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# 22 RESOLUTION
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WHEREAS, the City of Oshkosh has been negotiating with
representatives of the Oshkosh City Employees Association, and
WHEREAS, the conclusions of said negotiations have been
redu�ed to the attached agreement,
- NOW, TAEREFORE, BE IT RESOLVED by the Common Council of the
City of Oshkosh that the proper City official,s are hereby authorized
and directed to enter into the attached agreement with ths Oshkosh
City Employees Association for the 1976 calendar year.
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CODITRACT
OSHKOSH CITY EMPLOYEES ASSOCIAIION
AND
CITY OF OSHKOSH
1976
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ARTICLE
I
II
III
IV
V
VI
VII
VIII
XI
X
XI
XII
XIII
XIV
XV
XVI
XVII
XVIII
XIX
XX
XXI
XXII
INbEX
Management Rights . . . . . . . . . . . . . . . . . . . . . . . . ,
Pay Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . ,
Rules and Regulations . . . . . . . . . . . . . . . . . . . . . . .
Probationary Period & Employment Status . . . . . . . . . . . . . .
Termination of Emplayrient . . . . . . . . . . . . . . . . . . . . .
WorkHours . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Hospitalization & Life Insurance . . . . . . . . . . . . . . . . .
Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Retirement Fund . . . . . . . . . . . . . . . . . . . . . . . . . .
SickLeave . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Compensatory Time . . . . . . . . . . . . . . . . . . . . . . . . .
Longevity . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Rest Period . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Vacation. . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Emergency Leave . . . . . . . . . . . . . . . . . . . . . . . . . .
Leave Without Pay . . . . . . . . . . . . . . . . . . . . . . . . .
Unauthorized Absence . . . . . . . . . . . . . . . . . . . . . . .
Waiver of Rights . . . . . . . . . . . . . . . . . . . . . . . . .
Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . .
Reopener . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Scope of Negotiations . . . . . . . . . . . . . . . . . . . . . . .
Duration . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Rates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
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A G R E E M E N T
THIS AGREEMENT IS entered into to be effective on January 1, 1976 by
and between the City of Oshkosh, Wisconsin, party of the first part hereinafter
referred to as the Employer, and the Oshkosh City Employees Association, party
of the second part hereinafter referred to as the Union.
WHEREAS, IN ORDER TO INCREASE GENERAL EFFICIENCY, TO MAINTAIN the
existing harmonious relations between the employer and its employees, to main-
tain a uniform minimum scale of wages, hours and conditions of employment among
the employees and to promote orderly procedures for the processing of any
grievances between employees and employee and/or employee and employer, and the
declaration of rules and regulations and the establishment of and 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, THERFORE, the parties hereto, each in consideration of the
agreements herein contained of the other, hereby agree as follows.
ARTICLE I
MANAGEMENT RIGHTS
SECTION 1. 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 affairs,
as such rights existed prior to the execution of this or any other previous
Agreement with the Association.
ARTICLE II
PAY POLICY
SECTION 1. Compensation. Employees shall be compensated within the
pay ranges set forth in the classification and pay plan of the employer and in
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accordance with the rules for administration included therein. Attached as an
appendix to this agreement are the job classifications and pay schedules. Effective
April l, 1976, the one week lag payroll system shall commence.
SECTION 2. Classification. The employer shall determine the number of
employees and types of positions or classifications necessary to operate the facility.
Should an employee feel he or she is errorneously classified, they may apply for a
review of their classification by the Personnel Director.
ARTICLE III
RULES AND REGULATIONS
SECTION l. The employer may adopt and publish rules and regulations
concerning the operation of its facility and conduct of employees. Such rules
and regulations may be amended periodically, provided reasonable notice is given
to affected employees.
ARTICLE IV
PROBATIONARY PERIOD & EMPLOYMENT STATUS
SECTION 1. Permanent Employee, is one who is hired to fill a permanent
full time position in the table of organization. All such employees shall serve
a probationary period of six (6) consecutive months. During the probationary
period the employer may dismiss such employee at its discretion.
SECTION 2. Temporary Employee, is one who is hired on a short term
basis not to exceed six (6) consecutive months. Such employees shall not accrue
any rights or benef its of this agreement.
ARTICLE V
TERMINATION OF EMPLOYMENT
SECTION l. Lay-Off. The employer may, in the interest of the City,
lay-off any employee at any t�n�e. The employer shall furnish the affected
employee with a written notice. Where qualifications of position permit, the
employee with the least seniority within the classification shall be laid off
first. Members of the bargaining unit may be laid off only when the City is not
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utilizing contracted services for work normally done by members of the bargaining
unit and only when temporary help is not being utilized for work in the classifi-
cation.
SECTION 2. Dismissal. The employer may discharge any employee only for
good cause related to and/or affecting his employment. The employer shall furnish
the discharged employee with a written notice of the action and the reason(s) for
same.
ARTICLE VI
WORK HOURS
SECTION 1. The work day and work week shall be as follows: 8:00 A.M. to
4:30 P.M., Monday through Friday. Exceptions to this Article shall be: the custodians
whose normal work day shall�consist of nor more than 7 1/2 hours performed Sunday
through Saturday, not to exceed 37.5 hours; the normal work week for Courtesy Aides
shall be Monday through Saturday, not to exceed 37.5 hours; the normal work week for
the museum employees shall be Sunday through Saturday. The normal work day shall be
7 1/2 hours. When Museum employees are required to work Saturday and Sunday they
shall receive their two days off normally during the same pay period. The employer
may change the hours of the work day in the best interest of the public, provided the
number of hours per work day is not increased.
ARTICLE VII
HOSPITALIZATION & LIFE INSURANCE
SECTION 1. The employer sha11 pay up to eighty-seven dollars ($87.00) per
month per employee towards the premium of �ehe employee's group policy, regardless of
marital status.
SECTION 2. The �rnployer shall pay 100% of the premium of the group life
insurance policy.
ARTICLE VIII
HOLIDAYS
SECTION 1. Each full time employee shall be granted nine and one-half
(9�) paid holidays: New Year's Day, Memorial Day, Independence Day, Labor Day,
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Thanksgiving Day, the day before Christmas, Christmas Day, Good Friday afternoon,
and 1�ao Floating Holidays; which shall be earned at the rate of Z/10 day for
each month worked but not to exceed two days. Such days may be scheduled and
used in the same manner as vacation days with the approval of the Department
Head.
ARTICLE IX
RETIREMENT FUND
SECTION 1. In addition to the Statutory requirements, the employer
shall pay to the retirement fund up to twenty-five dollars ($25.00) bi-weekly of
the employee's mandatory contribution.
ARTICLE X
SICK LEAVE
SECTION l. Al1 perroanent full time employees shall accumulate sick
leave with pay at the rate of one (1) work day for each month of service. For
purposes of this section, leave without pay shall not be considered service.
Unused sick leave credits shall accumul.ate to a maximum of one hundred and forty-
four (144) days.
SECTION 2. An employee may apply for sick leave with pay for absence
necessitated by injury or illness. In oLder to qualify for sick leave benefits
an employee must:
A. Report prior to the start of each work day to his supervisor
for his/her absence.
B. Keep his/her supervisor informed of the condition and estimated
day of return to work.
C. Submit a doctors certif icate for such absence upon request of the
City, stating the nature of the illness or injury and whether or
not the employee has heen incapacitated for said period of absence.
Sick leave shall be regarded by all as a valuable, free health and
welf are insurance which in the best interest of all concerned should not be used
unless a legitimate need exists. 5ick Leave is not a"Right" like vacation: It
is a privilege, to be used carefully.
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Unused accumulated sick leave up to 132 days shall be paid to employees who die
in service or retire at age 62 or older, at one-half the employees rate in effect at
the time he/she reaches age 62 or dies.
ARTICLE XI
COMPENSATORY TIME
SECTION 1. Compensatory time shall be granted at the rate of 1 1/2
times for full time employees required to work over the normal work day or week.
Compensatory time will be recorded and may be used during the year upon request
of the employee and with the approval of the department head or at the direction
of the Department Head. Any unused balance of compensatory time will be paid on
the first pay period of the following year.
SECTION 2. Compensatory time on the books as of 12-31-65 will remain
and may be taken off on a straight time ratio subject to the provisions for the
granting of such leave outlined in Section 1. Any unused balance of such time
will be paid upon separation based on the salary in effect as of 12-31-65.
ARTICLE XII
LONGEVITY
SECTION 1. The employer agrees to the following longevity plan for
all full time employees below the rank of Division Head and "nonworking supervisor".
A. $ 2.77 Bi-Weekly after 5 years of continuous Service.
B. $ 5.54 Bi-Weekly after 10 years of continuous Service.
C. $ 9.23 Bi-Weekly after 15 years of continuous Service.
D. $12.92 Bi-Weekly after 20 years of continuous Service.
ARTICLE XIII
REST PERIOD
SECTION 1. Full time employees shall be granted two (2) fifteen (15)
minute rest periods per work day, one (1) to be scheduled during the first hal�
of the work day, and one (1) to be scheduled during the second half of the work
day. Such breaks may not be accumulated.
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AR.TICLE XIV
VACATION
SECTION 1. All regular full time employees shall be granted vacation
leave with pay based upon the following schedule in each succeeding calendar
year.
SECTION 2. Each full time employee with less than one full calendar
year of service shall be granted a vacation in the succeeding calendar year on a
prorated basis in proportion to the length of time worked, based upon the
follawing schedule:
SCHEDULE
A. 1 year of continuous service = 2 weeks vacation.
B. 8 years of continuous service = 3 weeks vacation.
C. 15 years of continuous service = 4 weeks vacation.
D. 20 years of continuous service = 5 weeks vacation.
ARTICLE XV
EMERGENCY LEAVE
SECTION 1. In the case of death in the immediate family of a regular
employee (spouse, children, step-children, parents, step-parents, sister,
brother, mother-in-law, father-in-law, grandparents and grandchildren), the
employee will be paid for the scheduled time lost from the day of death up to
and including the day of the funeral, but not to exceed three (3) scheduled work
days at his regular straight time hourly rate and not to exceed seven and one-
half hours per day.
SECTION 2. No funeral leave will be paid to any employee while on
sick leave, layoff or any leave of absence.
ARTICLE XVI
LEAVE WITHOUT PAY
SECTION 1. Applications for leave oE absence without pay shall be
made in writing to the department head, stating the period of such leave, and
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reasons for same. Dispostition of such requests will be ma.de on the basis of
staffing requirements of the employer.
ARTICLE XVII
UNAUTHORIZED ABSENCE
SECTION 1. No employee may absent himself from duty during working
hours without the permission of the responsible department head. Any employee
absenting himself without permiission shall be subject to disciplinary action.
ARTICLE XVIII
WAIVER OF RIGHTS
SECTION 1. Each party to this Agreement expressly retains all rights
and authority possessed by it or them under Wisconsin or Federal Laws, regula-
tions or statutes. In the event that any clause, provision, or portion of this
Agreement is held invalid or inoperative such invalidity or inoperativeness
shall not affect other clauses, provisions, or portions of this Agreement. The
parties hereby declare their intent that all clauses, provisions, and portions
of this Agreement are severable.
SECTION 2. If said invalidity arises through conflict with a specif ic
statute, then the statute shall govern that portion of the Agreement which is in
conflict, and negotiations shall be instituted to adjust the invalidated clause.
ARTICLE XIX
GRIEVANCE PROCEDURE
SECTION 1. Both the union and the city recognize that grievances
should be settled promptly and at the earliest possible stage and that the
grievance must be initiated within five (5) working days of the incident. A
grievance is defined as any violation, misinterpretation, or noncompliance with
the provisions of this contract. Any employee may process grievances as out-
lined, and may be assisted by the Association at the option of the employee.
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Step 1. The aggrieved employee may present the grievance orally to
his ma.nagment supervisor. The employee and supervisor shall attempt to resolve
the grievance. The supervisor shall state his position to the employee within
three (3) consecutive work days. Within three (3) consecutive work days after
the supervisor has stated his position, the employee shall advance his grievance
to Step 2 or the matter shall be considered settled by all parties.
Step 2. The employee shall submit the grievance in writing to his
Department Director. The Department Director shall state his postiion in
writing within three (3) consecutive work days after receipt of the Department
Directors statement, the employee shall advance his grievance to Step 3, or the
matter shall be considered settled by all parties.
Step 3. The employee shall submit the grievance in writing along with
a copy of the Department Directors statement to the City Manager. The City
Manager shall issue his statement in writing to the employee and the Department
Director within five (5) consecutive work days. The employee shall advance to
Step 4, or the matter shall be conaidered settled by all parties.
Step 4, If the employee does not consider the grievance satisfactorily
adjusted, he may request that the grievance be settled by arbitration. The
employee shall give written n�tice of his request for arbitration within ten
(10) days after the receipt of the City Manager's statement. Upon receipt of
such notice, the employee and the employer shall endeavor to select an impartial
arbitrator by mutual agreement. In the event the parties are unable to agree
upon an arbitrator, they shall each appoint an srbitrator and said arbitratora
ahall choose a third arbitrator. The decision of the arbitrator or panel of
arbitrators ahall be final and he shall have no right to amend, modify, ignore
or add to the provision of this Agreement. The decision of the arbitrator shall
be based solely upon his interpretation of the "express language" of the Agree-
ment.
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ARTICLE XX
REOPENER
SECTION 1. During the course of the contract year, any article of
this Agreement may be opened for negotiations by mutual consent of both parties
to the Agreement. Negotiations under this Article shall be restricted to that
Article stated in the request for discussion.
ARTICLE XXI
SCOPE OF NEGOTIATIONS
SECTION 1. It is agreed between the parties of the Contract that the
clauses, provisions, or portions set forth in this Agreement constitute the
scope of negotiations for the period of the contract.
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ARTICLE XXII
DURATION
TI11S A�;Ye�Yt1Fi1� shall become effective January l, 1976 and shall remain in full
force and effect until and including December 31, 1976 and shall be automatically
renewed from year to year unless negotiations are instituted by September 1, of
any subsequent year.
IN WITNESS WHEREOF, the parties hereto have executed this Agreement on this
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FOR TI�:�: CITi'
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I her�by r�;�t;f;� that the �A,�.SS,ry pr�visions
ha��- aeer; rna:�e t� �,<- ' � ii��iiity avhich will
a�crue unuer tf�is cor��,a�i,
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APPRC�VED
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FOR THE ASSOCIATION
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CLASS RNG.
Custodian I 1
Clerk Typist I 2
Duplicating Machine Operator
Courtesy Aide 3
Keypunch Operator 4
Secretary I
Clerk Typist II !
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Account Clerk I 5
A�count Clerk II 6
Civil Engineer Aide I 7
Registrar 8
Custodian II 9
Parking Meter Serviceman I 10
Poundmaster
Accountant 11
Museum Asst.
Civil Eng. Aide II 12
Parking Meter Serviceman II 13
'Property Appraiser
Draftsman
14
1' L\U� •
6 Mo.
6 Mo.
6 Mo.
6 Mo.
6 Mo.
1 Yr.
6 Mo.
1 Yr.
6 Mo.
1 Yr.
1 Yr.
1 Yr.
1 Yr.
6 Mo .
1976 RATES*
SPAN A B C D M
1 Yr. Biw. 190 197 203
Mo. 412 427 440
Z Yr. Biw. 211 217 225 230 236
Mo. 457 470 488 498 511
1 Yr. Biw. 232 241 248
Mo. 503 522 537
2 Yr. Biw. 231 238 245 254 260
Mo. 501 516 531 550 563
2 Yr. Biw. 243 250 258 263 273
Mo. 527 542 559 570 592
4 Yr. Biw. 273 287 302 315 332
Mo. 592 622 654 683 719
2 Yr. Biw. 287 297 304 312 324
Mo. 622 644 659 676 702
4 Yr. Biw. 287 302 315 332 349
Mo. 622 654 683 719 756
2 Yr. Biw. 302 309 320 328 338
Mo. 654 670 693 711 732
4 Yr. Biw. 302 315 332 349 366
Mo. 654 683 719 756 793
4 Yr. Biw. 315 332 349 366 385
Mo. 683 719 756 793 834
4 Yr. Biw. 332 349 366 385 403
Mo. 719 756 793 834 873
4 Yr. Biw. 345 362 379 396 415
Mo. 748 784 821 858 899
A B C D E F M
3 Yr. Biw. 361 371 381 391 404 415 427
Mo. 782 804 826 847 875 899 925
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CLA�S RNG. FREQ. SPAN A B C D _ M _
P;�b].ic Health Nurse 15 1 Yr. 4 Yr. Biw. 385 403 423 443 455
Hedting Inspector Mo. 834 873 917 960 1008
Housing Inspector
Asst. Museum Director
Asst. Building Inspector
Weights & Measures Inspector 16 1 Yr. 4 Yr. Biw. 403 423 443 465 489
Sanitarian
Social Worker
Deputy City Assessor
17 1 Yr.
18 1 Yr.
Electrical Inspector 19
Public Health Nurse Supervisor
Flumbing Inspector
Bacteriologist 20
Plumbing Supervisor
*Official Rates are Bi-Weekly Rates
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1 Yr.
1 Yr.
Mo. 873 917 960 1008 1060
4 Yr. Biw. 415 434 454 477 502
Mo. 899 940 984 1034 1(;88
4 Yr. Biw. 433 452 472 491 514
Mo. 938 979 1023 1064 1114
4 Yr. Biw. 454 474 496 519 544
Mo. 984 1027 1075 1125 1179
4 Yr, Biw. 465 489 511 539 565
Mo. 1008 1060 1107 1168 1224
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