HomeMy WebLinkAbout1976-01-26 109 AD ORDER109 M
Introduced by Councilor Soucy, January 26, 1976
r CITY OF BANGOR
(TITLE,) (ori2Yy.netnst.4a�r!g the Gts..Mg gr to ezgagts_Contract with the American
Federation of state, County and Murncipal gnployees, Local 926, Council No. 76:
ORDERED,
THAT the City Manager be authorized aM is hereby directed to execute
a contract between the Qty of Bangor and the American Federatton of state,
County and Munteipl tuployees, meal 926, Council No. 74,"A.F.L. - C.I.O.,
a copy of which is on file -in the Qty Clark's office.
109 AD
IN CM OQ IL
January P suer. 26, 1996 O R D E R HJT
�. B_..bLFQ. �✓ Title,
Autt;ar.. Mato Hxaeute CogtFuct,w}tb
Aju Feue�gerd. of state, 'County and Mende. lt�REOEIVED
Local 926, ul . 4, CIO D'TY OF BNsOOR
......Co.....nci...No....9....AFA........ c oFfIGE
- CITY CIERK'-
Introduced and £i by °1`u jhR Zj Pn v 30
C Iman
WORKING AGREEMENT
between
THE CITY OF HANSON, MAINE
and
Local 926, Council No. 74
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPIAYEES
ARTICLE 1
Preamble
I. In Order to increase general efficiency in the City and to promote the
rale, equal rights, well being, And security of its employees,and to
promote the public health, safety, and welfare of the citizens, the City
of Bangor, through its City Council, hereinafter referred to as the City,
and Local 926, Council No. 74, American Federation of State, County and
Municipal Employees, APL -CIO hereinafter referred to as the Union, herein
bind themselves in mutual agreement as follows:
ARTICLE 2
Recognition
1. The City recognizes Local 926, Council NO. 74, AFL-CIO, Ameraean Federation
of State, County and Municipal Employees, as sole and exclusive bargaining
agent for the employees
of the Operation and Maintenance Division of the
hangar Public Servicesptpt. for the purpose of establishing salaries, wages,
hours and other Conditions of employment, with the exception of the Operations
and Maintenance Director, Asst. Operations and Maintenance Directory Highway
Supervisor, Cemetery Superintendent, Yard Foreman, Sewer Supervisor, City
Forester, Cost Accountants, Account Clerks, Typists, Secretaries, Stores
Clerks, and such other supervisory positions as may from time to time be
established by the City.
ARTICLE 3
Union Security - NO Discrimination by parties
1. Employees covered by this Agreemnt shall have the right to join the Union
or to refrain from doing a No employee shall be favored or discriminated
against by either the City or the Union because of his membership or nomember-
ship in the Union. -
2. If during the term of this Agreement o any extension thereof, 26 M.R.S.A.
9964 (1) (E) is construed by the Maine Supreme Judicial Court n mended by the
Mine State Legislature to allow fat union security provisions in public employee
collective bargaining agreements, the issue of inclusion of union security pro-
visiom in this Agreement will be open for negotiation by either party hereto.
3. The parties to this Agreement agree that they shall not discriminate
against any employee because of race, creed, color or national origin.
4. The provisions of this Agreement sbe LL be applied equally to all employees
in the bargaining unit without discrimination as to age, sex, marital statue,
calor, creed, national origin, or political affiliation. The Union Shall
share equally with the City the responsibility for applying this provision of
the Agreement.
5. All references to employees in this Agreement designate both sexes,
and
wherever the male gender is used it Shall be construed to include vele and
female employees.
6. The City agrees not to interfere with the rights of employees to become
members of the prior, and there shall be an discrimimtion, interference,
restraint, or coercion by the City o any City representative against any
employee because of r
Union membership or beta of any employee activity
in an official capacity on behalf of the Union consistent with Chin contract.
). The Union recognizes its responsibility as bargaining agent and agrees Cc
represent all employees in the bargaining unit without discrimination,
Interference, restraint, or rcion and further, agrees not to discriminate,
interfere, restrain or coerce other employees who are not members of the Union.
AHTICUC 4
Checkoff
1. The City agrees Co deduct the regular monthly Union dues upon receipt of
signed authorization from members of the Union on forme supplied by the Union
and satisfactory to the City. The amounts to be deducted shall be certified
to the City by the Treasurer of the Union, and the aggregate deductions of all
employees shall be remitted together with an itemized statement, to the Treasurer.
2. The City a hall forward all such date so collected to the Treasurer of the
Union on or before the 15th day of the following month. The Union shall
indemnify and save the City harmless against any and all claims and suite
which any arise by reason of any action taken in making such deductions
and remitting the same to the Union pursuant to this section.
3. in the event any employee subject to the provisions of this Agreement is
promoted to a position within the Public Services Dept. or is transferred Cc
nether position within the City'a governmental structure which is not included
in the Bargaining Unit, he may camel such deduction at any time upon written
notice Cc that effect to the Personnel Director of the City of Bangor.
4. However, an employee may, within thirty (30) days prior to the expiration
of this Agreement, notify the City in writing that the does deduction
authorization as a Union member is to be cancelled upon the expiration of
Chia Agreement.
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ARTICLE 5
Regular Hours
1. For payroll purposes, the work week shall begin at 12:00 midnight o,
Saturday and end at 12;00 midnight the following Saturday.
2. The normal work week shall consist of five days, Monday through Friday
inclusive except as noted herein.
3. For payroll purposes the work day shall start at 12:00 midnight and shall
and at L2:00 midnight the following day - a period of 24 hours.
4. The normal hours of work shall be eight consecutive hours except for
Interruptions for lunch periods.
5. Some employees will have work schedules other than established above and
such schedules are a part of the work rules for special classifications of
employees. However, nothing in this article or elsewhere in this contract
shell be construed as guaranteeing 40 hours of work.
6. it is the intent of the City under the terms of this agreement not to
contract normal maintenance activities except in emergency or unusual
situations.
). When any piece of equipment Ls assigned to a specific operator by the
Division Head during the winter season,
said employee, if available, will be
called out whenever that particularpiece of equipment is utilived, it is
:et the intent of the City to have foremen operate equipment on a regular
basis.
ABTICIE 6
Meal periods
1. The normal work schedule shall include the fallowing daily rest periods:
(a) A 15 minute rest period (coffee break), on the clock, shall
be allowed within the first half shift.
(b) A 30 minute lunch period, off the clock, shall be taken,
whenever possible, between the hours of 11:00 A.M. and 12:30
P.M. As employee required to work beyond 12:00 P.M. shall
have the option of taking a ane -half hour lunch period off
the clock or taking a 15 minute lunch period on the clock,
An employee most have authorizationfrom his foremen to
receive credit for a lunch period on the clock.
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(c) In the event an employee Is requested to and does Work for
more than 3i bouts beyond his regular quitting time he
sha1L be granted a 30 minute paid real period. The employee
shall be furnished an additional 30 minute paid meal period
very 5 hours thereafter while he continues to work. (This
is not applicable to the scheduled snow removal crews during
the winter schedule.) The City shell either furnish a meal
or compensate the employee for the cost of the meal up to
$1.50.
(d) A 15 minute rest period on the clack shall be allowed in
the second balf shift.
(e) A 15 minute clean up period, on the clock, shall be allowed
at the end of the day.
ARTICLE 7
Holidays
1. Holidays recognized and observed
The following days shall be recognized and observed as paid holidays:
New Year's My Labor My
Washington's Birthday Columbus pay
patriots' my veterans' my
sensorial my Thanksgiving Coy
Independence pay Friday Following Thanksgiving
Christmas My
2. Eligible employees shall receive holiday pay computed by multiplying the
employee 'a regular rate of pay by the hours in his normal work day, whether
or not the holiday Is worked.
3. Whenever any of the holidays Listed above shall fall ona Saturday o
r
Sunday, the preceding Friday o succeeding Monday shall be observed as the
holiday, If so declared by the Governor for State employees.
4. In order to he eligible for holiday pay an employee meet be a permanent
full-time employee and must have worked the last scheduled work day before
the holiday and the next scheduled work day after the holiday, unless excused
by the City. H wever, a physician's certificate may be requested without
advanced notice and must be presented within 48 hours if requested.
5. An eligible employee required to work on a holiday shall receive, in
addition to the holiday pay, his regular rate of pay multiplied by the number
of hours worked that day up to 8 hours and 1} times his regularratefor
hours worked over 8 hours on the holiday.
ARTICLE 8
Sick Leave
1. Any employee contracting or incurring say n :vice connected sickness
or disability, which renders such employee unable to perform the duties of
his employment, shall receive sick leave with pay if accrued.
2. For purposes of thin Agreement, sick leave SM11'only include those
instances when an employee is confined by illness to his home or is
hospitalised or other justified situations.
3. Sick leave shall be accrued at the rate of fifteen (15)days per year,
accumulative to not more than one hundred and twenty (120) days. NO employee
shall r ceive[redit for sick leave unless he notifies his job forever, or his
representative at least one-half hour prior to the employee's scheduled work
day. Exceptions to this requirement will only be allowed when an unforeseen
emergency arimea during said ore-balf hour period.
4. Sick Leave shall be charged at the rate of not more than five (5) sick
leave days for each week of leave. A maximum of forty (40) hours per week
will be paid for any employee on sick leave.
5. Sick leave shall be charged what an employee is confined due t
n
officially postedquarantine, when established by any official health agency
which in itself prevents attendance at the place of work.
6. Any employee who wilfully violates or misuses :his sick leave policy o
who misrepresents any statement or condition under the sick leave policy
will be subject to disciplinary action under Article 20 of this Agreement.
J. Sick leave may be Owed for attendance upon members of the family limited
to the wife and children of the employee and limited to five (5) days per
calendar year.
B. The City Manager and/or Division head may require as
acondition precedent
to the payment of sick leave a certificate of a qualified physician certifying
s to the conditions of the employee or member of his family. -Mn physician's
certificate will be required unless it Ls so requested in advance: however, if
requested, certificate must be presented within 48 hours after employee bar
returned to work.
9. i ring the term
om of this Agreement, when an employee retires fractive
service with the City and is immediately eligible for retirement benefits pursuant
to the Maine State Retirement System ea it applies to the City, the employee
shall receive anamount equal to his salary at the time of his retirement for
one-third (1/3) the number of days of accumulated unused sick leave to a
maximum of forty (40) days.
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ARTICLE 9
Annual Leave .
1. All permanent employees shall he entitled to one (1) weeks; vacation after
the completion of six (6) months of service and two (2) weeks vacation after
saw (1) year of continuous service.
2. After ten (10) Fears of continuousservice employee shall accumulate
three (3) weeks vacation annually acued on a weekly pro rata basis.
3. An employee whose services e terminated within twelve (12) months after
his appointment shall not bedeemed to have accrued any vacation leave.
4. Any unused vacation days may accrue from one (1) year to the next but
w
no vacation Leave shall accumulate in excess of sic (6) weeks.
5. Requests for vacation leave will be made prior to April 15th of the
calendar year. Choice of vacation periods shall be granted to employees on
the basis of seniority. If it becomes necessary to limit the comber of
employees on vacation at any one time employees shall be entitled to vacation
preference on the basis of seniority by classification. On or before April
30th a vacation schedule will be posted. Requests will be received after
April 15th. However, requests submitted prior to April 15th shall take pre-
cedence. If, due to reasons beyond the employee's control, he is unable to
submit a vacation request prior to April 15th he will be allowed vacation
time a requested, provided however that a replacement y he obtained or be
n be maspared from the work force. Failure to grant vacation time shall not
be done in an arbitrary or capricious manner.
6. ALL vacation leave privileges shall be with the approval of the Cdvi ion
Head. Two (2) fu1L weeks, notice is necessary if pay is requested in advance.
ARTICLE 10
Death Leave
1. Three (3) working days, with pay, shall be allowed in the event of death
In the immediate family of a member or employee of the Department. Immediate
family shall mean father, mother, sister, brother, husband, wife, child, step-
parents, step children and grandparents. Three (3) working days off, with
pay, shall be allowed in the event of death in the immediate family of the
spouse. In addition, the Division Head, with the approval of the City
Manager, may grant special consideration where distance or unusual circum-
stances are a factor.
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ARTICLE ll
Military Lease
1. Any permanent employee in a full-time position who is a member of the
National Guard or any branch of the Armed Forces of the United States and
is required to undergo field training, shall be allowed a leave of absence
with pay for the period of such training, but not to exceed two (2) weeks
in any one (1) year. The amount of this compensation shall be the difference
between his military pay and his regular salary as an employee of the City.
If his compensation by the military is equal to or greater than his regular
City salary, an additional City payment Will he made.
2. All employees who shall take military Leave in accordance with this
Article shall notify their Division Head within forty-eight (48) hours after
being notified by their military supervisors as to the daces they will be
required to undergo field training.
ARTICLE 12
Jury Duty
1. Employees shall be granted a Leave of absence with pay any day they
are required to report for jury duty or jury sere ice.
2. Employees a
shall be paid the difference between any jury duty compensation
they receiveand their regular wages for each day of jury service.
ARTICLE L3
Leaves of Absence
1. Eligibility Requirements:
(A) Employees shall be eligible for leaves of absence after thirty
(3G) days of service with the Employer.
2. Application for Leave:
(A) Any request for a leave of absence without pay shell be submitted
in Writing by the employee to the Division Head. The request shall state
the masonthe leave of absence is being requested and the approximate
length ofthus off the employee desires.
B) Authoritarian for a leave of absence without pay shall be
furnished to the employee by the Division Read, and it SM11 be in writing.
(C) Any request for a leave of absence shall be answered promptly.
Requests for immediate leave (fox example, family sickness or death)shall
be answered before the end of the shift on which the request is Submitted.
3. Medical Leave:
(A) 'A medical leave of absence without pay shall be granted to the
employee, upon due proof by his physician, that saidleave is necessary.
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(B) A request for a short leave of absence - a leave not recording
one (1) month —shall be red within five (5) days. A request for
aleave of absence exceeding one (1) month shall be answered within
ten (10) days.
(C) In addition to accruing; seniority while on any leave of absence
granted under the provisions of this Agreement, employees shall be returned to
the position they held at the time the leave of absence was requested.
ARTICLE 14
Seniority
L. Seniority:
(A) The City shall establish a seniority list, and it Shall be
brought up to data on January first (1st) of each year and immediately
posted thereafcerion bulletin boards for a period of not less than
thirty (30) days. A copy of the same shall be sent to the Secretary of
the Union. Any objection to the seniority list, as posted, must be
reported to the Division Read and the Onion within wen (10) days from
the date posted or it shall stand as accepted.
(B) Seniority shall be established as of the last date of permanent
hire and shall not include any previous employment with the City.
(C) Temporary job openings, within the public work force, shall be
filled ona temporary basis. Assignments to such temporary jobs shall
be based upon Seniority. Temporary assignments may be considered as
training assignments by which an employee may gain the experience which
will enable him to qualify for future promotions.
(D) Any employee who works more than forty (40) accumulated days
within a period of one (I) year, r twenty (?o) c cutive working days,
in clan above hieregular classification, which is vacant for any reason
shall thereafter be compensated for his subsequent performance in the
higher classification.
ARTICLE 15
Work Force Changes - promotions
1. The term "prapwtton" as used in this provision, means the advancement of
an employee tc a higher paying position.
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2. Whenever a job opening occurs which is to be continued a classified
position other than a temporary opening as defined above - in aM existing
job classification as the result of the development or
establishment of new
job classifications -- notice of such opening shall be posted on all
bulletin boards for seven (7) working days, - indicating the department and
duties of position.A temporary position is one that is of a short duration
with no expectation of long term employment.
J. During this period, employees who wish to apply for the open position
or job - including employees on layoff - may do so. The application shall
be completed in writing and shall be submitted to the personnel Department.
4. The City Shall fill the new classification or the vacant job within five
(5) working days after posting and seniority shall be a factor of consideration,
in accordance with Section 6 of this article. The time limits for filling of
vacancies may be extended for specific periods of time, by mutual agreement of
the President of Local 926 and the Director of Operations and Maintenance. The
Union shall be notified who has been awarded the job.
5, Transfers:
(A) Employees desiring to transfer to other jobs shall submit a
application in writing to their Division Head. The application shall
state the mason for the requested transfer.
(B) Employees requesting transfers for reasons other than the
elimination of jobs shall be transferred to equal or lower paying job
classifications on the basis of seniority provided there is an open
position and the employee is qualified; however, employees shall not
be allowed to transfer to another position in that Sam level of
classification unless mutually agreed upon by the parties.
(C) Employees requesting transfers because of the elimination of
their jobs shall be transferred to the same job o any other job of
an equal classification on the basis of seniority.
6. promotions;
(A) 'The Union and the City recognize that promotional opportunity
should increase in proportion to the length of continuous service, and
that the intent will be that full consideration shall be given
continuous service in such cases,"
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(B) "In recognition, however, of the responsibility of management
for the efficient operation of the ➢epartment, it is understood and
agreed that in all cases
e
of (t) promotion, and (2) inc n forces,
the following factors as listed below shall be considered;
only where factors (a), (b) and (d) are relatively equal, shall continuous
service be the determining factor:
(a) Ability to perform the work (b) Physical fitness
(c) Continuous service (d) past performance
2. All employees receiving promotions;under the provisions of this article
shall be subject to aprobatiomty period of one (1) year, unless a shorter
period of time it agreed upon by the parties hereto. Anemployee who doe
not satisfactorily complete his probationary period shall be given the reasons
therefore, and shall be allowed to return to the position he held prior to his
promotion, with no lose of wages, benefits or other conditions of employment for
the prior petition which he Le entitled to by virtue of his seniority.
ARTICLE 16
Reporting Time
1. Any employee who is scheduled to report for work and who presents himself
for work as scheduled shall be assigned to at least four (4) hours work.
2. When any employee reports for and starts to work as scheduled, and i
excused om
frduty before completing four (4) hours work, the employee shall
be paid, at his regular rate, for four (4) hours work at the appropriate
rate - straight time or overtime - whichever is applicable.
ARTICLE 17
Wages - Overtime
1. Employees shall be compensated in ordance with the wage schedule
attached to this Agreement and narked Appendix A. The attached wage schedule
shall be cone ldered a part of this Agreement.
2. Hours paid for but not worked for the purpose of computing holiday pay,
will be used for the purpose of computing daily orweekly overtime pay only
when the holiday falls on the employee's normally scheduled day of work and
the employee loses normal working time during the work week because of such
holiday.
3. Overtime pay shall be paid on the basis of time and om-half met eight (8)
hours in any one day and forty (40) hour ex
any o week without duplication except
for the period between November 25 and March 25 for which overtime will be paid
n the basis of time and one-half over forty (40) hours in any o eek. Except
as otherwise herein provided, hourse
paid for but worked shall not be included
in the computation of daily or weekly overt Has pays
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ARTICLE IS
Ca11 Time
1. Any employee called to work outside of his regularly scheduled shift shell
be paid for a minimum of two (2) hours at the rete of time am one-half.
2. Standby coverage foxw eekends shall be worked out mutually between the
Department and the Dnion
ARTICLE 19
Layoff am Recall
1. In the event it becomes necessary to lay off permanent employees for any
the employees shall be laid off inorder of length of service
within the class of positions. provided, howeere, that the Department Head
may demote a employee to a lower class of position for which the employee
Us qualified in which case the layoff within that class shall be in reverse
order of the length of service
within the Department. Recall should be
In reverse order of layoff.
ARTICLE 20
Discipline am Discharge
1. Discipline
(A) Disciplinary action shall include only the following:
Oral reprising
Written reprimand
Suspension (notice to be given in writing)
Discharge (noticetobe given In writing)
(B) Disciplinary action may be imposed upon an employee only for
failing to fulfill his responalbilit Les as an employee. Any disciplinary
action or measure Wooed upon an employee may be processed as a grievance
through the regular grievance procedure.
(C) If the employer bas reason to reprimand an employee, it shall
be done in a manner that will not embarrass the employee before other
employees or the public.
2. Suspension and Discharge:
(A) The employer shall not suspend or discharge any employee without
just cause, and shall inform the employee in writing of all charges.
(B) The Union shall have the right to take up the suspension end/or
discharge an a grievance at the third atep of the grievance procedure, and
the matter shall be handled in accordance with this procedure through the
arbitration step If deemed necessary by either party.
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(C) Any employee found t0 be unjustly suspended or discharged shall
be reinstated with full compensation for all lost time and with full
restoration of all other rights and conditions Of employment.
ARTICLE 21
Grievance procedure
1. The purpose of the grievance procedure shell be CO settle employee
grievances on as low an administrative level as possible, so as to insure
efficiency and maintain morale.
2. Any grievance r disputes which may arise, including the application,
ing, or Interpretation of this Agreement, or the Public Service$ Department
rulese
and regulations, shall be settledIn the following manner.
3. Step 1. The employee shall within five (5) working days after the
of the alleged grtevance present his grievances in writing Co the
shop stews a once
shop the
aur/or president of the local Union,
who to turn shalt asitia same
settled
eM1e foreman and/ox other supervisorsif possible.()wrIf the grievance ri m[
settled et bthemi supervisor's level within five (5) working days then the .grievance
shall be submitted to the Division Head in writing.
4. Step 2. The Division Head shall deal with the grievance submitted and
shall render his decision to the Union and to the City Manager in
writing,
not later than the fifth (5th) working day following the day the grievance
was received by him.
5. Step 3. If the decision of the Division Head is not satisfactory to the
employee appeal snail be lodged with the Personnel Dire and/or the
City Manager within ten (10) working days. The Personnel Director and/or the
City Manager sha1L, within ten (10) working days of receipt of the grievance,
submit his decision in writing to the president of the Local Union and the
Division Head.
6. Stew 4. In the event that the Union feels that further review is desired,
the City planagex shall be requested within ten (lo) working days i writing
to bring the matter before the City Council o committee thereof. The
Council o committee thereof may call a Hearing and stall, within ten (10)
working days of receipt of grlevanae, submit their decision in writing to the
President of the Local Union and the City Manager. -
]. Step 5. If the grievance is still unsettled, either party may, within ten
(lo) working days after the reply of the Council or committee thereof is due,
by written notice Co the other, request arbitration.
S. The arbitration proceedings shall be conducted by an arbitrator to be
selected by the employer and the Union within ten (10) working days after notice
has been given. If the parties fail to select an arbitrator, either party may
request the assignment of the Haire State Board of Arbitration and Conciliation.
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9. The decision of the arbitrator shall be final and binding on the parties,
and the arbitrator shall be requested to issue hfa decision within thirty (30)
days after the conclusion of testimony and argument.
10. Expenses for the services of the arbitrator and the arbitration proceedings
shall be borne by the City and Union equally. However, each party shall be
responsible for compensating its own representatives and witnesses. If either
party desires a verbatim record of the proceedings, it my cause such a record
to be made, providing it pays for the record and makes copies available without
charge to the other patty and to the arbitrator.
11. Nothing in this Article shall diminish the right of any employee covered
hereunder to Dresent his own grievance, as set forth in Title 26, See. 967,
MRSA.
ARTICLE 22
Bulletin Boards
1. The City shall permit the reasonable see of bulletin boards by the Union
for the pasting of notices of a non -controversial nature relating to Union
bus 4msa.
ARTICLE 23
Union Activities on City Ie Time and premises
1. All employees covered by this Agreement who are officers of Local 926,
Council No. 74. American Federation of State, County and Municipal Employees,
AFL -CID shall be allowed time off with pay for official Union business With
representatives of management upon appointment. H there is sufficient manpower
mailable to cause no interference with departmental operations. it is under-
stood and agreed that all employees have productive work to perform and will
not leave their jobs during work hours to attend to Union matters except a
provided above and except when the steward or
amambez of the Grievance Committee
is investigating a grievance and only with the approval of the Division Head.
ARTICLE 24
work Rules
1. When existing work rules am changed or new rules are proposed, they shall
be posted prominently on all bulletin boards for a period of ten (10) consecutive
work days before becoming effective. Objections to any proposed work rules
shall be made in writing to the Division Head who shall have the responsibility
of reviewing such objections and Seeking a final determination. Appeals from
his decision can be made in accordance with normal grievance procedures.
2. Interning Employees. The City further agrees to furnish each employee in
the bargaining mit with a copy of all mwwork rules thirty (30) days after they
become effective. New employees Shall be provided with a copy of the rules at
the time of hire.
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3. Enforcing. Employees shall comply with all existing rules that are not
In conflict with the terms of this Agreement.
4. Any unresolved complaint involving discrimination in the application of
new or existing rules Shall be resolved through the grievance procedure.
ARTICLE 25
Clothing
1. The City shall provide each employee all necessary protective clothing and
equipment as determined by the Division Head and the Union Safety Committee.
if both cannot agree then it Shall be settled through the grievance procedure
subject to the approval of the City Manager,
ARTICLE 26
Management Rights
1. Except as explicitly limited by specific provisions of this Agreement, the
City shill have the exclusive right to take any action it deems appropriate in
the department and direction of the work force in accordanee with its judgment.
Such rights shall include, but shall not be limited to, the operation of the
departments, direction of the working forces, the right to hire, discharge or
suspend for just cause, to change assignments, to promote, to reduce o expand
the working forees8 to transfer, to maintain discipline, to establish work
schedules, and to introduce new or improved methods or facilities.
2. The employer shall have the right to establish rules and regulations that
are not inconsistent with the terms of this Agreement, and to make changes in
existing rules and regulations that are not inconsistent with the terms of
this Agreement, and provided further that such rules and regulations are
subject to the grievance and arbitration provisions of this Agreement.
ARTICLE 27
Probation period
1. All appointment$ shall in the first instance be made for a probationary
period of twelve (12) months: and all appointees heretofore or hereafter
retained in SamLee after the completion of such probation a bell be deemed
permanent employees. probationary, employees shall be subject to the provisions
Of this Agreement except that the City shall have the right to terminate
without compliance with the terms of thin Agreement, the employment of any such
new employee within one (1) year from the commencement of the probationary period.
ARTICLE 28
Medical Insurance
1. The City agrees Cc pay the full coat of the BSD $450 family subscription
of the present Blue Crone - Blue Shield and Major Medical plan and also any
Increase that may be forthcoming during the duration of this contract.
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ARTICIA 29
Retirement
1. The City agrees to participate in the cast of pension payments which
provide for:
(A) A retirement formula of 1/50.
(B) Retirement at one half pay With 25 years of service age 60.
(C) Reduced retirement with 25 years of service and under age 60.
(D) Minimum retirement allowance of $100 per month with 10 Wave
Of, Service.
Agri= 39
Duration
1. This. Agreement shall be effective January 1, 1976 and shall continue in
full force and effect until midnight the 313t day of recem er, 1976.
2. in the event that collective bargaining pursuant to M.R.S.A. Title 26
shall not have been successfully completed prior to the expiration date above
herein provided, the parties hereto specifically agree that the present. Contract
shall remain in force and effect until a new contract shall have been negotiated.
3. The parties have hereby <aused their ounce to be subscribed by their duly
authorized representatives as the day of , 1976.
Local 926, Council No. 74 City of Pangor, Maine
Michael M. Perkins, president Merle F. Goff. City Manager
Frederick M. Webster, Recording John R. perry, personnel Director
Secretary
Wilburn R. Massy, Shop Steward Henry A. Trainer, 0 & M Director
Council No. 74 Representative
Kenneth A. Walt
-15-
Class Pay Range
code Claes Title Mwiter A B C D E
604
606
611
613
615
617
621
625
627
629
641
643
645
651
653
654
655
673
677
Public Services Custodial worker
Public Eemces Mead C atodian
Laborer
Semi -skilled Laborer
Maintenance Worker
Mason
LaWr Foxeman
Sanitation Foreman
Gravel Plant Forenan
Construction Foreman
Oxourdaman
Tree 511 Jeon
Tree Foreman
Truck Driver
Heavy Egdpnsnt Operator I
Heavy Equipment Operator E
Heavy Equipment Operator EI
Carpenter
Building Maintenance Foreman
10154
3.34
3.49
3.65
3.79
3.98
12A
3.67
3.84
3.99
4.19
4.37
9A
3.16
3.30
3.44
3.56
3.73
10154
3.34
3.49
3.65
3.'19
3.98
ll yA
3.55
3.72
3.89
4.03
4.24
13A
3.47
3.63
3.78
3.97
4.10
13A
3.79
3.96
4.14
4.34
4.54
14=54
4.01
4.21
4.41
4.59
4.83
14k4
4.01
4.21
4.41
4.59
4.83
1"
4.34
4.54
4.78
5.00
5.23
10154
3.34
3.49
3.65
3.79
3.98
llYA
3.55
3.72
3.89
4.03
4.24
13A
3.79
3.96
4.14
4.34
4.54
l0A
3.26
3.39
3.52
3.68
3.84
13A
- 3.47
3.63
3.78
3.97
4.10
12A
3.67
3.84
3.99
4.19
4.37
141y4
4.01
4.21
4.41
4.59
4.83
13A
3.79
3.96
4.14
4.34
4.54
154
4.14
4.34
4.54
4.78
5.00