AGREEMENT 1994 - 1997
I
I
AGREEMENT
between
CITY OF CLEARWATER, FLORIDA
and
COMMUNICATIONS WORKERS OF AMERICA
FISCAL YEARS
1994-1995
1995-1996
1996-1997
~i
--I
PREAMBLE
ARTICLE 1
ARTICLE 2
ARTICLE 3
ARTICLE 4
ARTICLE 5
ARTICLE 6
ARTICLE 7
ARTICLE 8
ARTICLE 9
ARTICLE 10
ARTICLE 11
ARTICLE 12
ARTICLE 13
ARTICLE 14
1
I
TABLE OF CONTENTS
PAGE
. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 1
RECOGNITION ............................ 1
GENERAL PROVISIONS ...................... 2
RIGHTS OF EMPLOYEES ..................... 3
NO STRIKE AND OTHER UNLA WFUL ACTS . . . . . . .. 3
CITY'S MANAGEMENT RIGHTS ................ 4
GRIEVANCE PROCEDURE .................... 5
UNION REPRESENTATIVE . . . . . . . . . . . . . . . . . . .. 9
UNION RIGHTS . . . . . . . . . . . . . . . . . . . . . . . . . . .. 9
HOURS OF WORK AND OVERTIME . . . . . . . . . . . . .. 12
LEAVES OF ABSENCE. . . . . . . . . . . . . . . . . . . . . .. 14
A. Sick Leave ............................. 14
B. Funeral Leave ........................... 20
C. Line-of-Duty Injury Pay . . . . . . . . . . . . . . . . . . . .. 21
D. Military Leave . . . . . . . . . . . . . . . . . . . . . . . . . .. 22
E. Jury Duty . . . . . . . . . . . . . . . . . . . . . . . . . . . . " 22
F. Leaves of Absence Without Pay ................ 23
G. Time Off . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 23
H. Union Time ............................ 24
I. Maternity/Child Care Leave . . . . . . . . . . . . . . . . . .. 25
HOLIDA YS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 25
VACATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 28
SENIORITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 29
LA YOFF AND RECALL ...................... 30
ARTICLE 15
ARTICLE 16
ARTICLE 17
ARTICLE 18
ARTICLE 19
ARTICLE 20
ARTICLE 21
ARTICLE 22
ARTICLE 23
ARTICLE 24
ARTICLE 25
APPENDIX A
APPENDIX B
APPENDIX C
I
I
TABLE OF CONTENTS
PAGE
RETIREMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 31
UNIFORMS AND RAIN GEAR . . . . . . . . . . . . . . . . .. 32
INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 32
HEALTH AND SAFETY ...................... 33
JOB DESCRIPTION AND CLASSIFICATION . . . . . . . .. 33
APPOINTMENTS AND EVALUATION. . . . . . . . . . . .. 35
MISCELLANEOUS GENERAL PROVISIONS. . . . . . . .. 41
DISCHARGE AND DISCIPLINE ................. 42
SALARY ................................ 43
DRUG AND ALCOHOL POLICY ................ 43
DURATION, MODIFICATION AND TERMINATION ... 48
LETTER OF UNDERSTANDING ................. 49
JOB CLASS TITLE, RANGE, STEP, HOURS PER WEEK
RULES FOR ADMINISTERING THE PAY SCHEDULE
WAGE SCHEDULE
I
I
AGREEMENT
CITY OF CLEARWATER
AND
COMl\tlUNICATIONS WORKERS OF AMERICA
The CITY OF CLEARW A TER, FLORIDA, hereinafter referred to as the" City," and
the COMMUNICATIONS WORKERS OF AMERICA, hereinafter referred to as the
"Union," (PERC Registration No. 8HRA74300 13), recognizing that the welfare and the best
interest of the City of Clearwater will be served by procedures which provide for an orderly
method for the City and the Union to bargain in good faith matters of common interest on
these matters, do hereby agree as follows:
ARTICLE 1
RECOGNITION
The City recognizes the Union as the exclusive bargaining representative for wages,
hours and other terms and conditions of employment for employees of the City of Clearwater,
Florida, who are members of the unit as herein defined:
Included: Nonprofessional employees of the City of Clearwater.
Excluded: Department Heads; Division Heads; Managerial and Confidential
Employees within the meaning of Section 447.203(4, 5), Florida Statutes; all Professional
Employees within the meaning of Section 447.203(13), Florida Statutes, and all other
employees of the City of Clearwater not specifically included.
A. Managerial Employees
The following classifications of employees are "Managerial Employees" as defined in
Section 447.203, Florida Statutes (Chapter 74-100), in that said employees have authority in
the interest of the public employer, City of Clearwater, to formulate policy, or are reasonably
required to assist directly in the preparation for and the conduct of collective bargaining, or
have a major role in the administration of agreements resulting in collective bargaining, or
have a significant role in personnel administration or employee relations and in the
preparation and administration of budgets and said roles are not of a routine, clerical or
administrative nature and require the exercise of independent judgment. Historically, these
job classifications have been treated as managerial within the foregoing criteria.
B. Confidential Employees
The following classifications of employees are "Confidential Employees" as defined
in Section 447.203, Florida Statutes (Chapter 74-100), in that said employees are persons who
act in a confidential capacity to assist, or aid, managerial employees of the classifications set
forth above and as defined in the Florida Statutes; specifically said employees have access to
and assist in the preparation for collective bargaining, budget, and all have access to
-1-
information dealing with I the administration of this contract' including the handling of
grievances under the grievance procedure as set forth herein.
ARTICLE 2
GENERAL PROVISIONS
A. This Agreement shall be governed and construed according to the Constitution and
Laws of the State of Florida. Accordingly, if any provisions of this Agreement or any
application of this Agreement to any employee covered hereby shall be found contrary to law,
such provisions or applications shall have effect only to the extent permitted by law, but all
other provisions applications of this Agreement shall continue in full force and effect.
B. No change, rescission, alteration or modification of this Agreement, in whole or
in part, shall be valid unless the same is ratified by the City and the Union and endorsed in
writing.
C. The parties acknowledge and agree that, during the negotiations which resulted in
this Agreement, each had the unlimited right and opportunity to make demands and proposals
with respect to any subject or matter included by law within the area of collective bargaining
and that all the understandings and agreements arrived at by the parties after the exercise of
that right and opportunity are set forth in this Agreement. Therefore, the City and the Union,
for the life of this Agreement, each voluntarily and unqualifiedly waives the right to require
further collective bargaining, and each agrees that the other shall not be obligated to bargain
collectively with respect to any matter or subject not specifically referred to or covered by
this Agreement; whether or not such matters have been discussed, even though such subjects
or matters may not have been within the knowledge or contemplation of either or both parties
at the time that they negotiated or signed this Agreement. This Agreement contains the entire
contract, understanding, undertaking and agreement of the parties hereto and finally
determines and settles all matters of collective bargaining for and during its term except as
may be specifically otherwise provided herein.
The parties agree to bargain proposed changes in the City's Pension Plan and
changes in the City's Civil Service Rules that deal with mandatory subjects of collective
bargaining and any impact these changes may have on bargaining unit members.
D. The City Manager's office shall set aside quarterly a time for meeting with the
officers of the Union for the purpose of discussing any problems that may arise under the
implementation of this Agreement. These meetings are not intended to bypass the grievance
procedure and should such a meeting result in a mutually acceptable amendment to the
contract, then such amendment is subject to ratification by the City and the Union. In
addition, the executive committee of the Union shall be allowed a monthly meeting to transact
any and all business pertaining to the Union, said meeting to be allowed during work hours
not to exceed two (2) hours at straight time.
-2-
E. A City or depltment rule, regulation, policy or p!cedure now in existence in
conflict with this Agreement shall be resolved by modification of such rule, regulation, policy
or procedure to be compatible with this Agreement.
F. The Union recognizes and supports the concept of a Labor Management Committee
to address city-wide employee concerns that are not specifically provided for by contract
provisions and to improve labor-management communications. Such a committee may be
established by the City manager and may contain representatives from employee union and
non-UnIon groups.
The Labor Management Committee may propose standard policies and procedures to
be followed city-wide. If such recommendations are adopted by the City Manager, they shall
not be applied to bargaining unit employees if they are in conflict with the provisions of the
CW A contract.
ARTICLE 3
RIGHTS OF EMPLOYEES
A. Employees in the bargaining unit shall have the right to form, join and participate
in, or to refrain from joining, forming, or participating in the Union. Neither the City nor
the Union will discriminate against any employees in regard thereto.
B. The City and the Union will not discriminate against employees in the unit because
of race, color, creed, sex, age, natural origin, physical handicaps, or membership or
non-membership in a union; provided, however, that this will not prohibit the City from
establishing bona fide occupational qualifications. If a charge of discrimination by an
employee against the City, its officers, or representatives is filed with any appropriate State
or federal agency having jurisdiction of such charge, said employee or the Union will not file
or pursue a grievance under Article 6 of this Agreement. If a grievance is pending at the
time such a charge is filed, it shall be considered withdrawn.
C. It is understood that the provisions of this Article embrace all rights of employees
covered by all federal, state, county and city laws and regulations.
ARTICLE 4
NO STRIKE AND OTHER UNLAWFUL ACTS
A. The parties specifically incorporate herein the provisions of Florida Statutes
447.505, 447.507, and 447.509.
B. In addition to the prohibitions and penalties prescribed in the aforementioned
sections of the Florida Statutes, the parties specifically agree that any individual employee
engaging in such activity may be immediately terminated without recourse to the grievance
procedure whatsoever. However, the activity of participation may be subject to the grievance
-3-
procedure provided hereiJ. In addition, liability shall attach tJsuch individual employee as
well as the Union if the provisions of this section are violated.
C. Should the Union or any of its employees breach this Article, the City may, in
addition to the remedies provided in Chapter 447 of the Florida Statutes, be entitled to obtain
a temporary injunction at an ex parte hearing.
ARTICLE 5
CITY'S MANAGEMENT RIGHTS
A. The City reserves, retains, and is vested with exclusively, all rights of management
which have not been expressly abridged by specific provisions of this Agreement. The
exclusive rights of management include, but are not limited to, the following:
(a) to manage the City generally and to determine the issues of policy;
(b) to determine the facts which are the basis of management decisions;
( c) to determine the necessity or organization of any service or activity conducted by
the City and to expand or diminish services;
(d) to determine the nature, manner, means, and technology, and extent of services
to be provided to the public;
(e) to determine methods of financing and budgeting;
(f) to determine the types of equipment and technology to be used;
(g) to determine and/or change the facilities, methods, technology, means and size of
the work force by which the City operations are to be conducted;
(h) to determine and change the number of locations, relocations, and types of
operations, processes, and materials to be used in carrying out all City functions including,
but not limited to, the right to contract for or subcontract any work or operation of the City
in accordance with the practices followed prior to this Agreement;
(i) to assign work to and schedule employees in accordance with requirements as
determined by the City, and to establish and change work schedules and assignments;
G) to relieve employees from duties for lack of work, lack of funds or any other
non-disciplinary reasons;
(k) to discharge, suspend, demote, or otherwise discipline employees for just cause;
(1) to determine job classifications and to create, modify or discontinue jobs;
-4-
(m) to hire, transAr, promote, and demote employees; I
(n) to determine policies, procedures, and standards for selection and training;
(0) to establish productivity programs and employee performance standards including,
but not limited to, quality and quantity standards and to require that such standards be
followed.
(p) to maintain order and efficiency in its facilities and operations;
(q) to establish and promulgate and/or modify rules and regulations and standard
operating procedures;
(r) to alter or vary past practice and otherwise to take such measures as the City may
determine to be necessary to the orderly and efficient operation of its various operations,
functions and services;
B. If in the sole discretion of the City Manager or the Mayor it is determined that
civil emergency conditions exist or may exist, including, but not limited to, riots, civil
disorders, hurricane conditions, strikes, or similar catastrophes or disorders, this Agreement
may be suspended by the City Manager or the Mayor during the time of the declared
emergency, provided that wage rates and other direct monetary payments shall not be
suspended. Further, a discharge, suspension or demotion occurring during such emergency
may be pursued as a grievance upon the termination of the emergency. The date of
termination of the emergency shall be considered the first day under the grievance procedure.
ARTICLE 6
GRIEVANCE PROCEDURE
It is the intent of this Article to provide a means for the fair, expeditious and orderly
settlement of disputes that arise under this Agreement between an employee and the City.
All employees and supervisory personnel should make every possible effort to settle
differences at the lowest possible step outlined in this Article.
A. A grievance shall be defined as any difference, dispute or complaint regarding the
interpretation or application of the terms of this Agreement. Grievances may be filed by the
City or by an aggrieved employee through the Union. Probationary employees shall not have
access to the grievance procedure during the probationary period. Grievances initiated by the
City shall always begin in Step 3, as hereinafter provided.
B. No employee or group of employees may refuse to follow directions pending the
outcome of a grievance. Employees in the unit will follow all directives, even if such
directives are allegedly in conflict with the provisions of this Agreement. Compliance with
such directives will not in any way prejudice the employee's right to file a grievance within
-5-
the time limits contained Lerein, nor shall compliance affect Je ultimate resolution of the
. ,
gnevance.
C. It is recognized and accepted by the Union and the City that the processing of
grievances is of utmost importance, and therefore grievances may be processed during
employees' normal working hours without loss of wages when the absence of employees or
supervisors involved is reasonable and will not, in the judgment of the Department Head or
City Manager or City Manager's designee, be detrimental to the work programs of the City.
The City will attempt to accommodate all parties in the processing of grievances.
D. If an employee selects the grievance procedure, as hereinafter set out under this
Agreement, it is specifically understood that said employee has exercised his/her option
granted by Florida Statutes 447.401 and cannot thereafter process his/her complaint under any
Civil Service appeal procedure. Any employee selecting the grievance procedure shall discuss
the grievance with the Union representative after which the Union will advise whether the
grievance is meritorious for processing, and shall be formally processed as follows:
Step 1
Within ten (10) working days after such alleged violation is known by the grievant, the
aggrieved employee and/or Union will present the grievance in writing to the employee's
division head and a copy to the City Manager or his/her designee. The written grievance at
this step, and at all steps thereafter, shall contain the information specified on the grievance
forms. Forms will be made available to employees by both parties.
Grievances submitted which do not contain the information required on the form shall
be returned to the employee and/or Union for completion. The employee and/or Union shall
be advised as to why the form is not complete. This shall not extend the 10 working day
period.
The division head will arrange for a meeting within five (5) working days after receipt
of the grievance. The grievant may have a Union representative accompany him/her to the
meeting with the division head to whom the employee is responsible. Discussions shall be
informal for the purpose of settling differences in the simplest and most direct manner. The
division head will provide the grievant a written answer on the grievance with a copy to the
Union within five (5) working days from the date of said meeting.
If the grievance is not resolved at Step 1, the Union, within five (5) working days, may
appeal the grievance to Step 2.
Step 2
If the grievance is appealed to the department director, the department director or
designee will arrange for a meeting within five (5) working days after receipt of the
grievance. The grievant may have a Union representative accompany him/her to the meeting
with the department director or designee to whom the employee is responsible. Discussion
-6-
shall be informal for thJ purpose of settling differences in Ie simplest and most direct
manner. The director or designee will provide the grievant a written answer on the grievance
with a copy to the Union within five (5) working days from the date of said meeting. If the
grievance is not resolved at Step 2, the Union and grievant may, within five (5) working
days, appeal the grievance to Step 3.
Step 3
If the grievance is appealed to the City Manager or his/her designee, the City Manager
or his/her designee will arrange for a meeting with the grievant who may be accompanied by
representatives from the Union, within ten (10) working days of receipt of the grievance.
Both the City and the grievant shall have the right to include in its representation such
individuals as they deem necessary to develop pertinent facts. Discussion shall be informal
for the purpose of settling differences in the simplest and most direct manner. Acting for the
City, the City Manager or his/her designee shall, within twenty-one (21) calendar days,
provide a written decision to the grievant after the hearings have been held with a copy to the
Union. If the Union is not satisfied with the disposition of the grievance at Step 3, the
grievance may be submitted to arbitration.
Step 4 - Arbitration
(a) Within twenty-one (21) calendar days from the receipt of the decision of the City
Manager or his/her designee for an employee/Union initiated grievance or failure to resolve
a City-initiated grievance as provided in Section E(9) hereof, the party requesting to arbitrate
the controversy shall give written notice to the other of intent to arbitrate and shall at the
same time request a list of five (5) arbitrators from the Federal Mediation and Conciliation
Service.
(b) Within ten (10) calendar days after receipt of the list of arbitrators, the Union and
the City shall meet and each strike two names therefrom, with the party presenting the
grievance striking the first name and alternately thereafter, the remaining name to designate
the arbitrator.
(c) As promptly as can be arranged the arbitration hearing shall be held. The
arbitrator, in rendering his/her decision, shall confine his/her decision to the controversy in
question and he/she shall not have the authority to add to, take away from, alter or amend
any provision of this Agreement. The City will incur no liability for back pay more than 30
days following the arbitration hearing.
(d) The decision of the arbitrator, insofar as it is in conformance with paragraph "c"
hereinabove, shall be final and binding on the aggrieved employee, Union and City.
(e) The expense of the arbitrator shall be borne equally by both parties, except that
if either side desires a written transcript, such side shall bear the costs thereof. Expenses in
connection with attendance of participants and witnesses for any party shall be paid by the
party producing such participants and witnesses.
-7-
(t) The time limitJcontained herein may be extended b~ the mutual written consent
of the parties.
(g) The arbitrator shall arbitrate solely the issue presented and shall not have the
authority to determine any other issues not submitted to him/her.
(h) Any decision of the arbitrator shall not be retroactive more than 15 working days
prior to the date the grievance was submitted.
E. Miscellaneous
1. The parties will cooperate in the investigation of any grievance, providing all
pertinent information as may be requested for the processing of a grievance.
2. No reprisals of any kind shall be taken against any party in interest participating
in the grievance procedure.
3. No record dealing with the processing of a grievance shall become a part of the
personnel files of individual employees; however, ultimate records of adverse actions against
employees may be included in personnel files.
4. No employee shall be required to discuss a written gnevance if a Union
representative is not present.
5. In order to prevent the filing of a multiplicity of grievances on the same question
on interpretation or compliance where the grievance covers a question common to a number
of employees, it shall set forth thereon the names of the persons of the group and the title and
specific assignments of the people covered by the group grievance. In such event, one
employee and/or the Union shall be designated by the group of employees to act as the
grievant.
6. Grievances arising at a step other than Step 1 shall be processed in the same
manner except that the grievance will be initiated with the appropriate City administrator or
his/her designee rather than with the division head or department head. Grievances relating
to suspension or dismissal shall be initiated at Step 3, however the Union shall be required
to provide a copy of any such grievance submitted at Step 3 to the employee's department
head.
7. It is specifically agreed that employees who claim to have been discharged unjustly
shall be subject to the foregoing grievance procedure, and if it is found that an employee has
been unjustly discharged, he/she may be returned to work with pay for all time lost; provided
that discharge or other disciplinary action taken with respect to any probationary employees
is expressly excluded from this paragraph.
8. Where any provision of this Agreement involves responsibility on the part of the
Union which, in the view of the City, is not properly being carried out, the City may present
-8-
the issue to the Union as 1 grievance. If such grievance cannlt be resolved by discussion
between the City and the Union on an informal basis, the grievance shall be initiated at Step
3 of this procedure by the Deputy City Manager, or his/her designee, and submitted in
writing to the Union President. If not resolved within twenty-one (21) calendar days
following receipt by the Union of the written grievance, the City may submit the grievance
to arbitration under the provision of this Article.
9. The time limits of a grievance at any level may be extended by mutual consent of
the parties.
ARTICLE 7
UNION REPRESENTATIVE
A. The City agrees that during the term of this Agreement it will deal only with the
authorized representatives of the Union in matters requiring the mutual consent or other
official action called for by this Agreement. The Union agrees to notify the City in writing
of the name of such authorized representatives. This written notice shall be provided to the
City Manager within 24 hours after the execution of this agreement. Written notice of the
replacement of authorized Union representatives shall also be provided to the City Manager,
and the City shall not recognize the designated replacement representatives until 24 hours
after having received such written notice.
B. Union representatives recognized by this Agreement and by the City are the Union
representatives authorized by the Union pursuant to paragraph C below and communicated
to the City pursuant to paragraph A.
C. There shall be an average of one (1) Union representative for each City department
or one (1) for each thirty-five (35) employees in the bargaining unit. No division shall be
assigned more than one (1) Union representative unless the Division has more than thirty-five
(35) employees, then one (1) Union representative for each thirty-five (35) employees or
fraction thereof may be assigned.
D. The Union agrees that during the term of this Agreement it will deal only with the
authorized representatives of the City, to wit: the City Manager or his/her designees.
ARTICLE 8
UNION RIGHTS
A. Check-Off
1. The City shall deduct dues twice per month in amounts as certified to the City by
the Secretary-Treasurer of the Communications Workers of America and will remit the
aggregate deduction so authorized together with an itemized statement to the
Secretary-Treasurer. Dues deductions will be remitted within thirty (30) days from the date
-9-
of the deduction on a molthly basis. Changes in union membLrship dues will be similarly
certified to the City in writing and shall be done at least thirty (30) days prior to the effective
date of such change.
2. Notwithstanding anything herein to the contrary, any authorization for dues
deduction may be cancelled by the employee upon thirty (30) days written notice to the City
and to the Union.
3. The Union shall indemnify and hold harmless the City from any and all claims or
demands and expenses in connection therewith based upon the City's participation in dues
deduction.
4. Nothing contained herein shall require the City to deduct from a salary or be
otherwise involved in the collection of Union fines, penalties or special assessments.
5. For the purpose of putting this Article into effect, the Union will furnish forms for
such individual authorization, reading as follows:
Authorization for Deduction
The undersigned hereby authorizes to deduct from my wages
an amount equal to one initiation fee and the regular monthly dues as certified to the
Employer by the Secretary-Treasurer of the Communications Workers of America and remit
the same to the Secretary-Treasurer of the Communications Workers of America or his/her
duly authorized agent.
This authorization shall be effective thirty (30) days following the day it is received by the
Employer. This authorization may be revoked by me upon thirty (30) days written notice to
the Public Employer and to the Union.
Signature
Social Security No.
Date
AUTHORIZATION TO STOP UNION DUES DEDUCTION
I hereby instruct the City of Clearwater to stop deducting from my wages each pay
period the current normal biweekly dues for the Communications Workers of America.
I understand and acknowledge that the dues deduction will continue for the next two
pays and that the actual termination of dues deduction will occur on the third (3rd) pay date
from the date of my signature below.
-10-
The Authorization L Stop will be provided either to thelcity of Clearwater or to the
Communications Workers of America, Local 3179, and is to be considered by the City's
Employee Relations Division as appropriate notice to stop this voluntary payroll deduction.
Employee's Printed Name
Employee's Signature
Employee's Social Security Number
Employee's Department/Division
Date of Employee's Signature
NOTE: Employee completes this form to authorize the stopping of Union Dues Deduction.
This form may be submitted by the employee to either the Union (Secretary or Union Officer)
OR to the Employee Relations Division of the City's Human Resources Department. If
Employee Relations Division is the receiving party, it will immediately forward a copy to the
CW A Secretary; if the Union is the receiving party, it will make a copy and forward the
original to Employee Relations Division.
Received by
Initial
on
Copy made and copy or original directed to
Designate Party
on
Date
B. The Union shall have access to City conference rooms and other similar building
facilities, if available, for meetings of the Union in the same manner as the general public.
However, the Union shall have access to available facilities, without charge, for meetings to
ratify this Agreement.
C. A copy of the official City Commission agenda shall be provided to the Union.
D. The Union shall be entitled to use four square feet of a designated bulletin board
in each City Building or facility where the City maintains an employee bulletin board;
provided said bulletin boards shall be used for posting Union notices only and shall not be
used for the purpose of soliciting membership.
E. All permissible notices shall be signed by a duly recognized officer of the Union
and may be delivered through the City's departmental interoffice mail system.
F. The Union President will be provided, on a quarterly basis, the names, and home
addresses, and such other data that is readily available on the computer printout as mutually
agreed to of all current employees of the City who are in the bargaining unit. The Union
shall have access to such names and addresses at any time pursuant to public records law,
subject to such charges as may be proper in accordance with State law.
-11-
G. The Union reprlsentatives shall be allowed reasonabll time off without loss of pay
during their regular shift hours for investigating grievances provided that, in the judgment of
the Department or City, that the performance of this function by the Union representative
shall in no way interrupt the normal functioning of City work assignments. The investigation
of grievances by Union representatives shall not be conducted in greater than two (2) hour
increments per day. The Union agrees to guard against the use of excessive time for such
activities which are authorized by this Agreement. The Union representative will provide
advance notice to supervision to allow planning arrangement to enable the Union
representative time off for investigative activity. When a Union representative desires to
contact an employee in the unit who has a complaint he/she shall first obtain permission from
his/her supervisor. If permission is denied at that particular time, the Union representative
will be informed of the reason for the denial. However, the denial of permission shall not
be subject to the grievance procedure. The Union representative will notify his/her supervisor
upon his/her return to work. The President of the Union, or the designee of the President,
shall have the privileges accorded to a Union representative.
ARTICLE 9
HOURS OF WORK AND OVERTIME
A. Regular Work Hours
1. The regularly scheduled work week of the employees in the bargaining unit will
be from 12:01 a.m. Monday to midnight Sunday, and will consist of the number of hours set
forth opposite the respective class titles on the Official Pay Plan.
2. All employees shall be provided up to one hour off work each day for lunch,
generally scheduled in the middle of the work shift. All employees shall be granted two
fifteen (15) minute rest periods, one during the first portion of their work shift prior to lunch
and one after lunch. If employees opt not to utilize such lunch and/or rest periods the City
shall not be deemed to have violated this section and employees shall not have the right to
alter their work schedule or to accrue and otherwise utilize this time in any other manner.
In the event an employee's shift is other than a five (5) day, eight (8) hour work day each
day, or five (5) day, seven-and-one-half (7-1/2) hour work day each day schedule, rest break
times may be adjusted proportionately to permit the equivalent rest time on a weekly basis
as employees on the standard work schedule.
3. When an employee is required by the department director to attend training of
job-related workshops, such time spent shall be counted as hours worked.
4. Whenever practical, each employee will be granted two days off per week,
exclusive of overtime. Each employee will be granted at least one day off per week,
exclusive of overtime and standby.
-12-
5. An employee'slork schedule will not be changed lbitrarily, and the employee
will be given reasonable notice consistent with the City's planning of its needs. Forty-eight
(48) hours will be deemed reasonable notice.
6. Any permanent part-time employee who regularly works forty (40) or more hours
per week will be entitled to the same benefits as a permanent full-time employee.
7. Time-clock reporting employees will neither be docked pay nor be paid overtime
for the first 6 minutes (1/10 hour) before or after starting and stopping times.
B. Overtime
1. All employees as outlined in the Pay Plan eligible for overtime shall receive 1-1/2
times the normal rate of pay for all hours worked in excess of forty (40) hours per week
when ordered by managerial personnel to work overtime. Sick leave, vacation, and other
time not worked shall not count as hours worked for overtime purposes.
2. Employees shall not be unfairly discriminated against in the assignment of
overtime.
3. Any employee required to work at least three (3) hours over the normal work day
(consecutive, not to include standby), will be provided $5.00 for meal money.
c. Standby and Recall (Mutually Exclusive)
1. Standby shall be paid at the following rates during the term of this contract.
(a) Monday through Friday
(b) Weekends
(c) Extended Time During Holiday
$ 8.00 per night
$40.00 per weekend
$16.00 per night
Daily standby (Monday-Friday) shall begin at the end of each regular workday and
shall end at the beginning of the next workday (16-hour period). Weekend standby shall
begin at what would be the normal starting time on Saturday and shall conclude at the
beginning of the regular workday on Monday (48 hour period). An employee assigned to
standby and who continues in standby assignment for an 8 hour extended period for a holiday
shall be paid $16.00 instead of $8.00 for the standby period.
2. Recall. (Call-out). If an employee is called back to work after the employee's
normal work day and returns to work, the employee shall be credited with two (2) hours'
work time or the actual hours worked, whichever is greater. Time shall be computed from
when the employee reports to his/her work location, and ceases when he/she leaves the work
location.
3. Employees shall not be assigned to standby duty if excused in advance by
managerial personnel, and in all cases the department will seek volunteers prior to assigning
-13-
standby duty. The City thall have the right to specify requilements needed for standby,
including skills, dependability and ability to report timely, and employees not meeting said
requirements may not volunteer for such standby.
4. Any employee assigned to standby and who, during the period of such standby
assignment, is not readily available as required or who is or becomes unable to perform
his/her work duties shall be subject to discipline, except that an employee who becomes sick
or injured and immediately notifies his/her supervisor shall not be subject to discipline. The
City may require evidence in the form of an excuse from a medical doctor of such injury or
illness.
D. Shift Differential
Permanent, full-time employees (other than those on flex-time) shall be entitled to $.40
per hour shift differential pay when the majority of their regularly scheduled hours for the
work week fall between 4:00 PM and 7:00 AM, regardless of the starting or ending time of
the employee's shift.
ARTICLE 10
LEAVES OF ABSENCE
A. Sick Leave
1. Members of the bargaining unit shall accrue sick leave in accordance with the
schedule below:
Year of Biweekly Number Accrual Rate New Hires New Hires
Contract Hours Of Days Per Pay Months Capped Hours Capped
1994/95 75 14 4.039 9 1463.00
1995/96 75 13 3.750 7 1138.00
1996/97 75 12 3.462 7 1138.00
1994/95 80 14 4.308 9 1560.00
1995/96 80 13 4.000 7 1214.00
1996/97 80 12 3.693 7 1214.00
2. Subject to the schedule contained herein, sick leave may be accumulated for each
of 26 designated pay periods the employee actually works or is in full pay status, which shall
be deemed to include actual work and periods when the employee is using accumulated sick
leave (but not borrowed sick leave), holidays, vacation with pay, approved union activity paid
and not paid (not to exceed one week per approval), and the no-loss of pay sick time
provided, however, that the maximum sick leave accrual for employees hired prior to
October 1, 1990, shall be 2400 hours. For employees hired on or after October 1, 1990, and
prior to June 1, 1995, the maximum accrual of sick leave shall be 2080 hours for employees
-14-
working a 40-hour week Ind 1950 hours for employees workilg a 37-l/2-hour week. For
employees hired on or after June 1, 1995, until September 30, 1995, the maximum accrual
of sick leave shall be 1560 hours for employees working a 40-hour week and 1463 hours for
employees working a 37-l/2-hour week. For employees hired on or after October 1, 1995,
the maximum accrual of sick leave shall be 1214 hours for employees working a 40-hour
week and 1138 hours for employees working a 37-l/2-hour week. Employees shall not
accrue sick leave during any other period of time when they are in a non-work status.
3. All accumulated unused sick leave shall be credited to any employee recalled from
a layoff, transferred, or certified to another department or classification without break in
service, appointed from a re-employment list or returning from a leave of absence. If the
employee is promoted, demoted or transferred to another city position with a different
Scheduled Pay Period Hours other than that defined above, that employee's sick leave balance
will be adjusted to reflect equivalent days of sick leave earned, consistent with his/her new
scheduled pay period hours.
4. In the event an employee has been separated and paid for accumulated unused sick
leave as hereinafter provided, or has been dismissed for cause and subsequently is
re-employed by the City, his/her subsequent sick leave accumulations shall be calculated as
a new employee.
5. Under the provisions of this section, an employee may utilize his/her sick leave for
absences from duty on any of his/her regularly scheduled work days for the number of
regular hours he/she would otherwise have been scheduled to work on that day had not such
absence occurred. Absence for a fraction of a day that is chargeable to sick leave in
accordance with these provisions shall be charged by rounding to tenths of an hour according
to the following:
Minutes
1 - 6
7 - 12
13 - 18
19 - 24
25 - 30
31 - 36
37 - 42
43 - 48
49 - 54
55 - 60
Tenths of an Hour
.1
.2
.3
.4
.5
.6
.7
.8
.9
1.0
6. Sick leave shall not be considered a privilege to be used at the employee's
discretion, but shall be used only for absences:
(a) Due to personal illness or physical incapacity caused by factors over which the
employee has no reasonable immediate control.
-15-
. .
(b) Necessitated b~exposure to contagious disease in whth the health of others would
be endangered by his/her attendance on duty.
(c) Due to dental appointments, physical examinations, or other personal sickness
prevention measures, the scheduling of which at times other than during his/her regular
working hours is impossible or unreasonable.
(d) Due to illness of a member of his/her immediate family which requires his/her
personal care and attention. The term "Immediate Family" as used in this paragraph shall
mean parents, stepparents, grandparents, children, stepchildren, grandchildren, brothers,
sisters or husband/wife of the employee and the immediate family as herein referenced of the
husband/wife.
7. Any employee absent for one of the reasons mentioned above shall inform his/her
immediate supervisor as early as possible on the first day of absence consistent with the
Departmental Rules. However, when an employee has advised the Department on his/her
first day of absence that said absence will be of multi-day duration, the employee must call
in each subsequent day within one hour before or after normal starting time. When a doctor's
certificate has been provided to the Department reflecting a date the employee shall be
released to return to work the employee will not be required to call in daily; however, the
employee shall be required to call in during the workday preceding his/her return to work to
confirm whether he/she shall return to work as scheduled. Failure to comply with
requirements herein may be the cause of denial of sick leave with pay for the period of
absence.
8. In the event that an employee's current illness or physical incapacity should
continue beyond the point where his/her accumulated unused sick leave has been exhausted
he/she may, upon written request and the approval of his/her immediate supervisor,
Department Director, and City Manager, and when substantiated by a statement from
competent medical authority substantiating the continuance of such illness or incapacity,
obtain a sick leave advance up to but not exceeding the amount of accumulated unused sick
leave which the employee had to his/her credit at the time such current illness or physical
incapacity began. The Human Resources Director shall be immediately notified in writing
of any such advance which shall be charged against the employee's sick leave account thereby
creating an overdraft position. Such overdraft shall have the status of a loan by the City to
the employee and shall be repaid:
(a) By the subsequent accumulation of sick leave in the amount necessary to retire
such loan, or
(b) By repayment to the City of such portion of the salary previously paid to the
employee under the foregoing provisions as might be necessary to retire such loan.
The employee shall not be entitled to use any additional sick leave until the loan has
been repaid and in the event of his/her separation prior to such repayment, the City shall
retain from the monies otherwise due to the employee an amount sufficient to retire such
-16-
care and/or attention is reJuired, said time of absence shall not Le considered as grounds for
any discipline, provided that:
(a) Personal sick leave is not used in excess of accumulated sick leave or sick leave
advance as provided for in paragraph 8 of this Section;
(b) Such personal sick leave is approved by the Department head or, where applicable,
by the Division Head.
16. Sick Leave Conversion: In any full calendar year period that a bargaining unit
employee uses no sick leave, the employee will be allowed to convert two (2) days of sick
leave accrual to two (2) sick leave incentive days for use in the next payroll calendar year.
(A payroll calendar year begins with the first day of the first pay period for the first pay
check date in the calendar year and ends with the last day of the last pay period for the last
pay check in the calendar year.) If the sick leave incentive days are not used during the
payroll calendar year to which they are converted, the day(s) will be forfeited. (Sick leave
incentive days are not included in overtime calculations.)
In any full calendar year period that a bargaining unit employee uses between one (1)
hour and sixteen (16) hours of sick leave, the employee will be allowed to convert one (1)
day of sick leave to one (1) personal business day for use in the next calendar year. For
purposes of conversion, eight (8) hours shall be deemed as being equivalent to one day. The
personal business day shall, however, be taken as an eight-hour day or as a ten-hour day,
depending upon the daily schedule of the employee at the time of use of the personal business
day.
17. Leave Pool: A leave pool will be established by members of the bargaining unit,
subject to the following provisions:
(a) The purpose of the leave pool is to provide leave to bargaining unit members who
face significant time off without pay due to a serious illness or injury, whether job-connected
or non-job-connected, or serious illness or injury to a family member covered under the
family sick leave policy. The leave pool may not be used for short time periods where an
employee may be without pay. Short time shall be defined as less than thirty (30) calendar
days.
(b) A committee shall be formed and the committee shall determine use of the leave
pool days, subject to the above purpose and limitations.
(i) The committee shall consist of three (3) members designated by the bargaining
unit and two management employees designated by the City Manager or City
Manager's designee.
(ii) The committee shall review employee needs and circumstances consistent with
the provisions of the leave pool and shall determine eligibility for and the amount of
leave time that may be provided to employees.
-19-
The committee maJ establish procedures, forms, and Ither rules necessary for its
effective operation, provided they are consistent with the provisions of this section.
(iii) The committee's decisions are final and are not grievable.
(c) Bargaining unit members may donate days from their vacation or floating holiday
balances to the leave pool one time per year in January.
(i) No employee shall be permitted to donate more than three (3) days of leave per
year to the pool.
In the event that the leave pool becomes insufficient to provide leave days, the
committee may, with the prior approval of the City Manager or designee, open up the
opportunity for additional donations to be made during the calendar year. This shall
be limited to one (1) time per year; however, the three (3) day donation limit shall not
be modified.
(ii) All donations of pool leave time must be in full-day increments based on the
employee's full-time, regularly scheduled day (i.e. an eight-hour or ten-hour day is a
full day).
(iii) Donations of pool leave time are irrevocable.
(iv) No dollar value shall be placed on leave donations. All donations and all
authorized usage shall be computed as day for day.
(d) When pool leave time is authorized by the committee for use by an employee, it
shall be on a day-for-day basis, irrespective of whether the employee works a seven-and-one-
half hour, an eight-hour or ten-hour shift. An employee using leave pool time shall receive
regular base pay and his/her regular shift pay; however, other pays shall not be provided with
leave pool days (e.g., lead pay, acting pay, special assignment pay, etc.).
(e) Pool leave time not used in a given year by the employee receiving the donated
pool leave time shall be carried over to the next year. No donated pool leave time will be
refunded.
B. Funeral Leave
1. Each employee shall be allowed up to four (4) days funeral leave with no loss of
pay and no charge against sick leave time in the event of death in the family. Death in the
family shall be defined as death of a spouse, child, mother, father, grandfather, grandmother,
grandchild, brother or sister of employee or employee's spouse, stepparents, and stepchildren.
Additional funeral leaves for death in the family may be requested in accordance with current
rules and regulations.
-20-
2. Due to a death iJthe employee's immediate family, ealh employee shall be allowed
not exceeding four (4) scheduled work days at anyone time, chargeable to sick leave. The
term "immediate family" as used in this paragraph shall mean stepbrothers, stepsisters,
brother's wife, sister's husband, aunts, uncles, nephews, and nieces of the employee or of the
employee's husband or wife. It shall also include any blood relative of the employee living
in the employee's household. In the event that unusual circumstances should necessitate an
absence longer than four (4) scheduled work days to accomplish the purpose for which this
paragraph is designed, the employee's department head, with the prior approval of the
Appointing Authority, may authorize an extension of such duration as may be necessary and
proper. The request for an extension shall be submitted in form and substance suitable to the
department head and the Appointing Authority. To be eligible for funeral leave under either
section, the employee must attend the funeral.
c. Line-of-Duty Injury Pay
1. The City will provide line-of-duty injury pay with no charge to an employee's sick
leave or vacation when an employee with less than three (3) years of service is injured on the
job to the extent that such employee misses scheduled work time. Such line-of-duty injury
pay shall be provided for a period not to exceed ninety (90) work days during the first year
of employment for each specific injury; sixty (60) work days during the second year of
employment; and thirty (30) work days during the third year of employment.
2. Line-of-duty injury pay will be provided from the first day of injury for those
defined in #1 above, however the amount paid shall be only that amount required to
supplement funds received by the employee from the Florida Workers' Compensation Law
and any other disability or other income plan provided by the City, to the point where the
sum of all payments is equal to the employee's regular base pay at the time of injury. At
such time as the employee receives his/her initial workers' compensation payment, the City
shall approximate the differential needed to equal the employee's base pay and shall provide
such line-of-duty injury pay to equal the employee's regular base pay rate. Any adjustment
to the City's line-of-duty injury pay under this policy will be made following the employee's
return to work or at the expiration of the period for which line-of-duty injury pay is provided.
3. The term injury as used in this Section means an injury which occurs on the job
only when said injury is reported on the day of occurrence and when said injury incapacitates
the employee from performing his/her job because of the injury. The City shall have the
right to require the employee to have a physical examination by a physician of its choice prior
to payment of any compensation under this Section.
4. Should an employee become unable to perform his/her job duties due to an
on-the-job injury, he/she shall have the option of accepting a demotion or lateral transfer;
provided that an opening exists in the position to which he/she is demoted or transferred and
provided further that he/she is capable of performing the duties of that position. The City
shall have the right to require the employee to take a noncompetitive examination to
determine if the employee is capable of performing the duties of the position he/she seeks to
fill.
-21-
5. The City ma) establish such reasonable reportinl requirements as it deems
necessary to insure the application of the line-of-duty injury pay as herein described.
6. Line-of-duty injury pay shall not be provided to any employee after the third year
of employment.
D. Military Leave
1. Any employee who is a member of a Reserve Component or the National Guard
and who is required to participate in active or inactive training duty shall receive leave with
pay for such duty which falls on the employee's regularly scheduled work days up to a
maximum of seventeen (17) work days per year without loss of seniority rights or efficiency
rating. Absences from duty for military reserve training time in excess of seventeen (17)
days per year shall not be compensated by the City. A copy of the employee's military
orders certifying his/her training assignment shall be submitted to the Department Director
immediately upon receipt.
2. An employee who is required to attend military duty training which falls or occurs
during regular working hours and which exceeds the seventeen (17) days provided in #1
above will be granted time off without pay. The employee shall be required to provide timely
notice of such training assignments to the City.
E. Jury Duty
The City shall grant leave with pay for jury duty or when an employee is subpoenaed
as a witness on the following conditions:
1. Leave with pay will be granted for those hours spent on jury duty or in court as
a witness that fall during the employee's scheduled working hours.
2. If the time interval between the end of the employee's most recently worked shift
and the reporting time of the jury summons is less than eight (8) hours, the employee's work
schedule will be adjusted to allow a minimum of eight (8) hours time off prior to reporting
for jury duty. Although not mandatory, management will give consideration to employees
to have the ability to change hours for special situations pursuant to this paragraph. This
section shall apply only to jury duty.
3. Hours worked on jury duty or in court which are compensated under the provisions
of this Article shall not count as hours worked for overtime pay purposes.
4. If an employee is excused or released by the Court before the end of his/her
scheduled work day, he/she must promptly return to work.
5. He/she must bring written evidence of his/her jury duty service or court appearance
and the amount of pay received before compensation is approved.
-22-
6. As soon as helhe learns of his/her selection of jJ.y duty, he/she must notify
his/her supervisor so that arrangements may be made for his/her absence from work.
7. In the event a holiday shall occur during the period of the employee's jury duty or
court appearance, he/she shall receive pay for such holiday.
8. Leave with pay shall be granted for an employee subpoenaed as a witness except
in a case in which the litigation has been initiated by the employee or in any case involving
divorce, child support, or custody.
F. Leaves of Absence Without Pay
1. Employees are allowed to take a leave of absence without pay up to six (6) months,
if approved by the City Manager. Employees may request extensions of additional six (6)
months. Approval of such extension request shall be at the judgment of the City Manager
and such approval shall not be unreasonably withheld.
2. Upon expiration of an employee's accumulated sick leave and when the employee
is unable to return to work, upon written request and when supported by medical
documentation, a leave of absence without pay for not more than one (1) month shall be
granted for the employee's continuing personal illness, at which time the case will be
reviewed by the City Manager for consideration of an extension of time, if necessary, and
if requested by the employee. Any such extension shall be consistent with provisions of
Section F-l hereof.
3. Failure to return to work at the expiration of an approved leave shall be considered
as absence without leave and grounds for dismissal, but upon timely return from leave, the
employee shall be granted and given the same position or substantially similar position
without loss of salary or benefits.
4. There will be no accrual of benefits or seniority during such leave. During a leave
of absence without payor any other non-paid leave or no-pay status of an employee exceeding
two (2) weeks, the employee, if he/she desire to continue hospitalization coverage for
themselves and dependents, must pay the required premiums to the City. Failure to pay for
such continuation shall result in the loss of coverage.
G. Time Off
An employee shall or may be granted necessary time off from his/her duties with
compensation for any of the following reasons:
1. For pre-induction physical examination when so ordered by a Selective Service
Board. Time off shall be granted for the minimum period necessary to comply with such
order but shall in no case exceed two (2) regularly scheduled work days.
-23-
2. Attendance at Jrofessional or other conventions, inLitutes, courses or meetings
when such attendance, in the opinion of the City Manager, may be expected to contribute to
the betterment of the City service.
3. Attendance at in-service training and other in-service meetings when, in the opinion
of the City Manager, such meetings are designed to improve the City services and/or the
employee's performance or to prepare him/her for advancement. The provisions of this
paragraph shall be deemed to include authorized safety meetings.
4. An employee may be granted time off without compensation for attendance at
meetings other than those specified in the subsection above, or to attend urgent personal
business, provided that such employee shall request approval from his/her department head
in sufficient time to permit the latter to make arrangements therefor, and further provided that
such time off will not seriously affect the efficient operation of the department.
5. Time off to Attend Funerals on Personal Basis
(a) Employees who wish to attend a funeral of a City employee or official or the
spouse of such employee or official may request to utilize accrued vacation time, floating
holiday time, sick leave incentive day time, or time off without pay. Such requests may be
made to the division or department director and may be approved by such authority. To the
extent possible, approval shall be granted, provided, however, it is understood that
operational necessities may preclude approval for a substantial number of employees.
(b) An employee attending a funeral while using vacation time, floating holiday, sick
leave incentive day time, or time off without pay is doing so on a personal basis and is not
recognized as a "City representative." If the employee leaves from work to attend the funeral
and/or returns to work after attending the funeral, all travel time shall be included in the
vacation time, floating holiday time, sick leave incentive day time, or time off without pay.
(c) Employees utilizing funeral leave when such leave is based on the death of a
covered family member as provided by this Agreement shall be allowed time off with pay
consistent with provisions of Article X, Section B-1; however, such employees are deemed
off duty while on funeral leave.
6. Employees shall be released from duty without loss of pay while competing in City
promotional examinations that are scheduled during duty hours.
H. Union Time
1. Union members shall be allowed time off with pay to attend an officially called
conference, convention, or school not to exceed a total of eighteen (18) days per year, with
the approval of the affected Department Head, provided that no less than one (1) weeks notice
is provided.
-24-
2. Additional time lff without pay for union activity willle granted with the approval
of the Appointing Authority and such excused time will not exceed one week at a time.
3. Bargaining unit members utilizing Union time off under provisions of this section
shall not be eligible during the time of utilization for Worker's Compensation benefits in case
of injury.
I. Maternity /Child Care Leave
Maternity/child care without pay to enable a parent to care for a newborn, newly
adopted, or seriously ill child may be granted to an employee, upon request and
documentation of need, for a period of up to six (6) months, provided, however, that if both
parents are employees of the City, only one parent at a time may take maternity/child care
leave.
ARTICLE 11
HOLIDAYS
A. The following days shall be observed as holidays for full-time and permanent
part-time employees. Emergency, provisional, seasonal, temporary, temporary part-time, and
other non-full-time employees shall not receive holiday pay:
New Year's Day
Martin Luther King Day
Presidents' Day
Memorial Day
Independence Day
Labor Day
Veterans' Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
Permanent part-time employees shall be eligible to receive holiday pay at an amount
equal to twenty percent (20%) of their normal weekly schedule as determined by the
department budget.
B. In addition to the designated holidays above, employees shall be entitled to up to
three (3) floating holidays as herein provided. Neither the holidays designated in (A) above,
nor any day for which an employee is not scheduled to work, may be selected as a floating
holiday.
Floating holidays shall be subject to the following requirements and conditions.
1. No employee may utilize floating holidays until sixty (60) calendar days after their
employment;
2. Any bargaining unit member employed between October 1 and December 31 shall
receive three (3) floating holidays to be utilized during the fiscal year of hire; any bargaining
unit member employed between January 1 and March 31 shall receive two (2) floating
-25-
holidays to be utilized duJng the fiscal year of hire; any bargaLing unit member employed
between April 1 and June 30 shall receive one (1) floating holiday to be utilized during the
fiscal year of hire; any bargaining unit member employed on or after July 1 shall not receive
any floating holidays during the fiscal year of hire.
After the year of hire (fiscal year), employees shall receive three (3) floating holidays
each fiscal year.
3. Floating holidays may not be carried over from one fiscal year to another and, if
not taken, are forfeited, except that when a department cannot schedule or cancels a
previously scheduled floating holiday due to City work needs, the floating holiday may then
be taken within sixty (60) calendar days of the new fiscal year.
4. Floating holidays are scheduled at the mutual convenience of the employee and the
department.
5. Upon an employee's separation from the City, the employee will receive a lump
sum payment for his/her remaining holiday float balance.
C. When a City holiday falls on Saturday, the preceding Friday shall be designated
substitute the holiday and observed as the official holiday for the year for non-shift
employees. When a City holiday falls on Sunday, the following Monday shall be designated
the holiday and observed as the official holiday for that year for non-shift employees. All
holiday pay considerations are applicable to the designated holiday.
D. Employees shall be paid for all hours actually worked. The City shall pay
overtime at the rate of time-and-one-half for all hours actually worked in excess of 40 hours
in anyone work week. Hours for which an employee is paid as a result of holidays, sick
time, vacation and similar periods of nonproductive time shall not be considered as time
worked for the purpose of computing overtime pay, except as otherwise provided in this
Agreement.
E. Employees who are required to work on a holiday shall receive time-and-one-half
his/her regular pay for all hours worked plus holiday pay at the employee's regular rate of
pay, for working Christmas Day, Thanksgiving Day, and New Year's Day, but not for
working other holidays.
F. An employee scheduled to work a holiday and who, without notice and valid reason
therefore, in the judgment of the City, fails to report for such work, shall forfeit holiday pay
as well as losing regular pay for the number of hours he/she would have worked.
G. Employees on vacation, annual leave, jury duty, sick leave and other absences
from duty but on a regular pay status on the day the holiday is observed must use the holiday
on the same day that it is earned.
-26-
H. An employee Just work or be in a paid status theLork day preceding and the
work day following a holiday to be entitled to any compensation for the holiday. Employees
who are absent from work in a non-pay status (such as an employee receiving Workers'
Compensation who has exhausted the injury benefit and sick leave, leaves of absence without
pay, etc.) shall not be paid for holidays falling within such periods.
I. Each fiscal year, regular full-time employees may elect to take one (1) floating
holiday as "Personal Leave Time." One floating holiday may be broken into two blocks of
four (4) hours and will be taken in 4-hour increments.
J. Pay procedures regarding specific situations as related to holidays follow:
NOTE: An employee cannot take leave time (vacation, sick, etc.) in lieu of a holiday.
An employee normally scheduled to work the holiday, who does not work the holiday, must
take the day as a holiday.
If an employee calls in sick when scheduled to work, the employee shall receive
holiday pay (8 hours for the 5/8 employee and 10 hours for the 4/10 employee) and shall not
be charged sick leave.
1. Procedure when holiday falls on employee's scheduled work day but employee
takes the day off: Pay eight (8) hours holiday pay for the 5/8 shift and ten (10) hours holiday
pay for the 4/10 shift. Both types of employees are paid for 40 hours -- a standard work
week minus one work day plus one day holiday.
2. Procedure when holiday falls on employee's scheduled work day and employee
works the day: Employees on both 5/8 and 4/10 shifts receive eight (8) hours of holiday pay.
Employee is paid regular hours for hours worked.
3. Procedure when holiday falls on employee's scheduled work day and employee
works overtime (time beyond the normal daily schedule of the employee): Employees on
both 5/8 and 4/10 shifts receive eight (8) hours of holiday pay. Employee is paid regular
hours for hours worked. Whether the overtime hours are straight overtime or premium
overtime is determined by the total "sweat" hours paid for the work week.
4. Procedure when holiday falls on employee's scheduled work day and employee
takes part of the day off: Employees on both 5/8 and 4/10 shifts receive eight (8) hours of
holiday pay. Employee is paid regular hours for hours worked.
5. Procedure when holiday falls on employee's regular day off but employee works
overtime: Employees on both 5/8 and 4/10 shifts receive eight (8) hours holiday pay. The
overtime hours are turned in as overtime. Whether the overtime is straight overtime or
premium overtime is based on the total hours worked in the work week.
-27-
6. Procedure whet premium holiday falls on employJ,s scheduled work day and
employee works: Employees on both 5/8 and 4110 shifts receive eight (8) hours holiday pay.
All hours worked on the holiday are paid at time and one-half.
7. Procedure when premium holiday falls on employee's scheduled work day and
employee works overtime (time beyond the normal daily schedule of the employee):
Employees on both 5/8 and 4/10 shifts receive eight (8) hours holiday pay. All hours worked
on the holiday are paid at time and one-half. For example, a 5/8 employee who worked
eleven (11.0) hours on a premium holiday would be paid as follows:
8.0 hours holiday pay
11.0 hours time and one-half
Total Hours Paid
( 8.0 hours)
(16.5 hours)
24.5 hours
8. Procedure when premium holiday faIls on employee's scheduled work day but
employee takes part of the day off: Employees on both 5/8 and 4110 shifts receive eight
(8) hours holiday pay. All hours worked on the holiday are paid at time and one-half.
9. Procedure when premium holiday faIls on employee's regular day off but the
employee works overtime for a special event: Employees on both 5/8 and 4110 shifts receive
eight (8) hours holiday pay. AIl hours worked on the holiday are paid at time and one-half.
ARTICLE 12
VACATIONS
A. Vacation Schedule
Years of Service
o
1 * as of anniversary date
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16 and over
Vacation Days
o
10
10
11
12
13
14
15
15
15
16
16
17
18
18
19
20
-28-
A maximum of twlty (20) work days vacation is earntb after sixteen (16) years of
service. The same vacation schedule will be continued in the second and third years of the
Contract.
B. In the event an employee is promoted, demoted or transferred from a full-time
position to a full-time position with greater or lesser biweekly hours, such employee's then
accrued vacation hours shall be adjusted, as appropriate, to reflect the equivalent vacation
days.
C. Permanent, part-time employees assigned to a designated class that would work
forty (40) hours weekly on a full-time basis schedule shall accrue five (5) days paid vacation
at such time as they complete 1040 hours of work time, exclusive of overtime. Permanent
part-time employees assigned to a designated class that would work thirty-seven and one-half
(37-1/2) hours weekly on a full-time basis schedule shall accrue five (5) days paid vacation
at such time as they complete 975 hours of work time, exclusive of overtime.
D. Regular full-time permanent employees who normally work a schedule inconsistent
with the 5 day, 37-1/2 or 40 hour work schedule, shall accrue paid vacation on a schedule
proportionate to II A" above.
E. Upon separation of an employee from the City service, he/she shall be paid at the
time of separation for the unused portion of vacation leave for which he/she may at that time
be eligible. Such payment shall be authorized on the appropriate record of personnel action
and shall not be deemed to extend his/her employment beyond the last day actually worked.
F. If an employee submits a written request with the payroll sheets subject to four (4)
weeks advance notice, the City will pay the employee in advance for his/her approved
vacation. However, it is expressly understood by all concerned that an employee who avails
himself/herself of this benefit (as any other employee) will not be permitted to return to work
prior to the end of his/her scheduled vacation.
G. If service requirements permit, an employee may, with the approval of his/her
department director and upon forty-eight (48) hours notice, use his/her accrued paid vacation
in daily increments. The application of this paragraph shall not be subject to the grievance
procedure.
ARTICLE 13
SENIORITY
A. Seniority is defined as the length of continuous service in City employment.
Seniority will continue to accrue during all types of leaves of absence with pay and other
leaves where specifically provided.
-29-
..
I
,.
.
B. After successful 'completion of the probationary per~iOd which is six (6) months,
seniority will revert to date of employment. Seniority shall be used as a factor in
consideration for promotion.
C. Employees shall lose their seniority only as a result of the following:
1. Voluntary termination. "
2. Retirement.
3. Termination for Cause.
4. Failure to return from military leave within the time limit prescribed by law.
D. Whenever there is an opening and when there is a question as to which non-
supervisory employee shall be allowed vacation, days off, or hours of work, where skills and
qualifications are substantially equal, seniority shall prevail.
ARTICLE 14
LAYOFF AND RECALL
A. When Layoffs May be Made
An employee may be laid off by the City Manager in the manner herein provided when
there is lack of work or funds, abolition of position, or material changes in duties or
organization which require a reduction in personnel. No regular employee, however, shall
be laid off while there are emergency, provisional, temporary or probationary employees
serving in the same class.
B. Method
When the need arises for laying off regular employees in any department for any of
the reasons enumerated in "A" hereof, the order of layoff shall be determined by a formula
taking into account both service ratings and seniority. It is specifically understood that layoffs
will be by classification on a City-wide basis. When other qualifications are substantially
equal, seniority will govern. The provision of this and the following section are based on the
premises that the services of the affected employee have been satisfactory and that he/she is
physically and mentally capable of efficiently discharging the duties of another position in the
same or lower class.
C. Names Placed on Eligible List
Names of regular employees who are laid off shall be placed on the re-employment list
for the appropriate class for re-employment within one year thereafter when vacancies in the
class occur. An employee who is eligible to have his/her name placed on are-employment
list may, on written request and with the approval of the Human Resources Director and the
City Manager, have his/her name also placed on re-employment lists for the same or lower
level requiring essentially the same or lesser qualifications within a class series or for other
-30-
classes in which the empllyee previously had regular status. !ames shall be placed on the
re-employment list in the order of seniority.
ARTICLE 15
RETIREMENT
A. The City agrees to send announcements of regularly scheduled meetings of the
Board of Trustees of the Employees' Retirement System to the President of the Union.
B. A spokesman for the Union shall have the right to present the Union's views
regarding the employees' retirement system either orally or in writing to the Advisory
Committee of the Board of Trustees.
C. Notification of any change of benefits in the Employees' General Pension Plan
shall be given to the employees 60 days prior to any action taken.
D. Vacation and Bonus to be Credited Toward Retirement
1. Vacation Accumulation - Any employee, six years prior to retirement in the City
Pension Plan, can begin saving and accumulating leave earned up to 50% annually toward
early retirement or a cash settlement at the time of retirement. The amount of accumulation
shall not exceed 12 weeks for this purpose. The employee must submit formal notification
of the intent to accumulate leave expressly for this purpose and the date the employee plans
to retire. If the employee elects not to retire on the day indicated by the employee, but to
continue to work, one-third of the accumulated leave will be held in reserve until the
employee elects to retire, and cannot be used prior to the time of retirement. One-third shall
be used by the employee during the year initially designated by him/her as his/her retirement
year or sooner, and the remaining one-third will be forfeited.
2. Special Bonus Days After 20 Years - Upon serving a total of 20 years (consecutive)
with the City, an employee who was employed by the City prior to October 1, 1990, shall
be entitled to accumulate bonus days for the purpose of early retirement or a cash settlement
only at the time of retirement which shall not exceed a total of 15 working days. No bonus
days shall be provided to any employee hired by the City on or after October 1, 1990.
The schedule shall be as follows:
21 years service
22 years service
23 years service
24 years service
25 years service
1 day
2 days
3 days
4 days
5 days
15 days
-31-
E. Any sick leave taken after the effective date of this ~greement as the result of a
line-of-duty injury shall be added back to the employee, as unused accumulated sick time at
the time of retirement. This relates only to injuries and re-injuries wherein wages are
compensable under Workers' Compensation.
ARTICLE 16
UNIFORMS AND RAIN GEAR
A. The City agrees to provide each employee who is required to wear a uniform with
five uniforms. The employee agrees to launder the uniforms. The employee will be issued
a replacement for each uniform which becomes torn or tattered as the result of normal wear
and tear, but not for a uniform which has been damaged due to the employee's abuse or
negligence. The employee must return the uniform as a condition for receiving a
replacement.
B. The City will provide employees with adequate rain gear. Rain gear which is
worn, torn, and/or tattered through normal wear and tear shall be replaced, provided that the
employee turned in the old rain gear.
ARTICLE 17
INSURANCE
A. The City agrees to meet with the CW A representatives to review the health and
life insurance programs for the purpose of reducing the cost of such programs for the City
and the employees. The City further agrees to provide the CW A with such information as
it has available which would be required to formulate such a benefit package and to cooperate
with the CW A to obtain pertinent information from the present carrier. U ntiI a benefit
package is formulated and put into operation, the City agrees to continue the current benefits.
B. Unemployment Insurance: The City shall participate in and provide employees
with unemployment insurance as provided by law.
C. Workers' Compensation Insurance: The City shall participate in and provide
employees with Workers' Compensation Insurance as provided by law.
D. Social Security Insurance: The City shall provide all necessary employer
contributions for social security insurance as provided by law for those employees ineligible
to participate in the City retirement program.
E. Liability Insurance: The City shall provide legal counsel to assist in the defense
of any claim against any member of the bargaining unit, where the claim results from the
employee's employment with the City and where the employee is acting within the scope of
his/her employment, except that the City will not be obligated to defend or pay a claim based
on an intentional tort. The City will indemnify, payor insure any claim other than an
intentional tort.
-32-
I
ARTICLE 18
HEALTH AND SAFETY
I
A. The City and the Union will cooperate in establishing a joint safety committee with
the continued objective of eliminating accident and health hazards. This committee will meet
monthly and will attempt to enforce the City's and the Union's safety program. The City will
consider written recommendations with respect to unsafe conditions or safety ideas from the
committee and will implement solutions to these conditions within thirty (30) days of the
receipt of such recommendations, or shall appear before the committee and reply as to why
said solutions have not been effected. The City will provide a safety manual to all City
employees.
B. The City will provide any safety equipment and devices for employees engaged in
work where such special devices and equipment is necessary and is specifically required by
the City. Employees not utilizing safety equipment which is specifically required by, and
furnished or paid for by the City, shall be subject to denial of work and/or disciplinary action.
C. Employees will not suffer any position penalty nor be financially responsible for
damage to City property occasioned by accident which is not caused by negligence - subject
to review by the City Accident Review Board.
D. The City shall continue to maintain a cleanup room with sanitary showers for the
use of all employees whose employment presents a threat of disease due to their exposure to
unsanitary conditions in those areas where it is currently doing so. If the Union believes that
new locations or areas exist which they feel should have cleanup rooms with sanitary showers
for use by employees, they shall advise the City at a quarterly meeting and the City shall
initiate a review of the need.
E. The City agrees to periodically review the availability of discount programs for
safety shoes and safety lenses for glasses in an effort to provide discount programs through
third parties for employees who wish to purchase safety equipment not required and provided
by the City.
F. No employee shall be required to work more than 16 hours in any day, except in
an emergency.
ARTICLE 19
JOB DESCRIPTION AND CLASSIFICATION
A. The City prepares and maintains job descriptions for those job classifications
covered by the employees in the unit. It is understood that the City will not rewrite job
descriptions to avoid reclassifying employees to higher classifications, but in no case will this
cause reduction in pay to incumbents.
-33-
I
I
1. The term "Class", "Classification", or "Class of Positions" means all positions
which are alike in the following characteristics:
(a) Having duties and responsibilities requiring like qualifications of the incumbents,
including such qualifications as training, experience, capacity, knowledge, proficiency, and
any other qualifications necessary for the proper performance of the work;
(b) Properly filled by persons selected by the same tests of fitness;
(c) Equitably compensated by the same rate or rates within a schedule of
compensation;
(d) Having the same provisions for specialized in-service training; and which differ
from positions in other classes in one or more of the foregoing characteristics.
2. Relationship of Classes
Each class of positions is to be considered in relationship to other classes in the City
service in determining its grade, its proper grouping within the Position-Classification Plan
and its compensation. The specification of the classes are to be read and interpreted with this
relationship in mind.
3. Specifications, Descriptive and Not Restrictive
The class specifications are descriptive and not restrictive. They are intended to
indicate the kinds of positions which should be allocated to the several classes as determined
by their duties and responsibilities, and shall not be construed as declaring what the duties or
responsibilities of any position shall be, or as limiting the power of the Appointing Authority
or any department head to assign duties to, and to schedule, direct and control the work of,
employees under his/her supervision. The use of a particular expression or illustration as to
duties shall not be held to exclude others not mentioned that are of generally similar kind or
quality.
B. Preparation and Administration of the Position-Classification Plan
The Position-Classification Plan shall be kept current by continued investigation and
review, including the investigation of positions as to their allocation, compensation and
training needs and including any necessary City-wide surveys of positions within a single class
so that the position classification plan and the pay plan shall be integrated. The Appointing
Authority assumes responsibility in the attainment of these objectives and shall make available
to the Union and its authorized representatives all matters and facts necessary to the
determination of questions arising in any of the personnel processes.
-34-
c. Appeals from ~llocations
J
An employee, for good and sufficient reasons, may appeal for a change in
classification. Such appeal shall first be submitted in writing to the department head who
shall transmit it, with his/her recommendation, to the Human Resources Director for review
as to its justification. If the Human Resources Director finds merit in the appeal, he/she shall
recommend to the Appointing Authority an appropriate change in class. The decision of the
Appointing Authority is final and binding.
D. In the event of the reclassification or reallocation of a position to a class of a
higher level, the incumbent shall be placed in the higher job class without competitive
examination if the following conditions have been met:
1. That the reason for the reclassification or reallocation is the gradual accretion of
new duties and responsibilities over a period of two years or more immediately preceding the
effective date of said reclassification; and
2. That the accretion of duties has taken place during the incumbency of the present
incumbent in said position; and
3. That the added duties and responsibilities upon which the reclassification is based
could not reasonably have been assigned to any other position; and
4. That the added duties and responsibilities upon which the reclassification is based
have not been previously assigned to another position of the same or lower level.
If the above conditions have been met, the employee's placement shall be treated as
a promotion.
E. When it is planned to reclassify a job which will result in the position being
removed from the bargaining unit, the Union President will be notified and given an
opportunity to provide input and comments.
ARTICLE 20
APPOINTMENTS AND EVALUATION
A. All appointments to positions in the bargaining unit shall be made on the basis of
merit and fitness for the position to be determined as far as practical and possible by
competitive examination under the policies and practices of the Human Resources
Department. Examination results will be made available for employees' inspection upon
request.
B. Examination announcements for job classes for which competitive exams are
utilized in the bargaining unit will be prepared by the Human Resources Department and
mailed to each City Department for posting at least ten (10) work days prior to the filing
-35-
deadline, except that examInation announcements shall not be reJuired for promotional exams
for advancement consideration in an Apprentice Program which has been established by the
City.
C. The City agrees to use to the maximum extent the skills and talents of existing
employees in the unit in order to achieve the resulting benefits of higher morale and reduced
turnover. In filling positions in the unit, the City will give concurrent consideration to
persons in and outside the unit, but all other factors being substantially equal, will fill such
positions by selection from eligible candidates in the unit. This shall not preclude the City
from giving promotional examinations restricted to City employees.
D. Promotional Lists
The names of all persons who may be lawfully appointed and who shall have attained
a passing grade on any promotional or open competitive examination shall be placed on the
appropriate promotional list in the order of their final grade, without regard to time of tests.
Provided, however, probationary employees shall move from the open list to permanent
promotional list upon initial certification and upon written request by the employee. The
names of two or more eligibles having the same final grade shall be placed on the list by
arranging the names in order of seniority in the case of a list for promotion. In the event of
duplicate scores and seniority, the names shall be arranged in alphabetical order.
E. Duration of Lists
1. All promotional and eligible lists, whether resulting from examinations having a
closing date for receipt of applications or from continuous examinations shall be established
for the term and period of two (2) years from the date of the examination which established
such eligibility.
2. Each name placed on a reemployment list shall remain on such list for the term and
period of one (1) year from the date of resignation, withdrawal, layoff, demotion or return
from authorized leave of absence.
F. Removal of Names from Lists
Names of eligibles shall be removed from appropriate eligible lists by operation of any
of the following:
1. Appointment through certification from such list to fill a permanent position.
Acceptance of such appointment shall, for the duration of the employment resulting
therefrom, constitute a waiver of any right of certification from the list for another class at
the same or lower salary level.
2. Written statement by the eligible that he/she is not willing to accept appointment.
Such statement may be restricted to a limited period of time if based on reasons satisfactory
to the Human Resources Director.
-36-
3. Declination ofaJpointment (other than temporary), ifAo written statement has been
given by the eligible or if the period thereof has expired. Failure to respond to any inquiry
of the Human Resources Director regarding availability for appointment within seven (7)
working days, if made by letter, or two (2) working days, if made by telegram or telephone,
or to accept appointment within the same period when offered or to report for duty within a
reasonable time prescribed by the Appointing Authority or designee shall constitute a
declination.
4. Separation from the City service of an employee on a promotional list.
5. Disability that prevents the eligible from performing satisfactorily the duties of the
position.
6. Removal from the employment area designated by the City when such residence
was required as a condition of appointment.
7. Determination by the Human Resources Director that the eligible has been found
to lack any of the established qualifications for the position for which he/she has been tested
or has otherwise been found unacceptable.
G. Suspension of Names from Lists
Names of eligibles may be suspended from eligible lists for specified periods of time
if it is ascertained that the eligible has willfully given wrong information, withheld
information or evaded questions in his/her application in an attempt to misrepresent his/her
employment background or character, when such misrepresentation does not materially
change the eligible's acceptability for the examination.
H. Types of Appointments
All vacancies in the bargaining unit shall be filled by original appointment, temporary
appointment, emergency appointment, provisional appointment, seasonal appointment,
promotion, reemployment, transfer or demotion. Whenever a position is to be filled by
certification from an eligible list, certification shall be made first from the reemployment list
for the class to which the position is allocated, then from the promotion list if promotion be
practicable, and finally from the eligible list resulting from open competitive examinations.
When the Appointing Authority desires to fill a position by transfer or demotion, such action,
if approved by the Appointing Authority, shall take precedence over reemployment,
promotion or original appointment. The Human Resources Director shall provide a certified
promotional list for the filling of a vacancy in a permanent position.
I. Promotions
Whenever an employee having regular status successfully competes in an open
competitive examination and, as a result thereof, subsequently receives an appointment to the
class for which the examination was held, such appointment shall be considered a promotional
-37-
appointment and such em!loyee shall have the same status as {hough the appointment had
been made as the result of a promotional examination. Whenever an employee who is serving
his/her initial probationary period successfully competes in an open competitive examination
and thereafter receives an appointment to the class for which the examination was held, such
employee shall not be required to resign but will be required to begin his/her probationary
period anew.
J. Order of Certification
Eligibles shall be certified in strict order of standing on the eligible list, except in the
following cases:
" 1. Whenever an eligible shall have indicated that he/she would not accept appointment
under the conditions applying to the position to be filled, his/her name may be passed over
in certifying to fill the position.
2. Whenever a position is to be filled which requires the incumbent to be a Notary
Public, certification shall be limited to persons who can qualify for appointment as a Notary
Public.
3. Whenever establishment of special qualifications for the particular position has been
requested by the Appointing Authority and approved by the Human Resources Director,
certification shall be limited to those eligibles on the appropriate list possessing the special
qualifications established.
K. Temporary Appointments
1. Whenever there is need of an employee for a temporary period, not to exceed six
(6) months, the Human Resources Director shall certify the names of persons on the list. The
acceptance or refusal by an eligible of a temporary appointment shall not affect his/her
standing on the eligible list, nor shall service under a temporary appointment be counted as
a part of a probationary period.
2. In the event that it is found necessary to extend the filling of a position by a new
temporary appointment for an additional period of not more than six (6) months' duration,
the Human Resources Director may authorize the continuation in the position of the person
appointed thereto on a temporary basis. Such extension shall not grant to the temporary
employee the status or other rights of a regular employee.
L. Emergency Appointments
1. When an emergency makes it impossible or impracticable to fill a position in the
bargaining unit under any other provision of this Agreement and providing that an eligibility
list does not currently exist for that position classification, the Appointing Authority may
appoint any qualified person to such position via an Emergency Appointment without
competitive examination. Any such appointment shall be immediately reported to the Human
-38-
Resources Director and slall not exceed ninety (90) calendarldays' duration at or before
which time said employee shall be laid off. In the event that, in the unanimous judgment of
the appropriate department director, the Appointing Authority, and the Human Resources
Director, the emergency continues to exist at the expiration of the aforementioned ninety (90)
calendar days, the Appointing Authority may extend the emergency appointment for an
additional ninety (90) day period. Thereafter, if the emergency continues to exist, the initial
employee shall be laid off and the Appointment Authority may appoint any other qualified
person for a like duration and one (1) extension. The same procedure shall be followed for
each succeeding appointment as a separate action, not to exceed an initial appointment of
ninety (90) calendar days, and one (1) extension if required, and each shall be reported to the
personnel Director. In no instance shall any person receive more than one (1) initial
emergency appointment and one (1) extension thereto in anyone fiscal year, nor shall any
person receive consecutive emergency appointments.
2. In the event that an emergency appointment is made for the purpose of filling a
regular vacancy, the Human Resources Director shall schedule an examination for the
appropriate classification within 120 calendar days in an effort to establish a promotional or
original appointment list. If an emergency appointment is made for the purpose of filling a
position due to temporary absence of regular employees or because of an excessive work load
expected to be of short duration, the Human Resources Director shall not be required to
schedule an examination for that position classification. The Union shall be notified each
month of Emergency Appointments which have been processed during the past month.
M. Seasonal and Temporary Part-Time Appointments
Whenever a seasonal or temporary part-time vacancy is to be filled by the appointment
of a seasonal or temporary part-time employee, the department head, with the approval of the
Appointing Authority, may make such selection and appointment from a list furnished by the
Human Resources Director at the request of the affected department head. Ordinarily, though
not by way of limitation, such vacancies occur in the Recreation and Marine Departments
and, because of the type of personnel desired and the qualifications required, it has been
demonstrated that selection can best be made on the basis of intra-departmental interviews and
performance tests.
N. Probationary Periods
1. All persons initially employed or promoted to, or within, the bargaining unit shall
have to serve a probationary period as hereinafter defined before their appointment shall be
deemed to be complete. During the probationary period, management shall observe and
review the employee's job performance, attendance, attitude and adherence to department and
City requirements and such other factors as in the City's determination are important factors
to consider with respect to continuing the employee in the position.
2. The probationary period shall consist of six (6) consecutive months or the
equivalent; provided, however, that the City may extend such probationary periods for up to
three (3) additional months. Permanent part-time employees shall be required to complete
-39-
1040 hours of actual work\n a class which has a normal full-tirrL work schedule of 40 hours
per week or of completing 975 hours of actual work if employed in a class which has a
normal full-time work schedule of37-1/2 hours per week, provided that in no event shall such
permanent part-time employee be deemed to have completed a probationary period in less
than six (6) calendar months. The City shall provide a form for employees to request
certification to permanent status at the completion of the probationary period. Approval of
a request for certification to permanent status by the Department Director and City Manager
after submittal by the employee shall be deemed evidence of successful completion of the
probationary period. Disapproval of such request shall be deemed evidence of the City's
determination that the employee has not been deemed acceptable and the employee shall be
separated or return to his/her former position as provided in subsection (6) below.
3. Time served during a temporary appointment in the same job class immediately
preceding permanent employment shall be credited toward the time required to be served in
the probationary period. If such permanent appointment is to a position in another
department, the provisions of paragraph (4) hereunder will also apply.
4. In the event of a transfer of an employee from one department or division to
another before the completion of the probationary period, the head of the department or
division to which the employee is transferring shall determine at the time of transfer whether
time served by the employee in the class prior to transfer shall be credited toward the time
required to be served in the probationary period or whether the employee shall be required
to serve a new probationary period.
5. In the event that an employee is for any reason absent from duty for an
accumulated period of fifty-six (56) scheduled work hours or more prior to the completion
of the probationary period, all such time off may be used to extend the prescribed
probationary period.
6. If during the probationary period, or at the end of such period for a new employee,
the department determines that the employee fails to meet and/or adhere to requirements or
is unfit and/or otherwise unsatisfactory, said employee may be separated from the City. In
such event, the City shall present to the employee reasons for such separation.
In the event that the employee was a previously certified City employee (one who had
already successfully completed a probationary period in another position) who was promoted,
said employee shall be returned to his/her former position and shall not be separated for
failure to successfully complete the probationary period; provided, however, that if such
employee has committed a serious infraction which warrants dismissal under City rules and
guidelines, then the employee shall be dismissed and not returned to his/her former position.
Any newly hired employee who is separated during or at the end of the expiration of
the probationary period or newly promoted employee who is returned to his/her former
position shall have no right of appeal or grievance relating to such action.
-40-
O. This Article will be reviewed by a committee of malagement and the Union. If
it is the consensus of the committee that the language is duplicate or not needed, it will be
removed from the Contract.
ARTICLE 21
MISCELLANEOUS GENERAL PROVISIONS
A. The Union will not be prevented by the City from having access to the names of
all current employees in the unit and their home addresses, if available.
B. Any pre-employment physical examination will be paid for by the City if such
examination is required and no employee will suffer any loss of pay during the period when
the examination is held during normal shift hours.
C. Employees will not be required to attend career development workshops without
receiving regular salary for the time the employee is in attendance.
D. The City and the Union each agree to pay one-half of a reasonable cost for printing
copies of this Agreement in pocket booklet form for all employees in the unit.
E. On reasonable advance notice, employees shall be allowed to review their
personnel files.
F. While employees in the bargaining unit are encouraged to participate in worthwhile
charity drives, no employees will be pressured by either party to this Agreement to contribute
to any charity.
G. Certain committees of the Union may be allowed to meet during normal work
hours, this time to be subject to approval by the City Manager's office. Such committees and
meetings shall not include preparation for bargaining.
H. Use of City Copying Equipment - Cost to be paid by the Union for printing of
Union material. This material shall be non-controversial in nature and subject to advance
review by the City Manager's office.
I. The City will replace or repair, as appropriate, the tools of employees who are
required by the City to furnish their own tools, when those tools are broken on the job or
when tools are stolen from the job site and when there is a police report confirming the theft
given to management.
J. An employee in the bargaining unit who is designated by the department director
to serve in an "acting" capacity in a higher position in the classified service shall, for the
period of such service in excess of twenty (20) working days in a fiscal year, receive
additional compensation determined by expressing his/her present base salary as a percentage
of Step 1 of the salary range for the higher position and rounding the resulting percentage to
-41-
the nearest tenth before atplication to the dollar difference. IWhen applied to the dollar
difference, the resulting amount shall be rounded to the nearest cent. For the purposes of this
paragraph, Step 1 shall be deemed to be the lowest step in the higher salary range (as
indicated in the current Pay Plan) which is higher than the employee's present base salary.
Acting periods shall not be deemed cumulative nor shall additional compensation be
retroactive beyond the twenty-first (21st) working day of such period of service. However,
to give credit for acting for periods of less than twenty (20) working days duration, an
employee who has been designated by the department director to serve in an acting capacity,
shall begin to receive the compensation herein provided after he/she has served in the acting
capacity for more than sixty (60) calendar days in the fiscal year.
K. The City shall continue an awards program for employee suggestions, if they are
used, that will save the City money.
L. All employees who are required to furnish their car by the City will be paid
reimbursement for any mileage travelled at the rate set by law.
M. Commercial Driver's License
1. Employees in driving positions which require a CDL and who fail to comply with
requirements of the State of Florida CDL program cannot continue to function in their driving
positions. At such time as the employee can no longer drive vehicles required in his/her job
classification because of his/her failure to comply with CDL requirements of the state, the
City shall preclude the employee from driving the designated City vehicles. The employee
shall have thirty (30) days in which to comply with the state CDL requirements or to obtain
a transfer, demotion or promotion to a position not requiring CDL licensure. Such job
change must be accomplished within the normal processes for transfer, demotion or
promotion. Failure to obtain the appropriate license or, alternately, to obtain a transfer,
demotion or promotion to a position not requiring the CDL shall result in the layoff of the
employee.
Reimbursement will be provided upon the employee's submittal of the evidence of
possession of the required CDL.
ARTICLE 22
DISCHARGE AND DISCIPLINE
A. No permanent employee shall be disciplined except for just cause.
B. Any written reprimand shall be furnished to the employee outlining the reason for
the reprimand. The employee will date and sign the statement; however his/her signature
does not imply agreement. Said reprimand will be made within a reasonable time of the
employer having knowledge of the occurrence.
-42-
C. A written repJmand more than two (2) years old Ihall not be a factor in any
employment decision made by the City of Clearwater.
D. Whenever the City proposes to amend the Guidelines for Disciplinary Action, it
shall provide notice and a copy of the proposed amendments to the Union at least twenty-one
(21) days in advance of the next scheduled quarterly meeting, and the Union shall provide
input to the City at such meeting.
ARTICLE 23
SALARY
The City shall provide a 4 % one-time payment for each active full-time or permanent
part-time employee in the bargaining unit, effective the first pay period following the approval
of the contract.
The City shall provide a 3 % wage increase for each full-time employee and permanent
part-time employee in the bargaining unit, effective October 1, 1995, by adjustment of the
bargaining unit wage rates for fiscal year 1995-96.
The City shall provide a 3 % wage increase for each full-time employee and permanent
part-time in the bargaining unit, effective October 1, 1996, by adjustment of the bargaining
unit wage rates for fiscal year 1996-97.
Ranges and Entry Steps shall be as reflected in Appendix A of this Agreement.
A biweekly wage schedule shall be as reflected in Appendix C of this Agreement.
ARTICLE 24
DRUG AND ALCOHOL POLICY
(This policy is intended to be in compliance with the Drug Free Work Place Act and
any Federal Law requirements regarding the unlawful manufacturing, distribution,
dispensation, use or possession of any controlled substance or illegal drug.)
1. V oluntary use of controlled substances which causes intoxication or impairment
on-the-job and poses risks to the employer, the affected employee and their coworkers, is
prohibited.
2. All Bargaining Unit employees will be fully informed of the employer's for cause
drug testing policy before testing is administered. Bargaining Unit employees will be
provided with information concerning the impact of the use of drugs on job performance.
Unit supervisors will be trained to recognize the symptoms of drug abuse, impairment and
intoxication. The City will permit two employees selected by the Union to attend such
training class on City time.
-43-
3.1 Annual PhysIcal - Employees in job classification' which require an annual or
biannual physical may be required to submit to a drug screening as part of the annual physical
examination.
3.2 No Bargaining Unit employee will be tested for drug metabolites unless there
exists a reasonable suspicion that the Bargaining Unit employee to be tested is under the
influence of drugs. The term "reasonable suspicion" shall, for the purposes of this Policy and
Section, be defined as follows:
3.2.1 Aberrant or unusual on-duty behavior of an individual employee that is observed
on-duty by the employee's immediate supervisor or higher ranking employee and confirmed
by the observation of another supervisory employee, managerial employee trained to
recognize the symptoms of drug abuse, impairment or intoxication (which observations shall
be documented by the observers), and this may include such common signs as the following:
- observed alcohol and/or drug use during working hours
- unexplained work related accidents or injuries
- presence of physical symptoms commonly associated with substance abuse, such as:
- impairment of motor functions
- slurred speech
- incoherent or irrational mental state
- drowsiness
- smell of alcohol or marijuana
- extreme weight loss
- red eyes
- running nose or sniffling
- frequent or extreme mood changes
- lack of physical coordination
- Deteriorating work performance and/or attendance problems
not attributable to other factors, such as:
- frequent absences or lateness
- unexplained absence from assigned work area
- frequent or extended visits to the restroom
- deterioration in dress and/or grooming
- other marked, unexplained changes in personal behavior
3.2.2 The type of behavior which is a recognized and accepted symptom of
intoxication or impairment caused by controlled substances or alcohol, or addiction to or
dependence upon said controlled substances.
3.3 Random or mass testing is prohibited, except required by law. Other procedures
may be used where required by law. Any testing required by law will be sent to the Union
President, along with regulations for such implementation as required, at least twenty (20)
calendar days before such regulations are implemented. No drug testing may be conducted
without the written approval of the Department Director, or designee. The Department
Director, or designee, must document in writing who is to be tested and why the test was
-44-
ordered, including the spelfic objective facts constituting reasoJable suspicion leading to the
test being ordered, and the name(s) of any source(s), or all of this information. One (1) copy
of this document shall be given to the Bargaining Unit employee before he/she is required to
be tested.
After being given a copy of the document, the affected Bargaining Unit employee shall
be allowed enough time to be able to read and understand the entire document.
Failure to follow any of these procedures shall result in the elimination of the test
results as if no test had been administered. The test results shall be destroyed, and no
discipline shall be levied against the Bargaining Unit employee.
4.1 When a supervisor has reasonable suspicion to believe that a Bargaining Unit
employee is using, consuming, or under the influence of an alcoholic beverage,
non-prescribed controlled substance (other than over-the-counter medications), and/or
non-prescribed narcotic drug while on duty, the supervisor will notify the Department
Director, or designee, for the purpose of observation and confirmation of the employee's
condition. If the Department Director, or designee, after observing the employee, also has
reasonable suspicion to believe that the employee is using, consuming, and/or under the
influence of an alcoholic beverage, non-prescribed controlled substance, or non-prescribed
narcotic drug while on duty, then, by a written order signed by both the employee's
immediate supervisor and the Department Director, or designee, the employee may be
ordered to submit to toxicology testing designed to detect the presence of alcohol, chemical
adulteration, marijuana metabolites, opiates, amphetamines and phencyclidine in accordance
with the procedure set forth below.
4.2 Any employee subjected to such test shall be removed from duty pending the
result of such test, and such employee shall continue to receive his/her regular pay and
benefits pending test results.
4.3 Refusal to submit to toxicology testing after being ordered to do so shall result in
disciplinary action.
5. Blood and Alcohol Test Procedure. The following procedure shall apply to blood
and urine tests administered to bargaining unit employees.
5.1 The employer may request urine samples except when the employee has been
involved in an accident resulting in injury to him/her, in which case a blood sample may be
required. The employee, at his/her sole option, shall, upon request, receive a blood test in
lieu of a urine test. Urine and blood specimens shall be drawn or collected at the laboratory,
hospital or medical facility. When requested by the employee, a Union representative shall
be allowed to accompany the employee to the test and observe the collection bottling, and
sealing of the specimen. All specimen containers vials, and bags used to transport them, shall
be sealed with evidence tape and labeled in the presence of the employee and the Union
representative (if one has been requested).
-45-
I
I
5.2 All testing shall be done by a laboratory certified by the State of Florida as a
medical and urine drug testing laboratory which complies with the Scientific and Technical
Guidelines for Federal Drug Testing Programs and the Standards for Certification of
Laboratories engaged in Drug Abuse and Mental Health Administration of the U.S.
Department of Health and Human Services and is NIDA certified.
5.3 The following standards shall be used to determine what levels of detected
substances shall be considered as positive:
Drug
Amphetamines
Screening Test
Immuno Assay
Confirmation
Gas Chromatography
/Mass Spectrometry
500 ng/ml GC/MS
500 ng/ml GC/MS
1,000 ng/ml Amphetamine
Methamphetamine
Marijuana Metabolites
50 ng/ml Delte-THC
1 15 ng/ml GC/MS
Cocaine Metabolites
300 ng/ml Metabolite
2150 ng/ml GC/MS
Opiate Metabolites
3300 ng/ml Morphine
PCP
25 ng/ml PCP
300 ng/ml GC/MS
25 ng/ml GC/MS
1 Delta-9-tetrahydrocannabinol-9-carboxylic acid
2 Benzoylecgonine
3 25 ng/ml if immunoassay specific for free morphine
Intoxilizer Test For Alcohol
Alcohol .04 %
Levels which are below those set above shall be determined as negative indications.
5.4 Any sample which has been adulterated or is shown to be a substance other than
urine shall be reported as such.
5.5 When an employee tests positive on the screening test (i. e., a drug or drugs is/are
detected,) a second test, the Gas Chromatography/Mass Spectrometry, will be run on the
sample originally taken. If the second test does not detect the presence of a drug or drugs,
the second test shall prevail. When a urine or blood specimen for testing is obtained from
an employee by an independent medical facility selected by the City, a sufficient quantity of
the specimen shall be obtained for testing by the contract laboratory and a laboratory
designated by the Union or the employee. The sample shall be transmitted to the contract
laboratory and to the laboratory designated by the Union or employee as soon as possible by
-46-
I
I
the independent medical facility. These tests shall be made as soon as possible by the
laboratories. The Union or employee shall bear the cost of its separate test.
5.6 If the results of the tests administered by the employer on the two (2) samples
show that the employee, while on duty, was under the influence of or drank, smoked,
ingested, inhaled or injected alcoholic beverages, non-prescribed narcotics, marijuana,
cocaine, PCP, or non-prescribed amphetamines, appropriate discipline may be imposed by
the employer after the following procedure has been followed:
The employee shall be presented with a copy of the laboratory report before any
discipline is imposed. The Union and the employee shall then have twenty-four (24) hours
to present to the employer any different results from the test of the sample conducted by a
laboratory selected by the Union. After considering the results of the third test performed
for the Union (if presented), the employer may discipline the employee.
6. Employees who seek voluntary assistance for alcohol and substance abuse may not
be disciplined for seeking such assistance. Requests from employees for such assistance shall
remain confidential and shall not be revealed to other employees or management personnel
without the employee's consent. Such employees shall be subject to all employer rules,
regulations and job performance standards, with the understanding that an employee enrolled
in such a program is receiving treatment for an illness.
Results of urine and blood tests performed hereunder will be considered medical
records and held confidential to the extent permitted by law. Tests shall only be performed
for alcohol, chemical adulteration, marijuana metabolites, cocaine metabolites, opiates,
amphetamines and phencyclidine and the laboratory shall only report on the presence or
absence of these substances.
7. Over-the-Counter and Prescription Drugs
An employee who has been prescribed or issued a drug, for any medical or other
condition, which might in any way impair their ability to perform his/her job must
immediately notify their supervisor. The employer, in consultation with appropriate medical
authority, shall determine whether the individual can work while taking the medication. If
it is determined that the individual is unable to perform his/her job without impairment caused
by the medication, the employee will be placed on sick leave or annual leave until the
condition for which such medication is being taken is no longer present, or use of the
medication causing impairment has been discontinued. However, prior to placing any
employee on leave, reasonable accommodation will be made to provide alternative
assignments. If an employee is placed on sick leave under this paragraph, such leave shall
not be considered in placing the employee on a doctor's certificate requirement until after two
such incidents in a 12-month period.
-47-
I
ARTICLE 25
DURATION, MODIFICATION AND TERMINATION
I
A. This Agreement shall be effective as of the 29th day of May, 1995, and shall
continue in full force and effect until September 30, 1997. At least one hundred twenty (120)
days prior to the termination of this Agreement, either party hereto shall notify the other, in
writing, of its intention to modify, amend or terminate this Agreement. Failure to notify the
other party of its intention to modify, amend or terminate, as herein above set forth, will
automatically extend the provisions and terms of this Agreement for a period of one (1) year,
and each year thereafter absent notification.
IN WITNESS WHEREOF, the parties hereto have set their hands and seals this II ~ day
0f July, 1995.
ATTEST:
Approved as to form and correctness:
Ii. t 1.4-
Pamela K. Akin, City Attorney
WITNESSES:
d..;;;l4
I( 0At/}~11Y;<<~~'
CITY OF CLEARWATER
By -i1k~
Elizabeth . Dept a, City Manager
Countersigned:
COMMUNICATIONS WORKERS
OF AMERICA
By a" p. ..aJ,.
Pat Warren, CW A Representative
-48-
j LETTER OF UNDERSTANDINd
This letter will acknowledge on behalf of the City of Clearwater that, notwithstanding
the provisions of the current collective bargaining agreement of the City and the
Communications Workers of America (C.W.A.) may
continue to credit ("bank") one-half of his/her earned vacation towards early retirement or
a cash settlement at retirement consistent with provisions of Article 15, Section D, of the
Agreement between the City of Clearwater and the C.W.A. for Fiscal Years 1987-88,1988-
89, and 1989-90. Specifically, those provisions read as follows:
"Any employee, six years prior to retirement in the City Pension Plan, can
begin saving and accumulating leave earned up to 50 % annually toward early
retirement or a cash settlement at the time of retirement. The amount of
accumulation shall not exceed 16 weeks for this purpose. The employee must
submit formal notification of the intent to accumulate leave expressly for this
purpose and the date the employee plans to retire. If the employee elects not
to retire on the day indicated by the employee, but to continue work, 8 weeks
of the accumulated leave will be held in reserve until the employee elects to
retire, and cannot be used prior to the time of retirement. The remaining eight
weeks shall be used by the employee during the year initially designated by
him/her as his/her retirement year or sooner, otherwise the eight weeks will be
forfeited. 11
Accumulation, forfeiture and use or payment for such vacation for the employee
named herein shall be as provided in the provision quoted above.
City of Clearwater
Communications Workers of America
By:
By:
Date:
Date:
-49-
I APPENDIX A I
JOB CLASS TITLE RANGE STEP HRSIWK
CITY MANAGERS OFFICE
Community Response Unit
Code Enforcement Technician R-45 1 37.5
Code Enforcement Inspector I R-52 1 37.5
Code Enforcement Inspector II R-55 1 37.5
Inspections Specialist R-63 1 37.5
License Inspector R-57 1 37.5
CENTRAL PERMITTING
Zoning Supervisor R-63 1 37.5
Housing Inspector II R-60 1 37.5
Building Construction Inspector I R-57 1 37.5
Building Construction Inspector II R-60 1 37.5
Inspections Supervisor R-63 1 37.5
Central Permitting Specialist R-57 1 37.5
CITY CLERK
Central Records Specialist R-53 1 37.5
City Clerk Technician R-42 1 37.5
CLERICAUOFFICE SUPPORT
Staff Assistant I R-37 1 37.5
Staff Assistant II R-44 1 37.5
Service Dispatcher R-45 1 40.0
Sr. Service Dispatcher R-48 1 40.0
Stores Clerk R-38 1 37.5
Storeskeeper R-48 1 37.5
Information Technician R-43 1 37.5
Customer Service Representative R-46 1 37.5
Sr. Customer Service Representative R-48 1 37.5
Messenger R-36 1 37.5
CONSTRUCTION & MAINTENANCE
Equipment Operator I R-39 2 40.0
Equipment Operator II R-46 1 40.0
Equipment Operator III R-52 1 40.0
Welder Apprentice R-45 1 40.0
Welder I R-49 1 40.0
Welder II R-54 1 40.0
ECONOMIC DEVELOPMENT
Construction Specialist R-57 1 37.5
I APPENDIX A I
JOB CLASS TITLE RANGE STEP HRSIWK
FINANCElBUDGETARY SERVICES
Accounting Clerk I R-38 1 37.5
Accounting Clerk II R-43 1 37.5
Accounting Clerk III R-48 1 37.5
Cashier I R-37 1 37.5
Cashier II R-42 1 37.5
Utility Customer Support
Customer Service Supervisor R-57 1 37.5
Utility Finance Supervisor R-57 1 37.5
Meter Reader I R-43 1 40.0
Meter Reader II R-46 1 40.0
Chief Meter Reader R-54 1 40.0
Account Collector R-50 1 40.0
Customer Support Specialist R-48 1 37.5
Credit Supervisor R-60 1 37.5
RRE
Life Hazard Safety Insp. I R-54 1 40.0
Life Hazard Safety Insp. II R-58 1 40.0
Fire App. & Equip. Mech. R-54 1 40.0
Fire Shop Supervisor R-62 1 40.0
Fire Public Education & Info. Specialist R-60 1 37.5
GAS
Gas Technician I R-43 1 40.0
Gas Technician II R-52 1 40.0
Gas Technician III R-54 1 40.0
Gas Specialist R-57 1 40.0
Gas Supervisor R-60 1 40.0
GENERAL SERVICES
Building and Maintenance
Tradesworker I R-45 1 40.0
Tradesworker II R-54 1 40.0
Air Conditioning Technician R-54 1 40.0
Building & Maintenance Supervisor R-60 1 40.0
Motor Pool
Communications Technician R-54 1 40.0
Chief Communications Technician R-60 1 40.0
Mechanic I R-45 1 40.0
Mechanic II R-54 1 40.0
I APPENDIX A I
JOB CLASS TITLE RANGE STEP HRSIWK
Mechanic III R-57 2 40.0
Mechanic Fabricator R-56 1 40.0
Fleet Operations Trainer R-58 3 40.0
Fleet Production Control Coordinator R-58 3 40.0
Mechanic Supervisor R-60 1 40.0
Fleet Maintenance Shop Supervisor R-62 1 40.0
INFORMATION MANAGEMENT
Information Services
Computer Operator R-52 1 37.5
Computer Training Technician R-54 1 37.5
Personal Computer Support Technician I R-54 1 37.5
Personal Computer Support Technician II R-57 1 37.5
Computer Repair Technician R-57 1 37.5
Graphic Communications
Graphics Technician I R-40 1 37.5
Graphics Technician II R-46 1 37.5
Graphics Specialist R-47 1 37.5
LABOR AND CUSTODIAL
Custodial Worker R-36 1 40.0
Maintenance Worker I R-36 1 40.0
Maintenance Worker II R-39 1 40.0
LIBRARY
Library Assistant R-40 1 37.5
MARINE
Recreation Pier Operator R-39 1 40.0
Recreation Pier Supervisor R-57 1 40.0
Drawbridge Operator R-37 1 40.0
Marine Facility Operator R-44 1 40.0
Toll Facilities Supervisor R-57 1 40.0
Marine Services Technician I R-45 1 40.0
Marine Services Technician II R-50 1 40.0
Marine Operations Supervisor R-60 1 40.0
Beach Guard R-38 1 40.0
Sr. Beach Guard R-42 1 40.0
Water Safety Supervisor R-57 1 40.0
Sailing Center Coordinator R-50 1 40.0
PARKS AND RECREATION
I APPENDIX A I
JOB CLASS TITLE RANGE STEP HRSIWK
Parks, Forestry & Nursery
Tree Trimmer R-46 1 40.0
Forestry Technician R-42 1 40.0
Groundskeeper I R-42 1 40.0
Groundskeeper II R-48 1 40.0
Spray Technician R-45 1 40.0
Irrigation Service Worker I R-43 1 40.0
Irrigation Service Worker II R-48 1 40.0
Parks Supervisor R-57 1 40.0
Recreation
Community Center Supv. R-50 1 40.0
Public Relations Specialist/Recreation R-54 1 40.0
Recreation Supervisor I R-57 1 40.0
Recreation Leader R-38 1 40.0
Recreation Specialist R-47 1 40.0
Sr. Pool Guard R-38 1 40.0
Recreation Facilities Supervisor I R-57 1 40.0
Recreation Facilities Supervisor II R-60 1 40.0
POUCE
Services
Police Transcriber R-44 1 37.5
Police Property Clerk R-46 1 40.0
Police Property Supervisor R-52 1 40.0
Police Social Services Specialist R-58 1 40.0
Crime Analyst R-53 1 40.0
Police Communication Supervisor R-60 1 40.0
Police Communication Operator Trainee R-46 1 40.0
Police Telecommunicator R-48 1 40.0
Police Communication Operator R-52 1 40.0
Sr. Police Communication Operator R-54 1 40.0
PUBLIC WORKS I ENGINEERING
Engineering Services
Engineering Clerk R-46 1 37.5
Survey Assistant I R-40 1 37.5
Survey Assistant II R-46 1 37.5
Survey Party Chief R-58 1 37.5
Construction Inspector I R-55 1 37.5
Construction Inspector II R-58 1 37.5
Materials Tester R-61 1 37.5
CAD Technician R-56 1 37.5
I APPENDIX A I
JOB CLASS TITLE RANGE STEP HRSIWK
Design Drafting Technician R-60 1 37.5
CAD Analyst R-65 1 37.5
Traffic Engineering/Electrical & Traffic Signals
Electrician Helper R-45 1 40.0
Sr. Electrician R-55 1 40.0
Traffic Signal Technician R-54 1 40.0
Electronics Technician R-54 1 40.0
Electronics Technician Helper R-45 1 40.0
Lighting Supervisor R-57 1 40.0
Traffic Engineering
Traffic Sign & Marking Technician R-46 1 40.0
Parking Meter Technician R-46 1 40.0
Traffic Engineering Assistant R-48 1 40.0
Traffic Operations Supervisor R-62 1 40.0
Water Pollution Control
Wastewater Treatment Plant Operator- Trair R-44 1 40.0
Wastewater Treatment Plant Operator-C R-50 1 40.0
Wastewater Treatment Plant Operator-B R-52 1 40.0
Wastewater Treatment Plant Operator-A R-54 1 40.0
Water Pollution Control Operations Trainer R-56 1 40.0
Wastewater Treatment Plant-Lead Operatol R-60 1 40.0
Water Pollution Control Belt Press Operator R-50 1 40.0
Laboratory Technician R-50 1 40.0
Environmental Management
Environmental Inspector R-60t 1 37.5
t Environmental Inspector to be reassigned back to R-57 upon separation of current incumbent
PUBLIC WORKS /INFRASTRUCTURE
Wastewater Collection/Road & Drainage
Public Works Service Worker I
Public Works Service Worker II
Public Works Service Worker III
Public Works Supervisor I
Public Works Supervisor II
Utilities Mechanic I
Utilities Mechanic II
Utilities Mechanic Supervisor I
Utilities Mechanic Supervisor II
R-43
R-52
R-54
R-57
R-60
R-52
R-54
R-57
R-60
1
1
1
1
1
1
1
1
1
40.0
40.0
40.0
40.0
40.0
40.0
40.0
40.0
40.0
I APPENDIX A I
JOB CLASS TITLE RANGE STEP HRSIWK
Water Supply
Water Supply Attendant R-44 1 40.0
Water Supply Operator C R-50 1 40.0
Water Supply Operator B R-52 1 40.0
Water Supply Operator A R-54 1 40.0
Utilities
Solid Waste Operations
Solid Waste Worker R-41 1 40.0
Container Maintenance Worker R-45 1 40.0
Scalekeeper R-45 1 40.0
Solid Waste Yard Maintenance Leader R-43 1 40.0
Solid Waste Equipment Operator R-52 1 40.0
Solid Waste Service Coordinator R-57 1 40.0
Solid Waste Accounts Coordinator R-54 1 40.0
Solid Waste Supervisor R-60 1 40.0
Transfer Station Supervisor R-60 1 40.0
Solid Waste Control Operator R-45 1 40.0
I APPENDIX B I
RULES FOR ADMINISTERING THE PAY stHEDULE
A. Gross Compensation:
The ranges adopted shall be treated as gross compensation for full-time service, and pay
rates for part-time work shall be based on the appropriate hourly rate for the class.
B. Minimum Rate and Deviation Therefrom:
The minimum rate of pay for a class shall be paid to any person on his/her original
appointment, except where demonstrated inability to recruit at the entry level justifies
employment at a higher rate in the pay range. Deviations from the standard procedure
shall be determined by both the Appointing Authority and the Human Resources
Director.
C. Pay Plan Format and Merit and Longevity Step Increases:
The Pay Plan shall consist of numbered pay ranges, each range having eleven (11) steps:
an entry step (Step One); five merit steps (steps 2 through 6); and six longevity steps
(steps 7 through 12). Merit steps shall be five percent (5 %) increments per the Pay Plan
schedule. Each full-time job classification shall be assigned to a pay range and an entry
step. The entry step is normally Step 1 but may be a higher step for designated job
classifications.
Pay increases beyond Step 1 and up to and including Step 6 in any pay range are not
automatic but are management review rates and may be granted only upon
recommendation of the department director and approval of the Appointing Authority.
Eligibility of an employee for review for within range pay increases shall be as follows:
Appointment and Merit Step Review and Advancement:
Step 1 Original appointment
Step 2 At the end of one year of satisfactory service in Step 1
Step 3 At the end of one year of satisfactory service in Step 2
Step 4 At the end of one year of satisfactory service in Step 3
Step 5 At the end of one year of satisfactory service in Step 4
Step 6 At the end of one year of satisfactory service in Step 5
If an employee's evaluation by management is satisfactory, the approved merit
pay increase shall become effective as of the date of the employee's eligibility
therefore, except as provided in paragraph (D) below.
Longevity Step Review and Advancement:
Step 7
Step 8
Step 9
Step 10
Step 11
Step 12
At the end of two years of service in Step 6
At the end of two years of service in Step 7
At the end of two years of service in Step 8
At the end of two years of service in Step 9
At the end of two years of service in Step 10
At the end of four years of service in Step 11
D.
Merit Step Review .J Increases and Delay or Denial:
I
Employees who receive a merit eligibility evaluation of less than Satisfactory shall not
be granted a merit step advancement. Such employees shall be reevaluated after three
months and if then rated satisfactory shall be granted a merit step adjustment as of that
date. The effective date of the increase shall be utilized for the purpose of determining
eligibility for review for advancement to the next higher step, if any.
If the initial three-month's follow-up rating is still less than Satisfactory, the employee
shall be evaluated again in three months. If then rated Satisfactory, the employee shall
be granted a merit step adjustment as of the end of that three-month period. The
effective date of the increase shall be utilized for the purpose of determining eligibility
for review and advancement to the next higher step.
If the employee is rated less than Satisfactory on the second follow-up three-month' s
rating, no merit step advancement shall be made and the employee will be evaluated one
year from the date of the initial evaluation which was less than Satisfactory.
E. Promotional Increases:
When an employee is promoted from one classification to a higher classification in the
bargaining unit, the rate of compensation of the employee shall be fixed at the first step
in the higher classification which represents a five percent (5 %) minimum increase as
determined in the current Pay Plan schedule (by taking the difference between current
base rate before promotion and the base rate for the same pay step two ranges higher).
If an employee at the time of promotion is receiving additional compensation under the
Leadworker pay provisions of this Agreement and the application of the foregoing
promotional minimum increase would indicate no increase in the employee's over-all
compensation, the employee's rate of compensation shall be fixed at the first step in such
higher classification which represents an increase in the employee's over-all
compensation at the time of promotion.
F. Part-Time Employees - Pay Rates and Merit Eligibility:
Part-time employees shall be paid at a rate proportionate to their hours of work or the
scheduled hourly rate listed in the pay schedule. 2080 hours of actual work (or 1950
hours if 75-hour schedule) shall be considered the equivalent of one year for eligibility
for merit review; provided, however, that the accumulation of such hours in less than
one year shall not advance the normal progression eligibility date.
G. Standby:
Standby shall be defined as a specific requirement by management authority for an
employee, in addition to his/her normal work week, to be continually available and to
respond to work of the class at times other than during the normal work hours of his/her
work unit.
Night standby shall be defined as the hours beginning with the close of the normal work
day for the appropriate work area and continuing until the beginning of the normal work
day the following day. Friday night standby shall conclude at 7:00 a.m. on Saturday
morning. Weekend standby shall be defined as the hours beginning at 7:00 a.m. on
Saturday morning arlt continuing until the beginning of +e normal work day for the
appropriate work area on Monday morning.
Time worked while on standby assignment shall count as hours worked for regular pay
and/or overtime purposes.
H. Callback:
Callback shall be defined as the unscheduled calling back of an employee to perform
needed work after the employee's regular shift ends and the employee has already left
the job. Call-in shall be defined as the unscheduled call-in of an employee to perform
needed work on a weekend, holiday, or other equivalent period during which the
employee would not otherwise have worked.
I. Added Work Time Scheduled in Advance:
Time beyond an employee's regular work schedule when assigned and scheduled in
advance, either as a continuation of a present shift assignment or the requirement to work
on an employee's regular non-work day(s) shall not be subject to any minimum guarantee
payor hours; however, all time worked shall be credited toward hours worked for
regular and overtime pay purposes.
J. V aried Work Week:
The work week for classifications within the bargaining unit may vary and may be
divided between four, five, or six days.
K. Leadworker Assignment and Pay:
A department director, with the prior approval of the City Manager, may assign
leadworker duties to a regular employee for such period of time as will, in his\her
opinion, serve the best interest of the City. Such assignment shall be made only when
a small group of workers are, in the normal course of their duties, regularly required to
work at a time and/or place without the degree of supervision which, in the judgment of
the department director, is conducive to efficient performance. An employee assigned
leadworker duties will be required to perform all the duties of his/her regular position
and additionally exercise primary layout and/or supervisory functions in relation to other
workers who are ordinarily classified the same as the leadworker, accepting
commensurate responsibility for group performance. For the period of such assignment
the leadworker shall be paid an additional biweekly amount representing five percent
(5 %) as determined in the current pay schedule (by taking the difference between the
employee's current base rate and the base rate for the same pay step two ranges higher.)
L. Half-Step Increase Elimination:
The previously existing practice of providing a one-half step increase for certain laboring
categories (Sanitation Worker, Maintenance Worker, Custodian, and Messenger) after
they complete their initial probationary period will no longer be applied to employees
hired on or after October I, 1991.
en
"E
OJ
u
3:
L02
0> al
0>>.
~D
O>~
e? g!
... >.
l:tl al
Ol E
>- Ul
OJ
~e
l/)
u:::
o
><
i5
z
W
D..
D..
<C
..II:
OJ
OJ
o 3:
- :;
l/) 0
c..s:::.
OlO
cn'<t
"'C~
c:: OJ
l:tl OJ
l/) 3:
Ol..II:
g>O
l:tl 3:
c: :;
>.0
l:tl.s:::.
Q...o
~~
..:.:: c:
~ 0
;:~
, Ul
iiill
Ul
OJ
.~
(ij
~
OJ
>. Cl
8!. ai
a:
I
I
Co
OJ
Ci5
N.oNo~oo~m'<tN~O~'<tNm~I~'<t'<tI~O'<t~.o~OOOOOOOOON~m~
~.om~~O.om'<tm~OO~OO~OO'<tm.o~OO'<tO~~~~'<t~m~.o~~OOOO
~OOmOON~OOm'<tOO~~.oN~~.o.o~~~'<tOO~OOOO~~~~o~~m~o
o N '<t ~ m ~ ~ .0 00 0 ~ .0 00 ~ ~ ~ m N .0 00 IN .0 00 N .0 m ~ ~ ~ .0 m ~ ~ ~ ~ ~
00 00 00 00 00 m m m moo 0 0 ~ ~ ~ ~_iN_ N N_i~ ~ ~ '<t '<t '<t .0 .0 ~ ~ ~ ~ ~ 00 00 m
or- ..-- 'T""" ,.... ,.... T'"" T""" T'"" IT'""..... T""" IT'"" T""" T""" T"'"' ,... ,.... ..... ,... ..-- T""" ,.... T""" .,.... 'T""" T""" T"""
I
~ 00 00 '<t N ~ 0 00 0 ~ 0 .o1~ m
00 ~ .0 '<t ~ "": ~ ~ ": ~ ~,,,!l~ 00
00 .0 ~ 0 '<t 00 N 00 .0 m ml~l~ .0
00 ~ ~ ~ 00 o,~ .0 00 10 ~ ~ 1m N
00 m m m ml~:~~I~'~I~!~!""_N
I ! T'"" .,.... ;,.... i,.... ~ T'"" T"""! T'"" ; T""" ..... T""" ..... ..... ....... ,.... 'I"'"" ..... .,.... T""" T'"" ..... T'""
I ' '
~~~~
~.oOOO
O~~~
~OOO~
mmoo
~ ~ ~ :;; ~ ~ ~ ~ ~ ;; e:; :;; ~ ~ g: ;;; ~I;;;!~ ~ ~ ~
o 00 00 00 ~ m ~ ~ ~ ~ 0 ~ ~ ~ m N ,...: I""': cD .0 .0 0
.0 ~ 00 0 N '<t ~ m ~ ~ ~ 00 0 ~ .0 00 ~!~ ~ m N ~
~ ~ ~ 00 00 00 00 00 m m m moo 0 0 ~ I~ ~.~ N ,N
.. .. -I
,.... T""" T'"" T'"" T""",.....I.....',....:..--:..-- ,.... T'"" ..... ..-- ,.... ...- 'T""" ...- ,.... T""" T""" T""" ....... T"""
I 1 I
~ ~ ~ ~ N ~I.~!~ioim N '<t '<t ~ '<t m N 0 ~ .0 m N ~ ~ ~
~ .0 00 0 N ~,~!~I~I~ "": 0 ~ ~ ~ 0 m m ~ .0 N N m ~ '<t
o ~ ~ ~ m NI~I~I~I'O .0 0 m ~ ~ 00 .0 ~ .0 ~ '<t m m 0 ~
~ 00 0 ~ .0 00 I~ ~ ~ m N ~ 00 N .0 00 N .0 m ~ ~ 0 '<t m ~
m moo 0 ~,~_ ~_ ~_I~_,"!. N N ~ ~ ~ '<t '<t '<t .0 .0 ~ ~ ~ ~
..... ..... .....1,.... ,...I..... !..--I..-- ,.... ,.... ,.... T""" T""" T""" T""" ,.... T""" T""" ..... T""" ,... ,....
! i I
~ N I~ ~ ~ '0 m N '<t '<t ~ '<t m N 0 ~ .0 m N ~ ~
o "!.~ ~ ~I~ ~ ~ 0 ~ ~ ~ 0 m m ~ .0 N N m ~
~ m 'N ~ ~ I~ .0 .0 0 m ~ ~ 00 .0 ~ .0 ~ '<t m m 0
~ .0 100 ~ ~ ~ m N ~ 00 N .0 00 N .0 m ~ ~ 0 '<t m
o ~!~I~_I~_ ~_ ~_ N N N ~ ~ ~ '<t '<t '<t .0 .0 ~ ~ ~
IT""" ,... ..-- i--I--IT""" ...--1..-- ..... ,... ..... T""" T""" T""" ,.... T""" T""" T""" ,.... T""" ..... 'T"""
! I I I ! :
'<t ~ ~ ~ I~ ~ ~ IN I~ I~ I~ 10 m N '<t '<t ~ '<t m N 0 ~ .0 m N ~
~ ~ 0 ~ .0 00 0 N .0 I~ 00 m m ~ 0 ~ ~ ~ 0 m m ~ .0 N N m
~ ~ ~ OjMlcD Mlm N ,,...: I""': cD .0 .0 0 00 .0 ~ .0 ~ '<t m m
m ~ ~ ~ 0010 ~ .0'00 ~I~ ~ m N ~ 00 N .0 m ~ ~ 0 '<t
co m m CJ) 10) 0.. ~,~IO.. --..1--.. 'r-.. -:. ~ C\Io. .. .. .. ~ v.. v v L.() LC:!. (0.. ~
I,.... ..... T"""iT""" "--I'T""" ,.... 'T""" ..... ..... ,.... ,.... ,.... T'"" ,.... ,.... ,... T""" ,... ..... ..--
I I I
e:;:;;~I~
o~~~
~ ~ 812
..---IT"""-..--I..... ~~~T""""''T''""-r--'"'':'T''""-T''""-''''''''''''''' T"""""''''''
N
~
~
~'<t
'<t~
~oo
000
~oo
mN.o
~~m
m~o
N '<t,~
00 00,00
Co
OJ
Ci5
o
~
~~~~~00'<t
N~m'<t ~
oooooo~ ~
~OOON m
~~oooo 00
~~
~o
~~
~~
mm
Co
OJ
Ci5
m
Co
OJ
Ci5
00
Co
OJ
Ci5
'<t~~~~~~00'<t~~
N~N~m'<t~~~~o
~ooooooo~m~~~~
~'O~OOON'<t~m~~
~~~~oooooooooomm
~
Co
OJ
Ci5
~ '<t ~ ~ ~ ~ ~ ~ 00 ''<t
mN~N~m'<t~~~
N~ooooooo~m~~
~~'O~OOON'<t~m
~~~~~oooooooooo
~
Co
OJ
Ci5
~~'<t~~~~~
~mN~N~m'<t
OON~OOOOOOO~
m~~'O~OOON
~~~~~~oooo
~OO
~~
m~
'<t~
0000
I
.0
Co
OJ
Ci5
o ~ ~ ~ '<t ~ ~ ~ ~ I~ ~
'<t 00 ~ m N ~ N ~ m l'<t ~
~ ~ 00 N ~ 0 00 00 00 IcD m
~ 00 m ~ ~ .0 ~ 00 OIN '<t
~~~~~~~~oooooo
'<t
Co
OJ
Ci5
~ ~ 0 ~I~ ~ '<t ~ ~
~ 00 '<t ~I~ m N ~ N
~ ;;; ~ ~ I~ ~ ~ ~ :g
~~~~~~~~~
~
Co
OJ
Ci5
~~~~~:;;~~~!~I~
.0 m '<t ~ ~ ~ 00 N ~ 0100
o~~.o~oom~~.o~
~~~~~~~~~~~
.01.0
~,.o
.,
.o~
.om
NN
~m~~~'<t
~~m~.o~
~N~'<t
OON~m
~'<t'<t'<t
.oOO'<t
~oo~
~~~
~~~
.o.o~
~Nm
~Nm
m~N
'<tm~
~~~
,....1..... T""" ..-- .....
'<t00~
~'<tN
'<t~'<t
~~~
~~oo
~'<t
N.o
~~
g: I;;; ;;; ;;; I~ ~ ~ ~ ~ ~ ~ g: ~ ~ :e :g ~ g: :;; ~
mN~~~'O'OO oo.o~.o~'<tmmo
.ooo~~~mN~ OON.om~~o'<tm
OO~~~~NN ~'<t'<t'<t.o.o~~~
~00'<t
'<t~~
~NOO
~~~
~~~
'<t~'<t
m~~
OON.o
N~~
..... ..... .,.... ,.... ,.... ..--i..-- ,.... ,.... ,.... T'"" T""" T""" T""" ,.... ,.... T'"" ,... T""" T""" T""" T""" ,... T""" ,...
'<t~'<tmNo~.omN~~
~~~omm~'ONNm~
oo.o~.o~'<tmmo
OON.om~~o'<tm
~'<t'<t'<t.o.o~~~
~ 00
'<t~
m~~
OON.o
N~~
~N
~~
~~
. i~
I I
~I~I~I~I~
~IO ~I.o!OO
M'''''': Oi'McD
~~~OO'O
m m mlml~
m~~
OON.o
N~~
~~
~m
0000
000
~IOO
I
00 '<t ~,~
~ ~ ~IO
~ ~ MI""':
~ m ~I'~
oooomm
I I
I '
:1'5 ~
N'<t~
00,00 00
NI~
N.o
mN
.000
0,0
m~~
OON.o
N~~
~IOO g ~ ~
~~~.o.o
~~~mN
..--,.....,....,...C\1
'<t~'<t
'<t ~I~I~I~
~ ~!~:~!~
~I~II~~I~
cc 10'>:0>10') !O)
C"lj(O C\I ,...
00:0 N .0
~'~ m N
O:~ .0 00
0'000
'<t~'<t
,...,.... 00> C\I
~oomm~
~~~.o.o
~~~mN
..--,....,......--C\I
m~~
OON.o
N~~
.
~ ~I~'~'oo '<t
::ri :I~I;:: ~
OOO.N,'<t~m
~ 00]00 100 00 00
I ! I I
,
C"') ,....1,....
~,o'~
~I~ ~
m m m
~~~N
.oOOON
~~~m
OOO~.o
mooo
"--"1""""..--0 0> C\I
.o~oomm~
N~~~.o.o
oo~~~mN
O"'-T"""~~C\J
m~~
OON.o
N~~
~-:~-i~-i"": ~- ~- ~- ~- .,..: ~ ~ ~ ~- .,..: .,..:
~ '<t~ I:~ ~
m"!,,:,,,!
N ~Io 00
~~.o~
~~~~
~~oot'<t~
v ,...... ~!C"),""'"
cDmj""':IMiM
C\I v (()iO>i~
;OOloolooiooim
~'~
~I~
~I~
~oo
'<t'<t
o~
om
~oo
NN
N
Co
OJ
Ci5
oo~m'<t~~o~~~'<t~~~~
O~Noo~oo'<too~mN~N~m
mo.om'<t~~~OON~OOOOOOO
~mo~~.o~oom~~.o~ooo
.o.o~~~~~~~~~~~~oo
m~~
OON.o
N~~
Co
OJ
Ci5
6:g~~~~1~
~ ~ m 0 .0 ml..i
'<t~~mo~l~
.0 .0 .0 .0 ~ ~I~
i
~ 0 ~,~
00 '<t100!~
~ cD 1M 100
:g~:g~
I
,
i i
~'<t.o~~
~~~~~
ci:d:d:d:ci:
oolm
~~
ri:ri:
I
I
~ ~:~I~I~
~~~N~~~omN'<t
LOCOOC\lLOC:OCOO>O>~O~T"-T"-
~~~mN~~~.o.oO
OOO~.ooo~~~mN~
O>OOOOT"-T"-T"-T"-C\lC\J
'<t~'<t
Ole:;
~o
~~
m m
,
!
~it:l~ ~
cD 1m I.....: M
N'<tl~m
00000000
I ! !
.0 ~I~ oolmlol~IN ~
a:~ ~ ~I~!~:~I~ ~ ~
a:a:,a:!a:la:la:la: a:
, .
~~
~o
~~
~~
m m
T"-"""C")(()C\JT"-T"-T"-OO>C\J
~'OOOON.o~oomm~
o~~~mN~~~.o.o
~OOO~.ooo~~~mN
C> 0> 0 0 0 0 "'1'- T"- .,.... T"- C\J
'<t.o~~oomO~N~'<t.o~~OO
.o.o.o.o.o.o~~~~~~~~~
ri:ri:ri:ri:ri:ri:ri:ri:ri:ri:ri:ri:ri:ri:ri:
o
><
is
z
UJ
0.
0.
<C
3:
<02
0) III
0)>-
:!:::.c
LO~
0) III
~ >
... >-
al III
0> E
>- en
Q)
~~
l/l~
u: ~
... 3:
.E
....
:J
l/l 0
c..c
0>0
(j)'<t
"O~
C Q)
al Q)
l/l 3:
O>~
010
~ 3:
a: ::;
>,0
al.c
Q..LO
~~
~ c:
:E 0
~-g
, en
i!i1l
en
Q)
.~
(tj
~
~
en
'E
Q)
t.l
I
I
C\J
C').....-C\Jlt)T"""T'""C"')0)
C')'<t'<tC')LO'<t1'-1'-
~C')LO'<tOlOOIOOO
C')LOI'-Ol~C')IOOO
OOOOOOOOOlOlOlOl
I'-Ol
Ol~
C')0l
~C')
0.0
I'-C')
C')LO
'<t0l
1000
OO~
C')I'-LO'<tLO'<tC')OOOOOLOLOC\JC\JOC\J~~OOLOC')
OlC\JI'-C\JI'-LOOIOC\J~OIOIOLOIO'<tLOIOIOI'-~
C\J~C\J'<tLOC')LOOl'<tC\JC')I'-OOOlC')~LOOlC')I'-OO
OC')IOOlC\JIOOlC\JIOO'<tI'-~LOO'<tOOC\JI'-~1O
C\JC\JC\JC\JC')C')C')'<t'<tLOLOLOIOIOI'-I'-I'-OOOO~Ol
OOLOLOOIOLOl'-lOoo'<t'<tI'-C\JO~C\JI'-LO
lOC\Joo'<tOlIOC\JOOLOC\JOlIO'<tC')OOOLO'<t
'<tOlC')OOC\JOOOC\JC')~~C\JC')O~'<tOOLO
10 00 ~ C') 10 Ol ~ '<t 1'-, 0 C') 10 Ol C') 10 Ol C\J 10
Ol Ol 0 0 0 0 ~ ~ ~.I"!. C\J.,C\J. C\J C') C') C') '<t '<t
T"""T"""T"""T"""T"""T"""T"""T"""T"""T'""T"""T"""T"""T"""T"""T"""T"""T"""T"""T"""T"""T"""T"""T"""T"""T"""T"""
i i
'<t LO 0 0 '<t '<t C\J C\J 00 C') LO 0 Ol 10 I:'<t ~I I'- I'- '<t ~ Ol C') C') 0 '<t C') 10 C\J 0 I'- LO 0 LO 0
C\JC\JC\JC\J~~~~~~~~~~~~~OOOOOOI'-I'-I'-I'-IOIOLOLOLO'<t'<t'<tC')C')
C"').....-LOM C')~~T"""V~T"""T"""T'""T"""~~OC"')~OOT'""Oo)T"""~O)T"""C"')LOC')
C') LO I'- Ol ~ C') 10 Ol 'I ~ '<t I I'- ,Of' C') 10, Ol C\J 10 Ol C\J 10 0 '<t I'- C\J LO Ol '<t 00 C\J I'-
00 00 00 00 o. o. ~ ~ ~. ~. ~.' C\J. C\J. "!.: C\J. C') C') C') '<t '<t LO LO LO 10 10 10 I'- I'- 00 00
..... ..... ,.... ,.... ..... .....!.....-',... T'"" .....-1..... ,.... T'"" ..... ..... ,.... T""" ...- T'"" ,.... T""" ,..... T""" T""" T'"" ,....
: I : I i I
~ ~ ~ ~ :!I:!II'~ ~I~ g :gigi~ ~,~o; ~I~ ~ ~ ~ ~ ~ R ~ ~ ~ ~ ~ ~ ~ ~ ~
~ u; ~ ~ ~ ; ~ gl,~~~ ;iio; ~ ~:,r::I;;I';;;i~ 6i ~ g ~ ~ ~ ;; ~ ~ c;:j :;; ~ ; ~ ~
00 00 00 00 Ol, Ol I Ol Ol! ~ I ~ I ~ i o. ~. ~.!~. C\J. "!. "!. C\J C') C') C') '<t '<t LO LO LO 10 10 10 I'- I'- 00
I ""I"'""I.....-"I""'-IT'"" T""" .....1,.... "I"'"" ,.... T""" ,.... T'"" "I"'"" T""" ...- T""" T""" T'"" T""" ,..... T'"" T'"" T""" "I"'"" ,.....
~ ~ ~ ~ :! :! ~:~I~I~ :g,g ~ ~ ~ 0; ~ ~ ~ ~ ~ ~ ~ R ~ ~ ~ ~ ~ ~ ~ ~
C") T'"" LO C") 0,.... LO 0):("');(...... vi.....- V V "I"'"" T""" T'"" ...... I'- ...... 0 C') Ol co T'"" 0 0') ,.... ...... (J) T""" C")
C') LO I'- Ol C\J '<t 10 00 I ~ I C') 010 I 00l ~ '<t I'- 0 C') 10 Ol C\J 10 Ol C\J 10 0 '<t I'- C\J LO Ol '<t 00
00 00 00 00 Ol Ol Ol Ol I ~ ~ ~. ~. ~. C\J. "!. C\J C\J C') C'). C'). '<t '<t LO LO ~ ~ 10 10 I'- I'-
a.
Q)
en
~
~
LOOlI'-C')OO
0100100
~C\J'<tC\J1'-
~C')IOI'-Ol
0000000000
a.,
~I
I
i~
OOOl
C\JC\J
~C\J
Ol~
1'-00
a.
Q)
en
Ol
a.
Q)
en
Ol 00 Ol
C\JC\JC\J
C')~C\J
I'-
I'-
00
a.
Q)
en
C')0l
C')C\J
OOC')
101'-
1'-1'-
I'-
a.
Q)
en
1OC')0l
C')C')C\J
'<tOOC')
C')IOI'-
1'-1'-1'-
10
a.
Q)
en
I
,
i~ ~ ~
'Ol '<t 00
I;:::: ~ ~
10
a.
Q)
en
0l0l
C')C')
1O'<t
000
101'-
Ol~
1'-00
00 Ol
C\JC\J
~C\J
Ol ~
1'-00
C\J1OC')0l
C')C')C')C\J
Ol'<tOOC')
~C')IOI'-
1'-1'-1'-1'-
I
C\JC')'<t
0lC\J'<t
I'-IO~
~'<tl'-
_ "1"'""... r:.
"1"'"""1"'"""1"'"""1"'""""'-"1"'"""1"'"""1"'"""1"'"""1"'"""1"'"""1"'""""'-"1"'"""1"'"""1"'"""1"'"""1"'"""1"'"""1"'"""1"'"""1"'"""1"'"""1"'"""1"'"""1"'"""1"'"""1"'""
C')IO
IO~
IOC')
~'<t
0l0l
C\JI'-'<t'<t
v__......o
1O0l0l0l
OC')I'-~
IOIOIO~
LO'<tIOOOOOI'-'<t
00l0l0l0l0l~
C\JOO~'<tI'-OO
1000'<tOOC\JI'-C\J
1OIOI'-I'-OOOOOl
0~100l
C\J'<tIOOO
0l0l0l0l
"I"'"" T""" '1"'""''''''' T'"" T""" T"""' T'"" T'"" T""" T""" ,.... .....- T'"" T""" T""" ,.... T""" T""" "I"'"" T'"" T""" ,.... T"""
OOOl
C\JC\J
~C\J
Ol~
1'-00
'<t 10 0 0 '<t '<t C\J C\J 00 C') 110 0 0l11O
C\I C\I C\I C\I "I"'"" T"" T""" T'"" 0 ~ I~ 0 0) 0>
C') ~ 10 C') 0 ~ 10 aiC') I'-I'<t ~ ~,~ ~ ~
C') 10 I'- 0l1C\J '<t 10 OOI~,C')iIOIOl ~'<t
co co co calm 0) 0) O)!~i~iO_~'''I'''""_'''I'''""
.....1.....-1.....-1...-:,......,.....
,
~ ~
C')IIO
~iN..
.....-1""" T""" T'"" ,..... ,.... "I"'"" .,.... ,..... T""" T""" T""" T""" ,.... .....
'<t~1'-1'-
Ol~oooo
'<t~0lC')C')0'<tC')1OC\J01'-1O
OOOOI'-I'-I'-I'-IOIOIOIOLO'<t'<t
1'-1'-0C')OlOO~00l~1'-0l~
0lC\J100lC\J100'<t1'-C\J100l'<t
C\JC')C')C')'<t '<t1O 101010 1010 I'-
1'-0
~C\J
OlOO
C\!iC\l
M!,.....
I'-Ol
1'-1'-
I
~~~~~I:!
C\JC')~IOC')O
~C')101'-0lC\J
0000 00 00 00 Ol
~,~
OOOl
C\JC\J
~C\J
Ol~
1'-00
'<tiLO 0
C\ljC\l C\I
M I"': i.o
~I~i~
I
I i
'<t C\J C\J 00 i C') 10 I 0 i Ol 10 I '<t ~ I I'- I'- '<t ~ Ol C') C') 0 '<t C') 10 C\J 0 I'-
~ ~I~ ~~I~ ~ ~ Ol 00 00 00 00 I'- I'- I'- I'- 10 10 10 10 LO '<t
Ol C') II'- '<t I'~ 'I',.,'<t '<t 'i'~ ~ I',~ ~ I'- I'- 0 C') Ol 00 ~ 0 Ol ~ I'- Ol
oo~C')IOOl~'<tI'-OC')IOOlC\JIOOlC\JIOO'<tI'-C\JIOOl
0l0000~~~C\JC\JC\JC\JC')C')C')'<t'<t1010101O101O
, ..: I": ..: ..: I~. ..: ..: ..::..: ~i ~ ~ ~ ~ ~ ~ ..: ..: ..: ..: ..: ..:
o '<t '<t IC\J iC\J 001;' ,10 0 Ol 10 '<t ~ I'- I'- '<t ~ Ol C') C') 0 '<t C') 10 C\J
~ ;;i::~'I;II~I~:~:~ ~ ~ ~ ~ ~: ~ ~ ~ ~ ~ ~ ~ ~ ~ ~
Ol C\J '<t 10 00 ~ I C') 10 I Ol ~ '<t I'- 0 C') 10 Ol C\J 10 Ol C\J 10 0 '<t I'- C\J
OOOlOlOlOl~~~~~~~C\JC\JC\JC\JC')C')C')'<t~LOIOIOIO
i !T""" ...... __IT'"" T'"" T'"" T""" T""" ,.... T"'" ,..... ,.... ,.... ,.... ,.... ,.... ,.... ,.... ,.... ,....
~I~:! :!I~ ~ ~I~ ~ g ~ ~ ~ 0; ~ ~ ~ ~ ~ ~ ~ R ~ ~
1/)'(') 0 ,....11/) 0> (')1....... "d",.... "\t "\t,....,.... T""",.................. 0 (') 0> CO,.... 0
I'- Ol C\J '<t I 10 00 ~ I' C') 10 Ol ~ '<t I'- 0 C') 10 Ol C\J 10 Ol C\J 10 0 '<t
"eD eDiO>IC>>iO> 0> ~':::: ~I:_: ~ ~ ~ ~- ~- ~ ~ ~ ~:: ~ ~
i
~ ~
...: 1'.0
'<t1O
Ol Ol
,
'<t
II
I ,
Ol 00 Ol Ol C\J 10 C') Ol 00 I Ol
C') C') C') '<t C') C') C') C\J "! I "!
C') ~ 10 '<t Ol '<t 00 C') ~ i C\J
10 I'- 00 0 ~ C') 10 I'- Oll~
10 10 10 I'- I'- I'- I'- I'- I'-!oo
'<t1O
C\JC\J
C')~
C')IIO
00100
C')
a.
Q)
en
~: ~I~
C')OOMI"':
C\JC')IOI'-
10101010
I
~ ~ II~~P~
10 '<t Ol I '<t
eD 0 ,....1(')
10 I'- I'- i I'-
10 10 10 l'<t 1'<t-'iC\J iC\J 00
C\I i(\l (\I!,.... ,.... ,.... I,.... 0
;;;'~lgigl;t~llg ~
00 ,00 00 i Ol , Ol ,Ol ,Ol O.
C') 10 I 0 Ol 10 '<t ~ I'- I'- '<t ~ Ol C') C') 0
o ~ I ~ Ol Ol Ol Ol 00 00 00 00 I'- I'- I'- I'-
~ ~io; :! : ;::: ;; ;; ~ 6i ~ g ~ ~ :g
~ ~ i ~ ~ ~. ~. C\J C\J C\J. C\J. C'). C'). ~ '<to '<to
, C')
C')
00
10
I'-
OlOO
(\Ii(\l
C')~
I'-,Ol
1'-;1'-
Ol'<t
C\J C\J
C\JC')
~C')
0000
,.... ,.... ""'1"'" ,.... ,.... ,.... ,.... ,.... ,.... ,.... ,.... ,.... ,....
I
~C\J Ol OOC\J I, 0lC\J ' '<t 110 ' 0
'-J "! "! I"!
ex> (') ~IN ~ ,....IOI~
I/).......CDi,........~ ,-
I'- I'- 1'-100 00 00100
I i I I
Ol Ol "!1~1C')'0l1~1~''<t
C') C') ~I~I~"! "!I~'''!
~ ~ ~i~I~I~lo;i~l~
10 I'- I'-il'-!I'-II'-II'-IOOIOO
I' I i
10111'- OOIIOl'lol~IC\JC')I!,'<tI,IO:IO:l'-lioo"Ol
'? '? '? '? "r .,. .,. .,. "r 1"- "r I'" , .,. : .,.
~i~ ~ ~:~,~ ~~I~I~ ~i~i~!~
!! I "
'<t ~ 0) cry
00001'-1'-
I'-I'-OC')
0lC\J100l
C\JC')C')C')
o i '<t I '<t C\J C\J 00 I C') LO
~i-r-:i-r-: -r-:'-r-: ~ ~ ~
C')101~ 1O10l C')II'- '<t
Ol,C\J '<t!,IO!OOI~iC') 10
co CD,CD:CDICD!~!~!~ _
1 1 ' i !,.... ,....:,.... ,.... T""" ,.... ,.... ,.... ,.... ,.... ,.... ,.... ...... ,....
I ;. ,
10 0 o,''<tI'<tIC\JiC\JiOO C') 10
(\I (\I (\I:,.... ""',""'!""'Io 0 0
~ .0 M ol...:I'Olai!MI~ '<t
10 I'- Ol C\J '<t!IOOOI~'C') 10
00 00 00 0l10l10l10l~1~~
I i Ii: I~I~ ~ ~
, i
, I
glU; ~ ~ ~I,:gi~l:;;
ri: I ri: ri: ri: ri: I ri: ri: ri:
, i,
C\J
a.
Q)
en
10001O'<tOlOOOlOl
i ~ ~I!~ ~ ~ ~ ~
101010101010101'-
C\JIO
C')C')
Ol'<t
~C')
1'-1'-
I
00l1O'<t~1'-1'-
OOlOlOlOlOOOO
,...."d""d",....,....,....,....
Ol~'<tl'-OC')IO
0,....,....,....(\1(\1(\1
I~
,10
I
I
C')'<t1O
C')C')C')
d:d:ci:
~ ~T~ ~
., .
00 10 I 00 C')
I'- Olio C\J
10101010
, I
,
I
'<tIOl'OO
~I~!~
OOIC')'~
C') 1011'-
10 IO!IO
I '
00l1O'<t~1'-1'-'<t~
OOlOlOlOlOOOOOOOO
~ '<t '<t "':1"': ~ ~ I'- I'-
0l~'<t1'-0C')100lC\J
Q,....,....,.... (\I (\1(\1 (\IC"')
. . .
OOOlO~C\JC')'<tIOIOI'-OO
1010101010101010101010
ci:ci:ci:ci:ci:d:ci:ci:d:ci:d:
o
><
is
z
LIJ
C.
c.
<C
~
ui
'E
CI)
o
==
1"-2
~ ell
T""~
co~
0> ell
~ >
>.
<<i ell
0) E
>- en
CI)
~~
I/)~
u::: 3l
o ~
- :::J
I/) 0
c...c:
0)0
U)V
"O~
c: CI)
ell CI)
I/) ==
O)~
010
~ ==
CC :;
:>,0
ell..c:
o..~
~~
.::,(. c:
lli 0
s:~
, en
i:O~
en
CI)
.~
cti
~
CI)
i~
a:
i
C\J
I'-~CXlCXlO
C\lOCOT"""__
COO)__T"'"".......
10 1'-0 C\J V
CXlCXlOlOlOl
a.
CI)
Ci5
~
~
CXlI'-Ol~OlOvC\JMI'-IOIO
MIO(oI'-OlOv(OOlC\JIOCXl
IOI'-00CXlMM~MCXlvOlv
MIOI'-OlC\JvI'-Ol~V(OOl
CXlCXlCXlCXlOlOlOlOlOOOO
1'-C\J100l
MCXl~1'-
M~I'-CXl
C\J101'-0
"-T"""T"""(\J
,.... T""" T""" T""" ,..:!,..:. __-!,..:
;i~
CJ)iO
O!LO
~!IO.
'a'
CI)
Ci5
o
C\J(OVOl(OO
O(oC\Jl'-vO
IO(OCXl(o~O
~MIOI'-OC\J
CXlCXlCXlCXlOlOl
V
I'-
I'-
V
,Ol
I'-I'-Ol I'-v I'-
MOl'-v~Ol
OlvCXlMCXlIO
(oOl~v(oIOl
0l0l0000
-- ,..: ,..:1,...:-
, I
V 1'-11'- Ol I'- Iv
I'- MOl'-: "": I"":
I'- Ol I v CXl M CXl
v(oOl~V(O
0l0l0)0.00
a.
CI)
Ci5
Ol
a.
CI)
Ci5
,
0) C\J (0 V 0) (0'0
v 0 (0 C\J I'- ",,:I~
(oIO(oCXl(o~O
o)~MIOI'-OC\J
I'-CXlCXlCXlCXlo)o)
CXl
a.
CI)
Ci5
CXlOlC\J(OvOl(OOvI'-I'-OlI'-
OvO(oC\Jl'-vOI'-MOl'-v
~(oIO(oCXl(o~OI'-O)vCXlM
CXlOl~MIOI'-OC\Jv(OO)~v
I'-I'-CXlCXlCXlCXlOlOlOlOlo)OO
I'-
a.
CI)
Ci5
CXlCXlo)C\J
MOvO
(o~(o1O
It) co C') __
I'-I'-I'-CXl
I
(OVO)(OOV
(OC\Jl'-VOI'-
(oCXl(o~OI'-
MIOI'-OC\Jv
CXlCXlCXlO)OlOl
i
Ol (010
I'-vO
~ c;lg
CXlOlo)
(01
0.1
CI)
Ci5
1
o CXl CXl 0) C\J 1(0 Iv
0) M O'V O!(O'C\J
o (0 ~ (0 10'(0 CXl
v 10 CXl Ol'I~ 1M 10
1'-I'-I'-I'-CXlCXlCXl
: !
I
CXl C\J 0: CXl CXl Ol C\J (0 V Ol (0
0) 10 0)' M 0 v 0 (0 C\J I'- v
(oIOO(o~(oIO(oCXl(o~
OC\JvIOCXlOl~MIOI'-O
1'-I'-I'-I'-I'-I'-CXlCXlCXlCXlo)
10
a.
CI)
Ci5
v
a.
CI)
Ci5
o)C\JCXlC\JOCXlCXlOlC\J
O)IOOl(OOlMOvO
C\J~(oIOO(o~(o1O
1'-000C\JvIOCXlOl~
(o(oI'-I'-I'-I'-I'-I'-CXl
M
a.
CI)
Ci5
10000lC\JCXl
~100l1O0l
C\J1'-C\J~(o
V 10 I'-Ol 0
(0(0(0(01'-
i I
CXl 0) C\J (0, v
OvO(oIC\J
~ (0 10 (O,CXl
CXl Ol ~ M' 10
I'- I'- CXl CXl' CXl
C\JOCXl
~ ~,~
10 01(0
C\Jlv 10
1'-11'-,1'-
!
I
1 C\J I
I a.!
i.2! 1
,00
i
!
j'-
: a.
:CI)
I Ci5
Ol C\J I. CXl I C\J
Ol 1010l11O
~ ~;:gl~
(0 (0 II'- I'-
o : CXl CXl Ol C\J
OlIM 0 v 0
Oi<O T""" c.o,1J)
v!LOCOmT'""
I'-!I'- I'- I'-'CXl
VV
MI'-
v(O
~C\J
(0 (0
~:~
C\JI'-
vlO
(0 (0
(0 v V 110
CXlMI'-:I"":
10 V (0' C\J
Ol ~ C\J I V
10 (0 (01(0
i
0)10l C\J
~!~ 10
"""iC\l .......
1O!1'- Ol
(01(0 CO
CXl
M
I~
110
CXlIC\J 0 CXl'CXl
Ol ,10 Ol M 0
cO i u:i 0 <0 ..-
R ~ ~I~ ~
M V 110 (0 I'-
CW)'?C('(C(
ci: a: i a: a: a:
i !
CXl,Ol
MiM
ci:ici:
I
O~C\JMvlO
V V' V V V V
ci: d:! d: d: d: Ii:
I
M v! ~ 0, I'- ,M M CXl V 'I ~ V C\J 1(0 Ol 10 10 I'- M 10 Ol 0
I'-::"":!~ "":'~,CX! I'-: I'-: ~ ~ ~ (0 I'- ~,CX! 0) ~ C\J V (0 0)
MICXllo)!I'-II'-ICXl 0) (0 I'-,~ 10 C\J C\J (0[(0 (0 0 I'- 0 M (0
C\J Iv 11'-'0 'M 1(0 0) M (010 M I'-'~ V CXl C\J I'- 0 10 Ol M
:1~1~1~!~,~:~I~i~::::~ ~ ~:: ~ ~ ~: ~ ~
I : : ' ,
1'-1 :M IV ! V O!, II'- ! M M CXl V 'I', ~ I V II C\J (0 Ol 10 10 I'- M 10 Ol 0 ~
0) I'- V 'M ~!Ol!CXl I'- I'- (0 (0;10 (0 I'- (0 CXl Ol ~ C\J V (0 0) ~
ll'i C':iIOO oi "":i"": 00 oi cO ,...::.,..: ll'i!C\i C\J (0 (0 (0 0 I'- 0 M (0 0
0) 'C\J V!I'- ,0 1M (0 Ol M (0,0 M!I'- ~ V CXl C\J I'- 0 10 Ol M CXl
O.l~. ~.!~.! N.. : N.. N.. N.. i ~ ~! v. v. v. ~ 10 10 (0 (0 I'- I'- I'- CXl CXl
T"""'T"'" T"""!T""" IT"'"" iT""" __ T""" 1__ T""" IT"'" T"""!T""" T""" T""" T""" T""" I....... T""" ,.... T""" ,.... ,....
I 1 I I,
~ ~ ~ : ~ ~ ~ ~I~ ~I~ ~i~[~ ~ : ~ ~ ~ ~ ~ ~ ~
- ~ ~ 3! 3 ~ 3 ~I~ 31~1~~ ~ 5 ~ ~ ~ ~ ~ ~ ~:
I'- V I'- M V ~ 0 I'- M M I, CXlI;V ~ V C\J (0 Ol 10 10 I'- M 10 Ol
v~Oll'-vM~OlCXlI'-I'-(o(oIO(oI'-(oCXlOl~C\Jv(O
. . .' . . .
M CXl 10 M CXl 0) I'- I'- CXl 0): (0 I'- ~ 10 C\J C\J (0 (0 (0 0 I'- 0 M
V (0 Ol C\J V I'- 0 M (0 0) I,' M I (0 0 M I'- ~ V CXl C\J I'- 0 10 Ol
o 0 ~,~. ~. ~ N.. N.. N.. N..I~ ~ "":. V V 10 10 10 (0 (0 I'- I'- I'-
__ I..... ..,... ,.... ,.... T'"" ,.... T"""!"'" __ .,.... .,... T""" __ T""" ,.... T""" __ ,.... ,.... ,....
V I'- M V ~ 0 I'- M: M : CXl V ~ V C\J (0 Ol 10 10 I'- M 10
~ '0) I'- V M ~ 0) CXlII'- II'- (0 (0 10 (0 I'- (0 CXl Ol ~ C\J V
CXl'1O M CXl 0) ,...: I"": 100 I'oi IcO ,...: ~ 10 C\J C\J (0 (0 (0 0 I'- 0
(o!Ol C\J V I'- 0 M 1(0 [Ol M (0 0 M I'- ~ V CXl C\J I'- 0 10
o [0 ~ ~ ~ C\J C\J C\J C\J ,M M V V V 10 10 10 (0 (0 I'- I'-
"':1"': --- "'-1"'" T"""-i"':I""'-I,....-I---I""'- ,.... --- ---,.... ,..: --- .,....- T""' ,..: -r--
0) I I'- V I'- 1 M V I ~ I, (orr;: M M CXl V ~ V C\J (0 0) 10 10 I'-
I'-Iv ~ 0l:1'- V M!~i~ CXlI'- I'- (0 (0 10 (0 I'- (0 CXl 0) ~
OO!C':i CXl ll'i i',C':i 00 I'oi I"": I"": CXl Ol (0 I'- ~ 10 C\J C\J (0 (0 (0 0
~ V (0 0) [C\J V I'- 0 M (0 Ol M (0 0 M I'- ~ V CXl C\J I'-
o 0 0 ~~. ~.:~., C\J. C\J. C\J C\J M M V V V 10 10 ~,~, ~
T'"" T""" T'"" --iT"""lT'""iT""" ,.... .,.... ,.... ..... T""" T'"" T""" T""" T""" ,.... ,.... T""" __I.....
Ol (0 0 V 1'-1'- Oll'- V I'-IM V ~ 0 I'- M M CXl V ~ V C\J (0 OlIO
I'-vOI'-MOl'-v~Oll'-vM~OlCXlI'-I'-(o(oIO(oI'-(oCXl
. .,
(0 ~ 0 I'- 0)' V CXl M CXl 10 I M CXl Ol I'- I'- CXl Ol (0 I'- ~ 10 C\J C\J (0 (0
I'- 0 C\J V (0' 0) ~ V (0 Ol 1 C\J V I'- 0 M (0 Ol M (0 0 M I'- ~ V CXl
CXlOlOlo)OlO)OOOO~~~C\JC\JC\JC\JMMvvvlOlOlO
Ii"': i"':' T""" T""" T""" ,..: __- ,.... ,.... T""" ,.... T""" ,.... ,.... T""" T""'- ,..: __- __-
C\J(oC\J
C\JV(O
C\J~O
C\JIOCXl
1'-1'-0)
MOl'-
OlvCXl
(OO)~
Olo)~
'V
I'-
I'-
V
0)
T""" ,...IT"""
I
1'-11'-'Ol!1'-
M,O I'-Iv
oi!-.t OOIC':i
<.010>1__ V
OlIOliO 0
!~!~
I'-
o
V
0)
0)
Oivi.......
~il':i~
0.,....,10)
C\Jv(O
0l0l0l
(Ov
(oC\J
(oCXl
MIO
CXl CXl
!
I
~ 0
~1O
o'oi
CXlC\J
CXl Ol
~i~lg'~!~!6'~ ~ ~!~ M
I .' . I'-
cO"":IO "":,oi-.t 00 C':i CXlIO M
1'-,0 C\J V (OiO) ~ V (O'Ol C\J
CXl!Ol Ol 0) 0l[0) O!O 00 ~
, ''''l-''I'':~. ~.
0) (0 OIV I'- I'- Oll'- vil'-!M V ~ 0 I'- M M CXl
1'-:",,: 0 I'- MOI'-'v ,,":!0)!1'- V M ~ 0) CXl I'- I'-
(0 ~ 0 I'- Ol V CXl M CXl 10 I M CXl Ol I'- I'- CXl 0) (0
1'-0C\Jv(oo)~v(oo)C\JvI'-OM(oOlM
CD CJ) 0) 0> 0> 0> ~: 0_ 0 0 'r- 'r-.. 'r-_ N.. N.. N.. N.. ~
I 'r- 'r- 'r- 'r- i 'r- 'r- 'r- 'r- 'r- 'r- 'r- 'r- 'r- 'r- 'r-
V Ol (0 0 ,V!I'- II'- Ol I'-IV I'- M V ~ 0 I'- M M CXl V
C\J I'- V O!I'-IM,O I'- "":,,,": 0) I'- V M ~ Ol CXlI'- I'- (0
~ ~;; ~ i~ I~ ~ ~ ~ 'I':g ~ ~ ~ ~ 6 ~ :g ~ ~ ~
CXl:CXl '0) Ol 0l!0l Ol 0 0 0 0 ~. '": ~. C\J N.. C\J. N.. ~ ~
'r- 'r- I 'r- 'r- 'r- 'r- 'r- 'r- 'r-
v~
vM
~I~
'r- I 'r- 'r- 'r- 'r- 'r- 'r- 'r- 'r-
OI'-MMCXlv~vC\J(o
~OlCXlI'-I'-(o(oIO(o1'-
I'-I'-CXlOl(oI'-~IOC\JC\J
OM(oo)M(oOMI'-~
N.. C\J. C\J. N.. ~ ~ V V V 10.
'r-I'r- 'r-
!
v~v
(0(010
1'-~1O
(OOM
Mvv
(Olv
(O,C\J
<olcci
MIO
CXl CXl
OlC\J(O
vo(O
(0,10 (0
Ol!~ M
I'-ICXl!CXl
(0'1'-
~Iv
ci:!ci:
~ ~I~I~ f9
,a: ,a: a: ,a: a:
i I
! '
M vllO:(O I'- CXl Ol 0 ~
10 IOllOi~ 10 10 10 (0 (0
ci: ci: I ci: I ci: : ci: ci: ci: ci: ci:
C\JMvlO(oI'-CXl
(0(0(0(0(0(0(0
ci:ci:ci:ci:ci:ci:ci: