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08-19-2008 City Council Regular Meeting PacketCity of Grand Island Tuesday, August 19, 2008 Council Session Packet City Council:Mayor: Margaret Hornady City Administrator: Jeff Pederson City Clerk: RaNae Edwards T u 7:00:00 PM Council Chambers - City Hall 100 East First Street Tom Brown Larry Carney John Gericke Peg Gilbert Joyce Haase Robert Meyer Mitchell Nickerson Bob Niemann Kirk Ramsey Jose Zapata Call to OrderCity of Grand Island City Council A - SUBMITTAL OF REQUESTS FOR FUTURE ITEMS Individuals who have appropriate items for City Council consideration should complete the Request for Future Agenda Items form located at the Information Booth. If the issue can be handled administratively without Council action, notification will be provided. If the item is scheduled for a meeting or study session, notification of the date will be given. B - RESERVE TIME TO SPEAK ON AGENDA ITEMS This is an opportunity for individuals wishing to provide input on any of tonight's agenda items to reserve time to speak. Please come forward, state your name and address, and the Agenda topic on which you will be speaking. MAYOR COMMUNICATION This is an opportunity for the Mayor to comment on current events, activities, and issues of interest to the community. Call to Order Pledge of Allegiance Roll Call Invocation - Reverend Nancy Lambert, Trinity United Methodist Church, 511 North Elm Street This is an open meeting of the Grand Island City Council. The City of Grand Island abides by the Open Meetings Act in conducting business. A copy of the Open Meetings Act is displayed in the back of this room as required by state law. The City Council may vote to go into Closed Session on any agenda item as allowed by state law. City of Grand Island City Council Item F1 Ordinance # 9178 - Sale of Lot 8, Platte Valley Industrial Park Third Subdivision Tuesday, August 19, 2008 Council Session City of Grand Island Staff Contact: Wesley Nespor;Gary Mader City of Grand Island City Council Council Agenda Memo From: Wesley Nespor, Asst. City Attorney/Purchasing Gary R. Mader, Utilities Director Meeting: August 19, 2008 Subject: Sale of Lot 8, Platte Valley Industrial Park Third Subdivision Item #’s: F-1 Presenter(s): Gary R. Mader, Utilities Director Background The Platte Valley Industrial Park original purchase was done by the Electric Department in 1984. That property consisted of 147 acres which was subsequently platted and developed with full municipal infrastructure into industrial development lots. Since that initial acquisition, the Grand Island Area Economic Development Corporation (EDC) has acquired additional properties adjacent to the original development and has expanded the park to include most of a half section. The Electric Department still has two unsold lots. A map of the park is attached for reference. Discussion The EDC is interested in purchasing one of the remaining unsold lots in the City owned portion of the Industrial Park; 4811 Gold Core Drive – Lot #8, Platte Valley Industrial Park Third Subdivision – 4.66 acres. A copy of the previous correspondence and the written offer are attached. Lot #8 is immediately adjacent to the Industrial Park property owned by the EDC. EDC has found a party interested in purchasing a portion (approximately three acres) of the City owned lot. The balance of that lot, approximately 1.66 acres, is proposed to be added to the EDC owned Lot #7 which is immediately north of the City owned lot, and upon which the EDC has constructed a spec building. The purchase would accomplish the sale of another City owned lot and would allow for increased truck turning clearance on the south end of the EDC spec building. EDC proposed to re-plat the two lots, adding area to their Lot #7 and reducing the size of Lot #8 to the three acre size required by the development prospect. The current asking price for Industrial Park property is $32,000 per acre, with a $2,000 per acre discount for the landscaping requirements included in the covenants and zoning of the area, resulting in a net asking price of $30,000. Lot #8 has remained unsold since the property was first acquired over twenty years ago, and there are not any other offers pending at the current time. EDC has made an offer to purchase. As a part of the offer, EDC accepts all costs associated with re-platting Lots #7 and #8 to accomplish the desired modified configuration. EDC also points out that they have been instrumental in accomplishing the sale of City owned land in the past, which has eliminated the payment of brokerage commissions by the City. And there would be no brokerage commissions for this proposed sale. Therefore, EDC’s offer is at a discounted price of $27,000 per acre. The total purchase price would be $125,820. An ordinance has been prepared to accomplish the sale in accordance with legal requirements for transfer of City owned property. A copy of the ordinance is attached. Alternatives It appears that the Council has the following alternatives concerning the issue at hand. The Council may: 1. Move to approve 2. Refer the issue to a Committee 3. Postpone the issue to future date 4. Take no action on the issue Recommendation City Administration recommends that the Council approve the sale of Lot #8, Platte Valley Industrial Park Third Subdivision to the Grand Island Area Economic Development Corporation for the price of $125,820. Sample Motion Make a motion to approve the ordinance for sale of Lot #8, Platte Valley Industrial Park Third Subdivision. Approved as to Form ¤ ___________ August 15, 2008 ¤ City Attorney ORDINANCE NO. 9178 An ordinance directing and authorizing the sale of real estate to Grand Island Area Economic Development Corporation; providing for the giving of notice of such conveyance and the terms thereof; providing for the right to file a remonstrance against such conveyance; providing for publication and the effective date of this ordinance. BE IT ORDAINED BY THE MAYOR AND COUNCIL OF THE CITY OF GRAND ISLAND, NEBRASKA: SECTION 1. The City of Grand Island, Nebraska, will convey to Grand Island Area Economic Development Corporation a tract of land legally described as: Lot Eight (8) Platte Valley Industrial Park Third Subdivision to the City of Grand Island, Hall County, Nebraska SECTION 2. In consideration for such conveyance the purchaser shall pay the City the sum of One Hundred Twenty-Five Thousand Eight Hundred Twenty and No/100 Dollars ($125,820.00). The buyer will be responsible for the costs of recording the deed and one half the cost of a title insurance owner’s policy and all the cost of any lender’s policy. Conveyance of the real estate above described shall be by warranty deed, upon payment of the consideration pursuant to the terms and conditions of an Agreement for Warranty Deed between the parties. SECTION 3. As provided by law, notice of such conveyance and the terms thereof shall be published for three consecutive weeks in the Grand Island Independent, a newspaper published for general circulation in the City of Grand Island. Immediately after the passage and publication of this ordinance, the City Clerk is hereby directed and instructed to prepare and publish said notice. ORDINANCE NO. (Cont.) - 2 - Approved as to Form ‚ ___________ August 15, 2008 • City Attorney SECTION 4. Authority is hereby granted to the electors of the City of Grand Island to file a remonstrance against the conveyance of such within described real estate; and if a remonstrance against such conveyance signed by registered voters of the City of Grand Island equal in number to thirty percent of the registered voters of the City of Grand Island voting at the last regular municipal election held in such City be filed with the City Council within thirty days of passage and publication of such ordinance, said property shall not then, nor within one year thereafter, be conveyed. SECTION 5. The conveyance of said real estate is hereby authorized, directed and confirmed; and if no remonstrance be filed against such conveyance, the Mayor shall make, execute and deliver to Grand Island Area Economic Development Corporation a warranty deed for said real estate, and the execution of such deed is hereby authorized without further action on behalf of the City Council. SECTION 6. This ordinance shall be in force and take effect from and after its passage and publication, within fifteen days in one issue of the Grand Island Independent as provided by law. Enacted: _______________, 2008. ____________________________________ Margaret Hornady, Mayor Attest: ________________________________ RaNae Edwards, City Clerk Item F2 Ordinance # 9179 - Consideration of Approving Salary Ordinance Tuesday, August 19, 2008 Council Session City of Grand Island Staff Contact: Brenda Sutherland City of Grand Island City Council Council Agenda Memo From: Brenda Sutherland, Human Resources Director Meeting: August 19, 2008 Subject: Salary Ordinance #9179 Item #’s: F-2 Presenter(s): Brenda Sutherland, Human Resources Director Background The Human Resources Department prepares and brings forward for consideration a salary ordinance each year at budget time that sets forth wages for employees for the upcoming fiscal year. Many of the wages being presented are a reflection of wages that have been previously agreed to by the City Council when labor agreements were entered into. Some of the wages are a result of current negotiations and others are a result of regular annual range movement. In addition to wages, certain benefits that are part of labor agreements or personnel rules that are paid to employees are also outlined in the salary ordinance. Discussion The following changes are being presented to the Council for consideration in preparation for the next fiscal year which will begin on October 1, 2008. The wages addressed in this document will not be paid until the first full pay period in October which will commence on October 13, 2008. Employees covered by the AFSCME labor agreement will receive a 4% increase per contract, employees covered by the FOP labor agreement will receive a 3.5% increase per contract, employees covered by the IAFF labor agreement will receive a 3.25% increase per contract, and employees covered by the IBEW Wastewater labor agreement will receive a 3.25% increase per contract. A recommendation is made to increase non-union employees by 3.75% and department directors by 4.75%. The department directors should be on a three year cycle for position survey but considering the tight budget, a slight increase is recommended this year with follow up in next year’s budget. Additional changes would also include increasing the Fire Operations Division Chief, EMS Division Chief, Fire Prevention Division Chief, and the Training Division Chief range by 8% to keep pace with recent IAFF increases, increasing the Wastewater Superintendant position by 7.5% to keep pace in the market. This salary ordinance also contains the wages for employees covered by the IBEW Finance and IBEW Utilities labor agreements. The City and the IBEW shared the cost and information from a salary survey and negotiated the recommended wages using the current day wages and an additional 3.75% for future movement anticipated by the surveyed communities in the fall. Those wages moved by different percentages based on survey results. Both the bottom and the top end of the scales were moved according to survey results. Some positions were frozen and other positions moved quite a bit. The average when considering the frozen positions with the ones that did see movement was a net effect of around 3.5%. Additional changes included in the ordinance are a reflection of the items agreed to in the new IBEW Finance and Utilities labor agreements. Alternatives It appears that the Council has the following alternatives concerning the issue at hand. The Council may: 1. Move to approve 2. Refer the issue to a Committee 3. Postpone the issue to future date 4. Take no action on the issue Recommendation City Administration recommends that the Council approve Salary Ordinance #9179. Sample Motion Motion to approve Salary Ordinance #9179. Approved as to Form ¤ ___________ August 15, 2008 ¤ City Attorney ORDINANCE NO. 91709179 An ordinance to amend Ordinance 9156 9170 known as the Salary Ordinance which lists the currently occupied classifications of officers and employees of the City of Grand Island, Nebraska and established the ranges of compensation of such officers and employees; to remove Assistant Public Works Director and replace it with Manager of Engineering Services; to amend the salary ranges for the FOP labor agreement; to correct the salary range of Firefighter/EMT; and to adjust the salary range for Biosolids Technician; to amend the salary ranges of non-union employees; the employees covered under the AFSCME labor agreement; IBEW-Utilities and IBEW-Finance labor agreements; the IBEW-WWTP labor agreement; the FOP labor agreement; and the IAFF labor agreement; to remove the non-union Senior Maintenance Worker position; and to repeal those portions of Ordinance No. 9156 9170 and any parts of other ordinances in conflict herewith; to provide for severability; to provide for the effective date the reof; and to provide for publication of this ordinance in pamphlet form. BE IT ORDAINED BY THE MAYOR AND COUNCIL OF THE CITY OF GRAND ISLAND, NEBRASKA: SECTION 1. The currently occupied classifications of officers and general employees of the City of Grand Island, and the ranges of compensation (salary and wages, excluding shift differential as provided by contract) to be paid for such classifications, and the number of hours and work period which certain officers and general employees shall work prior to overtime eligibility are as follows: Classification Bi-Weekly Pay Range Min/Max Overtime Eligibility Accountant 1558.61/2193.83 1617.06/2276.10 Exempt Accounting Technician – Solid Waste, Streets 1053.92/1483.06 1093.44/1538.67 40 hrs/week ORDINANCE NO. 9170 9179(Cont.) - 2 - Classification Bi-Weekly Pay Range Min/Max Overtime Eligibility Administrative Assistant 1137.90/1602.11 1180.58/1662.19 40 hrs/week Assistant to the City Administrator 1483.44/2088.45 1539.07/2166.77 Exempt Assistant Utility Director – Administration 2896.69/4076.27 3005.32/4229.13 Exempt Assistant Utility Director – PGS & PCC 3137.79/4415.74 3255.46/4581.33 Exempt Attorney 2073.17/2917.27 2150.91/3026.67 Exempt Audio-Video Technician 1075.04/1512.69 1115.35/1569.42 40 hrs/week Biosolids Technician 1281.89/1804.47 1329.96/1872.14 40 hrs/week Building Department Director 2363.43/3324.37 2475.69/3482.27 Exempt Building Inspector 1364.31/1919.54 1415.47/1991.53 40 hrs/week Building Secretary 962.98/1354.57 999.09/1405.37 40 hrs/week Cemetery Superintendent 1412.00/1987.87 1464.95/2062.42 Exempt City Administrator 3824.06/5381.58 4005.70/5637.21 Exempt City Attorney 2761.31/3886.29 2892.47/4070.89 Exempt City Clerk 1587.03/2233.34 1646.54/2317.09 Exempt Civil Engineering Manager – Public Works Engineering 2103.36/2960.78 2182.24/3071.80 Exempt Civil Engineering Manager – Utility PCC 2313.37/3256.91 2400.12/3379.05 Exempt ORDINANCE NO. 9170 9179(Cont.) - 3 - Classification Bi-Weekly Pay Range Min/Max Overtime Eligibility Collection System Supervisor 1455.49/2048.29 1510.07/2125.10 40 hrs/week Communications Specialist/EMD 993.66/1401.65 1030.93/1454.21 40 hrs/week Community Development Administrator 1200.32/1688.99 1245.34/1752.33 Exempt Community Service Officer 855.50/1203.42 887.58/1248.55 40 hrs/week Custodian 855.02/1206.56 887.08/1251.81 40 hrs/week Electric Distribution Superintendent 2316.89/3259.62 2403.77/3381.86 Exempt Electric Distribution Supervisor 1957.37/2753.29 2030.77/2856.54 40 hrs/week Electric Underground Superintendent 2063.23/2903.10 2140.60/3011.97 Exempt Electrical Engineer I 1892.82/2664.80 1963.80/2764.73 Exempt Electrical Engineer II 2193.88/3087.91 2276.15/3203.71 Exempt Electrical Inspector 1364.31/1919.54 1415.47/1991.53 40 hrs/week Emergency Management Coordinator 955.73/1344.42 991.57/1394.84 40 hrs/week Emergency Management Deputy Director 1523.71/2144.11 1580.85/2224.51 Exempt Emergency Management Director 2168.54/3051.38 2271.55/3196.32 Exempt EMS Division Chief 1843.13/2593.37 1990.58/2800.84 Exempt Engineering Technician 1367.46/1923.98 1418.74/1996.13 40 hrs/week ORDINANCE NO. 9170 9179(Cont.) - 4 - Classification Bi-Weekly Pay Range Min/Max Overtime Eligibility Engineering Technician Supervisor 1563.01/2200.14 1621.62/2282.65 Exempt Equipment Operator, Solid Waste 1166.02/1642.08 1209.74/1703.66 40 hrs/week Evidence Technician 855.50/1203.42 887.58/1248.55 40 hrs/week Finance Director 2751.86/3872.46 2882.57/4056.40 Exempt Finance Secretary 962.98/1354.57 1071.82/1418.39 40 hrs/week Fire Chief 2507.23/3527.14 2626.32/3694.68 Exempt Fire Operations Division Chief 1983.85/2791.37 2142.56/3014.68 Exempt Fire Prevention Division Chief 1843.13/2593.37 1990.58/2800.84 Exempt Fire Training Division Chief 1843.13/2593.37 1990.58/2800.84 Exempt Fleet Services Superintendent 1571.63/2212.95 1630.56/2295.94 Exempt Fleet Services Supervisor 1309.48/1842.74 1358.58/1911.85 40 hrs/week Golf Course Superintendent 1758.77/2474.87 1824.72/2567.68 Exempt Grounds Management Crew Chief – Cemetery 1318.79/1855.90 1368.25/1925.50 40 hrs/week Grounds Management Crew Chief - Parks 1358.35/1911.57 1409.29/1983.25 40 hrs/week Human Resources Director 2419.14/3402.74 2534.05/3564.37 Exempt Human Resources Specialist 1253.86/1764.06 1300.87/1830.21 40 hrs/week ORDINANCE NO. 9170 9179(Cont.) - 5 - Classification Bi-Weekly Pay Range Min/Max Overtime Eligibility Information Technology Manager 2232.60/3141.30 2316.32/3259.09 Exempt Information Technology Supervisor 1873.12/2636.08 1943.36/2734.93 Exempt Legal Secretary 1101.13/1551.39 1142.42/1609.57 40 hrs/week Librarian I 1234.80/1736.85 1281.11/1801.98 Exempt Librarian II 1358.47/1911.27 1409.41/1982.94 Exempt Library Assistant I 861.53/1211.94 893.83/1257.38 40 hrs/week Library Assistant II 950.30/1337.14 985.94/1387.29 40 hrs/week Library Assistant Director 1611.20/2267.08 1671.62/2352.10 Exempt Library Clerk 722.11/1017.44 749.19/1055.59 40 hrs/week Library Director 2180.59/3069.43 2284.17/3215.23 Exempt Library Page 546.50/769.22 580.93/817.68 40 hrs/week Library Secretary 962.98/1354.57 999.09/1405.37 40 hrs/week Maintenance Worker I – Building, Library 991.17/1394.46 1028.34/1446.75 40 hrs/week Maintenance Worker I – Golf 1020.90/1436.29 1059.18/1490.15 40 hrs/week Maintenance Worker II – Building 1043.78/1471.98 1082.92/1527.18 40 hrs/week Maintenance Worker II – Golf 1075.09/1516.14 1115.40/1573.00 40 hrs/week ORDINANCE NO. 9170 9179(Cont.) - 6 - Classification Bi-Weekly Pay Range Min/Max Overtime Eligibility Manager of Engineering Services 2159.01/3037.57 2239.98/3151.48 Exempt Meter Reader Supervisor 1352.22/1904.34 1402.93/1975.75 Exempt Office Manager – Police Department 1152.67/1622.41 1195.90/1683.25 40 hrs/week Parking Monitor 573.10/807.33 594.59/837.60 40 hrs/week Parks and Recreation Director 2466.33/3468.97 2583.48/3633.74 Exempt Parks and Recreation Secretary 962.98/1354.57 999.09/1405.37 40 hrs/week Parks Superintendent 1645.42/2314.61 1707.12/2401.41 Exempt Payroll Specialist 1229.26/1729.46 1275.36/1794.32 40 hrs/week Planning Director 2445.47/3440.41 2561.63/3603.83 Exempt Planning Secretary 962.98/1354.57 999.09/1405.37 40 hrs/week Planning Technician 1466.36/2063.10 1521.35/2140.47 40 hrs/week Plans Examiner 1364.31/1919.54 1415.47/1991.53 40 hrs/week Plumbing Inspector 1364.31/1919.54 1415.47/1991.53 40 hrs/week Police Captain 1908.19/2684.91 1979.75/2785.60 Exempt Police Chief 2625.92/3696.25 2750.65/3871.82 Exempt Police Records Clerk 901.78/1269.70 935.60/1317.32 40 hrs/week ORDINANCE NO. 9170 9179(Cont.) - 7 - Classification Bi-Weekly Pay Range Min/Max Overtime Eligibility Power Plant Maintenance Supervisor 2162.96/3042.49 2244.07/3156.59 Exempt Power Plant Operations Supervisor 2251.27/3167.53 2335.70/3286.31 Exempt Power Plant Superintendent – Burdick 2465.98/3470.08 2558.46/3600.21 Exempt Power Plant Superintendent – PGS 2842.89/3998.62 2949.50/4148.57 Exempt Public Information Officer 1417.39/1994.13 1470.54/2068.91 Exempt Public Works Director 2762.44/3887.35 2893.66/4072.00 Exempt Purchasing Technician 1033.18/1453.33 1071.93/1507.82 40 hrs/week Receptionist 927.03/1304.42 961.79/1353.34 40 hrs/week Recreation Superintendent 1560.04/2194.39 1618.55/2276.68 Exempt Regulatory and Environmental Specialist 2133.06/3000.43 2213.05/3112.95 Exempt Senior Accountant 1760.15/2476.08 1826.15/2568.93 Exempt Senior Communications Specialist/EMD 1155.31/1625.04 1198.64/1685.98 40 hrs/week Senior Electrical Engineer 2401.98/3379.62 2492.06/3506.35 Exempt Senior Equipment Operator, Solid Waste 1224.33/1722.77 1270.24/1787.37 40 hrs/week Senior Maintenance Worker 1206.77/1698.62 40 hrs/week Senior Utility Secretary 965.82/1362.11 1002.03/1413.19 40 hrs/week Shooting Range Operator 1318.79/1855.90 40 hrs/week ORDINANCE NO. 9170 9179(Cont.) - 8 - Classification Bi-Weekly Pay Range Min/Max Overtime Eligibility 1368.25/1925.50 Shooting Range Superintendent 1560.04/2194.39 1618.55/2276.68 Exempt Solid Waste Division Cle rk 866.06/1218.43 898.54/1264.12 40 hrs/week Solid Waste Superintendent 1771.84/2493.32 1838.29/2586.82 Exempt Stormwater Technician 1367.46/1923.98 1418.74/1996.13 40 hrs/week Street Superintendent 1695.31/2387.81 1758.89/2477.35 Exempt Street Supervisor 1345.71/1892.62 1396.18/1963.59 40 hrs/week Turf Management Specialist 1364.06/1919.17 1415.21/1991.14 40 hrs/week Utility Director 3755.52/5282.96 3933.91/5533.90 Exempt Utility Production Engineer 2535.22/3567.88 2630.29/3701.68 Exempt Utility Secretary 962.98/1354.57 999.09/1405.37 40 hrs/week Utility Services Manager 1985.04/2793.41 2059.48/2898.16 Exempt Utility Warehouse Supervisor 1543.78/2171.30 1601.66/2252.73 40 hrs/week Victim Assistance Unit Coordinator 901.78/1269.70 935.60/1317.32 40 hrs/week Wastewater Engineering/Operations Superintendent 1908.50/2686.49 2051.64/2887.97 Exempt Wastewater Plant Chief Operator 1263.49/1778.57 1310.87/1845.26 40 hrs/week Wastewater Plant Maintenance Supervisor 1461.22/2056.46 40 hrs/week ORDINANCE NO. 9170 9179(Cont.) - 9 - Classification Bi-Weekly Pay Range Min/Max Overtime Eligibility 1516.01/2133.58 Wastewater Plant Process Supervisor 1515.27/2133.43 1572.10/2213.43 40 hrs/week Water Superintendent 1867.64/2627.09 1937.68/2725.61 Exempt Water Supervisor 1592.43/2242.64 1652.15/2326.74 40 hrs/week Worker / Seasonal 468.00/1600.00 524.00580.00/1600.00 Exempt Worker / Temporary 468.00/1600.00 524.00580.00/1600.00 40 hrs/week SECTION 2. The currently occupied classifications of employees of the City of Grand Island included under the AFSCME labor agreement, and the ranges of compensation (salary and wages, excluding shift differential as provided by contract) to be paid for such classifications, and the number of hours and work period which certain such employees included under the AFSCME labor agreement shall work prior to overtime eligibility are as follows: Classification Bi-Weekly Pay Range Min/Max Overtime Eligibility Equipment Operator – Streets 1026.30/1443.24 1067.36/1500.97 40 hrs/week Fleet Services Attendant/Clerk 932.99/1315.92 970.31/1368.56 40 hrs/week Fleet Services Inventory Specialist 1023.39/1440.33 1064.33/1497.94 40 hrs/week Fleet Services Mechanic 1170.74/1646.58 1217.58/1712.45 40 hrs/week Horticulturist 1083.66/1526.82 1127.00/1587.89 40 hrs/week Maintenance Worker – Cemetery 1018.53/1433.52 40 hrs/week ORDINANCE NO. 9170 9179(Cont.) - 10 - Classification Bi-Weekly Pay Range Min/Max Overtime Eligibility 1059.27/1490.86 Maintenance Worker – Parks 1011.73/1424.78 1052.20/1481.77 40 hrs/week Maintenance Worker – Streets 990.34/1393.67 1029.96/1449.42 40 hrs/week Senior Equipment Operator – Streets 1124.46/1583.20 1169.44/1646.53 40 hrs/week Senior Maintenance Worker – Parks 1124.46/1583.20 1169.44/1646.53 40 hrs/week Senior Maintenance Worker – Streets 1124.46/1583.20 1169.44/1646.53 40 hrs/week Traffic Signal Technician 1124.46/1583.20 1169.44/1646.53 40 hrs/week SECTION 3. The currently occupied classifications of employees of the City of Grand Island included under the IBEW labor agreements, and the ranges of compensation (salary and wages, excluding shift differential as provided by contract) to be paid for such classifications, and the number of hours and work period which certain such employees included under the IBEW labor agreements shall work prior to overtime eligibility are as follows: Classification Bi-Weekly Pay Range Min/Max Overtime Eligibility Accounting Clerk 1071.82/1006.32/1418.39 40 hrs/week Cashier 983.75/1340.53 40 hrs/week Computer Operator 1434.40/1885.62 40 hrs/week Computer Programmer 1703.42/2285.98 1559.09/2192.55 40 hrs/week Computer Technician 1477.44/1942.22 1216.22/1710.97 40 hrs/week Custodian 1148.73/1356.50 898.88/1264.89 40 hrs/week ORDINANCE NO. 9170 9179(Cont.) - 11 - Classification Bi-Weekly Pay Range Min/Max Overtime Eligibility Electric Distribution Crew Chief 2098.30/2668.66 1789.75/2517.54 40 hrs/week Electric Underground Crew Chief 2098.30/2668.66 1789.75/2517.54 40 hrs/week Engineering Technician I 1322.31/1891.98 1277.69/1797.62 40 hrs/week Engineering Technician II 1634.64/2241.32 1556.81/2191.62 40 hrs/week GIS Technician 1681.791677.71/2359.90 40 hrs/week Instrument Technician 1972.381852.21/2605.68 40 hrs/week Lineworker Apprentice 1279.06/1875.51 1266.56/1781.96 40 hrs/week Lineworker First Class 1938.77/2293.01 1622.18/2281.74 40 hrs/week Materials Handler 1596.40/2139.93 1509.86/2123.73 40 hrs/week Meter Reader 1150.20/1499.89 1022.06/1438.74 40 hrs/week Meter Technician 1546.45/1911.26 1272.50/1790.30 40 hrs/week Power Dispatcher I 1936.62/2692.66 1780.62/2504.46 40 hrs/week Power Dispatcher II 2034.06/2827.69 1870.22/2630.71 40 hrs/week Power Plant Maintenance Mechanic 1833.22/2282.70 1587.08/2232.39 40 hrs/week Power Plant Operator 2165.68/2522.65 1712.20/2408.26 40 hrs/week Senior Accounting Clerk 1204.75/1578.13 1057.06/1489.05 40 hrs/week Senior Engineering Technician 2068.27/2531.10 1677.71/2359.90 40 hrs/week ORDINANCE NO. 9170 9179(Cont.) - 12 - Classification Bi-Weekly Pay Range Min/Max Overtime Eligibility Senior Materials Handler 1838.09/2397.54 1667.14/2344.88 40 hrs/week Senior Meter Reader 1362.24/1616.82 1100.61/1546.98 40 hrs/week Senior Power Dispatcher 2352.96/3228.92 2063.62/2902.53 40 hrs/week Senior Power Plant Operator 2135.25/2737.33 1889.41/2657.90 40 hrs/week Senior Substation Technician 2514.09/1852.21/2605.68 40 hrs/week Senior Water Maintenance Worker 1493.74/1966.90 1370.39/1928.34 40 hrs/week Substation Technician 2327.38/1720.40/2419.78 40 hrs/week Systems Technician 2051.091852.21/2605.68 40 hrs/week Tree Trim Crew Chief 1837.37/1622.18/2281.74 40 hrs/week Utilities Electrician 1841.26/1720.40/2419.78 40 hrs/week Utility Technician 1798.35/2529.64 40 hrs/week Utility Warehouse Clerk 1328.81/1639.43 1147.70/1615.35 40 hrs/week Water Maintenance Worker 1244.51/1721.04 1210.83/1704.18 40 hrs/week Wireworker I 1398.10/1976.90 1398.10/1967.07 40 hrs/week Wireworker II 1938.77/2293.01 1622.18/2281.74 40 hrs/week SECTION 4. The currently occupied classifications of employees of the City of Grand Island included under the FOP labor agreement, and the ranges of compensation (salary and wages, excluding shift differential as provided by contract) to be paid for such classifications, and the number of hours and work period which certain such employees included under the FOP labor agreement shall work prior to overtime eligibility are as follows: ORDINANCE NO. 9170 9179(Cont.) - 13 - Classification Bi-Weekly Pay Range Min/Max Police Officer 1284.63/1795.83 1329.59/1858.69 Police Sergeant 1607.85/2203.12 1664.12/2280.23 OVERTIME ELIGIBILITY The City has reserved its right to the utilization of the 207(k) FLSA exemption and will implement this as the hours of work effective the first full pay period following the execution of the labor agreement. The pay period for purposes of calculating overtime shall consist of a fourteen (14) day cycle that runs concurrent with the City’s current payroll cycle. For purposes of calculating eligibility for overtime, “hours worked” shall include actual hours worked, vacation, personal leave and holiday hours. Employees shall be eligible for overtime when they exceed their hours scheduled for work in the fourteen (14) day pay cycle with a minimum of eighty (80) hours. There shall also be established for each employee in the bargaining unit a Training and Special Events bank of fifty (50) hours per individual per contract year. Each employee may be scheduled for training or special event duty with a minimum of seven (7) days notice prior to the commencement of the pay period and the training and special events bank hours may be added to the eighty (80) hour, two (2) week pay period up to eighty-six (86) hours and these hours shall not be eligible for overtime. Training and special events hours worked in excess of eighty-six (86) hours in a two week pay period will be eligible for overtime, but will not be subtracted from the training and special events bank. All work completed after eighty (80) hours in a pay period that is performed for work that is funded by grants from parties outside or other than the City of Grand Island, shall be paid overtime for the time worked after eighty (80) ORDINANCE NO. 9170 9179(Cont.) - 14 - hours, if the time is funded at overtime rates by the grant. Any such grant hours are not deducted from the training and special events bank. SECTION 5. The currently occupied classifications of employees of the City of Grand Island included under the IAFF labor agreement, and the ranges of compensation (salary and wages, excluding shift differential as provided by contract) to be paid for such classifications, and the number of hours and work period which certain such employees included under the IAFF labor agreement shall work prior to overtime eligibility are as follows: Classification Bi-Weekly Pay Range Min/Max Overtime Eligibility Fire Captain 1684.80/2336.07 1739.56/2412.00 212 hrs/28 days Firefighter / EMT 1251.72/1816.52 1292.40/1875.55 212 hrs/28 days Firefighter / Paramedic 1397.52/1973.76 1442.94/2037.92 212 hrs/28 days SECTION 6. The currently occupied classifications of the employees of the City of Grand Island included under the IBEW-WWTP labor agreement, and the ranges of compensation salary and wages, excluding shift differential as provided by contract, to be paid for such classifications, and the number of hours and work period which certain such employees included under the IBEW-WWTP labor agreement shall work prior to overtime eligibility are as follows: Classification Bi-Weekly Pay Range Min/Max Overtime Eligibility Accounting Technician – WWTP 1033.62/1454.40 1067.22/1501.67 40 hrs/week Equipment Operator – WWTP 1173.47/1651.20 1211.61/1704.86 40 hrs/week Maintenance Mechanic I 1173.47/1651.20 40 hrs/week ORDINANCE NO. 9170 9179(Cont.) - 15 - 1211.61/1704.86 Maintenance Mechanic II 1313.90/1848.80 1356.61/1908.89 40 hrs/week Maintenance Worker – WWTP 1173.47/1651.20 1211.61/1704.86 40 hrs/week Senior Equipment Operator – WWTP 1268.42/1784.80 1309.65/1842.81 40 hrs/week Wastewater Clerk 882.96/1242.40 911.66/1282.78 40 hrs/week Wastewater Plant Laboratory Technician 1245.68/1752.80 1286.17/1809.77 40 hrs/week Wastewater Plant Operator I 1049.53/1476.80 1083.64/1524.80 40 hrs/week Wastewater Plant Operator II 1173.47/1651.20 1211.61/1704.86 40 hrs/week SECTION 7. The classification of employees included under labor agreements with the City of Grand Island, and the ranges of compensation (salary and wages, excluding shift differential as provided by contract) to be paid for such classification, and the number of hours and work period which certain such employees shall work prior to overtime eligibility are as stated above. All full-time fire fighters and police officersemployees covered by the IAFF and FOP labor agreements shall be paid a clothing and uniform allowance in addition to regular salary. All full-time fire fightersemployees covered by the IAFF labor agreement shall be paid a clothing and uniform allowance in addition to regular salary in the amount of $484.00 per year, divided into twenty-four (24) pay periods. All full-time police officersemployees of the FOP labor agreement shall be paid a clothing and uniform allowance in addition to regular salary of $25.00 per pay period. If any such fire fighter or police officeremployee covered by the IAFF or FOP labor agreements shall resign, or his or her employment be terminated for any reason ORDINANCE NO. 9170 9179(Cont.) - 16 - whatsoever, the clothing allowance shall be paid on a prorata basis, but no allowance shall be made for a fraction of a month. Non-union emplo yees and employees covered by the AFSCME labor agreement, the FOP labor agreement, the IBEW Utilities and Finance labor agreements, may receive an annual stipend not to exceed $1,000 for bilingual pay. Employees covered by the AFSCME labor agreement shall be granted a meal allowance of $4.50 if they are required to work two (2) hours overtime consecutively with their normal working hours during an emergency situation, and if such overtime would normally interfere with and disrupt the employee’s normal meal schedule. Employees covered by the IBEW-Utilities and IBEW – Finance labor agreements shall be allowed a meal allowance for actual cost, or up to $7.00 per meal, if they are required to work two (2) hours overtime consecutively with their normal working hours and if such overtime would normally interfere with and disrupt the employee’s normal meal schedule. Direct supervisors of employees who are covered by labor agreements which allow overtime meal allowance shall be entitled to the same meal allowance benefit. Utilities Department personnel in the IBEW bargaining unit and the classifications of Meter Reader Supervisor, Power Plant Superintendent, Power Plant Supervisor, Electric Distribution Superintendent, Electric Distribution Supervisor, Water Superintendent, Water Supervisor, Electric Underground Superintendent, and Engineering Technician Supervisor shall be eligible to participate in a voluntary uniform program providing an allowance up to $18.00 per month. When protective clothing is required for Utilities Department and Wastewater Treatment Plant personnel covered by the IBEW labor agreement and employees covered by the AFSCME labor agreements, except the Fleet Services Division of the Public Works Department, ORDINANCE NO. 9170 9179(Cont.) - 17 - the City shall pay 60% of the cost of providing and cleaning said clothing and the employees 40% of said cost. Public Works Department personnel in the AFSCME bargaining unit shall be eligible to participate in a voluntary uniform program providing an allowance up to $18 per month. Full-time Fleet Services personnel shall receive a uniform allowance of $12 biweekly. Public Works Department personnel in the job classifications Fleet Services Supervisor, Fleet Services Superintendent, and Fleet Services Mechanic shall receive a tool allowance of $10 biweekly. SECTION 8. Employees shall be compensated for unused medical leave as follows: (A) For all non-union employees and those employees except those covered in the IAFF, AFSCME, IBEW Wastewater, and FOPIBEW Utilities and IBEW Finance labor agreement s, the City will include in the second paycheck in January of each year, payment for an employee’s unused medical leave in excess of 960 hours accrued in the preceding calendar year. The compensation will be based on 50% of the accumulated hours above 960 at the employee’s current pay rate at the time of such compensation. For those employees covered by the IBEW Utilities and IBEW Finance labor agreements, the City will compensate each employee for fifty percent (50%) of unused medical leave in excess of 960 hours accumulated as of September 30, 2008, based upon his or her pay rate on the date the compensation is paid, which will be no later than the first pay period in November 2008. For those employees covered in the AFSCME labor agreement, the City will include in the second paycheck in January, 2008, payment for an employee's unused medical leave in ORDINANCE NO. 9170 9179(Cont.) - 18 - excess of 968 hours accrued in the preceding calendar year. The compensation will be based on 50% of the accumulated hours above 968 at the employee's current pay rate at the time of such compensation. For those employees covered in the IBEW Wastewater Treatment Plant labor agreement, the City will include in the first paycheck in February, 2008, payment for employee’s unused medical leave in excess of 960 hours accrued through September 30, 2007. The compensation will be based on 50% of the accumulated hours above 960 at the employee’s current pay rate at the time of such compensation. (B) All employees except non-union and those covered in the IAFF, IBEW Wastewater, AFSCME and FOPIBEW Utilities and IBEW Finance labor agreements shall be paid for one-halfforty-seven percent (47%) of their accumulated medical leave at the time of their retirement, early retirement, or death, not to exceed four hundred eighty-eight and one third hours (calculated at 47% x 1039 hours = 488.33 hours), the rate of compensation to be based on the employee’s salary at the time of retirement or death. Employees covered in the IAFF labor agreement shall have a contribution to a VEBA made on their behalf in lieu of payment for thirty-eight percent (38%) of their accumulated medical leave at the time of their retirement, not to exceed one thousand five hundred seventy-six hours (1,576 hrs.) five hundred ninety-eight and eighty-eight hundredths hours (calculated at 38% x 1,576 hours = 598.88 hours). The amount of contribution will be based upon the employee’s salary at the time of retirement. Employees covered by the IBEW Wastewater labor agreement shall be paid ORDINANCE NO. 9170 9179(Cont.) - 19 - 37.5% of their accumulated medical leave at the time of retirement or death, based on the employee’s salary at the time of retirement not to exceed three hundred ninety-nine hours (calculated at 37.5% x 1064 hours = 399 hours). Non- union employees shall have a contribution to a VEBA made on their behalf in lieu of payment for one-half of their accumulated medical leave at the time of their retirement. The amount of contribution will be based upon the employee’s salary at the time of retirement. All employees covered by the AFSCME labor agreement shall be paid forty-five (45%) of their accumulated medical leave bank at the time of their retirement, based on the employee’s salary at the time of retirement not to exceed four hundred seventy-eight and eighty hundredths hours (calculated at 45% x 1064 hours = 478.80 hours). All employees covered under the FOP labor agreement shall be paid thirty-seven and one-half percent (37.5%) of their accumulated medical leave bank at the time of their retirement, not to exceed four hundred five hours (calculated at 37.5% x 1,080 hours = 405 hrs.), based on the employee’s salary at the time of retirement. If death occurs while in the line of duty, employees covered under the FOP labor agreement shall be paid fifty percent (50%) of their accumulated medical leave bank at the time of their death, not to exceed five hundred forty hours (50% x 1,080 hours = 540 hrs.), based on the employee’s salary at the time of their death. (C) The City Administrator and department heads shall have a contribution made to their VEBA for one-half of their accumulated medical leave, not to exceed 30 days of pay, upon their resignation, the rate of compensation to be ORDINANCE NO. 9170 9179(Cont.) - 20 - based upon the salary at the time of termination. Compensation for unused medical leave at retirement shall be as provided abovefor non-union employees. (D) The death of an employee shall be treated the same as retirement, and payment shall be made to the employee’s beneficiary or estate for one-half of all unused medical leave for non-union employees and as defined in labor agreements for all other employees. SECTION 9. The City Administrator shall receive a vehicle allowance of Five Hundred Dollars ($500.00) per month in lieu of mileage allowance, divided into two equal payments of Two Hundred Fifty Dollars ($250.00) retroactive to date of employment. SECTION 10. The validity of any section, subsection, sentence, clause, or phrase of this ordinance shall not affect the validity or enforceability of any other section, subsection, sentence, clause, or phrase thereof. SECTION 11. The salary adjustments identified herein shall be effective on the date of passage and publication in pamphlet form in one issue of the Grand Island Independent as provided by law the first full pay period in October, 2008., except for the employees of the FOP bargaining unit whose salary adjustments are retroactive to October 1, 2007. SECTION 12. Those portions of Ordinance No. 9156 9170 and all other parts of ordinances in conflict herewith be, and the same are, hereby repealed. Enacted: May 27, 2008. ____________________________________ Margaret Hornady, Mayor Attest: ________________________________ ORDINANCE NO. 9170 9179(Cont.) - 21 - RaNae Edwards, City Clerk Item I1 #2008- 216- Consideration of Approving Contract with IBEW Tuesday, August 19, 2008 Council Session City of Grand Island Staff Contact: Brenda Sutherland City of Grand Island City Council Council Agenda Memo From: Brenda Sutherland, Human Resources Director Meeting: August 19, 2008 Subject: Approval of IBEW Finance and Utilities Contracts Item #’s: I- 1 Presenter(s): Brenda Sutherland, Human Resources Director Background The City began negotiations with members of the International Brotherhood of Electrical Workers(IBEW) #1597 to negotiate the terms for labor agreements that will replace the current ones that will expire on September 30, 2008. The City and the IBEW shared the expense and survey information to be used in the negotiation process. The two groups of employees that are covered are employees in the utilities department and in the finance department. Discussion City administration has negotiated a labor agreement that will run from October 1, 2008 through September 30, 2011. Wages are adjusted the first year of the contract by the numbers found in the survey plus 3.75% to compensate for additional movement in the survey this fall. Wages will be adjusted by 3.75% in years two and three of the agreements. One position saw a scale change up to 13.5% while other positions were frozen per comparability. Salary tables were moved on both the top and bottom ends per the survey results, meaning that the percentage between steps may have tightened up depending on the difference in movement between the top and bottom. The impact on the budget for the new salary ranges will be an increase of roughly 3.5%. Two new positions are a result of reclassifying work that is being done in the finance department. The two new positions are Cashier and Computer Operator. Overtime meals will increase from $6.00 to $7.00. One additional personal day will be added to the utilities contract to compensate for less than comparable number of holidays. Two personal days will be added to the finance contract to compensate for less than the comparable number of holidays and also for the exchange of observing Arbor Day as a holiday. The limit on the medical leave banks will increase from 960 ho urs to 1039 hours and the percentage of payout at retirement and death will decrease from 50% to 47%. The City will pay 50% of the amount of hours over 960 at the end of the contract and then payment for medical leave over the maximum amount will cease. There were various language changes and updates but the items mentioned above are the highlights. Alternatives It appears that the Council has the following alternatives concerning the issue at hand. The Council may: 1. Move to approve 2. Refer the issue to a Committee 3. Postpone the issue to future date 4. Take no action on the issue Recommendation City Administration recommends that the Council approve the Utilities and Finance labor agreements with the IBEW Local #1597. Sample Motion Motion to approve the Utilities and Finance labor agreements with IBEW Local #1597. AGREEMENT THIS AGREEMENT, dated this ____ day of ____________, 2008 by and between the City of Grand Island (hereinafter referred to as the City), and Union Local No. 1597, I.B.E.W., A.F.L. - C.I.O. (hereinafter referred to as the Union). The provisions of this Agreement shall be effective from October 1, 2008 to September 30, 2011. PURPOSE AND INTENT OF THE PARTIES The purpose of the City and the Union in entering this labor agreement is to promote harmonious relations between the employer and the Union, the establishment of an equitable and peaceful procedure for the resolution of differences; and the establishment of rates of pay, hours of work and other conditions of employment. ARTICLE I. RECOGNITION A. BARGAINING UNIT The Union is hereby recognized as the Exclusive Bargaining Agent for the non-management employees of the Utilities Department without regard to their membership or non-membership in said Union. Nothing contained in this "exclusive representation" provision shall prohibit employees of the bargaining unit from seeking an election to revoke the authority of the Union to represent them prior to expiration of this Agreement. The Union further agrees that it will not do anything to discriminate against any employee who attempts decertification of or resignation from the Union. The City agrees that it will take no overt action to aid any organization or association in an effort to decertify the Union as such exclusive bargaining agent during the term of this Agreement. Non- management employees of the Utilities Department are hereby defined as being those persons who are currently employed under the classifications outlined in Article I, Section B, hereof. B. CLASSES OF EMPLOYEES Employees with regular status in the classification listed below are eligible for representation by the Union and all other classifications that may become eligible: 1. Custodian 2. Electric Distribution Crew Chief 3. Electric Underground Crew Chief 4. Engineering Technician I 1 5. Engineering Technician II 6. GIS Technician 7. Instrument Technician 8. Lineworker Apprentice 9. Lineworker First Class 10. Materials Handler 11. Meter Technician 12. Power Dispatcher I 13. Power Dispatcher II 14. Power Plant Maintenance Mechanic 15. Power Plant Operator 16 Senior Engineering Technician 17. Senior Materials Handler 18. Senior Power Dispatcher 19. Senior Power Plant Operator 20. Senior Substation Technician 21. Senior Water Maintenance Worker 22. Substation Technician 23. Systems Technician 24. Tree Trim Crew Chief 25. Utilities Electrician 26 Utility Technician 27. Utility Warehouse Clerk 28. Water Maintenance Worker 29. Wireworker I 30. Wireworker II Represented employees are further defined to include all personnel of the Utilities Department, except management, and all new non-management classifications which may be created during the term of this contract. It is specifically intended by both parties hereto that any new additions in facilities to the Utilities Department, including coal fired power plants or any other generation facilities added to the Utilities Department, and all classifications in existence and any new classifications of job designations in said new facilities or existing facilities are within the bargaining unit jurisdiction and eligible for membership in the bargaining unit. Eligible Union employees shall not be affected by departmental changes. Upon the addition of new classifications within the Utilities Department, the City through its designated representative shall meet to discuss the job description of the new classifications as prepared by the City and to determine whether or not such description indicates the position is of a supervisory nature. If such classification is non-management, an addendum will be prepared adding such classification to this Agreement. In the event of a temporary change of an employee to another job classification for a period of three (3) consecutive working days, or three (3) working days in one work week, the employee will receive any additional pay which may be attributable to that temporary job classification, moving step to step from the current pay range to the temporary pay range. Nothing in this provision shall require or limit the City from providing compensation for a temporary job reclassification for a period under three (3) days. 2 C. INTRODUCTORY PERIOD New hire employees shall have a one (1) year introductory period during which they are not eligible for a step increase. Upon successful completion of the introductory period, new hire employees will be eligible for advancement to Step 3 if hired at Step 1. New hires are all employees, including City employees from other departments, hired by the Utilities Department. Intra-Utility Department transfer employees shall serve a six (6) month introductory period. At the end of the introductory period, the employee will be evaluated to determine competency and whether an adjustment in pay status is merited. ARTICLE II - HOURS OF WORK A. WORK DAY The City shall establish the work day. The normal work day shall be from 8:00 a.m. to 5 p.m. The work day may vary according to the special requirements of any division or program. The City shall establish hours of work for shift duty. The hours of work shall be arranged in eight (8) hour periods. B. WORK WEEK The City shall establish the work week. The work week may vary according to the special requirements of any division or program. The work days will be arranged successively to provide a forty (40) hour work week for each employee. Hours worked shall include actual hours worked and shall not include paid leave, holidays and vacation when calculating overtime. C. LUNCH PERIODS The City shall establish the lunch periods. Non-shift workers shall be allowed one hour off, without pay, for a meal. An employee on a shift schedule will be allowed a thirty (30) minute lunch period during the shift. Whenever possible, the lunch period shall be scheduled at the middle of the shift. A meal allowance for actual cost, or up to $7.00 per meal, shall be granted for all employees if they are required to work two (2) hours overtime consecutively with their normal working hours and if such overtime would normally interfere with and disrupt the employee's normal meal schedule. Nothing in this section shall prohibit the City from exceeding the amount of this allowance or consecutive hour requirement in providing an allowance for emergency situations. 3 D. CHANGES IN WORK SCHEDULE All changes in work schedules, except in cases of emergency, as may be determined by the City, shall be posted for all affected employees to see at least three (3) working days before the change is effective. If the majority of the shift workers want to re-arrange their shift schedule and can do so without cost to the City, their supervisor may reschedule their shifts accordingly. Shift workers may be permitted to trade working hours to attend to personal matters upon proper notification to their supervisor; provided, that the employees proposing to trade such hours are qualified to do each other's work, such trade is approved by their supervisor, and the trade will result in no additional cost to the City. E. SHIFT DIFFERENTIAL A shift differential of $0.25 per hour shall be added to the base hourly rate for persons in the following employee classifications who work rotating shifts: Power Dispatcher I Power Dispatcher II Power Plant Operator Senior Power Dispatcher Senior Power Plant Operator F. OVERTIME All officially authorized work in excess of eight hours a day or forty hours a week or any non-scheduled work shall be designated overtime work for the purpose of compensation. Overtime work shall, whenever possible, be eliminated by rescheduling work, by utilizing part-time employees, or by setting up over-lapping shifts of work. Overtime work shall be authorized only in the following cases: 1. In the event of fire, flood, catastrophe, or other unforeseeable emergency. 2. Where a station must be manned and another employee is not available for work. 3. To provide essential services when such services cannot be provided by overlapping work schedules. 4. To carry on short-range projects in which the utilization of present employees is more advantageous to the agency than the hiring of additional personnel. 5. No employee shall be regularly scheduled to work over-time without the approval of the Chief Administrative Officer. 4 6. Overtime work shall be authorized in advance except in cases of emergency by the Chief Administrative Officer or by any supervisor to whom the responsibility has been delegated. 7. All employees who are required to work in excess of eight hours a day or forty hours a week shall be eligible for overtime compensation. 8. The rules of overtime shall be as follows: a. Overtime work shall be accrued and compensated for in one- tenth (1/10) of an hour units. b. Employees whose regularly scheduled work week includes Sunday shall not be compensated for work on that day on an overtime basis unless their work day exceeds eight hours, and only the hours of work in excess of eight shall be considered over-time. c. This article is not intended to be construed as a guarantee of hours of work per day or per week. Overtime shall not be paid more than once for the same hours worked. d. Overtime shall be computed on all hours worked in excess of eight hours per regularly scheduled work day and over 40 hours per work week, and shall be paid at a one and one-half times the base rate, as modified by shift differential adjustment. G. STAND-BY DUTY 1. The City may assign employees to stand-by duty for handling trouble calls on other than the normal work day. a. The stand-by work week will run from Wednesday at 5:00 p.m. to the following Wednesday at 5:00 p.m. b. A truck will be assigned to the employee who is assigned to this duty. The employee will keep this truck at home while on the duty. c. The employee assigned to this duty may call upon the assigned foreman for additional employees when help is needed. 5 2. The compensation for stand-by duty will be eight hours at the employee's basic rate of pay as shown on the payroll on the Sunday during the employee's stand-by week. Any work performed on calls during hours, outside of the normal work week, shall be compensated for at the rate of time and one-half. Over-time for employees performing such work on call, including those on stand-by, shall be computed to begin fifteen minutes prior to checking in for the job and to terminate fifteen minutes after checking out from the job. 3. The employee assigned to this duty shall be available by telephone or utility radio at all times under this assignment. Failure to be available or to make arrangements with another qualified duty employee who will be available either by telephone or utility radio shall make the employee ineligible for stand-by duty compensation for the pay period involved. 4. When a recognized holiday, as stated in Article III, Holidays and Holiday Pay, falls during an employee's assigned stand-by work week, that employee shall be granted a compensatory holiday to be taken during the week following the stand-by duty assignment, and at a time approved by the employee's supervisor. H. CALL-BACK PAY In the event an employee is called to duty during his or her off-duty time, and such time does not otherwise merge with his or her regularly-scheduled work schedule, such employee shall be paid at the rate of one and one-half (1 1/2) times the employee’s base hourly rate times the actual number of hours worked, although the employee shall be compensated for no less than two hours at the enhanced rate. Provided, however, that if the employee called back responds and performs the work from a remote location without reporting to the worksite, he or she shall be compensated as set forth above but the minimum compensation will be one hour instead of two. ARTICLE III - HOLIDAYS AND HOLIDAY PAY A. RECOGNIZED HOLIDAYS The following days shall be the recognized holidays, and followed in accordance with Nebraska Revised Statutes as amended: New Year's Day Arbor Day Memorial Day Independence Day Labor Day Veterans Day Thanksgiving Day Day after Thanksgiving Day Christmas Day B. WEEKEND HOLIDAYS When a holiday falls on Sunday, the following Monday shall be observed as a holiday; when a holiday falls on Saturday, the preceding Friday shall be observed as a holiday. For shift workers, Saturday and Sunday shall mean those days following the end of a regular shift. 6 C. ELIGIBILITY FOR HOLIDAY PAY No employee shall be eligible for holiday pay unless he or she is in an active pay status the last regularly scheduled day before the holiday or the first regularly scheduled day after the holiday. Active Pay Status shall mean any pay status other than leave without pay or suspension without pay. D. HOLIDAY ON REGULARLY SCHEDULED WORK DAY If an employee works on a holiday, the employee shall be paid for the holiday and any hours worked on the holiday shall be paid as overtime. E. PERSONAL DAY Personal Leave Days will be given to employees each year. One will be given in October and must be taken by the end of March. The second Personal Leave Day will be given in April and must be taken by the end of September. In addition to the two personal leave days, the City will provide one annual personal leave day that will be granted on October 1st and must be used by the last full pay period in September. Personal Leave Days may be taken at any time and may be taken in one (1) hour increments; provided, the time selected by the employee must have the prior approval of the employee’s supervisor. The Director or his or her designees will make every effort to grant requested personal leave time; however, it must be approved in advance and will be granted on the basis of work requirements of the department. Use of personal leave will not be unreasonably denied. New employees who begin work on or after April 1 will not be eligible for personal days until the following October 1 ARTICLE IV - VACATIONS A. ELIGIBILITY All full-time employees of the bargaining unit who have been in the employ of the City continuously for six (6) months shall be eligible for vacation leave with pay with prior approval by the Department Director or supervisor. B. AMOUNT AUTHORIZED 1. All employees will be eligible to take earned vacation after satisfactory completion of six (6) months of continuous service. a. All employees will be eligible to take ten (10) days of vacation after completion of one year of service and each year thereafter through the fourth year of service. 7 b. All employees will be eligible to take fifteen (15) days of vacation after five years of service and each year thereafter through the sixth year of service. c. All employees will be eligible to take sixteen (16) days of vacation after seven years of service and each year thereafter through the eighth year of service. d. All employees will be eligible to take seventeen (17) days of vacation after nine years of service and each year thereafter through the tenth year of service. e. All employees will be eligible to take eighteen (18) days of vacation after eleven years of service and each year thereafter through the twelfth year of service. f. All employees will be eligible to take nineteen (19) days of vacation after thirteen years of service. g. All employees will be eligible to take twenty (20) days of vacation after fourteen years of service and each year thereafter through the nineteenth year of service. h. All employees will be eligible to take twenty-one (21) days of vacation after twenty years of service and each year thereafter through the twenty-fourth year of service. i. All employees will be eligible to take twenty-two (22) days of vacation after twenty-five years of service and each year of service thereafter. 2. An employee will earn a prorated portion of vacation leave for pay periods in which the employee is paid for less than sixty (60) hours, including paid leave. 3. Credit toward vacation leave shall not be earned while an employee is on a leave of absence without pay subject to paragraph 2 above. 4. The amount of vacation leave debited shall be the exact number of days or hours an employee is scheduled to work when leave is utilized. C. VACATION SCHEDULE 1. Vacation leave shall be taken at a time convenient to and approved by the department director or supervisor. Vacations may be granted at the time requested by the employee. While all eligible employees are encouraged to take two consecutive weeks of vacation each calendar year, when eligible, the City may grant shorter periods of vacation as needed or desired by employees. 8 2. Each employee shall take a minimum vacation of five consecutive days. In the event a holiday falls within the mandatory five-day term, such holiday use will satisfy the mandatory term requirements. D. SENIORITY FOR VACATION AND PERSONAL HOLIDAY PLANNING Appointing authorities shall grant leave on the basis of the work requirements of the City after conferring with employees and recognizing their wishes where possible. Preference in the scheduling of vacation and personal holiday time shall be given to employees within their job classification in order of their total length of employment with the City. Job classifications with two or more employees will have two vacation schedules that will run consecutively. 1. Prime Vacation Schedule: An employee may make one choice of a minimum of five work days and a maximum of as many consecutive days as said employee has accrued vacation time. Vacation of greater than five (5) work days shall be consecutive work days so that only one block of vacation time is scheduled on the Prime Vacation Schedule. The Prime Vacation Schedule shall be completed by all employees in the affected job classification before the Secondary Vacation Schedule is initiated for that classification. 2. Secondary Vacation Schedule: An employee may make as many selections as said employee has accrued vacation time. E. VACATION TIME CARRY-OVER An employee will be allowed to carry no more than the maximum amount of vacation that he or she can earn in one (1) year, plus eighty (80) hours. F. VACATION CREDIT ON TERMINATION AND RETIREMENT Upon termination or retirement, an employee shall be paid for the unused portion of accumulated vacation leave. ARTICLE V - MEDICAL LEAVE A. WHEN AUTHORIZED FOR USE Medical leave may be used under the following circumstances: 1. When an employee is incapacitated by sickness or injury. 2. For medical, dental or optical examination or treatment. 9 3. When an employee is exposed to a contagious disease, or the employee's attendance at duty may jeopardize the health of others. 4. For necessary care and attendance during sickness of, or injury to, a member of the employee's immediate family (spouse, child, parent, or parent-in-law) or household. “Child” shall include a biological, adopted, or foster child; a step-child; a legal ward; or a child of a person standing “in loco parentis”. 5. If an employee should be called upon to perform pallbearer service, Medical leave shall be granted to attend such funeral, including reasonable travel time, not to exceed five (5) days. 6. Upon the death of a member of the employee's family (spouse, children, parents, parent-in-law, brother, brother-in-law, sister, sister-in-law, aunt, uncle, niece, nephew, grandmother, or grandfather) or a close friend, an employee may be allowed Medical leave for funeral purposes with approval of the Department Director and the Chief Administrative Officer. B. ACCRUAL AND USE Medical leave shall be credited to all regular status employees as follows: 1. One work day for each full calendar month of service. 2. An employee will earn a prorated portion of Medical leave for calendar months in which the employee is paid for less than 120 hours, including paid leave. 3. Medical leave shall not be granted in advance of accrual. 4. Leave without pay may be granted for sickness extending beyond the earned credits. 5. After twelve continuous months of service, accrued vacation leave credits may be used for Medical leave when Medical leave credits have been exhausted. 6. The amount of Medical leave granted for necessary care of a sick member of an employee's immediate family or household shall not exceed thirty work days in any 12 month period. 7. The amount of Medical leave charged against an employee's accumulated total shall be computed on the basis of the exact number of days or hours an employee is scheduled to work when Medical leave is utilized, provided, that Medical leave shall be debited in no less than one-half (1/2) hour units. 10 C. PROOF OF ILLNESS An employee who is absent on Medical leave for more than five days because of illness or that of a member of his or her family or household shall be required to furnish a statement signed by the attending physician or other proof of illness satisfactory to the supervisor or Department Director. The appointing authority may require this statement or proof for an absence chargeable to Medical leave of any duration. D. FRAUDULENT USE OF MEDICAL LEAVE The Department Director or authorized representative may investigate any Medical leave taken by any employee. False or fraudulent use of Medical leave shall be cause for disciplinary action and may result in dismissal. E. NOTIFICATION OF ILLNESS If a non-shift employee is absent for reasons that entitle the employee to Medical leave, the employee or a member of his or her household shall notify the employee's supervisor prior to thirty (30) minutes before the employee's scheduled work time. If the employee fails to notify his or her supervisor when it is reasonably possible to do so, no Medical leave shall be approved. Immediately upon return to work, the employee shall submit a leave form to his or her supervisor. Shift workers are required to notify their supervisors two hours prior to scheduled work time. F. COMPENSATION FOR UNUSED MEDICAL LEAVE 1. An employee may accumulate Medical leave to a maximum of 1039 hours. All employees shall be paid for forty-seven percent (47%) of their accumulated Medical leave at the time of retirement or if an employee dies while still employed full time with the City in good standing. All employees retiring under an early retirement option approved by the Mayor shall be paid for forty-seven percent (47%) of their accumulated Medical leave at the time of such early retirement. The rate of compensation for such accumulated Medical leave shall be based on the employee's salary at the time of death, retirement or early retirement, whichever is applicable. The City will compensate each employee for fifty percent (50%) of unused medical leave in excess of 960 hours accumulated as of September 30, 2008 based upon his or her pay rate on the date the compensation is paid which will be no later than the first pay period in November, 2008. Thereafter, no payment for excess medical leave will be paid except upon death or retirement as set forth above in this agreement. 11 ARTICLE VI - MILITARY LEAVE The provisions relating to military training leave are as provided by Nebraska Statutes. ARTICLE VII - COURT LEAVE A. WHEN AUTHORIZED An employee who is required to serve as a witness or juror in a federal, state, county, police, or municipal court, or as a litigant in a case resulting directly from the discharge of his or her duties as an employee, shall be granted court leave with full pay to serve in that capacity; provided, however, that, when the employee is a litigant or witness in non-employment related litigation, the employee shall not be granted court leave but may use vacation leave or compensatory time or be granted leave without pay for the length of such service. B. PROCEDURE An employee who is called for compensable litigation witness or jury duty shall present to his or her supervisor the original summons or subpoena from the court, and at the conclusion of such duty, a signed statement showing the actual time in attendance at court. C. FEES Fees received for compensable witness or jury service in a federal, state, county, police or municipal court shall be deposited with the City Finance Director upon the employee's receipt thereof. No employee shall receive witness fees paid from City funds. ARTICLE VIII - LEAVE WITHOUT PAY A. WHEN AUTHORIZED 1. Leave without pay may be granted to an employee for any good cause or Union business when it is in the interest of the City to do so. The employee's interest shall be considered when his or her record of employment shows the employee to be of more than average value, and it is desirable to retain the employee even at some sacrifice. A Department Director may grant an employee leave without pay for 30 days time. Such leave may be extended for a period not to exceed one year by the Chief Administrative Officer. Any appointment made to a position vacated by an employee on leave without pay shall be conditional upon the return of the employee on leave. 12 2. Before an employee may request unpaid leave, he or she must first use all eligible leave balances except for unpaid leave for Union business. 3. When leave without pay is requested pursuant to the Family and Medical Leave Act (FMLA) policy, Articles of this contract shall govern to the extent they are not inconsistent with Federal law. B. LIMITATIONS Leave without pay shall be subject to the following provisions: 1. At the expiration of leave without pay, the employee shall return to the position held prior to his leave. 2. Vacation and Medical leave credits shall not be earned during leave without pay. 3. A leave without pay shall not constitute a break in service. 4. Leave without pay for more than thirty days during the probationary period shall not be counted as part of that period, but the employee to whom such leave has been granted shall be allowed to return to probationary period on return from leave. 5. Failure to report promptly at the expiration of a leave of absence shall be considered resignation. 6. When all available leave is exhausted. ARTICLE IX - TEMPORARY DISABILITY LEAVE A. POLICY Any employee covered by this contract who sustains an on-the-job injury compensable under the Nebraska Workers Compensation Act will be granted temporary disability leave to allow the employee to receive the equivalent of the employee’s net pay at the time of the injury. This period shall be up to one hundred fifty (150) consecutive calendar days following the original date of disability which shall mean that the employee is unable to perform the job duties as defined by the employee’s job description. Any reoccurrence or exacerbation of an injury shall relate back to the original injury for purposes of this article, including the commencement date of the 150 day period. B. DEFINITIONS 13 Temporary disability shall mean the complete inability of an employee, for reasons of accident or other cause while in the line of duty, to perform the job duties as defined by the employee’s job description, for a period of time not to exceed one hundred fifty (150) consecutive calendar days from the date of injury or the date that disability begins. Temporary disability leave shall mean paid leave provided by the City to an eligible employee when that employee has no other paid leave available. C. APPLICATION OF WORKERS’ COMPENSATION AND OTHER LEAVE BALANCES All payments of salary provided by this article shall be subject to deduction of amounts paid under the Nebraska Workers’ Compensation Act and other city leave balances as set forth below: 1. Pursuant to the waiting provisions in Section 48-119 of the Nebraska Workers’ Compensation Act, no workers compensation shall be allowed during the first seven calendar days following the date of injury or date that temporary disability begins, unless the disability continues for six weeks or longer. When the disability lasts less than six weeks, an employee may use Medical or vacation leave for the initial seven days. If no other leave is available, the City shall grant the employee temporary disability leave. 2. The employee shall retain all Workers Compensation payments following the initial waiting provisions as set forth above. 3. While on leave of any nature, the total net compensation paid to an employee, including salary, wages, workers’ compensation benefits, and leave pay collected from any other party (except the employee’s private insurance) shall not exceed the employee’s net salary at the time of the commencement of the leave, plus any allowed and approved cost of living increase which commences during the period of leave. D. SUBROGATION The City reserves a right of subrogation because of payment of temporary disability leave to any employee who is disabled or injured by a third party, and reserves the right to pursue collection from the employee of any money paid by the third party to the extent of the City’s payment of temporary disability leave. Should the employee receiving temporary disability leave collect from the third party for wages, salary, or expenses otherwise paid by the City, he or she will reimburse the City for money paid as temporary disability leave or expenses resulting from the injury. The City reserves any other subrogation rights under Nebraska law. E. LIMITATION OF LEAVE 14 Temporary disability leave will not be available to employees following one hundred fifty (150) days from the original date that the disability begins absent express approval of the City Administrator, who may grant an extension of this time not to exceed sixty (60) days if the employee has sufficient accumulated medical leave. Such extension shall be chargeable to the employee’s medical leave bank. Any employee whose employment by the City is terminated due to exceeding this limitation of leave shall be compensated for any remaining unused Medical leave as in the case of retirement. If an employee reaches maximum medical improvement (MMI) and it is determined that the employee cannot perform the essential functions of the job, the employee may be terminated prior to the expiration of the 150 day period or extension and will be compensated for any unused medical leave as in the case of retirement. F. LIGHT DUTY POLICY The City may provide light duty work when possible for a defined period of time, not to exceed 150 days, for employees that are injured due to a work related situation. Employees will follow the City’s Light Duty Policy. The commencement of light duty work and/or modified duty work shall be five (5) calendar days from the date of disability. Any employee who does not willingly return to light duty work who is released by a doctor to do so, shall not be entitled to supplement worker’s compensation benefits with temporary disability leave or medical leave. All employees in the City of Grand Island are covered by this policy and therefore are on notice from this date forward, that light duty work shall commence five (5) calendar days from the date of disability with appropriate medical release, unless the employee is willing to return sooner. ARTICLE X - GENERAL PROVISIONS CONCERNING LEAVE A. ABSENCE WITHOUT APPROVAL An employee who is absent from duty without approval shall receive no pay for the duration of the absence, and unless there is a legitimate reason for the absence, shall be subject to disciplinary action. B. AUTHORIZED LEAVE FORM For all leaves except Medical leave, a written request on the authorized Leave Form, indicating the kind of leave, duration and dates of departure and return, must be approved prior to the taking of the leave. In the case of Medical leave, the form shall be completed and submitted for approval immediately upon the employee's return to duty. Unless an absence is substantiated by a Leave Form approved by the supervisor, an employee shall not be paid for any absence from scheduled work hours. 15 ARTICLE XI - PENSION AND RETIREMENT PLAN A. COVERAGE The City agrees that the employees covered under this agreement are covered under the pension plan as adopted in Ordinance No. 4244, as amended. B. AMENDMENTS The City reserves the right to change the pension plan in accordance with existing and future statutes or federal legislation or regulations. ARTICLE XII - RATES OF PAY FOR WORK PERFORMED A. SURVEY The Union and the City surveyed the following array of cities and utilities to determine current labor market comparable salaries and benefits for work performed in the various job classifications covered by this agreement: Ames, Iowa; Fremont, Nebraska; Garden City, Kansas; Hastings, Nebraska; Kearney, Nebraska; Muscatine, Iowa; Norfolk, Nebraska; North Platte, Nebraska; Cedar Falls, Iowa, and Southern Nebraska Rural Public Power District. Said array conforms to the standards established by the Nebraska Commission on Industrial Relations (CIR). Using the survey results, the Union and the City established a pay range for each class of work covered by this agreement. B. 2008 - 2009 FISCAL YEAR Rates of pay for the period October 1, 2008 through September 30, 2009 for work performed in the various classes of work under this agreement shall be as set forth in Exhibit “A”, attached hereto. Said adjustments shall be effective the first full pay period on or after October 1, 2008. C. 2009 – 2010 FISCAL YEAR Effective the first full pay period on or after October 1, 2009, all pay ranges shall be adjusted upwards by 3.75%. See Exhibit B. D. 2010 – 2011 FISCAL YEAR Effective the first full pay period on or after October 1, 2010, all pay ranges shall be adjusted upwards by 3.75%. See Exhibit C. 16 E. FUTURE CHANGES IN RATES OF PAY It is understood and agreed that payment of future rates is contingent upon the City adopting budget statements and appropriations or ordinances sufficient to fund such payments and salary ordinances authorizing such payments. The I.B.E.W. acknowledges that the City must comply with the Nebraska Budget Act. F. PAY PLAN 1. Employees will be considered for pay schedule step increases upon the following schedule. Such adjustments in pay shall be effective on the first day of a pay period falling on or immediately after the classification anniversary. Step 1 Entry Level; Step 2 Upon the successful completion of six months of service in Step 1 by an intra-Utility Department transfer employee; Step3 Upon the successful completion of six months of service in Step 2 by an intra-Utility Department transfer employee; OR Upon successful completion of one year of service in Step 1 by a new hire employee; Step 4 – 8 Upon successful completion of the anniversary of the employee’s hire date or the anniversary date of the employee’s promotion or demotion. The classification of Lineworker 1st Class may move through steps 1 through 8 in six month intervals upon successful completion of the step. 2. The Mayor may evaluate the manner of performance of any employee, all employees, or any portion of the employees at any time during such employees' service. Any adjustments in the pay of such evaluated employees shall be effective on the first day of a pay period falling on or immediately after such adjustment. The first classification anniversary following such adjustment shall be used for the computation of the merit step increases for employees advanced to Step 4 or higher. 3. Employees, prior to advancing in step or grade, shall be evaluated. Such evaluation shall take place at least yearly. For purposes of an increase in pay, other than cost of living increases, an employee must receive at least a satisfactory rating during the first year of employment, or first year in a new position. Thereafter, to receive increases in pay, other than cost- of-living increases, an employee must receive a rating above satisfactory. Such evaluations shall be advisory and shall in no way require the granting of merit increases by the administration; but denial shall be in writing, showing cause for such denial. Should a merit increase be denied, a new evaluation shall be made six months from the date of the first evaluation. 17 4. Employees receiving the highest possible rating may be considered for more than a one-step increase when recommended by the Department Director. 5. In no case shall any employee be advanced beyond the maximum rate of the pay grade for his or her class of position. ARTICLE XIII - EMPLOYEE RELATIONS A. GENERAL Every employee shall fulfill conscientiously the duties and responsibilities of his or her position. Employees shall conduct themselves at all times in a manner which reflects credit on the City. Employees shall be impartial in all official acts and shall in no way endanger nor give occasion for distrust of their impartiality. B. MEMBERSHIP IN UNION 1. An employee shall have the right to join, or refrain from joining, this Union. 2. This Union shall not exert pressures on any employee to join it. 3. The Union shall continue the practice of non-discrimination in membership on the basis of race, religion, national origin, color, age, gender, disability status, or political affiliation. 4. At any meeting between a representative of the City and an employee in which discipline (including warnings which are to be recorded in the personnel file, suspension, demotion or discharge for cause) is to be announced, the Union steward may be present if the employee so requests. C. DISCIPLINARY ACTION Any disciplinary action taken in accordance with State Statutes covering employees under this Agreement shall be governed by the grievance procedures set out in such Statutes. ARTICLE XIV - GRIEVANCE PROCEDURE A. PROCEDURE An alleged grievance arising from an employee shall be handled in the manner described below. 18 A grievance for the purpose of this Agreement refers to a question of the interpretation of the terms of the labor agreement between the City and the Union. A work week shall be defined as Monday through Friday. 1. First Step - Any employee who believes that he or she has a justifiable request or grievance shall discuss the request or complaint within five (5) work days with his or her foreman, with or without the Union steward being present, as the employee may elect, in an attempt to settle same. The foregoing procedure, if followed in good faith by both parties, should lead to a fair and speedy solution of most of the complaints arising out of the day to day operations of City government. However, if a complaint or request has not been satisfactorily resolved in Step 1, it may be presented and must be in writing and processed in Step 2 if the Union steward determines that it constitutes a meritorious grievance. A grievance, to be considered beyond Step 1, must be filed in writing with the foreman on forms provided by the City. 2. Second Step - If the alleged grievance is determined to be valid, the employee or his or her designated representative shall present it within ten (10) work days after the discussion with the foreman. The supervisor shall notify the employee in writing, within five (5) work days of his or her decision. 3. Third Step - If the grievance is not settled to the satisfaction of the employee, the employee or designated representative shall present it to the head of the department in writing within five (5) work days of the receipt of the decision of the immediate supervisor. The head of the department, or his or her designated representative, shall consider the grievance and shall notify the employee in writing of a decision within five (5) work days of the receipt of the grievance. 4. Fourth Step - If the grievance is not settled to the satisfaction of the employee, the employee or designated representative shall present it in writing to the Personnel Director within three (3) work days after the decision of the Department Director. The Personnel Director shall investigate the case within seven (7) work days and make a recommendation to the Chief Administrative Officer. The Chief Administrative Officer shall notify the employee of the decision made and of any action taken within seven (7) work days of the receipt of the grievance. 5. Fifth Step - If the grievance is not settled by the Chief Administrative Officer to the satisfaction of the employee, the employee may appeal, in writing, within ten (10) days of the receipt of the Chief Administrative Officer's decision to the arbitration board. The arbitration procedure established in this step shall extend only to those grievances which are arbitrable under this agreement. The arbitration procedure shall be as follows: 19 a. The City and the Union shall each select an arbitrator within five days following the grieving party's written request, and the two thus chosen shall select a third impartial arbitrator. The three thus chosen shall be residents of the Grand Island, Nebraska, area (an area within 100 miles of the City), and shall constitute the arbitration board to hear and to determine the controversy or matter in dispute. If the third arbitrator cannot be found in the Grand Island area, he or she shall be obtained from the Federal Mediation and Conciliation Service by the two previously appointed. A finding or award of the majority of the arbitration board shall be advisory upon the parties. b. The third and impartial arbitrator shall act as the chairman of the arbitration board. The procedure to be followed in submitting the grievance to the arbitration board shall, unless agreed upon by the parties prior to the hearing, be determined by the chairman of the arbitration board. i. It is understood and agreed between the parties that the decision of the arbitration board, constituted as set forth above, shall be advisory upon the parties, and that the board's jurisdiction shall be limited to the application of this contract. The board does not have the jurisdiction to amend, alter, enlarge, or ignore any provision of this contract. ii. Each party shall bear the expenses of its own arbitrator but the expenses of the third arbitrator shall be shared equally between the City and the Union. iii. It is specifically agreed that grievances shall not be combined for purposes of submitting them to arbitration. Only one grievance shall be heard in an arbitration proceeding. iv. If the City raises the question as to whether a grievance is arbitrable under this section, the Arbitration Board will not proceed under the assumption that the grievance is, in fact, arbitrable but must specifically rule on such question with the reason given therefor as part of its written decision. The Arbitration Board may rule on the arbitrability and the merits in the same hearing. B. PRESENTATION All grievances shall be presented by the employee in person. The employee may designate another person to assist in preparing and presenting the grievance. An employee and his or her designated representative shall obtain the permission of their immediate supervisor before leaving the job site to prepare or present a grievance. C. VIOLATION BY UNION 20 If the City believes that this Agreement is being violated by the Union, the Chief Administrative Officer or his or her designated representative will contact the Chief Officer of the local Union. If the City is not satisfied with the results of its contract with the Union as pertinent to the alleged violation it will take action in accordance with the provisions of the Nebraska Statutes. ARTICLE XV - OTHER BENEFITS A. MEDICAL INSURANCE The City agrees to provide health, dental, and long-term disability insurance during the term of this agreement for the employee and employee’s dependents at the same benefit level and employee contribution level as provided to non-union City employees under the City’s general group insurance plans. The City’s general group insurance plan year runs from October 1 through September 30 of each year. B. LIFE INSURANCE The City will provide a $50,000 term life insurance policy for the employee. Such policy shall contain an option allowing the employee to purchase additional term insurance as provided by the plan. The premium for the optional insurance shall be paid by the employee. C. DISCONTINUANCE OF INSURANCE 1. An employee who is on an approved leave of absence without pay will not be removed from coverage under the City's hospitalization and medical insurance plan. 2. The employee will be required to pay to the City the premium on the life insurance policy and medical insurance during his or her leave of absence without pay. D. PROTECTIVE CLOTHING 1. At the beginning of each fiscal year, the Department Director of the Utilities Department shall determine what uniforms and protective clothing shall be required and furnished to employees. 2. The City will pay sixty per cent (60%) of the actual cost of providing and cleaning protective clothing. The employee shall pay forty per cent (40%) of said cost. 3. The Chief Union steward shall meet monthly with the Safety Director of the City's Utility Department. 4. The IBEW shall be entitled to designate at least one member to any safety committee required under Nebraska law. Employee members shall not be selected by the employer but shall be selected pursuant to procedures prescribed in rules and regulations adopted and promulgated by the Commissioner of Labor. 21 E. MILEAGE PAID FOR USE OF PRIVATE VEHICLES The City agrees to pay employees for the approved use of their personal automobile in the performance of their duties at the rate provided by Neb. Rev. Stat. § 81-1176, as amended. F. TRAVEL TIME REIMBURSEMENT If an employee has to travel for approved City purposes other than a normal commute to and from his or her primary place of work (e.g. work related seminars and training), the employee will receive mileage and compensation consistent with Federal and State law. G. MEDICAL INSURANCE COMMITTEE The City agrees to establish and maintain an employee advisory committee to aid in obtaining medical and dental insurance. ARTICLE XVI - MANAGEMENT RIGHTS A. OPERATION IN BEST INTERESTS OF CITY The City has endorsed the practices and procedures of collective bargaining as an orderly way to conduct its relations with this group of employees, provided, that the City, acting through its administrator, retains the right to effectively operate in a reasonable and efficient manner to serve the best interests of all the citizens of the City. B. STATUTORY AND ORDINANCE RIGHTS This agreement in no way changes the power of the City to exercise any and all powers vested in it by the statutes of the State of Nebraska and the code of the City of Grand Island. C. OTHER RIGHTS It is understood and agreed that the City possesses the sole right to operate the Utilities Department and that all management rights repose in it, but that such rights must be exercised consistently with the other provisions of this contract. These rights include but are not limited to the following: 1. Discipline or discharge for just cause. 2. Direct the work force. 22 3. Hire, assign or transfer employees. 4. Determine the mission of the Utility. 5. Determine the methods, means, number of personnel needed to carry out the Utility's mission. 6. Introduce new or improved methods or facilities. 7. Change existing methods or facilities. 8. Relieve employees. 9. Contract out for goods or service. D. PRIOR AGREEMENTS SUPERSEDED This document constitutes the sole and complete agreement between the parties and embodies all the terms and conditions governing the employment of employees in the Union. The parties acknowledge that they have had the opportunity to present and discuss proposals on any subject which is (or may be) subject to collective bargaining. Any prior commitment or agreement or agreement between the employer and the Union or any individual employee covered by this agreement is hereby superseded. E. PERSONNEL FUNCTIONS All personnel functions of the City shall be handled by a duly designated representative of the Mayor or Chief Administrative Officer. The Union agrees that it shall deal with the City only through the Chief Administrative Officer, or his or her designated representative. F. MEMBERS OF CITY COUNCIL The Union and its membership agree that it will not contact or deal with any of the members of the City Council concerning any aspects of negotiations, grievances, or any other relationship between the Union and the City. G. MATTERS NOT MENTIONED The rights of the employees are encompassed within this Agreement. Any and all matters not specifically mentioned in this Agreement are reserved to the City. Such matters reserved to the City and all matters specified in Paragraph "C" above (except No. 1) shall not be subject to grievance proceedings or negotiation during the life of this Agreement. All provisions of Chapters one, two, and three of the City Personnel Rules and Regulations now in effect and as amended hereafter not in conflict with this contract are by this reference made a part of this Agreement. 23 ARTICLE XVII - OPERATIONS, SALES, MERGERS, DISSOLUTION A. SALE OF FACILITIES OR OPERATIONS This agreement shall not in any manner prevent the City from selling any part of or all of the Utilities' facilities and/or operations to others. B. LEASE OF FACILITIES OR OPERATIONS This agreement shall not in any manner prevent the City from leasing any part of or all of the Utilities' facilities and/or operations to others. C. MERGING FACILITIES OR OPERATIONS This agreement shall not in any manner prevent the City from merging any part of or all of the Utilities' facilities and/or operations with other utilities. D. CEASING OPERATIONS This agreement shall not in any manner prevent the City from ceasing any part of or all of its Utilities' operation at any time. E. PAYMENT OF ACCRUED LEAVE In the event of a sale, transfer, merger, or cessation of utility operations, or any part thereof, those employees affected shall be paid at the time of sale, transfer, merger or cessation, compensation representing total accrued vacation leave unless the employee transfers to another city department . ARTICLE XVIII - STRIKES AND LOCKOUTS A. STRIKES 24 Neither the Union nor any officers, agents, or employees will instigate, promote, sponsor, engage in, or condone any strike, slow-down, concerted stoppage of work or any other intentional interruption of the operations of the City, regardless of the reason for so doing. The Union shall at all times keep its members on the job during periods of negotiations and hearings for the settlement of grievances. If employees strike or in any manner slow down or stop work without Union authorization, the Union shall notify the City of the facts involved with the incident. No employee may miss work because he or she fails or refuses to cross a picket line on any City premises. Any or all employees who violate any of the provisions of this Article without Union sanction may be summarily discharged or disciplined by the City. Such discharge or discipline shall not be subject to grievance proceedings under any circumstances. B. LOCKOUTS The City will not lock out any employees during the term of the Agreement as a result of a labor dispute with the Union. ARTICLE XIX - GENERAL PROVISIONS A. SOLICITATION OF UNION BUSINESS 1. No non-employee representative of the Union shall be permitted to come on the premises of the Utilities Department for any reason without first presenting his or her credentials to the Chief Administrative Officer or his or her authorized representative and obtaining permission to come on the premises of the Utilities Department. 2. The Union agrees that it, or its representatives, shall not solicit members in the Union, or otherwise carry on Union activities while the employees concerned are on City time. B. SOLICITATION FOR A NON-PROFIT ORGANIZATION When the City is, in cooperation with a non-profit organization, seeking contributions from its employees of the bargaining unit, such solicitation shall be coordinated with Union representatives, and Union representatives shall be responsible for approaching members of the unit for purposes of acquiring pledges or contributions. C. EMPLOYEE RIGHTS TO UNION MEMBERSHIP The City and the Union agree not to interfere with the right of employees to become or not to become members of the Union, and further that there shall be no discrimination or coercion against any employee because of Union membership or non-membership. D. DEMOTION An employee who fails to satisfactorily perform the duties of a classification into which he or she has been promoted shall be demoted to the classification from which promoted. He or she shall return to the same pay step held prior to promotion with the same regular status held prior to promotion. E. BULLETIN BOARDS ON CITY PREMISES 25 The Union shall have the right to mount bulletin boards at its own expense at each office or plant location. The location, number, and construction of such bulletin boards, however, shall be subject to the approval of the City. The use of such bulletin boards shall be considered proper when confined to factual notices and announcements of the Union, such as: a. Meetings b. Nominations and elections of Union officers c. Results of Union elections d. Appointments to Union offices and committees e. Social or recreational affairs f. Agreements made between the Union and the Company g. Joint announcements of letters issued by the Union and the City, or h. Other items as approved by personnel director of the City. F. SENIORITY, PROMOTION, LAYOFF - PROCEDURE 1. SENIORITY. Seniority shall accrue to an employee from his or her first day of employment with the City and shall vest upon completion of the employee's probationary period. 2. PROMOTION. Promotion shall be accomplished utilizing testing procedures and performance evaluations. When two or more employees are equally qualified for promotion, seniority shall become a deciding factor. 3. LAYOFF. If needed, layoff shall be accomplished in accordance with management's right to maintain proper city services concerning job classifications. Layoffs within a job classification shall be by seniority, least senior being laid off first. G. RESIDENCY All employees of the Utilities Department are required to reside within the limits as outlined on Exhibit “D”, attached hereto and made a part hereof by reference. Employees shall establish residency within area as set forth in Exhibit “D” within six months after the calendar day of commencement of employment and shall maintain such residency during the term of employment. ARTICLE XX - DURATION OF CONTRACT A. RIGHTS ON TERMINATION All of the terms, rights, obligations, benefits and conditions of this Agreement will expire on its termination. 26 B. TERM This Agreement shall continue in full force and effect from its effective date through September 30, 2011 provided: 1. Either party may re-open this Agreement between October 1 and October 30 of any year in which the City does not adopt a budget statement and appropriation ordinance sufficient to fund the rates of pay and fringe benefits previously agreed upon by the parties. Negotiations shall be limited to rates of pay and fringe benefits and shall be completed by November 30. Upon notification by either party, the parties shall mutually agree upon the time and place for the first negotiating session. Subsequent sessions shall be set by mutual agreement. Agreement in the setting of negotiating sessions shall not be unreasonably withheld by either party. 2. Negotiations for a new agreement to take effect upon the termination of this Agreement may begin on January 1 of the year of termination of this Agreement but no later than February 1, of that year, and must be completed by May 30, of that year, for budget preparation purposes. ARTICLE XXI - PAYROLL DEDUCTION OF UNION DUES A. PAYROLL DEDUCTION Upon receipt of a properly executed written request for payroll deduction of Union membership dues signed by any regular permanent employee, the Department shall: (1) make payroll deductions in accordance with that authorization card from such employee's wages and payments, and (2) remit the amount so deducted to the business manager of Local 1597, I.B.E.W. of America. The City agrees not to withhold any initiation fees, assessments, special or otherwise, nor any funds from an employee's pay for the benefit of the Union other than the regular monthly Union dues as set forth herein. B. REQUEST FORMS Requests for payroll deduction or revocation of said Union membership dues must be made on the form approved by the Union and the Department. C. UNION CERTIFICATION By written certification, the business manager of the I.B.E.W. shall keep the Department currently informed of the amount of regular Union membership dues for the pay period. Standard annual dues increases shall not require new authorization cards from each employee. 27 D. INDEMNIFICATION The Union shall indemnify and save the City harmless against any and all claims, demands, suits or other forms of liability that may arise out of or by reason of action taken or not taken by the City for the purpose of complying with the provisions of this part, or in reliance on any dues deduction card furnished under the provisions of this part or on any certification by the business manager of the I.B.E.W. E. STRIKES, ETC. This Article shall become null and void for the remaining life of the contract, effective immediately, in the event the Union or its members participate in a strike, slowdown, work stoppage, or other intentional interruption of the City Utility operations. ARTICLE XXII - SEVERABILITY If any of the provisions of this Agreement are subsequently declared by the proper legislative or judicial authority to be unlawful, unenforceable, or not in accordance with applicable statutes or ordinances, all other provisions of this Agreement shall remain in full force and effect for the duration of this Agreement. ARTICLE XXIII - SCOPE OF AGREEMENT A. COMPLETE AGREEMENT The parties mutually agree that this contract constitutes the entire Agreement and understanding concerning all proper subjects of collective bargaining for the duration of the contract between the parties and supersedes all previous agreements. This contract shall not be modified, altered, changed or amended in any respect unless in writing and signed by both parties. B. INTERPRETATION This Agreement has been executed in accordance with the statutes and the laws of the State of Nebraska and the United States of America, and any dispute, disagreement, or litigation arising under this Agreement shall be adjudged in accordance with the statutes and laws of the State of Nebraska and of the United States of America. C. NEGOTIATIONS 28 The parties agree that the negotiations preceding the signing of this Agreement included negotiations on all proper subjects of bargaining and that all negotiations were conducted in accordance with all applicable federal and state requirements. ARTICLE XXIV - C. I. R. WAIVER As a result of negotiations, and in consideration of this entire collective bargaining agreement, the Union, on behalf of all of its members, hereby knowingly, intelligently, and voluntarily waives its right to file any proceedings with the Nebraska Commission of Industrial Relations alleging lack of comparability with respect to any wages, fringe benefits or any other conditions of employment with respect to the time period between October 1, 2008 through September 30, 2011.. IN WITNESS WHEREOF, the parties hereto have executed this Agreement this ___ day of August, 2008. INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, Local Union No. 1597 By _____________________________________ President, Local Union 1597 By _____________________________________ Vice President, Local Union 1597 By _____________________________________ Recording Secretary CITY OF GRAND ISLAND, NEBRASKA A Municipal Corporation By _____________________________________ Margaret Hornady, Mayor Attest _________________________________ 29 RaNae Edwards, City Clerk 30 Exhibit A IBEW UTILITIES SALARY TABLES FY 2008-2009 STEP STEP STEP STEP STEP STEP STEP STEP 1 2 3 4 5 6 7 8 Custodian Hourly 14.3591 14.7042 15.0576 15.4195 15.7901 16.1696 16.5582 16.9562 8005-PCC Bi-weekly 1,148.73 1,176.34 1,204.61 1,233.56 1,263.21 1,293.57 1,324.66 1,356.50 8006-PGS Monthly 2,488.91 2,548.73 2,609.98 2,672.71 2,736.95 2,802.73 2,870.09 2,939.07 Annual 29,866.98 30,584.84 31,319.86 32,072.56 32,843.46 33,632.82 34,441.16 35,269.00 Elec. Ungrnd. Crew Chief Hourly 26.2288 27.1454 28.0940 29.0758 30.0919 31.1435 32.2318 33.3582 8010 Bi-weekly 2,098.30 2,171.63 2,247.52 2,326.06 2,407.35 2,491.48 2,578.54 2,668.66 Monthly 4,546.33 4,705.20 4,869.63 5,039.81 5,215.93 5,398.21 5,586.85 5,782.09 Annual 54,555.80 56,462.38 58,435.52 60,477.56 62,591.10 64,778.48 67,042.04 69,385.16 Elec. Distrib. Crew Chief Hourly 26.2288 27.1454 28.0940 29.0758 30.0919 31.1435 32.2318 33.3582 8011 Bi-weekly 2,098.30 2,171.63 2,247.52 2,326.06 2,407.35 2,491.48 2,578.54 2,668.66 Monthly 4,546.33 4,705.20 4,869.63 5,039.81 5,215.93 5,398.21 5,586.85 5,782.09 Annual 54,555.80 56,462.38 58,435.52 60,477.56 62,591.10 64,778.48 67,042.04 69,385.16 Engineering Tech. I Hourly 16.5289 17.3968 18.3103 19.2718 20.2838 21.3489 22.4699 23.6498 8020 Bi-weekly 1,322.31 1,391.74 1,464.82 1,541.74 1,622.70 1,707.91 1,797.59 1,891.98 Monthly 2,865.01 3,015.45 3,173.79 3,340.45 3,515.86 3,700.48 3,894.78 4,099.30 Annual 34,380.06 36,185.24 38,085.32 40,085.24 42,190.20 44,405.66 46,737.34 49,191.48 Engineering Tech. II Hourly 20.4330 21.3754 22.3613 23.3927 24.4717 25.6004 26.7812 28.0165 8025 Bi-weekly 1,634.64 1,710.03 1,788.90 1,871.42 1,957.74 2,048.03 2,142.50 2,241.32 Monthly 3,541.72 3,705.07 3,875.96 4,054.73 4,241.76 4,437.40 4,642.07 4,856.19 Annual 42,500.64 44,460.78 46,511.40 48,656.92 50,901.24 53,248.78 55,705.00 58,274.32 GIS Technician Hourly 21.0224 22.0648 23.1589 24.3072 25.5124 26.7774 28.1051 29.4987 8030 - PCC Bi-weekly 1,681.79 1,765.18 1,852.71 1,944.58 2,040.99 2,142.19 2,248.41 2,359.90 Monthly 3,643.88 3,824.57 4,014.21 4,213.25 4,422.15 4,641.42 4,871.55 5,113.11 Annual 43,726.54 45,894.68 48,170.46 50,559.08 53,065.74 55,696.94 58,458.66 61,357.40 Instrument Tech.Hourly 24.6548 25.6553 26.6964 27.7797 28.9070 30.0801 31.3008 32.5710 8035 Bi-weekly 1,972.38 2,052.42 2,135.71 2,222.38 2,312.56 2,406.41 2,504.06 2,605.68 Monthly 4,273.50 4,446.92 4,627.38 4,815.15 5,010.55 5,213.88 5,425.47 5,645.64 Annual 51,281.88 53,362.92 55,528.46 57,781.88 60,126.56 62,566.66 65,105.56 67,747.68 Lineworker Appr.Hourly 15.9883 16.8869 17.8360 18.8384 19.8971 21.0153 22.1964 23.4439 8040 Bi-weekly 1,279.06 1,350.95 1,426.88 1,507.07 1,591.77 1,681.22 1,775.71 1,875.51 Monthly 2,771.31 2,927.06 3,091.57 3,265.32 3,448.83 3,642.65 3,847.38 4,063.61 Annual 33,255.56 35,124.70 37,098.88 39,183.82 41,386.02 43,711.72 46,168.46 48,763.26 Lineworker 1st Class Hourly 24.2346 24.8226 25.4249 26.0418 26.6736 27.3208 27.9837 28.6626 8045 Bi-weekly 1,938.77 1,985.81 2,033.99 2,083.34 2,133.89 2,185.66 2,238.70 2,293.01 Monthly 4,200.66 4,302.58 4,406.98 4,513.91 4,623.42 4,735.61 4,850.51 4,968.18 Annual 50,408.02 51,631.06 52,883.74 54,166.84 55,481.14 56,827.16 58,206.20 59,618.26 Materials Handler Hourly 19.9550 20.8081 21.6976 22.6251 23.5923 24.6008 25.6525 26.7491 8055 Bi-weekly 1,596.40 1,664.65 1,735.81 1,810.01 1,887.38 1,968.06 2,052.20 2,139.93 Monthly 3,458.87 3,606.74 3,760.92 3,921.68 4,089.33 4,264.14 4,446.43 4,636.51 Annual 41,506.40 43,280.90 45,131.06 47,060.26 49,071.88 51,169.56 53,357.20 55,638.18 Meter Technician Hourly 19.3306 19.9244 20.5365 21.1674 21.8177 22.4879 23.1787 23.8907 8060 Bi-weekly 1,546.45 1,593.95 1,642.92 1,693.39 1,745.42 1,799.03 1,854.30 1,911.26 Monthly 3,350.64 3,453.56 3,559.66 3,669.02 3,781.73 3,897.90 4,017.64 4,141.05 Annual 40,207.70 41,442.70 42,715.92 44,028.14 45,380.92 46,774.78 48,211.80 49,692.76 Power Dispatcher I Hourly 24.2078 25.3749 26.5982 27.8805 29.2246 30.6335 32.1103 33.6583 8070 Bi-weekly 1,936.62 2,029.99 2,127.86 2,230.44 2,337.97 2,450.68 2,568.82 2,692.66 Monthly 4,196.02 4,398.32 4,610.35 4,832.62 5,065.60 5,309.81 5,565.79 5,834.11 Annual 50,352.12 52,779.74 55,324.36 57,991.44 60,787.22 63,717.68 66,789.32 70,009.16 Power Dispatcher II Hourly 25.4258 26.6509 27.9351 29.2812 30.6921 32.1710 33.7212 35.3461 8075 Bi-weekly 2,034.06 2,132.07 2,234.81 2,342.50 2,455.37 2,573.68 2,697.70 2,827.69 Monthly 4,407.14 4,619.49 4,842.08 5,075.41 5,319.96 5,576.31 5,845.01 6,126.66 Annual 52,885.56 55,433.82 58,105.06 60,905.00 63,839.62 66,915.68 70,140.20 73,519.94 Exhibit A IBEW UTILITIES SALARY TABLES FY 2008-2009 STEP STEP STEP STEP STEP STEP STEP STEP 1 2 3 4 5 6 7 8 Pwr Plt Maint. Mech.Hourly 22.9152 23.6444 24.3968 25.1732 25.9743 26.8009 27.6538 28.5338 8080 - PGS Bi-weekly 1,833.22 1,891.55 1,951.74 2,013.86 2,077.94 2,144.07 2,212.30 2,282.70 8081 - BUR Monthly 3,971.97 4,098.36 4,228.78 4,363.35 4,502.21 4,645.49 4,793.33 4,945.86 Annual 47,663.72 49,180.30 50,745.24 52,360.36 54,026.44 55,745.82 57,519.80 59,350.20 Power Plant Operator Hourly 27.0710 27.6675 28.2772 28.9003 29.5371 30.1880 30.8532 31.5331 8150 - BUR Bi-weekly 2,165.68 2,213.40 2,262.18 2,312.02 2,362.97 2,415.04 2,468.26 2,522.65 8090 - PGS Monthly 4,692.31 4,795.70 4,901.38 5,009.39 5,119.76 5,232.59 5,347.89 5,465.74 Annual 56,307.68 57,548.40 58,816.68 60,112.52 61,437.22 62,791.04 64,174.76 65,588.90 Sr. Engineering Tech Hourly 25.8534 26.6101 27.3890 28.1906 29.0157 29.8650 30.7391 31.6388 8125 Bi-weekly 2,068.27 2,128.81 2,191.12 2,255.25 2,321.26 2,389.20 2,459.13 2,531.10 Monthly 4,481.26 4,612.42 4,747.43 4,886.37 5,029.39 5,176.60 5,328.11 5,484.06 Annual 53,775.02 55,349.06 56,969.12 58,636.50 60,352.76 62,119.20 63,937.38 65,808.60 Sr. Materials Handler Hourly 22.9761 23.8650 24.7883 25.7474 26.7436 27.7783 28.8530 29.9693 8100 Bi-weekly 1,838.09 1,909.20 1,983.06 2,059.79 2,139.49 2,222.26 2,308.24 2,397.54 Monthly 3,982.52 4,136.60 4,296.64 4,462.88 4,635.56 4,814.91 5,001.19 5,194.68 Annual 47,790.34 49,639.20 51,559.56 53,554.54 55,626.74 57,778.76 60,014.24 62,336.04 Sr. Power Dispatcher Hourly 29.4120 30.7722 32.1954 33.6844 35.2422 36.8721 38.5774 40.3615 8105 Bi-weekly 2,352.96 2,461.78 2,575.63 2,694.75 2,819.38 2,949.77 3,086.19 3,228.92 Monthly 5,098.08 5,333.85 5,580.54 5,838.63 6,108.65 6,391.16 6,686.75 6,995.99 Annual 61,176.96 64,006.28 66,966.38 70,063.50 73,303.88 76,694.02 80,240.94 83,951.92 Sr. Pwr Plt Oper.Hourly 26.6906 27.6547 28.6537 29.6888 30.7612 31.8724 33.0237 34.2166 8110 Bi-weekly 2,135.25 2,212.38 2,292.30 2,375.10 2,460.90 2,549.79 2,641.90 2,737.33 Monthly 4,626.37 4,793.48 4,966.64 5,146.06 5,331.94 5,524.55 5,724.11 5,930.88 Annual 55,516.50 57,521.88 59,599.80 61,752.60 63,983.40 66,294.54 68,689.40 71,170.58 Sr. Subst. Tech.Hourly 31.4261 31.5872 31.7491 31.9118 32.0753 32.2397 32.4049 32.5710 8130 Bi-weekly 2,514.09 2,526.98 2,539.93 2,552.94 2,566.02 2,579.18 2,592.39 2,605.68 Monthly 5,447.19 5,475.11 5,503.18 5,531.38 5,559.72 5,588.21 5,616.85 5,645.64 Annual 65,366.34 65,701.48 66,038.18 66,376.44 66,716.52 67,058.68 67,402.14 67,747.68 Sr Water Maint. Wkr.Hourly 18.6717 19.4203 20.1990 21.0089 21.8512 22.7273 23.6385 24.5863 8120 Bi-weekly 1,493.74 1,553.62 1,615.92 1,680.71 1,748.10 1,818.18 1,891.08 1,966.90 Monthly 3,236.43 3,366.19 3,501.16 3,641.54 3,787.54 3,939.40 4,097.34 4,261.63 Annual 38,837.24 40,394.12 42,013.92 43,698.46 45,450.60 47,272.68 49,168.08 51,139.40 Substation Tech.Hourly 29.0923 29.2545 29.4176 29.5817 29.7467 29.9126 30.0794 30.2472 8135 Bi-weekly 2,327.38 2,340.36 2,353.41 2,366.54 2,379.74 2,393.01 2,406.35 2,419.78 Monthly 5,042.67 5,070.78 5,099.05 5,127.49 5,156.09 5,184.85 5,213.76 5,242.85 Annual 60,511.88 60,849.36 61,188.66 61,530.04 61,873.24 62,218.26 62,565.10 62,914.28 System Technician Hourly 25.6386 26.5303 27.4530 28.4078 29.3958 30.4182 31.4762 32.5710 8140-PCC Bi-weekly 2,051.09 2,122.42 2,196.24 2,272.62 2,351.66 2,433.46 2,518.10 2,605.68 8141-PGS Monthly 4,444.02 4,598.59 4,758.52 4,924.02 5,095.27 5,272.49 5,455.87 5,645.64 Annual 53,328.34 55,182.92 57,102.24 59,088.12 61,143.16 63,269.96 65,470.60 67,747.68 Tree Trim Crew Chf Hourly 22.9671 23.6889 24.4334 25.2013 25.9933 26.8102 27.6528 28.5218 8145 Bi-weekly 1,837.37 1,895.11 1,954.67 2,016.10 2,079.46 2,144.82 2,212.22 2,281.74 Monthly 3,980.96 4,106.08 4,235.12 4,368.23 4,505.51 4,647.10 4,793.15 4,943.78 Annual 47,771.62 49,272.86 50,821.42 52,418.60 54,065.96 55,765.32 57,517.72 59,325.24 Utility Electrician Hourly 23.0157 23.9318 24.8844 25.8749 26.9048 27.9757 29.0893 30.2472 8155 Bi-weekly 1,841.26 1,914.54 1,990.75 2,069.99 2,152.38 2,238.06 2,327.14 2,419.78 Monthly 3,989.39 4,148.18 4,313.30 4,484.98 4,663.50 4,849.12 5,042.15 5,242.85 Annual 47,872.76 49,778.04 51,759.50 53,819.74 55,961.88 58,189.56 60,505.64 62,914.28 Utility Technician Hourly 22.4794 23.6052 24.7799 26.0159 27.3131 28.6836 30.1153 31.6205 8161 BUR Bi-weekly 1,798.35 1,888.42 1,982.39 2,081.27 2,185.05 2,294.69 2,409.22 2,529.64 8160 PGS Monthly 3,896.43 4,091.57 4,295.18 4,509.42 4,734.27 4,971.82 5,219.99 5,480.89 Annual 46,757.10 49,098.92 51,542.14 54,113.02 56,811.30 59,661.94 62,639.72 65,770.64 Exhibit A IBEW UTILITIES SALARY TABLES FY 2008-2009 STEP STEP STEP STEP STEP STEP STEP STEP 1 2 3 4 5 6 7 8 Util. Warehouse Clk Hourly 16.6101 17.1161 17.6375 18.1748 18.7285 19.2991 19.8870 20.4929 8165 Bi-weekly 1,328.81 1,369.29 1,411.00 1,453.98 1,498.28 1,543.93 1,590.96 1,639.43 Monthly 2,879.08 2,966.79 3,057.17 3,150.30 3,246.27 3,345.18 3,447.08 3,552.10 Annual 34,549.06 35,601.54 36,686.00 37,803.48 38,955.28 40,142.18 41,364.96 42,625.18 Water Maint. Wkr.Hourly 15.5564 16.2938 17.0661 17.8751 18.7224 19.6099 20.5394 21.5130 8175 Bi-weekly 1,244.51 1,303.50 1,365.29 1,430.01 1,497.79 1,568.79 1,643.15 1,721.04 Monthly 2,696.44 2,824.26 2,958.12 3,098.35 3,245.22 3,399.05 3,560.16 3,728.92 Annual 32,357.26 33,891.00 35,497.54 37,180.26 38,942.54 40,788.54 42,721.90 44,747.04 Wireworker I Hourly 17.4762 18.3628 19.2944 20.2733 21.3018 22.3825 23.5181 24.7113 8180 Bi-weekly 1,398.10 1,469.02 1,543.55 1,621.86 1,704.14 1,790.60 1,881.45 1,976.90 Monthly 3,029.21 3,182.89 3,344.36 3,514.04 3,692.31 3,879.63 4,076.47 4,283.29 Annual 36,350.60 38,194.52 40,132.30 42,168.36 44,307.64 46,555.60 48,917.70 51,399.40 Wireworker II Hourly 24.2346 24.8226 25.4249 26.0418 26.6736 27.3208 27.9837 28.6626 8185 Bi-weekly 1,938.77 1,985.81 2,033.99 2,083.34 2,133.89 2,185.66 2,238.70 2,293.01 Monthly 4,200.66 4,302.58 4,406.98 4,513.91 4,623.42 4,735.61 4,850.51 4,968.18 Annual 50,408.02 51,631.06 52,883.74 54,166.84 55,481.14 56,827.16 58,206.20 59,618.26 Exhibit B IBEW UTILITIES SALARY TABLES FY 2009 - 2010 STEP STEP STEP STEP STEP STEP STEP STEP 1 2 3 4 5 6 7 8 Custodian Hourly 14.8976 15.2556 15.6223 15.9977 16.3822 16.7760 17.1791 17.5921 8005-PCC Bi-weekly 1,191.81 1,220.45 1,249.78 1,279.82 1,310.58 1,342.08 1,374.33 1,407.37 8006-PGS Monthly 2,582.25 2,644.30 2,707.87 2,772.93 2,839.58 2,907.84 2,977.71 3,049.30 Annual 30,987.06 31,731.70 32,494.28 33,275.32 34,075.08 34,894.08 35,732.58 36,591.62 Elec. Ungrnd. Crew Chief Hourly 27.2124 28.1634 29.1475 30.1661 31.2203 32.3114 33.4405 34.6091 8010 Bi-weekly 2,176.99 2,253.07 2,331.80 2,413.29 2,497.62 2,584.91 2,675.24 2,768.73 Monthly 4,716.82 4,881.66 5,052.23 5,228.79 5,411.52 5,600.64 5,796.35 5,998.91 Annual 56,601.74 58,579.82 60,626.80 62,745.54 64,938.12 67,207.66 69,556.24 71,986.98 Elec. Distrib. Crew Chief Hourly 27.2124 28.1634 29.1475 30.1661 31.2203 32.3114 33.4405 34.6091 8011 Bi-weekly 2,176.99 2,253.07 2,331.80 2,413.29 2,497.62 2,584.91 2,675.24 2,768.73 Monthly 4,716.82 4,881.66 5,052.23 5,228.79 5,411.52 5,600.64 5,796.35 5,998.91 Annual 56,601.74 58,579.82 60,626.80 62,745.54 64,938.12 67,207.66 69,556.24 71,986.98 Engineering Tech. I Hourly 17.1487 18.0492 18.9969 19.9945 21.0444 22.1495 23.3125 24.5367 8020 Bi-weekly 1,371.90 1,443.94 1,519.75 1,599.56 1,683.55 1,771.96 1,865.00 1,962.94 Monthly 2,972.44 3,128.53 3,292.80 3,465.71 3,647.70 3,839.25 4,040.83 4,253.03 Annual 35,669.40 37,542.44 39,513.50 41,588.56 43,772.30 46,070.96 48,490.00 51,036.44 Engineering Tech. II Hourly 21.1992 22.1770 23.1998 24.2699 25.3894 26.5604 27.7855 29.0671 8025 Bi-weekly 1,695.94 1,774.16 1,855.98 1,941.59 2,031.15 2,124.83 2,222.84 2,325.37 Monthly 3,674.53 3,844.01 4,021.30 4,206.78 4,400.83 4,603.80 4,816.15 5,038.30 Annual 44,094.44 46,128.16 48,255.48 50,481.34 52,809.90 55,245.58 57,793.84 60,459.62 GIS Technician Hourly 21.8107 22.8922 24.0274 25.2187 26.4691 27.7816 29.1590 30.6049 8030 - PCC Bi-weekly 1,744.86 1,831.38 1,922.19 2,017.50 2,117.53 2,222.53 2,332.72 2,448.39 Monthly 3,780.52 3,967.98 4,164.75 4,371.24 4,587.98 4,815.48 5,054.23 5,304.85 Annual 45,366.36 47,615.88 49,976.94 52,455.00 55,055.78 57,785.78 60,650.72 63,658.14 Instrument Tech.Hourly 25.5794 26.6174 27.6975 28.8214 29.9910 31.2081 32.4746 33.7924 8035 Bi-weekly 2,046.35 2,129.39 2,215.80 2,305.71 2,399.28 2,496.65 2,597.97 2,703.39 Monthly 4,433.76 4,613.68 4,800.90 4,995.71 5,198.44 5,409.40 5,628.93 5,857.35 Annual 53,205.10 55,364.14 57,610.80 59,948.46 62,381.28 64,912.90 67,547.22 70,288.14 Lineworker Appr.Hourly 16.5879 17.5202 18.5049 19.5448 20.6432 21.8034 23.0288 24.3230 8040 Bi-weekly 1,327.03 1,401.62 1,480.39 1,563.58 1,651.46 1,744.27 1,842.30 1,945.84 Monthly 2,875.24 3,036.83 3,207.52 3,387.77 3,578.15 3,779.26 3,991.66 4,215.99 Annual 34,502.78 36,442.12 38,490.14 40,653.08 42,937.96 45,351.02 47,899.80 50,591.84 Lineworker 1st Class Hourly 25.1434 25.7534 26.3783 27.0184 27.6739 28.3453 29.0331 29.7374 8045 Bi-weekly 2,011.47 2,060.27 2,110.26 2,161.47 2,213.91 2,267.62 2,322.65 2,378.99 Monthly 4,358.19 4,463.92 4,572.24 4,683.19 4,796.81 4,913.19 5,032.40 5,154.48 Annual 52,298.22 53,567.02 54,866.76 56,198.22 57,561.66 58,958.12 60,388.90 61,853.74 Materials Handler Hourly 20.7033 21.5884 22.5113 23.4735 24.4770 25.5233 26.6145 27.7522 8055 Bi-weekly 1,656.26 1,727.07 1,800.90 1,877.88 1,958.16 2,041.86 2,129.16 2,220.18 Monthly 3,588.57 3,741.99 3,901.96 4,068.74 4,242.68 4,424.04 4,613.18 4,810.38 Annual 43,062.76 44,903.82 46,823.40 48,824.88 50,912.16 53,088.36 55,358.16 57,724.68 Meter Technician Hourly 20.0555 20.6716 21.3066 21.9612 22.6359 23.3312 24.0479 24.7866 8060 Bi-weekly 1,604.44 1,653.73 1,704.53 1,756.90 1,810.87 1,866.50 1,923.83 1,982.93 Monthly 3,476.29 3,583.08 3,693.14 3,806.61 3,923.56 4,044.07 4,168.30 4,296.34 Annual 41,715.44 42,996.98 44,317.78 45,679.40 47,082.62 48,529.00 50,019.58 51,556.18 Power Dispatcher I Hourly 25.1156 26.3265 27.5956 28.9260 30.3205 31.7823 33.3144 34.9205 8070 Bi-weekly 2,009.25 2,106.12 2,207.65 2,314.08 2,425.64 2,542.58 2,665.15 2,793.64 Monthly 4,353.37 4,563.26 4,783.24 5,013.84 5,255.55 5,508.93 5,774.50 6,052.89 Annual 52,240.50 54,759.12 57,398.90 60,166.08 63,066.64 66,107.08 69,293.90 72,634.64 Power Dispatcher II Hourly 26.3793 27.6503 28.9827 30.3792 31.8431 33.3774 34.9857 36.6716 8075 Bi-weekly 2,110.34 2,212.02 2,318.62 2,430.34 2,547.45 2,670.19 2,798.86 2,933.73 Monthly 4,572.41 4,792.72 5,023.67 5,265.73 5,519.47 5,785.42 6,064.19 6,356.41 Annual 54,868.84 57,512.52 60,284.12 63,188.84 66,233.70 69,424.94 72,770.36 76,276.98 Exhibit B IBEW UTILITIES SALARY TABLES FY 2009 - 2010 STEP STEP STEP STEP STEP STEP STEP STEP 1 2 3 4 5 6 7 8 Pwr Plt Maint. Mech.Hourly 23.7745 24.5311 25.3117 26.1172 26.9483 27.8059 28.6908 29.6038 8080 - PGS Bi-weekly 1,901.96 1,962.49 2,024.94 2,089.38 2,155.86 2,224.47 2,295.26 2,368.30 8081 - BUR Monthly 4,120.91 4,252.06 4,387.36 4,526.98 4,671.04 4,819.69 4,973.07 5,131.33 Annual 49,450.96 51,024.74 52,648.44 54,323.88 56,052.36 57,836.22 59,676.76 61,575.80 Power Plant Operator Hourly 28.0862 28.7050 29.3376 29.9841 30.6447 31.3201 32.0102 32.7156 8150 - BUR Bi-weekly 2,246.90 2,296.40 2,347.01 2,398.73 2,451.58 2,505.61 2,560.82 2,617.25 8090 - PGS Monthly 4,868.27 4,975.53 5,085.18 5,197.24 5,311.75 5,428.82 5,548.43 5,670.70 Annual 58,419.40 59,706.40 61,022.26 62,366.98 63,741.08 65,145.86 66,581.32 68,048.50 Sr. Engineering Tech Hourly 26.8229 27.6080 28.4161 29.2477 30.1038 30.9849 31.8918 32.8253 8125 Bi-weekly 2,145.83 2,208.64 2,273.29 2,339.82 2,408.30 2,478.79 2,551.34 2,626.02 Monthly 4,649.30 4,785.39 4,925.46 5,069.60 5,217.99 5,370.72 5,527.91 5,689.72 Annual 55,791.58 57,424.64 59,105.54 60,835.32 62,615.80 64,448.54 66,334.84 68,276.52 Sr. Materials Handler Hourly 23.8377 24.7599 25.7179 26.7129 27.7465 28.8200 29.9350 31.0931 8100 Bi-weekly 1,907.02 1,980.79 2,057.43 2,137.03 2,219.72 2,305.60 2,394.80 2,487.45 Monthly 4,131.87 4,291.72 4,457.77 4,630.24 4,809.39 4,995.47 5,188.73 5,389.47 Annual 49,582.52 51,500.54 53,493.18 55,562.78 57,712.72 59,945.60 62,264.80 64,673.70 Sr. Power Dispatcher Hourly 30.5150 31.9262 33.4027 34.9476 36.5638 38.2548 40.0241 41.8751 8105 Bi-weekly 2,441.20 2,554.10 2,672.22 2,795.81 2,925.10 3,060.38 3,201.93 3,350.01 Monthly 5,289.27 5,533.87 5,789.80 6,057.58 6,337.73 6,630.83 6,937.51 7,258.35 Annual 63,471.20 66,406.60 69,477.72 72,691.06 76,052.60 79,569.88 83,250.18 87,100.26 Sr. Pwr Plt Oper.Hourly 27.6915 28.6918 29.7282 30.8021 31.9147 33.0676 34.2621 35.4997 8110 Bi-weekly 2,215.32 2,295.34 2,378.26 2,464.17 2,553.18 2,645.41 2,740.97 2,839.98 Monthly 4,799.86 4,973.25 5,152.89 5,339.03 5,531.88 5,731.72 5,938.76 6,153.28 Annual 57,598.32 59,678.84 61,834.76 64,068.42 66,382.68 68,780.66 71,265.22 73,839.48 Sr. Subst. Tech.Hourly 32.6046 32.7717 32.9397 33.1085 33.2781 33.4487 33.6201 33.7924 8130 Bi-weekly 2,608.37 2,621.74 2,635.18 2,648.68 2,662.25 2,675.90 2,689.61 2,703.39 Monthly 5,651.46 5,680.43 5,709.55 5,738.81 5,768.20 5,797.77 5,827.48 5,857.35 Annual 67,817.62 68,165.24 68,514.68 68,865.68 69,218.50 69,573.40 69,929.86 70,288.14 Sr Water Maint. Wkr.Hourly 19.3719 20.1486 20.9565 21.7967 22.6706 23.5796 24.5249 25.5083 8120 Bi-weekly 1,549.75 1,611.89 1,676.52 1,743.74 1,813.65 1,886.37 1,961.99 2,040.66 Monthly 3,357.80 3,492.42 3,632.46 3,778.09 3,929.57 4,087.13 4,250.98 4,421.44 Annual 40,293.50 41,909.14 43,589.52 45,337.24 47,154.90 49,045.62 51,011.74 53,057.16 Substation Tech.Hourly 30.1833 30.3515 30.5208 30.6910 30.8622 31.0343 31.2074 31.3815 8135 Bi-weekly 2,414.66 2,428.12 2,441.66 2,455.28 2,468.98 2,482.74 2,496.59 2,510.52 Monthly 5,231.77 5,260.93 5,290.27 5,319.77 5,349.45 5,379.28 5,409.28 5,439.46 Annual 62,781.16 63,131.12 63,483.16 63,837.28 64,193.48 64,551.24 64,911.34 65,273.52 System Technician Hourly 26.6000 27.5252 28.4825 29.4731 30.4981 31.5589 32.6566 33.7924 8140-PCC Bi-weekly 2,128.00 2,202.02 2,278.60 2,357.85 2,439.85 2,524.71 2,612.53 2,703.39 8141-PGS Monthly 4,610.67 4,771.03 4,936.97 5,108.67 5,286.34 5,470.21 5,660.48 5,857.35 Annual 55,328.00 57,252.52 59,243.60 61,304.10 63,436.10 65,642.46 67,925.78 70,288.14 Tree Trim Crew Chf Hourly 23.8284 24.5772 25.3497 26.1463 26.9680 27.8156 28.6898 29.5914 8145 Bi-weekly 1,906.27 1,966.18 2,027.98 2,091.70 2,157.44 2,225.25 2,295.18 2,367.31 Monthly 4,130.26 4,260.05 4,393.95 4,532.03 4,674.45 4,821.37 4,972.90 5,129.18 Annual 49,563.02 51,120.68 52,727.48 54,384.20 56,093.44 57,856.50 59,674.68 61,550.06 Utility Electrician Hourly 23.8788 24.8292 25.8176 26.8452 27.9137 29.0248 30.1801 31.3815 8155 Bi-weekly 1,910.30 1,986.34 2,065.41 2,147.62 2,233.10 2,321.98 2,414.41 2,510.52 Monthly 4,138.99 4,303.73 4,475.05 4,653.17 4,838.37 5,030.97 5,231.22 5,439.46 Annual 49,667.80 51,644.84 53,700.66 55,838.12 58,060.60 60,371.48 62,774.66 65,273.52 Utility Technician Hourly 23.3224 24.4904 25.7091 26.9915 28.3373 29.7592 31.2446 32.8063 8161 BUR Bi-weekly 1,865.79 1,959.23 2,056.73 2,159.32 2,266.98 2,380.74 2,499.57 2,624.50 8160 PGS Monthly 4,042.55 4,245.00 4,456.24 4,678.53 4,911.80 5,158.26 5,415.73 5,686.43 Annual 48,510.54 50,939.98 53,474.98 56,142.32 58,941.48 61,899.24 64,988.82 68,237.00 Exhibit B IBEW UTILITIES SALARY TABLES FY 2009 - 2010 STEP STEP STEP STEP STEP STEP STEP STEP 1 2 3 4 5 6 7 8 Util. Warehouse Clk Hourly 17.2330 17.7580 18.2989 18.8564 19.4308 20.0228 20.6328 21.2614 8165 Bi-weekly 1,378.64 1,420.64 1,463.91 1,508.51 1,554.46 1,601.82 1,650.62 1,700.91 Monthly 2,987.05 3,078.05 3,171.81 3,268.44 3,368.01 3,470.62 3,576.35 3,685.31 Annual 35,844.64 36,936.64 38,061.66 39,221.26 40,415.96 41,647.32 42,916.12 44,223.66 Water Maint. Wkr.Hourly 16.1398 16.9048 17.7061 18.5454 19.4245 20.3453 21.3096 22.3197 8175 Bi-weekly 1,291.18 1,352.38 1,416.49 1,483.63 1,553.96 1,627.62 1,704.77 1,785.58 Monthly 2,797.57 2,930.17 3,069.06 3,214.54 3,366.91 3,526.52 3,693.66 3,868.75 Annual 33,570.68 35,161.88 36,828.74 38,574.38 40,402.96 42,318.12 44,324.02 46,425.08 Wireworker I Hourly 18.1316 19.0514 20.0179 21.0335 22.1006 23.2218 24.4000 25.6380 8180 Bi-weekly 1,450.53 1,524.11 1,601.43 1,682.68 1,768.05 1,857.74 1,952.00 2,051.04 Monthly 3,142.81 3,302.24 3,469.77 3,645.81 3,830.77 4,025.11 4,229.33 4,443.92 Annual 37,713.78 39,626.86 41,637.18 43,749.68 45,969.30 48,301.24 50,752.00 53,327.04 Wireworker II Hourly 25.1434 25.7534 26.3783 27.0184 27.6739 28.3453 29.0331 29.7374 8185 Bi-weekly 2,011.47 2,060.27 2,110.26 2,161.47 2,213.91 2,267.62 2,322.65 2,378.99 Monthly 4,358.19 4,463.92 4,572.24 4,683.19 4,796.81 4,913.19 5,032.40 5,154.48 Annual 52,298.22 53,567.02 54,866.76 56,198.22 57,561.66 58,958.12 60,388.90 61,853.74 Exhibit C IBEW UTILITIES - SALARY TABLES FY 2010 - 2011 STEP STEP STEP STEP STEP STEP STEP STEP 1 2 3 4 5 6 7 8 Custodian Hourly 15.4563 15.8277 16.2081 16.5976 16.9965 17.4051 17.8233 18.2518 8005-PCC Bi-weekly 1,236.50 1,266.22 1,296.65 1,327.81 1,359.72 1,392.41 1,425.86 1,460.14 8006-PGS Monthly 2,679.09 2,743.47 2,809.40 2,876.92 2,946.06 3,016.88 3,089.37 3,163.65 Annual 32,149.00 32,921.72 33,712.90 34,523.06 35,352.72 36,202.66 37,072.36 37,963.64 Elec. Ungrnd. Crew Chief Hourly 28.2329 29.2195 30.2405 31.2973 32.3911 33.5231 34.6945 35.9069 8010 Bi-weekly 2,258.63 2,337.56 2,419.24 2,503.78 2,591.29 2,681.85 2,775.56 2,872.55 Monthly 4,893.70 5,064.71 5,241.69 5,424.87 5,614.46 5,810.67 6,013.71 6,223.86 Annual 58,724.38 60,776.56 62,900.24 65,098.28 67,373.54 69,728.10 72,164.56 74,686.30 Elec. Distrib. Crew Chief Hourly 28.2329 29.2195 30.2405 31.2973 32.3911 33.5231 34.6945 35.9069 8011 Bi-weekly 2,258.63 2,337.56 2,419.24 2,503.78 2,591.29 2,681.85 2,775.56 2,872.55 Monthly 4,893.70 5,064.71 5,241.69 5,424.87 5,614.46 5,810.67 6,013.71 6,223.86 Annual 58,724.38 60,776.56 62,900.24 65,098.28 67,373.54 69,728.10 72,164.56 74,686.30 Engineering Tech. I Hourly 17.7918 18.7260 19.7093 20.7443 21.8336 22.9801 24.1867 25.4568 8020 Bi-weekly 1,423.34 1,498.08 1,576.74 1,659.54 1,746.69 1,838.41 1,934.94 2,036.54 Monthly 3,083.91 3,245.84 3,416.28 3,595.68 3,784.49 3,983.22 4,192.36 4,412.51 Annual 37,006.84 38,950.08 40,995.24 43,148.04 45,413.94 47,798.66 50,308.44 52,950.04 Engineering Tech. II Hourly 21.9942 23.0086 24.0698 25.1800 26.3415 27.5564 28.8275 30.1571 8025 Bi-weekly 1,759.54 1,840.69 1,925.58 2,014.40 2,107.32 2,204.51 2,306.20 2,412.57 Monthly 3,812.33 3,988.16 4,172.10 4,364.53 4,565.86 4,776.44 4,996.77 5,227.23 Annual 45,748.04 47,857.94 50,065.08 52,374.40 54,790.32 57,317.26 59,961.20 62,726.82 GIS Technician Hourly 22.6286 23.7507 24.9284 26.1644 27.4617 28.8234 30.2525 31.7526 8030 - PCC Bi-weekly 1,810.29 1,900.06 1,994.27 2,093.15 2,196.94 2,305.87 2,420.20 2,540.21 Monthly 3,922.29 4,116.79 4,320.92 4,535.16 4,760.03 4,996.06 5,243.77 5,503.78 Annual 47,067.54 49,401.56 51,851.02 54,421.90 57,120.44 59,952.62 62,925.20 66,045.46 Instrument Tech.Hourly 26.5386 27.6156 28.7362 29.9022 31.1157 32.3784 33.6924 35.0596 8035 Bi-weekly 2,123.09 2,209.25 2,298.90 2,392.18 2,489.26 2,590.27 2,695.39 2,804.77 Monthly 4,600.02 4,786.70 4,980.94 5,183.05 5,393.39 5,612.26 5,840.02 6,077.00 Annual 55,200.34 57,440.50 59,771.40 62,196.68 64,720.76 67,347.02 70,080.14 72,924.02 Lineworker Appr.Hourly 17.2099 18.1772 19.1988 20.2777 21.4173 22.6210 23.8924 25.2351 8040 Bi-weekly 1,376.79 1,454.18 1,535.90 1,622.22 1,713.38 1,809.68 1,911.39 2,018.81 Monthly 2,983.05 3,150.71 3,327.79 3,514.80 3,712.33 3,920.97 4,141.35 4,374.08 Annual 35,796.54 37,808.68 39,933.40 42,177.72 44,547.88 47,051.68 49,696.14 52,489.06 Lineworker 1st Class Hourly 26.0863 26.7192 27.3675 28.0316 28.7117 29.4082 30.1218 30.8526 8045 Bi-weekly 2,086.90 2,137.54 2,189.40 2,242.53 2,296.94 2,352.66 2,409.74 2,468.21 Monthly 4,521.63 4,631.33 4,743.70 4,858.81 4,976.69 5,097.42 5,221.11 5,347.78 Annual 54,259.40 55,576.04 56,924.40 58,305.78 59,720.44 61,169.16 62,653.24 64,173.46 Materials Handler Hourly 21.4797 22.3980 23.3555 24.3538 25.3949 26.4804 27.6125 28.7929 8055 Bi-weekly 1,718.38 1,791.84 1,868.44 1,948.30 2,031.59 2,118.43 2,209.00 2,303.43 Monthly 3,723.15 3,882.32 4,048.29 4,221.33 4,401.78 4,589.94 4,786.17 4,990.77 Annual 44,677.88 46,587.84 48,579.44 50,655.80 52,821.34 55,079.18 57,434.00 59,889.18 Meter Technician Hourly 20.8076 21.4468 22.1056 22.7847 23.4847 24.2061 24.9497 25.7161 8060 Bi-weekly 1,664.61 1,715.74 1,768.45 1,822.78 1,878.78 1,936.49 1,995.98 2,057.29 Monthly 3,606.65 3,717.45 3,831.64 3,949.35 4,070.68 4,195.72 4,324.61 4,457.46 Annual 43,279.86 44,609.24 45,979.70 47,392.28 48,848.28 50,348.74 51,895.48 53,489.54 Power Dispatcher I Hourly 26.0574 27.3137 28.6304 30.0107 31.4575 32.9741 34.5637 36.2300 8070 Bi-weekly 2,084.59 2,185.10 2,290.43 2,400.86 2,516.60 2,637.93 2,765.10 2,898.40 Monthly 4,516.62 4,734.37 4,962.60 5,201.85 5,452.63 5,715.51 5,991.04 6,279.87 Annual 54,199.34 56,812.60 59,551.18 62,422.36 65,431.60 68,586.18 71,892.60 75,358.40 Power Dispatcher II Hourly 27.3685 28.6872 30.0696 31.5184 33.0372 34.6291 36.2977 38.0468 8075 Bi-weekly 2,189.48 2,294.98 2,405.57 2,521.47 2,642.98 2,770.33 2,903.82 3,043.74 Monthly 4,743.87 4,972.45 5,212.06 5,463.19 5,726.45 6,002.38 6,291.60 6,594.78 Annual 56,926.48 59,669.48 62,544.82 65,558.22 68,717.48 72,028.58 75,499.32 79,137.24 Exhibit C IBEW UTILITIES - SALARY TABLES FY 2010 - 2011 STEP STEP STEP STEP STEP STEP STEP STEP 1 2 3 4 5 6 7 8 Pwr Plt Maint. Mech.Hourly 24.6660 25.4510 26.2609 27.0966 27.9589 28.8486 29.7667 30.7139 8080 - PGS Bi-weekly 1,973.28 2,036.08 2,100.87 2,167.73 2,236.71 2,307.89 2,381.34 2,457.11 8081 - BUR Monthly 4,275.44 4,411.51 4,551.89 4,696.74 4,846.21 5,000.42 5,159.56 5,323.74 Annual 51,305.28 52,938.08 54,622.62 56,360.98 58,154.46 60,005.14 61,914.84 63,884.86 Power Plant Operator Hourly 29.1394 29.7814 30.4378 31.1085 31.7939 32.4946 33.2106 33.9424 8150 - BUR Bi-weekly 2,331.15 2,382.51 2,435.02 2,488.68 2,543.51 2,599.57 2,656.85 2,715.39 8090 - PGS Monthly 5,050.83 5,162.11 5,275.89 5,392.14 5,510.94 5,632.40 5,756.50 5,883.35 Annual 60,609.90 61,945.26 63,310.52 64,705.68 66,131.26 67,588.82 69,078.10 70,600.14 Sr. Engineering Tech Hourly 27.8288 28.6433 29.4817 30.3445 31.2327 32.1468 33.0877 34.0562 8125 Bi-weekly 2,226.30 2,291.46 2,358.54 2,427.56 2,498.62 2,571.74 2,647.02 2,724.50 Monthly 4,823.66 4,964.84 5,110.16 5,259.71 5,413.67 5,572.11 5,735.20 5,903.07 Annual 57,883.80 59,577.96 61,322.04 63,116.56 64,964.12 66,865.24 68,822.52 70,837.00 Sr. Materials Handler Hourly 24.7316 25.6884 26.6823 27.7146 28.7870 29.9008 31.0576 32.2591 8100 Bi-weekly 1,978.53 2,055.07 2,134.58 2,217.17 2,302.96 2,392.06 2,484.61 2,580.73 Monthly 4,286.81 4,452.66 4,624.93 4,803.86 4,989.75 5,182.81 5,383.32 5,591.58 Annual 51,441.78 53,431.82 55,499.08 57,646.42 59,876.96 62,193.56 64,599.86 67,098.98 Sr. Power Dispatcher Hourly 31.6593 33.1234 34.6553 36.2581 37.9349 39.6894 41.5250 43.4454 8105 Bi-weekly 2,532.74 2,649.87 2,772.42 2,900.65 3,034.79 3,175.15 3,322.00 3,475.63 Monthly 5,487.61 5,741.39 6,006.92 6,284.74 6,575.38 6,879.50 7,197.67 7,530.54 Annual 65,851.24 68,896.62 72,082.92 75,416.90 78,904.54 82,553.90 86,372.00 90,366.38 Sr. Pwr Plt Oper.Hourly 28.7299 29.7677 30.8430 31.9572 33.1115 34.3076 35.5469 36.8309 8110 Bi-weekly 2,298.39 2,381.42 2,467.44 2,556.58 2,648.92 2,744.61 2,843.75 2,946.47 Monthly 4,979.85 5,159.73 5,346.12 5,539.25 5,739.33 5,946.65 6,161.46 6,384.02 Annual 59,758.14 61,916.92 64,153.44 66,471.08 68,871.92 71,359.86 73,937.50 76,608.22 Sr. Subst. Tech.Hourly 33.8273 34.0006 34.1749 34.3501 34.5260 34.7030 34.8809 35.0596 8130 Bi-weekly 2,706.18 2,720.05 2,733.99 2,748.01 2,762.08 2,776.24 2,790.47 2,804.77 Monthly 5,863.40 5,893.44 5,923.65 5,954.02 5,984.51 6,015.19 6,046.02 6,077.00 Annual 70,360.68 70,721.30 71,083.74 71,448.26 71,814.08 72,182.24 72,552.22 72,924.02 Sr Water Maint. Wkr.Hourly 20.0983 20.9042 21.7424 22.6141 23.5207 24.4638 25.4446 26.4649 8120 Bi-weekly 1,607.86 1,672.34 1,739.39 1,809.13 1,881.66 1,957.10 2,035.57 2,117.19 Monthly 3,483.71 3,623.39 3,768.68 3,919.78 4,076.92 4,240.39 4,410.40 4,587.25 Annual 41,804.36 43,480.84 45,224.14 47,037.38 48,923.16 50,884.60 52,924.82 55,046.94 Substation Tech.Hourly 31.3152 31.4897 31.6653 31.8419 32.0195 32.1981 32.3777 32.5583 8135 Bi-weekly 2,505.22 2,519.18 2,533.22 2,547.35 2,561.56 2,575.85 2,590.22 2,604.66 Monthly 5,427.97 5,458.21 5,488.65 5,519.26 5,550.05 5,581.00 5,612.13 5,643.44 Annual 65,135.72 65,498.68 65,863.72 66,231.10 66,600.56 66,972.10 67,345.72 67,721.16 System Technician Hourly 27.5975 28.5574 29.5506 30.5783 31.6418 32.7424 33.8812 35.0596 8140-PCC Bi-weekly 2,207.80 2,284.59 2,364.05 2,446.26 2,531.34 2,619.39 2,710.50 2,804.77 8141-PGS Monthly 4,783.57 4,949.95 5,122.10 5,300.24 5,484.58 5,675.35 5,872.74 6,077.00 Annual 57,402.80 59,399.34 61,465.30 63,602.76 65,814.84 68,104.14 70,473.00 72,924.02 Tree Trim Crew Chf Hourly 24.7220 25.4988 26.3003 27.1268 27.9793 28.8587 29.7657 30.7011 8145 Bi-weekly 1,977.76 2,039.90 2,104.02 2,170.14 2,238.34 2,308.70 2,381.26 2,456.09 Monthly 4,285.15 4,419.79 4,558.72 4,701.98 4,849.75 5,002.17 5,159.39 5,321.52 Annual 51,421.76 53,037.40 54,704.52 56,423.64 58,196.84 60,026.20 61,912.76 63,858.34 Utility Electrician Hourly 24.7743 25.7603 26.7858 27.8519 28.9605 30.1132 31.3119 32.5583 8155 Bi-weekly 1,981.94 2,060.82 2,142.86 2,228.15 2,316.84 2,409.06 2,504.95 2,604.66 Monthly 4,294.21 4,465.12 4,642.87 4,827.66 5,019.82 5,219.62 5,427.40 5,643.44 Annual 51,530.44 53,581.32 55,714.36 57,931.90 60,237.84 62,635.56 65,128.70 67,721.16 Utility Technician Hourly 24.1970 25.4088 26.6732 28.0037 29.3999 30.8752 32.4163 34.0365 8161 BUR Bi-weekly 1,935.76 2,032.70 2,133.86 2,240.30 2,351.99 2,470.02 2,593.30 2,722.92 8160 PGS Monthly 4,194.15 4,404.19 4,623.35 4,853.97 5,095.98 5,351.70 5,618.83 5,899.66 Annual 50,329.76 52,850.20 55,480.36 58,247.80 61,151.74 64,220.52 67,425.80 70,795.92 Exhibit C IBEW UTILITIES - SALARY TABLES FY 2010 - 2011 STEP STEP STEP STEP STEP STEP STEP STEP 1 2 3 4 5 6 7 8 Util. Warehouse Clk Hourly 17.8792 18.4239 18.9851 19.5635 20.1595 20.7737 21.4065 22.0587 8165 Bi-weekly 1,430.34 1,473.91 1,518.81 1,565.08 1,612.76 1,661.90 1,712.52 1,764.70 Monthly 3,099.06 3,193.48 3,290.75 3,391.01 3,494.31 3,600.77 3,710.46 3,823.51 Annual 37,188.84 38,321.66 39,489.06 40,692.08 41,931.76 43,209.40 44,525.52 45,882.20 Water Maint. Wkr.Hourly 16.7450 17.5387 18.3701 19.2409 20.1529 21.1082 22.1087 23.1567 8175 Bi-weekly 1,339.60 1,403.10 1,469.61 1,539.27 1,612.23 1,688.66 1,768.70 1,852.54 Monthly 2,902.47 3,040.04 3,184.15 3,335.09 3,493.17 3,658.75 3,832.17 4,013.83 Annual 34,829.60 36,480.60 38,209.86 40,021.02 41,917.98 43,905.16 45,986.20 48,166.04 Wireworker I Hourly 18.8115 19.7658 20.7686 21.8223 22.9294 24.0926 25.3150 26.5994 8180 Bi-weekly 1,504.92 1,581.26 1,661.49 1,745.78 1,834.35 1,927.41 2,025.20 2,127.95 Monthly 3,260.66 3,426.07 3,599.89 3,782.53 3,974.43 4,176.05 4,387.93 4,610.56 Annual 39,127.92 41,112.76 43,198.74 45,390.28 47,693.10 50,112.66 52,655.20 55,326.70 Wireworker II Hourly 26.0863 26.7192 27.3675 28.0316 28.7117 29.4082 30.1218 30.8526 8185 Bi-weekly 2,086.90 2,137.54 2,189.40 2,242.53 2,296.94 2,352.66 2,409.74 2,468.21 Monthly 4,521.63 4,631.33 4,743.70 4,858.81 4,976.69 5,097.42 5,221.11 5,347.78 Annual 54,259.40 55,576.04 56,924.40 58,305.78 59,720.44 61,169.16 62,653.24 64,173.46 1 AGREEMENT THIS AGREEMENT, dated this day of ____________ 2008, by and between the City of Grand Island (hereinafter referred to as the City), and Union Local No. 1597, I.B.E.W., A.F.L. - C.I.O. (hereinafter referred to as the Union). The provisions of this Agreement shall be effective from October 1, 2008 to September 30, 2011. PURPOSE AND INTENT OF THE PARTIES The purpose of the City and the Union in entering this labor agreement is to promote harmonious relations between the employer and the Union, the establishment of an equitable and peaceful procedure for the resolution of differences; and the establishment of rates of pay, hours of work and other conditions of employment. ARTICLE I - RECOGNITION A. BARGAINING UNIT The Union is hereby recognized as the Exclusive Bargaining Agent for the non-management employees of the Finance Department and the Information Technology Department, without regard to their membership or non-membership in said Union. Nothing contained in this “exclusive representation” provision shall prohibit employees of the bargaining unit from seeking an election to revoke the authority of the Union to represent them prior to expiration of this Agreement. The Union further agrees that it will not do anything to discriminate against any employee who attempts decertification of or resignation from the Union. The City agrees that it will take no overt action to aid any organization or association in an effort to decertify the Union as such exclusive bargaining agent during the term of this Agreement. Non-management employees of the Finance Department and the Information Technology Department are hereby defined as being those persons who are currently employed under the classifications outlined in Article I, Section B, hereof. B. CLASSES OF EMPLOYEES Employees with regular status in the classification listed below are eligible for representation by the Union and all other classifications that may become eligible: 2 1. Accounting Clerk 2. Senior Accounting Clerk 3. Meter Reader 4. Senior Meter Reader 5. Computer Programmer 6. Computer Technician 7. Computer Operator 8. Cashier Additional job classifications may be added to the bargaining unit by mutual written agreement of the parties. In the event of a temporary change of an employee to another non-management job classification for a period of three (3) consecutive working days, or three (3) working days in one work week, the employee will receive any additional pay which may be attributable to that temporary job classification, moving from step to step from the current pay range to the temporary pay range. Nothing in this provision shall require or limit the City from providing compensation for a temporary job reclassification for a period under three (3) days. This paragraph shall not apply to the, Cashier, Accounting Clerk, and the Senior Accounting Clerk classifications. ARTICLE II - HOURS OF WORK A. WORK DAY The City shall establish the work day. The normal work day shall be from 8:00 a.m. to 5 p.m. The work day may vary according to the special requirements of any division or program. B. WORK WEEK The City shall establish the work week. The work week may vary according to the special requirements of any division or program. The work days will be arranged successively to provide a forty (40) hour work week for each employee. Hours worked shall include actual hours worked and shall not include paid leave, holidays and vacation when calculating overtime. C. LUNCH PERIODS The City shall establish the lunch periods. Workers shall be allowed one hour off, without pay, for a meal. 3 A meal allowance for actual cost, or up to $7.00 per meal, shall be granted for all employees if they are required to work two (2) hours overtime consecutively with their normal working hours and if such overtime would normally interfere with and disrupt the employee's normal meal schedule. Nothing in this section shall prohibit the City from exceeding the amount of this allowance or consecutive hour requirement in providing an allowance for emergency situations. D. CHANGES IN WORK SCHEDULE All changes in work schedules, except in cases of emergency, as may be determined by the City, shall be posted for all affected employees to see at least three (3) working days before the change is effective. E. OVERTIME All officially authorized work in excess of eight hours a day or forty hours a week or any non-scheduled work shall be designated overtime work for the purpose of compensation. Overtime work shall, whenever possible, be eliminated by rescheduling work, by utilizing part-time employees. Overtime work shall be authorized only in the following cases: 1. In the event of fire, flood, catastrophe, or other unforeseeable emergency. 2. Where a station must be manned and another employee is not available for work. 3. To provide essential services when such services cannot be provided by overlapping work schedules. 4. To carry on short-range projects in which the utilization of present employees is more advantageous to the agency than the hiring of additional personnel. 5. No employee shall be regularly scheduled to work over-time without the approval of the Chief Administrative Officer. 6. Overtime work shall be authorized in advance except in cases of emergency by the Chief Administrative Officer or by any supervisor to whom the responsibility has been delegated. 7. All employees who are required to work in excess of eight hours a day or forty hours a week shall be eligible for overtime compensation. 8. The rules of overtime shall be as follows: a. Overtime work shall be accrued and compensated for in one- 4 tenth (1/10) of an hour units. b. This article is not intended to be construed as a guarantee of hours of work per day or per week. Overtime shall not be paid more than once for the same hours worked. c. Overtime shall be computed on all hours worked in excess of eight hours per regularly scheduled work day and over 40 hours per work week, and shall be paid at a one and one-half times the base rate. F. CALL-BACK PAY In the event an employee is called to duty during his or her off-duty time, and such time does not otherwise merge with his or her regularly scheduled work schedule, such employee shall be paid at the rate of one and one-half times the employee’s base hourly rate times the actual number of hours worked, although the employee shall be compensated for no less than two hours at the enhanced rate. Provided however, that if the employee called back responds and performs the work from a remote location without reporting to the worksite, he or she shall be compensated as set forth above but the minimum compensation will be one hour instead of two. ARTICLE III - HOLIDAYS AND HOLIDAY PAY A. RECOGNIZED HOLIDAYS The following days shall be the recognized holidays, and followed in accordance with Nebraska Revised Statutes as amended: New Year's Day Memorial Day Independence Day Labor Day Veterans Day Thanksgiving Day Day after Thanksgiving Day Christmas Day B. WEEKEND HOLIDAYS When a holiday falls on Sunday, the following Monday shall be observed as a holiday; when a holiday falls on Saturday, the preceding Friday shall be observed as a holiday. 5 C. ELIGIBILITY FOR HOLIDAY PAY No employee shall be eligible for holiday pay unless he or she is in an active pay status the last regularly scheduled day before the holiday or the first regularly scheduled day after the holiday. Active Pay Status shall mean any pay status other than leave without pay or suspension without pay. D. HOLIDAY ON REGULARLY SCHEDULED WORK DAY If an employee works on a holiday, the employee shall be paid for the holiday and any hours worked on the holiday shall be paid as overtime. E. PERSONAL DAY Personal Leave Days will be given to employees each year. One will be given in October and must be taken by the end of March. The second Personal Leave Day will be given in April and must be taken by the end of September. In addition to the two personal leave days, the City will provide one annual personal leave day that will be granted on October 1st and must be used by the last full pay period in September. Personal Leave Days may be taken at any time and may be taken in one (1) hour increments; provided, the time selected by the employee must have the prior approval of the employee’s supervisor. The Director or his or her designees will make every effort to grant requested personal leave time; however, it must be approved in advance and will be granted on the basis of work requirements of the department. Use of personal leave will not be unreasonably denied. New employees who begin work on or after April 1 will not be eligible for personal days until the following October 1. F. In lieu of a paid holiday for Arbor Day, the City will provide one annual personal leave day that will be granted on October 1st and must be used by the last full pay period in September. Personal Leave Days may be taken at any time and may be taken in one (1) hour increments; provided, the time selected by the employee must have the prior approval of the employee’s supervisor. The Director or his or her designees will make every effort to grant requested personal leave time; however, it must be approved in advance and will be granted on the basis of work requirements of the department. Use of personal leave will not be unreasonably denied. New employees who begin work on or after April 1 will not be eligible for personal days until the following October 1. 6 ARTICLE IV - VACATIONS A. ELIGIBILITY All full-time employees of the bargaining unit who have been in the employ of the City continuously for six (6) months shall be eligible for vacation leave with pay with prior approval by the Department Director or supervisor. B. AMOUNT AUTHORIZED 1. All employees will be eligible to take earned vacation after satisfactory completion of six (6) months of continuous service. a. All employees will be eligible to take ten (10) days of vacation after completion of one year of service and each year thereafter through the fourth year of service. b. All employees will be eligible to take fifteen (15) days of vacation after five years of service and each year thereafter through the sixth year of service. c. All employees will be eligible to take sixteen (16) days of vacation after seven years of service and each year thereafter through the eighth year of service. d. All employees will be eligible to take seventeen (17) days of vacation after nine years of service and each year thereafter through the tenth year of service. e. All employees will be eligible to take eighteen (18) days of vacation after eleven years of service and each year thereafter through the twelfth year of service. f. All employees will be eligible to take nineteen (19) days of vacation after thirteen years of service. g. All employees will be eligible to take twenty (20) days of vacation after fourteen years of service and each year thereafter through the nineteenth year of service. h. All employees will be eligible to take twenty-one (21) days of vacation after twenty years of service and each year thereafter through the twenty-fourth year of service. 7 i. All employees will be eligible to take twenty-two (22) days of vacation after twenty-five years of service and each year of service thereafter. 2. An employee will earn a prorated portion of vacation leave for pay periods in which the employee is paid for less than sixty (60) hours, including paid leave. 3. Credit toward vacation leave shall not be earned while an employee is on a leave of absence without pay subject to paragraph 2 above. 4. The amount of vacation leave debited shall be the exact number of days or hours an employee is scheduled to work when leave is utilized. C. VACATION SCHEDULE 1. Vacation leave shall be taken at a time convenient to and approved by the Department Director or supervisor. Vacations may be granted at the time requested by the employee. While all employees are encouraged to take two consecutive weeks of vacation each calendar year, when eligible, the City may grant shorter periods of vacation as needed or desired by employees. 2. Each employee shall take a minimum vacation of five consecutive days. In the event a holiday falls within the mandatory five day term, such holiday use will satisfy the mandatory term requirements. D. SENIORITY FOR VACATION AND PERSONAL HOLIDAY PLANNING Appointing authorities shall grant leave on the basis of the work requirements of the City after conferring with employees and recognizing their wishes where possible. Preference in the scheduling of vacation and personal holiday time shall be given to employees within their job classification in order of their total length of employment with the City. E. VACATION TIME CARRY-OVER An employee will be allowed to carry no more than the maximum amount of vacation that he or she can earn in one (1) year, plus eighty (80) hours. Employees who have accrued vacation time in excess of this amount shall reduce their accrued vacation balance as follows: F. VACATION CREDIT ON TERMINATION AND RETIREMENT 8 Upon termination or retirement, an employee shall be paid for the unused portion of accumulated vacation leave. ARTICLE V - MEDICAL LEAVE A. WHEN AUTHORIZED FOR USE Medical leave may be used under the following circumstances: 1. When an employee is incapacitated by sickness or injury. 2. For medical, dental or optical examination or treatment. 3. When an employee is exposed to a contagious disease, or the employee's attendance at duty may jeopardize the health of others. 4. For necessary care and attendance during sickness of, or injury to, a member of the employee's immediate family (spouse, child, parent, or parent-in-law) or household. “Child” shall include a biological, adopted, or foster child; a step-child; a legal ward; or a child of a person standing “in loco parentis”. 5. If an employee should be called upon to perform pallbearer service, Medical leave shall be granted to attend such funeral, including reasonable travel time, not to exceed five (5) days. 6. Upon the death of a member of the employee's family (spouse, children, parents, parent-in-law, brother, brother-in-law, sister, sister-in-law, aunt, uncle, niece, nephew, grandmother, or grandfather) or a close friend, an employee may be allowed Medical leave for funeral purposes with approval of the Department Director and the Chief Administrative Officer. B. ACCRUAL AND USE Medical leave shall be credited to all regular status employees as follows: 1. One work day for each full calendar month of service. 2. An employee will earn a prorated portion of Medical leave for calendar months in 9 which the employee is paid for less than 120 hours, including paid leave. 3. Medical leave shall not be granted in advance of accrual. 4. Leave without pay may be granted for sickness extending beyond the earned credits. 5. After twelve continuous months of service, accrued vacation leave credits may be used for Medical leave when Medical leave credits have been exhausted. 6. The amount of Medical leave granted for necessary care of a sick member of an employee's immediate family or household shall not exceed thirty work days in any 12 month period. 7. The amount of Medical leave charged against an employee's accumulated total shall be computed on the basis of the exact number of days or hours an employee is scheduled to work when Medical leave is utilized, provided, that Medical leave shall be debited in no less than one-half (1/2) hour units. C. PROOF OF ILLNESS An employee who is absent on Medical leave for more than five days because of illness or that of a member of his or her family or household shall be required to furnish a statement signed by the attending physician or other proof of illness satisfactory to the department director or supervisor. The appointing authority may require this statement or proof for an absence chargeable to Medical leave of any duration. D. FRAUDULENT USE OF MEDICAL LEAVE The Department Director or authorized representative may investigate any Medical leave taken by any employee. False or fraudulent use of Medical leave shall be cause for disciplinary action and may result in dismissal. E. NOTIFICATION OF ILLNESS If an employee is absent for reasons that entitle the employee to Medical leave, the employee or a member of his or her household shall notify the employee's supervisor prior to thirty (30) minutes before the employee's scheduled work time. If the employee fails to notify his or her supervisor when it is reasonably possible to do so, no Medical leave shall be approved. Immediately upon return to work, the employee shall submit a leave form to his or her supervisor. F. COMPENSATION FOR UNUSED MEDICAL LEAVE 10 1. An employee may accumulate Medical leave to a maximum of 1039 hours. All employees shall be paid for forty-seven percent (47%) of their accumulated Medical leave at the time of retirement or if an employee dies while still employed full time with the City in good standing. All employees retiring under an early retirement option approved by the Mayor shall be paid for forty-seven percent (47%) of their accumulated Medical leave at the time of such early retirement. The rate of compensation for such accumulated Medical leave shall be based on the employee's salary at the time of death, retirement or early retirement, whichever is applicable. The City will compensate each employee for fifty percent (50%) of unused medical leave in excess of 960 hours accumulated as of September 30, 2008 based upon his or her pay rate on the date the compensation is paid which will be no later than the first pay period in November, 2008.. Thereafter, no payment for excess medical leave will be paid except upon death or retirement as set forth above in this agreement. ARTICLE VI - MILITARY LEAVE The provisions relating to military training leave are as provided by Nebraska Statutes. ARTICLE VII - COURT LEAVE A. WHEN AUTHORIZED An employee who is required to serve as a witness or juror in a federal, state, county, police, or municipal court, or as a litigant in a case resulting directly from the discharge of his or her duties as an employee, shall be granted court leave with full pay to serve in that capacity; provided, however, that, when the employee is a litigant or witness in non-employment related litigation , the employee shall not be granted court leave but may use vacation leave or compensatory time or be granted leave without pay for the length of such service. B. PROCEDURE An employee who is called for compensable litigation witness or jury duty shall present to his or her supervisor the original summons or subpoena from the court, and at the conclusion of such duty, a signed statement showing the actual time in attendance at court. C. FEES 11 Fees received for compensable witness or jury service in a federal, state, county, police or municipal court shall be deposited with the City Finance Director upon the employee's receipt thereof. No employee shall receive witness fees paid from City funds. ARTICLE VIII - LEAVE WITHOUT PAY A. WHEN AUTHORIZED 1. Leave without pay may be granted to an employee for any good cause or Union business when it is in the interest of the City to do so. The employee's interest shall be considered when his or her record of employment shows the employee to be of more than average value, and it is desirable to retain the employee even at some sacrifice. A Department Director may grant an employee leave without pay for 30 days time. Such leave may be extended for a period not to exceed one year by the Chief Administrative Officer. Any appointment made to a position vacated by an employee on leave without pay shall be conditional upon the return of the employee on leave. 2. Before an employee may request unpaid leave, he or she must first use all eligible leave balances except for unpaid leave for Union business. 3. When leave without pay is requested pursuant to the Family and Medical Leave Act (FMLA) policy, Articles of this contract shall govern to the extent they are not inconsistent with Federal law. B. LIMITATIONS Leave without pay shall be subject to the following provisions: 1. At the expiration of leave without pay, the employee shall return to the position held prior to his leave. 2. Vacation and Medical leave credits shall not be earned during leave without pay. 3. A leave without pay shall not constitute a break in service. 4. Leave without pay for more than thirty days during the introductory period shall not be counted as part of that period, but the employee to whom such leave has been 12 granted shall be allowed to return to introductory period on return from leave. 5. Failure to report promptly at the expiration of a leave of absence shall be considered resignation. 6. When all available leave is exhausted. ARTICLE IX - TEMPORARY DISABILITY LEAVE A. POLICY Any employee covered by this contract who sustains an on-the-job injury compensable under the Nebraska Workers Compensation Act will be granted temporary disability leave to allow the employee to receive the equivalent of the employee’s net pay at the time of the injury. This period shall be up to one hundred fifty (150) consecutive calendar days following the original date of disability which shall mean that the employee is unable to perform the job duties as defined by the employee’s job description. Any reoccurrence or exacerbation of an injury shall relate back to the original injury for purposes of this article, including the commencement date of the 150 day period. B. DEFINITIONS Temporary disability shall mean the complete inability of an employee, for reasons of accident or other cause while in the line of duty, to perform the job duties as defined by the employee’s job description, for a period of time not to exceed one hundred fifty (150) consecutive calendar days from the date that disability begins. Temporary disability leave shall mean paid leave provided by the City to an eligible employee when that employee has no other paid leave available. C. APPLICATION OF WORKERS’ COMPENSATION AND OTHER LEAVE BALANCES All payments of salary provided by this article shall be subject to deduction of amounts paid under the Nebraska Workers’ Compensation Act and other city leave balances as set forth below: 1. Pursuant to the waiting provisions in Section 48-119 of the Nebraska Workers’ Compensation Act, no workers’ compensation shall be allowed during the first seven calendar days following the date of injury or date that temporary disability begins, unless the disability 13 continues for six weeks or longer. When the disability lasts less than six weeks, an employee may use Medical or vacation leave for the initial seven days. If no other leave is available, the City shall grant the employee temporary disability leave. 2. The employee shall retain all Workers’ Compensation payments following the initial waiting provisions as set forth above. 3. While on leave of any nature, the total net compensation paid to an employee, including salary, wages, workers’ compensation benefits, and leave pay collected from any other party (except the employee’s private insurance) shall not exceed the employee’s net salary at the time of the commencement of the leave, plus any allowed and approved cost of living increase which commences during the period of leave. D. SUBROGATION The City reserves a right of subrogation because of payment of temporary disability leave to any employee who is disabled or injured by a third party, and reserves the right to pursue collection from the employee of any money paid by the third party to the extent of the City’s payment of temporary disability leave. Should the employee receiving temporary disability leave collect from the third party for wages, salary, or expenses otherwise paid by the City, he or she will reimburse the City for money paid as temporary disability leave or expenses resulting from the injury. The City reserves any other subrogation rights provided under Nebraska law. E. LIMITATION OF LEAVE Temporary disability leave will not be available to employees following one hundred fifty (150) days from the original date that the disability begins absent express approval of the City Administrator, who may grant an extension of this time not to exceed sixty (60) days if the employee has sufficient accumulated medical leave. Such extension shall be chargeable to the employee’s medical leave bank. Any employee whose employment by the City is terminated due to exceeding this limitation of leave shall be compensated for any remaining unused Medical leave as in the case of retirement. If an employee reaches maximum medical improvement (MMI) and it is determined that the employee cannot perform the essential functions of the job, the employee may be terminated prior to the expiration of the 150 day period or extension and will be compensated for any unused medical leave as in the case of retirement. 14 F. LIGHT DUTY POLICY The City may provide light duty work when possible for a defined period of time, not to exceed 150 days, for employees that are injured due to a work related situation. Employees will follow the City’s Light Duty Policy. The commencement of light duty work and/or modified duty work shall be five (5) calendar days from the date of disability unless the employee is willing to return earlier. Any employee who does not willingly return to light duty work who is released by a doctor to do so, shall not be entitled to supplement worker’s compensation benefits with temporary disability leave or medical leave. ARTICLE X - GENERAL PROVISIONS CONCERNING LEAVE A. ABSENCE WITHOUT APPROVAL An employee who is absent from duty without approval shall receive no pay for the duration of the absence, and unless there is a legitimate reason for the absence, shall be subject to disciplinary action. B. AUTHORIZED LEAVE FORM For all leaves except Medical leave, a written request on the authorized Leave Form, indicating the kind of leave, duration and dates of departure and return, must be approved prior to the taking of the leave. In the case of Medical leave, the form shall be completed and submitted for approval immediately upon the employee's return to duty. Unless an absence is substantiated by a Leave Form approved by the supervisor, an employee shall not be paid for any absence from scheduled work hours. ARTICLE XI - PENSION AND RETIREMENT PLAN A. COVERAGE The City agrees that the employees covered under this agreement are covered under the pension plan as adopted in Ordinance No. 4244, as amended. B. AMENDMENTS The City reserves the right to change the pension plan in accordance with existing and future 15 statutes or federal legislation or regulations. ARTICLE XII - RATES OF PAY FOR WORK PERFORMED A. SURVEY The Union and the City surveyed the following array of cities and utilities to determine current labor market comparable salaries and benefits for work performed in the various job classifications covered by this agreement: Ames, Iowa; Fremont, Nebraska; Garden City, Kansas; Hastings, Nebraska; Kearney, Nebraska; Muscatine, Iowa; Norfolk, Nebraska; North Platte, Nebraska; Cedar Falls, Iowa, and Southern Nebraska Rural Public Power District. Said array conforms to the standards established by the Nebraska Commission on Industrial Relations (CIR). Using the survey results, the Union and the City established a pay range for each class of work covered by this agreement. B. 2008 - 2009 FISCAL YEAR Rates of pay for the period October 1, 2008 through September 30, 2009 for work performed in the various classes of work under this agreement shall be as set forth in Exhibit “A”, attached hereto. Said adjustments shall be effective the first full pay period on or after October 1, 2008. C. 2009 - 2010 FISCAL YEAR Effective the first full pay period on or after October 1, 2009, all pay ranges shall be adjusted upwards by 3.75%. See Exhibit B. D. 2010 – 2011 FISCAL YEAR Effective the first full pay period on or after October 1, 2010, all pay ranges shall be adjusted upwards by 3.75%. See Exhibit C. E. FUTURE CHANGES IN RATES OF PAY It is understood and agreed that payment of future rates is contingent upon the City adopting budget statements and appropriations or ordinances sufficient to fund such payments and salary ordinances authorizing such payments. The I.B.E.W. acknowledges that the City must comply with the Nebraska Budget Act. F. PAY PLAN 16 1. Employees will be considered for pay schedule step increases upon the following schedule. Such adjustments in pay shall be effective on the first day of a pay period falling on or immediately after the classification anniversary. Step 1 Entry Level; Step 2 Upon the successful completion of six months service in Step 1; Step3 Upon the successful completion of six months service in Step 2 Steps 4 - 8 Upon successful completion of the anniversary of the employee’s hire date or the anniversary date of the employee’s promotion or demotion. 2. The Mayor may evaluate the manner of performance of any employee, all employees, or any portion of the employees at any time during such employees' service. Any adjustments in the pay of such evaluated employees shall be effective on the first day of a pay period falling on or immediately after such adjustment. The first classification anniversary following such adjustment shall be used for the computation of the merit step increases for employees advanced to Step 4 or higher. 3. Employees, prior to advancing in step or grade, shall be evaluated. Such evaluation shall take place at least yearly. For purposes of an increase in pay, other than cost of living increases, an employee must receive at least a satisfactory rating during the first year of employment, or first year in a new position. Thereafter, to receive increases in pay, other than cost- of-living increases, an employee must receive a rating above satisfactory. Such evaluations shall be advisory and shall in no way require the granting of merit increases by the administration; but denial shall be in writing, showing cause for such denial. Should a merit increase be denied, a new evaluation shall be made six months from the date of the first evaluation. 4. Employees receiving the highest possible rating may be considered for more than a one-step increase when recommended by the Department Director. 5. In no case shall any employee be advanced beyond the maximum rate of the pay grade for his or her class of position. ARTICLE XIII - EMPLOYEE RELATIONS A. GENERAL Every employee shall fulfill conscientiously the duties and responsibilities of his or her 17 position. Employees shall conduct themselves at all times in a manner which reflects credit on the City. Employees shall be impartial in all official acts and shall in no way endanger nor give occasion for distrust of their impartiality. B. MEMBERSHIP IN UNION 1. An employee shall have the right to join, or refrain from joining, this Union. 2. This Union shall not exert pressures on any employee to join it. 3. The Union shall continue the practice of non-discrimination in membership on the basis of race, religion, national origin, color, age, gender, disability status, or political affiliation. 4. At any meeting between a representative of the City and an employee in which discipline (including warnings which are to be recorded in the personnel file, suspension, demotion or discharge for cause) is to be announced, the Union steward may be present if the employee so requests. C. DISCIPLINARY ACTION Any disciplinary action taken in accordance with State Statutes covering employees under this Agreement shall be governed by the grievance procedures set out in such Statutes. ARTICLE XIV - GRIEVANCE PROCEDURE A. PROCEDURE An alleged grievance arising from an employee shall be handled in the manner described below. A grievance for the purpose of this Agreement refers to a question of the interpretation of the terms of the labor agreement between the City and the Union. A work week shall be defined as Monday through Friday. 1. First Step - Any employee who believes that he or she has a justifiable request or grievance shall discuss the request or complaint within five (5) work days with his or her supervisor, with or without the Union steward being present, as the employee may elect, in an attempt to settle same. The foregoing procedure, if followed in good faith by both parties, should lead to a fair and speedy solution of most of the complaints arising out of the day to day operations of City 18 government. However, if a complaint or request has not been satisfactorily resolved in Step 1, it may be presented and must be in writing and processed in Step 2 if the Union steward determines that it constitutes a meritorious grievance. A grievance, to be considered beyond Step 1, must be filed in writing with the supervisor on forms provided by the City. 2. Second Step - If the alleged grievance is determined to be valid, the employee or his or her designated representative shall present it within ten (10) work days after the discussion with the supervisor. The supervisor shall notify the employee in writing, within five (5) work days of his or her decision. 3. Third Step - If the grievance is not settled to the satisfaction of the employee, the employee or designated representative shall present it to the head of the department (if different from the supervisor) in writing within five (5) work days of the receipt of the decision of the immediate supervisor. The head of the department, or his or her designated representative, shall consider the grievance and shall notify the employee in writing of a decision within five (5) work days of the receipt of the grievance. 4. Fourth Step - If the grievance is not settled to the satisfaction of the employee, the employee or designated representative shall present it in writing to the Personnel Director within three (3) work days after the decision of the Department Director. The Personnel Director shall investigate the case within seven (7) work days and make a recommendation to the Chief Administrative Officer. The Chief Administrative Officer shall notify the employee of the decision made and of any action taken within seven (7) work days of the receipt of the grievance. 5. Fifth Step - If the grievance is not settled by the Chief Administrative Officer to the satisfaction of the employee, the employee may appeal, in writing, within ten (10) days of the receipt of the Chief Administrative Officer's decision to the arbitration board. The arbitration procedure established in this step shall extend only to those grievances which are arbitrable under this agreement. The arbitration procedure shall be as follows: a. The City and the Union shall each select an arbitrator within five days following the grieving party's written request, and the two thus chosen shall select a third impartial arbitrator. The three thus chosen shall be residents of the Grand Island, Nebraska, area (an area within 100 miles of the City), and shall constitute the arbitration board to hear and to determine the controversy or matter in dispute. If the third arbitrator cannot be found in the Grand Island area, he or she shall be obtained from the Federal Mediation and Conciliation Service by the two previously appointed. A finding or award of the majority of the arbitration board shall be advisory upon the parties. b. The third and impartial arbitrator shall act as the chairman of the arbitration board. The procedure to be followed in submitting the grievance to the arbitration board shall, unless agreed upon by the 19 parties prior to the hearing, be determined by the chairman of the arbitration board. i. It is understood and agreed between the parties that the decision of the arbitration board, constituted as set forth above, shall be advisory upon the parties, and that the board's jurisdiction shall be limited to the application of this contract. The board does not have the jurisdiction to amend, alter, enlarge, or ignore any provision of this contract. ii. Each party shall bear the expenses of its own arbitrator but the expenses of the third arbitrator shall be shared equally between the City and the Union. iii. It is specifically agreed that grievances shall not be combined for purposes of submitting them to arbitration. Only one grievance shall be heard in an arbitration proceeding. iv. If the City raises the question as to whether a grievance is arbitrable under this section, the Arbitration Board will not proceed under the assumption that the grievance is, in fact, arbitrable but must specifically rule on such question with the reason given therefore as part of its written decision. The Arbitration Board may rule on the arbitrability and the merits in the same hearing. B. PRESENTATION All grievances shall be presented by the employee in person. The employee may designate another person to assist in preparing and presenting the grievance. An employee and his or her designated representative shall obtain the permission of their immediate supervisor before leaving the job site to prepare or present a grievance. C. VIOLATION BY UNION If the City believes that this Agreement is being violated by the Union, the Chief Administrative Officer or his or her designated representative will contact the Chief Officer of the local Union. If the City is not satisfied with the results of its contract with the Union as pertinent to the alleged violation it will take action in accordance with the provisions of the Nebraska Statutes. ARTICLE XV - OTHER BENEFITS 20 A. MEDICAL INSURANCE The City agrees to provide health, dental, and long-term disability insurance during the term of this agreement for the employee and employee’s dependents at the same benefit level and employee contribution level as provided to non-union City employees under the City’s general group insurance plans. The City’s general group insurance plan year runs from October 1 through September 30 of each year. B. LIFE INSURANCE The City will provide a $50,000 term life insurance policy for the employee. Such policy shall contain an option allowing the employee to purchase additional term insurance as provided by the plan. The premium for the optional insurance shall be paid by the employee. C. DISCONTINUANCE OF INSURANCE 1. An employee who is on an approved leave of absence without pay will not be removed from coverage under the City's hospitalization and medical insurance plan. 2. The employee will be required to pay to the City the premium on the life insurance policy and medical insurance during his or her leave of absence without pay. D. PROTECTIVE CLOTHING At the beginning of each fiscal year, the Department Director shall determine what uniforms and protective clothing shall be required and furnished to employees. The IBEW shall be entitled to designate at least one member to any safety committee required under Nebraska law. Employee members shall not be selected by the employer but shall be selected pursuant to procedures prescribed in rules and regulations adopted and promulgated by the Commissioner of Labor. E. MILEAGE PAID FOR USE OF PRIVATE VEHICLES The City agrees to pay City employees for the approved use of their personal automobile in the performance of their duties at the rate provided by Neb. Rev. Stat. §81-1176, as amended. F. TRAVEL TIME REIMBURSEMENT 21 If an employee has to travel for approved City purposes other than a normal commute to and from his or her primary place of work (e.g. work related seminars and training), the employee will receive mileage and compensation consistent with Federal and State law. G. MEDICAL INSURANCE COMMITTEE The City agrees to establish and maintain an employee advisory committee to aid in obtaining medical and dental insurance. ARTICLE XVI - MANAGEMENT RIGHTS A. OPERATION IN BEST INTERESTS OF CITY The City has endorsed the practices and procedures of collective bargaining as an orderly way to conduct its relations with this group of employees, provided, that the City, acting through its administrator, retains the right to effectively operate in a reasonable and efficient manner to serve the best interests of all the citizens of the City. B. STATUTORY AND ORDINANCE RIGHTS This agreement in no way changes the power of the City to exercise any and all powers vested in it by the statutes of the State of Nebraska and the code of the City of Grand Island. C. OTHER RIGHTS It is understood and agreed that the City possesses the sole right to operate the Utilities and Finance Departments and that all management rights repose in them, but that such rights must be exercised consistently with the other provisions of this contract. These rights include but are not limited to the following: 1. Discipline or discharge for just cause. 2. Direct the work force. 3. Hire, assign or transfer employees. 4. Determine the mission of the Department. 5. Determine the methods, means, number of personnel needed to carry out the Department's mission. 22 6. Introduce new or improved methods or facilities. 7. Change existing methods or facilities. 8. Relieve employees. 9. Contract out for goods or service. D. PRIOR AGREEMENTS SUPERSEDED This document constitutes the sole and complete agreement between the parties and embodies all the terms and conditions governing the employment of employees in the Union. The parties acknowledge that they have had the opportunity to present and discuss proposals on any subject which is (or may be) subject to collective bargaining. Any prior commitment or agreement or agreement between the employer and the Union or any individual employee covered by this agreement is hereby superseded. E. PERSONNEL FUNCTIONS All personnel functions of the City shall be handled by a duly designated representative of the Mayor or Chief Administrative Officer. The Union agrees that it shall deal with the City only through the Chief Administrative Officer, or his or her designated representative. F. MEMBERS OF CITY COUNCIL The Union and its membership agree that it will not contact or deal with any of the members of the City Council concerning any aspects of negotiations, grievances, or any other relationship between the Union and the City. G. MATTERS NOT MENTIONED The rights of the employees are encompassed within this Agreement. Any and all matters not specifically mentioned in this Agreement are reserved to the City. Such matters reserved to the City and all matters specified in Paragraph "C" above (except No. 1) shall not be subject to grievance proceedings or negotiation during the life of this Agreement. All provisions of Chapters one, two, and three of the City Personnel Rules and Regulations now in effect and as amended hereafter not in conflict with this contract are by this reference made a part of this Agreement. ARTICLE XVII - STRIKES AND LOCKOUTS 23 A. STRIKES Neither the Union nor any officers, agents, or employees will instigate, promote, sponsor, engage in, or condone any strike, slow-down, concerted stoppage of work or any other intentional interruption of the operations of the City, regardless of the reason for so doing. The Union shall at all times keep its members on the job during periods of negotiations and hearings for the settlement of grievances. If employees strike or in any manner slow down or stop work without Union authorization, the Union shall notify the City of the facts involved with the incident. No employee may miss work because he or she fails or refuses to cross a picket line on any City premises. Any or all employees who violate any of the provisions of this Article without Union sanction may be summarily discharged or disciplined by the City. Such discharge or discipline shall not be subject to grievance proceedings under any circumstances. B. LOCKOUTS The City will not lock out any employees during the term of the Agreement as a result of a labor dispute with the Union. ARTICLE XVIII - GENERAL PROVISIONS A. SOLICITATION OF UNION BUSINESS 1. No non-employee representative of the Union shall be permitted to come on the premises of the Finance Department for any reason without first presenting his or her credentials to the Chief Administrative Officer or his or her authorized representative and obtaining permission to come on the premises of the Finance Department. 2. The Union agrees that it, or its representatives, shall not solicit members in the Union, or otherwise carry on Union activities while the employees concerned are on City time. B. SOLICITATION FOR A NON-PROFIT ORGANIZATION When the City is, in cooperation with a non-profit organization, seeking contributions from its employees of the bargaining unit, such solicitation shall be coordinated with Union representatives, and Union representatives shall be responsible for approaching members of the unit for purposes of acquiring pledges or contributions. C. EMPLOYEE RIGHTS TO UNION MEMBERSHIP The City and the Union agree not to interfere with the right of employees to become or not to become members of the Union, and further that there shall be no discrimination or coercion against 24 any employee because of Union membership or non-membership. D. DEMOTION An employee who fails to satisfactorily perform the duties of a classification into which he or she has been promoted shall be demoted to the classification from which promoted. He or she shall return to the same pay step held prior to promotion with the same regular status held prior to promotion. E. BULLETIN BOARDS ON CITY PREMISES The Union shall have the right to mount a bulletin board at its own expense at the office location. The location and construction of such bulletin board, however, shall be subject to the approval of the City. The use of such bulletin boards shall be considered proper when confined to factual notices and announcements of the Union, such as: a. Meetings b. Nominations and elections of Union officers c. Results of Union elections d. Appointments to Union offices and committees e. Social or recreational affairs f. Agreements made between the Union and the Company g. Joint announcements of letters issued by the Union and the City, or h. Other items as approved by personnel director of the City. F. SENIORITY, PROMOTION, LAYOFF - PROCEDURE 1. SENIORITY. Seniority shall accrue to an employee from his or her first day of employment with the City and shall vest upon completion of the employee's probationary period. 2. PROMOTION. Promotion shall be accomplished utilizing testing procedures and performance evaluations. When two or more employees are equally qualified for promotion, seniority shall become a deciding factor. 3. LAYOFF. If needed, layoff shall be accomplished in accordance with management's right to maintain proper city services concerning job classifications. Layoffs within a job 25 classification shall be by seniority, least senior being laid off first. ARTICLE XIX - DURATION OF CONTRACT A. RIGHTS ON TERMINATION All of the terms, rights, obligations, benefits, and conditions of this agreement will expire on its termination. B. TERM This Agreement shall continue in full force and effect from its effective date through September 30, 2011, provided: Either party may re-open this Agreement between October 1 and October 30 of any year in which the City does not adopt a budget statement and appropriation ordinance sufficient to fund the rates of pay and fringe benefits previously agreed upon by the parties. Negotiations shall be limited to rates of pay and fringe benefits and shall be completed by November 30. Upon notification by either party, the parties shall mutually agree upon the time and place for the first negotiating session. Subsequent sessions shall be set by mutual agreement. Agreement in the setting of negotiating sessions shall not be unreasonably withheld by either party. 2. Negotiations for a new agreement to take effect upon the termination of this Agreement may begin on January 1 of the year of termination of this Agreement but no later than February 1, of that year, and must be completed by May 30, of that year, for budget preparation purposes. ARTICLE XX - PAYROLL DEDUCTION OF UNION DUES A. PAYROLL DEDUCTION Upon receipt of a properly executed written request for payroll deduction of Union membership dues signed by any regular permanent employee, the Department shall: (1) make payroll deductions in accordance with that authorization card from such employee's wages and payments, and (2) remit the amount so deducted to the business manager of Local 1597, I.B.E.W. of America. The City agrees not to withhold any initiation fees, assessments, special or otherwise, nor 26 any funds from an employee's pay for the benefit of the Union other than the regular monthly Union dues as set forth herein. B. REQUEST FORMS Requests for payroll deduction or revocation of said Union membership dues must be made on the form approved by the Union and the Department. C. UNION CERTIFICATION By written certification, the business manager of the I.B.E.W. shall keep the Department currently informed of the amount of regular Union membership dues for the pay period. Standard annual dues increases shall not require new authorization cards from each employee. D. INDEMNIFICATION The Union shall indemnify and save the City harmless against any and all claims, demands, suits or other forms of liability that may arise out of or by reason of action taken or not taken by the City for the purpose of complying with the provisions of this part, or in reliance on any dues deduction card furnished under the provisions of this part or on any certification by the business manager of the I.B.E.W. E. STRIKES, ETC. This Article shall become null and void for the remaining life of the contract, effective immediately, in the event the Union or its members participate in a strike, slowdown, work stoppage, or other intentional interruption of the City operations. ARTICLE XXI - SEVERABILITY If any of the provisions of this Agreement are subsequently declared by the proper legislative or judicial authority to be unlawful, unenforceable, or not in accordance with applicable statutes or ordinances, all other provisions of this Agreement shall remain in full force and effect for the duration of this Agreement. ARTICLE XXII - SCOPE OF AGREEMENT A. COMPLETE AGREEMENT 27 The parties mutually agree that this contract constitutes the entire Agreement and understanding concerning all proper subjects of collective bargaining for the duration of the contract between the parties and supersedes all previous agreements. This contract shall not be modified, altered, changed or amended in any respect unless in writing and signed by both parties. B. INTERPRETATION This Agreement has been executed in accordance with the statutes and the laws of the State of Nebraska and the United States of America, and any dispute, disagreement, or litigation arising under this Agreement shall be adjudged in accordance with the statutes and laws of the State of Nebraska and of the United States of America. C. NEGOTIATIONS The parties agree that the negotiations preceding the signing of this Agreement included negotiations on all proper subjects of bargaining and that all negotiations were conducted in accordance with all applicable federal and state requirements. ARTICLE XXIII - C. I. R. WAIVER As a result of negotiations, and in consideration of this entire collective bargaining agreement, the Union, on behalf of all of its members, hereby knowingly, intelligently, and voluntarily waives its right to file any proceedings with the Nebraska Commission of Industrial Relations alleging lack of comparability with respect to any wages, fringe benefits or any other conditions of employment with respect to the time period between October 1, 2008 through September 30, 2011.. IN WITNESS WHEREOF, the parties hereto have executed this Agreement this ______th day of August, 2008. INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, Local Union No. 1597 By _____________________________________ President, Local Union 1597 28 By _____________________________________ Vice President, Local Union 1597 By _____________________________________ Recording Secretary CITY OF GRAND ISLAND, NEBRASKA By _____________________________________ Margaret Hornady, Mayor Attest _________________________________ RaNae Edwards, City Clerk Exhibit A IBEW FINANCE - SALARY TABLE FY 2008 - 2009 STEP STEP STEP STEP STEP STEP STEP STEP 1 2 3 4 5 6 7 8 Accounting Clerk Hourly 13.3977 13.9447 14.5141 15.1067 15.7235 16.3655 17.0337 17.7299 7010 Bi-weekly 1,071.82 1,115.58 1,161.13 1,208.54 1,257.88 1,309.24 1,362.70 1,418.39 Monthly 2,322.27 2,417.08 2,515.78 2,618.49 2,725.41 2,836.69 2,952.51 3,073.18 Annual 27,867.32 29,005.08 30,189.38 31,422.04 32,704.88 34,040.24 35,430.20 36,878.14 Cashier Hourly 12.2969 12.8527 13.4336 14.0408 14.6754 15.3387 16.0320 16.7566 7012 Bi-weekly 983.75 1,028.22 1,074.69 1,123.26 1,174.03 1,227.10 1,282.56 1,340.53 Monthly 2,131.46 2,227.80 2,328.49 2,433.74 2,543.74 2,658.71 2,778.88 2,904.48 Annual 25,577.50 26,733.72 27,941.94 29,204.76 30,524.78 31,904.60 33,346.56 34,853.78 Computer Operator Hourly 17.9300 18.6444 19.3873 20.1598 20.9631 21.7984 22.6670 23.5702 7014 Bi-weekly 1,434.40 1,491.55 1,550.98 1,612.78 1,677.05 1,743.87 1,813.36 1,885.62 Monthly 3,107.87 3,231.70 3,360.47 3,494.37 3,633.60 3,778.39 3,928.95 4,085.50 Annual 37,294.40 38,780.30 40,325.48 41,932.28 43,603.30 45,340.62 47,147.36 49,026.12 Computer Programmer Hourly 21.2928 22.2066 23.1597 24.1537 25.1903 26.2714 27.3989 28.5748 7015 Bi-weekly 1,703.42 1,776.53 1,852.78 1,932.30 2,015.22 2,101.71 2,191.91 2,285.98 Monthly 3,690.75 3,849.14 4,014.35 4,186.64 4,366.32 4,553.71 4,749.14 4,952.97 Annual 44,288.92 46,189.78 48,172.28 50,239.80 52,395.72 54,644.46 56,989.66 59,435.48 Computer Technician Hourly 18.4680 19.2039 19.9691 20.7648 21.5922 22.4526 23.3473 24.2777 7020 Bi-weekly 1,477.44 1,536.31 1,597.53 1,661.18 1,727.38 1,796.21 1,867.78 1,942.22 Monthly 3,201.12 3,328.68 3,461.31 3,599.23 3,742.65 3,891.78 4,046.87 4,208.13 Annual 38,413.44 39,944.06 41,535.78 43,190.68 44,911.88 46,701.46 48,562.28 50,497.72 GIS Technician Hourly 21.0224 22.0648 23.1589 24.3072 25.5124 26.7774 28.1051 29.4987 7018 Bi-weekly 1,681.79 1,765.18 1,852.71 1,944.58 2,040.99 2,142.19 2,248.41 2,359.90 Monthly 3,643.88 3,824.57 4,014.21 4,213.25 4,422.15 4,641.42 4,871.55 5,113.11 Annual 43,726.54 45,894.68 48,170.46 50,559.08 53,065.74 55,696.94 58,458.66 61,357.40 Meter Reader Hourly 14.3775 14.9332 15.5104 16.1099 16.7325 17.3792 18.0509 18.7486 7025 Bi-weekly 1,150.20 1,194.66 1,240.83 1,288.79 1,338.60 1,390.34 1,444.07 1,499.89 Monthly 2,492.10 2,588.42 2,688.47 2,792.38 2,900.30 3,012.39 3,128.82 3,249.76 Annual 29,905.20 31,061.16 32,261.58 33,508.54 34,803.60 36,148.84 37,545.82 38,997.14 Senior Accounting Clerk Hourly 15.0594 15.6515 16.2669 16.9065 17.5713 18.2622 18.9803 19.7266 7030 Bi-weekly 1,204.75 1,252.12 1,301.35 1,352.52 1,405.70 1,460.98 1,518.42 1,578.13 Monthly 2,610.30 2,712.93 2,819.60 2,930.46 3,045.69 3,165.45 3,289.92 3,419.28 Annual 31,323.50 32,555.12 33,835.10 35,165.52 36,548.20 37,985.48 39,478.92 41,031.38 Senior Meter Reader Hourly 17.0280 17.4499 17.8823 18.3254 18.7795 19.2448 19.7216 20.2103 7035 Bi-weekly 1,362.24 1,395.99 1,430.58 1,466.03 1,502.36 1,539.58 1,577.73 1,616.82 Monthly 2,951.52 3,024.65 3,099.60 3,176.40 3,255.11 3,335.77 3,418.41 3,503.12 Annual 35,418.24 36,295.74 37,195.08 38,116.78 39,061.36 40,029.08 41,020.98 42,037.32 Exhibit B IBEW - FINANCE SALARY TABLE FY 2009 - 2010 STEP STEP STEP STEP STEP STEP STEP STEP 1 2 3 4 5 6 7 8 Accounting Clerk Hourly 13.9001 14.4676 15.0584 15.6732 16.3131 16.9792 17.6725 18.3940 7010 Bi-weekly 1,112.01 1,157.41 1,204.67 1,253.86 1,305.05 1,358.34 1,413.80 1,471.52 Monthly 2,409.35 2,507.72 2,610.12 2,716.69 2,827.60 2,943.06 3,063.23 3,188.29 Annual 28,912.26 30,092.66 31,321.42 32,600.36 33,931.30 35,316.84 36,758.80 38,259.52 Cashier Hourly 12.7580 13.3347 13.9374 14.5673 15.2257 15.9139 16.6332 17.3850 7012 Bi-weekly 1,020.64 1,066.78 1,114.99 1,165.38 1,218.06 1,273.11 1,330.66 1,390.80 Monthly 2,211.39 2,311.35 2,415.82 2,525.00 2,639.12 2,758.41 2,883.09 3,013.40 Annual 26,536.64 27,736.28 28,989.74 30,299.88 31,669.56 33,100.86 34,597.16 36,160.80 Computer Operator Hourly 18.6024 19.3436 20.1143 20.9158 21.7492 22.6158 23.5170 24.4541 7014 Bi-weekly 1,488.19 1,547.49 1,609.14 1,673.26 1,739.94 1,809.26 1,881.36 1,956.33 Monthly 3,224.42 3,352.89 3,486.48 3,625.41 3,769.86 3,920.07 4,076.28 4,238.71 Annual 38,692.94 40,234.74 41,837.64 43,504.76 45,238.44 47,040.76 48,915.36 50,864.58 Computer Programmer Hourly 22.0913 23.0393 24.0282 25.0595 26.1349 27.2566 28.4264 29.6464 7015 Bi-weekly 1,767.30 1,843.14 1,922.26 2,004.76 2,090.79 2,180.53 2,274.11 2,371.71 Monthly 3,829.16 3,993.48 4,164.89 4,343.65 4,530.05 4,724.48 4,927.24 5,138.71 Annual 45,949.80 47,921.64 49,978.76 52,123.76 54,360.54 56,693.78 59,126.86 61,664.46 Computer Technician Hourly 19.1606 19.9240 20.7179 21.5435 22.4019 23.2946 24.2228 25.1881 7020 Bi-weekly 1,532.85 1,593.92 1,657.43 1,723.48 1,792.15 1,863.57 1,937.82 2,015.05 Monthly 3,321.17 3,453.49 3,591.10 3,734.21 3,883.00 4,037.73 4,198.62 4,365.94 Annual 39,854.10 41,441.92 43,093.18 44,810.48 46,595.90 48,452.82 50,383.32 52,391.30 GIS Technician Hourly 21.8107 22.8922 24.0274 25.2187 26.4691 27.7816 29.1590 30.6049 7018 Bi-weekly 1,744.86 1,831.38 1,922.19 2,017.50 2,117.53 2,222.53 2,332.72 2,448.39 Monthly 3,780.52 3,967.98 4,164.75 4,371.24 4,587.98 4,815.48 5,054.23 5,304.85 Annual 45,366.36 47,615.88 49,976.94 52,455.00 55,055.78 57,785.78 60,650.72 63,658.14 Meter Reader Hourly 14.9167 15.4932 16.0920 16.7140 17.3600 18.0309 18.7278 19.4517 7025 Bi-weekly 1,193.34 1,239.46 1,287.36 1,337.12 1,388.80 1,442.47 1,498.22 1,556.14 Monthly 2,585.56 2,685.49 2,789.28 2,897.09 3,009.07 3,125.36 3,246.15 3,371.63 Annual 31,026.84 32,225.96 33,471.36 34,765.12 36,108.80 37,504.22 38,953.72 40,459.64 Senior Accounting Clerk Hourly 15.6241 16.2384 16.8769 17.5405 18.2302 18.9470 19.6921 20.4663 7030 Bi-weekly 1,249.93 1,299.07 1,350.15 1,403.24 1,458.42 1,515.76 1,575.37 1,637.30 Monthly 2,708.18 2,814.66 2,925.33 3,040.35 3,159.90 3,284.15 3,413.30 3,547.49 Annual 32,498.18 33,775.82 35,103.90 36,484.24 37,918.92 39,409.76 40,959.62 42,569.80 Senior Meter Reader Hourly 17.6666 18.1043 18.5529 19.0126 19.4837 19.9665 20.4612 20.9682 7035 Bi-weekly 1,413.33 1,448.34 1,484.23 1,521.01 1,558.70 1,597.32 1,636.90 1,677.46 Monthly 3,062.21 3,138.08 3,215.84 3,295.52 3,377.17 3,460.86 3,546.61 3,634.49 Annual 36,746.58 37,656.84 38,589.98 39,546.26 40,526.20 41,530.32 42,559.40 43,613.96 Exhibit C IBEW FINANCE - SALARY TABLE FY 2010 - 2011 STEP STEP STEP STEP STEP STEP STEP STEP 1 2 3 4 5 6 7 8 Accounting Clerk Hourly 14.4214 15.0101 15.6231 16.2609 16.9248 17.6159 18.3352 19.0838 7010 Bi-weekly 1,153.71 1,200.81 1,249.85 1,300.87 1,353.98 1,409.27 1,466.82 1,526.70 Monthly 2,499.71 2,601.75 2,708.00 2,818.56 2,933.63 3,053.42 3,178.10 3,307.86 Annual 29,996.46 31,221.06 32,496.10 33,822.62 35,203.48 36,641.02 38,137.32 39,694.20 Cashier Hourly 13.2364 13.8348 14.4601 15.1136 15.7967 16.5107 17.2569 18.0369 7012 Bi-weekly 1,058.91 1,106.78 1,156.81 1,209.09 1,263.74 1,320.86 1,380.55 1,442.95 Monthly 2,294.31 2,398.03 2,506.42 2,619.69 2,738.09 2,861.85 2,991.20 3,126.40 Annual 27,531.66 28,776.28 30,077.06 31,436.34 32,857.24 34,342.36 35,894.30 37,516.70 Computer Operator Hourly 19.3000 20.0690 20.8686 21.7001 22.5648 23.4639 24.3989 25.3711 7014 Bi-weekly 1,544.00 1,605.52 1,669.49 1,736.01 1,805.18 1,877.11 1,951.91 2,029.69 Monthly 3,345.33 3,478.63 3,617.22 3,761.35 3,911.23 4,067.08 4,229.14 4,397.66 Annual 40,144.00 41,743.52 43,406.74 45,136.26 46,934.68 48,804.86 50,749.66 52,771.94 Computer Programmer Hourly 22.9197 23.9033 24.9293 25.9992 27.1150 28.2787 29.4924 30.7581 7015 Bi-weekly 1,833.58 1,912.26 1,994.34 2,079.94 2,169.20 2,262.30 2,359.39 2,460.65 Monthly 3,972.75 4,143.24 4,321.08 4,506.53 4,699.93 4,901.64 5,112.02 5,331.40 Annual 47,673.08 49,718.76 51,852.84 54,078.44 56,399.20 58,819.80 61,344.14 63,976.90 Computer Technician Hourly 19.8791 20.6712 21.4948 22.3514 23.2420 24.1681 25.1312 26.1327 7020 Bi-weekly 1,590.33 1,653.70 1,719.58 1,788.11 1,859.36 1,933.45 2,010.50 2,090.62 Monthly 3,445.71 3,583.01 3,725.77 3,874.24 4,028.61 4,189.14 4,356.07 4,529.67 Annual 41,348.58 42,996.20 44,709.08 46,490.86 48,343.36 50,269.70 52,273.00 54,356.12 GIS Technician Hourly 22.6286 23.7507 24.9284 26.1644 27.4617 28.8234 30.2525 31.7526 7018 Bi-weekly 1,810.29 1,900.06 1,994.27 2,093.15 2,196.94 2,305.87 2,420.20 2,540.21 Monthly 3,922.29 4,116.79 4,320.92 4,535.16 4,760.03 4,996.06 5,243.77 5,503.78 Annual 47,067.54 49,401.56 51,851.02 54,421.90 57,120.44 59,952.62 62,925.20 66,045.46 Meter Reader Hourly 15.4761 16.0742 16.6955 17.3408 18.0110 18.7071 19.4301 20.1811 7025 Bi-weekly 1,238.09 1,285.94 1,335.64 1,387.26 1,440.88 1,496.57 1,554.41 1,614.49 Monthly 2,682.52 2,786.19 2,893.89 3,005.74 3,121.91 3,242.56 3,367.88 3,498.06 Annual 32,190.34 33,434.44 34,726.64 36,068.76 37,462.88 38,910.82 40,414.66 41,976.74 Senior Accounting Clerk Hourly 16.2100 16.8473 17.5098 18.1983 18.9138 19.6575 20.4306 21.2338 7030 Bi-weekly 1,296.80 1,347.78 1,400.78 1,455.86 1,513.10 1,572.60 1,634.45 1,698.70 Monthly 2,809.73 2,920.20 3,035.03 3,154.37 3,278.39 3,407.30 3,541.30 3,680.53 Annual 33,716.80 35,042.28 36,420.28 37,852.36 39,340.60 40,887.60 42,495.70 44,166.20 Senior Meter Reader Hourly 18.3291 18.7832 19.2486 19.7256 20.2143 20.7152 21.2285 21.7545 7035 Bi-weekly 1,466.33 1,502.66 1,539.89 1,578.05 1,617.14 1,657.22 1,698.28 1,740.36 Monthly 3,177.04 3,255.75 3,336.42 3,419.10 3,503.81 3,590.63 3,679.61 3,770.78 Annual 38,124.58 39,069.16 40,037.14 41,029.30 42,045.64 43,087.72 44,155.28 45,249.36 RESOLUTION 2008-216 BE IT RESOLVED BY THE MAYOR AND COUNCIL OF THE CITY OF GRAND ISLAND, NEBRASKA, that the Mayor is hereby authorized to execute the Labor Agreements by and between the City of Grand Island and the International Brotherhood of Electrical Workers, Local # 1597, for the period of October 1, 2008 through September 30, 2011. - - - Adopted by the City Council of the City of Grand Island, Nebraska, on August 19, 2008. ________________________ Margaret Hornady, Mayor Attest: ___________________________________ RaNae Edwards, City Clerk Item X1 Review of Proposed FY 2008/2009 City Single Budget Tuesday, August 19, 2008 Council Session City of Grand Island Staff Contact: David Springer City of Grand Island City Council July 17, 2008 Honorable Mayor and City Council Submitted for your consideration is the proposed budget of revenues and expenditures for the City of Grand Island for the fiscal year of 2008-2009. This budget plan results from a collaborate effort on behalf of Department Directors, the City Council, and professional staff in the Finance Office and the City Administrator’s Office. The City is well-served by a Team of Department Directors who collectively possess a thorough understanding of opportunities and challenges that the City of Grand Island has before it. With guidance provided by the City Council during a Retreat in February and during a Goal Setting Workshop in May, I believe that there exists good alignment between the elected body and management personnel on the critical needs and priorities of the City. Grand Island is a growing community, and City government becomes impacted in many ways as the physical size of the City grows and increased population puts more demand upon services. With a number of public facility construction and expansion projects completed over the past few years, City facilities are generally in good shape. One exception to that is the City Fleet Services Facility, which suffers from inefficiencies due to condition and size. With funding for a new facility not included in this Budget, this represents a facility project that at present is without a plan or timeline for funding and construction. Major renovation/replacement of the Lincoln Swimming Pool is a second project for which funding is not provided but could yet be considered for inclusion in a General Obligation Bond issue. Preparation of the 2008-2009 Budget evidenced the need to take measures to mitigate the steady reduction in the cash balance of the General Fund that has occurred as a result of planned capital expenditures combined with the inability of traditional revenues (sales and property taxes) to keep pace with inflationary growth in programs cost over a period of several years. The projected increase of $245,000 in sales tax revenue for the General Fund in the proposed budget compares to a projected increase of personnel costs in that Fund of $1,192,538, leaving a difference of $947,539 to be funded by other revenue sources. This proposed Budget will retain existing program and service levels while limiting funding for personnel additions to only those deemed to be critical. Commensurate with that the personnel additions proposed for General Fund programs are one Emergency Services Dispatcher (to address understaffing) and three part-time, non-benefited positions at the Library to meet the needs of the recent building expansion. Funding for Capital Improvements is relatively modest and a number of projects have been deferred. Office of City Administrator Working Together for a Better Tomorrow. Today. Two measures are proposed to be taken that will provide revenue to the General Fund sufficient to maintain cash reserves near the level of $5 million, which represents approximately 15% of the annual General Fund operating budget. An increase in property tax of $398,000 is included, which would require a mill-levy adjustment from .238319 to .250000. Additionally, this Budget includes a General Obligation Bond sale of $2 million to provide revenue for capital projects while also preserving the cash balance at the aforementioned level. It is anticipated that the City will need to look more to debt financing for capital improvements in upcoming years in order to accomplish necessary infrastructure, public works, and recreational facilities maintenance, replacement, and expansion. Similarly, the property tax mill levy will need to be closely reviewed annually as a means to generate a greater portion of the revenue necessary to meet annual operational cost increases and main the General Fund cash reserve at an acceptable level. The Electric, Water, and Waste-Water utilities will each undertake significant facilities and systems upgrades in 2008-2009. The Electric Utility plans several system improvements totaling including $2.7 million in distribution improvements and $3.3 for substation upgrades. Together with significant upgrades to the Platte Generating Station, the municipal electric utility continues to reinvest in its ability to continue to provide an abundant supply of reliable energy to the community. The new pre-treatment facility expansion that has taken place at JB Swift is expected to have a significant favorable impact on operational costs of the waste-water treatment plant. Related to this is the downward effect on revenue that will result from the decrease in loadings from Swift. Work on a new two-stage anerobic digester system will begin in this budget year, and is expected to be completed the following budget year. Efforts underway currently to analyze and improve the capacity of sanitary sewer and storm water collection systems will continue. Funding of $375,000 is included as City contribution to continued work on the Northwest Drainage Project. With major decisions relative to the prospect of City financial involvement in the State Fair yet to be made, inclusion of appropriations and/or revenues for that project are left for inclusion in the final budget. It is anticipated that the City Council will formally consider City involvement in the State Fair project in coming weeks. Fiscal Summary The total 2008-09 budget is projected to be $145,538,070. This is $3,793,726 or 2.5% less than the $149,331,796 in the 2007-08 budget, mainly due to a reduction by half in capital project spending and delays in the mercury abatement project in the Electric Utilities department. Following is a summary of the appropriations for each of the fund groups contained in the 2008-09 budget: General Fund $ 36,661,936 Permanent Funds $ 0 Special Revenue Funds $ 5,182,022 Debt Service Fund $ 1,655,462 Capital Projects Fund $ 3,391,000 Special Assessments Fund $ 0 Enterprise Funds $ 87,140,069 Internal Service Fund $ 9,896,627 Agency Fund $ 940,650 Trust Fund $ 670,304 Property Taxes The proposed property tax requirement for the 2008-09 budget year is $5,672,361 or 7.4% more than the 2007-08 requirement of $5,280,591. The City of Grand Island valuation for 2008 is estimated at $2,268,944,277; therefore, the property tax levy for the 2008-09 budget year is $.25 per $100 of valuation, which is an increase of 4.9% from 2007-08. User Fees A great deal of scrutiny has taken place on User Fees to assure proper revenue for the departments that collect fees for their services. In reviewing the various fee based departments some deficiencies were identified and are addressed in the 2008-09 budget. There are adjustments to fees planned to offset increased cost of operation, regulation, and demand regarding the building, administration, ambulance, humane society, shooting park, cemetery, aquatics, planning, wastewater, water and electric activities. Compensation, Benefits, and Staffing Compensation In order to keep salaries competitive, comparable and in accordance with agreed upon contracts the following salary adjustments are included in the 2008-09 budget: Non-union employees 3.75% IBEW-Utilities in negotiations IBEW-Wastewater 3.25% FOP 3.25% - 5.75% AFSCME 4.0% IAFF 3.25% Benefits The administration of the city’s health insurance was moved to Mutual of Omaha, now Coventry, two years ago, which held our costs in check, and even though we are now seeing health care costs again rising, we have had favorable claims experience this year. Therefore, the insurance committee will be presented a recommendation of no change in premiums or deductibles, but a suggested increase in the stop-loss from $125,000 to $150,000, which would save roughly $98,000. It is too early to evaluate the wellness program implemented last year; however, lower claims are a good sign. Staffing As charged by the Mayor, city administration reviewed the workforce to see if there were opportunities for productivity improvement. Each position was evaluated to see if it was essential and priorities were reviewed to see if the workforce was appropriate to deliver city services. After reviewing all positions of the City there will be a 3.75 increase in FTE’s for the 2008-09 budget. Following are the key position changes included in the 2008-09 budget by department: Finance Department Reduction of .5 FTE part time Meter Reader. Police Department Increase of 1.25 FTE for a Custodian. Emergency Management Increase of one position, Communications Specialist. Library Reclass of a Librarian II to Assistant Library Director and an increase of one part-time Library Assistant I and a part-time Library Page. Cash Balance It is extremely important to maintain cash balances in the city budget to assure cash flow strength, promote prudent spending and to have adequate reserves in case of an emergency. Grand Island’s conservative approach to budgeting and spending has allowed for proper levels of cash balance over the last decade. However, the increase in revenue sources has not kept up with rising personnel and operating costs, thus a further hike in the property tax levy may be necessary to maintain appropriate contingency levels. The 2008-09 budget again includes $40,455,439 in cash balance in all funds and $5,173,969 in the general fund. The budgeted cash balance in 2007-08 was $40,006,121 for all funds and $5,003,726 for the general fund. ½ % Sales Tax On May 11th, 2004 the voters passed a ½ % city sales tax that was to be used for property tax relief and to build capital improvements. This year it is projected that we will collect $4,656,000 from this sales tax. About 55% or $2,553,000 will be placed in the general fund to offset property taxes. The remaining $2,103,000 will be used to pay a portion of the costs for the following projects: • Grand Generation Center $ 140,000 • Debt Service Library $ 830,170 • Debt Service Law Enforcement Center $ 853,008 • Annual Paving Program $ 400,000 • Shooting Park Development $ 150,000 • Railroad Safety Directional Horns $ 150,000 • Northwest Drainage Project $ 375,000 Total $ 2,898,178 Notable Projects/Expenditures Following is a list of notable projects/expenditures that have been included in the 2008- 09 budget: General Fund • $750,000 is included to fund economic development activities as determined by the city’s LB 840 plan. • Lease payments for the Heartland Events Center are included in the amount of $567,888. • $830,170 is included to fund the lease payments for the Library expansion project. • One replacement inspection vehicle for the Buildings Department is included for $17,000. • Defibrillator replacements are included for $125,000. • A rescue pumper, $510,000 will be purchased, only if grant monies of 90% are secured. An ambulance is included for $210,000 to replace one that was wrecked. • Two unmarked vehicles $34,000, six marked police vehicles $131,640, along with one police motorcycle $19,360 are included to replace aging units. • $120,000 is included in the Police Department budget to continue to contract with Hall County for use of the computerized law enforcement management system. • Emergency Management includes the continued replacement program for outdoor warning sirens $24,000 and $62,500 for electrical & radio equipment. • The Street Department budget includes a replacement skid steer loader $32,000, a pick-up $29,000); and a front-end loader, $162,500). • The Library will continue the automation system enhancement program for $35,000. • The Parks Department will purchase a ball field drag $13,500 and two large area mowers $47,500. • The Cemetery will replace a utility vehicle $10,000 and mowers, $16,500. • Public Information will upgrade transmitters for $40,000. • The Heartland Shooting Park will acquire an All Terrain Lift for $35,000. Capital Improvement Fund • $140,000 is included in this year’s budget for Grand Generation Center to complete their building expansion. • There is $150,000 for Stolley Park Rd widening. • The city’s contribution to the Prairie/Silver/Moore’s Creek flood control project is included for $375,000. • South Locust widening is to begin, $470,000. • There is $400,000 for annual paving projects. • $640,000 is included for the railroad grade separation at Broadwell. • $150,000 is targeted in Safety Enhancements for Railroad Crossing Horns. • Hike/bike trails are budgeted for $500,000, only if grant monies are obtained. • There is $150,000 for development of the Heartland Public Shooting Park, $75,000 for park land acquisition, and $50,000 for miscellaneous park projects. Enterprise Funds • The Solid Waste Department is including a skid loader $37,000, a compactor $630,000. • There are projects to keep up with growth in the Electric Department including $1,200,000 in materials to expand the overhead distribution system; $1,500,000 in materials to expand the underground distribution system; and $3,300,000 to pay for substation modifications and expansion. There is $4,500,000 for leasing gas pipeline capacity, and $550,000 for transmission line improvements. • The Platte Generation Station is planned for upgrades to the Boiler, Precipitator and Chimney with total associated costs of $1,050,000 and cooling tower improvements of $3 million. Burdick cooling tower repair of $1 million is planned. • The Water Department includes $200,000 for water main replacement and $200,000 for new water main districts. • The Water Department is also planning for trunk line expansions of $2,100,000 and $1,700,000 for an additional storage tank at the Rogers Pumping Station. • The Sewer Department plans to precede with aerobic digester improvements for $1,000,000 next year of a $10 million plus project, build a solids storage facility $180,000, install sewer districts for $250,000, continue the sewer rehabilitation program for $1,000,000, and install new mechanism primaries, $990,000. • The Golf Course plans to purchase $40,000 in greens mowers. Acknowledgments A great deal of time and hard work has gone into the construction of the 2008-09 budgets. Special thanks go to Jaye Monter, senior accountant, and Yolanda Rayburn, senior accounting clerk who were very dedicated in their efforts, as was Paul Briseno, assistant to the city administrator who served as an outstanding budget analyst. The city directors should also be complimented for their hard work, conservative and pragmatic approach in creating their budgets. Although the challenges were great to bring in an effective and efficient budget the directors focused their efforts and were committed to the fiscal goals of the City. Finally, we would like to thank the City Council for its policy direction and support. We look forward to working together for another successful year on behalf of the citizens of Grand Island. Respectfully Submitted, Jeff Pederson, City Administrator David Springer, Finance Director Beginning BalanceRevenue Bond ProceedsTransfers In Transfers OutAppropriation Ending Balance General Fund5,560,334 30,848,004 - 6,385,000 815,000 36,557,029 5,421,309 Permanent Funds485,827 33,000 - - - - 518,827 Special Revenue Funds2,764,040 8,081,529 - 815,000 5,500,000 5,182,022 978,547 Debt Service Fund148,585 1,450,877 2,000,000 - 1,944,000 1,655,462 - Capital Projects Fund(3,834,359)3,731,466 - 3,644,000 - 3,291,000 250,107 Special Assessments Fund194,329 385,500 - - 400,000 - 179,829 Total General Government5,318,756 44,530,376 2,000,000 10,844,000 8,659,000 46,685,513 7,348,619 Enterprise Fund 41,254,793 70,994,898 - - 805,000 87,319,069 24,125,622 Internal Service Fund 4,774,150 9,845,877 - - 180,000 9,924,161 4,515,866 Total Proprietary46,028,943 80,840,775 - - 985,000 97,243,230 28,641,488 Agency Fund 50,981 938,016 - - - 940,650 48,347 Trust Fund 8,179,551 265,000 - 202,304 1,402,304 670,304 6,574,247 Total Fiduciary8,230,532 1,203,016 - 202,304 1,402,304 1,610,954 6,622,594 Total All Funds59,578,231 126,574,167 2,000,000 11,046,304 11,046,304 145,539,697 42,612,701 2008 Budget Summary 2005 2006 2007 2007 2008 ACTUAL ACTUAL REVISED PROJECTED BUDGET Beginning Cash Balance 11,423,224 9,505,396 6,469,783 6,469,783 5,560,334 Revenues General Government 1,377,691 1,398,436 1,478,287 1,475,951 1,502,446 Public Safety 3,498,948 3,528,125 3,830,321 3,934,720 4,568,850 Public Works 465,685 183,068 271,852 364,720 360,520 Environment & Leisure 1,178,790 2,070,906 1,381,322 1,480,254 1,364,644 Other 21,118,332 20,749,337 22,407,447 22,167,042 23,051,544 Total Revenue 27,639,446 27,929,872 29,369,229 29,422,687 30,848,004 Transfers In 4,418,813 2,676,877 5,075,000 5,438,528 6,385,000 Total Resources Available 43,481,483 40,112,145 40,914,012 41,330,998 42,793,338 Disbursements General Government 3,475,479 3,187,848 3,596,458 3,426,618 3,739,079 Public Safety 14,479,681 14,642,988 16,432,389 16,214,113 17,627,194 Public Works 5,900,489 4,822,962 6,462,474 6,294,240 6,789,368 Environment & Leisure 4,845,752 5,091,285 6,247,694 6,030,193 6,284,188 Other 1,388,379 2,145,948 2,189,619 2,110,500 2,117,200 Total Disbursements 30,089,780 29,891,031 34,928,634 34,075,664 36,557,029 Transfers Out 3,886,308 3,751,330 1,343,079 1,695,000 815,000 Total Requirements 33,976,088 33,642,361 36,271,713 35,770,664 37,372,029 Ending Cash Balance 9,505,395 6,469,784 4,642,299 5,560,334 5,421,309 GENERAL FUND INCREASE (DECREASE) FUND FUND DEPARTMENT CHANGE ACCT #APPROPRIATION General Mayor Mayor Forgave 2009 Salary 10011203-Payroll (14,025) General Council Travel Expense Decrease 10011204-85428 (7,000) General Finance IBEW-Contract Wage Changes 10011401-Payroll 7,679 General Emergency Mgmt Remove FTE-Communication Specialist 10022601-Payroll (48,657) General Library Remove FTE-Assistant & Library Page 10044301-Payroll (42,904) CHANGE IN APPROPRIATION (104,907) PROPOSED APPROPRIATION 36,661,936 AMENDED APPROPRIATION 36,557,029 400 Fund Capital Improve Fiber Optic Connections 40015025-90002 50,000 400 Fund Capital Improve Fire Training Center 40015025-90170 (50,000) 400 Fund Capital Improve Annual Paving Project 40033530-90060 (100,000) CHANGE IN APPROPRIATION (100,000) PROPOSED APPROPRIATION 3,391,000 AMENDED APPROPRIATION 3,291,000 505 Fund Solid Waste CHANGE IN APPROPRIATION Move GPS Equip purchase from 2008 to 2009 50530043-85615 80,000 PROPOSED APPROPRIATION 2,889,477 AMENDED APPROPRIATION 2,969,477 530 Fund WWTP CHANGE IN APPROPRIATION 10% Engineer Fees-Install Mechanism Primaries 53030054-85213 99,000 PROPOSED APPROPRIATION 12,494,650 AMENDED APPROPRIATION 12,593,650 605 Fund Info Technology CHANGE IN APPROPRIATION IBEW-Contract Wage Changes 60510001-Payroll 27,534 PROPOSED APPROPRIATION 1,041,832 AMENDED APPROPRIATION 1,069,366 2009 Budget Summary Appropriations GENERAL FUND (104,907) CAPITAL IMPROVEMENTS FUND (100,000) ENTERPRISE FUNDS 179,000 INTERNAL SERVICE FUNDS 27,534 CHANGE IN APPROPRIATION 1,627 PROPOSED APPROPRIATION 145,538,070 AMENDED APPROPRIATION 145,539,697 FISCAL YEAR 2008-2009 ADDENDUM TO PROPOSED BUDGET City of Grand Island Fiscal Year 2008-2009 Changes to Proposed Annual Budget Effect on Ending Cash Balance 2008 Projection Reason 100 Fund 10,495 Mayor forgave 2008 Salary 100 Fund 25,000 Increase in Interest Income-Nondepart Change in projection 100 Fund 25,000 Increase in Ambulance Revenue Change in projection 100 Fund 35,000 Increase in Wireless Franchise Revenue Change in projection 100 Fund (100,000) Decrease in Sales Tax Revenue Change in projection 100 Fund (4,505) Net Increase (Decrease) 210 Fund 80,000 Net Increase (Decrease)Increase Gas Tax State Funds 400 Fund 147,676 Net Increase (Decrease)Increase Intergovernmental Revenue 401 Fund 40,000 Net Increase (Decrease)Increase Special Assessment Paving Revenue 505 Fund 80,000 Net Increase (Decrease)Move GPS Equip purchase from 2008 to 2009 530 Fund (351,219) 50530055-85213-53019 Resolution 2008-206 Sewer Change Order-Capital Ave 530 Fund 650,000 53030001-74500 Increase Projection Sewer Revenue 530 Fund 170,000 53030001-74787 Increase Projection Interest Income 530 Fund 468,781 Net Increase (Decrease) 615 Fund 500,000 Net Increase (Decrease)Change in projection for Health Ins employee premiums 1,311,952 All Funds 2008 Projection Cash Increase 2009 Budget Reason 100 Fund 104,907 Change in General Fund Appropriations See 2008-2009 Addendum Proposed Budget Worksheet 100 Fund (2,466) 10022605-74773 Remove FTE-Communication Specialist-Health Ins 100 Fund 25,000 10022102-74528 Increase in Ambulance Revenue 100 Fund 35,000 10055001-74034 Increase in Wireless Franchise Revenue 100 Fund (23,096) 10022601-74355 Decrease revenue from County-50% of expenses 100 Fund 112,500 10022101-74360 Fire Revenue-Federal Grant-Defibrillator 100 Fund 251,845 Net Increase (Decrease) 2009 210 Fund 100,000 Net Increase (Decrease) 2009 Increase Gas Tax State Funds 400 Fund 100,000 Net Increase (Decrease) 2009 Change in Appropriations 505 Fund (80,000) Net Increase (Decrease) 2009 Change in Appropriations 530 Fund (99,000) Net Increase (Decrease) 2009 Change in Appropriations 605 Fund (27,534) Net Increase (Decrease) 2009 Change in Appropriations 615 Fund 600,000 Net Increase (Decrease) 2009 Change in projection Health Ins employee premiums 845,311 All Funds Cash Increase 2009 Budget 2,157,263 All Funds Cash Increase 2008 Projection & 2009 Budget Decrease Mayor's Salary 2008