CC Resolution 8700
RESOLUTION 8700
A RESOLUTION AMENDING THE COMPENSATION AND WORKING
CONDITIONS FOR CLASSIFIED NON-MANAGEMENT EMPWYEFS
REPRESENTED BY THE EMPWYEE ORGANIZATION ENUMERATED BEWW
WHEREAS, Title 2, Section 2.12.030(7) of the Campbell Municipal Code requires the
City Manager to prepare and submit an annual salary plan to the City Council for its approval;
and
WHEREAS, a Memorandum of Understanding for salaries, benefits and working
conditions has been approved and executed by the authorized representatives of the Service
Employees International Union, Local 715 and City Council representatives; and
WHEREAS, as the City Council of the City of Campbell desires to ratify and adopt the
provisions included in the Memorandum of Understanding attached.
NOW, THEREFORE, BE IT RESOLVED, that the City Council of the City of Campbell
does hereby approve and ratify the Memorandum of Understanding attached hereto, and made
a part hereof.
PASSED AND ADOPTED, this 19th day of July, 1994, by the following roll call vote:
AYES:
Councilmembers:
Conant, Dougherty, Burr
NOES:
Councilmembers:
None
ABSENT:
Councilmembers:
Ashworth, Watson
APPROVED:
~ cn-s~~
Donald R. Burr
Chairperson Pro Tern
ATTEST:
a~
Anne Bybee, Ity Clerk
MEMORANDUM OF UNDERSTANDING
ON
WAGE, EMPWYEE BENEFITS, HOURS AND OTHER TERMS
AND CONDffiONS OF EMPWYMENTS
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 Local 715. Service Employees International Union. hereinafter referred to as
"Local 715."
STATE LAW COMPLIANCE
This Memorandum of Understanding complies with the provisions of the State of California
Public Employees Representation Law, as contained in Section 3500 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 6647, relating to employer-
employee relations, as adopted and amended by the City Council of the City of Campbell.
I. GENERAL CONDffiONS
A. Re.presentation
Local 715 is recognized by the City as the authorized representative of the following
classifications:
. Communications Supervisor
. Police Records Specialist
. Police Records Supervisor
. Public Safety Dispatcher
B. 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.
Local 715
Page 2
I. GENERAL CONDITIONS (cont.)
C. Terms of Understanding
This Memorandum of Understanding embodies all modifications on salaries, hours,
employee benefits, and other terms and conditions of employment, for a 24-month
term beginning July 1, 1994 and ending June 30, 1996.
D. Existinl: Benefits Continued
This Memorandum of Understanding does not modify existing salaries, benefits,
hours, or terms and conditions of employment contained in the currently adopted Pay
and Classification Plan, except as noted herein. Such benefits and terms of
employment remain unmodified and shall continue in full force and effect throughout
the term of this Memorandum of Understanding.
II. UNION SECURITY
A. Release Time
Members of the Local 715 negotiating team who are required to attend a "meet and
confer session" during on duty hours will be given one hour of release time before
and one hour of release time after each session. This release time does not have to
be used immediately before or after each session. Members of the Local 715
negotiating team, with their supervisor's approval, may schedule an equivalent
amount of release time at times other than before or after a negotiations session.
B. Union Dues
The City will authorize payroll deductions for Local 715 subject to the conditions
listed in Personnel Rules and Regulations Section 19.6 as follows:
19.6 Payroll Deductions - Employee Orl:anizations: The City will authorize a
payroll deduction for City employee organizations subject to the following
conditions:
A. That the employee organization is formally recognized as a majority
representative.
B. That the formally recognized employee organization submit to thf' City a
certified list of membership upon acceptance as a majority representative.
C. That the request for payroll deduction be on an individual, voluntary basis in
writing on a standard payroll deduction form approved by the Municipal
Employee Relations Officer.
,
Local 715
Page 3
II. UNION SECURITY lcont.)
B. Union Dues (cont.)
19.6 Payroll Deductions - Employee Organizations (cont.):
D. That any reasonable fee charged the City for payroll deduction activity may
be assessed to the employee organization.
E. The City's responsibility to properly disburse funds withheld shall be limited
to the issuance of a check to the organization involved, for the total amount
withheld for a particular organization each pay period. The check so issued
shall be accompanied by a detailed listing of the employees involved,
including the amounts withheld. The City shall be notified of the proper
payee indicating the individual and address to whom the check is to be
delivered.
m. COMPENSATION ADJUSTMENTS
A. Effective the first day of the first pay period of July 1994, the salaries of all
classifications represented by the Local 715 shall be increased by four percent (4%).
B. Effective the first day of the first pay period of January, 1995, the following
classifications shall receive a special salary adjustment of two percent (2.0%).
. Public Safety Dispatcher
. Communications Supervisor
IV. OTHER PROVISIONS
A. 2 % At 55 PERS Plan Modification
Effective the first day of the first pay period of July, 1995, the City will provide the
2 % at 55 PERS plan, contingent upon a PERS employer rate additional cost of no
more than four percent (4 % ).
If the additional employer rate for 2% at 55 exceeds four percent (4%), the City
makes the following compensation adjustment proposal:
Effective the first day of the first pay period of July, 1995, salaries of all
classifications represented by Local 715 shall be increased by an amount equal to one
hundred percent (100%) of the increase in the San Francisco/Oakland/San Jose
Urban Wage Earner and Clerical Worker Consumer Price Index for the one year
period from May 1, 1994 through April 30, 1995, with a maximum salary increase
of four percent (4%) and a minimum salary increase of two percent (2%).
,
Local 715
Page 4
IV. OTHER PROVISIONS (cont.)
B. Benefit Cost Adjustments
July 1. 1994
The City will be responsible for any increase to the PERS employer contribution
rate, July 1, 1994.
The City will contribute an additional $4.59 per month for dental coverage (current
plan), bringing the monthly dental contribution to $58.06.
The City will increase the contribution for life insurance to $8.00 per month.
The City will continue the existing contribution or $6.55 per month for the Employee
Assistance Program.
The City will contribute an additional $12.00 for Long Term Disability Insurance
and the maximum benefit will be increased from $1,333 per month to $2,000 per
month. This increased benefit level will only be effective if all affected bargaining
units accept the LID modification.
July 1. 1995
The City will be responsible for any increase to the PERS employer contribution
rate, except any employer contribution rate increase associated with the 2 % at 55
PERS plan that exceeds the maximum agreed upon increase specified in Section
IV.A. of this M.O.U.
The City will be responsible for any increase in dental insurance costs.
The City will be responsible for any increase in life insurance costs.
The City will be responsible for any increase in Employee Assistance Program costs.
The City will be responsible for any increase in Long Term Disability costs.
The City will be responsible for any increase in the Vision Plan for Employee
coverage (including the VDT provision).
C. Health Insurance Benefit Program
In the spirit of cost containment, effective August 1, 1994, the Lifeguard Insurance
Plan will be changed from the current A/Rx4 plan to the AS/Rx5 plan.
Effective August, 1994, the City proposes to provide a maximum of $390 per month
for health insurance (increase of $30.10 per month). Any unused portion of the
health insurance allotment will be rebated to the employee, up to a maximum of
$100 per month.
Local 715
Page 5
IV. OTHER PROVISIONS (cont.)
C. Health Insurance Benefit Program (cont.)
Effective July, 1995, the City proposes to provide a maximum of $410 per month
for health insurance. Any unused portion of the insurance allotment will be rebated
to the employee, up to a maximum of $100 per month.
D. Vision Plan
The City will provide $8.38 (an increase of $1.28) per month per Local 715 member
to Local 715 for purposes of providing a vision plan for Local 715 members. The
City will provide these funds in two installments, to Local 715, as follows:
. By August 30, 1994, the City will provide $754.20 to provide six months
(July 1 - December 31, 1994) of coverage for the fifteen members of Local
715. By January 31, 1995, the City will provide $754.20 to provide six
months (January 1 - June 30, 1995) of coverage for fifteen Local 715
members.
. The City will not be responsible for administering the plan or providing any
information to Local 715 members. Should any Local 715 member terminate
or a new Local 715 represented employee be hired during the term of the
M.O.U., the City will notify Local 715.
E. Retiree Medical Program
The City will continue the existing Retiree Medical Program. The Retiree Medical
Program is as follows:
. 25 years of service with the City of Campbell required to receive benefit.
. Minimum retirement age of 50 and retired from City of Campbell.
. Future retirees and prior retirees who meet specified criteria will be eligible
to receive benefits.
. Payment for medical coverage for retiree only (not dependents) on a
reimbursement basis, to a maximum of $75 per month.
. Employees who become Medicare eligible will no longer be eligible for
benefits.
. Bills must be submitted to the City in January and July of each year for
reimbursement for the prior six months costs
Local 715
Page 6
IV. OTHER PROVISIONS (cont.)
F. Health Care Cost Containment Committee
City representatives offer to participate in a committee made up of one representative
each from SEIU Local 715; Campbell Municipal Employees Association; Millmen
and Industrial Carpenters Union, Local 262; Campbell Peace Officers Association
and Management Employees and Confidential Employees. The purpose of this
committee would be to discuss health care benefit alternatives and cost effective
means of providing health care coverage to City employees. City representatives will
participate only if a representative from each bargaining unit participates on the
committee.
In the fall of 1995, City representatives will notify each bargaining unit to ask their
interest in a health care committee as described above. If each bargaining unit
agrees to participate, a health care cost containment committee will be formed.
G. Uniform Allowance
Effective July 1, 1994, the City will provide $500 per year for uniform allowance
for Police Records Specialists and the Police Records Supervisor.
H. Catastrophic TIlness/Emergency Transfer of Sick Leave
Section 17.13 of the City's Personnel Rules and Regulations (Catastrophic
illness/Emergency Transfer of Sick Leave - Employees Represented by Local 715,
SEIU) continues during the term of this M.O.U. as follows:
The emergency transfer of sick leave from members of SEIU to an individual
member of SElU may be granted as follows:
A. The membership of SEIU must agree that each member will contribute some
amount of sick leave to a specific employee.
B. Sick leave will only be transferred in the case of very serious illness or injury,
and under emergency or unusual circumstances where an employee has
exhausted all leave time, including sick leave, vacation leave and
compensatory time and where circumstances have prevented the employee
from reasonably accumulating sufficient sick leave for the illness or injury.
C. Sick leave will only be transferred to cover the period from the exhaustion of
sick leave by the specified employee to a maximum of six months later than
the date of exhaustion of sick leave.
D. A request for emergency transfer of sick leave from members of SEIU to an
individual member of SEW will include the names of SEW members and
each of their requested sick leave donation amounts.
Local 715
Page 7
IV. OTHER PROVISIONS (cont.)
H. Catastrophic TIlness/Emergency Transfer of Sick Leave ( cont.)
E. Any request for emergency transfer of sick leave will be submitted to the City
Manager who will make the [mal determination concerning the transfer of sick
leave.
F. Sick leave which is transferred to an individual member of SEIU and is used
by that member will not be reimbursed to the members of SEIU. Any sick
leave transferred to a member of SEIU by other members of SEIU, that is not
needed, will be transferred back to the members who contributed the sick
leave hours in the same proportion as their contribution to the total hours
contributed.
I. Sick Leave Accrual
Employees represented by Local 715 shall accrue sick leave at the rate of 3.69 hours
per pay period per the provisions of Section 16.6 of the City's Personnel Rules and
Regulations.
J. Vacation Accrual Rates
Section 16.2 of the City's Personnel Rules and Regulations will be modified to read:
All employees in miscellaneous, safety and permanent part-time positions shall earn
vacation credits as follows:
Years of Service
Hours accrued
Per Pay Period
11 daysl3.38 hrs. per pay
period
16 days/4.92 hrs. per pay
period
19 days/5.85 hrs. per pay
period
21 days/6.46 hrs. per pay
period
Start of year 1 through
completion of year 4
Start of year 5 through
completion of year 10
Start of year 11 through
completion of year 15
Start of year 16 and
thereafter
I
Local 715
Page 8
IV. OTHER PROVISIONS (cont.)
K. Vacation Schedules and Retention of Unused Vacation
Section 16.4 of the City's Personnel Rilles and Regulations shall remain unchanged
and reads as follows:
The times during the 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 need of the service. 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, vacation as of December 31 each year may be retained as
follows:
Accrual Rate
3.38 hours
4.92 hours
5.85 hours
6.46 hours
Number of Hours Retainable
192 (24 days)
232 (29 days)
272 (34 days)
304 (38 days)
Payout of hours which exceed the number of hours retainable on December 31 of
each year, will not exceed the number of hours of vacation time taken by the
employee during the preceding 12 months.
Hours in excess of the number of hours retainable which are not eligible for payout
may be carried over into the next calendar year and must be scheduled for use by the
employee prior to March 31 of that calendar year. Excess vacation hours which are
not used by the employee during that three month period will be scheduled as
mandatory vacation time off at a time to be determined by the department head.
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.
L. Holiday Pay/Floating Holidays
The current holiday pay of 4.6% in lieu pay, and the current Floating Holiday
allocation of sixteen (16) hours per calendar year will continue for the term of this
Memorandum of Understanding.
Local 715
Page 9
IV. OTHER PROVISIONS (cont.)
M. Compensatory Time Accrual Ceiling
The compensatory time accrual ceiling shall remain 95 hours for employees
represented by Local 715. Section 16.23 of the Personnel Rules shall remain
unchanged.
v. MODIFICATIONS TO PERSONNEL RULES AND REGULATIONS
The following sections of the Personnel Rules and Regulations will be modified as follows:
A. Section 17.10 Meal Reimbursement - SEIU Local 715 Represented Employees
In compliance with Federal and California tax law, Section 17.10 will be modified
to read as follows:
· "Employees represented by Local 715 will receive a meal allowance of $9.60
when required to work a shift extension of four (4) hours or more, excluding
employee requested shift trades. Payment will be made through the City
payroll system, following the appropriate entry on the employee's timecard."
B. 17.11 Working Out of Class Pay - Employees Represented by SEIU Local 715
Section 17.11 of the Personnel Rules and Regulations will be modified to read:
Police Records Specialists performing communication dispatching duties will receive
$2.35 per hour for each majority of a one-hour period in excess of an initial one-
hour period in each working day. A Police Records Specialist assigned court liaison
duties for four hours or more will receive $2.35 per hour for the working-in-higher-
class assignment. Routine pickup or delivery of materials from courts or District
Attorney's offices will not be considered court liaison duties. A Police Records
Specialist assigned to act as Police Records Supervisor and a Public Safety
Dispatcher assigned to act as Communications Supervisor for eight hours or more
will receive $2.35 per hour for the working-in-higher-class assignment. A Police
Records Supervisor or Communications Supervisor assigned as Acting Division
Supervisor will receive $2.35 per hour for the working in higher class assignment.
The working out of class assignment to court liaison duties or a supervisor position
will be made in writing.
C. 17.12 Trainer Pay
Di~atchers
Police Records Specialists and Public Safety
Section 17.12 of the Personnel Rules and Regulations will be modified to read as
follows:
· "Police Records Specialists and Public Safety Dispatchers will receive five
percent (5 % ) differential pay when assigned by the Communications
Supervisor or Police Records Supervisor to train a new employee for a period
of time of at least 1 hour per occurrence. In order to qualify for this pay, the
trainer must complete all required training logs and evaluation forms as
designated by the Department. Police Records Specialists and Public Safety
Local 715
Page 10
v. MODIFICATIONS TO PERSONNEL RULES AND REGULATIONS (cont.)
C. 17.12 Trainer Pay - Police Records Specialists and Public Safety Dispatchers (cont.)
Dispatchers will receive five percent (5 %) differential pay for the period of
time they are assigned to and actually engaged in developing training materials
or designing or coordinating a training program. A minimum of a one hour
per occurrence must be spent in these activities to be eligible for Trainer
Pay. "
VI. UNCHANGED PERSONNEL RULES AND REGULATIONS
A. Tuition Reimbursement
The current tuition reimbursement program will continue at a maximum fiscal year
reimbursement of $575, per terms defined in Section 18.3.A.l of the City's
Personnel Rules and Regulations.
VII. RETROACTIVITY
All proposals will be effective as indicated if agreement is reached by July 15, 1994. If
agreement is not reached by July 15, 1994, compensation adjustments will not be effective
until the first day of the first pay period after City Council ratification of an agreement.
VIII. RATIFICATION
This M.O.U. is subject to ratification by a majority vote of the employee organization
represented herein within ten (10) days of execution by SEIU Local 715 and by approval
of a majority of the City Council of the City of Campbell within twenty (20) days of the
date of execution.
EXECUTED THIS DAY OF , 1994 BY THE EMPWYER-EMPWYEE
REPRFSENTATIVES, WHOSE SIGNATURES APPEAR BELOW, FOR THEIR
RESPECTIVE ORGANIZATION
CITY REPRESENTATIVES
SEW LOCAL 715
REPRESENTATIVES
-
~ ~
~.
CITY OF CAMPBELL
MEMORANDUM
-
To:
Local 715 Negotiating Committee
Date:
July 13, 1994
From: City Negotiating Committee
Subject: Understanding on Certain Items Not Covered in July, 1994 M.O.U. Between the City
and SEIU Local 715
-----------------------------------------------------------
Grievance Procedure
In recognition of Local 715's concern that the City's grievance procedure be readily available
to members represented by Local 715, attached is Section 20.0 of the Personnel Rules and
Regulations.
Security Issues
Police Department management staff will continue to address parking lot security issues.
Intent of City Re2ardin~ Personnel RuleslRegulations - Section 16.22
(Overtime) Modification 1993
The intent of the 1993 change to Section 16.22 of the City's Personnel Rules and Regulations
was to bring consistency to the practice of employees flexing their work schedule at their option,
during the forty hour week. If employees are called back to work or are directed to work a shift
extension, the modification would not apply because the additional hours are at the specific
request of the employer.
Psycholo~cal Evaluation Required bv City
If an employee represented by Local 715 is required by the Police Chief, or his or her designee
to take a physical or psychological examination to determine his/her fitness for duty, the reason
for that action will be provided to the employee, in writing, at the time he or she is required to
take the physical or psychological exam.
If an employee represented by Local 715 is required by the Police Chief or his/her designee to
be evaluated by a doctor from Affiliated Psychologists, the City will authorize, with the
employee's consent, Affiliated Psychologists to accept information about the employee from the
employee's treating physician or therapist who is providing services to the employee for a related
condition.
Local 715 - Understanding on Certain Item Not Covered in July, 1994 M.O.U. Between the City
and SEIU Local 715
July 13, 1994
Page 2
If an employee represented by SEIU Local 715 is put on leave pending a required exam and a
finding by the City regarding appropriate leave category, the employee would be placed on paid
administrative leave.
City Representatives
SEW Local 715 Representatives
SECTION 20.0 GRIEVANCE PROCEDURES
'.----
20.1 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 employe.
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.
20.2 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.
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.
20.3 Grievance Steps:
A. Step 1: An employee who has a grievance shall bring it to the
attention of his/her immediate supervisor within five working
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) working
days of the date the grievance is raised with the immediate
supervisor, the employee shall have the right to submit a formal
grievance to his/her department head (see 20.3.B, step 2) which
shall contain the following information:
1. The name and job classification of the grievant.
2. Grievant's department and specific work site.
3. The name of the grievant's immediate supervisor.
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20.3 (Continued)
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4. A statement of the nature of the grievance including date and
place of occurrence.
5. The specific provision, policy or procedure alleged to have been
violated.
6. The remedies sought by the grievant.
7. The name of the individual or organization designated by the
grievant to represent him/her 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 grievant be designated as the grievant's representative.
8. The signature of the grievant.
9. 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 re 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.
B. 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 his/her department head within seven (7) working days from
the date of the immediate supervisor's decision. The department head
shall respond to the grievance in writing within ten (10) working 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.
C. step 3: If the employee is dissatisfied with the decision of the
department head in step 2, he/she may submit the grievance to the City
Manager within ten (10) working days from receipt of the department
head's response. The City Manager, or his designated representative,
shall respond to the grievance in writing within ten (10) working days
of its receipt. Within this period, the City Manager, at his
discretion, may conduct an informal hearing involving the parties to
the dispute.
D. step 4: If the employee is dissatisfied with the decision of the City
Manager, he/she may submit the grievance to the Employee Conciliation
Committee within ten (10) working 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 grievant and one by the Municipal Employee Relations
Officer. Where such members are other than city employees, they shall
serve without compensation and without the City bearing any obligation
to reimburse the member's employer for lost ttme.
..........
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20.3
(Continued)
'~
The third member and chairperson ef 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 grievant. An individual, ether than a State
representative, chosen by the partiel Ihall be knowlldglable 1n
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 the obtaining the services of the
chairperson shall be equally shared between the city and the
grievant or his/her employee organization.
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)
working 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 grievant and the
City and shall not serve to delay the Committee's decision beyond
the prescribed time limits, except by mutual agreement.
'--
20.4 General Conditions for all Grievances:
A. Any time limit set forth in paragraph 20.3 may be extended by
written agreement between the parties.
B. A representative of the recognized employee organization which
has been formally extended bargaining rights for the grievant'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.
C. The grievant and his/her designated representative shall be
entitled to utilize a reasonable amount of work time, as
determined by the grievant's department head, to confer on the
grievance. This reasonable amount of time shall not interfere
with City operations.
D. The City Manager's Office shall serve as the central repository
for all grievance records.
E. The grievance procedure will be implemented as expeditiously as
possible.
"",,-_.-
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