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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