HomeMy WebLinkAboutCC Resolution 26-13429 - Memorandum of Understanding North Coast States Carpenters Union (CARP)RESOLUTION NO. 26-13429
A RESOLUTION OF THE CITY OF CAMPBELL CITY COUNCIL AMENDING THE
COMPENSATION AND WORKING CONDITIONS FOR CLASSIFIED NON-
MANAGEMENT EMPLOYEES REPRESENTED BY
THE NORTH COAST STATES CARPENTERS UNION (CARP)
WHEREAS, the North Coast States Carpenters Union (CARP) is a recognized employee
organization representing employees; and
WHEREAS, the City of Campbell (City) City Council retains sole authority to enter into a
Memorandum of Understanding (MOU) with recognized employee organizations
representing employees; and
WHEREAS, the City is currently operating pursuant to an August 2022 MOU, extended by
agreement of the parties through June 30, 2026; and
WHEREAS, the City Council's negotiation team and CARP representatives have reached
and authorized a tentative agreement on the terms of a successor MOU for salaries, benefits
and working conditions; and
WHEREAS, the City has satisfied its obligation under Government Code Section 3500, et.
seq., and under the City's Employer -Employee Relations Resolution No. 10016 to meet and
confer over the terms and conditions of employment contained in the recommended
successor MOU with CARP; and
WHEREAS, the MOU has been presented to the City Council for consideration and
ratification and is attached hereto and made a part hereof; and
WHEREAS, the City Council of the City of Campbell desires to ratify and adopt the provisions
included in the successor MOU;
NOW, THEREFORE, BE IT RESOLVED, that the City Council of the City of Campbell does
hereby approve and ratify the successor Memorandum of Understanding (MOU) between
the City and CARP, attached hereto and made a part hereof; and
BE IT FUTHER RESOLVED that the terms and conditions of the successor MOU shall be in
full force and effect from July 1, 2026 through June 30, 2028, except as specified otherwise
in the MOU; and
BE IT FURTHER RESOLVED that the City Appointing Power and the Human Resources
Manager have the authority to take any necessary administrative actions to implement the
provisions of this resolution.
PASSED AND ADOPTED this 18th day of August 2026, by the following roll call vote:
AYES: Councilmembers: Lopez, Hines, Scozzola, Bybee, Furtado
NOES: Councilmembers: None
ABSENT: Councilmembers: None
APPROVED:
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Daniel urta o, Mayor
ATTEST
Andrea anders, City Clerk
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MEMORANDUM OF UNDERSTANDING ON
WAGES, EMPLOYEE BENEFITS, HOURS AND
OTHER TERMS AND CONDITIONS OF EMPLOYMENT
North Coast States Carpenters Union and their Affiliated Local Unions
I. PARTIES TO UNDERSTANDING
This Memorandum of Understanding is between the authorized representatives of the City Council of the
City of Campbell, hereinafter referred to as "City," and the authorized representatives of the North Coast
States Carpenters Union and their Affiliated Local Unions, hereinafter referred to as "Union." The City
and Union have met and conferred in good faith regarding wages, hours and other terms and conditions
of employment, have freely exchanged information, opinions and proposals, and have reached
agreement on all matters relating to the employment conditions and employer -employee relations of
Union employees, hereinafter referred to as "employee" or "employees."
II. STATE LAW COMPLIANCE
This Memorandum of Understanding is entered into pursuant to the provisions of the Meyers Milias Brown
Act, as contained in Section 3500 et seq. of the Government Code of the State in that the employer -
employee representatives noted here did meet and confer in good faith and did reach agreement on
those matters within the scope of representation.
This Memorandum of Understanding also complies with Resolution 10016, relating to employer -
employee relations, as adopted and amended by the City Council of the City of Campbell.
III. GENERAL CONDITIONS
A. Personnel Rules and Regulations
This Memorandum of Understanding does not modify or change the provisions of the Personnel
Rules and Regulations of the City unless a specific reference is made herein to modify or add to
the existing Personnel Rules and Regulations. Because some terms and conditions of
employment are set forth in the Personnel Rules and Regulations, for the parties' convenience,
the Personnel Rules and Regulations can be found at
https://www.campbellca.gov/DocumentCenter/View/l 9738/City-of-Campbell-Rules-and-
Regulations. The parties agree to meet and confer over changes to the Personnel Rules and
Regulations affecting terms and conditions of employment as required under the Meyers Milias
Brown Act during the term of this Memorandum of Understanding.
B. Term of Understanding
This Memorandum of Understanding shall become effective July 1, 2026, and shall terminate at
twelve o'clock midnight on June 30, 2028. Negotiations shall commence, not more than one
hundred and eighty (180) calendar days nor less than ninety (90) calendar days prior to the 30tn
day of June 2028. Written notice shall be given to the other of its desire to change, modify, amend,
supplement, renew, or extend this Memorandum of Understanding. All notices required to be
given to the Union shall be addressed to it at an address designated by the Union. While this
Memorandum of Understanding continues in effect, neither party will make demands upon the
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North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
other party for any changes in conditions or benefits or for any new or additional conditions or
benefits except at the time and in the manner provided above.
Existing Benefits Continued
This Memorandum of Understanding does not modify existing salaries, benefits, hours, or terms
and conditions of employment contained in the currently adopted City of Campbell Position
Classification and Salary Schedule, except as noted herein. For the benefit of the parties, the
schedule can be found at https://www.campbelIca.gov/144/Salary-Benefits. Such benefits and
terms of employment remain unmodified and shall continue in full force and effect throughout the
term of this Memorandum of Understanding.
Recognition and Represented Classifications
The City recognizes and expressly acknowledges the Union as the exclusive representative for
employees covered by this Memorandum of Understanding, to include part-time and full-time
probationary and permanent employees. At no point shall the City utilize Temporary employees
to perform work covered under this Memorandum of Understanding, except the City may appoint
Temporary employees on an "as needed" basis for work which is anticipated to be of a temporary
or intermittent nature either on a full-time or part-time basis. Temporary employees shall not be
utilized if there is a work furlough or if a permanent employee has a non -disciplinary reduction in
hours. The City will provide to the Union thirty (30) calendar days advanced notice prior to utilizing
temporary employees in the manner authorized by the parties' Memorandum of Understanding.
The job classifications represented and recognized under this Memorandum of
Understanding are as follows:
Equipment Maintenance Supervisor
Mechanic I
Mechanic II
Maintenance Worker I
Maintenance Worker II
Park Maintenance Lead Worker
E. Membership Dues — Payroll Deductions
Lighting & Traffic Signal Assistant
Lighting & Traffic Signal Technician
Lighting & Traffic Signal Supervisor
Street Maintenance Lead Worker
Arborist
Lead Mechanic
The Union will maintain a record of employees who have given their written consent to join and
pay dues or other deductions to the Union and will certify to the City in writing the names of
employees who have given such consent. Upon the Union's certification, the City will deduct the
appropriate dues or other deductions from the employee's wages and remit them to the Union.
Employee requests to cancel or change deductions must be directed to the Union rather than to
the City. Deductions will continue unless and until the Union notifies the City of any employee
requested changes. Any dues deduction revocation, cancellation and/or change will be
effectuated by the City only after the Union provides the City with written direction for such
revocation, cancellation and/or change. The City will implement any change to an employee's
payroll deductions in the first full pay period following Union notification of the change.
North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
The Union will indemnify the City and hold it harmless against any and all suits, claims, demands
and liabilities that may arise out of maintenance of dues deductions, or from City compliance
with any demand to terminate dues deductions, or by reason of the application of or
implementation of any provision of this section. The Union will provide the City a copy of an
individual dues deduction authorization where a dispute arises regarding the authorization or
dues deduction.
F. New Employees
1. In -Person Onboarding Meeting: The City agrees that newly hired employees will participate
in a mandatory in -person onboarding meeting, with as few as one individual, within the first
fourteen (14) calendar days from date of hire. The City will provide the Union with no less than
ten (10) calendar days' notice of the new employee onboarding and will provide the Union
with the names of the employees expected to participate in the onboarding meeting at least
forty-eight (48) hours in advance of the meeting. During the in -person onboarding meeting,
the Union shall be permitted to communicate with the employee for no less than thirty (30)
minutes at the start of the onboarding meeting. Union designees shall be authorized to
distribute to employees a copy of the Union's membership/voluntary political contribution
authorization forms, and any other Union materials. The onboarding meeting shall take place
during regular working hours, at the employee's normal worksite, without loss in compensation
to the participating new employees.
2. Makeup Session: A newly hired employee who does not attend the session conducted by
the Union at the in -person onboarding meeting shall attend an in -person 30-minute make-up
session during regular work hours onsite, without loss in compensation. The make-up
session shall be arranged with the City and conducted by the Union. At least forty-eight (48)
hours in advance of the make-up session, the City shall notify the newly hired employee in
writing that the employee is scheduled to attend such make-up session.
3. Annual Training: The Union shall have the right to hold, once annually, an in -person one (1)
hour session with represented employees to familiarize employees with the terms of this
Memorandum of Understanding and to discuss other labor relations issues. The annual
training shall take place during regular working hours, at the employee's normal worksite,
without loss in compensation to represented employees.
4. Neutrality: City representatives will not be present during the 30-minute Union portion of the
onboarding meeting, or during a make-up session or annual training conducted by the Union
pursuant to this section on New Employees. The City shall not discourage an employee's
participation in the Union's portion of the onboarding process. Nothing in this section shall
otherwise limit City representative conduct and participation in onboarding meetings.
5. No Disruption of Operations: The onboarding meeting, make-up session, and annual training
discussed in this section shall not disrupt City operations or services. Up to two Union
designees may represent the Union at the onboarding meeting and make-up sessions
discussed in this section. Such designees may include, but are not limited to, Union
representatives, officers, stewards, and members.
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North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
G. Employee Information
The City shall provide the Union designee(s) with the following items of information for newly hired
employees within thirty (30) calendar days of hire: name; job title; department; work location; work,
home and personal cellular telephone numbers; work email address; personal email address on file
with the City; home address. Thereafter, the City shall provide the Union with the same categories of
contact information for existing employees, every one hundred and twenty (120) calendar days. The
City shall transmit the items of information to the Union in any of the following media: email, Word
document, Excel spreadsheet, searchable PDF.
Third Party Requests for Employee Personnel Information
The City recognizes its legal obligation to protect the privacy rights of employees. No personnel
information will be provided to third parties except as required by and in accordance with state law.
Upon the Union's written request to the City Human Resources Manager, the City will provide the
Union with a copy of the City's response to a Public Record Act Request for Union personnel
information along with any records provided in response to the request, to the extent required by
state law.
H. Union Access
The City shall provide employee Union officials and Non -employee Union representatives access
to the employer's facilities and email system for the purpose of conducting Union business
consistent with City policy and state law. Where employee Union officials or non -employee Union
representatives wish to use City facilities for Union business or meetings, they will request said
access from the relevant department no less than three (3) business days in advance of the
desired access.
Use of Bulletin Boards
The Union may use portions of City bulletin boards under the following conditions:
1. All material must be dated and identify the publishing organization.
2. If an employee organization desires to install a bulletin board, the City reserves the right to
determine where such bulletin board shall be placed.
3. If the Union does not abide by these conditions, it will forfeit its rights to have materials posted
on City bulletin boards.
Stewards and Desianated Representative Release Time
The Union agrees to notify the City of the identity of its Stewards. One Steward will be designated
in each department or separate physical work location. An employee and Union Steward may
take official City time without loss of compensation as set forth in this section.
For the purposes of this section, "designated representative" means an officer of the Union, a
Steward, or a member serving in proxy of the Union.
1. Release Time.
a. The City shall allow a reasonable number of designated employee representatives of the
Union reasonable time off without loss of compensation or other benefits when they are
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North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
participating in Union activities during the designated employee representative's normal
work hours. Union activities are defined as:
(i) Investigating potential or existing grievances, or processing grievances.
(ii) Formally meeting and conferring with representatives of the employer on matters
within the scope of representation.
(iii) Testifying or appearing as the designated representative of the Union in conferences,
hearings, or other proceedings before the Public Employment Relations Board or other
labor board, or an agent thereof, in matters relating to a charge filed by the Union
against the City or by the City against the Union.
(iv) Testifying or appearing as the designated employee representative of the Union in
matters before the governing body of the employer, a personnel, civil service or merit
commission, board of adjustment or arbitrator.
(v) Serving as a Union employee representative at a new employee orientation.
b. The Union shall provide reasonable notification, of no less than five (5) business days, to
the employer when requesting time off without loss of compensation or other benefits
pursuant to paragraph (1)(a) above. The designated employee representative is required
to obtain permission from the representative's immediate supervisor or other authorized
management representative to be absent from the representative's work hours/shift to
perform an activity covered by this section. The supervisor or authorized management
official will not unreasonably or arbitrarily deny any release time request.
K. City Rights
It is understood and agreed that the City retains all of its powers and authority to direct, manage,
and control operations to the full extent of the law. The exercise of the foregoing powers, rights,
authority, duties, and responsibilities of the City; the adoption of policies, rules, regulations, and
practices in furtherance thereof; and the use of judgment and discretion in connection therewith,
will be limited only by the terms of this Memorandum of Understanding, to the extent such specific
and express terms are in conformance with law.
IV. COMPENSATION
A. Salary
1. Effective the first full pay period of July 2026, the salaries of all classifications covered by this
Memorandum of Understanding shall be increased by three percent (3%).
2. Effective the first full pay period of July 2027, the salaries of all classifications covered by this
Memorandum of Understanding shall be increased by three percent (3%).
B. Fiscal Year 25/26 Retroactive Cost of Living Adjustment (COLA)
By the second pay period in October 2026, each eligible employee covered by this
Memorandum of Understanding shall receive a one-time lump sum payment reflecting a
North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
retroactive three percent (3%) COLA for the first full pay period of July 2025 through the last full
pay period in June 2026.
C. Merit Salary Increases
A performance evaluation must accompany any and all merit salary increases. Merit salary
increases provide for advancement through the steps of a salary range, based on satisfactory job
performance, on an annual basis, or as required for probationary employees. Such increases
shall not be automatic, but shall depend upon increased service value of an employee to the City
as exemplified by recommendations of his supervising official, length of service, performance
record, special training undertaken, or other pertinent evidence, within the advancement policy
established by the pay plan. Employees hired or placed at the "A" step following transfer,
promotion, demotion, reclassification or for any other reason shall be eligible for a merit salary
increase on qualifying for permanent status or after six months of satisfactory service, whichever
comes first. Employees hired or placed above the "A" step shall not be eligible for a merit salary
increase until one year from such initial action whether by hire, transfer, promotion, demotion,
reclassification or other reason.
D. Benefit Cost Adiustments
For the term of this contract:
• The City will be responsible for any increase to the PERS employer contribution rate for the
PERS plan.
• The City will provide Division 0002 dental coverage, including an annual maximum per patient
benefit of $2,500, and orthodontia coverage with a $2,500 per patient lifetime. The City will be
responsible for any increase in monthly contribution to provide the current dental plan.
• The City will be responsible for any increase to the monthly Employee Assistance Program
cost.
• The City will be responsible for any increase in the life insurance monthly cost.
• The City will be responsible for any increase in the current long-term disability plan.
• The City will be responsible for any increase in the current vision plan.
E. Health and Welfare Benefits
1. Medical Insurance
The City's maximum monthly contribution for each eligible employee for the purchase of
medical insurance will be equal to the minimum monthly employer contribution required under
the Public Employees Medical and Hospital Care Act (PEMHCA). The City's contribution will
come out of the amount the City currently contributes to employees as part of the Cafeteria
Plan Allowance, provided below. The cost of the City's participation in CalPERS will not
require the City to expend additional funds toward health insurance beyond what is already
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North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
provided through the Cafeteria Plan Allowance. Any cost increase to the minimum monthly
employer contribution required under PEMCHA will be borne by employees.
2. Cafeteria Plan Allowance
Employees electing medical coverage in the City's plans will receive a health flex allowance and
shall purchase such coverage through the City's Cafeteria Plan.
Effective January 1, 2026, the monthly Cafeteria Plan Allowance is based on selected level
of coverage as follows:
Employee Only Coverage: $1,151.05
Employee Plus One Coverage: $2,302.10
Employee Plus Family Coverage: $2,992.72
Effective January 1, 2027, the monthly Cafeteria Plan Allowance will be set at the Kaiser
Permanente Region 1 rates for 2027 at the employee's selected level of coverage unless the
2027 rates are eight percent (8%) higher than the City's 2026 contribution. If the year -over -
year rate increase exceeds 8% of the City's 2026 contribution, the City's Cafeteria Plan
Allowance shall be eight percent (8%) higher than the City's 2026 contribution. Employees
who select a plan with rates higher than the City's Allowance will be required to make up the
difference through salary redirection.
Effective January 1, 2028, the monthly Cafeteria Plan Allowance will be set at the Kaiser
Permanente Region 1 rates for 2028 at the employee's selected level of coverage unless the
2028 rates are eight percent (8%) higher than the City's 2027 contribution. If the year -over -
year rate increase exceeds 8% of the City's 2027 contribution, the City's Cafeteria Plan
Allowance shall be eight percent (8%) higher than the 2027 contribution. Employees who
select a plan with rates higher than the City's Allowance will be required to make up the
difference through salary redirection.
Employees who elect a medical insurance plan with a lower monthly premium than the amount of
the City's medical contribution may apply their unused contribution amount toward other benefit
options that are available under the Cafeteria Plan, such as flexible spending accounts for out-of-
pocket medical expenses and dependent care, accident insurance, cancer insurance, heart and
stroke insurance, long term care insurance and life insurance benefits.
Employees who do not spend all their Cafeteria Plan Allowance on Cafeteria Plan benefits will not
receive any cash benefit.
3. Conditional Opt -Out
Employees who at initial enrollment or during the annual open enrollment period complete an
affidavit and provide proof of other minimum essential coverage for themselves under an
exchange/marketplace or an individual plan, will be allowed to waive medical coverage for
themselves and their qualified dependents (tax family). The monthly conditional opt -out
incentive is $750.
The conditional opt -out incentive shall be paid in cash (taxable income) to the employee. The
employee must notify the City within thirty (30) calendar days of the loss of other minimum
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North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
essential coverage. The conditional opt -out payment shall no longer be payable if the employee
and family members cease to be enrolled in other minimum essential coverage.
4. Additional Cafeteria Plan Contribution
Effective January 1, 2026, employees covered by this Memorandum of Understanding will
receive an additional cafeteria plan contribution of $125.00 per month, which may be used for
non -medical insurance benefit options available under the cafeteria plan, such as a flexible
spending account to be used for out-of-pocket medical expenses or dependent care, accident
insurance, cancer insurance, heart and stroke insurance, long term care insurance and life
insurance benefits.
Miscellaneous Retirement Benefit Formulas/Benefits
1. Employees Hired prior to March 7, 2011:
For Classic Miscellaneous Members hired prior to March 7, 2011, the City contracts the
following PERS options: 2.5% at age 55, highest 36-month salary, military service buy back
option, 1959 survivor benefit (Level 3, One-half continuance), Credit for unused sick leave
(Credit for Peace Corps, AmeriCorps VISTA, AmeriCorps Service). Employee contribution
8%.
2. Employees Hired after March 6, 2011:
For Classic Miscellaneous Members hired after March 6, 2011, the City contracts the following
PERS options: 2% at age 60, highest 36-month salary, military service buy back option, 1959
survivor benefit (Level 3, One-half continuance), Credit for unused sick leave (Credit for Peace
Corps, AmeriCorps VISTA, AmeriCorps Service). Employee contribution 7%.
3. Employees Hired after December 31, 2012:
For New Miscellaneous Members hired after December 31, 2012 (Classic Miscellaneous
Members hired after December 31, 2012, are under the Classic Miscellaneous Members hired
after March 6, 2011 plan.), the City contracts the following PERS options: 2% at age 62,
highest 36-month salary, military service buy back option, 1959 survivor benefit (Level 3, One-
half continuance), Credit for unused sick leave (Credit for Peace Corps, AmeriCorps VISTA,
AmeriCorps Service). Employee contribution 7.75%.
G. Tuition Reimbursement
The City will continue the tuition reimbursement program as specified in Personnel Rules and
Regulations, Section 18.3.A, with a maximum reimbursement of $3,000 per year.
Employees will be able to use tuition reimbursement money to attend relevant work -related
training that is approved by management. Reimbursement will include tuition and class
participation materials only.
Employees may utilize tuition reimbursement for examination fees and related review course fees
if pursuing job related certification programs.
North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
H. Deferred Compensation
The City will continue to contribute $20 per pay period to each full-time employee's Deferred
Compensation account. The contribution for permanent part-time employees will be prorated
accordingly.
I. Retiree Award Program
The City will continue the existing Retiree Award Program continuing the following criteria and
features:
• Minimum retirement age of 50 and retired from the City of Campbell with at least 17 years of
service with the City of Campbell.
• Bills must be submitted to the City in January and July of each year for reimbursement for the
prior six months' costs.
• Award will not exceed cost for medical coverage for the retiree only (not dependents) on a
reimbursement basis as follows:
o The maximum reimbursement is $300 per month. All other provisions of the Retiree Award
Program will remain unchanged.
o Employees hired on or after July 1, 2019, will not be eligible for the Retiree Award
Program.
J. Benchmarks
Comparable salary and benefit data is gathered from Campbell's survey agencies to determine
how Campbell benchmark classifications compare with comparable positions in our survey
agencies.
Rpnrhmarkc
Maintenance Worker II
Lighting and Traffic Signal Technician
Mechanic II
Any special compensation adjustment for a benchmark classification will also be provided to
classifications related to the benchmark as set forth below:
Maintenance Worker II
Maintenance Worker
Park Maintenance Lead Worker
Street Maintenance Lead Worker
Arborist
Lighting and Traffic Signal Technician
Lighting and Traffic Signal Assistant
Lighting and Traffic Signal Supervisor
N,nrrhanirr, II
Mechanic I
Lead Mechanic
Equipment Maintenance Supervisor
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North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
The compensation components to be used for the Total Compensation analysis shall be as
follows: Salary Min, Salary Max, Dental, Life, Vision, Medical, Uniform, LTD, and Medicare.
Voluntary Employees Beneficiary Association Plan (VEBA)
The City will contribute $100.00 per month to each employee's VEBA account.
Uniform Allowance
The City will provide a uniform allowance of $1,000 per year to the following classifications:
Park Maintenance Lead Worker
Maintenance Worker I
Lighting/Traffic Signal Assistant
Lighting/Traffic Signal Supervisor
Mechanic I
Lead Mechanic
Street Maintenance Lead Worker
Maintenance Worker II
Lighting/Traffic Signal Technician
Equipment Maintenance Supervisor
Mechanic II
Uniform Allowance payments will be made once each fiscal year in July.
Bilingual Pay
Represented employees who are certified to have a working level of competence in languages
other than English, and are required to regularly converse with members of the Campbell
community in a language other than English, will receive an additional $75.00 per pay period as
Bilingual Pay.
In order to be eligible for Bilingual Pay, the Department Head must certify that the employee
regularly has a need to use their bilingual skills in communicating with members of the community.
Additionally, the employee must pass a certification test completed by a trained professional.
N. Vacation Leave
1. Purpose of Annual Vacation Leave: The purpose of annual vacation leave is to enable each
eligible employee to return to their work mentally refreshed. All employees shall be entitled to
annual vacation leave with pay except the following:
a. Employees who work on a provisional basis, temporary basis, and all employees who
work less than 1040 hours a year.
2. Vacation Accrual Rates: All employees in miscellaneous, safety and permanent part-time
positions shall earn vacation credits as follows:
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North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
a. Miscellaneous and Safety Employees with a 40-Hour Workweek:
Years of Service (uninterrupted) Hours Accrued
Per Pay Period
Start of year 1 through completion of year 4: 3.38 (11 days)
Start of year 5 through completion of year 10: 4.92 (16 days)
Start of year 11 through completion of year 15: 5.85 (19 days)
Start of year 16 and thereafter: 6.46 (21 days)
When establishing increased accrual dates, time in the military service shall not be
interpreted as an interruption of service with the City.
b. Permanent Part-time Employees: Eligible employees in permanent part-time positions
which are budgeted on a one-half time basis or greater shall be credited vacation on a
prorated basis.
3. Use of Vacation: In order to be eligible for full annual vacation, each employee shall be
required to serve the equivalent of one year of continuous service with the City. After six
months of continuous service, however, each employee shall be permitted to take vacation
leave not to exceed one-half of the year's allocation.
a. Use of Vacation in Lieu of Sick Leave: Accrued vacation leave may be used in lieu of sick
leave, when the accrued sick leave of an employee is not enough to provide leave with
pay during an illness. Such use of vacation time as sick leave shall be computed on the
basis of one sick day leave equaling one working day of vacation.
4. Vacation Scheduling, Retention of Unused Vacation, and Payout of Vacation Hours: The
times during a calendar year at which an employee may take vacation shall be determined by
the department head with due regard for the wishes of the employee, and particular regard
for the needs of the service. Employees will be permitted to schedule accrued vacation time
no more than six (6) months in advance. All scheduling conflicts with employees will be settled
by a coin toss.
If the requirements of the service are such that an employee cannot take part or all of this
annual vacation in a particular calendar year, such vacation either shall be taken during the
following calendar year, or paid for at the discretion of the appointing power, subject to the
approval of additional funds by the City Manager. In those years where it is impractical for
classified non -management personnel to schedule a vacation, the vacation as of December
31 st each year may be retained as follows:
Accrual Rate Per Pay Period for
Employees on a 40-hour Workweek
North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
Number of Hours Retainable
3.38 hours 192
4.92 hours 232
5.85 hours 272
6.46 hours 304
Vacation hours which exceed the number of hours retainable on the last day of the pay period
that contains December 31 each year will be paid out during the following February.
In the case of employees who work a 40-hour week, when one or more holidays fall within an
annual vacation leave, such holidays shall not be charged as vacation leave and the vacation
leave shall be extended accordingly.
5. Vacation Pay on Separation:
Employees who terminate employment shall be paid in a lump sum for all accrued vacation
leave earned prior to the effective date of termination; however, employees retiring from the
City under the PERS Retirement Plan shall have the option to use the maximum amount of
the employee vacation accrual allowance prior to established retirement date, providing this
is not in excess of sixty (60) working days; or, to take a lump sum payoff. Payroll checks
issued to employees using accrued vacation prior to retirement would be subject to normal
deductions.
a. Vacation Pay on Separation - Probationary Period: When an employee separates from
service with the City during the first six months of his probationary period of employment,
the employee shall receive vacation pay for the hours of vacation accrued to the time of
separation.
O. Holidays
The holidays to be observed by the City are as follows:
• New Year's Day
• Martin Luther King, Jr. Day
• Washington's Birthday
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day
• Day after Thanksgiving Day
• Christmas Eve Day
• Christmas Day
• Floating Holidays — See Below
• Every day proclaimed by the Campbell City Council as a holiday
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North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
The City will meet and confer, if necessary, regarding a holiday closure at a mutually agreeable
time prior to the holiday closures during the term of this Memorandum of Understanding to discuss
scheduling and time off for employees.
Holidays falling on Saturday will be observed on Friday and holidays falling on Sunday will be
observed on Monday.
Permanent, probationary, and permanent part-time employees in the classified non -management
service shall not be required to be on duty on holidays unless the employee's services are needed
and required in the interest of the public health, safety, or general welfare. In the case of the latter
event, any such employee shall be entitled to overtime or compensatory time off as provided for
in this Memorandum of Understanding.
Floating Holiday Usage Rules and Exceptions
Floating Holidays - The calendar year entitlement is five (5) days (40 hours). New employees
receive the appropriate prorated portion of this entitlement upon hire. Floating holidays must be
used during the year in which they are granted and may be utilized in conjunction with annual
vacation leave. Unused floating holiday time may not be carried over to the next calendar year.
For these purposes, the beginning of the calendar year means the first day of the first pay period
that begins in January and the last day of the calendar year means the last day of the pay period
that contains December 31 St. All Floating Holiday leave time must be scheduled with the
employee's supervisor at least 24 hours in advance and cannot be disruptive of departmental
operations.
Floating Holiday time shall have no monetary value upon termination of employment unless a
terminating employee has taken more than the proportionate share to which the employee is
entitled prior to the termination date. The formula for determining the proportionate amount of
Floating Holidays remaining in a calendar year shall be one Floating Holiday for each three
months remaining in the calendar year. The value of a Floating Holiday shall be the same as one
day of vacation, and if used but not earned, it will be adjusted for on the employee's closing check.
P. Overtime
Overtime shall be defined as that time authorized and actually worked by an employee in excess
of normal weekly hours as prescribed in 16.19 of Personnel Rules and Regulations. Except in
emergency situations as authorized by the City Council, management employees are not eligible
for overtime benefits. Classified non -management employees shall be compensated for overtime
according to the following rules and regulations.
At the discretion of the department head, overtime will be compensated by time and one-half pay
or time and one-half compensatory time under the following conditions:
1. Overtime work is ordered or authorized by the eligible employee's department head.
2. Eligible classified non -management employees who are called back to work by their
immediate supervisor shall be granted the following minimum paid overtime or compensatory
time.
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North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
The City agrees to use Section VIII, the Labor Management Cooperation Committee, not
withstanding to the grievance procedure, to address the concerns regarding the use of temporary
personnel for overtime purposes and other issues that may arise during the time period of this
Memorandum of Understanding.
Public Works non -management maintenance personnel: 3 hours paid @ time and one-half OR
4-1/2 hours compensatory time. In addition, if the non -management Public Works maintenance
employee is contacted by their supervisor after the completion of the employee's shift prior to the
beginning of their next normal work day, the call back provision will apply.
Other miscellaneous non -management personnel: 3 hours paid @ time and one-half OR 4-1/2
hours compensatory time.
3. Eligible non -management employees who are required to attend scheduled training sessions,
staff meetings, or seminars which require time beyond the normal day or week, as defined in
this Memorandum of Understanding, shall be compensated with time off or pay in accordance
with this Memorandum of Understanding.
4. Overtime pay shall not begin until the eligible employee has worked the hours required for
their basic workweek, as set forth in 16.19 of the Personnel Rules and Regulations. All
authorized paid leave time taken shall be credited as part of the basic workweek except that
hours not worked, at the employee's option, where those hours are charged to compensatory
time off, during the employee's 40-hour workweek and extra hours worked during that same
period, totaling 40 hours, will be considered to be flexible scheduling within that workweek,
and no compensatory time will be granted.
5. In addition to the requirements of Section IV.P., overtime for employees will be paid in
accordance with all applicable requirements of the Federal law, known as the Fair Labor
Standards Act ("FLSA").
Q. Compensatory Time
At the discretion of the department head, compensatory time shall be granted. Such
compensatory time is to be on a time and one-half basis except as provided for in Section 17.0 of
the Personnel Rules and Regulations, and will be governed by the following provisions.
1. Compensatory time earned by an employee who is required to work in excess of the normal
workweek shall be recorded in actual hours worked on the employee's timecard and submitted
to the Finance Department.
2. The maximum accumulation of compensatory time is as follows:
a. For employees represented by the Union, compensatory time shall not be allowed to
accumulate in excess of 100 hours.
b. Employees represented by the Union shall not be allowed to accumulate in excess of
hours as stated above. Any compensation time earned exceeding maximum accrual hours
will be paid in cash at the rate of time and one-half. An employee may exercise their option
two times each calendar year to convert any or all accumulated compensatory time to
cash.
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North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
3. Use of compensatory time must be scheduled at least 24 hours in advance with the
employee's supervisor and recorded on the employee's timecard for submission to the
Finance Department.
4. If possible, arrangements will be made to allow employees to use accrued compensatory time
prior to termination. Otherwise, accrued compensatory time shall be paid off upon termination
in accordance with section 553.21 of the FLSA.
R. Working Out -of -Class Pay
Public Works Maintenance Division Non -management Personnel: Employees required to serve
in an acting capacity in the higher classification of Lead Worker and Lighting & Traffic Signal
Technician shall receive an additional twenty-five dollars ($25) per day. Acting pay for the Lead
Worker and Lighting & Traffic Signal Technician class will be provided for assignments of four (4)
or more hours. Written authorization to work in a higher classification will be required. Such written
authorization shall be provided to the employee upon commencement of the assignment.
Employees required to serve in an acting capacity in the higher classifications of Park
Maintenance Supervisor, Street and Fleet Maintenance Supervisor, Equipment Maintenance
Supervisor, and Lighting and Traffic Signal Supervisor shall receive an additional $30 per day for
assignments of four (4) hours or more and for Public Works Superintendent working eight (8)
hours or more shall receive thirty-five dollars ($35) per day.
S. Standby Pay
Public Works Non -management Maintenance, Mechanic and Traffic/Lighting Personnel: Standby
assignments outside the regular work schedule shall first be made on a rotating voluntary basis.
In the absence of volunteers, the Public Works Superintendent will designate standby
assignments. During the normal work week, if the need for standby is known, standby
assignments will be made for the period of time from the end of the employee's normal work day
until the employee's normal start time the following day. If the need for standby assignments is
known by the end of the work day on a Friday, such standby assignments will be made for the
following time periods:
End of work day Friday to 8:00 a.m. Saturday
8:01 a.m. Saturday to 8:00 a.m. Sunday
8:01 a.m. Sunday to beginning of work day Monday
If the need for standby is expected for part of the weekend, but not the entire weekend, only that
portion needed will be assigned in advance. If an upcoming assigned standby shift is no longer
needed, the employee assigned to that shift will be notified no less than eight (8) hours in advance.
In order to be eligible for standby assignments, employees must reside, or secure accommodation
for the duration of the assignment, at a location that is no more than thirty (30) minutes travel time
from the City's Service Center.
Standby pay shall be compensated at the rate of six (6) hours of straight time for every twenty-
four (24) hours of Standby assignment. Call out of employees on standby assignments shall be
compensated at the regular overtime rate for hours worked in addition to the standby pay. The
City may provide a vehicle to employees on standby assignment. A temporary employee shall not
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North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
perform any call back, standby, or overtime work unless such work has been offered and refused
by all probationary or permanent employees who may be available at the time such work is
offered. A probationary or permanent employee shall be considered unavailable if:
1. The employee is on leave of absence, or
2. The employee fails to answer the phone when contacted by the supervisor.
T. Meal Allowance
Public Works maintenance, non -management employees covered under this Memorandum of
Understanding will receive a meal allowance of $9.00 when required by a supervisor to work a
three (3) hour or longer extension of the normal shift. Employees working such a shift extension
shall schedule their meal breaks in a manner that is least disruptive to the work being performed
during the shift extension, and meal breaks will not exceed fifteen minutes. Payment will be made
through the City payroll system, following the appropriate entry on the employee's timecard.
U. Employee Certifications
Any employee who has obtained a Qualified Applicator Certification shall receive an additional
twenty-five dollars ($25) per pay period.
Any employee who has become a Certified Arborist shall be paid an additional fifty dollars ($50)
per pay period.
V. Survey Agencies
Comparable salary and benefit data is gathered from Campbell's survey agencies to determine
how Campbell benchmark classifications compare with comparable positions in our survey
agencies.
Survey Agencies
Cupertino
Gilroy
Los Altos
Los Gatos
Milpitas
Morgan Hill
Mountain View
Palo Alto
Santa Clara
Saratoga
Sunnyvale
W. Sick Leave
Employees accrue 3.69 hours of sick leave per pay period. Accumulation is unlimited.
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North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 - June 30, 2028
V. OTHER PROVISIONS
A. Tools
The City and the Union have agreed on the list below of required tools to be provided by each
mechanic employed by the City. The City will replace or repair required, mechanic -provided hand
tools and any additional hand tools provided by the mechanic which are stolen and/or damaged
as a result of negligence caused by someone other than the mechanic (tool owner), provided the
individual mechanic has supplied his or her immediate supervisor with a complete inventory of all
additional tools and the supervisor has approved, in advance and in writing, the use of such tools.
In the event of theft or damage, the mechanic will provide their supervisor with a written, detailed
account of the incident.
MINIMUM REQUIRED TOOL LIST
1/4 SOCKET SETS
(6mm, 7mm, 8mm, 9mm,10mm,11 mm,12mm,13mm) shallow and deep 6 point
(1/4, 5/16, 3/8, 7/16,1 /2) shallow and deep 6 point
1/4 WOBBLE SOCKETS, shallow
(6mm,7mm,8mm,9mm,10mm,11 mm,12mm,13mm) 6 point
(1/4, 5/16, 3/8, 7/16,1/2) 6 point
1/4 DRIVE EXTENSION SET (1 '/4, 2, 4, 6")
1/4 DRIVE RATCHET (1 regular, and 1 flexible)
3/8 DRIVE SOCKET SETS
(10mm,11 mm,12mm,13mm,14mm,15mm,16mm,17mm,18mm,19mm) shallow and deep, 6 point
(5/16,3/8,7/16,1 /2,9/16,5/8,11 /16,3/4) shallow and deep, 6 point
3/8 EXTENSION SET (1 1 /2, 2, 4, 6, 3,11 ")
3/8 WOBBLE SOCKETS shallow
(10mm,11 mm,12mm,13mm,14mm,15mm,16mm,17mm,18mm,19mm) 6point
(5/16, 3/8, 7/16,1/2,9/16,5/8,11/16,3/4) 6 point
3/8 ALLEN WRENCH SOCKETS
(4mm,5mm,5.5mm, 6mm, 8mm,10mm)
(3/16",7/32",1/4", 5/1611,3/8")
3/8 DRIVE RATCHET (straight and flexible)
1 /2 DRIVE SOCKET SET
(10mm,11 mm,12mm,13mm,14mm,15mm,16mm,17mm,18mm,19mm,20mm,21 mm,22mm,23m
m,24mm) shallow and deep, 6 point
(5/16,3/8,7/16,1 /2,9/16,5/8,11 /16,3/4,13/16,7/8,15/16,1 ") shallow and deep, 6 point
1 /2 DRIVE EXTENSION SET ( 2. 3 '/2, 5, 11 ")
1/2 DRIVE RATCHET (straight and Flexible)
1 /2 BREAKER BAR 24"
SPARK PLUG SOCKETS
5/8 STANDARD SOCKET
5/8 WOBBLE SOCKET
5/8 DEEP
13/16 STANDARD
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North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
13/16 DEEP
13/16 WOBBLE
ALLEN WRENCH SOCKETS
(4mm,5mm,5.5mm, 6mm, 8mm,10mm)
(3/16", 7/32", 1 /4", 5/16", and 3/811)
TORX SOCKETS SET
(T-15,T-20,T-25,T-27,T-30,T-35,T-40,T-45,T-47,T-50,T-55)
WRENCH SETS
COMBINATION WRENCHES, STUBBY
(1/4,5/16,3/8,7/16,1/2,9/16,5/8,11/16,3/4,13/1 6,7/8,15/16,1")
(8mm,9mm,10mm,11 mm, 12mm,13mm,14mm,15mm,16mm,17mm,18mm,19mm, 20mm,21 mm)
COMBINATION WRENCHES, REGULAR
(1/4,5/16,3/8,7/16,1/2,9/16,5/8,11/16,3/4,13/16,7/8,15/16,1")
(8mm,9mm,10mm,11 mm, 12mm,13mm,14mm,15mm,16mm,17mm,18mm,19mm, 20mm,21 mm)
COMBINATION WRENCHES, LONG
(1/4,5/16,3/8,7/16,1/2,9/16,5/8,11/16,3/4,13/16,7/8,15/16,1 ")
(8mm,9mm,10mm,11 mm, 12mm,13mm,14mm,15mm,16mm,17mm,18mm,19mm, 20mm,21 mm)
ALLEN WRENCH
(2mm,2.5mm,3mm 4mm,5mm, 6mm 8mm,10mm)
(1/8, 5/32,3/16,7/32,1/4,5/16,3/8)
PLIERS
REG PLIERS
NEEDLE NOSE PLIERS (short and long)
VICE GRIP PLIERS (small, medium and large)
NEEDLE NOSE VICE PLIERS
CHANNEL LOCK (small, medium and large)
WIRE CUTTER
WIRE STRIPPER
BUTT CONNECTOR PLIERS
SNAP RING PLIERS INNER AND OUTER (small, medium and large)
SCREW DRIVERS
PHILLIPS #1, # 2 and # 3 (stubby, medium and large)
STRAIGHT BLADE 1/8,1/4, and 5/8" (stubby medium and large)
I?i%va:Te\_7
Straight (small, medium and large)
Curved (small, medium and large)
PUNCH AND CHISEL SET
round punches short handle (small, medium and large)
round punches long handle (small, medium and large)
Chisels short handle (small, medium and large)
Chisels long handle (small, medium and large)
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North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
HAMMFR�
Ball peen, (small, medium and large)
Dead Blow (small, medium and large)
Rubber mallet
FEELER GAUGE SET
Roll around tool cabinet capable of holding all required tools
The City shall provide and maintain all power tools including but not limited to any and all tools
powered by electricity, pneumatic or tools requiring compressed gas or air for operation. All taps
and dies, presses, slide hammers, meters and or gages, and any battery -operated tools, as well
as any oversized and specialty tools as may be needed for the worker to perform their required
duties.
B. Probationary Period
Objective of Probationary Period: The probationary period shall be considered a part of the
testing process for appointments to permanent full and part-time positions, and shall be
utilized for closely observing the employee's work and for securing the most effective
adjustment of a new employee in the new position. If a probationary employee is off work, for
any reason, for more than 4 consecutive weeks, the employee's probationary period will be
extended accordingly.
2. Probationary Period--Non-management Positions: All original appointments shall be tentative
and subject to a probationary period. The following non -management classifications shall
serve probationary period as outlined below:
a. Employees represented by the Union shall serve a probationary period of not less than
twelve months of service.
All promotional appointments shall be tentative, and subject to a probationary period of not less
than six months of service.
The appointing power may, after conferring with the Union, establish a longer probationary period
for original and promotional appointments for specific classes. The Personnel Officer and the
probationer shall be notified two weeks prior to the termination of any probationary period as to
whether or not the services of the probationary employee have been satisfactory. If satisfactory,
the employee shall receive a permanent appointment and if unsatisfactory, the employee shall be
rejected unless an extension of the probationary period (B.3) is requested by management.
3. Extension of Probationary Period: The Personnel Officer may grant an extension of the
probationary period if the probationary employee has been absent from his/her job for a
consecutive period of four weeks or more. If extended, the probationary period will be
extended an amount of time equal to the length of absence.
4. Rejection of Probationer: During the probationary period of an original appointment, an
employee may be rejected at any time by the appointing power without cause and without the
right of appeal or to file a grievance. Notification of rejection in writing shall be served on the
probationer and a copy filed with the Personnel Officer.
In
North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
5. Reiection Following Promotion: Any employee rejected during the probationary period
following a promotional appointment, or at the conclusion of the probationary period, by
reason of failure of the appointing power to file a statement that the employee's services have
been satisfactory, shall be reinstated to the position from which the employee was promoted
unless charges are filed and the employee is discharged in the manner provided in the
Personnel Rules and Regulations and these rules.
C. Reduction in Force
1. Purpose: To establish layoff procedures to be implemented when the City determines that a
reduction in force is to be accomplished in City departments, because of a change in duties
or organization, abolition of position(s), shortage of work or funds, or the completion of work.
2. Order of Layoff: When one or more employees in the same classification in a City department
are to be laid off, the order of layoff shall be as follows:
a. Temporary employees in inverse order of seniority.
b. Provisional employees in inverse order of seniority.
c. Probationary employees in inverse order of seniority.
d. Permanent employees in inverse order of seniority.
Should two or more employees in the same classification, with the same status have equal
seniority, the order of layoff shall be determined by superiority in performance as documented
on the employee's performance evaluation(s). If there are no performance evaluations, or
such evaluations are essentially equal, the order of layoff shall be in inverse order of ranking
on the employment list, as defined by the Personnel Rules and Regulations.
3. Seniority Defined: Length of paid employment with the City of Campbell in a regular
classification(s) in position(s) with permanent status. Seniority shall be retained but not
accrued during any period of leave without pay. Time served as a probationary employee in
a regular classification(s) in permanent position(s) shall be included in determining seniority.
Time spent serving in an acting capacity in a higher classification, following a formal
appointment approved by the City Manager's Office, shall be counted when determining
seniority should the employee later be permanently appointed to that higher classification. To
count as time "in class," the acting appointment must have been on a full-time, continual basis
for a minimum of three (3) months, and must have had a salary differential paid for the term
of the assignment.
4. Notification: Employees to be laid off shall be given written notification of such action
(including a copy of the Personnel Rules and Regulations). Whenever possible, such
notification shall be given a minimum of twenty (20) business days prior to the effective date
of the layoff. Upon request, an employee so notified shall have the opportunity to meet with
City representatives to discuss the circumstances requiring the layoff.
5. Reassignment in Lieu of Layoff: Within five (5) business days of notification of layoff,
employees who wish to be reassigned in lieu of layoff will notify the City of their intention to
exercise one of the following options:
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North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
a. Vacancies: An employee shall be allowed to transfer to a vacant position either in the
same classification, or in a lateral or lower classification in which the employee has held
permanent status in the same or a different department. The requirement that the
employee(s) have held permanent status in that classification may be waived if the
appointing power certifies that the employee has the necessary education, experience
and training for that position.
b. Displacement: An employee shall be allowed to return to (a) a lateral or lower classification
in the employee's current department providing the employee previously held permanent
status in that classification, or (b) a lateral or lower classification in another department in
which the employee previously held permanent status, providing that the employee served
no less than six (6) months in that department. In both (a) and (b), the employee must
have more seniority (in that and higher class ification(s)) than the least senior employee in
that classification in the department in question.
The employee shall only have the right to displace if there are no vacancies that the employee
is qualified to fill at the same or a higher level than the highest level which that employee is
qualified to fill through displacement. Such reassignments are only permissible if the
employee is fully qualified, trained and capable of performing all work in the new
position/classification as determined by the appointing power. If the appointing power
determines that the employee is not fully qualified, trained and capable of performing all the
work in the new position/classification, the reasons for such a determination shall be provided
in writing to the employee, who shall be given the opportunity to respond to these reasons.
6. Exceptions: Notwithstanding the foregoing, if the appointing power determines that the public
interest will not be served by application of the preceding criteria, the appointing power may
lay off out of seniority order on the basis of a clearly demonstrable superiority in performance
and/or qualifications. In such a case, the appointing power shall notify the employee to be laid
off, in writing, specifying the basis for such a determination.
7. Reemployment: The names of employees laid off in accordance with provisions of this section
shall be placed on a reemployment list if their services have been satisfactory. Names shall
be placed on a classifications reemployment list in order of seniority. In the event that a person
on layoff declines reemployment to a vacant position or cannot be contacted through
telephone and certified mail within fifteen (15) business days, such persons' names shall be
removed from the reemployment list. A reemployment list will remain in effect for two (2) years
unless specifically extended, or sooner exhausted. Upon reinstatement, an employee will be
eligible for all benefits acquired by the employee prior to the layoff, including prior sick leave
accruals (providing the employee did not receive cash payment in lieu of the same), vacation
accrual rate and seniority. Upon reemployment from the reemployment list to the same job
class from which the employee was laid off, the employee will be reinstated at the same salary
step held prior to the layoff. An employee shall not receive credit for time spent on layoff in
computing time for any benefit entitlement.
8. Appeals: Interpretations of the provisions of this section may be appealed through the
grievance procedure in Section 20.0 of the Personnel Rules and Regulations. Such
grievances must be filed within five (5) business days of notification of the proposed action.
For the purpose of appealing interpretations of this section, the steps in the grievance
procedure prior to the meeting with the City Manager shall be deleted. The filing of a grievance
shall not prevent the City from implementing the layoff pending final resolution of the
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North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
grievance. The reasons or necessity for the layoff shall not be subject to the grievance
procedure or appeal.
9. Assistance to Laid -off Employees:
a. During the notification period, the City will provide a reasonable amount of paid time off --as
approved by the Department Head so as not to be disruptive to departmental operations —
for the employee to seek other employment.
b. The City's Human Resources Division will provide in-house assistance in the areas of
resume preparation and typing, benefit counseling, and public sector job vacancy
information.
D. Grievance Procedures
1. Purpose of Rules:
a. To promote improved employer -employee relations by establishing grievance procedures
on matters for which appeal or hearing is not provided by other regulations.
b. To afford employees individually or through recognized employee organizations a
systematic means of obtaining further consideration of problems after every reasonable
effort has failed to resolve them through discussions.
c. To provide that grievances shall be settled as near as possible to the point of origin.
d. To provide that appeals shall be conducted as informally as possible.
2. Definition, Scope and Right to File: A grievance is defined as any dispute involving the
interpretation, application or alleged violation of:
a. A current Memorandum of Understanding between the City and a recognized employee
organization.
b. The City's Personnel Rules and Regulations where the provision in dispute is within the
scope of representation excluding, however, any provision that specifically provides that
the decision of the City Manager or other City Official shall be final. ("excluding" language
not applicable to this bargaining unit).
c. Administrative policies and procedures of the City regarding personnel matters where the
procedure or policy in dispute concerns a matter within the scope of representation.
d. Disciplinary procedures excluding discharge.
Where any of the aforementioned provisions or policies prescribes a separate appeal
procedure, they shall be excluded from the procedure contained herein.
North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
3. Grievance Steps
Step 1: An employee who has a grievance shall bring it to the attention of their immediate
supervisor within five (5) business days of the occurrence of the act which is the basis for the
dispute. If the employee and the immediate supervisor are unable to resolve the grievance at
this step within five (5) business days of the date the grievance is raised with the immediate
supervisor, the employee shall have the right to submit a formal grievance to their department
head (see Step 2) which shall contain the following information:
a. The name and job classification of the employee.
b. Employee's department and specific work site.
c. The name of the employee's immediate supervisor.
d. A statement of the nature of the grievance including date and place of occurrence.
e. The specific provision, policy or procedure alleged to have been violated.
f. The remedies sought by the employee.
g. The name of the individual or organization designated by the employee to represent the
employee in the processing of the grievance. However, in no event shall an employee
organization other than that which formally represents the position occupied by the
employee be designated as the employee's representative.
h. The signature of the employee.
i. The date of the execution of the grievance form.
A standard grievance form shall be available through the City Manager's Office.
If mutually agreed by the department head and the employee, the department head may hold
an informal meeting regarding the grievance prior to the submittal of the formal grievance
form. If this informal meeting does not resolve the grievance, the employee will be required to
submit a formal grievance form to the department head for the department head's formal
decision.
Step 2: An employee dissatisfied with the decision of the immediate supervisor in Step 1 may
submit the grievance in the manner provided above to their department head within seven (7)
business days from the date of the immediate supervisor's decision. The department head
shall respond to the grievance in writing within ten (10) business days from the date of its
receipt. At the discretion of the department head the grievance may be referred to a
subordinate manager above the level of the supervisor.
Step 3: If the employee is dissatisfied with the decision of the department head in Step 2, they
may submit the grievance to the City Manager within ten (10) business days from receipt of
the department head's response. The City Manager, or their designated representative, shall
respond to the grievance in writing within ten (10) business days of its receipt. Within this
period, the City Manager, at their discretion, may conduct an informal hearing involving the
parties to the dispute.
Step 4: If the employee is dissatisfied with the decision of the City Manager, they may submit
the grievance to the Employee Conciliation Committee within ten (10) business days of the
receipt of the City Manager's decision.
The Committee shall consist of three (3) members, one of whom shall be selected by the
employee and one by the Municipal Employee Relations Officer. Where such members are
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North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
other than City employees, they shall serve without compensation and without the City bearing
any obligation to reimburse the member's employer for lost time.
The third member and chairperson of the Committee shall be a representative from the State
Mediation and Conciliation Service, or an individual acceptable to the Municipal Employee
Relations Officer and the employee. An individual, other than a State representative, chosen
by the parties shall be knowledgeable in public sector relations and may be chosen from any
source reasonably likely to produce such an individual, including but not limited to a labor
organization or management organization. Any costs incurred through obtaining the services
of the chairperson shall be equally shared between the City and the employee or the Union.
The Committee shall conduct a hearing on the grievance within thirty (30) calendar days from
the date the grievance is filed at this step and shall render its decision within fifteen (15)
business days from the conclusion of the hearing. The majority decision of the Committee
shall be final and binding and shall only be subject to ratification by the City Council if said
decision mandates an unbudgeted expenditure.
All hearings shall be conducted in an expeditious manner, with the chairperson retaining final
authority to rule on procedural matters or other points which affect the length and conduct of
the hearing. Court reporters and post -hearing briefs shall only be utilized upon joint agreement
between the employee and the City and shall not serve to delay the Committee's decision
beyond the prescribed time limits, except by mutual agreement.
4. General Conditions for All Grievances:
• Any time limit set forth in Section D may be extended by written agreement between the
parties.
• A representative of the recognized employee organization, which has been formally
extended bargaining rights for the employee's position, shall be entitled to be present at
any hearing held in conjunction with Steps 3 and 4 of this Grievance Procedure. In
addition, at the request of the employee, the above -mentioned representative shall be
entitled to be present beginning at Step 2.
• The employee and their designated representative shall be entitled to utilize a reasonable
amount of work time, as determined by the employee's department head, to confer on the
grievance. This reasonable amount of time shall not interfere with City operations.
• The City Manager's Office shall serve as the central repository for all grievance records.
• The grievance procedure will be implemented as expeditiously as possible.
E. Reclassification
The City and Union will meet and confer in the event of a reclassification resulting in a pay
reduction.
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North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
F. Notification of address
Employees shall notify the Human Resources Manager of any change of address or telephone
number within fifteen (15) business days.
G. New Positions
When a new position is created, before it may be filled, the appointing authority shall notify the
Human Resources Manager and, except as otherwise provided by ordinance or the Rules and
Regulations, no person shall be appointed or employed to fill any such position until the
classification plan shall have been amended to provide therefore and an appropriate employment
list established for such position. The Human Resources Manager shall notify the Union of any
such newly created position prior to the employment of any individual into those positions.
H. Employee Rights
The City recognizes the right of City employees to choose and partake in activities of employee
organizations for representation in employer -employee relations as provided for in Government
Code Section 3500 and the City's Employer -Employee Relations Resolution No. 10016.
Evaluation of Employee Performance
If an evaluation is delayed, and the employees meets standards required for a merit increase, it
is granted retroactive to the employee's anniversary date.
J. Official Personnel Files
The only official personnel files of the City will be those maintained by the Human Resources
Manager. Any other files shall have no official status. An employee covered under this
Memorandum of Understanding, or their representative upon presentation of written authorization
from the employee, shall have access to the employee's official personnel file.
An employee shall be informed of any performance -related document placed into the employee's
formal personnel file prior to such placement.
The City shall furnish the employee with copies of all letters of discipline within ten (10) business
days prior to placement of such documents into the employee's official personnel file. The
employee shall have ten (10) business days to respond to a letter of written reprimand and any
written response provided by the employee shall be attached to the letter of reprimand placed in
the official personnel file.
K. Alternate Work Schedule
The 9/80 work schedule is a voluntary program, and participants will have to complete an
Alternative Work Schedule Agreement form to be approved by the City Manager. Employees will
not be able to arbitrarily alternate between a regular and 9/80 schedule.
The basic work week will start at 6:30am and be nine hours Monday through Thursday, eight
hours on Friday and every other Friday off. Staff on the 9/80 schedule will not be allowed to use
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North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
vacation or compensation time off on their assigned Fridays, unless they are on an extended
vacation and arrangements for coverage have been previously made.
Any change to the 9/80 work schedule that impacts the entire service center operation as a whole
will be subject to the meet and confer process.
L. Substance Abuse Policy
Pl1RPOSF
The purpose of this policy is to promote a workplace free from alcohol, drug use and substance abuse.
This policy provides guidelines for the detection and deterrence of alcohol or substance abuse in the
workplace. It also outlines the responsibilities of managers and employees in regard to this policy.
All persons covered by this policy should be aware that violation of the policy will result in discipline, up
to and including termination.
In recognition of the public service responsibilities entrusted to the employees of the City, and recognizing
that alcohol and substance abuse usage can hinder a person's ability to perform duties safely and
effectively, the following Alcohol and Drug -Free Workplace Policy, hereinafter referred to as "Policy," is
applicable to all employees represented by the Union.
79M«
The City and the Union are committed to protecting the health and safety of individual employees, their
co-workers, and the public at large from the hazards caused by the misuse of drugs and alcohol on the
job. The safety of the public, as well as the safety of fellow employees, dictates that employees not be
permitted to perform their duties while under the influence of drugs or alcohol.
An employee shall not manufacture, sell, transfer, purchase, transport, distribute, dispense, use, be under
the influence of, or possess alcohol or any controlled substance, or attempt to do so, while performing
their duties in the service of the City wherever City business is performed, while on standby, or when
operating any City -owned vehicle or equipment.
The proper use of prescription drugs as part of a medical treatment program is not a violation of this
Policy. The improper use of prescription drugs is prohibited and is a violation of this Policy. Employees
who believe or have been informed that their use of any prescription drug or over-the-counter medication
may present a safety risk are to report such drug use to their supervisor so as to insure the safety of
themselves, other employees, City property, City vehicles and the general public.
In the event the City questions whether the use of the medication may impair the employee's ability to
perform specific duties, the City may seek a medical opinion as to whether the employee is able to safely
perform his or her normal duties.
Any employee who is found to be in violation of this Policy described above shall be subject to discipline
up to and including discharge. Employees engaged in the sale or purchase of illegal drugs during working
hours shall be subject to immediate termination. At the discretion of the City, any employee may be
required, in connection with or instead of disciplinary action, to participate to the City's satisfaction, in an
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North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
approved drug assistance or rehabilitation program. Such rehabilitation shall be at no direct cost to the
City.
SCOPE OF POLICY
This Policy applies to all employees represented by the Union.
Searches
In order to promote a safe, productive and efficient workplace, the City has the right to search and inspect
all City property, including but not limited to lockers, storage areas, furniture, City vehicles, and other
places under the common control of the City or joint control of the City and employees. No employee has
any expectation of privacy in any City building, property, or communications system, with the exception
of their person and personal property.
General Provisions
Within thirty (30) calendar days of adoption of this Policy, and then in new employee orientation, the City
shall provide new employees and existing employees with a copy of the Policy and a brief explanation of
Policy requirements, and encourage them to ask questions via their supervisor or Human Resources.
TERMS/DEFINITIONS
Illegal Drug: Any drug or substance whose use or production is prohibited by law and/or is not lawfully
available for retail purchase.
Prescription Drug: A drug lawfully available for retail purchase only with a doctor's prescription.
Reasonable Suspicion is based on objective factors, such as behavior, speech, body odor, appearance,
or other evidence of recent drug or alcohol use that would lead the supervisor to believe that the employee
is under the influence of drugs or alcohol. In order to receive authority to test, the supervisor must record
the factors that support reasonable suspicion on an Incident Report Form and discuss the matter with
the Human Resources Manager or Department Director.
If there is a reasonable suspicion of drug or alcohol abuse, the employee may, at the City's discretion,
be relieved from duty and placed on administrative leave until the test results are received.
The following may constitute some of the reasonable causes to believe that an employee is under the
influence of drugs or alcohol:
• Incoherent, slurred speech;
• Odor of alcohol on the breath;
• Staggering gait, disorientation, or loss of balance;
• Red and watery eyes, if not explained by environmental causes;
• Paranoid or bizarre behavior; or
• Unexplained drowsiness.
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North Coast States Carpenters Union
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DRUG AND ALCOHOL TESTING METHODOLOGY
Reasonable Suspicion Testing
The City may require a urinalysis drug test screening when the City has reasonable suspicion as defined
in this Policy of illegal drug use and/ or of being under the influence of illegal drugs in the workplace. The
Human Resources Manager, Department Director, or other manager if designated, must order
reasonable suspicion testing.
If a supervisor makes observations of an employee which may constitute reasonable cause for drug
testing, the supervisor shall immediately take the following actions, if feasible, given the condition of the
employee:
Inform the employee that the employee may have a Union Representative present for testing, if a
representative is available within forty-five (45) minutes of notification. The employee shall also be
provided with the attached "Consent for Urine Test for Drugs Form" setting forth the rights and obligations
of the employee;
Fill out the Incident Report Form (attached), including a statement of the specific facts constituting
reasonable cause to believe that the employee is under the influence of drugs, and the names of the
person(s) making the supporting observations;
Provide a completed copy of the Incident Report Form to the bargaining unit employee before the
employee is required to be tested, (and one copy made available to the Union Representative, if present).
After being given a copy of the Incident Report Form, the bargaining unit employee shall be allowed
enough time to read the entire document, to understand the reasons for the test.
Provide the employee with an opportunity to give an explanation of their condition. If available, the Union
Representative shall be present during such explanation and shall be entitled to confer with the employee
for no more than five (5) minutes before the explanation is required;
If the City representative(s), after observing the employee, and hearing any explanation, concludes that
there is in fact reasonable cause to believe that the employee is under the influence of drugs, the
employee may be ordered to submit to a urine drug test, and the employee shall be asked to sign the
Consent for Urine Test for Drugs Form.
If the City has reasonable cause to believe an employee is under the influence of drugs or alcohol, as set
forth in this Policy, and the employee refuses to submit to a drug test or alcohol test, this may subject the
employee to discipline up to and including discharge.
Alcohol Testing Procedure
Alcohol testing shall be done by a law enforcement official based on a test with a preliminary screening
breath testing device which is the testing method used by law enforcement officials in drunk driving cases.
The law enforcement official administering the test shall explain the test to the employee being tested
and properly administer the test to the employee. The screening parameters for Ethyl Alcohol shall be
.04 gm/dL.
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North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
Drug Testing Procedure
The initial testing or confirmatory testing shall be done at a Substance Abuse and Mental Health Service
Administration ("SAMHSA") certified laboratory. Drug testing shall be done based on a "split specimen"
procedure of collecting and analyzing urine samples. The specimen taken will be divided into primary
and secondary specimens. If the primary specimen test is positive, the employee shall be informed of
their right to request a test of the secondary specimen by the same laboratory, if they choose, at the
City's expense. The employee will be removed from the safety -sensitive function pending the outcome
of the secondary sample test results. The employee has three (3) business days from notice of the initial
test results within which to make the request for the secondary sample test.
An individual shall be allowed to provide the required specimen in the privacy of a stall or partitioned
area, except if the laboratory requires an attendant in accordance with laboratory procedures.
The laboratory will only test for illegal drugs. All testing will be at the City's expense.
The following drugs are specified in the law and will be analyzed during drug testing:
SUBSTANCE:
SCREENING TEST:
CONFIRMATION:
Amphetamines
500 ng/ml
Amphetamine
250 ng/ml GC/MS
Methamphetamine*
250 ng/ml GC/MS
*(Specimen must also contain amphetamine at a
concentration of greater than or equal to 200 ng/ml)
Cocaine
Metabolites
150 ng/ml metabolite
100 ng/ml GC/MS
Opiate
Metabolites
2000 ng/ml
morphine
Morphine
2000 ng/ml GC/MS
Codeine
2000 ng/ml GC/MS
6-acetylmorphine
(6-AM )
10 ng/ml GC/MS
(Test for 6-AM in the specimen. Conduct this test only
when specimen contains morphine at a concentration
greater than or equal to 2000 ng/ml.)
Phencyclidine
25 ng/ml
25 ng/ml GC/MS
Marijuana
50 ng/ml
15 ng/ml GC/MS
Metabolites
(Delta 9-THC)
Substance testing shall comply with the following standards and procedures:
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North Coast States Carpenters Union
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July 1, 2026 — June 30, 2028
(a) The initial drug testing process shall be one that is scientifically proven to be at least as accurate and
valid as urinalysis using an immunoassay screening test, with all positive screening results being
confirmed utilizing gas chromatography/mass spectrometry before a sample is considered positive.
(b) In the event the cutoff levels under the Substance Abuse and Mental Health Services Administration
(SAMHSA) Mandatory Guidelines for Federal Workplace Drug Testing Programs for the substances
listed above are changed from the above, the revised SAMHSA cutoff levels shall apply.
(c) Drug tests shall be performed by a commercial laboratory that is certified by SAMHSA (pursuant to
Mandatory Guidelines for Federal Workplace Drug Testing Program, or which meets the standards
used by the College of American Pathologists (CAP) to accredit laboratories for forensic urine drug
testing. See Standards for Accreditation, Forensic Urine Drug Testing Laboratories, College of
American Pathologists).
(d) All positive drug test results shall be confirmed by a Medical Review Officer (MRO) designated by the
City.
(e) If the testing procedures confirm a positive result, as described above, the employee shall be notified
of the results in writing. The employee may request in writing from the MRO a report that includes the
specific quantities. If requested by the employee or the Union, (with the written consent of the
employee), the laboratory will provide copies of all laboratory reports, forensic opinions, laboratory
work sheets, procedure sheets, acceptance criteria and laboratory procedures in accordance with the
procedures of the laboratory.
(f) All information from an employee's drug and alcohol test is confidential for purposes other than
determining whether the City's policy has been violated. Disclosure of test results to any other person,
agency, or organization is prohibited unless (1) written authorization is obtained from the employee;
or (2) the results are disclosed in support of discipline or to defend a disciplinary appeal; or (3) unless
the City is required to disclose the results in accordance with legal requirements.
(g) Every effort will be made to insure that all employee substance abuse problems will be discussed in
private and actions taken will not be made known to anyone other than those directly involved in
taking the action, or who are required to be involved in the disciplinary procedure.
No laboratory or medical test results will appear in the employee's Personnel File. Information of this
nature will be kept in a separate, confidential medical file.
All necessary measures shall be taken to keep the fact and the results of the test confidential.
Consequences for Policy Violation
Employees in violation of this Policy may be subject to discipline up to and including termination.
Chain of Custody/Confidentiality
The City's services provider shall conduct all drug tests administered to covered employees under this
program to ensure appropriate chain of custody and confidentiality of results.
The City shall use SAMSHA chain of custody procedures to ensure that a strict chain of custody is
maintained for the drug testing sample from the time it is taken, through the testing process, to its final
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North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
disposition. Chain of custody forms shall, at a minimum, include an entry documenting date and purpose
each time a specimen or sample is handled or transferred and identifying every individual in the chain of
custody.
Post -Accident Testing
The City may require alcohol or drug screening following any work -related accident or any violation of
safety precautions or standards, whether or not an injury resulted from the accident or violation, provided
that the "reasonable suspicion" factors described above are present.
Employee's Responsibilities
A City employee must:
Not report to work or be on standby or on -call status while the employee's ability to perform job duties is
impaired due to on or off duty alcohol or drug use;
Not possess or use controlled substances (illegal drugs or prescriptions drugs without a prescription), or
use alcohol at any time while on duty for the City at any location;
Not directly or through a third -party manufacture, sell, distribute, dispense, or provide controlled
substances and or alcohol to any person, including any employee, while on duty;
Notify the supervisor, no later than the beginning of the employees regularly scheduled shift, when taking
any medications or drugs, prescription or non-prescription, that a medical professional or non-prescription
warning labels included with over-the-counter medication has informed the employee may interfere with
the safe and effective performance of duties or operation of City equipment while on duty;
Notify the supervisor immediately of facts or reasonable suspicions when the employee observes
behavior or other evidence that a fellow employee poses a risk to the health and safety of the employee
or others; and
Consent to drug or alcohol testing and searches in accordance with this policy that do not conflict with
the employee's rights.
Management Employee Responsibilities
City management employees must:
If required by the funding source, notify the state or federal granting agency which has funded the work
or program, if any, of any criminal drug statute convictions for a violation that occurred at a site where
work is/was being done with a specific grant or contract;
Record factors supporting "reasonable suspicion" as defined above and consult with other management
staff in order to determine whether there is reasonable suspicion to test an employee as described by
this policy;
Take appropriate disciplinary action for any criminal drug statute conviction that occurred in a City
workplace, up to and including termination, or require that the convicted employee participate
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North Coast States Carpenters Union
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July 1, 2026 — June 30, 2028
satisfactorily in a drug abuse assistance or rehabilitation program as a condition for returning to duty;
and,
Take appropriate disciplinary action for any violation of this policy.
CITY REPRESENTATIVE AND SUPERVISOR TRAINING
The City shall provide management representatives with a copy of this Policy, and will provide
management representatives with information to assist in identifying reasonable suspicion.
EMPLOYEE VOLUNTARY SELF-HELP PROGRAM
An employee who engages in drug/alcohol abuse is encouraged to participate in an Employee Voluntary
Self -Help Program. Employees who seek voluntary assistance for alcohol and/or substance abuse may
not be disciplined for seeking such assistance. Request by employees for such assistance shall remain
confidential and shall not be revealed to other employees or management personnel without the
employee's consent. An Employee Voluntary Self -Help Program Counselor shall not disclose information
on drug/alcohol use received from an employee for any purpose or under any circumstances, unless
specifically authorized in writing by the employee.
The City shall allow an employee affected by alcohol or drug dependency the option of using accrued
sick leave, vacation leave, Compensatory Time Off, or an unpaid medical Leave of Absence, for the
purpose of enrolling and participating in a drug or alcohol rehabilitation program.
VI. RETROACTIVITY
All proposals will be effective as indicated when agreement is reached.
VII. RATIFICATION
This Memorandum of Understanding is subject to ratification by a majority vote of the employee
organization and by approval of a majority of the City Council of the City of Campbell.
VIII. LABOR MANAGEMENT COOPERATION COMMITTEE
Upon ratification of this Memorandum of Understanding, a joint Labor -Management Committee will be
formed, consisting of an equal number of representatives, with no more than three (3) representatives
each from the Union and the City. This committee's focus and purpose will be to promote harmonious
Labor -Management relations through on -going communications and to advance the proficiency and
effectiveness of both the workforce and the City organization. The committee will meet as needed, not to
exceed four times per year.
IX. PEACEFUL PERFORMANCE CLAUSE
During the term of this Memorandum of Understanding, the Union, despite any sanctions or instructions
by their international association or central council, agrees that it will not engage in, encourage or approve
any strike, slowdown or other work stoppage growing out of any dispute relating to the terms of this
Memorandum of Understanding. The Union will take whatever lawful steps are necessary to prevent any
interruption of work in violation of this Memorandum of Understanding, recognizing that all matters of
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North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
controversy within the scope of this Memorandum of Understanding shall be settled by established
grievance procedures.
The Union consents to, and waives any defenses against, any injunctive action by the City to restrain any
violation of this section.
X. FULL UNDERSTANDING, MODIFICATION, WAIVER
The waiver of any breach, term or condition of this Memorandum of Understanding by either party will
not constitute a precedent in the future enforcement of all its terms and provisions.
XI. SEPARABILITY
If any provisions of this Memorandum of Understanding are held to be contrary to law by a court of
competent jurisdiction, such provisions will not be deemed valid and subsisting except to the extent
permitted by law, but all other provisions will continue in full force and effect.
EXECUTED THIS DAY OF AUGUST 2026 BY THE EMPLOYER -EMPLOYEE
REPRESENTATIVES WHOSE SIGNATURES APPEAR BELOW FOR THEIR RESPECTIVE
ORGANIZATION.
CITY OF CAMPBELL
Brian Loventhal, City Manager
Angelique Gaeta, Assistant City Manager
Ada Chang, Human Resources Manager
Date
Date
Date
NORTH COAST STATES CARPENTERS UNION AND THEIR AFFILIATED LOCAL UNIONS (UNION)
Name
Name
Name
Date
Date
Date
33
1
Name
Name
UNION CONFERENCE BOARD
Name
Date
Date
Date
North Coast States Carpenters Union
Memorandum of Understanding
July 1, 2026 — June 30, 2028
CONSENT FORM
FOR COLLECTION AND TESTING OF
URINE SAMPLE
NOTIFICATION OF DRUG TESTING AND CONSEQUENCESOF A
CONFIRMED POSITIVE TEST RESULT
I acknowledge that a negative drug test result and remaining drug -free are job and City
requirements, and that a positive drug test result could result in discipline up to and including
discharge.
I realize that, in the event of a positive test, I may have my sample retested or obtain a
confirmatory test, and to do so, I must contact Human Resources within three working days after
I am notified that my sample tested positive. I further acknowledge that the testing procedures of
the designated collection and testing laboratories are available to me upon my request and I have
read and understand the City's Drugs and Alcohol policy.
I,
CONSENT
hereby consent to the collection and testing of
my urine sample by the City of Campbell, and its designated collection and testing laboratories
to determine the presence of the following drugs: Marijuana, Cocaine, Amphetamines, Opiates
and Phencyclidine (PCP).
Date Signature
Date Signature of Witness
CITY OF CAMPBELL INCIDENT REPORT FORM
Date of Incident:
Location of incident:
Employees Classification:
Time of Incident:
Has Employee been notified of his/her right to union representation?
Date and time notified:
Witness(es) to the Incident:
Observations:
Employee's Explanation:
Action Recommended:
Signature of employee
Signature City Representative Title
Signature Union Representative (if Present) Title
Date and Time action taken: