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HomeMy WebLinkAbout12/13/2011 07 2012 Classification and Compensation Plan; Collective Bargaining Agreement w AFSCME BUSINESS OF THE CITY COUNCIL YAKIMA, WASHINGTON AGENDA STATEMENT Item No. For Meeting of: December 13, 2011 ITEM TITLE: Consideration of Legislation regarding Collective Bargaining and the Classification and Compensation Plan. SUBMITTED BY: Michael A. Morales, Assistant City Manager Colleen Chapin, Human Resources Manager CONTACT Colleen Chapin, Human Resources Manager PERSON /TELEPHONE: SUMMARY EXPLANATION: A) A Resolution authorizing a Collective Bargaining Agreement which finalizes the negotiation process with S AFSCME Local 1122 Municipal bargaining unit for 2012 -2014. This contract represents good faith and collaborative negotiations between the parties. The settlement package is outlined below. • 0% wage increase for 2012 (wage opener in 2013 & 2014) • Change language in Article 13 - Contracting Work • Effective 01/01/2012, new employees hired into this bargaining unit will not receive: o Longevity o Deferred compensation, and o Will pay Medical Plan premium at the Tiered rate • City to absorb 1/2 of the 2012 medical plan premium increase ($20.00 per month, per employee) • Increase personal holiday to two (2) per year from one (1) each year • Increase City paid Life Insurance to $100,000 • Increase Sick leave payout upon retirement, death or Reduction In Force (RIF) • Increase Standby Pay to $2.50 from $2.00 per hour (approximate cost to City is $20,000) • Increase Shift Differential to $5% from 4% (approximate cost to City is $8,000) • Allocation change of Police Services Specialist I from pay code 10.0 to 12.0 (base wage cost to City is approximately $56,000) • • • B) Allocation change of the Senior Planner position from Pay code 20.0 to 21.5. At the request of the CED • Director and Planning Manager a salary survey was conducted by the Civil Service Chief Examiner and it was determined that the compensation level for the Senior Planner position was below that of similar positions in other municipalities and not appropriately allocated within the internal salary structure in the Planning Division. This allocation change was reviewed and is recommended by the Civil Service Commission. C) Legislation amending the Classification and Compensation Plan, Subsections 2.20.100A, 2.20.100C, 2.20.110A, 2.20.110B; 2.20.110C, 2.20.11OG all of the City of Yakima Municipal Code to reflect: 1. the allocation changes that are a result of bargaining for the AFSCME represented Police Services Specialist 1 "s; 2. allocation adjustment for the Senior Planner; 3. adjustment due to the State mandated increase in the minimum wage for 2012; and 4 Wage increase bargained with the Teamsters Police Management Unit in 2009. Resolution X Ordinance X Other (specify) Contract: Mail to: Contract Term: Amount: Expiration Date: Insurance Required? No Funding Source: Phone: APPROVED FOR l �r SUBMITTAL: FJ� /��+G© City Manager STAFF RECOMMENDATION: Adopt Legislation authorizing the execution of the AFSCME Local 1122 Municipal Collective Bargaining Agreement and the allocation adjustments to the Pay Ordinance. BOARD /COMMISSION RECOMMENDATION: Charter Civil Service Commission Recommends Approval of allocation adjustment for Senior Planner. ATTACHMENTS: • Click to download O Resolution authorizing the City Manager to execute a Collective Bargaining Agreement for 2012 -2014 with AFSCME Local 1122 Municipal employees ❑ Collective Bargaining Agreement for 2012 -2014 with the American Federation of State, County and Municipal Employees (AFSCME) Local 1122 Municipal Unit ❑ Legislative Ordinance adopting Classification and Compensation Plan for City employees effective January 15, 2012 • • RESOLUTION NO. R -2011- A RESOLUTION authorizing and directing the City Manager to execute a collective bargaining agreement for 2012 -2014 with the American Federation of State, County and Municipal Employees (AFSCME) Local 1122 representing the Municipal Employees bargaining unit. WHEREAS, pursuant to requirements of state law, labor negotiations have occurred between the City and Municipal Employees represented by the AFSCME Local resulting in the attached proposed collective bargaining agreement for 2012 through 2014; and WHEREAS, AFSCME Local 1122 and the City of Yakima have bargained the subject agreement in good faith; WHEREAS, the members have voted in favor of the attached proposed collective bargaining agreement; and WHEREAS, the City Council has determined that it is in the best interest of the City of Yakima to settle collective bargaining in accordance with the terms and conditions of the attached collective bargaining agreement, now therefore, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF YAKIMA: The City Manager of the City of Yakima is herby authorized and directed to execute the incorporated Collective Bargaining Agreement between the City of Yakima and AFSCME Local 1122 Municipal employees. ADOPTED BY THE CITY COUNCIL this 13th day of December 2011. Micah Cawley, Mayor ATTEST: City Clerk 111 • 2012 -2014 COLLECTIVE BARGAINING AGREEMENT Between CITY OF YAKIMA, WASHINGTON and COUNCIL 2, WASHINGTON STATE COUNCIL OF COUNTY A CITY P AND TY EM LOYEES REPRESENTING LOCAL 1122 Municipal Employees AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL -CIO EFFECTIVE JANUARY 1, 2012 THROUGH DECEMBER 31, 2014 TABLE OF CONTENTS • PREAMBLE: 2 ARTICLE 1 - RECOGNITION OF UNION BARGAINING UNIT 3 ARTICLE 2 - UNION MEMBERSHIP 4 ARTICLE 3 - COLLECTIVE BARGAINING 5 ARTICLE 4 - CODE PROVISIONS 6 ARTICLE 5 - IMPASSE 7 ARTICLE 6 - GRIEVANCE PROCEDURE 8 ARTICLE 7 - BUSINESS LEAVE 11 ARTICLE 8 - EMPLOYEE RIGHTS 12 ARTICLE 9 - MANAGEMENT RIGHTS 13 ARTICLE 10 - LABOR/MANAGEMENT COMMITTEE 14 ARTICLE 11 - SOCIAL SECURITY 15 ARTICLE 12 - EQUAL OPPORTUNITY CLAUSE 15 ARTICLE 13 - CONTRACTING WORK 16 ARTICLE 14 - STRIKES AND LOCKOUTS PROHIBITED 16 ARTICLE 15 - UNION CONSTITUTION AND BY LAWS 17 ARTICLE 16 - MATERNITY / PATERNITY LEAVE 17 ARTICLE 17 - SALARIES, LONGEVITY & DEFERRED COMPENSATION 17 ARTICLE 18 - HEALTH CARE 18 ARTICLE 19 - LIFE INSURANCE 21 ARTICLE 20 - SICK LEAVE 21 ID ARTICLE 21 - LAYOFF 26 ARTICLE 22 - VACATION LEAVE 27 ARTICLE 23 - HOLIDAYS 28 ARTICLE 24 - WORK DAY / WORK WEEK PROVISIONS 31 ARTICLE 25 - OVERTIME AND COMPENSATORY TIME 35 ARTICLE 26 - BILINGUAL SPECIAL PAY 36 ARTICLE 27 - CALL OUT PAY 37 ARTICLE 28 - STANDBY PAY 37 ARTICLE 29 SHIFT DIFFERENTIAL 37 ARTICLE 30 - FIELD TRAINING OFFICER PAY 38 ARTICLE 31 - SPECIAL ASSIGNMENT PAY 38 ARTICLE 32 - LICENSING AND LICENSING RENEWALS 39 ARTICLE 33 - PERMANENT PART -TIME EMPLOYEES, ON -CALL EMPLOYEES, AND PERMANENT SEASONAL EMPLOYEES 39 ARTICLE 34 - TEMPORARY EMPLOYEES 40 ARTICLE 35 - ENTIRE COLLECTIVELY BARGAINED AGREEMENT 41 ARTICLE 36 - SAVINGS CLAUSE 41 ARTICLE 37 - TERMINATION 42 1 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 • PREAMBLE: P -1 Collective Bargaining Agreement: THIS COLLECTIVELY BARGAINED AGREEMENT, hereinafter called the CBA, made and entered into the 1st day of January, 2012 by and between the City of Yakima, Washington, hereinafter called the City, and the Council 2, Washington State Council of County and City Employees, representing Local 1122 of the American Federation of State, County and Municipal Employees, AFL -CIO, hereinafter called the Union. P - 2 WITNESSETH: A) WHEREAS, Chapter 41.56 of the Revised Code of Washington contemplates the execution of collective bargaining Agreements between cities and unions representing government employees, the intent and purpose of such act being the promotion of the continued improvement of the relationship between public employers and their employees by providing a uniform basis for implementing the right of • employees to join labor organizations of their own choosing and to be represented by such organizations in matters concerning their employment relations with public employers, and B) WHEREAS, the parties to this CBA recognize that benefits accrue to general government employees of the City by virtue of union membership, and that the best interests of the citizens of the City of Yakima are served by the City's official recognition of the City's general government employees' Union. C) NOW, THEREFORE, pursuant to Chapter 41.56 of the Revised Code of Washington, and in accordance with the, intent and purpose thereof, and for the purpose of promoting the morale, well being and security of the general government employees of the City, and for the purpose of promoting the general efficiency of the government of the City of Yakima, the parties hereto agree as follows: • 2 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 ARTICLE 1 - RECOGNITION OF UNION BARGAINING UNIT 1.1 The City recognizes the Union as the exclusive bargaining representative of the bargaining unit consisting of all permanent City employees except the following: Commissioned employees of the Police Department The Police Department Administrative Assistant All employees of the Fire Department All employees of the Human Resources Division All employees of the Legal Department All employees of the Yakima Municipal Court The City Manager and members of his /her staff including the Administrative Secretary and Executive Assistant Senior Analyst Payroll Officer Accountant Financial Services Officer Treasury Services Officer Financial Services Technician — Payroll Deputy City Clerk Utility and Finance Assistant Engineering Contracts Specialist Engineering Office Assistant Construction Supervisor Utility Engineer Supervising Traffic Engineer Senior Engineer Water /Irrigation Engineer Surface Water Engineer Supervising Planner Supervising Project Planner (Transit) Supervising Code Inspector Traffic Operations Supervisor Senior Program Supervisor Neighborhood Development Services Operations Supervisor Recreation Program Supervisor Aquatics Program Supervisor Recreation Supervisor Community and Economic Development Office Administrator Code Inspection Office Supervisor Public Works Office Assistant Parks and Recreation Administrative Associate Police Services Supervisor Corrections Sergeant Administrative Assistant to the Director of Public Works Supervising Senior Analyst Lead Applications Systems Designer Equipment Maintenance Supervisor 3 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 • Mechanic II Equipment Supervisor Industrial Maintenance Supervisor Parks Operations Supervisor Parks Superintendent Cemetery Supervisor Sewer Maintenance Supervisor Street Supervisor Street Maintenance Supervisor Irrigations Supervisor Water Distribution Supervisor Building Superintendent Traffic sign Supervisor Solid Waste Supervisor Transit Operations supervisor Utility Service Supervisor Assistant Wastewater Manager Wastewater Treatment Plant Process Control Supervisor Wastewater Treatment Plan Chief Operator Environmental Analyst Water Treatment Plant supervisor Lab Coordinator All other Department Heads and Division Managers Any other classification covered by Section 2.20.100 D of the Yakima Municipal Code • ARTICLE 2 - UNION MEMBERSHIP 2.1 Union Membership: All employees in the bargaining unit shall, within thirty (30) days after hiring, as a condition of employment, become members of the Union, provided that exceptions to membership shall be subject to the provisions of RCW 41.56.122 (1). 2.2 Union Insignia: Union Members may wear official AFSCME lapel /stick pins (tie tacks) while on duty. 2.3 Payroll Deductions: The City agrees to deduct Union fees, dues and other assessments by the Union against its members within the bargaining unit from the pay of employees who authorize the City to do so, which 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 Director, or their designee, of the City of Yakima of amounts to be deducted from the pay of each such person. The City shall transmit to the Washington State Council of County and City Employees, .P.O. Box 750, Everett, Washington, 98206 the aggregate of such • deductions, together with an itemized statement, on or before the 20th day of each month following the month for which deductions are made. 4 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 - 2.4 Indemnification: The Union agrees to defend, indemnify and hold harmless the City for any loss or damage arising from the operation of this Article knowingly caused by the Union. It is also agreed that neither any employee nor the Union shall have any claim against the City for any deductions made or not made unless a claim of error is made in writing to the City within forty-five (45) calendar days after the date such deductions were or should have been made. ARTICLE 3 - COLLECTIVE BARGAINING 3.1 Bargaining Teams: Collective bargaining between the parties shall be carried out by the City Manager, or his representatives, on behalf of the City Council, and a person or persons representing the Union. Said collective bargaining committees shall include the City Manager or his . designee, the Union staff representative, and not more than seven (7) additional members from each party without mutual consent of the parties. The Union staff representative and the City Manager shall exchange in writing the names of the person or persons representing the respective parties for collective bargaining purposes prior to the first bargaining session. 3.2 Wages Hours and Working Conditions: • Where negotiable matters pertaining to wages, hours and working conditions are fixed by various City Ordinances, the City Manager shall give notice to the Secretary of the Union with a copy to the staff representative of any proposed enactment or repeal of, or any amendments to, any such ordinance applicable to members of the bargaining unit. Such notice shall be given no less than ten (10) working days prior to the first meeting of the City Council where such ordinance is considered, and shall be in writing and contain a copy of the ordinance proposed to be enacted or of the proposed amendment, or shall refer by code number to any ordinance proposed to be repealed. No ordinance affecting wages, hours or working conditions of members of the bargaining unit shall be enacted by the City Council unless mutually agreed upon between the City Manager (or designee) and the collective bargaining committee of the Union. 3.3 Negotiations Timetable: A) Prior to the termination of this CBA, the Union and the City shall exchange written proposals for any changes in negotiable matters pertaining to wages, hours and working conditions sought for the subsequent year(s), specifying all sought changes. B) During the City Manager's preparation of the annual budget while negotiations are occurring for a new CBA, the City Manager or his designee shall consider the Union's proposals and negotiate with the Union's collective bargaining representatives. Any agreement reached in negotiations shall be reduced to writing in a memorandum of agreement which shall be signed by the City Manager and the Union's representative. 5 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 C) In the event of disagreement between the collective bargaining committees • concerning any Union recommendation and before impasse procedures are invoked the City's representative and the representative of the Union shall each set out in writing, and furnish a copy thereof to the other party, a brief signed statement containing the subject of disagreement as understood by the party writing the statement and the position on that subject of the other party as understood by the party writing the statement. D) Nothing herein shall be construed so as to require approval by the Union of any budget, nor any portion thereof, before its submission to and adoption by the City Council. ARTICLE 4 - CODE PROVISIONS 4.1 Incorporation By Reference: The following sections of the Yakima Municipal Code are hereby incorporated by reference and made a part of this CBA. All sections listed shall be in accord with the terms of this CBA and in the event of a conflict the terms of the CBA shall prevail. A) Section 2.04.030 City Contributions A, B -4, C -2. B) Section 2.20.010 Persons Subject to Plan. C) Section 2.20.020 Content of Plan. D) Section 2.20.040 Policy for Pay Steps. E) Section 2.20.050 Policy for Present Employees Subparagraph (a). F) Section 2.20.060 Transfer, Promotion, Reclassification, Demotion, or Reinstatement of Employees. G) Section 2.20.070 Reduction of Salary. H) Section 2.20.085 Reimbursement for Expenditures Subparagraph 1. I) Section 2.20.088 Uniform Allowance Special Assignment Pay, Subparagraphs B and C. J) Section 2.20.100 Classification Plan, Subparagraph (b). K) Section 2.20.110 Compensation Plan, Subparagraph (e). L) Section 2.20.120 Shift Differential. M) Section 2.24.010 Longevity Plan, Eligibility Restrictions, Subparagraphs A, C, D. N) Section 2.40.020 Vacation Leave, Subparagraphs A, Section 1, and Subparagraphs B, C, D, E. 0) Section 2.40.030 Sick Leave. P) Section 2.40.060 Leave Without Pay. Q) Section 2.40.070 Unauthorized Absences. • 6 AFSCME Municipal Employees January 1; 2012 — December 31, 2014 R) Section 2.40.080 Holidays with Pay, Subparagraphs A, • B, C, D, E, F, G, H, J, K. S) Section 2.40.090 Work Week. T) Section 2.40.100 Overtime Pay, Subparagraphs A -4, B, C, D, E. U) Section 2.40.120 Shared Leave - AFSCME employees. ARTICLE 5 - IMPASSE 5.1 Consideration by City Council: In the event the Union and the City Manager are unable to resolve any negotiable matter relating to wages, hours or working conditions, either party may request that the matter be submitted to the Yakima City Council for preliminary discussion and consideration by that body in an effort to satisfactorily settle such unresolved matter prior to any final City Council action by ordinance, resolution or otherwise. Such consideration by the Council shall be made after reasonable notice to the parties, who shall have the right to be in attendance and to be heard. 5.2 Mediation: In the event the Union and the City Manager are unable to resolve any negotiable matter relating to wages, hours and working conditions, either party may request mediation. Before mediation is requested, the unresolved matter must be reduced to writing and reasonable notice given to the other party of intentions to seek mediation. Mediation shall be conducted by an appointee of the Washington State Public Employment Relations Commission (PERC), or the Federal Mediation Conciliatory Service (FMCS). The parties shall attempt to agree as to whether to request a mediator from PERC or FMCS, however if the parties cannot agree, a mediator shall be requested from PERC. 5.3 Fact Finding: In the event the Union and the City Manager are unable to resolve any negotiable matter relating to wages, hours and working conditions, either party may request fact finding. Before fact finding is requested, the unresolved matter must be reduced to writing and reasonable notice given to the other party of intentions to seek fact finding. Fact finding shall be conducted by a committee of citizens of the City who are not employees of the City, one of whom shall be selected by the City Manager, one of whom shall be selected by the Union, and the third chosen by the two so selected. The conclusions of the fact finding committee shall be made public. 5.4 Impasse Procedure: The impasse procedure contemplated by Article 5 - Impasse, Sections 5.1, 5.2, and 5.3, hereinabove are not mutually exclusive, and any one or all such procedures may be invoked by either party in the event the Union's collective bargaining committee and the City Manager are unable to resolve any negotiable matter relating to wages, hours or working conditions. 110 7 AFSC'ME Municipal Employees January 1, 2012 — December 31, 2014 110 5.5 Public Disclosure: Neither art shall independently issue releases to any news media, nor otherwise make P Y P Y Y public disclosure, during pre- impasse negotiations for a collective bargaining agreement. ARTICLE 6 - GRIEVANCE PROCEDURE 6.1 Policy: The parties recognize that the most effective accomplishment of the work of the City requires prompt consideration and equitable adjustments of employee grievances. It is the desire of the parties to resolve grievances informally whenever possible, and both supervisors and employees are expected to make every effort to resolve problems as they arise. However, it is recognized that there may be grievances 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 CBA may be resolved as fairly and expeditiously as possible. 6.2 Remedies: The Union may either grieve matters according to this Article or the Union may appeal to the Yakima Charter Civil Service Commission according to the Commission's Rules and Regulations. However, the Union may not exercise both approaches but must choose one or the other. 6.3 Definitions: A) A "grievance" is a dispute concerning the interpretation, application, or alleged violation of any provision of this Agreement. B) The term "working day" as used in this Article means Monday through Friday excluding holidays. C) The term "employee" as used in this Article means a permanent, permanent part time, permanent seasonal, or probationary employee who is a member of the bargaining unit or group of such employees, accompanied by a representative if so desired. 6.4 Special Provisions: A) The aggrieved party and his or her chosen representative shall be granted time off without loss of pay for the purpose of processing a grievance. City employees attending hearings as a witness for the aggrieved party shall be granted time off without loss of pay for the purpose of providing testimony, including Civil Service Commission meetings. The aggrieved party's representative may, after making advance notification in writing as soon as possible to the relevant Division Manager(s), visit the work location of employees covered by this CBA for the purpose of investigating a grievance. Said investigation shall be conducted so as not to disturb the work of uninvolved employees. 41110 8 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 B) Grievances on behalf of one individual employee may not be initiated or pursued without the employee's written consent. C) Grievances on behalf of more than one individual employee may be initiated or pursued without the employees' written consent. D) A grievance may be entertained in or advanced to any step in the grievance procedure if requested by one party in writing and agreed to by the other party in writing. E) 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. Failure of either party to meet the time limit or extended time limit for responses or appeals at any step in the process shall render the decision in favor of the other party. 6.5 Procedure: To be reviewable under this procedure a Union grievance must be filed in writing within thirty (30) calendar days after the action or decision giving rise to the grievance and must comply with the following: A) Be filed upon an AFSCME Form F -29. B) Identify an alleged act or omission by management concerning this CBA. C) Identify the specific provisions of this CBA alleged to have been violated. D) Specify the relief sought. 6.6 STEP I: Informal Discussion with Immediate Supervisor: Prior to filing a written grievance as described in Step II below, the employee shall meet with his or her immediate supervisor to discuss the subject of dispute. If the subject of dispute is the immediate supervisor, the employee shall meet with the Division Manager. 6.7 STEP II: Grievance Filed with Division Manager: The affected employee shall pose the question of the grievance in writing to his or her Division Manager within 30 calendar days of the action or decision giving rise to the grievance. The Division Manager shall answer the question of the misunderstanding and /or dispute in writing within 15 working days. 6.8 STEP III: Grievance Appealed to Department Head: An ernployee who is dissatisfied with the decision of the Division Manager may submit the grievance in writing to the Department Head within fifteen (15) working days after receipt of the Division Manager's decision. The Department Head shall make a separate investigation and notify the employee in writing of the decision, and the reasons therefore, within fifteen (15) working days after receipt of the employee's grievance 9 . AFSCME Municipal Employees January 1, 2012 — December 31, 2014 6.9 STEP IV: Grievance Appealed to City Manager:. _ If the employee is dissatisfied with the decision of the Department Head, the employee may obtain a review by the City Manager by submitting a written request to the City Manager within fifteen (15) working days after receipt of the decision of the Department Head. The City Manager shall make such investigation and conduct such hearings as is deemed necessary, and shall, within fifteen (15) working days after receipt of the employee's request for review, inform the employee in writing of the City Manager's findings and decision. 6.10 Management Grievance: Any grievance by the City against the Union shall be reduced to writing and submitted, no later than thirty (30) calendar days after having been made aware of the issue, to the President of the Union Local with a copy to the WSCCCE staff representative. The Union President shall make an investigation of the relevant facts and shall, within fifteen (15) working days, provide a written decision, and the reasons therefore. If the matter is not satisfactorily settled, an appeal may be instituted as set forth in 6.11 below. 6.11 STEP V: Final Resolution of Grievance: A) Either party to this CBA may refer unsettled grievances to Arbitration. B) 1) A request for Arbitration shall be in writing and shall be submitted to the other party S not more than thirty (30) working days after the reply of the City Manager, or the Union President, respectively, unless the time shall be extended by written mutual agreement. 2) Such request shall identify the previously filed grievance which is the basis for the request for Arbitration and shall set forth the issue or issues which the party making the request seeks to resolve. C) 1) The Arbitrator may be selected by mutual agreement between the City Manager and the Union. Alternatively, the parties may mutually request a list of nine (9) Arbitrators from the Public Employment Relations Commission (PERC), the American Arbitration Association (AAA), or the Federal Mediation and Conciliation Service (FMCS). In the event the parties cannot agree on what agency to request a list from within fifteen (15) working days, then either the City Manager or the Union may request a list of nine (9) Arbitrators from PERC. 2) Within fifteen (15) working days from the receipt of the list the parties shall alternately strike names from the list until one (1) name remains, who shall serve as Arbitrator. The party to strike the first name shall be determined by a coin flip. D) The Arbitrator shall be limited to determining whether the City or the Union has violated or failed to apply properly the terms and conditions of this CBA. The Arbitrator shall have no power to destroy, change, delete from or add to the terms of this CBA. E) PERC rules and procedures shall govern the hearing. 10 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 F) The parties agree that the decision of the Arbitrator shall be final and binding and implemented within thirty (30) calendar days following the rendering of the decision. i G) The Arbitrator's fees and expenses, room rental, if any, and cost of the transcript(s) shall be shared equally by the parties. H) Each party shall bear the remaining costs of the preparation and presentation of its own case, including attorneys' fees, regardless of the outcome. ARTICLE 7 - BUSINESS LEAVE 7.1 Contract Administration: Members representing the Union, not exceeding seven (7) in number, shall be granted leave from duty without any loss of pay for actual time spent for all meetings between the City and the Union for the purpose of negotiating wages, hours and working conditions and the terms of a contract and up to four (4) members for meetings between the City and the Union for the purpose of processing grievances when such meetings take place at a time during which any such members are scheduled to be on duty. Actual time spent for meetings shall be limited to time spent in meetings and travel time. The Union may choose which union members to send to contract administration meetings, provided it gives the members' immediate supervisor(s) reasonable notice. 7.2 Other Union Business: • A) The City of Yakima will maintain a standard for the accounting of Union business leave. B) Such officers and members of the Union as may be designated by the Union, not to exceed four (4) in number at any one time (except for attending labor conventions when the number shall not exceed seven (7) at any one time), shall be granted leave from duty with pay for union business other than that provided in Articles 7.1 and 7.3 herein including, but not limited to attending labor conventions and educational conferences regarding collective bargaining and civil service, provided that notice of such leave shall be given in writing at least one week prior thereto (emergencies excepted), and approval obtained from the Department Head, and provided further that the total leave for the bargaining unit for the purpose set forth in this section shall not exceed 135 hours in any calendar year. 7.3 Shop Stewards: Shop Stewards shall be allowed up to one (1) hour per month with pay for Shop Stewards meetings conducted during the steward's work shift. The number of Shop Stewards shall not exceed five (5) per City department or a City -wide total of twenty (20). The Union shall keep the City informed, in writing, of the current Shop Stewards and Local Union Officers and shall provide at least seven calendar days advance notice of regular meetings in writing to the affected Division Managers in order to properly schedule staff coverage. 11 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 ARTICLE 8 - EMPLOYEE RIGHTS • 8.1 Personnel Files: Employees shall have the right, upon request, to inspect their personnel file. No material referring to an employee's job competence or conduct shall be placed in the file without the employee's knowledge and the employee's opportunity to attach his or her comments. A copy of any entry pertaining to job competence or conduct will be given to the employee. 8.2 Performance Evaluations: A) The initial discussion regarding a probationary, special or annual performance evaluation shall take place solely between an employee and his or her immediate rating supervisor. Thereafter, an employee may be accompanied by a Union representative where job conduct or said performance evaluation is reviewed in a conference with management. On-the-job discussions between employee(s) and supervisor(s) regarding job duties, assignments, or performance shall not be considered disciplinary action and shall not be subject to this provision. B) Appeals of performance evaluations shall be made in accordance with Charter Civil Service Rules and Regulations. 8.3 Probationary Period: A) Police Department Positions. The probationary period for all Police Department positions, including new hires and promotions, shall be twelve (12) months. B) Non - Police Department Positions. The probationary period for all other bargaining unit positions shall be as follows: The probationary period for promotions shall be six (6) months. The probationary period for new hires shall be twelve (12) months, provided that probationary employees may use vacation leave and are eligible for step increases after six (6) months of employment, subject to and in accordance with all other rules, policies, the Yakima Municipal Code, and this CBA. 8.4 Off Duty Actions: Off -duty activities shall be cause for disciplinary action in accordance with state and local law and the Charter Civil Service Commission Rules and Regulations. 8.5 Work Rules: Work rules and policy shall be posted for employees and be in writing. They shall be • 12 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 uniformly applied. When existing work rules, policy or procedure are changed or new rules or procedures established, employees whose work assignment is affected shall be notified in writing (that is, by circulating memoranda) and the new rule or procedure shall be posted prominently on appropriate bulletin boards for a period of fourteen (14) calendar days before becoming effective, except for changes of an emergency nature. 8.6 Compliance: Employees shall comply with all existing rules that are not in conflict with the express items of this CBA, provided that rules are uniformly applied and uniformly enforced, and provided that reasonable notice has been given of the existence of the rule. 8.7 Safety and Health Committee: A) The City has established a City -wide Safety and Health Committee in accordance with state law. Such committee shall receive and investigate complaints of unsafe or unhealthy working conditions and shall recommend appropriate remedies to the City. B) Unresolved complaints of violations of Washington Industrial Safety and Health laws may be referred to the Washington State Department of Labor and Industries, Industrial Safety Division, for investigation. C) The City and the Union agree to form a Labor - Management Task Force to study safety and health issues and make recommendations to the Safety and Health Committee. 411 8.8 Union Participation: An employee has the right to hold Union office, seek Union assistance, file a grievance or use other benefits of this CBA according to the terms set forth without reprisal, repression, intimidation, prejudice or discrimination. 8.9 Working Environment: The City shall provide the members of the bargaining unit with safe and healthy working environments. These working environments shall follow Federal and State law, and shall be free from discrimination, harassment, disparate treatment, and non - professional management practices. ARTICLE 9 - MANAGEMENT RIGHTS 9.1 Management Rights Exclusive of the CBA: Except as specifically abridged, granted, delegated or modified by this CBA, including amendments, the City retains all legal and inherent exclusive rights with respect to matters of legislative and managerial policy. Furthermore, the City reserves all customary management prerogatives including, but not limited to, the right to: 13 • AFSCME Municipal Employees January 1, 2012 — December 31, 2014 • A) Establish, plan for, and direct the work force toward the organizational goals of the municipal government. B) Determine the organization, and the merits, necessity and level of activity or service provided to the public. C) Determine the City budget and financial policies including accounting procedures. D) Establish, regulate and administer a personnel system, in conformity with the City Charter and Charter Civil Service Rules and Regulations, which provides for all types of personnel transactions including determining the procedures and standards for hiring, promotion, transfer, assignment, lay off, discipline, retention and classification of positions. E) Discipline or discharge of employees for cause as provided by the General Rules and Regulations of the Charter Civil Service Commission and in conformity with this CBA. F) Determine the methods, means, equipment, numbers and kinds of personnel and the job or position content required to accomplish governmental operations and maintain the efficiency thereof. G) Determine and change the number and locations and types of operations, processes and materials to be used in carrying out all City functions. H) employees Assign work to and schedule in accordance with Civil Service P Y classifications and position descriptions, and to establish and change work schedules in accordance with Article XXIV -Work Day, Work Week Provisions, Section 24.6. I) Relieve any employees from duty due to a lack of work or insufficient funds. J) Take all actions necessary to carry out the mission of the City in emergencies. 9.2 Scope of Management Rights: The above -cited management rights are not to be interpreted as being all inclusive, but merely indicate the type of rights which belong to the City. It is understood that any of the rights, power and authority the City had prior to the signing of this CBA are retained by the City. ARTICLE 10 - LABOR / MANAGEMENT COMMITTEE 10.1 Intent: The City and the Union shall cooperate to provide the public with efficient and courteous service, encourage good attendance of employees, and promote a climate of labor relations that will aid in achieving a high level of efficiency and productivity in all 14 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 departments of City government. 10.2 Makeup: P In order to accomplish these goals, a Labor/Management Committee shall be established consisting of up to eight (8) individuals: three (3) Union members chosen by the Union, the Union staff representative, the City Manager or his/her designee, and three (3) individuals selected by the City Manager from the management team and/or the City Council. 10.3 Time Frame: The Labor /Management Committee shall schedule meetings at mutually agreeable times, but not later than fifteen (15) working days from the date of a request for a meeting by a party to this CBA. Requests shall be in writing and contain the item(s) or topic(s) at issue. 10.4 Agenda: At least ten (10) working days prior to the meeting, a written agenda shall be prepared by the party requesting the meeting and may be supplemented by additions made by the other parties. A final agenda shall be established and distributed to all parties at least three (3) working days prior to the date of the meeting. Items not on the agenda are not required to be discussed at the meeting unless mutually agreed by all parties at the beginning of the meeting. 10.5 Resolution: Should the Labor/Management process result in a particular change in wages, hours and working conditions or otherwise supplement or modify this CBA, the change shall be reduced to writing in the form of a Letter of Understanding or Memorandum of Agreement and shall be executed by the parties. ARTICLE 11 - SOCIAL SECURITY The City will continue to provide the employer's share of Medicare and FICA (Social Security) for bargaining unit members. ARTICLE 12 - EQUAL OPPORTUNITY CLAUSE 12.1 It is the policy that the City of Yakima will comply with Revised Order No. 4 implementing U.S. Executive Order 11246, Equal Employment Opportunity Act of 1972, the Vocational Rehabilitation Act of 1973 as amended and implementing regulations, and the "Americans with Disabilities Act" (ADA) of 1991 as is mandated by these provisions and regulations. 15 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 • 12.2 It is the policy of the City of Yakima and the Union to not discriminate against any employee or applicant for employment because of race, color, religion, age, sex, national origin, marital status or disability. ARTICLE 13 - CONTRACTING WORK The City retains the right to continue currently contracted out work and retains the right to contract out any other positions or services deemed desirable or necessary. The City further retains the exclusive right to lay off employees at the discretion of the City, due to the lack of funds, in accordance with Chapter XI — Separation From Service, of the Charter Civil Service Rules. In the event the City is considering contracting out work/services in the future, due to fiscal distress, the determination will be made during the annual budget process. When fiscal distress is identified, for a specific service or program (loss of grant funds, revenue shortfall, etc.), the city will consult with AFSCME to identify potential cost saving and service delivery alternative for the affected service only. If it is determined that no other viable alternative is available to address the fiscal distress, they may elect to contract out the service. The city, will provide the Union with forty-five (45) days notice prior to the effective date of its final decision. The parties agree that the City expressly reserves and retains the exclusive right to decide whether to subcontract out the work/services after consideration of the information provided by the Union. 411 Additionally, and in the event the City decides to contract out work/services in the future that are not related to budgetary issues and that do not result in layoffs, it will provide the Union with forty-five (45) days advance notice to bargain any effects of the subcontract upon the bargaining unit. The parties shall make a good faith effort to resolve any such issues within the forty-five (45) day time period. After forty -five (45) days, the City may implement the subcontract even though the effects of bargaining are not concluded. ARTICLE 14 - STRIKES AND LOCKOUTS PROHIBITED 14.1 Strikes: The Union shall neither cause, encourage nor counsel employees within the bargaining unit to strike, nor shall it in any manner cause, encourage nor counsel any such employee or employees to directly or indirectly commit any concerted acts of work stoppage, slow -down or refusal to perform any customarily assigned duties; provided, however, in the event the laws of the State of Washington should be changed so as to allow the right to strike, or to substitute therefore any other right in its place, this CBA shall be construed so as to allow the Union to exercise any such ' right that is hereafter provided by law or change of law, and the parties to this Agreement hereby agree to be bound by the terms of any such law or change of law. 14.2 Lockouts: The City agrees that during the term of this CBA, there will be no lockouts. However, a complete or partial reduction of operations for economic or other compelling business reasons • 16 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 shall not be considered a lockout. In addition, if an employee is unable to perform his or her duties because equipment or facilities are not available due to a strike, work stoppage or slowdown by any other employees, such inability to provide work shall not be deemed a lockout. ARTICLE 15 - UNION CONSTITUTION AND BY LAWS Upon request of the City Manager or his or her designee, the Union promptly shall furnish to the City Manager a current copy of the constitution, by laws and any other rules or regulations of the Union, including any revisions thereto. ARTICLE 16 - MATERNITY / PATERNITY LEAVE 16.1 Maternity Leave: Pregnancy will be treated in accordance with the Municipal Code as governed by RCW Chapter 49.60, WAC 162 -30 -120, and the Family Medical Leave Act (FMLA). 16.2 Paternity Leave: Paternity Leave granted by the City under the FMLA is subject to the specific Paternity Leave tenets of that act. The intent of this CBA is not to add to, delete from, or otherwise interfere with employee rights under this law. ARTICLE 17 - SALARIES AND LONGEVITY AND DEFERRED COMPENSATION Effective January 1, 2012, the City and the AFSCME Municipal bargaining unit agree to a different benefit package for all new employees hired into this bargaining group. The separate benefit package includes but is not limited to: Longevity; Deferred compensation; Health Plan premium contribution. 17.1 Salaries: A) Effective January 1, 2012: The compensation plan for the bargaining unit in effect December 31, 2011 will be increased by zero percent (0 %). B) Effective January 1, 2013 and 2014: The parties agree to a wage and economic opener for 2013 and 2014. 17 AFSC'ME Municipal Employees January 1, 2012 — December 31, 2014 • 17.2 Longevity defined: Effective January 1, 2012, newly hired employees of this bargaining unit will not be eligible for longevity compensation. For bargaining unit hired prior to January 1, 2012, Longevity Compensation shall be in accordance with Yakima Municipal Code Section 2.24.010, Subparagraph "A" as amended, effective January 1, 1984. 17.3 Longevity Accruals: Longevity Compensation Years Service Percentage of Base Pay At least 60 months and less than 120 months 1.5% At least 120 months and less than 180 months 3% At least 180 months and less than 240 months 4.5% 240 months or more 6% • 17.4: Deferred Compensation: Effective January 1, 2012, newly hired employees of this bargaining unit will not be eligible for deferred compensation. Bargaining unit member hired prior to January 1, 2012 shall be paid, in addition to that employee's monthly salary, deferred earned compensation each month in an amount equal to a percentage of said monthly salary as provided below. The deferred compensation contribution is separate pay and is not part of base monthly salary as codified in the Yakima Municipal Code Pay and Compensation Ordinance 2.20.110. This provision is subject to the City's deferred compensation rules and regulations and IRS regulations. The computation of retirement contributions and pension benefits shall be governed by applicable state law. The City will contribute 3% of each employee's (hired prior to January 1, 2012) base monthly salary to a deferred compensation plan. ARTICLE 18 - HEALTH CARE 18.1 Availability: Medical, Dental, and Vision insurance is provided by the City through the Health Care ® Trust. 18 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 Covered bargaining unit employees, retirees and their dependents shall participate in the "City of Yakima Employees' Health and Welfare Plans. Eligibility rules, types and levels of benefits, payment of premiums through a cafeteria plan, co- payment, co- insurance 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." 18.2 Health Care, Dental, and Life Premium Contributions: All insurance premium base rates shall be determined annually by the applicable broker of record and the formulas described below shall apply. A) Employee Only Premium Contribution: The City shall pay the monthly employee only health care premium as set by the City of Yakima Employees' Welfare Benefit Board. B) Employee and Family Premium Contribution: For bargaining unit members hired after January 1, 2012, the employee contribution will be in accordance with the "Management Tiered Rates" as outlines in the Payroll Insurance Rate Schedule. For bargaining unit members hired prior to January 1, 2012, the City and employees shall • share the monthly dependent unit health insurance premiums on a 50% by the employer and 50% by the employee basis as outlined in the Payroll Insurance Rate Schedule. For 2012 only, the city will absorb ' /2 of the scheduled Health Plan increase for the AFSCME Municipal unit Employee and Family premium. C) Dental Insurance Premium Contribution: The City shall pay the premium for the employee and dependent family dental insurance. D) Permanent Seasonal Employees: Permanent seasonal employees may extend health benefits for the first month after their routine seasonal layoff. The employee must have and must use forty (40) hours of accrued compensatory or vacation time in the month after the routine seasonal layoff to be eligible for this extension. The employee must use accrued compensatory time before using accrued vacation time. 18.3 Retiree Medical, Dental, and Vision Coverage: A) Upon payment of the full premium as required in 18.2 herein above, retirees may elect to remain in the group medical, dental, vision plan until they reach age 65. 19 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 • 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 the spouse reaches the age of age 65, or remarries, whichever occurs first. C) Other dependents of retirees may remain in the group medical plan as long as they remain eligible under the provisions of the plan or until coverage for the retiree and spouse, or, the spouse of a deceased retiree terminates, at which time such dependent insurance coverage ceases regardless of the age of the dependents. Premiums shall be paid by deduction from retirement checks paid to retired employees or their beneficiary. D) Retirees, or spouses of deceased retirees, shall pay the full premium (including dependents if enrolled) which shall be the same as the normal group rate assessed for coverage of active municipal employees and dependents as applicable. Premiums shall be paid by deduction from retirement checks paid to retired employees or their beneficiary. 18.4 Long Term Disability: The City agrees to continue to deduct voluntary long -term disability premiums through payroll deduction. Employees shall authorize the City to do so in writing. 18.5 Wellness Committee: Union representatives from this bargaining unit will be selected by the Union to serve on the Wellness Committee. The Committee will discuss such topics as heart programs, life programs, and physical examination coverage. 18.6 Health Hazards/Inoculations: For employees who are exposed to health hazards by direct contact with raw sewage, industrial waste, human waste, or animal waste, the City will arrange and provide for inoculations or vaccines as recommended by the Yakima County Health Officer or other governing regulations. 18.8 Employee Health and Welfare Benefit Board: A) The Union will select four (4) representative board members. Along with representatives from the City and other bargaining units, these representatives will serve on the City of Yakima Employee Health and Welfare Benefit Board, hereinafter referred to as the "Board." B) The purpose of the Board shall be to study and become informed regarding Health Insurance Programs, including the City's modified self - funded program; to identify perceived and real problems, and make recommendations to the City and to the Union on ways to improve and enhance, in an economical fashion, the Health Care Insurance Program. C) To enable the Board to become knowledgeable and to make reasonable and objective 20 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 recommendations for change, the City agrees to the following: i> There shall be complete e and open disclosure within the limits of medical confidentially to the board by City staff and Insurance Providers on information necessary for the board to complete its duties. 2) The Board shall be permanent. Any member(s) of the board who for any reason step down as a Board Member shall be replaced by the same selection process hereinabove. 18.9 Right of Withdrawal: The Union shall have the right to withdraw from the City's self - insured program by notifying the City in writing six (6) months in advance. 18.10 VEBA: The Union has the option to participate as a group in the VEBA program set up by the City of Yakima upon 90 days advance written notice to the City. ARTICLE 19 - LIFE INSURANCE 19.1 Employee Life Insurance Benefit: The City shall provide a life insurance policy to bargaining unit member with a face value of One Hundred Thousand Dollars ($100,000). The life insurance premiums shall be paid in full by the City. ARTICLE 20 - SICK LEAVE 20.1 Sick Leave: Sick leave with pay is established as an insurance program for salary continuation during periods of illness, and particularly extended illness as follows: A) Accrual: All full -time employees shall accrue sick leave with pay at the rate of eight (8) hours per month for each full calendar month of the eligible employee's continuous service with the City. Said accrual shall be prorated for partial months worked, as well as prorated for permanent part-time employees. B) Use: Effective June 1, 2005, sick leave cannot be used during the month of accrual. 21 • AFSCME Municipal Employees January 1, 2012 — December 31, 2014 C) Sick Leave Not Used /Capped: • Unused sick leave shall accumulate to a maximum of 1040 hours. Employees whose sick leave balance exceeded the aforementioned maximum as of December 31, 1981 shall be permitted to exceed the maximum until such time as their use reduces the balance below 1040 hours. No additional credits will be subsequently earned or allowed to accumulate above the cap of 1040 hours. 20.2 Permissible Use of Sick Leave: An employee eligible for sick leave with pay, shall be granted such leave for the following reasons: A) Instances of personal illness or physical incapacity resulting from causes beyond employee's control; B) To care for a child of the employee with a health condition that requires treatment or supervision; "child" as used herein means a biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing in the place of a parent ( "in loco parentis" as legally defined) who is (a) under eighteen years of age or (b) eighteen years of age or older and incapable of self -care because of a mental or physical disability; C) To care for a spouse, parent, parent -in -law, or grandparent of an employee who • has a serious health condition or an emergency condition; "parent" as used herein includes an individual who stood in the place of a parent ( "in loco parentis" as legally defined) to an employee when the employee was a child. D) For verifiable visits to a health care provider, for the employee, or for the employee's immediate family. 1) For the intent of this CBA, the "Immediate Family" is defined as persons related by blood, marriage, legal guardianship or adoption such as any wife, husband, parent, grandparent, brother, sister, child, recognized foster child, or grandchild of the employee. 2) The term immediate family does not include persons sharing the same general household when the living style is primarily that of a dormitory or commune. E) Quarantine of employee due to exposure to a contagious disease. F) On the Job injuries: The sick leave buy back program for work related injuries is eliminated and time loss compensation will be paid in accordance with City of Yakima Administrative Policy PER 405 and in compliance with State of Washington Labor and Industries industrial insurance laws. 22 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 A member who is receiving industrial insurance benefits and whose authorized leave of absence for the injury exceeds 12 -weeks covered by the federal Family and Medical Leave Act shall be required to pay only the employee's portion of the health insurance premium for an additional 12 -week period. At the end of the second 12 -week period and if the employee has not returned to work, the employee shall be required to pay for both the employee and the City's portions of the applicable health insurance premium. 20.3 Bereavement Leave: A) Employees who are eligible for sick leave under this CBA shall: 1) In the event of each death in the employee's immediate family, employees may consume up to three (3) days bereavement leave, per year, without loss of pay. These three (3) days shall not be credited against their sick leave accrual. 2) In the event of any days beyond the initial three (3) bereavement days per year, additional leave days will be debited against the employee's sick leave accrual. 20.4 Exception: Employees are not allowed to report to work at another job during the same hours that sick leave is claimed. Violations shall be treated in accordance with Section 20.7 B of this CBA. 20.5 Sick Leave Exhausted: Employees who have exhausted all accumulated sick leave may use accumulated vacation leave, compensatory, in -lieu time, or their personal holiday in lieu of sick leave subject to the requirements of Article 20 -Sick Leave, Section 20.2 - Permissible Use of Sick Leave, herein above. 20.6 Requirements for Paid. Sick Leave Usage: A) Absence Reported: (1) Unless otherwise provided herein, every employee must report to the representative designated by his or her Department Head the reason for the absence as far in advance of the starting of their scheduled work day as possible. Generally, this report should be made no later than fifteen (15) minutes before the starting time of the shift on the first day of absence. (2) Police Services employees must report the .reason for any unscheduled absence due to illness or injury to the representative designated by the employee's Division Manager at least one (1) hour before the starting time of the shift on each day of an absence of less than three (3) days. For incidents more than three (3) days, Section 20.6(B) shall apply. 23 AFSC'ME Municipal Employees January 1, 2012 — December 31, 2014 410 B) Incidents Greater Than Three Days: For incidents of sick leave use lasting longer than three (3) working days, the Department Head may require the employee to submit a written explanation for the leave and may also require the employee to submit a written statement by the employee's health care provider confirming the need for such leave. Requests for written statements from the employee's health care provider will be made prior to the employee's return to work. C) Home Visits: Employees may choose to permit home visits by the Employer. In the event that home visits are requested by the employer and denied by the employee, the sick leave usage may be denied as unverifiable. D) Designated Medical Examinations: The Employee must permit medical examinations as designated by the City, at the expense of the City. Scheduling of these medical examinations will be at the mutual convenience of the City and the employee. 20.7 Enforcement of Sick Leave Provisions: A) Failure to Comply: Any failure to comply with the provisions of Article 20 - Sick Leave, Section 20.6 -- Requirements for Paid Sick Leave Usage, hereinabove, shall be . grounds for denial of sick leave with pay or other paid leave taken in lieu of sick leave for the period of absence. B) Disciplinary Action: Misrepresentation of any material facts in connection with paid sick leave or other paid leave taken in lieu of sick leave by an employee shall constitute grounds for disciplinary action, including suspension or discharge. C) Review, Investigation, Disciplinary Action: It shall be the responsibility of the Department Head or his /her designee to do the following: 1) Review all sick leave or other paid leave taken in lieu of sick leave and approve that which is bonafide and complies with the provisions of this section and forward approved time cards to the Payroll Officer. The Payroll Officer shall not certify the payment of sick leave or other paid leave taken in lieu of sick leave until the approved applications have been received, except that employees still absent at the end of a pay period may be certified for payment of sick leave or other paid leave taken in lieu of sick leave by the Payroll Officer upon recommendation of the Department Head as indicated by his/her signature on the time sheet and subject to the receipt of an approved application for sick leave pay or other paid leave taken in lieu of sick leave immediately upon the employee's . return to work; 2) Investigate any suspected abuse of sick leave or other paid leave taken in i 24 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 lieu of sick leave; 3) Withhold approval of sick leave pay or pay for other leave taken in lieu of sick leave in the event of unauthorized use; 4) Initiate disciplinary action if, as a result of investigation, it is determined that an employee has been guilty of willful misrepresentation in a request for sick leave pay or other pay taken in lieu of sick leave pay. 20.8 Sick Leave Exchange: Up to 719 Hours: A). Employees who have accrued up to 719 hours of sick leave may exchange sick leave as follows: 1) Additional Vacation Days: Employees who have accrued up to 719 hours of sick leave hours may exchange sick leave hours for vacation days in accordance with Yakima Municipal Code 2.40.030 E -C. 2) Upon Retirement/Death: Upon retirement or death, the employee's accrued sick leave up to and including 719 hours will be exchanged for pay at the rate of 50% of the employee's current base pay. The maximum payment shall be $9,000. 3) Upon Termination: Upon termination under honorable conditions, as distinct from retirement or death, the employee's accrued sick leave up to and including 719 hours or less will • be exchanged for pay at the rate of 25% of the employee's current base pay. Honorable termination includes layoff for budget reasons, as well as resignation with at least fourteen (14) calendar days notice. The maximum payment shall be $7,500. 20.9 Sick Leave Exchanged: 720 Hours or More: A) Employees who have accrued 720 or more hours of sick leave may exchange sick leave for additional vacation days or for pay subject to the following provisions: 1) Upon Retirement /Death: Upon retirement or death, the employee's accrued sick leave up through a maximum of 720 hours will be exchanged for pay at the rate of 100% of the employee's current base pay. The maximum payment shall be $17,500. 2) Upon Termination: Upon termination under honorable conditions, as distinct from death or retirement, the employee's accrued sick leave up to a maximum of 720 hours will be exchanged for pay at the rate of 50% of the employee's current base pay. The maximum payment shall be $7,500. 25 AFSC'ME Municipal Employees January 1, 2012 — December 31, 2014 3) Additional Vacation Days: • Employees who have accrued 720 or more hours of sick leave may exchange such sick leave for bonus (additional) leave days, at the rate of 32 hours of sick leave for each additional 8 hours of leave, not to exceed a total of 40 added leave hours annually, utilization of which would be subject to the scheduling and approval by the Department Head. 20.10 Sick Leave Exchange Procedure: A) Any permanent employee may exchange accrued sick leave as provided in Article 20 - Sick Leave, Sections 20.8 or 20.9 hereinabove, at the option of the employee, subject to the following conditions and provisions: 1) A request for such an exchange shall be made to the Finance Director, or his/her designee. All requests shall be in writing and shall be signed by the employee making the request. 2) Requests will be accepted only during the first five (5) working days of each month with exchanged leave to be available within fifteen (15) calendar days of the date the request is received by the office of the Finance Director, or his/her designee. Exceptions to the above will be made for termination, layoff or disability retirement. 3) No request will be granted for less than eight (8) hours pay or a minimum of three (3) days leave. 4) No exchange will be granted to an employee who has been terminated for cause. 5) In the event of a Reduction in Force (RIF), in accordance with Civil Service Rules Chapter XI — Separation from Service, the exchange will be seventy -five (75 %) of the employees sick leave balance. 20.11 Sick Leave Pool: The three (3) days unpaid leave waiting period shall be eliminated for an employee to be eligible for the sick leave pool, as per the City of Yakima Municipal Code provision in 2.40.120 Shared Leave -- AFSCME Employees, #6, and in this agreement per Article 4 - Code Provision 6. ARTICLE 21 - LAYOFF In the event that it becomes necessary to amend the layoff procedure in the Charter Civil Service Rules, the City and the Union shall cooperate to develop layoff procedures which shall be mutually acceptable for submission to the Yakima Charter Civil Service Commission. 26 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 ARTICLE 22 - VACATION LEAVE • 22.1 Vacation Leave Accrual: Employees shall be granted annual vacation pursuant to the following conditions: A) All full -time employees shall accrue vacation with pay as follows: YEARS OF SERVICE ACCRUAL RATE 0 -24 months 7.67 hours per month (92 hours per year, 40 hours may be taken after 6 months) After two (2) full years 9.0 hours per month (108 hours per year) After five (5) full years 11.0 hours per month (132 hours per year) After ten (10) full years 13.67 hours per month (165 hours per year) After fifteen (15) full years 15.67 hours per month (188 hours per year) After twenty (20) full years 17.00 hours per month (204 hours per year) B) These accruals shall be prorated on actual hours worked for permanent, permanent part-time, and permanent seasonal employees. 22.2 Capped Vacation Accruals: Employees shall be allowed to accrue a total amount of vacation time equal to the amount which can be earned in two (2) years. 22.3 Illness During Vacation Leave: Employees who become ill while on approved vacation may utilize sick leave for the period of illness subject to the provisions of Article 20, Section 20.2, Paragraph B, provided the following conditions are met: 1. Immediately upon becoming ill, the employee notifies the Division Manager; and 27 • AFSCME Municipal Employees January 1, 2012 — December 31, 2014 • 2. Upon returning to work, the employee presents to the Division Manager a certificate from a health care provider stating the date and nature of the illness and the length of the incapacity. 22.4 Vacation Leave Use: Vacation leave cannot be used during the month of accrual. ARTICLE 23 - HOLIDAYS 23.1 Paid Holidays Recognized: The following shall be recognized and observed as paid holidays: New Year's Day - January 1 Martin Luther King, Jr. Day 3rd Monday in January Presidents' Day 3rd Monday in February Memorial Day Last Monday in May Independence Day July 4 Labor Day 1st Monday in September Veterans' Day November 11 Thanksgiving Day 4th Thursday in November Day after Thanksgiving Day 4th Friday in November Christmas Day December 25 23.2 Personal Holiday: Employees have the availability of two (2) personal holidays per year, to be taken at least 30 days apart. Personal Holidays not taken prior to December 31s of each calendar year will be forfeited. 23.3 Personal Holiday Taken: The personal holiday may be taken subject to the following conditions: A) The employee has been or is scheduled to be continuously employed by the City for more than six (6) months. B) The employee has given not less than 14 calendar days of written notice to the Division Manager, provided, however, the employee and the Division Manager may agree on an earlier day. 28 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 C) The Division Manager has approved the day. D) The day selected does not prevent a department from providing continued public • service and does not interfere with the efficient operation of the department, and E) The personal day must be taken during the calendar year of entitlement or the day will lapse except when an employee has requested a personal holiday and the request has been denied. 23.4 General Holidays: Whenever any holiday specified by State law falls on Saturday, the preceding Friday shall be the holiday. Employees who work Friday in such case shall be paid according to City Code Section 2.40.080 Subsection E. Whenever any holiday specified by State law falls on Sunday the following Monday shall be the holiday. Employees who work Monday in such case shall be paid according to City Code Section 2.40.080 Subsection E. At the employee's option, the employee may be paid at straight time with the equivalent of one and one -half (1 -1/2) days being granted off within ninety (90) days in lieu of the premium holiday pay. 23.5 Weekend - Workers: Whenever a holiday falls on a Saturday, the holiday shall be observed Saturday or if a holiday falls on Sunday, the holiday shall be observed Sunday for those employees regularly scheduled to work on Saturday or Sunday unless otherwise provided herein. 23.6 Release from Holiday Duty: Requests for release from holiday duty will be acted upon by the Division Manager at • least ten (10) days prior to the holiday unless otherwise provided herein. However, management may cancel an approved request if unforeseen events create a staffing vacancy which must be covered, or in case of an emergency. Subsequent to approval of holiday time off, employees may not demand to work the holiday. 23.7 Equivalent Day Off: A) If a holiday falls on an employee's normal day off, an equivalent day off will be granted to the employee to be scheduled within ninety (90) days of the holiday. The employee may express a preference on the equivalent day to take off, however, the ultimate decision will be made by the Division Manager. B) Whatever the employee's scheduled work day period may be, the holiday(s) taken are worth the same number of hours as the employee's regularly scheduled work day. 23.8 Wastewater Division Holidays: Due to the around - the -clock nature of services provided by the Wastewater Division, it is often necessary to assign holiday work shifts to members of the bargaining unit. 29 • AFSCME Municipal Employees January 1, 2012 — December 31, 2014 A) Holiday shifts shall be worked as assigned. In the instances of holiday shifts, relevant staffing levels will be determined by operational circumstances. B) Requests for release from holiday duty shall be submitted to the Wastewater Division Manager as early as possible, but no later than thirty (30) days prior to the holiday. Approval of holiday time off is at the discretion of management, and is dependent upon operational requirements. 23.9 Refuse Division Holidays: Holidays shall be worked as assigned except as modified herein below. A) In addition to Thanksgiving, Christmas, and New Year's Day, which shall be non- working holidays, employees of the Refuse Division shall not work on any contract holiday when the County landfill is closed. 1) Provided, however, that when those holidays fall within the work week, uncollected refuse on those days will be collected on a weekend or other alternate day to be set by the Division Manager. 2) Employees working the alternate day will be paid at the overtime rate for all hours over 40. 23.10 Police Department Holidays: Due to the critical nature of the public safety services provided by the Police Department, the following provisions apply to members of the bargaining unit assigned to all Police Divisions, in lieu of and notwithstanding any other provision of this contract to the contrary: A) Holiday shifts shall be worked as assigned. Relevant staffing levels will be determined by the Department in accordance with operational requirements. B) Requests for release from holiday duty shall be submitted to the employee's supervisor at least thirty (30) calendar days prior to the holiday. C) Time off shall be granted in order of first come / first serve within a squad or work unit. If there is a conflict, seniority prevails. D) In lieu of overtime payment for holidays worked, employees of the Police Department receive a bank of eighty -eight (88) hours of holiday time on January 1 of each calendar year which they may use at their discretion, subject to the supervisor approving the time off. E) If a holiday occurs on a day the employee is not scheduled to work, no time is deducted from the employee's in -lieu holiday bank. • 30 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 F) If a holiday occurs on a day the employee is scheduled to work, but the employee requests and is granted the day off, the time is deducted from the employee's in -lieu holiday bank. G) All in -lieu holiday hours must be taken during the calendar year of entitlement. H) An employee who uses up their 88 hours of holidays and leaves the Department before December 31 shall have 8 hours removed from their earned leave account or final pay for each holiday remaining in the calendar year. 23.11 Permanent Seasonal Employees - Thanksgiving Holiday A) Seasonal Employees that are in a pay status the workday before the Thanksgiving Holiday but will be in a "Leave Without Pay" status because of the end of the work season remain eligible to receive the Thanksgiving holiday pay. ARTICLE 24 - WORK DAY / WORK WEEK PROVISIONS 24.1 Work Day, Work Week: Employees shall be scheduled to work regular hours for each work day and each work week in accordance with the provisions established below. Employees' schedules will conform to the provisions of this CBA unless specifically modified by an Addendum to this contract. 24.2 Permanent Full - Time and Permanent Seasonal Employees: The following provisions apply to Permanent Full -Time and Permanent Seasonal Employees, unless otherwise provided herein: A) Work Day: Employees will be scheduled to work a day of eight (8), nine (9), ten (10) or twelve (12) consecutive hours within a 24 hour period. At the discretion of Management, if it works for the division for sound business needs and with prior supervisor /manager approval, the appropriate option(s) will be selected. B) Work Week: 1) The work week may consist of five (5) consecutive eight (8) hour days with two (2) consecutive days off; 2) The work week may consist of four (4) consecutive ten (10) hour days with three (3) consecutive days off; 3) The work week may consist of five (5) consecutive nine (9) hour days, with two (2) consecutive days off, alternating with three (3) consecutive nine (9) hour days and one (1) eight (8) hour day followed by three (3) consecutive days 31 AFSC:ME Municipal Employees January 1, 2012 — December 31, 2014 • off. 4) The work week may consist of four.(4) ten (10) hour shifts with four (4) consecutive days off, alternating with four (4) ten (10) hour shifts with two (2) consecutive days off. C) Regular Hours: The City shall establish each work schedule which shall provide for regular starting and quitting times for each work day, and shall provide for the work week to begin and end on regularly established days of the week. D) Meal Periods: The work day will provide for at least one 30 minute unpaid meal period to be scheduled as near mid -shift as possible. If an employee works 2 hours or more beyond a normal work day, the City shall grant the employee at least one additional 30 minute unpaid meal period prior to or during the overtime period. The City shall grant 30 unpaid minutes to eat every 4 hours thereafter while the employee continues to work. E) Rest Periods: The City shall provide employees with a 15 minute rest period for each one -half (1/2) shift provided the scheduled half shift exceeds a period of three (3) hours. The City shall establish when the rest period shall be scheduled and rest periods will be scheduled as near the middle of each half shift as reasonably possible. 24.3 Permanent Part - Time Employees: The following provisions apply to Permanent Part-Time Employees unless otherwise provided herein: A) Schedules: Permanent part -time employees will be assigned to schedules which may consist of a part-time work day, a part -time work week or a combination thereof. Whenever possible, permanent part-time employees shall be assigned to a specific work schedule not requiring split days off in a calendar week. However, permanent part-time employees may be assigned work to fill -in while permanent full -time employees are absent due to vacation, illness, or other cause that may preclude the assignment of a specific work schedule for that time period. B) Work Day: Permanent part-time employees may be assigned to a work day of eight (8) hours or less and scheduled for consecutive hours of work. C) Work Week: Permanent part-time employees' work week may be scheduled for consecutive or non- 32 AFSCME Municipal Employees January 1, 2012 — December 31, 2014- consecutive days. For example: an employee may be scheduled to work on Monday, Wednesday and Friday; or, an employee may work Monday, Tuesday, Wednesday and • Thursday. Work weeks shall be scheduled to meet the needs of the division /department. D) Regular Hours: Permanent part-time employees will be scheduled to a work day with regular starting and ending times. E) Meal Periods: Permanent part-time employees will be entitled to at least one 30 minute unpaid meal period after four (4) hours of work. F) Rest Periods: Permanent part-time employees will be provided a 15 minute paid rest period for each continuous four (4) hour period the employee works, provided that no permanent part- time employee shall be required to work more than 3 hours without a rest period. The City shall establish when the rest period shall be scheduled and rest periods will be scheduled as near the middle of each half shift as reasonably possible. 24.4 On - Call Employees: On -call employees will not be scheduled to work a regular set shift, but rather, will be called to work to fill -in during the absence of another employee. On -call employees will be entitled to the meal and rest periods provided for in the scheduled shift for which they are called out. 24.5 Minimum and Maximum Shift: No employee will be scheduled to a regular shift of less than four (4) consecutive hours. No employee shall be scheduled to a regular shift of greater than 12 consecutive hours. A) Minimum Exception: The Parks and Recreation Division may in fact have the need to schedule pieces of regular shifts in segments less than four (4) consecutive hours due to the nature of classes, activities, and seasons. 24.6 Work Schedule Changes: A) Any overall, long -term change in work schedules will be discussed between the City and the Union prior to implementation. The City shall provide written notice to the Union and the employees outlining work schedule changes. The City may change the regular starting and quitting times and the days worked in a week with ten (10) working day notice prior to the effective date of the new schedule. The ten (10) work day notice may be waived upon written mutual agreement between Management and 33 • AFSCME Municipal Employees January 1, 2012 — December 31, 2014 the affected employees and AFSCME Local 1122. B) Although reasonable warning will be given whenever possible, the ten (10) work day notice provision will not be required for temporary individual shift assignment changes which may be made only to cover for the absences of another employee. C) Other than the reasons cited hereinabove, an employee's work shift shall not be changed to avoid payment of overtime when an employee is called to work outside that employee's regular work shift or called to work before the regular starting time or retained to work beyond the regular quitting time. 24.7 Emergency Situations: A) The City shall determine when an emergency situation exists. B) An emergency is a sudden, unexpected event which creates a situation endangering the public or employee's health and /or safety. C) In the case of emergencies, management may make schedule changes as required to protect the public or employees without discussion with the Union or notice to the employees. D) However, management will endeavor to preserve employee work schedules whenever possible. 24.8 Parks and Recreation: Employees of the Parks and Recreation Division may be scheduled for split work days and split work weeks when necessary. All work schedules shall have established starting and quitting times for each day, shift or shift part. 24.9 Water Treatment Plant: A) Water Treatment Plant Chief Operators hired before January 1, 1996, at the City's Water Treatment Plant will rotate every twenty -eight (28) days from days to nights and nights to days, as applicable. B) Water Treatment Plant Chief Operators hired after January 1, 1996, will work a straight night shift schedule (limited to 2 operators). The relief operator responsibilities will rotate every three (3) months. C) All of the Water Treatment Plant Chief Operators, including the night operator(s), will work the relief rotation. As the rotating shift schedule progresses into a shift partnership with the straight night shift operator, the operators hired before January 1, 1996 will work day shift. The work week begins 6:00 a.m. each Sunday. D) Employees hired before January 1, 2005, will continue to be given the choice of being either salaried or hourly. 34 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 1) Salaried employees will earn nine (9) hours of compensatory time (six hours • at time and one -half) during their 46 -hour workweek, which shall be taken as nine (9) hours of compensatory time during their thirty -one (31) hour workweek. 2) Hourly employees will be paid overtime for six (6) overtime hours worked in the 46 -hour workweek. The next week they will be paid for thirty-one (31) scheduled hours worked. E) Employees hired after December 31, 2004, will be hourly and will be paid overtime for six (6) hours overtime hours worked in the 46 -hour workweek. The next week they will be paid for thirty -one (31) scheduled hours worked. 24.10 Police Department Work Day, Meal and Rest Periods: The following provisions apply to members of the bargaining unit assigned to the Police Department in lieu of and notwithstanding any other provision of this contract to the contrary: A) The work day for Police Department employees shall be either eight (8), ten (10), or twelve (12) hours within a twenty -four (24) hour period, at the discretion of management. B) Due to the critical public .safety nature of the services performed by Police • Department employees, it is occasionally not possible to relieve employees from their work stations for meal and rest periods. C) The length of the meal period for corrections officers in the Police Department shall be 40 minutes. Given the unique nature of duties performed by corrections officers, their meal period shall be paid. D) The length of the meal period for service employees in the Police Department shall be 30 minutes. The meal period for service employees in the Police Department shall be paid. ARTICLE 25 - OVERTIME AND COMPENSATORY TIME 25.1 Overtime Pay: Employees who are required to work more than forty (40) hours in any work week shall be paid one and one -half (1 -1/2) times the regular rate of pay for credited time in excess of forty (40) hours per week. Credited time shall be in fifteen (15) minute increments. 25.2 Compensatory Time: Compensatory time off at the time and one - half (1 - 1/2) rate in lieu of overtime pay may 35 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 be requested by the affected employee. In that event, compensatory time may be taken at • such time as is agreed upon by the employer and the employee, but may not be imposed by the employer upon any employee who has not so requested such compensatory time off. 25.3 Compensatory Time Accrual: Compensatory time off may be accrued to a maximum of sixty (60) hours. Compensatory time must be taken prior to the use of accrued vacation leave until the compensatory time balance is twenty (20) hours or less. 25.4 Mandatory Training Time /Overtime: Time spent by an employee beyond the normal working day for training classes required by the Division Manager shall be paid at the overtime rate of time and one -half (1 -1/2) times the employee's regular rate of pay, or compensatory time earned at one and one -half (1 -1/2) times the employee's regular rate of pay. 25.5 Travel Time: Travel time for City business during regular working hours shall be considered compensable if approved in advance. Travel time outside of regular business hours on City business shall be compensable time if the intended travel is required by the Division Manager. If traveling by car outside of regular business hours for training not required but approved by the Division Manager, only the driver shall be compensated for travel time. 25.6 City Provided Meals: In the event an employee is unable to provide or obtain the meal(s) due to location or time of day or emergency, the division head shall insure the employee obtains a meal provided by the City. ARTICLE 26 - BILINGUAL SPECIAL PAY Employees who have Spanish bilingual capacity shall receive 3% of their base pay per month for their work in that capacity subject to prior written approval from their respective Department Head and subject to achieving a passing score on the bilingual skills examination conducted under the Charter Civil Service Rules and Regulations and administered by the Civil Service Chief Examiner. The Chief Examiner may waive this testing requirement if the employee can demonstrate to the satisfaction of the Chief Examiner, through documentation (i.e. court interpreter certification from the State of Washington) that the employee has sufficient bilingual skills in the Spanish language. Once certified and compensated for the bilingual special pay the employee can only stop providing the service if the Department head determines the sill is no longer needed. • 36 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 ARTICLE 27 - CALL OUT PAY • Employees who are called back to work after completing their regular shift or who are called to work on a day off shall be paid a minimum of two (2) hours pay at the time and one -half rate for all time worked up to two (2) hours. Any time worked in excess of two (2) hours shall be paid at the time and one half rate. This Article shall apply to all bargaining unit members, including employees in the Police Department subpoenaed to testify in their official capacity. For example: 30 minutes call out = 2 hours at 11/2 4 hours call out = minimum of 2 hours at 11/2 plus 2 additional hours at 11/2 ARTICLE 28 - STANDBY PAY 28.1 Standby Availability: The determination of the need for and assignment of standby time is a responsibility of Management. Employees will have the opportunity to volunteer or exchange for standby prior to being made a required assignment. The employee must notify his /her supervisor in writing by the end of the previous shift of an exchange with another employee for assigned standby. 28.2 Standby Pay: Compensation for assigned standby time is Two Dollars and fifty cents ($2.50) per hour. 28.3 Maintenance of Physical and Mental Capacity Employees, when on assigned standby time, are required to maintain the same required physical and mental capacity that is required during regular scheduled work hours and are to be reachable if called. ARTICLE 29 - SHIFT DIFFERENTIAL 29.1 Differential Pay for Alternate Shifts: A) This article applies to hours worked between 6:00 p,m, and 6:00 a.m. on weekdays. Employees who work after 6:00 p.m. due to an extended work shift shall receive an additional five percent (5 %) per hour over base pay for the hours worked within the stipulated period to the nearest one -half (1/2) hour. B) For those employees who are regularly scheduled to work an alternate shift where all or part of the shift hours fall between 6:00 p.m. and 6:00 a.m. weekdays or on Saturday and Sunday at anytime shall be entitled to the differential pay as described in 37 AFSCIVIE Municipal Employees January 1, 2012 — December 31, 2014 Section A.. Such employees shall receive the differential pay when utilizing accrued vacation, sick leave, holiday, personal holiday or bereavement leave, provided that the leave is preceded and succeeded by a regularly scheduled alternate shift. C) Those employees who are called back to work after completing their regular shift or who are called to work on a day off (per Article 27 — Call Out Pay) shall be paid an additional five percent (5 %) for any time worked in excess of one (1) hour between the hours of 6:00 p.m. and 6:00 a.m. D) This article does not apply to Standby Pay that will be paid in accordance with Article 28 — Standby Pay, of the Collective Bargaining Agreement. ARTICLE 30 — FIELD TRAINING OFFICER PAY 30.1 Corrections officers assigned to train newly hired corrections officers and actually engaged in the same shall receive Field Training Officer (FTO) Pay equal to Five Percent (5 %) of their normal rate of pay per hour for time spent engaged in the same. Officers assigned such duty for periods of less than forty (40) hours during the pay period shall not be eligible for FTO pay. The City retains the exclusive right to select Field Training Officers and determine the duration of assignment. ARTICLE 31 SPECIAL ASSIGNMENT PAY 31.1 Pursuant to Yakima Municipal Code 2.20.088, when a salaried permanent employee represented by AFSCME Local 1122 works for one hour or longer in a higher classification and in a different classification series from which the employee is regularly employed and performs substantially all of the duties of such higher classification and is not actually receiving supervised training for such position, the employee shall be paid at the pay step in the higher classification which is next higher in amount above the employee's pay in the lower classification for all such hours consecutively worked in the higher classification. 31.2 Pursuant to Yakima Municipal Code 2.20.088, when a salaried permanent employee represented by AFSCME Local 1122 works four consecutive hours or longer in a higher classification in the same classification series in which the employee is regularly employed and performs substantially all of the duties of such higher classification and is not actually receiving supervised training for such position, the employee shall be paid at the pay step in the higher classification which is next higher in amount above the employee's pay in the lower classification for all such hours consecutively worked in the higher classification. 38 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 ARTICLE 32 - LICENSING AND LICENSING RENEWALS 32.1 Licensing and Licensing Renewals: Except for a basic Washington State driver's license, the City of Yakima will pay initial and all required renewal fees for any license /certificate required by the City after becoming a permanent employee to hold any given position as a condition of employment. If licenses are initial conditions of employment, the prospective employee will be required to pay for such licenses before becoming a permanent employee. Effective January 1, 2011: A) Employees may elect to renew their Commercial Drivers License (CDL) medical certification through their regular attending physician at their own expense or at the medical clinic authorized by the City at the City's expense. B) The employee will sign a waiver agreeing to hold the city harmless to liability if they, purposely misrepresent or do not accurately disclose medical conditions to their physician during the CDL medical certification process. The employee and physician waivers are incorporated into this Agreement as Appendix A. 32.2 Changes of Status: Employees shall immediately report to their supervisor any change in status, expiration, or loss of any required license or certificate, including but not limited to Medical 110 Examiner's Certificates. 32.3 Employee Caused Licensing Reinstatements: Failure to maintain required license /certificates may lead to a change in employment status. Employee- caused license /certificate reinstatement costs shall be born by that employee. ARTICLE 33 - PERMANENT PART -TIME EMPLOYEES, ON -CALL EMPLOYEES, AND PERMANENT SEASONAL EMPLOYEES 33.1 Permanent Part -Time Employee On CaII/Call Out: A) Permanent part -time employees may work on an "on- call" basis and may be asked to report daily to their duty station to determine if their services are needed for that work day. 1) Such employee will receive compensation only if their services are needed. 33.2 Required Residential Phones: 39 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 Permanent part-time employees may, as a condition of their employment, be required to have a telephone in their personal residence so that they may be notified if they are needed to work on a particular day. 33.3 Earned Leave in Lieu of Work: If called to report for work in their assigned job classification, permanent part-time, on- call, or seasonal employees shall report to work or utilize vacation, sick leave, or other earned time off in accordance with the provisions of this CBA. 33.4 Overtime/Permanent Part - Time: Permanent part-time employees will be eligible to receive overtime payments in accordance with Article 24 only if they work more than forty (40) hours in any work week. No overtime compensation will be paid if such employee exceeds the regularly scheduled workday unless such work causes the employee to work more than forty (40) hours in the work week. 33.5 Call Out Pay for Permanent Part -Time, On Call, and Seasonal Employees: The provisions of Article 27 -Call Out Pay, shall not apply to permanent part-time, or on- call employees. 33.6 Actual Percentage of Time Worked: A) Permanent part-time employees shall accrue all earned benefits including, but not limited to: vacation leave, sick leave, and longevity. B) Permanent part-time employees shall be compensated for all earned benefits at the accrual rate prescribed in this CBA prorated to reflect the actual percentage of time worked. C) Employees' benefit accruals will be adjusted monthly to reflect actual benefit accrual rates. ARTICLE 34 - TEMPORARY EMPLOYEES 34.1 Temporary Employees: In the event the City deems it necessary to employ temporary employees, the following shall apply: A) The City shall regulate and administer the procedures and standards for hiring temporary employees. B) Temporary employees shall not be allowed to work more than 866 hours in a calendar • 40 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 year. ..__. C) The City shall provide a temporary employees report, on a quarterly basis, for AFSCME Local 1122 reflecting Hire Dates and Termination Dates by Division and /or Department. 34.2 The City and the Union agree to establish a Labor Management Task Force to study temporary hiring practices in the City and negotiate in good faith possible changes. ARTICLE 35 - ENTIRE COLLECTIVELY BARGAINED AGREEMENT: [CBA] 35.1 Entire CBA: This CBA constitutes the complete and entire Agreement between the parties and neither the City nor the Union shall be bound by any requirement not specifically stated in this CBA or applicable Charter Civil Service Rules. The parties are not bound by the past practices or understandings of the City or the Union unless such past practices or understandings are incorporated in this CBA. 35.2 Process: A) The City and the Union acknowledge that each party has had ample opportunity to submit proposals with respect to any subject or matter not removed from the collective bargaining process by law and regarding wages, hours, and working conditions. They further agree that all said proposals have been negotiated during the negotiations leading to this CBA. B) The parties further agree that negotiations will not be reopened on any item during the life of this CBA except by the mutual consent or as provided in Article 10 - Labor/Management Committee. ARTICLE 36 - SAVINGS CLAUSE 36.1 Applicable Laws: It is understood and agreed that all provisions of this CBA are subject to applicable laws, and if any provision of any Article of this CBA is held or found to be in conflict therewith, said Article shall be void and shall not bind either of the parties hereto, however, such invalidity shall not affect the remaining Articles of this CBA. 36.2 ADA /FMLA Compliance: Notwithstanding any other provisions of this CBA the parties may take all actions reasonable to comply with the Americans with Disability Act and the Family Medical Leave Act. 41 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 • 36.3 Mandated Changes: If the Washington State Health Services Act of 1993 or Federal Health Care legislation mandates changes to the Health Care Article of this CBA, then the parties agree to negotiate about those mandated changes. ARTICLE 37 - TERMINATION This CBA shall be deemed effective from and after the 1st day of January 2012 and shall terminate on December 31, 2014 provided, however, that this CBA shall be subject to such periodic changes or modifications as may be voluntarily and mutually agreed upon by the parties hereto during the term hereof. EXECUTION FOR THE UNION: FOR THE CITY OF YAKIMA Yvette Lewis, Donald B. Cooper, Staff Representative City Manager Council 2, WSCCCE Gary Hill, President Michael A. Morales Local 1122 Bargaining Team Assistant City Manager Mike Haider Local 1122 Bargaining Team Mike Nugent Local 1122 Bargaining Team Mary Hurst • Local 1122 Bargaining Team 42 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 Dave Williams Local 1122 Bargaining Team Eric Arreola Local 1122 Bargaining Team Ron Elkan Local 1122 Bargaining Team ATTEST: IP Deborah Kloster City Clerk 43 AFSCIVIE Municipal Employees January 1, 2012 — December 31, 2014 Appendix A Page 1 of 2 City of Yakima AFSCME Commercial Driver License Medical Examination Declaration MEDICAL EXAMINER DECLARATION The City of Yakima provides paid medical examination services to all employees who are required to have a Commercial Drivers License endorsement as an essential function of their job. Your patient has selected to have you, their regular physician, complete this examination, at their own expense. I am a licensed physician in and conducted an examination of , a patient known to me, in order to determine their • physical qualification for operating a commercial vehicle in accordance with the requirements of 49 CFR 391.41 -49. By signing below, I declare that I am familiar with the requirements and guidelines developed by the Federal Motor Carrier Safety Regulations in making my determination of qualification, as well as the driver's responsibilities and work environment outlined in the introductory comments under "The Driver's Role" to 49 CFR 391.41. I further declare that I have read and understand the "Instructions to the Medical Examiner" section of 49 CFR 391.41 including both the General Information and Interpretation of Medical Standards paragraphs. • Date: Signature of Physician Printed name of Physician 44 AFSCME Municipal Employees January 1, 2012 — December 31, 2014 Appendix A Page 2 of 2 City of Yakima AFSCME Commercial Driver License Medical Examination Liability Waiver RELEASE OF ALL CLAIMS, WAIVER OF LIABILITY, AND HOLD HARMLESS AGREEMENT I am an AFSCME employee for the City of Yakima who must maintain a valid Commercial Driver's License (CDL) in order to operate any commercial motor vehicle. I understand that I must be physically qualified to do so in accordance with the Physical Qualifications for Drivers standards as set forth in 49 CFR 391.31, and must obtain a medical examiner's certificate initially and for subsequent license renewals. The City of Yakima provides paid medical examination services for this purpose. As an alternative to the City provided examination, I am electing to utilize my regular physician for the screening and certificate at my own expense. I acknowledge my obligation to fully represent all medical information to my evaluating physician, and to accurately disclose any medical information or condition to the physician, requested or not, to the best of my ability. I FURTHER AGREE TO DEFEND, INDEMNIFY AND HOLD HARMLESS THE CITY OF YAKIMA, AND ITS ELECTED OR APPOINTED OFFICIALS, OFFICERS, EMPLOYEES, AGENTS, AND VOLUNTEERS FROM ANY CLAIM, DAMAGE, COST OR LIABILITY • RESULTING FROM, OR RELATED TO, ANY INTENTIONAL MISPRESENTATION OR ANY FAILURE TO ACCURATELY DISCLOSE WHAT I KNOW TO BE RELEVANT MEDICAL INFORMATION TO MY EXAMINING PHYSICIAN. I agree to all of these terms on behalf of myself, my child (if applicable), my spouse (if applicable), my family, my heirs, my executors and personal representatives of my estate, and this Release of All Claims, Waiver of Liability, and Hold Harmless Agreement is binding on them. I have read and understand the information in this Release of All Claims, Waiver of Liability, and Hold Harmless Agreement. Date: Signature of Operator Printed name of Operator 45 AFSCME Municipal Employees January 1, 2012 - December 31, 2014 • s ORDINANCE NO. 2011 - AN ORDINANCE relating to City personnel; adopting a classification and compensation plan for City employees to be effective January 15, 2011; amending Subsections 2.20.100A, 2.20.100C, 2.20.110A, 2.20.110B, 2.20.110C, 2.20.11 OG all of the City of Yakima Municipal Code. BE IT ORDAINED BY THE CITY OF YAKIMA: Section 1. Subsection 2.20.100A 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 January 15 2012, which plan shall consist of the various following subsections of this section." Section 2 . Subsection 2.20.100C of the City of Yakima Municipal Code is hereby li nded to read as follows: "C. Civil Service Classes Class Class Title (Pay Range) 2000 Administrative & Fiscal Technical Group 2100 Information Technology Series 2101 Computer Programmer (R 13.5) (Inactive) 2102 GIS Technician (R 16.5) 2103 Programmer Analyst (R 16.5) (Inactive) 2104 Senior Analyst (R 19.0) (Inactive) 2105 Computer Operator /Programmer (R 10.5) (Inactive) 2106 Computer Operations Assistant (R 9.0) (Inactive) 2107 Computer Operations Technician (R 11.5) 2108 Computer Client Services Technician (R 19.5) 2109 Applications Developer (R 20.5) . 2110 Database Administrator (R 23.0) 2112 Network Services Engineer (R 25.0) 2113 Senior Client Services Technician (R 21.5) (Inactive) 2114 Senior Applications Developer (R 21.5) 2115 Publications and Graphics Specialist (R 9.0) (Inactive) ID 2116 Lead Client Services Technician (R 23.0) 2117 Web Applications Developer /Administrator (R 24.0) Pay Master Ordinance 01/15/2012 -- 16 -- Class _ Class Title (Pay Range) • 2200 Management Technical Series 2230 Assistant Buyer (R 12.5) (Inactive) 2231 Buyer I (R 16.5) 2232 Central Storekeeper (R 10.5) (Inactive) 2233 Purchasing Assistant (R 12.5) 2234 Buyer II (R 19.5) 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 16.5) 2300 Fiscal Series 2310 Grant Coordinator (R 15.0) (Inactive) 2312 Accounting Technician (R 12.5) (Inactive) 2314 Budget Analyst (R 20.0) (Inactive) 2315 Cashier (R 6.5) (Inactive) 2316 Financial Services Specialist (R 12.5) 3000 Engineering, Planning & Technical Group 3100 Civil Engineering Series 3112 Engineering Associate (R 19.0) (Inactive) 3115 Project Engineer (R 22.5) (Inactive) 3120 Design 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) 3312 Planning Technician (R 13.0) 3320 Community Development Specialist (R 19.0) 3321 Associate Planner (R 19.0) 3322 Senior Planner (R 21.5) 3323 Economic and Community Affairs Specialist (R 20.0) Pay Master Ordinance 01/15/2012 -- 17 -- • Class 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) (Inactive) 4121 Engineering Technician I (Design) (R 13.0) (Inactive) 4122 Engineering Technician I (Records) (R 13.0) (Inactive) 4125 Engineering Technician II (R 16.5) (Inactive) 4128 Right of Way Agent (R 17.0) (Inactive) 4131 Engineering Technician I (Survey) (R 13.0) (Inactive) 4133 Engineering Technician III (Survey) (R 17.0) (Inactive) 4134 Engineering Technician III (Design) (R 17.0) (Inactive) 4135 Engineering Technician III (Development) (R 17.0) (Inactive) 4141 Construction Inspector (R 17.0) 4200 Electrical Technical Series 4211 Traffic Signal Aide (R 11:0) (Inactive) 4221 Signal Technician I (R 14.0) (Inactive) 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) (Inactive) 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) Pay Master Ordinance 01/15/2012 -- 18 -- Class _ Class Title (Pay Range) 4600 Traffic Technical Series 4611 Traffic Aid (R 9.5) (Inactive) 4621 Traffic Technician I (R 13.0) 4622 Traffic Technician II (R 16.5) 4632 Traffic Associate (R 19.0) 4635 Traffic Signal System Analyst (R 21.5) 5000 Human Services Group 5100 Housing Services Series 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 III (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) 5156 Grant Financial Specialist (R 18.5) 5200 Recreation Series • 5201 Golf Starter (R 5.5) (Obsolete) 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) (Obsolete) 5255 Recreation Coordinator (R 12.5) (Obsolete) 5256 Recreation Activities Coordinator (R 15.5) 5266 Aquatic Specialist (R 10.5) 5267 Aquatic Leader (R 7.0) (Obsolete) 5268 Lifeguard /Instructor (R 2.0) 5271 Parks and Recreation Administrative Specialist (R 16.5) (Obsolete) 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 968P) 6127 Police Captain (Pay Code 966P) Pay Master Ordinance 01/15/2012 -- 19 -- Class 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)* (Obsolete) 6242 Police Records Supervisor (R 14.0)* (Obsolete) 6243 Police Department Assistant III (R 8.5)* (Obsolete) 6251 Police Department Assistant I (R 5.5) (Obsolete) 6252 Police Services Specialist I (R 12.0) 6253 Police Services Specialist II (R 14.0) 6260 Police Cadet (R 5.0) (Obsolete) 6265 Crime and Intelligence Analyst (R 19.0) * 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) (Inactive) 6338 Fire Investigation and Education Officer (Pay Code 510) (Inactive) 6339 Fire Investigator (Pay Code 520) (Inactive) 6340 Public Safety & Education Officer (Pay Code 506) (Inactive) 6341 Technical Training Supervisor (Pay Code 506) (Inactive) 6342 Technical Training Lieutenant (Pay Code 526) (Inactive) 6343 Deputy Fire Marshal (Pay Code 506) 6344 Assistant Fire Marshal (Pay Code 527) 6351 Fire Training Captain (Pay Code 506) 6352 Fire Training Lieutenant (Pay Code 527 6380 Deputy Fire Chief (Pay Code 966) 6400 Fire Support Series 6410 911 Calltaker (Pay Code 590) 6411 Fire Dispatcher (Pay Code 575) (Obsolete) 6412 Public Safety Dispatcher (Pay Code 575) 6415 Public Safety Communications Supervisor (Pay Code 558) 6425 Alarm Supervisor (Pay Code 555) (Obsolete) • 6440 Fire Secretary I (Pay Code 585) 6441 Fire Secretary II (Pay Code 580) Pay Master Ordinance 01/15/2012 -- 20 -- Class _ Class Title (Pay Range) • 6500 Animal Control Series 6510 Animal Control Officer (R 15.0) 6511 Animal Control Officer (Lead) (R 10.5) (Obsolete) 6600 Parking Control Series 6610 Parking Enforcement Officer (R 13.0) 6611 Lead Parking Enforcement Officer (R 9.5) (Obsolete) 7000 Office Support Group 7100 Clerical Series 7110 Senior Center Clerk (R 6.5) (Obsolete) 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) (Obsolete) 7141 Pension /Records Clerk (R 12.5) (Obsolete) 7151 Water /Irrigation Division Administrative Specialist (R 12.0) 7161 Public Records Officer (R 19.0) 7171 Communications & Technology Office Assistant (R 16.5) 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) (Obsolete) 7512 Data Entry Operator II (R 7.0) (Obsolete) 7600 Duplicating Series 7611 Print Shop Operator (R 11.5) 8000 Maintenance and Crafts Group 8100 Maintenance and Crafts Supervision Series 8111 Park Supervisor I (R 13.0) (Obsolete) Pay Master Ordinance 01/15/2012 -- 21 -- Class Class Title (Pay Range) • • 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) 8213 Automotive Storekeeper (R 15.5) 8221 Machinist (R 14.0) (Obsolete) 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) 8252 Water Device Crew Leader (R 18.0) 8253 Water Automated Meter Infrastructure (AMI) Crew Leader (R 18.5) 8300 Plant Operation Series 8301 Wastewater Facility Support Worker (R 8.5) 8302 Industrial Waste Operator (R 14.5) (Obsolete) 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) (Inactive) 8321 Laboratory Technician (R 15.5) 8322 Pretreatment Technician (R 15.5) 8323 Pretreatment Crew Leader (R 17.5) 8324 Environmental Compliance Specialist ( R 21.0) 8326 Laboratory Chemist (R 19.0) 8331 Water Treatment Plant Operator -In- Training (R 14.5) 8332 Water Treatment Plant Operator II (R 20.0) 8333 Water Treatment Plant Operator III (R 20.5) 8335 Water Quality Specialist (R 21.5) 8400 Equipment Operation Series 8421 Equipment Operator I (R 10.5) (Obsolete) 8422 Equipment Operator II (R 12.0) (Obsolete) 8423. Equipment Operator III (R 14.0) (Obsolete) 8433 Solid Waste Collector /Driver (R 15.5) 8434 Solid Waste Code Compliance Officer (R 15.5) • Pay Master Ordinance 01/15/2012 --22 -- Class _ Class Title (Pav Range) 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) (Obsolete) 8621 Monument Setter (R 11.5) (Obsolete) 8631 Utility Worker (R 10.5) (Inactive) 8641 Solid Waste Maintenance Worker (R 12.5) 8651 Concrete Specialist I (R 13.5) (Obsolete) 8663 Traffic Sign Specialist (R 15.0) 8664 Senior Traffic Sign Specialist (R 16.5) 8671 Irrigation Specialist I (R 13.5) 8672 Irrigation Specialist II (R 15.0) 8673 Irrigation Crewleader (R 17.0) 8681 Storekeeper (R 15.5) 8700 Public Works Maintenance Series 8701 Street Inspector (R 17.0) 8710 Street Laborer (R 9.0) (Obsolete) 8711 Street Maintenance Specialist (R 14.5) 8713 Street Maintenance Crew Leader (R 17.5) 8721 Street Cleaning Specialist I (R 10.5) (Obsolete) 8722 Street Cleaning Specialist II (R 12.5) (Obsolete) 8731 Wastewater Maintenance Specialist I (R 13.5) 8732 Wastewater Maintenance Specialist II (R 15.0) 8733 Wastewater 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) (Obsolete) 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) Pay Master Ordinance 01/15/2012 -- 23 -- 0 Class Class Title (Pay Range) 8800 Parks Maintenance Series 8810 Park Laborer (R 9.0) (Obsolete) 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) (Obsolete) 8821 Park Specialist 1 (R 9.5) (Obsolete) 8822 Park Specialist II (R 10.5) (Obsolete) 8823 Park Specialist III (R 12.5) (Obsolete) 8825 Golf Course Maintenance Specialist (R 16.5) 8830 Cemetery Specialist (R 12.5) (Obsolete) 8831 Cemetery Maintenance Technician (14.0) 8840 Pool Maintenance Specialist (R 12.5) (Obsolete) 8841 Aquatic Maintenance Technician (R 16.5) 9000 Temporary Work Group 9100 City Worker Series 9114 City Worker (Outside) • 9125 City Worker (Inside) 9126 Temporary Refuse Helper" 9131 Rule 9 Legal Intern (Pay Code 931) . 9151 Judge Pro Tem (Pay Code 941) Section 3 . Subsection 2.20.110A 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 January 15, 2012. 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 en ity Manager, which actual salaries shall be no less than the minimum nor no greater than the um set out in the pay range applicable to the position, according to the following schedule:" Pay Master Ordinance 01/15/2012 -- 24 -- Section 4 . Subsection 2.20.110B of the City of Yakima Municipal Code is hereby amended to read as follows: 0 "B. General and Public Safety Management, Union Exempt Supervisors and Confidential Classes Pay Class Code Code Class Title A B C D E F 960 1110 City Manager MO 7/1/2008 9255.82 9720.35 10209.14 10716.99 11250.85 HR 7/1/2008 53.40 56.08 58.90 61.83 64.91 MO 1/1/2009 9559.15 10037.54 10543.66 11067.12 11618.31 HR 1/1/2009 55.15 57.91 60.83 63.85 67.03 MO 7/1/2009 9644.08 10125.94 10637.26 11164.19 11720.57 HR 7/1/2009 55.64 58.42 61.37 64.41 67.62 MO 9/18/2011 12301.23 12916.55 13563.07 14240.79 14953.18 HR 9/18/2011 70.97 74.52 78.25 82.16 86.27 961 No Allocated MO 1/1/2008 8687.30 9120.62 9578.22 10060.07 10561.00 Classification HR 1/1/2008 50.12 52.62 55.26 58.04 60.93 MO 7/1/2008 8815.56 9255.82 9720.35 10209.14 10716.99 HR 7/1/2008 50.86 53.40 56.08 58.90 61.83 MO 1/1/2009 9103.29 9559.15 10037.54 10543.66 11067.12 HR 1/1/2009 52.52 55.15 57.91 60.83 63.85 MO 7/1/2009 9183.02 9644.08 10125.94 10637.26 11164.19 HR 7/1/2009 52.98 55.64 58.42 61.37 64.41 10 1000 1413 Municipal Court Judge MO 9/1/2006 9949.14 HR 9/1/2006 57.40 MO 9/1/2007 10626.86 HR 9/1/2007 61.31 MO 9/1/2008 11219.65 HR 9/1/2008 64.73 The compensation for Municipal Court Judge is set by YMC 1.60.040(J) at 95% of the District Court Judges' salary as set by the State Salary Commission, with any variance for rounding in favor of the judge. 962 1130 Assistant City Manager MO 1/1/2008 8269.57 8687.30 9120.62 9578.22 10060.07 HR 1/1/2008 47.71 50.12 52.62 55.26 58.04 MO 7/1/2008 8392.64 8815.56 9255.82 9720.35 10209.14 HR 7/1/2008 48.42 50.86 53.40 56.08 58.90 MO 1/1/2009 8666.50 9103.29 9559.15 10037.54 10543.66 HR 1/1/2009 50.00 52.52 55.15 57.91 60.83 MO 7/1/2009 8742.77 9183.02 9644.08 10125.94 10637.26 HR 7/1/2009 50.44 52.98 55.64 58.42 61.37 i Pay Master Ordinance 01/15/2012 -- 25 -- Class Code Class Title A B C D E F 963 1190 Police Chief MO 1/1/2008 7877.85 8269.57 8687.30 9120.62 9578.22 HR 1/1/2008 45.45 47.71 50.12 52.62 55.26 MO 7/1/2008 7993.98 8392.64 8815.56 9255.82 9720.35 HR 7/1/2008 46.12 48.42 50.86 53.40 56.08 MO 1/1/2009 8255.71 8666.50 9103.29 9559.15 10037.54 HR 1/1/2009 47.63 50.00 52.52 55.15 57.91 MO 7/1/2009 8328.51 8742.77 9183.02 9644.08 10125.94 HR 7/1/2009 48.05 50.44 52.98 55.64 58.42 964 1120 City Attorney MO 1/1/2008 7506.92 7877.85 8269.57 8687.30 9120.62 1150 Dir. Comm. & Econ. HR 1/1/2008 43.31 45.45 47.71 50.12 52.62 Development MO 7/1/2008 7617.85 7993.98 8392.64 8815.56 9255.82 1160 Director of Public Works HR 7/1/2008 43.95 46.12 48.42 50.86 53.40 1140 Finance and Technology MO 1/1/2009 7867.45 8255.71 8666.50 9103.29 9559.15 Director HR 1/1/2009 45.39 47.63 50.00 52.52 55.15 1180 Fire Chief MO 7/1/2009 7936.78 8328.51 8742.77 9183.02 9644.08 HR 7/1/2009 45.79 48.05 50.44 52.98 55.64 965 1291 Communications and MO 1/1/2008 7149.86 7506.92 7877.85 8269.57 8687.30 Technology Manager HR 1/1/2008 41.25 43.31 45.45 47.71 50.12 0 1271 City Engineer MO 7/1/2008 7255.59 7617.85 7993.98 8392.64 8815.56 1281 Deputy Police Chief HR 7/1/2008 41.86 43.95 46.12 48.42 50.86 1321 Senior Assistant City MO 1/1/2009 7493.06 7867.45 8255.71 8666.50 9103.29 Atty II HR 1/1/2009 43.23 45.39 47.63 50.00 52.52 MO 7/1/2009 7558.92 7936.78 8328.51 8742.77 9183.02 HR 7/1/2009 43.61 45.79 48.05 50.44 52.98 966 1243 Deputy Director of MO 1/1/2008 6810.14 7149.86 7506.92 7877.85 8269.57 Accounting and Budgeting HR 1/1/2008 39.29 41.25 43.31 45.45 47.71 6380 Deputy Fire Chief MO 7/1/2008 6910.67 7255.59 7617.85 7993.98 8392.64 1412 Municipal Court HR 7/1/2008 39.87 41.86 43.95 46.12 48.42 Commissioner MO 1/1/2009 7136.00 7493.06 7867.45 8255.71 8666.50 HR 1/1/2009 41.17 43.23 45.39 47.63 50.00 MO 7/1/2009 7198.39 7558.92 7936.78 8328.51 8742.77 HR 7/1/2009 41.53 43.61 45.79 48.05 50.44 966P 6127 Police Captain MO 1/1/2011 7378.66 7747.85 8134.38 8536.50 8961.16 HR 1/1/2011 42.57 44.70 46.93 49.25 51.70 MO 7/1/2011 7525.99 7902.11 8297.31 8708.10 9139.69 HR 7/1/2011 43.42 45.59 47.87 50.24 52.73 MO 1/1/2012 7818.92 8210.64 8621.43 9047.83 9496.75 HR 1/1/2012 45.11 47.37 49.74 52.2 54.79 MO 7/1/2012 7896.91 8292.11 8708.1 9137.96 9592.08 HR 7/1/2012 45.56 47.84 50.24 52.72 55.34 ill Pay Master Ordinance 01/15/2012 26 Pay Class Code Code Class Title A B C D E F 967 1232 City /County Procurement MO 1/1/2008 6480.81 6810.14 7149.86 7506.92 7877.85 Manager HR 1/1/2008 37.39 39.29 41.25 43.31 45.45 11740 Crime and Intelligence MO 7/1/2008 6576.14 6910.67 7255.59 7617.85 7993.98 Analyst Supervisor HR 7/1/2008 37.94 39.87 41.86 43.95 46.12 1291 Communications and MO 1/1/2009 6791.07 7136.00 7493.06 7867.45 8255.71 Technology Manager HR 1/1/2009 39.18 41.17 43.23 45.39 47.63 MO 7/1/2009 6850.00 7198.39 7558.92 7936.78 8328.51 HR 7/1/2009 39.52 41.53 43.61 45.79 48.05 968 1275 Economic Development MO 1/1/2008 6174.01 6480.81 6810.14 7149.86 7506.92 Manager HR 1/1/2008 35.62 37.39 39.29 41.25 43.31 1241 Financial Services MO 7/1/2008 6265.88 6576.14 6910.67 7255.59 7617.85 Manager HR 7/1/2008 36.15 37.94 39.87 41.86 43.95 1233 Information Systems MO 1/1/2009 6470.41 6791.07 7136.00 7493.06 7867.45 Manager HR 1/1/2009 37.33 39.18 41.17 43.23 45.39 1322 Senior Assistant City MO 7/1/2009 6527.61 6850.00 7198.39 7558.92 7936.78 Attorney I HR 7/1/2009 37.66 39.52 41.53 43.61 45.79 1272 Wastewater Manager 968P 6126 Police Lieutenant MO 1/1/2011 6690.54 7021.60 7378.66 7747.85 8134.38 HR 1/1/2011 38.60 40.51 42.57 44.70 46.93 MO 7/1/2011 6824.00 7162.00 7525.99 7902.11 8297.31 HR 7/1/2011 39.37 41.32 43.42 45.59 47.87 MO 1/1/2012 7090.93 7441.06 7818.92 8210.64 8621.43 HR 1/1/2012 40.91 42.93 45.11 47.37 49.74 MO 7/1/2012 7162 7515.59 7896.91 8292.11 8708.1 HR 7/1/2012 41.32 43.36 45.56 47.84 50.24 968BCD 6328 Battalion Chief (Day) MO 1/1/2008 6076.95 6380.28 6704.40 7038.93 7390.79 (Monthly hours - 173.33) HR 1/1/2008 35.06 36.81 38.68 40.61 42.64 MO 7/1/2008 6076.95 6380.28 6704.40 7038.93 7390.79 7759.98 HR 7/1/2008 35.06 36.81 38.68 40.61 42.64 44.77 MO 1/1/2009 6319.61 6522.41 6973.07 7319.73 7687.19 8070.24 HR 1/1/2009 36.46 37.63 40.23 42.23 44.35 46.56 MO 7/1/2009 6382.01 6588.27 7042.40 7392.52 7763.45 8151.71 HR 7/1/2009 36.82 38.01 40.63 42.65 44.79 47.03 969 6327 Battalion Chief Shift MO 1/1/2008 6078.62 6379.21 6695.39 7038.28 7387.86 (Monthly hours - 218.66) HR 1/1/2008 27.30 28.65 30.07 31.61 33.18 MO 7/1/2008 6078.62 6379.21 6695.39 7038.28 7387.86 7757.47. HR 7/1/2008 27.30 28.65 30.07 31.61 33.18 34.8 MO 1/1/2009 6317.09 6629.77 6957.76 7314.18 7677.15 806 HR 1/1/2009 28.89 30.32 31.82 33.45 35.11 3 . Pay Master Ordinance 01/15/2012 -- 27 -- Class Code Class Title A B C D E F MO 7/1/2009 6380.50 6695.37 7027.73 7386.33 7753.68 8142.90 HR 7/1/2009 29.18 30.62 32.14 33.78 35.46 37.24 970 11107 Chief Engineer MO 1/1/2008 5882.82 6174.01 6480.81 6810.14 7149.86 1255 Community Relations HR 1/1/2008 33.94 35.62 37.39 39.29 41.25 Manager • MO 7/1/2008 5969.49 • 6265.88 6576.14 6910.67 7255.59 1231 Human Resources HR 7/1/2008 34.44 36.15 37.94 39.87 41.86 Manager MO 1/1/2009 6165.35 6470.41 6791.07 7136.00 7493.06 1267 Park and Recreation HR 1/1/2009 35.57 37.33 39.18 41.17 43.23 Manager MO 7/1/2009 6219.08 6527.61 6850.00 7198.39 7558.92 1261 Street and Traffic Ops Mgr HR 7/1/2009 35.88 37.66 39.52 41.53 43.61 11108 Utility Project Manager 1273 Water and Irrigation Mgr 971 1323 Assistant City Attorney I I MO 1/1/2008 5600.29 5882.82 6174.01 6480.81 6810.14 15101 Assistant Wastewater HR 1/1/2008 32.31 33.94 35.62 37.39 39.29 Manager MO 7/1/2008 5683.49 5969.49 6265.88 6576.14 6910.67 1252 Code Admin Manager HR 7/1/2008 32.79 34.44 36.15 37.94 39.87 1263 Fleet Manager MO 1/1/2009 5868.95 6165.35 6470.41 6791.07 7136.00 1253 Neighborhood HR 1/1/2009 33.86 35.57 37.33 39.18 41.17 S Development Services Mgr MO 7/1/2009 5920.95 6219.08 6527.61 6850.00 7198.39 1254 Planning Manager HR 7/1/2009 34.16 35.88 37.66 39.52 41.53 1274 Public Safety Communications Manager 1262 Transit Manager 11102 Utility Engineer 972 10101 Deputy Human Resource MO 1/1/2008 5333.36 5600.29 5882.82 6174.01 6480.81 Manager HR 1/1/2008 30.77 32.31 33.94 35.62 37.39 10303 Financial Services Officer MO 7/1/2008 5413.10 5683.49 5969.49 6265.88 6576.14 13101 Parks Operations HR 7/1/2008 31.23 32.79 34.44 36.15 37.94 Supervisor MO 1/1/2009 5589.89 5868.95 6165.35 6470.41 6791.07 1266 Refuse and Recycling HR 1/1/2009 32.25 33.86 35.57 37.33 39.18 Manager MO 7/1/2009 5638.42 5920.95 6219.08 6527.61 6850.00 11104 Senior Engineer HR 7/1/2009 32.53 34.16 35.88 37.66 39.52 11202 Senior Project Planner (Transit) 11901 Supervising Senior Analyst • 10304 Treasury Services Officer 1242 Utility Customer Services Manager 11105 Water /Irrigation Engineer 0. • Pay Master Ordinance 01/15/2012 -- 28 -- • Pay Class Code Code Class Title A B C D E F 973 1324 Assistant City Attorney 1 MO 1/1/2008 5076.84 5333.36 5600.29 5882.82 6174.01 1234 City Clerk HR 1/1/2008 29.29 30.77 32.31 33.94 35.62 11101 Construction Supervisor MO 7/1/2008 5151.37. 5413.10 5683.49 5969.49 6265.88 1421 Court Services Manager HR 7/1/2008 29.72 31.23 32.79 34.44 36.15 11410 Neighborhood MO 1/1/2009 5319.50 5589.89 5868.95 6165.35 6470.41 Development Services HR 1/1/2009 30.69 32.25 33.86 35.57 37.33 Operations Supervisor MO 7/1/2009 5366.30 5638.42 5920.95 6219.08 6527.61 11902 Operations Supervisor HR 7/1/2009 30.96 32.53 34.16 35.88 37.66 13102 Parks Superintendent 17101 Public Safety Assistant Communications Manager 13302 Street Maintenance Supervisor 11201 Supervising Associate Planner 11251 Supervising Code Inspector 11103 Supervising Traffic Engineer 11106 Surface Water Engineer 11301 Traffic Operations Supervisor 15102 Wastewater Treatment Plant Process Control Supervisor 974 12201 Industrial Maintenance MO 1/1/2008 4837.64 5076.84 5333.36 5600.29 5882.82 Supervisor HR 1/1/2008 27.91 29.29 30.77 32.31 33.94 10201 Senior Analyst(Exempt) MO 7/1/2008 4908.71 5151.37 5413.10 5683.49 5969.49 15201 Water Treatment Plant HR 7/1/2008 28.32 29.72 31.23 32.79 34.44 Supervisor MO 1/1/2009 5069.90 5319.50 5589.89 5868.95 6165.35 HR 1/1/2009 29.25 30.69 32.25 33.86 35.57 MO 7/1/2009 5114.97 5366.30 5638.42 5920.95 6219.08 HR 7/1/2009 29.51 30.96 32.53 34.16 35.88 975 10302 Accountant MO 1/1/2008 4607.11 4837.64 5076.84 5333.36 5600.29 11502 Aquatics Program HR 1/1/2008 26.58 27.91 29.29 30.77 32.31 Supervisor MO 7/1/2008 4674.71 4908.71 5151.37 5413.10 5683.49 10102 Chief Examiner HR 7/1/2008 26.97 28.32 29.72 31.23 32.79 12103 Equipment Supervisor MO 1/1/2009 4827.24 5069.90 5319.50 5589.89 5868.95 11730 Forensic Supervisor HR 1/1/2009 27.85 29.25 30.69 32.25 33.86 15301 Lab Coordinator MO 7/1/2009 4870.57 5114.97 5366.30 5638.42 5920.95 10301 Payroll Officer HR 7/1/2009 28.10 29.51 30.96 32.53 34.16 15104 Pretreatment Supervisor • 1431 Probation Services Manager 10202 Project Manager 13301 Street Supervisor Pay Master Ordinance 01/15/2012 -- 29 -- Pay Class 0111r Code Class Title A B C D E F 13701 Traffic Sign Supervisor 14201 Transit Operations Supervisor 13201 Wastewater Maintenance . Supervisor 13501 Water Distribution Supervisor . 976 13401 Irrigation Supervisor MO 1/1/2008 4381.78 4607.11 4837.64 5076.84 5333.36 10203 Lead Applications HR 1/1/2008 25.28 26.58 27.91. 29.29 30.77 System Designer MO 7/1/2008 4445.91 4674.71 4908.71 5151.37 5413.10 11750 Lead Police Support HR 7/1/2008 25.65 26.97 28.32 29.72 31.23 Services Supervisor MO 1/1/2009 4591.51 4827.24 5069.90 5319.50 5589.89 11503 Recreation Supervisor HR 1/1/2009 26.49 27.85 29.25 30.69 32.25 11805 Senior Buyer MO 7/1/2009 4631.38 4870.57 5114.97 5366.30 5638.42 15103 WWTP Chief Operator HR 7/1/2009 26.72 28.10 29.51 30.96 32.53 977 11720 Corrections Sergeant MO 1/1/2008 4178.99 4381.78 4607.11 4837.64 5076.84 12101 Equipment Maintenance HR 1/1/2008 24.11 25.28 26.58 .27.91 29.29 MO 7/1/2008 4241.39 4445.91 4674.71 4908.71 5151.37 HR 7/1/2008 24.47 25.65 26.97 28.32 29.72 MO 1/1/2009 4380.05 4591.51 4827.24 5069.90 5319.50 ill HR 1/1/2009 25.27 26.49 27.85 29.25 30.69 MO 7/1/2009 4418.18 4631.38 4870.57 5114.97 5366.30 HR 7/1/2009 25.49 26.72 28.10 29.51 30.96 978 13601 Building Superintendent MO 1/1/2008 3974.46 4178.99 4381.78 4607.11 4837.64 13103 Cemetery Supervisor HR 1/1/2008 22.93 24.11 25.28 26.58 27.91 11602 Code Inspections Office MO 7/1/2008 4033.39 4241.39 4445.91 4674.71 4908.71 Supervisor HR 7/1/2008 23.27 24.47 25.65 26.97 28.32 11710 Police Services Supervisor MO 1/1/2009 4165.12 4380.05 4591.51 4827.24 5069.90 1432 Probation Officer HR 1/1/2009 24.03 25.27 26.49 27.85 29.25 11401 Senior Program Supervisor MO 7/1/2009 4201.52 4418.18 4631.38 4870.57 5114.97 14202 Transit Field Operations HR 7/1/2009 24.24 25.49 26.72 28.10 29.51 • Supervisor 14301 Utility Service Supervisor 979 1331 Administrative Assistant to MO 1/1/2008 3792.46 3974.46 4178.99 4381.78 4607.11 the City Manager HR 1/1/2008 21.88 22.93 24.11. 25.28 26.58 10502 Deputy City Clerk MO 7/1/2008 3847.93 4033.39 4241.39 4445.91 4674.71 1311 Executive Secretary HR 7/1/2008 22.20 23.27 24.47 25.65 26.97 12102 'Mechanic II MO 1/1/2009 3974.46 4165.12 4380.05 4591.51 4827.24 11604 Parks and Recreation HR 1/1/2009 22.93 24.03 25.27 26.49 27.85 Administrative Associate MO 7/1/2009 4009.12 4201.52 4418.18 4631.38 4870.57 14101 Solid Waste Supervisor HR 7/1/2009 23.13 24.24 25.49 26.72 28.10 0 16101 Administrative Assistant MO 1/1/2008 3610.46 3792.46 3974.46 4178.99 4381.78 to Fire Chief HR 1/1/2008 20.83 . 21.88 22.93 24.11 25.28 Pay Master Ordinance 01/15/2012 . -- 30 -- Pay Class Code Code Class Title A B C D E F 11701 Administrative Assistant to MO 7/1/2008 3664.20 3847.93 4033.39 4241.39 4445.91 to Police Chief HR 7/1/2008 21.14 22.20 23.27 24.47 25.65 1434 Case Specialist MO 1/1/2009 3783.79 3974.46 4165.12 4380.05 4591.51 1423 Certified Court Interpreter HR 1/1/2009 21.83 22.93 24.03 25.27 26.49 11601 Community & Economic MO 7/1/2009 3816.73 4009.12 4201.52 4418.18 4631.38 Development Office HR 7/1/2009 22.02 23.13 24.24 25.49 26.72 Administrator 1430 Deputy Court Services Manager 10601 Engineering Contracts Specialist 10506 Executive Assistant 10510 Legal Assistant III 11501 Recreation Program Supervisor 981 10305 Financial Services MO 1/1/2008 3433.67 3610.46 3792.46 3974.46 4178.99 Technician - Payroll HR 1/1/2008 19.81 20.83 21.88 22.93 24.11 10103 Human Resources MO 7/1/2008 3483.93 3664.20 3847.93 4033.39 4241.39 Specialist HR 7/1/2008 20.10 21.14 22.20 23.27 24.47 • MO 1/1/2009 3598.33 3783.79 3974.46 4165.12 4380.05 HR 1/1/2009 20.76 21.83 22.93 24.03 25.27 MO 7/1/2009 3629.53 3816.73 4009.12 4201.52 4418.18 • HR 7/1/2009 20.94 22.02 23.13 24.24 25.49 982 10602 Engineering Office MO 1/1/2008 3277.67 3433.67 3610.46 3792.46 3974.46 Assistant HR 1/1/2008 18.91 19.81 20.83 21.88 22.93 10520 Utility and Finance MO 7/1/2008 3326.20 3483.93 3664.20 3847.93 4033.39 Assistant HR 7/1/2008 19.19 20.10 21.14 22.20 23.27 MO 1/1/2009 3435.40 3598.33 3783.79 3974.46 4165.12 HR 1/1/2009 19.82 20.76 21.83 22.93 24.03 MO 7/1/2009 3464.87 3629.53 3816.73 4009.12 4201.52 • HR 7/1/2009 19.99 20.94 22.02 23.13 24.24 983 10507 Administrative Secretary MO 1/1/2008 3116.47 3277.67 3433.67 3610.46 3792.46 10511 Legal Assistant II HR 1/1/2008 17.98 18.91 19.81 20.83 21.88 11603 Public Works Office MO 7/1/2008 3163.27 3326.20 3483.93 3664.20 3847.93 Assistant HR 7/1/2008 18.25 19.19 20.10 21.14 22.20 MO 1/1/2009 3267.27 3435.40 3598.33 3783.79 3974.46 HR 1/1/2009 18.85 19.82 20.76 21.83 22.93 MO 7/1/2009 3296.74 3464.87 3629.53 3816.73 4009.12 HR 7/1/2009 19.02 19.99 20.94 22.02 23.13 984 10104 Human Resources MO 1/1/2008 2969.14 3116.47 3277.67 3433.67 3610.46 Assistant HR 1/1/2008 17.13 17.98 18.91 19.81 20.83 • 10512 Legal Assistant I MO 7/1/2008 3012.48 3163.27 3326.20 3483.93 3664.20 HR 7/1/2008 17.38 18.25 19.19 20.10. 21.14 • MO 1/1/2009 3111.27 3267.27 3435.40 3598.33 3783.79 Pay Master Ordinance 01/15/2012 -- 31 -- Pay Class 410 Code Class Title A B C D E F HR 1/1/2009 17.95 18.85 19.82 20.76 21.83 • MO 7/1/2009 3139.01 3296.74 3464.87 3629.53 3816.73 HR 7/1/2009 18.11 19.02 19.99 20.94 22.02 985 No Allocated MO 1/1/2008 2830.48 2969.14 3116.47 3277.67 3433.67 Classification HR 1/1/2008 16.33 17.13 17.98 18.91 19.81 MO 7/1/2008 2872.08 3012.48 3163.27 3326.20 3483.93 HR 7/1/2008 16.57 17.38 18.25 19.19 20.10 MO 1/1/2009 2965.68 3111.27 3267.27 3435.40 . 3598.33 HR 1/1/2009 17.11 17.95 18.85 19.82 20.76 MO 7/1/2009 2991.68 3139.01 3296.74 3464.87 3629.53 HR 7/1/2009 17.26 18.11 19.02 19.99 20.94 986 No Allocated MO 1/1/2008 2693.55 2830.48 2969.14 3116.47 3277.67 Classification HR 1/1/2008 15.54 16.33 17.13 17.98 18.91 MO 7/1/2008 2733.41 2872.08 3012.48 3163.27 3326.20 HR 7/1/2008 15.77 16.57 17.38 18.25 19.19 MO 1/1/2009 2823.55 2965.68 3111.27 3267.27 3435.40 HR 1/1/2009 16.29 17.11 17.95 18.85 19.82 . MO 7/1/2009 2847.81 2991.68 3139.01 3296.74 3464.87 HR 7/1/2009 16.43 17.26 18.11 19.02 19.99 411) 1 1 8101 Communications Division MO 1/1/2008 2572.22 2693.55 2830.48 2969.14 3116.47 Office Assistant HR 1/1/2008 14.84 15.54 16.33 17.13 17.98 1422 Municipal Court Clerk MO 7/1/2008 2610.35 2733.41 2872.08 3012.48 3163.27 1433 Probation Services Clerk HR 7/1/2008 15.06 15.77 16.57 17.38 18.25 MO 1/1/2009 2695.28 2823.55 2965.68 3111.27 3267.27 HR 1/1/2009 15.55 16.29 17.11 17.95 18.85 MO 7/1/2009 2719.55 2847.81 2991.68 3139.01 3296.74 HR 7/1/2009 15.69 16.43 17.26 18.11 19.02 988 No Allocated MO 5/18/2008 2449.15 2572.22 2693.55 2830.48 2969.14 Classification HR 5/18/2008 14.13 14.84 15.54 16.33 17.13 MO 7/1/2008 2485.55 2610.35 2733.41 2872.08 3012.48 HR 7/1/2008 14.34 15.06 15.77 16.57 17.38 MO 1/1/2009 2567.02 2695.28 2823.55 2965.68 3111.27 HR 1/1/2009 14.81 15.55 16.29 17.11 17.95 MO 7/1/2009 2589.55 2719.55 2847.81 2991.68 3139.01 HR 7/1/2009 14.94 15.69 16.43 17.26 18.11 989 No Allocated MO 5/18/2008 2333.02 2449.15 2572.22 2693.55 2830.48 Classification HR 5/18/2008 13.46 14.13 14.84 15.54 16.33 MO 7/1/2008 2367.69 2485.55 2610.35 2733.41 2872.08 HR 7/1/2008 13.66 14.34 15.06 15.77 16.57 MO 1/1/2009 2445.69 2567.02 2695.28 2823.55 2965.68 • ill HR 1/1/2009 14.11 14.81 15.55 16.29 17.11 • Pay Master Ordinance 01/15/2012 -- 32 -- • Pay Class Code Code Class Title A B C D E _FAD MO 7/1/2009 2466.49 2589.55 2719.55 2847.81 2991.68 HR 7/1/2009 14.23 14.94 15.69 16.43 17.26 990 1424 Municipal Court Cashier MO 5/18/2008 2222.09 2333.02 2449.15 2572.22 2693.55 1425 Municipal Court HR 5/18/2008 12.82 • 13.46 14.13 14.84 15.54 Department Asst. MO 7/1/2008 2255.02 2367.69 2485.55 2610.35 2733.41 HR 7/1/2008 13.01 13.66 14.34 15.06 15.77 MO 1/1/2009 2329.56 2445.69 2567.02 2695.28 2823.55 HR 1/1/2009 13.44 14.11 14.81 15.55 16.29 MO 7/1/2009 2350.35 2466.49 2589.55 2719.55 2847.81 HR 7/1/2009 13.56 14.23 14.94 15.69 16.43 Section 5. Subsection 2.20.110C of the City of Yakima Municipal Code is hereby amended to read as follows: "C. Civil Service Classes Pay Class Code Code Class Title A B C D E F 1.0 No Allocated MO 1/1/2008 1625.84 1705.57 1776.63 1858.10 1937.83 Classification HR 1/1/2008 9.38 9.84 10.25 10.72 11.18 MO 1/1/2009 1683.03 1764.50 1839.03 1923.96 2005.43 HR 1/1/2009 9.71 10.18 10.61 11.10 11.57 1.5 No Allocated MO 1/1/2008 1669.17 1738.50 1819.97 1892.76 1975.96 Classification HR 1/1/2008 9.63 10.03 10.50 10.92 11.40 MO 1/1/2009 1728.10 1799.17 1884.10 . 1958.63 2045.29 HR 1/1/2009 9.97 10.38 10.87 11.30 11.80 2.0 8610 Labor Helper MO 1/1/2008 1705.57 1776.63 1858.10 1937.83 2017.56 5268 Lifeguard /Instructor HR 1/1/2008 9.84 10.25 10.72 11.18 11.64 MO 1/1/2009 1764.50 1839.03 1923.96 2005.43 2088.63 HR 1/1/2009 10.18 10.61 11.10 11.57 12.05 2.5 No Allocated MO 1/1/2008 1738.50 1819.97 1892.76 1975.96 2060.89 Classification HR . 1/1/2008 10.03 10.50 10.92 11.40 11.89 MO 1/1/2009 1799.17 1884.10 1958.63 2045.29 2133.69 HR 1/1/2009 10.38 10.87 11.30 11.80 12.31 3.0 No Allocated MO 1/1/2008 1776.63 1858.10 1937.83 2017.56 2116.36 Classification HR 1/1/2008 10.25 10.72 11.18 11.64 12.21 MO 1/1/2009 1839.03 1923.96 2005.43 2088.63 2190.89 HR 1/1/2009 10.61 11.10 11.57 12.05 12.64 3.5 No Allocated MO 1/1/2008 1819.97 1892.76 1975.96 2060.89 2159.69 Classification HR 1/1/2008 10.50 10.92 11.40 11.89 12.46 MO 1/1/2009 1884.10 1958.63 2045.29 2133.69 2235.96 HR 1/1/2009 10.87 11.30 11.80 12.31 12.90 Pay Master Ordinance 01/15/2012 - -33 -- • Pay Class gr e Code Class Title A B C D E F 4.0 No Allocated MO 1/1/2008 1858.10 1937.83 2017.56 2116.36 2206.49 Classification HR 1/1/2008 10.72 11.18 11.64 12.21 12.73 MO 1/1/2009 1923.96 2005.43 2088.63 2190.89 2284.49 HR 1/1/2009 11.10 11.57 12.05 12.64 13.18 4.5 8511 Custodian MO 1/1/2008 1892.76 1975.96 2060.89 2159.69 2258.49 HR 1/1/2008 10.92 11.40 11.89 12.46 13.03 MO 1/1/2009 1958.63 2045.29 2133.69 2235.96 2338.22 HR 1/1/2009 11.30 11.80 12.31 12.90 13.49 5.0 6260 Police Cadet MO 1/1/2008 1937.83 2017.56 2116.36 2206.49 2310.49 HR 1/1/2008 11.18 11.64 12.21 12.73 13.33 MO 1/1/2009 2005.43 2088.63 2190.89 2284.49 2391.95 HR 1/1/2009 11.57 12.05 12.64 13.18 13.80 5.5 7511 Data Entry Operator I MO 1/1/2008 1975.96 2060.89 2159.69 2258.49 2359.02 7121 DepartmentAssistantl HR 1/1/2008 11.40 11.89 12.46 13.03 13.61 5201 Golf Starter MO 1/1/2009 2045.29 2133.69. 2235.96 2338.22 2442.22 6251 Police Department HR . 1/1/2009 11.80 12.31 12.90 13.49 14.09 Assistant No Allocated MO 1/1/2008 2017.56 2116.36 2206.49 2310.49 2419.69 Classification HR 1/1/2008 11.64 12.21 12.73 13.33 13.96 MO 1/1/2009 2088.63 2190.89 2284.49 2391.95 2504.62 HR 1/1/2009 12.05 12.64 13.18 13.80 14.45 6.5 2315 Cashier MO 1/1/2008 2060.89 2159.69 2258.49 2359.02 2468.22 7122 Department Assistant lI HR 1/1/2008 11.89 12.46 13.03 13.61 14.24 8820 Park Caretaker MO 1/1/2009 2133.69 2235.96 2338.22 2442.22 2554.88 5234 Recreation Leader HR 1/1/2009 12.31 12.90 13.49 14.09 14.74 7110 Senior Center Clerk 7.0 5267 Aquatic Leader MO 1/1/2008 2116.36 2206.49 2310.49 2419.69 2520.22 7512 Data Entry Operator II HR 1/1/2008 12.21 12.73 13.33 13.96 14.54 MO 1/1/2009 2190.89 2284.49 2391.95 2504.62 2608.62 HR 1/1/2009 12.64 13.18 13.80 14.45 15.05 7.5 No Allocated MO 1/1/2008 2159.69 2258.49 2359.02 2468.22 2575.68 • Classification HR 1/1/2008 12.46 13.03 13.61 14.24 14.86 MO 1/1/2009 2235.96 2338.22 2442.22 2554.88 2665.82 HR 1/1/2009 12.90 13.49 14.09 14.74 15.38 • • Pay Master Ordinance 01/15/2012 -- 34 -- Pay Class Code'''- Code Class Title A B C D E 8.0 7131 Word Processing Typist MO 1/1/2008 2206.49 2310.49 2419.69 2520.22 2631.15 HR 1/1/2008 12.73 13.33 13.96 14.54 15.18 MO 1/1/2009 2284.49 2391.95 2504.62 2608.62 2723.01 HR 1/1/2009 13.18 13.80 14.45 15.05 15.71 8.5 8541 Building Maintenance MO 1/1/2008 2258.49 2359.02 2468.22 2575.68 2705.68 Specialist HR 1/1/2008 13.03 13.61 14.24 14.86 15.61 7123 Department Assistant III MO 1/1/2009 2338.22 2442.22 2554.88 2665.82 2801.01 5202 Golf Course Attendant HR 1/1/2009 13.49 14.09 • 14.74 15.38 16.16 6243 Police Department Assistant III` 8301 Wastewater Facility Support Worker * Retained for Police Pension Purposes 9.0 2106 Computer Operations MO 1/1/2008 2310.49 2419.69 2520.22 2631.15 2769.81 Assistant HR 1/1/2008 13.33 13.96 14.54 15.18 15.98 8810 Park Laborer MO 1/1/2009 2391.95 2504.62 2608.62 2723.01 2866.88 8819 Parks Maintenance Worker HR 1/1/2009 13.80 14.45 15.05 15.71 16.54 2115 Publications and Graphics Specialist Laborer • 8710 St reet Laborer 9.5 2253 Community Programming MO 1/1/2008 2359.02 2468.22 2575.68 2705.68 2816.61 Assistant HR 1/1/2008 13.61 14.24 14.86 15.61 16.25 4111 Engineering Aid MO 1/1/2009 2442.22 2554.88 2665.82 2801.01 2915.41 6611 Lead Parking Enforcement HR 1/1/2009 14.09 14.74 15.38 16.16 16.82 Officer 8821 Park Specialist 4611 Traffic Aid 10.0 8204 Vehicle Maintenance MO 1/1/2008 2419.69 2520.22 2631.15 2769.81 2875.54 Attendant (Lead) HR 1/1/2008 13.96 14.54 15.18 15.98 16.59 MO 1/1/2009 2504.62 2608.62 2723.01 2866.88 2976.08 HR 1/1/2009 14.45 15.05 15.71 16.54 17.17 10.5 6511 Animal Control Lead MO 1/1/2008 2468.22 2575.68 2705.68 2816.61 2951.81 5266 Aquatic Specialist HR 1/1/2008 14.24 14.86 15.61 16.25 17.03 2232 Central Storekeeper MO 1/1/2009 2554.88 2665.82 2801.01 2915.41 3055.81 2105 Computer Operator/ HR 1/1/2009 14.74 15.38 16.16 16.82 17.63 Programmer 7124 Department Assistant IV 8421 Equipment Operator I 5121 Housing Rehabilitation Assistant 4110 8320 Laboratory Assistant Pay Master Ordinance 01/15/2012 -- 35 -- Pay Class e e Code Class Title A B C - D E F 8822 Park Specialist II 3310 Planning Specialist 5235 Recreation Activities Specialist 7111 Senior Center Assistant 8721 Street Cleaning Specialist I 8631 Utility Worker 8311 Wastewater Treatment Plant Operator I 11.0 2254 Municipal Producer MO 1/1/2008 2520.22 2631.15 2769.81 2875.54 3017.68 4211 Traffic Signal Aide HR 1/1/2008 14.54 15.18 15.98 16.59 17.41 MO 1/1/2009 2608.62 2723.01 2866.88 2976.08 3123.41 HR 1/1/2009 15.05 15.71 16.54 17.17 18.02 11.5 2107 Computer Operations MO 1/1/2008 2575.68 2705:68 2816.61 2951.81 3093.94 Technician HR 1/1/2008 14.86 15.61 16.25 17.03 17.85 8542 Facility Maintenance MO 1/1/2009 2665.82 2801.01 2915.41 3055.81 3201.41 Specialist HR 1/1/2009 15.38 16.16 16.82 17.63 18.47 5154 Neighborhood Development Development Assistant 0 8621 Monument Setter 7611 Print Shop Operator 12.0 6212 Assistant Evidence MO 1/1/2008 2631.15 2769.81 2875.54 3017.68 3156.34 Technician HR 1/1/2008 15.18 15.98 16.59 17.41 18.21 4410 Code Inspection Trainee MO 1/1/2009 2723.01 2866.88 2976.08 3123.41 3267.27 8422 Equipment Operator II HR 1/1/2009 15.71 16.54 17.17 18.02 18.85 6252 Police Services Specialist I 7315 Utility Service Representative 7151 Water /Irrigation Division Administrative Specialist 12.5 2312 Accounting Technician MO 1/1/2008 2705.68 2816.61 2951.81 3093.94 3230.87 2230 Assistant Buyer HR 1/1/2008 15.61 16.25 17.03 17.85 18.64 5254 Athletic Coordinator MO 1/1/2009 2801.01 2915.41 3055.81 3201.41 3343.54 8830 Cemetery Specialist HR 1/1/2009 16.16 16.82 17.63 18.47 19.29 2316 Financial Services Specialist 8818 Parks Maintenance Specialist 8823 Park Specialist III 5255 Recreation Coordinator 7141 Pension /Records Clerk 0 . 8840 Pool Maintenance Specialist Pay Master Ordinance 01/15/2012 --36 -- • Pay Class Code Code Class Title A B C D E F 2233 Purchasing Assistant 8641 Solid Waste Maintenance Worker 8722 Street Cleaning Specialist II 13.0 4121 Engineering Technician I MO 1/1/2008 2769.81 2875.54 3017.68 3156.34 3295.00 (Design) HR 1/1/2008 15.98 16.59 17.41 18.21 19.01 4122 Engineering Technician I MO 1/1/2009 2866.88 2976.08 3123.41 3267.27 3411.13 (Records) HR 1/1/2009 16.54 17.17 18.02 18.85 19.68 4131 Engineering Technician I (Survey) 6610 Parking Enforcement Officer 8111 Park Supervisor I 4441 Permit Technician 3312 Planning Technician 4621 Traffic Technician I 13.5 2101 Computer Programmer MO 1/1/2008 2816.61 2951.81 3093.94 3230.87 3381.67 2252 Community Programming HR 1/1/2008 16.25 17.03 17.85 18.64 19.51 Coordinator MO 1/1/2009 2915.41 3055.81 3201.41 3343.54 3499.53 • 8651 Concrete Specialist I HR 1/1/2009 16.82 17.63 18.47 19.29 20.19 8671 Irrigation Specialist I 8731 Wastewater Maintenance Specialist 8741 Waterworks Specialist I 8743 Waterworks Specialist III 14.0 8831 Cemetery Maintenance MO 1/1/2008 2875.54 3017.68 3156.34 3295.00 3451.00 Technician HR 1/1/2008 16.59 17.41 18.21 19.01 19.91 8423 Equipment Operator III MO 1/1/2009 2976.08 3123.41 3267.27 3411.13 3572.33 5122 Neighborhood Development HR 1/1/2009 17.17 18.02 18.85 19.68 20.61 Rehabilitation Specialist I 8221 Machinist 6242 Police Records Supervisor * 6253 Police Services Specialist II 4221 Signal Technician I " Retained for Police Pension Purposes 14.5 8203 Fleet Maintenance MO 1/1/2008 2951.81 3093.94 3230.87 3381.67 3527.27 Technician HR 1/1/2008 17.03 17.85 18.64 19.51 20.35 5130 Home Remodeling MO 1/1/2009 3055.81 3201.41 3343.54 3499.53 3650.33 Technician HR 1/1/2009 17.63 18.47 19.29 20.19 21.06 5152 Neighborhood Development Accounting Specialist Pay Master Ordinance 01/15/2012 -- 37 -- Class IIIIIVe Code Class Title A B C D E F 8302 Industrial Waste Operator 8711 Street Maintenance Specialist • 8750 Utilities Locator 7311 Water Service Specialist 8331 Water Treatment Plant Operator -In- Training 15.0 6510 Animal Control Officer MO 1/1/2008 3017.68 3156.34. 3295.00 3451.00 3613.93 4419 Code Compliance Officer HR 1/1/2008 17.41 18.21 19.01 19.91 20.85 2310 Grant Coordinator MO 1/1/2009 3123.41 3267.27 3411.13 3572.33 3740.46 5151 Housing Loan Specialist HR 1/1/2009 18.02 18.85 19.68 20.61 21.58 8672 Irrigation Specialist II 8242 Preventative Maintenance Technician 8663 Traffic Sign Specialist 8732 Wastewater Maintenance Specialist II 8312 Wastewater Treatment Plant Operator II • 8742 Waterworks Specialist II 0 5.5 8213 Automotive Storekeeper MO 1/1/2008 3093.94 3230.87 3381.67 3527.27 3700.60 6221 Corrections Officer HR 1/1/2008 17.85 18.64 19.51 20.35 21.35 8321 Laboratory Technician MO 1/1/2009 3201.41 3343.54 3499.53 3650.33 3830.59 8817 Parks Maintenance HR 1/1/2009 18.47 19.29 20.19 21.06 22.10 Technician 8205 Police Fleet Specialist 5256 Recreation Activities Coordinator 8322 Pretreatment Technician 8434 Solid Waste Code Compliance Officer 8433 Solid Waste Collector /Driver 8681 Storekeeper 16.0 6235 Corrections MO 1/1/2008 3156.34 3295.00 3451.00 3613.93 3776.86 Administrative Specialist HR 1/1/2008 18.21 19.01 19.91 20.85 21.79 4115 Engineering Utility MO 1/1/2009 3267.27 3411.13 3572.33 3740.46 3908.59 Specialist HR 1/1/2009 18.85 19.68 20.61 21.58 22.55 4310 Plans Examiner I (Residential) . 6241 Police Information Specialist* 4222 Signal Technician II 8251 Waterworks Device III Technician • Pay Master Ordinance 01/15/2012 -- 38 -- . Pay Class Code Code Class Title A B C D E F • 8745 Waterworks Drafting /Service Representative * Retained for Police Pension Purposes 16.5 8841 Aquatic Maintenance MO 1/1/2008 3230.87 3381.67 3527.27 3700.60 3877.39 Technician HR 1/1/2008 18.64 19.51 20.35 21.35 22.37 3311 Assistant Planner MO 1/1/2009 3343.54 3499.53 3650.33 3830.59 4012.59 2231 Buyer I HR 1/1/2009 19.29 20.19 21.06 22.10 23.15 7171 Communications & Technology Office Assistant 4125 Engineering Technician II 2102 GIS Technician 8825 Golf Course Maintenance Specialist 5271 Parks and Recreation Administrative Specialist 2103 Programmer Analyst 2262 Safety and Training Officer 8664 Senior Traffic Sign Specialist 4622 Traffic Technician II 8751 Utilities Locator /Safety 17.0 4141 Construction Inspector MO 1/1/2008 3295.00 3451.00 3613.93 3776.86 3958.86 4134 Engineering Technician III HR 1/1/2008 19.01 19.91 20.85 21.79 22.84 (Design) MO 1/1/2009 3411.13 3572.33 3740.46 3908.59 4097.52 4135 Engineering Technician III HR 1/1/2009 19.68 20.61 21.58 22.55 23.64 (Development) 4133 Engineering Technician III (Survey) 6211 Evidence Technician 8241 Industrial Maintenance Mechanic 8673 Irrigation Crew leader 8211 Mlechanic 4128 Right of Way Agent 8701 Street Inspector 8733 Wastewater Maintenance Crew Leader 8744 Water Distribution Crew leader 8313 Wastewater Treatment Plant Operator III • • Pay Master Ordinance 01/15/2012 -- 39 -- Class e Code Class Title A BC D E F 17.5 8755 Construction Quality MO 1/1/2008 3381.67 3527.27 3700.60 3877.39 4050.72 Control Technician HR 1/1/2008 19.51 20.35 21.35 22.37 23.37 8323 Pretreatment Crew Leader MO 1/1/2009 3499.53 3650.33 3830.59 4012.59 4192.85 8713 Street Maintenance Crew HR 1/1/2009 20.19 21.06 22.10 23.15 24.19 Leader • 18.0 2251 Cable Television MO . 1/1/2008 3451.00 3613.93 3776.86 3958.86 4144.32 Coordinator HR 1/1/2008 19.91 20.85 21.79 22.84 23.91 5123 Neighborhood MO 1/1/2009 3572.33 3740.46 3908.59 4097.52 4289.92 Development HR 1/1/2009 20.61 21.58 ,22.55 23.64 24.75 Rehabilitation Specialist II 6210 Senior Evidence Technician 8252 Water Device Crew Leader 18.5 5156 Grant Financial MO 1/1/2008 3527.27 3700.60 3877.39 4050.72 4250.05 Specialist HR 1/1/2008 20.35 21.35 22.37 23.37 24.52 4240 Instrument Technician MO 1/1/2009 3650.33 3830.59 4012.59 4192.85 4399.12 8253 Water Automated Meter HR 1/1/2009 21.06 22.10 23.15 24.19 25.38 Infrastructure (AMI) Crew Leader 0 9.0 3321 Associate Planner MO 1/1/2008 3613.93 3776.86 3958.86 4144.32 4338.45 3320 Community Development HR 1/1/2008 20.85 21.79 22.84 23.91 25.03 Specialist MO 1/1/2009 3740.46 3908.59 4097.52 4289.92 4490.98 6265 Crime and Intelligence HR 1/1/2009 21.58 22.55 23.64 24.75 25.91 Analyst 3112 Engineering Associate 5124 Housing Rehabilitation Specialist III 8326 Laboratory Chemist 7161 Public Records Officer 2104 Senior Analyst 4632 Traffic Associate 19.5 2234 Buyer II MO 1/1/2008 3700.60 3877.39 4050.72 4250.05 4440.71 2108 Computer Client Services HR 1/1/2008 21.35 22.37 23.37 24.52 25.62 Technician MO 1/1/2009 3830.59 4012.59 4192.85 4399.12 • 4596.71 4421 Code Inspector HR 1/1/2009 22.10 23.15 24.19 25.38 26.52 4420 Fire Code Inspector . 20.0 2314 Budget Analyst MO 1/1/2008 3776.86 3958.86 4144.32 4338.45 4539.51 3323 Economic and HR 1/1/2008 21.79 22.84 23.91 25.03 26.19 Community Affairs MO 1/1/2009 3908.59 4097.52 4289.92 4490.98 4698.98 Specialist HR 1/1/2009 22.55 23.64 24.75 25.91 27.11 4315 Plans Examiner II III (Commercial) 8 332 Water Treatment Plant Operator II Pay Master Ordinance 01/15/2012 - -40 -- Pay Class Code Code Class Title A B C D E 20.5 2109 Applications Developer MO 1/1/2008 3877.39 4050.72 4250.05 4440.71 4650.44 4223 Signal Technician III HR 1/1/2008 22.37 23.37 24.52 25.62 26.83 8333 Water Treatment Plant MO 1/1/2009 4012.59 4192.85 4399.12 4596.71 4813.37 Operator III HR 1/1/2009 23.15 24.19 25.38 26.52 27.77 21.0 3130 Development Engineer MO 1/1/2008 3958.86 4144.32 4338.45 4539.51 4752.71 8324 Environmental Compliance HR 1/1/2008 22.84 23.91 25.03 26.19 27.42 Specialist MO 1/1/2009 4097.52 4289.92 4490.98 4698.98 4919.11 HR 1/1/2009 23.64 24.75 25.91 27.11 28.38 21.5 2114 Senior Applications MO 1/1/2008 4050.72 4243.12 4437.25 4650.44 4858.44 Developer HR 1/1/2008 23.37 24.48 25.60 26.83 28.03 2113 Senior Client Services MO 1/1/2009 4192.85 4392.18 4593.25 4813.37 5028.30 Technician HR 1/1/2009 24.19 25.34 26.50 27.77 29.01 3322 Senior Planner 4635 Traffic Signal System Analyst 8335 Water Quality Specialist 22.0 No Allocated MO 1/1/2008 4144.32 4338.45 4539.51 4752.71 4978.04 Classification HR 1/1/2008 23.91 25.03 26.19 27.42 28.72 MO 1/1/2009 4289.92 4490.98 4698.98 4919.11 5153.10 • HR 1/1/2009 24.75 25.91 27.11 28.38 29.73 22.5 3120 Design Engineer MO 1/1/2008 4243.12 4437.25 4650.44 4858.44 5088.97 3115 Project Engineer HR 1/1/2008 24.48 25.60 26.83 28.03 29.36 MO 1/1/2009 4392.18 4593.25 4813.37 5028.30 5267.50 HR 1/1/2009 25.34 26.50 27.77 29.01 30.39 23.0 2110 Database Administrator MO 1/1/2008 4338.45 4539.51 4752.71 4978.04 5198.17 2116 Lead Client Services HR 1/1/2008 25.03 26.19 27.42 28.72 29.99 Technician MO 1/1/2009 4490.98 4698.98 4919.11 5153.10 5380.16 HR 1/1/2009 25.91 27.11 28.38 29.73 31.04 23.5 No Allocated MO 1/1/2008 4437.25 4650.44 4858.44 5088.97 5309.10 Classification HR 1/1/2008 25.60 26.83 28.03 29.36 30.63 MO 1/1/2009 4593.25 4813.37 5028.30 5267.50 5494.56 HR 1/1/2009 26.50 27.77 29.01 30.39 31.70 24.0 2117 Web Applications MO 1/1/2008 4539.51 4752.71 4978.04 5198.17 5458.16 Developer /Administrator HR 1/1/2008 26.19 27.42 28.72 29.99 31.49 MO 1/1/2009 4698.98 4919.11 5153.10 5380.16 5648.82 • HR 1/1/2009 27.11 28.38 29.73 31.04 32.59 Pay Master Ordinance 01/15/2012 -- 41 -- Pay Class 4r Code Class Title A B C D E F • 24.5 No Allocated MO 1/1/2008 4650.44 4858.44 5088.97 5309.10 5577.76 Classification HR 1/1/2008 26.83 28.03 29.36 30.63 32.18 MO 1/1/2009 4813.37 5028.30 5267.50 5494.56 5773.62 HR 1/1/2009 27.77 29.01 30.39 31.70 33.31 25.0 2112 Network Services Engineer MO 1/1/2008 4752.71 4978.04 5198.17 5458.16 5730.29 HR 1/1/2008 27.42 28.72 29.99 31.49 33.06 MO 1/1/2009 4919.11 5153.10 5380.16 5648.82 5931.35 HR 1/1/2009 28.38 29.73 31.04 32.59 34.22 25.5 No Allocated MO 1/1/2008 4858.44 5088.97 5309.10 5577.76 5853.35 Classification HR 1/1/2008 28.03 29.36 30.63 32.18 33.77 MO 1/1/2009 5028.30 5267.50 5494.56 5773.62 6057.88 HR 1/1/2009 29.01 30.39 31.70 33.31 34.95 26.0 No Allocated MO 1/1/2008 4978.04 5198.17 5458.16 5730.29 6018.02 Classification HR 1/1/2008 28.72 29.99 31.49 33.06 34.72 MO 1/1/2009 5153.10 5380.16 5648.82 5931.35 6229.48 HR 1/1/2009 29.73 31.04 32.59 34.22 35.94 26.5 No Allocated MO 1/1/2008 5088.97 5309.10 5577.76 5853.35 6146.28 S Classification HR 1/1/2008 29.36 30.63 32.18 33.77 35.46 MO 1/1/2009 5267.50 5494.56 5773.62 6057.88 6361.21 HR 1/1/2009 30.39 31.70 33.31 34.95 36.70 27.0 No Allocated MO 1/1/2008 5198.17 5458.16 5730.29 6018.02 6316.15 Classification HR 1/1/2008 29.99 31.49 33.06 34.72 36.44 MO 1/1/2009 5380.16 5648.82 5931.35 6229.48 6538.01 HR 1/1/2009 31.04 32.59 34.22 35.94 37.72 27.5 No Allocated MO 1/1/2008 5309.10 5577.76 5853.35 6146.28 6451.34 Classification HR 1/1/2008 30.63 32.18 33.77 35.46 37.22 MO 1/1/2009 5494.56 5773.62 6057.88 6361.21 6676.67 HR 1/1/2009 31.70 33.31 34.95 36.70 38.52 28.0 No Allocated MO 1/1/2008 5458.16 5730.29 6018.02 6316.15 6640.27 Classification HR 1/1/2008 31.49 33.06 34.72 36.44 38.31 MO 1/1/2009 5648.82 5931.35 6229.48 6538.01 6872.53 HR 1/1/2009 32.59 34.22 35.94 37.72 39.65 28.5 No Allocated MO 1/1/2008 5577.76 5853.35 6146.28 6451.34 6777.20 Classification HR 1/1/2008 32.18 33.77 35.46 37.22 39.10 MO 1/1/2009 5773.62 6057.88 6361.21 6676.67 7014.67 HR 1/1/2009 33.31 34.95 36.70 38.52 40.47 Pay Master Ordinance 01/15/2012 -- 42 -- • Pay Class Code Code Class Title A B C D E 29.0 No Allocated MO 1/1/2008 5730.29 6018.02 6316.15 6640.27 6971.33 Classification HR 1/1/2008 33.06 34.72 36.44 38.31 40.22 MO 1/1/2009 5931.35 6229.48 6538.01 6872.53 7215.73 HR 1/1/2009 34.22 35.94 37.72 39.65 41.63 29.5 No Allocated MO 1/1/2008 5853.35 6146.28 6451.34 6777.20 7115.19 Classification HR 1/1/2008 33.77 35.46 37.22 39.00 41.05 MO 1/1/2009 6057.88 6361.21 6676.67 7014.67 7364.79 HR 1/1/2009 34.96 36.70 38.52 40.47 42.49 Section 6. Subsection 2.20.11 OG of the City of Yakima Municipal Code is hereby amended to read as follows: G. Seasonal or Temporary Work Classes Steps Pay Class Class Title Code Code A B C 914 9114 City Worker (Outside) MO 1/1/2011 1502.77 1551.3 1705.57 9125 City Worker (Inside) HR 1/1/2011 8.67 8.95 9.84 MO 1/1/2012 1566.9 1644.9 1809.57 HR 1/1/2012 9.04 9.49 10.44 931 9131 Rule 9 Legal Intern MO 12/19/2010 3139.01 3464.87 3816.73 HR 12/19/2010 18.11 19.99 22.02 915 9126 Temporary Refuse Helper HR 1/1/2006 10.01 10.94 11.95 941 9151 Judge Pro Tem HR 11/22/09 69.00 • Section 7. 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 13th day of December 2011. ATTEST: City Clerk Publication Date: Effective Date:_ Pay Master Ordinance 01/15/2012 -- 43 --