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HomeMy WebLinkAboutResolutions 86-152 N.C.S. 06/23/1986;. a Resolution No. s6-152 N.C.S. of the City of Petaluma, California JUN 2 3 '~~5 ~ 3 MJA:cw 6-16-86 RESOLUTION RATIFYING MEMORANDUM OF UNDERSTANDING EXECUTED BY THE DULY AUTHORIZED REPRESENTATIVES OF THE CITY OF PETALUMA AND THE CITY OF PETALUMA EMPLOYEES' ASSOCIATION FOR EMPLOYEES IN UNIT 2 (MAINTENANCE) WHEREAS, the City, through its duly authorized representatives, and the City of Petaluma Employees' Association, through its duly authorized representatives, have concluded their mutual obligation to meet and confer in good faith with respect to terms and conditions of employment for employees in Unit 2, in accordance with the Meyers-Milias-Brown Act and the City's Employer-Employee Relations Rules and Regulations (Resolution No. 5512 N.C.S.); and WHEREAS, the duly authorized representatives of the City and the City of Petaluma Employees' Association have executed a Memorandum of Understanding pursuant to Section 15, Resolution No. 5512 N . C . S. and recommend its approval by the City Council; and, WHEREAS, the City Manager, pursuant to Section 28, City of Petaluma City Charter, and as the City's Municipal Employees' Relations Officer (Resolution No. 5374 N.C.S.) is required and empowered to make a recommendation to the City Council on matters related to employees' compensation; and, WHEREAS, the City Manager has reviewed and concurs with said Memorandum of Understanding for Unit 2 and does recommend that the City Council ratify said Memorandum of Understanding. NOW, THEREFORE, BE IT RESOLVED that said Memorandum of Understanding, being in the best interest of the City, is ratified and the terms and conditions of said Memorandum of Understanding (as attached) shall be effective July 1, 1986, through June 30, 1988. During this period the City of Petaluma will be making contributions to the retirement plan on behalf of the employees, however, the employees may not opt to receive this contribution in cash . Under the power and authority conferred upon this Council by the Charter of said City. REFERENCE: I hereby certify the foregoing Resolution was introduced and adopted by the A roved as to Council of the City of Petaluma at a (Regular) ~~42E~X8C$61) meeting {O on the ..-..~-3.L(.~--...... day of .........1]l1Ile ....................................... 19$.6.., by the following vote: ... -• ... ........ .................... Attorney AYES: Cavanagh, Davis, Woolsey, Tencer, V.M. Balshaw, Mayor Ma tei NOES: None ABSENT: Sobel ATTEST: -•----• -•• ----.-..... .-• --•- • ..................................:................... ...........-_....-......_.... Ci y Clerk ~~'~" Mayor Council Fila ................................... CA 10-85 Kes. No. 8.6...1,;.5 ~....... N.C.S. ~`, s ~ ~; 1i. P`t .r' ~ ' TABLE OF CONTENTS PREAMBLE GENERAL Section 1 'Recognition Section. 2 Definitions Section 3 Severability Section 4 Non-Discrimination ASSOCIATION MATTERS Section. 5 Association Security Section 6 .Dues Checkoff Section 7 ,Stewards and Representatives Section 8 Bulletin Boards Section 9 Excused Absence Section 10 Association./City Meetings COMPENSATION Section 11 Wages Section 12 Overtime Section. 13 Call=back Pay Section 14 Stand-by Pay Section 15 Rates of Pay on Permanent Transfer to New Classification Section 16 Temporary Work. Out of Classification Section 1? Payment for Missed Meals Section 18 Termination Pay Section 19 Retirement Contribution INSURANCE Section 20 Health Insurance Section 21 Life Insurance Section 22 Dental Insurance Section 23 Long-Term Disability Insurance LEAVES Section 24 Vacation Section 2.5 Sick Leave Section 26 Bereavement Leave Section 27 Family Sick Leave Se'ct'ion 28 Holidays Section 29 Industrial Injury Leave Section 30 _ Leaves of. Absence Without Pay Section 31 Annual Military Duty Section 3.2 Jury Duty Section 33 Meal and Rest Periods Section 34 Compensatory Time Off Section 35 Bonus Holiday PROCEDURES Section 36 New or Changed Classifications Section 37 Seniority Section 38 Promotions Section 39 Temporary Appointments Section 40 Transfers Between Sections Section 41 Probationary Employees Section 42 Layoff and Recall Procedures OTHER Section 43 Retirement Plan Section 44 Discipline Section 45 G-rievance .Procedure Section 46 Employee Job Training a PREAMBLE ;• This AGREEMENT entered ,.into by the CITY OF PETALUMA, hereinafter .referred to as the City, and THE CITY OF PETALUMA EMPLOYEES ASSOCIATION, hereinafter referred to as the Association. The parties hereto desire to confirm and maintain the spirit of cooperation which has existed between the City and its employees. The Association and the City will strive. to promote a harmonious. relationship between all parties to this agreement that will result in benefits to the City's operations and its employees, and provide continuous and uninterrupted services. Both parties agree to the establishment of an equitable and peaceful procedure for the resolution of differences; and the establishment. of rates of pay, hours of work and other terms and conditions. of employment. The use of the masculine or feminine gender in .this Agreement shall be construed as including both genders and not as sex limitations. ~• -, SECTION 11 WAGES WAGE SCHEDULE 1. Wages shall be paid in accordance with the wage schedule set forth below. 2. The pay grade assigned to each existing classification and the pay grade assigned to each new or changed classification shall remain in effect during the term of this .agreement unless the job content of a classification is 'substantially changed. EFFECTIVE JULY 1, 1986 GLASS IF ICATIC1~tS I I I I I I IV Custodian 6:.8.8 7.23 7.59 7.98 Electrical/Mechanical 'Maintenance Worker .1'0'.52 11.01 11.58 12.15 Equipment Mechanic 10.35 10.88 11.42 11.99 Equipment Mechanic Helper 7.94 8.34 8.77 9.19 Head Custodian 9.15- 9.61 10.09 10.60 Maintenance Worker 7.94 8.34 8.77 9.19 Park Foreman 9.84 10.33 10.84 11.37 Park Ma'i'ntenance Leader 9.'15 9.61 10..09 10.60 Park Maintenance Worker 7.94 8.3:4 8.77 9.19 Public Works .Leader ~ 9.15 9.61 10.09 10.60 Senior Maintenance Worker 8.32 8.76 9.18 9.63 Sewer Maintenance Leader 9.15 9.61 10.09 10.60 Street Sweeper Operator 9.25 9.70 10.19 10.70 Swiaming Pool Maintenance Worker 7.94 8.34 8.77 -9.19 Water Foreman 9.84 10...33 10.84 11.37 Water Leader. 9.15 9.61 10.09 10.60 Water Meter Reader=Service Worker 8.14. 8.53 8.97 9.`42 Water Meter Repairer 8.32 8.76 9.18 9,.63 Water Plant Operator 9.27 9.74 10.23 10.74 Water System Service Worker-Plant Operator 8.32 8.76 9.18 9.63 Water System Techn'ici.an 9.15 9.61 10.09 10.60 8. ~„ , EFFECTIVE JANUARY 1,1987 CLASSIFICATIONS I II III IV V Custodian 7.02 7,37 7.74 8.14 8.54 Electrical/Mechanical. Maintenance Worker 10•.73 11.23 11.81 12.39 13.03 Equipment Mechanic 10.5'6 11.10 11.65 12.23 12.85 Equipment Mechanic Helper ~ 8.10 8.51 8.95 9.37 9.84 • Head Custodian 9.33 9.80 10.29 10.81 11.32 Maintenance Worker 8..10 8.51 8.95 9.37 9.84 Park Foreman 10.04 10.54 11.06 11.60 12.20 Park Maintenance Leader 9.33 9.80 10.29 10.81 11.32 Park Maintenance Worker 8.10 8..51 8.95 9.37 9.84 Public Works Leader 9.33 9.80 10.29 10.81 11.32. Senior Maintenance Worker 8.49 .8.94 9.36 9.82 10.31 Sewer Maintenance Leader 9.33 9.80 10.29 10.81 11.32 Street Sweeper Operator 9.44 9.89 10..39 10.91 11.46 Swimming Pool Maintenance Worker 8.10 8.51 8.95 9.37 9.84 Water Forman 10.0.4 1.0.54 11.06 11.60 12.20 Water Leader 9.33 9.80 10.29 10.81 11.32 Water Meter Reader-Service Worker 8.30 8.70 9.15 9.61 10.09 Water Meter Repairer 8.49 8.94 9.36 9.82 10.31 Water Plant Operator 9.46 9.93 10.43 10.95 11.51 Water System Service Worker-Plant Operator 8.4.9 8.94 9.36 9.•82 10.31 Water System Technician 9..33 9.80 10.29 10.81 11.32 9. :.~ ~ s .. EFFECTIVE JULY 1, 1'987 CLASSIFICATICIVS I II III IV Custodian 7.23 7.59 7.97 8.38 Electrical/Mechanical Maintenance Worker 11,05 11.57 12.16 12..76 Equipment Mechanic 10.8.8 11.43 12.00 12.60 Equipment Mechanic Helper 8.34 8..77 9.22 9.65 Head Custodian 9.61 10.09 10.60 11.13 Maintenance Worker 8.34 8..77 9.22 9.65 Park Foreman 10.34. 10.86 11.39 11.95 Park .Maintenance Leader 9.6;1 10,09 10.60 11.13 Park Maintenance Worker 8.34 8.77 9.22 9.65 Public Works Leader 9..61 10.09 10.6.0 11.13 Senior Maintenance Worker 8..74 9.21 9.65 10.11 Sewer Maintenance Leader 9.61- 10.09 10.60 11.13 Street Sweeper Operator 9.72. 10_.19 10.70 11.24 Swimming Pool Maintenance. Worker 8.34. 8.77 9.22 9.65 Water Foreman 1-0.. 34, 10.86 11.39 11.95 Water Leader 9.61 10.09 10.60 11.13 Water Meter Reader-Service Worker 8..55 8.9b 9.42 9-.90 Water Meter Repairer 8.74 9.21 9.64 10.11 Water Plant Operator ~ 9.74 10.23 10.74 11.28 Water System Service Worker=Plant Operator 8.74 9.2.1 9.64 10.11 Water System Technician 9.61 10.09 10.60 11.13 However, if the Bay Area Consumer Price Index rise"s to six percent (6%} or above during the period oaf February 19$6 to February 19:87, the wage ranges shall be increased by 1/4o for. each full percent increase, (i.e. bo = 3 1/4$, 70 = 3 1./20.) on the July .19.87 wage adjustment... The maximun CPT related wage adjustment shall be no greater than 3$. Lf the CPI falls below 5o every°percent at 40 or below shall be reduced by 1/40 on the July 1987 wage rate. Should there be.-any adjustment. for the July 198.7 wage rates, based on the CPI, the January 198.8 wage rates will be adjusted 2$ based on the July 1987 schedule:. ~1 .. EFFD;,TIVE JANUARY 1, 19.88 CLASSIFICATI~IS ~ I II III IV V Custodian 7.37 7.74 8.13 8.55 8.98 Electrical/Mechanical Maintenance Worker 11.27 11.80 12.40 13.02 13.69 Equipment Mechanic 11.10 11.66 12.24 12.85 13.50 Equipment Mechanic Helper 8..51 8.95 9.40 9.84 10.34 Head Custodian 9.80 10.29 10.81 11.35 11.89 Maintenance Vdorker 8.51 8.95 9.40 9.84 10.34 Park Forman 10.55 11.08 11.62 12.19 12.82 Park Maintenance Leader 9.80 10.29 10.81 11.35 11.89 Park Maintenance Worker 8.51 8.95 9.40 9.84 10.34 Public Works Leader _ 9.80 10.29 10.81 11.35 11.89 Senior Maintenance Worker 8.91 9.39 9.84 10.31 10.83 Sewer Maintenance Leader 9.80 10.29 10.81 11.35 11.89 Street Sweeper Operator 9.91 10.39 10.91 11.46 12.04 Swimming Pool Maintenance Worker 8.51 8.95 9.40 9.84 10.34 Water Foreman 10..55 1.1.08 11.62 12.19 ,12.82 Water Leader 9.80 10.29 10.81 11.35 11.89 Water Meter Reader-Service Worker 8.72 9.14 9.61 10:10 10.60 Water Meter Repairer 8.91 9.39 9.84 10.31 10.8.3 Water Plant Operator 9.93 10.43 10.95 11.51 12.10 Water System Service Worker-Plant Operator 8.91 9.39 9.84 10.31 10.83 Water System Technician 9.80 10.29 10.81 11.35 11.89 11. _' .. SECTION 12 C)VF.R TTiv1F.' OVERTIME PREMIUM 1. All hours worked in excess of eight (8) in any one day or in excess of forty (40) in any work week shall be paid for at the overtime rate which shall be one and one-half (1-1/2) times the regular straight time hourly rate of pay. Overtime shall not be pyramided or compounded. REST PERIODS DURING OVERTIME WORK 2. Whenever practical, employees who for any- reason work beyond their regular quitting time into the next shift will be afforded a. fifteen (15) minute rest. period before. starting work on the next shift. In addition, they shall be granted the regular rest period unless an emergency situation occurs or exists.. REQUIRED OVERTIME 3. If an employee is required to work more than five consecutive hours without a meal period, during a regular work shift, the employee shall be paid at the rate of time and one-half (1-1 / 2) for all time worked in excess of five (5') hours until such time as the employee receives a meal period. SCHEDULING OVERTIME 4. In general., overtime work shall be voluntary, provided, however, when at least twenty-four (24) hours advance notice of an overtime assignment is given or when it is not practical to give advance notice, an employee will. be expected to work. DISTRiBUTION 5. Overtime shall. be distributed as equitably as possible, without favoritism, and in the. best interests of the City, among the members of the department who are qualified to perform and who have demonstrated the ability to perform overtime services efficiently. HOLIDAY OVERTIME 6. An employee required to work a paid holiday shall receive, in addition to the. eight hours holiday pay, further compensation at the overtime rate for the actual.. holiday worked. . SECTION 13 CALL BACK PAY 1. An employee w:ho is called back to work after having completed his regular- shift and left the City premises shall receive a minimum of two 12. (2) hours work or two .(2) hours pay , at the .overtime rate . To the extent an employee is paid overtime premium pursuant to the overtime schedule listed above, he shall not be paid overtime premium under the call back section .for the same time worked. This paragraph shall not apply to employees who are called in' early for a shift, i. e. , when they work continously from the time they are called in until their regular shift begins. SECTION 14 STAND-BY PAY STANDBY DEFINED 1. Weekend stand-by, for the purposes of this Agreement, shall mean time which a scheduled employee must be available on an on call basis outside the employee's normal work week in order to be available to respond to emergency calls. WEEKEND STANDBY 2, Effective July; 1, 1986 a minimum cornpens,aton of $80.00 pay for each weekend of stand-by from 4:30 p.m. the last day of thenormal work week, to 8:00 a.m, the beginning of the normal work week. Effective July 1, 198? a weekend shall be defined as 00.01 following the last day of the normal work week to 2400 prior to the beginning of the normal work week. Sunday. HOLIDAY STAND-BY 1. For a City designated, fixed-date. holiday -that falls in the five (5) day work week, a minimum of $40.00 _pay will be paid by the City to an employee on such holiday stand-by,. beginning at the end of the regular work period and continuing to the beginning of the next regular work day or weeke nd. Effective July 1, 1987, a holiday shall be defined. as 00'01 'to 2400 hours. CALL BACK WITHIN A WEEKEND/HOLIDAY (STANDBY) 1. A minimum of one -hour at, time and one-half shall be paid by the City for every call or assignment required. SECTION, 15 RATES OF PAY ON PERMANENT TRANSFER TO A .NEW CLASSIFICATION 1. ~ When an employee is promoted, he shall be paid the hourly rate .next higher to h's own within the pay grade for the classification to which he was promoted. 2. When an employee is transferred from one classification to another classification iri the same pay grade, his hourly. rate. shall remain the same . 13. J 3. A permanent or probationary employee who is transferred to a class with a lower salary without a break in service will receive the. same rate of pay he received prior to the transfer. Such salary shall not be increased until the: time that a higher salary of the class to which he was transferred equals or exceeds his salary. Such transfer may be departmental or inter-departmental, .and may be made by appointment from an employment list, temporary appointment, reclassification of position, or reorganization of department, and shall be in accord with the personnel rules and regulations. The provision of this rule does not apply in cases of disciplinary demotion, demotion in lieu of layoff, or voluntary demoton. Effective July 1, 1987 when a person is involuntarily assigned to a lower classification he shall receive the lower rate, of pay, .effective the first day assigned to that classification . SECTION 16 TEMPORARY WORK OUT OF CLASSIFICATION 1. An employee holding a classified position may temporarily be assigned the duties of another position for a period not to exceed ninety (90) calendar days during any fiscal, year. The employee shall receive either the next higher step in the classification to which he is assigned or.. a 5$ increase, whichever is greater. SECTION 17 PAYMENT FOR MISSED MEALS 1. The City shall pay $:6.00 to an employee who is requested and who does work .two (2) hours beyond the empl'oyee's normal quitting time and has been prevented from eating a meal after such quitting time. SECTION 18 TERMINATION PAY VACATION PAYMENTS UPON TERMINATION 1. Upon termination, voluntary resignation, or retirement after one full year of continuous service with the City or more, .the employee shall receive a lump sum payment for all accumulated but unused vacation time. Two weeks advance notice 'in writing should be given to the City of the ter-.urination date. HOLIDAY AND COMPENSATORY TIME PAYMENT UPON SEPARATION FROM CITY SERVICE 2. Employees separated from City service shall receive a lump sum payment for all accumulated but unused compensatory time granted in lieu of holidays and all other accumulated compensatory time. 14 . SECTION 20 HEALTH INSURANCE 1. City. of .Petaluma Group Medical-Hospital .Insurance Program The City shall provide fora group medical-hospital insurance coverage program for City employees in this unit. The City shall pay during the period of .this memorandum the following amounts for health. plans: Kaiser, Health Plan of the Redwoods, and Foundation for Medical Care of Sonoma County. _ Kaiser HPR Sonoma County Employee $ 84.30 Employee + 1 $16'7.60 Employee + 2 $238.77 $ 90.00 $112.05 $185.00 $194.51 $253..00 $266.20 It is agreed that in the event of any premium •adjustments of the Health Plan . City will pick up any premium increases . SECTION 21 LIFE INSURAN"CE 1. The City shall provide fora :group term life insurance program for City employees in this. unit. The City shall pays during the course of the Memorandum of Understanding, the insurance premium towards :employee only coverage for such insurance in the principle sum of $10,000 per employee. SECTION 22 DENTAL INSURANCE 1. The City shall provide for a group Delta Dental Insurance Program for City employees and dependents in this .unit. The City shall pay, during the period of this Memorandum the full premium toward the City group dental insurance coverage program . SECTION 23 LONG-TERM DISABILITY 1. The.. City shall. provide for along-term disability plan. The premium shall be paid for by the City. 16. ,'' ,. SECT:LON 24 VACATIONS GENERAL 1. The purpose of annual vacation leave is to enable each eligible full-time employee ,annually to return to his work mentally refreshed. All employees in this unit shall be entitled to annual vacation with pay except the following a. Full-time employees who have served less than 12 months in the service of the City; however, vacation credits .for the time shall be granted to each such employee who later receives permanent employment . b . Employees who work on a temporary basis and all part-time employees who work less than 1, 040 hours per year . 2. All. permanent employees of this. unit after serving at least one full year are. entitled to the equivalent of ten (10) working days of vacation with pay iri the next succeeding anniversary year of employment. All permanent employees of the unit..,. after five {.5) years of continuous service with the City and commencing with the sixth year, shall be entitled to fifteen (15) working days of vacation with .pay per year. After 10 years of service, one additional day of vacation shall be added for each additional year of continuous service to a maximum of 20 days vacation. If an employee wishes to take more than twenty ('20) consecutive working days of vacation, he shall have the prior approval of his department head and the City Manager. 3. The time during the calendar year which an employee may. take his vacation shall be determined by the department head with due "respect for the wishes of the employee and particular regard for the needs of the service. If the requirements of the service are such that an employee cannot take part or all of his annual vacation in a particular. calendar year, such vacation shall be taken during. the following calendar year. VACATIONS - ACCRUAL 4, Except as provided above, an employee -shall not accrue any paid vacation time during any leave of absence without pay or during any calendar month in which he is absent without pay for fifteen (15) or more working days. 5. Paid vacation time accrues and is recorded at the end of each calendar month of employment. 6. No employee shall accrue paid vacation. time in excess of two (2) years vacation leave . ELIGIBILITY, 7. No' employee shall. be eligible for paid vacation time or receive pay in lieu of vacation °time before it accrues . 17. r 1 r . PAY IN LIEU OF VACATION TIME 8. An employee will receive pay in lieu of paid' vacation time (i.e:., without taking actual time off from work) only under the following circumstances: a. Retirement; or b. Start of a leave of abence without pay for more than 90 days; or c. Resignation requested by the City; or d. Resignation, the Union shall advise its members that two (2) calendar weeks advance written notice should be given to the City. e. Death., in which case, an heir or heirs 'will be paid. 9. Pay in lieu of vacation shall be at the employee's .hourly rate times the number of hours of accrued vacation time . SCHEDULING OF PAID VACATION TIME 10. Paid vacation time shall be requested in advance by employees in accordance with procedures established by .the .City, except that when extraordinary circumstances occur beyond the control of the employee, the employee may be permitted to reschedule, his. vacation of a time mutually agreed upon. 11. The first day off shall be considered as a Saturday ..for. irregular shift employees • for the purpose of computing. vacations and compensation for such employees.. Any questions relative to interpretation of this section shall be resolved by the City Manager whose determination shall be final. HOLIDAYS WITHIN VACATIONS 12. In the event that one or more of the municipal holidays observed on the specific day falls within an annual vacation leave, such holiday shall not be charged as vacation leave, and the vacation leave shall be extended according. SECTION 25 SICK LEAVE ELIGIBILITY 1. An employee shall be eligible to receive sick'. leave in accordance with the provisions of this Article when he is unable to work because of a disability resulting from personal sickness or injury, except no sick leave shall. be payable for any injury or absence which results or occurs as follows: 1. Intentionally self-inflicted; 2. Participating in an.y criminal act; 3. Participating in a riot; 18. > s 4. Working for an employer ;other than the City.. Z. Neither s.liall any sick leave be payable- (1) during a vacation except when hospitalized or equivalent confinement, or (2) during, a layoff, leave of absence, or disciplinary layoff. ' • 3. All hours of sick leave accrued and all hours of absence, whether or not paid, shall be recorded. To the extent necessary to implement this Section, such records may be inspected by an individual employee and/or authorized Association representative. ACCRUAL 4. Sick leave shall accrue to all full-time employees at the rate of one day for each month of continuous service.. No employee shall accumulate more sick leave in any year than provided.. 5. Sick leave shall continue to accrue while an employee is on vacation, on sick leave, or on job-connected injury leave. 6. No employee shall be eligible for sick leave.. before it accrues . 7. Employees serving their probationary period, with the approval of the- City Manager, .may take up to one day :sick :leave with pay for each month worked. Employees hired on or before the 14th of a calendar month shall be credited with one ,day of sick leave at the end of that month. Employees hired on or after the 15th of the calendar month shall not be credited with any sick leave for that calendar month. MINIMUM SICK LEAVE CHARGEABLE 8. For the purpose of .charging sick leave, the minimum sick leave chargeable will be one working hour. SICK LEAVE, GENERAL 9. On taking .sick leave time., the employee must notify his department head either prior to, or within thirty minutes after the time set for beginning his daily duties. If an employee's duties 'beg'in before the switchboard is in operation., he must, notify the- department not later than 8:30 a. m . 10. Sick. leave shall not be considered as a right which an employee may use at his d'iscre.`tion, but a privilege which shall be allowed only in case of necessity and.: actual sickness or disability. 11. When. an employee is absent for more than three (3) consecutive days, the City Manager or` Personnel Officer may require a doctor's certificate for such suck. leave .absence. When an employee is absent for six (6) days or more in a calendar quarter or eight (8) days or more in any two consecutive calendar quarters, the City Manager or Personnel Officer may require a doctor's certificate, prior to paying sick leave for the days absent., ,provided however, that absences for which a doctor's certificate has been provided shall not count toward the aforesaid six day and eight day periods . 19. A 12., If an employee has not accumulated• sick .leave,, writing , may grant him of Section. 30: recovered by th'e dime :hey has 'exh'austed his the City 'Manager, upon receipt of such request in leave of absence not ,to, .exceed the time limitations T3. Upon the expiration of a leave of absence quoted. under Section 30, the employee> shall be retu-rned to the same class or position or to any position . to which he :had been .eligible to transfer at the time his leave of absence was granted„ provided he furnishes medical certification of ability to perform the position for which .he is eligible. 14. The City .Manager ..may revoke pay and. sick leave time. if the employee is not in fact sick, or if he has engaged in private or other public work while on such leave . Abuse of sick leave as stated. above is sufficient grounds for dismissal. 15. No penalties shall be unposed on employees for taking justifiable sick .leave to which the employee is eligible . SECTION 26 BEREAVEMENT LEAVES 1. In the event of the. death of an employ.ee's spouse,. mother,. step-mother, mother-in-la.w, father, step-father, father-in=law, brother, sister, brother-in-law, sister-in-law, or child, ncludin. g-• an adopted child, an employee who attends the funeral shall be g"ranted time off work with pay. The amount of time off work with pay shall be only that which is required to attend the funeral and make necessary funeral arrangements, but in no event shall .it exceed three (3) working- days:. These three (3) days shall. not be chargeabae to sick` leave. An additional -two ('2) days required for necessary funeral arr..angements may be charged to the employee's sick leave, any -additional time. beyond these two days may be charged to accumulated compensatory• time or leave without pay: SECTION 27 '.FAMILY .SICK LEAVE L. Up to two days per yeaY of, an employees accrued sick leave may be used in, the event of immediate' family illness. The :immediate family shall consist of the spouse., eh~ldren; parents, brothers, sisters, or other individuals whose relationship to the. employee is that of a legal dependent. SECTION 28 HOLIDAYS: 1. Author-ized_ , City observed, paid holidays A. The City will .designate eleven (11) paid, fixed-date holidays for employees in -this unit. Such holidays shall be established for the City'''s fiscal year a's determined by the 'C'ity Council Resolution. I 20. ~ r~~ B. During. the. fiscal year of `they Mecnoran,dum of Understanding; for those. employees hired` on o"r before July 1 of that Fiscal Year of the Memorandum of Understanding, .the City will authorize one (1) "Floating Holiday" per employee., which may be taken by the employee during that. Fiscal Year at .a time selected. by the employee, .subject to operational requirements and approval, as d"etermined by the City. 2. The: holiday shall b.e consecuti:ve .twenty-four (24) hour. period starting with the employee's starting time on the calendar day on which- the holiday is observed. 3'. Each full-time. employee; other than an employee.. on :layoff or on any leave of absence, shall receive eight ('8) hours pay :at his. hourly rate for the ho..lida.y, provided the employee meets the :following eligibility requirements . . 4. He works his last scheduled work day prior to and his first scheduled work day following the holiday, unless failure to work on either or both. .such days is excused because of (1`) personal scknes or injury, or (2) other extraordinary circumstances beyond the control of 'the employee proven to the satisfaction of the City Manager which cannot be. corrected in time for him to meet his employment .obligation. 5. Observance by an employee of a designated religious event may- be granted, if practical, with at. least seven (7) days. prior approval required for such .leave, under the following, methods 1. Time charged .to accrued vacation. allowance.;; or 2:. Time off without .pay SECTION 29 INDUSTRIAL INJURY LEAVE WORKERS' COMPENSATION 1. Benefits. shall be payable in situations where. employee absence is due to industrial injury as provided in California State Workers' Compensation Law.. The amount of disability payments paid to th'e 'injured employee shall. be deducted from- salary payable 'to the employee while on sick leave, During the first ten (10) calendar days of ab ence for industrial dsabi~hty,; the City will pay ,employees an amount which when added. to their Wor-kers' Compensation benefit will. equal ;their regular .salary rate... Thus supplemental .amount shall not be deducted• from the employees sick leave benefit. In the .case of absences beyond' ten {10) working days, the employee sha1T be erit•tled to use two hours of sick leave • per day to supplement: workers compensation benefits-: T'he injured employee may choose to receive workers' compensation payments only, without City payment for salary at no loss of sick leave. Sick leave for indu trial injury shall not be allowed for a -disability resulting from sickness, self-inflicted injury or willful misconduct. 21. .n DETERMINATION OF ~ IND:US.TRIAL DISABILITY LEAVE 2. Except as~ otherwise limited by this Section, the amount of industrial disability income available to an eligible employee shall be: determined by multiplying tb'e number of hours,. not to exceed. eight in a calendar day nor -forty in a ,.calendar week, of time lost from work,. because of -the disability, times the employee's hourly rate. at the time the injury occurs. NOTICE AND PROOF OF INDUSTRIAL DISABILITY 3. No industrial disability leave shall be permitted unless the employee's superintendent is notified of the nature of the .disability and the probable duration thereof as soon as possible; but in no event later than the. conclusion of the current work .day", except: when the failure to notify is due to circumst"an;ces beyond the control of the:- employee . The injured employee must. complete a notice of injury form within the time limits stated.. 4. In all cases on returning .to work an employee claiming, or having received, industrial .disability leave must certify on a form provided by the City as follows: 1. The nature of -the industrial disabllty which. prevented .him from working, including 'time, dates, and circumstances, and whether or not under the care of the City's physician . 2. The amount. of time lost from work in hours because of the disability. 3. The name of the individual to whom notification of the accident was given or the reason notice was not given . 4. A release from an approved State Comp, physician stating that the employee bas recovered and is capable of, returning to work. 5. In the event that facts. and circumstances indicate that the employee may not be eligible for industrial disability leave as claimed, evidence of industrial disability may be requested such as a physician's statement 'of' the ndu'st"vial. disability. 6. Arbitrary failure or refusal to follow accepted medical practice in 'treating a, disability shall be .reason. for discontinuing or withhol`ding` industrial disability income. SECTION 30 LEAVES OF ABSENCE WITHOUT PAY METHOD OF REQ,UE~STING LEAVES OF ABSENCE 1. An employee -who desires a leave of absence from work without pay shall file a written request with the Department Head on forms provided by the Personnel Department, stating the title of his position, the beginning 22. and ending dates of the requested leave .and a full: statement of the reasons for such request. The Department Head. may grant or deny such leave for a period not to exceed three work days. Request for additional leave must be submitted in the same manner to the City Manager. GENERAL CONDITIONS 2. During a leave of absence, an employee will. .not accrue vacation nor be eligible for any payments for time off work as provided by this agreement. 3. Subject to and consistent with the Group Health and Life Insurance Plan, coverage may be. continued during a leave of .absence without pay provided direct payment, of the total premium is made by the employee in a manner prescribed by the .City . 4. During a leave of absence, both the City' and the employee's contributions to the Employees' Retirement Plan are discontinued and benefits do not' accrue, nor can they be withdrawn., nor are they forfeited. PERSONAL LEAVE 5. An employee for personal reasons may be granted a leave of absence without pay by the City for a period not. tq exceed three (3) months. The leave may be extended for additional periods, but in no case shall a leave and extensions exceed six (6.) months. A leave for personal reasons as herein provided may not be used to extend or compound a leave of absence granted under any other -provision of this. agreement. MEDICAL LEAVE 6. An employee who {1) is unable to work because of non-industrial personal sickness or :injury, or (2.) has .exhausted sick leave and vacation. payments, :may be granted a leave of absence without pay upon request in writing and the furnishing of satisfactory evidence of sickness or disability. T,he evidence of disability may be furnished by any person having direct knowledge of fhe sickness or disability. The leave of absence available pursuant to this paragraph contemplates a short. term leave which i agreed to be a period of one calendar month or less . 7. For continuing disability, extended leave of absence without pay may be granted for a period up to six '(6) months unless further extended by the City. In no event will an extended leave of absence without pay exceed one (1) year. The amount of extended leave of absence granted pursuant to .this paragraph shall be dependent upon the employee's furnishing satisfactory proof of disability, a showing of receiving continuing and- appropriate medical treatment, and the furnishing of a physician's opinion that leave of absence is warranted for medical reason and that his prognosis is that the employee will be physically fit to perform his duties- at the end of the requested leave of absence.. In the event the employees physician's prognosis and report is, equivvocal, .the City may request 'its physician to submit his ..independent report. 23. -~. r ~ <, 8. In order .to be el'igible` to return to active emp'loyment'., bhe employee returning'from a medical leave of absence must provide, at least fourteen (14) calendar daps prior to the end of leave, a statement from the employee's physician releasing the employee to return to work. I£ the employee cannot return to his former pos'it'ion:, he will be placed in an eligible category .for a classification for which he has the ability to perform the work. 9. The City:, at its option and without cost to the employee., may require that a physician or physicians of its choosing examine the employee before returning him to active employment. SECTION 31 ANNUAL MILITARY DUTY 1. An employee may be absent on military leave: as authorized in Section 395 through 39,5.8 of the Mli'targ and' Veterans Code of California. The employee shall furnish to the City Manager satisfactory proof of his orders to report for duty and of his actual service, pursuant to such orders.. Employees with less than one ('1) year City service shall take such.. leave without :compensation from the City or as provided in the Military and Veterans Co:de,. Armed Forces reserve or national guard base pay shall be offset against such pay. 2. If an employee rece'ives' vacation pay during- a period of training- or service, he shall not be .eligible for the milifar.y 'leave. provided by this article for that. period' of time for which he receives vacation pay. SECTION 32 ALLOWABLE COMPENSATION WHILE ON DUTY AS JUROR 1. Every classified employee who serves as a trial juror or is compelled to appear on b.ehalfi of the City under service of process.., shall. be entitled to be absent from the employee's: duties with the City during. the period of such service or while necessarily being present in court as a result of such call. -The employee shall be paid the difference. between. the employee's full ,salary and ari,y ~p;ayment received by the employee,. excepting travel -pay, for such duty.. However,-; such time shall not be .considered as time worked for purposes of Section i2. 2. For the purposes of thin Section,. time served as a juror or as a witness,. compelled. to appear on behalf of the City under sazbpoena;, by an irregular shift employee shall be paid time, .not to exceed the 24. number of hours the employee would, have worked on such day. However; such time shall not be considered as time worked for purposes of Section 12, It is the. intent of this Section to allow an employee compelled b,y law to .appear as a juror or witness to compute that time as a portion of the employee's work day so that the employee will not be required. 'to appear .in court under service of process and also work ~a shift for the City during one: twenty-four (24) hour period. SF3/TIC1V 33 MEAL AMID REST PII~ICI~S 1. All employees shall be granted a mea~.l period of thirty (30) minutes during each scheduled work shift.; except for employees who work other than the regular day shift:. The designated thirty (3,0) minute meal period shall be without pay. 2. There shall be granted a rest period at a time, place and manner that. does not interfere wifl the efficient opera:t`ion 'of the Department. Such rest period shall be with pay and shall not exceed fifteen (15) minutes for each four (4) hours of work. The rest period is intended to be a recess to be preceded and,fol,lowed by an extended work period. Consequently, it may not be used to cover an employee's late arrival to work. or early departure, to extend the meal period, nor may it be regarded as cumulative if not taken. SDGTI~V 34 C~ENSA'IC7RY TIME OFF 1. Fir~loyees may receive, in lieu of being paid for overtime., compensatory time off. No employee may earn more than two hundred forty (.240) hours of Compensatory Time Off per fiscal year. In addition, no employee may retain on the books more than two hundred forty hours of unused Compensatory Time~at any given point during 'the fiscal year. Amounts submitted in excess of these limits shall be paid at time and one-half. The employee may take Compensatory Time Off up to maximum of five {5) days as a time selected by the employee, subject to the operational requirements of the City'and with approval determined by the City. A1:1 accumulated compensation time as of June 30, 1987, but for thirty-two hours, will' be paid to the employee by the City. All .accumulated compens.at~i.on time as of June 30, 1988, but-for forty hours., will be paid to the employee by the City. SDCTION 35 &NCJS HOLIDAY The City of Petaluma and .the Petaltm~a Fzr~loyees' Association agree that for the term of this Memorandum of Understanding an employee who does not- luse any sick leave during, the period between July 1, and June 30, will be awarded one (1) bonus-holiday during the following Fiscal Year. 25. SDCTION 36 NEW' OR Q-IAI~iGID CLASSIFICATIONS 1. In the event a new classification is established, the City shall assign it to a pay grade based upon the work t.o be performed after corr}~arison with other classifications. 2. The City shall provide the Association with a written classification description of the°new or changed classification which shall describe the content sufficiently to identify the classification. 3. Upon. receipt of'the Cty'-s description,~the Chief Steward of the Associa- tion., or his desi",grated representative, shall be afforded an opportunity to discuss the new or changed classifieat.ion and ass.igrment to the pay grade with the City Manager or his representative. If the Association does not request a meeting within five (5) calendar days of the receipt. of the City's-re,comnendation, it shall be deemed to be approved by the Association. SEiGTI~1 3 7 SINIORITY STAZ~1vlIIVP OF PRINCIPLES OF 'SFNTORITY 1. In the event o~f,"any reduction in the wor-k force,. the City will apply the princip e of s"eni.ori-ty,~merit and ability being equal, and the last err~'loyee hired shall. be the f first laid off;, In rehiring., the last person laid off shall be -the first rehired. A complaint regarding compliance with this section shall be a subject for.gr.i,evance. In rehiring former employees laid of,f under this Article,, t'he City shall offer reemployment in the order of'senor,ty to such former employees who at the time of lay off were performi g services essentially the same as required. for the vacancy, provided that; the period of lay off has: not exceeded one (1) year. 2. In shift. assignments, the City will give consideration to the preference of employees and to seniority; provided, however, that :final. responsibility and. authority in job assignments, the determi-nation, of qualifications, aril the method of de;termimng the qua ificat;ions f,or any job, shad'1 remain vested in the City. LOSS OF' SIIVICRITY 3. Seniority shall be terminated by: a. Resignation b;. Discharge for cause. c.. Retirement d. Failure to return to work. from layoff within seven (7) calendar days after-- not'i;ce..to :return by certi:f°.ed or registered mail or by telegram. addressed, 'to the employee at hi.s last known address on file with the - City :Personnel Office 26. .;- e, Absence from work for three (3) consecutive working days without notifying the City, except when the fa'i.lure to notify and work is due to circumstances beyond control of employee. After such unexcused absence, the City shall send written notice to the employee at his last known address that he has lost-his seniority, and his employment has been terminated. SENIORITY LIST 4. The City shall prepare and maintain a seniority list which shall show the names, classification title, department, and seniority date of all employees. The Association (Petaluma Fsrpaoyees Association) shall be given two copies of the list within thirty (30) calendar days after the date of this Agreement, and thereafter a current list every six months. 5., A seniority list, including the same information, shall be maintained for each department. This list shall be available for inspection by the employee or his steward. 6. These lists shall be deemed correct as to an employee's seniority date unless the employee, or the steward for the empl-oyee, notifies the City to the con:trar-y in writing within five (5) days after a list is given to the Association. SDGTION 38 PR~yZTI'IONS PROIv~'JI'IC~IS 1. Except for those positions not requiring written examinations, promotions in the City service shall be based on a co~etitive examination and records of efficiency, character, conduct or other generally accepted qualifications deemed necessary or reliable in obtaining a passing grade. The City .will give. significant consideration to the performance of the employees, seniority, physical fitness, and ability to perform the work. Lists shall be created and promotion made therefrom in the same manner as prescribed for original appointments. 2. Whenever practical., vacancies shall be filled by promotion.. The rules covering promotional examination shall be the same as those governing original entrance examinations. NOTICE OF EXAMINATI~TS 3. Notice of examinations shall be printed and shall be posted on the official bulletin boards of the City and may be advertised by any other mean chosen by the Personnel Officer. Public notice shall be posted at leas# five ('5) days prior to the final filing date, and shall contain the following. information. a,. .The title and rate of pay for -the"position to be filled; b. Some typica duties to be performed; 27. c. Minimem~ qualif''ications required;; d. The method of securing appl;i,caton forms and the final filing date on which applications will be accepted; e. The relative weights assigned to the various parts of the examination; . f. 'Ilze minirnun passing score. 4. In addition to tYie posting and any other advertising that takes place for position as outlined in the above paragraph, a copy of the notice will be sent to the Association for those positions in the work unit which they represent. 5. Employees who have successfully passed an examination for a higher position, and have been certified for the higher position, will be deemed to qualify for. positions with. lesser qua'lifeati~ons and may be certified to the lesser pos'it'ions, provided no lists exist for the lesser positions. 6. In the event That' an applicant accepts a lower classified position, he will be allowed to remain on the eligi;bi.lity list for higher classification untia the list is abolished. SDCTION 39 TIIy]P'ORARY APFOTNIMFIVPS 1. It. shall be the policy of the employer to avoid temporary appointments whenever possib.le;, unless failure to do so will seriously hamper. the success of City prggram. Under such circumst~arices and when sufficient time may not be .taken to fill a permanent position through the normal procedure:, a temporary appointment may be made. ~Frnployees receiving temporary appointments shall be required to qualify by the normal se ection procedures to become a probationary employee in that class within .sixty (60) days. 28. 2. During any period ri which empl°oyees are being considered for promotion and during any posting period, it shall be the policy of the employer to avoid temporary employment to such positions, unless the failure to make appointments to such positions would .seriously hamper the success of the City program. Under such circumstances and when sufficient tune may not be taken to fill a permanent position through the noY-rnal procedure, a temporary appointment may: be made. SDGTICN 40 TRANSFII~S BirI4VEFN SDUTIC7~JS SHIFT CHANGES WITHIN A WC~ZK SDCTICi~i 1. The City Manager may authorize a change for an employee from one position to another in the same or comparable class of work where the same general type of qualifications are required for entrance to such a position. TRANSFERS 2. When an employee within his own classificat'ivn and work section wishes to change from. one shift. to another shift, he shall file a request for transfer identifying the shift he is in and ,the one he chooses to transfer to and file it with the Personnel Officer. ~ 3. Request for transfer from one department or work section to another department or work ~sec.ton having a different jurisdiction or different function shall be filed with the Personnel Officer and shall be done only with the consent of both department heads involved, unless such a transfer is ordered by the City b~Ianager for purposes of economy or efficiency. 4. Any person transferred to a different position shall possess the minimiun qualifications for that position. 5. An employee who has been transferred pursuant to his request or who has been promoted and not returned to his former classification, need not be considered by the City for a subsequent transfer or promotion during the six month period following his transfer or prompt-ion. 6 If the employee has filed more than. one request for transfer, only the mo,st.recerit of his requests will be considered by the City for making a transfer. 'Such transfers will be considered only if the employee possesses the minimum qualifications for the position. SDGTION 41 PROBATIC~IARY EMPLOYEES 1. An employee is a probationary employee f.or h.s first six months of employ- ment: in any classification. In the event of a promotion of a permanent employee to a higher classification, the. six. month probationary period in the. higher classification will be reduced by one day for each two days the employee. had worked in temporary assignments in that higher classifica- tion. Periods of absence exceeding five (5) working days shall not be counted toward completion of the probationary period. 29. ~. ;~ ~ .,. a ~ .. ,~ 2. No matter concerning, the d~sci:plne, lay of'f or terminat,i,on of a probationary'employee shall be subjecf to the grievance procedure. 3. An employee who has been promoted but does not successfully pass his pro- motional probationary period of six (6) rmnths, shall be reinstated to the position which he held pr'i'or to the promotion. 4. Upon an. employee request within a one (,1) month, period following a promotion;, he shall be returned to a regul°ar j,ob:opening in the classification from which he was~promofed; at the pay rate from which he was promoted. from, but' in no event `slia-l- , he be held in the promotional position over one (1) rmnth following, his r-equest for reinstatement in the lower position. Upon renstatement~to the former position, the employee's name will be removed from'the promotional eligibility list. SDGTICN 42 LAYOFF AND R.EX' . i .r , PROCEDURES LAYOFF PROCEDURE 1. When employees are to be laid off, the fo lowi'ng shall be the order of layoff: a. Temporary emp ogees in the affected c assification shall be removed first. ' b. Probationary employees in an affected classf"ications shall be removed next. c. The employee with the least seniority :in an affected classification or department shall be removed provided that the City Manager may do otherwise in order to maintain a ba arced department or work Luria -and to maintain,esnployees in the classification or department who have the ability to perform the work available. REC'.AT ,T , PROCEDURE 2. Ari employee who hasb'een laid of.f or transferred as a result of a reduc~t:ion on the work force sha1.L be recalled to work in reverse order i'n wfiich.the employee was laid of'f or transferred,, conditioned upon the' employee"s ability to perform the. work available and that the priod of such layoff.or transfer has .not exceeded. :one (1) year. 3'. When employees are re urned to wo`k after layoff, employees shall be recalled: in reverse order in which the empl.gyees were laid off. The employer shall send by regi,s'tered'mal.to the employee's last known address notification that the employee is being'recalled. The employee shal'l' re'tirn to vvnrk within seven (`?) days of the date of mailing. Faiaure to return after notice sha 1 be grounds for discharge and total loss 'of seniority. 30. 1" : ~` ~; SDCTION 43 RET:IRIIvIQVP PLA1V 1. During the term of this agreement, the. City shall continue membership as an agency under contract with the State o°f :California Public Retirement System in accordance with and subyeet to the provisions of the State Finployee Retirement Law. 2. Each :pay period aTlpermanent-and probationary employees shall have deducted from his earning a retirement contribution at a percentage rats establi. hed by the-Reti:r.ement Law. 3. In the .event of death or .retirement, an emp ogee who-has completed. ten (10) years or more with the City shall "receive f".fty percent (50%) of his accumula ed but unused sick leave, not to exceed sixty (60) days. 4. The City will modify its'' contract_wth PERS to 'implement the following options: a. Sick .leave.eredt. b. Last year compensation. SDLTION 44 DISCIPI;~INE 1. The Cityshould noa discharge or take other d~iacplinary ac ion. without just cause. If the City has reason to reprimand .an employee, it should be done in a manner that will not embarr,,ass the employee. REIN]BtJRSIIVIIIV!' FOR I:OSS CF BENEE'ITS 2. In the event an.errp ogee i disciplined or discharged and 'an appeal is made as provided i'~n the Rules of Appeal of 'the-Personnea Board in the Rules and Regulations of'the City of Petaluma, and such appeal results in a decison,favorable to the employee;, he shall be re-imbursed for loss of pay or fringe benefits, as recocniiended by the Personnel Board. Sb~GTION 45 CIZIEVf1NGE PRCCIDURE PiJFtPOSE 1. The grievance procedure shall be used'ta process and resolve grievances arising out of-the interpretation,, application or enforcement of the expressterms of this agreement,. It is the purpose of this procedure to resolve grievances a:t the lowest. poss:ibl:e level and to provide for an orderly pr"ocedu"re for reviewing acid resolving grievances promptly. 2. An.att,empt,shall be made to ascertain all' facts and adjust all grievances on ,an informal basis between t_he emp'loyee~,and,, if he desires, his desgna~t.ed representative and :a supervisor ri.the employee's chain of command up to andr-neludi`ng his division head.. Presentation of this .grievance shall be made within ten (T0') work'ing days o'f the incident causing the grievance.. 31. 3. If the grievance is not adjusted to the at,s,f.acsti.on .of the employee invo ved wi,tlin five (5) working days~af er the presentation of the gri.evance,, the grievance shall be submitted 'in,wr.iting by the employee and'/or his designated representative to the.Depar:tment Head with a copy thereof to the `Personnel Officer within 't he .next ten (10) working days. In every ease the~grevance must be.si•gned by the employee. The Department Head shall' meet with fhe employee and/or his designated representative within five (5) working days o;f the receipt of the written grievance and shall delive~r'hi.s answer to -the employee within five (5) working days 'after the meeting in writ-ng. 4. If the grievance is not adjusted then; the Personnel Officer shall meet with the .employee acid/or his designated representative within five (5) working days of the receipt of the written gr_i.evance and shall deliver his answer to the employee within five (5) working days after the meeting in writing. 5. If the: grievance is still not adjusted, or i'f the parties .fail to agree on the adjustment of :the grievance, a request may be made in writing by either party to the Personnel Board to settle the ,grievance. Such request must be made .five (5) working days after the Department Head's or the Personnel Office.r's r•.espon a is given to the grievance. 6. The Personnel Board.'s deci ion shall be subm't`,ted to the City Manager for determination. The Board shall not have the; power to add to, dele-t e, or alter any proviaign oaf this agreement, but shah limit its decision to the scope, application and interpretation of th's agreement. 7. At any stepi~n the: grievance procedure,; the employee may at his election be,permitted to have a Shop Steward or other Association representative present to assist him i~n the presentation of his grievance,. The Assoca- tion may designate ,the•'Shop Steward and .shall .notify the Department Head and the City Manager of the appointment. Should an employee elect to pre- sent a grievance in person and without partie=ipation of any Association Officer or Shop Steward, this is expressly allowed. No grievance appeal shall be considered at any level, unless filed in the_ appeal periods provided in th-is article. SDCTiC~I 46 IIv1PLOYEE JOB TRAiNING 1. Any :training required by the City will be subject to fhe Fair Labor Standards Act. Books and tuition `will be paid for by the employee. 32. AMY ~ 1, a ~ .- Y. MIlvI~RAI~IDLIvI OF UI~IDIIZS'TAI~IDING Between THE CITY OF PETALLIvIA And CITY OF PETALL1v1A IIvI!'LlJYEES r ASSOCIATICIV 'This document represent-s the final and complete Ag-re~nent resulting fre~n the 198:6/88 Meet and Confer sessions with the City of Petaluma Frnployees' Association, Unit, 2. Representatives of the.Gty and Unit 2 aclmowledge that, they have fulfilled their mutual and respective obligations to Meet and Confer under the Meyers-Mi1'i as-Brown Aet. As a result, the parties have come to a mutual understanding which the. .representatives of the Ciity and Unit 2, who have the approval of their member. agree to recommend for acceptance and approval to the City Council of the City of Petaluma. The. par ties affix their .signatures as constituting mutual acceptance and recommendation of this Memorandtun of Understandi"ng to become of°fective July 1, 1986, upon acceptance and approval of the City Council.. CITY OF PETALi~V1A IIv]PIX7YEES' ASSOCIATIOI~i ~-- , ' . ./ lv/~" ~..~~~i ~~ - i '~`~ ~ . ; . CITY OF PET'A~l\%IA ' ~~~-~6 33.