HomeMy WebLinkAbout1981-01-05 RES 8101 Union MOUA
RESOLUTION NO. 810/
OF THE
TRUCKEE DONNER PUBLIC UTILITY DISTRICT
AUTHORIZING THE EXECUTION OF AN AGREEMENT
WITH THE INTERNATIONAL BROTHERHOOD OF
ELECTRICAL WORKERS
WHEREAS, negotiations have recently been completed between the Truckee
Donner Public Utility District and Local 1245 of the International Brother-
hood of Electrical Workers, hereinafter referred to as "IBEW"; and
WHEREAS, the District's consultant, James Lloyd, has presented the pro-
posed agreement for final consideration by the Board of Directors;
NOW, THEREFORE, BE IT RESOLVED by the Board of Directors of the Truckee
Donner Public Utility District as follows:
That the Board of Directors does hereby authorize the President
and Clerk to execute the agreement between the Truckee Donner
Public Utility District and the International Brotherhood of
Electrical Workers dated December 17, 1980, a copy of which is
attached hereto as Exhibit "A", along with the Memorandum of
Understanding between the parties dated December 16, 1980, a
copy of which is attached hereto as Exhibit "B".
BE IT FURTHER RESOLVED that all affected employees be paid in accordance
with the terms of the new Memorandum of Understanding as of December 1, 1980.
PASSED AND ADOPTED by the Board of Directors of the Truckee Donner Public
Utility District at a meeting held within said District on the __.; a/ day of
,6 1981, by the following roll call vote:
AYES:
NOES:,
ABSENT: iy ,
TRUCKEE DONNER PUBLIC UTILITY DISTRICT
BY
Roberta C. Huber, President
ATTEST:
n
Susan M. Craig, Deputy Digttict Clerk
Aft,
AGRI:IiAIIiN'I' BETIVFF.N
T%UCKEE-DONNER PUBLIC IITILITY DISTRICT
and
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
December 17, 1980
1. Memorandum of Understanding: It is agreed that the
Memorandum of Understanding dated December 16, 1980,
he adopted except as may otherwise he provided for in
the following.
'_. It is agreed that management will observe existing job
descriptions until modified as provided for by Section
3.41.
3. It is agreed that the updated clerical job descriptions
will be presented in draft form for review by the Union
no later than March 31, 1981.
1. It is agreed that the existin.,� job description of Lead
Lineman will he amended to read: "In case a third person
is assigned to the crew, ra N-eking tine Foreman wiII he
rd'(liii red."
1'r}uckvv-Donner Public Utilitv 1listriit
Dated:
Local Union 1245 1.B.F.W., AFL-CIO
Dated:
it
%AP
B A O k A N D II M
np
C N D E k T A a D I N c;
I'.i:::111W :PIN
TRUCKEE DONNEk VIIHI,II' (ITTI, TY DTSTHICT
AND
TN77{kNATIONAL BROTHI-Mloor) OF I:T.ECTVI ;AT. Wk)RKET!; UNlu;.
LOCA1, N,). I
1980
through
Nnvomber 30, 1981
Title
Page
1.
Preamble . . . . . . . . . . . . . . . . . . .
. ?
2.
Recvyni I inn . . . . . . . . . . . . . . . . . .
. . 3
3.
Condit i,,ns cit Dnl I""'Tarnl . . . . . . . . . . .
. . 4
4.
Work hr; 11 ,urs. . . . . . . . . . . . . . . . .
. . 7
5.
Stalldlly. . . . . . . . . . . . . . . . . . . . .
. . 3
(I.
v'Ji rt Line . . . . . . . . . . . . . . . . . . .
. . 9
7.
holidays . . . . . . . . . . . . . . . . . . .
. . 11
. . . . . . . . . . . . . . . . . . .
. . 12
9.
L(-.iv, of Absence - It;lli..Ild 11VI I'did . . . . . .
. . 13
11.
V-,c.tl ic,n . . . . . . . . . . . . . . . .
. . 14
11.
Safnty . . . . . . . . . . . . . . . . . . . .
. . 15
l
rv,tn•t i,i:�.,I+ilic• .Irnl
. . . . . . . . . .
. . ](,
I i,
t Ltn,•i I wu r;11-t`rr•U,` f,!",• 3 t..-) Tit-1, 7 . .
1•I.
i,•v.m,•,-• r. . . . . . . . . . . . . .
. . I=r
]'
I t 1 h�sr.,t i,,n I t „• ,•,ltu . . . . . . . . .
i,•
. . l
Ir
I%.
J„!, ... . . . . . . . . . . . . . . . .
1',•Iiui „ii i .n. . . . . . . . . . . . . . . . . .
. . .'l
. . 33
I lcm. nt :,.,±itcr ir.u:ticc. . . . . . . . . . .
. . 24
1;n,I,ly, •c• P- •Im 1 it , r, ,Ir•r1n . . . . . . . . . . .
. . ..
i.-a;.. ':'A 'W ,Ir• P"• . . . . . . . .
. . 2G
1' •rlrt ,. N1100111+_,I,t . . . . . . . . . . . . . . .
. . .!9
Q�
Title I
PFL•'11MBLE
1.1: 'ibis Mmoraudum of Malerstanding (herein.,fu.:r nn.•terred to as Memo-
randum) entered into Q the Truckee Domor puhlic tlt Iny District (here-
inafter roterred to as the District) and 1,ocal U;r.=_:n 1245 :f the interna-
tiunnl 13r0therhood „P Electrical Mwkrrs (hcreinttt, r roforred to as the
;, K n} han is it u:t c e the l,r"m-,t i<,n „f harm•mi, a i•,t i .n.:, t,a ra-
: _ r nd un is r>., •,,;,:.• ., pert e•t•:, the District and r li,. ! ,u•.:n; thesh-
m�•::t,ud ,o.,ceful l;ro�c,lutc t,�r r: •;alai 1.,: 1,•rcnces;
and agrcamwo as to Ones of tray, hours of work, andn-
fiti,ns of emE,lo•mnt.
The Welfare e! t;,r public det,,,n,.: 11,,,r. the lc .:l an i , fl ici. •'t , t
and ..r wme ,r£ all , mppT ,i v: as5ucia tJ ,i with tl:r Di a.ri t,::�. in ,t ..
nd, iudivi 1ua11y OW . dl,_wL1vpl7 all aru c>•1„• L-1 to us, i,
.u,d best effort-s t= 1:1,)toct tll:. „t thy• Diva, t••t .ni ; I
t o the tubl i' • and t • ._.o,:t,ei to i n t,nxar,t inq arn1 adv ui- inn tilt 1. 1 . � •
thu Dist: i, t ru:l i!, l i, .,,,rvin,t ±h,• t i; it:; .., r� ; tr, tit• u l
..:tall
x
R F.(Y- :NIT I ON
t rcqu1ar in,
- ;,lential cml,l• • i the union
n wri
:;"k:tion 1157.3 „ Veting
in
Code
L ,iuctiou>, will h,; m•;do from the first
i t�i 1 I bc• :;ul,:nit tod forthwith tt) tho Finer• l
1 � �. r •; .},err-t (3irC13 Citt'u:: Ci.r,
a Tho t r ui •, f „
-k.�. �,uthoritati, a :�hnll
At tcf .ctu! th,• W11•,11.
.u,d th • Union toot tr, . l::cr imin•�te
ut , :c 1, .,l:,r-, age, 'x, h.,n,li,•,rl,,
I•r..rrir wtll r a .iis:��rirnu,,tCc ayai�::;. I- .•i: rt,er ..r -,h i}. it. !i�,. Iit tr.•; ? a
hc:r thetl,•-
• � � i ,-•r;tnit„ct�
'ttY., 0111,1t,}•ec Lc•c•au ,n of
-3-
1t
Title 3
cOnDIT7oNS Or EMPLOYMENT
3.1 Seniority: seniority is defined as a permianent employee's continuous
length of ,;vrvicc, with the District since the mast recent date of hire. All
employce will not attain seniority durinc3 a probationary period but will,
uprm satisfactory completiun of th, pruhatinr.ary p,•riod, he granted senior-
ity from the date ol" hire :is a luubati„u.ary c•mr-loyee. Seniority will be
broken when (a) an empliyco is cii:,ch,tnie,t with ,.utso; (h) an employee vol-
ui.t.rrily terminate:: employment; (c) an cm!'loyre has I)ov:i laid off for more
th,u, twelve (12) ccrosocutive. month:.; , r (.!) .ut t•rnpinyet• doe:: nut, return from
;a luave o' .ibscnce at rho re,luirud time.
3.'? Probatio_llory I'er:u,i: I„ rm.ux:ni c'•m,l„yc,,:; will ho hired on a trial
ha::i:^and will 1 u i ;::i in,, l tr, .a t r',i,.arir,rrru y at:ii tc: (r,r a !.cried ;)f six (6)
nu,nths. miring th, ! a ,!,:t i„r. It , i a ;.,<l, an , nq,iiy,•r wi," i:. termillatocl by the
District will nit it -a." „nt•., 1, li„ 'trie•.,Ilic,• I,rc,rvlure xct•pt for. issues
tatu i;ra!,i•,y, ::; ,r.,- ,?.-.i.;i,-c ,"I, .:t h,• •lis,-rct ion of thu Dist riot
r't„ whetinv t.hei• rk i:: t :,, + (a) full-timu and permanent;
(!,) I ,t t —t ini,• :rri !,c rc. ut< t.t ; ) -t i :; l l empnr,uy; r,r, (d) parL-time
it ti, t init i,
i ,•rm.uu nl. : it iou is "nc which lia,; 1,,,•,n rr,l,al,irly established
1 is exp--t,,I to laL:l for -n indefinite period.
b) A t criporary I,u.a i t ion i s ,ne whirh i •; 'iti l i red fnr ncrasiona L or
:;uasita.al w„rk or for .1 limited time nut to exceed r;ix (6) months.
t:) ill-tinu, j-:;itiori is o:tc h-tvim3 a scheduled work we,:ek of five.
(5) -,iyht (?i) hour p.•ri,rcir;.
,t) A p„rt-time• position is one havin,) it schcdu)e,l work week with
lest than forty (40) hours. This.c mld result front being re,i-
111,11ly scho,inle,l t:o work is a. than five (5) ,I;ly:; in a work w,, h
111 luss than ei-'lilt (R) lint:'= ill, work ,ray';.
The :?i:;tt i,•t wi 11 not util iris , r,rt--t:rr.• .;n'!i,u 1, ml „t'.,ry p"!;i l i"nr• t,
di 1,:',• Lb,• nutnl,t•t of full -time pertn.utent pis;ition:;.
t L'n I. im;anr•n_i : i?mployoes desiun.tt(,d n:. p,irl-tiu;,• p,rru:anenC,
I„•rinit.i t,, work twenty ('fl) h , II „I nu,re ,lit i;rl a
wil I , the- :iam- henofitr: and, th•,t ,,•r pra, t it:•il.lr•,
„!iiotu; of Y,•r.=,) For full-1 im'• petnt.un nt w,.rl: •!'t
-ration -'. varal i<,ra a11,1 :sick 1,'1v„ nr••t 1,11 and
r, aniu* a, liow"v'..r, in ni (.as,. wi I I thi. pru-
,•l i,lihi l i ty reclui r,•menI s (A ,roll b,•or•f i t 1-1.arl.
„ mpiny, . -:ha) i III- el iyible 1"i a,!'IJUr . 1 , Ili,• ue:::
W. ;,- , ,,,; ,,n ?' Iw: paid l',t 'Inv thr,usaml (1,000)
-4-
3.33 Temporary: L•'mploy,es de;i=mated as temporary shall not be
entitled to any sick leave, holidays with pay, vacation, paid leaves
of absence, and any employee benefit plan. Although employees
assigned to such work will receive no holiday pay, they will be
1-,1id the arplicabLe. ovortime rate fur work actually l:erf„rmed.
When sl_rch employees nrc• r.,assigned to work involving permanent status,
their seniority date will be the date on which the permanent
assi:rr,ment c owmences.
it hstul-ishment of Duties and �ualificotions: It is recognized
ti;,t the creation and/or redesign of job cl:assifiecrtions, including_
the establishment of dirties and qualifications required therefore,
are functions of District management. The District will develop and
maintain written descriptions of job classifications and make such
descriptions available to the Union and engrloyres. The District will
meet and confer with the Union as to new descriptions or changes in
existing ciesc•ril•tions. should the parties 1'rni.1 to reach agreement,
the District mad establish temporary classifications and wages there-
fore: or tempor:rri ly adjust t}te' warir_•s and cit,t ie:: of redesigned class-
ifications.
1.42 ttic rk As::ignmonts: While it is m.tnagenr,mt's .intent to schedule
work i4nd a:: i(In l „rsonnel in such a Winner Vr to achieve maximum util-
ization of fill. r ::Ic-dive cny.lr+yen:'" ,rhililics, ,rnd while it: is manage-
nrent's intent t„ an. t, .n, n;+]cw;•,.'pro,lr„•;::ion upward in the same
liner of Work, is in rec,;ctni;.r,l ;rill ;vtn•,•.I t.hal conditions which atfect
Ii:trirt r .,t,,ti n:; will r l,:irr flcxihilily in work •as;;i,inmr_nt to p,:r-
t tr•,inin•: o"I I„ •;tabilizo th,� w,nklc,;td among depn1 It
..fI lore at: ,, ruc•ocini;:ccl .,nd actre,.-d t:h.,t a:: ron+litions r,_,luire,
nt• ant will ;rs::"I", .u,ri rmPloy,•e- wiII i-r-form, within their ability,
deli,:: Which may not he t,it_tnin ti„ tc,u.,l I u;r:ificatLor, rospon-
sibil-itic::.
'._l3 lnherant Nesponsihilit it-
arc, but rn•t Iit"it-I the- r,rl,nrt;ihiliti,••: fu (•,) o,casiunai _
torm dutia:; within IIn. c�wpl<-.•;;,..r':; ahi.Iitof thy+ n,•xt higher ,-l
ificat_ion in order I u huuorne +{u:+li fi,•d f„t n,r., �rn c•mcnt. in the ,✓cut of
job :.rcaucy; ,uu7, (b) accept ,-vent inn,• w„rk in I, ,,rr to maint.r,iu,
and;'or restor,:, District services.
3.44 Temporary _Upgrading: When a non -management employee is temporarily
assigned, .url is accountable for, the principal responsi.bilitie:; of a
higher classificrnt.iun for a perind of more than four (4) h,irs in a
work clay, the employee will be pair] the next hi.,rher rate applicable
to the higher classification for all time worked; however, in no case
will two (2) employees be paid for carrying out the responsibilities of
a single position at the same tim,= nor will any employee be temporarily
upgraded to th(• rate of a higher classification while performing in a
learning capacity.
-5-
rd
when an employe., is temporarily assi-ned or reansignrd to work in a
classification lower than the employee's re, ar classification, the
employee's rate of pay will not be reduced.
3.5 Employee Competency: The District is to be the 'judge as to the competency
and fitness of prospective employees and of the satisfactory jv rform.nce of
work by any employee.
V
Tit 3., -1
GE ill i t ---- —
ca Ienda - r Thealcn=tar work W,,,,k will b
u
lot and end It lnidsatuu ni,;ht tho, t,,jI(,Wj,,j
pq 11"Ill
srhe'uled w,trk periods and twodesiynaG•d day:; off,
within .j calendar work wf-,t,k, will -,�jtjtutc
scheduled work week. 'I'mal
C) Work Day: 'Twenty-four (24) consecutive hOLIr!-.
beginning
at midnight and ending at mi,(Illiqht I tl(-' f'()11,,win,l day,
will constitute the normal w,l; i,-Iy.
Work- j.:i(jIlt (8) r,,I,IIjfIy during
wc)zk (I,iy wi 11
P'.1
- wi I I '"llf-21- With Lh-
(%1IL,jj with rest-, t
OXiStinq w<)i-k
11-y
W, -Illd
It
5
S'iWIDBY
5.1 Scheduled W(-,rk D_a,.s: 'i'h� :,t :ndby period ;or. .t scitedulc«1 work :lay wil'
be hours extendinq train 6:00 P.M. to 6:00 A.M. the next day.
when In etal,l r I, assigned to standb_; on a schedulcd weak day, such em-
1`].)yre will lit .:i two (2) hours at the straight time rats of pay for each
) :`:, t• j`cr iad or any l�j_r-tion thereat.
1. Ph Stanfik pe i -;i I I)r a .: -it, lu1. d day of f wil l
two-�:,t v - ur i.'4) ':, ur:: uxtendinq fl-m 6:00 ,n the svh-duled dory riff
r .M. thr :,ext day. when an employer ;igned to staruifJy 'n a
hedulvd damy or , .., tudinq recognized h 1 such employre will btu
1 ,id five (5) hour:: at Cite straight time c each twenty-I-Ir
(.'q) hour r,eriod or any 1K,rtion thereof.
3 Av.-14lab iIit',: Alta.)u`11t .•rt1.1<,:,i• -e; ,re rn.t n�duirv,l t s
they must remain to the District, or ".itltin 1`.,ginq distancr, 1,1 make all
nv,.rssarp arran'J.•mi•ntr: t„ ,n:Ul•- thcKn t,, t.j-It for wotk with !hits;' (30)
ntiuutt j of thr
..,nd I. t•n
k ,hlrittU t_ht :lan1!; 1 ri-1, ht/-�h,' dill I-L' pain at
rnt�_ it, a-1,i.!i��.�
It
ours work-
G.1 General: Excerlt .,s othclwi..I'1,e�'ortdohityc`(,Dilarslesdutn �llwork week,
ed oI ei ht (�') ar less in a work t.rt',
on or
will l,c I,ai l at th, ,:tr,IighL tin-fhcrc will h+' the no {Ipaymentlaf over-
!,yrumitiinq f hour4 in the c.xnl,ut.,,t ion (If }-•.Iy. (i•+'-
itni: f,•r any hour cxl-hides that. hcu I t rnm 1•;iymont 01, any other basis.)
D, Iinit_iotl: Cv,rt_ira%- Hill l,,• r-rrtn)'ut,r1 to the near«•st one-half (�)
:old efir,r— ful i:rn a:
I i
work —I in «..,.. ., r,t lalt (40) hauls in a work week;
'
t: 7
hours an scheaule,i
l Lrul r. j ot;
d) 'I'llnt w01}. "n .I hol id,i'/;
1'sid+• „r 1, '11,11 hour on
l ,yr c i , ' 11-1 ou+ ut-.i,?•• the emhluyec's rcg-
F.. ut>;, the employee will
�' ..' t nt tho applic,lblo
the
, - t :.••It Al atu,tilut job
to I , without a bvIak in work
wil 1
ov,•tI it- i as ,,au,IIl', as is
1.,i I i , h dty>artttlt'nl.
1•. ..1•.Iy tr, yl,.Ili:j,•I .
1 ttl:I:rls:Itiun
1 I Int•.,n r,lt i•. ,1 t,' t, ulrl ,r,c-half
Ii) tiro•_' t_m.
tL1 i„ �,,. t•� �.ny�ti:=I, nl U1._ r:Itc
..p,, . rnt.
r,;t,-• i t
t inn w,lY., t in Intl„ (ll,)
c,l lc - -:11 l;• :i 1 •,vt it illb aL tl,
1 N
} ,,,ll «_.11•i,t 1„ tu•, (11 +.itnr•s the t+.ullr t:
A
lint I. Ilr,l� W. ,r-k r•r'. 1 ,_t::cen 12;i�Cr A.M. .
1.FI.
-9-
/ J
d) hmplufct•: called out on Sunda rind h,,1iday:: will he I,ti,i
overtittto -:umpensat.ion at tho rate of i)ay equivilvr;t to two
G:) times the reciular straight -time rate for I11 su.:h call--
•.uts.
G.(, Rest Periods;
a) Any employee who has worked eight (8) hours or more at
overtime rates between the requl•tr quitting time and the
next rc,talar starting time, on regular work day.,;, will be
entitled t(, a rest period of eight (tl) consecutive hours
upon com!-lotion of such overtime work.
b) Should a rest period extend into an em-loyee' regular
work hours, the employee may be required to report for
work at the end of the rest period for the remainder of
that regular work period. Thu employee will, in such
event, I Maid the straight -time rate of pay roe that
1-x;1 tion of the e.i_ylit (A) hour test pc•riocl vAtic•h overl-tps
the ein loy c's regular work 1 rio,i.
l t , :rat, III empl"Yec is el i,i i V. i,al, Lit,'
�. ��ptir•:fhc �•tnl•1� inw .. ant
her i will I-. :i:I ,it two
wsuk<,,l 1 tl" liven ;t i l (' ei1111
(H) ccq:,
I„ i� �•1 i�l ihle tot r, t :;r I � i i�,l u,<I ir;
Lit i: ,11" "ight (10 hr,ur rl--,t
t; : i I ! _. �i two t.:1 t .., -: 'lt,• r�•qulu
t )fit
011M
QZ
HOWDAYS
7.7
AL! :._la,•s: Following are the recce ni7e
all prr�anont employees g d Paid holiday
........ ......... oa,.u,ary 1st
...... ........
......
3rd Mondry it
Fehruar•,:
Memorial . -
.......................
................Last Monday in May
indel,unc9ertce, ,:,.ry......
...........,July 4th
..............................1st Mor,,i,
Vttcrar,. 'i.,
................................... ...
.....................alh
hny 11-tel Tho:A_4ilmy [ray..........
......... Fri •do
chlistnus U.r,
15WO's Withday
11nau;=J Mu;ul,,_.
will. he ol,-
El r-cJ I,ilit ,:
�..r .I:: of Itrla' , h"Ke wr'.1 a,i 1 llch �luy ob Fr �.1 t,� the
W i.y ,.a-,•.
14
Title 8
EXPENSES
8.1 Transportation: At the discretion of the District, transportation
will he furnished all employees in the 1-q:,rformanc,t of their duties as pre-
scribed. t•!h,•n, however, an employer: is asked to Ilse personal means of
transportation for District business, he;she will be reimbursed at the
then current tax exempt mileage rate establi:lted by tho TPS, but in no
event less than $1.00 per day.
8.2 Meals:
a) If the District requires rtn employee to perform work on a
work day starting two (2) ho+tr_; prior.' to his/her regular
starting ti.me, it will larovidc him/her with a meal. In the
event such work continues into hi.;:/h,•r roqular w(-tk hours,
III(. Di:.t riot shall also provide iris%h, r lnuch.
b) 1 ; t he Dill I ict require:: ctn eiriployee to purfnrm work on ,t
wins cl.;y f,,r ,no and one-half WA hours of m„re beyond
I-itilar •luitt ing time, it will provide mool. !hereafter,
will be provided at intorv=,Is of four (,1), l,ut nut
t h nt t i ve ('.i) , hours: for .u: 1c,n,l as :arch w,,rl: ,•not i t.ues:.
11 till' Di :trip t. rc.ittirr•s n ompl(r,,•,. t„ purtcrrrn nvr:rl.itnr work
,lr; <)t -it t,r hair; rvle.c:,•d on „ wc,rk day, it
l l lnnvide ,t meal ,- hour (4) hour-;, but not more t.hau
fivt• t`,) It•,rs, fnr .c; I,,;;; :u,:h work ntinuus. If an
,anl lc,yt, h.r Lec'n n;itiI;,,I !r. the ottd of the Incviuu:; worl;
1-1/ Ill' ,tt, i, c,,;,•11 hoer a:ajgnmcnt, l,r,raar.,l,l; a) .n„i l,) ;d,,,vo
wi l l L„ al,l.l i c.11111•.
(-st of ;,ny r:uch my tls and the t imr nc•c ea::nry I') consume
wiIl L,- at the Di::t.rict'., eclarnse. 'rim„ tokeu to con-
hc 1110,11::, np to olte-ht,lf (') 111,01 , will L„ • nn::ider,•d
. .. tl: I iru•.
,:, ,anl-luyee who is entitled to moil- of the, Distr.ict.'e
I, •, not icrept any such meal , I h, n i •;I r i,rt wi 11 ,
I,::::, allow the employcc- one-half (';) hour- witlr prry
!it i.,,. f, a $5.50 allowance for :,!tt'II mr•,tI.
T .1, j L„ ,, 1::•:} cn sv: Employees who are continuously assigned to a
i:r: :,I.u; Il,y r.c;hcdul, and are required to maintain telephone service
u, e r:hal 1 be reimbursed by the District for the basi,:
-12-
9G
Title 9
LEAVE 01' M6!_-N,'F
UNPAID ANT) PATD
9.1 Personal Leave: An unpaid leave of ahs,•nce will I; chanted to a per-
manent employee for urgent substantial personal reass, 11. provided that ade-
yuate arrangements can be made to take c•at,• of tilt- employee's duties without
undue interference with the normal rout in(. of work. .'uch leave will. not be
yrantod if the purpose for which it is requentod may It -ad to the einpl.oyee.'s
resignation.
9.2 Military Leave: A permanent cmplcyce who leaves his ernploytnent with
the District to enter- the military ;rrvice or other service where his
reemployment rights are protected by law will he granted a "leave of
absence" without pay.
9.3 Medic•.11 Leave: Permanent omployce•: may he 11ranted a leacc of absence
without pay ,-tfter the expiration of paid ,ii sabi.l i t.y leaves rr pl ovid"d in
Title 12. The District may require sati:7t.r, t,niy evidence of ar;y perron•tl
illness prior to granting s.:ch leave.
9.4 f+ercavument Leave: ?ermanent employee:; will be granted three (1) day!;
borc,tvument leave with p,ty in thu event of .t Tenth in thcic cte,.3i.rtu
f.uni I it-•:: or a more di:,tant relative whr, wa:; o r:.•mher of th, • ml�ltr�,•e':,
ir111ln•t3i,rt htao=eholcl at thE- titre of ,lenl.li• Ir,unedlate family
aul I„y,•,•'c ,,t eml,l„yru'<: :I•cu^c`.; tn„tht•r, t.tl!i,.r. hrnt_h •r, .,. r,•r, ..,ut,
Lu;�ILt,�r, st.up-child, half-Lrothrr, hr,ll-.:i! i.fi�a,•r I•,tr�•nt r rtr:u�l-
I •�t „iit In a.l,Iitir,rt, :aif: h It• -ivo may In• , 11,1-1 t,+ e',w,•r t-he= , oq�l,�yv�•'_,
�. emt , ft,e;ter child, or ,tY:tn,I,'I i Id.
c, .rr": Nutty: A-rmanent •mf l;,y,.,, will hc• ll,ri,l their :Jia3nht tiu,,• :;ol.,tt'y
,iv, of .tli i o� ra:;icni, rl ty ., tall 11) iury ,iut',; hnwrvur, .try pay
a jurc_ i 11 he d. 3 ., tr•.1 fr,an I1w , n:r,loy,. _,' ,racfe•. .
!'h+• Uir.tt i,•t ..i' I n,& III, Lilt • diffcrnc,• butwecrt
,ilar military :u;d lcv1I,:vit", pay when a l., rmat, •;tl e•;nployeu
duty fcr training with any of tin militar, ser_icns, 'Lr: Con:t
:.ltion.,l Huard.
ni "ntl,loyee's aatue;, inr•ludinq any seniority accrual,
:mtur•nt cml,loy(Ne will n.•t 10 impaired by an ,iuthorired
absence.
1,) While on an unpaid leave of al;sence, an empinyt-e wit: not he
eligible for pcorsortal rlisa1)il1t7 1-rave pay, holid:ty :ray, vacation
pay or items of it similar naturt., if an empl-yov. i.. in a
ray status for the major portion of the work days in a month,
:-uctt owl lc,y,•,• !;hall not accrue laid leavo nor bo entitled to
ittsuranc c,,verarte uutic•s:: the employee pay the premium.:
thcreti,rt in a timely matiner.
-13-
ff
Title 10
.1)a
COMI I, full-time Purt"011unt employees who have
C-ollt'111101!-N SVI- z;1"'iSfactorily
from t-11, "'i-, will V",atioll leave
A if:
P(q the. fil CC' U I-
C:otIt1lILI0Ij6 service . . . . . . . . . . . . . . . . . . . . . . . . . . . .
11
After ft"I'll- (4) Years of
contirluoll': . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
"c'-ItilluoLis SQrViri)cc! . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Aft,r fi,.,
of
................... .........
All will
17
mllo::v :
A!lv
will
11-A.11
Wi I I
j
Will host
til'
t it -'i written
It . Tli
- )r
or f ),I r V - t i Mr.
e[4 t,
that vacatioll lejve
W!, i the 1-10,11.
21m
/p0
Title 11
SAF%ry
11.1 Tools: The District will furnish all tools and specialized
safety devices necessary to perform an employee's assigned duties.
Every effort will be made by the employee to mlintain them in good
condition be:'ause• an omp.l,,yu,_•'S safety i del.endent upon his/her
ey u i ..•men t .
11. Safc_t S.efvty meetings will be prepared and conducted
during 0 - regular working hours by a person designated by
m.,tely two (2) regular working hour--; each month
will be allowrd 101 Lhis purpose,
11.3 Safety Responsibilities: The District will nl,rke• reasonable
I,ac,v'.;i a: ,. the s.efety of employees in the pur'P„:mauue of their
n'k.. s will jnit,Ll} cooperate in 1)ronn)Linvr Llie re:;l-Kinsi-
!h,. iucli':idhe,,l ,mployee wit}r ro,laid t„ Iii• pruv(•nt icon of
'"hc District `lanayer will e SaCety
11 funs: i-,:, ir, Ill- field r,!-
At
th
I ! i under-
h.,: ! r. . ,,r r ,i ity only
_ ' I.. .'!, ;)ist!-..L't rl Servrc , the 11.111E ' !: reason-
t- t,:l, 'loye'es and to insist on the
Title 12
Pi.;;a{1UA!1 DISABILITY LEAVE & INDUSTRIAL DISABILITY ?,SAVE
12.1 D:finiti,-ii of Personal Di_sahility Leave: Personal Disability
Leavy means an .authorized paid leave of absence which is granted to
:, • M1 i(:y(_c ..ho has actually become i ncapacitat(d and who is, there-
0.1,• tp perform his/her zcgular duties and resp,nsib.ilities.
will have ruaulted from (1 ) personal illness or ac-
') pregnancy. Pcr'sonal Pisabilit,, t,eave is not appli-
al 1, t, trial disability (otherwise provi,ted for below) cx-
ce•pt to xtent of sul,plem,entin(.l industrial disability leave up
to 1001 ur employee's regular straight -time earnings. Such ap-
IIicatiun will be at the employee's option.
12... Eligibility & Accrual: Full-time permanent employees and
p.,:-t-time permanent employees who work twenty (2n) or more hours
per week, wliv have completed six (b) months of continuous service
will accrue unlimited personal disability leave from the date of
hire at the rate of one (1) day per month for each month the em-
ployee remains in a pay status (twelve, 12, days per year maximum).
When an employee no longer is being compensated during the major
1.orti.n, of any month by regular pay, paid vacation, or any other
form of pail loavc•, the employ(',: no longer will accrue leave cr—lit.
12.3 liv.iden e16ot t)isability: The Dle.tri.rt may require satisfact,-i
(uvidcnce of cury disability before leave will be granted. If it i::
found that thr cmployce is tak.inq undo(• c,dvantage of disability
lQacu pr(,visiuns, the- t•iaployce will forfeit all disability leave ac-
, I t.r,:d ul t , that c1.,te.
1 .1 If a holiday falls on a work day within the disa-
i-I of an employee who is c:;titled to paid holidays,
i;, 1.; 1 , in the leave. Nothinq within this Title
entitle :rrr c•ml,loyoe to disability leave while
Wh,•n in ,:rq,le,,„•,• al;cent I,y
hill tho appl ication �11" thr Work„r:; ('"m-
,Lc of Cal iforni.: 1•ahor Co.;,•, he/c;ho will
T,,&;.:t .,,1 disabilAy Le,,ve for the duration of :;uclr
t :ni ''it ;;uch henefits will begin with the first clay of
:. ; tar• 1.1y t the disability. The: combined amount of
ind 'c, l kvrs Compensation benefits payable for
t v.c l ninuty p^rcont (901) (,t -rac•h ,:m-
12.0 1,ia,iLations: The total benefits to be plaid for any combination
of personal disability leave and industrial disabi-lity leave will not
exccr••1 IVP. of neem:il straight -time ,.arnings less r,ny benefits clue
from M:orkers Cumpensation, State Disability Insurance, Social Security
Disability provisions, and/or any other benefit- program to which lh�
Distiict contributes.
-1G-
1A
12.7 Return to Work: Prig to a return to work, the District may require
a physical release statinq thv emhloytr- is physically able to perform his/her
job duties folluwiny any absence because of serious illnoss or injury.
-17-
a
Title 14
GRIEVANCE PROCEDURE
14.1 Definition. A grievance is defined as meaning any dispute
regarding the application of till- followinq:
a) The terms of this Memorandum of Understanding
b) The Discharge, demotion, or discipline of an
individual employee.
This procedure does not ❑pply to instances of dissatisfac-
tion by employees over their wage rates once such rates
have beau established by action of the District's Board
:?irecturs following the meet and confor process.
l,•- kt;r• -elltatiou: In initiating and prosecutinq a grievance, an
:'ll i .,• :a.rj rtprest•nL him/herself or be tupresent-d by a representa-
t ..:ogrliz..d employee organization.
14.3 i, i s The time limits sl„ ci f ird b+rl')w tna;; l,r• extended
for 1 t,.:. ,,;.1 tiod of tune to a drtinit• date rrtul t.i.me by thu
urutual t, ;, the i tivolv,•d 1,,,rL i- :;. Tit,- railure by the involved
rapt• yec t , ;,.r• t ,:m ::Jlocifiod ahpl icahl,• t itm• limit will coru;titut.t
a :t of til- yricvancv. The t,rilur,: by the i.nvolv,v'i ,mi,luyor
n t.tl ivc to_illy slu•, i f i,•tl tl i l t.imo 1 imi t :ill ,•n-
L I .. t iu involve" tang l,, uc t,' t ,,k' t iltn, xt .;t •p .in tit" yr i
I,t,_ , ,lure.
l i.l^ ,;ri,•vance
Pio vdurr. St(.I,:;:
Step Al
u
'ire employer., or one t,::i•In.,t, i numbt•t of a yroup
v[ employees, (and an rnq,loy,:t: „rganizaLi„n of-
i icial if desired by Olo ,•nri will first
identify and disruss tilt• qri •ance with the im-
mediate sup(,rvi::It. if it I. n t satisfactorily
r,sulved, their:
The employee (an,l an rtnployoe organization official
it desired by the employee) may reduce the grievance
writing and resubmit it to tit: immediate super -
'I within twenty (20) working days after the
or cir'cumstanc•,•s (living rise to the grievance
ilal,le to the ,•ugdoyce. The supervi!;or will
igaiI, any gri rv.,nc•,• properly submitt(rd and
qiv, a dccisinn on tit,- natter within ten (10) work-
ing days from till day the griev.,ncn was recr,ived.
It it is rtnt :,ntisfn,;totily resolved, then:
/Of
St.eh k3 The empluyce (an(I an employeu organization official
i - I. . ,.•1 by the employee) may refer the matter to
ttt:cnt head within ten (10) working days
rum Lit,> day Lhe decision in Step 42 was received.
The department head will giv,! a decision on the
matter within ten (10) workinq days from the day the
grievance was receit•:. Tf it is not satisfactorily
resolved, then:
ult 44 The empl„yee (and an c•ml,loyee orgar izat ion offical
if desirod by the ,-mployec) may r, f,�r the matter to
the District's Man.ttler within twenty (0) workin,l
day!: from the. ,lay the decision in Sty o 43 was re-
ceive,l. The Di:<t.t. i tt Mana,ler will from 1, t l y schedulo
and conduct an ini,,nnal Iwariwi on the ciriovance and
render it der:icion wi.thiu ten (in) wotkinq days from
the day on which tha ho,tritr-1 i r, lu,tel. Tf it is
n„t sat i:;lactc,ri I• re::,,lced, t!.• ,,.
I ,, Thu rml,l t,y .,• (,III,! , , • I. =•r•1.rnia.il i,rtt „t 1.-ic•al
it .,.::ir,•,I i,-, tht• •ry �•) in.,y rc�;,r t.h,• in.ILtet P„
I_h,, tli. 1.r7, t' I', I ? rtors within t,-It (10)
wc,rt:iml d Iy:: ! r,ar 1 h, ,3ccir,i;:nl in
w:,:: rf•, , iv, i. !'i,. )ircrr:torc:, .it it.; ,a t ion,
I ,I, IUIin,, wh„tlu,i i fo.,r inq themsclve:;
v.Itlr,. 1„ a ?V. _'J1 1111 !„•tnLe an ad-
� itl.tlnt II tha L',,:.IJ �I••,�ts rt,ditcl
_i,,, " is .•,u •ill 1„ r,•mlcrr.,l
-i' .. '1 ,. n-l;in,1 ,ley:; f,-nm i n,• dry ,it which
t h„ ., ' Ildt,l. It the m._I l-I "I i'; nut.
...,t i 1, 11, ...
t Rt, The engl,y„ nil ,, ur+1,.Iti:'-.It i,. vial
it ,It— i rud by Lhe e;;-i I may refer tl;, r to
ry At I, i t r.tt ion. In :illy case, the bf)ard wi 1 1
i, n,i, I J ,l ri:.ifu, with;:, twenty Uo) w„rking ,.lays ft'om
.,., iv,•: notific.,tiott of Lhc A- lvi!;W
n nrlat i.,n. ,itch lf'clisinn o:i l l bo
, ,•m1=i<,y, , i u,-e will be fir, ,t dtlrin,l
r.tc is of th, t„t hc•rwi e rigrr:ud by thf:• Dkt r. i,ct
.Ind the -nil
b) Th, n i ! r, a at t i I'll of
be enthl," "t or t h'! lJtt i :. • t I.I i i I
under f.i:u!it, Ij 1 Mid, - I I,Ind i,f 1.
l f the managvinont n! : i, i a l (n is the ; :In,
.:tup #3 will b b;-1,as::f•d.
M=
1149
I•itI" 1`
IdlsuPF A!!h
15.1 Contrart Work: Not.hiny o-ntained herein will be construed as
he ri,llit, c,f thc• Distri t to determine the methods of its
Yimit��nq L
operation, the amount oI pi—duction, the number of employee:; in total
or in sl,ecifi-• c•las!,itications of work. 110wover, the District agrees
that in Ito ,:,I:;c will it, lay off employees a, tho result of work contracted.
15.1 14,1! i,:r: Wh-ii it hec•omes r,!xessary to lay off employees due to lac):
work, the Ui;;tti•t will give employces concerned as much notice as
poti ible eticopl ill the case of temporary emidoyees where no notice is
required.
15.3 Layoff and Rehire: When it bec•om,,s necessary to reduce the work
fore, senior employees will lie r'etairne.l nrot'ided they have the necessary
!'kills and ability to perlerr:t the ro,ptir,•d work, efficiently •ind without
tr:,ininy. 9•luL. Dil;trict will make :I rea:aonable offolt to Notify such
lc,poc:;, iu onier of ..eni,Irily, job v•u,u:ric which Occur within
tWL'lve (1:') monLlw toll„winq th,: 1 ! h.m� lnye, r,,hired in tho twelve
(1:1) mr,nth period will 1 r,•in::1 J,•virh ,,11 ben,�fit•; for wi,ic•h the.,
trevi•nrsIy yuaIific,l in tr, I!:,• „f t,n,ilr.u•, employee where no
r, hire :a.,t us i:: nec,_,'�::at•.•.
1 ��. •i ,L q11 r 1,lit, • rI :. ','w, •r !il. m•Ii .i'i! �,.. ,J•.. 1'l.in't ieir olid •li wlu, ,Ire•
it t.� .iiq.rvnt ir, rt. ..I I r I ail � ,ni.u� t,Itl::,
/A
, i I i n tro r:rr•,tr 1; (b) additional
I r roc L,::;i f i ed .Is perinanenIt
„ ;! ify tried employee of the
lv,ki Iabl,•, itt.' I. t•t f, t t h rho nwnber of vacancies,
i, aLirnt :, I in ! I ; ;, thc• ulaI if icat ions roguired,
tjuir(.,l, tit'. I c. aml thc• ••Iosiuq c:.,t,• for receipt
Any rm! lo,•co nix. i'; I ly for c, , ,id, iation in the filling
ies; .111i the I)is:tric•t .,:ill accopt I . consideration any ap-
i i.tr Lu 5:00 p.m. un the closing date. Employees will
h.r:c I.. t . .. .. '„uI' (24) hours in which to .gthly.
All ;11g1lic•utt:: wilt be considered acrordinq t., the
t•Ihli::h,,! tu,tt I 1h,11:1 fttr tiro ctlass ificaIions involved. The ability
to mrtI th• •lt-t.t1i1 i i ion:; ,I •t ,•I iss:ificntion will It.. drteI'm incd h•;
"XmIlin.1t i"l- .'11":i anil,.t1 i, -it nt.iy c•nnci:;t of oral or wri tlen interview;
,,tal, wi iLI- t n'I it•,tl Lt•• 1.; nr ,uty ,'-mthin,tliult r,I I lu :;,,:. To the
xtent tr t i!,l, I i, •utl 1�,l I j•.0 l ictil•rr vrur nw; wi I I he •;iven
111cuntl., 1,: .., : t I i I i,•d wi 1 I ! ; i%, It ! r,.I,.t,.;,, r• ir, f ill
C};1 ❑t i1p; i:Iu'..', t 1.11'." Wi I. It LhoiI tielt i,-oil',•.
Inrt;:uhent tlni•I,ryr,•.; tap, it. :•, i rated 1,
i tt 1, t ,.l,•, t i,, it iu 11n, l,, .w I' :iI i ,r, tit I
,t , 1 :.It ) :,t• _1 0 .tt1:: + inn• I'll ilrl 1 hi:, t'rI i,� 1 t•i1 11.•11 h,.
mrl• 11, li.:rti I rr•r; t tit, in.tl•• IIt. •t!,I.nj,tlin, ill
It,. .1 Till, iI„t: • I itv I:mj l<,v„ It 11u• .1i'l-iittmt rat i . 1,•ttnin:it.• I
n.• Ill, ,vol lc ty, if ynali' il, f i I1 the vacancy
t.•.+tt,l 1'.. 11, tin••j It fit,11 I-runt„t it'll of .111 thr•1 ,,mpl.rjee or in
t!c .tlt• I .:t ii.111 It t ilit, r: (1) rrtnrm,! 1,. Ili:,/hc•r previols
It.nr.`.,•It,.1 1 tli•t I_..i:t it.t� ..� ..tIL,.-.urt�,r't' Ir,
bt,th Iln .m: I t t„ rit'1 , i,ut•"+ ::ititi., „r,
( t) ;.1i1
T.-Imiit it t<,r 11u aft ir:.a. tnry Per _Iorman„•: l l tht• ,,l.hoiutme!It
i:, tc_rmin,lt t:.l 1,t 1 ,It' :,• , n;,:;.,t itdactory perform,int•c, the same con-
itlrr,,liun:: :r; pI,•vi,lc,t fttr in s:ubno,•tiorl 16 11 wil l .11q-1y. In
lira of ),vp.f I , Ill(- otlq'l :•c•o tnrly, it •iurll i 'i, el,•t•t l o di ;1,larr
1,rob,,t i:tnary eml-Ioy,:t• in a boginninq r,!•t:::;if i••,ttion.
16.33 Position Eliminated: If the ;ippaintmcnt i.: termil,ated
because the position is eliminated, the •inployc:•e.'s: status will
be determined by his/h'•r seniority and qua Iit'icat ions as provided
f,-,r in Title 15, Socl i it1 15. i,
114
16.4 Noti, 1'i11iu 1'L, tri,t ::!:.:II, it .. :Caen (15)
uol-Un', .. - r.: „ I L t, 1 ? 1is.ai 'I i t
bullrtii� r�L•: ,� n.•tir�� �, t,0,11m1 11W itIt
UIL! nir,: t In .il l l i, .kilt , 11 ,ur; , r;O)vct-(, , 1'li, ni, I ly
tn,t if is ., i. 1,y-l"Is: iv(I In I11. r
116
Title 17
TERMINATION
17.1 General: It is expressly understood that the District retains
the right to terminate any employee for unsatisfactory performance
or k,tYrer serious cause. The specific reason (s) for such termination
will b(I given in writing wlthi,i ,,.r+_-,;.tht (•)8; h,:nrs r,t tl- t-im' of
such termination.
17.2 Termination Examples: Re.isons for torminatior, may include,
i;ut will not b limited tr,, the following:
(a) Failure to perform work in an efficient, workmanlike
"r.uu:cr
(i) 1:—Ui,, , I,i 1 l L l L i,, it
(c•) Absencc without aut11-,1 iZation or just cause
{.!1 luny to cJ't'k,-t_jvep, ,_r,r,perat cirh supervisor;;
it'ri-ninq t•
{t) hi:l
Title 1.8
/if
INCLEMENT WEATHER YRACTICL•'
18.1 General: Employees who are unable to work in the field be-
cause of inclement weather or other similar causes, will receive
pay for the full day provided they have reported for duty. However,
they may be h-I i ; ndinq emergency calls inJ may be given first aid,
saf,.,ty, or. „iu( i nstructi_ons. In a,?dition, they may l,c required
to nti::a:llanuous t:ork in wnrdiaus,:s or, othur ::h,l t.cred
l UCat io i7:;. '1',•ml nrrt r;✓ employe«�s undor the ,amc conditions will receive
pay for. time worked or held on District proi,erty or when urdered to
standby. Thoy will net be paid in any event- for loss than four (4)
hours.
18.2 Deter" nti.nztt.i_u_nof_Weather Conditions: Management will determine
weather conditions that warrant cuss,at.ior, of outside work. In
arriving at a doci.sion, the following will be taken into account:
(n) Employt-o s.afaty
(h) clper!tinq r,_quirement!;
(c) Un,hre hazard:;
( I) S(•rviev to the public
(„) J h :;it,. workinq-onditi„n:-
(;)
/,iit iciIatv,I
dtiiat ion , f time t' •yuit, •d t«, I, v,,
tuuiai::h",1
job in a safe cnndit ion
('J)
Anti.il.rt(•d
duration of incl�,m,,r,t wu,tih,•r
from joi%, site to operat.inl hoadjuartors
(i)
Any -thor
p,:r t_ i nunt f.tctnrs which, in man.tgr,mc�nt ' �;
opi_ni.in,
should Lo taken into account. in roachin, a
1,• i :i„n
rcl.ctiv«, to ctniq inq or continui.rnt wort:
IFIM
/iK
Title 19
EMPLOYEE. BENEFIT PROGRAM
19.1 Ceneral: While this memorandum is in effect, the District will not
alter the overall level of service nr benefits of any of the pr(Yq::;m::
identified below unless otherwise agrecd by the Union. The District and
the Union will meet during April 1981 for the purpose of considering changes
in the employee benefit program.
19.2 Contributions:
a) (;rouj).lnsurance Plan: The Districtwill. continue to
contribute eighty-five percent (F-151) of the premiums
for employees and dependents.
b) t.,ong-term Disability and Retirement Plans: Upon imple-
mentation of this Memorandum of nnderstand.inq, the
Di.a r.i.P will continue to contribute one hundred percent
(IOUz.) of the current t reuutuu...
CLASSIFICATIONS AND WAi;F: RAT1:S e
The LISe of mascnlin;r cr feminine
gender_
or titles herein will ire con:;tnr,>-d as inclucfina
both genders and not as :: :: l mitatinns
2
0. on a an,l 1 rth of ut,F-
n
y in which case pay day will lrbecani't:hella=;t'lwork t�dayfall:
20.2 mov.ilKi into a classification having a higher wage range
than their trrent classification shall be placed in the wage step closest
to, but nut lower than, their current wag,-. t,-rte.
20.3 Emlloye,_•s moving because of lack of wnrk or health reasons into a
classification having a lower wage range than their current clasifi
scation
c;hall he 1'lr�ed in the wage �:tep closest to, but. not higher than, their
current wa,fe rate. P,,r rea .,,: 5 other than provided for in the fr,regoinq,
employees will he rt.
in the ways step cotmnensuratc• with !.1 i,;,1,i,• skills,:I,il it io! .
Title ECf.•, i iv:
............................
r:.........................................
mnnth
months ........................................ u
nn"nt fit:f
:aunt h:'
m. nitl:r ........... .
In i�.................................
7.
Aft I . ........ .....
7'elhni` LD
ej
foreman, Technical ', r--;ices
TQchnician, muterman
tarehotrstman,'Service (}tility Man
Metvr kcarlcrJCollc .torl 4.9,
- orvi��eman:
Start ...........
Aft,.r 6 month :: ......................................... 3
r month . ........................................
p'
Effective
Title 12/l/80
t1e per:
Start . .................................................. 7.113
Alter t, month :: ......................................... 7.03
After12 months ........................................ 8.21
Utility worker:
Start.................................................. 3.52
After G months ......................................... •1.10
AIt,'t12 montiv. ......................................... 4.G9
At t,•t 18 monl.h::........................................ 'i.:17
After 24 month :: ........................................ 5.8.`.
Alter 30 mqtths........................................ 45
Wal,:r D, I vtt-.
"oreman, Wile ' Servi, . r (:: ,1-1. i':•I) ........................... .
rvictm,ll...................................................
fh•lpet:
.:t•art.................................. I................
AIt el' (, ni(,IIt11S..................................... .. . .
After l.. months ........................................ I
lltil.ity tJcn'ker:
.aa2t.................................................. i.�a
Atl.rr G m,gnt-hs......................................... I:t
Artet I' tt,"utths........................................ 11
Alrt lti Im mth::........................................
At ter .'•i m,'nt lc�........................................ .�.
A!I,•r 'O 11 mile : ........................................ l
A, I: it,intr:ttiun Drt.rlmnttt
St;trt.................................................. 7
At,•r 0 nu,ttCh❑......................................... 7.9`,
Aftc'3 1% moO 11::........................................
Atte•r i multtII:'
A11o) 4 ri,mth:.........................................
vntnih::........................................ 7
'.................................................. r,.•"i
......................................... 7..,.
........................................
„•t. t : r ........................................ i.
.......................
......................................... 7......
!itI- tn.,nth:......................................... ,.
11tt,. 18 mrrnths;........................................
At. r .4 mtmth:........................................ S+.
At t , , 30 ruml1•......................................... 7
0 . %
� t1i r , .
..................................................
After.........................................
After........................................
After
1, m.
. . . . . . . . . . . ..............
Attvr
'A !i
............ G.2.
After
'10 m, :.I
............ 0.54
Jurii-t lork:
tactI
...........................
I ..................... 3
AI Ler
i moi . .......
I ................................. 3. 62
Att ..r
I [,.I,
....................................... 3.80
.%rt
. - r
.
.... .. .... ... .. --l- ...... ... 3.99
After
24 Inoliths,
4.19
A' t et
30 motith:;
4.41
'I'im- ;:It -: p ,- i I i I 'I I roll 11:41'ttL tjir orl,ecl.orl r,-IL(, of
a 7,/Am:vmvW . A st.ol, hwi v;v m,A%l 1.o witlihnId if an employee
i--' not makhv; sati.,Aactf,iv I I,qj,osz;; 11.1 k-vor, in such event,
w
wi 11 !- n,lri I ,, writ ;nq .ji; t,) the kisii; for
Title 21
TERM OF A(;PI:PMF.NT
Thi:: mculotllIduill _jjStitjIj.,q u I u fj tll,, ;f.je, entire and -xi�;tin
Al;lf-k-nictiL between t I!, rocs. i r"MI'T ...gild rcstri,
fill i rl'T i it(, -M ol Lh-
t :o;v; imposed oil '.�'Jch "t, t he t' 1? 1
-1 xliress
jjQ.,,,R(,ljt LjId i3ilpo,rCO
I , . How"VOl"
,.I- Di!;tuil't 11'1 1-11"
J�tccl mic th- III orrill'i on
tI,%, jljs110-_: j:11IL11"I I; !;CiV':ted for
Ot, to sl)Oci tje(J, this ?Jemo r,1 till LIM -)I will het in
filil force and effect frOITI th" date of its eXCCI.Itioll until the eyotratiull
1 its terms. The term of this memorandum of Piltlerstandin,l will expire un
*:,,vcmbor 30,_ 19t 1- -
to amend this M,imor.uulum,it will 'live Il't l(.L. there -
the th
e Aticli-Int. 1 10 �;clitelid,cr W, IjPj'l , in
the othel I i ! .'
t wi 11 commence discussion or any propci.-ed amendinOtits
!Lc,r sit( -I, notice has boon lliVt!TL.
11,TTY
-29-
LOCAL UNION 1245
TNTERNATTONA1, BROTITEARHOOD OF
WOPKERS, AFT, -CIO
/it