CITY OF PALO AlTO

Memorandum of Agreement

City of Palo Alto and Service Employees Internat ional Unit (SE IU) Local 521

December I , 2013 - Detember 1, 2015

City of Palo AI~o and SOU l Ocal S21 December 1, 2013· o..cembel" I. lOIS

PREAMBLE ...... .................. .

ARTICLE 1- RECOGNrflON " ."

Section 1· Recognit ion. "".

Sect iun 2· Protection of Unit ..

hblt of Contents

ARTiClE 11- NO DISCR IMIN ATION .. " ........

~t;':'n 1 - Oiscrimination.

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SK(ion 2 - Righi to Join {he Union ........ .. ..... ............................................................ 8

ARTIUE III - UNION SECURITY ........................ ~ ................ _. .. ... 8

SeCllon 1 - Notire ...................... .. .. .. 8

Seuion 2 - Agency Shop ............. .. _ ........................................... 8

Section 1- Ducu""",IJIIOIl .................................... ............... .. .. ... 9

Section 4 - P~yrl>lI OeduCllon ......... , ....... ......................... .. .. .................... 11

SHlion 5 - BuHeti" Boards and Oep3rtmenwl Mail. " ...... 11

Section 6· Acces ~ to Union R e pr~se ntatlve s ...... " .... " 11

S~ction 7 · Me-Ning Pl aces .. " .......... " ... .. " .... 11

SKt;':'n g. Notificatio n to th e Union ... .. .. ............... 11

Ger>eral. ......... ...... ............................................... . .................. 11

(Ilange in City's fin~nclal Sit uation ......................... ...... _ ....................................... 12

Vacancies and Tempora ry Personnel. ..................................................... _ ............. 12

Section 9 - Union logo ............................................................................................... 12

Section 10 - Public Notice ............. ...

Section 11 - Use of A6ency Reporu, ..

SKtion 12· Job Postinss .. "".

Section 13 . Cont'actlng Out ... ,

ART ICLE IV· STEWAROS

Section 1 · Union Omcel"5 ........ " ............... .

SeClIon Z - Numl>ero( Sleward ~ ..... " ........ ... ... .. .... ..... .... .

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SectlO<l 1- ReiNS'" TIme ....................... __ .................. .- .................................................. I ]

Sect iool4 - Advance Notffic>otlon flclore l eaving WOlk loc~tlon ................................. 14

Section 'io - Rf:lu,,", Tim.., ...................................... _ .......................... .. ..... .. ... 14

Secl lOfi 6 - DesigMled Union Spac ................. .- .................................. .. .. .......... 14

Pilge 1 01 76

Cl~ 'fof Palo AI~o ~nd SOU t0C31 S21 Dec: .. mber 1, 2013-llI!cembef 1. lOIS

Sed io n 7- _._._ ....................•••••....•.•.......•...•............................•..........•... p ••••••••••••••••••••••• 14

flRTIClE V· REDUCTION ~N ~ORCE ................................... ...... ......................................... 14

Se~tLon 1· Attrition . ....... .

section 2 - Advance Noti ce.

Sect ion 3 - Order of Laval!.

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Sl'(;tion 4· Seniority/Bumping Righ ts.

Section S - Re-Employment List ... .

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S&l.iun 6 -Sick leave BaIJnces ............................ _ ..................................................... 16

Sect,un 7 Hourly Employees Performing Outle~ .................... _ ................................. 16

ARTICLE VI _ PERSONNEl ACTIONS ...•........................•.. _ ................................................... 16

Section 1 - Probation ..................................... _ ... _ ..... _ ....... _ ......................................... 17

Sf,ction 2 - Personnel Eval ... atl ... ns ............. _ .. _ .. _ .. ____ __ .. _ ...... ............... _ ...... ~ ........ . " ... 11 Section 3 - Permnnel File'S, .............. .

Sect ion 4 - ReleaS-E a/Information ...

Sect ion 5 · Promotio",,1 Opportunities

Post ing, ..... ",',,, ..... ,, .....

Interna l CandidJle Eligibility ............. ........ .

Selection _ .. __ ................................. , ...... .... ... .

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l8

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Ret:ommended Candidates. ........................... __ •.... _ ............................................... 19

Seniority ......................... _ ....... , ......... _ ................. _ ...... _._._ .......................................... 19

Appointment_ ....................... , .... , ............................................................................ 19

Violallons . ... ... ... ... " ........ , .... , ............. -Section 6 - Right!, ....

Sect ion 7· Apprentice pos itions,

~tion B - Rotation ......... " ................. ..

ARTICLE VII · PAY RATES AND PRACTICES ..

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_______ ....... ........ ........ , ..... " .... "" ........ . 19

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Section 2· Step IllCfeasel. .................................. _ ...... _._ .................. . .. ........... 20

Section] - Working 0\11 of Cla5SifIClltlon ........................... __ ....................................... 20

sec,io" 4 _ C13ssinut lon Ch ... nge~ ........................ _____ .. _._ .................... _._ ...................... 21

Section S - Redassiflca\lon Re-que~U ... .-_ ., .................. ____ ........................................... 21

Se!:tivn 6 . Advance of Va(.lliion Pay. ....... .. ........ ___ ................. ' .... " ............ " ............ 21

Page 2 of 76

Otv Qf PaloAllO and SEll) loul Sll DecemlH>r 1. 2013- Dec:ember t, 2015

Sewon 7 - ~gnrTloO!nl lO a lead Poilli(m .•.•.....•. .....•.•...• _ •....•......••...•..•••. _ ................ 22

Section 8 - Total CompeM;llion and Survey Datab<J ......... . _. . .... .............. .. ..... 23

ARTICLE VIII · HOURS Of WORK. OVERTIME. PHEMIUM PAV". . ........ " .............. 24

Sect ion 1- Work Wee!: and Work Day . ..... . . . .... .. ........... ....... 24

Se<:t ion 2 - Overtime Work ......... ................ . . .. ............... . 24

Se<:tIoo 3 - Work Shifts . ....................... . . .......... 25

Sec:tion 4· Cily·P"id Meall . ........ .... .. . .. 26

Emer8eocvoverllmt: meals .... ........................ .. ........ _ ........................................... 26

Non ... mergency oV€<'\lme mealS. .. .................. _ •. ___ ... ___ ........................... , ........... 26

Eme'ltency overtime me"l~ tor Public S31ety Oispatchc..-s.. ..................... _ ...... _ ...... _ 21

Non·emergency overbme meals for PublIc Salely Di'Patdle<s.. _m ...... ' ........ ........ 28

5~tion S· Break Period) .....

SK\ion 6· Clun·Up Tlmt ..... ....... .. .

Se~tion 1· Standby p~V. C~I I Out Pay

Standby Compensation.: .... ... , .... ,,, ... .

M,nimum ca ll-O<Jt Pay .. " .............. ..

S@(:tion8 - Night Shift Premium, ........ ..

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.28

.. ZB

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Section 9 · Bilir>gual Prtmlum .......................... _ ...... _ ............................................ ....... 29

Seclion 10 · CommunicatIons Training Office. (CTO) Compensation ......................... 29

ARTICLE IX · UNIFORMS AND TOOL AllOWANC[5 ................. __ ... _ .................................... 29

SectIOn 1· Uniforms .................... , .............. _ ................... ............................................. 29

SeCllon 2 - Tool Allowance ............. , ................................. .............. ............................... 32

SNtion 3 - Shoe Allowance .................... .. ." ....... " ......... , .. .. " ........ 33

Section 4 - Cect i lic3tioos. " .............................. n

Section 5 - Weather Protec:lion ... ..

ARTICLE X · HOLIDAYS ........ " ............ .

Section 1 · fi~ed HoHd~~ .. " ....... ..

Section 2· Pay for f iKtd Uolida'(l ..... .... ..

Se<tion 3 - Work on f ilttd Holiday~ ........................................................... -

Sedion 4 - Variations In Work Week. ............. _ ........................ " ................. -

se~lion S - FloaliflJl Da~ 011 ........................... ____ ................. _ ........... " ..... _ .... , ..

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ARTICLE XI - VACATIONS .. ".................................... ____ ................................. " ........... 39

~~Be 3 of 16

CIty of Pa lo Alto and SEIU Local 521 December 1, 2013- DKembef 1. 2015

Section 1 _ Vacat ion "e(rUlll~ ........................................ ............................................. 39

5«tio .. 2 - Holid~y F~lIinl Durin, V~c~tlon ..... ...... .... .... ........................................ .... 39

Sfoction 3 - \\In~ss Dunn8 Vac;ntion . ......... .......... .......... 39

S~ct ion 4 - Accru~d ViK~tlon Pa~ for Deceased Employees.

Sect ion 5 - Effect of hteoded Mi l,tary Leave.

Sect ion 6 · Vacation a t Termination .

Section 7 · Vacation ~sh OYt. .......... ........... .

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'" '"

ARnCL£){1I . tEAVE PROVISIONS .................. .. . ................. ............................................. 41

Se<:tiQ.n 1- Sid leave ............................................ ....................................................... 41

Section 1 - Bereavement l eave .................................................................................. 42

Section 3 - MilItary l eave. ..................... . .................................................................. 42

Section 4 - Leave Wltl>out Pay. .......................... . .............................................. 42

Disability.

Family leave.

Other Le~ves, " ....... SKtion 5 - Jury Duty and SubPO~nIIs,

SKtion Ii - nm~ alf 10 Votl.', ................... ............ ..... .... ..

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. ...... 42

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Section 7 - Disapproval of leave of Absence. . ......................................................... 43

Section 8 - I'er-.OIlal Businen le,ve Char8eable to Sick t ed"". .. ............... ............... 44

Sectioo 9· Ret urn to Assignment ............................................................................... 44

ARTICLE XIII · WORKERS' COMPENSATION INSURANCE ............................................... 44

Se<:tlon 1 - Industrial Temporary DI$.3bllity .................... ...... .... .................................. 44

$cction 2 - Vocatlooal RehabHiMior'l Benefit. fOl Perman .. nti'r OI$.3bled Emplovees, 44

ARTIClE XIV - BENEFIT PROGRAMS"...... . .. ,', .... "....,45

section I · Health Plan .... " ......

Activ~ Employees . , ........ ' ................. .. "

.. ... 45

Hullh Man Cov .. rilBe for r~t\lle R~tlrl!i!s Hired Before bouarv 1. 2005 ................ 45

P[ RS - Health Benefi t VHtlRij For fulure R"ti~s Effective J<I'1uary t . 2005 ......... 4(;

~rage fo. Domestic Parlne. s. h ........................................................................... 46

Ah .. mative Medinl Benefit Program ............... __ ...................................................... 46

Se<:Uon 2-Oental Plan ....................................................... _ ............................................ 47

SE-cUon 3· V~ion (lfe. .. ........................ ........... ...... .................................. , ........ 48

Page 4 of 76

Dtv of Palo Alto and SElU loul 521 Oec(!m~r L 2013· Oec(!mber I, 20lS

Se<l ior> 4 - l~e mLll"imu .....•..•.........•... , .......... ... _._ .... _ ......................... , •.. ,_, ..... .., ... 48

Sl.'<lKm '>- l0l18 T e.m OI5ilbllttv Ills ulllJlte. _ .. ..... ....................... " ... ,." •..... 48

51.'<tion 6 - Effl.'<tM Date of Coverll8~ for New Employee ~, , ........ ............. , ............ 48

Se~t;on 7 · Dual Coverage, .. ", ........ ...... , .. .. 48

Section 8· [)f,ferred Compensation. "" .......... ". 49

~tion 9 - [)f,pend~nt Care Asslllil r>Ce Program, .. , .............. ........... . .. $I.'<IIOJIII0 - Train,ng Pro&rlm ~ ..... " ....... ...... . . __ '-_ ....................... " .. ........... 49

ARnCLE 'l!of - RfnREMENT .................................. _ .................... ... ~ ........................... 49

Sectkm I . PERS Continuation ........................... _ .. _ ................................................ 49

Pcn!.ion Group ,,: 2.7%.55 .............................. ........ _ ........................ __ ............... 49

Pension Group II : 2.0% (§l6O- ............................................................................. 49

Pemion Group c: 2.0% tt 60 - 13 Higheil y(>;)rs). .. .......... ....................... ........ SO

Pernion GrO<lp Do 2%@162. , .... ,,, ..... .... ... .

5.ettion 2 - Employee Share ...

Se ~tion 4 - Utilit y Rates Discount.

ARTICLE)(VI - COMMun IN CENTIVeS AND PARKING ..

Soediof11 · Commute In«ntlve, ....... ................. __

CM C Center Parkin&- ....................................... .. ............ ...

." .. . SO

.. ... SO

" ..... " . SO

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.... " .... " .......... , SO

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Carpool. ____ ._ ...................................... _ ............. ............... ......................... , ....•....•.. 51

lIicycl". .. .. _._ ........ ............................. __ .... _ ............... __ .................................. .......... 51

W~lk. _____ ___ __ .. __ ..................... , ....................................... __ ......................................... $1

Transit or vanpool use' !>' ........................... .............. ........... ..... .............................. . $ 1

Sed lon 2 - Parkil1S lot 5.ecu"ly - Munklpal Service Cent.... . .. ...... .............. .., ..... .. 51

Section 3 - Bicyc le loci<l!rs and Motorcyc le Parkillfl

ART ICLE XlI II - PHYS ICAL EXAMINATIONS " .. ,

MTICLE XVIII-5AFEl'r .... .. ', ........ , " ......... .

" ... " ........ 51

~tion 1 . H""lth and SJlety Provision., -- .. .. ........ ...... , ..... .. " ...... .

",51

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Section 2 · Union Coo~ation, ............ ... ....... ....... ..... ..... .. .- .......................... 52

Section 1 · Safety Comm,ttee, and Oisputes •...................... _ .............................. h ..... 52

ARTICLE XIX - GRIEVAHCf and APPEAL PROCEOURL ................................................ __ ... 53

Section 1- G"""ral Prov1~OIls •. __ ............................................................. _ ............ ~. $3

Section 2 - OeI;n~l iOlls.. ........ ,,_ ... ,_ ............................................................................... $3

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City of Pal() Alto and SEIU l ocal ~1 1

December 1, 20 13- DpCf'mi>er 1. 101S

Sfftion 3 Co nduct of Gri~ va r.ce Pme~d~ re or App<>J I of Discip li nary Action Procedu re....... .... ... ... ...... ............ .. ...... .... .. ...... ........... . ....... ... .... . . ..... 53

Section 4 · Gr1evance and Appeal ~ro(C d ure . ..... .... ..... .. .... .. .. ... ........... ................ ...... . 56

Step 1. Informal 01''''' ' ';00 ..•....•••....•••.............•.................•.•.....•.................. . ...... 56

Step 11. If the &rlevance IS not rl'~IYCd .......•...... _ ............................................... _._ ... S6

Step Ill. If l /"Ie &rlevilnc~ 01 appeal 01 diS( lp lina ry iI{tion Is nOI resol\lE>d .... _ ........ __ . S6

Step IV. ~ t l"le griev" "t~ Of appeal of II,S(.plillary act ie n i. not ruolYed at Step II S6

ARTI CLE XX · UNSATI SFACTORY WORK OR CONDUCT. . ... 58

AND DISCIPLINARY ACTION ........ ... .... . . .. !>S

Sed Ion 1 · P,elimlnarv Notice of DlocIp llne .... ........ .... . . ..... 511

Sect,on 3 - Appeals . ...... _._ ........................................................................................... 59

ARTICLE XXI NO ABRDGAnON OF RIGHTS •••••••••••.•• __ •....••••••.•...•••••••••••••..••.....••.. _ •..•• _ •••. 59

ARTICl[)(XIi . OUTSIDE EMPLOYM ENT ••••••••••••... . .. .. ...•... ...•.. ...••.••• , •......•..•......•••.•.•... . 59

ARTICLE XXIII - WORK STOPPAGE AN D lOCWlTT5 ,

ARTiClE XXIV PROVISIONS OF TH E LAW, .•... ,

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... ,.". &0

Se<:tio n I , Con/<;l rmity ~nd Separa bili ty o f P lovi ~ i on~. . ..

Section 2. MCllt Rule~ " nd Regulations ..... ..

". &0

60

Section 3 · Reso lutio n_ ... _ ......... ............................... _ .......... _ ......•••......•......................... . 60

ARTICLE n:I/ . COST REDUCTION PROGRAMS ................................................... ___ •.....•••.. 60

ARTICLE n:l/I - TERM .. ........... .. .............. ... ...... .. . . ......•.•.....•... , ..... ... ................... . 60

Appendl_ ·A· .... , ... "

S31a ry I roo ea.\es an d Sa lary S<;hedule , .•. ,, '

Al'I'ENDIX B, APPRENTiCESHiP S, .... •••• "" ••.•

APPENDIX C. AlTERNATIVE 4/ 11 WORK SCHEDU LE .. ................................... ..

" ... . ' 62

,." .. 62

.., . ,. 63

.. .. .... .... 65

APPENDIX O· DEPT/DIVISION ClASSIFICATION WORKDAY OR WORK ...•..•••••..• .•••..•.•••• _. 66

WEEK VARIATION .........•• ___ ............................................. __ ••....•••..•••••.••.•••••••••••...••••....•••. 66

APPENDIX E. IN-LIEU PR[ M IUMS .. ..•.....•.••••••..•........ ..........•.........••••••••••. . ........ ....... 71

APHNDIX f , COMMlJ NICATIONS D!V~ ION P ~OMOTIONS .. """ ...•. ,, •.. ..72

APPENDIX G. SIDE LF.TIER REGARDING - RECOVERY Of CITY TRAINING COSTS . , 13

APPENDIX H. RlCOVERY Of TRAINING INVESTM ENT AGREEMENT .,., ••••• ,', •. ,' . , 7S

Page 6 0176

Citv 01 Palo Alto dnd SOU LOcal 521 ()e(embt'r 1, 2013- Decmlbef I, 201S

lOU-20lS MEMORANDUM OF AGR EEMENT (Ity 01 Palo AI10 ;md loul 521, SEIU, CTW

PREAMBLE -

Thl5 Memorandum of 1I,g'~em~nt Ihe re lnafte, "MO/\' is e" INed Into bV the City of Pa lo Alto Ihe,ein;,fte, referred to as the 'City" ) and (oca l 521 Service Em plo yees Internation<ll U<1iOl1 , OW Ihe'elnaher referred to a< the · Union"). For tile purposes of thl! MOA "emplol"'e" shall mun In emplo.,...,e US'&fled to a d uslflca\!on w,th in the SEIU G"<1!'f31 Employee bargaining un,c lhl~ MOA is purwant and w bje<t to SoectioRS 3SOO-3510 01 th .. GO\Iemment COde of the State 01 Californ'a and Chapter 12 of th-!! City of Palo Alto Merit RuJ.e5 lind Re,ulatlOn!..

ARTICLE 1- RECOGNITION

$Cctlon I· Re{ognitlon. P",suant 10 'ie( tions 3500· 3SlO 01 the GOIIl!mme nt Code of tr-.e State of Ca lifornia Mid Ch<!pll!f 12 01 the City of Pilo Aito Mp.rll System Ru les and Regu laliom, Ihe City recognllU t he Union as the uciu,ive re prele nt 3ti~e 01 a representat io n unit wMlst ing of all regu la r lull and part-t ime employees In the , Ialsifka lium listed in Appendix A ~lli1ched h~r e\(>. This uni t, liM<J11 10' purposes of Ide ntification, ~ tit ted the S[IU General Employee\ barga ining unit (he re lnaher «Genefal Unin.

SedlOn 2 - Protect,o n of Unit No suvervl~r will perform Ihe work 01 ~n employee in lhe General Unit provided that there Is an .. mploye .. avaiJ~b'" who regula/Iy vetior mi such work. This doe~ not pr('dlJde a suvefVi~r from pe, lorming wor k 01 a minor nalure or during bOfla fide ~me rl!~nde~ or 00 I standby slatus when wilh"i and qtli"ll,fle-d unll employei'S do oot live within a rr.asonilble lespo~e time of l M1r work Iuc: alion. Supef\'l~ry perwnne l sha ll ~ cl tled out t o pe,fOfm unS<cheduled work only when SEIU Genera l un it emplo~ees ~ r e "naval lable to pe,furm such work or in (ues of bona fide eme'8~ nd",s as defi ned in Art icle VI II, Sect ion 2. In cases of bona fidllllmer8e ncles, SE IU Genera l lJn i\ employees shall bI! ca ll ed out t o complete the necessary work afler the 1m nwdlate emcr~ency situation has been r eas.cmab l~ contained.

ARTICLE II · NO DISCRIMINATION

5ec1km I - O'5Cfimlnation. The City and Union a&<ee Ihat no person employed by o. applying for employme<ll hereto snail ~ d l:s.crlmlnaled against because o f .. ce. religoon. creed, polilKal affiliallon, w le" national ofiB,n. anc~trv, Un iOfl acuv,ty, .. se, disabililV, sexuill orientation, or Rende •.

Page 7 o f 76

-Ci ly 01 P"lo Aho and SElU Local S2 1 Oe.:em~ 1, l013- ()e(:embel' 1. 20t!>

Se1;lipn 2· Risht 10 Jojn the Union, The City and the Union ,,£ree 10 prOIE'(lt~ rights 01 all employees 10 e~erclw the" frll!ll! ChoKe to )ointhe Union and 10 abide by the express prOVisions of appH<;ilbl~ SUl e Inr;llo(alla ... s.

ARTiClE Iff - UNION SECURITY

S!lctioo 1· Notice. When a person Is /I lred in any of the [Over~d job clanin cations, tnt CIIV sha ll oolify t haI person Ih~1 the union I. the r~cognl,~d barsalnl"8 representative for the employ~ and gi\Oe Ihe employi!e ~ current copv of the MemOfMdum Of Ai'I!<!!n1<!nl. When .. groupemp~ o.ief1taUon is held fOf ne ... employees of the !Jarg"inl.,. unit, a union represf1<'tathre may m"ke" pre:;enUtion 10 wetl IMrcalolo/! unit empf~ for the purpo:;e of e~plaiOl'" malleu of represent"tion. The ple:;eolallon shall not exceed IS minutes.

SectiQ!J 2 . Ntmcv ShOD.

I) Every emplo~~ in the bargaining unit cOV1!red t7y this Memorandum of Agrl!<!!""",Ol shail:

1) rem~in it member In good standing of the Union; or

2) pay to the Union it monthly servial f~. to be set by the unIon in ~ccord!lr,.e with applicable la .... 10 an amount not ta exceed the standard initli tlon fee, periodiC dues, _nd genei'll assenments of the organil~llon; or,

3) In the CiJ5e of an empfaYII!II! who certil ies that he/~he Is i member 01 a recogniled .elI8Ion. body or sect which ha~ hlsloriully held consdent1aus objection \0 ja1nlna or financially support ina publlc emptoyH org,nil:Bllon., pay i charlt~ fee, equal to Ihe servi<;e fee, to .. nan .elillou$, nan-labor ct>il' itable fund uempt from 13uliOllun<ier 5~lion ~D l (c)(3) ollhe Internal Revenue Code, cr>()1.en fram ane 01 the followin8 three charitable organizaliGO$ agreed ta by the C i t~ and the Union (or an~ s ~"e,,,,,

o'Hanization(si itgrt'ed ta b~ the Cit~ and t h ~ Union) ,

United W~y of CB llfornla Cammunit¥ Health Charities En'liranmental federi tloo of C"tiforni"

Union members may decl<lre Iheir Iflle-nllon 10 terminate Union memberlohip bv regi~tered letter, return recelpl reque"led, lO the Oi.eclor 01 Human Resources and Ihe Umon only during Ihe 30-day perlad between 60 "nd 90 daY! befa.e e~pl,allon althe MOA.

Paae 8 af 16

Cltyol Palo Alto and SEIU tocal 521 Dw.rmber 1.1013- December 1. 2015

b) Employees who ,ne n~ly hired Into or who join th~ barialnlna unit shall elect one of the above payMlmt deduct ion a~tions by completl'"'ll and sl.IbmittiOB the Employ£'£' E I~cllon form within Illlrly (30) calendu days of bel .... hired inla B

d.mificat ion covel~d by thi s MOA.

c) To q\Ja lifylor deduction of tfle Ch~r i ty Fee. the employee must cert ify to Ihe Union ~ nd Cily thaI he/sr.e is a mel"ber of a bona fide re ligious body or $ecl thaI has hl~toritally he~ c.onKlent lou! abjection to jo ini ng Of financially wppolling public employee {)(g;ilnilations The employee is lequired 10 wbmil 10 the City and the Union a notarized letter slined bV il> official of the bon~ fide fell,lol>, body. or sect certifying th~t 1'6<01\', membership_ Upon ,eque>t. Ihe City shilll prowide 10 th" Union a r"port 01 payments made by employees Ihal qtJ~ljfy fOi the Charity fee OPOOI> In thi~ sl.Ibs&\iol>.

d) ll>e deductions in Ihis Setllon sMIJ nO! ~pplv during ~ny period ...mele iln employee 1$ )1> an unpaid status.

e) Invo luntary Service fee Deduction P'OI:eso: The City shall deduct a service ft'!! frl>rTl the ,""Iar)' of each bargaining unl! member who ha~ not ~ut horiled a dues deducti o n, s.eMce fee deduction or charity fee in writing within the Ume 5tated in th is Sectioo. above. The Union certlfl~s Ihat it has consulted with know ledgeable 1~lIa t couns.el Md ha$ therebv determined that this ;nvoluntaf~ SeNke fee dedutlion p.ocen "'t;,f~s al! coO$tltuUonal ind statutory requi • ..rnenu.

II Agency shop may be resdnded ol'lly In a((Ofdance With me p roviSIon o j Slate law.

II IIlIjemnifi<.illlon, o..fense and lIold lIarmless: Union ag't'!!S 10 Ind"mnilv and hold harml"ss the City and all ofr"'ais, "mpioyees, lind agents aUing on Its behil", f.om any a lld all claim" acllons, dilmages, costs, O. e.p"1lSeS intludins all attorney's fe-f's and Cosh of defcnlo!! in actions against Ihe CiW. lis official" employ~s Of &gellts as a

r@5ult of ~ctions I.ken 01 not la~en by the CitV pu"u~nt to the A2ency Shop Arra ngement.

hl Sign -u p fo rms for deduction of union due., "" vice lees and Ch81 ity fees sIla ll be p.ovided bV the Union and a~proved by the Cit y.

Se,tjllO 1- Pocument~tion.

The City \hall wpply the Union With ;

ill a ITIOIlthlv ~e<Cl ronM: file of the ~~, m~mb"'/lee payer dl'Slsn~hon, addr~s, (~S5;r,calio"" monlhlv bil$(' pay, pay period numlM':f, Committee 01'1 Polit,ul Education !COPE) lISted s.epa~lelv Ind lUI lour digits of the ~I Stcuflly J'lUmbtr of all bargainlns unit employee5 eKcepl those who fi le w.lttl!'fl nalice with Ille

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Human Re-sourc".s Dtpartmt'nt objrttlnll to relt'ast' of ilddrt'$S~ In which Qse In'orma tion will ~ tran~mi1l ... d wilhom address: ,lnd

b) a list of bargain ing unit new nlrl!5, t ermlniltions and ret irements which occurred dur fn8 the prev ious monln.

The Union sha ll supply tnt. City, and as app licab le, the emp I O~"5, wit h cIocumentation requ ired by GoV!!rnmenl Code ~ction 3SD2.S If I.

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City of Palo Alto and S£IU lou l S21 oecember 1, 2013- Der:embf!r I, lOIS

5«tlon 4 - p;ryroll PedlKlion. The Oty sh~11 deduo;1 Unio n member1hip dues, ~rvlc"

lei's, charity leN, and My o thll!r mutually agrell!d upon payroll deduction, which may iMluu volUntary COPE ch~k· off. from the bl·w~k"" pay of barga;nlns unll II!m~loyees.

The duu/lees deduction must be authorli ed In writing by the rmpioyce on a ~ authorization torm accepla ~e to the City and the Union, except as provided In SKt ion 2Ie ), abo~e. The dues deductlo" form shall inclu de a ched box for those e mployeu wtJo wish the Union to reuivt! notiflca.tl<m in the event of unsati dactory wor~, co ndu ct, Of dilcip li" ary acb:m take" pursuant to il.rlicle xx. CitV sh,1I (emll ll\e deducted dues or f~ 10 the Unio" ~s ,oon as ponlb~ after deductio".

Stctjon 5 - IkI lielin lI9""d) and Qto30 menlal Mail. The Union ,hall have access to Inter­o lfice mail, exi~t"lfI bul~ln I)o~rd~ In uro,t emplo.,..,.. work ill"@ .. s,and e.>dilln. Unlon · ~Id te1epi>one answerioa device for Ihe pUI"j)05II! of posting, Iransmlll'"" or dls\rIbut!ng notice o r .. nnouncements Intluding notices of ,oclal events, recrNlional ~e"ts, Union membership meetings. re sl/lu of electlOfls and re pOl"ts of minutes of Union meetings. AnV other mater..,1 milS! have prior ap~fUval of lhoe Human RE-sQurcl!S Qllite. ACIIOI> on approv~1 will be taken within 24 ho .. rs 01 submi!;sion. The lmion may $end emDB rrK>ss;sges onl~ for the purposes set forth ~bovt. The IT Dep~rtmlfflt wi ll mainta in the SE IU list ~nd keep it current. Th~ Union 3CCe$S to e mail is baso,d on \~ lo ll owlng co nditions: 1) e mails to the SE IU li st wil l be copied to the Human Rewurce Director at distribution; :I) e m 3ili to til e SEIU lisl wi ll Dilly be senl by the SEIU Chapler Chair, VIce Chair. Ch ief Steward (5) or Secretary, 3) a mlu lmum 01 52 e mail, may be sent pe' 1"'3r and 8 ma.imum of 12 emails may be ~nt b'( we ,flU ChapterSecfeUiry.

5«tioo 6 . Accen \0 Vnlo!! RePle)£'!!@liw. Repre:>entalives of IN! Un,on are autho ril ed access 10 Cily work locat,ons for the purpose of [ondudilljl businen within Ihe scope 01 repr ...... nliltion, p'ovtded that no disruption of work is involved Ilnd the buSll"ll!U tfilnSilctt'il Is other t!>an ,ecrultlng o f members or collecting 01 due5., il nd the represe<ltalive must lI(Illfy the Huma n Resource~ Department Olliee p' ior t o e n te,lng the work location.

5ec!km 7 - Meeting P!aceii. The U ... lon shoa l! have tbe ri~ htto re ... ,vc CltV mee ti ng and co nference roomS 10( use durin/l lu nch period. Or other non -W(l rklna h.oUfS. Such meeting places w ill be made avail~bl e In conformity with City·, regulations and subje<:1 10 the limitations of p,ior commitment .

Section 8 - f\j<J\if jcati<>!, to Ihe Uni on.

... G_r.d. The Union shall be Info rmed In adva rou In wrlt,n& by Management before any pfOposed changes not coII('red by thl~ Memorandum of Agr~nt

are made in be-nerots. wo. kif18 conditions. or otlter term. and conditiOnS of employment which lequire meet atld conler o r meet and consul! po"oc:ess .

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ow of P"loAlto and SElU l<>GI1 ~21 Detembef 1. 2013- [)e(:emt>er 1. 2015

b, ChanaI' in City' s Finand ~ l Slt u ~tion. Should the City's flna ncla l ~Ituat i on

deteriorate and the possibi lity of layofh r~ sult. the City Manaser will !l ive prior notice to ind consu lt with the Union priG< t o r~commendlng any layoff, to the CityCoutlClI,

c. Vaaoncleund T en1por~ry Pl'rwnnet. The City agl"ef'$I0 notify SElU locat 521 In wrltona wt>l'n any Irreill"" , temporary, hourly, provisional, spl!(lal o. ext ... h"lp emplo>!ee who consi~~ntly p"form~ work typical of the SEIU loul S21 bugalnlng unit ucH'ds 1,000 hours of work within a 18-month ])erlod. The Crty ~gr~M to notify SEIU l oca t SU ln writing wrnon any poslUon <ovtHl'd by this agreement I! le/t vacant for mO'e than 60 day" Through a separate meet and tonier proccu, the City and Union will develop a way to conVl!Tt Io"!l term, ongoln& tempor;lIy-hourly positions to regula. status. The Ow Ind Union will meet and confcr ~g3rding wages.. beneflu and terms and com;IIUons of work.

Secti9n 9 - Union l ogo. All materials and documents produced on lief< .nd metal plates, byth" Coty print and reproductIOn shop, ~iIIl tarry the Union label on ttl!! Insode of COV1'n or lit~ pages III ac( ordan<~ with ( u!.Il/mary printing tr~des practl,e~.

Se<;ti9n 1Q- publ ic N91ice, T~t City s ~ 1 11 mike ava ilab le to the Union, In a tImely manner, COP~5 of all Cay Council me~ tlni agenda!, minutes and !>I:hcdule of meetings. TMSI! mat eria lS wil l t>e avai lable online ~a the City', web';t e,

Section 11 - Va or Aaency !!eoora. Upon rtquest, the Otyshall provide to the Union .eporn. by~rlmenl on the ~ of agency temJ)Ora~ filling .ep.esentatlon unt! yaUnl J)Os' tlOI'IS, 0.- doing WOIk !.Imllar 10 that of r"pr"'"'-"'tal lon (.Inlt dassiflutioM,

Section 12 - Job pO$t!ng~, The Citv snalllncorp<Jrate t~e requirements of this Artic le when pub ll(liina Job 3nrmu n<ements for Classifica tion, covered by t hiS Memorandum of Agreement,

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City of Pa lo Alto and SEIU local Sll [)e.cembcr 1, 2013- Oecemb('< 1. W I!>

x q lon 13 - CODlmJjns OUI. The City It>rougt> the labo, managemenl p rocess will kepI Ihe Unio n advised olt t> .. \ tatu! 01 the blJdgel p rote", inc ludlnR any fo rmal bud,el propos;ll involvtne tM cont racting ou t of SEIU blIIlainine unil .... ork traditlon.ilily performed b-y bargaining un it member! at Ie~stthirty (30) days prior to I t>t r~ I~~~ (If the City Manager' ~ prOp<:lsed budge t. The City will notify the Union In wriling a l lu~t

ni~ty 190) day. prior to contr acl ln g work which has been traditional .... performed by bir8a infl1g unit members. where rou ch contracting will resu lt In layoff 01' pl!rmBnent red uction in hours. W,tllin the ninety (90) day period of (O!1 tracton8 OU I, tJoth parties ma y offer alternatives to cont~Clln8 (HJt and meet and COfIfer on the Impact 01 ,,"ell contradinll 001 of a bargaining un,t employee W(Nk. The City will n"tifv the Union In .... roUnw; when conttactlO,R "ul wor~ wt>let> has been lrad ltionallv pel formed by bilrl~nlll!l unit workers, whe,e SIKh tontrawnll oot 15 expected to repl.tte a laid o'f ~rsaini"ll unit pmlllO!'1 th~t h.s b~ eliminale<! wilhin ninety {go} days prlOf to Ihe date of Ihe planne<! contract work. When fe~!-lb~, Ihe City win prQIIlde suth nOlic~ prior lothe beginning d~11! of the pl.nned (ontran work. n.... Cily .... ,11 meet with the Union upon re1lu,"sll0 dlstu~s IIhemall .... s.Thlspr.w;sion doesnotapplytothelfll.fII! 01 t~mporarv vOI( andes 01 twelve (12) months 0 ' less dur~tion. The City will provide Ihe Unio n with ~ biannua l list bv department Of all wntriKt workers or vendors .... ho ~re contraoted by th~ City who perform work for the City. Th~ City will make a rnsorJab le effort to Ident ify the names oflhe ~endors on th e list and the nature of th e work pro.kJed by each vendor.

ARncu: IV - STEWARDS

~Ion 1 Union Officers. The Union ;If,rees to nv \ily th'" Director of HUn'IiIn Re~oorc:a of Ihos.o. individuals d6ignated a~ Onion offlc:en and st~wards wtlo receive and Invesll,al," griev~nces and represenl e mployees belou~ MiII\3gem~l . Allern.ilt~$ m~v

be d61gn.illed to per/orm steward functions durinll lh", am.enc~s o.t ul'liWllbbllity o l lhe Sl~ward.

Stctipn 2· Number of Stewards. The number of .Iew.rd . d<!si2nalfd by the Union ~t a given time shal l no! exceed thl'ty ,flve (JS).

Sedjon 3 - !telease Tim~ . It; \ as reed IM at, as long as there is prior notice as ~pec ifi ed

be low to tM SupNvisor with no dlvuption of wuri<, stewards sh;r ll b-e al lowed rnsonablt release time ~WilV from the, ..... o.k duti es. without loss 01 P'V. to represent i unit emplov~ or emplo~S<ln ,.Ievances (lr mattelS wilhin the SlOpe of repre~nt~tiOl1, incl ud ing:

a) A meeting of the steward and an employee, 0' empl<>yees of lhat untt related 10 i

gflewance.

b) A me-e ting WIth Managemenl .

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City of P~1o Alto lind 5[ IU Loc~t S21 DE[ember " 2013· [>e( .. mber 1, 20tS

<I Inves!lgstK\n and preparation of H.le~an[n ,

G";"vances may be tran:;mitt...d on Otv lime, All s t~ward re~use time shall be reP<l,ted on time cuds.

Section 4 · Advance NorliCiltion Before leiv!l\K Wofk Watlon. The Unlon ... ~ that the slew" d lhali l ive no ~ than o ne 11) lull busln~ day advance not;foQl lon to his/her supervisor belorr leil"lli"ll the work location, e><cepl In those cas.e~ InvolvinH an unlor~eeal:lle Clrt: umstanc .. 11>31 requ ires Immediat .. union rep.esentatlorl where advan ce not ke [annat bI! ~iven or when t he relevant 5uperviwr oth~rwis.e allows Ie" notice, A . upervlSOf may deny , ueh a ,equest for reieas .. from duty II the "ew<lrd is

nee<J ed ta ensure fl'al time <l<! liYery 01 s.ervkes that the steward provides lor the publ ic or Inte<nai City customers and another I'mploy~ who normally plov!<les1iuch ,er".;u.s IS nol av"il"ble on a , !r" ight tim .. b,osis to relieve the , teward, o r in a bonl fide efTlllflency. If such dl'nial otaJ rs, tl>e union may reque.t the re lease of anothe r o r Ill; d <"SJgoated stewards 10 JWrform the rep~ntallon dutie. Involved. Suc;h request shall be proc:eued In accordance with the \trms set forth in this Sl'(tion e)<Cept thill lhe re<juirement lor a lu ll b""i"",,, day ild~ilJl[e fIOtKt to Iht r .. plilcemen t rc"r"~!ltative'l superviso r w ll not apply, Noth lnH here in snil ll precl~ the Cltv from reSt:heduling. meeting It hBS Khedu l .. d, to fac il itite the atll'nda flCe of iI Itew~rd who has ,equested rele ~le if, in th e Ci ty' s judgment, such change ca n b~ undertaken without undermin inH the obi~tI~1!S of the meeting.

SWIO!! S - RelUK TIme. Tl>rel' Union offlcen, who ar .. C.tyemploye~ shall be allow«! a reason~ble amou nt 01 release time off IOf purposes 01 meet'ng ~nd conferring Of mer!ting and con,ult lnH on matte. s within tl>c stope of re"resentil! ,on. All stH;h time w,1I be reported on limN~rds .

Sect ion 6 · Ds;sIR031ed UniQQ SDilC~. Union stewards may utilil e space in ilssisned d~sb far ,tor38' of Union material s, In the e~enl .tewards ~ re not ass lsned d .. ,ks th e City will provide Jocker ",r other mutua lly ilS,eea l.>le space 10 ' 'toraK~ 01 Union milterial,.

Section 7· y nlon OfrKef'i and ~Iease nroe. s,~ un,o n officers. wl>o I'e City employee< .hall be allowed a r .. a....,nabl .. ilmo"'llt of release tim .. off for monthly l.3bo. /Manalement Meetings.

ARTICLE V · R(OUCTION IN FORCE

xel ion 1· Alllll loo. In thl' I'venl of reduction, in lorce, th"v sha ll be accompli shed wherever p(lSSlble through .ttritiun ,

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Citv Of Palo Alto and SE IU Lo c~ 1 521 December 1, 2013- ()e(:r.m!Jef 1, 1015

Section l · Adva nce Notice. When the City determlrieS that layoffs are imminl!nt reJulting from ,eduction In lo.ce within tile replestntatlon unit, Ille City willgiY't' the Union soch advan ... noticr.;u i$ , ... sonable under 11>1' cir(um~anct$.. The notlcl! will indicate the dep_rtm"nt. ~ n d diviS ions which will tH: affected and Ihe c irwm.t~nce.

requiring tilt! lavoff •. nil' City will furnl.h the Union with i current repre~nlation unit ~nlority list with notICe 01 layoff

S'-'<:tiOn 3· Order of Layoff. If the wort fo.<ce i, ,f'(j~ced within a depart~nt, dlv i.ion, at office for .e~ ..... , of dian!:,! In duties ororl:anilation, ~bolition of po5ition, ,hortage: 01 wort. or lYnds, or completion of wo. k, employei!. with the shorte.tlength of ~rvlce will i)e la id off flr,t '0 Ion~ ii' employee. reta in ed are fully Clua litl ed, tra ined, and C3Pible of performing remaining work. lenilll of service fo< Ihe purpose of Ihi. article wi ll be based on CUrl~t ser"';u hire date of r.-c:OId lro a r~8l!l<lr cl<lsslf lcatioro with nO adjustment for leave ~ of absence. l ength of ser~k:e t ies wi ll be determined by lot in a method ilj!reeable 10 botll ~.til!S . Em~ laid off dUI! to the "bo...e .eaSoOns will be given wlitt~n notic~ at le~sllhl.ty d<lys pt'lorto the reduction ;n lo,ce. II. copy 01 suth no\l~e wil l be give n to the Union. Such emp loyees shal l be o fler~ pr iority emp loy ment rl&hts to regula. positions which ire requlsltion .. d "rod for which the emp~es a re qUilitled tor ~ period be~lnn i"l with rtOllflcalio n and endlns sixty (60) days follOWIng the led u<:tion In force. €m ployee, transfer red or re-c las$ ifl ed under thi 5 section will be "S'Slgned to the 51~p in Ihr. new classlflc.tion SilIaOV r"l\IIe cl~e.t to Ihe employee" salary range at tile time of redalsifICatlOfl. Employees laid 011 purwanllo this se< tloro ,n!11 ' ece il'C the balance o f a ll regu la r City <ompen.atiM owed and .cv~ r anC~ pay equa l to one moroth's ylary at tile employee's final '''te of pay at termination. This does not include ~ny amounts payable unde r Article V, Sec tIon 6, or PER$ umalbution refunds, If any,

$.f:ct1on. · Se()I0nlY!BumpinS Rlgbts £mplo~ identified fo. layoff who I»vt' serllorlty Ibu mp lngl right! to thtllr current or previousto.' ht!ld . Ia"i/l cation.s within the ~pre ... nt.1I0n unit mu" ded.1lre the" Intention \0 exerdse these rlihts in \lltltln~ and submll to the Human RI!SOl!rc~ OepiI"menl withon sew.n (1) worklnedilysaherwflUen nOl lfk:at icm of I ~ yofl, otherwise bumplnB rigM. will a utom~llcally term;nat~. BumpIng may o<;cur within the representation unit, Ollly to the l"a,1 Iof'Illor Incumbenl of the CUrlenl or a previously held CI~5SIflCalion, fo bump, I"" employee must ~ fully qual ified , trained , and perform all work In tl1e position. For purpo~s 01 this I'-'<:Iion of the Agreement, the ttrm 'wor$(tn& da~' shal l mean Mondays thrOllih fridays, e~d~SI~e 01 hollda"y~.

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CIty 01 Palo Alto and SOU lO[ill S2 1 December 1. 2013· Oe(:em~r I, 20tS

Section 5 · Rc·£mpIQy(Q<)n! lis\. Tl'le namel of emp l oy~es laid off 0<' who !hro~gh bumping chanBed claiS lfication in atto,d~nce with the prol'l llOI1 $ of thl$ flrt icle .hall b ~ entered upon a fC'employment list In 1et1loritv order, The emplovee woth the greatest ~eniorltyoll the re-emplofll'\@nthlt,lncludlngtho,,",whoexerelsedtllei.bumping right ., Ihall ~ offered reinstatement first . Such !>OliO' of ~Instalemen! shall be In writing wilh a copy to II>!! employee, Union ilnd Ch.p!erCh~r. If a laid off emplo'(N' waives reinst al~tn! Of faill 10 re,p0rK! within ten fl O) wor.ing da~ of receopl of the notice, the employee shall be removed from tt>e reemployment list. The person wilh the l'IiBhe!! senlo,itV Inel"dlng toose woo uerclsed their bumping ' IRllts on a ,e· employment 1151 for a par!lc~lar classificat ion when J vacancy e~ l ! t 5 In lila! ciallif<cation Ilia II 01.: offered the appointment. Name! Inall be carried on a .e·em ployment list for a period of lwo (2) year< from the date of ~epa ration from City scl'\l lces or change of d .. "ificatlon thro"e!> bumping. Upon Ie-employment wit!>ln the two-year pe<iod, tho! empl~'$ hore dale of reoord at the Ume of layolr will be reinsl'lled,

So:s:tion 6 ·Sit. lean L\ilar>ce5- Employees laid off pu,suant 10 Sect ion 2 who ~.e reimtated to ~ regulir position within sl~t y 160) days ~a ll retaon Ihe sick Jeive b .. l.....e they l'Iad al tile time of layoff, unlelS they I\ltll'l' ' '''''Wed a '-kk leive payoff in accordance with Artoele XII.

Sectiop 7· Hourly EmploYeel Performing [)yti~5 _ No repre~nlatlon unit employee will be laid off or remain C>n a le~mploYlnf'f't list when hourly ~mplovees ar .. penorming , ul>stantlally all the duties of the classi flcat >Pn of the emplovee ' ''(elvins a layoff notice Or 00 i< n)."mplo'lmenl list. This ptovt.s19f'l sha ll nol bt> applied to hourty position, which have been traditionally ~ For season.1 and part -time worlr._

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Citv or P.llo Alto M d SflU to~1 S21 DKf!mr- 1,1013· D&ember 1. 201.5

ARlIUE VI· P€RSONJ« t ACTIONS

Section 1· Probatic)!). E""n new regular Dr part·tim~ ~mp loy"'l sh;ltt ~r ... p iI probational)' period or twe l~e (1 21 months, commeocing wit h Ine first day of his/her emp loyment. The probat ionary period sha ll be reBa rded ii' a part of tnc tesllng proce~\ and sh~ 11 be uti liz<!<l lor t lose '" ob$E!rvlng the employee's work, lor ~ecu .mg t IIf! elf('Clive adj ustment of iI new emplovee to his/her posit lun, ~ nd lor rej ecting any probii tlon ~1)'

employe.- who", perform./lnce does not meet the accept.lble 'I.ndards of work, At leasl 0lM! wrilten performaMe .. ppralsa l will be gi""n eaen pmballOOOlry employft on Or before e.piration o f the p<oballonary ~nod , This app<ais.al will be given approximately OIl the end of tile sixth month . In the _ nl of te<mination prior to SUCCessfUl rompietlon 0111le prob.atlonalY period. such termln.lled employee shall be 8M<! .... ittet1 notice 01 his!her termlnation with the reasons for the termInat,on ~Iilted therein. The Human RHOUr(~ Department shall, upon r~"""t, .llford iln Interview In a timdy famion 10 the t Nmlnilted etnptDy"~ lor d~ussion 01 the reil\.Of"lS lor lermi ... lion, The employee may, Ypoll r~ue ll, be ~[[omp;,"ied by i Union 'epr!SffiI~live. The Interv~\II s .... ,l l"IOt be deemed", hearing rtor Shi ll II obllRa le the City 10 rp.<:ons ic!er or alte r the lermin~tion acti()rl, Till' part ies agr~ th~t probational)' emp l oYE~s ' hall have . 11 righ ts under th i ~ Memo rand um of Agreement. In cluding lul l Ind com plet e ,""cess 10 the gllevance proced ure, !.ave and exce pt for In5ta nCC5 of ~spertslon, demotion or termination ,

Sc:C\lon 2· fe!}O!lnef [vah/at(om. P"'$Onnel eV3luatlons will be given to empIOye<!1i as sclledu led by Management. Pe<$Onncl eval ... atlon~ lUe not appe.ll.obfe through the &rIevance procedure but, In the event o f diSllgr~ment 0"". content, Ihe employee maV req...est aleview of the evaluation wllh the next hi.:he. I"",,1 01 Management, In (onsultation with the Humin ReSO\lKH Department. For pUlpo1Oe1O 01 thl~ reVIeW. the employee may be rep.esented by the Union. Oe<.:isions regardi", ev,lIU311on appeal ~h;l1I be made in wrillng WIthin len (to) working daY' 10now;"I: the review meetln8.

Xttjpn 3· Perwnnel Files. Records c lall dIKipllnary aclion. shall be kept in the tentra l pef50n~ l li l e, Emplovees sha ll l)e entitled to l ign and diltE al l action forms In thei r p""onfK' l lil e" Emplovees Bre en tit led to review the ir personnel l iles upon written requell or 10 autnorize, In Wr illng. review by t he ir Unio n rep re~ntali""s, An e mp loyee or the Union 'hall be al lowed, upon rusonable req uest, cop ies of materials In an employl!f!" pers.onnel file reiltlnl lo II gril!V3oce . Rewrds 01 disdp llnilry Ktloni, il'ltludi"ll references in a perlormance ""al ... ation, sha ll be remov.:d from a pe!'$Onnel file upDfl written request bV Ihe employee Or In the norm~1 procenol file reYiew <liter II period of three yeil~. or SOOne<" al mutualiV alreed by M~nagement and the em~e.

Cily 01 Palo A1lo MId SElU Local 52 1 DKember 1, 2013· Decl':mber I, 2015

5«1"00 4 - Relene of Information. The City wHl only .eleaS!': ;oformatlon to credllon Of

Oll>er perM/tiS upon p roor ldenlifit;)tion of Ihe Inquirer and acceptable reasons fOf thl': inquiry. Information I"t n g"'en from perwrm .. 1 files is limited to ~rifiut!on 01 emplwment, length of employment ~nd ~e ,iflc.aliun and di sclosure of sa lary range ,nfo<malion. Release of more speCific information may be luthorileG by the employ@l'.

SKU,," 5 - Promollo!'lil Opportllnit fts.

i. Posting. Promotional opportunities 10' clus lficaUons within the rep resentatloo unit will be po~ted for at lenl len (10) working days (Monday through ( rlday) prior to S!':leCllon. Ou1:!.1de recruitmenl mily be used 10. promoUonal OP"l"Iblll~

and may begin al the ti~ of post ing, or any time Ihereafter , If, howe~e" I here are Inr« 0 . more qualified Intern.al candidate« wilhln the department where the vacallCf occurs, i nd those candidal", successfully complele the s.eloction process. outside undldal"s will nol be considered.

b. Inlernal Candidate Eligibility. All non.probalionary ,epresentation unit ~ployf'f'S are ella'ble 10 apply for posled promotional opportunities, e"((epl Ihat Management may waive this requirement fe, all prob.ioHanary ~mpIO¥~es within li'>e department where the pramotlonal opport~ oitv occur~.

c SeI!;Ctloo, The $e letc\lOn procedure for eKh promotional op~nlna will ~ delerm ined and admin i ~tered by the tluman Resource. Depar\lTMmt In consultation with the requisitIOning department. Selection procedure and Job deKriplioo infcrml1ion WIll bt' available ~l lhe Humi n ReSOUrtes OffICe at the time of "",ling. morts will be made 10 standardilt tuts ~nd procedure< .... hoere .tandard iza ticn I. fus ib le and appraprlate. AnV te5t5 used shall bE r~~sonab l y

predictive of success in the cla •• Ificarlon, and 1",1. not be biased with re5l)Kt to ",ce, se~, sexu,,1 orlenlalion, religion, (~ed, polil~ affiliallon, (Olor, nalional origin, ancestry, or Bse. Selection praced",e! may Ir)ducie a~y or all of lhoe following phases:

1) AppllCilllon. 80lh Inside ~nd oUlilde candldatH mu.t comple te a Crty of Pa lo AIIO applicallon farm 5pl'Cilied by the Hum~n Resources Oepartment. Applications mU51 be ,ubmltted t(} the Human ReWOJrt:e, Office.

2) Screenln., App lications will be screened by the Human Re sources Department 10 a~ertain whether cand idates Meet minimum requirements as O<Jtllned in the job descrip tion. Internal candidates deemed nOI to mf'f'1 mmimum 'e<juuemt'nlS ITIiI'f submit add,tlonal

Page 18 0176

City orp"loAlto and S£IU ~I 521 Oei:ember I, 2013- Oeocembl'l" 1, 2015

qualificat ion inlormatlon writ;n, within thfl"<' workln, day~ of notiflcatoon of r~qu or~menl deficie ncy.

3) Perform~nc. TfSllnl. Performance tests, such a~ typlns. m&'hl~ry Or v~hid~ o~rltlon. ski lls demonstrat ion, physica l ag ili ty, etc. , wil l be qualif";~ 8 . Pa~~· fa ll po in ts wi ll be an no unced in advance for qu a li fying tests. II rcquU led In writing prior to the test. ~rformance te.1I may be witnes~d by Unkln steward.

4) Wrlttet> T<'!SU . Wrlilen iKttle~ement or aptilUde lem will be qU!llifying. Pass·fail POInts will tH:: . nnounced in advance 10( qualifying le«s.

Sj Inte~ Appnls.h . k'ltervie-.. may be ronduCl~d IndIvIdually 01 by interview boards and will be q tl.llifyinll. Interview boardS shall be [OmpDS~ 01 q\llIlilied.nd unbla-.ed ,"",ople. Where inle~w bOlrds are used, Mana8emenl willln'lu~ at I~J st o~ b;tr8~lnllli Unll em ployee on u<h boa ' d. If individua l Inte tvM: .... or an intl'fview board II used, a majority 01 the Ind ivi dua ls or board members must recommend 8 cand idate III orde r for the candidate to qualify for appointrn~nt .

Pe rfo r man~~ appra Isa ls wr itte n bV candld at~s' s u ~rvi50 rs may i}o:! u ~ed

as indicated in the !-election procedure.

d Recommended ClndlliatH. (andidates wOO succes~full¥ comple!e III phases or the .electIOn procedure will be lecommended to the ~ppointln, authority.

e. Seniority. Senlorlly. for P""POSl'S of this Article, will be i»sed on CUrfentloeIVIC(' hhe date 01 record In" regular cllIssiftcatioll with no adjustment 101 leaves 01 absence. 5enior lty tl~ will be deterrnir>ed if> lavor of t~ employee with ttle lowe.t ~mp!o~ number la~1 four dillh . hCeptloM to this stHIsed lon may be f'sta blished by mutuall.'eemenl on, departfl'l('otal or diviJlonal basis, Su~h ex~eption, are li stw In App.endl~ G.

I. Appointment. Th~ appolntlns &ulilor ity ..... il l make appointmen ts from among thos~ recommend~d candldales who are most qual iffed 8~ d ~ ! e rmlned by object i"" rev iew 01 ~ l ect i C)n I/fOcedure re'ult, and b~round malellat •. Where appoinlJTlen!$ arf' "'Bde 110m on ly internal c~ndidates wIlo are equally q .... lified a~ dete<mln.ed by objecll\>"e reIIlew of >eieo:tion pl"ocedupe results Md pil lt perfor ...... nce. )eI'Ilonty will be ttolP!' determining f;octo( In promotional appointrnenU.

,. VIo~lon$. Arrv violation of lhls Artic:1e may be appealed 10 the Human Rew",cH DirNtor in Step !It of the . ,;evance proc«lure.

Page 19 0176

CIty of P"lo Alto ~nd SEIU local 521 De.:~m~ 1, 2Q13- Dtc~mbef I, 2015

Section 6 · Rlghll, Unll em~lol""'!S applying 10. ,,~acant equal Of lower paying P0511ion shall ~ the same rights as unit ~ploye6 "pplynll! for a promot ion.

Sect jon 7 · Aqorentice poslt jons . (a) The City shall estab li sh ap prentice ~silio ns

wh",.ever fea si ble. l l:f1gth of appre ntl«ship, tvPI' o f tf~lnin&. and p~y leveh sh~1I ba bV mutu,,1 ",reflT>e<lL Where possible, apprentke po~itJons will underfill r~lar pOsitions oW t~t incumboents may aulomilwlly pr"8re" to Ihe d<ts~lcalion 10' whICh they ilfe tra in ing upon successfu l complet ion 01 apprent iceship. The City wi ll meet and confer with th., Union bef"re adding any new epp<enticeship p<ogra ms during the term 01 this a,r~ml'nl . All apprl'ntlC6hlp pro,rams are listed in AppendiX B_

Section a· ROlal ia n. In a5li~ nln8 employees to regular or specia l 'hilts. tran,f~f, stand by, overtime. or vKat ion ~lectlon, ab il ity to perform the wo rk, length of ~lVIce and/Of equl"ble rotatiOtl shall delemll~ the anig,.,menls. In accordance with Ihls pro..osfofl. more definitive , ,,Ies may be arraflg~ by mutual a,' E'e"",nl 01 the Uniafl and Individ ual City depa rtmenlS.

ARnct£ v n . PAY MUS AHD PRAcrJCES

SectlSIII 1 · Sa lelY. The bue sa larv rate~ and ranies lor job cl.nineations co~red by th l~

bargalnmg unll shall be ifl(,ea~d ~s ~t forth in AppendlxA· 1 to reflKI J.alary increases for a ll positio ns in the- unll and marlrH adjustments to positions ident ified in the 10111 compen~tloo su rve~ is ~nde r-m;rrk@ 1 based on lJ'le survey Inulls 10' bi~, ca.\h, Ins"ra t1C~ and Ihe norm~ 1 cos t of r~tlr! e medic~ I , with tota l faitS and r.lne~s as iet fo rt h In Appendll( A·2 (s..lary ScheOul"J a ttached herelQ.

Scc!km 2· Slep l(>Cruses,

Merit idvaflcelTlt!nll from the fi rst r.a\ary step tQ Ihe ~nd $a lary \ltP sha ll be ,rlnted upon successful compltlioo of p,obatlRfl .,.,d belween setond and subsequent steps at Ollt'y~ar intervals, il lhe alle<ted employee hiS demoostnll!'d conllnued Imp'OYffTll'nl and e ff icient and effect ive service. For the purpose of determining , tep time requirement5, time will tOmmence on the firs t day of tho! month colflCid in, with Of

following enlrance ofllO a r.alary s tep. Step In(rNses shall be effed M! (M1 the fi rst ooy 01 the payroll ~ef lod In wille" Ihe time requ lre""'fl" have bee" nlo£t.

SKtion 1 · WOr\;i!l& 0llt of Ciassifiq!Jon. The term "working O\It of dasslfication" I~ defined as I Ma .... g~ent <tuthon:ed ful14lfne nslgnmenllo II bud&eled position on a tempofilry basis wherelfl all signlflc<tfll dUli6 ilrf periorme(! by an Individua l holdlnl. tlaniflCatlon w,th in a lower compensation rang~, Pay for worki n8 out of dan ificallon ~hall b" as follows:

iI. Employees appolllled 10 an ' oul 01 cla$Silkation" 1'1111 re<elYf II(lill£ P"Y Wllhin the r~nge 01 the higher dassllicJ\lon beg ln ni n8 the first day of the ""ISnment

P<tge ZO of 76

City of Palo Alto and SUU local 521 Decl!fllber t. 201l· December 1. 20lS

and shaU be ~Id for all hour$ wo,1ed in th@ higher cI~uifitation providM employe@wor\c!amlnimumolfour(4)llours. WIlNe out-ol-class appointments last for mor~ than 90 dilVS. and wlltnl'Velle~sible. oul-ol·cLass appolrllmt!flt will be 10lated amana qualified Interested empklyees in the wo.k "()Up. Employei's will receive 5% premium pay 101 a ll assigntd out of cias' pily 10' work within SEIU ( la5l ilicat ion, with the uceptlon of lead a>sign~nl' whNe Ihe out of clilss pay Will les ult In it 1% premium pay, Oul-<>hla .. ificaUon provisions do not app lylo lI.'orl: 'Slign"",nl$ petlormed in conn&tkm with W'N:iflc predeterrnined apprentkesllip or tt~lninl proaram., or declared condition. of public peril and/or disaster.

Section"· Cfanificat ion ChanQn.

a. O"rIOll the "M"'t of Ihis agreemen!. Ihe Union and anetted emploVff' Ih' " bt nol ified In advance of ill\y contl!fllpilled ChallEes I", classlflcatlon OOsc."-,plion. wag! range or ueps. Sucll chaole' Sohall be .... bjecl to the mHt aod ( onf .. , process. Such me~t and confer ",oeess shall be concluded w'thln no more Ihao Ihirty (;WI dOlI'S follo .... lng delivery of the City', notic@ to tM Union. II the Unkm and troe City cannOt ,ucll alref- ment on Ih~ appro pr"'le pay level lrom a job 50

rec lassified, the Union may, within ten (10) City bus ineSI days fo llowing troe cOr><:lu,ion 01 the meet I nd confer proces' deKribed aoove by de livery 01

wrotten nolice 10 lilt! Humao Resources Director. lefer the dispute over the proposed W~&t range or lIeps 10 arbitration at Slep IV of tile Grievance Procedure retlorth it Anlde)(1X of tlli~ M~morandum 01 A6rHment.

Sectloo5· Rec:La~$ilication Rrqucsu.

a. An employee or hll/he< represent ~tlve may reqlfMt In Wfltlllll are-evaluation 01 Ilis/her job bii<ed on \.Iinlflc~n t permanen! changes In job content or soan.lic.ant discrepaooes ~tWHn Job contcot and classif ica tion description. The request must ~ in w,iUns. (ontain JustlflcBtioo and may be made only on '1'1 annual b~si< du,>ns the ~riod 01 September 10 through Oct~, 10. A sta tement by management that iI job rceva lli<ltlon requl'st will be submitted with the depart mental budKet does not relieve an employee from the responsibility of submitting hls/he! own ,eque~t during th i' period. The f.iuman Resou rces Oireclor or his or her design('f! wil l initi311y respond to s.uch r~~m within ninety (90) C<l1et1di1r days IJy not~e to the employee and the union: Ilowever, tills timeline may ~ elltended If neCf's\.iry. Stlcll 'e"Ponse shall Include anv rew",itiC<ltion to a d,Herent ciusllicat,on or changes 10 description tllilt the City bell"""'" are warranted and iny reiated tllilnges in appl'C<lbl(' pay ranee or ~Ieps_ If meetings ilre held. the employee may request represe<ltatioo. If iI

reclasMfication Is approved ~nd results in in Increase In sal.ry. i! milll be retroacti"" to the dale thl' Employff or UoiOll filed the fequeSi for the redass iIi(a Ii"",.

~aae 21 of 76

•

City of Palo Alto and SEI U l oca t 521 Dec~mber 1, 20U · Dec~mber 1, 20 t S

b_ If the employee o' Umon diS3ll"".s with the ilc<uta(y 01 Ih~ ~.ipllo" 01 duties re sulllnH from the Siudy conducted pur~u a nt to ~ubseClkm (a) of thi s Section or with Ih! wage rang! or !I~pS assigned by the Cily ilS iI rcSOJlt ot the study, the empluyee 0< Unio" may. with,,, ten ( t OI City bu~ness days of delivery of no tice of such de t('fmil\iltion, appeal suC h decision under Sl~p IV of Mid .. XIX, G.levarn:~ Procedure.

c. In a di spute under Section 4(a ) or rectlon SIb ) above, Ihe arb it rator !.ha ll re nder his o. h~r decision on 1M appropriate wage r~nge o. steps within Iwet1ly-or.e

(2l! days aft .. r t~ initial hean", dale. TIl .. same t ime line will b~ Observed fo r disputes over Ihe xcuracy 01 tl>e rl!'lr,s.ed <Iassifoallon description . The panle<> will notify th .. a.bltralor of Ihi. dndllrl(! al lhe t ime of the arbitrators ~I!cl io".

In re Rc hlnS a deci ~on on wase range il nd st eps undel Section 4( 01 ) 01 Sib) abo~e,

the arbitrator .hal l base his or her award on the fiIClors tradit iona ll y ta~en into account In t~ ~stabli$hment of compen ... tion. Wheo decidi"ll a dlsput .. ave("

the Iccuri\CY 01 t~ revised dassiflcation description unclef section 5lbllbove. lhe ~ rb ltrator .haH identify tltl> modifications 01 Ihe pre-e~ isti"lf c~sslflt:atjo"

nete~wry to accurately reflec t the permanent cNlngu, II any, th~t neve !.>eM implemented. Upon rece ipt of the arb ltralor's award, the Cit y sha ll implemcnt lhe levl5.ed classification and wage range or steps as provideG In the a ..... a(d e.cept as provided under subsection S(t) o f this Jedion below. Notwithstanding an a. bltrator's aw.old pursuant to any appeill P' O<.I'SS. tire CIty relalns the rlsht to iorello Implementrnillhe changM Ind the prolK'sed challse •• hall re-wert to tht:> stalus quo as It ulsted befo re those cha nges In dut ies occurred Or were proposed.

d . An employee may submit if .equesl 10' rl1(la .. ffi~tlon lor the sa~ tlilloslIication no more t ha n once every I~nty·lour (24 ) months.

Sect ion 6 · Adynnce 01 yacaHoo Pay. Vacation pay . hall be made Ava ilab le In advarKe of regullr paj'day, provid...:l that empluyet: requelts .uch Idvance In ..... riti ng 10 the Finance Department alienI two week, prio r 10 his/her vacation dale. The emptovee's supervisor must verily ... aUlion dilte on the .equest .

»1i9o 7 - Assignment to if Lead Position. All vacancies in lead IK'sltlons !.hall be lil~d in accordal\(;c with Art icle VI, section S. The pay range 10. the k'ad pos ition shall be s~ven percent above the pay stejl of Ihe hiShest paid employee on Ihe crew. OePil rt~ntal

eroceptions for filling lead poSitions on a rotallonal basis fo r training and development purpo'l!S may be ilrrilnR<-'fl by mutual asreemenl 01 the UniQn arrd Individual CIty departments . Current e.ttpIIQn$ 8.~ listed In APJH'ooix C.

Pase:U of 76

etyOI Pillu Alto ~nd SEIU Local S11 Oecemb!!J 1.2013· DKMlbef 1. 20 t S

5«tloo 8· Total CopDe!!Satlon jiM SII'YQ Dmb~)!:_

~. Milnagem"nl ind the Union hive ~llrH'd to a compensation ~'-'Ney clitabi5fl structure whic~ idenlilio!s specific benchmark classifications for Job families, class ification. with in the Job fami lies of each b@ochmark classi fication, .~rvey ilgenei es and survey c l .~slflcatlon malches. S~Ney Cit ies I ncl u d~;

Alameda lIerl<eiey D.aly ety Fremonl

San Mateo MOl",tain View Sanla Clara Redwood City S. San fl~ncisco San J05f! So.rORyval"

If t~ employer list will r.ot permit ;he p.-oductlon 01 a survey repOrt that 1f\(lu(IM dat .. f.om 1\ l"a51 four (4) employers thai employ emp..",...... in a classlflCittion comparab~ to the d .. ssifiution surveyed by the cay, lIfl,ther party i, precluded hom br inging forward inforlTl<ltion on Olh., employers in lhe relevilnl .<'t ruilmenl area thaI employ workers ;n a comparable classUlcation !.O thU dala from .1 leilst flve (5) 'o.rrve"",d employers w;li ~ In cluded In t~ n",d y, il feaS ible, Such employer may In(l",oo any public or pr ivate employer.

The dalab~~ IS intended to provide one !.Ource of informatIOn concerning how too compensa tkln paid to emploVHS 'n bargaining unit io b tI .. ~ificatklnl compare. to that paid by other employers. The City .... ,11 o.rpdate the ,orvey data ba~ Ind 5end the Union a copy sl ~ weeh tlefore e)(p-lratlon of this agreement. This wrvey will be (on!.odere-d in connection with special adlu~tmenl PfOPosais In wccessor iI&,,,,,,m(!nt negotlatloru;. By 88reeln8 to a survey datal)a)f, neltlle. UnIOn nOr M~n.gemenl Is undel ob"8i11oon to IIfOPOlol' OJ agree to Spedil adjuSlmentS.

XCllon!i- Direct D",X1J.il

B~£lnf"ng in tt>e fint pay p!!rlod followlnfl union ratification and adop tion 01 this Asreement by t~ CilV Co",,,,i l, the City sha ll direct ly deposit al l paychec~~ for Vnit employees in a li nandallnst ltutlon of the emp loyee', cho ice t hat acce~ts dlrecl deposi ts and does no t charge the CIty a flre{s) for direct deposit ",.vice. In Ihe evenl that too employee fa ll s to designate I flnanclal Institution for direct deposit of his or her payro ll dieck, the empio"",,,, sha ll pkk up the ch...:k per,ona lly in the City's Adminlltral,vf: Services Department olfice on lhe next bo.r,i....,>s day folloWing pavday at a pido;up t ime de~l,gnated bv Adminlstratr..e SeMces.

City of Palo Alto and SElU local 521 Dec~mber 1, 2013- Decpmber 1, 2015

ARTICLE VIII - HOURS OF WORK, OVERTIME, PREMIUM PAY

S~cti90 1· Work Week and Work on The ,tandard workday for regular employees shall t>.. eight hours to be worked within a ma~lmum of nine hours Ifive-day work wee~) or t en hours to t>e worked within a maximum of eleven (four-day work week) or nme hours to be worked within a maximum of ten for four days with a f ifth day of four roour< Ifour and one-half day work week); or, w ith in a fourteen-day period, nine hOUr< to be worked within a maximum of ten hours for one day and eight hours to bt! worked within • maximum of ten hours for one day, with the work week s.cheduled to begin <0 that forty hours are worked within eiKh seven days 01 the loorteen-day period (9/80 plan, with forty-hour work weeks), or any other s.chedule that results in a 40-hour work week, or fits w ithin the parameters 01 an FlSA 2080 Plan. The "9/80 plan" may not be used in any applicat ion tllat require< "ntitlement to fLSA overti~ for working the regular work week. With the exception of the "9/80 plan" as describ"d above and the 4/11 Dispatcher Plan, t he standard work week shall be lorty h()U" to be worked within five consecutive days. Additional exceptions to the above are li sted in Appendi~ D. The Union .nai l be notified of ~ ny further exceptions to th is ~ction in accordance with A"icle III, Section 8, The City and the Union agree that the av. ilability of alternate/flexible work s.chedules i< a valuable benefit in that they promote job ... ti,faction wh lie a Iso redUCing tr.ffic congestion and air f'Ollution.

During the term of this agreement, employees, subj~ct to the conditions of their job aS5iBnm~nt, may propoS<' an altemate work schedule as list@d under this Section. Such propo5als must be made to th .. department h@ad through the immediate sUp"fvi.or. Serious consideration will be gNen to the f"a~ibility .nd productivity of such propos~I" however Management retaim the right to determine scheduling needs,

Section 2 - Overtime Work.

a. Overtime work for al l unit employees Shall be defined a, any time work"d beyond the standard workday or beyond the ,tandard work week. Emergency overtime Is defined a, unplanned overtime work ari5ing out of Situations involving real IoSI of serv ice or property or ~r~onal danS"r. Emergency overtlm~ does not include:

I. overtime work resu ltine from per<onnei replacement for purposes of maint. ining ,cheduled staffing;

ii. overtime work which is planned in advance;

'" overtime work ,""suiting from being held over for up to loor hours to fini,h wor~ performed during the regular shift.

Page 24 of 76

City of Palo Alto and 5EIU Loca l 511 D~cember J, 2013- Decemt>er 1, 2015

b, Compen.l3lion to employees working overtime will be in t~e form of additiona l pay at tn.. rate 01 one and one-half tim ~5 . Two tim ~s regular rat~ will t:.c paid lor b1113bl ~ customer convenience overtime and emergency overtime a~ defined in subs&tion (a) above) t~ employee's applicable hourly sa larv with the exception t hat an employee may requ ~st and, upon approval, be gr~nted com~nsatory time all at th ~ rate of On~ and one -hall ho~r, for each roour of overtime worked. s~bj ect to the limitations of ap pli<:abl" .tate and ledera llaw5. In the event compensatory t ime off is us ed a, the mel hod 01 compensat ing lor Overtime, tn.. time off will ~ taken pr ior to the end ollhe quarte r following the quarter in which the overtime has been worked. In the event the " mp loyee is denied this provision. he/she will be compen .. ted in pay lor , uch time at the appropriate rate spec ified by these sec tions, Or at t he emp loyee ' ~ option, the earned compen5<ltorv time wi ll be added to the employee's vacation balance,

c. All time for which pay is received , Mil coum as hours actual ly worked lor the computat ion of re gular overtime pay; however, non-product ive time will rlOt

be incl~~d in computat ion of any add itional HSA p~miums .

d, When an employe~ is r .. q~ir .. d to work 6 or more hou rs of overtime (either emergency Or pre -a rranged ) dUlin R tne 16 hour period immediately preced in g the beginning of the pmploy~e's reg~lar ~hift on a wor kday, the employee shall be entit led to an eight -hour rest period before returning to work, If the rest per iod overlaps into the second hall of the wOfk day, the employee maV be given (wi th supervisor approval) the remain in g time off (up to a maximum 013 hours) at the stlaight t ime rate of pay, Any lX'rtion of the lest period fal ling within the employee's work sh ift will be con' idered a, hO~l s wOr1<ed and compensated at the ,traight time la te.

e, If non-emergency overtime i. cance led without at lea,t 40 dock hOUr> noti ce , tMe City sMa il pay the affected employees two 12) hours' pay at time and o~­hall.

f. Employees working overtime who are too fal igued to continue or return to work. for salety reasons will be re lea,ed from duty without compensation,

Sect ion 3 - WOIk Shifts. All employees shall be a~~ l g~d to work sh ift s with sched uled sta rting a nd quitting t imes. Shou Id condition~ necessita te a change in start ing and quitt ing time" th ~ Union will be notilied ten 110) wm king days in advance and pe rmitted to discuss such c~anges with the City. This, however, sha ll not pre-c lude t he Citv's right to effect schedule ch a n ge~ dictated by operationa I neces, ity This ,,,,t ion doe, not apply to overtime 5Cheduling.

Page 25 of 76

CIty of Pilla AltO ilnd SElU Local S21 Dfi .. mbN 1, 2013· Oe<::embet 1, 2015

Seclion 4 · Clly-Paid Me.I\.

a. EmN 8Cncy overtime meal§. For pUrpO§e§ of Ihi, §('ction, emerl encV overtime 1\ defined as unplanned overt"ne .rliloa ou t of situatlon~ inYO"'ong real Ion> of §('rvi~ or property or personal danc«. The City a&rN:t to 1I~lmbur§e for meals ,n the amount of $10 for b~kfnl. SIS lor lunch, and $20 l or d,nner and will provide mul. in t he follo"";l18 emer&encyovenlme situations:

\ ) Wllerl I" .. mploy .... II call ~d ~Kk and is on duty lor 8 period of thret cO n~et uliv~ hours, and t !>erellfl er ~ I Inlerl'al. of five houri , but MI more t~n six hours, unti l the continuous ov~rtim~ a"'lInmen\ endl . 0,

1) When an f'ffiplovoo IS held over on duty '0 th~ t hilo/her overl lme ;ro;signment e~tends l WO haulS "fl er shih end, and thereilfter ill int~ls of fi~ hou~ b UI not more than six hOUrs, unl tl the continuous ovenlme a»l&nment ends. 0<

3) When 811 employee is u lltld out two hour, or more before a regula rr, 5cheduled day 'hift Jnd works the regu larly scheduled shi ft, helshe wi ll be entitled to breakfast and lunch. LUrKhe. wi ll b~ consumed on employ~'s

own time. No in-lieu pay will bc'l made fo r me.lis not taken. Th is lub-§('ction does nol applv if .lire..to, cowfed In section 4{iI){ l ) above.

4) When retaIled two hours or Ie» alter the end 01 a ,egu"'r $hitl, unles~

assigned to standby.

b. Non·emergency overtime muls, The City wi ll pro~; d ~ ml!81s for ~"on""l

n slgned 10 non emergency overt ime wort where the ass ignment ext ~ nd, two hours after the regular Of <>vertime shift end and ill illterl'ill , 01 f,.e hours thereafter.

c. With regard to (a) ilnd (b) above. the Crty agrees to relmburK' for meals In the amount 01 $ 10 for bruklaSl, S1S for IUrKh, ilnd $20 for dlnne<. Where powoible. the City will arrange purchase orders at mutu~ lty ilsreuble . t..stauran l s. The time necesSiI/ily taken to consume iI meal provided under this sec:tion , hall ~ considered as time w{)(~ed to a maximum of one hour, uctpt as noted In (iI) (3).

d With regard to (a) and (b) above, In Ihe e~~nt an emplo)l1!e Is IG be provided a

meal or meal, p<lrsuant to thl, section a"d ~uch mealh} are 1101 proWl.,d due 10 workinl conditions, the employee shall hiNe the opl ion of reccivmg for each meal IIOt provided iln additional Orle hour of overt ime compensation in lieu of

Palle 26 GI 76

City of Palo Alto and SEIU l<x~1 521 December 1, 2011- Dl'Cember 1, 2015

such meal. This hour will not be considered a~ time worked or port of the rest period, but wil l be applied to qualify for the relt period.

e. Emergency overtime me~l~ lor Public Safety Di~patchen. Th~ Police Department will provide me~l~ to employee, in an emergency overtime s;tu~tion involving re~1 or potential loss of service or personal d~nger.

1) When an employee Is calied back and Is on duly for" p"riod of three consecutive hours, and thereafter ~t interv~ls of five hours, but not more than ~ix hours, unti l the continuous overtime ass ignment end~.

21 When an employee i. held over on duty '0 that nil/her overtime ""ignmpnt extend5 two hours aftel Ihifl end, and thereafter at in terval ~ of five hour~, but not more th"~ ,i. hoUr<, unti l th~ continuous overt ime ~ssi8nment ends.

3) Wnen an employee is cal led out two hours or more before a regularly scheduled shift. The employee wi ll be ent itled 10 two meal$, the second meal wil l be consumed on the employee', own time. No in-lieu pay will be made for meals not taken.

4) When recal led two hours or ~ss after the end of a regu lar sh ift, unl€ s~ a~~igned to standby.

Page 27 of 15

aty of Palo Alto and SEIU lOClil 521 OKemb"'t 1, 2013- Oecembef 1. 2015

I. Non~tnO':re",nq overtime mul, for PUblic Safety Dkpatche'$. I I\.c police ~partment WIll P'OVIde meals to empk>y.-es in ""'n-~m~rgency $ltuaUons where the assignment ",xteods mOte than two hovrs aft",r the 'E'8ula. or ove rtime shill ~nd and al iol~",als of five hourI t~ereaftef. II the City is uubl" to provide_ mea l, the Cily agrees to reimburse for meals in the amount 01 $10 lor brO':aklast, $15 lor lunch, ind $20 lor dlnne'. This po licy only app lies when ,,0 employee is held over, either vo lu nla'" o. mandated, on duty beyond a schedu led 'egu lar or overt ime shill.

S!ction 5 - Break P",.lods. All employei's sNIl be grant~ a break pe. lod or cofl~ brea~

limned to IS minutesdu.108 each four hou,) of """rk. Oepilrtm",ots m.y ~ke .eawnable rules ronu!mlnll brellk period scheduling. Oreak poO':nods not IlIk",n ,hall be waived.

~C1ion 6 - Clean-Up Tlmr All employO':e~ whOSO': work ausO':S their ~rwo Of clothl"" 10 becom~ Wiled shall be prOYid~d with rusonilble l ime before luoch aod al shill eod lor WI\.h-up purposes.

Sectlpn 7· St~ndby pay. Cail·QuI Pi~.

8. Standby Compeo ... tlon. emp l oy~es performing standby duty sha ll be compen<ated at the dally rates eSla blisf>ed below:

Monday through friday S70 Salurday. Sunday. flolldays $100

b. Minimum c..II-Out Plty. EmployffS nol othelWlse exdud~d from recervlll& overtime pavwho ",1.' tailed OUt to perform work shall b~ tompell1;lled fOJ al least two hours· pay from the time of the all-out 101 eat'" <Xtutlenee al the apPfOprl"t .. OY1:rtorr>e rale The tWO· hour mio;mum does 001 apply 10 emplDyt!1."S called oul to work wl>l1. nrnin& p<tv 10. be ing in a Sliodlly .talus unless t~ 11ed out to perform billabJc customer convenience work in which U$f the two-hour minimum wi ll appl~.

Page 2& DI76

City of Palo Alto a~d SEIU Loca l 521

December 1, 20B· December 1, <015

:>ect ion 8· N-gh! Shifl Premium, Night _,h ift premium of $1,44 per hour _, hal l be paid to employees lor work performed between 6:00 p.m, and 8:00 a,m, Thi~ premium sha ll oot app ly to ~n employee whose schedule does 001 qualily lor sh ift different ial who requests an earli er scheduled start time that would otherwise q ualily the employee for the premium_ A minimum of two hours mu.t be worked between 6 p,m. and 8:00 a,m. to qualify for the premium. Employees who regularl y work night ,hiftl sha ll re ceive dPprop riat ~ night sh ift premiums, relating to night shift hours worked, in add ition to base pay for oolidays, sick leave and v3utlon, Night sh ift premium does not apply tor overt ime , ituations unless overtime is approved to replace on employee who would ha~e otherwise received a night Ihift premium,

Section 9 · Bil ingual Premium. $35 per pay perOod Ihall be pa id to a bilingual employee woose abilities have been detNmined by the Human Resource Di re<:tor J, qual ilying to f ill positions requiring bilingual <peaki ng a nd/or writing ~ bl!ity when the employee regularly performs such duties, The Hu man Resource Director w ill determine the number, Hming, location and duration of the assignments receiving the add ition31 pay provided here in and whkh languages are needed. Sign language sha ll be re<;ogn iled as a bilingual skill under th i' Artk le. D i sa~ret'ments over t he de, ignation of pos itions will tw. referred first 10 the Labor Management Committee, If a disagreement 'ti ll exist. it will be referred to the Grie~ance Procedure,

i i Pub llcs" l ety i i by Management to work as a

Polke Officers Stand. rd , and Tr~ininl! {POST) certified eTa wi ll be compensated _t. premium pay rate of Ii"" 15) percent_ The premium p ~y is prov ided on ly for those hour< 'pent.~ ~ eTa train ing a probat ionary d;<patcher ....n ile on-du ty in the Di spa tch Center,

ARTiClE IX - UNIFORMS AND TOOL ALLOWANCES

Se(!ion 1· Unifor!Jl~_

a. The City wil l provide unifo rms, covera ll l or shop coats OIl a weekly ba,is, or as otherwise furn ished, for the fol lowing jobs and/or classifications and any po, itions necessary or requ ired a_' determined by manaee !Jl~nt.

Anima l Contro l Officer Assistant Storekeeper Auto Service Mechanic Building Servic~ P~r50n - Lead Building Service Person C~thodi( Technician Cement Fini,her - L~ad

Cement Finisher Ch~m i't

Page 29 of 76

City of Palo AiIO and SE IU local S21 De<em~r I, 20ll· December 1, 201S

Community $ervke Officer II Eleclrlca l Aulstant Electrldan Apprlffitice Electrician Ie&<! Enginl'(!.lng Te<:hnieian Ill · Refuse EQuipment Operator [Quipn,ent Operawr· lead FiKilltlts Carpenter F,.dIlUes Electrlciin Facllltlf!'S Mal nl enanc~· l eild Fac ili t ies Mechanic f~clli tles Parnler Fi~ld 5ervlCeper Ion Gas SyStem Shop!FM'ld Repairer Gas System Technician I G~s System T tetlnldan II Golf (Oil' se Eq uipment Mechanic: Golf COIl'll' Maintern! nce Pe rwn Heavy Equipment Operator - lead Heavy Equipment Operator Industrial Waste In'Pfi tor Industrlal Waste Invt'stigator Inmu~ntltlon (lectOdan Laboratory TechniCIan, Wale< Q" .. lity Control Une Person/uble Splice, li ne Person/(.ble Splicer· ltid Ma II SCrvlces Speciali,t Maintenance Mechanic/Maint~ nil nt;e Mechanic, I'IJler Qu~IIW Contro l Mechanica l Unit Repa irer Meter Reader Meier Reader - Lud Mobile SCrvlce Technician MOlor Equopment Mechanic · lead Motor EQuipment Mechanic Ofll.et (qulpml'nl Ope"lIor - lead Of/l.et EQuipment OP'l'rat or Park M~rntenan ce Assistant Parkins Enforcement Officer Park Maintenance Penon Park Crew - Lead Park Maintenance -lead Parkhnger Parks & Open Space ~i~lam

Pase 1O of 76

Clly 01 Pa lo Alto imd SEIU I,o(al S2 1 December I. 2013- December 1. 201S

Police Rf'Cords Spf'Clilllst

RduSl! Dispo$<ll Attend;inl S~n ior Chemist Senior Industrial Waste Inspector Senior Inst . uml'f'ltiltion Technician Senio r Ope rator, Water Qua lity Cont rol Senior Mechan ic, Water Qua lity COm.ol Senior I'''rk Ranger Sprinide. S'f'tem Repairer Str,..,t Mal<lte<lance Mslst.nt Storekeeper Storekeepel-l.~ad

St.ut Sweeper Opetillor TraNi( Control Mainta,n('f . lead Tralli< Cont..,1 Maintainer II Tralfi( (ont.ol MainlainCf I T,~ T.lmm~.·lin~ (lear!' Tree Maintfnance Assistant Tree T.immN· l me ( il'Mer Assistant Tree T.lmmer· li ne ( Iearer · l ead Tr!! Ma intenance Person Trud Driver Utilities (ompliance Tec:hni(ian Utility Fifld s.ervice Rep.esenlal;"e Utility tno;taller/Repa irer Utility tno;taller/Rep;&l.er Assistant Ut ,lity InslaQ ... /R .. pa lre, - lud utility Locator Wat~' Mele. C.msConntctlon Terhok:lan Water SY'I~m Ope.alO, - lud Wal~r S~tem Ope.ato. Water Syst~m Ope.~IO' I Water System Operator II Water Qua li ty Control Plant Operator

b. Coveralls will be milde ivallable for occasiooa l u~ as ~dl!d to ~rotll'Ct cloth,,,, for the fo\lowlng cla>slflcations and any position~ neaswry o. required as determined bv m;orYflemenl.

Building InspectOr Building Ins.pector Sp«I;IIISI Building Servire Pe,son · Lead Cabl .. Splice, Ass.i51ant

CIty of Palo Alto and SOU loe,1l1 S2 1 Ileeembe, 1, 2013- Ilecembe< 1.201S

Chief [Iettric Under'found Inspecto r Electrital Anistant Electrician F""ilitie' M~chanlt/P8Inttr Heavy Equ ipment Operator Lincperson/Cab le Sp li cer Park Ranger s.enior Pari< Ranger Ulilitv F",ld Service Rcpre!ent~tlV1i' Sprinkler Sr.;tem Repairer Util,ty Installer A«sl~l"nt Utility Installer/ReiNl'e' Utilitv Instilller/ReiNI11!' - l ead

c. Empl~s requl' ed to weil' Un'fOfm~ shilll be providl!d sUllable chenge .OOfru

and lockl!r~ whe'l! presentl'-, provided.

d, Employee clothing seriously damilsed Or destroo,ed In clmJunction wllh ii n industrial inj ury wil l be reasonably rep l ac~d by th~ Cit~. AnV other claI ms all eging (ity li abl li lv may be filed with the City Attorney,

c. Except in the Utilities O,,",lslon, Ihe Citv wi ll make aVil ilable, n an allem&ti ve to Ihe sh irts cUm!nlly prOYlded under Section 1('11. si. (61 (otlon polo shirl" Employefi In the Utolilles Oi",~n will be pfOvided .... Ih 51. (6jlong·sleeve shirl'S an d two polo shlrb. Employees will be respolL'iible for launderIng the shirtli. Oilmaged Of oltH!rw;s-e unwe.Table shirl'S will bl! rl!lu1Red 10 the empIOV!!e'~ supervl ... r and rl!placed by Ihe CitV.

f. Employees arl! rl!spenr.lble fo r laundering Park Ranger and Senio. Park Rar>&er uniform •.

R, The Cit y will meet and confer with the Union regard ing an~ IT\i!ndaled chante~ to uniforms.

Secllon 2 . Too l A1 I Qw~!'q.

a. Mechanics on Equipment MalotenancI!. P~rk Maintenance lead. Motorlled Equipment ~chanlc and Moblte Service TechniCian shan be paId a 1001 allowance of $610 annually,

b. All 1001 allowancl!S shell be lMid bi·weeltly.

c Par1les will meel and confer to determine il addilional clauilic:illlOns requirt 1001 ~lluwaJ'\ce.

Page 32 of 76

Cllyol Palo Ano and SElU local 521 December I, lOU· ~cember 1, 20 15

xct ioll 3 · Shoe AII \!wanre.

a. Salet~ Shoe~. The Citv shall relmooroe employ~ 7S ~ 01 tIM! CO li ul job·rel ated s.afety ihoes upon v.-.rllic.at,Ofl 01 Such purd ... se by the employee.

b. walkl", Shoe,. The City .... 111 relmbul"5l! employees 75% of the rost of job-r~ated walking shoe. IOf any posilloo5 necessary or required H detelminNi by

m~n .. gemenl iocluding Meier Ander and Meier Reader·Lei'd, In an amount nOI to exceed S)()(l.OO per ~ar. A walking ,hoe is a durable worll shoe/boot Inon ~tet!l·toedl, is ankle supporting: 011, It., and , lip resl stanl: wate rproof or waler re, lstant: IlghtW1' ight and durable; and a l.o prov id es h ~ rd surface cu\.hioning.

$Ktioo 4 · Certifications. The lIartH:. agree 10 retain the current list 01 ,~ulred certificatlOni belo ..... EmpIoYffS .... ho are ,equlrf!d to maintain rommtfclal driver'. liten.es $h,11 flllve col\. lor ~ical eu,miNlions paid by:

a. Completlna an naminat,on IIII'0ugh their PEMHCA provider After ber>elits have b~n pl ld by the P(MHCA prOYider, upon prewnta tion 01 P\'oper documentat ion, the City wil l relmbu l"5l! any rema in ing CO.t" m

b. Compleune an examination at the WorkJuru Medici l c li nic Or other Citv desigN ted clinic. Employees may Ulol! paid leave for auendaoce at stheduled medical e~amin .. t,oM. Employees Shalf be permitted 10 use up to two hoors of <e,ula. Clty·pa,d t,me for Itlendance I I b,.nnual medlul examinations.. The .o::heduli"l of such lime shall be p reauthorued by the employee's supervi!.Or.

c. Tt.e City will pay special registration and/or certiftutioo fees which Ire r~q ui,ed by ManJgement. Duri"ll th~ term uf this Jgreemenl, the City Jnd the Union may, by m~tua l agreement, ' e~ icw , 3dd or de lete class lficallonlllnd/or requ ired ce rtlfk:auolU listed bi>low:

pmillCJ!lon

Bu,ldj InspedoOn Specialist

Cathod ic Technician

Engineer PrOfelsional Equ ip Mainl SeN Per! .

Golf Courle Malnt Pel'i.

Heavy Equipment Operator (utilities ilnd (jemie)

Reauirement

ICBO Certificate

Corrosion Technl"an by the Nat,onal ASwc. of Corrlsion Engln~cT$ Professional Engineer Cef\ (lor step EI fork lift Operalor C~r t.I OSHA ·approved l

Crllflt' Operation Cert,fiC<lte

Page 33 01 76

•

Cotyol Palo AIIO and Sf IU lo,.1521 December 1, 2013- December 1, 201S

' ~du51 _ W~s'e I n~pector Backflow Prevention Oi!vke lester

Inspector Field ServiC<l's, Utilities 01 (DOH) Hired before July 1. 2012

In,lalier/Repairer Seri.-s

M~ln ten'nte Mechanic (Water o.u, 'lty)

Meet. . Unit ~epalrer

Motor Equ ip Mechan ic and lud

Public SIII.>'y DI,palclle'

Public 5.alety Dispatcher, lead

~nlor Operator. wac

Su ~vor, ~W

Tree Trimmer/line Clearer

0 ) ([)oH)

( rane Oper~tor Certlficallon

Welding Cert ificJ!e

EMS. ASE

POST Ba,lc Dispatcller POST f ire Academy

'MO

POST Ba, ic D'5~td\l!r POST Fir" Academy POST Su!>"Msion 'MO

Grade III W,,,tewater Treatment Plant Operator C...-lilication

Licensed La nd Su rl/evOl Certified Trep. Wor ke. and/or Qua li fied Line Clearana./Tree 1 ri n>mer (er\. (OSHA-approved)

Tree r"mmer/tlne Dearer- l ead Ceuilled Arbor;s!

UliliHes Irl5la IVRep series PQ~!hylenl! fU'inrl Cell. Gas Operator Cert ilkatlen (DOT)

Veterinarian Tech nitlan An'ma l Hea lth Tern. Ce,\III'111011

Wale. SI'S!em Operator I Grade OJ - Wale' Oi.lribtrtion OperatQ'

Waler Svstem Operator 11 Gracie 011- Water Oistr,bution Operator g

Pill! 14 of 76

Cityol Palo Alto .. nd SOU toul S2 1 Clei:ember I, 2013- ~(emb(:r l , lOlS

~Ilior, Wat.". System Operator

WQC Plant Operator I

WQC Plant Operator II

WQ( Plant Operalor T~Inc!t

Wal .. r Mete. C. o ... • Con"",ct ion T ecllllician

Gr<lde Til - Waler TreiltmtOl ODtrator

Grade Dill - Watef Distribut ion Operater & Grade Till Watef Tr~atmtnt Operator

Gr3d~ I Water Treatmenl Operater r.ert if"'at ion.

Grad .. U Watef Tr~atment ODf!la\or Ceftilic"tlOn

Grad .. I Willer Treatment Ope"tOI Cmiflcation

~atkflow Prevention TeSIN Cerlific21ion

d. The City wi ll P;!y for the Department 01 Motor Ve hicl es (DMV) Ik:enslr\ll lees /w all employees f ~ qu i red to maintain a Com mercia l D,i ... er'~ Ucen~e In accordance with the Ca liforn ia V~hicle Code and appl icable law~ prp.5"riOOd by the Department ofTmn5Portatlon.

e. Pipeline Weldin, "5~nl. The City provided a 4" premh,lm In ba.e compensation to Utllltv Inll.llef-Repai .. "r. Insl3ller ·Rep~ke. Lead poslt lo.u In 2006 that mel DOT c«tlliation requirements and .. fie were U$llne<i the\e duties. UtililV Installer-Rt1WIlrer.nd UlilitV In'lLlller·Repalrer Lead pOiltlons that I"il lo mainl;,in currenl Ctrtlflcal10ns will not receive a -4"premlum on their bilse pay. Positions assigned these dlltje~ and desigl1d1ed by Man,tgtment lo . ecl'i¥e thiS prpmlum will nOI eneed IN.. (S) Utllitv Installer/Repalft'f and Imt" l l~r/R~p"irl'r lead. If the urtifica tion i~ required In lhe Job description. '~rt iHcation muu tw! malntilined. In accordmce with their Job description Mainten~nc .. MechaniCS that are ass igned to Water Gn Wlsttw~tCr mu" ma inta in al l requ ired certificat ions and shal l re<:eive 4% premium to the i, base pay for pipel ine wl'ldlng.

f. Buildin,lnspectOf. Upon successful completion of probatlonarv rCq<Jloement •• the City will pav Bulldlnllnspeetor; • 01M! (1) percent of base salafV one-time pavment for a certIfication abo"" what is required. Employees m3V requtst 0"" payment per year to a ma~lmum of Iwo paymen .... in carter. Paymen .... WIll not elKeed a mallimum of one percent per yea. or two payments In i career, The Building In!.pCdor Job Desellpt lon speeifJes current requi'ements and I~ union and aty will al1fte on 11151 of ilppropriate certificat Ions eligible fOf the jl<emium. Premiums w;fI not til! paid II Ctrlilicatlon is not mai ntained .

• •

City 01 Palo Alto and SElU lOeill S21 DNember 1, 2013· December 1, 201S

a. Wiler and Wu tewater System Operator c..rtifi[~tion. Employees ( I ~ssif i ed in Ihe followlnl positions' Waler Qu~IIIY Control Plant OperatOlI I and II, Sf:nlor Operator Water Quality COntrol. Wale.- System Operators I and II. Sf:nior WJler Systems Operalor, In~Clo., Field Servia.. a ... ianl!d to Utilities and Insta1ler Repairer lob Series may be eliltlble to rec:~VI" a 1" base pay I'femlum lor cerllfoutloru required by the Depa. \nw.nt 01 Health and/or the Stale Wate< Rewu.us (onlrol Board. Employees wllhlll lhe~ job classillcations that havf' .ucceulully completed probatiOfiary requirements IniIY reqUf'st an anr'IU~1

pa~nt 01 On~ 11) percent lor one (I) cert ilkaHon thai Is alJove tho\.e listed in their job descr ipt ion. An employee who qualifies for this PilYment shall tie paid ,,, of the employee's anm'al bas./! sa lary once per year. The employ.,.. .nail tie rl!Sjlonslble lor prcw,dlng the Cll y with writtcn documentatlOll lhilllhe emp!o~ has obtained and is maintaIning the " .... Iifying certlficatitln on li n annual bi"I~. Premiums will not be paId il certification is not malntaine<l. ( Iljlble emp~ ~hould ve. lfy cffiilic",t;on will qualify lor the ptemlum before attemptl"ll c~ f tlfir:al lon. The Union and th.e (ity will update the ;ob tlesulplions to .eflto< t newly required certifica tions \WIth 00 I"rlher adjustmeMs \0 b~", sal~ry.

F~vme"l1 will not exceed a n'I<Ixlmum of one percent per vear. ~n d will I ~ ~e

effect in the pay period fo ll owina the ~erifk~tion of certltk~lion. All costs for obtalnlna certifkahons atlove what Ihe job desnipllon requlre~ wil l tie the re!.j)Onslbll,ly of the employee .nd mlly be paid for by U$I", the Cily', tuit,on reimbursement prOjlram,

h. in "cordance Wllh Cal· OSHA .ellulatlons any employee who OperlteS a lorltlil! mull h",,,, Forltlifl OpNato. Cert llkat ion. T raininti! to be provided by tl>!> City.

i. ( . lIn. C.rtificlltlon. A He~"Y Equipment Operator, Line rerson, lme Person le3d, or Maintpnan(~ Mechanic whO pos\.es\.es the lee811y requlrcd certifiCiition for oPE!r .. tlon 01 OilY crane will receive in incr ~ase of Of'l e percetll (1") of their base 'Ble effecti~e upon the ra\l/itlltlon and ~dnptiO<l of Ihls MOU by the Oty Coundl, o. upon attainment of Ihe certifir:ation, whkh~'f is laler.

Heavy ("u lpment Opellltor (E lectric] must possess a (rane certifICat ion r,-,&",.dltsS of hire datc. Any employee hi.ed on 01 afler July 1, 2012 l'My be required to obtain and po!S~S crane certilitation.

fOT any olner employee hired prior to Ju ly 1, 2012 crane c<,rllfkatlM \.h0l 1l be de,irab le (nOI required) ex~ept under the fol lowing cir<umslaocu:

(lI] there are insufficient emplovee~ In the cllI~siflcalion (HeilYV Equipment Oper,tor [e)r(lu~ive of Electrlc:j, Untperson, Uneperwn

Page J6 of 76

City of Palo Alto and SEIU local S21 Decem ....... 1, 2013- ~cember 1. lOIS

lead o. Malnlenance Mech .. roic) who ~ the cert,liealioro to pe.IOIm Ihe ""ollt,

Ib) The Man.ge! hilS sc~ght vo l unt~.~ ~nd no employee In tile cla"itk~t l on hal volunteered to tra in fo r tM! certlntatlon;

Ie) a ll th ings belnR equal, the manag .... ha~ ,e lected Ihe leut ,!!niOf employ~ In the classlficat«m who is judsed by the City molli,kelv to successfully com~ele the tr~lning ~nd obbin crane certlfk;!tlon.

(d) TIle Manalef will allow up to three at!emp~ 10 p.lS' the crane certification 10' any employee hi.ed before JUly 1. 2012 who N S bei'n invoiuntatlly anlaroed 10 acqulte Ihe Clilne certlflnUon. Related ImjnlnK and leSI (am , hi li be borne by the City. No emplov« hired before July I. lOU ~hall be disciplined 01 dtschar,1!II lor failure 10 acquire a C'illIe crllilitin ion.

Section!> - Weather Prole,lIoo. The CitV wi ll ~ovide rainy weather loot prOtec tiOn and one su mmer hat for the classification of ParkinS Enforce~n t Officer.

ARTICLE X - HOLIDAYS

X fljOIl 1- Fixed Hol i d~yS. E~eepl u othE'fWl,e p.o~id"d, emplo~~ within the repre;enl.ltion unit ,lull Nile Ihe folioWinl fixed holid~1" with pav:

l.:Iouary 1 Third Monday in January (M~rtln luther KinK Day) Third Monday in Feb.uary wt Monday In May lul'\l4 f irS! Monday in September Seumd Monday in October Yeterans' O~y, November 11 Thanksgiving Day Day after Thanksg iving Ot(~mt>er 25 Either Decl"m~r 24 Oof De<ember 3L (see b~low)

Employf!e •• hall be "1KU~d wll h pay for Ihe full work shih on ~ther {)ecembl1r 24 01

Otcembef 31, provided. howeV{tr, I~t City facilities .emain open with f~U(ed noilf,nK leven., Ihilt Management '"I.lns the 'iaht to determilll! work schedulu, Ind Iha! l'Ieilhe. day be con,~rf:d a holiday for pu rpos"" of pr"mium pay. If employffS .re not e",used pu rsuanl to Ihls provlsion, one s.hlft of vacation credit will be added 10 their

Pase 37 of 15

•

City of P~lo Alto ~nd SEIU Loclll S21 DfI(ember 1,1013- Ofl(ember 1. 201S

vlltatlon <KCNlIl. In the event tllal lIny 01 ttoe ... Io.ementloned d~. e~cept 1o • Ofl(fmber 14 or December 31. falls on I Sunday, It... followln8 MOnday stla" be

wnsidered ~ holiday. In I"'e e~t Iha l any of Ihe aloremenUoned days 1,1t. on a Salurday. Ihe preceding friday 5hall be tonsldered d holiday. If December 24 artd 31 la lt s on Sund ay. then the preccdlns friday wilt be designat ed lOt po.JrpOses Of t he ho lida y. Ex,eptions to th is pro~ 1 5lgn arc li sted in IIppe ndix E.

Stet Ion Z - Pay for EI~e9 HolidaYS.

a. AI! employe.!"S shall be Pl'id , full day" pdV ~t thel. regular Wal,;!"11 time base hourly ",Ie for ~I! fi xed ho li days as defirtcd he.ein .

b An employee musl be irt a"P'Y sillus on the workdayprKedm, the tIQIldaylo be e lrglb l£' \0 be cOmpertS81ed lor iI holld...,.. This SubSKlion does not lIPPIy to i n employ~ who Is on lin unPl'ld medi<il leave 01 ~b",roce of ~5 Itlan five (S)

d.~

:.ection 3· Work QrJ I!>!eg HotldaVI. Any employ~ .equi.~d 10 "'Qf~ o n ~ fi.ed ho! id~y sN Il be paid time and orw-ha lf lor such wo.k In add ition to his or her regulnr ho li day pay. Work on a fixed ho liday tle yond Ihe number of hours in a regu la r shift 5ha ll be compensated al doub le lime alld one-hall. Emplo¥~~s who wo.k. S( h ~ du l e where a r~cu i a r day 011 falls on ;r holiday Will accrue the holiday hours Ihey would hi ve IIOrma lly wurkM on that day.

:>fellon 4 - V"'i~ti9n~ in Work Week.

a. An employee whose work ~edule .equi.es thdt his 0 . he. reg ... I •• days 011 be other than SalmdJY and/or SUnday Stili" have an add ilional day oil sct>eduled by

Ihe d .. parlmen t In Ihe evertl iI ftJ(('d holiday fllils d ... rinlt his or hef re&ularly scheduled day off. Every ~lIempt will be made 10 sched ... le the day on a mulually ag ..... able !);l sls. If the day c" noot be so sclleduled, the employ .... . hall be p;;rid for the doy ilt the Ilra isht time b~se .at e.

b. fixed holid .yl whkh lall durlog a vacation period orwh~ n an em ployee 15 abIe nt beeau ... 01 ill ness shal l not I>!! chmged aga inst the employ .... ·s ~aca!lon or sick lea¥l' balance.

5es\!90 S - flwting Om Qff

Emp~e. hIred on or belore lu ly 1. 2011 will be credited with 3 nOiltlng holldiYS to be scheduled for use by mutoui ;ogreemerot by employee and superVl~ In 110 evert! win fH be converlible to <.aSh or other be,-.e!ils 10 lieu of floatrll8 Holidays.

Pas! 38 or 76

(ily of Palo Alto and SEIU l ocal S21 0&.1!'fTlbt-r I, 2013- December 1, 20lS

EIIeclM al the dose of bu$lness 6/30/13 one II""'hlli holiday will be eliminated. On July 1, 2013 and every Jllly tiw!rufler, employees WIll be credited with lwe (2) FloatlOJl Holiday. 10 ~ scheduled In t~e IoiImt mann~r aJ rooted above. Employees hired aller 7/1/12 will net receive any lI""ting holldavs.

Float in g He li davs net u~d by the end el th~ fiscal ye~r wi ll be deemed ferf~ lt ~d.

ARTICLE Xl- VACATIONS

St<!i9n I . Vatiltion Arcf\lal, . Ea{h employee shall be entitled to an 8Mual paid ..... ~Iion, ~ca""'" U folloWS:

a. Firs. day of (om,nuous servlc! Ihrou~ the Int Gay of the lourth ('- ' J year: 80 hcu.~ vacation per year.

b. Fi,,\ day of the fllth year 01 (ontin\lou~ loefVice through Ih.e la~t day of the nimh 19") year: 120 hour~ vacation per year

c. First day of the tenth 110" 1 yeal of cont inuous service throuMIt the la5t day of Ihe fourteenth 114") yen: lGO hours vacation ~r year.

d. Fir.t day of the fift~th 115'"1 year of continooU!. ,e,vice through the lUI day of the ninetee<lth (19'''j year. 180 hOUN v~tion leave p4!r ~Ir.

e TW('nly(ZOj or mo.e yea~: 200 hOUr!; vaution I~.:ove per year.

Employee~ may acc. ue up to three time) their annual vaCilt,Oll leaw! without 10M of VoloClIUon diI)&. In lhe ~~nt the CilV Is unable to schedule ViKOll lon and, I! ,) 'Mult lhereof, the emplo~ is subjl'<t to Ion of lICcrued vacation, the Clly sha ll tll1~nd the v.Kalion iccfua l limit Up to one year. 111 which lime the uces.s viICiitlon must be 5chedul~d and ta ke". N Ior'lS a5 Ih~re Is no inl@rf~re nce witfl dej)l rtmenta l operatIOns. there shall be no unrea!oOnable re~t"cl i on of increments of "Ie. (mp l oyr.e~ shall complete ~ix 16) months· cantl"uou$ 5(! rvi c~ oofore us i r"Ifl accrued v&C~tlon leave.

Seclion I· Holidav ~jllli r!B cudn& Vaca tion. In tfle ~vent a fixed IIoildlY &5 defined in Article ~ fall. within an employee'. vautlon ~rioo, which W'Ould have ellCused the emplO'ff'e from wor~ (and for whkh no CMhCr compensation i, milde),.n ,(ldjtio(lll wonday for such holldayshall be added to the vacation I&I~.

Section 3 - IHness purln!! YNUO!). When an employee be<ome'S IIIwhtl~ on v.)(ltiorl and such illness can be supported by a statement f.om an iK:uedited physl(lan 0' Ihe employee IS hospItalized fo. any period, tt>e employ&' ~all h""" lhe pello(l of Illness charged against !oIck leave and 1"101 against YlICillion \eave.

Pase 39 of 76

•

Cit yo' Pi lo Alto and 5EIU lo(a' 521 ON;~mber 1, 20U· De<:~mher 1, 2015

5ect i9!l4 · Accryed Vacatiun Po for Decnad Emoloyees. An emp""y~e who i. e ligible fur v3Ciltkm lea~ 3nd wtxJ die. wh il e In the my nicipal service sha ll h~ve the amou Ilt of ilny IICcrued vacation paid to hi,ther e$tale withi n thi rty dilY'. ThiS proration will be computed at hli/het la!it ba,ic Illte of pay.

S"'ctlon:; · [ffCSt of £xtendl."!! Mil~!lfY l fM. "1'1 emplovee who InWf\lpls lefVfCe

b",cause of eKlended military I",ave shall be compen ... tlld lor ac:uu",d v<1(a!1on at the t ime the leave bccOI1'>6 efledive.

s.ect iOlJ 6 . yaciljpo ill Tgr mi na\!sm. EmplOYI>e> H..a"'; ng th t mu nltlpal servk:e with accrued ~acil lion leave sha ll be paid the amou nts 01 accr ued ~~CilliQn 10 Ihe date of terml ..... tlo".

SectiOA 7 · yautlon (Iih Out.

Onte eiKh calendar 'f(!ir ao employee may cash out eight 01 more hours 01 vacatIOn ""crual in e.ceu 01 80 hom., to i mnlmum 0'120 hom., ",oYlded I/llt Ihe empl~ has taken 80 hours ol...aution In Ihe ",e'o'lous 12 month,.

iI. To b<l eligible for c",h out v~ca tlon, employee! musl pre elect the number oi vaca tion hour. they wil l ca,h out duriflE Ine fo ll owlns calend ar yea r yp to maXln1Um of 120 hours, prior 10 th~ start of INrI ca lendar yelr. The ('Icstion w ill 8ppl~ only to vacation hours accrued In the <1ed la . y<!at and elill,ble for Qsh out.

b. The election 10 {a,j, out yacatlon I>oUf"i in .....,h desocnated vear will be Ilfevouble. Thi. mnns thit employeH who ('leet to cish oul VacatIon hours m~t cash out the number 01 iCCJ'l>I!d hours pre·deslgnated on the election 'orm proYI~d bV the City.

c. Employees who do not pre·deslgnate or dc< li ne a caih out amount by the annu al deadline eSiahli*'ed by the City "';11 be d~med to tU\/l! wah;i!d the nght to cuh oul any leave In the following la_ y<!lr and "';11 nol be ellilible to "',h oul Y<l(ition hours In the !leI!! ti. vear.

d. Emplovee~ who pr .... de'''nate cash O\Jt amount' may request II (;lSh ou l at any tl~ In the dl!$ign"t~d ti X ~ar by submitting a cash out form 10 Payroll. Paylcll wil l complete the cash out uj)On rcquen, provided the requested cas.h out amount ha l accrued and Is conSistent with the amount Ihe employee pre· deslindted. If the fyll amount of txJurs de,ignated for cish out ii rrct ava ila ble at the time of cash out request, the miXlmum available will be p;rld .

e. for emplov<!<!s who hive not requested payment of the ele<:led cash out iIII'lCIUnt by NOYem~ I of each year. Pa'(foll will automatit,,11y cash OUI the pre·

OCy of Palo Alto and SElU lot.ll 52 t oetember I, 2013- December t , 2015

M,.;gnal~d amounl .1'1 • paVCtltck lllut>d on or afler the payroll dale Indudlna NIWembt"r 1.

ARTIClE XII - LEAVE PROVISIONS

Sect ion 1 · Sick leave.

~. The Oty <hall provide ea<:il employee with paid srlieave, ea rned on I da lly basr.; and comp<Jted at Ih~ rate of 96 hoo rs per rear, with no liml!s OtIlmounts that may be aaumulated., eK<ept that lor emp~ hired aller July I. 19&3, sick luW' accrual xcumutiliion shilll be limited to 1,(100 hou rs and sub~ctions (ilJI I) Bnd (a)(2), ~halllU)! apply. Payrner>! for a<ecumulaled sick l/!ave ilt lermltlatior> sh.1I be made only in t~ follow;n, c"cum~tanc es:

1) Elitibl@ emploVl"u who lea"", thE> mun icipal !.ervice Or who di~ wh;l~

fmployed &od wllo Ililv@ fift~n Of 1'110'1: years of coobouous service shall feceive compen 5.i! tion for ... nu$ed sick ""ave hOOfS in a SlIm equal to two and on<:o·ha ll percent of thei r unused sick luve hours multiplied by Ihelr years of continuous service and their base hourly rat e 01 pay at termination.

2) Ful l sick leave a((fuil l w111 b~ paid in the event of termination due lG disability.

b. lke of Side leave Sick leave sllall be .llowed and u'oed 11'1 cases of act ual per50nal 'iickneM or disabilIty. medical or denial trl'illmenl , or a~ authoriled for personal bu~lnl!S$. Up to nine d~ SICk leave pe.~. may be used 10< Ilineu in Ille immediale bmlly, including relll~le . .. d domeslie parlner. A oew .. mpl~

may, if oeu=ry, use up 10 forty·elght '48) hours of sick leave at aoy lime during tl>e fT'5\ ~ix mO"lhs 01 employment. M Y n"1lativ~ b<olancu ge neraled by such uti li,at ion will tie (hal,ed against futu .e ""crual 0/ deducted ITom fir.al paycheck in t~ event ol te rmlnallon.

c An empl(}Y"e who has been di loa bled for 60 consecutive days il l"Id who is olherwise eligible both for paym.:n! uoder the long.term dls.abilily arou p insurance cove ... g .. and "( ..... ed sick lea .... benefits may, at his/lie. option, choo..e eil""," 10 T/!Celve Ihe lon, term disabil ity beneflts Of 10 ut llile the ..... mai llder of his/her accrued sock INote prior 10 aPllI";ng for Io", ·lerm disability benefitl..

d. Sock leave will not be granled for illness o"umn, durina any luve of abwnce un l~ss I"" emplo~ Uln demonUfale Ihat it was nec~ry to come under the care of .. doctor ,,;nile on suc h other leave of absence.

P~i" 41 of 16

Cltv of P~lo Alto and SOU l ocal S21 December 1, 20U- ~mber 1, 20l S

e. Return 10 Work With Umlted Duty Upon "pprDV~1 of depilrt men l maro&gemenl and Ihe Cily Rhk M~nllller, 8ro employee m~y ,elum 10 work lo r dOClor' BppmYl!d l i mll~d duly . ApprOVill for rell! m to work shall be Ixtsed upon dep;!'lment ability to provi de work conSistent with m('d ica l limitOltion., the IOC8110n of t~ work as, ignment, ~nd the lenglh of lime of the li mitat ioos. T~ City doctor may be consulted in det ermlnlnl work limitations.

Section 2· Ekrta\femen\ LeaY!!. leave of ~b:;ence with pay of th re<! days sll8 ll i)e

granted an employee by the head of his Of her department In the ~nt of death In the employee's immediate falnily, whldllsdelir>e<.l 101" the pU<pD:iei ol thl$ $e(Uon n wife, husb~nd, ~n, step..son, son.in.llw. daughter, slep-<laughl~, daughter·in ·law, mothr, ~tep·lnothPr, mother.ln· l,w. father. st~·fillhet . I~lher-in-Ia .... , brother. b'other-i""l~w.

~tep·blOther. sister, step-siSler, Sister In· law, g.~ndmother.II.'ilndmoth"-IIl· law.

grilndlOlthl", grilndlalhe. ·ln-law, grandchIldren, .. unl, uncle, niece, nephe-w, rttlstered domesl ;,: ~rtnef. or II close relative residiJ\i in the household of the cmployet . SIKh "'"",e sha ll be at fu ll pay and shall not be cllilrged ,,£o,n,1 the fmp~e'S accrued vauUon Of sick leave. Request 10 ' leil ve wit h p"y In uces. of three (3) days 5 h ~ lI be subject 10 the written approvol of I~ City "'an ~ ge'- Approva l of additlonallu ve \VI II be based on t he circumstances of ear.h requ ~st with con, i d~r.tion gil'(!n to the employee 's need for add it iona l ti me.

Se<:llon]· MT tarv Leave. The provisions of the Mil iL1ry and Veteranl Code of the Stat~ of C<ollforni a shall gover.. the sr,n tlo, of military ~aves of abl~ce and the l ights of emplOV"'es return inK from such If!avcs. Consistent with the Military and lIeterans Code, the City of Palo Alto shall pay emploYH' In S{IU bargaining unit their .eeulior saf~ry.

salary differential. and all "".llable benefih for up to thirty days Pf!r ClIlend~r year.

Section 4 - Le ilVt' WjtllsM Pay.

a. DisabilIty. leaves of absence without pay may be g.anted in casts of dISability nOI cove .~ d 0.,. sick lu ve. Pre snarn:y wil l be ronsidNNt as anv other di sa bil ity. leaves of ~b,ence for dl~ bll i ty a rl! subject to physicians' ~erlflcall o n Includ ins diag nos is and medical work resl rlction.

b. f~mi ly Lea ..... Family IUIie wil l be gra nted in accordance with ~pp l itable Slate ond federal law.

Plge 42 of 76

Cily O! Palo A110 and SlIU Local 521 December 1. 2013- Oecl"mbel 1, 2015

c. oth~lleaW'S. leaVe! of 'Mence wilhou t pay may be c.ranl~d in uses 01 persoJlaI erMre...-.cv, Union busll)('M Or when SoUch a b~l'ICes would nOI be oontral'\lto lhe beSllnterest oIthe City. NOIl·d isab ll ity preJlatillle",,! is ava ilable ur>der thi s provision, bUI sueh leave shall not begin more th~n $I ~ months prenata l nO( ~~te n d more than .1. monlhs po,tpartum.

Dur ing unpa id lea~es of abs~n,! for di sa bil ity Of other reasons , tne empioye-e may e lect to use a~crued vacation ~'ed i' 5, Req~esti for lea"". Without pay shall not t>.-. unrea,o nably den,ed. In order to avoid mlsundNstand lngs. aillea""s wit hout pay must be In wriling to be effed~.

Section 5· i\lrv Olltyilnd Subpo'DlI'. Cmployees requi~d to report for JUry duty or 10 answer subpoenas as , wItness In behalf of the Siale of (a!.fom'" or any of II' atencies .!>aU be granu"d a leave of ab~ce with pay Irom Ihei. aMignP.d duties unlil released by the court, provided the e m ployee remits to the City all fees received fro m such duties other than mileage or subsistence allowances within thirty (30) days from the termination of Jury service. When an employee ret urns to complete a regular shift fol lowing time 5e r~ec! on jury duty or as a witness, such time f .. lllnS within the work ~ hift sha ll be consklered as t ime worked fur purposes of shift completion a nd o~ertime computation. In dete rminins whethe r 01 not an employee sha ll return to hi s or her regular shift foll owins performance of the du ti es, reasonable conslderati~n shal l ~ gi~en to such facton a li Iravel Ume and a period of rest. When a combinat ion of City work time and JUI)' duty equals 14 or mOf"e hou rs in the 24-hour period Immedia tely before the employee's shift start ing time, the employee will be allo~ a res t period 01 nine hours, Any portion of the reSI period failing within Ihe employee's work shift will be considered as hours worked and compensated at the straighl time IlI te . Th is provision does not apply to conditions of bo lla fide emergency. Bona fide emergency condit ions are condit ions in~ol~ing r..al or potent ia l lOS$ of service or property or pers.onal dange r.

s...ction 6 - Time Off \0 Vote. 11me off wilh pay 10 vot ~ in anv genera l or dl' ert primary elect ion shall ~ granted as prcllided In the Sta te of (a lifornia Elect ions COde, and notice tilat an employee de\ile~ ~uch tim ~ off sha ll l>e given in accordance with the provlslllnl of :laid Code.

5<!ctlon 7 . OiSilPpfOVl1 of l&allt't 01 Abance. In ca", of disapproval of e~tellsfon, revo.cition or carn:ellation of an e~"lllIlea~ of absen.ce, nDlio:e ~idl be ,ent bV certmed mail, return receipt requested,. 10 the emp~ .tali"" the date 01 w(h adiOll, the r~aSOll and a spe"fIC date to ~turn to work, which I, nOlle" Ihill five workill3 days from dille illdlCilted 011 relurn rKelpt.

Page 43 0176

City 01 Palo Alto and SElU Local 521 December I, 20ll, ~cf'fTIber 1, 20t5

Section 8 - persona l !!usinea le ~ v~ Chargeable t9 Si,k le~yt:, Al l fmp loyees sh~11 ~ granted up to twenty (20) hou rs personal bU5ine" leave pc r calendar yea r. char&eabl~ 10 sid: leilw. The employfle nei!d not dlKltISe the reason (or the personal bu,iness. The scheduling of such lea .... is ,."bJect to the 80o rov<tl of tne appropriate le-wl of Manasemenl.. aOld J,tIch ill'l'fOYill slLilll not unrear.onably be denie<l,

Sedian 9 - R@!um!oA»!gnment . The deparlmellt soon make ellef'y elfon 10 eI1w'e Ihal emol~es ,e.umins worlc followlns I lea .... "" .. uanllo Seclions 1- 8 .ooll be retumed to t~ assiBnment, shift. il nd/o , wor~ k:)ciuion held Imnledl.iltcly pliol to the leave, If the employee CilnMt be so iI~slgned, he or she sf'l,a ll, upon rCQuest, be granled a meeting willi dep a rtm~"1 management 10 discuu th e rellSon s for Ihe change. Upon request, the ~mployee shil ll be a fforded Union representa tion at such a me-eUng.

ARna.£ XIII _ WORKERS' COMPENSATION INSURANCE

kt1lo(l l - Indumlill Temporary piwbllny.

iI . While lempomil'y diloablE d, employees shall be enl itle-<! 10 us.e acu ued lick \e;IYe for th e first three (3) days following the date 01 injury Bnd the reafter shall be pa id fu ll ba.e salary for a period of not 10 exceed fifty -seven (57) ca lendar d~ys.

unless h osp ilali!~. in whi ch us.e employ~s sf'l,a ll be paid full b~s.e S<l1i'\fV for a periOd I>Ot to e xceed si.ty (60) d~Y I from date of injury.

b_ ~o. '''''' lemporary dis.Jbility continuIng beyond Ihe lime limits sel lonh in (a) above. employees !>hall be fNOld tWO thirds (&& V3") o llhel' fuJI base s..iary ill lhe l ime 01 I.,jl.lry fOf the dll raliOn of s\Jch t emporary disabllily In conformance with t~ Slate law.

c. Durln~ tt" period of temporilry disa bilily. an p.mployee's ellR lbllity [or hea lth, denta l, 11f .. , LTD, or othe r In ~url!d program w ill co ntinu e with City contributions It the same rate as fOf ac:tlve emP!oVffs. In use of Subsection (a) above, the employee will continue 10 accrue vacation and skk te.JVe benefiu. In the case 01 SUbse<tlon (b).!dCk leave and vacation be""rrts !>hall not be .«rued.

Wllon 2 - Voci!lpool !!ehlbil"1~lio!) !knelll! 10. Per[!)~!"t\'nlly Diabled EmRloyers. Vo[alion&1 Rehabilitation will be f'I\IIde a,," lIable 10 ""'playr:i's wl'lo have sul/e 'ed p~rm~ne n ! dl$Olb ility a, a resu ll of in Injury or illness susl~i ned In the CQurse and scope of employmenl before 1/1/04, For InJurle, on or after 1/1/04 qualified employe e~ are entitled to l upplemen l~1 Job displacement voucr.ers in accordilnce with the Cal iforni ~ lab.,.- Code, DIvI~on l, Oe~rtment of Industri al Re l~tions and Diylsion 4, Wor1<ers' Compen5aUon and Inlurilnce, the AmeriuM with Dis..billties Act (AOA), a rid tile City of Palo Aho's Worker}' Compen .... tlon Pf'ogram.

Page 44 of 76

City of P,,1o Alto and SE1U uxal S2t December I, 2013- Oecember 1, lOIS

ARTJoCU XIV - (l(NEFIT PROGRAMS

Stct is!Jl1 - He~ lth Plan

iI. Active Emplnen o.. ring the term of t hi ~ <:onlra<:t. tho:! m~.im~m City cont ribution towa r d~ medical premiums for e lig ible lul l t ime employees pe r emploVee ca tegory ~ha ll be up to a m&~lmum of the 104lowing for any plan:

" Contribution

Effective JanYAry I . lOIS

Eff@ct,ve with the first pay period indudinS J"n",ary 1, 201S, th" C,ty's total maxim um (ontrib",tlon low;ud. medical premium,. for eligible part time emploYfts shall be pror~ted bilsed on the number of ho",n per week the part-time employee Is anigned to

-"-

'PEMHCA minimum changes pe r statutory dL'Ierminahon. Any intre~IoeS to the PEMHCA miolmum duriog the (l'rm of tills contract will res~ 1t ;., a [o rrl''Pondlog decreasf to th~ ~mo~nt of the ad ditioo.l City eontflbutlon, so th ~llhe lota l mixlmum CltV contributKm new-r ~ .ceeds t he amount li sted In tile "Total Maxim um ( it 'I Contribution' co lumns above.

b. He~lth Plan Cov~ rai~ fo r Fut ure Retirees Hired Befor" JanuU'l I , 2005. Monthly DIy-pa id premium contribtJtlons fOf a ret iree-se lected he. ltn plan tllra~sh th~ CaIPERS Healtll Bellefi!s Prosram ..... ,11 be made as provided under tIM! Public (mployees' Mediul and Hospital (.Ire Act. £fiectlve 1/1/07 the City's monthlv employer cont, ibutiOfl lor fOadl rfOtitee shall be thfO l/TOOunt O~Silry to P'lY for the cast of hi! Or

her entollment,. in '" Itf:oalth benefib pliO up to tile monthly premium fOl the 2nd most e"PE'nsiYe plan oHE"J~ to the SEIU fOmployee {among the exlst ,og .fl.V 01 p~nsl.

Howo:ver, the City cootrlbutlon for an emplol"'e "ired befo~ .... ouary I, 200S who ' fOlI, fO' on or altet April 1, 2011 .\ Ila" be the Silme contribution amOUOI It makes from time to t ime for active City employees.

Pes .. 45 of 76

City 01 P~loAlto and SOU lo~1521 De.::~mbtr 1, 2013· Pt-cember 1, 2015

c. PERS - Health Benefit Vei!lng For flolture Retirees Effective Jan uary 1, 2005. The Ca l PERS veslins schedule set forlh in Governme nt Code SIlct lon 22893 will a pply to a ll SE IU employees hired on or ~fter January 1, 2005. Uooer this lall<. an employee il eligible fOf 50'lIo of lh@spKifle<iemployer hullh premium COnlflbulion alter len I'f!ars of ~rViCf! credll. IIfmrided at least fivt 01 those vea~ .... ere performed al the atyof Pillo Alia . Ah er ten years 01 wrvi<e c.edit. e~(h additional ve~. 01 $oef\lic:e ( redi, wiliinuea'!oe t he employe. contr,blflion percentage by 5" unhl, at 1Q yea.s' s.rvlce credit, Ihe emp~ will be eligible upon re tiremen t 10. l ClO% of the specified employe, contribution. Moweve., Ihe ma ximum contribution for famllv membe.s wtll be 90% of the spec llied emploVe. cootribution. The CilV 01 Pa lo Alto'S hul lh premium cootrlbution will tM! the mini mllm contribution \.Il l by Ca lPHS under sect ion 22 B93

ba~d on a W1!i3l>led a~rage of ~V".ilable I>('a lth plan premiums.

Contingent on agre<:'menl wilh .imllarly ~HKled bdrgainlne unih \0 eliminate the benefit p.ovIded by Governmem Code sKtion 22893, SiIU .g~~ to eliminale this benefil ilnd meel and cOOller (Wer ~n al~ern;ltive benell! for emploYH~ hired on o. altel J;lnuary l , 2005.

d. Cover .. ,. for Domestic Partners.

1. Oomeitlc; Partn,,,,hip ReglUered with the Callfo.nla se"elary of State. EmploVees may add their do<n@stic partner as a d~pendent to the,r elected hf!alth plan (Over.ose If the domesti< p;lrtlll!f~hlp Is 'ealstl!fl!d with the Sec.etilry of Sta~e.

2. Domestic Partnersh ip Not Registe red with the c.;,fifmn lJ secretary of Stale . Domestic parlners who meet the fN\ulrements 01 the City 01 Palo Alto Dec laration of Domestk P~rtner~hip . and M e resl,tered With tile Hu man ReIO Ur,,",, Department, wi ll be ~1I81b l e for. ,t ipMd 01 two hundred and e lShlV four dol lars ($264 .00) per month toward tile co.1 of an in divi dua l hcal1h plan. Evidence of premium pavme-ot wHi be reqUired with 'eqvest lor (elmbur~menl.

e. AlII ,n"tlW Medical Benefit Procr ..... II a regulir employee "00/0' the employee's dependentis' are eligIble 10. "nd elcCllo 'Kei"" medical jnsuranc~ through any Olhe. flOOl·Citv 01 Palo Aho e mpll>'(!',·sporlloOl"ed or ilssoclatIOOl-~pon.or~d sroup medical plan , Ihe employee may choose to wai'le hi./her .ight 10 the City "I Palo Alto·, medica l plan 'Muranee and receive cash payment. in the amount of two hundred ei&hty. lour do llars ($284) for U(I> month City coverage is wa~d.

bample$ of waivers eli&fble for this pilvmenl ire· • [mp!oyee wil'v"~ ilU applicable Cltv medical covefa£"'; Of

Page 4(; of 76

Cilyof Palo Alto and SEIU Loul 521 December l.,. 2013- December I, 201~

• [mployee is eligible to enroll hi, or her spouse or domestit parlner lind wallles "",diraj coverag~ for tl'le SPOus. Or d~stjc parlner; or

• Employee has additional eligible ~pendenl\ and wai~e! family·Ie",,1 medical co~erage.

Participation must result In iI hUlth Insurance (OSI ,avings to the City ~nd payments ~r employee sha ll not uteed a total of two hundred eighty four dollari ($284 001 p"<" month. To participate 11'1 the program the employee and deperldents mu~t be ellgib .. for w~rilge under PEMHCA ~diC!OI plans, complete a w,iver of medical co~rilge 10<0' . and provide proo/ of eliJiible alternative m(!dlcal 'OYel'ag~.

Payments will be made in the employee', P"Y"heck beginnl", the flrst month Jollowi"i the employee'$ completioh of the waive. lo,m . Payml'flll ~re subjl'(:t to Sl ale and federal taxes and are !'lOt considered earnings under PERS law. fm~s •• e responsibli! I", not,tvlnlthe City of any cl'lange In status aflKUng ellgibility lor !his program (for example, lite Ch.iUlles aflectlng dependent's eli&,bll~v for medical coverage t hroush the employee) and wi ll be re.ponsib le lor rep;rymen t 01 amounts paid by the CJty contra'~ to the terms olth is program due 10 the ~mployee" fallur~ to r.otify the City of a change In slatus.

f. If the Stat~ of Ca lifornia er federa l tovemment reCluire~ the Clt~ to participate and contribute tow~rd co~er3Ke under any medical plan out~lde of PEMHCA includ'ng but r.ol limited to the Affo~able Cue Act, the CIty's total llabil'l1 for emelle<! empJo~ and retirees and their eligible family members shall not eKa!ed wllat the Cit~ would have pIIld toward PEMI ICh c<M!fi1te In the ab!.ence of sllCh state or fedetal plan. The p;rrtles will meet and conle<' over tile impil:1 of su~h change on mitters Within ~he scope 01 represcnt1lt'Ot\ before Implementing any thante.

Sfcl!on 2·Dent,,1 ~Ia n.

6. Th~ (ity shall contlnu~ to provide a le tf-funded dental program lor the benMlt of City employee' and thei, el igible dep~nden t'. The (lty shal l p~y l~ of the required premiums for the prOtram. ,,~c~pt that il<'>nefils for r~gu l ar part-time employees wi ll be prorated as fol lows: Emplo~s hired "fter Jal'luary 1. 2005, who will work less than full time. w,1I feceille P<'or~ted premiom tOslS for denIal benefits in accordance with hlS/he. per<:entace of iI full ·Ume .. ork KhedoJe. Parl·lime employee~ ruuently rKeNifrt lull benefits w,1I not be ,mPlCted.

b. The City's DenIal Plan pro..Jdes the following'

• Maximom ~nefiu per Calendar Yedr $2,000 per per~on.

Page 47 of 76

City 01 Palo AIIO Dnd SElU tocal S21 Delember 1, 2013· December l,lOtS

t. Effecllve July 1, 2001, denIa l Implants In conjunction with one or rTKlrl' mi ssing natura l teeth, and remova l of Imp lanu will be c<Wered irS a Major Dental Servlee at SO% u~al, cu~tomary and rusona~e (VCR).

d. ElfKllve 1/l/07 lhe City will ildd compo>ile (Iooth colored) IoIhnp In denial plan posterior leelh.

e. E/ft'Cllve lIV07 tho! City will p~y u~ 10 $:.zooo.oo for Orl~donlla cowrage ,

Sestlon 3 - Ylilun Care . The City shall continue to prOvide a self. funded .;ilion ca re program for the benefit of City employees and the ir dependents. lhe City ~ha l l pay lOO~ of Ihe l equoted premiums 101 the PlOfirem. The benefits of the ""Ion Clre program 5h. 1I continue to be equivalent 10 S20 Deductib le Plan A unde¥ the Vlwn

Service Plan.

Xilioo 1 · Life Insu,an<e. The Cily ilg.~s 10 co ntinuelhe Basic and Supplemental life inSIJ ,ance pie" as wrrenlly In effect 10' the te.m 01 Ih is MemOfandum 01 Agr .... menl.

S,ction 5· Long Term Di",bilily Insyraw. TM Clly shall conlinue t ile long term di S<! bility I nsura nee plan currently In effect lor th e term of th is Memorandum 01 Agreement . F<:Ir PI ~n A. the benefit is66 amI 2/3'" of pfe-dis.ability eaminis 10 the m~ .. mum benefit level of $4000.00 l)er month. Employ~ C(M!ra8e is subject to. volunLory payroll dedudion of the in,Uran(e premium appllc.ob1e to tho!! Om $6,OOOof mooth lysalary, len. (redit of $11.17 pet month to be paid by the Oty. for Plan 8, th" benefil is 60" 01 pr,,· c!i ... bllily ea, nlngs up 10 I .... milllimum b~11t ~vel 01 $1800 per month. ( mployee (overag" is subject to a volun' ~ry payro ll ded udion of the insu.~nce premium applicable 10 the first $2000 of monthly <;;I1~ry lor Plan e. TI'Ie Clly will p.ay premiums In excess ther""/. Tile CIIV wi ll p.ay up 10 $11.50 per month tow~ rd long term disab ility In su ri nee premiu ms for t~se employees witoo ul elislble dl'pende nt. covered und~r the hea lt h InSuran<:e provisions.

Section 6 · [lfes!lVS: O~le of (.qyeG!&c '9r New EmRloms. For n.ewlV·hi,e<I ,ellular "mp~ eie(led coverag" will begin Ofl the 'in;t day of the monLh following date 01 htre

StitlO<ll · PUil Cpye,age. When a Oly employe-.. Is marri"d to another Oly "mploye" each shall be covered oflly once (as an IndiVidual or as a spouse of II'Ie 0100r City employee, but not both) and dependent Chi ldren, if any, shal l be cover~d by on ly or.e .pouse.

PaSt 48 of 16

CIty 01 Palo Alto and 5ElU Local 521 De~embi>r 1, 201]· D.-.:ember 1, 1015

. The City shall continue 10 mil ke available a 5e<t lon 10 SEIU employees ilnd will iMUft fusonlble ac:ce!.S

to Oef/!rred Compen5<lt lo n repre sentltlves 10' all int .... ested tm~loyeel..

X,l ioo 9 · Dep"ndenl Care AjjlstiHlCC progra m, The City !hall continue to provi de I D<lpI.' ndent Car~ As.i, tar.<;<: Prt:lgra m I DCA?) for em ployee! that comp il es wit h Sect ion 125 an d 129 of the Inte'na l Revenue COde.

SUljop 10 · Trainlo li Pr9flram ~,

•. EmplOYe'l/:!i as~ned bV the City to attend meetings, WOf~hops, o. comrcnt!ons of their p.ofenlOMI or led'lnlc~1 aswdation~ shall ~ve the ir dues 100 . ea~onabl .. expense1. pa,d by dep;irtmenuol fuOOs and ~hall be .lIowed 10 a ttend !iuch work~hOfK. mee\Jncs. and cOfWentlon!i on paid City time.

b. City will ,elmOO.\.!! 10' t~vel, me .. ls and l<><Igi"l! wh,lt iI"''lIV f.om home attendin, an NhKII,onal conference t hat t ..... $Upfrv!lOr authorizes a! be lrlfl}Db related o. which "" II Improve an employee' s ,kills. Per City Policy and P.ocedure 1·02. t ..... Pre·Travel Authorization Form shoo ld indicate expen!flS that "" ill be paid,

ARTICLE XV· RETIREMENT

SS:Sl ion 1· PUt} Con\inuatIOI!.

•. Pen"Ofl GrauD A: 2.~ l1'li 55. The City will continue the present benefits under the Public Employee~' ftellrtment System 2.~ at 5S lor employees tll.ed before July 17, 2010. The P,}rtioe' .ckn.owledg., t hilt .. mplovus unde. Itlis lormul3 hired be lore July 17, 2010 are subject 10 iI Hn.ll compe05illlon calculation. for penslOfl det ermi .... tion purpo!.e$, based on thei. !iiOilO' highest ynr of tompe fl$ation .,a . .... b"" a~ provid~ d Iw C;ovemmenl COOe SMilon 2000l2.

b. Pension GrQup P' 2,0'!til 50 - (Sin811; l-lij,:hest Year), f or empioyee! hired on Or after July 17, 2010 ~nd before January 1, 2013, and emplov .. e, hired on or Bfter Ja nuary 1, 201 3 who are not "new member," 01 Ca IPERS ilS defined In the Pub li( Empkl".,.,,' Pens ion Refo rm Act (oft en .ef ..... red to 3S "d asslc" CalPERS members), but befo re the adoption of th~ modified 2% at &0 formula described below, wh~ver Is 1~ler, the Citywill cantinue to provide the 2~"1 60 rttir ....... nt lormu la ('2~ II 60"). The Parties acknowledge 11'1.1 empl~e1. under the exiSliJ>A 1"'160 pension formula are .... bje<t to a nn.1 compensatIOn ulculation, fo r 5H!nsion determlnatlon purpme'i, based on their single highet yeal of compt'ftSallOn earnable as provided by ~mment (ode section 20042.

Pase 49 of 76

•

(ity of Palo Allo and sou Loc,,1 S21 Dec~mber 1. 2013- [)e(;~be1' I, 20ts

c. PemlQi) Group C: 2.0%@!iO - 13 Highelt Yea rsl. TM< City sha ll f~rlher amend its contrilct with CalPERS to provide misce ll ~n~ous "Oilssle· CalHIIS members hired on or after August 1, lOU w'tn the CIIIPERS retirement formula two per"",t (1.0"1 of ron,,1 cOmpMS~llon at age siKty {60J with ~ r.n~l cor"penwtion calculation, for pen5ion determination purposes, b,~ on tMemploy",,'s th~ con~cutlve highe" y<'ilrs oj compen$lltlon urnabl .. , as pro.k!ed by Government Code section 20031. Thoe ClIy may delay the adoption Or Implemenlalioo 01 the foregoing lmendment 10 the e>tent it deems wch delay nKesSilry to ~ < commod3te legal ind administrative requlremenh. In ,uch event, employees hir~ d between Md Indud ing August 1, 2013 and the day before t he amendme nt' s Implementation date wi II be placed In the 2" 01 final oompen~tlon at .... e 60 loomull with single highest yearea'rlifble compensation 81 de$(rlbed abo,...,.

d. Pension Group 0: 1"@l62. (m~el hl.e<! on Of alte. January L. 2013 meellng the definiUon 01 'new "",.,..bet- unde r 1M Public [mplo~et Penl-lon Relor.,.. Aft (GOYI. Codfo 50. 7522 el se-q.) lh<tll be subje.:1 to ill olthe provisions of Ihal law, l'l( ludirlg but not limile<l 10 tile two pertent at a~~ 62 (2%fjl62) retirement lormu la with a three yeilr fin al compensat ion period.

~)ion 2 · Employee Sh~re.

Effective with tile (i'll ~V ~rlod Ineludl .. , July 1, 1012 ... mplo~ In Pe<1sion Groups A. Sand (desc. lbed in Seelion 1 above lhal1 pay g" if eorolk!d in Ihe 2.7"@lSSbel\l!fitor ~ if I!"Orolied , .. Ine 2%@60beneflt.

fmplovees 10 PenSion Group D sha ll pay the emplo"...e conlribullon required by tile Public Em ployees Pension Reform ACI, calculated at fifty percent 150%) 01 the oormal eo,t.

Section 4 · Utility Bates Discount. Employees wno retire and were employed trt the Oty on Of belate April 1, 1977, and SPOUieS 0/ deceased employees who Wl!fe employed by Ih" (,lyon or belOfe April I, 1911, shall (OOI,nu" reductions in ut lfily r816. All reu,ed ('mp~, and spouses of def.ea~d employel'$ shilll "Iso have relldentl,,1 pr1vilege~ ill City libnlf les, refuse disposal ar""', loIl cour!>e and SWimming pools.

ARTICLE XVI · CO MMUTE INCENTIVES ANO PARKING

Section 1 · Commute In(en)ive. Eli gibfc emp loy""" may IfOluntarlly e lect one of the following cornmLJ!e Incentives:

Pase 50 0/ 16

C,ty 01 Palo Alto and S£lU local !>21 Dec.ember I, 2013- OeCl!'mber I, 2015

a. CII/i< Cente r Pa rldna.. Emp~. auigned to Civic C!!Ater <lnd <ldjacent work Iocation~. The Ory will provide <l Civic: ~nt "r G<lrage Pirklng permll , N_ employ"es hired .. ft t r ,l"pril30, 1994 may initia lly rKelvl!' a parkins permit for another downtow n lo t, s~blect 10 the ava ilab llitv 0 1 space at the Civic Center Ga ra~e.

b. Dlrpool. Tn t City wi ll provide $30 pe r mOflth (tixab le [l"ICome ) to each eligible empi<Jyee In if carpoo l for 60% o r more of their ~ht-duled woo: day. per month with two or more people.

c. Bicycle . The City will provide S20 per mon th to e ligible empl~e$ who ride" bicycle to work. This payment Is aV<lilable through the CCD web slle In the form of <l 5po!ci<l1 Commuter Check flU Ir~1 for bil<e equipme-nl, sur or repair •. This ~nefit unnOl be combined wilh other commUle btneliU.

d . Walk. The City will provide $20 pe r month (taxable income) 10 "liII.ble employer. who wa lk to work ~or more o f Iheir !.Cl>!!cMed work d3ys.

II' Tran,it or vanp ooi UI.I1: To-free i",,"nti'Ve. up tn the IRS li m it Icu rre ntly $125/monthl ar~ avai lab le t hrough t he Commuter Check Dlrecl ICCD) web s ite for empl oyees us in g Say Area public tran sportation or rld lns in a registered v. n p{)Ol a t leUI 60% of the ir K hed ul. d wo o: dayS

lhe deadline for reg;~t ... ln8 wilh ceo and placing ~n online order 1$ 8:59 p.m on the 7"" of nch month, [01 the nt'XI month', berwfit. f or ex,ampie, employees ""I!.hinll to order • !rllmit pa .. by Jone must pl~c. Ihelr 0<111ne o rden with CCD by MaV 7'"

Section 2 - Parkins lO! Secu!1JY - Municipal Service crnter . Th!! CltV will provide hmud and Iock.d pa rking lacililles lor Munrcipal Service Cenler emplovee~. Procedur •• will be embJished 1m enterinll and leaving II>!! parkinll ladlit;l'S.

Ss;ct!9n 3 Bi£fcle loskers and Mplorcytle p~rking. The City "" ill provide bicycle Ie<ktrs and moto rcycle pM'o;i "!l3re~s for City employ""s 3t mu tua l", a«reuble work losallo ns.

ARTI CLE XVII · PHVSICAl EXAMINATIONS

If .nv non ·probationa<y emplO't'~ who Is feqyired 10 haYe iI City .proyided phy~c3 1

examination not rel~ted to workel1' eompensatioo programs disagree, wit h the findings 01 th. City·sponsored phV$icliln, he'~he may consult with his/her own phys.ici,n and, if hb/her privale phyYclan'. repor1 con flicts with t\lat 01 the City physicl3n in terms 01

ability 10 wwk OIl his/her regut<lr job, tl'.en hl!'/.he may requI'sl In eYilluiltlon of hls,lhl'r probll'm Ihrough" Ihrrd phV*i<ln mUlually OIifl.'('d upon by the employH <lnd Ihe CiIV. COSI IO!" weh examlnallon will be equallV shared and ~ d~islon 01 this physklan concerning the continuing abllily of tM employee to perform his,lhe r work In hl5/l'.er

hee 51 of 76

City 01 Pilio AltO ...... S(IU loul 521 De<:ember 1, 2013· DK .. mber 1, 2015

re,u lar job WIthout exposing hlmself/h .. r!.ell 10 further injury ;10$ " rtSUll of hb./her «mdilion ~h<!11 ~ t he b~!.i~ lot relurnlnilhe employee to hl./he r reaula, work.

ARTiClE )(VIII- SAFHY

Section 1 · HNlth and Safely PrgyISlOn •. The City sh"' l lurnl~h and use ~are ly devi~e.l

and .la f~Bu.rd, and .h. II ",Jo~t U5e ~rllCt!c .. s, mean" methods, operltlons and proc",sl!s which ar .. reuonab lv adequate to ",nde. such employment and plilcr of "mploymen! <.ale, in c(lnform~nce with applicable "'Iety "'lui allons under Ihe SUte labor and AdminlslfOlliYl! Code sections. tile City s!>all not require or pe<mlt aflY empl~ to go to or I>e In any employm .. nt or plaa. 01 employment wflich I~ nOI sale.

Seellon 2· Union C09De@lion. U"lOn wJII coopefOlle wilh the Cily I7y entour_lns all employees to perform their work In a sale man ......

See!ion 3· 5~!ety Committeo i f!!! DISRultS.

S-alety committ,;es composl)(! of Manageme rll and Union stewMd5 In Ih .. below I"ted ofsanilations wi ll meet r>O leu than 5 i~ (6) times annu. lly to di<,Cuss safely pract ices, methods of r...:ludng ha~Jrd5, 3nd to conduct safety tr~ i n l nB. Th l ~ sha ll In no way remove the basic ~spons lb!llty of IiIfety from Management nor shil lllt In any .... ~ V alter the r1!spons.ib ililv of the emp lo~ to ~port ~n:HIle condition. dlre<:liy Incl Immedl<ltely to his or he<" SUpervlS<)f.

( ommunity Services Publk Works Wltler·Ga5·Wa~ewater Field Oper'tlOl\$ Electric fil>ld Opl'faiJonS Wilter Quality Cootrol

iI. " commillee compo:loCd of one liKil rt ~s Management represent~h""', one bui lding inspection !eprel-l!ntiltl~, two UniO<l representatill(lS, ~nd til e City Ri, k Manager .... i II meet ~s neecleo conce rn ing ,alety rTl;)tters of the (!\l Ie Ce nt N .

b. A te n·member Cit'(Wlde Union/Manage ment ,..,f~tv committee with equa l Union and Ma nagement membe rsh ip will meet upon call to review \oafety af!!! O(cupational health Sl andard~ and priIClia.s, di>cu.s 0 ..... 1"311 (Ity salety and health p<"ob~m., and 10 KI ilS lin adYisory group to the de~rtfYM!ntal SIIfety committees. The commluee shal! rf'View all department,,1 Silfel~ provams,)f!!! rec:omIDend change where r>e<e~,ary.

c. In asps of dispute over ,..,Ie .... "'king conditions the employee will Ilr~1 ' ''PO.t such unsale conditions \0 his or t>er supervisor and e\l1!ry auempt will be made

to rectify the problem at II\I~ 1p.v~1. The employee may tonliKt his Of he!

~aie 52 or 76

Oty of Palo AlIa and SOU local 521 Oeaomber I, 20B .. OeCMlbe' l , 2015

steward !O as~bl .n the resolution of the dispute , If the problem unnot b~ resolVl'<l the Risk Manajle. will be cllntacted aOO the problem will be addrf'SSfll through the Interpretlltlon of thoe basic safety rule!> and regulatlof'lS, Snuuld the problem tlOt be rMONed ~t th is step, the £ru,Vimc;e pr(>l;l!dure will be utili,,,d. Safety grl<>vances shall be ,I ubmltted at Step III.

d In re'pon, .. 10 recommendellon, from Ine Ergonomics s.alety Comm'lte~, m~nag .. ment will develop ltiln lng wur1<shop, wh>cn include inlOfmlltiun on saf .. ergonom,c wo.-k llfill:tices . SOXh wort.<hop' will be £'Vfln 31 lellst IW(I timel per 'f"'Ir. Upon re~lI$(! 01 <;al/O$HA ."gulalion! coverinll Sife workplace e'llonomic sllIrn:iards, managen'ent w,1I Imm~ilte4v adopt such ~nd;!,.h ;» ~.ty of U .. ' Injury P.evenlion P'08'/lm,

ARTICLE XIX .. GRIEVANCE ilnd APPEAl. PROCEDURE

$.eolion] .. Gene'lIl P,ovi$IOOl. The Ctty "'00 Ih .. Vlllon f<'<OI!nlle Ihat early !.I!Uiemenl 01 g'le .... nce Or appeal of disciplinary action! Is es~nl ial to sound empIoYH .. emp!Qye, , .. Iallon!. The partie, ~k to eshblish a mutua lly ,ati,laclory m~lhooJ lor the settle~nt of em ploye .. grievances, or appea l of disciplinary acti on, or Union Brie~~ncfs ai prov ided lor beiow. In pre~nllng a Brie~~nce or appea l 01 di"iplinar~ aC lion. the aggrieved and/or ni, 0' her representative I. anu red fre..dom from restrHlnl, Inler!er,,"ce, coerCion, diSCrimination Of rep .",al. Release time (Of Investigation and p,oceni1'\fl a grievance 0, appeal o( dlsclplonary action i. designated In Article IV of tnb Memorandum of Ag(Hmenl (MOAI ..

Sechoo 2 - Definitions.

a. G';f,'Var>ce m~n5 an unresoto. .. d (omplaint Of di!.pIJte regardi,... Ihe application 0 ' ,nte rptetatlon of rules, fellUlalions, policies, procedures, MemorlnOum of Agr.-ement o r Cily Drdil'1;lnces of resotulkm, relating to terms 0' condit io ns of employment, wase. or fringe bene/,ll, rxcluding howe~e' tho!.l! pro~islons 01 this MOA which specllk.i! lly provide th~t the dec~ion of any City offiCial shall be final, the interpretation or app licat ion 01 those provisions not being ~ubJ ect t o the gric~3nCr or appea l of disciplinary act ion procedure.

b. Appeal of a disciplinary action means an appeal of any Idnd of dl5Clplinary ;Klion against an employ.-e covered by thIS Memo",ndum of Agreement. Oisclpflr.e is defined as wspenslons without pay, reductions ,n paV .. demotion or discharge Rep.lmands. trinsler., reassignments, IlIVOlls, and ne&'ltNe (ornrnenh In perfOfman,e e""I"attons .... e nol considered dio;dpline ..

Sffilon] .. COOO!.l(t 91 Gr!mncf P' OCedyre P' Appl'jIl 01 Oi1<iplinil'Y Ac1190 PrpUdure ..

Oty o' P,IOAll0 lind SElU Local S21 Dec .. m!>t:r 1, 2013· December 1, 2{)15

a. An as@rleved employee may tie represented by the Union or may rep re sent hlm~ l l/hersell in prep~rin g lind pr .. Sent ins a srievance or appeal 01 discipl inary aclion at ~ ny le'l1':l of re;.t'''W. Grl .. van(es or appe~1 01 dlKlpllr>ary ~cti<.m may abo tie pre~nted t>y a group 01 employees. No srle ... ance Of appeal 01 disciplinary action ~ttlement may be made In \/lotatlon of an eKlsllnl! merit rule or memorandum of "ire .. menl . The Union will be notil~d prior 10 the implementation 01 any ~lIlement milde whith affects the 'lihtsor condltlonsol ot~r .. mployees repr .. ",nled by the Union. The Union .n(llh .. Steward will be copied on BII wrill~ n ,epresentatlon unit grievance or appeal of disciplinary action decision..

b. An employ .... and the rel"eser1latNe newil,d, if any, may U~ iI reawMbl .. • mount 01 wo.t< tim .. 10 lona n there i~ no disfupt'on of work, In confern .... about and p ...... ntlna a g,l ..... anc .. or appo:al of disclpll~.y action. Requesls for .elealoe lime 10 prepare I!.levance 01' appeal of disciplInary aCllon shall be mad .. on aC(OI'dilno;e with the prevlslonl of Af tlcle IV. Section 3.

c. I.Ieginnlns WIth Ihe ttlird ~ te p of the IIrlev~nce o. app.ea l of dlsdpHnary iKlmn proced~re, the Chief Stew~rd o. Alternat .. Chief Steward may Is .. 11 in pre~ntina a grle~ance or ~pp~a l of discip linary action and may be presenl at all SI~p II I, and IV grie¥ance or appeal of dlsclp li Mry actlO<l hearings.

d. The time lim,l s specirled in ttlli AI1 ide may be extended by mutual ag<eement in Wl lti", of th .. l8i'ie¥l!d emplQyt"e or tlte Union and lilt> re'<!ewer concemed.

e. Should a deCl .. on oot be 'endered ""'thln a stipulated lime limit, the grievant may Immt!dlaleiy app .. ~ 1 to the nut step.

f. The grle~ance or appea l of dl sc lpllnMY action may be co n s ldm~d settled if the dedslon of &ny ~ep i, oot ap!)f!a led within the ,pecif~d lime limit.

g. If app<opri~te, th"/IfIlg,i .. "t>d emplov~(sl 0<" the Union and the delNlrtment head may mutually 1IfIl'e<!, in writlfl& to waive Step I and/or Step II of the gri .. vance or appeal 01 disciplinary aClion procedutf.

h. Grievance. or appeal of disciplinary action <hall be ,,",oe In writing and submitted on lorms provided by the Cily Or on form s which ar~ ffiIItU<!lry agreeable to the City and the Union. The written grievance or appeal 01 discip linary <Kt ion shal l contain c l ~ar, factua l and wn.clse language, I .. duding: (1) the mIme uf ttle grievant; (l) • statement of the fiet! upon whkh the S,;ev~nce or ilppeal of disdplinary action Is b;osed, indudm£ relevant r:late~. tim .. s and plllC,",,; (3) specific prevl!>lons of this Agreement or spI!(lfic City rules, politi6, or prO(edu' e$ which the grlt"Van(e o. appeal of dlS{ipllna<y actIon ilileges has been

""8e ~ of 76

City of P~1o AIlo and SEIU LOClII 521 o.:cflmber 1, 1013- o.:cember 1. 2015

violated: (4 ) a summary 01 any steps taken laward re<Olution; "'nd (Sj the action the grievant believel will rewlve the 8rlf!Viln[ ~ or app~31 01 dls£lplinary action.

I. Any retr(><lctiv i t~ on monetary Brltvancel or a p~al of disdpllnary netl on shall be li mited to the date of <xc~"rence, f >< ept in no case will rfllro'cllvity be granl~d prior to In re l'! months before th~ arievance or appea l of disc iplinary action wa~ filed in ""rit ins.

j. If the arie ..... ma is file<! by more lIlan one employee In the bllrpinlna unit, the Union may, at Its option, ( onW'rI It to ~ U";on E""v~nre after Step h of the Kflevance procedure The Union may also file a griewnce In those in~13n(~

when, under th~ Memonlndum of Alreernenl , a Union fi.&tn not dhec:lly ,elatoo to an il"tdiY,d ..... 1 "",pl"",,e beromes the subject 0' dl'9lJ1e. Union gl leval1ce 5hall comply with all of the forego"" prlWiwns atld p.rocf'durc:s.

k. f OI purpo,,~, of time limits, ~worklns days· are considered 10 be Monday through F rida y. e~ cI ... slVI! of Cltv holid~Vs.

I. If a mutua l l~ agreed ~IUllon 15 reaChed dur ing "ny slep of this grievance 01"

app~a l of di '>Cip liM ry action procedure, the agreement Shall be pla~ed In writ i n~

and signed by til e City and the gr ievant uf union,

m. Upon request ot either partv, mei!tinll5 to di'>Cuss the grrevance or appeal of dl5cipfinary aclion 5hall be held at any Ue p in the &rie'lance or appeal of disciplinary actIon procedure.

n fhe Pa rl;"s may mlllu,lIy acre<! In .... fling 10 an ~It~male methodl~) of d@llwry for any communlutlon lor any nolices .equired purwant to A.tlcle XfX, Grievance ProcNlurp, of ~ grlev~nc ... or appeaf 01 disclplln;rry ictlOll . Such agr""mfnt sha ll list the deslgniitEd represent.tivel'} for tileh party and the ap propriate contact Informallon for e,,~ P"rt~, and de.cJlbc the agreed· upon methodls] of communlca tkm. All Msienated repre.e ntatNes .• haf l tH! copi ... d on any communications. On all tran~mi,. i Ofl' that are intended to ton/orm to a II """ li mit, the send!!r shnll retain pr<.>(ll that the trans ml S$ion wa, sent within that limit [for e~ampte, confirmaUon of electronic mail tra nsmlsslon or record of succ:essful faK l,ansml<slon) in lhe sende(, file for productlO<1 if ~ dispute arlses over e.istenc ... o. tim,", of the transm;ssion. Either Palty may deslgMte ne .. representat ives Of terminate an alternate delivery agreemenl under Ihis section by prolliding I.!rillen nO\ lce, wh;ch shall be effective immediately. to the olhe, .

PaRe 55 01 76

City of P~lo Alto an" 5EIU Local 52 1 Decem~' 1. 2013· I)(>c('mber I. lO IS

Se(Uon 4 · Grleyloce and AppE al Procedyre.

Step I. 'nfol'fflal OI$cu.I.I""'. Within fllt~en (15) wwking days aft('r Ihe IrKldent Of dl5COvery of the IrKidcnt 00 which Ihe ,r;evaroce or ~ppeal of d,sdplin8ry a~lion i.l baSM u.... aggrieved empl~e ~all pre~ent thl:' ,rie-vanc.. action to his or her immMi~te su~rv1$01' and a ltemptto resolve the "'evance through In fo rmal dlS(U5~iOfl$. Every attempt wilt be made to !-eWe tIM: Issue 311hls level.

Step II . If the Rrlevance i$ "ot resolved throu,h thf info rm~1 di~u.lslon In Step 1 or the empluyee wl5hes to ~ppeal disciplinary OK:lilm tahn a~ainst him/her In 1M cne 01 a gri evance, Ihe employee will reduce Ihe ar'eva nce Or a p pea l of d'sclpllna ry aclfon to w fl t ing and submit cop ies to the DeparttlWnt head o' hi s or her des1!nee within lift e.,., (IS) worklna days of the discunion w:th 1M Immediate supervi~or or within ' ilteen (lS I working da~ from !.he receipt of I final dlS(lplin .. ry action. TM Oepartf'l\ent Head or d<'o;Ignee $t\allllave fifteen (15) warkin, <by! Irom the re"';pt of I .... ritte!'llri~nU! or appeal 01 dlsclpllna,y .. ction to re~ Ihe maller .. od p repare a writl"'"> statement.

Step II I. Illhe ,rleva",e or ilppe .. t 01 dlsdpl ..... ry ilclion is not resolved l!'Id/or tit\> a8llrlev~d employ~ is not ,at i,fil'd with the St~p II deci5lon, the ,nevant or dlSl:lplined empIO¥~1! m3¥ ftp~a l to the Human Resource DirI!'Clor or h is or ne, deslinee in writi"ll within fi fteen (151 work ing days olthe rece ip t of the Department Head', re$POn~. Tht writt.,., appea l 10 the Human Re50urc~51~el \J1~ 11 include a oo py o J tne original grieVance 0' appt!al 01 dis<:iplinary a(t io!'l, the Department Hfad 's declsloo lit Sltp II, and .. ~Ie" statement of the reuons for ~ppeal. Within fifte"," (lS) wofklntl da~, alter recelvln, the IIrII'rllen appeal. the Human Resource Oire<:tlN" shaoll AO\lieW the malter a!Wi prepa,l' a wriuen statement. If iI mutually aveed solution Is rNched during this process Ihe i1greemenl shall be pIiIcl'd.n lIrII'iting and sigr'\E'd.

II

it"

Pa,e 56 0176

City of PaloAito and SOU Local 521 Dec:..mi)('r 1, 2I)B· Oe<ernbe, 1. 2015

St~p iV. If the grleva n<;~ 0' ap~~ 1 (If d isc iplinary act ion i, nul re!oO lved at Step III. the aggrie~ed employee may choo~ ootween 11031 and binding reso lution 01 the &rie~ance or ap~al of discipli nary action th'OtJgh appeal 10 the City ',hnage' or through appeal 10 final and bindln& I,bltflltion. For the term of this Memorandum of Atlrelmlf'nt, appeals \0 1i"...1 and bind ing arbitration may be prOCl'!l.sed onlyw;th Union Ipproval. NI Step IV appeals mUSI be tlkod inWril101! al the Human Resources Departmenl Off,te wIthin fift~n (15) workina days 01 rec.,pl of the Human Re~ourc. Director's deoI:1slon al Slep 3. If Ihe grlrva nt 0' appellant mcu Iina f Ind binding resolution by the Cny Manage<. the Oty M.nager wl ft chooJ.e the m~tfwds he Of !>he ronside" appropriate 10 review and settle the grievance or appea l of disciplinary acti on, Tt'Ie Citv Manager sha ll render a written deciSion to a ll partie, direct ly in~o l ved wit hin fifteen 11S) working day, .ltH receiving the trle~ant/~ppel l ant's appel l, If the gliev.nt/appellant e~ts fin~ 1 an d bindlnl ~rbitra\ion in acu:rdanu: .... ith Ihls provl~on, the parties sIIall mutually wk<:t.n arbi\r.llOl within 90 da~ from the date of .ece,p' of the ""'ritten requesr fOr appeal. .n Ihe ~m Ihe ~rtln ~nnot iIgf~ on an arb itrator, they "'~II mutuallY requ51 ~ panel ollivr. arl)i!r.ato,s f,om the California State ConCIlIatIon Service 01 fr om !he American Arbltr allon Association II eil her party ol>jem 10 Ihe St~l e Con<iht lon Servil:e. "nO ~Iect an arbltllltor by the alternate nrlke metl'>od. The arbitrator shall tlaW! jurisdiction a nd il uthorltv on ly to interp ret. applv. Or detarmlne compli~flCe with the prov isions 01 thi s Memorandum of Agretme nt and such Merit System Rule~. re8 ulat kms. policie,. procedures, City ordinanc"". ~solu tlon~ relating to terms or condillon~ af emplayrnent. W1IgH or fllnge benefiu, as may hereafter ~ in effect in the Cltv insofar M may ~ fII!C~ry to the determination of '''evance!. or appeal of d l§clpllnaryaction appealed 10 the ",bltralor. The arbitr,lIor shaH be .... Ithout power 10 mike any de<:ision wntrary to, or ,nconsistent with 01 modifvina ln any way, the terms 01 this Memorandum Of Aglei!ment . The arbitrator shall be without authority to require the C!lY to delegate or relinquish ~nv POWl.'rs wIlich by State law or City ChMter the CIty can not delegate or relinquish, Where eithe, party ~ee~s arbltratloo and Ihe other party cla ims the mattN is not .ubject to the arbitrati on provis ions of thi s Memorandum of Agreement. t he issu ~ of arb,trabilltv sha ll first be dI'<Jde<l by the arbi trator using tnf! standards and cri leria s-et forth In Ankle xx ~nd wl!hoot regald to the merits of the "ievance ollppe~1 of dl§c;plirt.ilry ,(tlon. If the i~sue is held to be arl)ilrable , the ~rI)ltr.tIOl1 proo:eedinl{' will be rece~sed fal up to live workina dill'S dUlin& wh ich Ihe part~ ~hill l attempt to 1!>SOlve the " levance. It r>O resolution is re;JI:hed. the a rbitl·a lor will resume the hearing and hear and resol ..... Ih.- Issue on tile melllS. CopiC's at Ihe arbitr.tlor's dec ision shil ll be submitted to the City. th~ aggdeved emplGVl!e and the Union. All direct wsts emaOiltlnalrom tile albltratio n procedure sha ll be sharled eql>allv b~ the City and t~ aru!ri e~ed employo!e o r the Union.

Pi\Ile 51 0176

City 01 P,,10 A110 ;Jnd SE IU LOlal 521 I)f,c~mb., 1, 20])· D...c:~ mbe, 1, 201 5

ARTICLE Xl(. UNSATISFACTORY WORK OR CONDUCT

AND DISOPUNARY ACTION

Th~ aty M S th~ ,ight 10 di:ICipl ln~, demol~. or dl:ICharg~ ~mployees for cau~~ Non· probationary ~mploye~s who,~ work Of (onduct I~ unsatisl<>etory but nol ~umciently delici~llt 10 .... .l'rant d iscip line, demot ion, o r d i:ICh.l.ge ... ,11 be Biven a wr ilten notifkatlon of unnlisfaC10ry work or COnOl>Cl and an opportunitv to Improve. Failure to correct deficiencies and improve to meet !\o ndard, may result In dl:IClp lin e, demotion, or di 5Char8~, Di~dp li "e is defined n ~u~p~n>ions without pay, rl'duclion in pay, demoUon, Of dlsch~rge. Reprim<lnd s, transfer., reassignment s, layc:offs, ~nd negative comments In perf01'mllf>CO' evaluat,ons are not dl~pllne and shall 1101 be su bject to the r~qu;remenl$ of this Article.

SN;tion 1 · p'lhml'!l!!Y Notice of Qlwplinr,

Prior to ImllO'In8 dlsdplinary aclion, a supervi'iO' Shall pro-.ide in employ~ ..... ilh preliminary .... rltten nol"" of the proposed disciplinary ~ ctio". The notice 01 proposed discipli nary lICtlon must be in wrltlns Md served on the emp lc:oyee In per"," O. by registered mal l or Fl'd ·h. The notice of dlR lp llnary action sh3 1 1In~lud~ :

a. Sta temeflt 01 th~ violationi upon whICh the dilaplinary action ,s ba~,

b. h'ltended effectNe date of the action;

d. Statement In ord inary and concise lans uase of the act or the omission, upo~ whld1the ca u!><':~ are based;

e. Cop~~ 01 lIrly d<Ku~nts Of other wrilten materials upon which the d i~dplinary

action ... as fully or irI part ~sed,

f. SI"emenl advising I"" employee 01 his/her righl 10 appeal from ~uch aclion, and the Ilghl 10 union repres.enl~tlon.

g. The dale lind localion of the 5 k~ lly meeting and the name of Ihe Skell y Officer

Se<tion 2 • Skelly McC1iOl!. The employee !;hall have the nghl to r~~pond informally to the charge~ eithe< verbaUy o. in w.II I"3 before tIM! d iscipline I .. impme-d. The empl~ .. hall hil\le fifleen (is) wofting <by, from .eceipt of 1iIe notice to request thi~ pre· d isciplinary .dmln l~lriltiVl' revu'w. The emptoyee ITIiIY request" ,.,sonlble fldension olthe 0 """ to respond for jllStrfiable re"loOnS. The Skellv meelin8 10 listen to the W'fblll

Page S8 of 76

City of Palo Alto and SEIU toeal 52 1 oec:embe. 1. 2013- [)@o[tmbtr1,20lS

.esporu.es ~hall b .. scheduled with iI City rep.eserlial We who Is 001 th .. ma ... age' recommending 1M discipline (Ihe "5k .. lly OlflCe"". The Skell~ Olllee. loh~ 1I rende • • 1In<l:1 w,iuen decisio ... (Ihe ·po~I ·Skelly dKlsio ... ·' wit hi ... fiftee ... ~15l workl .... dfys of recei>'lns the employee·, r~5pon~, if any. and shall deliw-r the post-Ske ll-y decl~n to the employee by persona l delivery Of r~gl.t~red mail. The Skell~ Olflc~r ma~ systain. modif~, or overturn t~ r!!"Co mme ... ded di sci plinary action. II tne Sl«:! lly Offi cer SysUin , or mOdifies the disciplinary action, the action m.ly be impo~d after tt,e post·Ske lly decision is delivered to the employH.

$cction 3 - Appeals.

~al' of d ,M:,pllnary ilCllon should be processed through the procedures outlined In Sleps 2-'1 o f U>e &rlevanc@apl)till 01 disclpllnilfY iICI,on procedur .. [Article XIX. Se<:lion .. )

ARTIClf Xlii· NO ABR06ATION Of RIGHTS

The parties <K~nowledge Ihat Manaaement riaMs as indicated in 5!!"Cl lon 12070 of tn.. Meril System Rules and Regula tions and all app licable State I"w, 3re ne ither n bfOgat~d nor made subject to n~~otiation bV adoption of this MOA.

ARncu: XXII - OUTSIfl.E EMPl.O~MENT

The prOVlsilms of Artidl! 4.7 of the Gove"'m~nl Code of tne SI~lt 01 Cal1fornla will govern the determination of "~omj)iltlbl .. outside emplovmenl .

ARnCLl XXIII - WORk STOPPAGE ANO lOCKOUTS

The Cil~ derees thaI it will not lotk o~I e mployees. and tt.e Union ~grees 11\31 It will not engage in any concerted work ~toppa8e or slowdown during the term of th is MOA. lin empioye~ sha ll not Ntv(' th e right to recognize tt.e pkkel line of a labor organizaTion when pcrformina duties of an cmeraeney nature.

Page S!J of 76

City Of Palo AIIO ilnd SEIU Luca l S21 December 1, 2013- December I, 2015

ARTICl£ XXN PROVISIONS OF THE LAW

Sectlo!) 1. Conformlly jlQd S(Rirabil"lyof Provlsjom, This Memorillndum of Agr_tll Is subjed to all turrent ll'ld fulure apphuble f ederal ilnd Stille laws and Federal and Slate ,erul<ltions and the Charter of tM. City 0/ Palo Alto and the Consl,lullon 0/ tl>e Stilte 01 Cali forni a. Should ;lny of the p.o~isions herein contained be f'eOOe red or rlecJared illval id bV reason of anv existinl Still! Or Federal 1!llslatlon, su ch i n~a l ld atlon

01 !.lIch part or portion of this Mcmo~ndum of Agreement ~all nol irovalidate the remainil\ll portions hereof, and they ~hall remain In full /Ofce .nd effect. insofar iII$!.lId> .emalnlng portions are 5eVI!'IIb1e.

Section 2. Meril Ryles . tld Regulations. This Memo ... ndum of Agreement loIla ll become a pmft 01 the City of Pa lo AIIO Merit Rul es and Resulat ions applyin, to emplo~es assl,ned to clilssiflcatlon~ In the SEIU unit. A5 appl ied to employees ass igned to the S[IU unit, this Memoranu."m of AKr~ment ~all prevail o~r anv CoOnflictlnl Merit Rules and R~lIu!ations.

S(ClIOn 3· f!,ewlulion.

The CilV and the Union al;,ee boy lignlnl! this MemOl"andum of Agreement that the wOles. nou .. " rights ~nd working cond,t lOIl5 cOMained h~reln ~8 11 ~e continued In full loree during th~ term of this Memorandu,,, ot Agreemenl e~cept IS otherwise pro~dt!~ for In the M~mor.lIldum 01 AgJ'eement and stlafl be blndlnl on both the Cltv and the Un,on upon ratilicill ion by II>e Counc,1 01 the City of Palo Aho and upon ratiflUltlon by

Union member!Jllp.

ARTICLE XXV - COST REOUCTION PROGRAMS

Ourlnl tile term of this a8feement. the Union will aggressively .~l.i st Management In developina cost reduction protl~m.. SUCh p.ogr.lms m~V Inclu<le voIunta<v reduced hourstllllY after th,s (ono:ept is studied by Millnag~nt, and with such appllClttlo<l illS mav be "pproved by Management.

ARTlnE XXVI - TERM

The Term of Ihls Memorandum of Agreement shall commente on Oe<ember 1.. 20\3 and SMII expire on OKembe. 1, 2015. TI>e Parties .&ree that they will oomme-nce negot iation. OYf!r • $\!(CeSSOr 10 ttlls Memorlfldum of Agreement no 1311" tNtn oro!! hundred eighty 1180) doVs befo.e its e~p""'tlon. If, at lhe tlroe ttlis Memorandum 01 Agreement wou ld otherwise e~pi'p, the parties ere continulnl to negotiate a successor Memorandum of Agreement, upon mutual asreement tl>e terms and cond itions of this Memorandum wifl oonUnUl' in el fect.

PigI' 60 01 16

Otv of Palo AlIa and SEIU lOQI 521 December 1, 2013· Oei:ernber 1, 2015

(X(CUTfD:

Robert de Gats

Page 61 of 76

City of Palo Alto and S£IU Local S21 ~c"ml>ef 1, 2013· De<embe. 1, 20tS

Sill~ry In~'eilse$ and Salary Schedule

Ttl,s Appendix will be amended to .efletl ~latY Inc.eases and market ~dj~stments wlth the effectl~e dates shown in Appendi~ A. I, with the final salary !thed~le as .nown In

Ap~nd l . A·2.

for Ihe duraHon 01 this agreement, the City stwll maintain $<>""1,,, retention st~ 01 2.5" of ba$<> for Dispatcher I, II and ~ad at Ihe bf'l:inning of 1Ih vear and bf'ginni"il of IOthYN f.

Page 62 0176

•

City of Palo Alto "Ad 5EIU I.oc.l! 521 December 1, 2013- December 1, 2015

APP€NDIK 8. APPRENTICESHIPS

ElECTRICIAN/llNE PERSON _ lI N(PERSD NjCABLE SPLICER APPR ENTICE:

May ~ad to Electrici an or Llnr.per~n/CBb l e Splicer po' ition ~, The U!ill!le~ Oe~rtmen t

Is proposing to fo rma lize Ih ~ ApprenUeeship progr~m' in th e Electric Section 10 deve lop Journey ~ve l el...:tricians and I ln ~per>on/c3ble splice r.l _ The (cll<)wlng ~re bask ooOC<!pts/principles to be lncorgoraled:

1. TIM! ~dmlnistr.otiol1 lind oper.otion of the Apprentice lineperwn!Cable Splicer program will be m~NCed by the Apprenttceship CommiUee """ch will be wlel;led by Ihe Manager of Electric Opera tions and comprised of IWO [21 bargaining unit tnl'mbers deSlftn,lICd by loul S2t.md two (21 Milnil6~rs and the Maroajer 0: {Iedric Operations. TIl,.. Mana&er of Oect.ic OperallOOs will malnlain overs1&ht 01 lhe program. TIle Apprenticeship Protlram will be subject 10 rPVlew and approv~1 by the Stale of (alilornia Departmenl of Industrial Relations Dlllkion 01 Apgfentl(~lp Stand~rd"

2, Tile journey level jXIsitl<)n wi ll not be a promotio n~1 opportunity 10' ~ nyone other than tn~ apprenti ce underlllling the pOS ition, as iong os tn8t IQpre ntice i • • u",~"lully prOjiress ing throug)1 the pr08ram_

3. Empiovees in Electric Operations who quBl ily will be g~n filSt co nsideration for the apprentice pOSItion QrIor to other a l y classifications or re(ruitIM, from outside th .. a l y.

4. Aletle. of "«re,,ment will be entered u,to by the apprenlite and the City l(\enllfying 100 term. and condit ions of the prOllram.

S. The program will normaJ~ rEqu irE forty-eight (48) monlh~ 10 (Om~ lete .

6. Normal pr08res. through the program wi ll be in periodic il\(remen\5 with lorma l eva luat ions,

7. Sa lary steps have bl!en estab lished to bridile t~ Electrica l As~istan ! t laSllfication inlo the journe~ level cln,lflculon, Empiovees hired inlo an .... pprenticelhlp position on or before July 1, 20ll will continUo(! 10 pr08rt!" throllih the Apprenti"",y,ip steps Ind Into the lIneperson journey rate at tIM! same intervBls as e><i.ted befort! Julv 1, 2012 for other employees in the Apprenli(:eshlp Progtam. Thi\ will resuit In the emp\oye-e achieYing the top step [step 51 of the liroeperson rate ilfler completion of 36 months of the Apprenlitehlp Protr. ... m. Howc~er, such employees will ton\lnue in the Apprenticeship program through the successful complelion of the fourlh YUI of the procrilm.

Pa8e 63 01 76

•

City ot Palo Alto and SE IU Locil 52 1 De<;embet 1. 2013-~mber 1, ZQ15

Em~oyees hired into ~ n Apprenlic~;p po5itlon after .lu l~ 1, 2012 will 1M! pa id at . Iep 1 of Ihe Apprenllce5hip range t hrO ygh t~ first ~ ea r of the ApJ)re nl lceship. At the end of the first yeir, t he emplovee will proereu to 5tep 2. The neKt ste p wil l occur at 18 month ~ ~f!e' I~ oommellcemHIt of the Apptenti~.hlp; t,", ned at 24 months; I~

neJtt al 30 monlh~; and lhe nut al 36 monlhs. Upon complelion of Ihe fourth .,...ar followin2 commence!l'lol!nl of Ihe App,etltlushlp, the employff will 1M! paid il t Ihe lop sl ep (step 5) of t he jo~rn ey Lloo per:!oOO wage .

Successful completion of the p1lltlram and movement inlO the tlnepe'",,, cl . ISlfiutio" will not transpire unt~ the employee ha~ fulfilled iIIll of the requlremetlts oullined in the program cootent desrripliOll Illd reu wed Ihe ,ewmmendflion ollhe Apprenticeship Com mittee.

8. A procen lor in il",1 ~iecUon and place ment In the program wlll be utabll s.hed. Tho! Citv and the Union ilt t« 10 review 0( develop job deWlPllons to beUef refleci the qualIfICat ion netMsary 10 auratt ~r>d rett"n slJ[~~ful (CIndldale.; for this p' Ogt3m. It ~ funher agreed INI Itle job des(llpllon' will nOl wanant additiDnal com~ns3110 n.

9. A proc .. dure fo< ..... movln, an unsuccessful apprentice from the pro&' .m will be developed.

10 A tils k force inciydi"l jourlle ~ level persons wi ll be amlinI'd 10 del ermine II">e content and appro~ch to specific ele rfl/;!nt 5 of Ira ini"g.

II . Trainlnll will consist of on·tll<:-·job JOJTj and after hou rs elements (~tu "'" anolo''''''[ classes) . a ll-the-job I~in'ng CO~IS will be funded by lU.tiotl ~jmbur~menl ~nd

departml)f1til funds. Personal time spent I" oll· the)ob IrOIininll win nOI be compe nsmed.

L2. The appren tice will be Un6l!l the conti nullli gu id ~nce of an .ppmpri~telv qual ified ;OUfne~ levo:ot person durin, OJT. Sud> journey level pelSOns WIll boe auillned by ManaK_nl Irom amonK yol unteers and wlII .eceive no additional compensdlion.

13. Qualificill lons! progren wi ll be verifi ed b ~ appfo pri . I ~ l v kept record , .

14. Un~55 specillcally ~tAted otherwise, resu1ar City personnel poJlcie.; and MOA provisions will apply 10 the .pp,enticMhlp program.

15. Thi , prOHr~m may become i conceptual mode l lor apprenllce~ h i p s in ot""', d lvi"ons or departments.

p~ 64 0t 16

•

City of P",loAlto and SOU lou! 521 Occember 1. 2011-~cember 1. 201.5

APPEND!\( C. AlTERNATIVE 4/11 WORK SCHEDULE

The City ~r>d Union na~e ~sreed to Ih! fol lowll\il a llern ati~e wer' schedu le lor Pub l" safelV Di,patc~rs:

1. The City a&..,.,~ to malnl.1ol" a mlnomum of 18 permane"t dj,palcheu O<l paid ~tatu~ for thi, allemalM! 4/ 11 WOtk ~cheoule If the Commu"ic.at,ons U"lt 1.11, below the minimum stdffi"A "'",ds lor CommunIcat IOnS lOt mOle Iha" 120..&lys!'" mo",hs). the Qly and the UnlO<l "1111 meet .Jond conler over whether to toml"ue the 4/11 loCl>edu'" o . revert 10 ""ol~r ,K.hedl,lle !such 35 "'/ IO} unlll ~I)[h time as thflre a.e 18 perman.."t di1p;1tchers on paid !>latus.

2. TI>e Diy agreM thaI In BccOtdaOCf with flSA requ ifements the dlspatche" WIll receive overtime lo r a ll hours worked outside 01 Ih-I' regul arly schedu led W(l r~ hou .. of the 4/11 schedu le.

paae 6S of 76

CIty of Pa lo Aho and SEIU local S21

[)e(~mb~r 1. 2013· DK~mber 1, 2015

APP£NDI)( D - DEPT/DIVISION ClASSIFICATION WORKDAY OR WORK

WEEK VARIATION

5ectlon 1. ElI(~ptlons to Standard Workday or Work Wet!k for SEIU R~pr"."ntation

Unit:

CQmmuQiw $etvlcC5

Art. & Culture Dlv iSien

Volu nteer. COordi nator hcl> _ek (30 hoursl: 15 hours of unsche-dulw tim!' : 15 hour! or ",,,,,dilled time

tilna", Oeptnmtot

Coordinato r.lIb r.ry Prograrm l ibrarian Senior librarian Librarv Spei: l il lI~t

library Ass,sUnt libra'Y Assoc:lat~

In a gnlen wOrkWHk, st aff m;oy WOI'k tlllff .. iSilt·hour aa~. one seven· hour day, and on" ol"",hour day. 0 0 a voluntary basis. staff may work live noO 'COSlSKut~ days within i\tYen.

Section 2. Rules Governirlf! FI".ib le Work lIou ...

Th~5e rules and procedures are establlsh<ld pur~uilnt to Art,de VI. S-ectlOll 8, and are an application of Artlcl" VIII, Sect",n! 1. 2, Ind 3 of the M emo randum of Aire"m"nt t(l t"" da.sinution. o f Coordinator, Re(r"alloo Programs; Producer. Arts & S<:ieru:,,'

Prog .... ms; Proar<~m As:';'laol; Thein"r Spec,alist. in the Reeruuon ~" .. d Alb III Culture Divi:r.ions 01 Ihe Community Services Oep' rlm~nt, and the dasl,iOcaUom of As:lOClille

Planner, IIulidiOl Pla'lJ>ill8 Techmd,\ll, CD&G Coordinator, ( " K'OH', E~ecutlve Secre tary, omce Spe~ialist, Plilnn-er, SeoiOf Planner inri Sta ff Secretary In the Plan-ning ~nd

CommunlW Environment Departm~ nt .

al Flexib le Wor~ Schedule

1. Emj)l~es In the covered dn~,flutloo ~all be permitted 10 arrante fle~lble work sch"dules ..... Ih dillision ~pprovil. providing lhal ~UC:h schedules s~ ... 11

Indude (orty 1401 ho urs per week.

Page 66 01 76

•

Otyol Palo Alto ~nd S£IU Loul 51 1 December 1, 2013 [)e(.l'm~r I, 2015

2. Standard dili~ office hoo.s 5 J\~JI be Monday through Friday, betw~o tJ\e tK>ur~ of 8:00 a.m. MId 6:00 p,m. Fluible hou", may OCCur for su pervi slOfl of, and/or attendance at, evenlnll proll'im.!, mlMlt ings, weekend events. or otM!1 p'oe.ams,

1. Overt ime

1. E~rgency ca ll ·out work sha ll tie defined as overtime wool< and compensated per standard (ity practiCes.

2. If the need a.is~ for oYe.t;me work due to an unusu;" tif(Um!t .. nte calling for extr.o hoUB or due to I $Peel.1 ~ent, rompen.almn shilll be ililowed with p,io)r ilpproval of thP DIrec:tOf of Rec:real IOfl, Oi .. ~ctor 01 Arts and Cullure, or ~ Director of Planning Md COmmunity (nvl' unmenl, oirld $h;r.1I ~ compensalO!<l for, as :spelled 01,11 In the Memor.ondum of Agreemenl.

SeCIIon 3. 1080 Pilln

a) Either the lJnion or the Cl tv mav withdraw from the Plan by siv;ng the other party 30 ca~ndar days written f>Otlce, In Ihe event of termination 01 the plan, the covered c l a~s i f i c.tions wi ll return to ~., B·hou, or other aut horiled workday u provided unOOr IIrticle VI II, Section 1. of this Memorandum of Agreement.

b) Provi~ns of the 2080 Plan ire iI tallows. To the extent that these pro~ision~ are In conflrct W1lh other p.ovblens of the Memo<andum 01 A<:'e<!ntI!nt, these proYl~ioos will p.evaiL

C} The 2080 Plan or ~U hou,. pe' 5hllt Schedule~ is art lIuthorlll~d work ~hedute 10. Ihe ElKtrk S-y!;tem OperalOf' and Waler Quality Conlrol Plant Operllors,

2080 Plan Under this 2080 Plan, e;o.ch employee's hours of work per yea. rn<IY not Uteed 2,240. for sche-duHn8 purPOs-<!5, and subjt!ct to the Merit S~tem Rules ind Regulations. Ih~ employep will be guaranteed not 11'1.1 tha n 2080 hoor. per ye~r, or t'\O less Ihan Sl wNks at the oormal number of hours worked pN week. Any employee to~crcd by the Plan who wo",. up to 2.080 huur'1 per year Is compensa ted for ~II hours worked &1 the .greed uf>On rate. The Otv mUll pay o~ertimc for JII hours worked in UteSI of 121n onv workday. 56 hours in anv \NOli< w~k. or 2080 Mu", in 52 weeks IS the U5e may be. The

f ... ., of overtime will be II time lind one·1la1f the ro-oplovee's reauta • • ale of II"Y (Of (",,""'I contraci OIIertime rllte, If different).

ShI/15f;hedule ~ shift schedu,,", wmbineo must provide f,,11 24·ho"r, seven m days per we<!k cover-ase lor t h~ Utility (onlfol Centf'f .nd Wall'( Quality Control Plan. The !-hIlt

Pial' 67 01 76

Cltv of Palo AIIO and SliU Loca l S21 Oeccmb"r 1, 2013· Dl!Cemb~r 1, 2015

Khtdu le shall be. rotalln, j.(hedul~ . The [letl,le S'('tem Operatou' ~hlft ,dledule will re~ch the equjy~lent 01 40 hour. per wet'k In five weeks. The U ·hour !.hIlls bealn ~I 7:00 a.m. and 7.00 I' m. The Relief ~hjfl ~hall bqln al 7:00 a.m. and end al 3:00 p.m. wllh luroch I~ kcn wt>lle worklng_ T~ shllt K t>edu l" !.hall be rotat ing sch"dule, Tho! Water Quality COfltrol Plant Oper~turs' ~hlft sChedule will reac h Ihe equ ivalent of 40 hours per w"ek in Iwo weekI. There wIll be four 12·hOlJr ,hl/n lhat b~gi n at 6:00 i.m. Ind 5:00 p_m. The fifln inllt will be a 4/10 shift that b"ginllt 6 a.m. on three days, and at noon on lhe fourth day.

Pay Period Pay periods ilnd workweek lor lhe Sy,tt m Op(' .ati<m~ wil l besln Sunday at 7,01 a.m. Pay pe riods and workwee k fo r the Water Qua li ty Contro l Plan Operators wi ll begin Saturday al 6:01 a.m.

w .... Wllies wlfl be based on the City 01 Palo Alto Compen!KItion Plan. wh'Ct> may vary from time 10 time as mutually agreed upon .

Dver'llme Under the 2080 P~n, the Qty will pay overtime 10( all ho urs worked in e~ce~s of 12 In IllY wolkdl'(. S6 in allY work week. o. 2080 in S2 weeks. ~'Ihe ca~ may be .

ove.tlme will ~I..o be pjid for hours wor . ed when an employee Is COIlled in 10 WO'. Ol~er than thl!'ir r~l!vla rty·scht duled shlft . The overtime rolle 01 p~y will b~ one al'ld one·h3 lf time, lor cu rr ent contract overtime rate. if d ifferent) of the emp l oye~' , regular rate of pay, All overtime worked will be !>'l Id to the emp l oy~c. No compensatory time oH lor QIIe rtime wil l be allowed with Ih~ ~~ception of Water Quality Control Operations.

Relief £mployees this provision only applieS to tt>e EI~ lf lt System Opl'rator~ TM r",e Opl'ralO<~ $M'~

the rcHef _k evenly 85 thf.y rotale through the l ive wf'f:k cytl~. Reli~1 employeels) wi ll be u, ,,d within the 12·hours shift iKhed ul e on ly wile" re ll evlns for the Sv~tem Operator> on ,hilt. When flOt re li evins. they will work four e lght·Mour shift"

When a vacation re lief w«k rewlts in a 36·hour or 48·hour W('('k. the operitor werklne said week shall be paid alone ami one· halt ( I ii) Im1e their roorlTlat rale of pay lor hou<, that uceed thirty \110'0 (32) !>ou,s.

Relief Duties This pro";Iion on!y Hpp l ~1 10 the Electric Sy"em Operatol'5, An employ" who Is scheduled to ~rlorm reli~' duties shall be available fO<" dulV In rew lving ,hifu on any

Page 68 of 76

my of Pa lo Alto aod $flU loclIl !i21 o"ctmber 1. 2013· DI"C@ mberl.201!>

d~V of the weeK and may be ~ss lgned for relief 10 any 'hlft wllhoo.l ' dv~nce nOlice . Re i ief emplOVefS will be paid ,land by ~ay d~rlnH Iheir reli ef week.

Standby Thil prcllllsion ooly applies to the Elect. l, Svst"m Op"'~ IOn.. An employH wl>o is on relief dul~ is cOVl':rin& Mllndby, and will be oomp"nsaled acc:ordine to Article VIII. Section 1 /al 01 the Memorandum 1>1 Atreement. If 100 .eliel employee Is OnvaC3llon 01"

I>therwlse uoavallable for rclief cliJtl~. the empll>yeelsj 01'1 thell th, ee 0. foo.r·day 011 pet'iod will be firSt on standby.

Management r~servel Ih~ right to utilile Man!lilement ~nnel as OfM'l"aton. on a ,hort·t erm, U needed WI;I, if 00 Operator Is Ivail able .

rll~n& Vacant Positions II Ih" CIty e~(t S to fill ~ vauncy olbe, than by ,e<lSS\I!nmenl 01 the shift or 11M­utilizallon of prior Or succeedill.R shift pe.sonnel, the follow;n& proctdl,l,e Shall be u ... d:

[mployu'S will be tai led a«o,ding to their position on tile P'e·arra .... e-d Overtime Li ,t (POL), with the ,.erion with the lowest ba lance being the firsl Me ca lled. The purf>Ose of tMP. POLis to f~ ir l y distr ibute thp. ~ va ll~b l e opportun itip., . If an empl oVQ~ turns down the overti me, that amount will be added to the emplo~e'$ POL balance. II ~n employe.'! cannot be contacted for such assignment, the employee wil l not !\,tve any owrtime added to thel. POL il«ount batance.

Shilt Chances Shift cha ngel uust'd by srhp.du~d li me off or ,d leave will nol be considered un official c""nge In $hllt.

Maximum Ifo~rs Workp.d No emplo~e shall wor~ morc than 111 consecl,ltivc hou rs .

.......... , In a 12·lIol,lr workday, ""'ployees Ife enlltled to a rest pe. 'od of 8 «>MeCl,ltf"" hel,l" aft er wa<kln, 6 hours ov." lime dl,l"na: Ihe 12 hours imm"diately before the '''gularly scheduled hours of work on a workd;rv or oon·wa<kday.

Ifol!days Employep.s who begIn \helr day or nill ilt shift on ~n ob~rved holiday will receive oVNtime pl"<!mll,lm In accordance with Artic le X, Se<:lion ) of the Memorandum of Agreement . Employee! who work a schedul~ where a "'gular da y off falls on a holiday will be jIi'Ild for the hours they would have normally wo. ked on that day.

Page 69 of 76

City of Palo Alto ~nd SEIU l ocal S21 December 1, 2013- Oe<r:mber 1, lOlS

Employees working lor Wate, Quality (ontrol Operations m-v ataue t>ollday time co~rtible t o ~acaUon.

Sick leavl' Sick leave wi ll b .. earned as Indicated In Artkle XI I. Sedion l(a) of th is MOA,. and SMII be

charged in increments of one hour.

FI (>iltlnl O .. ys Off FlQating holidaY' will be made Iyallable to eligible emplovees and used pu'suant to Article X. Section S.

Vacation An l'mployee's tol,,1 entitlement .... ,11 be (onverted to t>ours (e!&hl houlS " one diIY). A workdily will ronsist 0' 12 hours, and empl~ taking ~aCilllon will be chlrl" 12 hours o' u.e. Two wp.ek notllkalion I. ,equired for any $l.hedultd l ime off. Only ON!

person ill a lime may be ~heduled off.

II is t he intention of lhe (ity that vacation be taker. in units of one work week; however, with approval of his/hel supervisor, an employee may use his/her aeuued vac~tlon ir. units of less than one work wee~.

,..,,1. Shlfl employees shall be pe. mitted to ejOt thel. meals during work t>ours and sNII not be allo~ additior.allime, there'o.e 31 City e.pense.

Shift Premium Shifl pn!mium will be handled ir. accordiH>ce with the cunent Memorandum of Asreemenl ~n t~ City and the UniOn. Afticle VIII. Section 8.

Jury Duly Time off for iury duty which occur.; on I regu larly scheduled wo.kdav wi ll r!'"' 1t In the employ"" being cred ited with up 10 12 hoors worked, for I"'V pUlpOlotS. [mplovees ca lled for jury duty who 3 re wo.klng Ihe evening portlcm of the 12 .hour schedule will be placfd, lor pavro ll and ~hedu li n8 PUrPO..eI, on the d~V shi ft lor ea,"" ~chedu l ed day Such employee is rf'quir<!d to reporl for jury duty, and will not be lequlred \0 work the evening 12·hoor shifl before o. ilfter being required (0 report fOf jury duty. HOwever, ~uch employef: shall return to work on Ihe dilV shift upon being releilse-d from $u(h duty if then! an! al least foof hours remaining prior 10 the end of Ihe day shm. All olher p'oviwn~ of Artkle XU, secUon S. of the current Memor~um o' A8reement wI[ ilpply

P~ge 7D of 76

City o f Palo Alto and SOU l ocal S2 t [)&ember 1, lOll· Oetember 1. 20lS

APPlNOIX E. IN-LI EU PREMIUMS

1. fo r employee~ in Ihe followl ... opelallorl~ ~~\iSrll'd 10 work $[nedulu o th~r Ih~n

MOfld~ y thro~gh Fridoy. the ca lendar day will be COl"\!ldered the ho liday for premium pay of i n·l l ~u $chedullns pu rposes:

Comm un icatio ns Wate r Qua lity Contro l M lmal Control Golf (our.;(! Ulilitles Services landfill Open Space Electric Syslem OjM!r"awr

2 If Oeceml>Pf 24 ~nd 31 fall on Sl.Indav. loon Ihe precedinR f riday will be deslRnated fo r purposes 01 excused time off. except In the C3!>e 01 Communltv service) stall who may ~ .<ehr.duled to worlo; on Saturday. in which case Saturday wi ll be desig nate d for purpO$U of e~cused t ime oft . fo r Open Sp",e and Li brary personne l, deSignation of e~wse-d t ime off wi ll be based (}II Pa rk and libra ry SC hedu les and emplo yee preferel)(e.

Page 71 01 16

City 01 Palo Alto ~nd SEIU loal 521 Oec:rmber 1. 2DH- Do!tf!mber 1. 201S

APPENDIX F. COMMUNICATIONS DIVISION PROMOTIONS

1. Promotional opporlunlUes within the Communications Division will be tarried oul m romp liMKe with procedures set forth in Article VI, !;cction 5, 01 the MemofJndum of Agreemen t ~lw~en the Cltv Bnd S£ IU loca l 521. ucept that:

a. In ",b-pilraS,aph (e l 01 Article VI, 5e<:lion 5. the term ·~nio'ily" shall be deflMd as division seniority.

b. Division seniority will be c.akulated /,om an emplo.,.,.,·s nrst day of employment in the divi, ion, minus any unpaid leave

Page 72 of 16

Cily of Palo AlIa and SEIU local 521 December I, 2013- Oecembeo 1,2015

APPENOIX G. SlOE LITn:R REGAROING - RECOVERY OF CITY TRAINING COSTS

In recognition of the extended tr~inln~ provided to ~ffeded emplovees. the Part~s 3gree that the CitV may rl!{o~er up 10 thirty percent (3'"'J of I!~ (ost for Ir" inina employ~! , hired on or after JulV I, 2012, in the Reid Services ~epresentiltlV1! and Unepenon/C~ble Spiker Apprenl"" ctassifiutiom if the employ« V(Ilunlarily terminat~ from the OW or a\)andom his Or her City employment be/ore compl.,tl"ll thr~ years of City service ;n Ihe Field Services Representative or tinepe.s.on/uble Spll( er d,u!oifocalion. The amount re(OWled sM11 reasonably reflect the City'~ (O~t for the t"ining. but will e""lude all wase or benefrl C05t5. ,,,,d will to.. pror.attd to rei"'" the pOrlion of the Ihirty-si~ (361 mOl'lth post · traininl.ervin· period re",..ll'IlI'II at the time of the emplovee'.terminaUol'I. A~ 01 July I, 20U thirty percent IJ""-) 01 the City's Co.t for t •• inln8 empl"'leelO in the lInepe •• on/Cable Spli{er Apprenl ituhip PrOSfllm was $30,000 for the Ihr~ ~ars of IN pre ·exlsting three yedf prog.am. f or \~ e Fldd Se ..... ice f\eprf~ent3Iivp. , thirty per(en! 130%) 01 the City's two vear traininll cost was $5,5SO. The e mployee will be reqwred to SISM ~n asreement provid in g 10' r~lmburseme nl \0 Ihe City 3. provided ~bo~e on the form attathed hemIc as Append ix H.

~ age 73 0176

City of Pa lo Alto and SEIU Local 521 December 1, 2013· Decemb~r 1, 2015

Page 14 of 16

City of Palo Alto a~d SEIU local 521 December 1. 2013- ()e(:ember 1, 2015

APPENDIX H._ RECOVERY OF TRAINING INVESTMENT AGREEMENT

Thi~ Agreement 15 entered in to between {"Employee") .nd the City of P~lo Alto {the "City'), as author i ,~d by the MemorHndum of Ag reement bctw"en the City and SE IU local 521, RECITALS

A. The purpose of th is Agreement i, to limit tbe City', risk that it will invclt , ub,tantia l sums in the Employee' \ tr~lning but potentially lo~ the va 1(l e of th.t tra ining if th!' employee termi nate, without rendering ,ub,tantial joumey leve l <er~ice to the City uft N tra inin g.

B The City m~y require reimbursement from Empto,'ee 01 thirty percent (30%) of the total tr.inine cost for po,ition, subject to abatemem when specified 5erllice requirements.", met.

C. On or about (date) City e.t~nded to Employee a condit ional oHef of employment in the po:sition of {position). 5ubj"",t to Employee's agreement to wmplete Ihe training necessary to perform the dUl ie5 of, Cc;:::c, (positkJ~). under tile terms of the tra ining pro~ram, The (position) requires {d~scriptioo of training}, which as at July 1, 2012 co,t the (ity appra,imately $ __ over the cour~ ot the trai nin g,

D, This agreement ,,,15 forth the Employee' s agreement to re imburse the City for the City's investment in the Employee'5 train in g if the employee voluntarily terminate, from the City prior to the completion of thirty-six months of service following successfu l completion of the training.

THEREFORE, the Parlles agree to the term, ~t forth below:

By ,iening th is agreem~nt, the fmp lovee understand, thet s/l1 ~ is bound by agree, to th!' follOWing terms:

tr~il1i ng Employee (hereafter "Employee) agree, that

for the pos ition of the City of Palo Alto

(hereafter "CitV") incu r, a lotal co,1 of $ _ _____ _

2 Employee agree5 that amounts recoyerable under thi' agrNtment do not induM Emp loyee wage Or benefit costs.

3, Employee agrees that;n the event he/she voluntarily termin~tes or abandons hi, or her employment from th" City prkJr to the completion of thirty-six {36}

Page 15 of 76

QtyofP~lo Alto ilnd SflU local S21 ~~mber 1, 2013· December 1, 20tS

months of ltNlce followl", the succ~!05ful completion 01 his or her app"mlic~shlp, he/she will repay Ihe Cily for lhe cosl of Irilinlnl l'lOled ili;>oyo"

prorated 10 rdll!'Ct Ih~ monlhs of urvke the Employ~ Ms compl~led followl...., ,,,,,cesslul comp l ~llon of their Irillning. Emplo~~ agrees Ihil for Ihe purpose of Ihls agreemen t, "l ime of service" sha ll oegin on the date fo ll owing the IYCer,s/ ... 1 completion of t~ Emp loy e~'s t r. in lng.

4. Employe<'! all~s lhell lhe aurega!e amount of repavm<'!nt due wil l t>e determined lHo~d ulXln the illtadled proration ta ble.

S. Employee ilWlM'li Ihil repayment "'all be due and made in eq"'il monthly in~allmenls ~r Ihe twelve (JZI monlhs immrnialelV followl". termln.allon, on the first 01 each such month..

~. "Imploy<:>e does not tuttv reimburse Ihe CiTy for The amounU due when due, the enl i~ aggregilte amounl owed w.11 become immediatelo! due, the employ.ee will be deerne<l in d~l~u lt on Ihls agreem~nt and lhe City may Inillate legal proceedings to (O Iled said amou nts. Employee wi ll be respomibie for a li ruwnable co llecllon costs and 8ttorney fees irl(urr~d by the City In undertaking such proceedings. The Ci ty may el~ct 10 forhe~ r taking such action te Bilow Employ~ the oppUrtunlty 10 become cu .. ~nt on lhe debt . 5 u ~h forbnrifKt' wil l not alter lh~ Employee's defau lt Slatus or adversely ~ff~ctlng the CII(S nlht to later initiate proceedln8~ for ~rv pursuant to this A&r~ment.

7. lhi~ iItIreement sh,11 be e"ecllVl! on Ih~ .... te listed below.

DATED, ______ ---------c~-:-:-:_--EmplOVl!e

·'Tit le'· , City of Palo Alto

Page 76 of 76

,

APPENDIX A·I II) MOA 88_ City aM SEIU Summary 01 Markel Adjustnllll'lts and Sal.1ry lnc«lasea

SUmrrnlry 01 Market Adjustment. ~ ntl S.'ary Inc .. a. ..

Bene""'.", fIIj'19~ld" Jot> hmlty pa./tl_ (not ... , "' ...... ,,~

,

APPENDIX A·' 10 MOA eelw&en C;ty and SEIU Summary 01 Markel AdJu.tmenl! !IIl<l Salary IncreaHl

e.''''~lnatk Tltlo (Bold)' Job Fomlly ~oe lUonl lnot

~"'

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, ... ..,.

,

APpeNOIX "'·1 to MOA ~ CIty:on(t SEIU Summa..,. crt M~rl<el Mjul lPne nl1 ilr><! Sa~ Incre_

~~

.~ . ...., -B .... dllllar1c TItMoIBo'd l" , .. .-N

.I<>b f.mil)l Po.lllon. (na.! -, . k>o'd) • , .. . ~OI "~ - --

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,

APP(NOIX ..... 1 to MOA Between City and SEIU SUmmary 01 MarkIM Adjustm!lnts and Salary lro:::reases

Bench .... ,., TItII1Bolcl)' Job Faml., Pooil_ (nOI

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....

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APPENDIX "·110 MOA eatwoon Coly and selU Summftr)' of Marl<.et Adjustments and Sa~ry IrocrlIR5eS

BI"d.ma •• nu. (BoIdr Jol> F.n, 11y P"'I~c r .. (""I

be ldj

•

APPENDIX A- t 10 UQA ~ City a.d SEIU SUmlf\itlY of Marto.eI ~rnonIri and Salay Incr_

~.~ ... ' .... a..", I"no'" n~. (lIoIdl' I",,, ..... "

Job f amily P",'~o", (nOl .... , "~ .. '" .-. OM -- -

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01<10<11", -nat ... ••• •

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APPENDIX A.1 tu MOA Between Coly and SEIU SUmmary of M<rtet Adjustments and Sabry Increases

e._~", TItle (BoIdI" Job F ... II,. PoUtio .... [not

~,.

6.90%

Append i)! A-2 MOA a.twftn City of P.lo Alto .nd SEru

I ---,27 .

JOb nu. IItllia

'N&~ S3131

,~, 123_22 "" , ".~

''"' . san ' ''' , SV.1le uegJ !7 $5e 32&40

,

Appendix A·2 MOA BlltwlHl" City of Palo Alto and SElV

,

~.

Appendix "',2 NOA Btrtw_n P_1o AHo and SElU

,

S.'ory E"-<II .. 201 ....... 1

I

Appendix A-2 MOA Betweom City of Palo AltO .nd SEIU

,.,.

"." , s,"", ~ ~4 n SlOop 5 ~7.~

•

-= -

Job l1t1e

•

ApPftldilc .... 1 MOA Between . of Palo A,lto and SEIU

5010"1 EIho<~ .. 1010.pP&

SlOp J SJSi5 SIoIIl • $3T Sol SlOP 5 s;:)g &I

,

,

...., .1

-

....

AI/pendix A.-2 MOA. BGtween Palo Alto ~nd SEW

"'-

,

Append;x ..... 2 MOA Bflwee<I City of Palo Abo end SEIU

,

Appendix A-2 MOA Blltw .... n City of Palo Alto and SEIU

SabO!,""""';.C .. ----------,---------c:-­=~

,

Appendi .. "-2 MOA a .. tween City of Palo Alto and SEll)

~--,-"",","==--,

SItp2 ~n SI0jl 3 s:le03 ,.,. $37.11<-

"'" $27.11 ,~, P'~ ' ... "',.

"". =~ Sloe; " "'~ ,.." , "", , .." . ~" ,,., , ,.,~ I13W.27 U1,!IiI3.20

,

Appendix .4.·2 MO.4. B..twun City of Palo Alto and SElU

v.m S»p ~ $J1 37

,." S26~2

'"'' Sll.81 ,~. $lIi 2~

~,~

S100p 3 S33 I!e S1oop~ 1:l.e.3e S1lOP 5 $37.n

Appendl" A·2 MOA s.tw.vn City af P~lo AItO.nod SEIU

~J[::;::::[::':::::::::::::~~~~:::J[;~;;~;;'~'j.~'~'~'~""~~~;;;;~~~~;;~~~~~~~;;;;~lI .lob •. " T"" m._. Codoo ' LSA ...... .-

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Append l,; A·2 MOA Between City 0' P310 Alto .nd SElU

...... ,..,. -

SlOop J $31 ~1 Mop ~ S33.17 S\o>p 5 ~ &1

Appendl .. A-2

r-__ ,-____ _,--------------------M-O-A~~~~~~~'~A~.~.~.;"~d~S~E~'U~--_,r_--C> .. SaIo..,.IEIIKU ..

:!{»4-Ppt

51'po

, ,

$61i 1IY.).00

App.!nd;J< A·2 MOA Betw .. n City of Palo Alto ;lind SEIU

"

--Ap~ndixA·l

MOA a"' ..... n City of Palo Alto Ind SElU

Sir.> 2 $3ti ~ SlIO~ l S3B 511 S.,,4 ~O!!'

S"",,S S42.l'S

Appendix A·2 MOA Between city of P1lJo Alto ;and SEIU

I I

$27.21 ~.~

"

"" _11

Appendix A-2 MCA BtltwlHln

,.~

,." "," ,

Palo AltD and SE1U

H

Appendi)O; A-2 MOA 89tw~n City ot Palo Alto and SEJU

....,1 lIS

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"

Appendix A-2 MOA Between City of Palo Alto Mnd SEIU

,~.

S~~ $-Cue

-, ~,~ -, 1o'Q 7!1 ,.". ~w ,." ~.~ lS.. •• !! ,3 S 1 00 \121/10

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Appendl .. A·2 MOA Between . of Pillo Alto Ind SElU

--

SG.5&l.13 178'l'&11.tIO 1iO;;

"

..... • , ... _ ...... __ ...J "'~

Appendix 11._2 MOil. Between City of Palo Alto .nd SEIU

"

•. " mn _!III .103.13

App<lndix A_2 MOA Bo:tweell City of Palo Alto and SEIV

2014-2015

SI.,,2 ,,., , ' .. " ,."

, ,." , ' .. " ''''. '''' , ,.", ,."

54731 54U.80

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, ~~ $:j!;.Ql

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5612l.eIJ AC6I3,O

-

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Append]" A-2

,_T ___ T __________ ~MO:A~';;~-;:~~ of Palo Alto and SElU

So\.l..,~ .... --,~,

5'1tp 3 ,.". $33.22 $34 ~,

S:Ie. 81

$3!; .:1IJ

'3712 $:!!I .01 $-1 1 13

%Ill..-a

$1.12\1-lU

.....,= • ... 4:.

"', .. '"

Appendil. A_2

MOA of P"lo Alto and SElU

SI! I!155I5O S 105.287 zo Ii;; .. .i;;;;_ SO 077 47

"

Append;)!. A-2 Palo Alto .nd SEIU

Appfildi .. A·2

r-__ -r ______ -r _____________________ M_O __ A~~~~~~O~f~';.~'O~Af~'O~.~'~';'~'~'~U~ __ ~r_------_;::::: Saluyf_ ..

Jo" , ... ~-.

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JoD Tilio

Append .... A_2 MOA Between City of Palo Alto .IId SEIU

I

Appendix A_2 MOA Between City of Pillo Alto and SEJU

"

~.~

S,,"P . $32_13 -, =~ ,",' ~~ _.

i31 .$3 Sl;"P ~ 533_30 S!> 172_00 ~.26-I00

"

AjJpe.ndix A-2

"

-­... "a

Append iaA·2 MOA BIttwEEn City 01 Palo Alto 111<1 SEIU

I

,.'" sw" 2 l33.Gl Slvp 3 535.l'J S.,,4 $37.24

~~

•

"

Appendi" .4-2 MO.4 Butw .... n Cily of Palo Alto and SEIU

Step 3 $3I\JIII 5..,. $31 .15 Slo!p5 S39..T.'l

, ...

AppendiJI A·2 MOA s.tw.en

•

Append ix A-2 MOA Between of P~lo Alto ~nd selu

--

B

*-'''' n o ........