HomeMy WebLinkAbout06384ORDINANCE NO. §$4
AN ORDINANCE APPROVING A COLLECTIVE BARGAINING AGREEMENT BETWEEN
THE CITY OF PUEBLO, A MUNICIPAL CORPORATION AND PUEBLO ASSOCIATION
OF GOVERNMENT EMPLOYEES FOR THE CALENDAR YEAR 1999
BE IT ORDAINED BY THE CITY COUNCIL OF PUEBLO, COLORADO that:
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The Collective Bargaining Agreement to be entered into November 23, 1998,
between the City of Pueblo, a Municipal Corporation and Pueblo Association of
Government Employees for the calendar year 1999, the original of which is on file in the
office of the City Clerk, is hereby approved.
The President of the City Council is authorized and directed to execute the
Agreement for and on behalf of the City of Pueblo and the City Clerk is directed to affix the
seal of the City thereto and attest same.
C or i nne Koeh
Councilperson
i
t I ..,
ATTEST:
Cily
RECEIVED JAN 6 1999
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
CITY OF PUEBLO
AND
PUEBLO ASSOCIATION OF GOVERNMENT EMPLOYEES
COMMENCING JANUAY 1, 1999
TABLE OF CONTENTS
ARTICLE
PAGE
PREAMBLE.
1
DEFINITIONS.
1
ARTICLE 1.
RECOGNITION
2
ARTICLE 2.
UNION SECURITY - DUES DEDUCTIONS
3
ARTICLE 3.
MANAGEMENT RIGHTS
7
ARTICLE 4.
DISCIPLINE AND DISCHARGE
8
ARTICLE 5.
GRIEVANCE AND ARBITRATION
10
ARTICLE 6.
STRIKES AND LOCKOUTS
14
ARTICLE 7.
SENIORITY, TRANSFERS AND PROMOTIONS
15
ARTICLE 8.
GENERAL PROVISIONS
22
ARTICLE 9.
SPECIAL CONFERENCES
23
ARTICLE 10.
UNION REPRESENTATION
24
ARTICLE 11.
UNION BULLETIN BOARDS
26
ARTICLE 12.
PROBATION
27
ARTICLE 13.
RESIGNATION
28
ARTICLE 14.
EMPLOYEE PERSONNEL FILE
28
ARTICLE 15.
WAGES AND OTHER PAYMENTS
29
ARTICLE 16.
UNIFORM AND PROTECTIVE CLOTHING
34
ARTICLE 17.
TOOLS
35
ARTICLE 18.
HOURS OF WORK
36
ARTICLE 19.
OVERTIME
41
ARTICLE 20.
LEAVES AND OTHER ABSENCES
42
ARTICLE 21.
LIGHT DUTY
50
ARTICLE
ARTICLE 22.
ARTICLE 23.
ARTICLE 24.
ARTICLE 25.
ARTICLE 26.
ARTICLE 27.
ARTICLE 28.
ARTICLE 29.
ARTICLE 30.
ARTICLE 31.
ARTICLE 32.
ARTICLE 33.
APPENDIX A.
APPENDIX B.
APPENDIX C.
MEAL PERIODS AND REST PERIODS
HOLIDAYS
VACATION
HEALTH, HOSPITALIZATION AND
DENTALINSURANCE
CIVILIAN LAW ENFORCEMENT PERSONNEL
NEW CLASSES
OTHER CONDITIONS
WAIVER AND NOTICE
SEVERABILITY
ENTIRE AGREEMENT
ABSENCE WITHOUT LEAVE
TERM OF AGREEMENT
PAGE
51
52
54
58
61
62
63
64
65
65
66
67
68
70
72
m
PREAMBLE
THIS AGREEMENT entered into by and between the City of Pueblo,
hereinafter referred to as the City, and the Pueblo Association of
Government Employees, hereinafter referred to as the Union. The City
and the Union may also hereinafter be referred to severally as a party
and jointly as the parties.
It is the intent and purpose both of the City and the Union to set
forth herein their entire Agreement, establishing wages, hours and
other conditions of employment; providing for prompt and equitable
adjustment of grievances; and achieving and maintaining harmonious
labor relations.
DEFINITIONS
Certain terms used in this Agreement shall be defined as follows:
"Employee" shall mean any person holding a position in the
classified service which is included in the bargaining unit defined in
Appendix A of this Agreement.
"City Manager" shall mean the City Manager, acting City Manager,
or the designee of either.
"Director" shall mean the Director of Personnel or his designee.
"Department Head" shall include those persons appointed by the
City Manager as department Directors or the designee of a. Director.
"Day" shall mean calendar day unless otherwise modified or
defined herein. Unless otherwise specified herein, other words used in
this Agreement shall have the same meanings as are given them in
Section 6 -3 -1 of the Code of Ordinances.
1
Article and section titles or captions contained herein are
descriptive but not substantive.
ARTICLE 1
RECOGNITION
The City recognizes the Pueblo Association of Government
Employees as the sole and exclusive representative of the employees
in the bargaining unit set forth in Appendix A of this Agreement for the
term of this Agreement, for the purpose of negotiating with the City
with respect to wages, rates of pay, hours, grievance and disciplinary
procedures which may result in arbitration, working conditions and all
other terms and conditions of employment except disciplinary
measures and the application thereof to individual employees;
provided, however, that the application of discipline to individual
employees may be grieved and such grievance processed in
accordance with the provisions of this Agreement.
2
ARTICLE 2
UNION SECURITY - DUES DEDUCTION
Section 1. REQUIREMENT AND NONDISCRIMINATION No
employee shall be required to become a member of the union as a
condition of his /her employment or continued employment by the City,
and there shall be no discrimination by either party against any
employee on account of membership or non - membership in the Union.
Section 2. DISCRETION TO JOIN. Any employee may or may not
join the Union, at the individual's sole discretion.
Section 3. DUES DEDUCTION. The City shall deduct monthly from
the pay of all employees who hereafter voluntarily authorize such
deductions in writing on a form provided for this purpose by the Union
or the City the following: (a) the amount of normal Union dues and
assessments uniformly required of Union members, (b) initiation fees
uniformly required of all Union members. Each authorization given
under this Section shall be revocable January. Ist of each year upon
giving written notice to either the City or the Union by the preceding
December 1st.
Section 4. NOTIFICATION. The Union, through a duly authorized
officer or officers of the Union, will notify the City in writing as to the
amount of dues, assessments and initiation fees to be deducted from
the pay of any employees. Any changes in Union membership dues,
assessments and initiation fees will be certified to the City and such
notification shall be provided at least one month in advance of the
effective date of any such change.
3
Section 5. AGENCY SHOP. Any person employed by the City in a
position within the bargaining unit represented by the Union who is not
a member of the union and who does not make application for
membership within thirty (30) days from the effective date of this
Agreement, or from the date of employment, whichever is later, shall,
pay to the Union an amount equal to 95% of the normal dues and
assessments uniformly required of members of the Union. The
obligation for enforcement of this provision shall rest with the Union,
not the City.
Section 6. VOLUNTARY DEDUCTIONS. The City agrees to deduct
the agency service fee set forth in Section 5 above from the pay of all
employees who hereafter voluntarily authorize such deductions in
writing on the form contained in Section 12 of this Article. Each
authorization given under this Section shall provide that it is revocable
only upon the expiration of this Agreement upon giving written notice
to either the City or the Union within the thirty (30) days immediately
preceding the termination of this Agreement.
Section 7. EFFECTIVE CONDITIONS. Sections 5 and 6 of this
Agreement shall not be effective until the conditions described in
Section 8 -9 of the Charter of the City of Pueblo are satisfied.
Section 8. NO EARNINGS. If an employee has no earnings due
him for the pay period in question, no deductions will be made for that
employee for that period. The collection of money described herein
other than for the current period shall not be the responsibility of the
City.
4
Section 9. PAYMENT. The sole responsibility of the City will be to
pay over to the Union any sums actually deducted from the pay of
employees on a current basis. Any funds deducted as herein provided
shall be paid to the Union Treasurer within thirty (30) days of such
deduction.
Section 10. HOLD HARMLESS. The Union agrees to save the City
harmless from any action growing out of this Article and commenced
by any employee, citizen or other person against the City or the City
Council or any employee or agent of either. The Union assumes full
responsibility for the disposition of the funds so deducted once they
have been turned over to the Treasurer of the Union. The Union agrees
that in the event of any litigation against the City, its agent or
employees arising out of this provision, it will co- defend and indemnify
and hold harmless the City, its agent or employees from any monetary
award or any costs arising out of such litigation, including but not
limited to attorney's fees.
Section 11. NO RIGHT TO MONEY UNTIL PAID. No party shall
have any right or interest whatsoever in any money authorized
withheld under Sections 3 and 6 of this Article until such money is
actually paid over to them. The City or any of its officers and
employees shall not be liable for any delay in carrying out such
deductions, and upon forwarding a check in payment of such
deductions by mail to the assignee's last known address, the City and
its officers and employees shall be released from all liability to the
employee or to the assignees under such assignments.
5
Section 12. VOLUNTARY AGENCY DEDUCTION FORM.
LAST NAME FIRST NAME MIDDLE NAME
EMPLOYER DEPARTMENT
EFFECTIVE:
DATE
1 hereby voluntarily request and authorize you to deduct monthly from
my regular earnings the amount of 95% normal Union dues, initiation
fees and assessments uniformly required of Union members as
certified by the appropriate officials of the Pueblo Association of
Government Employees.
The amount deducted shall be paid to the Treasurer of P.A.G.E.
This voluntary deduction shall remain irrevocable until expiration
of this Agreement and then may only be revoked by giving written
notice to either the City or the Union within the thirty (30) days
immediately preceding the termination of this Agreement, as defined in
Article 33.
6
ARTICLE 3
MANAGEMENT RIGHTS
Section 1. UNION RECOGNITION. The Union recognizes the
prerogatives of the City to operate and manage its affairs in all
respects in accordance with its authority, discretions, responsibilities,
and powers of authority as set forth under the Constitution and the
Statutes of the State of Colorado and the Charter of the City of Pueblo.
Section 2. VESTED IN CITY AND DISCIPLINE AND DISCHARGE
FOR JUST CAUSE. Except as otherwise specifically provided herein,
the management of the City, the direction of the work force, including
but not limited to, the right to hire, the right to discipline or discharge
for just cause, the right to decide job qualifications, the right to lay -off,
the right to establish or abolish positions, the right to make rules and
regulations governing conduct and safety, the right to determine the
mission of the City and the means and methods by which it is to be
achieved, the right to determine schedules of work, the right to
subcontract work, together with the right to determine the methods,
processes and manners of performing work, are vested in the City.
ARTICLE 4
DISCIPLINE AND DISCHARGE
Section 1. NEWLY HIRED PROBATIONARY EMPLOYEES. A
newly -hired probationary employee may be disciplined or discharged at
any time during the full initial probationary period with or without
reasons. Such a probationary employee shall have no right to appeal
his or her discipline or discharge under this Agreement, however, such
employee shall have the right to appeal such action pursuant to
Section 6 -10 -1 of the Code of Ordinances.
Section 2. CITY'S AUTHORITY. The Union recognizes that the
City has the authority to suspend, demote, discharge or take other
appropriate disciplinary action against employees for just cause. Any
non - probationary employee who is subject to discipline may appeal
same pursuant to the grievance procedure or to the Civil Service
Commission pursuant to Title VI of the 1971 Code of Ordinances of the
City, but not both. The filing of any appeal to one forum constitutes a
waiver of any right to appeal to the other forum.
Section 3. WRITTEN STATEMENTS. An employee who is to be
suspended . without pay or discharged shall be given a written
statement indicating the reasons or grounds for such action. If the
action to be taken is discharge, the employee may within seven (7)
calendar days after receipt of the statement file his written response
thereto setting forth in detail his explanation of or defenses, if any, to
the reasons or grounds contained in the statement. The Department
Head will consider the employee's written response, if timely received
by him, before taking action on the discharge. The written statement
or notice of action taken shall be considered given to the employee if
s
personally delivered or, if unable to be personally delivered, four (4)
days after the statement has been mailed by First Class mail to the
employee.
Section 4. FILING OF GRIEVANCE. Any grievance challenging the
discharge or termination of an employee may be commenced at the
step prior to the final step of the grievance procedure, provided that it
is filed not later than seven (7) calendar days after the date of the
action taken by the City.
Section 5. REMOVAL FROM PERSONNEL FILE. In the event
discipline is imposed and it is established through the grievance
procedure that such discipline was not warranted, such disciplinary
action shall be removed from the employee's personnel file. Any
disciplined employee may be represented, at his or her option, by the
Union during the processing of any grievance concerning such
discipline.
9
ARTICLE 5
GRIEVANCE AND ARBITRATION
Section 1. A grievance is a claim that the City has violated an
express provision of this Agreement. Any employee may discuss any
grievabce matter with an immediate supervisor on an informal basis
without resorting to this grievance procedure, provided that no such
informal discussion shall extend any time limit provided herein.
Section 2. A grievance shall be initiated either by an aggrieved
employee or by the Union acting on behalf of one or more employees.
Unless the grievance arises at a higher administrative level, it shall be
presented by the employee and /or Union representative to the
immediate supervisor of the employee within fourteen (14) days after
the date on which the employee or the Union knew or reasonably
should have known the facts giving, rise to the grievance. The
supervisor shall meet with the employee and /or Union representative
within seven (7) days after receipt of the grievance and shall respond
to both the Union and the grievant within seven (7) days after the
meeting is concluded.
Section 3. If the grievance is not resolved under Section 2 above,
it shall be presented to the involved department head by a Union
representative and /or the grievant within seven (7) days after receipt of
the supervisor's response under Section 2. The department head shall
meet with 'a Union representative and /or the grievant within seven (7)
days after the grievance is presented and shall respond to both the
Union and the grievant within seven (7) days after the meeting is
concluded.
10
Section 4. If the grievance is not resolved under Section 3 above,
it shall be presented by a Union representative to the City Manager
within seven (7) days after the receipt of the response of the
department head under Section 3. The City Manager shall meet with a
Union representative and the grievant within ten (10) days after the
grievance is presented and shall respond to the Union representative
within ten (10) days after the meeting is concluded.
Section 5. If the grievance is not resolved under Section 4 above,
the Union may request arbitration by serving written notice of intent to
arbitrate on the City within thirty (30) days after receipt of the
response of the City Manager under Section 4. An arbitrator may be
selected by mutual agreement of the parties within ten (10) days after
service of the notice of intent to arbitrate. Otherwise, the American
Arbitration Association shall be requested to furnish a panel of seven
(7) arbitrators. The parties shall strike names alternately until one
name remains; that individual shall be the arbitrator. The party
requesting arbitration shall strike first. The arbitrator shall be
requested to issue a decision within thirty (30) days after conclusion of
the hearing. The decision of the arbitrator shall be binding on both
parties.
11
The arbitrator's fee and his other expenses shall be shared equally
by the City and the Union provided that each party shall be required to
compensate its own representatives and witnesses and pay the cost of
production of its documentary evidence. Either party may at its own
expense retain a certified shorthand reporter to record and transcribe
the proceedings. Either party may provide the arbitrator with a
transcript of the proceedings. Either party may order a copy of the
transcript at its own expense.
Section 6. The City and the Union shall each have the right to
investigate all circumstances relating to any grievance, and shall
assist each other in the conduct of any such investigation.
Section 7. Any grievance processed at Section 2 or beyond shall
be reduced to writing and shall include each of the following: the
matter complained of; the date of its occurrence and the date the
grievant or the Union first became aware of the matter; the sections or
provisions of this Agreement which were allegedly violated; the
disposition sought; the signature of the employee or Union
representative; and the date the grievance is filed. Any response by
the -City at Section 2 or beyond shall be reduced to writing.
Section 8. Grievances which arose prior to the effective date of
this Agreement and the immediately preceding Agreement are not
substantively arbitrable, and shall not be subject to the grievance
procedure described herein, and provided that grievances properly
filed which arose prior to the effective date of this Agreement may be
arbitrated under the provisions of the Agreement under which they
arose.
12
Section 9. All claims for back wages shall be reduced by the
amount, if any, of unemployment compensation benefits received by
the employee and any compensation received for other employment
obtained subsequent to removal from the City payroll.
Section 10. The failure of the City to file a timely response at any
step of the grievance procedure shall be deemed to be a rejection of
the grievance effective on the last day for timely response.
Section 11. The parties may mutually agree in writing to extend
any time limitation contained in this Article. The parties recognize
that such extensions are contrary to the spirit of this grievance
procedure, and shall be agreed on only for good cause.
Section 12. The findings and decision of the arbitrator shall be
consistent with applicable Colorado law and with the express terms of
this Agreement. The arbitrator shall have no power or authority to add
to, subtract from, disregard, alter or modify any of the terms of this
Agreement.
13
ARTICLE 6
STRIKES AND LOCKOUTS
Section 1. LOCKOUTS. No lockout of employees covered by this
Agreement shall be instituted by the City during the term of this
Agreement.
Section 2. STRIKES. The Union specifically agrees that
employees in the classified service of the City are prohibited from
engaging or participating in any strike, work stoppage, work slow-
down or mass absenteeism involving employees of the City of Pueblo
or the City of Pueblo.
Violation of this Article by any employee shall be cause for
discipline or discharge. In addition, the City shall not be required to
pay any employee any portion of his or her salary including fringe
benefits while engaged in activity in violation of this Section.
The Union agrees not to encourage, condone, assist or participate
in any action prohibited by this Section.
Section 3. INJUNCTIVE RELIEF. The parties are specifically
authorized to seek injunctive relief without first attempting to resolve
any dispute relating to violation of this Article through the grievance
procedure. The parties may, at their independent option, seek
compensation for damages from the other party through the provisions
of Article 5, Grievance and Arbitration.
14
ARTICLE 7
SENIORITY, TRANSFERS AND PROMOTIONS
Section 1. CITY SENIORITY - DEFINED. Unless otherwise set
forth in this Agreement, seniority means an employee's length of
continuous service with the City since his last date of hire.
Section 2. INFORMATION REGARDING SENIORITY. The City
agrees to make available to the Union necessary information to resolve
seniority conflicts as needed.
Section 3. BREAK IN SERVICE. Approved leaves shall not
constitute a break in service for purposes of this Article. Employees
who resign, are discharged or retire shall be considered as having a
break in service if they are subsequently employed in any capacity by
the City, and, notwithstanding any provision of prior agreements to the
contrary, for the purposes of this Article, such employees shall receive
no credit for prior service.
Section 4. DEPARTMENTAL SENIORITY. Departmental seniority
is defined as the continuous length of service in a department,
measured from the date the employee was assigned in that
department.
Section 5. .TRANSFERS - DEFINED. A transfer is a change in an
employee's position within a job title classification within such
employee's department or in any other department or division of the
City which does not result in a change in the transferred employee's
rate of pay.
15
Section 6. PROMOTIONS - DEFINED. A promotion is an
appointment of an employee to a job title classification within such
employee's work department or in any other department or division of
the City which does result in an increase in the promoted employee's
rate of pay.
Section 7. DEMOTIONS - DEFINED. A demotion is a personnel
action resulting in an employee's assignment to a job title
classification within such employee's department or in any other
department or division of the City which results in a decrease in the
demoted employee's rate of pay.
Section 8. LAYOFF.
A. When employees are laid off, the employees in the Department
and class affected shall be laid off in the following order:
1. Unclassified part -time or temporary employees who
perform substantially the same duties as the class affected;
2. Probationary;
3. Permanent.
Probationary and permanent employees shall be laid off within a
Department and class in inverse order of their seniority as defined by
Section 1 of this Article.
When an employee's position is abolished, that employee shall
have the option to exercise his /her bumping rights, as defined in
Section 10 of this Article, within his /her Department. The. employee
who is ultimately left without a position in his /her Department, if
16
any, shall then have the option to exercise his /her Section 10 bumping
rights City -wide.
Section 9. RECALL. Employees shall be recalled from layoff to
positions within any class previously occupied on a permanent basis
and for which they currently meet the minimum qualifications,
according to their seniority as defined in Section 1 of this Article. No
new employees shall be hired into any such classes until all such
employees with reinstatement rights to such classes desiring to return
to work have been recalled.
Section 10. BUMPING. When an employee is laid off, he /she shall
be permitted to bump (replace an employee with less seniority), in
accordance with this Section. Such employee may, if he /she so
desires, bump the least senior employee in an equal or lower job class
previously held by that employee on a permanent basis, provided the
bumping employee has greater seniority than the employee whom
he /she bumps and provided he /she currently meets the minimum
qualifications of the job class. If the least senior employee's work
schedule substantially differs from the work schedule of the bumping
employee, the bumping employee shall have the option to bump
instead the least senior employee with substantially the same work
schedule, within the parameters contained herein.
Section 11. TRANSFERS AND PROMOTIONS. When filling
vacancies, the City shall consider for transfer employees within the
same class. The City will post notices of vacancies for five (5) working
days.
17
Employees who file with the City written requests for
consideration to transfer to vacancies that have been posted shall be
considered; however, no such request shall be considered until all
employees with applicable reinstatement or bumping rights have been
accommodated.
If a position is not filled through reinstatement, demotion,
reemployment or transfer, the City shall fill the position from a civil
service eligible list in the following manner:
(a) The Director shall forward a copy of the appropriate
class specification to the Civil Service Commission, with a request for
certification of the names of the three highest ranking persons on the
appropriate eligible list.
(b) The Director may also request from the Commission
further information relating to the persons certified and to their
application, examination or certification process.
(c) If any person so certified fails to accept appointment to
the position, that person shall be removed from the list and the name
of the person next highest on the appropriate list shall be certified.
The Civil Service Commission may retain on the eligible list the name
of . a person who refuses an appointment only upon that person's
request and for just cause. The Director may request removal from the
list of the name of a person who does not qualify for or meet a
requirement of the position. The Civil Service Commission shall grant
such request and certify the name of the next highest ranking eligible
on the list, if the person so removed does not actually qualify or meet
requirements.
18
(d) If more than one vacancy is to be filled from an eligible
list, the Director may request certification of an additional name for
the second and each subsequent vacancy.
(e) If less than three names appear or remain on an eligible
list, the City Manager may either request that the Commission
establish a new eligible list, or may accept a certification of less than
three names.
(f) If a person certified for appointment from an eligible list
is rejected or passed over twice the City Manager may request removal
of the person from that eligible list. The Civil Service Commission may
deny such request upon the basis of the person's qualifications.
(g) After a certification, the Director shall select a com-
mittee of at least three (3) persons to evaluate the persons certified.
No member of the bargaining unit shall be allowed or required to serve
as a member of the committee. Not more than one (1) member of the
department may be a member of the committee.
(h) After consultation with the involved department or
bureau head and the committee, the Director shall forward the names
of all persons certified and recommendations to the City Manager, who
shall make the final appointment.
19
(1) The City shall notify each eligible certified for a vacancy
of the appointment and the appeal rights available hereunder. If not
appointed, the highest ranking eligible for each vacancy may appeal
his rejection to the Civil Service Commission by filing a written notice
of appeal within seven (7) days after receipt of the notice of
appointment. The Commission shall hear the appeal within five (5)
days of the filing of the notice of appeal. The City and the individual
appointed shall also be notified of the hearing and be given an
opportunity to be heard. The person filing the appeal shall have the
burden .of proving that the City Manager's appointment was arbitrary,
capricious or a clearly unwarranted abuse of discretion. If the
Commission sustains the appeal, the appointment shall be vacated and
the appellant shall be appointed to the position by the City Manager
pursuant to the decision of the Commission retroactive to the date of
the original appointment.
(j) The Commission shall render its decision within five (5)
days after the hearing which shall be final and binding subject only to
judicial review pursuant to Rule 106, CRCP.
Classes within the bargaining unit shall be either closed classes,
which are open only to members of the bargaining unit, or classes that
may be closed, or open to all applicants, as determined by the City
Manager. Classes that are closed classes are listed in Appendix B.
Classes that may be closed or open are listed in Appendix C.
20
Civil Service examinations for all classes in Appendix B shall be
open only to employees within the bargaining unit who meet the quali-
fications for such classes. If the Civil Service Commission, after
announcement of an examination and acceptance of applications for a
class in Appendix B, determines that there are no qualified employee
applicants available, the Commission may open such examination to
non - employee applicants.
If the City Manager determines that a class in Appendix C is to be
a closed class, examinations for such a class shall be conducted in
accordance with the preceding paragraph. If the City Manager
determines that a class in Appendix C is to be an open class, exam-
inations for such a class shall be open to all applicants.
Section 12. RECLASSIFICATION. Whenever a position is
reclassified, the incumbent in such . position who has performed all
duties of the position in a satisfactory manner for a period of one year
or more shall be deemed qualified for appointment along with the three
highest ranking eligibles on the eligible list from which the reclassified
position is to be filled.
21
ARTICLE 8
GENERAL PROVISIONS
Section 1. UNION AND NON -UNION ACTIVITIES. The parties
agree not to interfere with the rights of employees to become members
of the Union or to refrain from becoming members of the Union, and
there shall be no discrimination, interference, restraint, or coercion by
the City or the Union or any employer representative or any Union
representative against any employee because of Union membership or
nonmembership, or as a result of an employee's lawful exercise of
rights granted by the City Charter or this Agreement. The Union
recognizes its responsibilities as the sole and exclusive bargaining
agent and agrees to represent all employees in the bargaining unit
without discrimination, interference, restraint or coercion.
Section 2. NONDISCRIMINATION.
A. The City and the Union recognize that under State or Federal
Law, neither party may discriminate against any employee because of
race; age as defined; creed; color; sex; handicap; or national origin.
B. All references to employees in this Agreement designate both
sexes, and wherever the male gender is used, it shall be construed to
include male and female employees.
C. The City and the Union recognize that neither party may
discriminate against, or in any way favor, any employee because of
such employee's political opinions or affiliations as provided in the
Pueblo City Charter.
22
ARTICLE 9
SPECIAL CONFERENCES
The City and the Union agree to conduct special conferences on
matters related to this Agreement and for the purpose of attempting to
minimize grievances and to discuss other issues which would improve
the relationship between the parties. A conference committee of two
(2) representatives of the Union shall be convened upon the written
request of either party. Such notice shall indicate the subject to be
considered at any requested meeting. A meeting shall be convened
within a reasonable time of any request.
The failure of any party to reach agreement on any matter raised
at a special conference shall not be indicative of bad faith, nor shall
such failure initiate the grievance procedures available under this
Agreement.
23
ARTICLE 10
UNION REPRESENTATION
Section 1. UNION REPRESENTATION. The City agrees that the
representatives of P.A.G.E. may confer with bargaining unit employees
during break periods in a manner so as to not interrupt the work of
employees. Additionally, said representatives may confer with
members of the management staff at mutually agreeable times and
places.
Section 2. NEW BARGAINING UNIT EMPLOYEES. When the City
engages new employees in bargaining unit positions, it shall notify the
Union of the name, class, and department of all such new, employees
within ten (10) days of employment.
Section 3. UNION- ACTIVITIES ON EMPLOYER'S TIME AND
PREMISES. The City agrees that during working hours, on the City's
premises, or at the site of negotiations or grievance proceedings, and
without loss of pay, Union officers and stewards shall be allowed to:
- Attend negotiations, grievances and special conferences;
- Collect Union dues, initiation fees, and assessments (if these
funds are not collected through payroll deductions);
- Post Union notices;
- Transmit communications, authorized by the local .Union or its
officers, regarding grievances, arbitrations and collective bargaining
negotiations to the City or its representatives.
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All such time off shall be with the approval of the employee's
supervisor and subject to such supervisor's work and schedule
requirements. Such approval shall not be unreasonably withheld.
Abuse of this provision may be the subject of discipline.
Members of the Union as may be elected or designated as
officers, stewards or members of the negotiating committee, to
represent the Union shall be granted leave from duty, with no loss of
pay under the terms and conditions set forth in this Article.
Officers of the Union and the Union Executive Board Members
shall be granted Union business leave with pay to attend meetings of
the Union or special conferences, if said meetings occur during a
regular tour of duty. The maximum of off -duty tours allowed hereunder
shall not exceed thirty (30) per calendar year. It is understood that
those Union officials granted leave hereunder shall be on call during
attendance at such meetings. The privileges granted herein shall not
be abused or unreasonably exercised. Union members using paid
union business leave shall notify their supervisor when leaving duty.
and when reporting back to duty.
Section 4. NUMBER OF REPRESENTATIVES. The Union shall
designate a sufficient number of stewards to assure that each
Department or Division, and each shift within each Department or
Division, shall have a steward. No more than one (1) steward or Union
officer at a time shall investigate or process any grievance on duty
time. No more than four (4) employees at a time shall attend
negotiations on duty time.
25
ARTICLE 11
UNION BULLETIN BOARDS
The Union shall have the right to post on the bulletin boards
designated by the department head at all work locations where
available, notices pertaining to Union matters, all of which pertain to
the City. No other postings will be allowed. Should the available
bulletin boards be insufficient, the Union may erect suitable bulletin
boards in locations mutually agreeable.
26
ARTICLE 12
PROBATION
Section 1. NEW HIRE. A newly hired employee shall serve a
probationary period of six (6) months from the date of his most recent
initial appointment. Such probationary period may be extended for an
additional period not to exceed six (6) months upon mutual agreement
of the affected employee and Department Head.
Section 2. PROBATION AFTER PROMOTION. A newly promoted
employee shall serve a probationary period in the higher level class for
a period of six (6) months from the date of appointment to the higher
class. Such probationary period may be extended for an additional
period not to exceed six (6) months upon mutual agreement of the
affected employee and Department Head.
Newly promoted and transferred employees shall have their
probationary period reduced by the amount of time, if any, spent during
temporary duty in a higher class of a full shift or longer, in accordance
with Article 15, Section 4, of this Agreement, when such temporary
duty was in the class to which the employee was subsequently
promoted. Only such temporary duty within the three (3) years
preceding promotion shall be considered, and the maximum reduction
of the probationary period shall be three (3) months.
Section 3. PROBATION AFTER TRANSFER OR DEMOTION TO A
POSITION NOT PREVIOUSLY HELD. An employee newly transferred or
an employee demoted into a position not previously held shall serve a
probationary period of six (6) months from the date of the transfer or
demotion.
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Section 4. RETURN TO PREVIOUS CLASS. A newly promoted,
transferred or demoted employee may be returned to the previous
class if the employee is unable to satisfactorily perform the duties of
the new position. Such employee may grieve the return to the previous
class under Article 5 of this Agreement.
ARTICLE 13
RESIGNATION
Section 1. NOTICE. An employee shall provide to the City at least
seven (7) days notice in writing of his intention to resign. Once the
employee ceases employment, the employee may seek reemployment
under the reemployment procedures.
Section 2. ABSENCE WITHOUT LEAVE. All unauthorized
absences without leave shall be grounds for disciplinary action.
Reduction of pay shall be made for all periods of unauthorized
absences.
Section 3. UNAUTHORIZED ABSENCES FOR MORE THAN FIVE (5)
DAYS. Any unauthorized absence of more than five (5) consecutive
working days shall be deemed to be and shall constitute a resignation
from employment by the employee.
ARTICLE 14
EMPLOYEE PERSONNEL FILE
Employees may inspect all documents contained in the
employee's own personnel file as provided by the Colorado Open
Records Law.
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ARTICLE 15
WAGES AND OTHER PAYMENTS
Section 1. WAGE INCREASES DURING CONTRACT. Effective
January 1, 1999, the monthly pay rate for each class, grade, step or
position of employees covered by this Agreement shall be increased by
3.0% over the amount set by Ordinance setting 1998 pay increases.
In addition, an ongoing standing union /management committee
comprised of two representatives of management and two
representatives of PAGE will be formed in 1995 to analyze, recommend
and agree to changes in the salaries of certain bargaining unit
classifications in order to bring the pay of these classifications more in
line with other City of Pueblo job classifications. All such adjustments
shall be mutually agreed upon. A sum of $82,000 shall be allocated to
the committee as of January 1, 1999, toward accomplishing these
adjustments. Adjustments for 1999 will be effective January 1, 1999.
Section 2. LONGEVITY COMPENSATION. Commencing with the
month following completion of five (5) years of actual continuous
service as a full -time employee of the City, each such employee shall
receive in addition to all other compensation for full -time service, the
amount of Thirty -Two Dollars and Fifty Cents ($32.50) per month;
following ten (10) years of such service, Thirty -Seven Dollars and Fifty
Cents ($37.50) per month; following fifteen (15) years of such service,
Forty -Seven Dollars and Fifty Cents ($47.50) per month; following
twenty (20) years of such service, Fifty -Two Dollars and Fifty Cents
($52.50) per month. In no event shall longevity compensation exceed
Fifty -Two Dollars and Fifty Cents ($52.50) per month.
29
Section 3. LONGEVITY COMPENSATION DURING LEAVES.
A. Longevity compensation as stated above shall be paid to an
employee while on authorized leave with pay. Such longevity compen-
sation shall not be paid to an employee for any month during which
such employee shall be absent on leave without pay for more than
one -half the working time prescribed for that employee's job
classification. Absence without leave as defined in Section 6 -6 -12 of
the 1971 Code of Ordinances of the City shall forfeit all longevity pay
for the month in which such absence occurs.
B. For the purposes of this Section periods of authorized leave
without pay shall not accrue as part of the actual continuous service
necessary to qualify for longevity compensation. Service as a
permanent part -time employee may be accrued as a part of the actual
continuous service necessary to qualify for longevity compensation
under this Section; provided, such service of permanent part -time
employment be accrued on a percentage basis, i.e., two years of
half -time service would accrue as one year of full -time service; and,
provided further, that periods of permanent part -time service and
full -time service are continuous.
C. Periods of time during which an employee . in the classified
service is off work due to lay -off or reduction in force and is on a valid
reinstatement list shall not constitute a break in continuity of service;
provided, however, such periods of time
shall not be accrued as a part of the actual continuous service
necessary to qualify for longevity compensation.
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Section 4. RATE OF PAY FOR WORK IN HIGHER CLASSIFICATION.
In any case when an employee is assigned work in a position in a
higher class within. the PAGE bargaining unit for a period amounting to
one hour or more within a pay period, the employee shall be paid One
Hundred Percent (100 %) of the difference in pay between the rate of
pay for his regular class and such higher class for the actual period of
such service.
In any case when an employee is assigned work in a position in a
higher class outside the PAGE bargaining unit for a period amounting
to one hour or more within a pay period, the employee shall be paid
Seventy -Five Percent (75 %) of the difference in pay between the rate of
pay for his regular class and such higher class for the actual period of
such service.
For purpose of this Section only, Emergency Services Dispatchers
who are assigned to and perform the duties of the supervisor in the
Communication Center for a period of one (1) hour or more shall
receive for each such hour step up pay. of One Hundred (100 %) percent
of the difference, between the regular rate of pay for that class and the
rate of pay for the Senior Emergency Services Dispatcher.
In the event there is a valid eligibility list for a higher class,
employees who have placed themselves on the current valid eligibility
list for that higher class and who are on the crew, shift, or sector in
which the temporary vacancy occurs shall be given opportunities to fill
temporary vacancies in that higher class for the educational value to
the employee and the department. In the event no such valid eligibility
list exists, the employee in the next lower class with the most
seniority in such lower class who is on the crew, shift or sector in
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which the temporary vacancy occurs shall, with his consent, be
assigned temporary duty in the higher class, unless the Department
furnishes proof of the inability of the employee to perform.
Section 5. SHIFT DIFFERENTIALS. This Section shall apply only
in those departments where two or more shifts are worked in any
particular classification.
A. Full -time permanent employees who are assigned to work the
afternoon shift shall receive an additional forty cents ($.40) per hour
for each hour worked on such shift.
B. Full -time permanent employees who are assigned to work the
graveyard shift shall receive an additional eighty cents ($.80) per hour
for each hour worked on such shift.
Section 6. MILEAGE. An employee who is required and
specifically authorized to operate his personally -owned automobile in
the conduct of City business shall be paid the amount allowed by the
Internal Revenue Service for each mile of usage of the personal
automobile on City business. The City may, at its option, where an
employee requests the City to exercise the within described option,
where an employee regularly utilizes his personal car in the conduct of
City business, estimate the average number of miles traveled per
month and authorize a monthly allowance on the basis of such
estimate at the rate allowed by the Internal Revenue Service per mile.
Such estimated payment shall be in lieu of any claims for payment
based upon actual mileage driven.
Section 7. TUITION REFUND. Upon recommendation of the
Department Head and after prior approval by the City Manager, the City
shall reimburse a permanent, full -time employee upon successful
32
completion of an approved course or courses in education or
vocational training. The course or training must be related to the
work, be designed to improve competence in the job, and be of value to
the employee's service to the City. The employee must conclude the
course or training with a grade of "Pass ", "C ", or better in order to be
entitled to refund. The amount to be reimbursed will not exceed eighty
percent (80 %) of the cost of tuition, fees, and required books. If, and in
the event, the course or training is of value to the employee's service
to the City, but is not related to the employee's work or is not designed
to improve the employee's competence in the job, the City will
reimburse up to fifty percent (50 %) of the cost of tuition, fees, and
required books, not to exceed Five hundred dollars and no /100ths
($500.00) per year. When a course of study has been approved by the
City Manager, any employee who completes 30 hours of educational or
vocational training during their employment with the City, shall receive
a one time education incentive of $200.00. This Article shall apply to
employees completing the 30 hours of educational or vocational
training after January 1, 1987.
SECTION 8. BILINGUAL COMPENSATION. Certain positions in the City
may be required to be filled by employees who possess bilingual
capabilities. The City reserves the right to determine the number of
positions, where the positions are located, competency levels, and the
second language required for each. Employees that hold these
positions will be paid an additional fifty dollars ($50.00) per month for
their capabilities. These positions will be bid on a yearly basis by
seniority among all department personnel who meet the competency
level required by the City.
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ARTICLE 16
UNIFORM AND PROTECTIVE CLOTHING
Section 1. UNIFORMS. Any employee, except Parking Enforcers
and Animal Shelter employees, who is authorized and required to wear
an official uniform, shall have that uniform provided, maintained, and
laundered by the City.
Section 2. ANIMAL SHELTER AND PARKING ENFORCER In
January of each year, the sum of Three Hundred Twenty -Eight Dollars
($328.00) shall be paid to full -time animal shelter employees and
parking enforcers who are authorized and directed to wear an official
uniform. In the event any such full -time employee leaves the service of
the City during the ensuing year, the sum of Twenty -Seven Dollars and
33/100 ($27.33) shall be deducted from such employee's final salary for
each month remaining in that calendar year. The style and color of
shirt, pant and jacket in use as of June 1, 1997, shall continue to be
prescribed during the term of this Agreement. Such employees initially
appointed during a year shall receive a pro rata uniform allowance of
Twenty -Seven and 33/100 Dollars ($27.33) for each month remaining in
the year with their initial pay check.
Section 3. SPECIAL FOOTWEAR. All employees who are
authorized and required to wear special footwear shall be paid the sum
of Fifty Dollars ($50.00) in January of each year. Such employees
initially appointed during a year shall receive said footwear allowance
with their initial pay check.
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ARTICLE 17
TOOLS
All employees who are required by the nature of their employment
to use tools to accomplish their job assignment, and are required to
provide their own tools, shall be reimbursed, upon presentation of
receipts, for the cost of such tools up to maximum of Three Hundred
Dollars ($300.00) per year. Tools belonging to the City and employees
shall be clearly marked or inscribed to identify ownership. Upon
termination of employment with the City, all tools, except those
purchased by the employee, shall remain the property of the City.
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ARTICLE 18
HOURS OF WORK
Section 1. WORK DAY. The regular hours of work each day shall
be eight (8) hours exclusive of lunch periods, within a twenty -four (24)
hour period.
Section 2. WORK WEEK. The work week shall consist of five
eight -hour days for a total of Forty (40) hours.
Section 3. FLEX TIME. The Department Head may implement a
flex time program within a department or a part thereof when, in his
judgment, consideration of the operating need of the department would
so allow. The department head may suspend such program for a
period or periods not to exceed a total of sixty days in any year,
whenever, in the judgment of the department head, operating needs of
the department so require.
Section 4. REPORTING. The Department Head shall establish
procedures for reporting absence for each department or portion
thereof. Such procedures shall be consistent with Article 32 of this
Agreement.
Section 5. CALL -BACK TIME. Any employee called back to work
prior to the beginning of his next regular shift shall be selected
pursuant to Section 7 of this Article and shall be compensated at the
rate of time and one -half in cash or time and one -half off. An employee
called back for work shall be compensated at the overtime rate for a
minimum of four (4) hours. This provision shall not apply to those
employees assigned to and compensated for stand -by purposes. Also
this provision does not apply to callbacks two (2) hours before and in
36
conjunction with commencement of the regular shift. In this case the
employee will be paid a minimum of two hours at the overtime rate.
Section 6. STAND -BY TIME. Any employee assigned and required
to hold himself available for call -backs shall be paid stand -by pay in the
sum of Seventy -Five Cents ($.75) per hour in addition to all other
compensation, except that animal control officers on stand -by duty
shall be paid Ten Dollars and No /100ths ($10.00) per day, in addition to
all other compensation. Any employee on stand -by who is called back
to work prior to the beginning of his next regular shift shall be
compensated at the rate of time and one -half for a minimum of one
hour.
Such stand -by assignments shall be fairly and equitably made
upon a rotating basis to employees within the affected class and
Departments who volunteer for and are qualified to perform such duty.
If sufficient employees do not volunteer for such duty, it shall be
assigned upon a rotating basis within the appropriate class and
Departments. Any employee assigned and required to hold himself
available for call backs, shall be provided with a remote paging device.
Section 7. OVERTIME ASSIGNMENTS. Non - emergency overtime
shall be distributed fairly and equitably, on a rotating basis, within a
class, section in the Police Department and, Department. In order to
accomplish the fair and equitable rotation of overtime distribution, a
seniority list, in order of Departmental seniority, shall be established
for each class within each Department. An employee must indicate in
writing his willingness to perform overtime work in order to be placed
on the appropriate list. Any employee on sick leave is not eligible for
overtime for that 24 hour period unless such sick leave is used for a
37
doctor or dentist appointment or attendance at a funeral. Overtime
shall be distributed by offering it to employees in order of their
placement on the appropriate list. When an employee accepts and
works an overtime shift or portion thereof, that employee's name shall
be rotated to the bottom of the list. However, in the Streets Division of
the Department of Public Works, an employee shall not be rotated to
the bottom of the list until he has received a minimum of four (4) hours
of overtime.
The following procedure shall apply to overtime assignments in
the Police Department Communications Center: (For actual procedure
to be used at the Police Department Communications Center reference
Intra- Department Communication dated August 17, 1997)
(1) In order of seniority the on -duty civilians will be offered the
first one -half (1/2) of the vacated shift. In order of seniority, the
oncoming civilians will be offered the last one -half (1/2) of the vacated
shift.
(2) If the vacancy remains, the most senior civilian with the day
off will be offered the vacated shift.
(3) If the vacated shift cannot be filled by civilian personnel
assigned to the Communication Center, it may be filled by other
qualified' Police Department personnel.
The parties recognize that certain tasks are inherently individual
in nature, and work on an overtime basis necessary for an individual to
complete such task is not subject to the provisions of this Section.
Section 8. SHIFT ROTATION. Emergency Service Dispatchers,
animal shelter employees and other employees whose shift
assignments were rotated on a regular, calendar -based cycle, during
38
the term of the Agreement prior to this Agreement, shall continue such
method of accomplishing the rotation of shifts. No change In an
employee's shift may be made by the City unless the employee is given
notice in advance of three (3) shifts, including the one in which the
employee is notified.
Section 9. SHIFT ASSIGNMENT. Employees assigned to a
department or division /section thereof where two or more shifts
are worked, shall be assigned to one of the shifts by the
following procedures:
A. Shift assignments shall be bid on a seniority basis
on a minimum of once per year.
B. Shift seniority shall be the length of service in a
class within the department or division /section
thereof. If departments or divisions /sections thereof are
combined, seniority shall be integrated.
C. An employee may be transferred to another shift on
a temporary basis for a period not to exceed sixty
(60) calendar days per year for training purposes
or other verifiable department needs.
D. Probationary employees may be assigned to any
shift for training purposes, but it is understood that as much
training as possible be done on the shift this employee will
ultimately fill.
E. The department head may involuntarily transfer an
employee to another shift within the same division, but
such transfer shall be for just cause only, subject to the
grievance procedure.
39
F. No change in an employee's shift may be made by
the City, except due to a verifiable emergency, unless the
employee is given notice in advance of three (3) shifts,
including the one in which the employee is notified.
G. When a vacancy on a shift is filled or when a probationary
employee completes his /her probation period vacating a
more favorable training slot, the vacancy shall be filled
by bidding process on a seniority basis. If not filled in
this manner, the least senior employee will fill the
vacancy.
H. Employees, may, with supervisor approval, trade shift
assignments with the most senior employee desiring the trade.
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ARTICLE 19
OVERTIME
Section 1. OVERTIME COMPENSATION. Employees will be
compensated for overtime at the rate of time and one -half, in either
cash or compensatory time, at the discretion of the employee for any
overtime required. The overtime rate for each hour of overtime shall
be computed as follows: 1 % times the sum of the basic monthly rate
plus longevity pay, divided by 173.83, plus 1 % times the hourly shift
differential, if any, for each overtime hour worked, plus 1 % times the
hourly stepup pay, if any, for each overtime hour worked. Overtime pay
shall be paid within the pay period and no later than the following pay
period.
Section 2. COMPENSATORY TIME. The Department shall cause
to be kept records of any compensatory time standing to the credit of
the employee, which may be liquidated by the employee with the
permission of the Department Head or the employee's immediate
supervisor as applicable. Any compensatory time earned must be
taken not later than six months after it was earned.
Section 3. DAILY. All work performed in excess of eight (8) hours
in any work day shall be compensated at the overtime rate.
Section 4. WEEKLY. All work performed in excess of forty (40)
hours in any work week shall be compensated at the overtime rate.
41
ARTICLE 20
LEAVES AND OTHER ABSENCES
Section 1. SICK LEAVE.
A. PAID SICK LEAVE BENEFITS. Paid sick leave to the extent the
same is accrued and unused shall be granted to permanent, full -time
employees and probationary employees in case of actual illness or
disability occurring without negligence of the employee; or for a
maximum of three (3) work days in each consecutive twelve (12)
months for an illness of the employee's spouse or child or a member of
the employee's Immediate household, subject to verification thereof. A
medical certificate subscribed by the employee's physician on forms
supplied by the City shall be required for any absence for which paid
sick leave is claimed by the employee exceeding three (3) consecutive
working days; provided, further, the City Manager, in any case of
suspected abuse of sick leave privileges, may require such medical
certificate for any absence for which paid sick leave is claimed by the
employee. Requests for sick leave for an employee's last scheduled
work shift before a vacation or scheduled time -off, or for his first
scheduled work shift after a vacation or scheduled time -off, may be
indicative of such abuse. Use or attempted use of paid sick leave
benefits for any reason other than actual illness or disability shall be
deemed an activity unbecoming an employee of the City. Disability
caused by injury while on duty and maternity leave shall be
compensated as hereinafter set forth.
42
If R011,111
B. SICK LEAVE; ACCRUAL.
1. Paid sick leave shall be accrued by each permanent full -time
employee at the rate of one and one -half days for each month of
completed full -time duty to a maximum accrual of two hundred (200)
days. An employee hired on or after January 1, 1996, shall accrue sick
leave at the rate of one day for each month of completed full -time duty
to a maximum accrual of two hundred (200) days.
2. Probationary employees shall accrue paid sick leave benefits
during their probationary period.
3. Temporary and temporary part -time employees shall not accrue
paid sick leave benefits.
C. SICK LEAVE; BENEFITS UPON SEPARATION.
1. Upon separation for any reason other than death, discharge,
retirement, or resignation with more than 20 years continuous service,
an employee hired prior to January 1, 1996, whose sick leave
accumulation exceeds seventy -five (75) days shall be paid at his
regular rate of pay for the amount of sick leave accumulated over
seventy -five (75) days, but not to exceed seventy -five (75) days.
2. Upon separation due to retirement, death, or resignation with
20 or more years continuous service, an employee hired prior to
January 1, . 1996 shall be paid at his regular rate of pay for all
accumulated sick leave, but not to exceed one hundred twenty (120)
days.
3. In the event of death, such sum shall be paid to the beneficiary
designated by the employee and, if no beneficiary is designated, to the
surviving spouse and, in the event there is no surviving spouse, such
sum shall be paid to the estate of such employee.
43
4. Separation benefits shall be paid immediately upon the
effective date of separation.
5. Employees hired on or after January 1, 1996, shall not be
reimbursed for unused sick leave upon separation. These employees
will have the option to receive compensation for ten (10) days of sick
leave each year at one -half (1/2) pay. However, before an employee
may exercise this option, he must have a minimum of twenty -four (24)
days of unused accrued sick leave to his credit, and his accrual may
not be reduced to less than twenty -four (24) days by the exercise of
this option.
6. Employees hired prior to January 1, 1996, shall have the option
of electing the new plan, however, they must waive all benefits under
Sections 20 (c)(1), 20 (c)(2), 20 (c)(3), and 20 (c)(7) of this Article.
Once this election is made, the employee may not return to the old
plan. This election to enter the new plan must be made prior to
January 1, 1996. Employees who opt into the new plan shall accrue
sick leave at one day for each month of completed full -time service
with the City.
7. Employees hired prior to January 1, 1996, who have not elected
the new plan, and who have at least 15 years of service and 120 days
of accrued, unused sick leave to their credit, may annually sell back up
to 10 days of sick leave for 1/2 pay. The number of sick leave days
sold back to the City shall be deducted from the employee's accrual,
but his accrual will be increased by future sick leave accrued but
unused, to the maximum of 200 days. The amount of days available for
buy -back under Sections 20 (c)(1) and 20 (c)(2) shall be permanently
reduced by one -half of the days sold back to the City.
44
III�I I.e
Section 2. INJURY LEAVE.
Al. Each employee covered by this Agreement who is injured
while in the performance of his duties inside or outside the City limits
shall be paid injury leave in a sum equal to the employee's full salary
for the period of disability not to exceed one (1) calendar year from the
date of injury.
A. If benefits are reduced by 50% under the provisions of
the Workman's Compensation Act of Colorado due to the willful failure
to use safety devices, willful failure to obey safety rules or intoxication
of the employee, injury leave benefits otherwise payable under this
Section shall be denied.
B. Injury leave benefits as set forth herein are maximum
benefits for each injury. Employees on injury leave shall be granted all
benefits provided other employees covered by this Agreement the
same as if they were in active service of the City.
C. Workmen's Compensation temporary disability benefits
paid to an employee for the same period of time he receives injury
leave benefits hereunder shall be reimbursed to the City, provided; that
no amount shall be reimbursed until such time as the temporary
disability benefits are actually paid. In the event an employee receives
temporary disability benefits for the period he received injury leave
benefits, he shall endorse to the City the check received by him for the
purpose of paying such benefits. Receipt of injury leave benefits
hereunder by an employee shall operate as and be a partial assignment
to the City of said employee's interest in and to any cause of action
against a third party as defined In C.R.S. 1973 8 -52 -100, et. seq., as
amended, to the extent of injury leave benefits paid or payable
45
hereunder by the City to said employee. During such time as he is
receiving injury leave benefits hereunder and for a period of sixty (60)
days from and after the receipt of the final payment thereof, said
employees shall have an exclusive right to engage the services of an
attorney -at -law to settle or to otherwise dispose of said cause of
action which shall not be settled or otherwise disposed of without the
written consent of the City. If said employee engages the services of
an attorney as aforesaid, the City shall not be liable for costs or
attorney fees in connection therewith; however, in lieu thereof, the
City agrees to limit its pro rata share of any recovery so effected to
seventy -five percent (75 %) of injury leave benefits paid or payable to
the employee hereunder. If said employee fails to engage the services
of an attorney, as aforesaid, the City may take such action as it deems
advisable for the recovery of one hundred percent (100 %) of all injury
leave benefits paid to said employee, and said employee will cooperate
with the City in such action as it may take and furnish any and all
papers and information in his possession deemed by the City to be
necessary in connection therewith.
Section 3. FUNERAL LEAVE.
A. In addition to all leave benefits authorized under the terms of
this Agreement, employees shall be entitled to funeral leave benefits
pursuant to the terms of this Article. Funeral leave shall be a special
administrative leave, which is not accrued, not subject to any
maximum, and not charged against any other accrued leave benefits, if
the funeral leave is used because of the death of the employee's
spouse or child. Any other allowable use of funeral leave shall be
charged against earned sick leave.
46
�� i IN 111
B. Each employee shall be entitled to funeral leave for a period
not to exceed ten (10) consecutive calendar days, commencing with
the day of notification of death, in the event of the death of a spouse,
child or member of the employee's immediate family. Such leave shall
be paid leave for any of the ten (10) consecutive calendar days that are
scheduled work days, provided that in the case of the death of a
member of the immediate family, the employee has a sufficient amount
of sick leave accrued.
C. For the purposes of this Article, the immediate family shall
include: Parent, brother, sister, grandchild, grandparent, mother -in -law,
father -in -law, or other relative residing in the same household as the
employee.
D. Each employee shall be entitled to paid leave from duty for one
(1) calendar day per year in order to attend the funeral of a person
other than a member of his immediate family, provided the employee
has a sufficient amount of sick leave.
E. Leave without pay or accrued vacation leave with pay may be
granted by the Department Head for further funeral purposes.
Section 4. TIME OFF TO VOTE. Each employee working for the
City on any election day shall be allowed such time off, with pay, as is
necessary to vote. This section shall not apply to any employee whose
hours of employment on the day of the election are such that there are
three (3) or more hours between the time of opening and the time of
closing of the polls during which the employee is not employed on the
job.
47
� 11 I IM11 III
Section 5. COURT LEAVE.
A. Employees called for jury duty during working hours shall be
granted leave. Employees shall receive their regular pay based on the
hours they are normally scheduled to work during such time of service,
provided that they pay to the City any jury duty fees, excluding mileage
and parking reimbursement which they receive. Mileage compen-
sation, as well as jury duty or witness fees earned during holidays or
vacation shall be retained by the employee. An employee who reports
to the court for jury duty, but is excused for the day shall report to
his /her job assignment within a reasonable time.
B. Employees who are subpoenaed to appear in court shall
receive time off with pay upon turning over to the Employer any fees
they receive for appearing. This provision shall not apply in any
instance where the employee is a party in any fashion to the court
action in question unless the employee's involvement arises out of
performance by the employee of his /her regular duties and
responsibilities for the City.
Section 6. MILITARY LEAVE. Any permanent employee who
presents official orders requiring his attendance for a period of training
or active duty as a member of the United States Armed Forces shall be
entitled to military leave for a period or periods not to exceed a total of
fifteen (15) calendar days in any one year. Military leave shall be In
addition to, and may not be concurrent with, authorized vacation leave.
The City shall pay such employee his full pay, minus the amount of his
military base pay for any scheduled work day spent on military leave.
Upon his return to work from a military leave, each employee shall
48
provide to the City a copy of his military pay voucher, so that the
amount of City pay owed to him can be determined.
Section 7. MATERNITY /PATERNITY LEAVE.
A. An employee shall be granted leave for the birth of the
employee's child. Maternity leave shall commence at the time of the
child's birth or at the time recommended by the mother's physician and
such leave shall expire upon the physician's written recommendation
or six weeks from the date of birth, whichever first occurs.
B. Paternity leave shall not exceed three (3) weeks and shall
commence at the time of the birth of the child, unless otherwise
agreed by the employee and the appropriate supervisor.
C. An employee may utilize either sick leave or vacation leave for
maternity or paternity leave purposes.
49
t 11 M1111,
ARTICLE 21
LIGHT DUTY
Section 1. If, as a result of service connected injury or illness, an
employee is temporarily disabled and unable to efficiently perform the
duties of his position, but is able to efficiently perform the duties of
some other position in which a vacancy exists and which position is
compatible with the employee's skills and abilities, then the
department head(s) may refer the employee for placement in such
vacant position for a period not to exceed six (6) months. Upon
approval of the Department Head, Personnel Director, and the City
Manager, the employee may be so employed. Such assignment shall
be called light duty.
Section 2. The salary and benefits of an employee on light duty
shall be at least equal to the salary and benefits at which he was
employed at the time of his injury or illness.
Section 3. Upon presentation of a doctor's certificate stating that
the employee is physically capable of performing all the duties of the
position in which he was classified to work at the time of his injury or
illness, he shall be returned to full duty at that classification. If the
Department Head determines that the work of the employee upon
return to work is not satisfactory, the Department Head may cause the
employee to be reexamined to determine his ability to perform.
Section 4. Any employee who refuses to cooperate in the
placement program, by failure to accept or continue in the employment
offered, shall, as of any such refusal, be disciplined.
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ARTICLE 22
MEAL PERIODS AND REST PERIODS
Section 1. MEAL PERIODS. The City agrees to continue providing
an unpaid meal period at or near the middle of the workshift for all
employees except emergency services dispatchers, animal shelter
employees, airport utility workers assigned to security, and desk
sergeant clerks.
Emergency services dispatchers, animal shelter employees,
airport utility workers assigned to security, and desk sergeant clerks
shall be provided a lunch break at or near the middle of the workshift
when conditions reasonably permit. During such time as the employee
is eating, he or she will be fully responsible for the performance of his
or her assigned duties unless other qualified and assigned dispatchers,
animal shelter employees, airport utility workers assigned to security,
or desk sergeant clerks are present and able to perform such duties.
The City will provide an opportunity and materials for washing up
prior to eating.
Section 2. REST PERIODS. In all work groups where on the date
of execution of this Agreement authorized practices existed in respect
to rest periods (coffee breaks, etc.), these practices shall continue for
the duration of this Agreement. In addition to any regularly scheduled
breaks, employees shall be entitled to reasonable and necessary time
for the purpose of going to restroom facilities.
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ARTICLE 23
HOLIDAYS
Section 1. DESIGNATION. The following days are hereby
declared holidays for all employees:
A. The first day of January (New Year's Day)
B. The third Monday in January (Martin Luther King Day)
C. The third Monday in February (Presidents Day)
D. The last Monday in May (Memorial Day)
E. The fourth day of July (Independence Day)
F. The first Monday of September (Labor Day)
G. The second Monday in October (Columbus Day)
H. The fourth Thursday in November (Thanksgiving Day)
1. The day after Thanksgiving
J. The twenty -fifth day of December (Christmas Day)
K. Two personal days (to be used any time with Departmental
approval). In the Police Department Communication Center, the
employee will be allowed two (2) shifts.
Section 2. SATURDAY AND SUNDAY OBSERVATION. When any
holiday Fisted above falls on Saturday, the preceding Friday shall be
observed as the holiday; when the holiday falls on Sunday, the
following Monday shall be observed as a holiday.
For those employees scheduled to work on a Saturday or Sunday
holiday, that day shall be considered the holiday. For those employees
scheduled not to work on a Sunday or Monday holiday, the preceding
Saturday shall be considered the holiday. In addition to the above, any
day may be designated as a holiday by proclamation of the mayor upon
approval of the City Council.
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Section 3. WORK ON A HOLIDAY. The City Manager, Department
Head, or immediate supervisor may require any employee to work on a
holiday. Eligible employees who are required to work on a holiday will
receive premium compensation for such service at the rate of one
additional hour of overtime pay for each hour, or fraction thereof, of
work performed on a holiday, in addition to their regular monthly
compensation.
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ARTICLE 24
VACATION
Section 1. ENTITLEMENT. Every Employee hired prior to 111/97
shall be allowed vacation leave with pay at the rate set forth in the
following schedule:
SERVICE REQUIRED ANNUAL ACCRUAL ACCRUAL RATE
0 - 6 months 6 Shifts (8 Hours) 8 hours for each
full month service
7 months - 60 months 12 Shifts (8 Hours) 8 hours for each
full month service
61 months - 120 months 15 Shifts (8 Hours) 10 hours for each
full month service
121 months - 180 months 18 Shifts (8 Hours) 12 hours for each
full month service
181 months or more 21 Shifts (8 Hours) 14 hours for each
full month service
Every employee hired on or after 1/1/97 shall be allowed
vacation leave with pay at the rate set forth in the following schedule:
SERVICE REQUIRED ANNUAL ACCRUAL ACCRUAL RATE
0 - 6 Months 0 Shifts
0 hours for each
full month service
7 months - 60 months 10 Shifts (8 Hours) 6.67 hours for each
full month service
61 months - 120 months 15 Shifts (8 Hours) 10 hours for each
full month service
121 months - 180 months 18 Shifts (8 Hours) 12 hours for each
full month service
181 months or more 21 Shifts (8 Hours) 14 hours for each
full month service
54
Section 2. HOW TAKEN. Vacation credit may be accumulated to a
maximum of twice the amount accrued annually by the particular employee at
any one time, and such leave may be granted in minimum and maximum
periods as provided by the department head concerned; provided vacation
leave will not be granted in excess of vacation credit earned prior to the
starting day of leave.
Section 3. VACATION RECORDS. Each department head shall keep the
necessary records of vacation leave allowance. Vacation schedules shall be
worked out between the department head and . the employees of his
department. The employee in the classification with the longest consecutive
length of service, as defined in Rule 37 of the Civil Service Rules, with the City
shall be given first choice, the next senior employee second choice, and the
like for succeeding conflicts, if any. For the purpose of vacations in the Police
Department Communication Center for members of the Bargaining Unit, there
shall be created three (3) vacation rosters, by shift, and for the purpose of
compiling a seniority list, the Senior Dispatcher Classification and the
Dispatcher Classification shall be combined and the employees on the shift
will choose their vacations on the basis of seniority on the combined seniority
list by shift. The department head shall have the right to determine how many
employees in a classification may be off on vacation at any one time.
For the purpose of scheduling vacations in the Streets Division, the following
shall apply:
1. Vacations shall be scheduled for each area crew.
For each area crew, there shall be two (2) vacation
rosters, each of which shall have combined classifications.
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2. The first vacation roster on each crew shall contain
the classification of Crew Leader,
Street Inspector and Equipment Operator IV
and Equipment Operator I1. Within those classifications,
the employee with the longest consecutive
service within the Department shall be
given first choice to schedule vacation, the next senior
employee second choice and, the like for succeeding
employees.
3. The second vacation roster for each crew shall contain
the combined classifications of Sweeper Operator,
Equipment Operator I and Laborer. Within those
classifications, the employee with the longest
consecutive service within the department shall be
given first choice to schedule vacation, the next
senior employee second choice and, the like for
succeeding employees.
4. Six (6) employees on each crew shall be allowed
vacation at the same time, three from the first
vacation roster and three from the second vacation
roster on each crew.
Section 4. PAY IN LIEU OF VACATION. If, in the discretion of the
City Manager, an emergency exists, an employee may be granted the
equivalent in money, of vacation leave to which such
employee is entitled for that year; but It is the policy of the council
that each employee shall be granted a full amount of vacation leave
each year.
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Any employee who has reached the age of fifty (50) and has a
minimum of fifteen years of service with the City, may sell eighty (80)
hours of vacation one time per year for no more than three years.
Section 5. CREDIT FOR HOLIDAY WORKED. In lieu of other
holiday benefits, emergency service dispatchers, airport utility
workers, desk sergeant clerks, and animal shelter employees shall be
credited with one additional working shift of vacation for each holiday
set forth in Article 23, except for personal holiday(s), at the end of
each completed year of service. Said employees shall not receive an
additional vacation day for personal holiday(s).
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ARTICLE 25
HEALTH, HOSPITALIZATION AND DENTAL INSURANCE
Section 1. HEALTH, ACCIDENT, HOSPITALIZATION AND MAJOR
MEDICAL INSURANCE. The City will make every reasonable effort to
obtain a health benefit plan covering the employees in the bargaining
unit, under the procedures and conditions set forth in this Article. The
City shall pay $98.14 plus one -half (1/2) of the difference between
$98.14 and the actual premium for an individual policy per month. The
City shall pay the amount of $209.27 plus one -half (1/2) of the
difference between $209.27 and the actual cost of a premium toward
the cost of a family policy per month for employees, provided that the
maximum contribution by the City under this Article shall not exceed a
maximum of Two Hundred and eighty -one dollars ($281.00) per month,
in addition to the $24.66 monthly contribution toward dental insurance
established in Section 2 herein.
Section 2. DENTAL POLICY. The City shall pay $24.66 monthly
toward the full cost of an individual employee policy or family policy
for employees.
Section 3. INSURANCE COMMITTEE. The City and the Union will
form an insurance, joint, consultation committee, composed of not
more than two (2) representatives designated by each. Nothing in the
language of this Article shall be interpreted to preclude the
participation of representatives of the bargaining agents of other
bargaining units, from participating in the consultations of the
58
committee. All meetings with representatives of health care plans, for
the purpose of discussing bid specifications and plan structure, shall
be conducted by and with the committee.
The Committee shall confer regarding bid specifications and the
letting of bids for the health benefit plan required under this Article.
However, because of the City's contribution cap,, the Union shall have
the right to unilaterally determine the bid specifications for the health
benefit plan covering employees in the bargaining unit. Such bid
specifications shall include, but not be limited to, the following:
a) Deductibles;
b) Co- Payments;
c) Coverage;
d) Benefits;
e) Specialist Referral, location, and availability'
f) Participation eligibility;
g) Physicians available under the plan (the list of available
primary care physicians under HMO and PPO Options may be
required, at a minimum, to include those physicians, who
are designated as primary care physicians by 90 percent of
the employees in the bargaining unit and covered
dependents);
h) Options;
i) Tiers.
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The City shall solicit bids for the health benefit plan based upon
the bid specifications established by the Union. The City shall award
the contract(s) for the health benefit plan to those bidders, who meet
bid specifications at the lowest aggregate premium cost for all options
required under the bid specifications.
Nothing in this Article shall preclude other City of Pueblo,
employees, bargaining units, City of Pueblo Transportation Company
employees or City of Pueblo, Union - Exempt, Supervisory Employees
from participating in the health benefit plan provided pursuant to this
article.
The consultations of the committee established under this Section
of this Article shall not be subject to the grievance /arbitration
procedure of this agreement.
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ARTICLE 26
CIVILIAN LAW ENFORCEMENT PERSONNEL
The City shall in consultation with federal, state and local
authorities, develop a comprehensive plan for the training of all civilian
law enforcement personnel. This plan must cover all the law
enforcement duties performed by the employees and shall be
completed by March 31, 1987. The plan shall be submitted to and
approved in writing by the Chief of Police and the City Manager of
Pueblo. It shall be submitted to the Union for their advice and
comment prior to adoption. Further, copies shall be submitted to the
Federal Aviation Administration for comment prior to its adoption. At a
minimum the plan will provide for twenty -four (24) hours of annual
training in the performance of law enforcement responsibilities and an
additional twenty -four (24) hours in firefighting and first aide duties.
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ARTICLE 27
NEW CLASSES
Section 1. NEW CLASSES. In the event of the creation of a new
class during the term of this Agreement, the parties shall meet and
confer in good faith respecting such class within twenty (20) days from
the creation thereof. The parties may, if they mutually agree, amend
this Agreement by memorandum of understanding to make special
provisions for such new class.
Section 2. PROVIDING DATA. Both parties agree they are
mutually obligated to provide all reasonable required data in their
possession to the other party in respect of the discussions referred to
in Section 1 hereof.
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ARTICLE 28
OTHER CONDITIONS
1. During the term of this Agreement, no existing practice
affecting a mandatory subject of bargaining, as defined in Section 8 -14.
of the Charter of the City of Pueblo, shall be changed, except by mutual
written agreement of the parties.
The term "existing practice affecting a mandatory subject of
bargaining" does not include any right reserved to the City under
Article 3 of this Agreement.
2. In accordance with City Council Resolution No. 7157, smoking
by any member of the bargaining unit is prohibited in all public
buildings which are owned, leased or controlled by the City of Pueblo,
except in designated smoking areas, if any, located in restaurants
operated under concession or management agreements with the City.
3. A bargaining unit member shall be a member of the CIRSA
safety committee in each department. The union reserves the right to
designate the member of the bargaining unit who will serve on the
safety committee.
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ARTICLE 29
WAIVER AND NOTICE
Section 1. WAIVER. Failure of either party to enforce, or insist
upon, the performance of any term, condition or provision of this
Agreement in any one or more instances shall not be deemed a waiver
of such term, condition or provision. No term, condition or provision of
this Agreement shall be deemed waived by either party unless such
waiver is reduced to writing and signed by an agent of the party who
has actual authority to give such waiver. If such written waiver is
given, it shall apply only to the specific case for which the waiver is
given and shall not be construed as a general or absolute waiver of the
term, condition or provision, which is the subject matter of the waiver.
. Section 2. NOTICE REQUIREMENTS. Where any provision of this
Agreement requires that any notice or information be given by one
party to the other party within a specified time, such requirement will
not be met unless such notice is personally served upon the official of
the other party designated to receive such notice under the terms of
this Agreement or left at such person's regular business office during
normal business hours with his secretary or clerk, within the limits
specified in this Agreement. The Union shall provide to the City the
names of not less than three (3) authorized representatives. Service of
any notice required under the terms of this Agreement upon such an
authorized representative shall be effective service upon the Union.
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ARTICLE 30
SEVERABILITY
Should any provision of this Agreement be found to be inoperative,
void or invalid by a court of competent jurisdiction, all other provisions
of this Agreement shall remain in full force and effect for the duration
of this Agreement. However, if any provision of this Agreement should
be declared invalid by any court of competent jurisdiction, then the
parties to this Agreement shall meet within fifteen (15) days from the
date they learn of such declaration and negotiate in good faith for the
purpose of agreeing upon a lawful provision which would accomplish
the intent of the parties as expressed by the provision declared invalid.
ARTICLE 31
ENTIRE AGREEMENT
AGREEMENT COVERS ALL MATTERS. The Union and the City
agree that this Agreement covers all matters affecting wages, rate of
pay, hours, grievance procedures, working, and other terms and
conditions of employment. These matters are not available for further
negotiations during the administration of this Collective Bargaining
Agreement, except as specifically provided for herein. During the
terms of this Agreement, neither the City nor the Union shall utilize
this Article to avoid processing matters set forth in this Agreement
through the settlement of disputes provisions.
65
ARTICLE 32
ABSENCE WITHOUT LEAVE
Any officer or employee who finds it necessary to be absent from
duty due to emergency shall report the reasons therefor to his
supervisor or department at least one hour before working time, on the
first day of such absence, and thereafter as reasonably established by
the Department Head pursuant to Article 18. If this is not possible, the
employee shall report to his supervisor or department at the earliest
possible time and shall state the reasons for his failure to report at
least one hour before working time. Failure of an employee to so
report may be grounds for disciplinary action.
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ARTICLE 33
TERM OF AGREEMENT
This Agreement shall be effective January 1, 1999 and all of its
provisions shall remain fully effective through December 31, 1999, unless
amended by the parties as herein set forth.
IN WITNESS WHEREOF, the parties hereto have set their hands
this 2!�d day of 1998.
PUEBLO ASSOCIATION OF CITY OF PUEBLO:
GOVERNMENT EMPLOYEES
( �D
President President of ounci
ATTEST:
Secreta
Ci
Ity Cle
APPROVEDE3 �e e
City Attor ey
67
APPENDIX A
CITY OF PUEBLO
P.A.G.E.
BARGAINING UNIT
The Bargaining Unit shall consist of all non - supervisory employees
in the classified service of the City of Pueblo, except Fire Fighters,
Police Officers and Stage Hands. Specifically excluded are the
following:
Administrative Assistant in City Manager's Office
Airport Superintendent
Animal Control Supervisor
Assistant Wastewater Treatment Plant Superintendent
Building and Grounds Maintenance Superintendent
Chief Accountant
Civil Engineer- Construction
Civil Engineer- Design
Civil Service Administrator
Clerical Supervisor
Court Administrator
Housing $ Commercial Development Coordinator 11
Park Supervisor
Park Superintendent
Personnel Analyst
Personnel and Employee Relations Assistant
Personnel and Employee Relations Secretary
Program Specialist
Radio Engineer
Recreation Center Director
Senior Computer Programmer
Senior Parts Clerk
Sewer Maintenance Supervisor
Shop Supervisor
Street Maintenance Supervisor
Streets Superintendent
Tax Auditor Supervisor
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Traffic Operations Engineer
Traffic Control Superintendent
Wastewater Treatment Plant Laboratory Supervisor
Wastewater Treatment Plant Superintendent
Wastewater Maintenance Supervisor
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APPENDIX B
CLOSED CLASSES
Administrative Tech
Airport Maintenance Mechanic
Animal Control Officer
Area Crew Leader
Assistant Traffic Control Superintendent
Assistant Wastewater Treatment Plant Operator
Assistant Wastewater Treatment Plant Operator A
Assistant Wastewater Treatment Plant Operator B
Assistant Wastewater Treatment Plant Operator C
Assistant Wastewater Treatment Plant Operator D
Associate Engineer
Associate Engineer 11
Auto Mechanic
Building and Grounds Maintenance Mechanic
Chief Waste Water Treatment Plant Operator
Computer Operator
Engineering Drafter
Equipment Operator I
Equipment Operator 11
Equipment Operator IV
Financial Data Input Operator
Florist
Fuel Quality Control Technician
Gardener
Junior Programmer
Lab Analyst 11
Lead Painter
Loan Coordinator 11
Maintenance Mechanic
Mechanic Helper
Park Caretaker 11
Park Maintenance Mechanic
Park Senior Mechanic
Parts Clerk
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Senior Radio Technician
Senior Emergency Services Dispatcher
Senior Airport Utility Worker
Senior Clerk Steno
Senior Clerk Typist
Senior Auto Mechanic
Senior Clerk
Senior Planner
Senior Rehab Specialist
Senior Wastewater Treatment Plant Maintenance
Mechanic
Street Inspector
Survey Party Chief
Sweeper Operator
Systems Analyst
Tax Auditor 11
Traffic Control Utility Worker I
Traffic Control Utility Worker 11
Traffic Signs and Marking Specialist
Utility & Maintenance Worker 1
Utility Worker 11
Wastewater Treatment Plant Utility Worker 111
Wastewater Treatment Plant Maintenance Mechanic
Wastewater Utility Worker
Wastewater Utility Worker II
Wastewater Utility Worker IV
Welder
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APPENDIX C
CLASSES WHICH ARE OPEN OR CLOSED
UPON DETERMINATION OF CITY MANAGER
Airport Utility Worker
Animal Shelter Attendant
Aquatics Coordinator
Bailiff - Municipal Court
Building Custodian
Carpenter
Clerk Typist
Computer Programmer
Construction Inspector
Electrician
Emergency Services Dispatcher
Engineering Aide
Financial Data Supervisor
Junior Clerk Typist
Laboratory Analyst 1
Laborer
Loan Coordinator I
Messenger
Painter
Park Caretaker 1
Parking Enforcer
Planner
Planning Technician
Pretreatment Coordinator
Pretreatment Specialist
Radio Technician
Recreation Supervisor 1
Rehab Specialist
Senior Traffic Signal Technician
Senior Traffic Signal Technician Trainee
Wastewater Utility Engineer
Surveyor
Tax Auditor
Traffic Signal Technician
Warehouse Person
Zoning Inspector
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