WAGES AND CLASSIFICATIONS. 8.1 Employees hired prior to October 28, 1990 shall be paid the wage established for their classification. Employees hired on or after October 28, 1990 shall be paid a wage rate based upon their work performance. Upon initial appointment to a classification an employee shall normally be paid the lowest wage rate for that classification. An employee may, however, be paid a wage rate above the lowest wage rate if circumstances justify it. When an employee is appointed to a classification which has a wage range overlapping the wage range of the employee’s previous classification, the employee shall be paid at the wage rate of the classification to which the employee is being appointed, which is the next higher to his present wage rate, but not more than the top wage rate of the classification to which the employee is appointed. Notwithstanding the following requirements relative to a period of employment at a salary step, the Department Head may recommend a salary step increase at an earlier or later time. Step increases require City Manager approval and may be granted as follows: After twenty-six (26) full pay periods of employment at salary step 1, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 2. After twenty-six (26) full pay periods of employment at salary step 2, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 3. After twenty-six (26) full pay periods of employment at salary step 3, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 4. After twenty-six (26) full pay periods of employment at salary step 4, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 5. A full pay period as used in 8.1 is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours. 8.2 Wages shall be paid at bi-weekly intervals on Thursdays at the end of the employee’s work period after 12:00 noon for a pay period ending no earlier than the preceding Saturday. If a pay day falls on a holiday, payments shall be made on the preceding workday. Effective May 3, 2009, all new employees must make arrangements to have their pay deposited to a bank account via electronic transfer. 8.3 When an employee is temporarily assigned for a minimum of one-half (½) hour accumulated during any workday to work in a classification higher than the employee’s regular classification, the employee shall be paid at the rate established for the higher classification, with a minimum of two (2) hours and time computed to the next full hour, except when the work is performed outside of the regular work hours and the duration is less than two (2) hours. When an employee is temporarily assigned to work in a higher classification which has a wage range overlapping the wage range of the employee’s regular classification, the employee shall be paid at the wage rate of the classification to which he is temporarily assigned, which is next higher to the employee’s present wage rate, but not more than the top wage rate of the temporary classification. Whenever a full-time Regular employee is reassigned by the City to replace an absent Supervisor with a higher pay rate and classification outside the bargaining unit and performs a substantial majority of the absent employee’s duties for a full work day, such employee shall have their compensation rate increased by five percent (5%). 8.4 When an employee is temporarily assigned to work in a classification lower than the employee’s regular classification, the employee’s rate of pay will not be reduced. Notwithstanding the foregoing, however, whenever any employee requests to be temporarily assigned to perform the duties of a lower paying classification pursuant to Section 11.6 of Article 11, Promotion and Transfer, such employee’s wage rate shall be reduced to the wage rate of the lower paying classification. 8.5 For purposes of wage rate progression in a temporary classification, the time worked by an employee in other than the employee’s regular classification shall also be accrued in such temporary classification. 8.6 Attached hereto and made a part hereof are: Exhibit “A-1”, effective December 1, 2019; Exhibit “A-2”, effective July 12, 2020; and Exhibit “A-3”, effective July 11, 2021; of which are titled “Schedule of Wage Rates.” 8.7 Attached hereto and made a part hereof is Exhibit “B”, titled “Job Definitions”; Exhibit “C”, titled “Lines of Progression”; Exhibit “D”, titled “Standby Duty”; Exhibit “E”, titled “Standby Duty for Certified Water Distribution Personnel”; Exhibit “F”, titled “Vehicle Equipment Operation Directory”; Exhibit “G”, titled “Grievance Form” and Exhibit “H”, titled Hazmat Response Program”. 8.8 Effective May 3, 2009, California Water Environment Association Collection System Maintenance certification incentives shall be rolled into the base pay of those Regular employees working in the Wastewater Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker (Voluntary) Wastewater Collection Maintenance Worker (Required) II II 2.5% Wastewater Collection Maintenance Worker (Voluntary) Wastewater Collection Lead Worker (Required) Working Supervisor–Wastewater Collection (Required) III or above III III 7.5% Wastewater Collection Lead Worker (Voluntary) Working Supervisor–Wastewater Collection (Voluntary) IV IV 10% Effective May 3, 2009, State of California Department of Health Services Water Distribution Operator certification incentives shall be rolled into the base pay of those Regular employees working in the Water Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker Required Voluntary None I 0.0% 2.5% Water Maintenance Worker Required I 2.5% Voluntary II 5.0% Water Lead Worker Required II 5.0% Voluntary III 7.5% Voluntary IV 10% Voluntary V 12.5% Working Supervisor–Water Required Voluntary Voluntary III IV V 5.0% 10% 12.5% Warehouse Worker–Water Required II 5.0% Voluntary III 7.5% Voluntary IV 10% 8.9 Shift differential shall be paid to those employees whose regularly scheduled work shift represents one-half (½) or more of the following time periods and at the rate specified as follows: TIME PERIOD SHIFT DIFFERENTIAL 4:00 p.m. to 12:00 midnight 3.5% 12:00 midnight to 8:00 a.m. 5% Shift differential will be paid for all hours worked (i.e., regular hours worked, or for overtime work, travel time, meal, or rest period), but not on paid leave. Shift differential, as is the City’s normal practice, will be paid on regular hours worked to the employee normally assigned to the shift. Notwithstanding the above, in the case of the Solid Waste Division and the Convention Center Division, shift differential will be paid on regular hours worked to the employee who actually works the evening or early morning schedule on any particular day.
Appears in 2 contracts
Sources: Memorandum of Understanding, Memorandum of Understanding
WAGES AND CLASSIFICATIONS. 8.1 (a) Employees hired prior to October 28, 1990 shall be paid the wage established for their classification. Employees hired on or after October 28, 1990 shall be paid a wage rate based upon their work performance. Upon initial appointment to a classification classification, an employee shall normally be paid the lowest wage rate for that classification. An employee may, however, be paid a wage rate above the lowest wage rate if circumstances justify it. When an employee is appointed to a classification which has a wage range overlapping the wage range of the employee’s previous classification, the employee shall be paid at the wage rate of the classification to which the employee is being appointed, which is the next higher to his present wage rate, but not more than the top wage rate of the classification to which the employee is appointed. Notwithstanding the following requirements relative to a period periods of employment at a salary step, the Department Head Chief of Police may recommend a salary step increases at an earlier time or more than one step increase at an earlier or later a time. Step increases require City Manager Manager, or his/her designee’s approval and may be granted when an employee achieves an overall performance evaluation rating of Meets Job Standards or higher as follows: After twenty-six (26) full pay periods of employment at salary step 1, in each and with satisfactory or above work performance during every successive Compensation Step in the full time period, an employee shall be advanced to salary step 2. After twenty-six (26) full pay periods of employment at salary step 2, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 3. After twenty-six (26) full pay periods of employment at salary step 3, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 4. After twenty-six (26) full pay periods of employment at salary step 4, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 5Compensation Ranges listed in Exhibit “A”. A full pay period as used in 8.1 herein is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours. The effective date of a higher wage step shall be the first day of the pay period following qualification for the new step.
(b) Should an employee wish to appeal a denial of a step increase, the employee may do so by submitting an appeal (1) to the Chief of Police, and if not resolved, (2) to an advisory committee comprised of two (2) representatives designated by the Association and one (1) representative designated by Police management. The committee will consider the appeal and make an advisory recommendation to the Personnel Director whose decision will be final. Such appeal must be made within thirty (30) days of the date of denial of the merit increase.
8.2 Wages shall be paid at bi-weekly intervals on Thursdays at the end of the employee’s work period after 12:00 noon for a pay period ending no earlier than the preceding Saturday. If a pay day falls on a holiday, payments payment shall be made on the preceding workday. Effective May 3, 2009, all All new employees must make arrangements to have their pay deposited to a bank account via electronic transfer.
8.3 When an employee is temporarily assigned for a minimum of one-half (½) hour accumulated during any workday to work in a classification higher than the employee’s regular classification, the employee shall be paid at the rate established for the higher classification, with a minimum of two four (24) hours and time computed to the next full hour, except when the work is performed outside of the regular work hours and the duration is less than two four (24) hours. When an employee is temporarily assigned to work in a higher classification which has a wage range overlapping the wage range of the employee’s regular classification, the employee shall be paid at the wage rate of the classification to which he the employee is temporarily assigned, which is next higher to the employee’s present wage rate, but not more than the top wage rate of the temporary classification. Whenever a full-time Regular employee is reassigned by the City to replace an absent Supervisor with a higher pay rate and classification outside the bargaining unit and performs a substantial majority of the absent employee’s duties for a full work day, such employee shall have their compensation rate increased by five percent (5%).
8.4 When an employee is temporarily assigned to work in a classification lower than the employee’s regular classification, the employee’s rate of pay will not be reduced. Notwithstanding the foregoing, however, whenever any employee requests to be temporarily assigned to perform the duties of a lower paying classification pursuant to Section 11.6 of Article 11, Promotion and Transfer, such employee’s wage rate shall be reduced to the wage rate of the lower paying classification.
8.5 For purposes of wage rate progression in a temporary classification, the time worked by an employee in other than the employee’s regular classification shall also be accrued in such temporary classification.
8.6 Attached hereto and made a part hereof are: is Exhibit “A-1”, effective December 1, 2019; Exhibit “A-2”, effective July 12, 2020; and Exhibit “A-3”, effective July 11, 2021; of which are A” titled “Schedule of Wage Rates.”
8.7 (a) Attached hereto and made a part hereof is Exhibit “B”, titled ” entitled “Job Definitions”; .” 8.7(b) Attached hereto and made a part hereof is Exhibit “C” entitled “Minimum Performance Standards for Community Service Officers, Property and Evidence Technicians, and Crime Scene Technician”, titled “Lines of Progression”; Exhibit “D”, titled “Standby Duty”; Exhibit “E”, titled “Standby Duty for Certified Water Distribution Personnel”; Exhibit “F”, titled “Vehicle Equipment Operation Directory”; Exhibit “G”, titled “Grievance Form” and Exhibit “H”, titled Hazmat Response Program”.
8.8 Effective May 3, 2009, California Water Environment Association Collection System Maintenance certification incentives shall be rolled into the base pay of those Regular employees working in the Wastewater Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker (Voluntary) Wastewater Collection Maintenance Worker (Required) II II 2.5% Wastewater Collection Maintenance Worker (Voluntary) Wastewater Collection Lead Worker (Required) Working Supervisor–Wastewater Collection (Required) III or above III III 7.5% Wastewater Collection Lead Worker (Voluntary) Working Supervisor–Wastewater Collection (Voluntary) IV IV 10% Effective May 3, 2009, State of California Department of Health Services Water Distribution Operator certification incentives shall be rolled into the base pay of those Regular employees working in the Water Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker Required Voluntary None I 0.0% 2.5% Water Maintenance Worker Required I 2.5% Voluntary II 5.0% Water Lead Worker Required II 5.0% Voluntary III 7.5% Voluntary IV 10% Voluntary V 12.5% Working Supervisor–Water Required Voluntary Voluntary III IV V 5.0% 10% 12.5% Warehouse Worker–Water Required II 5.0% Voluntary III 7.5% Voluntary IV 10%
8.9 Shift differential shall be paid to those employees whose regularly scheduled work shift represents one-half (½) or more of the following time periods and at the rate specified as follows: TIME PERIOD SHIFT DIFFERENTIAL 4:00 p.m. to 12:00 midnight 3.5% 12:00 midnight to 8:00 a.m. 5% Shift differential will be paid for all hours worked (i.e., regular hours worked, or for overtime work, travel time, meal, or rest period), but not on paid leave. Shift differential, as is the City’s normal practice, will be paid on regular hours worked to the employee normally assigned to the shift. Notwithstanding the above, in the case of the Solid Waste Division and the Convention Center Division, shift differential will be paid on regular hours worked to the employee who actually works the evening or early morning schedule on any particular day.;
Appears in 2 contracts
Sources: Memorandum of Understanding, Memorandum of Understanding
WAGES AND CLASSIFICATIONS. 8.1 Employees hired prior to October 28, 1990 shall be paid the wage established for their classification. Employees hired on or after October 28, 1990 shall be paid a wage rate based upon their work performance. Upon initial appointment to a classification an employee shall normally be paid the lowest wage rate for that classification. An employee may, however, be paid a wage rate above the lowest wage rate if circumstances justify it. When an employee is appointed to a classification which has a wage range overlapping the wage range of the employee’s previous classification, the employee shall be paid at the wage rate of the classification to which the employee is being appointed, which is the next higher to his present wage rate, but not more than the top wage rate of the classification to which the employee is appointed. Notwithstanding the following requirements relative to a period of employment at a salary step, the Department Head Director may recommend a salary step increase at an earlier or later time. Step increases require City Manager approval and may be granted as follows: After twenty-six (26) full pay periods of employment at salary step 1, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 2. After twenty-six (26) full pay periods of employment at salary step 2, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 3. After twenty-six (26) full pay periods of employment at salary step 3, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 4. After twenty-twenty- six (26) full pay periods of employment at salary step 4, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 5. A full pay period as used in 8.1 is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours.
8.2 Wages shall be paid at bi-weekly intervals on Thursdays at the end of the employee’s work period after 12:00 noon for a pay period ending no earlier than the preceding Saturday. If a pay day falls on a holiday, payments shall be made on the preceding workday. Effective May 3Employees hired after April 7, 20092010, all new employees must make arrangements to have their pay deposited to a bank account via electronic transfer.
8.3 When an employee is temporarily assigned for a minimum of one-half (½) hour accumulated during any workday to work in a classification higher than the employee’s regular classification, the employee shall be paid at the rate established for the higher classification, with a minimum of two (2) hours and time computed to the next full nearest quarter hour, except when the work is performed outside of the regular work hours and the duration is less than two (2) hours. When an employee is temporarily assigned to work in a higher classification which has a wage range overlapping the wage range of the employee’s regular classification, the employee shall be paid at the wage rate of the classification to which he is temporarily assigned, which is next higher to the employee’s present wage rate, but not more than the top wage rate of the temporary classification. Whenever a full-The temporary upgrade wage rate will also apply to any meal time Regular or travel time that occurs while the employee is reassigned by the City to replace an absent Supervisor with a higher pay rate and classification outside the bargaining unit and performs a substantial majority of the absent employee’s duties for a full work day, such employee shall have their compensation rate increased by five percent (5%)temporarily reassigned.
8.4 When an employee is temporarily assigned to work in a classification lower than the employee’s regular classification, the employee’s rate of pay will not be reduced. Notwithstanding the foregoing, foregoing however, whenever any employee requests to be temporarily assigned to perform the duties of a lower paying classification pursuant to Section 11.6 11.5 of Article 11, Promotion and Transfer, such employee’s wage rate shall be reduced to the wage rate of the lower paying classification.
8.5 For purposes of wage rate progression in a temporary classification, the time worked by an employee in other than the employee’s regular classification shall also be accrued in such temporary classification.
8.6 Attached hereto and made a part hereof are: Exhibit “A-1”, effective December 1, 2019; Exhibit “A-2”, effective July 12, 2020; and Exhibit “A-3”, effective July 11, 2021; of which are titled “Schedule of Wage Rates.”
8.7 Attached hereto and made a part hereof is Exhibit “B”, titled “Job Definitions”; Exhibit “C”, titled “Lines of Progression”; Exhibit “D”, titled “Standby Duty”; Exhibit “E”, titled “Standby Duty for Certified Water Distribution Personnel”; Exhibit “F”, titled “Vehicle Equipment Operation Directory”; Exhibit “G”, titled “Grievance Form” and Exhibit “H”, titled Hazmat Response Program”.
8.8 Effective May 3, 2009, California Water Environment Association Collection System Maintenance certification incentives shall be rolled into the base pay of those Regular employees working in the Wastewater Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker (Voluntary) Wastewater Collection Maintenance Worker (Required) II II 2.5% Wastewater Collection Maintenance Worker (Voluntary) Wastewater Collection Lead Worker (Required) Working Supervisor–Wastewater Collection (Required) III or above III III 7.5% Wastewater Collection Lead Worker (Voluntary) Working Supervisor–Wastewater Collection (Voluntary) IV IV 10% Effective May 3, 2009, State of California Department of Health Services Water Distribution Operator certification incentives shall be rolled into the base pay of those Regular employees working in the Water Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker Required Voluntary None I 0.0% 2.5% Water Maintenance Worker Required I 2.5% Voluntary II 5.0% Water Lead Worker Required II 5.0% Voluntary III 7.5% Voluntary IV 10% Voluntary V 12.5% Working Supervisor–Water Required Voluntary Voluntary III IV V 5.0% 10% 12.5% Warehouse Worker–Water Required II 5.0% Voluntary III 7.5% Voluntary IV 10%
8.9 Shift differential shall be paid to those employees whose performing Power Plant Operations, and Maintenance work when their regularly scheduled work shift represents one-half (½) or more of the following time periods and at the rate specified as follows: TIME PERIOD SHIFT DIFFERENTIAL 4:00 p.m. to P.M. TO 12:00 midnight 3.5% 12:00 midnight to 8:00 a.m. 5% Shift differential will be paid for all hours worked (i.e., regular hours worked, or for overtime work, travel time, meal, or rest period), but not on paid leave. Shift differential, as is the City’s normal practice, will be paid on regular hours worked to the employee normally assigned to the shift. Notwithstanding the above, in the case of the Solid Waste Division and the Convention Center Division, shift differential will be paid on regular hours worked to the employee who actually works the evening or early morning schedule on any particular day.
8.7 Attached hereto and made a part hereof are: Exhibit “A-1” through “A-3”, all of which are titled “Schedule of Wage Rates.”
8.8 Attached hereto and made a part hereof is Exhibit “B”, titled “Job Definitions”.
8.9 Attached hereto and made a part hereof is Exhibit “E”, titled “Standby Duty”.
Appears in 2 contracts
Sources: Memorandum of Understanding, Memorandum of Understanding
WAGES AND CLASSIFICATIONS. 8.1 11.1 Attached hereto and made a part hereof is Exhibit "A" titled "Schedule of Wage Rates." Employees hired prior to salaries shall be increased 3% effective the first full pay period following January 1, 2017. Employees salaries shall be increased 3% effective the first full pay period following July 1, 2017. Employees salaries shall be increased 3% effective the first full pay period following July 1, 2018. Effective the first full pay period following July 1, 2019 employees shall receive a salary increase equivalent the percentage increase in the cost of living, determined by the Consumer Price Index, U.S. Department of Labor, Western Region Urban Wage Earners and Clerical Workers B/C (less than 1,500,000 population) for October 282018-October 2019. Effective the first full pay period following July 1, 1990 2020 employees shall receive a salary increase equivalent the percentage increase in the cost of living, determined by the Consumer Price Index, U.S. Department of Labor, Western Region Urban Wage Earners and Clerical Workers B/C (less than 1,500,000 population) for October 2019-October 2020.
11.2 Employees shall be paid the wage established for their classification. Employees hired on or after October 28, 1990 shall be paid a wage rate based upon their work performance. Upon initial appointment to a classification classification, an employee shall normally be paid the lowest wage rate for that classification. An employee may, however, be paid a wage rate above the lowest wage rate if circumstances justify it. When The effective date of promotion to a new classification or higher wage step shall be the first day of the pay period following qualification for the promotion. Whenever an employee is appointed to a classification which has a wage range overlapping the wage range of the employee’s previous higher paying classification, the employee shall be paid at the wage rate of the classification to which the employee is being appointed, which is the next higher to his the employee's present wage rate, but not less than five (5) percent higher, and in any event not more than the top wage rate of the classification to which the employee is appointednew classification. Notwithstanding the following requirements relative to a period After one (1) full year of employment at a salary step, the Department Head may recommend a on any salary step increase at an earlier or later time. Step increases require City Manager approval and may be granted as follows: After twenty-six (26) full pay periods of employment at salary step 1, and with satisfactory or above work performance during except the full time periodtop step, an employee shall be advanced to the next salary step 2. After twentyeffective the first day of the pay-six period following completion of one (261) full pay periods year of employment at service in the previous step.
11.3 The base salary step 2, and with satisfactory or above work performance during of all eligible employees who have continually worked for the full time period, an employee Lake Shastina Community Services District for fifteen (15) years shall be advanced to salary step 3. After twenty-six increased by five percent (26) full pay periods of employment at salary step 3, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 4. After twenty-six (26) full pay periods of employment at salary step 4, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 5. A full pay period as used in 8.1 is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours%).
8.2 11.4 Wages shall be paid at bi-weekly intervals on Thursdays at the end of the employee’s work period after 12:00 noon Thursday for a pay pay-period ending no earlier than the preceding SaturdayFriday. If a pay day payday falls on a holiday, payments payment shall be made on the preceding workday. Effective May 3, 2009, all new employees must make arrangements to have their pay deposited to a bank account via electronic transfer.
8.3 When an employee is temporarily assigned for a minimum of one-half (½) hour accumulated during any workday to work in a classification higher than the employee’s regular classification, the employee shall be paid at the rate established for the higher classification, with a minimum of two (2) hours and time computed to the next full hour, except when the work is performed outside of the regular work hours and the duration is less than two (2) hours. 11.5 When an employee is temporarily assigned to work in a higher classification which has classification, for a wage range overlapping the wage range minimum of the employee’s regular classificationthree working days, the employee shall be paid at the wage rate a minimum of step 1 of the classification to which he is temporarily assigned, which is next higher to the employee’s present wage rateclassification, but not less than five percent (5%) higher than their current wage, in any event not more than the top wage rate of the temporary classification. Whenever a full-time Regular employee is reassigned Employees so assigned shall continue to be covered by the City to replace an absent Supervisor with a higher pay rate and classification outside the bargaining unit and performs a substantial majority provisions of the absent employee’s duties for a full work day, such employee shall have their compensation rate increased by five percent (5%).this M.O.U.
8.4 11.6 When an employee is temporarily assigned to work in a classification lower than the employee’s 's regular classification, the employee’s 's rate of pay will not be reduced. Notwithstanding the foregoing, however, whenever any employee requests to be temporarily assigned to perform the duties of a lower paying classification pursuant to Section 11.6 of Article 11, Promotion and Transfer, such employee’s wage rate shall be reduced to the wage rate of the lower paying classification.
8.5 For purposes 11.7 The parties agree to meet and confer during the first 90 days of wage rate progression in a temporary classification, this MOU for the time worked by an employee in other than the employee’s regular classification shall also be accrued in such temporary classificationpurpose of updating Minimum Certification Requirements and Certification Incentives Pay.
8.6 Attached hereto and made a part hereof are: Exhibit “A-1”, effective December 1, 2019; Exhibit “A-2”, effective July 12, 2020; and Exhibit “A-3”, effective July 11, 2021; of which are titled “Schedule of Wage Rates.”
8.7 Attached hereto and made a part hereof is Exhibit “B”, titled “Job Definitions”; Exhibit “C”, titled “Lines of Progression”; Exhibit “D”, titled “Standby Duty”; Exhibit “E”, titled “Standby Duty for Certified Water Distribution Personnel”; Exhibit “F”, titled “Vehicle Equipment Operation Directory”; Exhibit “G”, titled “Grievance Form” and Exhibit “H”, titled Hazmat Response Program”.
8.8 Effective May 3, 2009, California Water Environment Association Collection System Maintenance certification incentives shall be rolled into the base pay of those Regular employees working in the Wastewater Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker (Voluntary) Wastewater Collection Maintenance Worker (Required) II II 2.5% Wastewater Collection Maintenance Worker (Voluntary) Wastewater Collection Lead Worker (Required) Working Supervisor–Wastewater Collection (Required) III or above III III 7.5% Wastewater Collection Lead Worker (Voluntary) Working Supervisor–Wastewater Collection (Voluntary) IV IV 10% Effective May 3, 2009, State of California Department of Health Services Water Distribution Operator certification incentives shall be rolled into the base pay of those Regular employees working in the Water Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker Required Voluntary None I 0.0% 2.5% Water Maintenance Worker Required I 2.5% Voluntary II 5.0% Water Lead Worker Required II 5.0% Voluntary III 7.5% Voluntary IV 10% Voluntary V 12.5% Working Supervisor–Water Required Voluntary Voluntary III IV V 5.0% 10% 12.5% Warehouse Worker–Water Required II 5.0% Voluntary III 7.5% Voluntary IV 10%
8.9 Shift differential shall be paid to those employees whose regularly scheduled work shift represents one-half (½) or more of the following time periods and at the rate specified as follows: TIME PERIOD SHIFT DIFFERENTIAL 4:00 p.m. to 12:00 midnight 3.5% 12:00 midnight to 8:00 a.m. 5% Shift differential will be paid for all hours worked (i.e., regular hours worked, or for overtime work, travel time, meal, or rest period), but not on paid leave. Shift differential, as is the City’s normal practice, will be paid on regular hours worked to the employee normally assigned to the shift. Notwithstanding the above, in the case of the Solid Waste Division and the Convention Center Division, shift differential will be paid on regular hours worked to the employee who actually works the evening or early morning schedule on any particular day.
Appears in 1 contract
Sources: Memorandum of Understanding
WAGES AND CLASSIFICATIONS. 8.1 Employees hired prior to October 28, 1990 shall be paid the wage established for their classification. Employees hired on or after October 28, 1990 shall be paid a wage rate based upon their work performance. Upon initial appointment to a classification an employee shall normally be paid the lowest wage rate for that classification. An employee may, however, be paid a wage rate above the lowest wage rate if circumstances justify it. When an employee is appointed to a classification which has a wage range overlapping the wage range of the employee’s previous classification, the employee shall be paid at the wage rate of the classification to which the employee is being appointed, which is the next higher to his present wage rate, but not more than the top wage rate of the classification to which the employee is appointed. Notwithstanding the following requirements relative to a period of employment at a salary step, the Department Head may recommend a salary step increase at an earlier or later time. Step increases require City Manager approval and may be granted as follows: After twenty-six (26) full pay periods of employment at salary step 1, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 2. After twenty-six (26) full pay periods of employment at salary step 2, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 3. After twenty-six (26) full pay periods of employment at salary step 3, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 4. After twenty-six (26) full pay periods of employment at salary step 4, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 5. A full pay period as used in 8.1 is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours.
8.2 Wages shall be paid at bi-weekly intervals on Thursdays at the end of the employee’s work period after 12:00 noon for a pay period ending no earlier than the preceding Saturday. If a pay day falls on a holiday, payments shall be made on the preceding workday. Effective May 3, 2009, all new employees must make arrangements to have their pay deposited to a bank account via electronic transfer.
8.3 When an employee is temporarily assigned for a minimum of one-half (½) hour accumulated during any workday to work in a classification higher than the employee’s regular classification, the employee shall be paid at the rate established for the higher classification, with a minimum of two (2) hours and time computed to the next full hour, except when the work is performed outside of the regular work hours and the duration is less than two (2) hours. When an employee is temporarily assigned to work in a higher classification which has a wage range overlapping the wage range of the employee’s regular classification, the employee shall be paid at the wage rate of the classification to which he is temporarily assigned, which is next higher to the employee’s present wage rate, but not more than the top wage rate of the temporary classification. Whenever a full-time Regular employee is reassigned by the City to replace an absent Supervisor with a higher pay rate and classification outside the bargaining unit and performs a substantial majority of the absent employee’s duties for a full work day, such employee shall have their compensation rate increased by five percent (5%).
8.4 When an employee is temporarily assigned to work in a classification lower than the employee’s regular classification, the employee’s rate of pay will not be reduced. Notwithstanding the foregoing, however, whenever any employee requests to be temporarily assigned to perform the duties of a lower paying classification pursuant to Section 11.6 of Article 11, Promotion and Transfer, such employee’s wage rate shall be reduced to the wage rate of the lower paying classification.
8.5 For purposes of wage rate progression in a temporary classification, the time worked by an employee in other than the employee’s regular classification shall also be accrued in such temporary classification.
8.6 Attached hereto and made a part hereof are: Exhibit “A-1”, effective December 126, 20192010; Exhibit “A-2”, effective July 12December 25, 2020; and Exhibit “A-3”, effective July 11, 20212011; of which are titled “Schedule of Wage Rates.”
8.7 Attached hereto and made a part hereof is Exhibit “B”, titled “Job Definitions”; Exhibit “C”, titled “Lines of Progression”; Exhibit “D”, titled “Standby Duty”; Exhibit “E”, titled “Standby Duty for Certified Water Distribution Personnel”; Exhibit “F”, titled “Vehicle Equipment Operation Directory”; Exhibit “G”, titled “Grievance Form” and Exhibit “H”, titled Hazmat Response Program”.
8.8 Effective May 3, 2009, California Water Environment Association Collection System Maintenance certification incentives shall be rolled into the base pay of those Regular employees working in the Wastewater Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker (Voluntary) Wastewater Collection Maintenance Worker (Required) II II 2.5% Wastewater Collection Maintenance Worker (Voluntary) Wastewater Collection Lead Worker (Required) Working Supervisor–Wastewater Collection (Required) III or above III III 7.5% Wastewater Collection Lead Worker (Voluntary) Working Supervisor–Wastewater Collection (Voluntary) IV IV 105% Effective May 3, 2009, State of California Department of Health Services Water Distribution Operator certification incentives shall be rolled into the base pay of those Regular employees working in the Water Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker Required Voluntary None I 0.0% 2.5% Water Maintenance Worker Required I 2.5% Voluntary II 5.0% Water Lead Worker Required II 5.0% Voluntary III 7.5% Voluntary IV 10% Voluntary V 12.5% Working Supervisor–Water Required Voluntary Voluntary III IV V 5.0% 10% 12.5% Warehouse Worker–Water Required II 5.0% Voluntary III IV 7.5% Voluntary IV 10%
8.9 Shift differential shall be paid to those employees whose regularly scheduled work shift represents one-half (½) or more of the following time periods and at the rate specified as follows: TIME PERIOD SHIFT DIFFERENTIAL 4:00 p.m. to 12:00 midnight 3.5% 12:00 midnight to 8:00 a.m. 5% Shift differential will be paid for all hours worked (i.e., regular hours worked, or for overtime work, travel time, meal, or rest period), but not on paid leave. Shift differential, as is the City’s normal practice, will be paid on regular hours worked to the employee normally assigned to the shift. Notwithstanding the above, in the case of the Solid Waste Division and the Convention Center Division, shift differential will be paid on regular hours worked to the employee who actually works the evening or early morning schedule on any particular day.
Appears in 1 contract
Sources: Memorandum of Understanding
WAGES AND CLASSIFICATIONS. 8.1 Employees hired prior to October 28, 1990 shall be paid the wage established for their classification. Employees hired on or after October 28, 1990 shall be paid a wage rate based upon their work performance. Upon initial appointment to a classification an employee shall normally be paid the lowest wage rate for that classification. An employee may, however, be paid a wage rate above the lowest wage rate if circumstances justify it. When an employee is appointed to a classification which has a wage range overlapping the wage range of the employee’s previous classification, the employee shall be paid at the wage rate of the classification to which the employee is being appointed, which is the next higher to his present wage rate, but not more than the top wage rate of the classification to which the employee is appointed. Notwithstanding the following requirements relative to a period of employment at a salary step, the Department Head may recommend a salary step increase at an earlier or later time. Step increases require City Manager approval and may be granted as follows: After twenty-six (26) full pay periods of employment at salary step 1, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 2. After twenty-six (26) full pay periods of employment at salary step 2, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 3. After twenty-six (26) full pay periods of employment at salary step 3, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 4. After twenty-six (26) full pay periods of employment at salary step 4, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 5. A full pay period as used in 8.1 is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours.
8.2 Wages shall be paid at bi-weekly intervals on Thursdays at the end of the employee’s work period after 12:00 noon for a pay period ending no earlier than the preceding Saturday. If a pay day falls on a holiday, payments shall be made on the preceding workday. Effective May 3, 2009, all new employees must make arrangements to have their pay deposited to a bank account via electronic transfer.
8.3 When an employee is temporarily assigned for a minimum of one-half (½) hour accumulated during any workday to work in a classification higher than the employee’s regular classification, the employee shall be paid at the rate established for the higher classification, with a minimum of two (2) hours and time computed to the next full hour, except when the work is performed outside of the regular work hours and the duration is less than two (2) hours. When an employee is temporarily assigned to work in a higher classification which has a wage range overlapping the wage range of the employee’s regular classification, the employee shall be paid at the wage rate of the classification to which he is temporarily assigned, which is next higher to the employee’s present wage rate, but not more than the top wage rate of the temporary classification. Whenever a full-time Regular employee is reassigned by the City to replace an absent Supervisor with a higher pay rate and classification outside the bargaining unit and performs a substantial majority of the absent employee’s duties for a full work day, such employee shall have their compensation rate increased by five percent (5%).
8.4 When an employee is temporarily assigned to work in a classification lower than the employee’s regular classification, the employee’s rate of pay will not be reduced. Notwithstanding the foregoing, however, whenever any employee requests to be temporarily assigned to perform the duties of a lower paying classification pursuant to Section 11.6 of Article 11, Promotion and Transfer, such employee’s wage rate shall be reduced to the wage rate of the lower paying classification.
8.5 For purposes of wage rate progression in a temporary classification, the time worked by an employee in other than the employee’s regular classification shall also be accrued in such temporary classification.
8.6 Attached hereto and made a part hereof are: Exhibit “A-1”, effective December 1, 2019; Exhibit “A-2”, effective July 12, 2020; and Exhibit “A-3”, effective July 11, 2021; of which are titled “Schedule of Wage Rates.”
8.7 Attached hereto and made a part hereof is Exhibit “B”, titled “Job Definitions”; Exhibit “C”, titled “Lines of Progression”; Exhibit “D”, titled “Standby Duty”; Exhibit “E”, titled “Standby Duty for Certified Water Distribution Personnel”; Exhibit “F”, titled “Vehicle Equipment Operation Directory”; Exhibit “G”, titled “Grievance Form” and Exhibit “H”, titled Hazmat Response Program”.
8.8 Effective May 3, 2009, California Water Environment Association Collection System Maintenance certification incentives shall be rolled into the base pay of those Regular employees working in the Wastewater Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker (Voluntary) Wastewater Collection Maintenance Worker (Required) II II 2.5% Wastewater Collection Maintenance Worker (Voluntary) Wastewater Collection Lead Worker (Required) Working Supervisor–Wastewater Collection (Required) III or above III III 7.5% Wastewater Collection Lead Worker (Voluntary) Working Supervisor–Wastewater Collection (Voluntary) IV IV 10% Effective May 3, 2009, State of California Department of Health Services Water Distribution Operator certification incentives shall be rolled into the base pay of those Regular employees working in the Water Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker Required Voluntary None I 0.0% 2.5% Water Maintenance Worker Required I 2.5% Voluntary II 5.0% Water Lead Worker Required II 5.0% Voluntary III 7.5% Voluntary IV 10% Voluntary V 12.5% Working Supervisor–Water Required Voluntary Voluntary III IV V 5.0% 10% 12.5% Warehouse Worker–Water Required II 5.0% Voluntary III 7.5% Voluntary IV 10%
8.9 Shift differential shall be paid to those employees whose regularly scheduled work shift represents one-half (½) or more of the following time periods and at the rate specified as follows: TIME PERIOD SHIFT DIFFERENTIAL 4:00 p.m. to 12:00 midnight 3.5% 12:00 midnight to 8:00 a.m. 5% Shift differential will be paid for all hours worked (i.e., regular hours worked, or for overtime work, travel time, meal, or rest period), but not on paid leave. Shift differential, as is the City’s normal practice, will be paid on regular hours worked to the employee normally assigned to the shift. Notwithstanding the above, in the case of the Solid Waste Division and the Convention Center Division, shift differential will be paid on regular hours worked to the employee who actually works the evening or early morning schedule on any particular day.
Appears in 1 contract
Sources: Memorandum of Understanding
WAGES AND CLASSIFICATIONS. 8.1 Employees hired prior to October 28, 1990 shall be paid the wage established for their classification. Employees hired on or after October 28, 1990 shall be paid a wage rate based upon their work performance. Upon initial appointment to a classification an employee shall normally be paid the lowest wage rate for that classification. An employee may, however, be paid a wage rate above the lowest wage rate if circumstances justify it. When an employee is appointed to a classification which has a wage range overlapping the wage range of the employee’s previous classification, the employee shall be paid at the wage rate of the classification to which the employee is being appointed, which is the next higher to his present wage rate, but not more than the top wage rate of the classification to which the employee is appointed. Notwithstanding the following requirements relative to a period of employment at a salary step, the Department Head Director may recommend a salary step increase at an earlier or later time. Step increases require City Manager approval and may be granted as follows: After twenty-six (26) full pay periods of employment at salary step 1, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 2. After twenty-six (26) full pay periods of employment at salary step 2, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 3. After twenty-six (26) full pay periods of employment at salary step 3, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 4. After twenty-twenty- six (26) full pay periods of employment at salary step 4, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 5. A full pay period as used in 8.1 is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours.
8.2 Wages shall be paid at bi-weekly intervals on Thursdays at the end of the employee’s work period after 12:00 noon for a pay period ending no earlier than the preceding Saturday. If a pay day falls on a holiday, payments shall be made on the preceding workday. Effective May 3Employees hired after April 7, 20092010, all new employees must make arrangements to have their pay deposited to a bank account via electronic transfer.
8.3 When an employee is temporarily assigned for a minimum of one-half (½) hour accumulated during any workday to work in a classification higher than the employee’s regular classification, the employee shall be paid at the rate established for the higher classification, with a minimum of two (2) hours and time computed to the next full nearest quarter hour, except when the work is performed outside of the regular work hours and the duration is less than two (2) hours. When an employee is temporarily assigned to work in a higher classification which has a wage range overlapping the wage range of the employee’s regular classification, the employee shall be paid at the wage rate of the classification to which he is temporarily assigned, which is next higher to the employee’s present wage rate, but not more than the top wage rate of the temporary classification. Whenever a full-The temporary upgrade wage rate will also apply to any meal time Regular or travel time that occurs while the employee is reassigned by the City to replace an absent Supervisor with a higher pay rate and classification outside the bargaining unit and performs a substantial majority of the absent employee’s duties for a full work day, such employee shall have their compensation rate increased by five percent (5%)temporarily reassigned.
8.4 When an employee is temporarily assigned to work in a classification lower than the employee’s regular classification, the employee’s rate of pay will not be reduced. Notwithstanding the foregoing, foregoing however, whenever any employee requests to be temporarily assigned to perform the duties of a lower paying classification pursuant to Section 11.6 11.5 of Article 11, Promotion and Transfer, such employee’s wage rate shall be reduced to the wage rate of the lower paying classification.
8.5 For purposes of wage rate progression in a temporary classification, the time worked by an employee in other than the employee’s regular classification shall also be accrued in such temporary classification.
8.6 Attached hereto and made a part hereof are: Exhibit “A-1”, effective December 1, 2019; Exhibit “A-2”, effective July 12, 2020; and Exhibit “A-3”, effective July 11, 2021; of which are titled “Schedule of Wage Rates.”
8.7 Attached hereto and made a part hereof is Exhibit “B”, titled “Job Definitions”; Exhibit “C”, titled “Lines of Progression”; Exhibit “D”, titled “Standby Duty”; Exhibit “E”, titled “Standby Duty for Certified Water Distribution Personnel”; Exhibit “F”, titled “Vehicle Equipment Operation Directory”; Exhibit “G”, titled “Grievance Form” and Exhibit “H”, titled Hazmat Response Program”.
8.8 Effective May 3, 2009, California Water Environment Association Collection System Maintenance certification incentives shall be rolled into the base pay of those Regular employees working in the Wastewater Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker (Voluntary) Wastewater Collection Maintenance Worker (Required) II II 2.5% Wastewater Collection Maintenance Worker (Voluntary) Wastewater Collection Lead Worker (Required) Working Supervisor–Wastewater Collection (Required) III or above III III 7.5% Wastewater Collection Lead Worker (Voluntary) Working Supervisor–Wastewater Collection (Voluntary) IV IV 10% Effective May 3, 2009, State of California Department of Health Services Water Distribution Operator certification incentives shall be rolled into the base pay of those Regular employees working in the Water Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker Required Voluntary None I 0.0% 2.5% Water Maintenance Worker Required I 2.5% Voluntary II 5.0% Water Lead Worker Required II 5.0% Voluntary III 7.5% Voluntary IV 10% Voluntary V 12.5% Working Supervisor–Water Required Voluntary Voluntary III IV V 5.0% 10% 12.5% Warehouse Worker–Water Required II 5.0% Voluntary III 7.5% Voluntary IV 10%
8.9 Shift differential shall be paid to those employees whose performing Maintenance work when their regularly scheduled work shift represents one-half (½) or more of the following time periods and at the rate specified as follows: TIME PERIOD SHIFT DIFFERENTIAL 4:00 p.m. to P.M. TO 12:00 midnight 3.5% 12:00 midnight to 8:00 a.m. 5% Shift differential will be paid for all hours worked (i.e., regular hours worked, or for overtime work, travel time, meal, or rest period), but not on paid leave. Shift differential, as is the City’s normal practice, will be paid on regular hours worked to the employee normally assigned to the shift. Notwithstanding the above, in the case of the Solid Waste Division and the Convention Center Division, shift differential will be paid on regular hours worked to the employee who actually works the evening or early morning schedule on any particular day.
8.7 Attached hereto and made a part hereof are: Exhibit “A-0” through “A-3”, all of which are titled “Schedule of Wage Rates.”
8.8 Attached hereto and made a part hereof is Exhibit “B”, titled “Job Definitions”.
8.9 Attached hereto and made a part hereof is Exhibit “E”, titled “Standby Duty”.
8.10 Attached hereto and made a part hereof is Exhibit “F”, titled “Apprenticeship Program”
Appears in 1 contract
Sources: Memorandum of Understanding
WAGES AND CLASSIFICATIONS. 8.1 Employees hired prior to October 28, 1990 shall be paid the wage established for their classification. Employees hired on or after October 28, 1990 shall be paid a wage rate based upon their work performance. Upon initial appointment to a classification an employee shall normally be paid the lowest wage rate for that classification. An employee may, however, be paid a wage rate above the lowest wage rate if circumstances justify it. When an employee is appointed to a classification which has a wage range overlapping the wage range of the employee’s previous classification, the employee shall be paid at the wage rate of the classification to which the employee is being appointed, which is the next higher to his present wage rate, but not more than the top wage rate of the classification to which the employee is appointed. Notwithstanding the following requirements relative to a period of employment at a salary step, the Department Head Director may recommend a salary step increase at an earlier or later time. Step increases require City Manager approval and may be granted as follows: After twenty-six (26) full pay periods of employment at salary step 1, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 2. After twenty-six (26) full pay periods of employment at salary step 2, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 3. After twenty-six (26) full pay periods of employment at salary step 3, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 4. After twenty-twenty- six (26) full pay periods of employment at salary step 4, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 5. A full pay period as used in 8.1 is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours.
8.2 Wages shall be paid at bi-weekly intervals on Thursdays at the end of the employee’s work period after 12:00 noon for a pay period ending no earlier than the preceding Saturday. If a pay day falls on a holiday, payments shall be made on the preceding workday. Effective May 3Employees hired after April 7, 20092010, all new employees must make arrangements to have their pay deposited to a bank account via electronic transfer.. (Amended 9/20/11)
8.3 When an employee is temporarily assigned for a minimum of one-half (½) hour accumulated during any workday to work in a classification higher than the employee’s regular classification, the employee shall be paid at the rate established for the higher classification, with a minimum of two (2) hours and time computed to the next full nearest quarter hour, except when the work is performed outside of the regular work hours and the duration is less than two (2) hours. When an employee is temporarily assigned to work in a higher classification which has a wage range overlapping the wage range of the employee’s regular classification, the employee shall be paid at the wage rate of the classification to which he is temporarily assigned, which is next higher to the employee’s present wage rate, but not more than the top wage rate of the temporary classification. Whenever a full-The temporary upgrade wage rate will also apply to any meal time Regular or travel time that occurs while the employee is reassigned by the City to replace an absent Supervisor with a higher pay rate and classification outside the bargaining unit and performs a substantial majority of the absent employee’s duties for a full work day, such employee shall have their compensation rate increased by five percent temporarily reassigned. (5%Amended 9/20/11).
8.4 When an employee is temporarily assigned to work in a classification lower than the employee’s regular classification, the employee’s rate of pay will not be reduced. Notwithstanding the foregoing, foregoing however, whenever any employee requests to be temporarily assigned to perform the duties of a lower paying classification pursuant to Section 11.6 11.5 of Article 11, Promotion and Transfer, such employee’s wage rate shall be reduced to the wage rate of the lower paying classification.
8.5 For purposes of wage rate progression in a temporary classification, the time worked by an employee in other than the employee’s regular classification shall also be accrued in such temporary classification.
8.6 Attached hereto and made a part hereof are: Exhibit “A-1”, effective December 1, 2019; Exhibit “A-2”, effective July 12, 2020; and Exhibit “A-3”, effective July 11, 2021; of which are titled “Schedule of Wage Rates.”
8.7 Attached hereto and made a part hereof is Exhibit “B”, titled “Job Definitions”; Exhibit “C”, titled “Lines of Progression”; Exhibit “D”, titled “Standby Duty”; Exhibit “E”, titled “Standby Duty for Certified Water Distribution Personnel”; Exhibit “F”, titled “Vehicle Equipment Operation Directory”; Exhibit “G”, titled “Grievance Form” and Exhibit “H”, titled Hazmat Response Program”.
8.8 Effective May 3, 2009, California Water Environment Association Collection System Maintenance certification incentives shall be rolled into the base pay of those Regular employees working in the Wastewater Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker (Voluntary) Wastewater Collection Maintenance Worker (Required) II II 2.5% Wastewater Collection Maintenance Worker (Voluntary) Wastewater Collection Lead Worker (Required) Working Supervisor–Wastewater Collection (Required) III or above III III 7.5% Wastewater Collection Lead Worker (Voluntary) Working Supervisor–Wastewater Collection (Voluntary) IV IV 10% Effective May 3, 2009, State of California Department of Health Services Water Distribution Operator certification incentives shall be rolled into the base pay of those Regular employees working in the Water Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker Required Voluntary None I 0.0% 2.5% Water Maintenance Worker Required I 2.5% Voluntary II 5.0% Water Lead Worker Required II 5.0% Voluntary III 7.5% Voluntary IV 10% Voluntary V 12.5% Working Supervisor–Water Required Voluntary Voluntary III IV V 5.0% 10% 12.5% Warehouse Worker–Water Required II 5.0% Voluntary III 7.5% Voluntary IV 10%
8.9 Shift differential shall be paid to those employees whose performing Power Plant Operations work and to the Troubleman classification when their regularly scheduled work shift represents one-half (½) or more of the following time periods and at the rate specified as follows: TIME PERIOD SHIFT DIFFERENTIAL 4:00 p.m. to 12:00 midnight 3.5% 12:00 midnight to 8:00 a.m. 5% Shift differential for the Troubleman classification will be paid for all only on regular hours worked (i.e.i.e. not on paid leave, regular hours worked, or for overtime work, travel time, meal, meal or rest period), but not on paid leave. Shift differential, as is the City’s normal practice, will be paid on regular hours worked to the employee normally assigned to the shift. Notwithstanding the above, in the case of the Solid Waste Division and the Convention Center Division, shift differential will be paid on regular hours worked to the employee who actually works the evening or early morning schedule on any particular day. (Amended 9/20/11)
8.7 Attached hereto and made a part hereof are: Exhibit “A-1” through “A-3”, all of which are titled “Schedule of Wage Rates.” (Amended 9/20/11)
8.8 Attached hereto and made a part hereof is Exhibit “B”, titled “Job Definitions”.
Appears in 1 contract
Sources: Memorandum of Understanding
WAGES AND CLASSIFICATIONS. 8.1 Employees hired prior to October 28, 1990 shall be paid the wage established for their classification. Employees hired on or after October 28, 1990 shall be paid a wage rate based upon their work performance. Upon initial appointment to a classification an employee shall normally be paid the lowest wage rate for that classification. An employee may, however, be paid a wage rate above the lowest wage rate if circumstances justify it. When an employee is appointed to a classification which has a wage range overlapping the wage range of the employee’s previous classification, the employee shall be paid at the wage rate of the classification to which the employee is being appointed, which is the next higher to his present wage rate, but not more than the top wage rate of the classification to which the employee is appointed. Notwithstanding the following requirements relative to a period of employment at a salary step, the Department Head may recommend a salary step increase at an earlier or later time. Step increases require City Manager approval and may be granted as follows: After twenty-twenty- six (26) full pay periods of employment at salary step 1, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 2. After twenty-six (26) full pay periods of employment at salary step 2, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 3. After twenty-six (26) full pay periods of employment at salary step 3, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 4. After twenty-six (26) full pay periods of employment at salary step 4, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 5. A full pay period as used in 8.1 is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours.
8.2 Wages shall be paid at bi-weekly intervals on Thursdays at the end of the employee’s work period after 12:00 noon for a pay period ending no earlier than the preceding Saturday. If a pay day falls on a holiday, payments shall be made on the preceding workday. Effective May 3, 2009, all new employees must make arrangements to have their pay deposited to a bank account via electronic transfer.
8.3 When an employee is temporarily assigned for a minimum of one-half (½) hour accumulated during any workday to work in a classification higher than the employee’s regular classification, the employee shall be paid at the rate established for the higher classification, with a minimum of two (2) hours and time computed to the next full hour, except when the work is performed outside of the regular work hours and the duration is less than two (2) hours. When an employee is temporarily assigned to work in a higher classification which has a wage range overlapping the wage range of the employee’s regular classification, the employee shall be paid at the wage rate of the classification to which he is temporarily assigned, which is next higher to the employee’s present wage rate, but not more than the top wage rate of the temporary classification. Whenever a full-time Regular employee is reassigned by the City to replace an absent Supervisor with a higher pay rate and classification outside the bargaining unit and performs a substantial majority of the absent employee’s duties for a full work day, such employee shall have their compensation rate increased by five percent (5%).
8.4 When an employee is temporarily assigned to work in a classification lower than the employee’s regular classification, the employee’s rate of pay will not be reduced. Notwithstanding the foregoing, however, whenever any employee requests to be temporarily assigned to perform the duties of a lower paying classification pursuant to Section 11.6 of Article 11, Promotion and Transfer, such employee’s wage rate shall be reduced to the wage rate of the lower paying classification.
8.5 For purposes of wage rate progression in a temporary classification, the time worked by an employee in other than the employee’s regular classification shall also be accrued in such temporary classification.
8.6 Attached hereto and made a part hereof are: Exhibit “A-1”, effective December 126, 20192010; Exhibit “A-2”, effective July 12December 25, 2020; and Exhibit “A-3”, effective July 11, 20212011; of which are titled “Schedule of Wage Rates.”
8.7 Attached hereto and made a part hereof is Exhibit “B”, titled “Job Definitions”; Exhibit “C”, titled “Lines of Progression”; Exhibit “D”, titled “Standby Duty”; Exhibit “E”, titled “Standby Duty for Certified Water Distribution Personnel”; Exhibit “F”, titled “Vehicle Equipment Operation Directory”; Exhibit “G”, titled “Grievance Form” and Exhibit “H”, titled Hazmat Response Program”.
8.8 Effective May 3, 2009, California Water Environment Association Collection System Maintenance certification incentives shall be rolled into the base pay of those Regular employees working in the Wastewater Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker (Voluntary) Wastewater Collection Maintenance Worker (Required) II II 2.5% Wastewater Collection Maintenance Worker (Voluntary) Wastewater Collection Lead Worker (Required) Working Supervisor–Wastewater Collection (Required) III or above III III 7.5% Wastewater Collection Lead Worker (Voluntary) Working Supervisor–Wastewater Collection (Voluntary) IV IV 105% Effective May 3, 2009, State of California Department of Health Services Water Distribution Operator certification incentives shall be rolled into the base pay of those Regular employees working in the Water Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker Required Voluntary None I 0.0% 2.5% Water Maintenance Worker Required I 2.5% Voluntary II 5.0% Water Lead Worker Required II 5.0% Voluntary III 7.5% Voluntary IV 10% Voluntary V 12.5% Working Supervisor–Water Required Voluntary Voluntary III IV V 5.0% 10% 12.5% Warehouse Worker–Water Required II 5.0% Voluntary III IV 7.5% Voluntary IV 10%
8.9 Shift differential shall be paid to those employees whose regularly scheduled work shift represents one-half (½) or more of the following time periods and at the rate specified as follows: TIME PERIOD SHIFT DIFFERENTIAL 4:00 p.m. to 12:00 midnight 3.5% 12:00 midnight to 8:00 a.m. 5% Shift differential will be paid for all hours worked (i.e., regular hours worked, or for overtime work, travel time, meal, or rest period), but not on paid leave. Shift differential, as is the City’s normal practice, will be paid on regular hours worked to the employee normally assigned to the shift. Notwithstanding the above, in the case of the Solid Waste Division and the Convention Center Division, shift differential will be paid on regular hours worked to the employee who actually works the evening or early morning schedule on any particular day.
Appears in 1 contract
Sources: Memorandum of Understanding
WAGES AND CLASSIFICATIONS. 8.1 Employees hired prior to October 28, 1990 shall be paid the wage established for their classification. Employees hired on or after October 28, 1990 shall be paid a wage rate based upon their work performance. Upon initial appointment to a classification an employee shall normally be paid the lowest wage rate for that classification. An employee may, however, be paid a wage rate above the lowest wage rate if circumstances justify it. When an employee is appointed to a classification which has a wage range overlapping the wage range of the employee’s previous classification, the employee shall be paid at the wage rate of the classification to which the employee is being appointed, which is the next higher to his present wage rate, but not more than the top wage rate of the classification to which the employee is appointed. Notwithstanding the following requirements relative to a period of employment at a salary step, the Department Head Director may recommend a salary step increase at an earlier or later time. Step increases require City Manager approval and may be granted as follows: After twenty-six (26) full pay periods of employment at salary step 1, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 2. After twenty-six (26) full pay periods of employment at salary step 2, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 3. After twenty-six (26) full pay periods of employment at salary step 3, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 4. After twenty-twenty- six (26) full pay periods of employment at salary step 4, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 5. A full pay period as used in 8.1 is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours.
8.2 Wages shall be paid at bi-weekly intervals on Thursdays at the end of the employee’s work period after 12:00 noon for a pay period ending no earlier than the preceding Saturday. If a pay day falls on a holiday, payments shall be made on the preceding workday. Effective May 3Employees hired after April 7, 20092010, all new employees must make arrangements to have their pay deposited to a bank account via electronic transfer.
8.3 When an employee is temporarily assigned for a minimum of one-half (½) hour accumulated during any workday to work in a classification higher than the employee’s regular classification, the employee shall be paid at the rate established for the higher classification, with a minimum of two (2) hours and time computed to the next full nearest quarter hour, except when the work is performed outside of the regular work hours and the duration is less than two (2) hours. When an employee is temporarily assigned to work in a higher classification which has a wage range overlapping the wage range of the employee’s regular classification, the employee shall be paid at the wage rate of the classification to which he is temporarily assigned, which is next higher to the employee’s present wage rate, but not more than the top wage rate of the temporary classification. Whenever a full-The temporary upgrade wage rate will also apply to any meal time Regular or travel time that occurs while the employee is reassigned by the City to replace an absent Supervisor with a higher pay rate and classification outside the bargaining unit and performs a substantial majority of the absent employee’s duties for a full work day, such employee shall have their compensation rate increased by five percent (5%)temporarily reassigned.
8.4 When an employee is temporarily assigned to work in a classification lower than the employee’s regular classification, the employee’s rate of pay will not be reduced. Notwithstanding the foregoing, foregoing however, whenever any employee requests to be temporarily assigned to perform the duties of a lower paying classification pursuant to Section 11.6 11.5 of Article 11, Promotion and Transfer, such employee’s wage rate shall be reduced to the wage rate of the lower paying classification.
8.5 For purposes of wage rate progression in a temporary classification, the time worked by an employee in other than the employee’s regular classification shall also be accrued in such temporary classification.
8.6 Attached hereto and made a part hereof are: Exhibit “A-1”, effective December 1, 2019; Exhibit “A-2”, effective July 12, 2020; and Exhibit “A-3”, effective July 11, 2021; of which are titled “Schedule of Wage Rates.”
8.7 Attached hereto and made a part hereof is Exhibit “B”, titled “Job Definitions”; Exhibit “C”, titled “Lines of Progression”; Exhibit “D”, titled “Standby Duty”; Exhibit “E”, titled “Standby Duty for Certified Water Distribution Personnel”; Exhibit “F”, titled “Vehicle Equipment Operation Directory”; Exhibit “G”, titled “Grievance Form” and Exhibit “H”, titled Hazmat Response Program”.
8.8 Effective May 3, 2009, California Water Environment Association Collection System Maintenance certification incentives shall be rolled into the base pay of those Regular employees working in the Wastewater Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker (Voluntary) Wastewater Collection Maintenance Worker (Required) II II 2.5% Wastewater Collection Maintenance Worker (Voluntary) Wastewater Collection Lead Worker (Required) Working Supervisor–Wastewater Collection (Required) III or above III III 7.5% Wastewater Collection Lead Worker (Voluntary) Working Supervisor–Wastewater Collection (Voluntary) IV IV 10% Effective May 3, 2009, State of California Department of Health Services Water Distribution Operator certification incentives shall be rolled into the base pay of those Regular employees working in the Water Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker Required Voluntary None I 0.0% 2.5% Water Maintenance Worker Required I 2.5% Voluntary II 5.0% Water Lead Worker Required II 5.0% Voluntary III 7.5% Voluntary IV 10% Voluntary V 12.5% Working Supervisor–Water Required Voluntary Voluntary III IV V 5.0% 10% 12.5% Warehouse Worker–Water Required II 5.0% Voluntary III 7.5% Voluntary IV 10%
8.9 Shift differential shall be paid to those employees whose performing Power Plant Operations work and to the Troubleman classification when their regularly scheduled work shift represents one-half (½) or more of the following time periods and at the rate specified as follows: TIME PERIOD SHIFT DIFFERENTIAL 4:00 p.m. to 12:00 midnight 3.5% 12:00 midnight to 8:00 a.m. 5% Shift differential for the Troubleman classification will be paid for all only on regular hours worked (i.e.i.e. not on paid leave, regular hours worked, or for overtime work, travel time, meal, meal or rest period), but not on paid leave. Shift differential, as is the City’s normal practice, will be paid on regular hours worked to the employee normally assigned to the shift. Notwithstanding the above, in the case of the Solid Waste Division and the Convention Center Division, shift differential will be paid on regular hours worked to the employee who actually works the evening or early morning schedule on any particular day.
8.7 Attached hereto and made a part hereof are: Exhibit “A-1” through “A-5”, all of which are titled “Schedule of Wage Rates.”
8.8 Attached hereto and made a part hereof is Exhibit “B”, titled “Job Definitions”.
Appears in 1 contract
Sources: Memorandum of Understanding
WAGES AND CLASSIFICATIONS. 8.1
11.1 Initial Salary Placement Employees hired prior to October 28, 1990 shall be paid the wage established for their classification. Employees hired on or after October 28, 1990 shall be paid a wage rate based upon their work performance. Upon initial appointment to a classification classification, an employee shall normally be paid the lowest wage rate for that classification. An employee may, however, be paid a wage rate above the lowest wage rate if circumstances justify it. When an employee is appointed .
11.2 The anniversary date of promotion to a new classification which has a or higher wage range overlapping the wage range of the employee’s previous classification, the employee step shall be paid at the first day following qualification for the promotion or new wage rate of the classification to which the employee is being appointed, which is the next higher to his present wage rate, but not more than the top wage rate of the classification to which the employee is appointedstep. Notwithstanding the following requirements relative to a period After one (1) full year of employment at a on salary stepsteps A, the Department Head may recommend a salary step increase at an earlier B, C or later time. Step increases require City Manager approval and may be granted as follows: After twenty-six (26) full pay periods of employment at salary step 1D, and with employee evaluations of satisfactory or above work performance during better which have been approved by the full time periodemployee's Department Head or the Board of Supervisors, an employee shall be advanced to the next salary step 2. After twenty-six effective the first day following completion of one (261) full pay periods year of employment at salary step 2, and with satisfactory or above work performance during service in the full time period, previous step. When an employee is promoted to a higher paying classification, the employee shall be placed on the step of the new classification which is at least four percent (4%) higher than the employee's former pay rate. In no event shall an employee be placed on a pay rate higher than E. Employees hired by the County on or before June 30, 1990 shall be advanced to salary Step EL after five years of service at Step E. The Board of Supervisors, by minute order, may waive the required eligibility period for an employee and grant a special step 3. After twenty-six (26) full increase.
11.3 Effective November 1, 2020, pay periods will consist of employment at salary step 3, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 4two (2) regular workweeks (fourteen calendar days). After twenty-six (26) full pay periods of employment at salary step 4, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 5. A full pay period as used in 8.1 is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours.
8.2 Wages shall be paid at bi-weekly biweekly intervals on Thursdays at or before the end of 11th day after the employee’s work period after 12:00 noon for a pay period ending no earlier than the preceding Saturdayends. If a pay day payday falls on a holidayholiday or a weekend, payments then payment shall be made on the preceding workdayworkday of the Auditor's Office. In months with three paychecks, one paycheck will have no fixed deductions taken, such as health premiums, deferred compensation, etc. In months with three paychecks, the applicable employees will not receive the uniform allowance on the third paycheck. Three paydays within a month should occur twice a year and according to the Tehama County payday schedule. Effective May 3November 1, 20092020 salaries on Exhibit C will be converted to hourly rates using the following method: monthly salary will be multiplied by twelve (12) to obtain annual rate, all new employees must make arrangements and then divided by 2080. Biweekly rates will be based on two regular 40 hour workweeks as defined in Article 12.5. Employees working alternate schedules under Article 12.5 will be paid accordingly. Classification Specifications, ranges, and hourly and biweekly rates will be incorporated into the Tehama County Master Salary Schedule document. Payroll deductions for union dues shall be made twice a month and a check for the total monthly deductions shall be submitted to have their pay deposited to a bank account via electronic transferthe Tehama County Law Enforcement Management Association within five (5) working days after the end of each month.
8.3 11.4 Working Out of Class
a. When an employee is temporarily assigned for a minimum of one-half more than two (½2) hour accumulated during any workday consecutive work days and for other than training purposes to work in a classification listed on Exhibit "A" that is higher than the employee’s 's regular classification, the employee shall be paid at the rate established for the higher classification, with a minimum of two (2) hours and time computed to the next full hour, except when the work is performed outside of the regular work hours and the duration is less than two (2) hours. When an employee is temporarily assigned to classification for all work in a higher classification which has a wage range overlapping the wage range excess of the employee’s regular classification, the employee shall be paid at the wage rate of the classification to which he is temporarily assigned, which is next higher to the employee’s present wage rate, but not more than the top wage rate of the temporary classification. Whenever a full-time Regular employee is reassigned by the City to replace an absent Supervisor with a higher pay rate and classification outside the bargaining unit and performs a substantial majority of the absent employee’s duties for a full work day, such employee shall have their compensation rate increased by five percent (5%).
8.4 When an employee is temporarily assigned to work in a classification lower than the employee’s regular classification, the employee’s rate of pay will not be reduced. Notwithstanding the foregoing, however, whenever any employee requests to be temporarily assigned to perform the duties of a lower paying classification pursuant to Section 11.6 of Article 11, Promotion and Transfer, such employee’s wage rate shall be reduced to the wage rate of the lower paying classification.
8.5 For purposes of wage rate progression in a temporary classification, the time worked by an employee in other than the employee’s regular classification shall also be accrued in such temporary classification.
8.6 Attached hereto and made a part hereof are: Exhibit “A-1”, effective December 1, 2019; Exhibit “A-2”, effective July 12, 2020; and Exhibit “A-3”, effective July 11, 2021; of which are titled “Schedule of Wage Rates.”
8.7 Attached hereto and made a part hereof is Exhibit “B”, titled “Job Definitions”; Exhibit “C”, titled “Lines of Progression”; Exhibit “D”, titled “Standby Duty”; Exhibit “E”, titled “Standby Duty for Certified Water Distribution Personnel”; Exhibit “F”, titled “Vehicle Equipment Operation Directory”; Exhibit “G”, titled “Grievance Form” and Exhibit “H”, titled Hazmat Response Program”.
8.8 Effective May 3, 2009, California Water Environment Association Collection System Maintenance certification incentives shall be rolled into the base pay of those Regular employees working in the Wastewater Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker (Voluntary) Wastewater Collection Maintenance Worker (Required) II II 2.5% Wastewater Collection Maintenance Worker (Voluntary) Wastewater Collection Lead Worker (Required) Working Supervisor–Wastewater Collection (Required) III or above III III 7.5% Wastewater Collection Lead Worker (Voluntary) Working Supervisor–Wastewater Collection (Voluntary) IV IV 10% Effective May 3, 2009, State of California Department of Health Services Water Distribution Operator certification incentives shall be rolled into the base pay of those Regular employees working in the Water Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker Required Voluntary None I 0.0% 2.5% Water Maintenance Worker Required I 2.5% Voluntary II 5.0% Water Lead Worker Required II 5.0% Voluntary III 7.5% Voluntary IV 10% Voluntary V 12.5% Working Supervisor–Water Required Voluntary Voluntary III IV V 5.0% 10% 12.5% Warehouse Worker–Water Required II 5.0% Voluntary III 7.5% Voluntary IV 10%
8.9 Shift differential shall be paid to those employees whose regularly scheduled work shift represents one-half (½) or more of the following time periods and at the rate specified as follows: TIME PERIOD SHIFT DIFFERENTIAL 4:00 p.m. to 12:00 midnight 3.5% 12:00 midnight to 8:00 a.m. 5% Shift differential will be paid for all hours worked (i.e., regular hours worked, or for overtime work, travel time, meal, or rest period), but not on paid leave. Shift differential, as is the City’s normal practice, will be paid on regular hours worked to the employee normally assigned to the shift. Notwithstanding the above, in the case of the Solid Waste Division and the Convention Center Division, shift differential will be paid on regular hours worked to the employee who actually works the evening or early morning schedule on any particular day.two
Appears in 1 contract
Sources: Memorandum of Understanding
WAGES AND CLASSIFICATIONS. 8.1 Employees hired prior to October 28, 1990 shall be paid the wage established for their classification. Employees hired on or after October 28, 1990 shall be paid a wage rate based upon their work performance. Upon initial appointment to a classification an employee shall normally be paid the lowest wage rate for that classification. An employee may, however, be paid a wage rate above the lowest wage rate if circumstances justify it. When an employee is appointed to a classification which has a wage range overlapping the wage range of the employee’s previous classification, the employee shall be paid at the wage rate of the classification to which the employee is being appointed, which is the next higher to his present wage rate, but not more than the top wage rate of the classification to which the employee is appointed. Notwithstanding the following requirements relative to a period of employment at a salary step, the Department Head Director may recommend a salary step increase at an earlier or later time. Step increases require City Manager approval and may be granted as follows: After twenty-six (26) full pay periods of employment at salary step 1, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 2. After twenty-six (26) full pay periods of employment at salary step 2, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 3. After twenty-six (26) full pay periods of employment at salary step 3, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 4. After twenty-twenty- six (26) full pay periods of employment at salary step 4, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 5. A full pay period as used in 8.1 is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours.
8.2 Wages shall be paid at bi-weekly intervals on Thursdays at the end of the employee’s work period after 12:00 noon for a pay period ending no earlier than the preceding Saturday. If a pay day falls on a holiday, payments shall be made on the preceding workday. Effective May 3Employees hired after April 7, 20092010, all new employees must make arrangements to have their pay deposited to a bank account via electronic transfer.
8.3 When an employee is temporarily assigned for a minimum of one-half (½) hour accumulated during any workday to work in a classification higher than the employee’s regular classification, the employee shall be paid at the rate established for the higher classification, with a minimum of two (2) hours and time computed to the next full nearest quarter hour, except when the work is performed outside of the regular work hours and the duration is less than two (2) hours. When an employee is temporarily assigned to work in a higher classification which has a wage range overlapping the wage range of the employee’s regular classification, the employee shall be paid at the wage rate of the classification to which he is temporarily assigned, which is next higher to the employee’s present wage rate, but not more than the top wage rate of the temporary classification. Whenever a full-The temporary upgrade wage rate will also apply to any meal time Regular or travel time that occurs while the employee is reassigned by the City to replace an absent Supervisor with a higher pay rate and classification outside the bargaining unit and performs a substantial majority of the absent employee’s duties for a full work day, such employee shall have their compensation rate increased by five percent (5%)temporarily reassigned.
8.4 When an employee is temporarily assigned to work in a classification lower than the employee’s regular classification, the employee’s rate of pay will not be reduced. Notwithstanding the foregoing, foregoing however, whenever any employee requests to be temporarily assigned to perform the duties of a lower paying classification pursuant to Section 11.6 11.5 of Article 11, Promotion and Transfer, such employee’s wage rate shall be reduced to the wage rate of the lower paying classification.
8.5 For purposes of wage rate progression in a temporary classification, the time worked by an employee in other than the employee’s regular classification shall also be accrued in such temporary classification.
8.6 Attached hereto and made a part hereof are: Exhibit “A-1”, effective December 1, 2019; Exhibit “A-2”, effective July 12, 2020; and Exhibit “A-3”, effective July 11, 2021; of which are titled “Schedule of Wage Rates.”
8.7 Attached hereto and made a part hereof is Exhibit “B”, titled “Job Definitions”; Exhibit “C”, titled “Lines of Progression”; Exhibit “D”, titled “Standby Duty”; Exhibit “E”, titled “Standby Duty for Certified Water Distribution Personnel”; Exhibit “F”, titled “Vehicle Equipment Operation Directory”; Exhibit “G”, titled “Grievance Form” and Exhibit “H”, titled Hazmat Response Program”.
8.8 Effective May 3, 2009, California Water Environment Association Collection System Maintenance certification incentives shall be rolled into the base pay of those Regular employees working in the Wastewater Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker (Voluntary) Wastewater Collection Maintenance Worker (Required) II II 2.5% Wastewater Collection Maintenance Worker (Voluntary) Wastewater Collection Lead Worker (Required) Working Supervisor–Wastewater Collection (Required) III or above III III 7.5% Wastewater Collection Lead Worker (Voluntary) Working Supervisor–Wastewater Collection (Voluntary) IV IV 10% Effective May 3, 2009, State of California Department of Health Services Water Distribution Operator certification incentives shall be rolled into the base pay of those Regular employees working in the Water Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker Required Voluntary None I 0.0% 2.5% Water Maintenance Worker Required I 2.5% Voluntary II 5.0% Water Lead Worker Required II 5.0% Voluntary III 7.5% Voluntary IV 10% Voluntary V 12.5% Working Supervisor–Water Required Voluntary Voluntary III IV V 5.0% 10% 12.5% Warehouse Worker–Water Required II 5.0% Voluntary III 7.5% Voluntary IV 10%
8.9 Shift differential shall be paid to those employees whose performing Power Plant Operations work and to the Troubleman classification when their regularly scheduled work shift represents one-half (½) or more of the following time periods and at the rate specified as follows: TIME PERIOD SHIFT DIFFERENTIAL 4:00 p.m. to P.M. TO 12:00 midnight 3.5% 12:00 midnight to 8:00 a.m. 5% Shift differential for the Troubleman classification will be paid for all only on regular hours worked (i.e.i.e. not on paid leave, regular hours worked, or for overtime work, travel time, meal, meal or rest period), but not on paid leave. Shift differential, as is the City’s normal practice, will be paid on regular hours worked to the employee normally assigned to the shift. Notwithstanding the above, in the case of the Solid Waste Division and the Convention Center Division, shift differential will be paid on regular hours worked to the employee who actually works the evening or early morning schedule on any particular day.
8.7 Attached hereto and made a part hereof are: Exhibit “A-1” through “A-3”, all of which are titled “Schedule of Wage Rates.”
8.8 Attached hereto and made a part hereof is Exhibit “B”, titled “Job Definitions”.
Appears in 1 contract
Sources: Memorandum of Understanding
WAGES AND CLASSIFICATIONS. 8.1 Employees hired prior The classifications of all occupations and wage rates appear in Schedule “ A attached hereto, which is made part of this Agreement and is signed for identification by the parties thereto. The Company agrees to October 28pay a shift premium for all hours worked on the a.m. to day shift, 1990 an afternoon premium for all hours worked on the to afternoon shift and a night shift premium for all hours worked on the to a.m. night shift. Days Afternoons Nights Maintenance Shift Shift refers to maintenance employees working a work period over hours starting after No shift premium shall be paid the wage established for their classificationin Maintenance under any circumstances. Employees hired on or after October 28, 1990 The day shift premium shall be paid only to employees who work either a two or three eight hour shift schedule on a continuous seven day shift rotation. This Article applies only to employees considered workers, whole weekend Maintenance crew workers, and split weekend Maintenance crew workers. Shift premiums for employees working the twelve hour shift schedule are contained in Appendix hour provisions. Any employee required to assume the duties of an occupational classification, for which a higher wage rate based upon their work performance. Upon initial appointment to a classification an employee has been established, shall normally be paid the lowest such higher wage rate for that classification. An employee may, however, be paid a wage rate above during the lowest wage rate if circumstances justify it. When an employee is appointed to a classification which has a wage range overlapping the wage range period of the employee’s previous performance of such duties. During the period exceeding months duration that an employee remains at the higher classification, vacation pay, pension contribution, sickness and accident benefits, paid holidays and Union dues will be calculated on the higher rate. Any employee required to temporarily assume the duties of a classification, for which a lower wage rate has been established shall continue to be paid at the employee’s established classification rate. An employee who assumes a higher classification for more than ninety (90) calendar days and is moved to a lower classification shall be paid at the higher wage rate of for the classification to which first ninety (90) days worked at the lower classification, except where an employee is being appointed, which is the next higher to his present wage rate, but not more than the top wage rate of the classification to which the employee is appointed. Notwithstanding the following requirements relative reclassified to a period of employment lower position at a salary step, the Department Head may recommend a salary step increase at an earlier or later time. Step increases require City Manager approval and may be granted as follows: After twenty-six (26) full pay periods of employment at salary step 1, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 2. After twenty-six (26) full pay periods of employment at salary step 2, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 3. After twenty-six (26) full pay periods of employment at salary step 3, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 4. After twenty-six (26) full pay periods of employment at salary step 4, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 5. A full pay period as used in 8.1 is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours.
8.2 Wages shall be paid at bi-weekly intervals on Thursdays at the end of the employee’s work period after 12:00 noon for a pay period ending no earlier than the preceding Saturday. If a pay day falls on a holidayown request or due to disciplinary reasons, payments shall be made on the preceding workday. Effective May 3, 2009, all new employees must make arrangements to have their pay deposited to a bank account via electronic transfer.
8.3 When an employee is temporarily assigned for a minimum of one-half (½) hour accumulated during any workday to work in a classification higher than the employee’s regular classification, which case the employee shall be reclassified and paid at the rate established for such classification immediately. Any employee interested in apprenticing to a trade may secure a copy of the higher classificationapprenticeship program from the Human Resources Department. While an apprentice is attending school required by the apprenticeship program which necessitates absence from work, with a minimum of two (2) hours and time computed the Company will pay to the next full hour, except when ▇▇▇▇▇▇▇▇▇▇ ▇▇▇ difference between the work is performed outside total of any government allowance paid to the regular work hours apprentice while at school and the duration is less than two (2) hours. When wage listed in Schedule A. Should an employee is temporarily assigned apprentice fail to work in a higher classification which has a wage range overlapping pass the wage range of the employee’s regular classificationsame, the Company shall not be obligated to pay as herein provided while the apprentice is repeating the school term. The rates of pay for apprentices are as in Schedule “ A Wages-Apprentices. An employee shall only be placed on a “red circle” rate by mutual agreement in writing and shall continue to receive that rate until the classification being worked in goes over that rate. The employee shall then receive the negotiated rate for that classification. In job classifications approved by the Alberta Department of Labour or International Corp., a premium will be paid to all operators who possess a valid 4th or 3rd Class Steam Engineer’s Certificate. Employees in wage grades and will have the premium included in their base rate except for the 2nd Class premium which will be paid at the wage rate of the classification to which he is temporarily assigned, which is next higher per hour effective April per hour effective April and per hour effective April in addition to the employee’s present wage classified rate, but not more than . Other employees will have the top wage rate of the temporary classificationpremium added to their base rate. Whenever a full-time Regular employee is reassigned by the City to replace an absent Supervisor with a higher pay rate and classification outside the bargaining unit and performs a substantial majority of the absent employee’s duties for a full work day, such employee shall have their compensation rate increased by five percent (5%).
8.4 When an employee is temporarily assigned to work in a classification lower than the employee’s regular classification, the employee’s rate of pay will not be reduced. Notwithstanding the foregoing, however, whenever any employee requests to be temporarily assigned to perform the duties of a lower paying classification pursuant to Section 11.6 of Article 11, Promotion and Transfer, such employee’s wage rate shall be reduced to the wage rate of the lower paying classification.
8.5 For purposes of wage rate progression in a temporary classification, the time worked by an employee in other than the employee’s regular classification shall also be accrued in such temporary classification.
8.6 Attached hereto and made a part hereof are: Exhibit “A-1”, effective December 1, 2019; Exhibit “A-2”, effective July 12, 2020; and Exhibit “A-3”, effective July 11, 2021; of which Rates are titled “Schedule of Wage Rates.”
8.7 Attached hereto and made a part hereof is Exhibit “B”, titled “Job Definitions”; Exhibit “C”, titled “Lines of Progression”; Exhibit “D”, titled “Standby Duty”; Exhibit “E”, titled “Standby Duty for Certified Water Distribution Personnel”; Exhibit “F”, titled “Vehicle Equipment Operation Directory”; Exhibit “G”, titled “Grievance Form” and Exhibit “H”, titled Hazmat Response Program”.
8.8 Effective May 3, 2009, California Water Environment Association Collection System Maintenance certification incentives shall be rolled into the base pay of those Regular employees working in the Wastewater Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker (Voluntary) Wastewater Collection Maintenance Worker (Required) II II 2.5% Wastewater Collection Maintenance Worker (Voluntary) Wastewater Collection Lead Worker (Required) Working Supervisor–Wastewater Collection (Required) III or above III III 7.5% Wastewater Collection Lead Worker (Voluntary) Working Supervisor–Wastewater Collection (Voluntary) IV IV 10% Effective May 3, 2009, State of California Department of Health Services Water Distribution Operator certification incentives shall be rolled into the base pay of those Regular employees working in the Water Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker Required Voluntary None I 0.0% 2.5% Water Maintenance Worker Required I 2.5% Voluntary II 5.0% Water Lead Worker Required II 5.0% Voluntary III 7.5% Voluntary IV 10% Voluntary V 12.5% Working Supervisor–Water Required Voluntary Voluntary III IV V 5.0% 10% 12.5% Warehouse Worker–Water Required II 5.0% Voluntary III 7.5% Voluntary IV 10%
8.9 Shift differential shall be paid to those employees whose regularly scheduled work shift represents one-half (½) or more of the following time periods and at the rate specified as follows: TIME PERIOD SHIFT DIFFERENTIAL 4:00 p.m. to 12:00 midnight 3.5% 12:00 midnight to 8:00 a.m. 5% Shift differential will be paid for all hours worked (i.e., regular hours worked, or for overtime work, travel time, meal, or rest period), but not on paid leave. Shift differential, as is the City’s normal practice, will be paid on regular hours worked to the employee normally assigned to the shift. Notwithstanding the above, in the case of the Solid Waste Division and the Convention Center Division, shift differential will be paid on regular hours worked to the employee who actually works the evening or early morning schedule on any particular day.:
Appears in 1 contract
Sources: Collective Bargaining Agreement
WAGES AND CLASSIFICATIONS. 8.1 Employees hired prior to October 28, 1990 shall be paid the wage established for their classification. Employees hired on or after October 28, 1990 shall be paid a wage rate based upon their work performance. Upon initial appointment to a classification an employee shall normally be paid the lowest wage rate for that classification. An employee may, however, be paid a wage rate above the lowest wage rate if circumstances justify it. When an employee is appointed to a classification which has a wage range overlapping the wage range of the employee’s previous classification, the employee shall be paid at the wage rate of the classification to which the employee is being appointed, which is the next higher to his present wage rate, but not more than the top wage rate of the classification to which the employee is appointed. Notwithstanding the following requirements relative to a period of employment at a salary step, the Department Head Director may recommend a salary step increase at an earlier or later time. Step increases require City Manager approval and may be granted as follows: After twenty-six (26) full pay periods of employment at salary step 1, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 2. After twenty-six (26) full pay periods of employment at salary step 2, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 3. After twenty-six (26) full pay periods of employment at salary step 3, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 4. After twenty-twenty- six (26) full pay periods of employment at salary step 4, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 5. A full pay period as used in 8.1 is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours.
8.2 Wages shall be paid at bi-weekly intervals on Thursdays at the end of the employee’s work period after 12:00 noon for a pay period ending no earlier than the preceding Saturday. If a pay day falls on a holiday, payments shall be made on the preceding workday. Effective May 3Employees hired after April 7, 20092010, all new employees must make arrangements to have their pay deposited to a bank account via electronic transfer.
8.3 When an employee is temporarily assigned for a minimum of one-half (½) hour accumulated during any workday to work in a classification higher than the employee’s regular classification, the employee shall be paid at the rate established for the higher classification, with a minimum of two (2) hours and time computed to the next full nearest quarter hour, except when the work is performed outside of the regular work hours and the duration is less than two (2) hours. When an employee is temporarily assigned to work in a higher classification which has a wage range overlapping the wage range of the employee’s regular classification, the employee shall be paid at the wage rate of the classification to which he is temporarily assigned, which is next higher to the employee’s present wage rate, but not more than the top wage rate of the temporary classification. Whenever a full-The temporary upgrade wage rate will also apply to any meal time Regular or travel time that occurs while the employee is reassigned by the City to replace an absent Supervisor with a higher pay rate and classification outside the bargaining unit and performs a substantial majority of the absent employee’s duties for a full work day, such employee shall have their compensation rate increased by five percent (5%)temporarily reassigned.
8.4 When an employee is temporarily assigned to work in a classification lower than the employee’s regular classification, the employee’s rate of pay will not be reduced. Notwithstanding the foregoing, foregoing however, whenever any employee requests to be temporarily assigned to perform the duties of a lower paying classification pursuant to Section 11.6 11.5 of Article 11, Promotion and Transfer, such employee’s wage rate shall be reduced to the wage rate of the lower paying classification.
8.5 For purposes of wage rate progression in a temporary classification, the time worked by an employee in other than the employee’s regular classification shall also be accrued in such temporary classification.
8.6 Attached hereto and made a part hereof are: Exhibit “A-1”, effective December 1, 2019; Exhibit “A-2”, effective July 12, 2020; and Exhibit “A-3”, effective July 11, 2021; of which are titled “Schedule of Wage Rates.”
8.7 Attached hereto and made a part hereof is Exhibit “B”, titled “Job Definitions”; Exhibit “C”, titled “Lines of Progression”; Exhibit “D”, titled “Standby Duty”; Exhibit “E”, titled “Standby Duty for Certified Water Distribution Personnel”; Exhibit “F”, titled “Vehicle Equipment Operation Directory”; Exhibit “G”, titled “Grievance Form” and Exhibit “H”, titled Hazmat Response Program”.
8.8 Effective May 3, 2009, California Water Environment Association Collection System Maintenance certification incentives shall be rolled into the base pay of those Regular employees working in the Wastewater Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker (Voluntary) Wastewater Collection Maintenance Worker (Required) II II 2.5% Wastewater Collection Maintenance Worker (Voluntary) Wastewater Collection Lead Worker (Required) Working Supervisor–Wastewater Collection (Required) III or above III III 7.5% Wastewater Collection Lead Worker (Voluntary) Working Supervisor–Wastewater Collection (Voluntary) IV IV 10% Effective May 3, 2009, State of California Department of Health Services Water Distribution Operator certification incentives shall be rolled into the base pay of those Regular employees working in the Water Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker Required Voluntary None I 0.0% 2.5% Water Maintenance Worker Required I 2.5% Voluntary II 5.0% Water Lead Worker Required II 5.0% Voluntary III 7.5% Voluntary IV 10% Voluntary V 12.5% Working Supervisor–Water Required Voluntary Voluntary III IV V 5.0% 10% 12.5% Warehouse Worker–Water Required II 5.0% Voluntary III 7.5% Voluntary IV 10%
8.9 Shift differential shall be paid to those employees whose performing Power Plant Operations, and Maintenance work and to the Troubleman classification when their regularly scheduled work shift represents one-half (½) or more of the following time periods and at the rate specified as follows: TIME PERIOD SHIFT DIFFERENTIAL 4:00 p.m. to 12:00 midnight 3.5% 12:00 midnight to 8:00 a.m. 5% Shift differential for the Troubleman classification will be paid for all only on regular hours worked (i.e.i.e. not on paid leave, regular hours worked, or for overtime work, travel time, meal, meal or rest period), but not on paid leave. Shift differential, as is the City’s normal practice, will be paid on regular hours worked to the employee normally assigned to the shift. Notwithstanding the above, in the case of the Solid Waste Division and the Convention Center Division, shift differential will be paid on regular hours worked to the employee who actually works the evening or early morning schedule on any particular day.
8.7 Attached hereto and made a part hereof are: Exhibit “A-1” through “A-5”, all of which are titled “Schedule of Wage Rates.”
8.8 Attached hereto and made a part hereof is Exhibit “B”, titled “Job Definitions”.
Appears in 1 contract
Sources: Memorandum of Understanding
WAGES AND CLASSIFICATIONS. 8.1 Employees hired prior to October 28, 1990 shall be paid the wage established for their classification. Employees hired on or after October 28, 1990 shall be paid a wage rate based upon their work performance. Upon initial appointment to a classification an employee shall normally be paid the lowest wage rate for that classification. An employee may, however, be paid a wage rate above the lowest wage rate if circumstances justify it. When an employee is appointed to a classification which has a wage range overlapping the wage range of the employee’s previous classification, the employee shall be paid at the wage rate of the classification to which the employee is being appointed, which is the next higher to his present wage rate, but not more than the top wage rate of the classification to which the employee is appointed. Notwithstanding the following requirements relative to a period of employment at a salary step, the Department Head may recommend a salary step increase at an earlier or later time. Step increases require City Manager approval and may be granted as follows: After twenty-six (26) full pay periods of employment at salary step 1, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 2. After twenty-six (26) full pay periods of employment at salary step 2, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 3. After twenty-six (26) full pay periods of employment at salary step 3, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 4. After twenty-six (26) full pay periods of employment at salary step 4, and with satisfactory or above work performance during the full time period, an employee shall be advanced to salary step 5. A full pay period as used in 8.1 is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours.
8.2 Wages shall be paid at bi-weekly intervals on Thursdays at the end of the employee’s work period after 12:00 noon for a pay period ending no earlier than the preceding Saturday. If a pay day falls on a holiday, payments shall be made on the preceding workday. Effective May 3, 2009, all new employees must make arrangements to have their pay deposited to a bank account via electronic transfer.
8.3 When an employee is temporarily assigned for a minimum of one-half (½) hour accumulated during any workday to work in a classification higher than the employee’s regular classification, the employee shall be paid at the rate established for the higher classification, with a minimum of two (2) hours and time computed to the next full hour, except when the work is performed outside of the regular work hours and the duration is less than two (2) hours. When an employee is temporarily assigned to work in a higher classification which has a wage range overlapping the wage range of the employee’s regular classification, the employee shall be paid at the wage rate of the classification to which he is temporarily assigned, which is next higher to the employee’s present wage rate, but not more than the top wage rate of the temporary classification. Whenever a full-time Regular employee is reassigned by the City to replace an absent Supervisor with a higher pay rate and classification outside the bargaining unit and performs a substantial majority of the absent employee’s duties for a full work day, such employee shall have their compensation rate increased by five percent (5%).
8.4 When an employee is temporarily assigned to work in a classification lower than the employee’s regular classification, the employee’s rate of pay will not be reduced. Notwithstanding the foregoing, however, whenever any employee requests to be temporarily assigned to perform the duties of a lower paying classification pursuant to Section 11.6 of Article 11, Promotion and Transfer, such employee’s wage rate shall be reduced to the wage rate of the lower paying classification.
8.5 For purposes of wage rate progression in a temporary classification, the time worked by an employee in other than the employee’s regular classification shall also be accrued in such temporary classification.
8.6 Attached hereto and made a part hereof are: Exhibit “A-1”, effective December 1, 2019; Exhibit “A-2”, effective July 12, 2020; and Exhibit “A-3”, effective July 11, 2021; of which are titled “Schedule of Wage Rates.”
8.7 Attached hereto and made a part hereof is Exhibit “B”, titled “Job Definitions”; Exhibit “C”, titled “Lines of Progression”; Exhibit “D”, titled “Standby Duty”; Exhibit “E”, titled “Standby Duty for Certified Water Distribution Personnel”; Exhibit “F”, titled “Vehicle Equipment Operation Directory”; Exhibit “G”, titled “Grievance Form” and Exhibit “H”, titled Hazmat Response Program”.
8.8 Effective May 3, 2009, California Water Environment Association Collection System Maintenance certification incentives shall be rolled into the base pay of those Regular employees working in the Wastewater Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker (Voluntary) Wastewater Collection Maintenance Worker (Required) II II 2.5% Wastewater Collection Maintenance Worker (Voluntary) Wastewater Collection Lead Worker (Required) Working Supervisor–Wastewater Collection (Required) III or above III III 7.5% Wastewater Collection Lead Worker (Voluntary) Working Supervisor–Wastewater Collection (Voluntary) IV IV 10% Effective May 3, 2009, State of California Department of Health Services Water Distribution Operator certification incentives shall be rolled into the base pay of those Regular employees working in the Water Division and classified as follows: CLASSIFICATION GRADE AMOUNT Public Works Maintenance Worker Required Voluntary None I 0.0% 2.5% Water Maintenance Worker Required Voluntary I II 2.5% Voluntary II 5.0% Water Lead Worker Required Voluntary Voluntary Voluntary II III IV V 5.0% Voluntary III 7.5% Voluntary IV 10% Voluntary V 12.5% Working Supervisor–Water Required Voluntary Voluntary III IV V 5.0% 10% 12.5% Warehouse Worker–Water Required Voluntary Voluntary II III IV 5.0% Voluntary III 7.5% Voluntary IV 10%
8.9 Shift differential shall be paid to those employees whose regularly scheduled work shift represents one-half (½) or more of the following time periods and at the rate specified as follows: TIME PERIOD SHIFT DIFFERENTIAL 4:00 p.m. to 12:00 midnight 3.5% 12:00 midnight to 8:00 a.m. 5% Shift differential will be paid for all hours worked (i.e., regular hours worked, or for overtime work, travel time, meal, or rest period), but not on paid leave. Shift differential, as is the City’s normal practice, will be paid on regular hours worked to the employee normally assigned to the shift. Notwithstanding the above, in the case of the Solid Waste Division and the Convention Center Division, shift differential will be paid on regular hours worked to the employee who actually works the evening or early morning schedule on any particular day.
Appears in 1 contract
Sources: Memorandum of Understanding