HomeMy WebLinkAboutInternational Union Of Operating Engineers, Stationary Engineers, Local 39 -Non-Supv Blue Collar - Unit 1 -Jan 2 - 2023 to June 15 -2025 BETWEEN AND FOR
THE CITY OF FRESNO
AND
INTERNATIONAL UNION OF OPERATING ENGINEERS,
STATIONARY ENGINEERS, LOCAL 39
(Non-Supervisory Blue Collar - Unit 1)
January 2, 2023 — June 15, 2025
TABLE OF CONTENTS
Page
ARTICLEI....................................................................................................................... 1
PREAMBLE..................................................................................................................... 1
A. PURPOSE ................................................................................................. 1
B. DEFINITIONS............................................................................................ 1
C. GOVERNING LAWS.................................................................................. 1
ARTICLE11...................................................................................................................... 2
EMPLOYEERIGHTS...................................................................................................... 2
A. NONDISCRIMINATION .................................. ....................................... 2
B. REPRESENTATION RIGHTS ................................................................... 2
ARTICLEIII ..................................................................................................................... 3
CITYRIGHTS •.................................................................................................-.... 3
A. GENERAL.................................................................................................. 3
ARTICLEIV.....................................................................................................................4
RECOGNITION...............................................................................................................4
A. UNIT RECOGNITION ................................................................................4
B. RECOGNITION OF UNIT DESCRIPTION.................................................4
C. AUTHORIZED AGENTS............................................................................4
D. RECOGNITION OF MUTUAL OBLIGATION............................................. 5
E. LOCKOUT AND STRIKE........................................................................... 5
F. EXCHANGE OF INFORMATION............................................................... 5
G. UNION BULLETIN BOARDS................ .............................5
H. NOTICE FOR REQUEST OF LEAVE TO ATTEND MEET AND
CONFERSESSIONS ...............................................................................6
I. ACCESS TO CITY FACILITIES.................................................................6
J. NEW EMPLOYEE ORIENTATION ..............................................
K. BY-LAWS................................................................................................... 6
ARTICLEV...................................................................................................................... 7
SCOPE OF REPRESENTATION AND GRIEVANCES................................................... 7
A. GENERAL.................................................................................................. 7
B. GRIEVANCES ........................................................................................... 7
C. USE OF HEARING OFFICER IN DISCIPLINARY ACTIONS
INITIATED BY CITY................................................................................. 11
ARTICLEVI................................ .................................................................................. 12
DUESDEDUCTION...................................................................................................... 12
A. GENERAL................................................................................... ............ 12
B. EXCEPTIONS TO DUES DEDUCTION AUTHORIZATION CARD ......... 12
C. DUES DEDUCTION........................................................................... --.-- 12
ARTICLEVII................................................................................... ........................ 13
COMPENSATION AND BENEFITS................................................--------...................... 13
A. GENERAL................................................................................................ 13
B. SALARIES/PENSION .............................................................................. 13
D. OVERTIME.............................................................................................. 15
E. COMPENSATORY TIME OFF (CTO)...................................................... 19
F. PREMIUM PAY........................................................................................20
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page i
1. P.M. Hours Premium Pay........................................................ 20
2. Height Work ............................................................................20
3. Standby Pay............................................................................20
4. Permit-Required Confined Space Pay ....................................24
5. Code Enforcement/Abatement Team and Solid
Waste/Homeless Assistance Response Team (HART) * * * ......25
6. Certificates.............................................................................. 25
a. Body and Fender........................................................... 25
b. Mechanic....................................................................... 25
c. Bus Air Conditioning Mechanic..................................... 26
d. Aviation Mechanic .........................................................27
e. Automotive Parts Specialist/Leadworker.......................27
f. Fire Equipment Mechanics............................................27
g. Equipment Service Worker Ils.......................................27
h. Underground Storage Tank (UST) Operator
Certificate ...................................................._................ 27
i. Instrumentation Specialist ............................................. 28
j. Collection System Maintenance * * *
Technician/Specialist..................................................28
k. Traffic Maintenance.......................................................28
I. Wastewater Mechanical Series..................................... 29
m. Wastewater Treatment Plant......................................... 29
n. Water Treatment Operator & Water Distribution
Operator Certificates ..................................................... 30
o. Power Generation Operator/Mechanic (PGOM) ........31
p. Crane Operator .............................................................31
q. Commercial Driver's License......................................... 31
r. Hazardous Materials Endorsement............................... 31
s. Backflow Prevention Assembly Tester Certificate .........32
7. Camp Fresno Meals...............................................__............ 32
8. Temporary Assignment To Perform Duties Of Absent
Employees (Acting Pay)..........................................................32
9. Temporary Assignment Pay.................................................... 35
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page ii
i
10. Bilingual Certification Program .............................................. 36
G. HEALTH AND WELFARE........................................................................ 37
1. Health Insurance - City Health Plan - Employee Options.............. 37
2. Other Insurance Contribution (Opt Out Benefit)............................37
H. LEAVES...................................................................................................38
1. Holidays ..................................................................................38
2. Sick Leave............................................................................... 40
3. Supplemental Sick Leave.....................................................42
4. Vacation Leave .......................................................................43
5. Fatigue....................................................................................43
I. STATE DISABILITY INSURANCE (SDI)/PAID FAMILY LEAVE (PFL)...44
J. HEALTH REIMBURSEMENT ARRANGEMENT (HRA)........................... 46
K. UNIFORMS, SAFETY SHOES, AND PRESCRIPTION SAFETY
GLASSES................................................................................................47
L. PARKING RATES....................................................................................48
M. WORKERS' COMPENSATION ...............................................................48
N. HOURS OF WORK AND SCHEDULES ..................................................49
1. General .........................................................................................49
2. Daylight Savings Hours.................................................................50
3. Alternate Work Schedules.............................................................50
O. PERSONNEL MATTERS.........................................................................51
1. Personnel Files ....................................................................... 51
2. Employee Performance Evaluations ....................................... 52
3. Transfer Requests...................................................................52
4. Flexible Staffing.......................................................................52
5. Suspension of Competition .....................................................53
6. Layoffs .................................................................................... 53
7. Seniority.................................................................................. 56
8. In Lieu Suspension for Disciplinary Action ..............................57
9. Labor-Management Committees (LMC's)............................... 57
10, Contracting Out..................................................................... 58
11. Americans with Disabilities Act (ADA), Family Medical Leave
Act, California Family Rights Act (CFRA), Occupational ..........
Safety and Health Act (OSHA/Cal OSHA) and Workplace .......
Violence ................................................................................59
12. Probationary Period...............................................................59
P. JURY DUTY AND COURT APPEARANCES........................................... 59
1. Jury Duty............................................................,....................59
2. Court Appearances................................................................. 60
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page iii
Q. SPECIAL RULES FOR THE SOLID WASTE MANAGEMENT DIVISION61
1 . Residential Solid Waste Work................................................. 61
2. Routes and Quality Control..................................................... 62
3. Vacation Selection .................................................................. 62
4. Route Assignment Selection ................................................... 62
R. WASTEWATER MANAGEMENT DIVISION............................................ 64
S. CLASSIFICATION AND COMPENSATION STUDY............................... 66
ARTICLEVill................................................................................................................. 67
FEDERALDRUG POLICY............................................................................................ 67
(FEDERAL OMNIBUS TRANSPORTATION EMPLOYEE TESTING ACT) .................. 67
ARTICLEIX................................................................................................................... 69
HEADINGS, SAVING CLAUSE AND FULL UNDERSTANDING .................................. 69
A. HEADINGS..............................................................................................69
B. SAVING CLAUSE....................................................................................69
C. FULL UNDERSTANDING........................................................................ 69
ARTICLEX.................................................................................................................... 70
TERMINATION ............................................................................................................. 70
EXHIBITS...................................................................................................................... 72
Attendance Policy— Unit 1, Represented by Local 39 .................................................. 92
LEGEND
* * * = deleted old language
[§ deleted] = section/subsection deleted
[§§ deleted] = two or more sections/
subsections deleted
bold type = new language
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page iv
ARTICLE I
PREAMBLE
A. PURPOSE
This Memorandum of Understanding and/or Collective Bargaining Agreement,
hereinafter referred to as ("Agreement") or ("MOU"), entered into by and between
the City of Fresno, hereinafter referred to as ("the City"), and the International
Union of Operating Engineers, Stationary Engineers Local 39, hereinafter referred
to as ("the Union"), has as its purpose: the establishment of an equitable and
peaceful procedure for the resolution of differences, and the establishment of rates
of pay, hours of work, and other terms and conditions of employment, and the
rendering of more efficient, progressive service to the public. Any provisions in this
MOU which are new or modified from the terms of the previous MOU are effective
* * * beginning the term of this MOU unless otherwise stated in this MOU.
B. DEFINITIONS
Unless the particular provision or the context otherwise requires, and, except to
the extent that a particular word or phrase is otherwise specifically defined in this
Agreement, the definitions and provisions contained in of Chapter 3, Sections 3-
101, 3-201, 3-202, 3-501, and 3-601 of the Fresno Municipal Code, hereinafter
FMC, shall govern the construction, meaning, and application of words and
phrases used herein. The definition of each word or phrase shall constitute, to the
extent applicable, the definition of each word or phrase which is derivative from it,
or from which it is a derivative, as the case may be.
C. GOVERNING LAWS
The legal relationship between the City and its employees, and the City and the
Union is governed by Government Code Section 3500 et seq. (commonly known
as the Meyers-Milias-Brown Act), and Article 6 of Chapter 3 of the FMC, as may
be amended from time to time. In the event of any conflict between said laws and
this Agreement, said laws shall govern.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 1
ARTICLE II
EMPLOYEE RIGHTS
A. NONDISCRIMINATION
The provisions of this Agreement shall apply equally to and be exercised by all
employees consistent with state and federal nondiscrimination statutes and in City
policies.
B. REPRESENTATION RIGHTS
The Union and the City agree that all employees in the Non-Supervisory Blue
Collar Unit are guaranteed their rights as described in the Meyers-Milias-Brown
Act.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 2
ARTICLE III
CITY RIGHTS
A. GENERAL
1. It is understood and agreed that the City of Fresno reserves and retains all
its inherent managerial rights, powers, functions and authorities. The
exclusive rights of the City include, but are not limited to, the right to:
a. determine the mission of its constituent departments, divisions,
commissions, and boards;
b. set standards of service and municipal fees and charges;
C. determine the procedures and standards of selection for
employment, assignment, transfer, and promotion;
d. direct its employees;
e. take disciplinary action;
f. relieve its employees from duty because of lack of work or for other
legitimate reasons;
g. maintain the efficiency of governmental operations;
h. determine the methods, means, and personnel by which government
operations are to be conducted;
I. determine the content of job classifications;
j. take all necessary actions to carry out its mission in emergencies;
k. exercise complete control and discretion over its organization and
the technology of performing its work.
2. Nothing in this Agreement shall be construed as delegating to others the
authority conferred by law on the City, or in any way abridging or reducing
such authority.
3. All City rights formerly or presently claimed by or vested in the City on the
effective date of this Agreement, even though not specifically set forth in
Section A above, are retained by the City unless clearly and explicitly
modified or restricted in this Agreement; provided, that notwithstanding any
provisions of this Agreement, no City right shall be deemed waived,
modified, or restricted unless such waiver, modification or restriction is
explicitly and specifically approved by the Council.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 3
ARTICLE IV
RECOGNITION
A. UNIT RECOGNITION
1. The City acknowledges the Union as the recognized employee organization
representing the Unit, and therefore, the parties agree * * * to meet and
confer in good faith promptly upon request by***either party and continue
for a reasonable period of time in order to exchange freely information,
opinions, and proposals, and to make every reasonable effort to reach
agreement on a successor Agreement at least one week prior to the last
regular Council meeting at which the City budget must be adopted for the
ensuing fiscal year. In order that the meet and confer process may include
adequate time for full consideration of the proposals of both parties and for
resolution of any impasse, the City shall accept proposals from the Union
as early as * * * five (5) months prior to expiration of the MOU.
2. There shall be no more than one revocation of representation election
during the term of this Agreement.
B. RECOGNITION OF UNIT DESCRIPTION
The Non-Supervisory Blue Collar Unit consists of all employees holding a
permanent full-time position, as defined in FMC Section 3-202 (p) (4), in one of the
classes listed in Exhibit 1 of any current salary resolution, or in such other class as
may be added to the Unit in the manner designated in the FMC.
C. AUTHORIZED AGENTS
For purposes of administering the terms and provisions of this Agreement:
1. The City's principal authorized agent shall be the City Manager or duly
authorized representative as provided for under FMC Section 3-615
(address: 2600 Fresno Street, Fresno, California 93721).
2. The Unit's principal authorized agent shall be the Business Manager of
Local 39 or duly authorized representative (address: 337 Valencia Street,
San Francisco, California 94103; telephone: (415) 861-1135). Local 39
recognizes FMC Section 3-615 and pursuant to such, agrees to meet and
confer in good faith promptly upon reasonable request by the City and to
continue every reasonable effort to reach agreement on matters within the
scope of representation.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 4
D. RECOGNITION OF MUTUAL OBLIGATION
The Union and the City recognize and acknowledge their mutual obligation and
responsibility to effectuate the purposes set forth herein, and to adhere in good
faith to the terms and conditions set forth in this Agreement.
E. LOCKOUT AND STRIKE
1. No lockout of employees shall be instituted by the City during the term of
this Agreement.
2. No unlawful strikes or work stoppages by City employees, as defined in
Section 3-624 of the FMC, or applicable State bargaining laws, shall be
caused, instigated, encouraged, condoned, participated in, or honored by
the Union or its members during the term of this Agreement.
3. During the term of this Agreement, the Union will not condone or
support so-called "sympathy strikes"where a strike or work stoppage
is declared by another Union."
F. EXCHANGE OF INFORMATION
Union Stewards - A written list of the Officers of Union and the Union Stewards
with the specific areas they represent shall be furnished to the City immediately
after their designation and the Union shall notify the City promptly in writing of any
changes of such Union Officers or Stewards.
City Information - On a regular basis, the City shall provide to the Union a copy of
amendments to the Administrative Orders * * *, new and amended salary
resolutions, new and amended position authorization resolutions, job bulletins for
classes in this Unit, and copies of new and revised class specifications prior to
promulgation, of which such class specification copies shall serve as notice to the
Union relative to effects bargaining.
G. UNION BULLETIN BOARDS
The Union may use bulletin boards designated by the City to post materials related
to Union business (political advertisements shall not be considered Union
material). Any materials posted must be dated, initialed by the Union
representative responsible for the posting, and a copy of all materials posted must
be distributed to the department head or designee at the time of posting. The
Union agrees that nothing libelous, obscene, defamatory, or of a partisan political
nature shall be posted.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 5
H. NOTICE FOR REQUEST OF LEAVE TO ATTEND MEET AND CONFER
SESSIONS
The Union shall provide the City not less than two (2) days prior notice when
requesting leave with or without pay to attend meet and confer sessions. When
two days' notice cannot be provided, notice shall be provided as soon as possible.
This Section shall not be interpreted to require the City to grant any such leave,
but instead is intended to provide prior notice of requests for leave, so that the City
may attempt to allow such leave with a minimum of interruption of schedules and
operations.
I. ACCESS TO CITY FACILITIES
Access to City facilities shall be governed by the provisions of FMC 3-622, as the
same may be amended from time to time.
J. NEW EMPLOYEE ORIENTATION
The Personnel Services Department (PSD) provides a new employee orientation
program to all new City employees (i.e., NEO). PSD will notify the Union at least
ten (10) calendar days' in advance of a scheduled NEO, and at the end of the work
week immediately preceding the NEO if the NEO will include any individuals who
will be represented by the Union, unless the City is unable to reasonably do so
because of an unforeseeable urgent need critical to City operations.
A representative selected by the Union will be invited to the NEO meeting room
immediately prior to a session to be conducted by the bargaining unit and will be
introduced by a City staff member. The Union will be provided an opportunity to
meet with new bargaining unit members * * * during the NEO. The session will be
scheduled for thirty (30) minutes. This session will not be held if there are no new
bargaining unit members attending the NEO or if the Union representative is not
available.
K. BY-LAWS
The Union will provide a copy of its By-Laws to the Labor Relations Division. An
updated copy of the By-Laws will be provided to Labor Relations whenever the By-
Laws are revised.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 6
ARTICLE V
SCOPE OF REPRESENTATION AND GRIEVANCES
A. GENERAL
1. "Scope of Representation" means all matters relating to employer-
employee relations, including, but not limited to wages, hours, and other
terms and conditions of employment. Employee rights, as set forth in FMC
Section 3-604, and City rights, as set forth in FMC Section 3-605, are
excluded from the scope of representation.
2. The Union is the exclusive representative of all employees holding a
permanent position within those classes in the Unit.
3. The Union shall accord fair representation in all matters to all employees in
the Unit without regard to whether the particular employee is a member of
the Unit. The duty of fair representation shall include but not be limited to
all matters related to collective bargaining, discipline, contract
administration, and grievance processing. Employees covered by this
Agreement shall have all rights specified in Government Code Section
3502.5(b).
4. Upon request by the Union, and due to extraordinary circumstances
specified in such request, a department director, or such other persons
whom the department director shall designate, shall allow reasonable
access by Union officers or their officially designated representatives for a
limited time to job sites for the purposes of processing grievances or
conducting business within the scope of representation, except as access
is requested for purposes which are precluded by the last sentence of FMC
Section 3-622. Except as the granting of such requests shall unreasonably
interfere with departmental operations or established safety or security
requirements, such requests shall be granted.
B. GRIEVANCES
1. A grievance is a dispute concerning the interpretation or application of any
existing City policy, practice, written rule or regulation governing personnel
practices or working conditions, including this Agreement. A grievance
involves the claimed misapplication or misinterpretation of a rule or
regulation relating to an existing right or duty; it does not relate to the
establishment or abolishment of a right or duty. This procedure shall not
apply to any dispute for which there is another established resolution
procedure, including but not limited to, appeal to the Fresno Civil Service
Board, Retirement Board, Public Employee Relations Board unfair
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 7
employer-employee relations charge * * * or fact-finding procedure, or as
outlined below.
Grievances regarding probationary demotions/terminations and disciplinary
actions excluded from the Civil Service Board process, shall not proceed
past Step 2 of the Grievance Procedure.
2. A written grievance must set forth the rule, regulation, policy, or practice
claimed to have been violated, describe the specific incident or
circumstances of the alleged violation, and specify the remedy sought or it
will be returned to the grievant for appropriate completion. Any dispute
between the parties as to the grievability of an issue or as to whether the
requirements of this procedure have been met shall be presented to the
Grievance Advisory Committee (GAC), or to an arbitrator if arbitration has
been elected under Step 3 below. The Committee or arbitrator shall rule on
the dispute before proceeding with the hearing. The Committee or arbitrator
will be bound by the agreement of the parties regarding timeliness unless
the parties have mutually agreed to waive time lines.
3. Union Officers and Stewards designated under Article IV, Section F of this
Agreement shall be excused without loss of compensation from their regular
duties for such time as is necessary to attend and represent the grievant at
grievance hearings, beginning at the first level of the procedure.
4. The procedure and sequence in filing and processing a grievance shall be
as follows:
Step One - Filing the Grievance
The grievant and/or Union representative shall discuss the grievance with
the grievant's immediate supervisor or designee before a written grievance
may be filed.
a. If the grievance is not settled through this discussion a written
grievance may be filed with the grievant's immediate supervisor or
designee. A written grievance must be filed, with a copy being sent
to the Union and Labor Relations Division, within twenty-one (21)
calendar days from the time the grievant becomes aware or should
have become aware of the issue or incident giving rise to the
problem.
b. Upon receipt of a written grievance, the immediate supervisor or
designee shall give the grievant a written reply within fourteen (14)
calendar days.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 8
Step Two - Department Head Review
Should the grievant not be satisfied with the answer received from grievant's
immediate supervisor or designee, the grievant may within fourteen (14)
calendar days file an appeal to the department head or designee. The
department head or designee shall have twenty-one (21) calendar days
after receipt of the appeal to review the matter, investigate, and provide a
written answer to the appeal explaining clearly the decision or proposed
action and reasons thereof. The department head or designee may confer
with the grievant and appropriate supervisors in an attempt to bring about a
mutually acceptable solution.
Step Three - Mediation/GAC/Bindinq Arbitration
a. Only the Union can move a grievance to Step Three.
b. If the grievant is not satisfied with the decision of the department head or
designee, the Union may, within fourteen (14) calendar days after receipt of
the written reply, file a request for a review of the department head's or
designee's decision to the Grievance Advisory Committee or through
binding arbitration as outlined in Subsection e. below.
C. The City and the Union may mutually agree to waive steps one (1) and two
(2) and proceed directly to hearing by the Grievance Advisory Committee
or binding arbitration when the issue is one over which the grievant's
supervisor or designee, or department head or designee has no jurisdiction.
d. The City and the Union may agree to seek resolution of the grievance
through mediation using the services of the State Mediation and
Conciliation Service, prior to hearing by the Grievance Advisory
Committee or binding arbitration. Time limits for processing of the
grievance are automatically extended for as long as mediation is in
process.
e. The Union shall be limited to two (2) requests for binding arbitration
per fiscal year on a grievance that involves a dispute concerning the
interpretation or application of an existing City policy, practice,
written rule or regulation. There shall be no limitation on requests for
binding arbitration dealing with MOU interpretation or application.
Any request for binding arbitration that does not meet the
requirements of this Subsection shall not be processed, and such
grievance concludes at Step One above.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 9
The arbitrator shall hold a hearing on the issue or issues submitted,
or as determined by the arbitrator if the parties have not mutually
agreed upon the issues, or issues, and render a written decision and
reasons for the opinion within thirty (30) calendar days following the
closing of the arbitration hearing, unless the period has been
mutually extended in writing by all parties. The decision shall be sent
to the Labor Relations Division and to the Union. The arbitrator's
decision shall be final and binding.
f. The Grievance Advisory Committee (GAC) shall be comprised of
three (3) members: one selected by the Grievant, one selected by
the City and the chairperson. The GAC chairperson or arbitrator may
be chosen either by mutual agreement of the Union and the City, or
by the "strike" method from a list of neutrals provided by the State
Mediation and Conciliation Service. If the GAC chairperson is
selected by the strike method from the list of neutrals provided by the
State Mediation and Conciliation Service, then the GAC shall be
comprised exclusively of the selected neutral.The City and the Union
shall select a chairperson or arbitrator within fourteen (14) calendar
days of the receipt of a grievance requesting review by a Grievance
Advisory Committee by the Labor Relations Division or upon receipt
of the list of neutrals from State Mediation and Conciliation Service.
Fees and expenses of the chairperson or arbitrator shall be paid half
by the City and half by the Union, provided, however, that the GAC
or arbitrator may recommend that the City or the Union, pay the total
of such fees and expenses should it find that, but for the
unreasonableness of that party's posture, the convening of the
Committee or arbitration would not have been necessary.
g. From the date a grievance, otherwise meeting all criteria for the filing
and processing of a grievance, reaches the Labor Relations Division,
the Grievance Advisory Committee will attempt to convene within
thirty (30) calendar days in order to hear the grievance.
h. All time limits herein may be extended by mutual agreement of the
parties. The parties agree that if a time limit for filing a grievance,
grievance appeal, or response ends on a Saturday, Sunday, or
holiday as listed in this Agreement, the time limits shall be extended
to the next regular business day.
i. The Grievance Advisory Committee shall talk to the employees and
the supervisor involved to set forth in writing the facts of the particular
situation as objectively as possible and recommend a solution to the
City Manager or designee within thirty (30) calendar days of its last
meeting.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 10
j. If the grievance has been submitted to a GAC, the City Manager or
designee shall review the decision of the department head or
designee and recommendations of the Grievance Advisory
Committee and shall render a written decision to the grievant within
twenty-one (21) calendar days after receipt from the Grievance
Advisory Committee.
k. Failure of the grievant to file an appeal within the specified time limit
for any but the first step of the procedure shall constitute an
abandonment of the grievance process. Failure of the responsible
supervisor or official of the City to render a decision within the
specified time limit established by this procedure shall automatically
move the grievance to the next higher level for action, without any
further action required of the grievant.
C. USE OF HEARING OFFICER IN DISCIPLINARY ACTIONS INITIATED BY CITY
Use of a hearing officer in disciplinary actions shall be in accordance with FMC
Section 3-283.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 11
ARTICLE VI
DUES DEDUCTION
A. GENERAL
1. The City shall deduct the dues or benefit premiums, or both, following
receipt of notice from the Union that authorization has been provided to the
Union by an employee in the Unit. The City shall stop dues deductions or
benefit premium deductions, or both, upon receipt of notice from the Union
that authorization has been provided to the Union by members in the Unit.
Should there be a dispute regarding the deduction of dues, the Union shall
provide the City with a copy of the authorization(s) signed by the employee.
2. The Union, in consideration for and as a condition of the City withholding
and transmitting payroll and benefit deductions authorized by this Section
and in compliance with * * * Government Code Section 1157.12, shall
indemnify and hold harmless the City of Fresno, its officers, and
employees from any liability that may result from making, canceling, or
changing requested deductions.
B. EXCEPTIONS TO DUES DEDUCTION AUTHORIZATION CARD
The member's earnings must be sufficient after other legal and required
deductions are made to cover the amount of the dues deduction authorized. When
a member is in a non-pay status for an entire pay period, no dues deduction shall
be made from future earnings to cover that pay period, nor may the member be
required to deposit, nor may the member deposit with the City Controller, the
amount which would have been deducted if the member had been in a pay status
during that period. In the case of a member who is in a non-pay status during only
a part of the pay period and whose salary is insufficient to cover other legal and
required deductions, no dues deduction or deposit shall be made.
C. DUES DEDUCTION
1. Dues deductions covering all such deductions shall be transmitted by
electronic funds transfer to an account specified by Stationary Engineers,
Local 39.
2. Dues deductions will be transmitted at least monthly.
3. The City agrees to provide the Union with an electronic file that shows the
total amount authorized for deduction from each member's check.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 12
ARTICLE VII
COMPENSATION AND BENEFITS
A. GENERAL
All economic benefits, provided by Council ordinance or formal Council resolution
and not otherwise clearly and explicitly modified or restricted in this Agreement,
shall be continued without alteration during the term of this Agreement.
B. SALARIES/PENSION
1. Salaries
Effective January 2, 2023, the base rate of pay of all employees in this unit
will be increased by three percent (3%) as reflected on Exhibit I, attached
hereto and incorporated by reference.
Effective June 19, 2023, the base rate of pay of all employees in this unit
will be increased by an additional three percent (3%) as reflected on Exhibit
Il, attached hereto and incorporated by reference.
Effective December 18, 2023, the base rate of pay of all employees in
this unit will be increased by an additional one percent (1%) as
reflected on Exhibit III, attached hereto and incorporated by reference.
Effective June 17, 2024, the base rate of pay of all employees in this unit
will be increased by an additional three percent (3%) as reflected on Exhibit
IV, attached hereto and incorporated by reference.
Effective December 30, 2024, the base rate of pay of all employees in
this unit will be increased by an additional two percent (2%) as
reflected on Exhibit V, attached hereto and incorporated by reference.
2. Pension Contribution
a. Contributions for Employees Hired On or After May 29, 2017:
Employees hired by the City on or after May 29, 2017, shall make an
additional contribution equal to one and one half percent (1.5%) of
their pensionable compensation to the City of Fresno Employees
Retirement System, reducing the City contribution by a
corresponding amount. Employees hired by the City prior to May 29,
2017, who enter Unit 1 on or after May 29, 2017, and were paying
an additional one and one half percent (1.5%) of their pensionable
compensation immediately prior to entering Unit 1, shall continue to
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 13
pay the additional one and one half percent (1.5%) of their
pensionable compensation to the City of Fresno Employees
Retirement System, reducing the City contribution by a
corresponding amount. In accordance with Internal Revenue Code
Section 414(h)(2) and related guidance, the City shall pick-up and
pay the contribution by salary reduction in accordance with this
provision to the City of Fresno Employees Retirement System. The
employee shall have no option to receive the one and one half
percent (1.5%) contribution in cash. The one and one half percent
(1.5%) contribution paid by the employee will not be credited to an
employee's accumulated contribution account, nor will it be
deposited into a member's Deferred Retirement Option Program
("DROP") account.
Employees who separate City employment regardless of reason and
withdraw their employee contributions from the Retirement System
between the date this agreement is approved by the City, and the
effective date of a Fresno Municipal Code amendment pursuant to
the provisions in this Section will have an amount equivalent to the
additional one and one half percent(1.5%)the employee contributed
pursuant to these provisions refunded by the City of Fresno.
b. Contributions for Employees Under Proposed Fresno Municipal
Code Amendment:
After this MOU becomes effective, the City will provide notice to all
affected bargaining units of its intent to recommend consideration of
an amendment to the Fresno Municipal Code to allow the additional
one and one half percent (1.5%) contribution to reduce the City's
contribution amount to stop and to become part of the Member
Normal Contribution Rate set forth in the Employees Retirement
System ("Retirement System"). If the Municipal Code is so amended,
the City and the Union agree that, on the first pay period following
the date the new FMC provision goes into effect, the following will
apply if approved by the City Council:
Members of the Retirement System who are paying an additional
1.5% into the Retirement System shall have their Member Normal
Contribution Rate increased by an additional one and one half
percent (1.5%)which will be added to their existing Entry Age Normal
Contribution Rate effective the date the Fresno Municipal Code
amendment becomes effective.
If the process of amending the Municipal Code as outlined above is not
completed within 12 months of approval of this MOU, the parties agree to a
limited reopener on the additional pension contribution of one and one half
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 14
percent (1.5%). Any modification of this provision will require mutual
agreement.
[§ deleted]
C. WASTEWATER TREATMENT PLANT PAY
Employees who are active as of the effective date of this MOU who were in
the classifications of Senior Wastewater Treatment Plant Operator,
Wastewater Treatment Plant Specialist, Wastewater Treatment Plant
Technician, Wastewater Treatment Plant Operator-in-Training, and Power
Generation Operator/Mechanic assigned to the Wastewater Treatment Plant
at any point during the timeframe of April 6, 2020 to January 17, 2021 are
eligible to receive a one-time payment as listed below. This one-time
payment shall be pro-rated based on actual time spent by the eligible
employee in each classification during the timeframe above. The one-time
payment will be paid in the employee's regular paycheck no later than sixty
(60) calendar days after the effective date of the MOU. This pay shall not be
pensionable under the City of Fresno Retirement System.
• Senior Wastewater Treatment Plant Operator $8,050.00
• Power Generation Operator/Mechanic $7,437.00
• Wastewater Treatment Plant Specialist $6,825.00
■ Wastewater Treatment Plant Technician $5,163.00
• Wastewater Treatment Plant Operator-in-Training $4,457.00
D. OVERTIME
Departments shall endeavor to distribute overtime work as equally as practical
within a work unit, with the understanding that many qualifying factors, such as
expertise, job location, employee availability, etc. can and will influence overtime
assignments.
1. Employees shall be paid for overtime in accordance with Chapter 3,
Article 1, Section 3-117 of the FMC and as follows, except as may be
modified by this MOU. * * *
a. Employees Working a 5/8 Schedule:
(1) Work performed in excess of eight (8) hours on a regular
workday and work performed on the employee's first regular
day off but not a holiday shall be compensated at one and
one-half (1-1/2) times the applicable hourly rate.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 15
(2) Work performed on the employee's second regular day off
shall be compensated at * * * two (2) times the applicable
hourly rate.
b. Employees Working a 4/10 Schedule:
All employees who work a regularly scheduled workday of ten (10)
hours during a regularly scheduled workweek of four (4) days shall
be compensated for approved overtime work by additional pay as
follows:
(1) Work performed in excess of ten (10) hours in one (1) day or
on either or both of the first two (2) scheduled days off in a
workweek shall be compensated at one and one-half (1-1/2)
times the applicable hourly rate.
(2) Work performed on the third scheduled day off in a workweek,
shall be compensated at two (2) times the applicable hourly
rate.
C. If overtime continues past midnight and rolls into the following
work day, the overtime will be paid at the rate effective at the
start of the shift.
2. * * * It is the policy of the City that overtime work is to be discouraged.
However, in case of emergency or whenever the public interest requires,
the Chief Administrative Officer, or any department head or designee with
respect to any employee in the department head's or designee's
department, may require an employee to perform overtime work. * * *
3. There shall be no pyramiding or duplication of overtime or premium rates.
4. If an employee is required to work during the employee's meal period with
the approval of the employee's supervisor, and if no alternate meal period
is taken, said time shall be compensated at the applicable overtime hourly
rate of pay if the time worked exceeds that of the employee's normal
schedule/shift.
5. * * * Refer to Article VII, Section H Subsection 1. for * * * compensation
* for working on a holiday.
6. The City shall not adjust a regular workweek schedule during said
workweek to avoid the payment of overtime.
7. Overtime shall be credited in units of one-tenth of an hour. Overtime shall
not be credited for units of overtime less than one-tenth of an hour, and
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 16
fractional units of overtime less than one-tenth of an hour shall not
accumulate.
8. Assignment of Overtime
The procedures in this sub-section (sub-section * * * 8) shall not apply to
the Water Distribution mandatory overtime list for stand-by/emergency
operations. In the event the procedures outlined in this subsection
create an operational inefficiency, the parties agree to meet and confer
on separate provisions which shall be incorporated via side letter to
this MOU upon mutual agreement.
a. The Personnel Services Department shall maintain a list of work
units. Any changes to the list will be provided to the Union in
advance of the change.
b. Managers of work units must post and maintain a sign up list for
voluntary overtime in an area accessible to all employees in the work
unit. Employees who wish to work voluntary overtime shall add their
name to the voluntary overtime list. Employees may remove their
name or add their name to the list at any time. Employees who add
their name to the list will be added in order of their respective
seniority rank.
C. Available overtime assignments will be staffed as follows:
(1) Overtime assignments will first be staffed by employees
who have signed up on the voluntary overtime list by
work unit. Management will contact employees * * * from
the * * * voluntary overtime list in seniority order by
classification. After the most senior employee(s) accepts the
overtime assignment, declines the overtime assignment, or
does not respond to the City's attempt to contact the
employee, the City will contact the next most senior employee
until the overtime assignment is staffed. If an employee works,
declines, or does not respond to * * * Management's attempt
to contact the employee, the employee will be moved to the
bottom of the list and will rotate through the list. If the overtime
work is planned at least two (2) days in advance, employees
will have one (1) hour to respond to the offer of overtime
before * * * Management contacts the next name on the
* voluntary overtime list.
(2) * * * If it is not possible to staff the * * * overtime assignment
from the voluntary overtime list, consistent with the
provisions in subsection c(1) above, qualified employees will
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 17
be required to work overtime and will be assigned in reverse
seniority order in rotation, unless * * * management is able to
staff the assignment with volunteers from other work units.
(3) Overtime which is the result of a need to finish work, or an
assignment which started during the regular work day will,
absent extenuating circumstances, be completed by the
employee(s) who are doing the work or assignment.
(4) * * * In the event a work unit assigns employees to be on
standby duty, * * * overtime will be performed by the
employee(s) assigned standby unless the unplanned
overtime is the result of a need to finish work pursuant to
subsection c(3) above. All other overtime assignments
will be assigned consistent with subsections c(1) and c(2)
above.
(5) The City reserves the right to determine whether or not an
employee possesses the qualifications necessary to perform
the scheduled overtime work.
(6) Employees on the voluntary overtime list who are on
unscheduled leave during their regularly assigned work shift
prior to * * * the overtime assignment will go to the bottom of
the list and will not be eligible to work overtime until the list
goes through an entire rotation.
(7) Employees on the voluntary overtime list who are on
scheduled leave during their regularly assigned work
shift prior to the overtime assignment will be contacted
for an overtime assignment consistent with subsection
c(1) above.
(8) Employees who are assigned * * * overtime in accordance
with this provision who do not report for the * * * overtime will
be removed from the * * * voluntary overtime list for a period
of three (3) months and may be subject to disciplinary action.
2. Call Back - Employees called back into work without prior notice and after
they have left the assigned work area for the day, shall receive pay for a
minimum of two (2) hours at * * * time and one-half (1 '/2) times the
employee's base rate of pay commencing from the time the employee
receives the call and ending when the employee returns home, except that
the employee shall be paid for a maximum of one-half (1/2) hour of actual
travel time each way, unless such call-in precedes an employee's
scheduled shift. An employee called in to work on the employee's
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 18
1
second day off will be paid a minimum of two (2) hours at two (2) times
the employee's base rate of pay commencing from the time the
employee receives the call and ending when the employee returns
home, except that the employee shall be paid for a maximum of one-
half (1/2) hour of actual travel time each way, unless such call-in
precedes an employee's scheduled shift. Employees on a 4/10
schedule will get one and one-half (1 %) times the employee's base
rate of pay on the employee's first and second day off, and will receive
two (2) times the employee's base rate of pay on the employee's third
day off. If a call continues past midnight and rolls into the following
work day, the entire call will be paid at the rate effective at the start of
the call.
3. Telephone Calls/Electronic Communications — Employees who are
contacted outside of their scheduled work hours to assist with City work
that must be accomplished, but are not called to a worksite, shall receive a
minimum of twelve (12) minutes of pay for each such * * * communication.
* * * Communication such as attempts to locate the employee or provide
information on changes in work schedules are not compensable for the
purpose of this provision. Communication received after leaving the
assigned work area for the day, or on the employee's first day off, shall
be paid at one and one-half (1 '/2) times the employee's base rate of
pay. Communication received on the employee's second day off will
be paid at two (2) times the employee's base rate of pay. Employees
on a 4/10 schedule will get one and one-half(1 '/2)times the employee's
base rate of pay on the employee's first and second day off, and will
receive two (2) times the employee's base salary on the third day off.
[§§ deleted]
E. COMPENSATORY TIME OFF (CTO)
* * * Employees may accrue * * * CTO in lieu of cash for overtime hours worked
subject to the limitations noted below.
1. Maximum Accrual
CTO shall be accumulated at the applicable straight time, time and one-half,
or double time rate for the time worked. The employee may accrue a CTO
balance not to exceed eighty (80) hours. Employees who have reached the
maximum accrual (80 hours) shall be given cash payment for additional
overtime hours worked until such balance has been reduced below the
maximum allowable amount of eighty (80) hours.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 19
2. CTO Usage
Employees may use CTO * * * for time off. The use of accumulated CTO
shall be requested, and subject to approval, the same manner as is
vacation.
3. Cash Out
Employees may request cash out of any accrued CTO hours at their
current base rate of pay at any time. * * * The balance may * * * also be
cashed out by the City at the employee's base rate of pay * * * upon
separation from employment or * * * in the last pay period of each fiscal
year* * * if not carried over to the next fiscal year pursuant to Subsection 4
* ** below * * *.
4. Carry Over
* * * Employees may carry over a maximum of forty (40) hours of their CTO
balance to the next fiscal year. A request for carry over of hours, including
the number of hours to be carried over, must be submitted in writing to the
department/division no later than May 30 of each year.
[§§ deleted]
F. PREMIUM PAY
1. P.M. Hours Premium Pa
If one-half('/2) or more of an employee's regularly scheduled shift hours fall
between the hours of 5:00 p.m. and midnight, the night shift premium pay
will be $1.45 per hour for all actual hours worked that shift. If one-half ('/2)
or more of an employee's regularly scheduled shift hours fall between the
hours of midnight and 8:00 a.m., the night shift premium pay will be $2.30
per hour for all actual hours worked that shift. This pay is pensionable
under the City of Fresno Retirement System.
2. Height Work
Employees on specific assignment from management, working on poles,
towers other than a tower erection, or trees at a height of 50 feet or more
shall receive double their base rate of pay for all actual hours worked at
such heights.
3. Standby Pay
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 20
a. Standby duty may be assigned at the discretion of management.
Standby duty shall be assigned on a rotating basis in accordance
with sub-section c. below. An employee assigned standby duty will
be required to carry a pager or City cell phone and shall refrain from
consuming alcohol or taking any substance which may impair the
employee's ability to perform all required duties. Employees on
standby duty are required to respond, and shall report to the work
site within one hour of being paged or called. Standby pay shall be
$1.90 per hour. This pay is pensionable under the City of Fresno
Retirement System.
b. Time spent on standby duty shall not be considered hours worked.
In the event an employee on standby duty is required, and does
report to the work site after leaving the assigned work area for the
day, the employee will be compensated as provided in Article VII,
Section D., Subsection 2. of this Agreement. In the event an
employee on standby duty responds to a telephone call regarding
City work, but does not report to the work site, the employee shall be
compensated as provided in Article VII, Section D., Subsection 3. of
this Agreement.
C. Standby Rotation
(1) For standby assignments that are assigned, either on an
annual or seasonal basis, employees will be rotated through
standby assignments in seniority order by classification within
the work unit. The most senior employee will receive the first
assignment. The next most senior employee will receive the
next assignment, and so on until all employees have been
assigned. The assignment will then again go to the most
senior employee.
Employees who are not available for the entire duration
of their scheduled standby assignment due to
unscheduled leave will be moved to the bottom of the
rotation and will rotate through until they have worked a
standby assignment. Employees who are not available
for a portion of their scheduled standby assignment due
to unscheduled leave will resume their standby
assignment upon returning to work.
If an employee is not available for * * * any portion of their
assigned standby assignment because of unscheduled
leave, the * * * standby assignment will be staffed
pursuant to subsection c(2) below.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 21
(2) Voluntary and MandatoEy Standby
If standby assignments are assigned on an annual or
seasonal basis, departments shall post and maintain a
voluntary standby list in an area accessible to all
applicable employees whereby employees may volunteer
to work the standby assignment of an employee absent
due to unscheduled leave. The voluntary standby list will
be used to cover the standby assignment of an employee
absent on unscheduled leave on a daily basis.
Employees may add or remove their name from the
voluntary standby list at any time. Employees who add
their name to the list will be added in order of their
respective seniority rank.
Based on operational need, the voluntary standby list
may be established by work unit or department division.
Management will first attempt to fill the standby
assignment of the employee on unscheduled leave by
contacting employees on the voluntary standby list in
seniority order in the same job classification of the
employee absent due to unscheduled leave.
If the standby assignment cannot be filled by an
employee on the voluntary standby list in the same job
classification of the employee on unscheduled leave,
management will then contact employees on the
voluntary standby list in seniority order who possess the
required qualifications to perform duties required of the
standby assignment, e.g., a requisite certification.
After the most senior employee accepts the standby
assignment, declines the standby assignment, or does
not respond to the City's attempt to contact the
employee, the City will contact the next most senior
employee until the standby assignment is staffed. If an
employee works, declines, or does not respond to
Management's attempt to contact the employee, the
employee will be moved to the bottom of the voluntary
standby list and will rotate through the list.
When an employee is at the top of the voluntary standby
list and it is their turn to work the next voluntary standby
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 22
assignment due to an employee absent on unscheduled
leave but is on unscheduled leave themselves, the
employee will go to the bottom of the voluntary standby
list and will not be eligible to work voluntary standby until
the list goes through an entire rotation.
Employees on the voluntary standby list who are on
scheduled leave when they are at the top of the list for a
voluntary standby assignment will be contacted for a
standby assignment consistent with this subsection.
If it is not possible to staff the standby assignment of an
employee on unscheduled leave from the voluntary
standby list, employees in the same job classification or
employees who possess required qualifications, e.g., a
requisite certification, will be assigned mandatory
standby in reverse seniority order in rotation on a daily
basis.
Employees who are assigned standby, either voluntary or
mandatory, who do not report for their standby
assignment, may be subject to corrective/disciplinary
action.
In addition, employees on the voluntary standby list who
are assigned standby in accordance with this subsection
who do not report for their standby assignment will be
removed from the voluntary standby list for a period of
three (3) months.
(4) Standby Assignment Forfeiture
Employees may forfeit all or a portion of their scheduled
standby assignment. Employees wishing to forfeit any
portion of their scheduled standby assignment must
secure a replacement employee to work the scheduled
standby assignment under the following criteria:
(a) The replacement employee must be assigned to
the same work unit or department division
consistent with the establishment of the
voluntary standby list;
(b) The replacement employee must be in the same
job classification of the forfeiting employee or
possess the requisite qualifications to perform
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 23
duties required of the standby assignment, e.g.,
a required certification; and
(c) The replacement employee may not already be
scheduled to work their own standby
assignment on the forfeited days.
Employees forfeiting multiple days of a scheduled
standby assignment may secure different qualifying
employees to fulfill their standby assignment each day.
Employees wishing to forfeit any portion of their
scheduled standby must submit a written request for
approval to their manager or designee including the
date(s) of the forfeiture and name(s) and job
classification(s) of the employee(s) fulfilling the forfeited
standby assignment at least three (3) calendar days prior
to their scheduled standby assignment.
Employees who forfeit a portion of their scheduled
standby assignment will resume standby for the
remainder of their assignment. Employees who forfeit
their entire standby assignment will be moved to the
bottom of the standby rotation.
(5) The City reserves the right to determine whether or not an
employee possesses the qualifications necessary to perform
the standby assignment.
d. Employees on standby who are not assigned a City vehicle who
receive a call back assignment may receive mileage
reimbursement for travel to and from the designated call back
location at the Internal Revenue Service (IRS) standard mileage
rate in effect at the time of travel. Mileage reimbursement shall
be in accordance with provisions of Administrative Order (AO)
2-2.
4. Permit-Required Confined Space Pa
Employees specifically assigned to work in a hazardous Permit-Required
Confined space as defined by CAL-OSHA under Title 8 of the California
Code of Regulations, Section 5157, shall receive a pay differential of$1.90
per hour for each hour or portion thereof while working in the space as
assigned. This pay is pensionable under the City of Fresno Retirement
System.
MOU —City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 24
5. Code Enforcement/Abatement Team and Solid Waste/Homeless
Assistance Response Team (HART) * * *
Employees in the Code Enforcement Division of the City Attorney's
Office who are specifically assigned to the Abatement Team and
employees * * * in the Solid Waste Division of the Department of Public
Utilities who are specifically assigned to * * * HART * * * shall receive a
monthly premium pay of one hundred dollars ($100) per month.
Employees who are not specifically assigned to either team but may
be assigned to assist on a day-to-day basis shall receive a daily
premium pay of five dollars ($5) per day if on a 5/8 schedule, or six
dollars and twenty-five cents ($6.25) per day if on a 4/10 schedule, not
to exceed one hundred dollars ($100) in any calendar month. This pay
is pensionable under the City of Fresno Retirement System.
[§ deleted]
6. Certificates
Certificate pay will become effective on the first day of the pay period
in which the employee submits the applicable new or renewal
certificate to their department or the effective date of the new or
renewal certificate, whichever is later. Upon expiration of the
certificate(s) for which an employee is receiving certificate pay,
certificate pay will be discontinued until such time the employee
submits their renewal certificate to their department. Certificate pay
will not be paid retroactively. Exceptions due to exigent
circumstances, such as an error or delay on behalf of the organization
issuing the certificate, may be considered on a case-by-case basis by
the Director of Personnel Services or designee.
a. Body and Fender — Employees in the class of Body and Fender
Repairer/Leadworker, who possess a valid Master Collision
Repair/Refinishing Technician Certificate, issued by the National
Institute for Automotive Excellence, shall receive two hundred dollars
($200) per month. This pay is pensionable under the City of
Fresno Retirement System.
b. Mechanic— Employees in the class of Bus Mechanic 1/1I/Leadworker
and Heavy Equipment Mechanic I/II/Leadworker, who possess a
valid Master Medium-Heavy Duty Truck Technician Certificate or
Master Bus Technician Certificate, and Fire Equipment Mechanic
/II/Leadworker who possess a Medium Heavy Duty Truck
Certificate, and Light Equipment Mechanic I/II/Leadworker, who
possess a valid Master Automobile Technician Certificate, issued by
the National Institute for Automotive Service Excellence (NIASE),
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 25
shall receive two hundred dollars ($200) per month. This pay is
pensionable under the City of Fresno Retirement System.
In order to continue to receive certification pay, incumbent Bus
Mechanic Equipment I/II/Leadworkers shall recertify by passing the
Transit Bus Technician series tests prior to expiration of the
certification.
In order to continue to receive certification pay, incumbent Heavy
Equipment Mechanic I/II/Leadworkers shall recertify by passing the
Medium-Heavy Truck Technician series tests prior to expiration of
the certification.
(1) Blue Seal of Excellence Recognition — Employees assigned
to FAX, Fire or Fleet equipment repair facilities in the class of
Equipment Service Worker II, those classes noted in 6. b.,
above, or any other class whose certification contributes to
the receipt of the facility's ASE Blue Seal of Excellence
Recognition, shall become eligible to receive six hundred
dollars ($600) per year premium pay, paid in the regular
paycheck of the first pay period in April or October,
following the City's designation date, pursuant to the
following requirements:
(a) A FAX, Fire or Fleet facility must receive ASE Blue Seal
of Excellence Recognition pursuant to the Program
criteria established by the NIASE;
(b) the employee must possess at a minimum two (2)
applicable ASE certificates pursuant to the Program
criteria established by the NIASE; and,
(c) the employees', with the exception of Equipment
Service Worker II's, ASE certification(s) must be
necessary for the facility's receipt of the ASE Blue Seal
of Excellence Recognition Program.
(d) This pay is pensionable under the City of Fresno
Retirement System.
C. Bus Air Conditioning Mechanic — Employees in the class of Bus Air
Conditioning Mechanic/Leadworker who possess a Technician
Certification in the H6 Electrical/Electronic Systems and the H7
Heating, Ventilation and A/C in the transit bus series issued by the
National Institute for the Automotive Service Excellence shall receive
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 26
monthly certificate pay of seventy-five dollars ($75). This pay is
pensionable under the City of Fresno Retirement System.
d. Aviation Mechanic — Employees in the classes of Aviation Mechanic
1/11 and Aviation Mechanic Leadworker shall receive one hundred fifty
dollars ($150) per month for certification and equipment
maintenance and support. The City will also provide $250,000 in life
insurance/death benefit coverage, solely for "off premises" flying to
employees occupying the class of Aviation Mechanic 1/11 and Aviation
Mechanic Leadworker. This pay is pensionable under the City of
Fresno Retirement System.
e. Automotive Parts Specialist/Leadworker— Employees in the class of
Automotive Parts Specialist or Automotive Parts Leadworker, who
possess a P1 Medium Heavy Truck Parts Specialist certificate and a
P2 Medium Heavy Trucks Specialist certificate issued by the
National Institute for Automotive Service Excellence (NIASE) shall
receive a monthly certificate pay of fifty dollars ($50). This pay is
pensionable under the City of Fresno Retirement System.
f. Fire Equipment Mechanics — Employees in the class of Fire
Equipment Mechanic 1/11 who possess a valid Fire Mechanic
certificate or Emergency Vehicle Technician I Certificate from the
California Office of the State Fire Marshal (OSFM) shall receive one
hundred dollars ($100) per month. Employees in the class of Fire
Equipment Mechanic II or Fire Equipment Mechanic Leadworker
who possess a valid Fire Mechanic II certificate or Emergency
Vehicle Technician 11 Certificate from the California Office of the
State Fire Marshal (OSFM) shall receive one hundred fifty dollars
($150) per month. This pay is pensionable under the City of
Fresno Retirement System.
g. Equipment Service Worker lis — Fire Maintenance — Employees in
the class of Equipment Service Worker 11 (ESW 11) assigned to the *
* * Fleet M_a_nagement Division who possess a valid Fire Mechanic I
certificate or Emergency Vehicle Technician I Certificate from the
California Office of the State Fire Marshal (OSFM) shall receive
seventy-five dollars ($75) per month. This pay is pensionable
under the City of Fresno Retirement System.
h. Under round Storage Tank UST Operator Certificate — Employees
who are required to obtain and who maintain a valid California
Underground Storage Tank (UST) Operator Certificate issued by the
International Code Council shall receive seventy-five dollars ($75)
per month. This pay is pensionable under the City of Fresno
Retirement System.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 27
i. Instrumentation Specialist — Employees in the class of
Instrumentation Specialist, who possess a valid
Electrical/Instrumentation Certificate issued by the California Water
Environment Association, shall receive monthly certificate pay as
follows:
Grade I (Plant Maintenance Technologist) $50
Grade II $75
Grade III $100
Grade IV $150
This pay is pensionable under the City of Fresno Retirement
System.
j. Collection System Maintenance Tech nician/S ecialist —
Employees in the—class of Collection System Maintenance * *
Technician, who possess a valid Grade II Maintenance of
Wastewater Collection Systems Technical Certificate issued by the
California Water Environment Association, shall receive fifty dollars
($50) per month. Employees in the class of Collection System
Maintenance * * * Technician or Specialist, who possess a valid
Grade III Maintenance of Wastewater Collection Systems Technical
Certificate shall receive seventy-five dollars ($75) per month.
Employees in the class of Collection System Maintenance * * *
Technician or Specialist who possess a valid Grade IV
Maintenance of Wastewater Collection Systems Technical
Certificate shall receive one hundred dollars ($100) per month. This
pay is pensionable under the City of Fresno Retirement System.
* * *
k. Traffic Maintenance— Employees in the class of Traffic Maintenance
Worker II/Traffic Maintenance Leadworker who possess a valid Level
or higher Work Zone Traffic Safety Specialist Certificate and a valid
Level III or higher Signs and Markings Specialist Certificate issued
by the International Municipal Signal Association shall receive sixty
dollars ($60) per month. This pay is pensionable under the City of
Fresno Retirement System.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 28
I. Wastewater Mechanical Series — Employees in the class of
Wastewater Mechanical Technician and Wastewater Mechanical
Specialist/Senior, who possess a valid Mechanical Technologist
Certificate issued by the California Water Environment Association,
shall receive monthly certificate pay as follows:
Grade I (Plant Maintenance Technologist) $50
Grade II $75
Grade III $100
Grade IV $150
In addition to the above, employees in the class of Wastewater
Mechanical Technician and Wastewater Mechanical
Specialist/Senior, who possess a valid Water Treatment Operator or
Water Distribution Operator Certificate issued by the * * *
Department of Water Resources, State Water Resources
Control Board (SWRCB), shall receive one hundred dollars ($100)
per month. This pay is pensionable under the City of Fresno
Retirement System.
M. Wastewater Treatment Plant * * * Tech nician/S ecialist/Senior —
Employees in the class of Wastewater Treatment Plant Technician
who possess a valid Wastewater Treatment Plant Operator
Certificate issued by the * * * Department of Water Resources,
State Water Resources Control Board (SWRCB), shall receive
monthly certificate pay as follows:
Grade II $75
Grade III $100
Grade IV $150
Grade V $200
Employees in the class of Wastewater Treatment Plant Specialist
who possess a valid Wastewater Treatment Plant Operator
Certificate issued by the Department of Water Resources, State
Water Resources Control Board, shall receive monthly certificate pay
as follows:
Grade III $100
Grade IV $150
Grade V $200
Employees in the class of Senior Wastewater Treatment Plant
Operator who possess a valid Wastewater Treatment Plant Operator
Certificate issued by the Department of Water Resources, State
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 29
Water Resources Control Board, shall receive monthly certificate pay
as follows:
Grade IV $150
Grade V $200
In addition to the above, employees in the class of Wastewater
Treatment Plant * * Technician/Specialist/Senior * * * who
possess a valid Water Treatment Operator or Water Distribution
Operator Certificate issued by the State of California Department of
Health Services, shall receive one hundred dollars ($100) per month.
This pay is pensionable under the City of Fresno Retirement
System.
n. Water Treatment Operator&Water Distribution Operator Certificates
It is expressly understood that positions and assignments eligible for
this certificate pay will be determined solely at the discretion of
management in the applicable division noted below. Employees in
the Water Division occupying the classes below who possess a valid
Water Treatment Operator Certificate or Water Distribution Operator
Certificate issued by the * * * Department of Water Resources,
State Water Resources Control Board (SWRCB), Division of
Drinking Water (DDW) shall receive monthly certificate pay as
follows, this pay is pensionable under the City of Fresno
Retirement System:
Classifications Eligible:
Instrumentation Specialist
Senior Water Distribution/Production Operator
Senior Water Treatment Plant Operator
Water Distribution/Production * * * Specialist
Water Distribution/Production Technician
Water Maintenance Mechanic * * * Specialist
Water Maintenance Mechanic Technician
Water Quality * * * Specialist
Water Quality Technician
Water Treatment Plant Operator
* * *
* * *
DI $50
DII $100
DIII $150
DIV $200
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 30
TI $100
TII $200
TI I I $250
TIV $300
TV $300
In addition to the above, employees in Water Division who possess
both a valid Water Treatment Operator Certificate and Water
Distribution Operator Certificate issued by the * * * Department of
Water Resources, State Water Resources Control Board
(SWRCB), Division of Drinking Water (DDW) shall receive one
hundred dollars ($100) per month. A certificate which is required as
a minimum qualification for the position shall not be used in qualifying
for dual certification. Employees with dual certification will be paid at
the highest rate due for one (1) of the two (2) certifications in addition
to the $100 for dual certification. For example, an eligible employee
in a class requiring a DII will require a DIII or higher and a Treatment
Operator certificate to be eligible for the dual certification pay. This
pay is pensionable under the City of Fresno Retirement System.
o. Power Generation Operator/Mechanic PGOM — Employees in
the classification of PGOM assigned to a water systems
environment who are required to obtain and maintain a valid
Water Distribution Operator Certificate, Grade DII, issued by the
Department of Water Resources, State Water Resources
Control Board (SWRCB), and possess the required Grade DII
certificate, shall receive monthly certificate pay for the Grade
DII certificate pursuant to Article VII, Section F, Subsection 7.n.
This pay is pensionable under the City of Fresno Retirement
System.
P. Crane Operator— Employees who are required to maintain a Crane
Operator License shall receive one hundred dollars ($100) per
month. * * * This pay is pensionable under the City of Fresno
Retirement System.
q. Commercial Driver's License — Any classifications whose job
specifications indicate that a Commercial Driver's License ("CDL")
may be required and are assigned to duties that require a CDL;shall
receive one hundred dollars ($100) per month. * * * This pay is
pensionable under the City of Fresno Retirement System.
r. Hazardous Materials Endorsement — Employees who are assigned
to duties which require a Hazardous Materials endorsement on their
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 31
CDL shall receive one hundred dollars ($100) per month. This pay
is pensionable under the City of Fresno Retirement System.
S. Backflow Prevention Assembly Tester Certificate — It is expressly
understood that positions and assignments eligible for this certificate
pay will be determined solely at the discretion of management.
Employees who possess a valid Backflow Prevention Assembly
Tester Certificate issued by either the American Backflow Prevention
Association or the American Water Works Association shall receive
monthly certificate pay of one hundred and fifty dollars ($150). This
pay is pensionable under the City of Fresno Retirement System.
7. Camp Fresno Meals
In the event an employee is assigned to work at Camp Fresno, or receives
some other similar assignment, and during such assignment the City
provides meals for the employee, the employee, at the employee's option,
may elect to receive a cash payment of $15.00 per day in lieu of receiving
the meals. This Subsection shall not apply to employees assigned for
periods in excess of one (1)week or to any employee assigned a cabin with
cooking facilities.
8. Temporary Assignment To Perform Duties Of Absent Employees Actin
Pa
a. When an employee holding a permanent position is absent from duty
for any cause (e.g., vacation, sick, holiday, CTO, injury leave, military
leave, leave of absence without pay and training), the appointing
authority shall, if possible, temporarily assign to one or more
employees in the same or higher class work of the absent employee
that cannot be deferred until the absent employee's return. When
such assignment is not practical, the appointing authority may
temporarily assign another employee in the same department or
office holding a permanent position in a lower class to perform the
duties of the absent employee. The employee so assigned shall be
entitled to receive compensation attached to the higher position at
the step closest to but not less than 3'/z% above the employee's
current step placement, if the employee's class specifications do not
require that the employee perform said duties in the absence of the
regularly assigned employee and if the employee meets the
conditions provided in this Section. This pay is pensionable under
the City of Fresno Retirement System.
b. After any such employee has completed forty (40) hours of service
in a higher class, the employee shall be paid the rate of pay attached
to the higher class when assigned Acting for full days or shifts. An
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 32
employee who has held permanent status in the higher class prior to
an Acting assignment shall not be required to complete the qualifying
period of service set forth above, and shall be paid * * * the rate of
pay * * * attached to the higher class when assigned Acting for
full days or shifts. Employees shall not be assigned duties of
higher classification for periods of less than full days or shifts.
C. Before ordering any such assignment to a higher class for
which entitlement to qualifying service credit or a higher rate of
pay is sought, or promptly after such an assignment if ordered
under emergency conditions, the appointing authority shall
execute, and file with the Chief Administrative Officer or
designee for their approval, a written statement of such
assignment setting forth:
(1) the assigned employee's name and permanent class,
and;
(2) the class and position to which they have been assigned,
and;
(3) the period for which the assignment or extension is to be
or has been made, and;
(4) the certification of the appointing authority that the
assigned employee will perform, during the entire period
of such assignment, substantially the full range of the
duties and responsibilities of the higher class, and;
(5) certifying the duties and responsibilities of the position
of the absent employee are of such nature that they
cannot be held over until the absent employee returns to
duty.
No assignment under this section shall be considered for
qualifying service credit or any higher rate of pay unless such
statement has been filed, and approved by the Chief
Administrative Officer or designee, as provided herein.
d. Acting List — Employees who meet the minimum qualifications for a
higher level * * * classification may volunteer for Acting. Annually,
by May 1 of each year, management will invite employees to
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 33
volunteer for Acting assignments. The posted notice inviting
employees to volunteer for Acting assignments will identify the title
and minimum qualifications of the classification in addition to any
special requirements in a particular work unit or section.
Departments may consider work habits, attendance and other
considerations when placing employees on the qualifying list.
Employees who no longer meet the criteria established by the
department may be removed from the list at any time. Departments
may also add the names of volunteers throughout the year.
(1) Temporary assignments described herein shall first be offered
to the most senior and qualified employee from the Acting List
noted in paragraph c. above and each successive most senior
and qualified employee working on the same shift, schedule,
crew, and/or section within a division until such temporary
assignment is filled. Each such additional temporary
assignment opportunity shall be offered on a rotating basis by
implementing the Acting List from paragraph c. above.
(2) The duration of the temporary assignments described herein
and assigned according to this provision (MOU Article VII,
Section F., Subsection 8.) shall be for the duration of the
absence of the employee for which the temporary assignment
is being made.
e. In the computation of qualifying service rendered, or the amount of
the higher pay to which an employee may be entitled, on an Acting
assignment, only full days or shifts of actual duty shall be included,
and part days or shifts shall not be combined to make full days or
shifts. Time on leave occurring during any assignment shall not be
included in any such computation.
f. When an Acting assignment is deemed appropriate and necessary,
it shall first be offered to the most senior and qualified employee from
the Acting List noted in paragraph c. above and each successive
most senior and qualified employee working on the same shift,
schedule, crew, and/or section within a division until such temporary
assignment is filled. Each such additional temporary assignment
opportunity shall be offered on a rotating basis by implementing the
Acting List from paragraph c. above.
g. If an employee on an Acting assignment goes on leave and the
department wishes to continue an Acting assignment, the next most
senior employee shall be assigned.
MOU —City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 34
h. When an Acting assignment is expected to last for one month or
more, management may rotate the Acting assignment among
employees on the Acting list in order to allow more employees to
attain Acting experience. Any rotation will be done in accordance with
sub-section e. and sub-section f. above, and, to the extent it is
practical to do so, shall be done in equal time periods for each
employee in the rotation.
9. Temporary Assignment Pay
Depending on the assignment, the temporary assignment pay prescribed
herein may be prorated for the time so assigned and worked. Temporary
assignment pay shall not be applied when an employee is on a leave of
absence for any reason (e.g., vacation, sick, holiday, CTO, injury leave,
military leave, and leave of absence without pay). This pay is pensionable
under the City of Fresno Retirement System.
a. Each Maintenance and Construction Worker in the Street
Maintenance Division assigned to operate a street sweeper as part
of a street maintenance project, and who possesses the appropriate
valid California Driver's License, shall be paid for that time at the
lowest step in the Street Sweeper Operator * * * salary range which
is at least five percent (5%) above the employee's base rate of pay
as a Maintenance and Construction Worker.
Each Maintenance and Construction Worker assigned * * * in the
Street Maintenance Division * * * assigned to the Concrete Crew or
the milling * * * and paving machine as an assistant to the operator
of said machinery shall be paid five percent (5%) above the
employee's base rate of pay while so assigned.
b. Employees who perform pesticide/herbicide spray function for right-
of-way, landscape maintenance, or aquatic areas shall receive an
additional five percent (5%) of their base hourly rate of pay for the
actual time spent applying pesticide/herbicide if they possess a valid
Qualified Applicator Certificate issued by the Department of
Pesticide Regulation. The City shall pay certificate renewal and
maintenance fees.
G. Each Parks Maintenance Worker 1/II regularly assigned on a full-
time, year-round basis to irrigation work shall receive an additional
five * * * percent (5%) of their base hourly rate of pay for each full
pay period while so assigned.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 35
d. Each Utility Leadworker assigned to * * * Graffiti * * * Abatement,
shall be paid two * ** percent(2%) above their base rate of pay while
so assigned.
10. Bilingual Certification Program
a. The bilingual certification program consists of a City administered
examination process whereby employees may apply for a bilingual
examination, and if certified by the examiner, receive bilingual
premium pay for interpreting and translating.
b. Bilingual certification examinations will be conducted on an as
needed basis. Examination applications will be available at the
Personnel Services Department and City department personnel
units. Effective upon approval of this MOU, in order to remain eligible
to receive bilingual premium pay, employees must take and pass the
certification examination once every five (5) years. Employees who
fail to recertify will no longer receive bilingual premium pay.
C. This bilingual certification program is not subject to the grievance or
appeal process.
d. Department directors or their designees, shall annually designate
those positions or assignments for which bilingual skills are desired.
This may result in the loss of bilingual designation and pay for those
positions or assignments not selected.
e. Bilingual certification examinations are conducted for languages as
outlined in the Salary Resolution.
f. The bilingual premium pay rate for certified permanent employees is
one hundred dollars ($100) per month, regardless of how many
languages for which an employee is certified. This pay is
pensionable under the City of Fresno Retirement System.
g. Certified employees may interpret/translate for
departments/divisions they are not assigned to, provided the
requesting department/division has a demonstrated customer
service related need, and has obtained approval from the certified
employee's supervisor.
h. Certified employees shall not refuse to interpret/translate while on
paid status. Refusal shall result in appropriate disciplinary action.
Certified employees may be assigned to any incident or investigation
requiring their bilingual skills, and may be required to prepare written
reports related to the incident or investigation. The objective of this
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 36
policy will be to utilize department resources in the most efficient way
possible.
i. Except in the event of an emergency as determined by management,
bilingual employees who are not certified shall not be required to
interpret/translate.
G. HEALTH AND WELFARE
1. Health Insurance - City Health Plan - Employee Options
a. The City and the Union agree that the Fresno City Employees
Health and Welfare Trust ("Trust") has the authority to
determine the health insurance benefits that will be provided to
City employees. The City's sole obligation for an employee's health
insurance shall be to * * * provide a set percentage of the total
premium for such benefits to be contributed to the Trust by the
City per employee on behalf of employees represented by the Union.
* * * The City contribution of the total premium shall be seventy
percent(70%) and the employee share of the total premium shall
be thirty (30%). Employees may opt to contribute the employee
share through payroll deductions to make up the difference
between the total premium and the City contribution to receive
the maximum benefit coverage provided under the Trust, opt
not to contribute the employee share and accept a reduced
coverage option, or opt out of the City's Health and Welfare plan
pursuant to Article VII, Section G, subsection 2 below.
b. Should any other represented bargaining unit in the City negotiate a
successor MOU, or extend the period of an MOU, or have terms
imposed resulting in a greater contribution by the City, upon the
Union's request, the City will match that benefit.
C. The City will meet with Local 39 and other City bargaining units to
discuss an alternative health care plan and/or to modify the Health
and Welfare Trust agreement, provided that no changes will be made
unless all represented bargaining units agree.
2. Other Insurance Contribution (Opt Out Benefit)
a. With proof of other insurance, employees may opt out of enrolling
in the City's Health and Welfare plan if enrolled in a health plan
outside of the City, such as a spousal plan. The City shall
contribute up to three hundred dollars ($300) per month for each
employee electing not to enroll * * * in the City's Health and Welfare
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 37
plan * * *. The City contribution shall not exceed the health premium
the employee is paying.
b. Eligible employees (i.e., with proof of other insurance) may enroll in
* * * the City's Health and Welfare plan upon:
(1) employment with the City;
(2) within thirty (30) days of a qualifying event; or,
(3) during the open enrollment period for the Health Plan.
C. On an annual basis during the month of November, employees
electing to opt out of the City's Health and Welfare Plan * * * will
be required to submit proof of other insurance to the Personnel
Services Department. * * * If * * * other insurance is discontinued
for any reason at any point, the employee must notify the
Personnel Services Department immediately. If other insurance
is discontinued or the employee does not provide proof of other
health insurance annually during the month of November, the
employee will automatically be enrolled in the City's Health and
Welfare Plan and will not be eligible to opt out of the City's
Health and Welfare Plan during the respective plan year unless
they have a qualifying event and submit proof of other
insurance within thirty (30) days of the qualifying event
(including, but not limited to, birth or adoption of child, marriage
and/or divorce, or loss of other coverage). Otherwise, the
employee may opt out during the open enrollment period for the
Health and Welfare Plan with acceptable proof of other
insurance.
d. Acceptable proof of other health insurance will be * * * presenting
documentation showing proof of other insurance contribution
amount and presenting a current insurance identification card
bearing the employee's name or proof of the employee's
eligibility from the insurance provider. In both cases,
acceptable proof of other health insurance for purposes of this
provision must include the City employee's name.
H. LEAVES
1. Holidays
a. Except as may be modified in this Section, Holidays shall be
governed by FMC Section 3-116:
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 38
• January 1
• The third Monday in January
• The third Monday in February
• The last Monday in May
• July 4
• The first Monday in September
• November 11
• Thanksgiving Day in November
The Friday after Thanksgiving Day in November
December 25
• Employee's Birthday
• Two (2) Personal Business Days (8 hrs. credited to holiday balance
on the first month after Council approval of this MOU and thereafter
8 hours on July 1 and 8 hours on January 1 of each year.)
■ Any day or part of a day declared by the Council, by ordinance or
resolution, to be a holiday.
b. If January 1st, July 4th, November 11 th, or December 25th falls upon
a Sunday, the Monday following will be observed as the holiday, in
lieu of Sunday. For employees who are regularly scheduled to
work on Sunday, the holiday shall be observed on Sunday for
purposes of compensation pursuant to subsection c. below.
Except as expressly stated otherwise in this Section,
employees will be required to work their regular schedule on a
holiday unless they have an approved leave of absence.
C. All employees will receive eight hours compensation for the above
holidays with the following exceptions:
(1) For work performed on a holiday which is a scheduled work
day, an employee shall receive the employee's regular salary
(i.e., base pay rate)for the hours worked on that day, and will
be credited with hours equivalent to the amount of hours
worked (up to eight hours) of holiday leave. If the employee
worked less than eight hours, the balance of the holiday hours
will be paid.
Employees on a 4/10 work schedule, who work ten (10) hours
on a holiday, which is a scheduled workday, shall receive the
employee's regular salary (i.e., base pay rate) for the hours
worked on that day, and will be credited with eight hours of
holiday leave. If the employee worked less than ten hours, the
employee will be credited with hours equivalent to the amount
of hours worked (up to eight hours) of holiday leave. The
balance of the holiday hours will be paid up to eight hours.
The employee may elect to take an additional two hours from
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 39
a leave bank other than sick leave, or may elect to receive 2
hours of leave without pay (LWOP).
(2) When a holiday falls on a regularly scheduled day off,
employees will be credited with eight hours of holiday.
(3) In addition to the holiday credit in Subsection (2), above,
employees who are called in or scheduled to work a holiday,
which is their regularly scheduled day off, will be
compensated at time and one-half for a minimum of two
hours, or for actual hours worked, whichever is higher.
(4) Employees who are absent from duty on leave without pay or
suspension without pay at the end of the employee's shift
before the recognized holiday will not receive compensation
for the holiday, unless they actually work the holiday. This
Subsection shall not apply to employees who are on leave
without pay as a result of the unavailability of work.
d. Effective May 19, 2014 employees' holiday leave balances over
forty-eight (48) hours were * * * placed in a non-accruing "special
holiday leave bank."
e. Employees may cash out up to forty-eight (48) hours of leave from
the special holiday leave bank each fiscal year.
f. The maximum holiday leave accrual is forty-eight (48) hours. Any
regular holiday leave accrued may be cashed out at any time. Any
holiday leave accrued above forty-eight (48) hours will be
automatically cashed out.
g. Any balances of holiday leave or in the special holiday leave bank
shall be paid to the employee upon separation from City service.
h. Holiday leave from either holiday bank may be taken in increments
of less than 8 hours.
i. Employees of the Solid Waste Management Division will not be
required to work on Thanksgiving, Christmas, or New Year's Day.
2. Sick Leave
a. Sick leave may be taken for absences from duty * * * in accordance
with FMC Section 3-107.
[§§ deleted]
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 40
b. Sick Leave Accrual - Employees shall accrue sick leave at the rate
of eight(8) hours for each completed calendar month of employment.
C. Administrative Order * * * 2-20, Sick Leave Policy, shall not apply to
members of this Unit. Instead, Attendance Policy, Addendum I
incorporated into this MOU shall apply, as well as the FMC, City
administrative orders, policies, procedures, rules and regulations
concerning leave usage and administration. In the event of any
conflict, the provisions of Addendum I, Attendance Policy, shall
apply.
d. Upon retirement, Sick Leave * * * may be credited to an account
for the employee under the City's Health Reimbursement
Arrangement in accordance with * * * Section J., below.
e. Sick Leave Under Labor Code Section 233 - All employees will be
allowed to use up to * * * half of their annual Sick Leave accrual
per fiscal year for Protected Sick Leave in accordance with California
Labor Code Section 233. * * *
Protected Sick Leave, as described above, may be used under
the following circumstances, and may be designated as
protected time pursuant to state law at the employee's
discretion:
Diagnosis, care, or treatment of an existing health
condition of, or preventative care for, an employee.
Diagnosis, care, or treatment of an existing health
condition of, or preventive care for an employee's parent
(a biological, adoptive, or foster parent, stepparent, or
legal guardian of an employee or the employee's spouse
or registered domestic partner, or a person who stood in
loco parentis when the employee was a minor child),
child(a child, which for purposes of this article means a
biological, adopted, or foster child, stepchild, legal ward,
or a child to whom the employee stands in loco parentis
— this definition of a child is applicable regardless of age
or dependency status), spouse, registered domestic
partner, sibling, grandparent, or grandchild; or,
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 41
• For an employee who is a victim of domestic violence,
sexual assault, or stalking, the purposes described in
Labor Code Section 230(c) and Labor Code Section
230.1(a).
Any leave taken under these provisions which would also apply
to other Sick Leave provisions (e.g., Protected Sick Leave
and/or family and medical leave)would also count toward those
provisions.
f. Employees who terminate City employment and return within one
year of such termination will be entitled to reinstatement of their sick
leave balances at the time of termination from City employment, up
to a total of 48 hours.
3. Supplemental Sick Leave
On July 1, 2023, and each July thereafter of each fiscal year,
employees in this Unit shall accrue Supplemental Sick Leave with an
accrual limit of forty (40) hours per fiscal year and up to a total lifetime
maximum of eighty (80) hours. Employees who have earned eighty
(80) hours or more of Supplemental Sick Leave shall retain those
hours but shall not accrue any additional Supplemental Sick Leave
time. However, if an employee is absent from work on a leave without
pay status on July 1st, the additional forty (40) hours shall be prorated
and received upon the employee's return to work. This Supplemental
Sick Leave accrual may only be utilized if the employee has exhausted
all other Sick Leave accruals, or as Protected Sick Leave as set forth
in Article VII, Section H, Subsection 2.e. above. Upon separation from
City service the accrued hours will be:
1. Placed in a Health Reimbursement Arrangement (HRA) in
accordance with Article VII, Section J; or,
2. Cashed out at retirement or upon separation from the City if not
eligible for participation in the HRA.
Accruals shall be prorated for employees hired after July 1st. In the
event the employee transfers to another unit, the accrued hours shall
remain in the Supplemental Sick Leave Accrual Bank until retirement
or separation from City service, at which time the employee may elect
one of the options above.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 42
4. Vacation Leave
Employees accrue vacation leave hours for each completed calendar
month of employment as reflected in the table below. Employees with less
than 10 years of continuous employment are allowed to accrue 340 hours
of vacation leave, * * * employees with 10 years or more of continuous
employment but less than 20 years of continuous employment are
allowed to accrue 420 hours of vacation leave, and employees with 20 or
more years of continuous employment are allowed to accrue 480
hours of vacation leave.
Years of Continuous Accrual Rate
Employment (hrs./mo.)
Less than 5 8
More than 5 but less 10
than 8
More than 8 but less 11.33
than 14
More than 14 but 13
less than 20
More than 20 15
Employees are encouraged to utilize earned leave for vacation purposes on
a scheduled basis.
If on October 31 of each year, an employee has a balance of two hundred
forty (240) or more hours of vacation, the employee may in November of
that year request a cash payment of up to forty (40) hours of any vacation
accrual that employee has acquired prior to the December payroll period.
An employee who, in accordance with the Attendance Policy attached to
this Memorandum of Understanding as Addendum I, has incurred anything
greater than the 4th incident at the point in time in which the cash out is
available is ineligible to receive a cash out.
5. Fatigue
Fatigue Time is allowed to afford an employee the opportunity to rest
because:
1. The employee has been required to work in excess of four
hours of overtime.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 43
AND
2. The overtime was completed with less than eight hours before
the start of the employee's next regularly scheduled shift.
Fatigue Time allows an employee at least eight hours in which to rest before
being required to report to the regularly scheduled shift. On those occasions
where a situation does not lend itself to the above policy, Fatigue Time will
be considered by the Department Director or designee upon
recommendation from the employee's supervisor.
In recognition of the above, if an employee who is authorized Fatigue Time,
time such time shall be deducted from the employee's Compensatory Time
Off, Vacation bank or Sick Leave, whichever the employee chooses, with
no penalty to the employee. If the employee does not have enough hours
in their Compensatory Time Off, Vacation bank or Sick Leave to pay for
sleep time, the employee may take the time as unpaid, with no penalty to
the employee.
[§ deleted]
I. STATE DISABILITY INSURANCE (SDI)/PAID FAMILY LEAVE (PFL)
1. Employees who are members of this Unit have been enrolled in the
SDI/PFL * * * coverage plan pursuant to an Agreement dated by the parties
on May 7, 2007
2. Employees shall file claims in the same manner as required under the
SDI/PFL Plan.
3. The City shall maintain SDI/PFL through employee payroll deductions to be
funded by employee contributions.
4. All employees with an approved SDI/* * *PFL* * * claim must notify the City
within fourteen (14) calendar days of the claim date and fill out a form made
available by the City indicating whether or not the employee desires to
integrate leave with the claim. Extensions beyond fourteen (14) calendar
days due to exigent circumstances, such as the employee being
incapacitated, may be considered on a case-by-case basis by the Director
of Personnel Services or designee.
Eligible Employees who are absent from duty and are receiving SDI/PFL
benefits who are eligible to use Sick Leave, Vacation Leave, Holiday Leave,
Compensatory Time Off or other available leave banks the employee is
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 44
authorized to use, shall be eligible to integrate a portion of their individual
leave balances with SDI/PFL benefits as noted below.
Integrating Sick Leave balances is defined as the SDI/PFL benefit and the
monetary value of the employee's leave balances added together to provide
a bi-weekly net income which shall be no more than 100 percent of the
employee's normal biweekly gross wages (excluding overtime pay)
immediately prior to the start of the disability period.
Integrating leave balances with SDI/PFL benefits will continue only if leave
balances are available and the employee remains eligible to receive
SDI/PFL benefits.
5. An employee who has elected to integrate leave balances will be
considered to be in paid status for the purpose of accumulation of leave and
other benefits. An employee electing to integrate must first use
available Sick Leave before integrating other eligible leave banks. * * *
If the employee chooses not to integrate leave or has no available balances,
then the employee will be in a Leave Without Pay (LWOP) status.
6. An employee who is receiving SDI/PFL who has exhausted all other leave
balances and has received donated time in accordance with City policies,
may use donated time in conjunction with SDI/PFL benefits. Use of donated
time shall be in accordance with the provisions of this section.
7. Employees who elect to integrate must provide Payroll with a copy of the
Notice of Computation from the State of California Employment
Development Department (EDD) within fourteen (14) calendar days of the
issue date, and are required to authorize EDD to share benefit computations
with the City when filing the initial claim form(s). Extension beyond fourteen
(14) calendar days due to exigent circumstances, such as the employee
being incapacitated, may be considered on a case-by-case basis by the
Director of Personnel Services or designee.
[§ deleted]
If an employee does not provide information on SDI/PFL benefits within
fourteen (14) calendar days of the issue date of the Notice of Computation,
no integration will occur. Integration will not be provided for any period
before the City receives notification of SDI/PFL benefits, including
retroactively, and the employee provides signed notification that the
employee wants to integrate, unless exigent circumstances apply.
8. Initiating integration of accrued leave with SDI/PFL benefits shall be subject
to the following conditions:
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 45
a. Any period of absence during which an employee is receiving
SDI/PFL benefits but is not * * * integrating leave shall be deemed
a leave of absence without pay.
b. Service credits toward seniority, step increase eligibility, and
probation periods shall be in accordance with the MOU and City
policies/procedures.
C. If an employee exhausts all available leave balances but continues
receiving SDI benefits, the City's compensation shall cease.
d. The City shall continue contributions toward the employee's health
and welfare benefits and retirement contributions in accordance with
established laws and practices during the pay periods that include
leave payments by the City. The employee shall be responsible for
payment of premiums required to maintain health and welfare
benefits when City contributions cease in accordance with
established laws, policies and practices.
e. Eligible permanent part-time and permanent intermittent employees
shall be included in this program on a pro-rata basis.
9. If elected as described above, integration will end upon notification from the
employee that SDI/PFL benefits have terminated; the employee exhausts
all leave balances and/or donated time resulting in LWOP status; the
employee's return to work; or, the employee's separation from City
employment, whichever comes first in time.
10. In the event the City determines that legislative, administrative, or judicial
determinations cause changes which in any way restricts, reduces, or
prohibits any provision of this Agreement, the parties shall immediately
meet to discuss necessary amendments and/or modifications.
J. HEALTH REIMBURSEMENT ARRANGEMENT (HRA)
The City currently maintains a Health Reimbursement Arrangement (HRA) that
qualifies as a "health reimbursement arrangement" as described in Internal
Revenue Service (IRS) Notice 2002-45 and other guidance published by the IRS
regarding HRH's. The City agrees to maintain the HRA such that it will continue to
qualify as a health reimbursement arrangement for the term of the MOU.
At service retirement, or at a disability retirement * * * if the employee is otherwise
eligible for service retirement, employees who have used eighty (80) hours or less
of sick leave and/or vacation leave used for sick time (excluding only hours used
for bereavement leave and/or statutorily protected leaves such as workers'
compensation leave, Protected Sick Leave, Family & Medical Leave Act, and
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 46
California Family Rights Act Leave) in the 24 months preceding their date of
retirement, will be credited with an account for the employee under the HRA to be
used solely to pay premiums for medical insurance (including COBRA premiums)
and qualified medical expenses as defined in Internal Revenue Code Section
213(d), and further detailed in Internal Revenue Service Publication 502. The
"value" of the account shall be determined as follows:
• The number of accumulated sick leave hours in excess of 240 hours at the
time of retirement multiplied by 80% of the employee's then current hourly
base rate of pay.
The hourly base rate of pay shall be the equivalent of the monthly salary for
an employee as reflected in the ***Salary Resolution, multiplied by twelve
(12) months then divided by 2,080 hours.
At the City's option, the HRA accounts shall be book accounts only — no actual
trust account shall be established for any employee. Each HRA book account shall
be credited on a monthly basis with a rate of earnings equal to the yield on the
City's Investment Portfolio (provided that such yield is positive).
The HRA accounts shall be used pursuant to the City of Fresno Retiree HRA
Plan Document * * *. Once a participant's account under the HRA has been
reduced to $0, no further benefits shall be payable by the HRA. If the participant,
the participant's spouse, and the participant's dependents die before the
participant's account under the HRA has been reduced to $0, no death benefit
shall be payable to any person by the HRA.
While this provision is in effect, employees shall not be allowed to cash out any
accumulated or accrued sick leave at retirement.
K. UNIFORMS, SAFETY SHOES, AND PRESCRIPTION SAFETY GLASSES
1. Uniforms
The system for providing and maintaining uniforms for all employees in this
Unit, where applicable, shall be maintained for the duration of this
Agreement. The cost of the uniforms shall be shared by the City and
employees as specified in Administrative Order 3-6.
2. Safety Shoes
* * * Safety shoes for employees in Unit 1 shall be governed by the City of
Fresno Illness and Injury Prevention Program (IIPP) and shall meet the
Cal OSHA General Industry Safety Order Foot Protection standards
outlined in Title 8, Section 3385. * * * The City will provide a voucher for
employees in this Unit who are authorized or required to wear safety shoes
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 47
for two hundred fifty dollars ($250)for the purchase of safety shoes, or the
value of one (1) pair of approved shoes, whichever is less. * * * Employees
in classes and assignments who are required to wear Electrical Hazard
rated or Chemical-Resistant safety shoes may be issued * * * a voucher
of up to three hundred dollars ($300) for the purchase of one (1) pair of
safety shoes per voucher. In either event, the employee shall pay any cost
in excess of the amount of the voucher.
Employees provided with safety shoes, which shall be used for the
express purpose of City business, may request a voucher for
replacement safety shoes when the safety shoes are no longer
serviceable as verified by the supervisor. When the employee obtains
new safety shoes,the safety shoes that are no longer serviceable shall
be turned in to the employee's immediate supervisor.
3. Prescription Safety Glasses
Employees who are required to wear prescription glasses and are
required to wear protective eyewear in the performance of job duties
pursuant to the City of Fresno IIPP shall be reimbursed for the
purchase of prescription safety glasses up to one hundred twenty-five
dollars ($125) annually.
Employees requesting reimbursement for the purchase of
prescription safety glasses must complete a Travel and Expense
Reimbursement form provided by the Finance Department, obtain
signature of the appointing authority or designee, attach proof of
payment of prescription safety glasses, and submit the form to their
department within ten (10) calendar days of incurring the cost.
L. PARKING RATES
Parking rates for employees in the downtown area will be $15.00 per month for
general parking and $20.00 per month for an Official Vehicle Permit, as referenced
in the Administrative Orders, which from time to time may be amended.
M. WORKERS' COMPENSATION
1. Notwithstanding the provisions of the FMC Section 3-118, an employee who
suffers or has suffered an injury in the course and scope of City employment
shall receive 66.67% of average weekly earnings in the fifty-two (52)weeks
prior to the injury from the City, beginning on the fourth day of such absence,
unless hospitalized on the first day for at least 24 hours, or unless the
absence exceeds 14 days, in which case, the employee shall receive the
pay provided in this Section from the first day. Except as modified herein,
the provisions of FMC Section 3-118 shall apply. Should the State
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 48
mandated workers' compensation rate of payment be adjusted, the City and
the Union will have a limited reopener to adjust the rate accordingly.
2. In the event City pay is not provided during the first three days of absence
due to such injury, the employee may, at the employee's option, take sick
leave for that period.
N. HOURS OF WORK AND SCHEDULES
1. General
a. The workweek for the City begins on Monday at 12:01 a.m. and ends
the following Sunday at midnight. The workday starts at 12:01 a.m.,
and ends 24-hours later at midnight. The standard/normal workweek
work schedule is a 5/8 consisting of five-(5) days of eight-(8) hours
each, excluding a meal period.
b. Work schedules (includes days off and meal periods)are established
by individual departments/divisions, solely at management's
discretion, based upon the need to provide service to the public,
other City departments, and/or other operational efficiency
requirements. If requested by either party, the City and the Union
agree to meet and consult prior to implementation of new work
schedules.
C. Employees shall receive a one (1) hour or a one-half ('/z) hour meal
period, without pay, each day and a fifteen (15) minute paid rest
period during the first half of the workday and a second fifteen (15)
minute paid rest period during the second half of the workday. Meal
periods and rest periods are scheduled by departments/divisions
according to the needs of the department/division. If an employee is
required to work during the employee's meal period, with the
approval of the employee's supervisor, and if no alternate meal
period is taken, said time shall be compensated at the applicable
hourly rate of pay if the time worked exceeds that of the employee's
normal schedule/shift. The City retains the exclusive right to control
the use of City-paid break periods, and exclusive control of the use
of City vehicles at all times.
d. Employees whose duties require it shall be allowed a reasonable
amount of time for a personal clean-up period prior to the end of each
work shift.
e. With 72-hours' notice to affected employees, departments/divisions
may temporarily modify an employee's regular schedule to address
special service needs, employee training and/or cross-training, and
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 49
backlog and/or workload concerns. Said temporary modification shall
not result in the loss of night shift premium pay.
2. Daylight Savin s Hours
At the Union's request, the City agrees to meet and confer regarding
changes in working hours during daylight savings time. Any employee
regularly scheduled to work, and who does work a shift during which a
change from Pacific Standard time to Pacific Daylight time, or vice versa,
occurs, will be paid for actual hours worked at the applicable hourly rate.
3. Alternate Work Schedules
a. Department directors or designees shall be solely responsible for
determining and designating divisions/units/sections/specific job
classes within their respective departments that may implement
variations to the standard/normal work schedule. A minimum of 30
calendar-days written notice shall be provided to affected
employees, the Labor Relations Division and Local 39.
b. Alternative work schedules may be necessary in order to provide
minimum staffing, and/or based upon the service needs of the
public/other City departments, and/or other operational efficiency
requirements. It is expressly understood that position assignments,
by classification, staffing levels, work schedules, meal periods, and
days off are determined solely by management, and are subject to
change based on, and including but not limited to, varying workload,
the additional of authorized staffing, and department operational and
service needs.
(1) If established, employees shall select a 5/8 or 4/10 work
schedule according to department/division selection
processes. Absent sufficient selections, management will
assign employees to a 5/8 or 4/10 work schedule, or
combination thereof.
(2) Except for emergencies, employees working a 4/10 schedule,
or who have days off other than Saturday and Sunday, shall
schedule all medically-based appointments on off duty time.
C. The hours for employees working a 5/8 shall consist of five (5) eight
hour days with two (2) consecutive days off * * *. The hours for
employees working a 4/10 shall consist of four(4) ten hour days with
three (3)days off, of which two (2)of the days off will be consecutive.
Scheduling of days off shall be determined by management.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 50
i
d. Departments/divisions may discontinue alternative work schedules
at any time if it is determined by management that they detrimentally
effect operations and services. Thirty (30) days advance notice shall
be given in writing to affected employees, the Labor Relations
Division and Local 39. The decision to discontinue alternative work
schedules is not appealable or grievable. If departments/divisions
discontinue alternative work schedules established under this
Subsection, employees will revert to 5/8 standard/normal work
schedules as determined by management.
e. Except as detailed in the paragraph below, applicable Unit
Agreement provisions, Salary Resolution, FMC, and Administrative
Orders concerning alternative work schedule (i.e., 4/10) limitations
on overtime, holidays, leave accrual and usage, sick leave accrual
and usage, and night shift premium pay shall govern.
An employee on a 4/10 work schedule who is off on a holiday, which
is a regularly scheduled workday, shall receive eight (8) hours pay
for the holiday, and may elect to take two (2) hours vacation, holiday,
or CTO for a full ten (10) hours pay, or may elect to receive two (2)
hours leave without pay (LWOP). Absent an employee request or
election, division payroll will deduct the two (2) hours from available
vacation, holiday, or CTO balances prior to any deductions for
LWOP.
O. PERSONNEL MATTERS
1. Personnel Files
a. The * * * Personnel Services Department, under the direction of
the Director of Personnel Services, shall maintain the official
personnel file for each employee. Each employee may review, or
authorize in writing its review by a designated representative, subject
to reasonable rules and regulations, and receive a copy of all
material placed in either the employee's official file or departmental
file. If an employee disagrees with the content of a document placed
in either file, it shall be the right of the employee to submit a response
to the Director of Personnel Services to be attached to the document
in question and included in the appropriate file. Personnel files are
considered confidential and access is limited.
b. Documents, including performance evaluations, retained in the
employee's departmental file shall be forwarded to the employee's
new department if the employee transfers, promotes, or demotes.
The file should be forwarded to Human Resources when the
employee leaves City service.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 51
C. Inquiries regarding employment references shall be administered in
accordance with existing City policies.
2. Employee Performance Evaluations
a. Each City department shall have the right to conduct employee
performance appraisals on a department-wide basis for all
employees at the discretion of the appointing authority.
b. Employees on probation shall receive performance evaluations
every three (3) months during the probationary period.
C. Permanent employees shall receive performance evaluations at
least once each year, normally near the employee's anniversary
date.
d. Prior to modifying the Employee Performance Evaluation form (Local
39, Unit 1), * * * Labor Relations will notice Local 39 with an
opportunity to meet and discuss the proposed evaluation form with
the Union. * * *
e. An employee who disagrees with a performance evaluation may
within fourteen (14) calendar days from the date of the performance
evaluation:
(1) Write a rebuttal statement for attachment to the performance
evaluation form; and/or
(2) Request further review with the supervisor of the reviewer, but
in no case higher than the department head or designee.
f. Requests for review of employee performance evaluations are not
subject to the grievance procedure.
g. It is understood that evaluations for non-probationary employees are
not to take the place of disciplinary/corrective actions as outlined in
Administrative Order 2-14.
3. Transfer Requests
Transfers shall be governed by appropriate provisions of the FMC,
including, but not limited to, Sections 3-261, 3-262, and 3-274.
4. Flexible Staffing
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 52
[§§ deleted]
* * * Flexible staffing will be in accordance with * * * Administrative Order
* * 2-10 * * * * * *
Flexible staffing is used to designate classes in a promotional series
in which both the entry and journey level classes are assigned the
same kinds of duties, the difference being the range of duties
performed, the level of skill required, and the amount of supervision
received.
Flexible staffing allows departments to hire at the lower level class in
the series, provide on-the-job training, and to promote to the next
higher level in the series once the experience requirements have been
met, the full range of duties are being satisfactorily performed and
upon recommendation by the Appointing Authority (i.e., Department
Director).
5. Suspension of Competition
Suspension of Competition shall be in accordance with FMC Section
3-268. * * *
[§ deleted]
6. Layoffs
The department director, with the approval of the City Manager's Office,
may reduce the number of employees in the department to address budget
concerns or a decrease in the workload, by laying off employees in any job
classification in which the department director determines a reduction is
necessary. This Section does not apply to temporary layoffs because of
inclement weather or lack of work.
a. Layoffs will occur in the following order:
(1) Temporary Employees
(2) Provisional/Limited Employees
(3) Probationary Employees
(4) Permanent Intermittent Employees
(5) Permanent Part-Time Employees
(6) Permanent Full-Time Employees
b. Seniority- When the layoff must be of one or more employees in the
same job classification, the layoff shall be done by reverse seniority
(i.e., last hired, first laid off, within that job classification).
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 53
For the purposes of layoff, seniority in job classification is defined as
continuous time in service in the job classification. An employee
accrues seniority from the time the employee is appointed to a
position in the job class. In the event of a tie, rank on the City-wide
employment list for the classification will be used to break the tie. In
the event there is still a tie, total continuous time as a permanent City
employee will be used to break the tie. In the event there is still a tie,
a mutually agreed random method will be used to break the tie. If a
random method is used, affected employees will be offered an
opportunity to observe. If the employee cannot attend the scheduled
time or refuses to attend, the tie breaker will proceed as scheduled.
C. Transfer and\or Demotion (Bumping)
(1) An employee subject to layoff shall be transferred to a vacant
position in the same job classification in another department
if such a vacancy exists. In the event no vacancies in that job
classification exist, an employee subject to layoff in one
department who has greater seniority than one or more
employees in the same job classification in another
department shall be transferred to the position held by the
least senior employee in such classification, and the least
senior employee shall be subject to layoff ("bumped"). This
provision shall be subject to a limited reopener in the event
that FMC Section 3-291 is modified in regard to department
and/or City-wide layoffs.
(2) In the event an employee subject to layoff does not qualify for
a transfer pursuant to Subsection c.(1) above, and the
employee has previous service as a permanent employee in
a lower job classification, and the employee's employment by
the City has been continuous, the department director shall
demote the employee subject to layoff to a position in that
lower class. Layoffs that may become necessary due to
demotions or transfers pursuant to this Subsection c. shall be
governed by the same regulations herein. This provision shall
be subject to a limited reopener in the event that FMC Section
391 is modified in regard to department and/or City-wide
layoffs.
(3) In the event an employee is demoted to a lower classification
pursuant to Subsection c.(2) above, that employee shall have
all time in classification the employee is being demoted from
and all time in the classification the employee is returning to
counted towards seniority in the lower classification.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 54
(4) A permanent non-probationary employee transferred or
demoted pursuant to the provisions of Subsection c. (except
Subsection c.(5) below) shall not be required to serve a
probationary period in the employee's new job classification.
A probationary employee transferred or demoted pursuant to
FMC Section 3-291 shall serve the probationary period,
subject to the same conditions of probation, as a new
employee appointed to the job classification from an eligible
list.
(5) Any employee subject to layoff who does not qualify for a
transfer pursuant to Subsections c.(1) or (2) above may
submit a written request to the Director of Personnel Services
to be considered for a transfer to any vacant position in a job
classification for which the employee meets the minimum
qualifications (as determined by the Director of Personnel
Services), provided that such job classification has an
equivalent or lower salary range (i.e., the E step of the pay
range is not more than two percent (2%) higher than the E
step of the employee's current pay range). The employee may
be transferred to the vacant position with the approval of the
director of the department where the vacancy exists.
Employees transferred under this Subsection will be required
to serve the probationary period for the new job classification.
FMC Section 3-249 provides that an employee may file a
written request for the review of the decision by the Director
of Personnel Services that the employee does not meet the
minimum qualifications of the position to which the employee
has requested a transfer.
(6) Employees assigned to another department or division will be
subject to the seniority rules of the department/division for
purposes of shift, vacation and days on and off.
d. Reinstatement List - Any employee holding an appointment in a
permanent position who, for reasons of economy, lack of work,
budget cuts, or departmental reorganization, has been laid off,
transferred or demoted from that position, shall be entitled to be
placed on a reinstatement list for the job classification from which
they were laid off, transferred or demoted. In the event two or more
employees are laid off, transferred or demoted from the same job
classification, their placement on the reinstatement list shall be
determined by their comparative seniority within that job
classification.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 55
(1) As provided in FMC 3-250 and 3-252 (a)(1), an individual on
the reinstatement list shall have priority over candidates on an
eligible list for vacancies in the job classification from which
the employee was laid off, transferred or demoted. An
individual's name will remain on the reinstatement list for a
period of two (2)years following the effective date of the layoff,
transfer or demotion or two (2) refusals of a vacant position in
the classification.
(2) An individual, whose name has remained on a reinstatement
list continuously for more than two (2) years without
reinstatement, shall no longer have priority over candidates
on an eligible list, and shall no longer have any right to
reinstatement in any position in the job classification for which
the reinstatement list was established.
e. Reinstatement - Upon reinstatement from a reinstatement list, as
provided in Subsections d. and (1) above, an employee shall receive
full credit for all of the employee's service with the City as it relates
to salary and vacation accrual, and shall be credited with all unused
sick leave hours the employee had at the time of separation from City
service.
(1) Any employee, who did not complete the probationary period,
and achieve permanent status prior to placement on the
reinstatement list, shall serve a full probationary period
commencing from the date of the employee's permanent
appointment from the reinstatement list.
(2) Upon reinstatement from a reinstatement list an employee will
resume membership in the Fresno Employees' Retirement
System, and receive service credit for all City service,
provided that the employee was vested in the Retirement
System and did not withdraw contributions to the System at
the time of the layoff, or repays previous contributions
pursuant to FMC Section 3-534. An employee who elects to
not repay previous contributions, or who was not vested in the
System at the time of the layoff, shall receive service credit for
only that service subsequent to reinstatement for the
purposes of retirement benefit calculations.
7. Seniority
This seniority Subsection shall apply to work shift selection and vacation
scheduling for permanent employees in the absence of clearly established
departmental policies, practices, or procedures. This Subsection shall not
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 56
preclude any department from establishing policies, practices, or
procedures on seniority as applied to work shift and vacation scheduling. In
the absence of a department policy, practice, or procedure, the following
shall be used to determine seniority.
a. Seniority shall be defined as seniority in a class based on an
employee's length of continuous service as a permanent employee
in their present class. Seniority shall not be applied to temporary,
provisional or acting status employees. Permanent employees in
temporary, provisional, or acting positions will continue to accrue
seniority as if they were in their regular permanent position.
b. Continuous service shall include all time in the employee's present
class * * * and shall not include any time spent under suspension
from duty, demotion to another class, * * * on any leave of absence
without pay as defined in FMC Section 3-104, or separation from
City service. A military leave of absence shall not be considered a
break in service.
8. In Lieu Suspension for Disciplinary Action
By mutual agreement between the department director or designee and the
employee, an employee suspended from duty without pay may forfeit
accumulated holiday, CTO, and/or vacation credits equal to the number of
hours of suspension in lieu of suspension. If the suspension is reduced or
reversed at the conclusion of the appeal process, the City shall reinstate the
forfeited credits.
The provisions of this Subsection shall not be subject to the grievance
procedure.
9. Labor-Management Committees LMC's
The City and Union acknowledge the importance of the development,
implementation, and maintenance of LMC's in divisions throughout the City.
The parties agree to foster and provide guidance for the establishment and
ongoing maintenance of LMC's. The parties understand and agree that
LMC's do not have the authority to "meet and confer" regarding issues that
are within the mandatory scope of bargaining. The Subsections below shall
serve as minimum guidelines for LMC's throughout the City.
a. LMC's shall be responsible for determining committee composition.
However, LMC's may be composed, at a minimum, of the Assistant
Department Director, a representative selected by the Business
Agent for Local 39, the division manager, two
supervisory/management members, two Unit members, and one
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 57
member to function as the LMC's secretary/record keeper. LMC's
shall meet regularly, but no less than once per month. LMC
members shall be given forty-eight (48) hour notice for
nonemergency meetings that are not part of the regular/routine LMC
meeting schedule.
b. LMC's shall be responsible for establishing, publishing and
communicating, including any amendments thereto, LMC
procedural, committee composition, and subcommittee guidelines to
their division staff. The primary purpose of LMC's is to discuss and
evaluate matters and concerns pertinent to the applicable division
and/or the division's employees. In addition, LMC's understand that
safety issues and concerns, including topics for tailgate meetings as
well as changes in work rules, will be referred to the divisional safety
committee.
10. Contracting Out
The City retains the right to contract out any services performed by
members of this Unit. The City agrees to notify the Union when considering
contracting out of services normally performed by members of this Unit
which do not directly affect or displace members of the Unit due to growth
or expansion.
a. The City shall notify the Union of its intent to request proposals for
the contracting out of City services when those services are currently
being performed by employees of this Unit.This notification will occur
thirty (30) * * * calendar days before the request for proposals is
issued. The Union agrees that the City needs to be competitive with
the private sector. Both parties acknowledge that members of the
Unit have valuable experience and expertise in the provision of
municipal services and in that regard are desirous of including Unit
members in preparing and reviewing service delivery options and
cost comparisons in an effort to enhance the City's ability to be
competitive with the private sector in all areas to which Unit members
are assigned. In the event the award of services to third parties
results in the layoff of employees of this Unit, the parties shall meet
and confer on the impact of such a decision.
b. The City agrees that before layoffs become necessary, it will use due
diligence to accommodate employees displaced as a result of
Council's decision to contract out any of the services enumerated
above.
C. The City shall take all reasonable action to avoid layoff of employees
providing the services to be contracted out, which action may include
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 58
I
but is not limited to, holding vacant positions in classes to which
employees might be transferred, notifying employees subject to
layoff of examinations being conducted by the City for placement of
employees in positions for which they are qualified and administering
noncompetitive, qualifying examinations to employees for positions
to which they are eligible to transfer.
[§§ deleted]
11. Americans with Disabilities Act ADA Family Medical Leave Act California
Family Bights Act CFRA Occupational Safety and Health Act OSHA/Cal
OSHA) and Workplace Violence
The requirements mandated by these statutes have been established in
City policies (Administrative Order manual and Injury and Illness Prevention
Program handbook).
12. Probationary Period
Except for those entry level classifications which do not achieve permanent
status, all classifications in Unit 1, represented by Local 39 are subject to a
probationary period of twelve months. Employees in flexibly staffed classes
* * * shall serve * * * twelve months of probation * * * unless otherwise
noted in the Salary Resolution.
P. JURY DUTY AND COURT APPEARANCES
1. Jury Duty
An employee who is assigned to a work schedule outside of the regular
business hours of Monday through Friday 8:00 a.m. to 5:00 p.m.
and who is required to attend any court in response to a summons for jury
duty or while serving on a jury will be reassigned to a * * * Monday through
Friday 8:00 a.m. to 5:00 p.m. * * * work schedule for the required time in
jury duty, and night shift premium pay shall not be discontinued during the
period of reassignment. * * * Within one-half (1/2) hour of release from
jury duty, or as soon as possible thereafter, the employee shall notify
their supervisor of their approximate return to work time. Employees
are required to report to work during regular business hours
preceding and immediately following jury duty and reasonable travel
time unless prior authorization has been obtained from the
employee's supervisor which may include using applicable and
available leave time and/or Leave Without Pay if no applicable and
available leave balances exist. If an employee is dismissed from jury
duty during the week, the department shall have the discretion to
place the employee back in their regular work schedule for the
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 59
duration of the week, provided it does not result in overtime. All
employees shall receive their regular wages or salary during the time they
are required to be absent from the duties of their position to attend any court
in response to a summons for jury duty or while serving on a jury, but shall
pay over to the City any fees, including mileage allowances, received for
such attendance or service.
2. Court Appearances
The following rules shall apply to court appearances.
a. If an employee receives a departmental notice or subpoena requiring
a court appearance on the employee's regularly scheduled day off,
or on vacation, or on a day off on compensatory time off which has
been approved prior to notice and/or the employee's receipt of a
departmental notice of subpoena, the employee shall have the option
of:
(1) standing by at home, when legally permitted, or,
(2) appearing at the court, with a minimum of three (3) hours pay
at one and one-half (1 '/2) times the base rate of pay. During
this three (3) hour period, if the employee is not required to
appear in court, the employee may, at the option of the
department, be required to perform duties as assigned. The
employee shall be released from duty when the subpoena or
notice is cancelled or the court releases the employee.
b. If an employee receives a departmental notice or subpoena requiring
a court appearance on a regular day of work which falls outside of
assigned work hours, the employee shall have the option of:
(1) standing by at home, when legally permitted, or
(2) appearing at the court, with a minimum of two (2) hours pay,
at one and one-half (1 '/2) times the rate of pay. During this
two (2) hour period, if the employee is not required to appear
in court, the employee may, at the option of the department,
be required to perform duties as assigned.
(3) If the court appearance starts within one-half ('/2) hour
immediately following assigned work hours, the employee
shall receive a one (1) hour minimum. If the court appearance
falls during assigned work hours and continues beyond the
end of the shift, the employee shall be paid at the applicable
hourly rate for the actual time spent in court.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 60
C. The provisions of Subsection 2., above shall apply to employees who
are required to appear in anyjudicial or administrative proceeding as
a witness pursuant to subpoena, court order, or by request of the
District Attorney. Section O. of this Agreement shall apply to all
judicial proceedings (civil, criminal, or administrative) and Civil
Service proceedings in which an employee's presence is ordered,
directed, or requested by the City because of the employee's
employment.
d. Where an employee's appearance extends beyond the applicable
two (2) or three (3) hour minimum, the employee shall be paid the
employee's base hourly rate of pay.
e. Any employee regularly scheduled to a work schedule other than
Monday through Friday may have their schedule changed to Monday
through Friday until the employee's court appearance obligations are
completed.
Q. SPECIAL RULES FOR THE SOLID WASTE MANAGEMENT DIVISION
1. Residential Solid Waste Work
a. Residential Solid Waste work is performed by assigned routes, the
actual work upon which may vary according to the amounts of
material placed out for collection by the customers, and is not fully
subject to work planning. The work includes such collection and
varied duties including, but not limited to, the collection of special
pickups, skips, disposal of the day's collected material at disposal
site, return and check-in at the dispatch office, and participation in
any necessary briefing or training sessions.
b. During the week of Thanksgiving, routes for Thursday and Friday will
be shifted to Friday and Saturday. Drivers, who complete their
assigned route in less than ten hours on Saturday of Thanksgiving
week, will be paid for a full shift at one and one-half times the hourly
rate. Drivers who do not work full ten-hour shifts on the Tuesday and
Wednesday of Thanksgiving week due to unscheduled absences will
not be eligible to work on Saturday.
C. On those weeks when Christmas Day and New Year's Day fall on a
regularly scheduled week day, the routes scheduled on Christmas
and New Year's Day and the routes after these holidays will be
shifted by one day, to include Saturday. Drivers who complete their
assigned route in less than ten hours on these assigned Saturdays
of the weeks of Christmas and New Year's Day, will be paid for a full
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 61
shift at one and one half times the hourly rate. Drivers who do not
work full ten-hour shifts any day of the week of Christmas Day
(December 25) due to unscheduled absences will not be eligible to
work on the Saturday after Christmas. Drivers who do not work full
ten-hour shifts the week of New Year's Day (January 1) due to
unscheduled absences will not be eligible to work the Saturday after
New Year's Day.
2. Routes and Quality Control
Route perimeters shall be structured and restructured at the discretion of
the City; however, the City will include division employees in the
deliberations prior to implementing any changes. Both parties acknowledge
that division employees have valuable experience and expertise in the
provision of municipal services, and in that regard employees are expected
to be active participants in preparing and reviewing service delivery options
for their routes in an effort to enhance the City's ability to be competitive
with the private sector. Employees affected as a result of route perimeter
restructuring shall not have the right to bump other permanently assigned
employees. The City shall have the right to take necessary steps to ensure
sound quality control.
3. Vacation Selection
Selection of vacation shall be on the basis of date-of-hire seniority in the
Solid Waste Management Division (SWMD).
4. Route Assignment Selection
The following route assignment selection process applies to employees
occupying the classes of Sanitation Operator.
a. General - All employees selecting/bidding route assignments must
be qualified to drive the assigned vehicle. It is the responsibility of all
employees to possess and maintain a valid California Driver's
License (CDL) and Medical Certificate, and to inform SWMD of any
change or incident with the potential for change to the employee's
CDL status. Failure to possess and maintain a valid license or
certificate shall result in the employee being placed on a leave
without pay status, and subject to possible corrective action up to
and including termination for failure to qualify for the position.
(1) "Floaters" are Sanitation Operators who do not have a
permanent route.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 62
(2) Within six months of Council approval of the MOU, the City
and Local 39 will meet to discuss possible adjustments of
green waste routes based on seasonal workload variations.
Route assignments may be modified if the parties reach
mutual agreement.
b. Open Permanent Routes - Permanent routes are considered open
for selection/bidding when new routes are added or vacancies occur
(due to movement to another permanent route, separation from City
service, promotion, etc.).
(1) Selection/bidding of open permanent routes shall be on the
basis of seniority, by class.
(2) Open permanent routes that do not get selected/bid for will be
assigned by management to the least senior Sanitation
Operator that is available. Once Sanitation Operators are
awarded their selection/bid, or are assigned by management
they shall not be eligible to select/bid for six (6) months for
other open permanent routes that may become available.
C. Nonpermanent Routes - Nonpermanent routes occur when a
permanently assigned Sanitation Operator is absent from duty for
any reason (e.g., days off, vacation, sick, injury, leave without pay,
etc.). There are two types of nonpermanent routes (i.e., short term
and long term).
(1) General - The following applications apply to short term and
long term selection processes.
(a) The SWMD may assign employees to specific routes
when no other qualified employee is available. If an
employee so assigned is pulled from a route the
employee selected/bid on and was awarded, then after
the assignment is completed the employee will be
allowed to go back to the route the employee was
pulled from.
(b) Employees must remain on the nonpermanent long-
term route until the return of the permanently assigned
employee, or until quarterly rebidding occurs on the
first working day of January, April, July, and October.
(2) Short Term Routes - This is a nonpermanent route situation
of 40 hours or less, and the following assignment selection
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 63
process applies to floater employees occupying the class of
Sanitation Operator.
(a) Short term route assignments shall be assigned by
management to the least senior Sanitation Operator.
(3) Long Term Routes -This is a nonpermanent route situation of
more than 40 hours, and the following assignment selection
process applies to floater employees.
(a) Selection/bidding of long term routes shall be on the
basis of seniority, by class.
(b) Long term routes that do not get selected/bid for will be
assigned by management to the least senior Sanitation
Operator that is available.
5. Drivers assigned to the Residential Waste division who are not available for
their primary duties of driving a waste collection vehicle for a period of sixty
(60) calendar days or more (as verified by documentation, such as a
doctor's note or other leave of absence form) when bidding for vacations
and routes is in process (i.e., at the time of bidding), will not be allowed to
participate in the bid. The sixty (60) calendar days calculation will start on
the first day the Driver is stated to be unavailable to perform their primary
duties of driving a waste collection vehicle, and end on the day the Driver is
expected to return to perform their primary duties of driving a waste
collection vehicle. All Drivers will be notified of the bid date at least two (2)
weeks before vacation and route assignments are declared open for
bidding.
If and when a Driver returns to perform their primary duties of driving a
waste collection vehicle, the Driver will be assigned as a floater and also
allowed to bid on any unassigned routes.
The Driver will be eligible to bid at the next scheduled bid as long as the
Driver is not again unavailable for their primary duties of driving a waste
collection vehicle for a period of sixty (60) calendar days or more.
6. These rules may be modified by mutual agreement of the parties during the
term of the Agreement.
R. WASTEWATER MANAGEMENT DIVISION
1. Except for permanent employees occupying the classes of Wastewater
Treatment Plant Operator-in-Training, Wastewater Treatment Plant
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 64
Technician, and Wastewater Treatment Plant Specialist, seniority shall be
defined as seniority in a class based on an employee's length of continuous
service as a permanent employee in the employee's present class.
a. Seniority shall not be applied to temporary or provisional/acting
status employees.
b. Continuous service shall include all time in the employee's present
class. Continuous service shall not include any time spent under
suspension from duty, demotion/transfer to another class, or on any
leave of absence without pay as defined in applicable sections of the
FMC. A military leave of absence shall not be considered a break in
service.
C. In the event seniority is equal, seniority shall be determined based
upon the employee's standing on the eligible list for that class as
prepared by the Personnel Services Department. In the event
seniority is equal based on appointment to a journey level class (e.g.,
for a flexibly staffed series), seniority shall first be determined based
upon the employee's appointment date to the entry level class. In
the event the appointment date to the entry level class is also equal,
seniority shall be determined by the employee's standing on the
eligible list for the entry level class.
d. It is expressly understood that shift assignments and staffing levels
are determined by management, and are subject to change based
on varying workload, the addition of authorized staffing, and
operational and service needs. Such decisions shall not be
appealable or grievable.
2. For permanent employees occupying the classes of Wastewater Treatment
Plant Operator-in-Training, Wastewater Treatment Plant Technician, and
Wastewater Treatment Plant Specialist, seniority shall be defined as
seniority in this class series based on an employee's length of continuous
service as an employee in the class series (i.e., date-of-hire in the series).
Wastewater Treatment Plant Operator-in-Training shall not exercise
seniority rights (i.e. shift bidding) until permanent status is achieved by
being promoted.
a. Seniority shall not be applied to temporary or provisional/acting
status employees.
b. Continuous service shall include all time in the class series.
Continuous service shall not include any time spent under
suspension from duty, demotion/transfer to another class outside of
the series, or on any leave of absence without pay as defined in
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 65
applicable sections of the FMC. A military leave of absence shall not
be considered a break in service.
C. In the event seniority is equal, seniority shall be determined based
upon each employee's standing on the eligible list for initial date-of-
hire into the series as prepared by the Personnel Services
Department.
d. It is expressly understood that shift position assignments by
classification and staffing levels are determined by management,
and are subject to change based on varying workload, the addition
or reduction in authorized staffing, and operational and service
needs. Management may assign any employee occupying the class
of Wastewater Treatment Plant Operator-in-Training to a particular
shift or stall, move stalls to different shifts, and change the days off
for stalls. In the event management determines fixed shift schedules
detrimentally impact operational and service needs, management
may discontinue fixed shift schedules with thirty (30) days advance
written notice to the affected employees, and the Labor Relations
Division. The decision to discontinue fixed shift schedules is not
appealable or grievable.
(1) If management discontinues fixed shift schedules, schedules
shall revert to rotation through day, swing and graveyard shifts
which were in existence prior to the establishment of fixed
schedules.
S. CLASSIFICATION AND COMPENSATION STUDY
The City hereby agrees to conduct a comprehensive classification and
compensation study, including but not limited to salaries, premium and
certification pays, and classification structure regarding classes
represented by Local 39, following recommendations to be issued by a
subcommittee. The subcommittee shall be comprised of two (2)
representatives from Local 39, one (1) representative from the City
negotiating team, and one (1) representative from the City's Personnel
Services Department Classification and Compensation Division to identify
the initial framework. The parties intend for the subcommittee to
commence meetings by March 2023.
The City will implement up to $2.9 million dollars in compensation
adjustments based on the results identified by the classification and
compensation study and mutually agreed upon and accepted by both
parties and shall be implemented effective no later than December 30, 2024.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 66
ARTICLE VIII
FEDERAL DRUG POLICY
(FEDERAL OMNIBUS TRANSPORTATION EMPLOYEE TESTING ACT)
Policy
1. A policy which summarizes the federal regulations required by the Federal
Omnibus Transportation Employee Testing Act is distributed to all affected
employees during training and orientation.
2. The parties have agreed that the Medical Review Officer (MRO) and the
Substance Abuse Professional (SAP) will be those designated by the Risk
Manager and that employees referred to these services as a result of the
application of this policy will be tracked separately and the charges for services
provided by the referred MRO and/or SAP billed directly to the City through the
Risk/Safety Manager. The Risk/Safety Manager will be responsible for receiving
all information related to the implementation of this policy and directing the
applicable disciplinary action in coordination with the Director of Personnel
Services or designee.
3. An observer not subject to random testing under this policy, designated by one of
the affected labor organizations, will be invited by the Manager of the Risk/Safety
Division to be present at the time the random list is generated.
4. Any disciplinary action taken by the City as a result of this policy will be subject to
the applicable provisions of current MOU's, Administrative Orders, and FMC
concerning representation and hearing appeals process. Among the factors to be
considered in determining the appropriate disciplinary action include the level of
the offense, the nature and requirements of the work, length of employment,
current job performance, and history of past disciplinary action. Pursuant to the
provisions of FMC-3-605 (a)(5), the City reserves the exclusive right to determine
the level of disciplinary action, utilizing the following guidelines:
a. An employee who registers an alcohol breath level between .02 and .039
as a result of a random test will be immediately removed from the safety
sensitive position for a period of eight (8) hours Federal Transit
Administration (FTA)or twenty-four(24) hours Federal Motor Carrier Safety
Administration (FMCSA)and placed on administrative leave with pay for the
duration of the affected scheduled shift. An employee thus removed, may
be subject to appropriate disciplinary action up to and including discharge
for each such offense.
b. An employee who registers an alcohol breath level of .04 or greater, or is
determined to have a positive drug test as a result of reasonable suspicion,
random selection, or post accident testing, may be referred to a SAP for
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 67
evaluation. Any employee permitted to undergo rehabilitation treatment as
a condition of continued employment, must complete the treatment
modality/program recommended by the SAP prior to resuming a safety
sensitive function and participate in any follow-up protocol recommended
by the SAP. The period of absence to complete the rehabilitation program
will be charged to any available sick leave, vacation, or leave without pay,
at the employee's option. It is the employee's responsibility to authorize and
direct the SAP/MRO to keep the City informed of the progress of treatment.
An employee who fails to inform the City concerning the status of treatment,
refuses to undergo recommended treatment, does not complete the
recommended program and follow-up protocol, or refuses to return to work
after being released from rehabilitation treatment, will be subject to
disciplinary action up to and including discharge.
C. An employee who registers an alcohol breath level of .04 or greater, or is
determined to have a positive drug test as a result of reasonable cause,
post accident testing, mandatory follow-up testing, or refuses to submit to a
drug or alcohol test, may be subject to disciplinary action up to and including
discharge.
Procedure for Random Testing
[§§ deleted]
The procedure for random testing is outlined in the City of Fresno Controlled
Substances and Alcohol Testing Policy.
* * * Reopener
If the City proposes to change the corresponding City-wide random drug and alcohol
testing policy, the parties agree to a limited reopener on the MOU policy agreement
between the City and the Union.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 68
r
ARTICLE IX
HEADINGS, SAVING CLAUSE AND FULL UNDERSTANDING
A. HEADINGS
Agreement article, provision, and paragraph headings (includes exhibits,
addendums, attachments, agreements and side letters) contained herein are
solely for the purpose of convenience, and shall not affect the construction or
interpretation of any of the language of this agreement.
B. SAVING CLAUSE
In the event any article, section, or portion of this Agreement should be held invalid
and unenforceable in any court of competent jurisdiction, such decision shall apply
only to the specific article, section, or portion thereof specified in the court's
decision, and upon issuance of such a decision, the City and the Union agree
immediately to meet and confer upon a substitute for the invalidated article,
section, or portion thereof.
C. FULL UNDERSTANDING
It is intended that this Agreement sets forth the full and entire understanding of the
parties, and any previous understanding or agreements by the parties, whether
formal or informal, regarding any such matters are hereby superseded and
terminated in their entirety. With respect to agreements, any not attached to this
Agreement are hereby terminated in their entirety. Agreements attached to this
Agreement shall continue in force subject to the terms contained therein, or in the
absence of specified terms the agreements shall terminate upon the expiration of
this Agreement. Any agreements entered into during the term of this Agreement
shall continue in force subject to the terms and conditions set forth in each
agreement. Further, neither party shall be bound by any promise or assurance
that is not explicitly covered in this Agreement, or in an agreement signed by both
parties.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 69
ARTICLE X
TERMINATION
This Agreement shall be in full force and effect from January 2, 2023 to June 15, 2025
subject to the Sections (A., B., and C. below).The only term set forth in this Agreement
that is retroactive is the base salary increase.
A. This Agreement shall become effective only after ratification by the members of
this Unit, followed by City Council approval and the expiration of the waiting period
for the Mayor's action provided in Charter Sections 605 and 609, and after all
parties named on the signature page of this MOU have signed the MOU, and
shall remain in full force and effect through June 15, 2025.
B. During the life of this Agreement, should either party desire to modify its terms or
to meet and confer as to matters within the scope of representation not addressed
in this Agreement, such party shall request in writing to meet and confer on the
item, which item shall be specified in writing.
C. During the life of this Agreement, either party may refuse any request to meet and
confer without explanation if the item is directly considered and specifically
addressed herein or if the specific item was included in a written proposal from the
party making the request during the meet and confer process which led to this
Agreement.
D. REOPENERS
In the event the City proposes revisions to the Fresno Municipal Code which
relate to mandatory subjects of bargaining during the term of this MOU, the
parties agree to engage in the meet and confer process in accordance with
the law.
[§§ deleted]
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 70
IN WITNESS WHEREOF, the parties hereto have set their hands this day
of , 20
FOR THE INTERNATIONAL UNION OF FOR THE CITY OF FRESNO:
OPERATING ENGINEERS, STATIONARY
ENGINEERS, LOCAL 39:
BART FLORENCE TJ MILLER
Business Manager/Secretary Chief Negotiator
JEFF GLADIEUX STEPHANIE HERNANDEZ
President Principal Labor Relations Analyst
BRANDY JOHNSON YER TAYLOR
Director of Public Employees Senior Human Resources/Risk Analyst
TERRI HAUSCHEL STEPHANIE FOGLIO
Business Representative/Chief Senior Human Resources/Risk Analyst
Negotiator
ROSEMARY AGUINALDO KEVIN DALE
Shop Steward Legal Advisor
JOSE AMELY
Shop Steward
DAVID FLORES
Shop Steward
NATHANAEL LOPEZ
Shop Steward
BRIAN NUNN
Shop Steward
DANIEL RUIZ APPROVED AS TO FORM
Shop Steward CITY ATTORNEY'S OFFICE
BENJAMIN SANCHEZ BY:
Shop Steward
Supervising Deputy City Attorney
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 71
IN WITNESS WHEREOF, the parties hereto have set their hands this 4r� day
of , 20 "3 .
FOR THE INTERNATIONAL UNION OF FOR THE CITY OF FRESNQ:
OPERATING ENGINEERS, STATIONARY
ENGINE 5, LOCAL 39:
BAR FLO ENCE TJ MILLER
Bus' Manag r/Secoetary Chief Negotiator
JEFF G DIEUX STEPHANI NANDEZ
sident P nci al Labo elations Analyst
RAN Y H YER YLOR
Qirlctor of Ppfi ployees �191P'91
uma esources/Risk Analyst
g i"v" t
TERRI HAUSCHEL P A O
Business Representative/Chief Senior Hu urces/Risk Analyst
Ne ot
iatarr
ROS"RY,.MUINALDO KEVIN DAUE
Sho Stewa Legal Advisor
JO E
Sh tee rd
A ID FLORES
Shop Steward
NATHANAEnOPEZ
xr_71��
Steward
BRIAN NUNN
Sho ew
-- APPROVED AS TO FORM
ANIEL RUIZ CITY ATTORNEY'S OFFICE
Shop Steward
BEND - Y:
Shop Stevord
Sue ising Deputy City Attorney
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 71
EXHIBITS
EXHIBIT I
Salaries Effective January 2, 2023
CLASS TITLE A B C D E
Airports Building Maintenance Technician 3966 4166 4373 4591 4820
Airports Operations Leadworker 4633 4864 5108 5364 5632
Airports Operations Specialist 4212 4421 4642 4874 5117
Automotive Parts Leadworker 4212 4421 4642 4874 5117
Automotive Parts Specialist 3827 1 4019 4218 4431 4651
Aviation Mechanic 1 5138 5397 5663 5949 6245
Aviation Mechanic II 5653 5934 6231 6544 6869
Aviation Mechanic Leadworker 6218 6528 6854 7196 7557
Body & Fender Repairer 5138 5397 5663 5949 6245
Body & Fender Repairer Leadworker 5653 5934 6231 6544 6869
Body & Fender Repairer Trainee 4632 4863 5107 5363 5630
Brake & Front End Specialist 5653 5934 6231 6544 6869
Bus Air Conditioning Mechanic 5138 5397 5663 5949 6245
Bus Air Conditioning Mechanic Leadworker 5653 1 5934 6231 6544 6869
Bus Air Conditioning Mechanic Trainee 4632 4863 5107 5363 5630
Bus Equipment Attendant Leadworker 4212 4421 4642 4874 .5117
Bus Mechanic 1 4632 4863 5107 5363 5713
Bus Mechanic II 5138 5397 5663 5949 6245
Bus Mechanic Leadworker 5653 5934 6231 6544 6869
Collection System Maintenance Specialist 4685 4919 5165 5422 5693
Collection System Maintenance Technician 4260 4472 4696 4929 5176
Combination Welder 5138 5397 5663 5949 6245
Combination Welder Leadworker 5653 5934 6231 6544 6869
Communications Technician 1 4606 4837 5077 5331 5598
Communications Technician II 5077 5331 5598 1 5877 6171
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 72
EXHIBIT I
Salaries Effective January 2, 2023
CLASS TITLE A B C D E
Cross Connection Control Specialist 4922 5169 5426 5696 5980
Custodian 3145 3302 3467 3639 1 3821
Electronic Equipment Installer 3736 3922 4119 4324 1 4541
Equipment Service Worker 1 3827 1 4019 4218 4431 4651
Equipment Service Worker II 4212 4421 4642 4874 5117
Fire Equipment Mechanic 1 4632 4863 5107 5363 5630
Fire Equipment Mechanic II 5138 5397 5663 5949 6245
Fire Equipment Mechanic Leadworker 5653 1 5934 6231 6544 6869
Graffiti Abatement Technician 3776 3965 4166 4373 4591
Heavy Equipment Mechanic 1 4632 4863 5107 5363 5630
Heavy Equipment Mechanic II 5138 5397 5663 5949 6245
Heavy Equipment Mechanic Leadworker 5653 5934 6231 6544 6869
Heavy Equipment Operator 4779 5020 5269 5534 5808
Instrumentation Specialist 5411 5683 5967 6265 6577
Instrumentation Technician 4922 5169 5426 5696 5980
Irrigation Specialist 4157 4365 4582 4811 5050
Laborer 3191 3338 3490 3650 13821
Light Equipment Mechanic 1 4632 4863 5107 5363 5630
Light Equipment Mechanic II 5138 5397 5663 5949 6245
Light Equipment Mechanic Leadworker 5653 5934 6231 6544 6869
Light Equipment Operator 4212 4421 4642 4874 5117
Locksmith 3852 4044 4245 4457 4680
Maintenance & Construction Worker 3827 4019 4218 4431 4651
Maintenance & Operations Assistant 3191 3338 3490 3650 13821
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 73
EXHIBIT I
Salaries Effective January 2, 2023
CLASS TITLE A B C D E
Maintenance Carpenter 1 4239 4450 4673 4905 5150
Maintenance Carpenter II 4675 4909 5154 5410 5682
Park Equipment Mechanic 1 3827 4019 4218 4431 4651
Park Equipment Mechanic II 4212 4421 4642 4874 5117
Park Equipment Mechanic Leadworker 4632 4863 5107 5363 5630
Parking Meter Attendant 1 3459 3632 3815 4004 4205
Parking Meter Attendant II 3807 3997 4195 4405 4626
Parking Meter Attendant III 4186 4394 4614 4846 5086
Parks Maintenance Leadworker 4157 4365 4582 4811 5050
Parks Maintenance Worker 1 3145 3302 3467 3639 3821
Parks Maintenance Worker II 3778 3966 4166 4373 4591
Power Generation Operator/Mechanic 5703 5986 6287 6599 6929
Property Maintenance Leadworker 4247 4458 4682 4917 5162
Property Maintenance Worker 3966 4166 1 4375 4592 4820
Roofer 3852 4043 4246 4457 4680
Sanitation Operator 4212 4421 4642 4874 5117
Senior Collection System Maintenance 5153 5409 5681 5964 6262
Specialist
Senior Communications Technician 5601 5880 6175 6482 6807
Senior Custodian 3459 3632 3815 4004 4205
Senior Heavy Equipment Operator 5883 6177 6485 6810 7151
Senior Sanitation Operator 4779 5020 5269 5534 5808
Senior Wastewater Mechanical Specialist 5183 5443 5714 6001 6299
Senior Wastewater Treatment Plant Operator 6020 6323 6638 6969 7318
Senior Water Distribution/Production 6020 6323 6638 6969 7318
Operator
Senior Water Treatment Plant Operator 6531 6857 7200 7561 7939
Solid Waste Safety & Training Specialist 4559 4781 5018 5262 5519
MOU —City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 74
EXHIBIT I
Salaries Effective January 2, 2023
CLASS TITLE A B C D E
Street Maintenance Leadworker 4316 4530 4756 4995 5243
Street Sweeper Lead Operator 4632 4863 5107 5363 5630
Street Sweeper Operator 4212 4421 4642 4874 5117
Tire Maintenance & Repair Technician 4212 4421 4642 4874 5117
Tire Maintenance Worker 3827 4019 4218 4431 4651
Traffic Maintenance Leadworker 4316 4530 4756 4995 5243
Traffic Maintenance Worker 1 3558 3736 3922 4119 4324
Traffic Maintenance Worker II 3913 4108 4315 1 4529 4754
Tree Trimmer Leadworker 4282 4495 4721 4958 5206
Utility Leadworker 4157 4365 4582 4811 5050
Waste Container Maintenance Worker 3459 3632 3815 4004 4205
Wastewater Distributor Technician 3872 4065 4269 4481 4705
Wastewater Mechanical Specialist 4922 5169 5426 5696 5980
Wastewater Mechanical Technician 4476 4699 4932 5179 5438
Wastewater Treatment Plant Operator-In- 3872 4065 4269 4481 4705
Training
Wastewater Treatment Plant Specialist 5183 5443 5714 6001 6299
Wastewater Treatment Plant Technician 4922 5169 5426 5696 5980
Water Distribution/Production Specialist 4922 5169 5426 5696 5980
Water Distribution/Production Technician 4476 4699 4932 5179 5438
Water Maintenance Mechanic Specialist 4922 5169 5426 5696 5980
Water System Trainee 3191 3338 3490 3650 3821
Water Treatment Plant Operator 5308 5574 5853 6145 6452
Water Treatment Plant Operator-In-Training 3872 4065 4269 4481 4705
Water Maintenance Mechanic Technician 4476 4699 4932 5179 5438
Water Quality Specialist 4922 5169 5426 5696 5980
Water Quality Technician 4476 4699 4932 5179 5438
Welder 4632 4863 5107 5363 5630
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 75
EXHIBIT II
Salaries Effective June 19, 2023
CLASS TITLE A B C D E
Airports Building Maintenance Technician 4085 4291 4505 4729 4965
Airports Operations Leadworker 4772 5010 1 5262 5525 5801
Airports Operations Specialist 4339 4554 4782 5021 5271
Automotive Parts Leadworker 4339 4554 4782 5021 5271
Automotive Parts Specialist 3942 4140 4345 4564 4791
Aviation Mechanic 1 5293 5559 5833 6128 6433
Aviation Mechanic II 5823 6113 6418 6741 7076
Aviation Mechanic Leadworker 6405 6724 7060 7412 7784
Body & Fender Repairer 5293 5559 5833 6128 6433
Body & Fender Repairer Leadworker 5823 6113 6418 6741 7076
Body & Fender Repairer Trainee 4771 5009 5261 5524 5799
Brake & Front End Specialist 5823 6113 6418 6741 7076
Bus Air Conditioning Mechanic 5293 5559 5833 6128 6433
Bus Air Conditioning Mechanic Leadworker 5823 6113 6418 6741 7076
Bus Air Conditioning Mechanic Trainee 4771 5009 5261 5524 5799
Bus Equipment Attendant Leadworker 4339 4554 4782 5021 5271
Bus Mechanic 1 4771 5009 5261 5524 5885
Bus Mechanic II 5293 5559 5833 6128 6433
Bus Mechanic Leadworker 5823 6113 6418 6741 7076
Collection System Maintenance Specialist 4826 5067 5320 5585 5864
Collection System Maintenance Technician 4388 4607 4837 5077 5332
Combination Welder 5293 5559 5833 6128 6433
Combination Welder Leadworker 5823 6113 6418 6741 7076
Communications Technician 1 4745 4983 5230 5491 5766
Communications Technician II 5230 5491 5766 6054 6357
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 76
EXHIBIT II
Salaries Effective June 19, 2023
CLASS TITLE A B C D E
Cross Connection Control Specialist 5070 5325 5589 5867 6160
Custodian 3240 1 3402 3572 3749 3936
Electronic Equipment Installer 3849 4040 4243 4454 4678
Equipment Service Worker 1 3942 4140 4345 4564 4791
Equipment Service Worker 11 4339 4554 4782 5021 5271
Fire Equipment Mechanic 1 4771 5009 5261 5524 5799
Fire Equipment Mechanic II 5293 5559 5833 6128 6433
Fire Equipment Mechanic Leadworker 5823 6113 6418 6741 7076
Graffiti Abatement Technician 3890 4084 4291 4505 4729
Heavy Equipment Mechanic 1 4771 5009 5261 5524 5799
Heavy Equipment Mechanic 11 5293 5559 5833 6128 6433
Heavy Equipment Mechanic Leadworker 5823 6113 6418 6741 7076
Heavy Equipment Operator 4923 5171 5428 5701 5983
Instrumentation Specialist 5574 5854 6147 6453 6775
Instrumentation Technician 5070 5325 5589 1 5867 6160
Irrigation Specialist 4282 4496 4720 4956 5202
Laborer 3287 3439 3595 3760 3936
Light Equipment Mechanic 1 4771 5009 5261 1 5524 5799
Light Equipment Mechanic II 5293 5559 5833 6128 6433
Light Equipment Mechanic Leadworker 5823 6113 6418 6741 7076
Light Equipment Operator 4339 4554 4782 5021 5271
Locksmith 3968 4166 4373 4591 4821
Maintenance & Construction Worker 3942 4140 4345 4564 4791
Maintenance & Operations Assistant 3287 3439 3595 3760 3936
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 77
EXHIBIT II
Salaries Effective June 19, 2023
CLASS TITLE A B C D E
Maintenance Carpenter 1 4367 4584 4814 5053 5305
Maintenance Carpenter II 4816 1 5057 5309 5573 5853
Park Equipment Mechanic 1 3942 4140 4345 4564 4791
Park Equipment Mechanic II 4339 4554 4782 5021 5271
Park Equipment Mechanic Leadworker 4771 5009 5261 5524 5799
Parking Meter Attendant 1 3563 3741 3930 4125 4332
Parking Meter Attendant II 3922 4117 4321 4538 4765
Parking Meter Attendant 111 4312 4526 4753 4992 5239
Parks Maintenance Leadworker 4282 4496 4720 4956 5202
Parks Maintenance Worker 1 3240 3402 3572 3749 3936
Parks Maintenance Worker II 3892 4085 4291 4505 4729
Power Generation Operator/Mechanic 5875 6166 6476 6797 7137
Property Maintenance Leadworker 4375 4592 4823 5065 5317
Property Maintenance Worker 4085 4291 4507 4730 4965
Roofer 3968 4165 4374 4591 4821
Sanitation Operator 4339 4554 4782 5021 5271
Senior Collection System Maintenance 5308 5572 5852 6143 6450
Specialist
Senior Communications Technician 5770 6057 6361 6677 7012
Senior Custodian 3563 3741 3930 4125 4332
Senior Heavy Equipment Operator 6060 6363 6680 7015 7366
Senior Sanitation Operator 4923 5171 5428 5701 5983
Senior Wastewater Mechanical Specialist 5339 5607 5886 6182 6488
Senior Wastewater Treatment Plant Operator 6201 6513 6838 7179 7538
Senior Water Distribution/Production 6201 6513 6838 7179 7538
O erator
Senior Water Treatment Plant Operator 6727 7063 7416 7788 8178
Solid Waste Safety & Training Specialist 4696 4925 5169 5420 5685
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 78
EXHIBIT II
Salaries Effective June 19, 2023
CLASS TITLE A B C D E
Street Maintenance Leadworker 4446 4666 4899 5145 5401
Street Sweeper Lead Operator 4771 5009 5261 5524 5799
Street Sweeper Operator 4339 4554 4782 5021 5271
Tire Maintenance & Repair Technician 4339 4554 4782 5021 5271
Tire Maintenance Worker 3942 4140 4345 4564 4791
Traffic Maintenance Leadworker 4446 4666 4899 5145 5401
Traffic Maintenance Worker 1 3665 3849 4040 4243 4454
Traffic Maintenance Worker II 4031 4232 4445 4665 4897
Tree Trimmer Leadworker 4411 4630 4863 5107 5363
Utility Leadworker 4282 4496 4720 4956 5202
Waste Container Maintenance Worker 3563 3741 3930 4125 4332
Wastewater Distributor Technician 3989 4187 4398 4616 4847
Wastewater Mechanical Specialist 5070 5325 5589 5867 6160
Wastewater Mechanical Technician 4611 4840 5080 5335 5602
Wastewater Treatment Plant Operator-In- 3989 4187 4398 4616 4847
Training
Wastewater Treatment Plant Specialist 5339 5607 5886 6182 6488
Wastewater Treatment Plant Technician 5070 5325 5589 5867 6160
Water Distribution/Production Specialist 5070 5325 5589 5867 6160
Water Distribution/Production Technician 4611 4840 5080 5335 5602
Water Maintenance Mechanic Specialist 5070 5325 5589 5867 6160
Water System Trainee 3287 3439 3595 3760 3936
Water Treatment Plant Operator 5468 5742 6029 6330 6646
Water Treatment Plant Operator-In-Training 3989 4187 4398 4616 4847
Water Maintenance Mechanic Technician 4611 4840 5080 5335 5602
Water Quality Specialist 5070 5325 5589 5867 6160
Water Quality Technician 4611 4840 5080 5335 5602
Welder 4771 5009 5261 5524 t 5799
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 79
EXHIBIT III
Salaries Effective December 18, 2023
CLASS TITLE A B C D E
Airports Building Maintenance Technician 4126 4334 4551 4777 5015
Airports Operations Leadworker 4820 5061 5315 5581 5860
Airports Operations Specialist 4383 4600 4830 5072 5324
Automotive Parts Leadworker 4383 4600 4830 5072 5324
Automotive Parts Specialist 3982 4182 4389 4610 4839
Aviation Mechanic 1 5346 5615 5892 6190 6498
Aviation Mechanic II 5882 6175 6483 6809 7147
Aviation Mechanic Leadworker 6470 6792 7131 7487 7862
Body & Fender Repairer 5346 5615 5892 6190 6498
Body & Fender Repairer Leadworker 5882 6175 6483 6809 7147
Body & Fender Repairer Trainee 4819 5060 5314 5580 5857
Brake & Front End Specialist 5882 6175 6483 6809 7147
Bus Air Conditioning Mechanic 5346 5615 5892 6190 6498
Bus Air Conditioning Mechanic Leadworker 5882 6175 6483 6809 7147
Bus Air Conditioning Mechanic Trainee 4819 5060 5314 5580 5857
Bus Equipment Attendant Leadworker 4383 4600 4830 5072 5324
Bus Mechanic 1 4819 5060 5314 5580 5944
Bus Mechanic II 5346 5615 5892 6190 6498
Bus Mechanic Leadworker 5882 6175 6483 6809 7147
Collection System Maintenance Specialist 4875 5118 5374 5641 5923
Collection System Maintenance Technician 4432 4654 4886 5128 5386
Combination Welder 5346 5615 5892 6190 6498
Combination Welder Leadworker 5882 6175 6483 6809 7147
Communications Technician 1 4793 5033 5283 5546 5824
Communications Technician II 5283 5546 5824 6115 6421
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 80
EXHIBIT III
Salaries Effective December 18, 2023
CLASS TITLE A B C D E
Cross Connection Control Specialist 5121 5379 5645 5926 6222
Custodian 3273 3437 3608 3787 3976
Electronic Equipment Installer 3888 4081 4286 4499 4725
Equipment Service Worker 1 3982 4182 4389 4610 4839
Equipment Service Worker II 4383 4600 4830 5072 5324 ,
Fire Equipment Mechanic 1 4819 5060 5314 5580 5857
Fire Equipment Mechanic II 5346 5615 5892 6190 6498
Fire Equipment Mechanic Leadworker 5882 6175 6483 6809 7147
Graffiti Abatement Technician 3929 4125 4334 4551 4777
Heavy Equipment Mechanic 1 4819 5060 5314 5580 5857
Heavy Equipment Mechanic II 5346 5615 5892 6190 6498
Heavy Equipment Mechanic Leadworker 5882 6175 6483 6809 7147
Heavy Equipment Operator 4973 5223 5483 5759 6043
Instrumentation Specialist 5630 5913 6209 6518 6843
Instrumentation Technician 5121 5379 5645 5926 6222
Irrigation Specialist 4325 4541 4768 5006 5255
Laborer 3320 3474 3631 3798 3976
Light Equipment Mechanic 1 4819 5060 5314 5580 5857
Light Equipment Mechanic II 5346 5615 5892 6190 6498
Light Equipment Mechanic Leadworker 5882 6175 6483 6809 7147
Light Equipment Operator 4383 4600 4830 5072 5324
Locksmith 4008 4208 4417 4637 4870
Maintenance & Construction Worker 3982 4182 4389 4610 4839
LMaintenance & Operations Assistant 3320 3474 3631 3798 3976
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 81
EXHIBIT III
Salaries Effective December 18, 2023
CLASS TITLE A B C D E
Maintenance Carpenter 1 4411 4630 4863 5104 5359
Maintenance Carpenter II 4865 5108 5363 5629 5912
Park Equipment Mechanic 1 3982 4182 4389 4610 4839
Park Equipment Mechanic II 4383 4600 4830 5072 5324
Park Equipment Mechanic Leadworker 4819 5060 5314 5580 5857
Parking Meter Attendant 1 3599 3779 1 3970 4167 4376
Parking Meter Attendant II 3962 4159 1 4365 4584 4813
Parking Meter Attendant III 4356 4572 4801 5042 5292
Parks Maintenance Leadworker 4325 4541 4768 5006 5255
Parks Maintenance Worker 1 3273 3437 3608 3787 3976
Parks Maintenance Worker II 3931 4126 4334 4551 4777
Power Generation Operator/Mechanic 5934 6228 6541 6865 7209
Property Maintenance Leadworker 4419 4638 4872 5116 5371
Property Maintenance Worker 4126 4334 4553 4778 5015
Roofer 4008 4207 4418 4637 4870
Sanitation Operator 4383 4600 4830 5072 5324
Senior Collection System Maintenance 5362 5628 5911 6205 6515
Specialist
Senior Communications Technician 5828 6118 6425 6744 7083
Senior Custodian 3599 3779 3970 4167 4376
Senior Heavy Equipment Operator 6121 6427 6747 7086 7440
Senior Sanitation Operator 4973 5223 5483 5759 6043
Senior Wastewater Mechanical Specialist 5393 5664 5945 6244 6553
Senior Wastewater Treatment Plant Operator 6264 6579 6907 7251 7614
Senior Water Distribution/Production 6264 6579 6907 7251 7614
Operator
Senior Water Treatment Plant Operator 6795 7134 7491 7866 8260
Solid Waste Safety & Training Specialist 4743 4975 5221 5475 5742
MOU —City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 82
EXHIBIT III
Salaries Effective December 18, 2023
CLASS TITLE A B C D E
Street Maintenance Leadworker 4491 4713 4948 5197 5456
Street Sweeper Lead Operator 4819 5060 1 5314 5580 1 5857
Street Sweeper Operator 4383 4600 4830 5072 5324
Tire Maintenance & Repair Technician 4383 4600 4830 5072 5324
Tire Maintenance Worker 3982 4182 4389 4610 4839
Traffic Maintenance Leadworker 4491 4713 1 4948 5197 5456
Traffic Maintenance Worker 1 3702 3888 4081 4286 4499
Traffic Maintenance Worker II 4072 4275 4490 4712 4946
Tree Trimmer Leadworker 4456 4677 4912 5159 5417
Utility Leadworker 4325 4541 4768 5006 5255
Waste Container Maintenance Worker 3599 3779 3970 4167 4376
Wastewater Distributor Technician 4029 4229 4442 4663 4896
Wastewater Mechanical Specialist 5121 5379 5645 5926 6222
Wastewater Mechanical Technician 4658 4889 5131 5389 5659
Wastewater Treatment Plant Operator-In- 4029 4229 4442 4663 4896
Training
Wastewater Treatment Plant Specialist 5393 5664 5945 6244 6553
Wastewater Treatment Plant Technician 5121 5379 5645 5926 6222
Water Distribution/Production Specialist 5121 5379 5645 5926 6222
Water Distribution/Production Technician 4658 4889 5131 5389 1 5659
Water Maintenance Mechanic Specialist 5121 5379 5645 5926 6222
Water System Trainee 3320 3474 3631 3798 3976
Water Treatment Plant Operator 5523 5800 6090 6394 6713
Water Treatment Plant Operator-In-Training 4029 4229 4442 4663 4896
Water Maintenance Mechanic Technician 4658 4889 5131 5389 5659
Water Quality Specialist 5121 5379 5645 5926 6222
Water Quality Technician 4658 4889 5131 5389 5659
Welder 4819 5060 1 5314 5580 5857
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 83
EXHIBIT IV
Salaries Effective June 17, 2024
CLASS TITLE A B C D E
Airports Building Maintenance Technician 4250 4465 4688 4921 5166
Airports Operations Leadworker 4965 5213 1 5475 5749 6036
Airports Operations Specialist 4515 4738 4975 5225 5484
Automotive Parts Leadworker 4515 4738 4975 52251 5484
Automotive Parts Specialist 4102 4308 4521 47491 4985
Aviation Mechanic 1 5507 5784 6069 63761 6693
Aviation Mechanic II 6059 6361 6678 70141 7362
Aviation Mechanic Leadworker 6665 6996 7345 77121 8098
Body & Fender Repairer 5507 5784 6069 6376 6693
Body & Fender Repairer Leadworker 6059 6361 6678 7014 7362
Body & Fender Repairer Trainee 4964 5212 5474 5748 6033
Brake & Front End Specialist 6059 6361 6678 7014 7362
Bus Air Conditioning Mechanic 5507 5784 6069 6376 6693
Bus Air Conditioning Mechanic Leadworker 6059 6361 6678 7014 7362
Bus Air Conditioning Mechanic Trainee 4964 5212 5474 5748 6033
Bus Equipment Attendant Leadworker 4515 4738 4975 5225 5484
Bus Mechanic 1 4964 5212 5474 5748 6123
Bus Mechanic II 5507 5784 6069 6376 6693
Bus Mechanic Leadworker 6059 6361 6678 7014 7362
Collection System Maintenance Specialist 5022 5272 5536 58111 6101
Collection System Maintenance Technician 4565 4794 5033 5282 5548
Combination Welder 5507 5784 6069 6376 6693
Combination Welder Leadworker 6059 6361 6678 7014 7362
Communications Technician 1 4937 5184 5442 5713 5999
Communications Technician II 5442 5713 5999 6299 6614
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 84
EXHIBIT IV
Salaries Effective June 17, 2024
CLASS TITLE A B C D E
Cross Connection Control Specialist 5275 5541 5815 6104 6409
Custodian 3372 3541 1 3717 3901 1 4096
Electronic Equipment Installer 4005 4204 4415 4634 4867
Equipment Service Worker 1 4102 4308 4521 4749 4985
Equipment Service Worker II 4515 4738 4975 5225 5484
Fire Equipment Mechanic 1 4964 5212 5474 5748 6033
Fire Equipment Mechanic II 5507 5784 6069 6376 6693
Fire Equipment Mechanic Leadworker 6059 6361 6678 7014 7362
Graffiti Abatement Technician 4047 4249 4465 4688 4921
Heavy Equipment Mechanic 1 4964 5212 5474 5748 6033
Heavy Equipment Mechanic II 5507 5784 6069 6376 6693
Heavy Equipment Mechanic Leadworker 6059 6361 6678 7014 7362
Heavy Equipment Operator 5123 5380 5648 5932 6225
Instrumentation Specialist 5799 6091 6396 6714 7049
Instrumentation Technician 5275 5541 5815 6104 6409
Irrigation Specialist 4455 4678 1 4912 51571 5413
Laborer 3420 3579 3740 39121 4096
Light Equipment Mechanic 1 4964 5212 5474 5748 6033
Light Equipment Mechanic II 5507 5784 1 6069 6376 6693
Light Equipment Mechanic Leadworker 6059 6361 6678 7014 7362
Light Equipment Operator 4515 4738 4975 5225 5484
Locksmith 4129 4335 4550 4777 5017
Maintenance & Construction Worker 4102 4308 4521 4749 4985
Maintenance & Operations Assistant 3420 3579 3740 39121 4096
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 85
EXHIBIT IV
Salaries Effective June 17, 2024
CLASS TITLE A B C D E
Maintenance Carpenter 1 4544 4769 5009 5258 5520
Maintenance Carpenter II 5011 5262 5524 5798 6090
Park Equipment Mechanic 1 4102 4308 4521 4749 4985
Park Equipment Mechanic II 4515 4738 4975 5225 5484
Park Equipment Mechanic Leadworker 4964 5212 5474 5748 6033
Parking Meter Attendant 1 3707 3893 4090 4293 4508
Parking Meter Attendant 11 4081 4284 4496 4722 4958
Parking Meter Attendant III 4487 4710 4946 5194 5451
Parks Maintenance Leadworker 4455 4678 4912 5157 5413
Parks Maintenance Worker 1 3372 3541 3717 3901 4096
Parks Maintenance Worker II 4049 4250 4465 4688 4921
Power Generation Operator/Mechanic 6113 6415 6738 7071 7426
Property Maintenance Leadworker 4552 4778 5019 5270 5533
Property Maintenance Worker 4250 4465 4690 4922 5166
Roofer 4129 4334 4551 4777 5017
Sanitation Operator 4515 4738 4975 5225 5484
Senior Collection System Maintenance 5523 5797 6089 6392 6711
Specialist
Senior Communications Technician 6003 6302 6618 6947 7296
Senior Custodian 3707 3893 4090 4293 4508
Senior Heavy Equipment Operator 6305 6620 6950 7299 7664
Senior Sanitation Operator 5123 5380 5648 5932 6225
Senior Wastewater Mechanical Specialist 5555 5834 6124 6432 6750
Senior Wastewater Treatment Plant Operator 6452 6777 7115 7469 7843
Senior Water Distribution/Production 6452 6777 7115 7469 7843
Operator
Senior Water Treatment Plant Operator 6999 7349 7716 8102 1 8508
Solid Waste Safety & Training Specialist 4886 5125 5378 5640 5915
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 86
EXHIBIT IV
Salaries Effective June 17, 2024
CLASS TITLE A B C D E
Street Maintenance Leadworker 4626 4855 5097 5353 5620
Street Sweeper Lead Operator 1 4964 5212 5474 5748 6033
Street Sweeper Operator 4515 4738 4975 5225 5484
Tire Maintenance & Repair Technician 4515 4738 4975 5225 5484
Tire Maintenance Worker 4102 4308 4521 4749 4985
Traffic Maintenance Leadworker 4626 4855 5097 5353 5620
Traffic Maintenance Worker 1 3814 4005 4204 4415 4634
Traffic Maintenance Worker II 4195 4404 4625 4854 5095
Tree Trimmer Leadworker 4590 4818 5060 5314 5580
Utility Leadworker 4455 4678 4912 51571 5413
Waste Container Maintenance Worker 3707 3893 4090 4293 4508
Wastewater Distributor Technician 4150 4356 4576 4803 5043
Wastewater Mechanical Specialist 5275 5541 5815 6104 6409
Wastewater Mechanical Technician 4798 5036 5285 5551 5829
Wastewater Treatment Plant Operator-In- 4150 4356 4576 4803 5043
Training
Wastewater Treatment Plant Specialist 5555 5834 6124 6432 6750
Wastewater Treatment Plant Technician 5275 5541 5815 6104 6409
Water Distribution/Production Specialist 5275 5541 5815 6104 6409
Water Distribution/Production Technician 4798 5036 5285 5551 5829
Water Maintenance Mechanic Specialist 5275 5541 5815 6104 6409
Water System Trainee 3420 3579 3740 3912 4096
Water Treatment Plant Operator 5689 5974 6273 6586 6915
Water Treatment Plant Operator-In-Training 4150 4356 4576 4803 1 5043
Water Maintenance Mechanic Technician 4798 5036 5285 5551 1 5829
Water Quality Specialist 5275 5541 5815 61041 6409
Water Quality Technician 4798 5036 5285 5551 5829
Welder 4964 5212 1 5474 5748 6033
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 87
EXHIBIT V
Salaries Effective December 30, 2024
CLASS TITLE A B C D E
Airports Building Maintenance Technician 4335 4555 4782 5020 5270
Airports Operations Leadworker 5065 5318 1 5585 5864 6157
Airports Operations Specialist 4606 4833 5075 53301 5594
Automotive Parts Leadworker 4606 4833 5075 53301 5594
Automotive Parts Specialist 4185 4395 4612 48441 5085
Aviation Mechanic 1 5618 5900 6191 6504 6827
Aviation Mechanic II 6181 6489 6812 7155 7510
Aviation Mechanic Leadworker 6799 7136 7492 7867 8260
Body & Fender Repairer 5618 5900 6191 65041 6827
Body & Fender Repairer Leadworker 6181 6489 6812 7155 7510
Body & Fender Repairer Trainee 5064 5317 5584 5863 6154
Brake & Front End Specialist 6181 6489 6812 7155 7510
Bus Air Conditioning Mechanic 5618 5900 6191 6504 6827
Bus Air Conditioning Mechanic Leadworker 6181 6489 6812 7155 7510
Bus Air Conditioning Mechanic Trainee 5064 5317 5584 5863 6154
Bus Equipment Attendant Leadworker 4606 4833 5075 53301 5594
Bus Mechanic 1 5064 5317 5584 5863 6246
Bus Mechanic II 5618 5900 6191 6504 6827
Bus Mechanic Leadworker 6181 6489 6812 71551 7510
Collection System Maintenance Specialist 5123 5378 5647 5928 6224
Collection System Maintenance Technician 4657 4890 5134 5388 5659
Combination Welder 5618 5900 6191 6504 6827
Combination Welder Leadworker 6181 6489 6812 7155 7510
Communications Technician 1 5036 5288 5551 5828 6119
Communications Technician II 5551 5828 6119 16425 , 6747
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 88
EXHIBIT V
Salaries Effective December 30, 2024
CLASS TITLE A B C D E
Cross Connection Control Specialist 5381 5652 5932 6227 6538
Custodian 3440 3612 1 3792 3980 4178
Electronic Equipment Installer 4086 4289 4504 4727 4965
Equipment Service Worker 1 4185 4395 4612 4844 5085
Equipment Service Worker II 4606 4833 5075 5330 5594
Fire Equipment Mechanic 1 5064 5317 5584 5863 6154
Fire Equipment Mechanic II 5618 5900 6191 65041 6827
Fire Equipment Mechanic Leadworker 6181 6489 6812 7155 7510
Graffiti Abatement Technician 4128 4334 4555 4782 5020
Heavy Equipment Mechanic 1 5064 5317 5584 5863 6154
Heavy Equipment Mechanic II 5618 5900 6191 6504 6827
Heavy Equipment Mechanic Leadworker 6181 6489 6812 7155 7510
Heavy Equipment Operator 5226 5488 5761 6051 6350
Instrumentation Specialist 5915 6213 6524 6849 7190
Instrumentation Technician 5381 5652 5932 6227 6538
Irrigation Specialist 4545 4772 5011 5261 5522
Laborer 3489 3651 3815 3991 4178
Light Equipment Mechanic 1 5064 5317 5584 5863 6154
Light Equipment Mechanic II 5618 5900 6191 65041 6827
Light Equipment Mechanic Leadworker 6181 6489 6812 7155 7510
Light Equipment Operator 4606 4833 5075 5330 5594
Locksmith 4212 4422 4641 4873 5118
Maintenance & Construction Worker 4185 4395 4612 4844 5085
Maintenance & Operations Assistant 3489 r3651 1 3815 3991 1 4178
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 89
EXHIBIT V
Salaries Effective December 30, 2024
CLASS TITLE A B C D E
Maintenance Carpenter 1 4635 4865 5110 5364 5631
Maintenance Carpenter II 5112 1 5368 5635 5914 6212
Park Equipment Mechanic 1 4185 4395 4612 4844 5085
Park Equipment Mechanic II 4606 4833 5075 5330 5594
Park Equipment Mechanic Leadworker 5064 5317 5584 5863 6154
Parking Meter Attendant 1 3782 3971 4172 4379 4599
Parking Meter Attendant II 4163 4370 4586 4817 5058
Parking Meter Attendant III 4577 4805 5045 5298 5561
Parks Maintenance Leadworker 4545 4772 5011 5261 5522
Parks Maintenance Worker 1 3440 3612 3792 3980 4178
Parks Maintenance Worker II 4130 4335 4555 4782 5020
Power Generation Operator/Mechanic 6236 6544 6873 7213 7575
Property Maintenance Leadworker 4644 4874 5120 53761 5644
Property Maintenance Worker 4335 4555 4784 5021 5270
Roofer 4212 4421 4643 4873 5118
Sanitation Operator 4606 4833 5075 5330 5594
Senior Collection System Maintenance 5634 5913 6211 6520 6846
Specialist
Senior Communications Technician 6124 6429 1 6751 7086 7442
Senior Custodian 3782 3971 4172 4379 4599
Senior Heavy Equipment Operator 6432 6753 7089 7445 7818
Senior Sanitation Operator 5226 5488 5761 6051 6350
Senior Wastewater Mechanical Specialist 5667 5951 6247 6561 6885
Senior Wastewater Treatment Plant Operator 6582 6913 7258 7619 8000
Senior Water Distribution/Production 6582 6913 7258 7619 8000
O erator
Senior Water Treatment Plant Operator 7139 7496 7871 8265 8679
Solid Waste Safety & Training Specialist 4984 5228 5486 5753 1 6034
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 90
EXHIBIT V
Salaries Effective December 30, 2024
CLASS TITLE A B C D E
Street Maintenance Leadworker 4719 4953 5199 5461 5733
Street Sweeper Lead Operator 5064 5317 5584 5863 6154
Street Sweeper Operator 4606 4833 5075 5330 5594
Tire Maintenance & Repair Technician 4606 4833 5075 5330 5594
Tire Maintenance Worker 4185 4395 4612 4844 5085
Traffic Maintenance Leadworker 4719 4953 5199 5461 5733
Traffic Maintenance Worker 1 3891 4086 4289 4504 4727
Traffic Maintenance Worker II 4279 4493 4718 4952 5197
Tree Trimmer Leadworker 4682 4915 5162 5421 5692
Utility Leadworker 4545 4772 5011 5261 5522
Waste Container Maintenance Worker 3782 3971 4172 4379 4599
Wastewater Distributor Technician 4233 4444 4668 4900 5144
Wastewater Mechanical Specialist 5381 5652 5932 6227 6538
Wastewater Mechanical Technician 4894 5137 5391 5663 5946
Wastewater Treatment Plant Operator-In- 4233 4444 4668 4900 5144
Training
Wastewater Treatment Plant Specialist 5667 5951 6247 6561 6885
Wastewater Treatment Plant Technician 5381 5652 5932 6227 6538
Water Distribution/Production Specialist 5381 5652 5932 6227 6538
Water Distribution/Production Technician 4894 5137 5391 5663 5946
Water Maintenance Mechanic Specialist 5381 5652 5932 6227 6538
Water System Trainee 3489 3651 3815 3991 4178
Water Treatment Plant Operator 5803 6094 6399 6718 7054
Water Treatment Plant Operator-In-Training 4233 4444 4668 4900 5144
Water Maintenance Mechanic Technician 4894 5137 5391 5663 5946
Water Quality Specialist 5381 5652 5932 6227 6538
Water Quality Technician 4894 5137 5391 5663 5946
Welder 5064 5317 5584 5863 6154
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 91
Attendance Policy — Unit 1, Represented by Local 39
Page 1 of 4
Attendance Policy— Unit 1, Represented by Local 39
PURPOSE
To establish an attendance policy for employees in Unit 1 , represented by Local 39.
POLICY & PROCEDURES
1. This policy is to be construed on a rolling 12-month period following the effective date. A
primary requirement for continued employment is regular attendance. While the City
recognizes some absences may be unavoidable, City departments and the employees have
an obligation to the public that demands regular and prompt attendance.
2. Although it is recognized that excessive absenteeism is a proper reason for
corrective/disciplinary action, up to and including termination of employment, it is the policy
of the City to identify problem areas by keeping proper records, exploring avenues of
available assistance, and encouraging compliance with attendance standards.
3. This attendance policy was developed to establish uniform guidelines to further efforts to
provide service to the public, and is designed to be a no-fault program. The pervasive
problems stemming from inordinate absences are the focus of this policy, not the nature of
the absences.
4. Authorized leaves (i.e., union business, bereavement leave, disciplinary suspensions,
approved leaves of absence, and hearing and court appearances by subpoena) and
statutorily protected leaves (e.g., Family and Medical Leave Act (FMLA), California Family
Rights Act (CFRA), military leave, workers' compensation leave, and Protected Sick Leave
are outside the scope of this attendance policy and shall not be considered an incident.
5. In the event of a serious illness or injury to the employee requiring the employee's absence
during a future period of time, or a serious illness or injury to the employee's spouse,
dependent minor children, or parents requiring the employee's absence during a future
period of time, the applicable City department, the employee and the Union may agree to a
plan for the employee's absence(s) over a specified period of time. If such plan is agreed
upon, absences under such plan shall not be subject to this policy.
6. Employees who are eligible to use Sick Leave for an absence may use other available
leave once Sick Leave is exhausted.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 92
Attendance Policy — Unit 1, Represented by Local 39
Page 2 of 4
DEFINITIONS AND RULES - SECTION I:
1. Absences
* * * An absence or absenteeism is defined as any failure to * * * report to or remain at
work as scheduled regardless of the reason.
[§ deleted]
(a) A day or days of continuous absence due to illness shall be considered one
incident.
(b) Employees who are absent for an indefinite period due to illness or injury must
* inform their supervisor * * * of their absence at the onset of the absence prior
to the start of their scheduled shift in accordance with subsection (e) below,
and inform their supervisor of their anticipated return date. The employee will
not be required to call in daily from the onset of their absence until their
anticipated return date. An employee may be required to provide a medical
professional's verification to return to work after the use of greater than forty
(40) hours of consecutive leave used for the absence in a seven (7) calendar
day period. * * *
(c) Any employee who is absent from work will be charged with an incident under
this policy with exception to authorized leaves and statutorily protected
leaves pursuant to Policy & Procedures subsection 4 above.
(d) Any employee who fails to remain at work as scheduled will be charged with
an incident of absence under this policy with exception to authorized leaves
and statutorily protected leaves pursuant to Policy & Procedures subsection
4 above.
(e) Employees who are unable to report to work must notify their manager or
designee in advance of their scheduled start time. Employees who fail to
provide advanced notification of an absence may be subject to
corrective/disciplinary action. This provision shall not preclude any
department or division from establishing policies or procedures regarding
employee notification of an absence or tardy including, but not limited to, the
time in which employees must provide advanced notification, subject to meet
and confer with Labor Relations and the Union.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 93
Attendance Policy— Unit 1, Represented by Local 39
Page 3 of 4
(f) Any employee who does not report to work and does not notify their manager
or designee of the absence will be considered absent without leave and may
be subject to disciplinary action as provided in the applicable provisions of
the Fresno Municipal Code, as the same may be amended from time-to-time.
(g) These provisions shall not preclude any department or division from
establishing policies or procedures regarding absences, including, but not
limited to the time in which employees must provide advanced notification,
subject to meet and confer with Labor Relations and the Union.
2. Tardies
An employee is tardy if they report to work after their scheduled start time.
Departments and/or divisions may establish policies or procedures which provide
specific guidance on the timing which constitutes a tardy based on operational need.
Grace periods or report to work time ranges are at the discretion of management.
(a) Excessive tardiness is defined as three (3) or more tardies during one (1)
calendar month.
(b)Employees who accrue three (3) tardies during one (1) calendar month shall
receive one (1) incident. Employee's shall receive one (1) incident for each
subsequent tardy during the calendar month.
(c) Employees who are going to be tardy must notify their manager or designee
that they will be tardy in advance of their scheduled start time and provide the
time they anticipate they will report to work. Employees who fail to provide
advanced notification of a tardy may be subject to corrective/disciplinary
action.
(d) Employees who are tardy and report to work by their anticipated report time will
receive one (1) tardy. Employees who do not report to work by their anticipated
report time will receive a second tardy.
(e)The City reserves the right to require an employee to report to work for the
balance of the day on which tardiness occurs. Failure by the employee to report
to or remain at work for the balance of the day as directed by a supervisor may
be cause for disciplinary action.
(f) Employees may use applicable leave balances or Leave Without Pay to cover
work time missed due to the tardy.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 94
Attendance Policy— Unit 1, Represented by Local 39
Page 4 of 4
(g)These provisions shall not preclude any department or division from
establishing policies or procedures regarding tardies that are not addressed in
these provisions, including, but not limited to the time in which employees must
provide advanced notification, subject to meet and confer with Labor Relations
and the Union.
[§§ deleted]
CORRECTIVE/DISCIPLINE ACTIONS - SECTION II:
1. Excessive absenteeism by an employee shall subject said employee(s) to
corrective/disciplinary action. Excessive absenteeism for purposes of this policy shall be
defined as four (4) or more occurrences (i.e., incident) of absence within any consecutive
12-month period beginning with the effective date of this policy. The 12-month period
referred to in this policy shall mean a "rolling" 12-month period.
2. The corrective/disciplinary actions under this policy are noted in the table below.
Incident Level
4th Verbal Warning
5th Letter of Understanding
6th Written Reprimand
7th 2 Working Days Suspension
8th 5 Working Days Suspension
9th 10 Working Days Suspension
10th Termination
The City reserves the right to deviate from this table of progressive corrective/disciplinary
actions under mitigating circumstances as approved by the appointing authority, or
when there is a pattern of excessive absenteeism indicating abuse of time off. An example
of a mitigating circumstance is a case where an employee with an otherwise exemplary
prior history of good attendance (three [3] to five [5] years) experiences an unexpected
problem, which causes inordinate temporary absenteeism.
3. An employee who has no additional incidents for 90 calendar days after receipt of an
incident shall have their number of incidents reduced by one (1). The employee must have
no additional incidents for an additional 30 calendar days before an additional incident is
removed. If an employee receives an incident before an additional 30 calendar days has
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 95
Attendance Policy — Unit 1, Represented by Local 39
passed, then no incident will be removed until 90 calendar days after the last incident. The
incident to be removed shall be the oldest in the rolling 12-month review period.
MOU—City of Fresno/Local 39: 1/2/2023—6/15/2025 Page 96