HomeMy WebLinkAboutR-2004-160 2004 through 2006 Firefighters Collective Bargaining AgreementRESOLUTION NO. R-2004-160
A RESOLUTION authorizing and directing the City Manager of Yakima to
execute collective bargaining agreements for calendar years
2004, 2005 and 2006 with the International Association of
Firefighters (Fire LEOFF), AFL-CIO.
WHEREAS, pursuant to requirements of state law, labor negotiations
have occurred between the City and Fire PERS Fire Department employees
represented by the International Association of Firefighters (Fire LEOFF), Local
469, AFL-CIO, resulting in the attached proposed collective bargaining
agreement documents for calendar years 2004, 2005 and 2006; and
WHEREAS, the City Council deems it to be in the best interests of the
City that such collective bargaining agreement be executed by the City, now,
'therefore,
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF
YAKIMA:
The City Manager of the City of Yakima is hereby authorized and
directed to execute collective bargaining agreements for calendar years 2004,
2005 and 2006 with the International Association of Firefighters (Fire LEOFF),
Local 469, AFL-CIO, copies of which collective bargaining agreements are
attached hereto and by reference made part hereof.
ADOPTED BY THE CITY COUNCIL this 5th
2004.
ATTEST:
Ka,w.w. ,d /2e--Cw.�a-d
day of October,
AULP. P
AUL P. GEORGE, MA 'I R
CITY CLERK
2004-2006
LEOFF COLLECTIVE BARGAINING
AGREEMENT
By and Between
Local 469
INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS, AFL-CIO
AND
THE CITY OF YAKIMA, WASHINGTON
EFFECTIVE:
January 1, 2004 through December 31, 2006
TABLE OF CONTENTS
ARTICLE No. PAGE
1 UNION RECOGNITION AND BARGAINING UNIT 1
2 UNION SECURITY 1
3 PAYROLL DEDUCTIONS 2
4 MANAGEMENT RIGHTS 2
5 EMPLOYEE RIGHTS 3
6 PRODUCTIVITY 3
7 EQUAL OPORTUNITY CLAUSE 4
8 PROPERTY LIABILITY 4
9 GRIEVANCE PROCEDURE 4
10 RELEASE FROM DUTY 7
11 COLLECTIVE BARGAINING COMMITTEES 7
12 COLLECTIVE BARGAINING PROCEDURE 8
13 SAFETY 8
14 PROMOTIONAL STANDARDS FOR LEOFF CLASSIFICATIONS 9
15 REFRESHMENT FUNDS 16
16 FIRE DEPARTMENT RESERVES 16
17 WAGES 20
18 HEALTH CARE INSURANCE 21
19 LIFE INSURANCE 23
20 LONGEVITY PAY 24
21 SPECIAL PAYS 24
22 VACATION LEAVE AND KELLY DAYS 28
23 LEOFF EMPLOYEES HOLIDAYS 29
24 SICK LEAVE ACCRUAL/EXCHANGE FOR LEOFF EMPLOYEES 30
25 SICK LEAVE POOL 34
26 BIRTHING LEAVE/MATERNITY LEAVE 36
27 LIGHT DUTY FOR LEOFF II EMPLOYEES 36
28 COMPENSATORY TIME OFF 38
29 OVERTIME FOR LEOFF EMPLOYEES 39
30 DUTY WEEK FOR LEOFF EMPLOYEES 39
31 TOBACCO USE ON DUTY 40
32 PHYSICAL FITNESS 40
33 CREATION OF NEW LEOFF CLASSIFICATIONS 41
34 DEFERRED COMPENSATION FOR LEOFF EMPLOYEES 41
35 DISCIPLINE POLICY 41
36 MUNICIPAL CODE SECTIONS 42
37 ENTIRE AGREEMENT 43
38 NO PYRAMIDING 43
39 SAVINGS CLAUSE 44
40 WSCFF EMPLOYEE BENEFIT TRUST RETIREE MEDICAL 44
ACCOUNT (MERP)
41 TERM OF AGREEMENT 45
COLLECTIVE BARGAINING AGREEMENT
By and Between
THE CITY OF YAKIMA, WASHINGTON
And
LOCAL 469,
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS,
AFL-CIO
This Agreement, made and entered into this First day of January 2004, by and between
the City of Yakima, Washington, hereinafter called the City, and Local 469, International
Association of Firefighters, AFL-CIO, hereinafter called the Union.
GENERAL PROVISIONS
ARTICLE 1 — UNION RECOGNITION AND BARGAINING UNIT
1.1
The City hereby recognizes the Union as the exclusive bargaining representative
for all Fire Department employees in Law Enforcement Officers and Firefighter
(LEOFF) classifications, excluding temporary employees, the Fire Chief, Deputy
Fire Chief, and Battalion Chief.
ARTICLE 2 — UNION SECURITY
2.1 Each employee in the Fire Department may become or remain a member of the
Union. Employees not desirous of membership in the Union shall be subject to a
representation service fee equal to the base mandatory dues and assessments,
which shall be a condition of continued employment. Said membership or fee
payment shall become mandatory upon successful completion of one (1) year
period of service with the Fire Department and in accordance with provisions of
the Public Employee Collective Bargaining Act, R.C.W. 41.56. Nothing herein
shall preclude membership in the Union of any employee who so requests prior to
completion of one (1) year of service.
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ARTICLE 3 — PAYROLL DEDUCTIONS
3.1 The City agrees to deduct uniformly required Union membership fees, dues and
other assessments from the pay of those members who authorize the City to do so;
such authorization shall be in writing and signed by each person authorizing such
deductions and filed with the City. The Secretary of the Union shall notify the
Finance Officer of the City of Yakima of amounts to be deducted from the pay of
each such person. The City shall transmit to the Treasurer of the Union the
aggregate of such deductions, together with an itemized statement, on or before
the 20`h day of each month, following the month for which deductions are made.
The Union agrees to hold harmless and indemnify the City against any claims,
causes of deductions to the Union.
3.2 In the event the City receives a written notice, signed by any person from whose
pay such deductions are being made, that no further deductions are to be made,
the City shall make no such deductions from any pay earned by that person after
receipt by the City of such notice. The City shall notify the Secretary of the
Union of all such notices received by the City, which notification to the Union
shall be given in writing within seven (7) calendar days after the receipt by the
City of such notice and shall include the name of the person involved.
ARTICLE 4 — MANAGEMENT RIGHTS
4.1 The Union recognizes the prerogative of the City to operate and manage its affairs
in all respects in accordance with its responsibilities, lawful powers and legal
authority. City affairs which are not included within negotiable matters pertaining
to wages, hours and working conditions are inclusive of the following, but not
limited thereto:
(a) The right to establish and institute work rules and procedures upon
reasonable notice to bargaining unit members. All personnel rules and
policies developed by the Employer, which are intended to be applicable
to Union members, shall be in written form and posted in the departmental
manual.
(b) The right to determine reasonable schedules of work, overtime and all
methods and processes by which said work is to be performed in a manner
most advantageous to the Employer. Changes to work schedules, which
are intended to be applicable to Union members, shall be in written form
and posted in the departmental manual.
(c) The right to lay off employees for lack of work or funds or because of the
occurrence of conditions beyond the control of the City or where the
continuation of work would be wasteful and unproductive in the opinion
of City officials.
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(d) The right to discipline or discharge employees for just cause; provided that
the City's right to discipline or discharge initial hires during their
probationary period shall not be limited by this section. The parties agree
to study policies for administering this section.
(e) The right to assign incidental duties reasonably connected with but not
necessarily enumerated in job descriptions, shall nevertheless be
performed by employees when requested to do so by the Employer.
(0 The right to take whatever actions the Employer deems necessary to carry
out services in an emergency.
ARTICLE 5 — EMPLOYEE RIGHTS
5.1 Except as otherwise provided in this labor contract, the provisions of this labor
agreement, where applicable, shall not be construed as a waiver of the Union's
right to request and require bargaining in accordance with the provisions of
Chapter 41.56, RCW.
5.2 Employees shall be permitted to wear either one (1) union tie tack or one (1)
union pin on department uniforms. The tie tack or pin shall not exceed 5/8 inch in
diameter.
ARTICLE 6 — PRODUCTIVITY
6.1 The parties mutually recognize the desirability of improving productivity in order
to provide maximum services at reduced costs. The Union agrees to actively
cooperate and participate in studies and agrees to discuss the implementation of
programs to promote efficiency, productivity and to reduce departmental costs.
The goal of the parties is to jointly work to reduce overtime.
6.2 A joint committee shall be formed to promote labor peace, harmony and
productivity. The committee shall be composed of two representatives designated
by the Union, two by the City Council and two designated by management, and
shall meet from time to time as either party may reasonably request.
6.3 The City understands the Union's concern regarding the shortage of manpower
and will discuss the impacts of any potential shortages in personnel and will
pursue, with Union input, adequate resources to apply to needed services in the
event of future annexations and /or mergers.
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ARTICLE 7 — EQUAL OPPORTUNITY CLAUSE
7.1 It is the policy of the City of Yakima and the Union not to discriminate against
any employees or applicants for employment because of race; color; religion; age;
sex; physical, mental, or emotional handicap; national origin; political affiliation;
union involvement; or any other protected rights. It is not the intent of
management to lower employment standards or hire individuals incapable of
performing the required tasks of the job classification. Nothing in this section
shall prohibit the City from establishing bona fide occupational qualifications.
ARTICLE 8 — PROPERTY LIABILITY
8.1 The City shall provide full physical damage insurance on Fire vehicles which
shall include Fire Department employees as insureds, or the City shall, in the
alternative, become self-insured for such physical damage. In either case, the
City waives any claim it may have against any Fire Department employee for
damage to City property while that employee is acting within the scope of his
employment except in the instance of intentional misconduct, but the City retains
its right to discipline any employee for just cause.
ARTICLE 9 — GRIEVANCE PROCEDURE
9.1 Policy. The parties recognize that the most effective accomplishment of the work
of the City requires prompt consideration and equitable adjustments of
employees' grievances. It is the desire of the parties to adjust grievances
informally whenever possible, and both management and employees are expected
to make every effort to resolve problems as they arise. However, it is recognized
that there may be a grievance which can be resolved only after a formal review.
Accordingly, the following procedure is hereby established in order that
grievances of employees covered by this agreement may be resolved as fairly and
expeditiously as possible.
9.2 Definitions.
(a) A grievance is a dispute involving the interpretation, application, or
alleged violation of any provision of this collective bargaining agreement.
(b) A "working day" shall be any day except Saturday, Sunday, and any
observed staff holiday.
9.3 Process.
(a) To be reviewable under this procedure a grievance must:
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Be commenced within sixty (60) calendar days after the grieving party has
been made reasonably aware of the circumstances giving rise to the
grievance.
(b) Step 1 — Discussion with Battalion Chief — As soon as possible, but in no
case later than the time period specified above, an employee shall first
discuss his/her grievance with his/her Battalion Chief. The Battalion
Chief shall make an investigation of the relevant facts and circumstances
of the complaint and provide a written decision within seven (7) working
days.
(c)
Step 2 — Written Grievance to Division Supervisor — If the grievance is not
resolved at Step 1, or in the case of a grievance initiated by the Union,
then the grievance may be submitted to the Division Supervisor within
twenty (20) working days of receipt of the written decision of the
Battalion Chief in writing setting forth the detailed facts concerning the
nature of the grievance, contractual provisions alleged violated and relief
sought. The Division Supervisor shall hear the grievance and forward a
written decision to the employee within twenty (20) working days after
such hearing.
(d) Step 3 — Grievance Appealed To Chief Of The Department — If the
employee and Division Supervisor cannot reach agreement regarding a
remedy, the employee may, within twenty (20) working days of receipt of
the written decision, submit the grievance to the Chief of the Department.
The Chief shall make a separate investigation of the issue(s) and notify the
employee in writing of his decision, and the reasons therefore, within
twenty (20) working days.
(e) Step 4 — Grievance Appealed To City Manager — If the grieving party is
dissatisfied with the decision of the Chief of the Department, the employee
may within twenty (20) working days request a review by the City
Manager. The City Manager shall forward a written decision to the
employee within twenty (20) working days from the receipt of the
grievance.
(f) Step 5 — Grievance Appealed To Arbitration — Except as provided in
9.4(d) of this Article, a grievance which is not resolved as set forth may be
appealed to arbitration. Either party may invoke arbitration upon
submission of a request for same which identifies the previously filed
grievance and sets forth the issues(s) which the moving party seeks to
have arbitrated.
A joint request of the Union and the City Manager shall then be forwarded
to the Public Employment Relations Commission (PERC) within twenty
(20) working days for assignment of an arbitrator from its staff.
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(g)
Subsequent hearing(s) will be governed by the rules and procedures of
PERC. The arbitrator shall render a decision as promptly as possible. The
arbitrator shall confine himself/herself to the issues submitted for
arbitration and shall have no authority to determine any other issues not so
submitted to him/her. The arbitrator shall have jurisdiction and authority
only to interpret, apply or determine with the specific terms of the
Agreement and shall not have jurisdiction to add to, detract from or alter
in any way the provisions of this Agreement. The decision within the
jurisdiction of the arbitrator shall be final and binding upon both parties.
In the event that the Public Employment Relations Commission
establishes fees for the assigned arbitrator during the term of this
Agreement, such expenses and fees incumbent to the services of the
arbitrator shall be borne equally by the Employer and the Union.
Any Grievance which the City's management may have against the Union
shall be reduced to writing and submitted to the President of the Union
local. If the matter is not satisfactorily settled within twenty (20) working
days, appeal may be instituted as set forth in 9.3(f), Step 5, above.
(h) If the subject matter of a grievance could be appealed to the Civil Service
Commission for fire employees of the City of Yakima, the matter may be
submitted for determination to the Civil Service Commission or
arbitration, but not both. After the Union has received the City Manager's
answer at Step 4, it will advise the affected employee whether it is willing
to submit the grievance to arbitration and, if so, the employee shall elect
within 10 working days after the Step 4 answer the forum which the
matter is to be heard. Submission of the dispute to arbitration or a hearing
by the Civil Service Commission shall bar submission in the other forum.
9.4 Special Provision.
(a) A Union representative and/or aggrieved party shall be granted time off
without loss of pay for the purpose of processing a grievance as provided
in 9.3(0, Step 5, above.
(b) A grievance may be entertained in or advanced to any step in the
grievance procedure if the parties so jointly agree.
(c) The time limits within which action must be taken or a decision made as
specified in this procedure may be extended by mutual written consent of
the parties involved. A statement of the duration of such extension of time
must be signed by both parties involved at the step to be extended.
(d) Non -contract disputes only: Wages, hours and working conditions not
specifically covered by the terms and conditions of this Agreement shall
be subject to the grievance procedure up to, but not including, arbitration.
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If the City and the grievant are unable to reach agreement at the City
Manager level, where the grievance is not subject to arbitration, a three
person board will be formed. Management will select one member and
the Union will select one member of the Board. The two members will
select the third member who shall act as chairperson. All members of this
Board must be citizens or employees of the City of Yakima. In the event
the two members cannot agree as to the selection of the third member,
each member may submit one name whereby the chairperson shall be
selected by lot. Any expenses for the services of the third party
chairperson shall be borne equally by the parties. The decision of this
Board shall be binding on the parties in non -contractual grievances.
ARTICLE 10 — RELEASE FROM DUTY
10.1 Union Business Leave. Such officers and members of the Union as may be
designated by the Union normally not to exceed three (3) in number at any one (1)
time, shall be granted fifteen (15) duty shifts of time off for Union business,
provided that a maximum of ten (10) of these fifteen (15) shifts off will be paid at
the standard rate granted -for any leave with pay. Business leave includes
attending labor conventions and educational conferences regarding collective
bargaining, provided that notice of such conventions or conferences shall be given
at least one (1) week prior thereto to the Chief of the fire department, and
provided further that the total leave for this bargaining unit for the purpose set
forth in this section shall not exceed fifteen (15) duty shifts in any calendar year.
Furthermore, partial shifts may be utilized by employees for departure or return
provided Department established minimum manning levels are maintained after
the absence of the person(s) to be released on Union Business Leave. Officers
and members of the Union designated by the Union may use Union Business
Leave from any of the Bargaining Units that I.A.F.F. Local 469 represents.
ARTICLE 11 — COLLECTIVE BARGAINING COMMITTEES
Collective bargaining between the parties shall be carried out by the City Manager
or his designees, on behalf of the City Council, and a committee representing the
Union. No later than August 5 of each year, the Secretary of the Union and the
City Manager shall notify one another regarding the names of persons constituting
their respective bargaining committees. If a communication is forwarded
previous to that date, a response will be made within ten (10) working days.
11.2 Members of the Union negotiating committee, not exceeding three (3) in number,
shall be granted leave from duty without loss of pay for all meetings between the
City and the Union for the purpose of negotiating the terms of a contract during
the pre -impasse period as provided in RCW 41.56, as amended, when such
meetings take place at a time during which any such members are scheduled to be
on duty.
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11.3 Members of the Union negotiating committee, not to exceed three (3) in number
shall be granted leave in the post -impasse period without loss of pay, except that
when such leave reduces the manpower level below that established as the
minimum manpower requirement of the Department, such leave shall be without
pay.
ARTICLE 12 — COLLECTIVE BARGAINING PROCEDURE
12.1 General. All negotiable matters pertaining to wages, hours, and working
conditions shall be established through the negotiation procedure as provided by
RCW 41.56. No ordinances existing at the time of execution of this Agreement
relating to wages, hours and working conditions for members of the bargaining
unit shall be amended or repealed during the term of this Agreement without
written concurrence of both parties.
12.2 Each year, as appropriate, the Union shall submit to the City Manager and the
City Manager may submit to the Union a written proposal for any changes in
matters pertaining to wages, hours and working conditions desired by the Union
or the City for the subsequent year. These written proposals shall be submitted in
accordance with the requirements of RCW 41.56, as amended by S.B. 2852
(1979). The Union and the City shall follow the collective bargaining procedure
set forth in the said statute. All agreements reached shall be reduced to writing,
which shall be signed by the City Manager and the Union's representatives.
ARTICLE 13 — SAFETY
13.1 The Employer shall comply and require all employees to comply with the
requirements, current and as may hereafter be amended, of WAC Chapter 296-
305, 29 CFR 1910.134 and 29 CFR 1910.120. The parties will study WAC
Chapters 296-24 and 296-62 concerning whether these chapters should also be
incorporated in their agreement.
13.2 No employee shall respond to a fire emergency on a pumper that is staffed by
fewer than three career firefighters; provided that:
The Brush Truck, Tankers, Airport Crash Rescue, and Air Truck vehicles
shall continue with present staffing practices;
The parties will bargain concerning emergency response staffing in the
event of new circumstances. These agreements shall be reduced to
writing.
13.3 When the Yakima Fire Department responds to fires or other emergencies outside
of the city limits and that participation is expected to exceed two (2) hours, the
Battalion Chief, Duty Chief or designee shall initiate the call back of off-duty
personnel to ensure a duty strength of four, three person engine companies.
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13.4 The Battalion Chief, Duty Chief or designee shall initiate the rotation of Yakima
Fire Department mutual aid crews every four (4) hours into an incident. Such
rotation shall be governed by valid logistical considerations.
13.5 In the event that on -duty Fire Fighters are used for State Mobilization, the City
will hire back off-duty personnel to maintain normal staffing levels.
ARTICLE 14—PROMOTIONAL STANDARDS FOR LEOFF CLASSIFICATIONS
14.1 Fire Lieutenant and Fire Captain Recruitment and Selection Process.
(a) The recruitment and selection process for the classifications of Fire
Lieutenant and Fire Captain is defined below. All promotions to Fire
Lieutenant and Fire Captain positions within the bargaining unit shall be
made solely on merit, efficiency and fitness ascertained by open
competitive examination among bargaining unit personnel. Examinations
shall fairly, objectively and comprehensively test for qualifications for the
position. A description of the subject matter to be covered by each
examination shall be provided to the Union and posted conspicuously not
less than 60 days prior to the examination. Current text and reference
materials that are relevant and agreed to by the Employer and the Union
may be used for study purposes and will be provided by the Employer.
They will be made available to those employees who wish to prepare for
an examination. An initial joint inventory of the materials will be
accomplished as soon as reasonably possible by staff and Union
representatives prior to each examination in order to assure material
availability. However, after a joint inventory is concluded, should any
reference materials be missing from the stations then it shall be the joint
responsibility of the Union and the Fire Department to replace those
missing materials.
(b) Examinations shall be administered by the Chief Examiner or designee of
the Yakima Fire Civil Service Commission. For the ranks of Lieutenant
and Captain each examination shall have a written portion (consisting of a
multiple choice test taken from IFSTA manuals and a written
communications exercise i.e. business letter, memo, SOP, etc.) that shall
constitute fifty percent of the total score and an oral portion (that will, for
Lieutenants consist of an emergency incident problem and an oral board
interview and for Captains will consist of a practical exercise and an oral
board interview) that shall constitute fifty percent of the score.
The oral board shall consist of up to four qualified examiners chosen from
a list submitted by the Chief. The Chief will be responsible for
determining the qualifications and suitability of the selected board
members. Oral board members may not be City of Yakima employees nor
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can they be from the geographical Upper Yakima County if they are
involved with the fire service in a volunteer or paid role. There will be a
minimum of three (3) board members. In the event board members cancel
immediately prior to the examination, the Chief has the responsibility to
find a substitute board member, who may be from the Upper Yakima
County Fire Service, to maintain the minimum three (3) -person board. If
no substitute board member can be found, the examination will be
postponed.
Board members may only serve on a board for one testing level at a time,
either Lieutenant or Captain, not both. They may not be selected for two
consecutive boards of the same rank. The Fire administration and the
Union both have equal veto rights to disqualify persons from serving on
future boards.
The Employer and the Union may each designate an observer to attend the
administration of the examination. The Chief, with input from the Union,
shall determine the weighting of each component within the two major
examination areas. The weighting of each component within the two
major examination areas shall be included in the notice of the
examination. Candidates must achieve a score of seventy (70%) percent
or higher on the written portion of the examination to continue to the oral
portion. The candidate must obtain a passing score of 70% on the oral and
written portions of the examination process to be ranked on the
promotional register.
(c) For each examination, the Chief Examiner and the Fire Chief shall insure
that the examination is impartially administered and that except for such
assistance from the Human Resources Department as the Chief Examiner
requires, no other City personnel, including those outside the bargaining
unit, have prior access to, or prior notice of, specific examination
procedures or questions or the identity of the oral examiners selected for
the examination. In preparation for the creation of each examination,
representatives of the parties shall meet with the examiner and the
Employer shall identify the qualifications it seeks for its promoted
personnel. A Union representative may, at the Union's option, attend the
meeting or meetings, and my offer comments, suggestions or objections
regarding how the examination will be conducted. Candidates shall be
permitted to review their examination scores and obtain sufficient
information to permit them to understand and learn from any mistakes or
other performance deficiencies.
(d) Procedure for Problem/Equipment Failure and Appeals during an
examination.
(1) Procedure for Problem/Equipment Failure
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(A) If a problem/equipment failure occurs during an
examination that is beyond the control of the applicant,
the applicant must notify the Chief Examiner/or designee
immediately. The Chief Examiner/or designee will note
how much testing time the applicant has remaining. The
Chief Examiner/or designee will document how long it
takes to correct the problem/equipment failure. The
applicant will be given the additional documented time to
complete the examination as soon as the problem/failure
has been corrected. The applicant shall not work on the
examination during the time the problem/failure is being
corrected.
(B) In case of a problem/equipment failure, the applicant has
the right to appeal to the Chief Examiner or designee for
additional time or if other remedies should be made. This
appeal must be made in writing, and must state they are
appealing. The appeal must give the applicant's specific
desired remedies, and must be filed with the Chief
Examiner/or designee immediately after the
problem/equipment failure has occurred. No scores will
be given to applicants until all appeals are resolved.
(2) Procedure of Appeals during Examination
(A) Promotional examination results shall be withheld from
all applicants for a minimum of 72 hours (3 working
days, Monday through Friday) following completion of
each phase of the examination process. During this time,
individual applicants who are dissatisfied with the
conduct of the examination may appeal in writing clearly
indicating their complaint and the remedy sought to the
Chief Examiner or designee. Upon receipt of such an
appeal, disclosure of all examination results will be
withheld until such time as the appeal is resolved.
Pass/fail results will be provided for all phases of the
exam process unless and appeal is filed.
(B) The final examination results shall include overall
numerical or standing scores and scores from each phase,
and shall be withheld from all applicants a minimum of
120 hours (5 working days, Monday through Friday)
following the completion of the final examination
process. During this time, individual applicants who are
dissatisfied with the conduct of or content of the
(e)
examination may appeal in writing clearly indicating their
complaint and the remedy sought to the Chief Examiner/
or designee. Upon receipt of such an appeal, disclosure
of all examination results will be withheld until such time
as the appeal is resolved. No appeals may be made after
results have been released.
Promotional Eligibility
Promotional registers shall be valid for two years. For Lieutenant and
Captain, a new examination shall be conducted one (1) month prior to the
expiration of the current register and become effective upon expiration of
the current register. Eligibility requirements must be met by the first day
of testing.
(1)
Lieutenant: Five (5) years of service with the Yakima Fire
Department as a career Fire Fighter shall be required for eligibility
to test for the position of Lieutenant.
(2) Captain: Twenty-four (24) months as an appointed, career
Lieutenant in the Yakima Fire Department shall be required for
eligibility to test for the position of Captain.
(3)
If a candidate for Lieutenant or Captain declines promotion into
one of the positions, then the position will be offered to the next
eligible candidate on the register. If this candidate declines, the
process continues through the register. Any candidate declining a
promotion must submit in writing that they decline the position. A
copy of the letter of declination shall be submitted to the Chief
Examiner by the Fire Chief. The declining candidate shall retain
his/her position on the promotional register.
(f) Filling a Vacancy
(1) At such time as a vacancy occurs and a decision is made to fill the
vacancy by the appointing authority, the highest scoring candidate
on the promotional register that was current at the time the vacancy
first occurred will be appointed to the position; provided that the
Employer may pass over the top scoring candidate for the
appropriate reasons and promote the second highest candidate
instead. Contemporaneously with passing over any candidate, the
Employer shall furnish the employee and the Union Secretary, in
writing, upon request, the reasons for doing so. In the event two or
more candidates have identical scores, the candidate with the
greatest seniority shall be deemed highest scoring. Employees
promoted shall serve a probationary period of one year.
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(2) If the Employer does not fill a promotional vacancy within 30
days:
(A) If there are two (2) or more candidates on the register in
effect on the date of the vacancy, then that register shall
remain in effect for that vacancy until the vacancy is
filled, and the highest scoring candidate on such register
shall serve in the position in an acting capacity until the
Employer fills the vacancy.
(B) If there is only one candidate remaining on the register in
effect on the date of the vacancy, then for purposes of
filling the vacancy, the remaining candidate shall be
deemed the top scoring candidate on the next register and
shall serve in the position in an acting capacity until the
employer fills the vacancy.
(C) Further, in the event that a decision is made by the
appointing authority not to fill and/or eliminate a vacancy
(as noted in 14.1(f)(1) above) then at such time as the
position is re -authorized the register in effect at the time
the personnel decision was made by the appointing
authority shall be reactivated, and the highest ranking
candidate on the register at the time the vacancy occurred
shall be eligible to be appointed to the reauthorized
position.
14.2 Deputy Fire Marshal, Assistant Fire Marshal, Training Supervisor and Training
Assistant Recruitment and Selection Process.
(a) The recruitment and selection process for the classifications of Deputy
Fire Marshal, Assistant Fire Marshal, Training Supervisor and Training
Assistant is defined below. Upon the implementation of the
reorganization creating these new classifications, Lanny Bonsen and Joe
Riel shall be appointed to fill the initial Assistant and Deputy Fire Marshal
positions, respectively without competition or subject to a probationary
period. Further, Bob Stewart shall be appointed to fill the initial Training
Supervisor position without competition or subject to a probation period.
The Deputy Fire Marshal and Training Assistant initial positions shall be
filled by the procedures outlined below. Any subsequent openings for
Assistant Fire marshal and Training Supervisor shall also be filled by the
procedures outlined below. These promotional procedures shall be
followed for calendar year 2003 and shall be used on subsequent tests for
these positions if mutually agreed upon by the City and Local 469.
13
(b) Eligibility Requirements: Applicants for Deputy Fire Marshal, Assistant
Fire Marshal, Training Supervisor and Training Assistant shall possess
five (5) years of service with the Yakima Fie Department as a career
Firefighter.
In the event less than three Yakima Fire Department employees apply for
Deputy Fire Marshal, Assistant Fire Marshal, Training Supervisor or
Training Assistant, and the Chief elects to advertise the vacancy to the
general public, those applicants also shall possess five (5) years of paid
service as a career Firefighter.
(c) Job Announcement: The job announcement shall indicate the date of the
oral board and shall provide 30 days advanced notice of the oral board.
(d) Application Process: Applicants will submit a letter of interest, resume
and certificates to the Fire Chief for the positions of Deputy Fire Marshal,
Assistant Fire Marshal, Training Supervisor and Training Assistant. The
letter of interest, resume and certificates shall demonstrate the relevant
knowledge, skills and abilities of the position applied for.
(e) Oral Board Composition: The oral board will consist of three (3)
members. Two (2) members of the oral board shall be selected by the Fire
Chief and one (1) shall be selected by Local 469.
Oral board members may not be City of Yakima employees; nor can they
be from the geographical Upper Yakima County if they are involved with
the fire service in a volunteer or paid role. In the event board members
cancel immediately prior to the examination, the Chief has the
responsibility to find a substitute board member who may be from the
Upper Yakima County fire service, to maintain the minimum three (3) -
person board. If no substitute board member can be found, the
examination will be postponed.
(f) Oral Interview Process: The oral board shall be provided copies of each
applicant's letter of interest, resume and certificates. Additionally, the
oral board will be provided oral interview questions and rating factors for
each classification tested. The interview questions, rating factors and
weights of the rating factors shall be prepared by the Fire Chief and Chief
Examiner.
(g)
Scoring of Oral Interviews: The oral board will score individual
candidates based upon their letter of interest, resume and certificates as
well as their responses to the oral interview questions. Candidates must
achieve an overall passing score of 70% and then will be subsequently
ranked numerically on the register based on their interview process score.
14
(h) Maintenance of the Register: The register shall be created and maintained
by the Chief Examiner. The register shall be valid for two years or until
exhausted. The register may be considered exhausted when one (1) or less
candidates are available for certification for promotion.
(i)
Selection Process: For the classifications of Deputy Fire Marshal,
Assistant Fire marshal, Training Supervisor and Training Assistant the
rule of three shall apply. The Chief Examiner shall certify to the Fire
Chief, the names of the three (3) top scoring candidates. If less than three
names constitute the register, those names shall be certified to the Fire
Chief. In the event there are less than two (2) candidates who are willing
to accept the position, the Fire Chief may open the recruitment to the
general public.
(j) Probationary Period: The probationary period for the classifications of
Deputy Fire Marshal, Assistant Fire Marshal, Training Supervisor and
Training Assistant shall be considered complete after twelve months of
satisfactory service. In the event an employee does not complete
probation for any reason, the employee shall be returned to their
previously held classification.
(k) Vacating Promotion: Any appointment to Deputy Fire Marshal, Assistant
Fire Marshal, Training Supervisor and Training Assistant may be vacated
at any time due to a voluntary demotion to the position from which the
employee was promoted or due to a promotion to another position within
the Fire Department.
(1) Base Pay and Step Pay Increases:
(1)
The base pay for the Deputy Fire Marshal and the Fire Training
Supervisor shall equal shift Fire Captain (Class Code 6325) base
pay plus ten percent (10%).
(2) The base pay for the Assistant Fire Marshal and the Fire Training
Assistant shall equal shift Lieutenant (Class Code 6339) plus ten
percent (10%).
(3)
Starting pay scale will apply as follows for promotion to Deputy
Fire Marshal or Fire Training Supervisor:
(A) Firefighter shall start at Step A.
(B) Fire Lieutenant shall start at Step B.
(C) Fire captain/Day Investigator/Training Assistant shall
start at Step D.
15
(4) Starting pay scale will apply as follows for promotion to Assistant
Fire Marshal or Fire Training Assistant:
(5)
(A) Firefighter shall start at Step C.
(B) Fire Lieutenant shall start at Step D.
(C) Fire Captain/Day Investigator shall start at Step E.
Once the initial pay step has been established, the newly promoted
individuals shall receive their next step pay increase after six
months.
(6) Once the six-month step pay increase is issued, the newly
promoted individuals shall receive a step pay increase every 12
months thereafter if there is room to advance within their pay class.
(7)
For all promotions it is agreed that there will be a minimum 5%
increase in base pay.
14.3 The Union and the City shall continue to discuss the promotional process.
Changes mutually agreed upon shall replace or amend the current contract
language. Pending such action Article 14 shall remain unchanged and in full
effect.
ARTICLE 15 — REFRESHMENT FUNDS
15.1 The Union may authorize bargaining unit members to furnish in-house
refreshments; provided that any proceeds from such activities shall be used in-
house for the benefit of bargaining unit members or, upon approval by the Union,
donated to charitable organizations. The Union shall be responsible for insuring
that the refreshment funds are administered consistent with applicable law.
ARTICLE 16 — FIRE DEPARTMENT RESERVES
16.1 The reservists are volunteers who are reimbursed pursuant to Section 1.44.180 (F)
of the City of Yakima Municipal Code.
16.2 The purpose of the reserves is to augment and support total manpower, not
replace bargaining unit personnel.
16.3 Makeup of the Reserves. Reservists will be of two (2) types:
(a) One group need not be in top physical condition or fully trained in fire
fighting skills, but could do public education, teach first aid, assist non-
emergency personnel, and do other public service activities.
16
(b) The second group would be limited to those reservists who have been
properly trained in fire fighting skills under department standards. They
could fight fires inside buildings, do rescue, climb ladders while carrying
hose and wearing an air pack, and also do non -fir fighting activities
inclusive of but not limited to hydrant testing, and work on the fire ground
by carrying hose, rolling hose, refilling air tanks, distributing new radio
batteries, and other non -fire fighting activities. Applicants for the Reserve
Fire Force must meet the following minimum requirements:
(1)
(2)
(3)
(4)
(5)
(6)
(7)
(8)
(9)
Must complete an application for Volunteer Reserve Firefighter
Program;
Must be a high school graduate or equivalent;
Must be 18 years of age at time of appointment;
Must pass a written exam in basic knowledge, or have passed the
latest Yakima Fire Department Civil Service Entrance Exam;
Must pass the Yakima Fire Department Physical Agility
Examination (Combat Test w/o face piece in under 7 minutes);
Must pass an extensive physical examination by a physician
selected by the City of Yakima;
Must possess and maintain a valid Washington State Drivers
License;
Must successfully pass an extensive background check reviewed
by Staff and Chief of the Department;
Must pass an oral interview.
(c) Standards.
Once a Reserve candidate has satisfactorily satisfied the minimum
requirements for entry level then he/she must accomplish the following
before being assigned to respond on any piece of apparatus:
(1) Must successfully complete the existing basic training academy for
Combat Reserves (a minimum of 40 hours).
(2) Must complete Basic First Aid class.
(3) Must satisfactorily complete a basic competency test consisting of:
(A) Demonstrate donning and wearing of protective
clothing.
(B) Demonstrate proper technique of taking a hydrant.
(C) Don and place into service a SCBA.
(D) Shoulder load a 1 " preconnect and demonstrate
proper operation with water flowing.
(E) Demonstrate a basic knowledge of equipment location
on assigned apparatus.
17
(d) Once a Reserve Firefighter has earned the authorization to respond, then it
is required that he/she fulfill the following standard requirements within
the first twelve (12) months:
(1)
(2)
(3)
(4)
Complete IFSTA Firefighter I Program with passing score of 70%.
Complete driver training course and apparatus competency testing
program as established for Brush Trucks, Tenders, and other
Support Vehicles.
Complete and pass the E.V.A.P. course.
Reserve Firefighter will be given quarterly progress reviews by the
Station Officer and/or the Training Division and shall achieve
satisfactory marks on those reviews.
(e) At the completion of the first year, a performance evaluation will be
conducted, with a satisfactory rating required. It is required that the
Reserve Firefighter complete the following within the second twelve (12)
months.
(1) Complete IFSTA Firefighter II Program with a passing score of
70%.
(0 All Reserves would be required to meet the following standards
throughout the year. The combat Reserve Firefighter shall:
(5)
(6)
(7)
(8)
(9)
Attend a minimum of two (2) Monday night drills each month.
Take and pass the "On Target" physical fitness test per Yakima
Fire Department standards.
Take and pass the "Combat" physical fitness test per Yakima Fire
Department standards.
Participate in a minimum of two (2) ride -outs per month with at
least one being during the standard workday between 8 AM and 5
PM. NOTE: The ride -out program is to be done at stations
assigned by the Duty Battalion Chief. These are to be in four (4)
hour blocks.
Maintain E.V.A.P. certification.
Maintain Basic First Aid card.
Attend at least 75% of all required training and make up all missed
required training within the calendar year.
Earn and maintain a satisfactory annual review by the Shift Officer
and/or Battalion Chief in Training.
Reserves shall be assigned to A, B or C shift.
16.4 Organization of the Reserves.
(a) Reserve fire fighters can be utilized at all City owned and/or operated fire
stations; provided that Reserves at all times be under the supervision of a
18
paid officer or paid acting officer. This would allow neighborhood
recruiting and provide an opportunity to increase minority and
disadvantage recruiting.
(b) During normal Department operations, reserves may augment and support
career personnel.
(c) Reserves may be actively involved in the neighborhood. They could teach
first aid, give fire safety talks and other community activities.
(d) Reserves shall have a distinctive uniform to enable identification in all
circumstances.
(e) Reserves shall observe normal station operating routines.
16.5 Chain of Command.
(a) During fire department operations, reserve fire fighters answer to paid
officers or paid acting officers.
(b) The Reserves would be used before calling the districts for help.
16.6 Training Requirements.
(a) Career fire fighting personnel will be used to train reserves.
(b) Shift career personnel assigned to training reserves shall have reasonable
notice of scheduled training.
(c) Monday night training sessions shall be scheduled in advance by the
Training division, or the on -duty Battalion Chief. Training outside regular
hours shall be limited to one evening a month for each crew between 7 PM
and 9 PM. Crew scheduled to assist with training that evening will be
allowed to break their normal duty day at 1430 hours to allow for meals,
prep time and rest, prior to the evening drill.
(d) Reserves will be taught with IFSTA and other sanctioned department
material — the same material utilized by career personnel.
(e) All new reserve recruits shall complete a minimum of 40 hours of basic
training and pass a competency test before being allowed to respond to
emergency incidents.
16.7 Enforcement of this article is limited to the Union acting on behalf of bargaining
unit employees, and not on behalf of Reserves.
16.8 Reserve Response. Reserves would respond to alarms in three scenarios:
(a) Reserves would respond to alarms as the 4`h or 5th person ride -outs on
apparatus having a minimum career staffing of 3.
(b) Off duty reserves would respond to Station #2 when toned -out. Reserves
will be assigned to bring Support Vehicles to emergency scenes or
assigned to career crews at the scene. Reserve personnel will normally
staff a Support Vehicle with 2 people and a maximum of 3.
19
(c) Reserve personnel shall respond Code II except when upgrading at the
request of the Officer in charge at scene.
16.9 Mutual Aid Response. Reserves responding on Mutual Aid shall respond as
follows:
(a)
(b)
(c)
4`h or 5`h person on responding pumpers.
3"d person on a brush truck or tender.
As driver and support with the air truck
16.10 Preference Points
Any Combat Reserve in good standing that meets all of the department standards
for Reserves will be given a one percent preference point for each of their first
three years, with a maximum preference of 3%. That 3 % will be added to the
applicant's score after successful completion of the written and strength and
agility portion of the test. If the Reserve member obtains a Fire Science Degree
while a member of the YFD Reserve Program, and passed a 1 -year probation and
is in good standing, that person would be eligible to receive an additional 2%
added to the applicant's final composite score.
16.11 The Union and the City have formed a committee to study the Fire Department
reserve program. Changes mutually agreed upon shall replace or amend the
current contract language. Pending such action, Article 16 shall remain
unchanged and in full effect.
ARTICLE 17 — WAGES
17.1 Effective 1-1-04 the base salary
2.5%.
17.2 Effective 7-1-04 the base salary
1.5%.
17.3 Effective 1-1-05 the base salary
3.0%.
17.4 Effective 7-1-05 the base salary
0.5%.
17.5 Effective 1-1-06 the base salary
100% Blended Average of West
and 2% minimum and 3.5% max
17.6 Effective 7-1-06 the base salary
1.0%.
of bargaining
of bargaining
of bargaining
of bargaining
of bargaining
Cities CPI -W
imum.
of bargaining
20
unit members will be
unit members will be
unit members will be
unit members will be
unit members will be
and West B/C, CPI -W
unit members will be
increased by
increased by
increased by
increased by
increased by
June to June
increased by
ARTICLE 18 — HEALTH CARE INSURANCE
18.1 Medical, Vision and Dental Care Coverage:
(a) Effective April 1, 1994 covered bargaining unit employees, retirees and
their dependents shall participate in the "City of Yakima Employees'
Health & Welfare Benefit Plans". Eligibility rules, types and or levels of
benefits, payment of premiums through a cafeteria plan, co -payment,
coinsurance and deductibility requirements and all other terms and
conditions for the provision of these health benefits shall be governed by
the "City of Yakima Employees' Welfare Benefit Program".
(b) Effective January 1, 2005, if 50% or more of the bargaining unit members
elect to enroll in the new health insurance program, then 100% of the
members, dependents, retirees and LEOFF I dependants will move to the
new insurance program. (Does not apply to the LEOFF I retired
employees.)
18.2 Health and Dental Care Premium Contributions:
(a) Employee Health Care Premium Contribution. LEOFF I and LEOFF II
employee only health care coverage shall be paid for by the City and shall
be at no cost to the employee. LEOFF II employees will be given the
option to pay the difference in premium between the designated 100%
coverage for LEOFF I and the City's "Plan", except that the deductible
shall be as stated in the "Plan".
(b) Dependant Health Care Premium Contributions. The City and the
employee shall share dependent medical program premiums per month
contribution level on a 50% by the employer and 50% by the employee
basis, with a maximum employee contribution of $140.00 per month.
(c) Dental Care Premium Contributions. The City shall pay the premium for
LEOFF I and LEOFF II employee and dependent dental care coverage.
(d) Employee contributions under this Article will be accomplished through
normal payroll deductions.
18.3 Retiree Coverage. The City of Yakima Employees' Health and Welfare Benefit
Plan shall provide retirees and dependents of retirees the right to remain in the
group plan, except in the case cited in 18.1 (b), as follows:
(a) LEOFF I retirees shall remain in the group medical plan at no cost to the
employee. LEOFF II retirees may elect to remain in the group medical
plan until they reach age 65, upon payment of the required premium.
21
(b) Spouses of retirees may remain in the group medical plan until they reach
age 65 or in the case of spouses of deceased retirees, until they reach age
65 or remarry, whichever occurs first.
(c) Other dependents of retirees may remain in the group health car plan as
long as they remain eligible under the provisions of the plan or when
coverage for the retiree and spouse, or, the spouse of deceased retiree
terminates, at which time such dependent insurance coverage would cease
regardless of the age of the dependents.
(d) Retirees, or spouses of deceased retirees, shall pay the premium and other
shared dependent coverage costs (including dependents if enrolled), which
shall be based on the same formula as active employees and dependents
within the bargaining unit. Premiums shall be paid by deduction from
retirement checks paid to retired employees or their beneficiary.
18.4 Disability Insurance. The Union has executed a disability life insurance policy
with Standard Insurance Company that provides both short-term and long-term
disability life insurance for it members and said policy generally provides a
covered employee with up to fifty percent (50%) of his/her base pay in the event
that the person incurs an off-duty injury, illness and/or disability and is unable to
work. In order to qualify for said benefits under the policy for a particular month,
the employee can receive a minimum of fifty percent (50%) of his/her base pay
from the City through the utilization of accrued sick leave, compensatory time
and annual leave in a month and must be in leave without pay status for the
remainder of the month.
(a) In the event that an insured employee covered by the Local 469 Standard
Insurance Company Disability Plan applies for and receives benefits from
said plan the City shall permit the employee to receive a minimum of fifty
percent (50%) of his/her base pay from the City through the utilization of
accrued sick leave, compensatory time and annually leave in a month and
allow them to be in a leave without pay status for up to 50% of their
scheduled hours for the affected pay period.
(b) Base pay for the purpose of receiving Standard Insurance Company
benefits shall be the base pay per Master Ordinance plus the Deferred
Compensation contribution.
(c) It shall be the responsibility of the employee to inform the fire department
timekeeper on or before the date in which he or she starts the leave
without pay status. It shall be the responsibility of the employee to inform
the fire department timekeeper on or before the date which he or she ends
the leave without pay status.
22
(d) If the insured employee's scheduled hours spent for a pay period is
anticipated to be lower than the minimum number of hours required by the
Washington State Department of Retirements (DRS) for receipt of full
service credit for that month, then the employee may use a sufficient
number of hours of his/her accrued leave for that pay period to satisfy the
minimum numbers required by DRS to receive full service credit for that
month.
(e)
It shall be the employee's responsibility to reconcile his/her monthly pay
from the City with payments from the disability insurance carrier
(Standard Insurance) to ensure that he/she does not violate and /or breach
any of the terms and conditions of the disability insurance policy,
including but not limited to the 100% payout ceiling. Local 469
recognizes that the City does not have any liability with or to the disability
insurance carrier or Local 469 whatsoever with regard to insurance
disputes between the carrier and employees represented by Local 469,
including but not limited to the reconciliation of pay and the 100% payout
ceiling. Further, Local 469 agrees to indemnify, defend and hold harmless
the City of Yakima, its officers, elected officials, employees and agents
from any and all claims, demands, losses, liens, liabilities, penalties, fines,
lawsuits, and other proceedings and all judgments, awards, costs and
expenses (including attorneys' fees and disbursements) caused by or
occurring as a result of any dispute between an employee represented by
Local 469 and the disability insurance carrier.
(0 Both Local 469 and the City have participated in the drafting of the
language for 18.4 and as such, it is agreed by the parties that the general
contract rule of law that ambiguities in the contact language shall be
construed against the drafter of a contract shall have no application to any
legal proceeding, arbitration and/or action in which this section of the
contract and its terms and conditions are being interpreted and/or
enforced.
ARTICLE 19 — LIFE INSURANCE
19.1 The City will provide, without cost to the employee, $20,000 in face amount of
life insurance.
23
ARTICLE 20 — LONGEVITY PAY
20.1 Effective 1-1-04, the City will pay longevity pay upon satisfactory completion of
the following service and at the designated rate:
Service in Years
Completed
Percent of Base Pay
4
2.0%
9
3.5%
14
5.5%
19
7.0%
24
9.0%
26
10.0%
Service in years shall be defined as in Article 22, Vacation Leave, of this
Agreement.
ARTICLE 21 — SPECIAL PAYS
21.1 Acting Assignment. Beginning October 1, 2004, the City will pay acting
assignment pay of at least 5% above the normal base pay or the pay rate of the D -
Step of the next higher pay grade, whichever is greater, on an hour for hour basis
for an individual for such period of continuous service, provided the individual
serves a minimum of four (4) hours for LEOFF personnel, in such higher
classification, having been so assigned by the Fire Chief or his designated agent
and provided further that the individual exercises the responsibility, including
operation and administrative duties as they apply.
21.2 Eligibility for Acting Assignments. In order for an employee to be eligible for
assignment to an acting position, that employee must be eligible for promotion to
the position in accordance with the promotional standards in the current collective
bargaining agreement, with one specific exception in acting as a Lieutenant.
Specifically, the requirements are:
(a) In order to act in the position of Lieutenant, an individual must be
on the current register as maintained by the Civil Service Chief
Examiner. Acting Lieutenants, for their respective shifts, shall be
picked from the top of the register down to fill an acting position.
If no current register exists or there is not a Fire Fighter available
who is on the list, on the affected shift, then a Fire Fighter who
meets all of the requirements to be eligible to take the Lieutenant's
exam shall be selected.
(b) In order to act in the position of Captain, an individual shall hold
the rank of Lieutenant and be on the current register for Captain as
maintained by the Civil Service Chief Examiner. Acting Captains,
24
for their respective shifts, shall be selected from the top of the
register down to fill in an acting position. In the event no one on
the register is available, remaining shift Lieutenants will be eligible
to act, if they are eligible to test for the position of Captain.
(c) At no time will personnel who do not meet the requirements listed
above be allowed to act.
21.3 Station Reassignment. An employee who is reassigned from his/her scheduled
station assignment to a different fire station shall be compensated for the move.
Since moving of Personal Protective Clothing, Uniforms and Bedding will take
approximately 30 minutes, the fee shall be $12.00. The employee will not be
eligible for reassignment fee if they receive notice of transfer by 2100 hours on
the shift they are at work, or if another bargaining unit member causes the transfer
for any reason other than sick or disability leave.
21.4 Call Back.
(a) An employee who is called back to duty after his scheduled shift has
terminated, but before the scheduled start of his next shift, shall receive
premium pay for hours worked, but not less than two (2) hours of
premium pay.
(b) The call back bonus will not be available for a "hold over" defined as an
extension of a regular or reassigned shift due to manning requirements or
an emergency circumstance. However, premium pay shall be paid for
work performed.
21.5 The City shall pay each employee for his use, at the request of the City, of his
personal auto, not less than the IRS Rate per mile actually driven, or the actual
cost of applicable public transportation. In the event that the City increases
mileage allowance paid by the City for the use of personal autos on City business
for any other City department or employee, such increased allowance shall
become the new rate thereunder.
21.6 LEOFF Uniform Maintenance. All LEOFF bargaining unit members shall be
paid a seventy-five dollars ($75.00) uniform maintenance allowance semi-
annually. Said amount will be payable the first payday of February and of
August. The City shall have the right to contract for uniform maintenance
services as it deems appropriate after which time no further uniform maintenance
allowances shall be payable.
21.7 Shift Fire Investigator Differential. Effective 1-1-02 and subject to the Chief's
right to appoint, from time to time, an employee as a Fire Investigator, such
employee shall receive a differential for such duty. Said differential shall be one
hundred fifty dollars ($150) per month for a Fire Investigator who is
25
commissioned and one hundred dollars ($100) per month for a Fire Investigator
who is not commissioned. (Such differential shall be increased annually by a
percentage equal to one hundred (100%) percent of the average of the US Cities
CPI -W and Seattle CPI -W for the period of June to June, effective January 2003.)
21.8 MSA Repairman. Effective 1-1-02 and subject to the Chief's right to appoint,
from time to time, employees as MSA Repairmen, such employees shall receive
fifty dollars ($50) per month premium pay.
21.9 Technical Rescue. Effective 01-01-02 members of the technical rescue team shall
receive premium pay. Team members shall receive twenty-five dollars ($25) and
the team leader thirty-five dollars ($35) per month.
21.10 ARFF (Aircraft Rescue and Fire Fighting). The on -duty Certified ARFF person
assigned to the Crash Truck will be paid twenty-five dollars ($25) per shift,
dependant upon the individual serving a minimum of ten (10) hours in the
position and meeting the standards set forth by the FAA and the Yakima Fire
Department. The shift officer of Station 94 shall assign the individual to the
position with concurrence of the shift commander. Split shifts will be managed in
the manner that generally only one person per shift will receive the ARFF pay.
21.11 HAZARDOUS MATERIAL TECHNICIAN.
(a) The City will allow up to twelve (12) Local 469 LEOFF Union members
of any rank to participate in the YFD HazMat response team based on
their ability to meet the standards set by the bylaws governing the Tri -
County Hazardous Materials Response Team.
(b) The City shall compensate said members a monthly percentage of two
percent (2%) base pay of a firefighter in pay grade step "E".
(c) In the event that there are changes in the specific HazMat duties and/or
scope of responsibilities of the aforementioned twelve IAFF 469 members
after execution of the Tri -County Hazardous Materials Response Team
agreement, the City and the Union shall conduct any legally required
negotiations on the effects of the change(s).
(d) The City shall furnish the Union with a copy of the Tri -County HazMat
agreement when executed and changes as they occur in the future.
(e) The participating Union members shall attend the initial 40 -hour HazMat
Technician Course. Personnel on -duty will be granted city business leave
and off-duty personnel will be compensated at the overtime rate pursuant
to the existing IAFF Local 469 Collective Bargaining Agreement.
26
(0 The participating Union members shall complete the annual required 24 -
hours continuing education as required by Washington Administrative
Code 296-824-300. Union members are not required to meet the 24-hour
continuing education requirement on their own time without
compensation. If the Union member is required by fire administration to
meet the 24-hour continuing education on their day off, said member(s)
shall be compensated at one and one-half their scheduled rate of pay.
Union members may be allowed to utilize pre-recorded classroom lectures
or alternative methods of instruction (multi -media training, DVD,
interactive CD, etc.) in lieu of scheduled classes in the event that the
member cannot attend on their scheduled shift.
(g)
A Deputy Chief shall be in charge of the YFD HazMat activities. It shall
be the responsibility of fire administration to execute all non -incident
related administration of this division.
(h) Rank amongst Union members performing HazMat work shall not be
recognized while functioning as part of theTri-County Hazardous
Materials Team. All Union members participating in this team shall
perform on an equal level all work they are assigned by the Incident
Commander.
(i) Any required medical or physical examination, as it relates to said team,
shall be paid for 100% by the City of Yakima. This cost shall not be a part
of nor reflected in the members' negotiated Medical Benefit Plan.
27
ARTICLE 22 — VACATION LEAVE & KELLY DAYS
22.1 Vacation Leave. Each LEOFF employee shall have a vacation account. Accruals
to this account for LEOFF employees working straight day shifts shall be at the
following rates.
Service in Years
Accrual Hrs/Mo.
Accrual Hrs/Yr.
Maximum Accrued
0-3
6.67
80
172
3-7
8.00
96
204
7-10
10.00
120
252
10-15
12.00
144
300
15-20
14.00
168
348
20 +
16.00
192
396
22.2 LEOFF employees assigned to a 24-hour shift shall be eligible to carry maximum
vacation leave accumulations according to the following schedule.
Service in Years
Accrual Hrs/Mo.
Accrual Hrs/Yr.
Maximum Accrued
0-5
10
120
252
5-10
12
144
300
10-15
14
168
348
15-20
16
192
396
20+
18
216
444
22.3 Service in years for LEOFF classifications is defined as the most recent period of
employment unbroken by voluntary termination, voluntary retirement, voluntary
leaves of absence in excess of thirty (30) days or termination for cause. Such
service shall not be considered broken by period of disability retirement, or leave
without pay in excess of thirty (30) days for medical reasons, if approved by the
Fire Civil Service Commission during which times no service credit shall accrue.
Layoff shall not be considered a break in service providing that failure to accept
the first offer of reemployment for any reason shall constitute a break in service.
(No service credit shall accrue during periods of layoff.)
22.4 If a LEOFF employee is transferred from twenty—four (24) hour shift schedule to
day shift and is over the day shift maximum accrual, said employee will be given
an opportunity to use up leave within six (6) months from the date of transfer.
22.5 Scheduling of Vacation, Kelly Days, and Days Off in Lieu of Holidays for
LEOFF Employees (PERC Case No. 7900-U):
(a) Effective 10-1-04, the City shall allow five (5) positions per shift, for shift
employees from the bargaining unit to be released from duty at any one
time for scheduling of vacation, Kelly days, or holidays.
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22.6 For LEOFF classifications, any vacation accumulated over the stated limits shall
be paid at 100% of base wage as of December 31 of each year; provided,
however, at least 75% of the annual accrual rate for vacation must have been used
during the year in order to qualify for the payment; provided, however, if the
Employer cancels an employee's scheduled vacation and this canceling results in
vacation accumulation over the stated limits as of December 31 of any particular
year then the Employer will pay for said vacation at the normal hourly rate.
Payment for any vacation accumulated over the stated limits is subject to the
Employers' inability to reschedule the vacation time off. Neither party shall
unreasonably withhold approval of rescheduling of vacation previously canceled.
22.7 Employees shall be able to cancel scheduled earned leave with thirty (30) days
notice.
ARTICLE 23 — LEOFF EMPLOYEE HOLIDAYS
23.1 (a) At the first of each year, all LEOFF members of the bargaining unit will
receive a credit of 120 hours to their holiday leave account. New
employees hired after that date will receive holiday credits at the rate of 10
hours per month for all months remain in the calendar year. New
employees must be scheduled to work for more than one-half (1/2) of the
month's shifts in order to receive holiday credit for the month in which
they were hired.
(b) Employees transferring from days to shifts will receive holiday credits at
the rate of ten (10) holiday hours per month for the calendar months
remaining in the year. Employees transferring from shifts to days will
have ten (10) hours per month for each calendar month remaining in the
year deducted from their 120 hours of holiday credits which shall not be
reduced to less than zero credits. The employee's schedule which
encompasses more than one-half (1/2) of a month shall determine whether
or not credits are added or reduced for that month.
23.2 Holiday time must be used in the calendar year in which it was credited and may
not carry-over into successive calendar years. Unused holiday time will be paid at
100% of the base wage as of December 31 of each year up to a maximum of 48
hours per employee.
23.3 An employee who uses up their 120 hours of holidays and leaves the Department
before December 31 shall have 10 hours removed from their earned leave account
for each month remaining in the year that the employee has not worked at least
one (1) shift.
23.4 If an employee has not used the holiday time in the calendar year in which it was
earned due to long term sick leave, disability leave, disability retirement or layoff
then the employee shall be paid for unused holiday time at ten (10) hours per
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month for those months in which the employee has actually worked at least five
(5) shifts.
ARTICLE 24 — SICK LEAVE ACCRUAL/EXCHANGE FOR LEOFF
EMPLOYEES
24.1 Regular LEOFF II employees working a 24-hour shift schedule may exchange
accrued sick leave for pay or for additional leave time as appropriate, in
accordance with the options provided the employee, subject to the following
provisions:
No exchange of accrued sick leave for additional leave days or for cash will be
granted for those employees with 1080 hours or less of accrued sick leave
except:
(a) Upon retirement or death, the employee's accrued sick leave up to 1080
hours or less will be exchanged for pay at the rate of 50% of the
employee's current base pay.
(b) Upon termination under honorable conditions, as distinct from retirement
or death, the employee's accrued sick leave up to 1080 hours or less will
be exchanged for pay at the rate of 25% of the employee's current base
pay. Honorable termination includes resignation with proper notice.
(c) Upon involuntary termination under honorable conditions, e.g., layoff for
budget reasons, accrued sick leave up to 1080 hours or less will be
exchanged for pay at the rate of 50% of the employee's current base pay.
(d) In the event of death in line of duty, all hours of sick leave will be
exchanged for pay at the rate of 100% of the employee's current base pay.
(e) In no event shall the cash out exceed the sum of Seven Thousand Five
Hundred Dollars ($7,500.00).
24.2 Exchange of accrued sick leave for additional leave days or for cash will be
granted to regular LEOFF II employees who have accrued more that 1080 hours
of sick leave, subject to the following provisions:
(a) Upon retirement or death, 1080 hours of accrued sick leave will be
exchanged for pay at the rate of 100% of the employee's current base pay.
(b) Upon termination under honorable conditions, as distinguished from death
or retirement, 1080 hours of accrued sick leave will be exchanged for pay
at the rate of 50% of the employee's current base pay.
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(c)
Employees who have accrued more than 1080 hours of sick leave may
exchange such sick leave for bonus (additional) leave at the rate of 3 shifts
of sick leave for each additional vacation shift, not to exceed a total of 5
added vacation shifts annually, utilization of which would be subject to the
scheduling and approval of the department head.
(d) Upon involuntary termination under honorable conditions, e.g., layoff for
budget reasons, 1080 hours of accrued sick leave will be exchanged for
pay at the rate of 50% of the employee's current base pay.
(e)
In the event of death in the line of duty, all hours of accrued sick leave
will be exchanged for pay at the rate of 100: of the employee's current
base pay.
(f) In no event shall the cash out exceed the sum of Eighteen Thousand
Dollars ($18,000); provided, however, this cash out limit shall not apply
with regard to a Death in the Line of Duty.
24.3 The maximum accumulation of sick leave for LEOFF II employees shall be a
total of 1,440 hours for any purpose including use and/or exchange.
24.4 Sick Leave Exchange Procedure. Any regular LEOFF II employee may exchange
accrued sick leave as provided in Sections 24.1, 24.2, 24.6, 24.7 or 24.8 herein at
the option of the employee, subject to the following conditions and provisions:
(a) Authorization for such an exchange shall be made by time ticket submitted
to the Fire Chief or his designee.
(b) No exchange will be granted for less than 24 hours of vacation leave.
(c) No exchange will be granted to an employee who has been terminated for
cause.
24.5 Regular LEOFF II employees hired on or after October 1, 1977 shall be granted
sick leave in accordance with Municipal Code 2.22.075.
24.6 LEOFF II personnel working a 40 -hour week shall be eligible to exchange sick
leave according to the following schedule. A maximum of 1040 hours may be
accumulated for either exchange or use.
No exchange of accrued sick leave for additional leave days or for cash will be
granted for employees with 720 hours or less of accrued sick leave, except:
(a) Upon retirement or death, the employee's accrued sick leave up to 720
hours or less will be exchanged for pay at the rate of 50% of the
employee's current base pay.
(b) Upon termination under honorable conditions, as distinct from retirement
or death, the employee's accrued sick leave up to 720 hour or less will be
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exchanged for pay at the rate of 25% of the employee's current base pay.
Honorable termination includes resignation with proper notice.
(c) Upon involuntary termination under honorable conditions, e.g., layoff for
budget reasons, accrued sick leave up to 720 hours or less will be
exchanged for pay at the rate of 50% of the employee's current base pay.
(d) In the event of death in the line of duty, all sick leave will be exchanged
for pay at the rate of 100% of the employee's current base pay.
(e) In no event shall the cash out exceed the sum of Seven Thousand Five
Hundred Dollars ($7,500.00).
24.7 Exchange of accrued sick leave by 40 -hour week employees for additional leave
days or for cash will be granted to regular LEOFF II employees who have accrued
720 hours or more, subject to the following provisions:
(a) Upon retirement or death, the employee's accrued sick leave up through a
maximum 720 hours will be exchanged for pay at the rate of 100% of the
employee's current base pay.
(b) Upon termination under honorable conditions, as distinguished from death
or retirement, the employee's accrued sick leave up through a maximum
of 720 hours will be exchanged for pay at the rate of 50% of the
employee's current base pay.
(c) Upon involuntary termination under honorable conditions, e.g., layoff for
budget reasons, the employee's accrued sick leave up through a maximum
of 720 hours will be exchanged for pay at the rate of 50% of the
employee's current base pay.
(d) In the event of death in the line of duty, the employee's accrued sick leave
will be exchanged for pay at the rate of 100: of the employee's current
base pay.
(e) Employees who have accrued more than 720 hours of sick leave may
exchange such sick leave for bonus (additional) leave at the rate of 24
hours of sick leave for an additional vacation leave day (eight (8) hours),
not to exceed a total of 40 hours added vacation leave days annually,
utilization of which would be subject to the scheduling and approval by
the department head.
(0 In no event shall the cash out exceed the sum of Eighteen Thousand
Dollars ($18,000); provided, however this cash out limit shall not apply
with regard to a Death in the Line of Duty.
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24.8 In December of each year, any accruals by 40 -hour week employees beyond a
1040 hour limitation will be automatically exchanged based upon the formula of 8
hours pay for each 32 hours accrued or a percentage thereof for smaller accruals.
Such pay will appear on the employee's final paycheck for the year.
24.9 LEOFF I1 personnel reassigned from shifts to days shall have all hours of accrued
sick leave converted utilizing the factor of 1040/1440 or .7222 and personnel
reassigned from days to shift shall have all hours of accrued sick leave converted
utilizing the factor of 1440/1040 or 1.385. In no case can the employee accrue
more than the maximum sick leave allowance.
24.10 Employees who become ill or injured while on approved earned leave (vacation,
holiday, or comp time) may utilize sick leave for the period of illness or injury:
provided the employee immediately upon becoming incapacitated notifies the
division supervisor and presents to management upon returning to work, a
certificate from a health care provider, stating the nature and duration of the
incapacity.
24.11 All final cash out proceeds under this article will be contributed to the
Washington State Council of Fire Fighters Benefit Trust Retiree Medical Account
(MERP), effective 1-1-05. (Refer to Article 40 of this agreement)
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ARTICLE 25 — SICK LEAVE POOL
25.1 The City Manager or his/her designee, in his/her discretion, may grant, with the
agreement of the Local 469 Executive Board, to a regular full-time employee who
is a member of Local 469 or, with the unanimous agreement of the Local 469
Executive Board to a City employee, shared leave from the leave pool provided
the following conditions are met:
(a) The employee suffers from a catastrophic non -duty related illness or
injury.
(b) The employee has depleted or will shortly deplete his/her total available
paid leave. Paid leave is defined as vacation leave, sick leave, accrued
compensatory time, holiday time, and personal holiday. Shared leave
shall mean paid leave transferred to an employee pursuant to this section.
(c) Where applicable, the employee has diligently pursued and is found to be
ineligible for Washington State Industrial Insurance benefits.
(d) The employee is not eligible for other disability benefits that meet or
exceed the limits set forth in this program pursuant to local law, state law,
federal law, insurance, and/or any agreement.
(e) In requesting, the employee must have been a donating share leave pool
member.
25.2 An employee may donate his/her accrued paid leave hours by submitting a time
card specifying the type and amount of hours to be donated to the IAFF Local 469
extended sick/leave pool; provided, that the donated hours do not cause the donor
employee's sick leave balance to be less than two hundred eighty-eight (288)
hours, unless otherwise approved by the Local 469 Executive Board. The
minimum number of hours to be donated at any one time is eight (8) hours. Such
time cards must be received by the Fire Department Timekeeper no later than the
fifth (5th) day of each month.
25.3 Paid leave shall be transferred on a dollar -value basis. The value of shared leave
shall be the dollar value of the paid leave at the time it is recorded as available for
use as shared leave. Once shared leave has been transferred to an employee, it
shall be transformed into sick leave and so credited to the employee's sick leave
accrual. The dollar value of the pool will be increased by the City by the same
percentage or dollar -per -hour figure as any wage increase effective for Local 469
members.
25.4 All requests/applications for shared leave shall be in writing on a form provided
by Local 469 and directed to the Local 469 Executive Board. Said written
application shall contain the following information:
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(a) The number of hours sought from the leave pool, in one-hour increments.
(b) A physician's statement indicating the nature of the illness or injury, the
prognosis for recovery, and the expected duration of the absence. All such
information shall be kept confidential.
(c) An agreement to return to said leave pool any unused hours received from
said leave pool upon return to work or termination of his/her employment
for any reason.
All requests processed by the Payroll Office by the fifteenth (15`11) of a month
shall be effective for that month.
25.5 The Local 469 Executive Board shall recommend whether to approve a request
for leave from the leave pool, according to the following factors:
(a) The nature of the illness or injury of the requesting employee.
(b) Any history of excessive or abusive use of sick leave by the requesting
employee.
(c) The amount of shared leave available in the leave pool.
25.6 The Local 469 Executive Board shall make every reasonable effort to determine
that an employee is granted shared leave only for catastrophic non -duty related
illness or injury and the limitations set forth in this policy. Use of shared leave
contrary to this Agreement shall result in cancellation of shared leave, the balance
of which will be returned/transferred to the leave pool. The Local 469 Executive
board shall sop notify the involved employee and the Director of Finance and
Budget.
25.7 Hours awarded from the leave pool shall be on a first-come first-served basis of
qualified employees. The maximum withdrawal from the pool shall be limited to
the amount required to maintain the requester's employee status for six months
from the date of approval, per approval request.
25.8 The Local 469 Executive Board shall send written notification for the award of
sick leave hours from the leave pool to the City of Yakima Human resources
Department, with a copy to the Payroll Officer. The Local 469 Executive Board
and the City shall notify each requesting employee of the final decision on award
of hours from the leave pool.
25.9 The Personnel Officer shall be responsible for monitoring shared leave and shall
also be responsible for initiating the proper paperwork to the Payroll Office to
adjust the accrued leave balances to the recipient form the leave pool. Records of
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all transactions from the leave pool to the recipient will be maintained by the
Payroll Office with a copy of each transaction also maintained in the Human
Resources Office. Recipients shall also have a record of his/her hours received
from the leave pool placed in their City and Department personnel file.
ARTICLE 26 — BIRTHING LEAVE/MATERNITY LEAVE
26.1 A LEOFF I male employee shall be authorized to use vacation leave,
compensatory time, holiday time, or other accrued time -off on the day his wife
gives birth. The employee shall be released by their commanding officer upon the
arrival of a replacement if such is needed to maintain departmental daily staffing
requirements.
26.2 A LEOFF II male employee shall be authorized to use sick leave on the day his
wife gives birth. The employee shall be released by his commanding officer upon
the arrival of a replacement if such is needed to maintain Departmental daily
staffing requirements. If the employee's sick leave has been exhausted, vacation
leave, holiday time, compensatory time, or other accrued time off may be used in
lieu of sick leave.
26.3 The Union and the City agree to jointly develop appropriate language to add to
this article to cover the impacts of mandates by State and Federal statutes.
ARTICLE 27 — LIGHT DUTY FOR LEOFF II EMPLOYEES
27.1 Off-duty extended injury, illness or pregnancy.
LEOFF II employees who are off-duty due to an extended injury, illness, or
pregnancy and cannot perform their regular duties may request in writing to the
Chief of the Department an assignment to light duty. This request may be made
at the end of (7) days after the point of the injury, illness, or notification of
pregnancy. Any light duty assignment will be contingent on the Department's
needs and the employee's ability to perform assigned duties within the scope that
would be allowed based on a physician's recommendation. All light duty
assignments will be for (30) days and will be reviewed by the Chief of the
Department to determine any extension of the assignment. Light duty
assignments will not include fire suppression, EMS response, dispatching duties,
or delay the appointment or filling of a Civil Service position due to work being
performed by the employee on light duty. Any employee on light duty will
maintain all the rights and benefits of this contract and earn job and position
seniority as if on full duty. Employees assigned to light duty on an 8 -hour day
shift who have previously been assigned to a 24-hour shift will have their sick
leave hours converted utilizing the factor of 1040/1440 or .7222. Upon return to
the 24-hour shift assignment their sick leave hours will be converted utilizing the
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factor of 1440/1040 or 1.385. In no case can the employee gain more than 100%
of sick leave or income from this assignment.
27.2 On -duty extended injury or illness.
LEOFF II employees who are injured or incur illness on -duty may be required at
the discretion of the department to be place on light duty. Any light duty
assignment will be contingent on the Department's needs and the employee's
ability to perform assigned duties within the scope that would be allowed based
on a physician's recommendation. All light duty assignments will be for (30)
days and will be reviewed by the Chief of the Department to determine any
extension of the assignment. Light duty assignments will not include fire
suppression, EMS response dispatching duties, or delay the appointment or filling
of a Civil Service position due to work being performed by the employee on light
duty. Any employee on Light duty will maintain all the rights and benefits of this
contract and earn job and position seniority as if on full duty.
Employees assigned to light duty on an 8 -hour day shift who have previously
been assigned to a 24-hour shift will have their sick leave hours converted
utilizing the factor of 1040/1440 or .7222 and upon return to the 24-hour shift will
have their sick leave converted utilizing the factor 1440/1040 or 1.385. In no case
can the employee gain more than 100 % of sick leave or income from this
assignment.
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ARTICLE 28 — COMPENSATORY TIME OFF
28.1 All bargaining unit employees shall have the option of receiving payment or
credited time off at the rate of one and one-half (1.5) actual overtime hours
worked in accordance with Municipal Code Section 2.22.040 (E). Compensatory
time shall be separately accounted for and will have to be cleared by use or pay by
December 31, annually.
Up to one (1) average work week's worth of hours may be accumulated (i.e., forty
(40)). Use shall be scheduled at the City's discretion with due regard to the
wishes of the employees and the City's work requirements.
28.2 Court Appearance Leave. In the event members of the bargaining unit receive a
subpoena to appear in court to provide testimony in an official capacity, such
required absence from scheduled duty shall be considered time worked for pay
purposes. When said employees are required to appear in court in an off9icial
capacity in their off duty hours, they shall be paid at the applicable rate for such
time. Verification of court attendance shall be on a form prescribed by the Fire
Department and shall include a statement of hours signed by the relevant court
clerk.
28.3 An off duty employee who is required by the Chief of the Department to testify
before the Civil Service Board on matters pertaining to his assigned duties shall
be compensated for actual time in attendance in accordance with 28.2 of this
Article. Verification of attendance shall be on a form prescribed by the Fire
Department and shall include a statement of hours of attendance signed by the
relevant court clerk.
28.4 Training Time.
(a) For LEOFF employees, off duty training that is required by the Chief of
the Department or his designee shall be paid at time and one-half the
straight time pay for each hour or portion thereof that is spent in actual
training.
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ARTICLE 29 — OVERTIME FOR LEOFF EMPLOYEES
29.1 Only the hours that a LEOFF employee is physically present on his assigned shift
or work period are considered hours worked.
29.2 When LEOFF employees assigned to a 24-hour shift work more than 204 hours
on their assigned shifts in a 27 day work period, or in the case of other LEOFF
employees, 40 hours in a 7 day work period, such employees shall be paid at the
overtime rate required by the Fair Labor Standards Act for all hours worked in
excess of 204 hours or 40 hours, respectfully.
29.3 Premium Duty Pay. LEOFF personnel not on their normally scheduled shifts,
who are not assigned to work, except as noted in 29.4 below, shall be paid at the
overtime rate required by the Fair Labor Standards Act.
29.4 Emergency Duty Pay. When LEOFF personnel are called from off-duty by the
Fire Chief or his designee because of an emergency the emergency duty pay rate
shall be calculated by dividing base monthly salary by 173.33 and multiplying the
result by 1.5.
29.5 Fractions of an hour served on overtime duty shall be rounded to the next full
hour for the purpose of computing the amount of overtime.
ARTICLE 30 — DUTY WEEK FOR LEOFF EMPLOYEES
30.1 The average hours of duty for 24-hour shift LEOFF employees shall average fifty-
one point thirty-eight (51.38) hours per week.
(a) Effective 1-1-05, the average hours of duty for 24-hour shift LEOFF
employees shall be reduced to fifty point ninety—two (50.92) hours per
week.
(b) Effective 1-1-06, the average hours of duty for 24-hour shift LEOFF
employees shall be reduce to fifty point forty-six (50.46) hours per week.
30.2 The employees serving in the positions of Deputy Fire Marshal, Assistant Fire
Marshal, Training Supervisor, and Training Assistant shall work a shift consisting
of forty (40) hours per week in the form of five (5) eight (8) hour days. Alternate
forty (40) hour shifts may be worked as mutually agreed upon by the employee
and the employer.
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ARTICLE 31 — TOBACCO USE ON DUTY
31.1 The Union and the City recognize that health problems are caused by smoking
and tobacco use and therefore agree to the elimination of the use of all tobacco
products by all members of the Fire Department from all areas within fire stations,
administrative offices, shops and any other buildings or facilities of the Fire
Department. Violations of these provisions shall constitute a basis for
disciplinary action to be handled in accordance with normal disciplinary
procedures.
ARTICLE 32 — PHYSICAL FITNESS
32.1 For LEOFF employees, there shall be established a physical fitness committee.
Composition of the committee shall consist of:
(a) Two members designated by the Fire Chief.
(b) Two members of the bargaining unit.
(c) One member from outside the department, selected by the other four
members to serve as chairperson. The outside representative should have
the following professional characteristics: Experience or education in
physical fitness, or medicine or related field.
32.2 The purpose of the committee is to develop a physical fitness program, establish
policy, manage the on-going program and make appropriate recommendations on
awards and/or discipline.
32.3 The Physical Fitness Program established by the Physical Fitness Committee shall
be reviewed and revalidated annually by the Department and the Union. The
program and the policy governing this program shall not be changed except by the
mutual consent of the Department and the Union.
32.4 Both parties have agreed to jointly work on addressing issues and programs
pertaining to physical fitness.
32.5 All LEOFF personnel will be required to meet the physical fitness standards as
defined by the physical fitness committee. LEOFF personnel failing any portion
of the standard will be monitored on an on-going basis to insure a regular effort is
made to progress in the deficient area(s). Individuals will have a period of time,
as determined by the committee, to achieve a minimum standard as long as
progress is measurable and legitimate injury does not impeded such progress.
After the period of time set by the committee and no measurable progress is made
then corrective or disciplinary action may be taken as provided for in Article 35.
32.6 Upon request by the fitness committee, only the medical results that pertain to
physical fitness shall be given to the committee.
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32.7 Employees in the bargaining unit shall be required to have physical examinations
to be scheduled by and at the expense of the city. Examinations shall be required
at age 40 and every two years thereafter. The results of a medical examination for
LEOFF employees as they relate to health/fitness to carry out the job
responsibilities will be forwarded to the physical fitness committee.
ARTICLE 33 — CREATION OF NEW LEOFF CLASSIFICATIONS
33.1 The salary, hours of work, working conditions, selection criteria and fringe
benefits for all newly created classifications or classification modifications within
the bargaining unit shall be negotiated with the Union prior to the filling of any
position within the new classification.
ARTICLE 34 — DEFERRED COMPENSATION FOR LEOFF EMPLOYEES
34.1 Effective 1-1-01, each bargaining unit member shall be paid, in addition to that
employee's monthly salary, deferred earned compensation each month in an
amount equal to 3% of base pay to a deferred compensation account for each
member of the bargaining unit.
(a) Effective 7-1-05, each bargaining unit member shall be paid, in addition to
that employee's monthly salary, deferred earned compensation each
month in an amount equal to 4% of base pay to a deferred compensation
account, reflecting an increase of 1%.
34.2 Said deferred compensation is separate pay and is not part of the base monthly
salary schedule codified in Yakima Municipal Code Pay and Compensation
Ordinance, subsection 2.20.110. This provision is subject to the City's deferred
compensation rules and regulations adopted by the City Council and IRS
regulations, and the computation of retirement contributions and pension benefits
shall be governed by applicable state law.
34.3 Effective January 1, 2005, if 50% or more of the members of the bargaining unit
elect to enroll in the new IAFF program, then 100% of the members shall move to
the IAFF deferred compensation program.
ARTICLE 35 — DISCIPLINE POLICY
35.1 Both parties have agreed to continue to work on and complete a progressive
disciplinary policy.
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ARTICLE 36 — MUNICIPAL CODE SECTIONS PERTAINING TO LEOFF
EMPLOYEES
2.01 Group Insurance
2.04.010 Plan Adopted
2.04.030 City Contributions
2.16 Bonds For Officers
2.16.010 Bonds Required — Amount
2.20 Salaries
2.20.010 Persons Subject to the Plan
2.20.040 Policy for Pay Steps
2.20.060 Transfer, Promotion, Reclassification, Demotion or Reinstatement of
Employees
2.20.070 Reduction in Salary
2.20.080 Effect on Budget
2.20.085 Reimbursement for Expenditures
2.20.086 Reimbursed Expenditures — Amounts
2.20.088 Uniform Allowance — Special Assignment Pay
2.20.100 Classification Plan
2.20.110 Compensation Plan
2.22 Fire Department — Working Conditions
2.22.010 Work Week
2.22.020 Calling Off -Duty Firefighters in an Emergency
2.22.030 Compensation
2.22.040 Overtime Pay
2.22.050 Special Assignment Pay
2.22.060 Time -off Privileges — Vacation Leave
2.22.070 Time -Off Privileges — Compassionate Leave
2.22.075 Time -Off Privileges — Sick Leave
2.22.80 Holidays
2.24 Longevity Plan
2.24.010 Longevity Plan — Eligibility - Restrictions
2.24.015 Longevity Plan — Service Recognition Award
2.24.20 Leave Of Absence for Service in Armed Forces
2.40 Leaves Of Absence
2.40.010 Eligible Employees
2.40.020 Vacation Leave
2.40.030 Sick Leave
2.40.040 Civil Leave
2.40.050 Military Leave
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2.40.060
2.40.70
2.44
2.44.030
2.44.040
2.44.050
2.44.060
Leave Without Pay
Unauthorized Absence
Lobbying by City Personnel
Permitted Activities of Representatives
Payment for Services of Representatives
Prohibited Expenditures
Ethical Practices and Conduct
In cases of conflict between the Municipal Code and this Agreement, the latter shall
control. Nothing herein shall alter the parties' rights and obligations to bargain
collectively concerning proposed changes in the Municipal Code that affect wages, hours
or working conditions of bargaining unit employees.
ARTICLE 37 — ENTIRE AGREEMENT
37.1 The Agreement expressed herein in writing constitutes the entire agreement as
negotiated between the parties and no oral statement or previous written
agreements shall add to or supercede any of its provisions.
37.2 The City and the Union agree to establish a regular monthly meeting for the
purpose of discussing matters considered of importance to them respectively and
to maintain a channel of communication. It is intended that such communication
be used as a tool to prevent problems from developing and to solve problems,
which have surfaced.
The City and the Union may voluntarily and mutually agree upon solutions to the
aforementioned problems, real or developing and such agreements shall, when
appropriate, be reduced to a memorandum and attached to this Agreement.
37.3 Date of Hire List for LEOFF Employees. The City will provide a date of hire list
for LEOFF employees no later than February 1 S` of each year to be posted at all
fire stations.
ARTICLE 38 — NO PYRAMIDING
38.1 Nothing contained in this agreement shall be interpreted as requiring duplication
or pyramiding of overtime payments involving the same hours of labor except as
otherwise specifically provided in this agreement.
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ARTICLE 39 — SAVINGS CLAUSE
39.1 All provisions of this agreement are subject to applicable laws, and if any
provision of any article of this agreement is held or found to be in conflict
therewith, said provision shall be void and shall not bind either of the parties
hereto; however, such invalidity shall not affect the remaining articles of this
Agreement. Notwithstanding any other provisions of this Agreement the
Employer may take all actions reasonable to comply with the Americans with
Disabilities Act and the Family Medical Leave Act.
ARTICLE 40 — MEDICAL SAVINGS ACCOUNT
40.1 The City and the Union have agreed to implement a medical reimbursement plan
for Bargaining Unit members for the term of this agreement.
40.2 Conversion of Sick Leave Cashout to Retiree Medical Savings Account.
(a) Effective March 20, 2001, the City shall participate in the MSA/VEBA
Medical Reimbursement Plan for Public Service Employees in the
Northwest (the "Plan") and agrees to make contributions to the Plan on
behalf of all employees in the Collective Bargaining Unit who are eligible
to participate in the Plan by reason of having excess sick leave conversion
rights. For the purposes of this article, excess sick leave conversion rights
are defined as sick leave cash -outs at retirement not to exceed a maximum
of $18,000. Contributions on behalf of each eligible employee shall be
based on the cash -out value of sick leave hours accrued by such employee
and available for cash -out at retirement. All eligible employees shall be
required to sign and submit to the City a MSA/VEBA Membership
Enrollment Form at retirement. If an eligible employee fails to sign and
submit such agreement to the City, he/she will not be permitted to
participate in the Plan at retirement, and any and all sick leave cash -outs
shall be forfeited.
(b) Effective January 1, 2005, the City shall participate in the Washington
State Council of Fire Fighters Employee Benefit Trust (the "Trust
Agreement") and the Premium Reimbursement Plan of the Washington
State Council of Fire Fighters Employee Benefit Trust (the "Plan") and
agrees to make contributions to the Plan on behalf of all employees in the
Collective Bargaining Unit who are eligible to participate in the Plan by
reason of having excess sick leave conversion rights. For the purposes of
this article, excess sick leave conversion rights are defined as sick leave
cash -outs at retirement not to exceed the maximum stated in Article 24 of
this agreement. Contributions on behalf of each eligible employee shall be
based on the cash -out value of sick leave hours accrued by such employee
44
and available for cash -out at retirement. IRS codes require all eligible
employees to participate.
40.3 General Monthly Payroll Contributions.
(a) Effective January 1, 2005, the City shall deduct monthly contributions on
a pre-tax basis in the amount of Seventy -Five Dollars ($75.00) per month
from the base salary of each LEOFF employee covered by this Agreement
to the Washington State Council of Fire Fighters (WSCFF) Employee
Benefit Trust. The Union shall have the option to adjust the contribution
rate from time to time, as a result of premium changes by the Trust.
(b) The City shall transmit, mail or forward the monthly payroll withholding
on or about the sixth of every month, but no later than the tenth, for that
months contribution.
40.4 The Union and the Employees agree to hold the Employer harmless and
indemnify the Employer from any and all liability, claims, demands, law suits,
and/or losses, damage or injury to persons or property, of whatsoever kind, arising
from and in any way related to the implementation and administration of the Trust
Fund. The Union and Employees shall be one hundred percent (100%) liable for
any and all liabilities that arise out of the Trust Fund. The Union and Employees
shall be liable for any and all tax penalties, as well as any other liabilities arising
out of the implementation and administration of the Trust Fund.
ARTICLE 41— TERM OF AGREEMENT
41.1 This Agreement shall be deemed effective from and after the 1st day of January,
2004 through the 31S` day of December, 2006; provided however, that this
Agreement shall be subject to such periodic changes as may be voluntarily and
mutually agreed upon by the parties hereto during the term thereof.
45
Executed by the parties hereto this -'4--'4'day of October 2004.
Recommended by:
LOCAL. • _ TERNAT ON • ASSOCIATION OF FIREFIGHTERS, AFL -C10
I 4 + I
Ronald
Presiden
IAF
By:
o nson
Local 4
T ems A. Schnei
ecretary-Treasur
IAFF
er
r, Local 469
CITY OF YAKIMA
Richard A. Zais, Jr.
City anager
By:
Dennis Mayo
Fire Chief
ATTEST:
By: Ka/0-v,
/0- ?—°Y
Karen Roberts
City Clerk
City Contract No. go'—//7
Resolution No. o
46
CHARTER CIVIL SERVICE COMMISSION
POLICE & FIRE CIVIL SERVICE COMMISSION
129 North Second Street
Yakima, Washington 98901
Phone (509) 575-6090 • Fax (509) 576-6358
Carol Maples, Chief Examiner
MEMORANDUM
May 26, 2004
TO: Charter Civil Service Commissioners
FROM: Doug Maples, Code & Planning Manager
Bill Cook, Director of Community & Economic
Development
Carol Maples, Chief Examiner
SUBJECT: Proposed Changes to the Supervising Associate
Planner, Associate Planner and Assistant Planner
Classifications
Upon reviewing the above referenced classifications, we would like
to recommend the following changes:
• A title change for the Supervising Associate Planner to
Supervising Planner.
• Language changes to more closely reflect the duties currently
being performed by the Associate Planner and the Assistant
Planner.
There is no salary change currently proposed and all three positions
are occupied. The three employees affected have had a chance to
review the proposed changes.
Yakima
CITY OF YAKIMA
CLASS SPECIFICATION
CODE: 11201
TITLE: Supervising Associate Planner Rev. 6/04
DEFINITION: Under limited direction of the Planning Manager; performs
professional planning work in the formulation, modification, coordination, and
implementation of short and long range community or area developmental plans;
frequently interacts or is in contact with the City Council, various boards and
commissions, other departments and divisions and the general public; performs
other related work as required.
DUTIES
Supervises, coordinates, selects, assigns and evaluates the work of other
Planners, Planning Technicians and clerical staff; prepares employee
performance evaluations. May assist in budget preparation. May function as
staff to the Planning Commission and other advisory committees of the City
Council.
Short Range: Assigns files to and supervises Planners in permit
application reviews; reviews and investigates applications for annexation,
subdivision, R/W vacation, zoning and city utility extensions; provides
policy guidance on staff recommendations. Conducts research, prepares
graphics, maps, reports and recommendations for presentation to various
government officials. Works with other governmental agencies and city
departments in a support role. Provides technical planning assistance to the
public on request. Answers planning questions posed by the general public.
Long Range: Assists in problem identification and development of goals
and objectives. Designs programs necessary to meet assigned planning
objectives. Develops methodology; performs research, data gathering and
applies statistical techniques. Performs lead role in zoning and subdivision
amendments and other regulatory programs. Coordinates land use
programs.
MAJOR WORKER CHARACTERISTICS: Extensive knowledge of current
principles and practices of urban planning. Knowledge of: supervisory practices
and procedures; relevant federal and state laws and guidelines; economics,
government finance, and sociology relative to urban planning.
Ability to: supervise others and carry out project planning activities; write
reports clearly and concisely; plan work, think conceptually, observe and
evaluate trends, analyze data, draw logical conclusions, and make sound
decisions and recommendations; work effectively with others; locate grant
resources and prepare grant proposals for projects.
CLSPEC/11201
UNUSUAL WORKING CONDITIONS: Conducts site views. Contact with
public may involve irate or upset individuals. Frequently attends meetings
before or after regular office hours.
LICENSES, REGISTRATION AND CERTIFICATE: Possess and maintain a
valid Nas 1r+W1State Driver's L
lle15C.
MINIMUM CLASS REQUIREMENTS: Bachelor's degree in urban planning,
public administration or a related field, and four years of increasingly responsible
experience in municipal planning and zoning, including one year in a lead or
project manager role.
*Title Change only from Supervising Associate Planner to Supervising Planner
CLSPEC/11201
allocation would be between the Department Assistant III (Range 8.5) and the Senior
Center Assistant (Range 10.5).
RECOMMENDATION:
1. The Publications and Graphics Specialist should be allocated to Pay Range 9.0
($12.41 - $14.87/hr -- $2151.03 - $2577.42 per month)
2. The position should be filled by competitive announcement.
materials, conducts important research, and may supervise subordinate personnel. The
position may function as an office manager.
Senior Center Assistant (Range 10.5 a.. $13.26 - $15.85 per hour): The Senior Center
Assistant performs a full -range of responsible, moderate difficult clerical tasks; provides
information and assistance to senior citizens; opens and closes the Sr. Center; writes,
edits, designs and produces newsletters, flyers, pamphlets, news releases, public service
items; designs logos and other artwork and performs various other related tasks.
EXTERNAL COMPARISONS: Salary survey information was submitted to 30 regional
public and private employers generating 21 responses (70.0 %), Respondents were
provided the summary definition of the classification and were requested to provide
matching classifications and to indicate if 1) theirs was a " good match" meaning the
duties and responsibilities closely resembled the City's classification; 2) their
classification had greater duties and responsibilities; or, 3) their classification had lesser
duties and responsibilities. Hourly rates of pay ranged from an absolute minimum hourly
rate of $13.53/hour for a Graphics Designer I with the State of Washington to an absolute
maximum for a Graphics Communication Specialist with Clark County.
The mean minimum salary for the 6 respondents reporting a "good match" was $16.84
per hour and the corresponding maximum salary was $22.86 per hour. Two respondents
reported classifications with a "greater match" and two reported "lesser matches". In the
latter instances, minimum as well as maximum hourly rates were within the mean
minimum and maximum rates.
The mean maximum rate would equate approximately to a Pay Range 18.5 in the City's
pay plan.
DISCUSSION; This classification is similar to the Word Processing Typist with the
exception that it will use written text either provided or generated and design, lay out, add
artwork and illustrations and other graphics materials to create print -ready copy. One of
the prime differences between this and the Senior Center Assistant is the lack of the
responsibility for creating original text as is required in the latter classification. It also
lacks the level of responsibility of the Department Assistant IV. It lacks the breadth of
general tasks required of the Department Assistant III but encompasses many of the
levels of responsibility performed by that class.
Consideration must be made for the external comparisons, which suggest a level of
compensation significantly higher than the highest Department Assistant classification.
Even so, the concern for creating an imbalance within the City's workforce must be given
a significant level of consideration. Allocating this classification to a pay range above
the Department Assistant IV would create that imbalance and allocating it to the same
range (10.5) would create an imbalance with the Senior Center Assistant that is newly
created. Clearly, this classification should be compensated at a level less than the Senior
Center Assistant but more than the Word Processing Typist. The most appropriate
COMPENSATION ANALYSIS
FACTORING ANALYSIS: A factoring analysis was performed which resulted in a
factored range of 8.5, the same level as the current classification of Department Assistant
III. A factoring analysis is a subjective tool and can be a guide for general salary
placement; however, it should not be the sole determining factor in classification
allocation to a pay range.
INTERNAL COMPARISONS: This new classification is generally clerical in nature, as
it creates the layout based on information provided by the user but does not generate the
narratives for the publications. Within the City's workforce, there are numerous
classifications with responsibility for development of publications but that includes using
original thought to create the descriptions, concepts and narratives for the brochures,
flyers, pamphlets and other documents and may utilize an outside source to create the
layouts. Illustrative examples of positions of this type would be the Parks and Recreation
Administrative Associate, currently allocated to Pay Code 979 and the Senior Center
Assistant, allocated to Pay Range 10.5. Both of these classifications write, design, edit,
and produce a variety of documents such as newsletters, flyers, pamphlets, public service
announcements, news releases and similar items.
Other classifications sharing at least part of the duties include:
Word Processing Typist (Range 8.0 -- $11.85 - $14.14 per hour): This classification is
primarily a high-speed word document processor who prepares draft and final copy
documents from a variety of sources including recorded/dictated copy, handwritten draft,
computer-generated draft and similar sources. Documents produced include general
types of correspondence, text for flyers, newsletters and similar publications, reports,
budgets, ordinances, resolutions and other official documents, and similar text
documents.
Department Assistant III (Range 8.5 -- $12.13 — $14.54 per hour): This classification
provides a variety of skilled clerical services including word processing, filing, dealing
with the public and other employees in person, by telephone or by electronic
communications, conducting research for inclusion in reports and other documents,
timekeeping and processing requisitions and/or purchase orders, other general clerical
duties and may serve as a lead -worker.
Police Services Specialist I (Range 10.0 -- $12.99 - $15.45 per hour): This is a general
clerical position in the Police Department and may be assigned in a variety of service
areas and duties may specialized such as in the Services Division dealing with public
complaints and concerns, weapons permits, safeguarding and/or storing
found/stolen/recovered property, dealing with national law enforcement information
sources and in other specialised and highly sensitive areas.
Department Assistant IV (Range 10.5 -- $13.26 - $ 15.85 per hour): This is the senior -
level office clerical worker, which performs high-level clerical work, composes original
RHW CONSULTING SERVICES
Human Resources Consulting
MEMORANDUM
August 5, 2004
TO: Carol Maples, Chief Examiner
FROM: Robert Weaver (\f . X11
RHW Consulting Servi r
RE: Publications and Graphics Specialist
7005 Perry Court
Yakima, WA 98908
Phone. 509.966.3756
Fax: 509.972.4079
E-mail rweaver@yvn.com
This report summarizes my findings relating to a compensation study conducted in
conjunction with the creation of the proposed position of Publications and Graphics
Specialist. The Information Systems Division developed the class description and I was
contracted to conduct the salary study. The compensation study consisted of
comparisons with positions in the City of Yakima's classification system with similar
levels of complexity and responsibility and a compensation survey of local and regional
public and private employers.
The new classification was created to address an increasing need for graphics arts
services that are not currently being met throughout the City. While some individual
classifications have responsibilities for the creation of various publications and necessary
g aphics, currently those services are not provided city-wide. Since this is a new
classification, it must be filled by competitive announcement.
Based on my findings discussed herein, it is my recommendation that the position be
allocated to pay range 9.0 ($ 12.41 - $ 14.87/hr).
DUTIES AND RESPONSIBILITIES
SUMMARY: A person in the proposed classification will work under general
supervision and use desktop publishing, graphic arts and other specialized computer
software to design, layout, prepare a variety of text, illustrative, and graphics materials
for publication in both paper and digital formats and manage documents for the
development of large publications. In addition, it will provide word processing backup
support using word processing software and equipment to rapidly produce digital and
typed documents.
Organization
SALARY SURVEY RESULTS
PUBLICATIONS AND GRAPHICS SPECIALIST
Title
GOOD MATCH DATA
Minimum Maximum
City of Boise, ID
City of Kirkland
City of Vancouver
Clark County
State of Washington
Private Employer 4
City of Auburn
City of Renton
City of Federal Way
City of Kent
Graphics Designer
Graphic Designer
Communications Specialist
Graphics Communication Spec
Graphics Designer I
Graphics Technician
Mean Hourly Rate
Mean Monthly Rate
Absolute Minimum
Absolute Maximum
City of Yakima
GREATER MATCH DATA
Multimedia Specialist
Desktop Publishing Operator
LESSER MATCH DATA
Graphics Coordinator
Multimedia Specialist
$ 14.28 $ 21.43
$ 19.73 $ 23.20
$ 16.38 $ 25.42
$ 20.54 $ 26.88
$ 13.53 $ 17.15
$16.57 $23.10
$ 16.84 $ 22.86
$2918.88 $3962.32
$ 13.53 n/a
n/a $ 26.88
New Classification
$ 17.50 $ 20.37
$ 18.99 $ 23.12
$ 17.45 $ 20.59
$ 18.75 $ 22.82
NO MATCHING CLASSIFICATION
City of Bellingham; City of Bremerton; City of Burien; City of Edmonds; City of Kennewick; City of
Lewiston, ID; City of Longview; City of Lynnwood; City of Pocatello, ID; City of Walla Walla; Yakima
County; Yakima School District; Private Employer 5
CITY OF YAKIMA
CLASS SPECIFICATION
CODE: 2115
TITLE: Publications & Graphics Specialist Est. 9/04
DEFINITION: Under general supervision uses desktop publishing, graphic arts and
other specialized computer software to design, layout and prepare a variety of text,
illustrative, and graphics materials for publication in both paper and digital formats.
Provides document management for development of large publications. Provides word
processing backup support using word processing software and equipment to rapidly
produce digital and typed documents. Performs related work as required.
DUTIES
Uses a wide variety of graphic design, desktop publishing, digital photography, word
processing, and related software and technical equipment to layout, create artwork, and
perform complete design services for a variety of material such as brochures, flyers,
public presentations, electronic and business forms, handbooks, maps, logos, and the
annual Budget and Financial Reports. Proofreads and edits for correct grammar,
punctuation, and spelling.
Designs artwork or graphics, incorporates photographs, determines spacing and
composition format, draws original artwork, and prepares copy and graphic designs
from draft materials appropriate for camera -read and/or digital transfer to copiers,
offset presses, plotters, CD/DVD's, WebSites, and other presentation mediums.
Coordinates projects with internal customers, outside consultants and vendors, such as
printers and photographic studios.
Operates computers, photocopiers, plotters, and other equipment necessary to produce
final graphic and presentation products. Maintains inventory of supplies necessary for
day-to-day operations, orders supplies needed for special jobs, maintains records of
office operations including job files, time spent on jobs, and material changes.
Provides temporary and vacation relief for word processing positions.
MAJOR WORKER CHARACTERISTICS: Knowledge of: capabilities and operations of
graphic design, desktop publishing, illustration, digital photography, word processing
and related software and equipment; effective document and presentation design;
modern office terminology; sentence structure, grammar and punctuation, spelling and
English usage; styles and formats used in business documents and other printed and
digital materials; modern office operations and associated systems.
T -Class Spec
2115 1
Ability to: set priorities and organize the flow of work; produce paper and digital
documents capable of effectively communicating statistical, technical and complex
written materials using modern design, illustration, graphics, and layout software and
equipment-: use word r)rnCPSS1ng equipment to nrnrluirn and maintain documents from
hand written data with speed and accuracy; establish and maintain effective working
relationships with others; to follow oral and written instructions.
UNUSUAL WORKING CONDITIONS: Standard office working environment
involving extended computer usage and exposure to visual display terminal for
prolonged periods.
LICENSES, REGISTRATION AND CERTIFICATE: Possess and maintain a valid
Washington State driver's license.
MINIMUM CLASS REQUIREMENTS: Education and/or experience equivalent to
graduation from high school and eighteen months experience in graphic design and
desktop publishing utilizing drawing, forms creation, and publishing software.
Completion of a technical college program in graphics design and desktop publishing
may be substituted on a month-to-month basis.
T -Class Spec
2115 2
BUSINESS OF THE CITY COUNCIL
YAKIMA, WASHINGTON
AGENDA STATEMENT
Item No. * (d
For Meeting Of 10/5/04
ITEM TITLE: (a) Consideration of a Resolution authorizing the execution the 2004-2006
Collective Bargaining Agreements Between the City of Yakima and IAFF
Local 469 (Fire LEOFF) and (b) An Ordinance Amending the classification
and Compensation Plan for Certain City employees specifically Subsections
100A, 100C, and 100D of Section 2.20.100 and Subsections 110A, 110B, 110C
and 110F of Section 2.20.110
SUBMITTED BY: Dick Zais, City Manager; Dennis Mayo, Fire Chief; Steve Scott and Brian
Schaeffer, Deputy Fire Chiefs; Sheryl M. Smith, Deputy Human Resources
Manager
CONTACT PERSON/TELEPHONE: Sheryl Smith, x6090
SUMMARY EXPLANATION:
The attached resolution authorizes a three year Agreement with the IAFF, Local 469 for the Fire
LEOFF bargaining unit. This contract represents the result of several months of negotiations
between the parties. The 2004-2006 economic settlement package is outlined below:
• Wages:
(a) Effective January 1, 2004, the compensation schedule in effect December 31, 2003, is
increased by two and one-half percent (2.5%).
(b) Effective July 1, 2004, the compensation schedule is increased by one and one-half percent
(1.5%).
(c) Effective January 1, 2005, the compensation schedule in effect December 31, 2004, is
increased by three percent (3.0%).
• continued on Page 2 •
Resolution X Ordinance X Other (Specify)
Contract X Mail to (name and address):
Funding Source Fire Department Operations Budget & General Fund Cash Reserves
APPROVED FOR SUBMITTAL
City Manager
STAFF RECOMMENDATION: Adopt Resolution Authorizing the Execution of the Fire LEOFF
Collective Bargaining Agreement and pass ordinance.
BOARD/COMMISSION RECOMMENDATION:
COUNCIL ACTION:
A) Resolution adopted. RESOLUTION NO. R-2004-160
B) Ordinance passed. ORDINANCE NO. 2004-59
Effective J ly 1, 2005, the at schedule ed by and
one-half
�.�.uv�,uly roti 1pCils0. UVll sl1lCU U1C is increased one a1LU percent
(0.5%).
(e) Effective January 1, 2006, the compensation schedule is increased by 100% of the blended
West CPI -W and West B/C Cities CPI -W, June to June, with a minimum of 2.0% and a
maximum of 3.5%.
Eufecti:v e July 2006, ',the compensation schedule L ULliCQJCiU by- one pClleIl (1.0%).
).
•Deferred Compensation: Effective July 1, 2005, the deferred compensation
benefit is increased by 1.0% for a total of 4.0%.
•Health Insurance: The parties have agreed to maintain the monthly employee
paid contribution of $140.00 for family coverage.
• Acting Pay: Effective January 1, 2004, the threshold number of hours worked to
qualify for acting pay has hePn rPdiiced from 11) hntirc to 4 hrnirc anrd nay/ Will hP
on a hour -for -hour basis inclusive of the 4 hour threshold.
•Kelly Day: Effective January 1, 2005, Kelly Days will be increased from 10 to 11
and to 12 effective January 1, 2006.
•Lon evit : Effective January 1, 2004, the percentage of payreceived and the
g y p� g
qualification schedule have been adjusted — the economic value of this change is
approximately 0.5%.
•Holiday Sell Back: Effective January 1, 2005, the number of holidays eligible for
annual cashout is being increased from 1 to 2.
•Hazardous Material Technician Pay: The City will allow up to twelve (12) Local 469
members to participate in the Yakima Fire Department Haz Mat response team.
Compensation shall be based on a monthly percentage of two (2%) of the base
pay of a top step fire fighter. the settlement package also included housekeeping changes to the colue:.tive bargaining agreement to
include, effective January 1, 2005, the establishment of a medical savings account for retirement through
a plan offered by the Washington State Council of Firefighters. This program will allow employees to
contribute $75.00 per month on a pre-tax basis to a retirement savings account for medical expenses; no
City contribution is required. Additionally, this plan will also be funded by an employee's sick leave
cashout at retirement. Legislation to establish this program will be forthcoming in the near future.
According to the City's calculations, the tentative economic agreement cost is estimated at 16.5% or
$889,945 over three years for this bargaining unit. The 2004 estimated cost is 4.67% or $250,860, The
City budgeted for a total compensation increase of 3.0% for 2004, consequently, the 2004 financial
settlement will require an appropriation ordinance to add the additional increase of 1.7% to the Fire
Budget.
Additionally, the Classification and Compensation ordinance also includes a housekeeping change to the
classification title for Supervising Associate Planner retitling it to Supervising Planner as approved by
the Charter Civil Service Commission several months ago. The ordinance also includes the establishment
of a new classification, Publications and Graphics Specialist at Pay Range 9.0 as approved by the
Charter Civil Service Commission at their September meeting. Copies of reports to the Charter Civil
Service Commission are attached for reference.
•Page 2•
ORDINANCE NO. 2004- 59
AN ORDINANCE relating to City personnel; adopting a classification and compensation plan for City
employees to be effective November 7, 2004; amending Subsections 2.20.100 A,
2.20.100 C, 2.20.100 D, 2.20.110 A, 2.20.110 B, 2.20.110 C, and 2.20.110 F all of the
City of Yakima Municipal Code.
BE IT ORDAINED BY THE CITY OF YAKIMA:
Section 1. Subsection 2.20.100 A of the City of Yakima Municipal Code is hereby
amended to read as follows:
"2.20.100 Classification Plan.
A. Plan Adopted. A classification plan for city employees is hereby adopted to be effective
November 7, 2004, which plan shall consist of the various following subsections of this section."
Sectio n 2.
as follows:
Subsection 2.20.100 C of the City of Yakima Municipal Code is hereby amended to read
"C. Civil Service Classes
Class No. Class Title (Pay Range)
2000 Administrative & Fiscal Technical Group
2100 Data Processing Series
2101 Computer Programmer (R 13.5)
2102 GIS Technician (R 16.5)
2103 Programmer Analyst (R 16.5)
2104 Senior Analyst (R 19.0)
2105 Computer Operator/Programmer (R 10.5)
2106 Computer Operations Assistant (R 9.0)
2107 Computer Operations Technician (R 11.5)
2108 Computer Client Services Technician (Pay Range 19.5)
2109 Applications Developer (Pay Range 20.5)
2110 Database Administrator (Pay Range 23.0)
2111 Lead Applications Systems Designer (Pay Range 24.0)
2112 Network Services Engineer (Pay Range 25.0)
2113 Senior Client Services Technician (Pay Range 21.5)
2114 Senior Applications Developer (Pay Range 21.5)
2115 Publications and Graphics Specialist (Pay Rage 9.0)
PERSIX LegislativeOrd. 1 1072004.doc -- 1 --
Class No. (Glass Title (Pay Range)
2200 Management Technical Series
77 -AO Assistant rbirr (P 1') Sl
2231 Buyer (R 16.5)
2232 Central Storekeeper (R 10.5)
2251 Cable Television Coordinator (R 18.0)
2252 Community Programming Coordinator (R 13.5)
2253 Community Programming Assistant (R 9.5)
2254 Municipal Producer (R 11.0)
2262 Safety and Training Officer (R 15.0)
2 300 Fiscal S
eries
2310 Grant Coordinator (R 15.0)
2312 Accounting Technician (R 12.5)
2314 Budget Analyst (R 20.0)
2315 Cashier (R 6.5)
2316 Financial Services Specialist (R 12.5)
3000 Engineering, Planning & Technical Group
3100 Civil Engineering Series
3112 Engineering Associate (R 19.0)
3115 Project Engineer (R 22.5)
3130 Development Engineer (R 21.0)
3200 Electrical Engineering Series
3300 Planning Series
3310 Planning Specialist (R 10.5)
3311 Assistant Planner (R 16.5)
3320 Community Development Specialist (R 19.0)
3321 Associate Planner (R 19.0)
3322 Senior Planner (R 20.0)
3323 Economic and Community Affairs Specialist (R 20.0)
PERSIX LegislativeOrd.11072004.doc -- 2 --
Class No. Class Title (Pay Range)
4000 Engineering, Planning & Inspection Technical Group
4100 Civil Engineering Technical Series
4111 Engineering Aid (R 9.5)
4115 Engineering Utility Specialist (R 16.0)
4121 Engineering Technician I (Design) (R 13.0)
4122 Engineering Technician I (Records) (R 13.0)
4125 Engineering Technician II (R 16.5)
4128 Right of Way Agent (R 17.0)
4131 Engineering Technician I (Survey) (R 13.0)
4133 Engineering Technician III (Survey) (R 17.0)
4134 Engineering Technician III (Design) (R 17.0)
4135 Engineering Technician III (Development) (R 17.0)
4141 Construction Inspector (R 17.0)
4200 Electrical Technical Series
4211 Traffic Signal Aide (R 11.0)
4221 Signal Technician I (R 14.0)
4222 Signal Technician II (R 16.0)
4223 Signal Technician III (R 20.5)
4240 Instrument Technician (R 18.5)
4300 Plans Examiner Series
4310 Plans Examiner I (Residential) (R 16.0)
4315 Plans Examiner II (Commercial) (R 20.0)
4400 Code Inspection Series
4410 Code Inspection Trainee (R 12.0)
4419 Code Compliance Officer (R 15.0)
4420 Fire Code Inspector (R 19.5)
4421 Code Inspector (R 19.5)
4441 Permit Technician (13.0)
4500 Electronics Technical Series
4520 Electronics Technician I (Pay Code 547)
4521 Electronics Technician II (Pay Code 550)
4522 Electronics Supervisor (Pay Code 545)
PERSIX LegislativeOrd.11072004.doc
class T C i /
Class N. Class Title ,Pay Range)
4600 Traffic Technical Series
4611 Traffic 4 ir1 (T? 9.5)
4621 Traffic Technician I (R 13.0)
4622 Traffic Technician II (R 16.5)
4632 Traffic Associate (R 19.0)
5000 Human Services Group
5100 Housing Services Series
C1 /fit
5121 Housing Rehabilitation Assistant (R 10.5)
5122 Neighborhood Development Rehabilitation Specialist I (R 14.0)
5123 Neighborhood Development Rehabilitation Specialist II (R 18.0)
5124 Housing Rehabilitation Specialist 1TI (R 19.0)
5130 Home Remodeling Technician (R 14.5)
5151 Housing Loan Specialist (R 15.0)
5152 Neighborhood Development Accounting Specialist (R 14.5)
5154 Neighborhood Development Assistant (R 11.5)
5200 Recreation Series
5201 Golf Starter (R 5.5)
5202 Golf Course Attendant (R 8.5)
5234 Recreation Leader (R 6.5)
5235 Recreation Activities Specialist (R 10.5)
5254 Athletic Coordinator (R 12.5)
5255 Recreation Coordinator (R 12.5)
5256 Recreation Activities Coordinator (R 15.5)
5266 Aquatic Specialist (R 10.5)
5267 Aquatic Leader (R 7.0)
5268 Lifeguard/Instructor (R 2.0)
5271 Parks and Recreation Administrative Specialist (R 16.5)
6000 Public Protection Group
6100 Police Protection Series
6121 Police Officer (Pay Code 400)
6122 Police Officer (Lateral) (Pay Code 400)
6124 Police Sergeant (Pay Code 450)
6126 Police Lieutenant (Pay Code 968)
6127 Police Captain (Pay Code 966)
PERSIX LegislativeOrd.11072004.doc -- 4 --
Class No. Class Title (Pay Range)
6200 Police Support Series
6210 Senior Evidence Technician (R 18.0)
6211 Evidence Technician (R 17.0)
6212 Assistant Evidence Technician (R 12.0)
6221 Corrections Officer (R 15.5)
6235 Corrections Administrative Specialist (R 16.0)
6241 Police Information Specialist (R 16.0)
6242 Police Records Supervisor (R 14.0)*
6243 Police Department Assistant III (R 8.5)*
6251 Police Department Assistant I (R 5.5)
6252 Police Services Specialist I (R 10.0)
6253 Police Services Specialist II (R 14.0)
6260 Police Cadet (R 5.0)
* Retained for Police Pension Purposes
6300 Fire Protection Series
6321 Firefighter (Pay Code 530)
6323 Fire Lieutenant (Shift) (Pay Code 525)
6324 Fire Lieutenant (Day) (Pay Code 526)
6325 Fire Captain (Shift) (Pay Code 515)
6326 Fire Captain (Day) (Pay Code 510)
6327 Battalion Chief (Shift) (Pay Code 969)
6328 Battalion Chief (Day) (Pay Code 968)
6338 Fire Investigation and Education Officer (Pay Code 510)
6339 Fire Investigator (Pay Code 520)
6343 Deputy Fire Marshal (Pay Code 506)
6344 Assistant Fire Marshal (Pay Code 527)
6351 Fire Training Supervisor (Pay Code 506)
6352 Fire Training Assistant (Pay Code 527
6380 Deputy Fire Chief (Pay Code 966)
6400 Fire Support Series
6410 9-1-1 Calltaker (Pay Code 590)
6411 Fire Dispatcher (Pay Code 575)
6412 Public Safety Dispatcher (Pay Code 575)
6415 Public Safety Lead Dispatcher (Pay Code 558)
6425 Alarm Supervisor (Pay Code 555)
6440 Secretary I (Pay Code 585)
6441 Secretary II (Pay Code 580)
PERSIX LegislativeOrd.11072004.doc
CiasS INV.
Class i imilc ae _.
tmayrRange;
6500 Animal Control Series
6510 Animal Control Officer (R 15.0)
6511 Animal Control Officer (Lead) (R 10.5)
6600 Parking Control Series
6610 Parking Enforcement Officer (R 13.0)
6611 Lead Parking Enforcement Officer (R 9.5)
7000 Office Support Group
7100 clerical Series
7110 Senior Center Clerk (R 6.5)
7111 Senior Center Assistant (R 10.5)
7121 Department Assistant I (R 5.5)
7122 Department Assistant II (R 6.5)
7123 Department Assistant III (R 8.5)
7124 Department Assistant IV (R 10.5)
7131 Word Processing Typist (R 8.0)
7141 Pension/Records Clerk (R 12.5)
7151 Water/Irrigation Division Administrative Specialist (R 12.0)
7300 Utility Service Series
7311 Water Service Specialist (R 14.5)
7315 Utility Service Representative (R 12.0)
7500 Data Processing Support Series
7511 Data Entry Operator I (R 5.5)
7512 Data Entry Operator II (R 7.0)
7600 Duplicating Series
7611 Print Shop Operator (R 11.5)
8000 Maintenance and Crafts Group
8100 Maintenance and Crafts Supervision Series
8200 Mechanical Repair Series
8203 Fleet Maintenance Technician (R 14.5)
8204 Vehicle Maintenance Attendant (R 10.0)
8205 Police Fleet Specialist (R 15.5)
8211 Mechanic I (R 17.0)
PERSIX LegislativeOrd.11072004.doc -- 6 --
Class No. Class Title (Pay Range)
8213 Automotive Storekeeper (R 15.5)
8221 Machinist (R 14.0)
8230 Maintenance Mechanic (Pay Code 560)
8241 Industrial Maintenance Mechanic (R 17.0)
8242 Preventative Maintenance Technician (R 15.0)
8251 Waterworks Device Technician (R 16.0)
8300 Plant Operation Series
8301 Wastewater Facility Support Worker (R 8.5)
8302 Industrial Waste Operator (R 14.5)
8311 Wastewater Treatment Plant Operator I (R 10.5)
8312 Wastewater Treatment Plant Operator II (R 15.0)
8313 Wastewater Treatment Plant Operator III (R 17.0)
8320 Laboratory Assistant (R 10.5)
8321 Laboratory Technician (R 15.5)
8322 Pretreatment Technician (R 15.5)
8323 Pretreatment Crew Leader (17.5)
8326 Laboratory Chemist (R 19.0)
8331 Water Treatment Plant Operator I (R 10.5)
8332 Water Treatment Plant Operator II (R 12.5)
8333 Water Treatment Plant Chief Operator (R 17.5)
8335 Water Quality Specialist (R 17.5)
8400 Equipment Operation Series
8421 Equipment Operator I (R 10.5)
8422 Equipment Operator II (R 12.0)
8423 Equipment Operator III (R 14.0)
8433 Solid Waste Crew Leader (R 15.5)
8500 Facilities Maintenance Series
8511 Custodian (R 4.5)
8541 Building Maintenance Specialist (R 8.5)
8542 Facility Maintenance Specialist (R 11.5)
8600 Labor and Crafts Series
8610 Labor Helper (R 2.0)
8621 Monument Setter (R 11.5)
8631 Utility Worker (R 10.5)
8641 Solid Waste Maintenance Worker (R 12.5)
8651 Concrete Specialist I (R 13.5)
8663 Traffic Sign Specialist (R 15.0)
8664 Senior Traffic Sign Specialist (R 16.5)
8671 Irrigation Specialist I (R 12.0)
PERSIX LegislativeOrd. 1 1072004.doc -- 7 --
L,1d6J 1V V.
h1,. ,. T:41 /T1.,
L,1aNN i11.1e fray Range)
8672 Irrigation Specialist II (R 13.5)
8673 Irrigation Crewleader (R 17.0)
Storekeeper 1 S 5)
8681 Storekeeper (R i✓..��
8700 Public Works Maintenance Series
8701 Street Inspector (R 17.0)
8710 Street Laborer (R 9.0)
8711 Street Maintenance Specialist (R 14.5)
8713 Street Maintenance Crew Leader (R 17.5)
8721 Street Cleaning Specialist I (R 10.5)
8722 Street Cleaning Specialist II (R 12.5)
4'7'3 1 Sewer Maintenance Specialist I( 1 n 5)
0 1 J 1 1Yiain L4..ii L?ii' & Specialist 1 LJX 1 .J j
8732 Sewer Maintenance Specialist II (R 15.0)
8733 Sewer Maintenance Crew Leader (R 17.0)
8741 Waterworks Specialist I (R 13.5)
8742 Waterworks Specialist II (R 15.0)
8743 Waterworks Specialist III (R 13.5)
8744 Water Distribution Crewleader (R 17.0)
8745 Waterworks Drafting/Service Representative (R 16.0)
8750 Utilities Locator (R 14.5)
8751 Utilities Locator/Safety Coordinator (R 16.5)
8755 Construction Quality Control Technician (R 17.5)
oonn
oovv
Parks Maintenance Series
8810 Park Laborer (R 9.0)
8817 Parks Maintenance Technician (R 15.5)
8818 Parks Maintenance Specialist (R 12.5)
8819 Parks Maintenance Worker (R 9.0)
8820 Park Caretaker (R 6.5)
8821 Park Specialist 1(R 9.5)
8822 Park Specialist II (R 10.5)
8823 Park Specialist III (R 12.5)
8825 Golf Course Maintenance Specialist (R 16.5)
8830 Cemetery Specialist (R 12.5)
8831 Cemetery Maintenance Technician (14.0)
8840 Pool Maintenance Specialist (R 12.5)
8841 Aquatic Maintenance Technician (R 16.5)
9000 Temporary Work Group
9100 City Worker Series
9112 Outside City Worker II
9113 Outside City Worker III
9114 Outside City Worker IV
PERSIX LegislativeOrd.11072004.doc
Class No. Class Title (Pay Range)
9123 Office (Inside) City Worker II
9124 Office (Inside) City Worker III
9125 Office (Inside) City Worker IV
9126 Temporary Refuse Helper"
Section 3. Subsection 2.20.100 D of the City of Yakima Municipal Code is hereby
amended to read as follows:
"D. Union Exempt Civil Service Classes
Class No. Class Title
10000 Union Exempt Management Support Group
10100 Human Resource Series
10101 Deputy Human Resources Manager (Pay Code 972)
10102 Chief Examiner (Pay Code 975)
10103 Human Resources Specialist (Pay Code 981)
10104 Human Resources Assistant (Pay Code 984)
10200 Data Processing Series
10201 Senior Analyst (Pay Code 974)
10300 Fiscal Series
10301 Payroll Officer (Pay Code 975)
10302 Accountant (Pay Code 975)
10303 Financial Services Officer (Pay Code 972)
10304 Treasury Services Officer (Pay Code 972)
10305 Financial Services Technician -- Payroll (Pay Code 981)
10500 Clerical Series
10502 Deputy City Clerk (Pay Code 981)
10506 Executive Assistant (Pay Code 980)
10507 Administrative Secretary (Pay Code 983)
10510 Legal Assistant III (Pay Code (980)
10511 Legal Assistant II (Pay Code 983)
10512 Legal Assistant I (Pay Code 984)
10520 Utility and Finance Assistant (Pay Code 982)
10600 Civil Engineer Technical Support Series
10601 Engineering Contracts Specialist (Pay Code 980)
10602 Engineering Office Assistant (Pay Code 982)
PERSIX LegislativeOrd.11072004.doc -- 9 --
Class Title (ray Range)
11000 Union Exempt Technical Supervisory Group
11100 Civil Engineering Supervisory Series
11101 Construction Supervisor (Pay Code 973)
11102 Utility Engineer (Pay Code 971)
11103 Supervising Traffic Engineer (Pay Code 973)
11104 Senior Engineer (Pay Code 972)
11105 Water/Irrigation Engineer (Pay Code 972)
11106 Surface Water Engineer (Pay Code 973)
11200 Planning Supervisory Series
11201 Supervising Planner (Pay Code 973)
11202 Senior Project Planner (Transit) (Pay Code 972)
11250 Code Inspection Supervisory Series
11251 Supervising Code Inspector (Pay Code 973)
11300 Electrical Supervisory Series
11301 Traffic Operations Supervisor (Pay Code 974)
11400 Housing Services Supervisory Series
11401 Senior Program Supervisor (Pay Code 978)
11410 Neighborhood Development Services Operations Supervisor (Pay Code 973)
11500 Recreation Supervisory Series
11501 Recreation Program Supervisor (Pay Code 980)
11502 Aquatics Program Supervisor (Pay Code 975)
11503 Recreation Supervisor (Pay Code 976)
11600 Clerical Series
11601 Community and Economic Development Office Administrator (Pay Code 980)
11602 Code Inspection Office Supervisor (Pay Code 978)
11603 Public Works Office Assistant (Pay Code 983)
11604 Parks and Recreation Administrative Associate (Pay Code 979)
11700 Police Support Supervisory Series
11701 Administrative Assistant to the Police Chief (Pay Code 980)
11710 Police Services Supervisor (Pay Code 978)
11720 Corrections Sergeant (Pay Code 978)
PERSIX LegislativeOrd.11072004.doc -- 10 --
Class No. Class Title (Pay Range)
11800 Administrative Support Supervisory Series
11801 Administrative Assistant to the Director of Public Works
11900 Data Processing Series
11901 Supervising Senior Analyst (Pay Code 972)
12000 Union Exempt Mechanical Maintenance and Repair Supervisory Group
12100 Fleet Maintenance and Repair Supervisory Series
12101 Equipment Maintenance Supervisor (Pay Code 977)
12102 Mechanic II (Pay Code 979)
12103 Equipment Supervisor (Pay Code 975)
12200 Industrial Maintenance and Repair Supervisory Series
12201 Industrial Maintenance Supervisor (Pay Code 974)
13000 Union Exempt Maintenance Supervisory Group
13100 Parks Maintenance Supervisory Series
13101 Parks Operations Supervisor (Pay Code 972)
13102 Parks Superintendent (Pay Code 974)
13103 Cemetery Supervisor (Pay Code 978)
13200 Sewer Collections Supervisory Series
13201 Sewer Maintenance Supervisor (Pay Code 975)
13300 Street Maintenance and Repair Supervisory Series
13301 Street Supervisor (Pay Code 975)
13302 Street Maintenance Supervisor (Pay Code 973)
13400 Irrigation Supervisory Series
13401 Irrigation Supervisor (Pay Code 976)
13500 Waterworks Supervisory Series
13501 Water Distribution Supervisor (Pay Code 975)
13600 Facilities Maintenance Supervisory Series
13601 Building Superintendent (Pay Code 978)
PERSIX LegislativeOrd.11072004.doc -- 11 --
C1 t 1' U.
Class Title (Pay Range)
13700 Traffic Sign Supervisory Series
13701 Traffic Sign Supervisor (Pay Code 975)
14000 Route Operations Supervisory Group
14100 Refuse Supervisory Series
14101 Solid Waste Supervisor (Pay Code 979)
14200 Transit Supervisory Series
14201 Transit Operations Supervisor (Pay Code 975)
14300 Utility Service Series
14301 Utility Service Supervisor (Pay Code 978)
15000 Plant Operations Supervisory Group
15100 Wastewater Treatment Plant Supervisory Series
15101 Assistant Wastewater Manager (Pay Code 971)
15102 Wastewater Treatment Plant Process Control Supervisor (Pay Code 973)
15103 Wastewater Treatment Plant Chief Operator (Pay Code 976)
15104 Environmental Analyst (Pay Code 975)
15200 Water Treatment Plant Supervisory Series
15201 Water Treatment Plant Supervisor (Pay Code 974)
15300 Wastewater Treatment Laboratory Supervisory Series
15301 Lab Coordinator (Pay Code 975)
16000 Union Exempt Fire Support Group
16101 Administrative Assistant to the Fire Chief (Pay Code 980)
17000 Union Exempt Fire Civil Service Supervisory Series
17101 Public Safety Communications Supervisor (Pay Code 975)
18000 Union Exempt Public Safety Support Group
18101 Communications Division Office Assistant (Pay Code 987)"
PERSIX LegislativeOrd.1 1 072004.doc -- 12 --
Section 4. Subsection 2.20.110 A of the City of Yakima Municipal Code is hereby amended to read as
follows:
"2.20.110 Compensation Plan. A. Pay ranges and pay steps, set out in the schedule constituting
Subsection B through G of this section, for the classes allocated to these pay ranges shall be in full force and
effect as of November 7, 2004. The pay rates shall constitute full compensation for those employees with a
work week of forty hours as set out in other sections of this code. Employees whose work week is less than
forty hours shall be paid at the rate which is in the same proportion to the rates set out herein that their work
week bears to forty hours. The hourly rate for those employees of the Fire Department whose work week
exceeds forty hours shall be computed according to the provisions of Section 2.22.030 of this code.
The performance of employees in the series designated Subsection B shall be evaluated annually in
accordance with a management performance evaluation plan. The result of the performance evaluations shall
be the determination by the City Manager of the actual salary of each employee in the designated positions, and
the determination by the City Council of the actual salary of the City Manager, which actual salaries shall be no
less than the minimum nor no greater than the maximum set out in the pay range applicable to the position,
according to the following schedule:"
Section 5. Subsection 2.20.110 B of the City of Yakima Municipal Code is hereby amended to
read as follows:
"B. General and Public Safety Management, Union Exempt Supervisors and Confidential Classes
Pay Class
Code Code
Class Title
960 1110 City Manager
A B C D E
MO 1/1/03 7888.25 8285.17 8699.43 9134.49 9590.35
HR 1/1/03 45.51 47.80 50.19 52.70 55.33
MO 7/1/03 7940.25 8340.64 8758.36 9195.16 9654.48
HR 7/1/03 45.81 48.12 50.53 53.05 55.70
MO 1/1/04 8186.38 8598.90 9028.76 9479.42 9952.61
HR 1/1/04 47.23 49.61 52.09 54.69 57.42
MO 7/1/04 8208.91 8623.17 9054.76 9505.42 9980.34
HR 7/1/04 47.36 49.75 52.24 54.84 57.58
961 No Allocated Classification MO 1/1/03 7513.86 7888.25 8285.17 8699.43 9134.49
HR 1/1/03 43.35 45.51 47.80 50.19 52.70
MO 7/1/03 7564.12 7940.25 8340.64 8758.36 9195.16
HR 7/1/03 43.64 45.81 48.12 50.53 53.05
MO 1/1/04 7798.12 8186.38 8598.90 9028.76 9479.42
HR 1/1/04 44.99 47.23 49.61 52.09 54.69
MO 7/1/04 7820.65 8208.91 8623.17 9054.76 9505.42
HR 7/1/04 45.12 47.36 49.75 52.24 54.84
962 1130 Assistant City Manager MO 1/1/03 7153.33 7513.86 7888.25 8285.17 8699.43
HR 1/1/03 41.27 43.35 45.51 47.80 50.19
MO 7/1/03 7201.86 7564.12 7940.25 8340.64 8758.36
PERSIX LegislativeOrd.11072004.doc -- 13 --
T___ !',1___
ray Class
Code Code Class Title
963 1190 Police Chief
964 1 120 City Attorney
1140 Director of Finance and
Budget
1150 Director of Community &
Economic Development
1160 Director of Public Works
1180 AFire Chief
1411 lvluiiicipal Court Judge
965 1321 Senior Assistant City
Attorney II
966 1271 City Engineer
6127 Police Captain
6380 Deputy Fire Chief
PERSIX LegislativeOrd. 1 1072004.doc
HR
MO
HR
MO
HR
MO
HR
MO
HR
Mr
HR
MO
HR
7/1/03
1/1/04
1/1/04
7/1/04
7/1/04
1/1/03
1/1/03
7/1/03
7/1/03
1 /1 /CIA
1/1/04
7/1/04
7/1/04
MO 1/1/03
HR 1/1/03
MO 7/1/03
HR 7/1/03
MO 1/1/04
HR 1/1/04
MO 7/1/04
HR 7/1/VHF
MO
HR
MO
HR
MO
HR
MO
HR
MO
HR
MO
HR
MO
HR
MO
HR
1/1/03
1/1/03
7/1/03
7/1/03
1/1/04
1/1/04
7/1/04
7/1/04
1/1/03
1/1/03
7/1/03
7/1/03
1/1/04
1/1/04
7/1/04
7/1/04
-- 14 --
A B
41.55
7423.72
42.83
7444.52
42.95
6817.07
39.33
6862.13
39.59
7073.60
40.81
7092.66
40.92
6492.94
37.46
6536.27
37.71
6739.07
38.88
6758.14
38.99
43.64
7798 17.
44.99
7820.65
45.12
7153.33
41.27
7201.86
41.55
7423.72
42.83
7444.52
42.95
6817.07
39.33
6862.13
39.59
7073.60
40.81
7092.66
40A 11 llii
.92
6184.41 6492.94
35.68 37.46
6226.01 6536.2 7
35.92 37.71
6418.41 6739.07
37.03 38.88
6435.74 6758.14
37.13 38.99
5889.75 6184.41
33.98 35.68
5929.62 6226.01
34.21 35.92
6113.35 6418.41
35.27 37.03
6130.68 6435.74
35.37 37.13
C
45.81
81 R6.3R
47.23
8208.91
47.36
7513.86
43.35
7564.12
43.64
7798.1E
44.99
7820.65
45.12
7153.33
22
/ JJ
41.27
7201.86
41.55
7423.72
42.83
7444.52
42.95
6817.07
39.33
6862.13
39.59
7073.60
40.81
7092.66
40.92
6492.94
37.46
6536.27
37.71
6739.07
38.88
6758.14
38.99
D E
48.12
R0R,00
49.61
8623.17
49.75
50.53
0Q2R.7h
52.09
9054.76
52.24
7888.25 8285.17
45.51 47.80
7940.25 8340.64
45.81 48.12
8186.38 8598.90
47.23 49.61
8208.91 8623.17
47.36 49.75
7513.86
43.35
7564.12
43.64
7798.12
44.99
7820.65
45.112
7153.33
41.27
72001.86
41.55
7423.72
42.83
7444.52
42.95
6817.07
39.33
6862.13
39.59
7073.60
40.81
7092.66
40.92
7888.25
45.51
7940.25
45.81
8186.38
47.23
8208.91
47.36
7513.86
43.35
7564.12
43.64
7798.12
44.99
7820.65
45.12
7153.33
41.27
7201.86
41.55
7423.72
42.83
7444.52
42.95
Pay Class
Code Code Class Title A B C D E
967 No Allocated Classification MO 1/1/03 5605.49 5889.75 6184.41 6492.94 6817.07
HR 1/1/03 32.34 33.98 35.68 37.46 39.33
MO 7/1/03 5643.62 5929.62 6226.01 6536.27 6862.13
HR 7/1/03 32.56 34.21 35.92 37.71 39.59
MO 1/1/04 5818.69 6113.35 6418.41 6739.07 7073.60
HR 1/1/04 33.57 35.27 37.03 38.88 40.81
MO 7/1/04 5834.29 6130.68 6435.74 6758.14 7092.66
HR 7/1/04 33.66 35.37 37.13 38.99 40.92
968 1233 Information Systems MO 1/1/03 5340.30 5605.49 5889.75 6184.41 6492.94
Manager HR 1/1/03 30.81 32.34 33.98 35.68 37.46
1241 Financial Services MO 7/1/03 5376.70 5643.62 5929.62 6226.01 6536.27
Manager HR 7/1/03 31.02 32.56 34.21 35.92 37.71
1252 Code Administration & MO 1/1/04 5543.09 5818.69 6113.35 6418.41 6739.07
Planning Manager HR 1/1/04 31.98 33.57 35.27 37.03 38.88
1272 Wastewater Manager MO 7/1/04 5558.69 5834.29 6130.68 6435.74 6758.14
1322 Senior Assistant City HR 7/1/04 32.07 33.66 35.37 37.13 38.99
Attorney I
6126 Police Lieutenant
6328 Battalion Chief (Day)
969 6327 Battalion Chief Shift MO 1/1/03 5339.39 5606.58 5884.90 6183.27 6490.54
HR 1/1/03 23.98 25.18 26.43 27.77 29.15
MO 7/1/03 5375.01 5644.43 5924.98 6225.57 6535.07
HR 7/1/03 24.14 25.35 26.61 27.96 29.35
MO 1/1/04 5542.01 5818.11 6107.56 6417.06 6737.69
HR 1/1/04 24.89 26.13 27.43 28.82 30.26
MO 7/1/04 5557.59 5833.69 6125.38 6434.87 6755.50
HR 7/1/04 24.96 26.20 27.51 28.90 30.34
970 1231 Human Resources MO 1/1/03 5087.24 5340.30 5605.49 5889.75 6184.41
Manager
1255 Community Relations HR 1/1/03 29.35 30.81 32.34 33.98 35.68
Manager MO 7/1/03 5121.90 5376.70 5643.62 5929.62 6226.01
1261 Street and Traffic HR 7/1/03 29.55 31.02 32.56 34.21 35.92
Operations Manager MO 1/1/04 5279.63 5543.09 5818.69 6113.35 6418.41
1267 Park and Recreation HR 1/1/04 30.46 31.98 33.57 35.27 37.03
Manager MO 7/1/04 5295.23 5558.69 5834.29 6130.68 6435.74
1273 Water and Irrigation HR 7/1/04 30.55 32.07 33.66 35.37 37.13
Manager
PERSIX LegislativeOrd.11072004.doc -- 15 --
Pay Class
Code Code Class Title A B C D E
971 1253 Neighborhood Development MO 1/1/03 4842.84 5087.24 5340 30 56.05 49 5RR9 75
Services Manager HR 1/1/03 27.94 29.35 30.81 32.34 33.98
1254 Planning Manager MO 7/1/03 4875.77 5121.90 5376.70 5643.62 5929.62
1262 Transit Manager HR 7/1/03 28.13 29.55 31.02 32.56 34.21
1274 Public Safety MO 1/1/04 5026.57 5279,63 5543,09 5818.69 6113.35
Communications Manager HR 1/1/04 29.00 30.46 31.98 33.57 35.27
1323 Assistant City Attorney II MO 7/1/04 5040.44 5295.23 5558.69 5834.29 6130.68
11102 Utility Engineer HR 7/1/04 29.08 30.55 32.07 33.66 35.37
15101 Assistant Wastewater
T if nager
1. xsurur5ua
972 1242 Utility Services Manager MO 1/1/03 4612.31 4842.84 5087.24 5340.30 5605.49
1263 Fleet Manager HR 1/1/03 26.61 27.94 29.35 30.81 32.34
1266 Refuse and Recycling MO 7/1/03 4643.51 4875.77 5121.90 5376.70 5643.62
Manager HR 7/1/03 26.79 28.13 29.55 31.02 32.56
10101 Deputy Human Resource MO 1/1/04 4787.37 5026.57 5279.63 5543.09 5818.69
Manager HR 1/1/04 27.62 29.00 30.46 31.98 33.57
10303 Financial Services Officer MO 7/1/04 4801.24 5040.44 5295.23 5558.69 5834.29
10304 Treasury Services Officer HR 7/1/04 27.70 29.08 30.55 32.07 33.66
11104 Senior Engineer
11105 Water/Irrigation Engineer
11202 Senior Project Planner
0.1161
(Tra n ci tl
11901 Supervising Senior Analyst
13101 Parks Operations
Supervisor
973 1232 Purchasing Manager MO 1/1/03 4390.45 4612.31 4842.84 5087.24 5340.30
1234 City Clerk HR 1/1/03 25.33 26.61 27.94 29.35 30.81
1324 Assistant City Attorney I MO 7/1/03 4419.92 4643.51 4875.77 5121.90 5376.70
1421 Court Services Manager HR 7/1/03 25.50 26.79 28.13 29.55 31.02
11101 Construction Supervisor MO 1/1/04 4556.85 4787.37 5026.57 5279.63 5543.09
11103 Supervising Traffic HR 1/1/04 26.29 27.62 29.00 30.46 31.98
Engineer MO 7/1/04 4568.98 4801.24 5040.44 5295.23 5558.69
11106 Surface Water Engineer HR 7/1/04 26.36 27.70 29.08 30.55 32.07
11201 Supervising Planner
11251 Supervising Code
Inspector
11410 Neighborhood Development
Operations Services
Supervisor
13302 Street Maintenance
Supervisor
PERSIX LegislativeOrd. 1 1 072004.doc -- 16 --
Pay Class
Code Code
Class Title
15102 Wastewater Treatment
Plant Process Control
Supervisor
A B C D E
974 10201 Senior Analyst (Exempt) MO 1/1/03 4182.45 4390.45 4612.31 4842.84 5087.24
11301 Traffic Operations HR 1/1/03 24.13 25.33 26.61 27.94 29.35
Supervisor MO 7/1/03 4210.19 4419.92 4643.51 4875.77 5121.90
12201 Industrial Maintenance HR 7/1/03 24.29 25.50 26.79 28.13 29.55
Supervisor MO 1/1/04 4340.18 4556.85 4787.37 5026.57 5279.63
13102 Parks Superintendent HR 1/1/04 25.04 26.29 27.62 29.00 30.46
15201 Water Treatment Plant MO 7/1/04 4352.32 4568.98 4801.24 5040.44 5295.23
Supervisor HR 7/1/04 25.11 26.36 27.70 29.08 30.55
975 1431 Probation Services MO 1/1/03 3984.86 4182.45 4390.45 4612.31 4842.84
Manager HR 1/1/03 22.99 24.13 25.33 26.61 27.94
10102 Chief Examiner MO 7/1/03 4010.86 4210.19 4419.92 4643.51 4875.77
10301 Payroll Officer HR 7/1/03 23.14 24.29 25.50 26.79 28.13
10302 Accountant MO 1/1/04 4135.65 4340.18 4556.85 4787.37 5026.57
11502 Aquatics Program HR 1/1/04 23.86 25.04 26.29 27.62 29.00
Supervisor MO 7/1/04 4147.79 4352.32 4568.98 4801.24 5040.44
12103 Equipment Supervisor HR 7/1/04 23.93 25.11 26.36 27.70 29.08
13201 Sewer Maintenance
Supervisor
13301 Street Supervisor
13501 Water Distribution
Supervisor
13701 Traffic Sign Supervisor
14201 Transit Operations
Supervisor
15104 Environmental Analyst
15301 Lab Coordinator
17101 Public Safety
Communications Supervisor
976 11503 Recreation Supervisor MO 1/1/03 3790.73 3984.86 4182.45 4390.45 4612.31
13401 Irrigation Supervisor HR 1/1/03 21.87 22.99 24.13 25.33 26.61
15103 WWTP Chief Operator MO 7/1/03 3816.73 4010.86 4210.19 4419.92 4643.51
HR 7/1/03 22.02 23.14 24.29 25.50 26.79
MO 1/1/04 3934.59 4135.65 4340.18 4556.85 4787.37
HR 1/1/04 22.70 23.86 25.04 26.29 27.62
MO 7/1/04 3944.99 4147.79 4352.32 4568.98 4801.24
HR 7/1/04 22.76 23.93 25.11 26.36 27.70
PERSIX LegislativeOrd.11072004.doc -- 17 --
Pay Class
Code Code Class Title A B C D E
977 12101 Equipment Maintenance MO 1/1/03 3613.93 3790.73 3984.86 4182.45 4390.45
Supervisor HR 1/1/03 20.85 21.87 22.99 24.13 25.33
MO 7/1/03 3638.20 3816.73 4010.86 4210.19 4419.92
HR 7/1/03 20.99 22.02 23.14 24.29 25.50
MO 1/1/04 3750.86 3934.59 4135.65 4340.18 4556.85
HR 1/1/04 21.64 22.70 23.86 25.04 26.29
MO 7/1/04 3761.26 3944.99 4147.79 4352.32 4568.98
HR 7/1/04 21.70 22.76 23.93 25.11 26.36
1432 Probation Offirer Mn 1 /1 /n3 3438 87 361 3 93 3790 73 398/1.86 4182.45
978 ----------- ---++��+ +•+� a. i• v✓ ✓ .✓�s.V t ✓Vi✓./✓ ✓! JV.1 ✓ T
11401 Senior Program Supervisor HR 1/1/03 19.84 20.85 21.87 22.99 24.13
11602 Code Inspections Office MO 7/1/03 3461.40 3638.20 3816.73 4010.86 4210.19
Supervisor HR 7/1/03 19.97 20.99 22.02 23.14 24.29
11710 Police Services Supervisor MO 1/1/04 3568.86 3750.86 3934.59 4135.65 4340.18
11720 Corrections Sergeant HR 1/1/04 20.59 21.64 22.70 23.86 25.04
13103 Cemetery Supervisor MO 7/1/04 3579.26 3761.26 3944.99 4147.79 4352.32
13601 Building Superintendent HR 7/1/04 20.65 21.70 22.76 23.93 25.11
14301 Utility Service Supervisor
979 1311 Executive Secretary MO 1/1/03 3279.40 3438.87 3613.93 3790.73 3984.86
1331 Administrative Assistant to HR 1/1/03 18.92 19.84 20.85 21.87 22.99
the city Manager Mn 7/1/03 3301 91 3461 t0 363 20 381 73 not n 44
J✓V 1./T JTV I.TV ✓VJ V JU V./J TV IV.VV
11604 Parks and Recreation HR 7/1/03 19.05 19.97 20.99 22.02 23.14
Administrative Associate MO 1/1/04 3404.20 3568.86 3750.86 3934.59 4135.65
12102 Mechanic II HR 1/1/04 19.64 20.59 21.64 22.70 23.86
14101 Solid Waste Supervisor MO 7/1/04 3412.87 3579.26 3761.26 3944.99 4147.79
HR 7/1/04 19.69 20.65 21.70 22.76 23.93
980 1423 Certified Court Interpreter MO 1/1/03 3123.41 3279.40 3438.87 3613.93 3790.73
1430 Deputy Court Services HR 1/1/03 18.02 18.92 19.84 20.85 21.87
Manager MO 7/1/03 3144.21 3301.94 3461.40 3638.20 3816.73
1434 Case Specialist HR 7/1/03 18.14 19.05 19.97 20.99 22.02
10506 Executive Assistant MO 1/1/04 3241.27 3404.20 3568.86 3750.86 3934.59
10510 Legal Assistant III HR 1/1/04 18.70 19.64 20.59 21.64 22.70
10601 Engineering Contracts MO 7/1/04 3249.94 3412.87 3579.26 3761.26 3944.99
Specialist HR 7/1/04 18.75 19.69 20.65 21.70 22.76
11501 Recreation Program
Supervisor
11601 Community & Economic
Development Office
Administrator
11701 Administrative Assistant to
Police Chief
PERSIX LegislativeOrd.11072004.doc
-- 18 --
Pay Class
Code Code
Class Title
16101 Administrative Assistant to
Fire Chief
981 10103
10305
10502
982 10520
10602
Human Resources
Specialist
Financial Services
Technician - Payroll
Deputy City Clerk
Utility and Finance
Assistant
Engineering Office
Assistant
983 10507 Administrative Secretary
10511 Legal Assistant II
11603 Public Works Office
Assistant
984 10104 Human Resources
Assistant
10512 Legal Assistant I
985 No Allocated Classification
MO
HR
MO
HR
MO
HR
MO
HR
MO
HR
MO
HR
MO
HR
MO
HR
MO
HR
MO
HR
MO
HR
MO
HR
MO
HR
MO
HR
MO
HR
MO
HR
1/1/03
1/1/03
7/1/03
7/1/03
1/1/04
1/1/04
7/1/04
7/1/04
1/1/03
1/1/03
7/1/03
7/1/03
1/1/04
1/1/04
7/1/04
7/1/04
1/1/03
1/1/03
7/1/03
7/1/03
1/1/04
1/1/04
7/1/04
7/1/04
1/1/03
1/1/03
7/1/03
7/1/03
1/1/04
1/1/04
7/1/04
7/1/04
MO 1/1/03
HR 1/1/03
MO 7/1/03
HR 7/1/03
MO 1/1/04
PERSIX LegislativeOrd.I1072004.doc -- 19 --
A B
C D E
2972.61 3123.41 3279.40
17.15 18.02 18.92
2991.68 3144.21 3301.94
17.26 18.14 19.05
3083.54 3241.27 3404.20
17.79 18.70 19.64
3092.21 3249.94 3412.87
17.84 18.75 19.69
2833.95 2972.61 3123.41
16.35 17.15 18.02
2853.01 2991.68 3144.21
16.46 17.26 18.14
2941.41 3083.54 3241.27
16.97 17.79 18.70
2950.08 3092.21 3249.94
17.02 17.84 18.75
2695.28 2833.95 2972.61
15.55 16.35 17.15
2712.61 2853.01 2991.68
15.65 16.46 17.26
2795.81 2941.41 3083.54
16.13 16.97 17.79
2804.48 2950.08 3092.21
16.18 17.02 17.84
2568.75 2695.28 2833.95
14.82 15.55 16.35
2586.08 2712.61 2853.01
14.92 15.65 16.46
2665.82 2795.81 2941.41
15.38 16.13 16.97
2672.75 2804.48 2950.08
15.42 16.18 17.02
2447.42 2568.75 2695.28
14.12 14.82 15.55
2463.02 2586.08 2712.61
14.21 14.92 15.65
2539.28 2665.82 2795.81
3438.87
19.84
3461.40
19.97
3568.86
20.59
3579.26
20.65
3279.40
18.92
3301.94
19.05
3404.20
19.64
3412.87
19.69
3123.41
18.02
3144.21
18.14
3241.27
18.70
3249.94
18.75
2972.61
17.15
2991.68
17.26
3083.54
17.79
3092.21
17.84
3613.93
20.85
3638.20
20.99
3750.86
21.64
3761.26
21.70
3438.87
19.84
3461.40
19.97
3568.86
20.59
3579.26
20.65
3279.40
18.92
3301.94
19.05
3404.20
19.64
3412.87
19.69
3123.41
18.02
3144.21
18.14
3241.27
18.70
3249.94
18.75
2833.95 2972.61
16.35 17.15
2853.01 2991.68
16.46 17.26
2941.41 3083.54
Pay Clasp
Code Code Class Title
A B C D E
HR 1/1/04 14.65 15.38 16.13 16.97 17.79
MO 7/1/04 2546.22 2672.75 2804.48 2950.08 3092.21
HR 7/1/04 14.69 15.42 16.18 17.02 17.84
986 No Allocated Classification MO 1/1/03 2329.56 2447.42 2568.75 2695.28 2833.95
HR 1/1/03 13.44 14.12 14.82 15.55 16.35
MO 7/1/03 2345.15 2463.02 2586.08 2712.61 2853.01
HR 7/1/03 13.53 14.21 14.92 15.65 16.46
MO 1/1/04 2417.95 2539.28 2665.82 2795.81 2941.41
HR 1/1/04 13.95 14.65 15.38 16.13 16.97
MO 7/1 /0 242 89 25 6 22 267 � 75 280 48 10[111w
MO d f 1/04 2424.89 2546.22 26 / 2 f V V`3',A S? .41J6a6V
HR 7/1/04 13.99 14.69 15.42 16.18 17.02
987 1422 Municipal Court Clerk MO 1/1/03 2222.09 2329.56 2447.42 2568.75 2695.28
1433 Probation Services Clerk HR 1/1/03 12.82 13.44 14.12 14.82 15.55
18101 Communications Division MO 7/1/03 2237.69 2345.15 2463.02 2586.08 2712.61
Office Assistant HR 7/1/03 12.91 13.53 14.21 14.92 15.65
MO 1/1/04 2307.02 2417.95 2539.28 2665.82 2795.81
HR 1/1/04 13.31 13.95 14.65 15.38 16.13
MO 7/1/04 2313.96 2424.89 2546.22 2672.75 2804.48
HR 7/1/04 13.35 13.99 14.69 15.42 16.18"
Section 6• Subsection 2 20 i 1 n r f the r• ¢., f v i. Municipal t ,a hereby amended to
UGe1.1V11 .LV.11V V of lle Vll�' of 1 Cl Alllla 1 lUlllclpal VVUe 1J here y a a111e11U1.0 to
read as follows:
°'C. Civil Service Classes
Pay Class
Range Code Allocated Classes
A B C D E
1.0 No Allocated Classification MO 1/1/03 1492.37 1563.44 1629.30 1703.83 1776.63
HR 1/1/03 8.61 9.02 9.40 9.83 10.25
MO 1/1/04 1514.90 1587.70 1653.57 1729.83 1802.63
HR 1/1/04 8.74 9.16 9.54 9.98 10.40
1.5 No Allocated Classification MO 1/1/03 1530.50 1594.64 1669.17 1736.77 1813.03
HR 1/1/03 8.83 9.20 9.63 10.02 10.46
MO 1/1/04 1553.04 1618.90 1693.43 1762.77 1840.76
HR 1/1/04 8.96 9.34 9.77 10.17 10.62
2.0 8610 Labor Helper MO 1/1/03 1563.44 1629.30 1703.83 1776.63 1849.43
5268 Lifeguard/Instructor HR 1/1/03 9.02 9.40 9.83 10.25 10.67
MO 1/1/04 15 87.70 1653.57 1729.83 1802.63 1877.16
HR 1/1/04 9.16 9.54 9.98 10.40 10.83
PERSIX LegislativeOrd.11072004.doc
-- 20 --
Pay Class
Code Code
Class Title
A B C D E
2.5 No Allocated Classification MO 1/1/03 1594.64 1669.17 1736.77 1813.03 1891.03
HR 1/1/03 9.20 9.63 10.02 10.46 10.91
MO 1/1/04 1618.90 1693.43 1762.77 1840.76 1918.76
HR 1/1/04 9.34 9.77 10.17 10.62 11.07
3.0 No Allocated Classification MO 1/1/03 1629.30 1703.83 1776.63 1849.43 1939.56
HR 1/1/03 9.40 9.83 10.25 10.67 11.19
MO 1/1/04 1653.57 1729.83 1802.63 1877.16 1969.03
HR 1/1/04 9.54 9.98 10.40 10.83 11.36
3.5 No Allocated Classification MO 1/1/03 1669.17 1736.77 1813.03 1891.03 1981.16
HR 1/1/03 9.63 10.02 10.46 10.91 11.43
MO 1/1/04 1693.43 1762.77 1840.76 1918.76 2010.63
HR 1/1/04 9.77 10.17 10.62 11.07 11.60
4.0 No Allocated Classification MO 1/1/03 1703.83 1776.63 1849.43 1939.56 2022.76
HR 1/1/03 9.83 10.25 10.67 11.19 11.67
MO 1/1/04 1729.83 1802.63 1877.16 1969.03 2053.96
HR 1/1/04 9.98 10.40 10.83 11.36 11.85
4.5 8511 Custodian MO 1/1/03 1736.77 1813.03 1891.03 1981.16 2071.29
HR 1/1/03 10.02 10.46 10.91 11.43 11.95
MO 1/1/04 1762.77 1840.76 1918.76 2010.63 2102.49
HR 1/1/04 10.17 10.62 11.07 11.60 12.13
5.0 6260 Police Cadet MO 1/1/03 1776.63 1849.43 1939.56 2022.76 2119.83
HR 1/1/03 10.25 10.67 11.19 11.67 12.23
MO 1/1/04 1802.63 1877.16 1969.03 2053.96 2151.03
HR 1/1/04 10.40 10.83 11.36 11.85 12.41
5.5 7511 Data Entry Operator I MO 1/1/03 1813.03 1891.03 1981.16 2071.29 2163.16
7121 Department Assistant I HR 1/1/03 10.46 10.91 11.43 11.95 12.48
5201 Golf Starter MO 1/1/04 1840.76 1918.76 2010.63 2102.49 2196.09
6251 Police Department HR 1/1/04 10.62 11.07 11.60 12.13 12.67
Assistant I
6.0 No Allocated Classification MO 1/1/03 1849.43 1939.56 2022.76 2119.83 2218.62
HR 1/1/03 10.67 11.19 11.67 12.23 12.80
MO 1/1/04 1877.16 1969.03 2053.96 2151.03 2251.56
HR 1/1/04 10.83 11.36 11.85 12.41 12.99
6.5 2315 Cashier MO 1/1/03 1891.03 1981.16 2071.29 2163.16 2263.69
7122 Department Assistant II HR 1/1/03 10.91 11.43 11.95 12.48 13.06
8820 Park Caretaker MO 1/1/04 1918.76 2010.63 2102.49 2196.09 2298.36
PERSIX LegislativeOrd.11072004.doc -- 21 --
Pay Class
Code Code
Class Title
5234 Recreation Leader
7110 Senior Center Clerk
A B C D E
HR 1/1/04 11,07 11.60 12.13 12.67 13.26
7.0 5267 Aquatic Leader MO 1/1/03 1939.56 2022.76 2119.83 2218.62 2312.22
7512 Data Entry Operator 11 HR 1/1/03 11.19 11.67 12.23 12.80 13.34
MO 1/1/04 1969.03 2053.96 2151.03 2251.56 2346.89
HR 1/1/04 11.36 11.85 12.41 12.99 13.54
7.5 No Allocated Classification MO 1/1/03 1981.16 2071.29 2163.16 2263.69 2362.49
HR 1/1/03 11.43 11.95 12.48 13.06 13.63
MO 1/1/04 2010.63 2102.49 2196.09 2298.36 2397.15
HR 1/1/04 11.60 12.13 12.67 13.26 13.83
8.0 7131 Word Processing Typist MO 1/1/03 2022.76 2119.83 2218.62 2312.22 2414.49
HR 1/1/03 11.67 12.23 12.80 13.34 13.93
MO 1/1/04 2053.96 2151.03 2251.56 2346.89 2450.89
HR 1 /1 /04 1 1 1 2 1 1 n e
1/1/04 11.05 12.41 12.99 13.54 14.14
8.5 8541 Building Maintenance MO 1/1/03 2071.29 2163.16 2263.69 2362.49 2483.82
Specialist HR 1/1/03 11.95 12.48 13.06 13.63 14.33
7123 Department Assistant III MO 1/1/04 2102.49 2196.09 2298.36 2397.15 2520.22
5202 Golf Course Attendant HR 1/1/04 12.13 12.67 13.26 13.83 14.54
8301 Wastewater Facility Support
Worker
6243 Police Department
Assistant III*
* Retained for Police Pension Purposes
n n %11 nL �1 ti.._. ll.., ,,..,.�: A� !1 1 /1 /n7 (l2 /l '1`11''1 nn n 1 w nn 2539.28 39 n
7.V G 1 VV Computer OpG1auO1I 1v11J 1/ 1/l/3
2119.83 GG 18.62 GJ 12.22 2419•.9.7 2539.28
Assistant HR 1/1/03 12.23 12.80 13.34 13.93 14.65
8810 Park Laborer MO 1/1/04 2151.03 2251.56 2346.89 2450.89 2577.42
8819 Parks Maintenance Worker HR 1/1/04 12.41 12.99 13.54 14.14 14.87
2115 Publications and Graphics
Specialist
8710 Street Laborer
9.5 2253 Community Programming MO 1/1/03 2163.16 2263.69 2362.49 2483.82 2584.35
Assistant HR 1/1/03 12.48 13.06 13.63 14.33 14.91
4111 Engineering Aid MO 1/1/04 2196.09 2298.36 2397.15 2520.22 2622.48
8821 Park Specialist I HR 1/1/04 12.67 13.26 13.83 14.54 15.13
6611 Lead Parking Enforcement
Officer
4611 Traffic Aid
PERSIX LegislativeOrd.11072004 doc -- 22 --
Pay Class
Code Code Class Title A B C D E
10.0 6252 Police Services Specialist I MO 1/1/03 2218.62 2312.22 2414.49 2539.28 2638.08
8204 Vehicle Maintenance HR 1/1/03 12.80 13.34 13.93 14.65 15.22
Attendant MO 1/1/04 2251.56 2346.89 2450.89 2577.42 2677.95
HR 1/1/04 12.99 13.54 14.14 14.87 15.45
10.5 6511 Animal Control Officer MO 1/1/03 2263.69 2362.49 2483.82 2584.35 2707.41
(Lead) HR 1/1/03 13.06 13.63 14.33 14.91 15.62
5266 Aquatic Specialist MO 1/1/04 2298.36 2397.15 2520.22 2622.48 2747.28
2232 Central Storekeeper HR 1/1/04 13.26 13.83 14.54 15.13 15.85
2105 Computer
Operator/Programmer
7124 Department Assistant IV
8421 Equipment Operator I
5121 Housing Rehabilitation
Assistant
8320 Laboratory Assistant
8822 Park Specialist II
3310 Planning Specialist
5235 Recreation Activities
Specialist
7111 Senior Center Assistant
8731 Sewer Maintenance
Specialist I
8721 Street Cleaning Specialist I
8631 Utility Worker
8311 Wastewater Treatment
Plant Operator I
8331 Water Treatment Plant
Operator I
11.0 2254 Municipal Producer
4211 Traffic Signal Aide
MO 1/1/03 2312.22 2414.49 2539.28 2638.08 2768.08
HR 1/1/03 13.34 13.93 14.65 15.22 15.97
MO 1/1/04 2346.89 2450.89 2577.42 2677.95 2809.68
HR 1/1/04 13.54 14.14 14.87 15.45 16.21
11.5 2107 Computer Operations MO 1/1/03 2362.49 2483.82 2584.35 2707.41 2837.41
Technician HR 1/1/03 13.63 14.33 14.91 15.62 16.37
8542 Facility Maintenance MO 1/1/04 2397.15 2520.22 2622.48 2747.28 2880.74
Specialist HR 1/1/04 13.83 14.54 15.13 15.85 16.62
8621 Monument Setter
5154 Neighborhood Development
Assistant
7611 Print Shop Operator
PERSIX LegislativeOrd.110'72004.doc
-- 23 --
Pay Class
Code Code Class Title A B C D E
12.0 6212 Assistant Evidence MO 1/1/03 2414.49 2539.28 2638.08 2768.08 2894.61
Technician HR 1/1/03 13.93 14.65 15.22 15.97 16.70
4410 Code Inspection Trainee MO 1/1/04 2450.89 2577.42 2677.95 2809.68 2937.94
8422 Equipment Operator II HR 1/1/04 14.14 14.87 15.45 16.21 16.95
8671 Irrigation Specialist I
7315 Utility Service
Representative
7151 Water/Irrigation Division
Administrative Specialist
12.5 2312 Accounting Technician MO 1/1/03 2483.82 2584.35 2707.41 2837.41 2962.21
2230 Assistant Buyer HR 1/1/03 14.33 14.91 15.62 16.37 17.09
5254 Athletic Coordinator MO 1/1/04 2520.22 2622.48 2747.28 2880.74 3007.28
8830 Cemetery Specialist HR 1/1/04 14.54 15.13 15.85 16.62 17.35
2316 Financial Services
Specialist
8818 Parks Maintenance
Specialist
7141 Pension/Records Clerk
8823 Park Specialist III
8840 Pool Maintenance
Specialist
5255 Recreation Coordinator
8641 Solid Waste Maintenance
Worker
8722 Street Cleaning
Specialist II
8332 Water Treatment Plant
Operator II
13.0 4121 Engineering Technician I MO 1/1/03 2539.28 2638.08 2768.08 2894.61 3022.88
(Design) HR 1/1/03 14.65 15.22 15.97 16.70 17.44
4122 Engineering Technician I MO 1/1/04 2577.42 2677.95 2809.68 2937.94 3067.94
(Records) HR 1/1/04 14.87 15.45 16.21 16.95 17.70
4131 Engineering Technician I
(Survey)
8111 Park Supervisor I
6610 Parking Enforcement
Officer
4441 Permit Technician
4621 Traffic Technician I
PERSIX LegislativeOrd.11072004.doc
-- 24 --
Pay Class
Code Code Class Title A B C D E
13.5 2252 Community Programming MO 1/1/03 2584.35 2707.41 2837.41 2962.21 3100.87
Coordinator HR 1/1/03 14.91 15.62 16.37 17.09 17.89
2101 Computer Programmer MO 1/1/04 2622.48 2747.28 2880.74 3007.28 3147.67
8651 Concrete Specialist I HR 1/1/04 15.13 15.85 16.62 17.35 18.16
8672 Irrigation Specialist II
8741 Waterworks Specialist I
8743 Waterworks Specialist III
14.0 8831 Cemetery Maintenance MO 1/1/03 2638.08 2768.08 2894.61 3022.88 3165.01
Technician HR 1/1/03 15.22 15.97 16.70 17.44 18.26
8423 Equipment Operator III MO 1/1/04 2677.95 2809.68 2937.94 3067.94 3211.80
8221 Machinist HR 1/1/04 15.45 16.21 16.95 17.70 18.53
5122 Neighborhood Development
Rehabilitation Specialist I
6242 Police Records Supervisor *
6253 Police Services Specialist
II
4221 Signal Technician I
* Retained for Police Pension Purposes
14.5 8203 Fleet Maintenance MO 1/1/03 2707.41 2837.41 2962.21 3100.87 3236.07
Technician HR 1/1/03 15.62 16.37 17.09 17.89 18.67
5130 Home Remodeling MO 1/1/04 2747.28 2880.74 3007.28 3147.67 3284.60
Technician HR 1/1/04 15.85 16.62 17.35 18.16 18.95
8302 Industrial Waste Operator
5152 Neighborhood Development
Accounting Specialist
8711 Street Maintenance
Specialist
8750 Utilities Locator
7311 Water Service Specialist
15.0 6510 Animal Control Officer MO 1/1/03 2768.08 2894.61 3022.88 3165.01 3312.34
4419 Code Compliance Officer HR 1/1/03 15.97 16.70 17.44 18.26 19.11
2310 Grant Coordinator MO 1/1/04 2809.68 2937.94 3067.94 3211.80 3362.60
5151 Housing Loan Specialist HR 1/1/04 16.21 16.95 17.70 18.53 19.40
8242 Preventative Maintenance
Technician
2262 Safety and Training Officer
8732 Sewer Maintenance
Specialist II
8663 Traffic Sign Specialist
PERS IX Legislati veOrd. 1 1 072004.doc
-- 25 --
Pay Class
Code Code Class Title A B C D E
8312 Wastewater Treatment Plant
Operator II
8742 Waterworks Specialist II
15.5 8213 Automotive Storekeeper MO 1/1/03 2837.41 2962.21 3100.87 3236.07 3393.80
8321 Laboratory Technician HR 1/1/03 16.37 17.09 17.89 18.67 19.58
6221 Corrections Officer MO 1/1/04 2880.74 3007.28 3147.67 3284.60 3444.07
8817 Parks Maintenance HR 1/1/04 16.62 17.35 18.16 18.95 19.87
Technician
8205 Police Fleet Specialist
8322 PratraatmPnt TPrhnieian
8433 Solid Waste Crew Leader
8681 Storekeeper
5256 Recreation Activities
Coordinator
16.0 6235 Corrections MO 1/1/03 2894.61 3022.88 3165.01 3312.34 3463.13
Administrative Specialist HR 1/1/03 16.70 17.44 18.26 19.11 19.98
4115 Engineering Utility MO 1/1/04 2937.94 3067.94 3211.80 3362.60 3515.13
Specialist HR 1/1/04 16.95 17.70 18.53 19.40 20.28
4310 Plans Examiner I
(Residential)
624 1 Police information
v `.moi i
Specialist
4222 Signal Technician II
8251 Waterworks Device
Technician
8745 Waterworks
Drafting/Service
Representative
16.5 8841 Aquatic Maintenance MO 1/1/03 2962.21 3100.87 3236.07 3393.80 3555.00
Technician HR 1/1/03 17.09 17.89 18.67 19.58 20.51
3311 Assistant Planner MO 1/1/04 3007.28 3147.67 3284.60 3444.07 3608.73
2231 Buyer HR 1/1/04 17.35 18.16 18.95 19.87 20.82
4125 Engineering Technician II
2102 GIS Technician
8825 Golf Course Maintenance
Specialist
5271 Parks and Recreation
Administrative Specialist
2103 Programmer Analyst
8664 Senior Traffic Sign
Specialist
PERSIX LegislativeOrd.11072004.doc
-- 26 --
Pay Class
Code Code Class Title
4622 Traffic Technician II
8751 Utilities Locator/Safety
Coordinator
A B C D E
17.0 4141 Construction Inspector MO 1/1/03 3022.88 3165.01 3312.34 3463.13 3629.53
4133 Engineering Technician III HR 1/1/03 17.44 18.26 19.11 19.98 20.94
(Survey) MO 1/1/04 3067.94 3211.80 3362.60 3515.13 3683.26
4134 Engineering Technician III HR 1/1/04 17.70 18.53 19.40 20.28 21.25
(Design)
4135 Engineering Technician III
(Development)
6211 Evidence Technician
8241 Industrial Maintenance
Mechanic
8673 Irrigation Crew leader
8211 Mechanic I
4128 Right of Way Agent
8733 Sewer Maintenance Crew
Leader
8701 Street Inspector
8313 Wastewater Treatment
Plant Operator III
8744 Water Distribution
Crew leader
17.5 8755 Construction Quality MO 1/1/03 3100.87 3236.07 3393.80 3555.00 3714.46
Control Technician HR 1/1/03 17.89 18.67 19.58 20.51 21.43
8323 Pretreatment Crew Leader MO 1/1/04 3147.67 3284.60 3444.07 3608.73 3769.93
8713 Street Maintenance Crew HR 1/1/04 18.16 18.95 19.87 20.82 21.75
Leader
8335 Water Quality Specialist
8333 Water Treatment Plant
Chief Operator
18.0 2251 Cable Television MO 1/1/03 3165.01 3312.34 3463.13 3629.53 3799.39
Coordinator HR 1/1/03 18.26 19.11 19.98 20.94 21.92
5123 Neighborhood MO 1/1/04 3211.80 3362.60 3515.13 3683.26 3856.59
Development HR 1/1/04 18.53 19.40 20.28 21.25 22.25
Rehabilitation Specialist II
6210 Senior Evidence
Technician
PERSIX LegislativeOrd.11072004.doc
-- 27 --
Pay Class
Code Code Class Title
A B C D E
18.5 4240 Instrument Technician MO 1/1/03 3236.07 3393.80 3555.00 3714.46 3898.19
HR 1/1/03 18.67 19.58 20.51 21.43 22.49
MO 1/1/04 3284.60 3444.07 3608.73 3769.93 3957.12
19.0 3321 Associate Planner HR 1/1/04 18.95 19.87 20.82 21.75 22.83
3320 Community Development
Specialist MO 1/1/03 3312.34 3463.13 3629.53 3799.39 3979.66
3112 Engineering Associate HR 1/1/03 19.11 19.98 20.94 21.92 22.96
5124 Housing Rehabilitation MO 1/1/04 3362.60 3515.13 3683.26 3856.59 4038.59
Snerialict ITT HR 1/1/04 19 4n 20 28 21.2c 29.95 9-A:10
8326 Laboratory Chemist
4632 Traffic Associate
2104 Senior Analyst
1.9.5 4421 Code Inspector MO 1/1/03 3393.80 3555.00 3714.46 3898.19 4071.52
2108 Computer Client Services HR 1/1/03 19.58 20.51 21.43 22.49 23.49
Technician MO 1/1/04 3444.07 3608.73 3769.93 3957.12 4132.19
4420 Fire Code Inspector HR 1/1/04 19.87 20.82 21.75 22.83 23.84
20.0 2314 Budget Analyst MO 1/1/03 3463.13 3629.53 3799.39 3979.66 4163.39
3323 Economic and HR 1/1/03 19.98 20.94 21.92 22.96 24.02
Community Affairs MO 1/1/04 3515.13 3683.26 3856.59 4038.59 4225.79
Specialist HR 1/1/04 20.28 21.25 22.25 23.30 24.38
3322 Senior Planner
4315 Plans Examiner II
(Commercial)
20.5 2109 Applications Developer MO 1/1/03 3555.00 3714.46 3898.19 4071.52 4265.65
4223 Signal Technician Ill HR 1/1/03 20.51 21.43 22.49 23.49 24.61
MO 1/1/04 3608.73 3769.93 3957.12 4132.19 4329.78
HR 1/1/04 20.82 21.75 22.83 23.84 24.98
21.0 3130 Development Engineer
21.5 2114 Senior Applications
Developer
2113 Senior Client Services
Technician
PERSIX LegislativeOrd.11072004.doc
MO 1/1/03 3629.53 3799.39 3979.66 4163.39 4357.52
HR 1/1/03 20.94 21.92 22.96 24.02 25.14
MO 1/1/04 3683.26 3856.59 4038.59 4225.79 4423.38
HR 1/1/04 21.25 22.25 23.30 24.38 25.52
MO 1/1/03 3714.46 3891.26 4068.06 4265.65 4454.58
HR 1/1/03 21.43 22.45 23.47 24.61 25.70
MO 1/1/04 3769.93 3950.19 4128.72 4329.78 4522.18
HR 1/1/04 21.75 22.79 23.82 24.98 26.09
-- 28 --
Pay Class
Code Code
Class Title
A B C D E
22.0 No Allocated Classification MO 1/1/03 3799.39 3979.66 4163.39 4357.52 4565.51
HR 1/1/03 21.92 22.96 24.02 25.14 26.34
MO 1/1/04 3856.59 4038.59 4225.79 4423.38 4634.84
HR 1/1/04 22.25 23.30 24.38 25.52 26.74
22.5 3115 Project Engineer
MO 1/1/03 3891.26 4068.06 4265.65 4454.58 4666.04
HR 1/1/03 22.45 23.47 24.61 25.70 26.92
MO 1/1/04 3950.19 4128.72 4329.78 4522.18 4735.38
HR 1/1/04 22.79 23.82 24.98 26.09 27.32
23.0 2110 Database Administrator MO 1/1/03 3979.66 4163.39 4357.52 4565.51 4768.31
HR 1/1/03 22.96 24.02 25.14 26.34 27.51
MO 1/1/04 4038.59 4225.79 4423.38 4634.84 4839.37
HR 1/1/04 23.30 24.38 25.52 26.74 27.92
23.5 No Allocated Classification MO 1/1/03 4068.06 4265.65 4454.58 4666.04 4870.57
HR 1/1/03 23.47 24.61 25.70 26.92 28.10
MO 1/1/04 4128.72 4329.78 4522.18 4735.38 4943.37
HR 1/1/04 23.82 24.98 26.09 27.32 28.52
24.0 2111 Lead Applications System MO 1/1/03 4163.39 4357.52 4565.51 4768.31 5005.77
Designer HR 1/1/03 24.02 25.14 26.34 27.51 28.88
MO 1/1/04 4225.79 4423.38 4634.84 4839.37 5080.30
HR 1/1/04 24.38 25.52 26.74 27.92 29.31
24.5 No Allocated Classification MO 1/1/03 4265.65 4454.58 4666.04 4870.57 5114.97
HR 1/1/03 24.61 25.70 26.92 28.10 29.51
MO 1/1/04 4329.78 4522.18 4735.38 4943.37 5191.23
HR 1/1/04 24.98 26.09 27.32 28.52 29.95
25.0 2112 Network Services Engineer MO 1/1/03 4357.52 4565.51 4768.31 5005.77 5255.37
HR 1/1/03 25.14 26.34 27.51 28.88 30.32
MO 1/1/04 4423.38 4634.84 4839.37 5080.30 5333.36
HR 1/1/04 25.52 26.74 27.92 29.31 30.77
25.5 No Allocated Classification MO 1/1/03 4454.58 4666.04 4870.57 5114.97 5369.76
HR 1/1/03 25.70 26.92 28.10 29.51 30.98
MO 1/1/04 4522.18 4735.38 4943.37 5191.23 5449.50
HR 1/1/04 26.09 27.32 28.52 29.95 31.44
26.0 No Allocated Classification MO 1/1/03 4565.51 4768.31 5005.77 5255.37 5518.83
HR 1/1/03 26.34 27.51 28.88 30.32 31.84
MO 1/1/04 4634.84 4839.37 5080.30 5333.36 5602.03
HR 1/1/04 26.74 27.92 29.31 30.77 32.32
PERSIX LegislativeOrd.11072004.doc -- 29 --
ray <.ia3�
Code Code
26.5
27.0
27.5
Class Title
No Allocated
No Allocated
No Allocated
Classification
Classification
Classification
28.0 No Allocated Classification
28.5 No Allocated Classification
29.0 No Allocated Classification
29.5 No Allocated Classification
A B C
MO 1/1/03 4666.04 4870.57
HR 1/1/03 26.92 28.10
MO 1/1/04 4735.38 4943.37
HR 1/1/04 27.32 28.52
MO 1/1/03 4768.31 5005.77
HR 1/1/03 27.51 28.88
MO 1/1/04 4839.37 5080.30
HR 1/1/04 27.92 29.31
MO 1/1/03 4870.57 5114.97
rm 1 n in') no In nn cl
rips. 111/UJ GO.i13 G7.J1
MO 1/1/04 4943.37 5191.23
HR 1/1/04 28.52 29.95
MO 1/1/03 5005.77
HR 1/1/03 28.88
MO 1/1/04 5080.30
HR 1/1/04 29.31
5114,97
29.51
5191.23
29.95
5255.37
30.32
5333.36
30.77
5369.76
'1n no
Ji9.7O
5449.50
31.44
5255.37 5518.83
30.32 31.84
5333.36 5602.03
30.77 32.32
MO 1/1/03 5114.97 5369.76 5636.69
HR 1/1/03 29.51 30.98 32.52
MO 1/1/04 5191.23 5449.50 5721.62
T YYI /i /!1 A C' /1 1
HR 11/ 1/U4 29.95 31.44 33.01
MO
HR
MO
HR
MO
HR
MO
HR
1/1/03
1/1/03
1/1/04
1/1/04
1/1/03
1/1/03
1/1/04
1/1/04
PERSIX LegislativeOrd.11072004.doc -- 30 --
5255.37
30.32
5333.36
30.77
5317.76
30.68
5397.50
31.14
5518.83
31.84
5602.03
32.32
5792.69
p33.42
50 7 9.35
33.92
5558.69 5803.09
32.07 33.48
5641.89 5889.75
32.55 33.98
D E
5369,76
30.98
5449.50
31.44
5518.83
31.84
5602.03
32.32
5636.69
nn cn
JL.JL
5721.62
33.01
5636,69
32.52
5721.62
33.01
5792.69
33.42
5879.35
33.92
5917.49
34.14
6005.88
34.65
5792.69 6089.08
33.42 35.13
5879.35 6180.95
33.92 35.66
5917.49
34.14
6005.88
34.65
6213.88
35.85
6307.48
36.39
6089.08 6394.14
35.13 36.89
61800.95 6489.48
35.66 37.44
6068.28 6340.41
35.01 36.58
6160.15 6435.74
35.54 37.13"
Section 7. Subsection 2.20.110 F of the City of Yakima Municipal Code is hereby amended to
read as follows:
"F. Fire Civil Service Classes
Pay Class Class
Range Code Title
A B C D E
506 6340 Public Safety & Education MO 7/1/03 5173.90 5430.43 5709.49 5997.22 6272.81
Officer HR 7/1/03 29.85 31.33 32.94 34.60 36.19
6341 Technical Training MO 1/1/04 5303.90 5565.63 5851.62 6148.02 6428.81
Supervisor HR 1/1/04 30.60 32.11 33.76 35.47 37.09
6343 Deputy Fire Marshal MO 7/1/04 5383.63 5648.82 5940.02 6239.88 6525.87
6351 Fire Training Supervisor HR 7/1/04 31.06 32.59 34.27 36.00 37.65
MO 1/1/05 5544.83 5818.69 6118.55 6427.08 6721.74
HR 1/1/05 31.99 33.57 35.30 37.08 38.78
MO 7/1/05 5572.56 5848.15 6149.75 6460.01 6754.67
HR 7/1/05 32.15 33.74 35.48 37.27 38.97
510 6326 Fire Captain Day MO 7/1/03 4704.18 4934.71 5191.23 5451.23 5704.29
6338 Fire Investigation and HR 7/1/03 27.14 28.47 29.95 31.45 32.91
Education Officer MO 1/1/04 4822.04 5057.77 5321.23 5588.16 5846.42
HR 1/1/04 27.82 29.18 30.70 32.24 33.73
MO 7/1/04 4894.84 5134.03 5400.96 5671.36 5934.82
HR 7/1/04 28.24 29.62 31.16 32.72 34.24
MO 1/1/05 5042.17 5288.30 5562.16 5841.22 6113.35
HR 1/1/05 29.09 30.51 32.09 33.70 35.27
MO 7/1/05 5068.17 5314.30 5589.89 5870.69 6144.55
HR 7/1/05 29.24 30.66 32.25 33.87 35.45
515 6325 Fire Captain Shift
520 6339 Fire Investigator
MO 7/1/03 4707.03 4938.60 5192.43 5452.94 5704.55
HR 7/1/03 21.14 22.18 23.32 24.49 25.62
MO 1/1/04 4825.04 5061.06 5321.57 5588.77 5847.05
HR 1/1/04 21.67 22.73 23.90 25.10 26.26
MO 7/1/04 4898.52 5136.77 5401.73 5673.38 5933.89
HR 7/1/04 22.00 23.07 24.26 25.48 26.65
MO 1/1/05 5090.01 5337.16 5613.26 5893.81 6165.46
HR 1/1/05 22.86 23.97 25.21 26.47 27.69
MO 7/1/05 5114.50 5363.88 5642.20 5922.76 6196.63
HR 7/1/05 22.97 24.09 25.34 26.60 27.83
MO 7/1/03 4253.52 4464.98 4674.71 4915.64 5163.50
HR 7/1/03 24.54 25.76 26.97 28.36 29.79
MO 1/1/04 4359.25 4575.91 4790.84 5038.70 5291.76
HR 1/1/04 25.15 26.40 27.64 29.07 30.53
MO 7/1/04 4425.11 4645.24 4861.91 5114.97 5371.50
HR 7/1/04 25.53 26.80 28.05 29.51 30.99
PERSIX LegislativeOrd. 1 1072004.doc -- 31 --
Tay. Class Class
Range Code Title A B C D E
MO 1/1/05 4558.58 4783.91 5007.50 5269.23 5532.69
un 1 /1 /fl ')ti 21-1 tin '1Q Qn '21-1 nn 2 1 n1
111. l/ 11 UJ L."J.JU Z. / .UV LU.U/ JU.-TU .J
MO 7/1/05 4581.11 4808.17 5031.77 5295.23 5560.43
HR 7%1!05 26.43 '27.'74 29.03 30.55 32.08
.525 632'3 1 . Lieutenant (Shift) MO 7/1 /03 4255 02 4466 56 4675.86 4920''9 5159.03
J UJ J Fire L1e�l.ILL11a11L `L)1111LJ 1 1V 1/ V✓ ✓J. J UU.✓U J. U l / /
HR 7/1/03 19.11 20.06 21.00 22.10 23.17
MO 1/1/04 4361.91 4577.89 4793.87 5043.25 5288.18
HR 1/1/04 19.59 20.56 21.53 22.65 23.75
MO 7/1/04 4426.48 4646.91 4865.12 5118.95 5368.33
HR 7/1/04 19.88 20.87 21.85 22.99 24.11
MO 1/1/05 4600.16 4827.27 5054.38 5319.35 5577.63
HR 1/1/05 20.66 21.68 22.70 23.89 25.05
MO 7/1/05 4622.42 4851.76 5078.87 5346.07 5606.58
HR 7/1/05 20.76 21.79 22.81 24.01 25.18
526 6324 Fire Lieutenant (Day) MO 7/1/03 4253.52 4464.98 4674.71 4915.64 5163.50
6342 Technical Training HR 7/1/03 24.54 25.76 26.97 28.36 29.79
Lieutenant MO 1/1/04 4359.25 4575.91 4790.84 5038.70 5291.76
HR 1/1/04 25.15 26.40 27.64 29.07 30.53
MO 7/1/04 4425.11 4645.24 4861.91 5114.97 5371.50
HR 7/1/04 25.53 26.80 28.05 29.51 30.99
MO 1/1/05 4558.58 4783.91 5007.50 5269.23 5532.69
HR 1/1/05 26.30 27.60 28.89 30.40 31.92
MO 7/1/05 4581.11 4808.17 5031.77 5295.23 5560.43
HR 7/1/05 26.43 27,74 29,03 30.55 32.08
527 6344 Assistant Fire Marshal MO 7/1/03 4678.18 4912.17 5140.97 5406.16 5680.02
6352 Fire Training Assistant HR 7/1/n3 26.99 28.34 29.66 31.19 32.77
MO 1/1/04 4794.31 5035.24 5269.23 5541.36 5822.15
HR 1/1/04 27.66 29.05 30.40 31.97 33.59
MO 7/1/04 4865.37 5111.50 5348.96 5624.56 5908.82
HR 7/1/04 28.07 29.49 30.86 32.45 34.09
MO 1/1/05 5010.97 5264.03 5510.16 5792.69 6085.62
HR 1/1/05 28.91 30.37 31.79 33.42 35.11
MO 7/1/05 5035.24 5290.03 5537.89 5822.15 6116.82
HR 7/1/05 29.05 30.52 31.95 33.59 35.29
530 6321 Firefighter MO 7/1/03 3444.55 3713.97 3936.63 4101.40 4673,63
HR 7/1/03 15.47 16.68 17.68 18.42 20.99
MO 1/1/04 3531.39 3807.49 4034.60 4203.82 4789.42
HR 1/1/04 15.86 17.10 18.12 18.88 21.51
MO 7/1/04 3584.83 3865.38 4094.72 4266.17 4860.67
PERSIX LegislativeOrd.11072004.doc -- 32 --
Pay Class Class
Range Code Title A B C D E
HR 7/1/04 16.10 17.36 18.39 19.16 21.83
MO 1/1/05 3725.10 4016.79 4255.03 4433.16 5049.93
HR 1/1/05 16.73 18.04 19.11 19.91 22.68
MO 7/1/05 3742.91 4036.83 4277.30 4455.43 5074.42
HR 7/1/05 16.81 18.13 19.21 20.01 22.79
545 4522 Electronics Supervisor MO 7/1/03 3996.99 4194.59 4402.58 4617.51 4853.24
HR 7/1/03 23.06 24.20 25.40 26.64 28.00
MO 1/1/04 4076.72 4277.78 4490.98 4709.38 4950.30
HR 1/1/04 23.52 24.68 25.91 27.17 28.56
MO 1/1/05 4158.19 4362.72 4581.11 4802.97 5049.10
HR 1/1/05 23.99 25.17 26.43 27.71 29.13
547 4520 Electronics Technician I MO 7/1/03 2301.00 2401.10 2515.50 2631.20 2752.10
HR 7/1/03 17.70 18.47 19.35 20.24 21.17
MO 1/1/04 2346.50 2449.20 2566.20 2683.20 2806.70
HR 1/1/04 18.05 18.84 19.74 20.64 21.59
MO 1/1/05 2393.30 2498.60 2616.90 2736.50 2862.60
HR 1/1/05 18.41 19.22 20.13 21.05 22.02
550 4521 Electronics Technician H MO 7/1/03 3470.07 3645.13 3827.13 4017.79 4218.85
HR 7/1/03 20.02 21.03 22.08 23.18 24.34
MO 1/1/04 3539.40 3717.93 3903.39 4097.52 4303.78
HR 1/1/04 20.42 21.45 22.52 23.64 24.83
MO 1/1/05 3610.46 3792.46 3981.39 4178.99 4390.45
HR 1/1/05 20.83 21.88 22.97 24.11 25.33
555 6425 Alarm Supervisor MO 7/1/03 3560.20 3723.13 3891.26 4069.79 4251.78
HR 7/1/03 20.54 21.48 22.45 23.48 24.53
MO 1/1/04 3631.26 3797.66 3969.26 4151.25 4336.72
HR 1/1/04 20.95 21.91 22.90 23.95 25.02
MO 1/1/05 3704.06 3873.93 4048.99 4234.45 4423.38
HR 1/1/05 21.37 22.35 23.36 24.43 25.52
558 6415 Public Safety MO 7/1/03 3419.80 3591.40 3771.66 3958.86 4156.45
Lead Dispatcher HR 7/1/03 19.73 20.72 21.76 22.84 23.98
MO 1/1/04 3487.40 3662.46 3847.93 4038.59 4239.65
HR 1/1/04 20.12 21.13 22.20 23.30 24.46
MO 1/1/05 3556.73 3735.26 3924.19 4120.05 4324.58
HR 1/1/05 20.52 21.55 22.64 23.77 24.95
PERSIX LegislativeOrd.11072004.doc -- 33 --
Pay Class Class
Range Code Title
‹tin Q')'2n Tin: 4 A T L «: A Tll '-i/1 /n7
JVV U.L.JV 1Via11IL1d10.L1LL 1V1GVL1QLlll. 1V1V // 1/VJ
HR 7/1/03
MO 1/1/04
HR 1/1/04
MO 1/1/O5
HR 1/1/05
565 No Allocated Classification MO 7/1/03
HR 7/1/03
MO 1/1/04
HR 1/1/04
MO 1/1/05
HR 1/1/05
575 6411 Fire Dispatcher MO 7/1/03
6412 Public Safety Dispatcher HR 7/1/03
MO 1/1/04
HR 1/1/04
MO 1/1/05
HR 1/1/05
580 6441 Secretary II MO 7/1/03
HR 7/1/03
MO 1/1/04
HR 1/1/04
MO 1/1/05
HR 1/1/05
585 6440 Secretary I MO 7/1/03
HR 7/1/03
MO 1/1/04
HR 1/1/04
MO 1/1/05
HR 1/1/05
590 6255 911 Calltaker MO 7/1/03
6410 9-1-1 Calltaker HR 7/1/03
MO 1/1/04
HR 1/1/04
MO 1/1/05
HR 1/1/05
PERSIX LegislativeOrd.11072004.doc -- 34 --
A B
no An nn Aryl 1 4 -'-
30'1 -U.77
/30'1 -U.77 'FVJ l .00
22.16 23.26
3917.26 4113.12
22.60 23.73
3995.26 4194.59
23.05 24.20
1766.23
10.19
1800.90
10.39
1837.30
10.60
2825.28
16.30
2882.48
16.63
2939.68
16.96
1847.70
10.66
1884.10
10.87
1922.23
11.09
2962.21
17.09
3021.14
17.43
3081.81
17.78
2549.68 2667.55
14.71 15.39
2599.95 2721.28
15.00 15.70
2651.95 2775.01
15.30 16.01
1913.56
11.04
1951.70
11.26
1991.56
11.49
2456.09
14.17
2504.62
14.45
2554.88
14.74
2024.49
11.68
2064.36
11.91
2105.96
12.15
2579.15
14.88
2631.15
15.18
2683.15
15.48
C D E
-FGJG
Ann/ . ln
7 G
24.42
4317.65
24.91
4404.32
25.41
4444.18
25.64
4532.58
26.15
4622.71
26.67
1936.10 2019.29
11.17 11.65
1974.23 2059.16
11.39 11.88
2014.09 2100.76
11.62 12.12
3102.61
17.90
3165.01
18.26
3229.14
18.63
:3260. 34
18,81
3326.20
19.19
3392.07
19.57
2804.48 2929.28
16.18 16.90
2859.95 2988.21
16.50 17.24
2917.14 3047.14
16.83 17.58
2130.23
12.29
2173.56
12.54
2216.89
12.79
2709.15
15.63
2762.88
15.94
2818.35
16.26
2244.62
12.95
2289.69
13.21
2334.76
13.47
2844.35
16.41
2901.54
16.74
2958.74
17.07
4667 8
A / /'tel , 0
1
26.93
4761.38
27.47
4856.71
28.02
2118.09
12.22
2159.69
12.46
2203.02
12.71
3608.73
20.82
3681.53
21.24
3754.33
21.66
3085.27
17.80
3147.67
18.16
3210.07
18.52
2364.22
13.64
2411.02
13.91
2459.55
14.19
2986.48
17.23
3045.41
17.57
3106.07
17.92
Section 8. This ordinance shall be in full force and effect thirty days after its passage,
approval and publication as provided by law and by the City Charter.
PASSED BY THE CITY COUNCIL, signed and approved this 5th day of
October , 2004.
ATTEST:
Paul P. George, Mayor
City Clerk
Publication Date 10-8-2004
Effective Date 11-7-2004
PERSIX LegislativeOrd.11072004.doc -- 35 --