HomeMy WebLinkAbout1975-04-14 149 AC ORDER149 AC
Introduced by Councilor Mooney, April 14, 1975
CITY OF BANGOR
(TITLE) MaeCt 8uthcrizing the. city Manager to. Execute Contract_. with Local vzs
Coupc ii MO ]4y,,,Amgri<at5 Cauaty and Municipal. Employees,,,,,,,,
By Qty Council of die City OfBargor
ORDERED..
TMT the City Manager be nurborieed and is hereby directed to execute
a contract betxeep the City of Manger and Local 926 Council No. 74, American
Federation of State, County and Municipal Eeployees, a copy of which is on
file in the City Clerk's office.
4
149 xc RECEIVED
~
IN CITY COUNCIL - O"x n e x 5 1915 APR -9 PM 2:45
.April 14, 1975
. . Soared, Title, CITY. CLERKS OFFICE
..... aTr At EAN5a R. MAINE
;fyclxr crE
xytn ,gq the city waiwge� to
& ecote Contract .with Leal 926
.. ...................Fede........
touter
l No. 04, San oFe yeeSatlOn of State
county and municipal
ipal Etrployees. ._. -
- Introduced and Filed by
ouncilman
f
i
{
WORI(1NG AGR=NT
between
THE CITY OF B WR, MAINE
and
Local 926, Council No. 74
MERICAN FEDERATION OF STATE, CWNTY A MUNICIPAL MEMOYEEE
ARTICLE 1
Preamble
1. In order to increase general efficiency in the City and to promote the
morale, equal rights, well being, and security of its employees, and to
promote the public health, safety, aM 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
M:Scilal Employees, APG -C10 hereinafter referred to as the Union, herein
Mod themselves in mutual agreement as follows:
ARTICLE 2
Recognition
1. The City recognizes Local 926, Council No. 74, AFL-CIO, Nmarican Federation
of State, County and Municipal Employees, as sole and exclusive bargaining
agent for the employees of the Operation and Maintenance Division Of the
Bangor Public Services Dept. for the purpose of establishing salaries, wages,
hours and other conditions of employment, wlth the exception of the Operations
aM Maintenance Director, Asst. Operations and Maintenance Director, Highway
Supervisor, Caaetery Buperintenclent, Yerd Foreman, Eewar 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 -he by Parties
1. fmployees covered by this Agiement shall have the right to join the Union
or to refrain from doing so No employee shall be favored or discriminated
against by either the City or the Union because of his membership Or masses -
harelip in the Union.
If during the tete of this Agreement or any extension thereof, 26 M.R.S.A.
a 964 (1) (B) is Construed by the Mains Supreme Sudicial Court or amended
by the Plaine State Legislature to allow for union security provisions in
public employee collective bargaining agreem*ts, the iisne of inclusion
Of union security provisions in this Agreement will be. open for negotiation
by either party hereto.
- 1 -
3. Me parties to this Agreeeent agree teat they shall not discriminate
against any employee because of race, creed, color or national origin.
4. The provisions of this Agre®ent shall be applind equally to all employees
in the bargaining unit without discrimination as to age, sax, marital
status, race,
Th
color, creed, national origin, or political affiliation. e
Union shall share equally with the city the responsibility for applying
this provision of the Agreement.
5. All references to emplayees in this Agreement designate both sexes, and
wherever the male gender is used it shall be construed to include male
and facile employees.
6. Me City agrees mut in interfere with the rights of employees to became
members of the Union, ard there shall be an discrimination, interference,
restraint, o coercion by the City or any City representative against any
employee because Union naobership or because of any employee activity
In an official capacity on behalf of the Unton consistent with this contract.
7. The Union recognizes its responsibility as bargaining agent and agrees to
represent all employees in the bargaining unit without discrimination,
interference, restraint, or coercion and further, agrees cot to discriminate,
Interfere, restrain or coerce other employees who are not mashers of the
Union.
ARTICLE 4
Checkoff
1. The City agrees to deduct the regular monthly Union dues upon receipt of
signed authorisation from mrembers of the Union on forme supplial by the
UnIon and satisfactory to the City. The Amunta 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 itemised
stateeent, to the Treasurer.
2. Me City shall forward all such dues so collected to t Treasurer of
the Union on or More the 15th day of the following month. The Union shall
indemnify and save the City harmless against any and all claims and suits
which may arise by reason
n
of any action taken making such deductions
and reme
remitting the sato 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 Servires Rept. or is transferred to
another losition within the City's governmental structure which is not
included in the Bargaining Unit, is may cancel such deduction at any ties
Upon written notice to that effect to the Personnel Director of the City
of Bangor.
4. ibwever, an employee may, within thirty (30) days prior to the expiration
of this Agreement, notify the city in writing that the dues deduction
authorization as a Union smelter is to be cancelled upon the expiration of
this Agreement.
2-
ARTICLE 5
Regular Houre
1. For payroll purposes, the work weak shall begin at 12:00 midnight on
Saturday and and 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 seek day shall start at 12:00 midnight and shall
end at 12:00 midnight the following day - a period of 24 hours.
4. The sexual hours of park shall be eight consecutive hours e:dapt for
interruptions for lunch periods.
5. Saoe employees will have work schedules other than established above and
such schedules are a past of the work rules for special classifications of
employees. However, nothing in this article or elsewhere in this contract
shall be construed as guaranteeing 40 Fours of work.
6. It is the intent of the City under the terms of this agreement rot to
contract consul maintenance activities except in emergency or unusual situa-
tions.
7. when any place of equipment is assigned to a specific operated by the
Division Dead during the winter seas said ®ployee, if available, will be
called out whenever that Particularpiece of equipment is utilized. it is
rot the intent of }he City to have foremen operate equipment on a regular
basis.
ARTICLE 6
Meal Periods
1. TM normal work schedule shall include the following daily rest periods:,
(a) A 15 numbs rest period (coffee break), on Me clock, shall
he allowed within the first half start.
(b) A 30 siwte lunch Period, off the clock, shall be taken,
whenever Possible, between the hours of 11:00 A.M. and 12:30
P.M. An employee required to work beyond 12:00 P.M. shall
have the option of taking a re -half hour lurch period off
Ube clock or taking a 15 Taunts lunch period on the clock.
An employee moat have autherizatioa from his foreman to
receive credit for a lurch period on the clock:
(c) In the event an employee is requested to and does work for
re than 311 hours beyond his regular quitting time he
shall be granted a 30 minute paid meal period. The employee
shall be furnished an additional 30 minute paid meal period
every 5 hours thereafter while he continues to work. (This
is not applicable to the schedule] snow removal crews during
the winter schedule.), Tse City shall either furnish a meal
- 3 -
or compensate the employee for the cost of the meal up to S1.50.
(d) A 15 monks rest period on the clock shall be allowed in the
second half shift.
(a) A 15 mature clean up period, on the cloak, shall be allowed
at the end of the day.
ARPSCLE
Holidays
1. Holidays recognized and observed
The following days shall be recognized and observed as paid holidays:
New Yaer's Day
Labor Day
Washington's Birthday
Columbis Day
Patriots' Day
Veterans' Day
Manorial Day
Manangiving Day
independence Day
Friday Following Thanksgiving
mristmas Day
2. Eligible eeployees shall receive holiday My canpoted by multiplying the
aaployee Is regular -rate of pay by the hours in his reisai work day, whether
or rot the holiday is corked.
3. Wherever any of the holidays listed above shall fall on a Saturday or
Sunday, the preceding Friday or succeeding Monday shall be observed as the
holiday, if so declared by the Governor for State eepiayees.
4. ID order to be eligible for holiday My an enploMe moat be a peree'ent
full -tile mployee and suat have corked the last scheduled work day Wore.
the holiday and the mkt scheduled work day after the holiday, unless excused
by the City. However, a physician's certificate may be requested without
advanced notice and must be premaled 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 My maltiplied by the number
of lours worked that day up to 8 hours and lh time his regular rate for
hours worked over 8 hours on the holiday.
ARTWLE 0
Dick Leave
1. For purposes of this agressent, sick leave ahall only include those
instances when an employee is confined by illness to his Mme or is
hospitalized.
2. Sick leave shall be accrued at the rate of fifteen (15) days per year,
amewlative to rot more than one Mndred and twenty (120) days. No
anployee shall receive credit for sick leave unless he ratifies his job
forams or his representative at least ore -half Mur prior M the eaployee's
scheduled work day.Exceptions to this requirement will only be allowed
when an unforeseen emergency, axises during said one-half hour period.
-4
3. Sick leave shall be charged at the rate of net more than five (5) sick
leave days for each week of leave.
4. Sick leave shall he changed when an employee is confined due to an
officially gated quarantine, when established by any official health agency
which in itself prevents attendance at the place of work.
5. Aryy employee who wilfully violates or misuses this sick leave policy or
who misrepresents any statement or condition under the sick leave policy
will be subject to disciplinary action under Article 20 of this Agreement.
6. Sick leave may be used 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.
7. Me City Manager and/or Division Head may require as a condition precedent
to the payment of sick leave a certificate of a qualified physician certifying
as to the conditions of the employee or member of Us family. No physician's
certificate will be required unless it is so requested in advance; however,
if requested, certificate must be presented within 48 Fours after employee
has returned to work. `
8. During the term of this Agreeadnt, when an employee retires from active
service win the City and is immediately eligible for retiramert benefits
pursuant to the Heine State Retiz®ent System as it applies to the City,
the mployee shall receive an amount equal to his salary at the time of
Us retirement for oma third (1/3) the member of days of accumulated unused
sick leave to a maximmn of forty (40) days.
A@IQ.E 9
Amoral leave
1. All permanent employees shall be entitled to one (1) weeks vacation after
the completion of six (6) months of service and two (2) weeks vacation after
one (1) year of continuous service.
2. After ten (10) years of continuous service employees shall accumulate
three (3) weeks vacation amaelly accrued on a weekly pro rata basis.
3.. An employee whose services are terminated within six (6) months after his
appolnhnent shall not be deemed to have accrued any vacation leave.
4. Any unused vacation days may earned from one (1) year to the next bat no
vacation leave shall accumulate in excess of three (3) hs except that
employees with ten (10) years of service may ac emulate vacation days not to
exceed four (4) weeks, and with the further exception, that with the approval
of the City Manager, four (4) weeks of leave for employees win less than
ten (10) years service and six (6) weeks for employees win ten (10) or
Mrs years' service may be acnamulated.
- 5 -
5. Requests for vacation leave will be safe prior to April 15th of the
calendar year. On or before April 30th aacation schedule will be pasted.
Requests will be received after April 15th.• However, requests suesitted
prior to April 15th shall take precedence. If, due to reasons beyond the
employee's control, he is roots to submit a vacation request prior to
April 15th he will be allowed vacation Use as requested, provided however
that a replacement may be obtained or he can be spared from the ark force.
Failure to grant vacation time shall not be done in an arbitrary or capri-
cious Mouse.
6. All vacation leave privileges shall be with the approval of the Division
Read. Two (2) full weeks notice is necessary if ley is requested in advance.
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 L 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 cisvm-
stances are a factor.
ARTICLE 11
Military leave
1. My permanent employee in a full-time position who is a member of the
National Guard or any branch o£ the Armada Forces of the United States and
is required to undergo field training, shallbe allowed a leave of absence
with pay for the period of such training, but not to exceed two (2) weeks
in any ore (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 cenpereation by the Militaryis equal to or greater than his regular
City salary, no additional City payment All be made.
2. All employees she 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 dates they will he
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 service.
2. Employees shall be paid the difference between any jury duty Compensation
they receive and their regular wages for each day of jury service. -
- 6 -
ARTICLE 13
Leaves of Absence
1. Eligibility any iraments:
(A) Employees shall be eligible for leaves of absence after thirty
(30) daysofservice with the Employer.
2. Application For leave:
(A)My request for a leave of absence without lay shall be submitted
in writing by the employee to the Division Head. The request shall state
the lesson the leave of absence is being requested and ttheapprovyu3te
length of time off the employee desires.
(B) Authorization for a leave of absence without pay shall be
furnished to tis employee by the Division Head, and it shall be in writing.'
(C) Any request for a leave of absence shall be arewered promptly.
Request for imediate leave (for example; family sickness or death) shall
he answered before the end of the shift an which the request is submitted.
3. Medical Leave:
(A) A medical leave of absence withwt pay�sball be granted to the
employee, upon due proof by his physician, that said leave is necessary.
(B) A request for a short leave of absence - a leave but exceeding
one (1) month - shall be answered within five (5) days. A request for a
leave 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 agreenert, employees shall be returned to
the position they held at the tinea the leave of absence was requv9ted.
AafIQ.E 14
Seniority
_1. Seniority:
(A) The City shall establish a seniority list, arc] it shall be
brought up to date on January first (1st) of each year and inmediately
pasted thereafter on bulletin boards for a period of rot 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 Head and the Union edtlin ten (10) days fee
the data pasted or it shall stand as accepted.
(B) Seniority shall be establishes as of the last date of permanent
hire and shall rot include any previous employment with the City.
(C) Temporary job openings, within the public work force, shall be
filled on a temporary basis. Assignments to such temporary jobs shall
be based upon seniority. Temporary assignments may be considered a
training assigraenta by which an employee may gain the experience which
All enable him to qualify for future promotions.
(D) Arcy employee Who works more than forty, (40) accumulated days within
a period of one (1) year, or twenty (A) conspecostivs working days, in a
class above his raWlar classification, which is vacant for any reason
shall thereafter be compensated for his subsequent performance in the
higher classification.
A TICDE 15
Work Force Changes - promotions
1. The term "promotion" as used in this provision, means the advancement of
an employee be's higher laying position.
2. whenever a job opening occurs which is to be continied as a classified
position other than a temporary opening as defined above - in any existing
job classification as the result of the development or establishment of new
job classifications -- a 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.
3. 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 aha shall be abnitted to the Personnel Department.
4. The City shall fill the new job classification or the vacant jab within
five (5) working days after posting aha seniority shall be a factor of
consideration. The union will be netifiea who has bean awarded the job.
S. Transfers:
(A) Employees desiring to transfer to other jobs shall summit an
application in writing to tbeir Division Head. The application shall
state the reason for the requested transfer.
(3) Employees requesting transfers for reason 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 allayed to transfer t, another position in that same level of
classification unless mutually agreed upon by the parties.
(C) Employees ragoosting transfers because of the elimination of
their jobs shall be transferred to the same job or any other job of
an equal classification on the basis of seniority.
6. Promotions:
(A) 'The limon 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
continwus service in such cases.
M
(B) 'In recognition, Forever, of the responsibility of management
for the efficient operation of the Department, it is understood and
agreed that in all ranch of (1) promotion. and (2) increase in forces,
the following factors listed below shall be considered; however, only
where factors (A), (B) and (D) a relatively equal, shall continuous
service be the determining factor:
(a) Ability to perform the work (b) Physical fitness
(c) Continuous service (d) Past performance
A IME 16
ReWrtitg Time
1. Any employee An is scheduled to report for cork and who presents himself
for work as scheduled shall be assigned to at least four (4) hours work.
2. When any nnployee reports for and starts to work as scheduled, and is
excused from duty 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 Una or overtime -- whichever is applicable.
dRTICLE 17
Wages - Overtime
1. Employees shall be compensated in accordance with the wage schedule
attached to this Agreement and marked Appendix A. She attached wage schedule
shall be considered a part of this Agreement.
2. Hours Paid for but rot worked for the purpose of computing holiday pay,
All be used for bsce purpose of computing daily or weekly 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 creek because of such
holiday.
3. DverUme Pay shall be paid on the basis of time and one-half over eight (8)
hours in any one day and forty (40) hours in any one week without duplication
except for the period be Ween November 25 and March 25 for Which overtime
All be paid on the basis of time and one-half over forty (W) hours in any
woweek. Except a otherwise herain provided, hours paid for but rot
rked shall not he included in the computation of daily or weekly overtime
pay.
ARTICLE 18
Call Time
1. Any employee called to Work outside of his regularly scheduled shift shall
be paid for a mUdawm, of two (2) hours at the rate of time and one-half.
2. Standby coverage for weekends shall he worked out mutually between the
Department and the union.
ARTME 19
Layoff and Recall
1. In the event it becomes necessary to lay off permanent employees for any
reason, the employees shall be laid off in reverse order of length ofservice
within the class of positions. Provided, however, that the Department Head
may demote anemployee to a lower class of Position for Alch the employee
is 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.
-9-
ARTICLE 20
Discipline and Discharge
1. Discipline:
(A) Disciplinary action shall include only the f01101,IIg:
Oral reprimand
Written reprdmend
Suspension (notice to be given in writing)
Discharge (notice to be given in WAUN)'
(B) Disciplinary action may be imposed upon an employee only for
failing to fulfill his responsibilities as m employes. Any disciplinary
action or measure Imposed upon an employee may be processed as a grievance
through the regular grievance procedure.
(C) If the employer has reason to reprimand an employee, it shall M
done in a er that will net 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 emplayee in writing of all charges.
(B) The Ur on shall have the right to take up the suspension and/or
dlsciarge as a grievance at the third step 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.
(C) My employee found to 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.
ART= 21
Grievance procedure
1. The purpose of the grievance procedure shall be to settle employee
grievances on as low as administrative level as possible, so as to insure
efficiency add maintain morale.
2. My grievance or disputes which may arise, including the application,
meaning, or interpretation of this Agreement, or the public Services Depart-
ment, rules and, regulations, shall be settled in the following manner.
3. Step 1. The employee shall within five (5) working days after the occur`
rence of the alleged grievance present his grievances in writing to the shop
steward and/or president of the Ictal Union, who in torn shall settle sme
with the foreman and/or other supervisors if possible. If the grievances is
not settled at the supervisor's level wi• n five (5) working days then the
grievance shall be submitted to the Division Head in writing.
- 10 -
a. sten 2. The Division Head shall deal with the grievance submitted and
shall renter his decision to the union and to the City Manager in writing,
not later then the fifth (5th) working day following the day the grievance
was received by him.
5. Sten 3. If the decision of the Division Head is hot satisfactory to the
employee, an appeal shall be lodged with the Personnel Director and/or the
City Manager within ten (10) working days. The Personnel Director and/or the
City Manager shall, within ten (30) working days of receipt of the grievance,
submit his decision in writing to the President of the local Union and the
Division Head.
6. Step 4. In the event that the Union feels that further review is desired,
the City Manager shall be requeat i within ten (30) working days in writing
to bring the matter before the City Council or a craudittee theree£. The
Council or a committee thereof may call a hearing and shall, within ten (lo)
working days of receipt of grievance, submit their decision in writing to the
President of the local Union ant the City Manager.
7. Step 5. If the grievance is still unsettled, either party may, within ten
(10) working days after the reply of the Council or committee thereof is duo,
by written notice to the other, reQuest arbitration. _
S. Tire arbitration proceedings .shall be conducted by an arbitrator to be
selected by the employer and the Unionwithin ten (30) working days after
notice had been given. If the parties fail to select an arbitrator, either
party may request the assignment of the Maine State Board of Arbitration and
Conciliation.
9. The decision of the arbitrator shall be final and binding on the parties,
and the arbitrator shall be requested to isse his decision within thirty (30)
days after the conclusion of testimony and argument.
30. E peMes for the services of the arbitrator and the arbitration proceedings
shall be loans by the City and Union equally. However, each party shall be
responsible for comyssati g its own representatives and witnesses. If either
party desires a verbatim record of the proceedings, it may cause such a record
to be made, providing it pays for the record and makes copies available
without charge to the other party and to. the arbitrator.
11. Nothing in this Article shall diminish the right of any employee covered
hereunder to present his own grievance, as set forth in Title 26, Sec. 967,
MPSA.
ARTICLE 22
Bulletin Boards
1. The City shall ,permit the reasonable use of bulletin Gorda by the Union
for the Testing of entices of a nonhcontraverslal nature relating to Union
-
hainess.
-il-
ARTICLE 23
Union Activities on City's Time and Premises
1. All employees covered by this agreesent who are officers of Local 926,
Council No. 74, Aserican federation of State, County and Municipal ilmployees,
AFi.-C10 shall be allowed time off with pay for official Union business with
representatives of management upon appointment, if there is sufficient
manpawer available to cause, no interference with departmental operations. It
s understood and agreed that all employees have productive work to perform
F and will not leave their jobs during work hours to attend to Union matters
sept as provided above and except when the steward or a merrier of the
Grievance Coamittee is investigating a grievance and only with the approval
of the Division Head.
ARTICLE 24
Work Rules
1. When existing work rules are changed or new rules are proposed, they shall
be pasted prominently on all bulletin ooards for a period of ten (10) consecµ-
Uve work days before becoming effective. Objections to any pmposed work
rules Mall be made in writing to the Division Head who shall have the respon-
sibility of reviewing such objections and making a final determination.
Appeals Erna his decision can be made in accordance with normal grievance
procnduRs.
2. Informins MplWees. The City further agrees to furnish each employee is
the bargaining unit with a copy of all new work rules thirty (93) days after
they became effective. New employees shall be provided with a copy of the
rules at the time of hire.
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.
AR11CLE 25
Clothing
1. The City shall provide each employee all necessary protective clothing
and equipment as determined by the Division Heed and the Union Safety
Coemittee. If both cannot agree then it shall be settled through the griev-
ance 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 shall have the exclusive right to take any action it deems appro-
priate in the department and direction of iM work force in accordance with
its judgment. Such rights shall include, but shall not be liaited to, the
operation off -the departments, direction of the working forces, the right
to hire, discharge or suspend for just cause, to change assigewenta, tO
promote, to reduce or expand the working forces, to transfer, to maintain
discipline, to establish work schedules, and to introduce new or improved
methods or facilities.
- 12 -
2. The ®player shall have the right to establish rules and regulations that
wre rot inconsistent with the terms of this agreement, and to make changes in
existing rules and regulations that are rot inconsistent with the terms of
this agreement, and provided further that such rules and regulations ere
subject he the grievance aM arbitration provisions of this agreement.
ARTICLE 27
Probation Period
1. All appointments shall in the first instance he made for a probationary
period of twelve (12) months} and all appointees. heretofore or hereafter
retained in service after the w pletion of such probation shall be deaaed
permanent esployees. Probationary employees shall be subject to the provisions
of this Agreement except that the City shall have the right to tenmlrete
without compliance with the terms of this Agreement, the employment of any,
such new employee within one (1) year from the evnwencenent of the probationary
period.
ART= 28
Medical Insurance
1. The City agrees to pay the full cost of the BSC 8350 family subscription _
of the present BICe Cross - Blue Shield arl Major Medical Plan and also any
increase that may be £ortl,comi.ng during the duration of this contract.
ARTICLE 29
Retire ent
1. The City agrees to participate in the cost of pension payments whidA
provide for:
(A) A retirowfnt formula of 1/50.
(B) itetirmant at one half pay with 25 years of service - age 60.
(C) Deduced retirement with 25 years of service aM under age 60.
IDI tKinumum retironent allowance of $MO per month with 10 years
of service.
13 -
ARTICLE W
Duration
1. This agreement shall be effective January 1, 1975 and shall continue in
full force add effect until midnight the 31st day of December, 1975.
2. In the event that collective bargaining pursuant to M.R.3.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 ranain in force and effect until a new contract shall have
been negotiated.
3. The parties have hereby caused their names to be subscribed by their
duly authorized representatives as of the 35th day of April, 1975.
Local 926, Council No. 74 city of Bangor, Maine
Council No. 74 Representative
14-
Class - Pay Range
Code -Class Title Numsar A B C D I
604
606
611
613
615
617
621
625
627
629
641
643
645
651
653
654
655
673
677
Public Services Custodial Worker
Public Services Head NStodian
Laborer
Soni -skilled Laborer
Maintenance Worker
Mason
Labor Foreman -
Sanitation Foramen
Gravel Plant Foreman
Construction Foramen
Grounds
Tree Surgeon
Tree Foreman
Trvck Driver
Heavy Equipment OWator I
Heavy Equipment Operator II
Heavy Equipment Operator III
Carpenter
Wilding Maintenance Foran
10154 3.21 3.36 3.51 3.65 3.83
12A 3.53 3.70 3.84 4.03 4.21
9A 3.06 3.18 3.31 3.43 3.59
101s4 3.21 3.36 3.51 3.65 3.83
llrA 3.42 3.58 3.74 3.88 4.08
13A 3.34 3.49 3.64 3.82 3.95
13A 3.65 3.81 3.98 4.18 4.37
14154 3.86 4.05 4.24 4.42 4.65
14y.A 3.86 4.05 4.24 4.42 4.65
16A 4.18 4.37 4.60 4.81 5.03
30}A 3.21 3.36 3.51 3.65 3.83
llkA 3.42 3.58 3.74 3.88 4.08
13A 3.65 3.81 3.98 4.18 4.37
10A 3.14 3.26 3.39 3f54 3.70
11A 3.34 3.49 3.64 3.82 3.95
12A 3.53 3.70 3.84 4.03 4.21
14}4 3.86 4.05 4.24 4.42 4.65
13A 3.65 3.81 3.98 4.18 4.37
15A 3.98 4.18 4.37 4.60 4.B1
APPENDIX A