HomeMy WebLinkAboutCouncil Resolutions 1664 RESOLUTION NO. 1 Glah
A RESOLUTION RATIFYING THE GENERAL SERVICES COLLECTIVE BARGAINING
AGREEMENT and AUTHORIZING THE MAYOR AND CITY MANAGER TO SIGN THE
AGREEMENT
RECITALS:
1. The City of Central Point has a fundamental interest in the development of
harmonious and cooperative relationships between the City and its employees;
and
2. The City recognizes the rights of public employees to organize; and
3. The City recognizes and accepts that the principle and procedure of collective
bargaining can alleviate various forms of strife and unrest; and
4. ORS 243 "Collective Bargaining" defines and outlines the policies involved in
collective bargaining between public entities and public employers; and
5. The current General Services collective bargaining agreement is expiring on June
30, 2021; and
6. This agreement is a four-year collective bargaining agreement from July 1, 2021
through June 30, 2025.
The City of Central Point resolves as follows:
The General Services Collective Bargaining Agreement between the City of
Central Point and Teamsters Local 223 (General Services), as attached, is hereby ratified
and adopted, and the Mayor and City Manager are authorized to sign the Agreement.
Passed bythe Council and signed by me in authentication of its passage this I day
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Mayor Hank Williams
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City Recorder
COLLECTIVE BARGAINING AGREEMENT
by and between
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CENTRAL
POINT
Oregon
The CITY OF CENTRAL POINT
(General Service)
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TEAMSTERS
LOCAL UNION #223
July 1, 2021 — June 30, 2025
TABLE OF CONTENTS
PREAMBLE 1
ARTICLE I -RECOGNITION 1
Section 1.1 Recognition 1
Section 1.2 Exclusions 1
Section 1.3 New Classification 1
ARTICLE II-MANAGEMENT RIGHTS 2
Section 2.1 Management Rights 2
ARTICLE III-MAINTENANCE OF STANDARDS 3
Section 3.1 Maintenance of Standards 3
ARTICLE IV-UNION SECURITY 3
Section 4.1 Checkoff 3
Section 4.2 Hold Harmless 3
Section 4.3 New Hires 3
Section 4.4 Bulletin Board 3
Section 4.5 Right of Access 4
Section 4.6 City Facilities 4
ARTICLE V-UNION BUSINESS 4
Section 5.1 Union Business 4
Section 5.2 Union Representatives 4
Section 5.3 Collective Bargaining 4
ARTICLE VI -NON-DISCRIMINATION 4
Section 6.1 Gender 4
Section 6.2 Application of Agreement 4
ARTICLE VII -PERSONNEL FILE 5
Section 7.1 Maintenance of Personnel Files 5
Section 7.2 Disclosure of Information 5
Section 7.3 Viewing of Files 5
Section 7.4 Representation 5
Section 7.5 Employee Signature and Response 5
Section 7.6 Adding and Removing Documents 5
ARTICLE VIII-PROBATION 6
Section 8.1 Probationary Period 6
Section 8.2 Promotional Probationary Period 6
ARTICLE IX—SENIORITY 6
Section 9.1 Definition 6
Section 9.2 Seniority List 7
Section 9.3 Application of Seniority 7
ARTICLE X-LAYOFF AND RECALL 7
Section 10.1 Layoff 7
Section 10.2 Notice 7
Section 10.3 Eligibility for Layoff Status 7
Section 10.4 Layoff Procedure 8
Section 10.5 Bumping Procedure 8
Section 10.6 Qualifications, Knowledge, Skills and Abilities 8
Section 10.7 Change in Pay 8
Section 10.8 Recall from Layoff 9
ARTICLE XI-HOURS OF WORK AND OVERTIME 9
Section 11.1 Work Week 9
Section 11.2 Workday 10
Section 11.3 Overtime 10
Section 11.4 Flex Time 10
Section 11.5 Compensatory Time 11
Section 11.6 Rest Periods 11
Section 11.7 Meal Periods 11
Section 11.8 Call Back 11
Section 11.9 Safety Release&Safety Release Pay 12
Section 11.10 On-Call Status 12
Section 11.11 Special Events 13
Section 11.12 Residency Requirement 13
ARTICLE XII-COMPENSATION 14
Section 12.1 Salary Schedule 14
Section 12.2 Pay Periods 14
Section 12.3 Steps 14
Section 12.4 Changes in Position and/or Grade 15
Section 12.5 Acting In Capacity or Interim Status Pay 15
Section 12.6 Certification and Licensing Fees 16
Section 12.7 Certification Pay 17
Section 12.8 Certificate Compensation 18
Section 12.9 Other Certifications and Certificates 18
Section 12.10 Certification and Certificate Pay Limitations 18
Section 12.11 Bilingual/Sign Language Pay 18
Section 12.12 Educational Incentive 19
Section 12.13 Maximum Additional Pay 19
Section 12.14 PERS Contribution 19
Section 12.15 Deferred Compensation 19
ARTICLE XIII-CLOTHING 19
Section 13.1 Clothing 19
Section 13.2 Safety Clothing 20
Section 13.3 Clothing Allowance 20
Section 13.4 Boots 20
Section 13.5 Boot Eligibility 20
ARTICLE XIV-EXPENSE REIMBURSEMENT 20
Section 14.1 Educational Reimbursement 20
Section 14.2 Travel Expenses 20
Section 14.3 Meals 21
Section 14.4 Lodging 21
Section 14.5 Use of Purchasing Card 21
Section 14.6 Gym/Weight Management Membership Reimbursement 22
ARTICLE XV-VACATION 22
Section 15.1 Accrual 22
Section 15.2 Selection 22
Section 15.3 Accrual Limitations 23
Section 15.4 Termination 23
Section 15.5 Sell Back 23
ARTICLE XVI-HOLIDAYS 23
Section 16.1 Holidays 23
Section 16.2 Observed 24
Section 16.3 Floating Holiday 24
ARTICLE XVII-SICK LEAVE 24
Section 17.1 Accrual 24
Section 17.2 Utilization 24
Section 17.3 Notification 25
Section 17.4 Sick Leave Compensation 25
Section 17.5 Leave Without Pay/Layoff 25
Section 17.6 Family Members 25
Section 17.7 Integration of Paid Sick Leave With Workers Compensation 26
Section 17.8 Retirement 26
Section 17.9 Oregon Paid Family and Medical Leave Insurance 26
ARTICLE XVIII-LEAVE OF ABSENCE WITH PAY 26
Section 18.1 Bereavement Leave 26
Section 18.2 Funeral Leave 26
Section 18.3 Civic Responsibility 27
Section 18.4 Military Leave 27
Section 18.5 Conferences/Meetings 28
Section 18.6 Leave Accrual while on Paid Leave 28
ARTICLE XIX-LEAVE OF ABSENCE WITHOUT PAY 28
Section 19.1 Family Medical Leave 28
Section 19.2 Military Leave 28
Section 19.3 Other Leave Without Pay 28
Section 19.4 Leave Accrual while on Leave Without Pay 28
ARTICLE XX-INSURANCE COVERAGE 28
Section 20.1 Medical, Dental and Vision Insurance 28
Section 20.2 Health Insurance Eligibility 29
Section 20.3 Medical, Dental and Vision Insurance Premiums 29
Section 20.4 Section 125 29
Section 20.5 Health Reimbursement Arrangement 29
Section 20.6 Long Term Disability Insurance 30
Section 20.7 Life Insurance 30
ARTICLE XXI—DRUG AND ALCOHOL POLICY 30
Section 21.1 Drug and Alcohol Policy 30
ARTICLE XXII-OUTSIDE EMPLOYMENT 30
Section 22.1 Outside Employment 30
ARTICLE XXIII -DISCIPLINE AND DISCHARGE 30
Section 23.1 Discipline 30
Section 23.2 Imposition 30
Section 23.3 Probationary Employee 31
Section 23.4 Grieving Discipline 31
Section 23.5 Union Representation 31
ARTICLE XXIV-GRIEVANCE PROCEDURE 31
Section 24.1 Definition 31
Section 24.2 Informal Resolution 31
Section 24.3 Grievance Procedure 31
Section 24.4 Expenses 32
Section 24.5 Time Limits 32
Section 24.6 Grievance File 33
ARTICLE XXV-UNPROTECTED STRIKE ACTIVITY AND LOCKOUT 33
Section 25.1 Lockout 33
Section 25.2 Strike 33
Section 25.3 Union Responsibility 33
Section 25.4 Discipline 33
Section 25.5 Wages and Benefits During Work Interruption 33
ARTICLE XXVI-SAVINGS CLAUSE 33
Section 26.1 Savings Clause 33
ARTICLE XXVII-DURATION 34
Section 27.1 Duration 34
ARTICLE XXIII -EXECUTION/SIGNATURES 34
APPENDIX A-PAY SCHEDULE 35
AGREEMENT BETWEEN
CITY OF CENTRAL POINT,OREGON
AND
TEAMSTERS LOCAL UNION NO.223
PREAMBLE
This Agreement between the City of Central Point, Oregon, hereinafter called the "City," and Teamsters
Local Union No. 223, International Brotherhood of Teamsters, Portland, Oregon, hereinafter called the
"Union," is made and entered into for the purpose of fixing the wage scale, schedule of hours and
conditions of employment affecting members of the bargaining unit. The purpose of this Agreement is to
set forth the full and complete Agreement between the parties on matters relating to employment
relations.
ARTICLE I -RECOGNITION
1.1 Recognition. The City recognizes the Union as the sole and exclusive bargaining agent for all
employees in the bargaining unit for the purpose of establishing hours, wages and conditions of
employment which constitute"employment relations"as defined by Oregon Law. For the purpose of this
Agreement, an "employee" shall be any employee employed in a position in the bargaining unit
established by the Oregon Employment Relations Board and referenced in appendix A of this Agreement.
1.2 Exclusions. Managerial, Supervisory, Confidential, FLSA exempt, and Temporary and Part-Time
Without Benefits employees shall specifically be excluded from the bargaining unit. For the purpose of
this Agreement, a temporary employee shall be defined as an employee hired for a work assignment
lasting 180 calendar days or less in any 12 month period or for a work assignment for which the specific
purpose is to fill a temporary vacancy created by a regular bargaining unit employee who is on approved
leave as provided for in this Agreement.A"part-time without benefits" employee shall be defined as an
employee scheduled to work less than 120 hours in a calendar month, regardless of the duration of the
assignment.
1.3 New Classification. If a new classification is added to the bargaining unit, the Union shall be
provided with the written job description thereof and the City's proposed rate of pay. That rate shall
become permanent unless the Union files a written notice of its desire to negotiate the permanent rate
within 10 calendar days from the date it receives its notification of the classification. If a request for
negotiations is filed by the Union,the parties shall begin negotiations within 15 calendar days. The new
classification/position shall, by reference, be incorporated into this Agreement.
ARTICLE II-MANAGEMENT RIGHTS
2.1 Management Rights. The City retains all the customary, usual and exclusive rights, decision-
making prerogatives, functions and authority connected with or in any way incident to its responsibility
to manage the affairs of the City or any part of it.The rights of employees in the bargaining unit and the
Union are limited to those specifically set forth in the Agreement; and the City retains all prerogatives,
functions and rights not specifically limited by the terms of this Agreement. The City shall have no
obligation to bargain with the Union with respect to any such subject or the exercise of its discretion and
decision-making with regard thereto any subjects covered by the Terms of this Agreement and closed to
further bargaining for the terms hereof, and any subject matter which was or might have been raised in
the course of collective bargaining.The exercise of the management prerogative,function or right which
is not specifically modified by this Agreement is not subject to the grievance procedure or to bargaining
during the term of this Agreement.
Without limitation, but by way of illustration, the exclusive prerogatives,functions and rights of the City
shall include the following:
a. To direct and supervise all operations, functions and policies of the Department and the
operations, functions and policies of the remainder of the City as they may affect employees in
the bargaining unit.
b. To close or liquidate an office, branch, department, operation or facilities, or combine facilities,
or to relocate, reorganize, or combine the work of divisions, offices, branches, departments,
operations,or facilities for budgetary or other reasons.
c. To determine the need for and method of a reduction or an increase in the work force and the
implementation of any decision with regard thereto.
d. To establish, revise and implement standards for hiring,classification,promotion,quality of work,
evaluation, safety, materials, equipment, uniforms, appearance, methods and procedures. It is
jointly recognized that the City must retain broad authority to fulfill and implement its
responsibilities and may do so by work rule,existing or future,oral or written.
e. To implement new and to revise or discard,wholly or in part,old methods, procedures,materials,
equipment,facilities and standards.
f. To assign and distribute work.
g. To assign shifts, workdays, hours of work,overtime and work locations.
h. To designate and to assign all work duties.
i. To introduce new and revise existing duties within the unit.
j. To determine the need for, and the qualifications of, new employees,transfers and promotions.
k. To determine the need for additional educational courses,training programs,on-the-job training,
and cross-training and to assign employees to such duties for periods to be determined by the
City.
ARTICLE III -MAINTENANCE OF STANDARDS
3.1 Maintenance of Standards. All rights, privileges and working conditions enjoyed by members at
the time of this Agreement have been codified and included in this Agreement. Any such privileges or
working conditions not codified in this Agreement but which constitute employment relations as defined
in ORS 243.650(7),shall remain unchanged and unaffected during the term of this Agreement except that
such conditions and/or privileges may be changed with advance notice to the Union.
ARTICLE IV-UNION SECURITY
4.1 Checkoff. Any employee who is a member of the Union,or who has applied for membership,shall
sign and deliver to the Union,who shall forward to the City,an original assignment authorizing deductions
of dues for membership in the Union. Such authorization shall continue in effect from year to year unless
revoked or changed in writing. Pursuant to each authorization, the City shall deduct such dues and
initiation fees from the first pay check of said employee each month. The amounts deducted shall be
transmitted within 10 days to the Union.
4.2 Hold Harmless. The Union agrees to indemnify and hold harmless the City and its agents for any
loss or damage arising from the deductions in 4.1. No claims shall be filed by employees or the Union for
such deductions made or not made.
4.3 New Hires. The City agrees to provide the Union written notification of new bargaining unit
members within one calendar month of their date of employment. Such written notice shall be sent to
the official Union address that has been provided to the City's Human Resources Director. Such written
notice shall contain the employee's name,job title,date of hire,and the mailing address provided by the
employee.
4.4 Bulletin Board. The City agrees to allow suitable wall space at a mutually agreed upon place in
City Hall and Public Works Shops Building not to exceed 2'X 3'each,for a bulletin board,to be used by the
Union for the posting of notices and bulletins relating to the Union. The Union shall limit its posting of
Union notices. Such notices shall bear the signature of the authorizing Union official. The bulletin board
shall be used only for the following Union notices and bulletins:
a. Recreation and social affairs of the Union
b. Union meetings
c. Union elections
d. Reports
e. Rulings or policies of the Union
f. Non-derogatory communications from the Union to the bargaining unit
Any notices posted outside these guidelines may be ordered removed by the City.
4.5 Right of Access. Upon request, a Union representative (Teamsters Business Agent) may be
granted access to non-working areas to meet with off-duty members of the bargaining unit.
4.6 City Facilities. The Union will be accorded the use of City facilities for bargaining unit meetings in
accordance with City policy for other special interest groups.
ARTICLE V-UNION BUSINESS
5.1 Union Business. If the City requests a grievant's representative to meet on a pending grievance
while the grievant's representative is on duty,the grievant's representative shall not suffer a reduction in
regular compensation thereby,nor be entitled to overtime to compensate for time spent in such meeting.
In addition, the City agrees to allow a Union steward time off without pay for the purpose of handling,
investigating and processing grievances. A maximum of two hours per month will be allowed. The City's
approval will be obtained before taking time off, but that approval will not be unreasonably withheld.
5.2 Union Representatives. The Union shall at all times keep the City informed, in writing, of the
names of its current local officers,stewards,and negotiators. Such written notice shall be provided to the
City and updated as necessary.
5.3 Collective Bargaining. Collective bargaining between the City an the Union shall be scheduled at
mutually agreed upon times generally during normal business hours (M-F 8-5), provided that such times
do not unnecessarily interfere with professional duties. Upon advance request,the City will grant time off
without loss of pay for not more than three employees to engage in collective bargaining. It is agreed that
time spent by Union members in actual bargaining shall not result in a loss of pay, nor shall Union
bargaining team members receive any overtime or additional compensation directly from the City if the
bargaining meetings are conducted outside of the Union member's regularly scheduled work hours.
ARTICLE VI -NON-DISCRIMINATION
6.1 Gender. All references to employees and position titles in this Agreement designate both sexes,
and,while every attempt has been made to include generic pronouns or both genders,whenever the male
or female gender is used, it shall be construed to include both male and female employees.
6.2 Application of Agreement. The provisions of the Agreement shall be applied to all employees in
the bargaining unit without discrimination as to marital status,sex, race,color,creed, national origin,age,
religion, or other protected class,or union affiliation or political affiliation.
ARTICLE VII -PERSONNEL FILE
7.1 Maintenance of Personnel Files. The City agrees to separately maintain personnel and
confidential/medical files and records in accordance with state and federal laws. The City agrees to
maintain confidential medical information in accordance with the Americans With Disabilities Act (ADA)
and Health Insurance Portability and Accountability Act (HIPAA) and agrees to maintain any other
confidential information as required by any other statute requiring maintenance of confidential
information.
7.2 Disclosure of Information. Excluding internal personnel administration, material in an employee's
personnel file shall only be disclosed as allowed or required by state and federal law or as authorized by
the employee.
7.3 Viewing of Files. Each employee shall have the right, upon request, to review and obtain, at
his/her own expense,copies of the contents of his/her personnel file,exclusive of materials received prior
to the date of employment with the City.
7.4 Representation. A representative chosen by the employee may, upon the employee's written
authorization, review an employee's personnel file and/or accompany the employee in this review.
7.5 Employee Signature and Response. Each employee shall have the opportunity to read any written
material of a derogatory nature that is placed in his/her personnel file. Disciplinary notices, performance
appraisals,or other similar material that,once included in the employee's personnel file, is likely to have
an adverse effect on an employee's reputation or employment status shall be acknowledged,signed and
dated by the employee within 14 calendar days of the employee receiving the document. All materials
addressed in this Section and requiring the employee's signature shall bear a statement stating, in effect,
that signing acknowledges receipt of the document but does not necessarily indicate agreement. For 30
calendar days after the employee has signed acknowledging receipt of the document(s), the employee
reserves the right to include in the file a written response to such material, and this response shall be
attached to the material in question and become a part of the employee's file. If an employee refuses to
acknowledge the document by signing as instructed,the City shall make a note on the document to the
effect that the employee refused to sign and place the document in the personnel file. By refusing to
acknowledge receipt of the document,the employee shall waive any right to provide a written response
or request the document be removed in the future pursuant to 7.6.
7.6 Adding and Removing Documents. Except as otherwise waived in 7.5,an employee shall have the
right to include in their personnel file any material or information considered relevant to that employee's
employment with the City.
Employees may request that written reprimands over two years old be removed from their file. Such
requests must be made in writing to the City Manager or his/her designee, and shall include the specific
document(s)the employee is requesting be removed, and the reason(s) why the employee believes the
document(s) should be removed. The City Manager shall investigate and respond to such requests.
Written reprimands shall not be removed from the employee's personnel file, if less than two full years
has not passed since the acknowledgement date on the document,other disciplinary action displaying an
ongoing pattern of behavior has been imposed during that period, or the reprimand is for an act of
workplace violence,harassment,or discrimination. Any documents removed pursuant to this section shall
be retained in a separate file,if necessary,to comply with records retention requirements under ORS 166-
200-0090.
ARTICLE VIII—PROBATION
8.1 Probationary Period.Every new employee hired into the bargaining unit shall serve a probationary
period of 12 months of employment.The Union recognizes the right of the City to terminate probationary
employees for any reason.
8.2 Promotional Probationary Period. Employees promoted to a higher classification shall serve a
promotional probationary period of six continuous months. The Union recognizes the right of the City to
demote an employee on promotional probationary status to his/her previous position. The employee will
be allowed to voluntarily return to their previous position during the first three months of the promotional
probationary period. Demotion of an employee on promotional probationary status shall not be subject
to the grievance procedure and such demotion shall not be considered a disciplinary action.An employee
demoted during a promotional probationary period shall be placed on the pay scale at the classification
and step the employee was at prior to the promotion, except that any length of service increases the
employee would have received had they not been promoted shall be granted to the employee on return
to their previous position.
ARTICLE IX—SENIORITY
9.1 Definition. Only regular, non-probationary employees shall have seniority. Seniority shall be
counted from the day of hire, but granted only after completion of the probationary period of 12 months
and shall thereafter be established as follows: the employee's length of continuous service in the job
classification shall be referred to as"job classification seniority"and continuous service from the last date
of hire within the bargaining unit shall be referred to as "bargaining unit seniority." All seniority shall be
terminated if the employee:
a. Quits
b. Is discharged
c. Is laid off and fails to respond to written notice as provided in Article 10,Section 8
d. Is laid off for a period of time greater than 18 months or a period of time equal to his/her
bargaining unit seniority, whichever is shorter
e. Fails to report to work at the termination of a leave of absence
f. While on leave of absence accepts employment without permission
g. Retires
h. Accepts a position outside the bargaining unit, other than during a promotional
probationary period as outlined in Section 8.2.
9.2 Seniority List. The City will provide to the Union an updated bargaining unit seniority list
each July.
9.3 Application of Seniority. Seniority shall apply in layoff and recall and vacation and other
requests for time off.
9.3.1 Layoff and Recall. If employees in the same position are being considered for layoff
or recall, seniority within the job classification and bargaining unit shall govern in
accordance with Article 10.4 and 10.8.
9.3.2 Vacation and Time Off Bidding. Employees with the most bargaining unit seniority
shall have first choice in vacation requests. In the event two employees have the same
bargaining unit seniority, a coin flip or other mutually agreed upon method of selecting
order shall be used. Seniority shall only be used to determine the order for requesting
vacation and shall not supersede department rules regarding requesting vacation or time
off. See Article 15.2 Vacation Selection.
Employees returning to the bargaining unit following recall from layoff shall have vacation
selection determined on the basis of total bargaining unit seniority.
All vacation and time off requests must be approved in advance.
ARTICLE X—LAYOFF AND RECALL
10.1 Layoff. A layoff shall be defined as a reduction in force when a position(s) is eliminated or
staffing is reduced and the affected employee(s) cannot be reassigned to a vacant position in the same
pay level and same full time equivalency(FTE).
10.2 Notice. Employees who are identified for layoff shall receive 30 calendar days advance written
notice or pay in lieu thereof.
10.3 Eligibility for Layoff Status. Only regular employees who have completed their probationary
period and have received a layoff notice shall be eligible for layoff status. Probationary employees shall
not be eligible for layoff and recall. Layoff and recall status shall be limited to a maximum of 18 months
for recall to one's previous position and 12 months for recall to a vacancy in a position other than the
employee's previous position. In no case shall layoff and recall status be longer than the employee's
bargaining unit seniority time.
10.4 Layoff Procedure. Seniority shall govern in the matters of layoff as follows.
a. Written notice as set forth in 10.2 will be given to the least senior employee(s) in the position(s)
identified for layoff. The notified employee(s)will also be provided with information about which
positions are potentially eligible for bumping based on seniority and classification level.
b. The notified employee(s)will have 10 calendar days to notify the City, in writing,of their decision.
to not invoke bumping rights, or to invoke bumping rights and identify which position s/he
chooses to bump. If the City determines that the employee is not qualified to bump into the
position,the employee may choose a different eligible position,if available,or elect to not bump.
c. If the notified employee elects to not invoke his/her bumping rights,or is unable to bump due to
lack of qualifications or lack of eligible positions, the employee shall be entitled to receive one
additional month of pay, will be eligible for reimbursement of one month of COBRA health
insurance premiums paid by the City,and shall be placed on layoff status.
10.5 Bumping Procedure. An employee who invokes bumping rights shall be required to bump the
least senior employee of a pay grade equal to or lower than the bumping employee for which the
bumping employee is qualified. Bumping rights shall be limited to bumping only the least senior
employee in a given pay grade and shall not include the ability to select from other positions for any
reason, including pay, preference, or qualifications. An employee who has bumped into another
position shall retain recall rights to their former position in accordance with 10.8.
10.6 Qualifications. Knowledge.Skills and Abilities. Qualifications, knowledge,skills and abilities shall
include, but are not limited to, an employee's ability to perform the duties of the job, as described in
the current position description,to the City's standards and satisfaction,without further training or trial
period beyond 30 calendar days.
a. Training or a trial period does not include minimal orientation on a job. Experience in a job,job
duties obtained through temporary assignment, or performance of a job through previous
employment shall not,of itself,indicate that the employee has the qualifications,skills and ability
to perform the work.
b. The City shall be the sole judge of an employee's qualifications to perform the required work
except that any determination shall not be arbitrary or discriminatory.
10.7. Change in Pay. An employee who bumps into a position in the same pay grade will remain at
the same step and pay level. Employees bumping into lower pay level positions will be placed on the
pay scale of the lower grade and their pay will be adjusted to the amount of the step in the new grade
closest to, but not more than, their previous pay and the change shall be effective the first day of the
first full pay period following the job change. An employee who had not attained step F in their former
position shall not be eligible for step F in the new position until such time as the employee would have
been eligible in the prior position.
10.8 Recall from Layoff. Employee(s) on layoff status pursuant to this Agreement shall have recall
rights to a vacancy in their former position for up to 18 months. Notice of recall shall be made by
certified mail sent to the last mailing address provided to the City by the employee. The following
restrictions and conditions shall apply to recall:
If the laid off employee's former position becomes vacant while the employee is on layoff status,a recall
notice will be sent to the laid off employee. In the event more than one employee has been laid off
from the same position,recall shall be in order of seniority,with the employee with the most bargaining
unit seniority receiving the first recall notice. For the purpose of this section, an employee who has
bumped into another position shall be considered to have recall rights to their former position.
a. An employee may be required to demonstrate that they still possess the qualifications,
knowledge, skill and ability required for the position prior to reinstatement to their former
position if more than 6 months has passed since they were laid off.
b. If an employee rejects recall to their former position or fails to report to work within 14 calendar
days of such notice,the employee will forfeit all seniority, layoff status, and further recall rights.
For 12 months from the date of layoff,employees who are on layoff status and not working for the City
in another capacity shall be notified of any bargaining unit vacancy that arises in a position in a grade
equal to or lower than their previous position. The laid off employee will be given priority consideration
for the position with the following conditions and restrictions:
a. A notified employee on layoff status wishing to be considered for such vacancy must notify the
City, in writing,within 10 calendar days of being notified of such vacancy.
b. The employee must be able to demonstrate that they possess the necessary qualifications,
knowledge, skills and abilities to satisfactorily perform the work, as determined by the City.
c. Preference for consideration will be given in order of bargaining unit seniority at the time of
layoff.
ARTICLE XI-HOURS OF WORK AND OVERTIME
11.1 Work Week. The basic work week shall be from 12:01 A.M. Sunday through midnight Saturday
and shall consist of 40 hours during the seven day period. The regular work week shall consist of eight
consecutive hours for five consecutive days or 10 consecutive hours for four consecutive days or any
configuration that falls within the defined basic work week that is mutually agreed to by the affected
employee and the department director.
Time spent outside of scheduled work hours checking and/or responding to emails, text messages or
phone messages shall not be considered compensable work time unless the employee is specifically
directed by a supervisor to perform such duties outside of scheduled work hours or where otherwise
addressed in the Agreement.
11.2 Workday. The workday shall consist of an 8-hour day or a 10-hour day within a 24 hour period,
including rest breaks but exclusive of the meal period. Employees shall not be scheduled to work with
less than 8 hours between shifts unless an emergency exists which includes storm events. Each employee
shall be scheduled to work a regular schedule. Except in the case of emergencies which include storm
events, employees shall be given at least four calendar days' notice of any changes to his/her work
schedule. Workday modifications can be made upon mutual agreement.
11.3 Overtime. Required overtime shall be paid at 1% times the regular hourly rate for all hours
worked (including legal holiday and compensatory time use) in excess of 40 hours during the basic work
week or in excess of a regular scheduled shift(i.e., more than 8 or 10 hours). An employee scheduled in
advance to work overtime which is not annexed to his/her regular work shift shall receive a minimum of
thirty minutes compensation at the overtime rate. Overtime must be approved in advance. In no case
shall the employee be compensated for the same hours more than once, including but not limited to 11.8
Callback and 11.10 On-Call.
11.4 Flex Time. With advance notice,of at least the week prior to the flexed time,and approval from
the supervisor, a full-time employee may request to flex their regular work schedule on an occasional
basis. Time off for personal business may be granted,provided the employee works an equal number of
hours during the same workweek to make up for the time off.
a. Flex time shall normally not exceed 5 hours per week.
b. All flex time hours shall be made up within the same workweek as the time off taken.
c. Hours worked by an employee because they have exercised flex time as set forth in this Section
shall not be counted as hours worked for the purpose of computing overtime work and no
overtime or comp time shall accrue for"make up"hours worked in excess of a regular scheduled
shift as set forth in 11.3.
d. The time off and make up time must be taken and worked by the employee as scheduled and
approved by the supervisor. If an employee has already worked the extra time in anticipation of
taking approved time off that is later denied by the supervisor, the employee shall be
compensated for any overtime hours actually worked in excess of 40 hours in the workweek in
accordance with Section 11.3.
e. Failure of an employee to make up time as agreed shall result in a loss of pay for the hours not
worked, except that the employee may be allowed to substitute accrued paid vacation or comp
time in lieu of a loss of pay.
f. Abuse of flex time may result in denial of future requests.
g. Flex time requests shall be initiated only by the employee and nothing in this Section shall be
used to circumvent the City's obligation to pay overtime in accordance with Section 11.3.
11.5 Compensatory Time. An employee may elect to receive compensatory time(comp-time) in lieu
of overtime pay as the form of compensation for any approved overtime worked. Comp-time shall accrue
at a rate of 1%:the overtime hours actually worked with accrual balances reflecting the number of hours
available to the employee. Accrued comp-time shall be paid at the regular rate of pay. Compensatory
time may be accumulated to a maximum of 80 hours. Any overtime hours worked beyond the 80 hour
limit shall be paid at the employee's overtime rate. At the end of the fiscal year, comp-time balances
may be paid off,at the City's option,at the employee's straight-time hourly rate. If an employee changes
to a higher job classification,the City may,at its option,pay off any comp-time balance at the employee's
pay rate prior to changing positions.Comp-time shall be taken off at times mutually agreed upon,subject
to the operating needs of the department,and the time off request must be made a minimum of one full
business day prior to the time off.
11.6 Rest Periods. A paid rest period of 15 minutes shall be permitted for all employees during each
half shift (one break for each four hour segment), in accordance with established City standards, the
operating requirements of each employee's duties, and needs of the City. No employee shall be denied
the opportunity to take one rest break during each half shift.
11.7 Meal Periods. Employees shall be granted an unpaid meal period of at least 30 minutes, but not
more than one hour, during each work shift of more than six consecutive hours. Meal periods shall be
regularly and consistently scheduled from day to day and scheduled in the middle of the employee's work
shift, or as near thereto as possible. The specific time and duration of the meal period shall be at the
discretion of the supervisor, consistent with the operational needs of the City, but with consideration
given to employee preference. Employee-requested changes to the duration of meal periods shall not
cause the city to incur overtime costs(i.e., if an employee normally has a 60 minute lunch but requests
to take a 30 minute lunch, they would adjust their workday by 30 minutes rather than incurring 30
minutes of overtime).
11.8 Call Back. If an employee is unexpectedly called back to work more than one hour after the end
or more than one hour before the beginning of a day's work shift,the employee shall receive a minimum
of 2 hours of pay at the overtime rate.This section does not apply to scheduled overtime or time annexed
to the beginning or end of the work shift.
If an employee is called during non-work hours to provide assistance or information that can be handled
without physically responding(i.e., can be handled over the phone or via remote computer access),the
employee shall be compensated at the overtime rate for the actual time spent responding, but shall
receive a minimum of 30 minutes of pay at the overtime rate, provided the call is for legitimate business
purposes.
11.9 Safety Release&Safety Release Pay. Safety Release provides the employee with eight hours off
work before being required to return to work if the employee has worked 16 or more hours without at
least eight hours off. Prior to working 16 or more hours without an eight hour break before the next
regularly scheduled shift, the employee shall make the supervisor aware that the employee believes
his/her current work assignment may result in the employee becoming eligible for Safety Release. Safety
Release Pay compensates the employee for hours the employee is normally scheduled to work until eight
hours of Safety Release has been satisfied. Safety Release Pay is not paid if the employee does not
complete their scheduled shift in which they use more than 2.5 hours of accrued leave at the end of their
shift. Safety Release Pay is not paid at the end of the employee's last scheduled shift of their workweek
if using more than 2.5 hours of accrued leave at the end of the shift.
Once an employee has returned to work after Safety Release,the clock begins again for counting hours.
Safety Release Pay does not count as"hours worked"for calculating overtime.
11.10 On-Call Status. Public Works employees in the Water Division who meet the established criteria
posted by the Public Works Director shall be required to select, by descending City seniority,one week of
on-call duty for the upcoming year. After each employee has selected one week, the process will be
repeated until an on-call employee is scheduled for each week. Each employee on the on-call rotation
schedule shall be designated as on on-call status for a period of one week beginning at 8:00 a.m. on
Tuesday. The on-call employee shall only be eligible for on-call compensation for times other than during
the regular workday. Employees on-call shall be required to carry a City-issued communications device,
remain fit for duty,and be able to report for work within 45 minutes.
11.10.1 Pay for on-call. Such on-call time shall be compensated as follows:
a. $300 for one full week that does not include any holidays. Daily rates of compensation shall
be$75 for each Saturday and Sunday and$30 for each day Monday through Friday.
b. An additional $120 of pay for any scheduled holiday listed in Section 16.1 and observed
during the regular work week except (k), day before Christmas day, December 24, and (I)
floating holidays.
11.10.2 Comp-time in lieu of pay. An employee may elect to receive comp-time in lieu of on-call
pay.
a. 18 hours of comp-time shall be added to the employee's comp-time balance for each full
week that does not include any holidays. Daily rates of comp-time compensation shall be
4.5 hours for each Saturday and Sunday and 1.8 hours for each weekday.
b. An additional 6 hours of comp-time shall be added to the employee's comp-time balance for
any scheduled holiday listed in Section 16.1 and observed during the regular work week,
except (i) day after Thanksgiving Day, (k) Christmas Eve, December 24, and (I) floating
holidays.
The employee may elect to take part of the compensation in pay and part as comp-time.
11.10.3 Substitutions. An employee scheduled for on-call duty may, upon approval of his/her
supervisor, have another qualified employee serve the on-call duty in his/her place. The
scheduled employee and his/her substitute shall be compensated at the daily rates(s) specified
above for the actual dates of on-call service. The City may deny a request based on business
necessity and, unless arbitrary or capricious,such denial shall not be subject to the grievance
procedure.
Employees who are required to respond to a call out during their on-call rotation shall be compensated
in accordance with Article 11.1, 11.3,and 11.4, Hours of Work and Overtime in addition to the on-call
pay in 11.10.1 and 11.10.2,except that 15 minutes of response time shall be added to the total time
worked as defined below if hours worked are greater than two hours. Actual time worked shall be
counted from the time of arrival at the corporation yard and end when the job is completed, including
filing necessary paperwork and locking up the facilities. Employees responding to calls shall work in the
most expedient manner possible to minimize the total call out time while maintaining an acceptable
level of service. The on-call employee will be required to take a city-owned electronic device (such as a
laptop or iPad)equipped to respond to SCADA alarms. In the event of a SCADA alarm,the on-call
employee will first respond to the alarm using the electronic device (as opposed to responding to the
city facilities). If the alarm does not require a response to city facilities,the employee will be
compensated for the time spent responding to the alarm electronically,except the minimum
compensation time shall be 30 minutes. Personal use of the city-owned electronic device(s)shall be
strictly prohibited.
All Public Works employees who are eligible for on-call rotation status shall receive, sign, and agree to
abide by on-call restrictions and expectations. Employees failing to adhere to restrictions and
expectations shall be subject to disciplinary action and may be removed from or suspended from the on-
call rotation for a period of time to be determined by the circumstances of the violation. An employee
on restricted/light duty shall not be eligible for on-call rotation until such time as the employee has
submitted a full release with no restrictions.
11.11 Special Events. Parks/Public Works Operations staff(see 11.12 Residency)who are not eligible to
be On-Call under paragraph 11.10 On-Call Status shall be given the opportunity to sign up for Special
Events, based on descending City seniority, prior to those eligible to be on-call.
11.12 Residency Requirement. An employee for Parks/Public Works Operations (Utility Laborer, Utility
Worker, Senior Utility Worker, Parks Maintenance Worker, Customer Service Technician, Foreman,
Equipment Maintenance Technician, Arborist, and Utility Maintenance Lead) within 180 days of his/her
date of hire shall establish residence no more than a 45 minute response time from the City Service
Center. Employees hired prior to November 1,2019 are deemed to be in compliance of this requirement;
thereafter, any employee establishing a new residence must be within 45-minute response time under
usual driving conditions.
ARTICLE XII—COMPENSATION
12.1 Pay Schedule. Appendix A, attached hereto, and by this reference incorporated into and made
part of this Agreement.
12.2 Pay Periods. Employees shall be paid on the regularly established pay dates each month. Pay day
shall be the last working day prior to the established pay date when those days fall on a weekend or
holiday. Any change to currently established pay dates shall require one year's written notice to the union
and subsequent notification to bargaining unit members.
Additional pay such as vacation sellback will be included in the regular paycheck.
12.3 Steps. The letters A, B,C, D, E, F,G denote the steps in the pay range. The entrance step shall be
A, except by special approval of the City. Advancement to the next Step shall be made upon successful
completion of the 12-month probationary period. Thereafter, eligibility for advancement to steps B
through G shall require one full year of service in the lower step of the range. All step increases shall be
made on the basis of a recommendation and written authorization of the Department Head.
12.3.1 Step H. Effective July 1, 2022,the pay scale in Appendix A will be revised to add a Step H.
The amount designated for Step H shall be 5% more than Step G. Employees who have been at Step
G for at least one year shall move to Step H on July 1, 2022 upon written recommendation and
authorization from the Department Head. Thereafter, eligibility for advancement to Step H shall
require the completion of one year of service at Step G and written recommendation and
authorization from the Department Head.
Effective July 1, 2022, employees at Step A will be moved to Step B and will be eligible for the next
step increase on July 1, 2023 per 12.3 Steps. Effective July 1, 2022, Step A will be removed from the
grade. The Steps will be renamed,so the salary schedule will shift from Step B through Step H to Step
A through Step G, e.g. Step B will become Step A, Step C will become Step B, etc. Employees will
remain at the step reflective of their wage, but the step itself will be "renamed." There will be no
loss of pay to any employee due to the change in step names. This is salary neutral except from those
employees that were at Step A on July 1, 2022.
An employee shall not be eligible for Step G pay as a result of a change in job classification in 12.4,
however if the job change results in a move to Step F in the new classification,the employee will be
eligible for Step G, upon recommendation of the Department Head, after one year in the new
classification.
12.4 Changes in Position and/or Grade. When an employee's job classification changes, resulting in a
move to a higher or lower grade,changes in pay shall be as follows:
12.4.1 Change to a Higher Grade. When an employee moves to a job classification in a higher
grade, the employee shall be placed in the new grade at the step closest to, but not less than the
employee's previous step amount. If this results in a move that is less than 3% more than the
employee's previous step amount,the employee shall be moved one additional step. The employee's
movement on the pay schedule steps shall be adjusted to reflect the date of any such change (for
example,if an employee had been at Step C of Grade 4 then changed to Step B of Grade 5,they would
move to Step C of Grade 5 twelve months later).
12.4.2 Change to a Lower Grade.
a. Change due to employer-driven reasons: When an employee's job classification changes to a
lower grade due to an employer-driven reason such as reorganization or restructuring of the position,
the employee shall be placed in the new grade at the step closest to, but not more than, the
employee's previous step's amount, and "frozen" at their current pay amount until such time as the
pay scale"catches up to"the "frozen" pay rate.The City may conduct a salary study for any position
which has had its pay frozen for two years, after which the employee's pay rate shall be adjusted to
the rate reflected in the salary study.
b. Change due to employee-driven or -related reason: When an employee's job classification
changes to a lower grade due to an employee-driven or employee-related reason such as a disciplinary
demotion or restructuring of a job in conjunction with performance management efforts, a job
transfer based on performance or discipline or at the request of the employee, or demotion from a
promotion during the promotional probationary period, the employee shall be placed in the new
grade at the step closest to, but not more than,the employee's previous step's amount and the pay
shall be adjusted to the lower rate on the first day of the first full pay period following the demotion.
An employee who has not been granted Step F shall not be eligible for Step F as a result of a change in job
classification until such time as the employee has served at least one full year at Step E of the new range,
except by special approval.
12.5 Acting in Capacity or Interim Status Pay. When,at the express directive of the Department Head
or his/her authorized designee, an employee serves in the capacity of an employee in a higher
classification on a short-term basis, the employee shall be deemed as "Acting in Capacity" and paid as
follows:
12.5.1 Acting in Capacity. When a bargaining unit employee fully takes on the duties of another
higher level bargaining unit employee, in place of their own job duties, for a period of one full day or
more, that employee shall be compensated for any full day(s) fully served in the interim position at the
pay grade of the interim position, placed at the lowest step in that grade that is not less than 5% more
than the employee's current grade and step.
12.5.2 Interim Non-Bargaining Unit Position. When a bargaining unit employee takes on significant
additional duties in the absence of the Department Head or other management position for a period
of more than one full day,that employee shall be compensated with a 10% percent pay increase for
the day(s)they performed the additional duties.
12.5.3 Temporary Assignment Lead(TAL). When an employee is assigned by a department head,or
designee to coordinate,direct,and monitor the work of four or more employees(full-time,part-time,
seasonal, or temporary) for a week or more, the employee shall receive 5% above his/her current
wage for the duration of the assignment. The Temporary Assignment Lead is responsible for
directing, coordinating, monitoring and checking the work of the employees over whom the TAL is
assigned. The TAL is also responsible for providing the majority of training and providing feedback to
the supervisor regarding employee performance. The TAL is also responsible for the quality and
quantity of work performed by the assigned employees. The TAL is not responsible and has no
authority to approve leave, discipline, hire, terminate or perform formal evaluations of employees.
The persons assigned as the Temporary Assignment Lead shall perform in such capacity in addition
to the other duties of their normal assignment.
12.5.4 Street Sweeper. When an employee is assigned by the Operations Manager, Public Works
Supervisor or designee to be the operator of the Street Sweeper for a minimum of two weeks, the
employee shall receive 3%above his/her current wage for the duration of the assignment.
12.5.5 Exceptions and Limitations. This Section shall not apply to employees who merely absorb
incidental duties of another employee. The City reserves the right to make interim and acting in
capacity assignments in accordance with Article 2,Management Rights. Interim and acting in capacity
assignment decisions shall not be subject to the grievance procedure.
12.6 Certification and Licensing Fees. The City will pay for job-related employee certification and
licensing fees that are required for the position after the date of hire, except when attainment of such
certifications or licenses was specified as a condition of employment in the job description at hire. The
City will pay for recertification and license renewal fees for required, job-related certifications and
licenses. The City may, at its option, pay certification and/or licensing fees, and recertification and/or
license renewal fees that are job-related but are not required for the position,with prior written approval
of the Department Head.
The City will pay travel expenses associated with approved certification and licensing,or recertification or
license renewal, including required continuing education units (CEU), testing, etc. However, all such
expenses must be approved, in advance, and may be limited to the most cost effective and prudent
option. For example, if CEUs are available via on-line delivery, a request to travel to out of town training
may be denied, or if training is offered locally at a later date, out of town training on a more convenient
date may be denied.
Fees and travel expenses shall normally be paid by the City only once. If the City pays fees or travel
expenses for an employee pursuant to this section and the employee fails to attend the training for
reasons other than reasons beyond the employee's control, or fails to successfully complete the course
or pass an exam,the City may deny a request to pay such fees or expenses for the employee to re-take a
course or exam.
For employees who work in a position for which a commercial driver's license (CDL) is required or
preferred,the City shall reimburse the difference between the cost of obtaining/maintaining a class A or
B CDL and a class C driver's license. The city shall pay the cost of required medical and/or drug tests
required to obtain/maintain the CDL, except such costs shall be limited to not more than one medical
exam and one drug test per year.This limit applies to medical certification/testing for CDL application or
renewal. The cost of drug testing as part of the City's DOT random drug testing program will be paid by
the City and is not limited by this section.
12.7 Certification Pay. Bargaining unit employees shall be eligible for additional compensation,as set
forth in this Section,for possession of certain job-related certifications or licenses beyond that which have
been established as required for the position and/or have been taken into consideration in determining
the pay level of the position. Eligibility for certification pay shall be dependent upon maintaining the
certification. In the event a certification expires the employee shall forfeit the certification pay until proof
of re-certification is provided.
It is the employee's responsibility to provide appropriate documentation of certification and
recertification to Human Resources. Such documentation shall indicate the name of the certification,the
granting authority, the date awarded and the expiration date. Certification pay shall commence on the
first day of the first full pay period following receipt of documentation by Human Resources, regardless
of the date the certification was awarded. In the event a certification expires the employee shall forfeit
the certification pay until such certification or renewal is provided. If proof of re-certification is provided
following a lapse in time,the incentive shall resume on the first day of the next full pay period after receipt
of re-certification proof is received in Human Resources.
12.7.1 Qualifying Certifications. In order for a certification to qualify under this section, it must:
a. Be awarded by a third-party, standard-setting organization (as opposed to an educational or
training program),
b. Result from an assessment process,
c. Signify competency/mastery of a set of standards, usually by application or exam (standards
are set through a defensible, industry-wide process such as job analysis/role delineation that
results in an outline of required knowledge and skills),
d. Have on-going requirements in order to maintain certification(holder must demonstrate s/he
continues to meet requirements and documentation must specify the certification period and
expiration date),and
e. Provide a meaningful cost savings benefit to the City resulting from the ability to provide
additional or improved services in-house that would otherwise have to be contracted out.
Commercial Bldg Inspector $200 Flood Plain Manager $100
Plumbing Inspector $100 ISA Arborist $100
Electrical Inspector $100 Municipal Arborist $150
Water Distribution Level 1 $ 45 Public Pesticide Applicator License $ 75
Water Distribution Level 2 $ 75 ODOT General Inspector $ 75
Water Distribution Level 3 $125 Cross Connection Specialist $ 45
Water Distribution Level 4 $175 Playground Safety Inspector $ 75
12.8 Certificate Compensation. Upon completion of certain job-related certificates that do not meet
the criteria of certifications under 12.7, but are determined to be of value to the city,a one-time payment
shall be made to the employee in the form of additional compensation. Notwithstanding,employees who
are currently receiving the additional monthly certificate pay shall continue to receive said pay at the same
amount monthly and not be eligible for the one-time payment for an existing certificate or additional level
of the existing certificate.
ODOT Road Scholar(per level) one-time payment of$250 upon receipt of certificate
Microsoft Office User Specialist one-time payment of$100 upon receipt of certificate
12.9 Other Certifications and Certificates. Only the certifications and Certificates listed in this Section
shall qualify for additional pay. If an employee believes that a certification or certificate not included in
this Section should qualify for additional pay, the employee shall submit a properly completed "Request
for Consideration of Certification Pay" form to Human Resources. The decision to allow or disallow the
certification or certificate and the amount of incentive pay,if any,assigned shall be final unless the Union
files a written notice of its desire to negotiate the decision and/or rate within 10 calendar days from the
date the employee receives notification of the decision. If a request for negotiations is filed by the Union,
the parties shall begin negotiations within 15 calendar days. The results shall, by reference, be
incorporated into this Agreement.
12.10 Certification and Certificate Pay Limitations. Certification or certificate pay shall not pyramid for
possession of different levels or titles of the same or similar types of certifications (for example, if an
employee has Water Distribution certifications in levels 1 and 2,they will only receive the certification pay
for level 2; if an employee has both ISA and municipal arborist certification, they will only receive
certification pay for the municipal arborist).
12.11 Bilingual/Sign Language Pay. Employees who are determined to be fluent in Spanish or
competent in sign language, as certified by an instructor approved by the City,shall receive an additional
$150 per month added to the base pay. Bilingual/Sign Language pay shall commence on the first day of
the pay period following receipt of the competency certification in the Human Resources Department.
12.12 Educational Incentive. Bargaining unit employees shall receive additional compensation added
to the base pay as set forth below for possession of college degree/certificate(s) in excess of the level
which has been established as the minimum requirement for their position. The degree/certificate must
be earned from a regionally accredited educational institution and an unopened official transcript
verifying the degree/certificate must be provided, at the employee's expense, to HR. Degree pay shall
commence on the first day of the first full pay period following receipt of the official transcript in Human
Resources, regardless of when the degree is conferred. Only one degree/certificate at any one level shall
be compensated, regardless of the number of degrees/certificates an employ may actually have (i.e.,
possession of both a bachelor of arts in geography and a bachelor of science in math shall be considered
having a degree at the bachelor's degree level), and degrees/certificates shall not pyramid (i.e., an
employee with both an Associate's degree and a Bachelor's degree, shall only be compensated for the
Bachelor's degree).
1-year certificate $ 50.00 per month Bachelor's degree $200.00 per month
Associate's degree $100.00 per month Master's degree $300.00 per month
If the city has reimbursed an employee under city policy or a collective bargaining agreement for tuition
expenses for coursework used to obtain a college degree/certificate, commencement of any education
incentive pay under this Section shall be delayed until such time as the aggregate monthly incentive
amount forfeited equals at least 75% of the amount of tuition reimbursement the employee received in
the previous 12 months.
12.13 Maximum Additional Pay. The maximum additional compensation any individual employee shall
be eligible to receive in the form of any combination of incentive, including education, bilingual incentive
and certification pay shall be$400 per month.
12.14 PERS Contribution. The City will continue to participate in the Oregon Public Employees Retirement
System (PERS) or its successor as determined by the State of Oregon for the life of this Agreement.The
employee's 6%contribution shall be paid by the City. If the employee's contribution increases during the
life of this Agreement,the parties agree to reopen this Section of the Agreement and bargain the change.
12.15 Deferred Compensation. Employees shall be allowed to participate,through payroll deductions,
in the deferred compensation program offered through the City.
ARTICLE XIII—CLOTHING
13.1 Clothin . All employees are required to dress appropriately for the work assignment. The City
may set dress standards and expectations, provided such standards and expectations are work-related
and not discriminatory. Each employee is responsible for providing and maintaining their own clothing,
except as set forth in the Agreement.
13.2 Safety Clothine. Employees who work in positions that subject them to hazardous outdoor
working conditions (parks and public works maintenance crews) shall be provided shirts and jackets that
meet traffic safety specifications. Employees will be responsible for cleaning items that can be laundered
using a household washer and dryer.
13.3 Clothing Allowance. Employees who work in positions that subject them to excessive dirt or
conditions likely to cause excess damage to pants (parks and public works maintenance crews) shall
receive an annual clothing allowance to offset the cost of replacing and maintaining these items. The
clothing allowance shall be$150 per year paid, as compensation, in equal installments of$75 on the first
paycheck in July and January. New employees will receive a prorated amount on their first paycheck.
13.4 Boots. If an employee is required to wear a steel toed safety boot or particular type of shoe or
boot as a condition of employment,an appropriate boot or shoe will be provided, maintained,and stored
by the City and shall be worn solely for City work purposes. The City shall provide, at no cost to the
employee, replacement boots or shoes as necessary, provided the replacement is required because of
reasonable wear and tear and not due to negligence or mistreatment, the employee certifies that the
boots or shoes were worn solely for City work purposes,and the employee surrenders the worn out boot
or shoe to the City. The City shall be the sole determiner of what is the appropriate boot or shoe for the
assignment and shall have the right to determine the make, model, price limit and vendor of all boot or
shoe purchases. Additionally,boots purchased in accordance with this Article shall be considered required
safety wear and employees are required to wear the boots.
The City shall make equipment and supplies to clean and maintain boots available to employees covered
under this section equipment and supplies to maintain boots. All boots, equipment and supplies shall be
kept on the City's premises during non-work hours.
13.5 Boot Eligibility. Only employees in job classifications that have been determined to require
specific footwear for safety or exposure to adverse walking conditions,as determined by the City,shall be
eligible for the boots in 13.4.
ARTICLE XIV-EXPENSE REIMBURSEMENT
14.1 Educational Reimbursement. All bargaining unit employees shall be eligible for education
reimbursement under the provisions of the City's personnel policies and procedures.
14.2 Travel Expenses. When an employee is required, or otherwise authorized, to travel outside of
Jackson County on City business, reimbursement for, or payment of, expenses incurred shall be
determined in accordance with City policy except as follows:
a. Prior to traveling outside the City,the employee shall obtain approval for the trip and the mode
of travel from the department head.
b. Travel on official business outside Jackson County shall normally be via public carrier, rental
vehicle,or City-owned vehicle. If an employee requests and is authorized to use a private vehicle
for convenience or personal preference when City-provided or approved transportation was
available,mileage reimbursement shall be paid at 75%of the current IRS rate. When an employee
uses their personal vehicle at the request of the city, mileage reimbursement shall be paid at the
current IRS rate. This rate is all inclusive and covers all travel expenses including vehicle, fuel,
maintenance, oil and other fluids, tires, storage, insurance and any other vehicle-related
expenses. Necessary parking expenses directly related to the business purpose of the trip, as
opposed to personal preference or expediency, shall be reimbursed separately, with proper
documentation and authorization.
14.3 Meals. Reimbursement for or payment of meals eaten while on official trips shall be limited to
the amount of actual and reasonable expense incurred during the performance of official duty as a City
employee for the City's benefit. The following rates will be considered maximum amounts for travel
expenses unless specifically authorized by the department head to use the General Services
Administration website https://gsa.gov/portal/category/104711 as a guide when approving meal
allowances for locales with higher costs associated with travel:
Breakfast $10.00
Lunch $13.00
Dinner $21.00
The total allowable amount for three meals per day will be $44.00. If an employee's approved travel
involves more than one meal due to the actual length of the trip, the employee can spend up to the
authorized total amounts at their discretion as long as the total expense for the allowable meals does not
exceed the aggregate amount allowed for those meals.
Meals included in the cost of lodging (i.e., breakfast), or included in the cost of event registration, shall
not be compensated for twice. Employees electing to not participate in such included meals shall be
personally responsible for any additional meal expenses. Snacks or "coffee breaks" are not considered
meals and not covered under this section.
14.4 Lodging. Employees traveling in accordance with this Section shall be approved for reasonable
actual costs for lodging.
14.5 Use of Purchasing Card. Employees shall use their city-issued purchasing card to pay for approved
travel expenses including registration, lodging, air fare, fuel for rental or city-owned vehicles, and
authorized meals. Itemized receipts accounting for all purchasing card transactions shall be submitted in
a timely manner.The purchasing card is not to be used for fuel for personal vehicles.
14.6 Gym/Weight Management membership Reimbursement. The City will reimburse employees up
to twenty-five dollars ($25.00) per month towards membership in a recognized fitness club or weight
management, City of Central Point Recreation health/fitness programs, or pre-approved on-line fitness
programs they are active participating in. The City retains the discretion to determine which clubs or
programs are eligible for this reimbursement, but any denial of a reimbursement request may be
processed only up to Step 3 of 24.3 Grievance procedure. Employees will only submit reimbursement
requests for months they were an active participant. Reimbursements will be made quarterly through
payroll provided they submit itemized receipts within six months.
ARTICLE XV-VACATION
15.1 Accrual. Paid vacation leave shall accrue semi-monthly on the following basis for full-time
employees:
Service Time Monthly Accrual Annual Accrual Maximum Accrual
0—5 Years 6% Hours 80 Hours 160 Hours
5—10 Years 10 Hours 120 Hours 240 Hours
10—15 Years 13 % Hours 160 Hours 320 Hours
15+ Years 16% Hours 200 Hours 400 Hours
1. Vacation leave shall accrue on a semi-monthly basis based upon the employee's date of hire.
2. New, probationary employees that resign or are terminated during the first six months of
employment will not receive a vacation payout.
3. Vacation leave is available for use on the first day following the end of the pay period for which
it was accrued and may not be taken in advance or in anticipation of accrual.
4. Vacation leave accrual shall be prorated for the pay period during any leave of absence without
pay,while using donated leave or during a lay off status.
5. Part-time bargaining unit employees shall accrue vacation leave in direct proportion to full time
equivalency. For example, an employee working half time would accrue vacation at 3% hours
per month for 0 to 5 years,5 hours per month for 5 to 10 years, etc.
6. An employee shall receive a one-time award of 40 hours of vacation added to his/her vacation
accrual balance on the anniversary date of twenty years of service.
15.2 Selection. Employees shall have the right to determine vacation times, subject to scheduling
required for public service based upon the needs of an efficient operation, the availability of vacation
relief, and the City's right to arrange scheduling so that each employee has an opportunity, if s/he
chooses,to use at some time during the calendar year the full amount of the vacation credit which s/he
could accumulate in 12 months of continuous service. Absent specific operational needs, as long as at
least four crew employees in the Public Works Operational division are scheduled to work, vacation
requests for other Public Works employees shall be approved. Vacation time shall be selected on the
basis of seniority provided, however,that each employee will be permitted to exercise his/her right of
seniority only once annually and for a single continuous period of time. Conflicting requests for the
same vacation time shall be resolved on the basis of prior scheduling. See Section 9.3.2 for application
of seniority for vacation and time off bidding.
15.3 Accrual Limitations. Vacation leave shall accrue in accordance with the table in 15.1. If an
employee is about to lose vacation credit because of accrual limitations, and such impending loss is
caused solely by the City's insistence that the employee be at work during a scheduled vacation period,
the employee may, by notifying his/her supervisor in writing at least 5 calendar days in advance,absent
him/herself from work to prevent loss of vacation time. Such action taken by the employee shall not
constitute a basis for disciplinary action or loss of pay. In lieu of the employee absenting him/herself
from work as provided above, the City may, at its option, pay off the excess vacation time at the
employee's regular rate of pay. Such payment shall be made on the next pay date following the pay
period in which the employee would have had to absent him/herself from work. No payment shall be
made for vacation time lost by an employee because of accrual limitations unless the failure to take
vacation is caused solely by the City's insistence that the employee be at work during a scheduled
vacation period.
15.4 Termination. Upon termination of employment, an employee shall be paid for all accrued but
unused vacation,except as provided for in 15.1(2).
15.5 Sell Back. Once each fiscal year,an employee may request to sell back to the City up to 40 hours
of accrued vacation time provided that the employee has taken or is scheduled to take at least 40 hours
of vacation during the fiscal year and there is at least 80 hours of vacation remaining after the sellback.
This option shall be available only once each fiscal year. Employees choosing to exercise this option
must advise the City, in writing,through their department manager. The City shall distribute the funds
within 30 days of the request.
ARTICLE XVI -HOLIDAYS
16.1 Holidays. Full-time employees shall be entitled to eight (8) hours of time off with pay for the
following holidays:
(a) New Year's Day,January 1
(b) Martin Luther King's Birthday,third Monday in January
(c) President's Day,third Monday in February
(d) Memorial Day, last Monday in May
(e) Independence Day,July 4
(f) Labor Day,first Monday in September
(g)Veterans' Day, November 11
(h)Thanksgiving Day,fourth Thursday in November
(i) Day after Thanksgiving Day
(j)Christmas Day, December 25
(k) Christmas Eve, December 24
(I)Two floating holidays
Part-time employees covered by this Agreement shall be entitled to time off with pay for the above
holidays and shall be compensated in proportion to the number of hours per month they are normally
scheduled to work, regardless of whether or not the part-time employee is scheduled to work the
holiday, provided the part-time employee is scheduled to work after the holiday.
16.1.1 Eligibility. Full-time employees must have worked or have been on paid leave the last work
day before and the first work day following a holiday in order to receive holiday pay.
Holidays which occur during vacation or sick leave shall not be charged against such leave.
16.2 Observed. If any holiday falls on a Sunday,the following Monday shall be given as the holiday
unless that Monday is already a paid holiday,then the proceeding Friday shall be given as the holiday.
If any holiday falls on a Saturday,the preceding Friday shall be given as the holiday unless that Friday
is already a paid holiday,then the following Monday shall be given as the holiday.
16.3 Floating Holiday. Floating holidays shall accrue on January 1 and July 1 (eight hours each)
of each year for all employees, provided the employee is actively employed on January 1 or July 1.
Floating holidays may not be taken in advance of accrual. Floating Holiday hours must be used prior
to using vacation leave and must be used in the calendar year accrued. Floating holidays shall not
be paid upon termination of employment. Floating Holiday days off are to be scheduled in advance
and approved by the employee's direct supervisor,with consideration given to employee requests.
Failure to make a timely request for the time off, resulting in denial due to staffing needs and
subsequent forfeiture of the floating holiday shall not be subject to the grievance procedure.
ARTICLE XVII -SICK LEAVE
17.1 Accrual. Sick leave shall be accrued by each full-time employee at the rate of four hours for each
full semi-monthly pay period of service completed. Part-time employees covered by this bargaining
agreement shall accrue sick leave each month in an amount proportionate(based on hours worked each
month) to that which would be accrued under full-time employment. An employee may accrue an
unlimited amount of sick leave.
17.2 Utilization. Employees may utilize their allowance of sick leave when unable to perform work
duties by reason of illness, injury, or health condition including exposure to a contagious disease that
could endanger fellow employees or the public in the opinion of the City; and medical/dental
appointments, including preventative for the employee. Employee may utilize sick leave to care for a
"covered family members" as well as medical diagnosis, care, or treatment of an illness, injury or health
condition and preventative appointments of a covered family member. Employees may utilize sick leave
to care for an immediate family member for a serious health condition under Federal and State Medical
Leave Acts. Sick leave shall be charged on an hour-for-hour basis in a minimum of quarter hour
increments. Sick leave is available for use on the first day following the end of the pay period for which it
was accrued and may not be taken in advance or in anticipation of accrual. Abuse of sick leave privilege
shall be cause for discipline and/or dismissal.
17.3 Notification. An employee who is unable to report to work because of any of the reasons set forth
in Section 2 above shall report the reason for his/her absence to the designated department
representative as soon as possible and prior to the time s/he is expected to report to work.
Employees shall request time off as soon as they are aware of the need to take time off for annual,
scheduled, or routine medical/dental/vision appointments for the employee or family member. If an
employee does not complete a sick leave request form at least 24 hours in advance of the need for
absence,the employee shall not be eligible to utilize accrued sick leave. However,the employee may use
other accrued leave for the absence. Departmental supervisors may authorize the use of sick leave with
less than 24 hours' notice to accommodate a change in a previously approved appointment provided
department needs are not affected.
Sick leave with pay shall not be allowed unless the employee has complied with the posted reporting
procedure or made a reasonable attempt to comply. In absences of three days or more,the City may, at
its discretion, require the employee to provide a written statement from a physician certifying that the
employee's condition prevented him/her from appearing for work and that the employee is released to
return to work without restrictions. The City will establish the procedure for contacting the designated
department representative. An employee is required to provide his/her supervisor with sufficient
information about his/her absence to allow the supervisor to reasonably determine the need for or
applicability to leave under the federal and/or state Family Medical Leave Acts.
17.4 Sick Leave Compensation. Unused sick leave shall not be compensated for in any way at the time
of termination of employment.
17.5 Leave Without Pay/Layoff. Sick leave accrual shall be prorated for the pay period during any
period of leave of absence without pay,while using donated sick leave, or while on layoff status, except
as required by state or federal law. However,the returning employee shall have previously accrued sick
leave, if any, restored upon return to employment from such approved period of leave.
17.6 Family Members. "Covered Family Member" include your spouse, Oregon registered same-sex
domestic partner, child, child of your Oregon registered same-sex domestic partner, parent, parent-in-
law,parent of your Oregon registered same-sex domestic partner,grandparent,grandchild,other relative
living in the employee's household, or other individual for which the employee has a legitimate and
ongoing caretaker relationship.
Per FMLA/OFLA, "Immediate family member" includes: spouse, same-gender domestic partner, parent
(custodial, non-custodial, foster, biological, step, in-law, parent of domestic partner), grandparent or
grandchild of the employee, or a person with whom the employee is or was in a relationship of in loco
parentis,child(biological,adopted,foster,step,or child of same-gender domestic partner). Child may be
either a minor or adult.
17.7 Integration of Paid Sick Leave With Workers Compensation. When an injury occurs in the course
of employment, the City's obligation to pay under this Sick Leave Article is limited to the difference
between any disability payment or time loss payment received under Workers' Compensation Laws and
the employee's gross pay.When sick leave is paid in conjunction with worker's compensation or disability,
prorated charges will be made against accrued sick leave unless the employee specifically requests
otherwise. Public Employees Retirement System(PERS) benefit will be prorated according to the amount
of compensation paid directly by the City.
17.8 Retirement. Employees may utilize unused sick leave accrual upon retirement in accordance with
benefits provided for in PERS and applicable legislation.
17.9 Oregon Paid Family and Medical Leave Insurance(PFMLI) Program.When implemented,the City
shall participate in the Oregon Paid Family and Medical Leave Insurance(PFMLI) program or its successor
for the duration of this contract. The Employee's portion shall be withheld from the employee's paycheck.
The City shall pay the Employer contribution. Employees shall be permitted to utilize only accrued sick
leave to ensure they receive 100%of their normal salary while receiving the PFMLI benefit.
ARTICLE XVIII-LEAVE OF ABSENCE WITH PAY
18.1 Bereavement Leave. In the event of a death in the employee's immediate family, as defined in
17.6 for FMLA/OFLA, an employee may be granted a leave of absence of up to two weeks within 60 days
of the date of death. The employee may utilize up to three calendar days of City paid bereavement leave.
The employee may use other leave including sick leave,for the remaining days off.
In addition to all "immediate family members" as defined in 17.6 Family Members, the City recognizes
"covered family member" for the purpose of receiving up to the three days of paid bereavement leave
also to include child and sibling.This definition shall be construed to include biological, adoptive, foster,
step and in-law relationships. The three days of paid leave shall run concurrent with any bereavement
leave used under the Oregon Family Leave Act.
The employee shall make a reasonable effort to notify the immediate supervisor of the need for the leave
and/or additional days in advance of the absence.
18.2 Funeral Leave. When an employee serves as a pallbearer, or in some other way participates in,
as opposed to merely attend,a funeral ceremony,the employee may be granted time off with pay, not to
exceed four hours, to perform such duty.
18.3 Civic Responsibility. The City appreciates that City employees are occasionally required to
perform civic duties that may interfere with their scheduled workday. This Section addresses how the
performance of civic responsibilities shall affect the employee's work schedule, pay and use of leaves.
18.3.1 Work-Related Court Appearance. Employees required to testify or appear in court in an
official capacity and as a part of their job shall be compensated for such court appearances in
accordance with Article XI—Hours of Work and Overtime.
18.3.2 Non Work-Related Court Appearance.When an employee is subpoenaed to testify or appear
in court other than in an official capacity and where the employee is not personally involved in the
action as the plaintiff,the defendant,the object of the investigation,or for purposes such as providing
character testimony for a friend or family member, s/he shall not suffer any loss of his/her regular
compensation for performance of such duty that takes place during time the employee is scheduled
to work for the City; however, the employee shall be required to transfer any compensation except
mileage and meal expenses received from any source other than the City for the performance of such
duty on work time. Time not worked because of such duty shall not affect vacation or sick leave
accrual, nor shall the employee be required to use paid leave for such time. This section shall only
apply to civic duties performed during time the employee is actually scheduled to be at work on the
day the civic obligation takes place.
18.3.3 Jury Duty. When an employee is called for jury duty s/he shall not suffer any loss of his/her
regular compensation for performance of such duty that takes place during time the employee is
scheduled to work for the City;however,the employee shall be required to transfer any compensation
except mileage and meal expenses received from any source other than the City for the performance
of such duty on work time. Time not worked because of such duty shall not affect vacation or sick
leave accrual, nor shall the employee be required to use paid leave for such time. This section shall
only apply to civic duties performed during time the employee is actually scheduled to be at work on
the day the civic obligation takes place.
18.3.4 Limitations and Expectations. Under no circumstances shall the City be required to pay
overtime or grant comp time for civic duty appearances that are not work-related. In the event an
employee serves a partial day of civic duty, the employee shall be required to return to work after
being released from court, or arrange for use of paid leave in accordance with department rules to
compensate for time away from work that is not spent in court. Exceptions may be allowed in such
circumstances as when the court appearance is out of the area or the employee is released from their
court responsibilities with less than 45 minutes left in their scheduled workday.
It shall be the employee's responsibility to notify his/her supervisor of pending civic responsibilities
as soon as the employee has knowledge of such duty.
18.4 Military Leave. Military leave of absence shall be granted in accordance with City policy and state
and federal law.
18.5 Conferences/Meetings. Time spent in attendance at or travel to and from conferences,
conventions or other work-related meetings that have been approved in advance by the Department
Head shall be considered work time in accordance with state law and City policy. An employee may
request additional time off, using accrued paid leave, in conjunction with approved work-related travel;
however,approval of such requests shall be handled in accordance with department-established requests
for time off.
18.6 Leave Accruals while on Paid Leave. Employees on paid leaves of absence shall accrue leaves in
accordance with this Agreement and,where by reference, current City policy.
ARTICLE XIX-LEAVE OF ABSENCE WITHOUT PAY
19.1 Family Medical Leave. All bargaining unit employees shall be covered by current City policy, as
well as state and federal law, regarding Family and Medical Leave.
19.2 Military Leave. Military leaves of absence shall be granted in accordance with City policy and state
and federal law.
19.3 Other Leave Without Pay. Notwithstanding the Family and Medical Leave Act (FMLA) and
Uniformed Services Employment and Reemployment Rights Act (USERRA), a regular, non-probationary
employee may be granted a leave of absence without pay for a period not to exceed one month. Requests
for leave of absence without pay shall be in writing, shall be directed to the Department Head,and shall
contain justification for approval. Approval of such leave requests shall be at the sole discretion of the
Department Head, except that any denial of a request shall not be arbitrary or discriminatory. Not
counting any such leave covered under FMLA and USERRA, no employee shall receive more than 31 days
leave of absence in any three-year period.
19.4 Leave Accrual while on Leave Without Pay. Current City policy regarding benefits accrual during
Leaves of Absence Without Pay shall apply to all employees covered by this Agreement.
ARTICLE XX-INSURANCE COVERAGE
20.1 Medical. Dental and Vision Insurance. The City shall provide a mutually agreed upon medical,
dental and vision insurance package for employees and their dependents. If the parties agree to change
plans during the life of this agreement,the parties agree to reopen bargaining for the limited purpose of
negotiating Article XX, Insurance Coverage.
20.2 Health Insurance Eligibility: All bargaining unit employees shall be eligible for insurance coverage
pursuant to the insurance carrier's eligibility requirements. Part-time employees covered by this
bargaining agreement are eligible for health insurance if they meet the insurance carrier's eligibility
requirements. Employees who are"Part-time without benefits"are not eligible for health insurance even
if they exceed 79.75 hours per month.
It is understood that "cashing out" accrued leave time (vacation, and compensatory time) does not
constitute hours worked or compensated hours for the purpose of determining insurance eligibility.
20.3 Medical, Dental,and Vision Insurance Premiums.
20.3.1 Bargaining Unit members employed prior to July 1,2014. For employees who were hired and
serving in a bargaining unit position on or before June 30, 2014,the City shall pay 90%of the cost of
the employee's monthly health insurance premiums with the employee paying the remaining 10%
through payroll deduction.
20.3.2 Bargaining Unit members employed July 1, 2014 or later. For employees who were hired or
placed in a bargaining unit position on or afterJuly 1,2014,the employee shall pay 17%of the monthly
cost of the employee's health insurance premium through payroll deduction, and the employer shall
pay 83%,to a maximum of$1,500 per month. If the employer's 83%exceeds$1,500 per month,the
City and employee shall evenly split the difference. Effective for insurance coverage beginning August
1, 2021,employees will pay the same insurance cost as employees hired prior to July 1,2014.
20.3.3 Payment of Premiums. All health insurance premiums paid by the City on behalf of employees
shall only be paid directly to the insurance carrier or third party administrator. No such insurance
premiums shall be paid directly to the employee except as otherwise provided for in a separation
agreement.
20.3.4 Part-time Employees. Health insurance premium contributions shall be made on a prorated
basis for bargaining unit employees qualifying for insurance coverage but working less than full time,
not to exceed the Affordable Care Act or subsequent act,Affordability Percentage. For example,for a
.5 FTE employee the city would pay 50%of the 90%employer share,to a prorated maximum,and the
employee would pay the remainder;2021 Affordability percentage equals 9.85%of employee rate of
pay.
20.4 Section 125. The employer shall institute an IRS Section 125 plan for the purpose of allowing the
employee contribution toward health insurance premiums to be a tax free payroll deduction.Additionally,
the employer may, in its discretion, institute an IRS Section 125 Flexible Spending Arrangement plan and
make such plan available to all employees on a voluntary basis at any time during the life of this
agreement.
20.5 Health Reimbursement Arrangement. The City has adopted the HRA VEBA standard plan offered
and administered by the Voluntary Employee's Beneficiary Association Trust for Public Employees in the
Northwest("plan"). The standard plan shall be integrated with the City's group medical plan and the City
shall remit contributions only on behalf of eligible employees who are enrolled in or covered by the City's
group medical plan. The City shall contribute to the plan on behalf of all bargaining unit employees
defined as eligible to participate in the plan. Each eligible employee must submit a completed and signed
enrollment form to become an eligible participant and become eligible for benefits under the plan.
Contributions on behalf of each eligible employee shall be based on direct employer contributions.
Eligibility is limited to bargaining unit members enrolled in the City's medical insurance plan. Employer
contributions shall be$72.50 for each pay period worked,contributed on a semi-monthly basis on behalf
of eligible full-time employees. Contributions for eligible employees not working full time, on layoff
status,or not working a full pay period,except those employees on paid leave, shall be prorated.
20.6 Lone Term Disability Insurance. The City shall provide full time employees long term disability
insurance that provides 66 2/3%of base salary, up to a maximum benefit of$3,000 per month, effective
the 91st day of the disability.
20.7 Life Insurance.The City shall provide full time employees a term life insurance benefit policy equal
to one years'pay.The one years'pay shall be calculated once each year on July 1 by multiplying the hourly
rate by 2080 hours. In addition, to the extent the carrier permits, the City will allow employees to
purchase additional life insurance at the employee's expense.
ARTICLE XXI-DRUG AND ALCOHOL POLICY
21.1 Drue and Alcohol Policy. The City's adopted Drug and Alcohol Policy is, by this reference, made a
part of this Agreement. Employees who hold a job-related CDL shall be subject to Department of
Transportation (DOT) random testing requirements.
ARTICLE XXII-OUTSIDE EMPLOYMENT
22.1 Outside Employment. No employee covered by this Agreement shall carry on concurrently with
his/her public service any private business or undertaking or other employment which affects the time,
quality or efficiency of the employee's City work,or which casts discredit upon or creates embarrassment
for the City or conflicts with the interest of the City of Central Point. The City Manager or his designee
shall, in his/her discretion enforce the terms of this Article, and such enforcement shall be subject to the
grievance procedure.
ARTICLE XXIII-DISCIPLINE AND DISCHARGE
23.1 Discipline. No regular, non-probationary employee shall be disciplined or discharged except for
just cause. Discipline will normally be progressive. However, if a violation of a City policy or work practice
is of a serious enough nature, an employee may be discharged without prior disciplinary warnings. Oral
warnings, counseling or other oral communication are considered discipline and shall be documented;
however,such documentation shall not be considered a written disciplinary action, nor be subject to the
grievance procedure,and such documentation will not be placed in the employee's personnel file.
23.2 Imposition. The City, in disciplining an employee, shall make a reasonable effort to impose such
discipline in a manner that will not unduly embarrass or humiliate the employee before other employees
or the public.
23.3 Probationary Employee. A probationary employee as defined in Article VIII, Probation,Section 1,
shall serve at the pleasure of the City and may be disciplined, or discharged for any reason, at any time
during the probationary period,and such discipline or discharge shall not be grievable.
23.4 Grieving Discipline. Any disciplinary action, except oral reprimands,counseling,verbal warnings,
or other oral communications imposed upon an employee, if protested, shall be protested through the
grievance procedure,Article XXIV,Grievance Procedure. However,written reprimands may be processed
only through step 3 of the grievance procedure.
23.5 Union Representation. An employee shall, upon request, be given the opportunity to have a
Union representative present at all disciplinary meetings.
ARTICLE XXIV-GRIEVANCE PROCEDURE
24.1 Definition. A grievance is defined as a claim by an employee and/or Union that there has been a
violation of the bargaining agreement.
24.2 Informal Resolution. When such alleged violations arise, an attempt should be made by the
employee and his/her immediate supervisor to settle them informally. A problem which cannot be
resolved informally will be processed as a grievance in accordance with Article XXIV,Section 3.
24.3 Grievance Procedure. Each grievance will be processed in the following manner:
Step I. Within 15 calendar days after the occurrence of the cause of complaint, the employee
and/or the Union will reduce the grievance to writing, stating the reasons therefore,the contract
provision violated, the date of the occurrence, and the remedy requested and will present it to
the employee's immediate supervisor. Within 10 business days after the grievance is submitted
to the supervisor, the supervisor will respond in writing. If s/he wishes, the employee involved
may be accompanied at any grievance-related meeting by a Union representative of his/her
choice who is reasonably available.
Step II. If the grievant is not satisfied with the response to the grievance by the supervisor, s/he
may, within 10 business days of receipt of the supervisor's decision, request in writing that the
department head review the decision. If the supervisor is the department head, the grievance
will skip to Step III. Within 10 business days of such request,the department head shall render
his/her decision in writing.
Step III. If the grievant is not satisfied with the disposition of the grievance by the department
head,s/he may,within 10 business days of his/her receipt of said decision,request in writing,that
the City Manager review the decision. Within 10 business days, the City Manager shall render
his/her decision in writing.
Step IV. If the grievant is not satisfied with the disposition of the grievance by the City Manager,
the Union may, within 10 business days from receipt of the City Manager's decision, request, in
writing, that the grievance be brought to arbitration. If a timely, valid request has been made,
the parties shall jointly request from the State Conciliation Service, a list of seven arbitrators
residing in Oregon who are members of the American Arbitration Association and,beginning with
the grieving party/Union,the parties shall alternately strike names.The name remaining shall be
the arbitrator. Seven business days shall be allowed for the striking. The parties may, by mutual
agreement, request a new panel.
The hearing under this procedure shall be kept informal and private, and shall include only such
parties in interest and/or designated representatives.The arbitrator shall render a decision within
30 calendar days from the date of the formal hearing. The power of the arbitrator shall be limited
to interpreting this Agreement and determining if the disputed article or portion thereof has been
violated.The arbitrator shall have no authority to alter,modify,vacate or amend any terms of this
Agreement or to substitute his/her judgment on a matter or condition for that of the City where
the City has not negotiated and limited its authority on the matter or condition. The decision of
the arbitrator within these stated limits shall be final and binding on both parties. No issue
whatsoever shall be arbitrated or subject to arbitration unless such issue results from an action
or occurrence which takes place following the execution date of this Agreement, and no
arbitration determination or award shall be made by the arbitrator whatsoever prior to the
execution date of this Agreement. In case of a grievance involving any continuing or other money
claim against the City, no award shall be made by the arbitrator which shall allow any alleged
accruals for more than 10 calendar days prior to the date when such grievance shall have first
been presented.
24.4 Expenses. Expenses for the arbitrator's services and the proceedings shall be borne equally by
both parties.However,each party shall be completely responsible for all costs of preparing and presenting
its own case, including compensating its own representatives and witnesses. If either party desires a
record of the proceedings, it shall solely bear the cost of such record. In the event the arbitrator finds that
s/he has no authority or power to rule in any case,the matter shall be referred back to the parties without
decision or recommendation on the merits of the case.
24.5 Time Limits. All parties subject to these procedures shall be bound by the time limits contained
herein. However,time limits may be extended by mutual consent of both parties. If either party fails to
follow such limits,the following shall result:
a. If the grievant fails to respond in a timely fashion,the grievance shall be deemed waived.
b. If the party being grieved against fails to respond in a timely fashion, the grievance shall
proceed to the next step.
24.6 Grievance File. All documents, communications and records dealing with the processing of a
grievance shall be filed in a separate grievance file,and will not be placed in the personnel file. However,
evidence of any discipline imposed and an explanation of the action which resulted in such discipline will
be placed in the employee's personnel file.
ARTICLE XXV-UNPROTECTED STRIKE ACTIVITY AND LOCKOUT
25.1 Lockout. There shall be no lockout of employees by the City as a consequence of any dispute
arising during the period of this Agreement.
25.2 Strike. The Union will not initiate or engage in, and no employee(s)will participate or engage in
any strike, slowdown, picketing, boycott, sick-out or other interruption of work during the term of this
Agreement.
25.3 Union Responsibility. Should a strike,slowdown,picketing, boycott or other interruption of work
occur,the Union, upon receiving notice of a strike, slowdown, picketing, boycott or other interruption of
work which it has not authorized,will take all reasonable steps to terminate such activity and induce the
employees concerned to return to work. If the Union takes such action, it shall not be held liable by the
City for unauthorized activity of the employees involved.
25.4 Discipline. In the event employee(s)participate in a strike,slowdown, picketing,boycott,sick-out
or other interruption of work in violation of this Article,the participating employee(s) shall be subject to
disciplinary action which may include discharge.
25.5 Wages and Benefits During Work Interruption. It is understood that employees shall not be
entitled to any benefits or wages whatsoever while they are engaged in such work interruption.
ARTICLE XXVI -SAVINGS CLAUSE
26.1 Savings Clause. Should any Article or section thereof of this Agreement be held unlawful and
unenforceable by any Court of competent jurisdiction, such decision of the Court shall apply only to the
specific Article or section thereof directly specified in the decision. The remainder of this Agreement shall
remain in effect pursuant to the terms of the Duration Article. Upon such declaration,the parties agree
to immediately negotiate a substitute, if possible,for the invalidated portion thereof.
ARTICLE XXVII—DURATION
27.1 Duration. This Agreement shall be effective upon ratification and shall remain in effect through
June 30, 2025.
ARTICLE XXIX—EXECUTION/SIGNATURES
Executed on this day of , 2021 at Central Point, Oregon, by the undersigned officers by
authority and behalf of the City of Central Point and Teamsters Local Union No.223.
Teamsters Local Union No. 223 City of Central Point
Leslie Sloy,Secretary Treasurer Hank Williams, Mayor
Brent Jensen, Labor Representative Chris Clayton, City Manager
APPENDIX A-PAY SCHEDULE
Salary Schedule on 6/30/2021
Part A:General Service Bargaining Unit Positions (hourly) .,. Schedule Effective 7/1/20-6/30/21
Position# Classification Title Grade Step A Step B Step C Step D Step E Step F Step G
Grade 2-3 GS2-3 16.76
N/A
122 Utility Laborer 2,905
'Grandfathered employee shall remain at current salary until the monthly salary schedule increases to$3,118.
Grade 2-3 GS2-3 16.76 17.60 18.48 19.40 20.37 21.39 22.46
100 Office Assistant 2,905 3,051 3,203 3,363 3,531 3,708 3,893
Grade 4 GS4 18.28 19.19 20.15 21.16 22.22 23.33 24.50
101 Account Clerk: Finance/Public Works 3,169 3,326 3,493 3,668 3,851 4,044 4,247
102 Community Development Specialist
103 Parks Maintenance Worker
104 Recreation Specialist
105 Utility Worker
Grade 5 GS5 20.54 21.57 22.65 23.78 24.97 26.22 27.53
106 Assistant Engineering Technician 3,560 3,739 3,926 4,122 4,328 4,545 4,772
107 Customer Service Technician
108 Equipment Maintenance/Fab. Technician
109 Planning Technician
110 Recreation Programs Coordinator
111 Senior Utility Worker
Grade 6 GS6 22.75 23.89 25.08 26.33 27.65 29.03 30.48
112 Acctg/Business Services Coordinator 3,943 4,141 4,347 4,564 4,793 5,032 5,283
113 Parks Lead
114 Recreation Coordinator: Special Events/Mktg
123 Stormwater/Erosion Control Tech
Grade 7 GS7 25.08 26.33 27.65 29.03 30.48 32.00 33.60
115 Community Planner I 4,347 4,564 4,793 5,032 5,283 5,547 5,824
116 Foreman:Streets,Water
117 Park Planner
124 Facility Management Coordinator
Grade 8 GS8 28.06 29.46 30.93 32.48 34.10 35.81 37.60
118 Community Planner II 4,864 5,106 5,361 5,630 5,911 6,207 6,517
119 Construction Management Coordinator
120 Environmental Services/GIS Coordinator
121 Information Technology Specialist
Grade 9 GS9 31.15 32.71 34.35 36.07 37.87 39.76 41.75
vacant 5,399 5,670 5,954 6,252 6,564 6,892 7,237
Appendix A-PAY SCHEDULE(page 2)
Effective January 1, 2022,Step A of pay scale shall be increased by 1.7%. Each subsequent Step shall be
5%greater than the lower step.
Add 125 Arborist to salary schedule.
Change title of Parks Lead to Utility Maintenance Lead
Salary Schedule effective 1/1/2022-June 30, 2022
Part A:General Service Bargaining Unit Positions (hourly) Schedule Effective 1/1/2022
Position# Classification Title Grade Step A Step B Step C Step D Step E Step F Step G
Grade 2-3 GS2-3 17.04
122 Utility Laborer* 2,954 N/A
*Grandfathered employee shall remain at current salary until the monthly salary schedule increases to$3,118.
Grade 2-3 GS2-3 17.04 17.89 18.78 19.72 20.71 21.75 22.84
100 Office Assistant 2,954 3,101 3,256 3,419 3,590 3,770 3,959
Grade 4 GS4 18.59 19.52 20.50 21.53 22.61 23.74 24.93
101 Account Clerk: Finance/Public Works 3,223 3,384 3,554 3,732 3,920 4,115 4,322
102 Community Development Specialist
103 Parks Maintenance Worker
104 Recreation Specialist
105 Utility Worker
Grade 5 GS5 20.89 21.93 23.03 24.18 25.39 26.66 27.99
106 Assistant Engineering Technician 3,621 3,802 3,992 4,192 4,401 4,622 4,852
107 Customer Service Technician
108 Equipment Maintenance/Fab.Technician
109 Planning Technician
110 Recreation Programs Coordinator
111 Senior Utility Worker
Grade 6 GS6 23.14 24.30 25.52 26.80 28.14 29.55 31.03
112 Acctg/Business Services Coordinator 4,011 4,212 4,424 4,646 4,878 5,122 5,379
113 Utility Maintenance Lead
114 Recreation Coordinator.Special Events/Mktg
123 Stormwater/Erosion Control Tech
125 Arborist
Grade 7 GS7 25.51 26.79 28.13 29.54 31.02 32.57 34.20
115 Community Planner I 4,422 4,644 4,876 5,121 5,377 5,646 5,928
116 Foreman:Streets,Water
117 Park Planner
124 Facility Management Coordinator
Grade 8 GS8 28.54 29.97 31.47 33.04 34.69 36.42 38.24
118 Community Planner II 4,947 5,195 5,455 5,727 6,013 6,313 6,629
119 Construction Management Coordinator
120 Environmental Services/GIS Coordinator
121 Information Technology Specialist
Grade 9 GS9 31.68 33.26 34.92 36.67 38.50 40.43 42.45
vacant 5,492 5,766 6,053 6,357 6,674 7,008 7,358
Appendix A-PAY SCHEDULE (page 3)
Effective July 1,2022,Step H shall be added to the salary schedule, in accordance with Article 12.3.1
Step H (Step 1 of 2 on 7/1/22)
Part A:General Service Bargaining Unit Positions (hourly) : • ` ', Schedule Effective 7/1/2022
Position# Classification Title Grade Step A Step B Step C Step D Step E Step F Step G Step H
Grade 2-3 GS2-3 17.04
N/A
122 Utility Laborer* 2,954
"Grandfathered employee shall remain at current salary until the monthly salary schedule increases to$3,118.
Grade 2-3 GS2-3 17.04 17.89 18.78 19.72 20.71 21.75 22.84 23.98
100 Office Assistant 2,954 3,101 3,256 3,419 3,590 3,770 3,959 4,157
Grade 4 GS4 18.59 19.52 20.50 21.53 22.61 23.74 24.93 26.18
101 Account Clerk:Finance/Public Works 3,223 3,384 3,554 3,732 3,920 4,115 4,322 4,538
102 Community Development Specialist
103 Parks Maintenance Worker
104 Recreation Specialist
105 Utility Worker
Grade 5 GS5 20.89 21.93 23.03 24.18 25.39 26.66 27.99 29.39
106 Assistant Engineering Technician 3,621 3,802 3,992 4,192 4,401 4,622 4,852 5,095
107 Customer Service Technician
108 Equipment Maintenance/Fab.Technician
109 Planning Technician
110 Recreation Programs Coordinator
111 Senior Utility Worker
Grade 6 GS6 23.14 24.30 25.52 26.80 28.14 29.55 31.03 32.58
112 Acctg/Business Services Coordinator 4,011 4,212 4,424 4,646 4,878 5,122 5,379 5,648
113 Utility Maintenance Lead
114 Recreation Coordinator.Special Events/Mktg
123 Stormwater/Erosion Control Tech
125 Arborist
Grade 7 GS7 25.51 26.79 28.13 29.54 31.02 32.57 34.20 35.91
115 Community Planner I 4,422 4,644 4,876 5,121 5,377 5,646 5,928 6,225
116 Foreman:Streets,Water
117 Park Planner
124 Facility Management Coordinator
Grade 8 GS8 28.54 29.97 31.47 33.04 34.69 36.42 38.24 40.15
118 Community Planner II 4,947 5,195 5,455 5,727 6,013 6,313 6,629 6,960
119 Construction Management Coordinator
120 Environmental Services/GIS Coordinator
121 Information Technology Specialist
Grade 9 GS9 31.68 33.26 34.92 36.67 38.50 40.43 42.45 44.57
Vacant 5,492 5,766 6,053 6,357 6,674 7,008 7,358 7,726
Appendix A-PAY SCHEDULE (page 4)
Effective 7/1/22 Remove Step A& Rename Steps(A through G) (Step 2 of 2 on 7/1/22)
Salary Schedule July 1, 2022-June 30,2024
Part A:General Service Bargaining Unit Positions (hourly) Schedule Effective 7/1/2022
Position# Classification Title Grade Step A Step B Step C Step D Step E Step F Step G
Grade 2-3 GS2-3 17.89
WA
122 Utility Laborer* 3,101
'Grandfathered employee shall remain at current salary until the monthly salary schedule increases to$3,118.
Grade 2-3 GS2-3 17.89 18.78 19.72 20.71 21.75 22.84 23.98
100 Office Assistant 3,101 3,256 3,419 3,590 3,770 3,959 4,157
Grade 4 GS4 19.52 20.50 21.53 22.61 23.74 24.93 26.18
101 Account Clerk: Finance/Public Works 3,384 3,554 3,732 3,920 4,115 4,322 4,538
102 Community Development Specialist
103 Parks Maintenance Worker
104 Recreation Specialist
105 Utility Worker
Grade 5 GS5 21.93 23.03 24.18 25.39 26.66 27.99 29.39
106 Assistant Engineering Technician 3,802 3,992 4,192 4,401 4,622 4,852 5,095
107 Customer Service Technician
108 Equipment Maintenance/Fab.Technician
109 Planning Technician
110 Recreation Programs Coordinator
111 Senior Utility Worker
Grade 6 GS6 24.30 25.52 26.80 28.14 29.55 31.03 32.58
112 Acctg/Business Services Coordinator 4,212 4,424 4,646 4,878 5,122 5,379 5,648
113 Utility Maintenance Lead
114 Recreation Coordinator:Special Events/Mktg
123 Stormwater/Erosion Control Tech
125 Arborist
Grade 7 GS7 26.79 28.13 29.54 31.02 32.57 34.20 35.91
115 Community Planner I 4,644 4,876 5,121 5,377 5,646 5,928 6,225
116 Foreman:Streets,Water
117 Park Planner
124 Facility Management Coordinator
Grade 8 GS8 29.97 31.47 33.04 34.69 36.42 38.24 40.15
118 Community Planner II 5,195 5,455 5,727 6,013 6,313 6,629 6,960
119 Construction Management Coordinator
120 Environmental Services/GIS Coordinator
121 Information Technology Specialist
Grade 9 GS9 33.26 34.92 36.67 38.50 40.43 42.45 44.57
\,acant 5,766 6,053 6,357 6,674 7,008 7,358 7,726
Appendix A-PAY SCHEDULE (page 5)
Effective July 1,2024,Step A of the pay scale shall be increased by the CPI-U January 2022—January
2023 not seasonally adjusted (1.0%-4.0%). Each subsequent Step shall be 5%greater than the lower
step.