee. If the emptoyee is suspended
and then exonerated of all blame, he will be.reimbursed in full for
all loss pay after the suspension and for purposes of employee benefits
and seniority, the suspension will be considered not to have taken
place. -
Demotion: Demotion is defined as the movement of an employee to a lower pay
range.
a. Demotion for cause: An employee may be demoted 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 reasons of the action at the time of demotion and a copy shall
be made a part of the employee's personnel history record, and a copy
sent to the Union.
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b. Voluntary demotions: An employee may request or accept voluntary
demotion when the position he occupies is allocated to a lower class
or when assignment to less difficult or responsible work would be to
his advantage 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 shall be discharged except for cause. An emp)oyee who
is dismissed, except probationary and temporary employees, shall be given a
written notice of the reasons for the action and a copy of the notice shall be
made a part of the employees personal history record, and a copy sent to the
Union. An employee who has been discharged may use the grievance procedure by
giving written notice to his steward and his department head within five working
days after dismissal. Such appeal will go directly to the appropriate step of
the grievance procedure.
Usual Disciplinary Procedure: The progression of disciplinary action shall be
oral reprimand, written reprimand, suspension, demotion and dismissal. The
union shall also be furnished a copy of any written notice or reprimand, suspen-
sion or discharge. A written reprimand sustained in the grievance procedure or
not contested shall be considered a valid warning. A warning shall be valid for
a two (2) year period, provided no additional infractions occur. In the event
additional infractions occur that violation and the original violation are in
effect for Three (3) years from the date of the second warning.
ARTICLE IX
SAFETY AND SANITATION
It is agreed that each employee shall be responsible for the cleanliness and
proper care of the equipment and tools used by him, and it is further agreed
that all employees shall comply with the employer's safety rules and regula-
tions. The employer agrees to negotiate the cost of any required safety clo-
thing and equipment.
There shall be an-employer-employee safety committee whose purpose shall be to
develop and maintain a safety program for the Public Works Department and Parks -
Department.
ARTICLE X
NORMAL WORK WEEK, NORMAL WORK DAY AND NORMAL WORK SCHEDULE
The normal work week shall be forty hours, Monday through Friday
work day shall be eight (8) hours per day, Monday through Friday
work schedule shall be five (5) consecutive eight (8) hour days,
Friday, for the following Divisions:
a. Street Department
b. Parks Department
c. Sanitation Department
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The normal
The normal
Monday through
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d. Cemetery
e. Water Department, Outside Crew
f. Electrical Division
g. Forestry Division
h. Labor Pool Division
The Sewage and Water Plant operation shall work a forty (40) hour ��ork �aeek, as
per mutually agreed to schedule.
Bridge-Tenders: City Bridge-tenders operating the bridges during the navigation-
al season shall operate the City Bridges on a teventy-four hour basis and be paid
for sixteen (16) in accordance with the Fair I_abor Standards P�rt, as ar�ended.
Sanitation Division: The Union agrees to the concept of the route change and
will continue to work with the City to finalize the changes. Any change in
route shall be by mutual agreement between the employee and the employer. The
adjustment of the normal work day and normal work week shall be the function of
the Employer, subject to consultation with employees, as above. A Route system
shall 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 is necessary to change employees from on regular schedule of days
and/or hours to another schedule of days and/or hours the employees shall be
given at least 24 hours notice of change. Work performed on a revised schedule
during the 24 hour notice period shall be compensated at 1'� times the normal
rate of pay whether or not total working hours for the week are in excess of 40
hours, except as otherwise provided herein for emergencies.
For an emergency such as snow removal, ice control, flood control, sickness, and
so on, the employer shall have the right to schedule the work week as may be
necessary and from one shift to another shift without regard to prior notice.
Any employee who is called in for work outside his normal work week-schedule
shall not be sent home early on subsequent days or denied his regular work week
schedule to avoid over-time payment without his consent. The spirit of this
provision is that the employer shall not be penalized during emergency condi-
tions through overtime payment during the 24 hour notice period, but neither
shall the employer adjust'the working hours after emergency conditions (e.g. to
less than 8 hours per day) so as to deny employees legitimate overtime.
The employer shall also have the right to schedule a change during the working
shift (for example, two days on certain hours and three days on other hours) and
employees involved shall be given at least 24 hours notice.
Compensation for work on any regularly scheduled shift shall be at the straight
time of pay.
The employer shall endeavor to maintain stability of employment throughout the
year.
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ARTICLE XI
PAY POLICY
Employees shall be compensated within the pay ranges set forth in the class-
ification and pay plan of the employer and in accordance with the rules for
adininistration included therein. Attached as an appendix to this 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 einployer's facilities. The unions shall
be notified in advance of any change to be made in the table of organization.
Promotions and Demotions: Whenever an employee is promoted to a higher paying
position, such employee shall move to the step in the new range which will
provide a wage increase. Whenever an employee is demoted to a lower paying
position, such employee shall go to the step in the new range which provides the
same wage or least ainount of wage reduction.
Overtime: All work performed outside the above normal work day and/or work week
shall be compensated for at the rate of time and one-half (li) the employees
regular rate of pay. Employees shall receive twice their regular rate of pay
for all work performed on Easter Sunday effective January 1, 1980. The princi-
pal of seniority may apply on a rotating basis, within a division and the speci-
fic classification required to perform overtime work.
Pay Days: Hourly employees payroll checks will be available at 8:00 a.m. and
salaried employees payroll checks by 1:00 p.m. on Thursday following the end of
the pay period.
Compensatory Time: All monthly salaried employees may receive compensatory time
off at the rate of time and one-half (7'-z) -in lieu of cash payments for overtime.
All 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, with
approval of the department head.
Any compensatory 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 by separate paycheck in February of the following year. Employees shall
have the option of notifying the Employer of their intent to use compensatory
time after January 1 in which case payment for any time off not taken by April 1
shall be paid in cash in April by separate check of the rate in effect at the
time earned.
All compensatory time on the books, as of December 31, 1965 and May 1, 1974,
will remain and may be taken off on a straight time ratio and any balance will
be paid upon retirement or separation on a straight time rate, based on salary
paid, as of the date in which it was earned.
Overtime during Holiday Week: Overtime during a holiday week shall be paid at
the rate of time and one half (1�) after thirty-two (32) hours actually worked
for those employees on a forty (40) hour work week. Employees working a schedule
of more than forty (40) hours (1�) on the following basis; regular work week
minus holiday pay and all excess hours worked shall be at the rate of time and
one half (l�).
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Shift Differential: Work performed bet�-�een the hours of 6:00 P.M. and 6:00 A.M,
shall be subject to a twenty cent ($.20) per hour premium, excluding those
employees reg�larly assigned to shifts. The twenty cents ($.20) per hour shift
differential shall not apply to work hours subject to overtime provisions.
Employees assigned to the sewage and water treabnent plants shatl be compensated
for work perforined on the respective shifts with the follu�ring preinium: 10� per
hr. on 2nd shift, 20C per hr, on 3rd shift.
The shift differentiais shall not apply to overtime hours worked.
ARTICLE Xil
CALL IN PAY
In the event employees are called for work after their normal work days has been
completed they shall receive a minimum payment of two (2) hours pay at the rate
of time and one half (1'-z} their rate of pay. The employer may change the employ-
ees shift upon giving 24 hour notice, except in case of emergency, at which time
Yhe 24 hour notice shall be waivered.
ARTICLE Xill
AUTHORIZED ABSENCE
Vacations: All regular employees shall be entitled to vacation leave with pay
at their classification rate of pay during calendar year following their anni-
versary date of employment based upon the following schedule:
After 1 year of service -
After 8 years of service -
After 15 years of service -
After 20 years of service -
2 weeks vacation leave
3 weeks vacation leave
4 weeks vacation leave
5 weeks vacation leave
Those employees completing their seventh (7th) year of service shall earn their
third (3rd) week of vacation on a pro-rated basis. Those employees completing
their fourteenth (]4th) year of service shall earn their fourth (4th) week of
vacation on a pro-rated basis and those employees completing their nineteenth
(19th) year of service shall earn their fifth �Sth) week of vacation on a pro-
rated basis.
Subject to the staffing requirement of the employer, the employee shall be given
his choice of the time of vacaton except that if there is a contlict the employee
with the greatest seniority shall be granted the first choice of vacation time
or floating holiday.
When a holiday falis in a vacation week, the employee shall receive an addi-
tionai day of vacation or at the option of the employer an additional day's pay.
All new employees shall receive pro-rated vacation as of January lst, of his
first year.
On separation employees sha11 be paid all vacation due in proportion to the time
worked. In the event of separation prior to completion of probation and/or com-
pletion of one (]) year of service, �o terminal vacation shall be paid.
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Sick Leave: Al1 employees shall be entitled to sick leave credits on the
following basis:
Bridge-Tenders - City: Sick leave benefits shall be based on a 16 hour day for
men required to work a 16 hour day.
All regular full time, probationary and seasonal employees of the employer shall
accumulate sick leave with pay at the rate of one (1) working day for each month
of service. For purposes of this section leave of absence without pay shall not
be considered service.
Unused sick leave credits shall accumulate to a maximum of one hundred and
forty-four (144) work days in 1979 and one hundred and fifty (150) work days in
1980. Employees qualified to receive sick leave compensation shall receive such
compensation at the rate of their regularly scheduled hour's pay at the employee's
regularly rate of pay for each day of absence.
An employee may use sick leave with pay for absence necessitated by injury or
illness, or exposure to contagious disease when confirmed by a physician. In
order to quatify for a sick leave payment an employee must:
a. Report prior to the start of each work day to his department head or
supervisor for his absence.
b. Keep his department head informed of the condition if the absence is
more than (3) Working days.
c. Submit a doctor's certificate for such absence if in excess 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 absence.
d. Apply for such leave according to the procedure established by the
employer.
Employees suspected of abusing sick leave privileges, may be required to submit
a medicai 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 giving 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 will be periodically reviewed with the employee,
at lease once each ninety (90) days, and determination will be made, if this
requirement is to continue.
Sick leave should be regarded by all supervisors and employees as valuable, free
health, and welfare insurance which, in the best interest of all employees,
should not be used unless really needed. Sick leave is not a"Ri9ht„ like
vacation: It is a privilege, to be used carefully.
Unused accumulated sick leave shall be paid to employees who die in service or
retire under the Wisconsin Retirement Fund, at one-half the employees rate in
effect at the time he retires or dies.
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All employees covered by this Agreement, upon retiring, under the Wisconsin � 9
Retirement Fund Plan, shall have the option to select the payment of their
unused accumulated sick leave in cash, or to have said money placed in a fund,
by the City, from which the ernployee's premium for his Hospital and Surgical
Insurance will be paid. In the even[ that the employee should expire before
said fund has exhausted, said monies shall continue to be used for the payment
of The same insurance plan of his survivors, who are covered under this family
plan. If there be no survivors, such remaining fund shall be forfeited. Once
the initial option has been made by the employee, to set up such fund for the
payment of insurance premiums, no changes shall be made thereafter.
Emer9ency Leave: In case of death in the irunediate family of a permanent and/or
seasonal employee, (spouse, children, step-children, parents, step-parents,
brother, sister, mother-in-law, or father-in-law), the employee will be paid for
the scheduled time lost from the day of death, up to and including the working
day after the funeral, but not to exceed three (3) scheduled work days, at his
regular straight time hourly rate and not to exceed eight (8) hours per day.
One (1) day off with pay shall be granted for the funerals of the 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 shall
not be counted, but funeral leave shall aPP�Y.
Holiday Leave: All regular full time, seasonal and probationary employees shall
receive their regular scheduled hours only for each of the following holidays
not worked: New Year's Day, Memorial Day, Independence Day, Labor Day, Thanks-
giving Day, The Day before Christmas, Christmas Day, Good Friday and such other
days as the City Council by resolution may fix. When any of the above holidays
fall on a Sunday, the following Monday shall be deemed a holiday. When any of
the above holidays fall on a Saturday the previous Friday shall be deemed a
holiday. (Except for those working a seven day week.) One (1) floating holiday
in 1979 for a total of 9 and two (2) floating holidays in 1980 for a total of 10
are to be granted to each full-time, permanent employee, subject to (24) hours
notice and approval of the immediate supervisor.
All regular full-time, seasonal and probationary employees who are required to
work on an estabiished holiday shall receive double (2) their regular rate of
pay for all hours worked in addition to the Holiday Pay.
As a condition for payment of holiday pay, every employee shall report for work
on the scheduled work day before and after the defined holiday unless such
employee is on authorized leave of absence or in cases of proven illness re-
ported to the division or department head prior to the start of the day.
Temporary Military Leave: Employees who are members of the National Guard or
Military Reserve shall be granted temporary military leave for annual tours of
duty without pay or vacation time may be applied.
Leave of Absence Without Pay: Request for leave of absence without pay for
justifiable reasons will be granted for reasonable periods of time by the depart-
ment head or division head except that no employee shall be granted a leave of
absence in order to seek other employment. Any such leave of four (4) or more
day duration must be approved by the Department Head on a Personnel form, Change
of Status, a copy of which shali be given to the employee and personnel director.
-10-
Leave to attend convention conferences, or special association meetings shall be
considered 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.
Jury Duty: Non-pro6ationary employees selected for jury duty during scheduled
working hours shall �ndorse 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.
No overtime or compensatory time will be allowed for jury duty.
UNAUTHORIZED ABSENCE
No employee may absent himself
the permission of the employer
permission of the division or
action.
INSURANCE
ARTICLE XIV
from duty during regular working hours without
. Any employee absenting himself without the
department head may be subject to disciplinary
ARTICLE XV
Hospitalization and Medical Benefits: The employer shall pay up to $98•80 per
month per empioyee towards the premium of the employees group policy in 1979 and
the full dollar amount in 1980 for the health plan in effect in 1979.
Life Insurance: The employer shall pay 700% of the cost of the group life
insurance policy.
ARTICLE XVI
TERMINATION OF EMPLOYMENT
The employer shall pay all monies due employees upon the termination of employ-
ment and shall furnish such employee with a statement of employment if requested
to do so by such employee, if the employee'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
of existing personnel when the job continues to exist in the Table of Organiza-
tion. A steward shall be present during interviews with employees seeking
promotions.
All non-supervisory vacancies shall be posted on the bulletin board of the
Public Works and Parks Department and such notice shall be posted (5) five
working days before the vacancy is filled. Employees wanting such posted jobs
shall sign the posted notice. The employee shall be selected on the basis of
seniority, work record and qualifications. In the event an official training
program has been conducted for a given position successful completion of the
course will be the qualifying factor for promotion. Said employee shall demon-
ifc
/ ,
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. N
Should such employee not qualify or should he desire to return to his former
}ob, he shall be reassigned to his forrner }ob without loss of seniority.
AR7fCLE XVfll
GRIEVANLE PROCEDURE
Both the Union and the City recognize that grievances and complaints should be
settled promptly and at the earliest stage and that the grievance process must
be initiated within 10 work days of the incident or knowledge of the incident.
All grievances which may arise shall be processed in the following manner:
Step 1. The aggrieved employee shall present the grievance orally to his
steward. The steward andjor the aggrieved shall 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
within five (5) work days, the grievance shall be processed as out-
lined in Step 2.
Step 2. The grievance shall be presented in writing to the division head, and
a copy sent to the personnel office. The division head may consult
with the department head and if not resolved within five (5) working
days at this level, the division head shall note his statement on the
grievance form and it shail be processed as outlined in Step 3•
Step 3• The grievance shall be presented in writing to the department head and
if not resolved within five (5) working days at this level, the depart-
ment head shall note his statement on the grievance form and it shall
be processed as outlined in Step 4.
Step 4. The grievance shall be presented by letter to the City Manager. If it
is not resolved at this level within ten (10) days, the Lity Manager
shall note his statement on the grievance form and it shall be pre-
sented to the proper channels for processing as outlined in Step 5•
Step 5• �t a satisfactory settlement is not reached within five (5) working
days of completion of Step Four (4), the grievance shall be submitted
to Arbitration, by notifying the City Personnel Manager of its intent.
The Union and the Employer shall endeavor to select an impartial
arbitrator by mutual agreement. If the parties are unable to agree
upon an arbitrator, they shall each appoint a member of the Arbitra-
tion Panel, and they shall each attempt to select an arbitrator, to
serve as Chairman of the Arbitration Panel. In the event that they
are unable to select the Chairman of the Arbitration Panel, they shall
notify the Wisconsin Employment Relations Commission of their desire
to appoint an Arbitrator from their staff to act as Chairman of said
panel. The decision of the Arbitrator shall be "final and binding" on
both parties, however, he shall have no right to amend, modify, ignore,
add to or delete the provisions of this Agreement. The decision of
the Arbitrator shall be based solely upon his interpretation of the
express language of the Agreement. Expenses for the Arbitrators
services and proceedings shall be borne equally by the Employer for
compensating its own representatives and witnesses, except that the
-12-
grievant and four employees shall receive their regular rate of pay for any
scheduled time lost.
All grievances and solution shall be put in writing and presented to the person-
nel office.
Pay owed an
suspension,
disciplinary
grievance.
employee dating from a disciplinary action involving pay (e.g.
demotion, termination) shall be reinstated from the date of such
action if such action is not sustained through processing of a
General: Any employee may process his grievance as above outlined but the Union
shall have the right to be present and act in support of its position in the
matter of the grievance.
Any employee shall have the right of the presence of a steward when his work
performance or conduct or other matter affecting his status as an employee are
subject of discussion for the record.
The Union shall determine the composition of the �rievance Committee of the
Union.
ARTICLE XIX
DUES DEDUCTIONS
The Union, as the exclusive representative of all the employees in the bargain-
ing unit, will represent all such employees, union and non-union, fairly and
equally, and all employees in the unit will be required to pay, as provided in
this article, their proportionate share of the costs of representation by the
Union. No empioyee shall be required to join the union, but membership in the
union shall be made available to all employees who apply consistant with the
union constitution and by-laws. No employee shall be denied union membership
because of race, creed, cotor or sex.
The employer agrees that it will deduct from the monthly earnings of all em-
ployees in the collective bargaining unit the amount of $9.00 per month, such
amount being the monthly dues certified by the Union as the current dues uni-
formly required of ali members, and pay said amount to the treasurer of the
Union on or before the end of the month in which such deduction was made.
Changes in the amount of dues to be deducted shall be certified by the Union 30
days before the effective date of the change.
As to new emptoyees, such deduction shall be made from the first paycheck
following the first (1) day of completion of their probationary period.
ARTICLE XX
WAIVER OF RIGHTS
Neither party to this Agreement by such act at the time hereof
hereto agrees to and does waive any rights possessed by it or
state and federal laws, regulations or statutes.
-13-
or subsequent
them under our
�q
In the event any clause or portion of this agreement is in conflict with the � 9
statues of the State of Wisconsin governing municipalities or other statutes
such clause or portion of the Agreement shall be declared invalid and negotia-
tions shall be instituted to adjust the invalidated clause or portion thereof.
ARTICLE XXI
1L`I[�P■ i�7����1�■:I�ILl:i7
The Union is hereby granted permission to post notices, announcements, and other
legitimate material on the bulletin board of the premises.
ARTICLE XXII
During the course of the contract year any article of this agreement may be
opened for negotiations by mutual consent of both parties to this agreement;
negotiations under this Article shall be restricted to that article stated in
the request for discussion.
ARTICLE XXIII
RETIREMENT FUND
In addition to the statutory requirements, the employer shall pay to the retire-
ment fund five per cent (5�) of the employees manditory contribution in 1979•
This article may be re-opened for negotiations if the amount of the employees
contribution is raised during the term of this Agreement.
ARTICLE XXIV
MEAL ALLOWANCE
The employer will provide a meal allowance of one dollar and fifty cents ($1.50)
for employees performing emergency and snow removal work exceeding four (4)
hours duration.
ARTICLE XXV
LONGEVITY PLAN
The following longevity plan is to be put into effect January l, 1973.
$ 2.77 bi-weekly after 5 years of service.
$ 5•54 bi-weekly after 10 years of service.
S 9.23 bi-weekly after 15 years of service.
$12.92 bi-weekiy after 20 years of service.
ARTICLE XXV
MAINTENANCE OF BENEFITS
The Employer agrees to maintain in substantially the same manner such present
benefits not specifically referred to in this Agreement, Such as coffee break,
wash up time, etc.
-14-
ARTICLE XXVII
STRIKES AND LOCKOUTS
The union agrees that there shall be no picketing, strikes, sympathetic strikes,
or sit-downs for any reason whatsoever, or any other work interruption or inter-
ference with the affairs of the City of Oshkosh during the term of this Agree-
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 parties to provide for uninterrupted and continous service. At no time
shall employees be required, as a condition of employmcnt, to cross legal picket
lines or act as a strikebreaker, when in the opinion of the employee, there is a
present danger to the employee's safety. Proven participation by employees in
the action prohibited by the above shall be basis for diciplinary action, in-
cluding dishcarge.
ARTICLE XXVIII
WORKERS COMPENSATION
The following policy, regarding the contribution andlor accumulation of fringe
benefits will apply to employees of the City of Oshkosh during such period of
time the employee is receiving Workman's Compensation while on temporary disa-
bility:
Seniroity shall continue to accrue.
2. Longevity shall continue to accrue.
3. The Employer shall continue to pay that portion of the Hospital and
Surgical Insurance premium, as provided for all employees in the
collective bargaining agreement.
4. The Employer shall cont+nue to pay that portion of the Life lnsurance
premium as provided for all employees in the coltective bargaining
agreement.
5. The employee may use sick leave in equal proportion to the difference
between his regular wages and the amount of Workman'S Gompensation
(currently one-third (1/3) day sick leave per day) a[ the employee's
option.
6. The employee may choose holiday pay and/or vacation for which he is
eligible under the collective bargaining agreement in lieu of Work-
man's Compensation at any time during the period of his disability.
7. In cases of extended disability, vacation, holiday and sick leave
benefits will continue to accrue during the first six (6) consecutive
months of disability or until such time as the employee's only income
from the City af Oshkosh is Workman's Compensation; which ever is
longer.
8. The employee
use vacation,
Compensation.
shall notify the Director of Personnel of his intent to
holiday and/or sick leave benefits in lieu of Workman's
-15-
..
9. The Director of Personnel shall notify the employee when all vacation,
holiday and sick leave benefits have been exhausted during the period ��j
of disability. �
10
CETA
Employees receiving Workinan's Compensation prior to April 1, 1975 will
not be subject to the restrictions of this policy.
ARTICLE XXIX
Employees funded under the Comprehensive Employment Training Act shall receive
the rnaxiinum wages and economic fringe benefits allowable under federal law or by
this labor agreement, whichever is less.
In the event of any legal controversy regarding this section, the Employer
agrees to hold the Union harmless and assume full liability for any action
brought against the Union, its Officers, or members as a result of this section.
ARTICLE XXX
DURATION
This agreement shall be effective on January 1, 1979 and shall remain in full
force and effect until and including December 31, 1980, and shall be automat-
ically renewed from year to year unless negotiations are instituted under the
provision of this contract.
IN WITN S WHEREOF, the parties er to haveI executed this Agreement on this
� , day of � p�..e� , 79� bY:
CITY OF OSHKOSH
I hereby ceq�y that aphropriaticns are a��sil-
able to m��i� claims on lis-t no. —and
City Com�ptro!i°r...I -16-
i
OSHKOSH CITY EMPLOYEES UNION LOCAL
796, AMERICAN FEDERATION OF STATE
COUNTY, AND MUNICIPAL EMPLOYEES.
J) /7 � / )
/wA � � : � l A�l / L �
LOCAI 79 , PRESIDENT
J/�� �/.',
� CcGf "� . / . / //L.yLLry- -
LOCAL 796, SECRETARY
� �
AFSCME, REPRESENTATIVE
CLASS RNG
Bridge Tender 1
Transit Serviceman 2
Laborer 3
Transit Operator
Transit Operator/Mechanic
Groundsman 4
Greensman
Equipment Operator I 5
Shop Maintenance Man
Sewage Plant Maint. Man
Sanitation Operator 6
Water Maintenance Man I 7
Tree Trimmer
Zookeeper
Traffic Painter
Equipment Operator II
Meter Reader
0
RATES
EFFECTIVE: 1-1-79
FREQ. SPAN A
6 mo. 2 yr. Hr. 4.03
6 mo. 18 mo. Hr. 5.07
6 mo. 1 yr. Hr. 5•45
Biw. 436.00
Mo. °44.66
6 mo. 1 yr. Hr. 5•55
Biw. 444.00
Mo. 962.00
6 mo. 18 mo. Hr. 5.53
Biw. 442.40
Mo. 958.53
6 mo. 18 mo. Hr. 5.55
Biw. 444.00
Mo. 962.00
6 mo. 2 yr. Hr. 5•57
eiw. 445.60
Mo. 965.46
6 mo. 2 yr. Hr. 5•63
etw. 450.40
Mo. 975.86
9 6 mo. 2 yr
Water Plant Maint. Man 10
Lonst. Crewman I
Parks Maintenance Man 11
Street Maintenance Man
Water Maintenance Man II
Sewer Maintenance Man
Automotive Serviceman 12
Asst. Sewage Plt. Operator
Asst. Solids Plt. Operator
Transit Mechanic
6 mo. 2 yr
6 mo. 2 yr
Hr. 5.60
Biw. 448.00
Mo. 970.66
Hr. 5.68
Biw. 454.40
Mo. 984.53
Hr. 5.62
eiw. 449.60
Mo. 974.13
�
B C D E
4.06 4.10 4.14 4.26
5.22 5.37 5•47
5.57 5.70
445.60 456.00
965.46 988•00
5.67 5.80
453.60 464.00
982.80 1005•33
5.61 5.69 5.80
448.80 455.20 464.00
972.40 986.26 too5.33
5.63 5.71 5•$2
450.40 456.80 465.60
975.86 989.73 1008.80
5.63 5.70 5.77 5•85
450.40 456.00 467.60 468.00
975.86 988.00 1000.13 t014.o0
5.69 5.76 5.83 5.91
455.20 460.80 466.40 472.80
986.26 99$•40 1oto.53 1024.40
5.66 5.76 5.84 5.9z
452.80 460.80 467.20 473.60
981.06 998.40 1012.26 1026.13
5.74 5.81 5.88 5.96
459.20 464.80 470.40 476.80
994.93 1007.06 1ot9.2o 1033.06
5.69 5.76 5.89 6.03
455•20 460.80 471.20 482.40
986.26 998.40 1020.93 1045.20
6 mo. 2 yr. Hr. 5.83 5.89 5.96 6.03 6.11
Biw. 466.40 471.20 476.80 482.40 488.80
Mo. tOt0.53 1020.93 1�33•06 1045.20 1059.06
-17-
ClASS RNG FREQ
Public Works Clerk 13 6 mo
Equipment Operator III
Groundskeeper
Traffic Painter Leadman 14 6 mo
Water Meter Serviceman
Filtration Plant Oper. 1$
Sewage Plant Operator
Solids Plt. Operator
Construction Crewman !I 16
Maintenance Weider
Sewage Plt. Maint. Mechanic
Electrician 1 17
Arborist
Electrical Asst. 18
Chief Sewage Plt. Oper. 19
Equipment Mechanic 2Q
6 mo
6 mo
. .
[�'L•}
�
1 yr.
SPAN
2 yr.
2 yr
2 yr
�C
A `B _ C D E_ _
Hr. 5.76 5.84 5.93 6.04 6.17
Biw. 460.80 467.20 474.40 483.20 493.60 �
Mo. 998,4o ioi2.26 io27.86 �046.93 io69.46 �
„
0
Hr. 5.74 5.82 5•85 6.08 6.23 ;
siw. 459.20 465.60 468.00 486.40 498.�0
Mo. 994.93 1008.80 1014.0o to53.86 1079.86
Hr. 5.83 5.92 6.02 6.13 6.25 �
eiw. 466.40 473.60 481.60 490.40 500.00
Mo. 1010.56 t026.13 to43.46 1062.53 1083.33
;f .
2 yr. Hr. 5.a7 5.96 6.06 6.16 6.27 F
eiw. 469•60 476.80 484.80 492.80 507.60
Mo. 1017.46 t033.o6 t050.�0 1067.73 1086.80
2 yr. Hr. 5.87 5.95 6.08 6.23 6.37
eiw. 469•60 476.00 486.40 498.40 509•60
Mo. 1017.46 7031.33 1053•$6 1079•86 1104.t3
2 yr. Hr. 5.97 6.04 6.17 6.32 6.46
eiw. 477.60 483.20 493•60 505.6o St6.8o
Mo. 1034.80 1046.93 1069.46 1095•46 1119.73
2 yr. Hr. 6.07 6.15 6.28 6.43 6.57
Biw. 485.60 �92.00 502.40 51�.40 525.60
Mo. 1o52.t3 1066.00 t088.53 iti4.53 1138.80
4 yr. Hr. 6.02 6.17 6.31 6.47 6.64
Biw. 481.60 493.60 504.80 517.60 531.20
Mo. 1043.46 to69•�+6 1093.73 1121.46 7t50.93
Nr. 6.17 6.37 6.47 6.64 6.87
Biw. 493.60 504.80 517.60 531.20 544.80
Mo. t069.46 1093.73 1721.46 1150.93 1180.40
Nr. 6.32 6.46 6.62 6.79 6.96
eiw• 505.60 516.80 529.60 543•20 556.80
Mo. 1095.46 7119.73 1147.46 1176.93 1206.40
Equipment Mech. Foreman 21 1 yr. 4 yr
Chief Sewage Pit. Maint. Mech.
Electricial 11 22 1 yr. 4 yr
Ind/Elect. Tech
City Electrician 23 1 yr
4 yr. Hr. 6.97 7.23 7.49 7.78 8.08
eiw. 557.b0 578.40 599.20 622.40 646.40
Mo. 1208.t3 1253.20 1298.26 t348.53 1400.53
-18-
RATES
EFFECTIVE: 7-1-79
CLASS RNG FREQ. SPAN
Bridge Tender 1 6 mo. 2 yr
Transit Serviceman 2 6 mo. 18 mo
�aborer 3 6 mo. t yr
Transit Operator
Transit Operator/Mechanic
Groundsman 4 6 mo. 1 yr
Greensman
Equipment Operator I 5 6 mo. 18 mo
Shop Maintenance Man
Sewage Plant Maint. Man
Hr
Hr
Hr.
Biw
Mo.
Hr.
Biw
Mo.
Hr.
Biw
Mo.
Sanitation Operator 6 6 mo. 18 mo. Hr.
Biw
Mo.
Water Maintenance Man I 7 6 mo. 2 yr. Hr.
Biw
Mo.
iree Trimmer 8 6 mo. 2 yr. Hr.
Zookeeper Biw
Traffic Painter Mo.
Equipment Operator II
Neter Reader 9
�later Plant Maint. Man 10
:onst. Crewman I
6 mo. 2 yr
6 mo. 2 yr
'arks Maintenance Man 11 6 mo. 2 yr
itreet Maintenance Man
Jater Maintenance Man II
iewer Maintenance Man
I •
A B C D E
4.18 4.21 4.25 4.29 4.41
5.22 5.37 5.5z 5•6z
5.60 5.72 5.85
448.00 457•60 468.00
970.67 y91.47 1014.00
5.70 5.82 5•95
456.00 465.60 476.00
988.0o ioo8.8o io3i.33
5.68 5.76 5.84 5.95
454.40 460.80 467.20 476.00
984.53 99$•40 1ot2.27 1031.33
5.70 5.78 5.86 5.97
456.00 462.40 468.80 477.60
988.00 1ooi.87 to15.73 �034.80
5.72 5.78 5.85 5.92 6.00
457.60 462.40 468.00 473.60 480.00
991•47 7oot.87 1014.00 1026.13 to40.00
5.7$ 5•$4 5.91 5.98 6.06
462.40 467.20 472.80 478.40 484.80
1o0t.87 1ot2.27 1024.40 1036.53 1050.40
Hr. 5.75 5.81 5•91 5.99 6.07
Biw. 460.00 464.80 472.80 479•20 485.60
Mo. 996.67 1007.07 t024.40 1038.27 1052•13
Hr. 5•83 5.89 5.96 6.03 6.11
eiw. 466.40 471.20 476.80 482.40 488.80
Mo. to1o.53 7020.93 1033•07 1045.20 to59.o7
Hr. 5.77 5.84 5.91 6.04 6.18
Biw, 461.60 467.20 472.80 483.20 494.40
Mo. 1000.t3 1012.27 7024.40 1046.93 1071.20
lutomotive Serviceman 12 6 mo. 2 yr. Hr. 5.98 6.04 6.11 6.18 6.26
1sst. Sewage Plt. Operator Biw. 478.40 483.20 488.80 494.40 500.80
\sst. Solids Plt. Operator Mo. 1036.53 1046.93 1059.07 1077.20 1085.07
'ransit Mechanic
CLASS RNG FREQ. SPAN
Public Works Clerk 13 6 mo. 2 yr.
Equipment Operator III
Groundskeeper
Traffic Painter Leadman 14 6 mo. 2 yr
Water Meter Serviceman
Filtration Plant Oper. 15
Sewage Plant Operator
Solids Plt. Operator
Construction Crewman II 16
Maintenance Welder
Sewage Plt. Maint. Mechanic
Electrician I
Arborist
6 mo. 2 yr
6 mo. 2 yr
��
A B _ C - �--- E---
Hr. 5.91 5.99 6.08 6.19 6.32
Biw. 472.80 479.20 486.40 495.20 505.60
Mo. io24.40 �038.27 io53.87 io7z.93 �095.�7
Hr. 5.89 5.97 6.00 6.23 6.38
Biw. 471.20 477.60 480.00 498.40 5to.40
Mo. 1020.93 1034.80 t040.00 1079.87 t105.87
Hr. 5.9a 6.07 6.17 6.28 6.40
Biw. 478.40 485.60 493.60 502.40 512.00
Mo. 1036.53 1o52.t3 1069.47 1088.53 tto9.33
Hr. 6.02 6.11 6.21 6.31 6.42
eiw. 481.60 488.80 496.80 504.80 513.60
Mo. to43.47 t059.o7 1076.40 1093.73 1112.80
17 6 mo. 2 yr. Hr. 6.02 6.70 6.23 6.38 6.52
Biw. 481.60 488.00 498.40 510.40 527.60
Mo. 1043.47 1057.33 7079.87 tto5-87 1130.13
Electrical Asst. 18 6 mo. 2 yr
Chief Sewage Plt. Oper. 19 6 mo. 2 yr
Equipment Mechanic 20 1 yr
Equipment Mech. Foreman 21 1 yr
Chief Sewage Plt. Maint. Mech.
Electricial II
Ind/Elect. Tech
City Electrician
22 1 yr
4 yr
Hr. 6.12 6.19 6.32 6.47 6.61
Biw. 489.60 495•20 505.60 517.60 528.80
Mo. 7060.80 t072.93 1095.47 1121.47 1145.73
Hr. 6.22 6.30 6.43 6.58 6.72
Biw. 497.60 504.00 514.40 526.40 537.60
Mo. 1078.13 1092.00 1114.53 1140.53 t164.80
Hr. 6.17 6.32 6.46 6.62 6.79
Biw. 493.60 505.60 516.80 529.60 543•20
Mo. 1069.47 1095.47 1119.73 1147.47 t176.93
4 yr. Hr. 6.32 6.46 6.62 6.79 6.90
Biw. 505.60 516.80 529.60 543•20 556.80
Mo. 1095•47 1119.73 1147.47 11;6.93 1206.40
4 yr. Hr. 6.47 6.61 6.77 6.94 7.11
Biw. 517.60 528.80 541.60 555.20 568.80
Mo. 7121.47 7145.73 1173.47 1202.93 t232.40
23 1 yr. 4 yr. Hr. 7.12 7.38 7.64 7.93 8.23
eiw. 569.60 590.40 6tt.2o 634.40 658.40
Mo. t234.13 1279.20 1324.27 1374.53 1426.53
CLASS
Bridge Tender
Transit Serviceman
RNG. FRFQ
1 6 mo
2 6 mo
Laborer 3 6 mo
Transit Operator
Transit Operator/Mechanic
Groundsman
Greensman
4 6 mo
RATES
EFFECTIVE: 1-1-80
SPAN
2 yr. hr.
18 mo. hr.
t yr. hr.
biw
mo.
1 yr. hr.
biw
mo.
Equipment Operator I 5 6 mo. 18 mo. hr.
Shop Maintenance Man biw.
Sewage Plant Maint. Man mo.
Sanitation �perator 6 6 mo. 18 mo. hr.
biw.
mo.
Water Maintenance Man I 7 6 mo. 2 yr. hr.
biw.
mo.
Tree Trimmer
Zoo Keeper
Traffic Painter
Equipment Operator II
Meter Reader
�
�
Waier Plant Maint. Man 10 6 mo
Const. Crewman I
2 yr. hr.
biw.
mo.
2 yr. h�.
biw
mo.
2 yr
Parks Maintenance Man 11 6 rtro. 2 yr
Street Maintenance Man
Water Maintenance Man 11
Sewer Maintenance Man
Automotive Serviceman
Asst. Sewage Plt. Oper,
Asst. Solids Plt. Oper.
Transit Mechanic
Public Works Clerk
Equipment Operator Ill
Groundskeeper
hr.
biw.
mo.
hr.
biw.
mo.
��
A B C _� ! E -
4.58 4.61 4.65 4.6g 4.81
5.62 5.77 5.92 6.02
6.00 6.12 6.25
480.00 489.60 500.00
io4o.o0 �060.80 �083•33
6.10 6.22 b.35
488.00 497.60 508.00
to57.33 1078.73 �l00.66
6.0$ 6.t6 �.24 6.35
486.40 492,80 499.20 508.00
1053.86 1067.73 1081.60 1100.66
6.10 6.18 6.26 6.37
488.00 494.40 500.80 509.60
to57•33 707t.2o 1085.06 17o4.t3
6.12 6.t8 6.25 6.32 6.40
48g.60 494.40 500.00 505.60 512.00
to60.80 1071.20 1083.33 1095•46 1109.33
6.18 6.24 6.31 6.38 6.46
494.40 499.20 504.80 510.40 5�6.80
t�71.20 1o8t.6o t093.73 1105•$6 ttt9.73
6.15 6.2t 6.31 6.39 6.47
492.00 496.80 504.80 51t.20 517.60
1066.00 1076.40 1093.73 tto7.6o tt2t.46
6.23 6.29 6.36 6.43 6.51
498.40 503.20 508.80 514.40 5zo.8o
1079.86 7090.26 1702.40 1114.53 1128.40
6.17 6.24 6.31 6.44 6.58
493•60 499.20 504.80 515•20 526.40
1069.46 1081.60 to93.73 1116.26 1140.53
12 6 mo. 2 yr. hr. 6.38 6.44 6.51 6.58 6.66
biw. 510.4� 515•20 5z0.80 526.40 53z.80
mo. 1105•86 1116.26 1128.40 1140.53 1154.40
13 6 mo. 2 yr. hr. 6.31 6.39 6.48 6.59 6•72
biw. 504.8� 511.20 5t8.40 527.20 537.60
mo. 1093.73 1107.60 1123.20 1142.26 1164.80
�
CLASS RNG. FREQ
Traffic Painter Lcadman 14 6 mo
Water Meter Serviceman
Filtration Plant Oper. 15 6 mo
Sewage Plant Operator
Solids Plt. Operator
Construction Crewman II 16 6 mo
Maintenance Welder
Sewage Plt. Maint. Mech.
Electrician I 17 6 mo
Aborist
Electrical Asst. 18 6 mo
Chief Sewage Plt. Oper. 19 6 mo
Equipment Mechanic 20 1 yr
Equipment Mech. Foreman 21 1 yr
Chief Sew. Plt. Maint. Mech.
Electrician II 22 1 yr
Ind./Elect. Tech
City Electrician 23 1 yr
SPAN
2 yr: hr.
biw
mo.
2 yr. hr.
biw
mo.
2 yr. hr.
biw
mo.
2 yr, hr
biw
mo.
2 yr. hr.
biw.
mo.
2 yr. hr.
biw
mo.
4 yr. hr.
biw
mo.
4 yr. hr.
biw.
mo.
4 yr. hr.
biw
mo.
4 yr. hr.
biw
mo.
� �
A B C D E_
6.29 6.37 6.40 6.63 6.78
503.20 509.60 512•00 530.40 542.40
io9o.z6 tto4.t3 iio9.33 >>49.zo ii75•Zo
6.3II 6.47 6.57 6.68 6.80
5to.40 517.60 525.60 534.40 544.00
1t05�86 7121.46 1138•SO 1157.86 tt78.66
6.42 6.51 6.61 6.71 6.82
513.60 5zo.80 528.80 536.80 545.60
1112.�0 1128.40 1145.73 1163.06 ti82.t3
6.42 6.50 6.63 6.78 6.92
513.60 520.00 530.40 542.40 553.60
1112.80 1126.66 1149.20 1175•20 1199.46
6.52 6.59 6.72 6.87 7.01
521.60 527.20 537.60 549.60 560.80
113o.t3 1142.26 1164.80 1190.30 t215.o6
6.62 6.70 6.83 6.98 7.12
529.60 536.00 546.40 558.40 569.60
tt47.46 116t.33 1t83.86 1209.86 1234.13
6.57 6.72 6.86 7.02 7.19
5z5.60 537.60 548.80 561.60 �75.zo
1138.80 1164.80 1189.06 1216.80 1246.26
6.72 6.86 7.02 7.19 7.36
537.60 548.80 561.60 575.20 588.80
1t64.8o 1189.06 1216.80 7246.26 1275-�73
6.87 7.01 7.t7 7.34 7.51
549.60 560.80 573.60 587.20 600.80
1190.80 1215.06 1242.80 1272.26 13ot.73
7.52 7.78 8.04 8.33 8.63
601.60 622.40 643.20 666.40 690.40
1303.46 1348.53 1393.60 7443.86 t495•86
RATES
EFFECTIVE: 7-1-80
�.
CLASS RNG. FREQ. SPAN A B C D E
Bridge Tender 1 6 mo. 2 yr. hr. 4.78 4.81 4.85 4•89 5.01
Transit Serviceman 2 6 mo. 18 mo. hr. 5.8Z 5•97 6.12 6.22
Laborer 3 6 mo. 1 yr. hr. 6.20 6.32 6.45
Transit Operator biw. l�96.00 505.60 516.00
Transit Operator/Mechanic mo. 1074.66 1095.46 1118.00
Groundsman 4 6 mo. 1 yr, hr. 6.30 6.42 6.55
Greensman biw. 504.00 513•60 524.00
mo. 1092.00 1112.80 1135.33
Equipment Operator I 5 6 mo. 18 mo. hr. 6.28 6.36 6.44 6.55
Shop Maintenance Man biw. 502.40 508.80 515•20 524.00
Sewage Plant Maint. Man mo. 1088.53 1102.40 1176.26 1135.33
Sanitation Operator 6 6 mo. 18 mo. hr. 6.30 6.3$ 6.46 6.57
biw. 504.00 510.40 516.80 525.60
mo. 109z•00 1105.86 1119.73 1138•80
Water Maintenance Man I 7 6 mo. 2 yr. hr. 6.32 6.38 6.45 6.52 6.60
Tree Trimmer
Zoo Keeper
Traffic Painter
Equipment Operator II
Meter Reader
biw. 505.60 510.40 516.00 521.60 528.00
mo. 1095.46 1105.86 1118.00 1130.13 1144.00
8 6 mo. 2 yr. hr. 6.38 6.44 6.51 b.58 6.66
biw. 510.40 515.20 520.80 526.40 532•$�
mo. 1105.86 1116.26 1128.40 1140.53 1154.40
��
Water Plant Maint. Man 10 6 mo
Const. Crewman I
Parks Maintenance Man
Street Maintenance Man
Water Maintenance Man II
Sewer Maintenance Man
Automotive Serviceman
Asst. Sewage Plt. Oper.
Asst. Solids Plt. Oper.
Transit Mechanic
Public Works Clerk
Equipment Operator III
Groundskeeper
11 6 mo
2 yr. hr.
biw.
mo.
2 yr. hr.
biw.
mo.
2 yr. hr.
biw.
mo.
6.35 6.41 6.51 6.59 6.67
508.00 512.80 520.80 527•20 533•60
1100.66 t111.06 t128.40 t142.26 1i56.13
6.43 6.49 6.56 6.63 6.71
514.40 5�9•20 524.80 530.40 536.80
1114.53 1124•93 1137.06 t149.20 t163.06
6.37 6.44 6.51 6.64 6.78
509.60 515.20 5Z0.80 531.20 542.40
1to4.t3 11t6.26 t128.4o tt50.93 1�75•zo
12 6 mo. 2 yr. hr. 6.58 6.64 6.71 6.78 6.86
biw. 526.40 537.20 536.80 542.40 548.80
mo. 1140.53 1150.93 1163.06 1175•20 1189.06
13 6 mo. 2 yr. hr. 6.51 6.59 6.68 6.79 6.92
biw. 520.80 527.20 534.40 543.20 553•60
mo. 1128.40 1142.26 1157.86 1176.93 1199.46
,�
CLASS RNG. FREQ
Traffic Pain[er Leadman 74 6 mo
Water Meter Serviceman
Filtration Plant Oper,
Sewage Plant OperaYOr
Solids Plt. Operator
Construction Crewman II
Maintenance Welder
Sewage Pit. Maint. Mech.
Electrician 1
Aborist
Electrical Asst
SPAN
2 yr. hr.
biw
mo.
15 b mo. 2 yr. hr.
biw
mo.
16 6 mo. 2 yr. hr.
biw
mo.
17 6 mo. 2 yr. hr
biw
mo.
��•�
Chief Sewage Plt. Oper. 19 6 mo.
Equipment Mecha�ic 20 1 yr
2 yr. hr.
biw.
mo.
2 yr. hr.
biw.
mo.
4 yr, hr.
biw
mo,
Equipment Mech. Foreman 21 1 yr. 4 yr, hr.
Chief Sew. Plt. Maint. Mech. biw.
mo.
Electrician 11 22 1 yr, 4 yr. hr.
Ind./Elect. Tech biw.
mo.
City Electrician 23 1 yr, 4 yr. hr.
biw.
mo.
�.
A B C D E
6.49 6.57 6.60 6.83 6.98
519.ZO 5z5.60 528.00 5�+6.40 558.40
it24.93 it38.80 1144.00 1i83.86 1209.86
6.58 6.67 6.77 6.88 7.00
526.40 533.60 54t.6o 550.40 560.00
1740.53 1t56.t3 ii73•46 �192.53 12�3•33
6.62 6.7� 6.81 6.97 7.02
529.60 536.80 544.80 552.80 561.60
1147.46 1163.ob 1i80.40 tt97.73 121b,8o
6.62 6.70 6.83 6.98 7.t2
529.60 536.00 5�+6.40 55$-40 569.60
1147.46 ti6t.33 it83,86 1209.86 1234.73
6.72 6.79 6.92 7.07 7.2t
537.60 543•20 553-60 565.60 576.So
1764.80 1176.g3 1199.46 ]225.46 i249•73
6.82 6.90 7.03 7.r8 7.32
545.60 552.00 562.40 574.40 585.60
t182.t3 tt96.00 1218.53 i244.53 1268.80
6.77 6.�2 7.06 7.2Z 7.39
541.b0 553�0 564.80 577.60 591.20
1173.46 tt49.�+6 1223.73 7251.46 1280.93
6.92 7.06 7.22 7.39 7.56
553•60 564.80 577.60 591.20 604.80
t194.46 t223-73 1251.46 t280.93 1370.40
7.07 7.21 7.37 7.54 7.7t
565.60 576.80 589.60 603•20 ot6.8o
1225.�+6 1249.73 1277.46 1306.93 1336.40
7.72 7.98 8.24 8.53 8.8?
6i7.60 638.40 659.20 682.+�0 7o6.4C
1338.t3 1393.2o t428.26 1478.53 1530.5;
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