CALIFORNIA TEAMSTERS
PUBLIC, PROFESSIONAL, AND MEDICAL EMPLOYEES UNION, LOCAL 986 07/01/2026 THROUGH 06/30/2030
TABLE OF CONTENTS
ARTICLE 1 PREAMBLE 5
ARTICLE 2 RECOGNITION 5
ARTICLE 3 RIGHTS 5
Section 1 Right of Employees 5
Section 2 Rights of Management 5
Section 3 Equal Employment 5
Section 4 Rights of Employees to Representation 6
Section 5 Union Rights 6
ARTICLE 4 UNION ACCESS TO NEW HIRE
ORIENTATION/DUES DEDUCTION 7
Section 1 New Hire Orientation 7
Section 2 Dues Collection 7
Section 3 Records 7
Section 4 Indemnification 8
ARTICLE 5 COMPENSATION PLAN 8
Section 1 Cost of Living Allowance (COLA) 8
Section 2 Salary Increases Based on Merit
and Aligned with Step System 8
Section 3 Merit Increase Effective Date 9
Section 4 Performance Evaluation Response 9
Section 5 Longevity Incentive 9
ARTICLE 6 OVERTIME 9
Section 1 Compensation 9
Section 2 Overtime List 9
Section 3 Unplanned Overtime Events (Emergency) 10
Section 4 Planned Overtime Events (Non-Emergency) 10
ARTICLE 7 STANDBY & CALLBACK 11
Section 1 Compensation 11
Section 2 Eligibility 12
Section 3 Standby & Callback List(s) 12
Section 4 Conduct While on Standby/Callback
Assignment
13 Section 5 Dispatch 13
Section 6 Standby Duty Kit 13
Section 7 Assigned Vehicles for Standby 13
Section 8 Rest Between Shifts 13
ARTICLE 8 TRANSPORTATION FOR TRAINING 13
ARTICLE 9 REQUEST FOR TIME OFF 14
ARTICLE 10 HEALTH & SUPPLEMENTAL BENEFITS 14
Section 1 Medical, Dental, Vision 14
Section 2 Life Insurance 14
Section 3 Short-Term & Long-Term Disability 14
Section 4 Section 1 25 Benefit Plan 15
Section 5 Retiree Medical 15
Section 6 Retiree Health Saving Plan (RHS) 16
Section 7 Long Term Care Insurance (CalPERS) 16
Section 8 Gift of Time 16
ARTICLE 11 TUITION REIMBURSEMENT 16
ARTICLE 12 UNIFORMS & BOOT/PANT
REIMBURSEMENT
16 Section 1 Work Boots 16
Section 2 Work Pants & Work Shorts 16
Section 3 Reimbursement 17
Section 4 Uniforms 17
ARTICLE 13 RETIREMENT 17
Section 1 Retirement Formula(s) 17
Section 2 Disability Retirement 18
Section 3 Deferred Compensation 19
ARTICLE 14 STEWARDS 19
ARTICLE 15 INSPECTION 19
ARTICLE 16 SAFETY COMMITTEE 19
ARTICLE 17 SHIFT CHANGES 19
ARTICLE 18 GRIEVANCE PROCEDURE 20
Section 1 Definition 20
Section 2 Procedure 20
ARTICLE 19 DISCIPLINE APPEAL PROCEDURE 21
Section 1 Pre-Discipline Procedure 21
Section 2 Appeal Procedure 21
ARTICLE 20 SICK LEAVE 26
Section 1 Use of Sick Leave 26
Section 2 Sick Leave Payment Program 27
Section 3 Sick Leave Pay-Out 27
ARTICLE 21 WORK RELATED INJURY LEAVE 27
ARTICLE 22 VACATION 27
Section 1 Vacation Accrual 27
Section 2 Vacation Payment Program 28
Section 3 Scheduling Vacation 28
ARTICLE 23 HOLIDAYS 28
Section 1 Observed Holidays 28
Section 2 Work Performed on Observed Holiday(s) 29
Section 3 Floating Holidays 29
ARTICLE 24 OTHER PROGRAMS AND MATTERS 29
Section 1 Wellness Program 29
Section 2 Employee Recognition Program 29
Section 3 Confined Space Committee 29
Section 4 Union Membership on City Committees 29
Section 5 Lunch and Break Periods 30
Section 6 Testing 30
Section 7 Certification Pay 30
Section 8 Working Out of Class 31
Section 9 Transfers 31
Section 10 Union Accountability Measure 31
Section 11 Misconduct Investigations 31
Section 12 Apprentice Program 32
ARTICLE 25 FLEX SYSTEM 32
ARTICLE 26 NO STRIKE - NO LOCKOUT 33
ARTICLE 27 LAYOFF PROCEDURES 33
ARTICLE 28 ENTIRE MEMORANDUM OF
UNDERSTANDING
33 Section 1 33
Section 2 33
ARTICLE 29 WAIVER OF BARGAINING DURING
TERM OF THIS AGREEMENT
34 ARTICLE 30 EMERGENCY WAIVER PROVISION 34
ARTICLE 31 SEPARABILITY 34
ARTICLE 32 IMPLEMENTATION 34
ARTICLE 33 RENEGOTIATIONS 34
ARTICLE 34 TERM OF MEMORANDUM OF
UNDERSTANDING
35 36-39
40-41
APPENDIX A
APPENDIX B
CLASSIFICATIONS & PAY RANGES
UNION ACCOUNTABILITY MEASURE
ARTICLE 1: PREAMBLE
This Memorandum of Understanding (hereinafter referred to as "MOU") is entered into by and between the City of Lancaster (hereinafter referred to as "City") and the California Teamsters Public, Professional, and Medical Employees Union, Local 986 (hereinafter referred to as the "Union" or "986 ").
It is the purpose of this MOU to promote and provide for harmonious relations, cooperation and understanding between Management and the employees covered by this MOU; to clarify City ordinances, rules and regulations and administrative procedures, thereby providing an orderly and equitable means of resolving any misunderstanding or differences which may arise under this MOU; and to set forth the understanding of the parties reached as a result of good faith meeting and conferring regarding the wages, hours and other terms and conditions of employment of the employees covered by this MOU. This article is not subject to the grievance procedure.
ARTICLE 2: RECOGNITION
The City recognizes the Union as an organization representing those employees in those classifications as provided in Appendix "A" attached hereto and made a part of this MOU. Recognition is in accordance with Resolution No. 22-10.
ARTICLE 3: RIGHTS
SECTION 1 - Right of Employees
The parties mutually recognize and agree fully to protect the rights of all employees covered by this MOU to join and participate in the activities of the Union and corresponding rights of covered employees to refrain from joining and participating in the activities of the Union, and all other rights guaranteed by law.
No employee shall be interfered with, intimidated, restrained, coerced or discriminated against because of the exercise of these rights or any other rights prescribed by law. This section is not subject to the grievance procedure.
SECTION 2 - Rights of Management
The parties mutually recognize the right of Management as prescribed by law. See Personnel Rules and Regulations (Employee Handbook) for full listing. This section is not subject to the grievance procedure.
SECTION 3 - Eq ual Employment
The provision of this MOU shall be applied to all represented employees without favor or discrimination because of race, color, ancestry, sex, sexual orientation, gender identity, gender expression, age, national origin, physical or mental disability, medical condition, genetic expression, genetic characteristics or information, military or veteran's status, religious creed, marital status, and/or any other category protected by federal and/or state law. This section is not subject to the grievance procedure.
SECTION 4 - Rights of Employees to Representation
The rights described herein do not in any way abridge the rights of a covered employee who desires to represent himself or herself in employee relations with the City, or through the Union, or through any person of his/her choice.
SECTION 5 - Union Rights
The City shall provide for the Union's use, designated bulletin boards where employees in the bargaining unit will have access during regular business hours, subject to the following conditions:
• All postings for bulletin boards must contain the date of posting and the identification of the organization, and
• Union will not post information which is defamatory, derogatory or obscene, subject to the immediate removal of the right to post for a period not to exceed 90 days.
The City will provide separate bulletins boards for the exclusive use of the Union at the following locations:
• Public Works Assembly Room
• Owen Memorial Park Maintenance Building
• Municipal Stadium
All Union business will be conducted by employees and Union representatives outside of established work hours. Nothing herein shall be construed to prevent a Union representative or an employee from contacting the Human Resources Director or other management representatives regarding personnel related matters during work hours. The authorized Union Business Agent shall be given access to work locations during working hours provided that prior to visiting any work location the Union representative shall:
• Contact the Human Resources Director or designate, to state the purpose of the visit and which location he/ she will be visiting, and • The Human Resources Director or designate determines that such visit shall not interfere with the operations of the department.
In the event the requested time and/or location of such visit by the Union Business Agent is denied because it would interfere with the operations of the department, the Human Resources Director or designee shall set an alternate time and/or location for such visit within 72 hours. The Union may schedule after work hours meetings in the City Conference rooms or the City Council Chambers at such times these facilities are not in use by submitting a written request to the appropriate City administrator which shall include date, time, number of people expected, general reason for the meeting, and an acknowledgment that no food or beverages will be consumed in City facilities. Approval will be granted in the same manner as it is granted to other organizations.
ARTICLE 4: UNION ACCESS TO NEW HIRE ORIENTATION/DUES DEDUCTION SECTION 1 - New Employee Orientation
The City agrees to provide a minimum of 10 days' notice to the Union of scheduled orientation for a new hire into a Unit position, when practical, and to provide an opportunity for access to the orientation by the Union.
• "Orientation" refers to any onboarding process, whether conducted in person, online, or through other means.
The Union will have discretion to determine for each orientation whether access will consist of attendance in person by a Union representative for up to 10 minutes, or correspondence from the Union that will be provided to the new hire during orientation.
SECTION 2 - Dues Collection
The Union will maintain records of employee authorizations for dues deductions and will provide the City with information regarding the amount of dues and the list of Unit employees who have authorized dues deductions. The City will rely upon the information provided by the Union in processing dues deductions from the pay of unit members, which shall occur in the first and second pay periods of each month. No deduction of dues shall be made during any pay period in which an employee's earnings, after all other deductions are made, are insufficient to cover the full amount of the dues. • When an employee is in a non-pay status for an entire pay period, no deduction will be made to cover the pay period from future earnings. • In the case of an employee who is in a non-pay status during less than an entire pay period and whose earnings, after all other deductions are made, are insufficient to cover the full amount of the dues or service fee, no deduction shall be made from future earnings to cover the pay period.
The Union shall provide written notice to the City at least 14 calendar days before a change in the amount of dues and identify the changed amounts.
SECTION 3 - Records
The City agrees to provide the Union with the following information for each new hire into a Unit position within 30 days of the hire date, unless the employee declines to provide such information to the Union:
• Employee's name, job title, department, and work location; • Employee's work, home, and personal cellular telephone numbers; • Employee's home address;
• Employee's work and personal e-mail addresses.
At least once per year, or more frequently upon request, the City agrees to provide the Union with the above information for all current Unit employees.
The City shall provide the Union a list of all union members and the amount of dues deducted from their pay for each pay period in which the City remits a check for union dues to the Union.
The Union shall keep an adequate itemized record of its financial transactions and shall make available annually upon request, to the City, and to the employees who are members of the organization, within 60 days after the end of its fiscal year, a detailed written financial report thereof in the form of a balance sheet and an operating statement, certified as to accuracy by its president and treasurer or corresponding principal officer, or by a certified public accountant.
SECTION 4 - Indemnification
The Union shall indemnify, defend, and hold the City harmless from and against liability arising in any forum, whether judicial, administrative, or otherwise, from any claims, demands, or other action relating to the City's compliance with any obligations imposed under this agreement, including but not limited to deduction of membership dues and the Union's use of monies collected under these provisions.
ARTICLE 5 - COMPENSATION PLAN
SECTION 1 - Cost of Living Adjustment (COLA)
Salary ranges for all bargaining unit classifications will receive a Cost of Living Adjustment (COLA) as follows:
Effective Date COLA Increase
July 1, 2026 2%
July 1, 2027 2%
July 1, 2028 4%
July 1, 2029 4%
Adjusted salary ranges are shown in Appendix "A".
SECTION 2 - Salary Increases Based on Merit and Aligned with Step System Salary increases are based on merit and aligned with the Step System as outlined in Appendix "B", excluding Cost of Living Adjustments (COLAs) as outlined above. Salary increases based on merit and aligned with the Step System will not adjust the salary range for any position. See Personnel Rules and Regulations (Employee Handbook) for additional details.
Employees who are at the top of the pay range for their job classification are ineligible for salary increases based on merit.
Employees who are NOT at the top of the pay range for their job classification are eligible for the following increases:
Awarded in 1st Pay Period of Each Fiscal Year
Month/Year Awarded for Meets Standards
July 2022 Up to 5%
July 2023 Up to 5%
July 2024 Up to 5%
July 2025 Up to 5%
SECTION 3 - Merit Increase Effective Date
Merit increases will be effective on the first pay period at the beginning of each fiscal year (July) unless such increase is specifically stated to be effective on a later date due to performance-based criteria or leave of absence without pay.
SECTION 4 - Performance Evaluation Response
Employees may, within 30 days of receipt, provide a written response to their performance evaluation which will be attached to said evaluation and placed in their employee file.
SECTION 5 – Longevity Incentive
Effective July 1, 2026, employees with greater than ten years of service will receive additional compensation in the form of longevity pay according to the following schedule:
Following completion of ten (10) years of service, an increase of 2.5% above base salary; Following completion of fifteen (15) years of service, an increase of 5% above base salary; Following completion of twenty (20) years of service, an increase of 7.5% above base salary Longevity pay is not stacked or compounded For example, an employee with 17 years of service receives longevity in the amount of 5%.
For purposes of this section, “years of service” means total years of active full-time employment with the City of Lancaster in any position.
Longevity pay is earned on a continuous and ongoing basis as hours worked, paid out with each pay period, and reported to CalPERS as special compensation.
ARTICLE 6 - OVERTIME
SECTION 1 - Compensation
Time off for paid leaves and holidays shall be considered time worked for overtime purposes.
Authorized overtime shall be compensated for at the rate of one and one-half (1-1/2) times the regular hourly rate of pay. All work (or sick, vacation, holiday or floating holiday leave) in excess of 40 hours per work week shall be considered overtime.
SECTION 2 - Overtime List
An Overtime list will be created for e ach division/section with the most senio r empl oyee placed initially at the top of the list. Employees with specialized knowledge or skills (e.g., Class A/Class B Driver's
License & Tanker endorsement) will be so designated on the list. This list will be maintained and subject to review by each division h ead and the desi gnated Unio n steward in that divisio n/ department.
Overtime will be distributed as equitably as possible. When making assignments, the division/section will first offer the opportunity to the most senior employee with the skills required in the division/ section where the overtime is needed.
Where overtime is required, the employee at the top of the list with the requisite skill will be offered the overtime first, where practical. If said first employee does not take the overtime or cannot be reached, the supervisor/assigned lead will proceed down the overtime list until there is a volunteer. The employee taking the overtime, or an employee declining, or the employee unable to be reached, will then be placed at the bottom of the list. Where there are no volunteers for overtime, or emergency circumstances dictate that it is not in the best interest of the City to follow the above procedure, the assigned lead will notify a supervisor who shall have the right to assign overtime in the manner he/she deems appropriate.
In the event that the overtime assignment is canceled, the employee originally assigned will remain at the top of the list for the next overtime assignment. No employee will lose their place on the list as a result of a canceled overtime assignment.
The overtime procedure shall not apply where the overtime work can only be performed by two or fewer qualified individuals.
SECTION 3 - Unplanned Overtime Events (Emergency)
Emergency shall be defined as any public safety issue; or other unplanned event as determined by the City Manager, Department Head, or their designee. Unplanned overtime is considered a Callback as outlined in Article 8.
Overtime work to meet an e mergency situation does not require advance a pproval, but shal l be certified by the supervisor for timecard approval purposes.
SECTION 4 - Planned Overtime Events (Non-Emergency)
Assignments include, but are not l imited to; City sup ported events such as Streets of Lancaster, Air Show, and Farmers Market and permitted events requiring City services.
Scheduled overtime is not considered a callback. Employees will be paid for actual hours worked.
Opportunities for scheduled overtime shall be posted by event as far in advance as possible and updated as needed. Event managers will send an email notice of the event, once the date and time has been determined, to both Parks and Development Services supervisors. Signup sheets shall be posted in any/all applicable sections by the division/ section responsible for staffing the event. All interested bargaining unit members may signup to work the event.
A scheduled overtime list will be created showing employees signing up for pre-scheduled events (e.g., Poppy Festival, Streets of Lancaster) and other events (e.g., permit events requiring City services, etc.). Any division/ section responsible for staffing the event will give first consideration to their
employees who have signed up to work the event, after making necessary staff assignments. All other employees on the list with the skill required to perform the work shall be contacted before mandatory assignments are made.
Where both Parks and Development Services are participating in the event, the departments may contact employees on either signup sheet once its own sheet has been exhausted.
Scheduled overtime opportunities will be distributed as equitably as possible. Employees accepting or rejecting an offer and employees who cannot be reached will be placed at the bottom of the list. This does not change their placement on the standby/callback lists.
Scheduled overtime opportunities for reoccurring events, e.g., Farmers' Market shall be distributed in the same manner as described above; however, employees will not lose their place on the other overtime assignments in this section.
City will make available a schedule of Planned Overtime Events an annual basis, subject to necessary modifications throughout the year. An employee who is required to work a Planned Overtime Event with less than 45 calendar days of advance notice will receive eight (8) hours of banked compensatory time off in addition to payment for actual hours worked.
ARTICLE 7 - STANDBY & CALLBACK
SECTION 1 - Compensation
An employee assigned to Standby will receive: (Reference Standby Policy for additional information).
• Two (2) hours pay each day in addition to actual time worked, at the overtime rate on Monday, Tuesday, Wednesday and Thursday (excluding designated holidays). An employee will receive four (4) hours pay each day in addition to actual time worked, at the overtime rate on Friday, Saturday, Sunday and all designated holidays as outlined in the Personnel Rules and Regulations (Employee Handbook).
An employee that responds to a Callback will receive:
• A minimum of two (2) hours pay or actual time worked, whichever is greater, at the overtime rate on Monday, Tuesday, Wednesday and Thursday (excluding designated holidays). An employee will receive a minimum of four (4) hours pay or actual time worked, whichever is greater, at the overtime rate on Friday, Saturday, Sunday and all designated holidays as outlined in the Personnel Rules and Regulations (Employee Handbook).
To be eligible for call back pay the employee must physically report to work. Telephone calls do not qualify as a callback. However, if a callback is cancelled later than 15 minutes after the employee responded, the employee will receive minimum the minimum compensation as set forth in this section.
Travel time reporting to and from work does not count towards actual time worked and is not compensated.
All Standby and Callback actual time worked performed on a holiday shall be paid at double- time.
SECTION 2 - Eligibility
To be placed on the Standby/Callback lists eligible employees must have a current performance evaluation of meets standards, have no disciplinary actions, or no more than one (l) corrective action related to attendance within six (6) months of placement on the list. On rare occasions, management retains the right to override eligibility requirements for operational need and/or under emergency circumstances.
Division/department management may determine that an employee who volunteers for Standby/Callback will not be given such assignment (e.g., due to public safety concerns).
SECTION 3 - Stan dby & C allback List(s)
Standby & Callback will be distributed as equitably as possible. When making assignments, the division/section will create a rolling list and first offer the opportunity to the most senior employee with the skills required in the division/section where the overtime is needed. Standby and Callback lists shall be maintained separately and will be created for each division/section with the most senior employee placed initially at the top of the lists. Employees with specialized knowledge or skills (e.g., Class A/Class B Driver's License & Tanker endorsement) will be so designated on the lists. These lists will be maintained and subject to review by each division head and the designated Union steward in that division/ department.
Where Standby and/or Callback is required, the employee at the top of each list with the requisite skill will be offered the Standby/Callback first, where practicable. If said first employee does not take the Standby/Callback or cannot be reached, the supervisor/assigned lead will proceed down the Standby/Callback lists until there is a volunteer. The employee taking the Standby/Callback, or an employee declining the assignment, or the employee unable to be reached, will then be placed at the bottom of the applicable list. Where there are no volunteers for Standby/Callback, or emergency circumstances dictate that it is not in the best interest of the City to follow the above procedure, the assigned lead will notify a supervisor who shall have the right to assign Standby/Callback in the manner he/ she deems appropriate.
There shall be no less and no more than three employees on standby duty each week; one (l) from Parks, and two (2) from Development Services.
If an insufficient number of employees volunteer for a Standby/Callback assignment, City management will make such assignments mandatory and have the authority to assign employees. All employees who are assigned Standby/Callback duty shall serve the assigned week unless prior arrangements with the division/ section supervisor have been approved excusing the assigned employee.
A list of Standby/Callback employees will be made and the employee on the top of the list will be used for the upcoming week. After being on Standby/Callback duty, the employee will go to the bottom of each applicable list.
SECTION 4 - Conduct While on Standby/Callback Assignment • The employee on the Standby/Callback lists shall respond immediately or in a reasonable amount of time when receiving an assignment. A reasonable amount of time is determined by the incident location and the employee's location at the time of the call.
• The employee is required to carry the City assigned phone contained in the duty kit at all times.
• The employee is required to be available and fit for duty while assigned to Standby/Callback.
• The employee assigned to Standby/Callback duty must comply with all City policies and procedures.
• The employee is required to be in uniform while performing duties during the Standby/Callback assignment.
SECTION 5 - Dispatch (Callback assignment)
Callback assignment(s) that require a special skill or ability should only be assigned to an employee that has the appropriate skill, experience and who usually performs those duties.
Only Emergency Services Personnel, City Administration or applicable/ assigned supervisors/leads
may dispatch Callback employee(s).
SECTION 6 - Standby Duty Kit
A Standby employee will be provided and responsible for a Standby Duty Kit, which will contain:
• One Procedure Manual
• One Phone
SECTION 7 - Assi gned Vehicles for Standby
Employees on Standby duty will have use of a City vehicle to travel to and from their residence and to and from the Standby assignment. While not in use for the assignment, the City vehicle must be parked in a secure location at the employee's residence.
SECTION 8 - Rest Between Shifts
An employee who does not get at least a six (6) hour rest period between shifts can request to be excused from all or part of his/her next shift. The time is considered unpaid unless the employee opts to use available paid time off (sick, vacation and/or floating holiday). Approval is determined by the needs of the department and is at the discretion of the supervisor.
ARTICLE 8 - TRANSPORTATION FOR TRAINING
The City shall have the authority to designate the mode of transportation to training activities. The City shall make its best effort to provide or arrange transportation. When traveling for City business, whenever possible, no personal vehicle shall be used.
ARTICLE 9 - REQUEST FOR TIME OFF
In an emergency or a special circumstance, where an employee requests time off without notice, the employee shall notify his/her supervisor as soon as possible. In all other circumstances, the employee shall give a minimum of 72 hours' notice to his/her supervisor prior to using paid time off. The City retains the right to deny any leave request for operational considerations.
ARTICLE 10 - HEALTH & SUPPLEMENTAL BENEFITS
SECTION 1 - Medical, Dental, Vision - Effective January 1, 2022 The City shall provide regular and probationary represented employees:
• Plans at the least cost to the City that are similar or better as offerings for the 2022 calendar year
• No cost family medical, family dental and family vision coverage, or, • No cost individual PPO medical, family dental and family vision coverage Employees who elect not to be covered by the City's medical plan will receive $175.00 per month into a Retiree Health Savings Plan account. Employees who elect medical insurance coverage for only themselves will receive $75.00 per month into a Retiree Health Savings Plan account.
On or after July 1st of each year, upo n giving a thirty (30) day notice, either party may request to enter into discussions to review premium rates and options for cost containment.
The City and the Union agree to work jointly to identify and recommend potential cost-savings measures to reduce future premium increases. It is understood that the City has the sole authority to determine all benefit insurance plans and providers.
SECTION 2 - Life Insurance
The City shall provide represented employees with a minimum of $100,000 or one times annual salary, whichever is greater, life insurance protection through its insurance provider. Employees may purchase additional insurance at the employee's cost where the carrier permits. The City reserves the right to determine the provider of life insurance.
SECTION 3 - Short-Term & Long-Term Disability
The City shall continue to participate in the California State Disability Insurance Program. (SDI). All represented employees are required to contribute the required rate set by the State of California.
In addition, the City shall continue to contribute and pay 100% of the short-term disability insurance premium which shall provide the employee the difference between the amount covered by SDI and at least 70% of the employee's base monthly salary pursuant to the requirements and conditions set forth in the insurance policy with the City. The City reserves its right to determine the provider of short-term disability insurance.
The City shall continue to contribute and pay 100% for the employee long term disability insurance premium which shall provide the employee with 60% of the employee's base monthly salary pursuant to the requirements and conditions set forth in the insurance policy with the City. The City reserves its right to determine the provider of long-term disability insurance.
SECTION 4 - Section 125 Benefit Plan
The City will continue to offer a Section 125 Benefit Plan and provide supplemental insurance products for employees to expand their benefits based on individual needs. Enrollment in supplemental plans is voluntary and the employee is responsible for all premium payments through bi-weekly payroll deductions.
SECTION 5 - Retiree Medical
All regular Represented employees who retire from City service and who were hired into a full-time position on or before June 30, 2009 shall be eligible for a discount on the employee's portion of the medical, dental, and vision premiums.
Years of Service
AGE 5 6 7 8 9 10 11 12 13 14 15+
55-64 50% 55% 60% 65% 70% 75% 80% 85% 90% 95% 100%
65+ older 0% 0% 0% 0% 70% 75% 80% 85% 90% 95% 100%
Represented employees may maintain dependent coverage in the plan at their option and at their expense.
Effective January 1, 2016 employees will no longer earn credit towards the discount on the employee's portion of premiums. Employees shall retain the discount they have accumulated prior to that date. Employees under age 55 will receive credit for the years of service accumulated prior to January 1, 2016 when they become eligible for the discount upon retirement from City service.
As of January 1, 2016, employees with fewer than fifteen (15) years of service will receive a prorated amount of the $175 per month paid to employees who elected not to participate in the program (as of March 1, 2010) as shown in the following chart.
Discount% 50% 55% 60% 65% 70% 75% 80% 85% 90% 95%
RHS $ 87.50 78.75 70.00 61.25 52.50 43.75 35.00 26.25 17.50 8.75 All regular represented employees hired on or after July 1, 2009, shall be eligible for a City contribution of $175 per month to the Retiree Health Savings Plan chosen and administered by the City.
Effective July 1, 2028, the City contribution shall be increased to $200 per month. Effective July 1, 2029, the City contribution shall be increased to $225 per month.
SECTION 6 - Retiree Health Saving Plan (RHS)
The City will continue the MissionSquare (formerly ICMA) Retirement Health Savings Plan (RHS) for all groups.
SECTION 7 - Long Term Care Insurance (CalPERS)
The City will contribute up to $90.00 per month towards the California Public Employees Retirement System Long Term Health Care Insurance premium for an employee only. In order to receive this benefit, the employee must be enrolled. CalPERS has decided to temporarily suspend open enrollment for the Long-Term Care Program due to current uncertainty in the long-term care market. Therefore, until further notice, CalPERS is no longer accepting new applications for coverage. Upon retirement this benefit will continue in conformance with above schedule (Article 9, Section 5).
SECTION 8 - Gift of Time
The City will continue the "Gift of Time" program.
ARTICLE 11 - TUITION REIMBURSEMENT
Regular, non-probationary represe nted employee s are eligibl e for tuitio n reimburseme nt in accordance with the Personnel Rules and Regulations (Employee Handbook).
ARTICLE 12 - UNIFORMS & BOOT/PANT REIMBURSEMENT
SECTION 1 - Work Boots
Employees will be required to wear safety work boots with steel/composite toe or shank (as required by the department), that cover the ankle at all times during an employee's working hours. Specific types of safety boots will be established, determined by each division head, and the employee must wear one of these types. Employees not in compliance are subject to discipline. The City reserves the right to modify this boot policy, including but not limited to establishing different types, determining work details where boots shall not be worn, etc., after meeting and conferring with the Union.
SECTION 2 - Work Pants & Work Shorts
Employees are required to wear blue or black denim (Carhartt, Dickies, Levi, Wrangler type) pants/shorts unless the City provides a uniform. An employee does have the option of wearing shorts as long as it does not create a safety hazard or violate OSHA and/or other applicable safety policies or regulations.
Pants and shorts must be hemmed and "cut offs" are pro hibited. Shorts must not be longer than the bottom of the
knee and no shorter than 2 inches above the knee.
Due to the possibility of assignment changes during the work shift, any employee wearing shorts must have a pair of long pants at work to change into should the need arise.
Supervisors are responsible for determining whether it is appropriate for an employee to wear shorts based on daily work assignments. In order to protect employees' legs against the harsh desert sun, it is recommended that all employees wearing shorts also wear sunscreen.
In the event this policy is abused, all parties agree that the program will be terminated.
As stated in the City of Lancaster's "Dress Guidelines," all clothing worn should be clean and in good repair, free from tears, holes and stains at the start of each shift.
Each employee will be responsible for keeping his/her safety boots and pants in good repair.
SECTION 3 - Reimbursement
The City shall provide boot/pant reimbursement up to $600.00 for employees who are NOT provided City issued uniforms, and provide boot reimbursement up to $450.00 for employees who ARE provided City issued uniforms, per fiscal year. Reimbursement request(s) with the associated receipt(s) must be approved by Human Resources and then are submitted to Finance for payment. Reimbursement for boot care (i.e. shoe strings and shoe conditioner) will be approved within reason as determined by Human Resources.
Receipt(s) for reimbursement(s) must be dated within the same fiscal year as the purchase is made and submitted no more than 60 days after the purchase is made in order to be approved for reimbursement.
In lieu of reimbursement, the City shall have an option for purchasing boots and pants in order to assist employee(s) (e.g. open purchase order from local business, etc.). The City shall determine a process and select the vendor(s) for this purpose.
SECTION 4 - Uniforms
The City will maintain an adequate supply of provided uniform items within Parks and Development Services to issue new hires and to replace worn or damaged uniform items of current employees. The supplies will include items such as jackets, sweatshirts, hats, short and long sleeve shirts.
ARTICLE 13 - RETIREMENT
SECTION 1 - Employees are provided retirement benefits through the California Public Employee's Retirement System (CalPERS). The CalPERS benefits summarized here are pursuant to the City's contract with CalPERS, and are subject to and in accordance with the California Public Employee's Retirement Law and the California Public Employees' Pension Reform Act of 2013.
Tier 1 Classic Members: Employees hired on or before June 30, 2012 The 2.7% at 55 Retirement Benefit Formula (Gov. Code § 21354.5), applies to all regular and probationary employees hired on or before June 30, 2012. The City shall contract with CalPERS for the Employer Paid Member Contribution (EPMC) conversion to final pay for the employee's final twelve (12) months of employment (Gov. Code § 20692). The employee will continue to pay, through payroll
deductions, eight percent (8%) of the employer contribution. The City will continue to pay the required employer contribution.
One-Year Final Compensation Period (Gov. Code § 20042). For purposes of determining a retirement benefit, final compensation for employees covered by this section shall be based on the highest annual average compensation earnable during twelve (12) consecutive months of employment.
The monthly employee's contribution for the 1959 Survivor's Benefit, Level 3, shall be borne entirely by the employee (Gov. Code § 21573).
Tier 2 - Classic Members: Employees hired on or after July 1, 2012 or before January 1, 2013, OR after July 1, 2012 who are transferring from other Cal PERS agencies within six months of hire by the City, OR who can establish reciprocity upon joining CalPERS The 2% at 60 Benefit Formula (Gov. Code § 21353), applies to all regular and probationary employees hired on or after July 1, 2012 or before January 1, 2013, OR after July 1, 2012, who are transferring from other CalPERS agencies within six months of hire by the City, or who can establish reciprocity upon joining CalPERS. The City will continue to pay the required employer contribution. The employee will continue to pay, through payroll deductions, the full seven-percent (7%) employee contribution.
One-Year Final Compensation Period (Gov. Code § 20042). For purposes of determining a retirement benefit, final compensation for employees covered by this section shall be based on the highest annual average compensation earnable during twelve (12) consecutive months of employment.
The monthly employee contribution for the 1959 Survivor's Benefit, Level 3, shall be borne entirely by the employee (Gov. Code § 21573).
Tier 3 - PEPRA New
Members
The 2% at 62 Benefit Formula (Gov. Code § 7522.20), applies to all regular and probationary employees hired on or after January 1, 2013. The City will continue to pay the required employer contribution. The employee will continue to pay, through payroll deductions, the full six and one quarter- percent (6.25%) employee contribution.
Three (3) Years Final Compensation Period (Gov. Code § 20037). For purposes of determining a retirement benefit, final compensation for employees covered by this section shall be based on the highest annual average compensation earnable during a thirty-six (36) consecutive month period.
The mo nthly emp loyee co ntribution for the 19 59 Survi vor's Benefit, Le vel 3, shall b e borne entirely by the emp loyee (Gov. Code § 21573).
SECTION 2 - Disabilit y Retirement
The City may request CalPERS to retire an employee who becomes physically or mentally unable to perform the duties of his/her position, or may be subject to further injury if employment is continued. The
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City will engage in the interactive process to determine what, if any reasonable accommodation(s) is available to the employee prior to making any request for disability retirement.
SECTION 3 - Deferred Compensation
Effective June 19, 2022, the City shall contribute 5% to the 401 (a) Mission Square (formerly ICMA) Deferred Compensation Retirement Program for all Represented employees.
The City shall continue to allow employees to contribute to the 457 Mission Square (formerly ICMA) Deferred Compensation Retirement Program for all Represented employees.
Effective July 1, 2019, the City shall allow employees to participate in loan programs offered by Mission Square (formerly ICMA) for the 401 (a) and 457 plans.
ARTICLE 14 - STEWARDS
The City recognizes the right of the Union to designate a maximum of six job stewards and alternates from the bargaining unit. The Union and the City must mutually agree to the addition of a 6th steward. The authority of the job stewards so designated by the Union shall include: investigating and processing grievances on non-work time. In the event the steward cannot process or investigate a grievance on non-work time he/ she shall obtain the prior authorization of the Human Resources Director to use his/her work time for such activities. Authorized work spent handling grievances by the steward shall be considered hours worked for purposes of overtime computation. Stewards must notify Human Resources when requesting to conduct union business during work hours.
ARTICLE 15 - INSPECTION
After seven (7) hours, notice to the City Manager Human Resources Director or his/her designee authorized agents of the Union shall have access to the City facilities during working hours for the purposes of: (1) grievance meetings with City representatives and; (2) investigation of working conditions where safety issues are involved. Under no circumstances shall the authorized agent disrupt an employee's work without prior approval of the supervisor.
ARTICLE 16 - SAFETY COMMITTEE
Represented employees shall be allowed to participate in the City 1 s Safety Committee for the
purpose of providing the safest possible working conditions for all employees. The Committee's membership shall include members selected by the Union from the bargaining unit of the represented Departments.
ARTICLE 17 - SHIFT CHANGES
Where practicable the City will give an employee thirty (30) working days' notice of a shift change. "Shift" is defined as day evening or graveyard.
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ARTICLE 18 - GRIEVANCE PROCEDURE
SECTION 1 - A "grievance" shall be defined as a controversy between the City and the Union or an employee or employees covered by this MOU. Such controversy must pertain to any of the following:
1. Any matter relating to working conditions adversely impacting the employee's ability to perform the job not specifically covered by this MOU, or
2. Any matter involving the interpretation or application of any provision of this MOU.
This Article does not apply to matters of discipline.
SECTION 2. There shal l be an ea rnest effort on the part of both parti es to settle grievances promptly through the steps listed below.
Step 1: (Informal): An employee's grievance must be submitted to the first line supervisor or management representative immediately in charge of the aggrieved employee within fifteen (15) working days after the event giving rise to the grievance, or fifteen (15) working days after the date that he/ she should have been reasonably expected to have had knowledge of the grievance. The supervisor or management representative will give an answer to the employee by the end of the tenth (10) working day following the presentation of the grievance and the giving of such answer will terminate Step 1.
Step 2: If the grievance is not settled at Step 1, the employee may elect to proceed to Step 2 by reducing the grievance to writing. The written grievance shall fully state the facts surrounding the grievance and detail the specific provision of this MOU alleged to have been violated, signed and dated by the employee and presented to the department head or his/her designee within ten (10) working days after termination of Step 1 . A copy of the grievance shall be presented to the Human Resources Director by the employee. A meeting with the employee, shop steward and department head or his/her designee will be arranged at a mutually agreeable location and time to review and discuss the grievance.
Such meeting will take place within ten (10) working days from the date the grievance is received by the department head or his/her designee. The department head or his/her designee may invite other members of management to be present at such meeting. The department head or his/her designee will give a written reply by the end of the fifth (5) work day following the date of the meeting, and the giving of such reply will terminate Step 2.
Step 3: If the grievance is not settled at Step 2, the grievant may elect to proceed to Step 3 of the grievance procedure. The grievant shall have five (5) working days to appeal to Step 3. The grievant or his/her union representative and the City Manager or the appropriate management representative shall within five (5) working days after the appeal from Step 2 arrange a meeting to be held at a mutually agreeable location and time to review and discuss the grievance. Such meeting will take place within ten (10) working days from the date the grievance is referred to Step 3. A decision shall be rendered within ten (10) working days from the date of such meeting. The decision of the City Manager is final and binding.
SECTION 3 - The time limits for filing written formal grievance shall be strictly construed, but may be extended by mutual agreement evidenced, in writing, and signed by a duly authorized representative
of the City and the grieving party. Failure of the grieving party to comply with any of the time limits set forth there under shall constitute waiver and bar further processing of the grievance. Failure of the City to comply with the time limits set forth in this Section shall automatically move the grievance to the next level of the Grievance Procedure. The grieving party may request the assistance of a union representative in presenting a grievance at any level of review or may represent him/herself.
ARTICLE 19 - DISCIPLINE APPEAL PROCEDURE
SECTION 1 - Pre-Discipli ne Procedure
Where a non-probationary unit employee is termi nated, suspend ed, or demoted, the employee will be entitled to the followi ng prior to the discipli ne being imposed.
Prior to the discipline being imposed, the employee will be provided with written notice of the proposed discipline. Such notice shall also contain the date the action is intended to become effective and the specific grounds and particular facts upon which the action is based. Along with this notice, the employee shall be provided with written materials upon which the action is based. The employee shall be afforded the right to respond either orally or in writing or both to the proposed charges within five (5) working days after the date of the notice. (Skelly Rights) SECTION 2 - Ap peal Procedure
Where discipline of dismissal, susp ension without pay of five (5) or more days or demotion is imposed, the foll owing appeal procedure shall apply:
Following a review of a proposed disciplinary action, if discipline is to be imposed, the Human Resources Director shall cause to be served on the employee affected, by registered mail, email or personal delivery, a notice of discipline signed by the appointing power indicating the department head's decision to impose discipline, the specific charges against the employee, that he/she has the right, within ten (10) working days after receipt of this notice, to request a hearing on the charges by filing the request with the Human Resources Director. The City shall have the authority to impose discipline on the effective date indicated in the notice.
If, withi n the ten (10) day appeal period, the employee involved d oes not file said appeal, unless
good cause for fai lure is shown, the action of the City shal l be considered conclusive.
If, within the ten-day appeal period, the employee involved files such notice of appeal by giving written notice of appeal to the Human Resources Director, the City and the employee or his/her representative shall have ten (10) working days from the date of the appeal to attempt to mutually agree to a hearing officer. If no agreement is reached, the City shall request a list of third-party neutrals who specialize in employee discipline hearings from the California State Conciliation Service. Within ten (10) days following receipt of the list of hearing officers the parties shall confer to select the hearing officer.
The parties shall alternately strike one name from the list of hearing officers (the right to strike the first name to be determined by lot) until one name remains, and that person shall be the hearing officer.
Where practicable, the date for a hearing shall not be less than twenty (20) days, nor more than sixty (60) days, from the date of the filing of the appeal with the Human Resources Director. All interested parties shall be notified in writing of the date, time, and place of hearing.
All hearings shall be private provided, however, that the hearing officer shall, at the request of the employee and the concurrence of the City, open the hearing to the public unless opening it to the public would not be in the best interest of the City.
Subpoenas and subpoenas duces tecum relevant to a hearing shall be issued at the request of either party, not less than five (5) working days, prior to the commencement of such hearing. After the commencement of such hearing, subpoenas shall be issued only at the discretion of the hearing officer.
The hearing need not be conducted in accordance with technical rules relating to evidence and witnesses. Any relevant evidence shall be admitted if it is the sort of evidence on which reasonable persons are accustomed to rely in the conduct of serious affairs, regardless of the existence of any common law or statutory rules which might make improper admission of such evidence over objection in civil actions.
Hearsay evidence may be used for the purpose of supplementing or explaining any direct evidence but shall not be sufficient in itself to support a finding unless it would be admissible over objection in civil actions. The rules of privilege shall be effective to the same extent that they are now or hereafter may be recognized in civil and criminal actions, and irrelevant and unduly repetitious evidence shall be excluded. The hearing officer shall not be bound by technical rules of evidence. The hearing officer shall rule on the admission or exclusion of evidence.
Each party shall have these rights:
• To be represented by legal counsel or other person of his/her choice; to call and examine witnesses; to introduce evidence; to cross-examine opposing witnesses on any matter relevant to the issues even though that matter was not covered in the direct examination;
• To impeach any witness regardless of which party first called him/her to testify; and to rebut the evidence against him/her.
If the employee does not testify in his/her own behalf, he/ she may be called and examined as if under cross-examination. Oral evidence shall be taken only on oath or affirmation. A court reporter will be engaged to record the hearing, unless the parties (City and employee/ employee representative) mutually agree that the same is not necessary.
The hearing shall proceed in the following order, unless the hearing officer, for special reason, otherwise directs:
1. T h e party imposing discipline shall be permitted to make an opening statement;
2. The appealing party shall then be permitted to make an opening statement;
3. The party imposing disciplinary action shall produce the evidence on his/her part; the City bears the burden of proof and burden of producing evidence;
4. The party appealing from such disciplinary action may then open his/her defense and offer his/her evidence in support thereof; the employee bears the burden of proof and the burden of producing evidence for any affirmative defenses asserted;
The parties may then, in order, respectively offer rebutting evidence only, unless the hearing officer for good reason, permits the m to offer evide nce upon their ori ginal case.
Closing arguments shall be permitted and written briefs may be permitted at the discretion of the hearing officer.
The hearing officer shall determine relevancy, weight, and credibility of testimony and evidence.
He/she shall base his/her findings on the preponderance of evidence. During the examination of a witness, all other witnesses, except the parties, shall be excluded from the hearing unless the hearing officer in his/her discretion, for good cause, otherwise directs. No still photographs, moving pictures, or television pictures shall be taken in the hearing chamber during a hearing. The hearing officer, prior to or during a hearing, may grant a continuance for any reason he/she believes to be important to reaching a fair and proper decision. The hearing officer shall render his/her judgment as soon after the conclusion of the hearing as possible and in no event later than thirty (30) days after conducting the hearing. His/her decision shall set forth which charges, if any, are sustained and the reasons therefore. The opinion shall set forth findings of fact and conclusions. The opinion shall be advisory only.
The hearing officer may recommend sustaining or rejecting any or all of the charges filed against the employee. He/she may recommend sustaining, rejecting or modifying the disciplinary action invoked against the employee.
The hearing officer's opinion and recommendation shall be filed with the City Manager, with a copy sent to the employee and the Human Resources Director and shall set forth his/her findings and recommendations. If it is a dismissal hearing and a dismissal is not the hearing officer's recommendation, the opinion shall set forth the recommended effective date the employee is to be reinstated and/or other recommended action. The reinstatement date, if appropriate, may be any time on or after the date of disciplinary action.
Within thirty (30) days of the receipt of the hearing officer's recommendation, or a transcript (which is optional) whichever date is later, the City Manager shall adopt amend, modify or reject the recommended findings, conclusions, and/or opinions of the hearing officer. The City Manager shall not conduct a de nova hearing. The City Manager may, at his/her option, allow limited oral arguments and/or may request and review written statements from either side. The decision of the City Manager shall be final and conclusive. Copies of the City Manager's decision, including the hearing officer's recommendation(s) shall be filed where appropriate, including the employee file, unless no discipline is upheld by the City Manager.
Each party shall bear equally the cost of facilities, fees and expenses of the hearing officer, including the court reporter and transcripts. Each party shall bear its own witness and attorney fees. If either party unilaterally cancels or postpones a scheduled hearing, thereby resulting in a fee charged by the
hearing officer or co urt reporter, then the party responsible for the cancellation or postponement shall be solely responsible for payment of that fee.
If discipline is reversed or reduced, the appropriate pay loss shall be restored to the employee based on the number of standard work hours lost computed at his/her then base hourly rate deducting any income the employee earned which resulted from his/her dismissal or suspension.
Where an employee is suspended without pay for three (3) or four (4 ) days, the following appeal procedure shall apply:
Following a review of a proposed disciplinary action, if discipline is to be imposed, the Human Resources Director shall cause to be served on the employee affected, by registered mail, email or personal delivery, a notice of discipline signed by the department head indicating the department head's decision to impose discipline, the specific charges against the employee that he/ she has the right, within ten (10) working days after receipt of this notice, to request a hearing before the City Manager on the charges by filing the request with the Human Resources Director. The City shall have the authority to impose discipline on the effective date indicated in the notice.
If, with in the ten (10) day appeal period, the employe e involved does n ot file said appeal, unless good cause for fai lure is shown, the action of the City shal l be considered conclusive.
If, within the ten (10) day appeal period, the employee involved files such notice of appeal by giving written notice of appeal to the Human Resources Director, the City Manager shall where practicable set a date for the hearing not less than twenty (20) and not more than sixty (60) days from the date of the filing of the appeal with the Human Resources Director.
All hearings shall be private provided, however, that the City Manager shall, at the request of the employee and the concurrence of the City, open the hearing to, the public unless opening it to the public would not be in the best interest of the City.
Subpoenas and subpoenas duces tecum relevant to a hearing shall be issued at the request of either party, not less than five (5) working days, prior to the commencement of such hearing. After the commencement of such hearing, subpoenas shall be issued only at the discretion of the City Manager.
The hearing need not be conducted in accordance with technical rules relating to evidence and witnesses. Any relevant evidence shall be admitted if it is the sort of evidence on which reasonable persons are accustomed to rely on the conduct of serious affairs, regardless of the existence of any common law or statutory rules which might make improper admission of such evidence over objection in civil actions.
Hearsay evidence may be used for the purpose of supplementing or explaining any direct evidence but shall not be sufficient in itself to support a finding unless it would be admissible over objection in civil actions. The rules of privilege shall be effective to the same extent that they are now or hereafter may be recognized in civil and criminal actions, and irrelevant and unduly repetitious evidence shall be excluded.
The City Manager shall not be bound by technical rules of evidence. The City Manager shall rule on the admission or exclusion of evidence.
Each party shall have these rights: To be rep resented by legal counsel or other person of his/her choice; to call and examine witnesses; to introduce evidence; to cross-examine opposing witnesses on any
matter relevant to the issues even though that matter was not covered in the direct examination; to impeach any witness regardless of which party first called him/her to testify; and to rebut the evidence against him/her. If the respondent does not testify in his/her own behalf, he/she may be called and examined as if under cross-examination. Oral evidence shall be taken only on oath or affirmation. A court reporter may be engaged to record the hearing at the request of either party. The party requesting the reporter shall bear the cost of the reporter.
The hearing shall proceed in the following order, unless the City Manager, for special reason, otherwise directs:
1. The party imposing discipline shall be permitted to make an opening statement;
2. The appealing party shall then be permitted to make an opening statement;
3. The party imposing disciplinary action shall produce the evidence on his/her part; the City bears the burden of proof and burden of producing evidence;
4. The party appealing from such disciplinary action may then open his/her defense and offer his/her evidence in support thereof; the employee bears the burden of proof and the burden of producing evidence for any affirmative defenses asserted;
The parties may then, in order, respectively offer rebutting evidence only, unless the City Manager, for good reason, permits the m to offer evide nce upon their ori ginal case.
Closing arguments shall be permitted and written bri efs may be permitted at the discretion of the City Manager.
The City Manager shall determine relevancy, weight, and credibility of testimony and evidence.
He/she shall base his/her findings on the preponderance of evidence. During the examination of a witness, all other witnesses, except the parties, shall be excluded from the hearing unless the City Manager in his/her discretion, for good cause, otherwise directs. No still photographs, moving pictures, or television pictures shall be taken in the hearing chamber during the hearing. The City Manager, prior to or during a hearing, may grant a continuance for any reason he/she believes to be important to reaching a fair and proper decision. The City Manager shall render his/her decision as soon after the conclusion of the hearing as possible and in no event later than thirty (30) days after the close of the hearing. His/her decision shall set forth which charges, if any are sustained and the reasons therefore. The opinion shall set forth findings of fact and conclusions.
The City Manager shall have the authority to sustain, modify or reject any or all of the charges filed against the employee.
The City Manager's decision shall be served on the employee and the Human Resources Director. If it is a discipline hearing and a suspension is not the City Manager's decision, the opinion shall set forth the effective date the employee is to be reinstated and/or any other action. The reinstatement date, if appropriate, may be any time on or after the date of disciplinary action.
If discipline is reversed or reduce d, the appropriate pay loss sh all be restore d to the employee based on the number of standard work hours lost computed at his/her then base hourly rate.
Where an employee is suspended without pay for one (1) or two (2) days, the following procedure shall apply:
Following a review of a proposed disciplinary action, if discipline is to be imposed, the Human Resources Director, shall cause to be served on the employee affected, by registered mail, email or personal delivery, a notice of discipline signed by the department head indicating the department head's decision to impose discipline, the specific charges against the employee, that he/ she has the right within ten (10) working days after receipt of this notice to request a review of the decision by the City Manager by filing the request with the Human Resources Director. The City shall have the authority to impose discipline on the effective date indicated in the notice.
If, within the ten (10) day ap peal period, th e empl oyee i nvolved does not requ est a review, the action of the City shall be considered conclusive.
If within the ten (10) day appeal period, the employee involved files a request for review by giving written notice of appeal to the Human Resources Director, the City Manager shall, where practicable, set a meeting within thirty (30) days of the date of the filing of the appeal.
At the meeting between the City Manager and the employee, the employee and/or his/her representative shall be afforded the opportunity to make an oral presentation to the City Manager as to why he/ she does not agree with the discipline. The City Manager at his/her discretion may have other management representatives present at this meeting.
The City Manager shall have thirty (30) days from the date of the meeting to sustain, reject or modify the discipline. The City manager's de cision is final an d binding.
ARTICLE 20 - SICK LEAVE
Sick leave is provide d pursuant to the City’s Personnel Rules and Regulations, as revised and adopted by the City Council on June 23, 2026.
SECTION 1 - Effective July l, 2019, sick leave shall be requested only in cases of actual sickness or disability, medical or dental treatment for one's self or one's child, spouse, parent, parent-in-law, sibling/sibling-in-law, son-in-law, daughter-in-law, grandparents, aunt/uncle, or grandchild, or as aligned by the California State Disability Insurance Program. The employee requesting sick leave shall notify his/her supervisor prior to the time set for reporting to work or as soon after start the of the workday as possible.
Sick leave with pay shall not be allowed unless the employee has met and complied with the provisions of the Personnel Rules and Regulations (Employee Handbook).
The employee may be required to submit a written statement from a health care provider that the employee is or was incapacitated and unable to perform his/her duties during the time for which sick leave was requested.
Under normal con ditions, emplo yees will not be required to provid e note from the hea lth care provider when absent due to illness or injury unless the employee is notified in advance of such requirement.
The employee may be required to submit a written statement from a health care provider that the employee is capable of and released to return to work (with or without restriction(s)).
SECTION 2 - The sick leave payment program for active employees, pursuant to the Employee Handbook will be as follows:
Effective July 1, 2026, represented employees who maintain a minimum balance of 160 hours or more may cash out sick leave (up to 160 hours) paid at 50%. At no time can the amount that is cashed out result in the minimum balance to fall below 160 hours.
SECTION 3 - The sick leave pay-out at termination formula for calculation shall be:
Years of Service Percentage of Sick Time Cash out at
Termination
0 5%
1 10%
2 20%
3 30%
4 40%
5 50%
6 60%
7 70%
8 80%
9 90%
10+ 100%
ARTICLE 21 -WORK RELATED INJURY LEAVE
Employees absent from work due to a work-related injury will be paid full pay for up to eighty (80) hours from and including the first day of disability for claims filed after January 1 , 1993 pursuant to the Personnel Rules and Regulations (Employee Handbook).
ARTICLE 22 - VACATION
SECTION 1 - Vacation Accrual shall be as follows:
Each full-time regular and probationary Represented employee that have at least 60 paid hours during each month shall accrue vacation leave calculated in accordance with the following formula:
Start of Service Year Annual Hours Accrued Accrual Rate 1st Pay Check
1 80 3.33r
2 90 3.75
3 100 4.17
4 110 4.58
5 120 5.00
6 130 5.42
7 140 5.83
8 150 6.25
9 160 6.67
10 170 7.08
11-14 180 7.50
15-19 190 7.92
20+ 200 8.33
Probationary employees will accrue vacation credits during the initial probation, but are not allowed to use them until they have satisfactorily complete probation.
Effective July 1, 2019, an employee's vacation hours shall not exceed the following maximum amounts:
Service Year Full time
1-5 275
6-10 350
11+ 450
Employees reaching the maximum allowable vacation accrual shall cease to accrue monthly vacation hours until such time as total vacation accrual falls below maximum. They shall then accrue at their monthly rate as prescribed in the Personnel Rules and Regulations (Employee Handbook).
SECTION 2 - Vacation Payment Program - Effective July 1 , 2019, an employee shall have the option to cash in at 100% compensation 80 hours of vacation in excess of 80 hours, per calendar year.
SECTION 3 - In order to facilitate vacation scheduling and to achieve the objective of assuring employees are able to take annual vacation, starting January 1 , 1995, Development Services Department will post an annual calendar showing time when vacations can and cannot be scheduled and will clarify to employees how many employees can be off on vacation at the same time from each crew.
Employees will bid for vacation during the month of January each year. Seniority shall be used to break ties if more employees want the same vacation period. Employees receiving approval of vacation time requested during this window period shall be allowed to take such vacation time, except in the case of extreme emergency. Employees may decide not to take such approved time, but would then not be able to use seniority to select other dates. Employees not requesting vacation time during the window period will not be guaranteed vacation time when requested. The City will endeavor to grant vacation requests outside the window period sign up provided there are no operational constraints.
ARTICLE 23 - HOLIDAYS
SECTION 1 - Pursuant to the Personn el Rules an d Regulations (Employee Handbook), the following holidays shall be observed by the City with respect to all employees of the City:
New Year's Eve Memorial Day Thanksgiving Day
New Year's Day Independence Day Day after Thanksgiving
Martin Luther King Day Labor Day Christmas Eve
President's Day Veteran's Day Christmas Day
Juneteenth Columbus/Indigenous People's Day
When a holiday falls on a Sunday, Monday shall be observed as the holiday. When a holiday falls on a Saturday, the preceding Friday shall be observed as the holiday. If the normal work week is not the standard Monday through Friday, the holiday falls on the day preceding or following the normal days off.
SECTION 2 - An employee eligible for holiday pay, required to work on the actual (not observed) holiday shall be paid at the double-time rate for any actual hours worked hours on said day. For example, if Juneteenth falls on a Friday but is observed on a Thursday based on the employee’s schedule, then double-time rate applies only for hours worked on Friday.
SECTION 3 - Floating Holidays
Effective July 1, 2019, two (2) floating holidays (based on the employee's regular work day schedule) shall be credited to each full-time employee on January l of each calendar year and must be used prior to December 31 of the same year credited. Floating holidays shall not carryover.
Effective July 1,
2019, employees hired between January l and June 30 shall be credited two (2) floating holidays (based on the employee's regular work day schedule). Employees hired between July l and December 31 shall be credited one (l) floating holiday (based on the employee's regular work day schedule).
ARTICLE 24 - OTHER PROGRAMS AND MATTERS
SECTION 1 - Wellness Program
The City will continue the Wellness Program, subject to approval by each division/department head.
SECTION 2 - Employee Recognition Program
The City will continue to develop the employee recognition program. Implementation or abolishment of such a program will be at the sole discretion of City management.
SECTION 3 - Confined Space Committee
The City will establish a Confined Space Committee when such work is expected to be assigned.
SECTION 4 - Union Membership on City Committees
The City shall allow a Union appointed employee for each Committee the City has or will establish that deals with any issue that involves the bargaining unit. The Union will make every effort to select union members who are interested in the w ork of the committee from different areas an d divisions of the bargaining unit.
SECTION 5 - Me al and Rest Periods
Meal periods shall typically be 30 minutes in length and shall normally be taken at mid-point of the work shift, unless otherwise directed by the lead worker or supervisor. Meal periods shall begin when the employee leaves the assigned work area and ends when the employee returns to the assigned work area ready for work. The lead worker or supervisor has the authority to reschedule the meal period when the work requires such variation. If an employee is not able to take his/her meal break at its scheduled time due to an unforeseen situation concerning the requirements of the job, then they shall be given their meal break as soon as feasible prior to the end of their shift. It is suggested, but not required, that employees bring a meal from home so that their meal periods can be taken at the work site. It is understood that meals cannot always be brought from home, therefore, during those instances; the employee shall notify the lead worker or supervisor prior to receiving the daily work assignment. The lead worker or supervisor will attempt to make arrangements, if feasible, to ensure that the employee receives the opportunity to purchase a meal for that day. Employees who are regularly assigned to work at a City facility and have accessibility to their privately-owned vehicle may use that vehicle to leave the facility during their meal period. Upon notifying their lead worker or supervisor, employees who are assigned to work in close proximity to a City facility may use their meal periods and City vehicles to drive to that City facility to eat a meal or to use their personally owned vehicle to leave the City facility during their meal period.
Employees working in excess of four (4) hours per day shall be entitled to rest breaks (paid) of not more than fifteen (15) minutes each. Two rest breaks may be scheduled during the regular work day. One break should be taken before the meal break, and the other should be taken after the meal break and prior to the end of the work day.
Rest breaks may not be accu mulated, or used to extend the lun ch break, leave work early, or report to work late.
SECTION 6 - Testing
All testing for hire and promotions shall be jointly administered by the applicable Department and by Human Resources. All tests shall be administered equitably and fairly for all applicants. Answers to tests or copies of the tests shall not be given in advance to any applicant.
SECTION 7 - C ertification Pay
The City will pay the cost of maintaining licenses and certifications required by the City. The City will pay $50.00 per month, up to a maximum of three (3) certifications at a time, per manager approval required, to employees that the City requires to perform duties requiring one or more of the following specialized skills/knowledge:
Hazardous Waste
Operations & Emergency
Response (HAZWOPER)
International Municipal
Signal Association (IMSA)
Certification Level II & Ill
National Recreation &
Park Association
(NRPA) Certified
Playground Safety
American Concrete Institute
(ACI)
Bloodborne Pathogen
(OSHA)
EPA 609 -
Air Conditioning & Freon
Automotive Service
Excellence (ACE)
Caterpillar - Pro Operator Qualified Applicator
License (Pest Landscaping,
etc.)
Backflow Water Treatment/Distribution - California Water Board Additional certifications may be considered upon approval from management and Human Resources.
The supervisor and division/ department head shall review and approve/ deny the request specifying the duration of certification pay and type of license/ certification held by the employee. The approval can be for a per year or per month basis, as deemed as appropriate by the supervisor.
Once approved, the division/ department shall forward the request to Human Resources for verification of license/ certificate. Human Resources will then submit the approved request to Payroll for processing.
The employee is required to maintain a valid license or certificate in order to receive the pay.
SECTION 8 - Working Out of Class
Employees assigned to work a temporary assignment in accordance with the Personnel Rules and Regulations (Employee Handbook) will be entitled to "out of class" pay after ten ( l 0) days of such assignment, retroactively. These days do not need to be consecutive.
SECTION 9 – Transfers
Employees may be transferred from one department to another only with the consent of both department Directors, or when the transfer is directed by the City Manager for purposes of economy and efficiency.
SECTION 10 – Union Accountability Measure
City recognizes that the Union has developed and adopted its own Union Accountability Measure, as set forth in Appendix “C”. Union agrees and recognizes that Appendix “C” is incorporated into this MOU for informational purposes only and that City bears no duties, responsibilities, obligations or liabilities with respect to the Union Accountability Measure.
SECTION 11 – Misconduct Investigations
City
will pro vide the Union with status notifi cations of workplace investigatio ns into potential misconduct by represented employees. Updates will be provided at approximately 90, 120 and 150 days
following the issuance of written notice of investigation to a subject employee. Status updates will identify whether the investigation is pending, ongoing, under City review, closed with appropriate action taken, or otherwise resolved. Status updates shall not include any confidential information regarding the investigation.
This section shall in no way be construed as imposing any time limits or similar constraints on the investigation process or related actions. In the event an anticipated status update is not received by the Union, Union will promptly notify City to remedy the issue.
SECTION 12 – Apprentice Program
During the term of this MOU, City and Union representatives agree to meet at least quarterly to discuss developing a program for represented employees to train and mentor other represented employees to quickly serve in temporary vacant roles.
ARTICLE 25 - FLEX SYSTEM
The process for flexing to a
Maintenance Worker II position in Parks or Development Services is as follows:
Employees in the classification of Maintenance Worker I who have successfully passed their probationary period and have been actively employed in the classification for at least one year may request to flex to a Maintenance Worker II position by submitting a Request for Flex Consideration form to his/her supervisor. The supervisor shall forward a copy to Human Resources at the time of the initial request.
The employee's lead worker begins an evaluation process to determine if the employee demonstrates proficiency in the area which the employee selected to flex. The evaluation form consists of a pre-determined skill set approved by Human Resources.
A Development Services employee will go before an evaluation committee. Committee members will review the evaluation submitted by the lead worker and test the employee's knowledge of policies and procedures.
A Parks employee will participate in a practical examination to demonstrate their proficiency to a lead worker other than the one who completed their evaluation. A Parks employee will also complete an oral examination on department policies and procedures.
The department will submit a recommendation to Human Resources to flex employees who successfully complete all portions of the process to the Maintenance Worker II position. The process may take six (6) months or more to complete due to operational considerations.
Employees may challenge any portion of the process by submitting a written statement to Human Resources. Human Resources will forward a copy of the challenge to the department and provide the employee with a written response within thirty (30) days of the challenge.
Employee who do not successfully complete all portions of the process must wait a minimum of six months before requesting to retake any portion of the process and/or submitting another Request for Flex Consideration.
ARTICLE 26 - NO STRIKE - NO LOCKOUT
During the life of this MOU, no work stoppages, strikes, slowdowns, or picketing shall be caused, sanctioned, or condoned by the Union. No lockouts shall be made by the City. In the event that any employees covered by this MOU, individually or collectively, violate the provisions of this Article and the Union fails to exercise good faith in halting the work interruption, the Union and the employees involved shall be deemed in violation of this Article and the City shall be entitled to seek all remedies available to it under applicable law. Employees engaged in a work stoppage, strike, slowdown or picketing during the term of this agreement shall be subject to disciplinary action up to and including termination.
ARTICLE 27 - LAYOFF PROCEDURES
Pursuant to the Personnel Rules and Regulations (Employee Handbook), whenever there shall be need for layoff, employees within the class(s) of position(s) involved shall be terminated in the following order:
1. Emergency
2. Temporary
3. Provisional
4. Probationary
5. Permanent
The order of layoff of regular employees shall be based on the recommendation of the department head. The department head shall give primary consid eration to job performan ce and length of service.
Regular employees, subsequently laid off, shall be given ten (10) working days' notice, and written notice of the reasons for such action. Regular employees in good standing (those deemed to have provided satisfactory service) shall be placed on re-employment lists and will have precedence for employment over persons whose names appear on employment lists for the same class.
ARTICLE 28 - ENTIRE MEMORANDUM OF UNDERSTANDING
SECTION 1 - It is the intent of the parties hereto that the provisions of this MOU shall supersede all prior agreements and memorandums of agreement, or memorandums of understanding, or contrary salary and/or personnel resolutions or Administrative Codes, provisions of the City, oral or written, expressed or implied, between the parties, and shall govern the entire relationship, and shall be the sole source of any and all rights which may be asserted hereunder. This MOU is not intended to conflict with Federal or State law.
SECTION 2 - Notwithstanding the provisions of Section 1, there exists within the City certain personnel rules and regulations and departmental rules and regulations. To the extent that this MOU does not specifically contradict these personnel rules and regulations or departmental rules and
regulations o r City ordinances, they shall continue subject to bein g changed by the City in accordance with the exercise of City rights un der this MOU and appli cable State law.
ARTICLE 29 - WAIVER OF BARGAINING DURING TERM OF THIS AGREEMENT Except where required by the terms of this MOU, the parties mutually agree that they will not seek to negotiate or bargain with regard to wages, hours, and terms and conditions of employment, whether or not covered by this Memorandum or in the negotiations leading thereto, and irrespective of whether or not such matters were discussed or were even within the contemplation of the parties hereto during the negotiations leading to this MOU. Regardless of the waiver contained in this Article, the parties may, however, by mutual agreement, in writing, agree to meet and confer about any matter during the term of this MOU.
ARTICLE 30 - EMERGENC Y WAIVER PROVISION
In the event of circumstances beyond the control of the City, such as acts of God, fire, flood, insurrection, civil disorder, national emergency, or similar circumstances, provisions of this MOU or the Personnel Rules and Regulations (Employee Handbook) of the City which restrict the City's ability to respond to these emergencies shall be suspended for the duration of such emergency. After the emergency is over, the Union shall have the right to meet and confer with the City regarding the impact on employees of the suspension of these provisions in the MOU and any Personnel Rules and policies.
ARTICLE 31 - SEPARABILITY
Should any provision of this MOU be found to be inoperative, void, or invalid by a court of competent jurisdiction, all other provisions of this MOU shall remain in full force and effect for the duration of this MOU.
ARTICLE 32 - IMPLEMENTATION
The provisions as contained in this MOU shall not be binding on either party until this MOU is approved by the City Council of the City of Lancaster through adoption of appropriate ordinances and/or resolutions and ratified by all 911 membership. This MOU represents a mutual understanding of both parties in accordance with the provisions of the Meyer-Milias-Brown Act, Government Code Section 3500 et seq. of the California Government Code.
ARTICLE 33 - RENEGOTIATIONS
In the event the Union desires to meet and confer in good faith on the provisions of a successor MOU, it shall serve upon the City, not later than July 31, 2029, its written request to commence meeting and conferring in good faith as well as its full and entire written proposal for such successor MOU. Upon receipt of such written notice and proposals, the parties shall utilize their best efforts to commence meeting and conferring by September 1, 2029.
ARTICLE 34 - TERM OF MEMORANDUM OF UNDERSTANDING
The City Council shall consider this Memorandum of Understanding at their meeting of June 23, 20206. Once signed the Memorandum of Understanding is effective from July 1, 2026through June 30, 2030.
CITY OF LANCASTER,
___________________________ ____________________________ Trolis Niebla, City Manager Geoge N. Harris II, Senior Director
CALIFORNIA TEAMSTERS PUBLIC, PROFESSIONAL, AND MEDICAL EMPLOYEES UNION, LOCAL 986
___________________________ __________________________
Michael Grijalva Jose Torres
Business Representative Chief Steward
___________________________
Bailey Ramm
Steward
___________________________
Glen Crampton
Steward
___________________________
Shawn Webb
Steward
__________________________
Matthew Stoffel
Steward
Appendix A-1
Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 H - $27.01 H - $28.37 H - $29.78 H - $31.26 H - $32.83 H - $34.47 M - $4,681.73 M - $4,917.47 M - $5,161.87 M - $5,418.40 M - $5,690.53 M - $5,974.80 H - $28.39 H - $29.80 H - $31.28 H - $32.85 H - $34.49 H - $36.22 M - $4,920.93 M - $5,165.33 M - $5,421.87 M - $5,694.00 M - $5,978.27 M - $6,278.13 H - $28.39 H - $29.80 H - $31.28 H - $32.85 H - $34.49 H - $36.22 M - $4,920.93 M - $5,165.33 M - $5,421.87 M - $5,694.00 M - $5,978.27 M - $6,278.13 H - $28.39 H - $29.80 H - $31.28 H - $32.85 H - $34.49 H - $36.22 M - $4,920.93 M - $5,165.33 M - $5,421.87 M - $5,694.00 M - $5,978.27 M - $6,278.13 H - $29.87 H - $31.35 H - $32.93 H - $34.57 H - $36.29 H - $38.11 M - $5,177.47 M - $5,434.00 M - $5,707.87 M - $5,992.13 M - $6,290.27 M - $6,605.73 H - $29.87 H - $31.35 H - $32.93 H - $34.57 H - $36.29 H - $38.11 M - $5,177.47 M - $5,434.00 M - $5,707.87 M - $5,992.13 M - $6,290.27 M - $6,605.73 H - $30.60 H - $32.13 H - $33.73 H - $35.41 H - $37.19 H - $39.06 M - $5,304.00 M - $5,569.20 M - $5,846.53 M - $6,137.73 M - $6,446.27 M - $6,770.40 H - $31.37 H - $32.95 H - $34.59 H - $36.31 H - $38.14 H - $40.04 M - $5,437.47 M - $5,711.33 M - $5,995.60 M - $6,293.73 M - $6,610.93 M - $6,940.27 H - $31.37 H - $32.95 H - $34.59 H - $36.31 H - $38.14 H - $40.04 M - $5,437.47 M - $5,711.33 M - $5,995.60 M - $6,293.73 M - $6,610.93 M - $6,940.27 H - $31.37 H - $32.95 H - $34.59 H - $36.31 H - $38.14 H - $40.04 M - $5,437.47 M - $5,711.33 M - $5,995.60 M - $6,293.73 M - $6,610.93 M - $6,940.27 H - $31.37 H - $32.95 H - $34.59 H - $36.31 H - $38.14 H - $40.04 M - $5,437.47 M - $5,711.33 M - $5,995.60 M - $6,293.73 M - $6,610.93 M - $6,940.27 H - $33.78 H - $35.47 H - $37.24 H - $39.11 H - $41.06 H - $43.11 M - $5,855.20 M - $6,148.13 M - $6,454.93 M - $6,779.07 M - $7,117.07 M - $7,472.40 H - $33.78 H - $35.47 H - $37.24 H - $39.11 H - $41.06 H - $43.11 M - $5,855.20 M - $6,148.13 M - $6,454.93 M - $6,779.07 M - $7,117.07 M - $7,472.40 H - $35.43 H - $37.21 H - $39.08 H - $41.02 H - $43.07 H - $45.23 M - $6,141.20 M - $6,449.73 M - $6,773.87 M - $7,110.13 M - $7,465.47 M - $7,839.87 H - $35.43 H - $37.21 H - $39.08 H - $41.02 H - $43.07 H - $45.23 M - $6,141.20 M - $6,449.73 M - $6,773.87 M - $7,110.13 M - $7,465.47 M - $7,839.87 H - $37.28 H - $39.15 H - $41.11 H - $43.16 H - $45.32 H - $47.58 M - $6,461.87 M - $6,786.00 M - $7,125.73 M - $7,481.07 M - $7,855.47 M - $8,247.20 H - $39.18 H - $41.14 H - $43.19 H - $45.35 H - $47.61 H - $50.00 M - $6,791.20 M - $7,130.93 M - $7,486.27 M - $7,860.67 M - $8,252.40 M - $8,666.67 H - $43.31 H - $45.47 H - $47.75 H - $50.13 H - $52.64 H - $55.27 M - $7,507.07 M - $7,881.47 M - $8,276.67 M - $8,689.20 M - $9,124.27 M - $9,580.13 H - $43.31 H - $45.47 H - $47.75 H - $50.13 H - $52.64 H - $55.27 M - $7,507.07 M - $7,881.47 M - $8,276.67 M - $8,689.20 M - $9,124.27 M - $9,580.13 H - $50.13 H - $52.64 H - $55.27 H - $58.04 H - $60.95 H - $63.99 M - $8,689.20 M - $9,124.27 M - $9,580.13 M - $10,060.27 M - $10,564.67 M - $11,091.60 Lead Traffic Signal
Technician
Traffic Signal Electrician
Lead Heavy Equipment
Operator
Lead Utility
Maintenance Worker
Fleet Mechanic I
Traffic Signal Technician
Fleet Mechanic II
Lead Fleet Mechanic
Senior Custodian
Facilities Maintenance
Worker
Heavy Equipment
Operator
Utility Maintenance
Worker II
Traffic & Lighting
Maintenance Worker II
Lead Maintenance
Worker
Salary Schedule
Fiscal Year 2026-2027
Maintenance Worker I
Custodian
Utility Maintenance
Worker I
Traffic & Lighting
Maintenance Worker I
Maintenance Worker II
Fleet Technician
Appendix A-2
Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 H - $27.55 H - $28.94 H - $30.38 H - $31.89 H - $33.49 H - $35.16 M - $4,775.33 M - $5,016.27 M - $5,265.87 M - $5,527.60 M - $5,804.93 M - $6,094.40 H - $28.96 H - $30.40 H - $31.91 H - $33.51 H - $35.18 H - $36.94 M - $5,019.73 M - $5,269.33 M - $5,531.07 M - $5,808.40 M - $6,097.87 M - $6,402.93 H - $28.96 H - $30.40 H - $31.91 H - $33.51 H - $35.18 H - $36.94 M - $5,019.73 M - $5,269.33 M - $5,531.07 M - $5,808.40 M - $6,097.87 M - $6,402.93 H - $28.96 H - $30.40 H - $31.91 H - $33.51 H - $35.18 H - $36.94 M - $5,019.73 M - $5,269.33 M - $5,531.07 M - $5,808.40 M - $6,097.87 M - $6,402.93 H - $30.47 H - $31.98 H - $33.59 H - $35.26 H - $37.02 H - $38.87 M - $5,281.47 M - $5,543.20 M - $5,822.27 M - $6,111.73 M - $6,416.80 M - $6,737.47 H - $30.47 H - $31.98 H - $33.59 H - $35.26 H - $37.02 H - $38.87 M - $5,281.47 M - $5,543.20 M - $5,822.27 M - $6,111.73 M - $6,416.80 M - $6,737.47 H - $31.21 H - $32.77 H - $34.40 H - $36.12 H - $37.93 H - $39.84 M - $5,409.73 M - $5,680.13 M - $5,962.67 M - $6,260.80 M - $6,574.53 M - $6,905.60 H - $32.00 H - $33.61 H - $35.28 H - $37.04 H - $38.90 H - $40.84 M - $5,546.67 M - $5,825.73 M - $6,115.20 M - $6,420.27 M - $6,742.67 M - $7,078.93 H - $32.00 H - $33.61 H - $35.28 H - $37.04 H - $38.90 H - $40.84 M - $5,546.67 M - $5,825.73 M - $6,115.20 M - $6,420.27 M - $6,742.67 M - $7,078.93 H - $32.00 H - $33.61 H - $35.28 H - $37.04 H - $38.90 H - $40.84 M - $5,546.67 M - $5,825.73 M - $6,115.20 M - $6,420.27 M - $6,742.67 M - $7,078.93 H - $32.00 H - $33.61 H - $35.28 H - $37.04 H - $38.90 H - $40.84 M - $5,546.67 M - $5,825.73 M - $6,115.20 M - $6,420.27 M - $6,742.67 M - $7,078.93 H - $34.46 H - $36.18 H - $37.98 H - $39.89 H - $41.88 H - $43.97 M - $5,973.07 M - $6,271.20 M - $6,583.20 M - $6,914.27 M - $7,259.20 M - $7,621.47 H - $34.46 H - $36.18 H - $37.98 H - $39.89 H - $41.88 H - $43.97 M - $5,973.07 M - $6,271.20 M - $6,583.20 M - $6,914.27 M - $7,259.20 M - $7,621.47 H - $36.14 H - $37.95 H - $39.86 H - $41.84 H - $43.93 H - $46.13 M - $6,264.27 M - $6,578.00 M - $6,909.07 M - $7,252.27 M - $7,614.53 M - $7,995.87 H - $36.14 H - $37.95 H - $39.86 H - $41.84 H - $43.93 H - $46.13 M - $6,264.27 M - $6,578.00 M - $6,909.07 M - $7,252.27 M - $7,614.53 M - $7,995.87 H - $38.03 H - $39.93 H - $41.93 H - $44.02 H - $46.23 H - $48.53 M - $6,591.87 M - $6,921.20 M - $7,267.87 M - $7,630.13 M - $8,013.20 M - $8,411.87 H - $39.96 H - $41.96 H - $44.05 H - $46.26 H - $48.56 H - $51.00 M - $6,926.40 M - $7,273.07 M - $7,635.33 M - $8,018.40 M - $8,417.07 M - $8,840.00 H - $44.18 H - $46.38 H - $48.71 H - $51.13 H - $53.69 H - $56.38 M - $7,657.87 M - $8,039.20 M - $8,443.07 M - $8,862.53 M - $9,306.27 M - $9,772.53 H - $44.18 H - $46.38 H - $48.71 H - $51.13 H - $53.69 H - $56.38 M - $7,657.87 M - $8,039.20 M - $8,443.07 M - $8,862.53 M - $9,306.27 M - $9,772.53 H - $51.13 H - $53.69 H - $56.38 H - $59.20 H - $62.17 H - $65.27 M - $8,862.53 M - $9,306.27 M - $9,772.53 M - $10,261.33 M - $10,776.13 M - $11,313.47 Fleet Mechanic II
Lead Fleet Mechanic
Lead Traffic Signal
Technician
Traffic Signal Electrician
Traffic & Lighting
Maintenance Worker II
Lead Maintenance
Worker
Lead Heavy Equipment
Operator
Lead Utility
Maintenance Worker
Fleet Mechanic I
Traffic Signal Technician
Maintenance Worker II
Fleet Technician
Heavy Equipment
Operator
Utility Maintenance
Worker II
Utility Maintenance
Worker I
Traffic & Lighting
Maintenance Worker I
Senior Custodian
Facilities Maintenance
Worker
Salary Schedule
Fiscal Year 2027-2028
Maintenance Worker I
Custodian
Appendix A-3
Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 H - $28.65 H - $30.10 H - $31.60 H - $33.17 H - $34.83 H - $36.57 M - $4,966.00 M - $5,217.33 M - $5,477.33 M - $5,749.47 M - $6,037.20 M - $6,338.80 H - $30.12 H - $31.62 H - $33.19 H - $34.85 H - $36.59 H - $38.42 M - $5,220.80 M - $5,480.80 M - $5,752.93 M - $6,040.67 M - $6,342.27 M - $6,659.47 H - $30.12 H - $31.62 H - $33.19 H - $34.85 H - $36.59 H - $38.42 M - $5,220.80 M - $5,480.80 M - $5,752.93 M - $6,040.67 M - $6,342.27 M - $6,659.47 H - $30.12 H - $31.62 H - $33.19 H - $34.85 H - $36.59 H - $38.42 M - $5,220.80 M - $5,480.80 M - $5,752.93 M - $6,040.67 M - $6,342.27 M - $6,659.47 H - $31.69 H - $33.26 H - $34.93 H - $36.67 H - $38.50 H - $40.42 M - $5,492.93 M - $5,765.07 M - $6,054.53 M - $6,356.13 M - $6,673.33 M - $7,006.13 H - $31.69 H - $33.26 H - $34.93 H - $36.67 H - $38.50 H - $40.42 M - $5,492.93 M - $5,765.07 M - $6,054.53 M - $6,356.13 M - $6,673.33 M - $7,006.13 H - $32.46 H - $34.08 H - $35.78 H - $37.56 H - $39.45 H - $41.43 M - $5,626.40 M - $5,907.20 M - $6,201.87 M - $6,510.40 M - $6,838.00 M - $7,181.20 H - $33.28 H - $34.95 H - $36.69 H - $38.52 H - $40.46 H - $42.47 M - $5,768.53 M - $6,058.00 M - $6,359.60 M - $6,676.80 M - $7,013.07 M - $7,361.47 H - $33.28 H - $34.95 H - $36.69 H - $38.52 H - $40.46 H - $42.47 M - $5,768.53 M - $6,058.00 M - $6,359.60 M - $6,676.80 M - $7,013.07 M - $7,361.47 H - $33.28 H - $34.95 H - $36.69 H - $38.52 H - $40.46 H - $42.47 M - $5,768.53 M - $6,058.00 M - $6,359.60 M - $6,676.80 M - $7,013.07 M - $7,361.47 H - $33.28 H - $34.95 H - $36.69 H - $38.52 H - $40.46 H - $42.47 M - $5,768.53 M - $6,058.00 M - $6,359.60 M - $6,676.80 M - $7,013.07 M - $7,361.47 H - $35.84 H - $37.63 H - $39.50 H - $41.49 H - $43.56 H - $45.73 M - $6,212.27 M - $6,522.53 M - $6,846.67 M - $7,191.60 M - $7,550.40 M - $7,926.53 H - $35.84 H - $37.63 H - $39.50 H - $41.49 H - $43.56 H - $45.73 M - $6,212.27 M - $6,522.53 M - $6,846.67 M - $7,191.60 M - $7,550.40 M - $7,926.53 H - $37.59 H - $39.47 H - $41.45 H - $43.51 H - $45.69 H - $47.98 M - $6,515.60 M - $6,841.47 M - $7,184.67 M - $7,541.73 M - $7,919.60 M - $8,316.53 H - $37.59 H - $39.47 H - $41.45 H - $43.51 H - $45.69 H - $47.98 M - $6,515.60 M - $6,841.47 M - $7,184.67 M - $7,541.73 M - $7,919.60 M - $8,316.53 H - $39.55 H - $41.53 H - $43.61 H - $45.78 H - $48.08 H - $50.47 M - $6,855.33 M - $7,198.53 M - $7,559.07 M - $7,935.20 M - $8,333.87 M - $8,748.13 H - $41.56 H - $43.64 H - $45.81 H - $48.11 H - $50.50 H - $53.04 M - $7,203.73 M - $7,564.27 M - $7,940.40 M - $8,339.07 M - $8,753.33 M - $9,193.60 H - $45.95 H - $48.24 H - $50.66 H - $53.18 H - $55.84 H - $58.64 M - $7,964.67 M - $8,361.60 M - $8,781.07 M - $9,217.87 M - $9,678.93 M - $10,164.27 H - $45.95 H - $48.24 H - $50.66 H - $53.18 H - $55.84 H - $58.64 M - $7,964.67 M - $8,361.60 M - $8,781.07 M - $9,217.87 M - $9,678.93 M - $10,164.27 H - $53.18 H - $55.84 H - $58.64 H - $61.57 H - $64.66 H - $67.88 M - $9,217.87 M - $9,678.93 M - $10,164.27 M - $10,672.13 M - $11,207.73 M - $11,765.87Traffic Signal Electrician Lead Utility
Maintenance Worker
Fleet Mechanic I
Traffic Signal Technician
Fleet Mechanic II
Lead Fleet Mechanic
Lead Traffic Signal
Technician
Facilities Maintenance
Worker
Heavy Equipment
Operator
Utility Maintenance
Worker II
Traffic & Lighting
Maintenance Worker II
Lead Maintenance
Worker
Lead Heavy Equipment
Operator
Custodian
Utility Maintenance
Worker I
Traffic & Lighting
Maintenance Worker I
Maintenance Worker II
Fleet Technician
Senior Custodian
Salary Schedule
Fiscal Year 2028-2029
Maintenance Worker I
Appendix A-4
Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 H - $29.80 H - $31.30 H - $32.86 H - $34.50 H - $36.22 H - $38.03 M - $5,165.33 M - $5,425.33 M - $5,695.73 M - $5,980.00 M - $6,278.13 M - $6,591.87 H - $31.32 H - $32.88 H - $34.52 H - $36.24 H - $38.05 H - $39.96 M - $5,428.80 M - $5,699.20 M - $5,983.47 M - $6,281.60 M - $6,595.33 M - $6,926.40 H - $31.32 H - $32.88 H - $34.52 H - $36.24 H - $38.05 H - $39.96 M - $5,428.80 M - $5,699.20 M - $5,983.47 M - $6,281.60 M - $6,595.33 M - $6,926.40 H - $31.32 H - $32.88 H - $34.52 H - $36.24 H - $38.05 H - $39.96 M - $5,428.80 M - $5,699.20 M - $5,983.47 M - $6,281.60 M - $6,595.33 M - $6,926.40 H - $32.96 H - $34.59 H - $36.33 H - $38.14 H - $40.04 H - $42.04 M - $5,713.07 M - $5,995.60 M - $6,297.20 M - $6,610.93 M - $6,940.27 M - $7,286.93 H - $32.96 H - $34.59 H - $36.33 H - $38.14 H - $40.04 H - $42.04 M - $5,713.07 M - $5,995.60 M - $6,297.20 M - $6,610.93 M - $6,940.27 M - $7,286.93 H - $33.76 H - $35.44 H - $37.21 H - $39.06 H - $41.03 H - $43.09 M - $5,851.73 M - $6,142.93 M - $6,449.73 M - $6,770.40 M - $7,111.87 M - $7,468.93 H - $34.61 H - $36.35 H - $38.16 H - $40.06 H - $42.08 H - $44.17 M - $5,999.07 M - $6,300.67 M - $6,614.40 M - $6,943.73 M - $7,293.87 M - $7,656.13 H - $34.61 H - $36.35 H - $38.16 H - $40.06 H - $42.08 H - $44.17 M - $5,999.07 M - $6,300.67 M - $6,614.40 M - $6,943.73 M - $7,293.87 M - $7,656.13 H - $34.61 H - $36.35 H - $38.16 H - $40.06 H - $42.08 H - $44.17 M - $5,999.07 M - $6,300.67 M - $6,614.40 M - $6,943.73 M - $7,293.87 M - $7,656.13 H - $34.61 H - $36.35 H - $38.16 H - $40.06 H - $42.08 H - $44.17 M - $5,999.07 M - $6,300.67 M - $6,614.40 M - $6,943.73 M - $7,293.87 M - $7,656.13 H - $37.27 H - $39.14 H - $41.08 H - $43.15 H - $45.30 H - $47.56 M - $6,460.13 M - $6,784.27 M - $7,120.53 M - $7,479.33 M - $7,852.00 M - $8,243.73 H - $37.27 H - $39.14 H - $41.08 H - $43.15 H - $45.30 H - $47.56 M - $6,460.13 M - $6,784.27 M - $7,120.53 M - $7,479.33 M - $7,852.00 M - $8,243.73 H - $39.09 H - $41.05 H - $43.11 H - $45.25 H - $47.52 H - $49.90 M - $6,775.60 M - $7,115.33 M - $7,472.40 M - $7,843.33 M - $8,236.80 M - $8,649.33 H - $39.09 H - $41.05 H - $43.11 H - $45.25 H - $47.52 H - $49.90 M - $6,775.60 M - $7,115.33 M - $7,472.40 M - $7,843.33 M - $8,236.80 M - $8,649.33 H - $41.13 H - $43.19 H - $45.35 H - $47.61 H - $50.00 H - $52.49 M - $7,129.20 M - $7,486.27 M - $7,860.67 M - $8,252.40 M - $8,666.67 M - $9,098.27 H - $43.22 H - $45.39 H - $47.64 H - $50.03 H - $52.52 H - $55.16 M - $7,491.47 M - $7,867.60 M - $8,257.60 M - $8,671.87 M - $9,103.47 M - $9,561.07 H - $47.79 H - $50.17 H - $52.69 H - $55.31 H - $58.07 H - $60.99 M - $8,283.60 M - $8,696.13 M - $9,132.93 M - $9,587.07 M - $10,065.47 M - $10,571.60 H - $47.79 H - $50.17 H - $52.69 H - $55.31 H - $58.07 H - $60.99 M - $8,283.60 M - $8,696.13 M - $9,132.93 M - $9,587.07 M - $10,065.47 M - $10,571.60 H - $55.31 H - $58.07 H - $60.99 H - $64.03 H - $67.25 H - $70.60 M - $9,587.07 M - $10,065.47 M - $10,571.60 M - $11,098.53 M - $11,656.67 M - $12,237.33 Fleet Mechanic II
Lead Fleet Mechanic
Lead Traffic Signal
Technician
Traffic Signal Electrician
Traffic & Lighting
Maintenance Worker II
Lead Maintenance
Worker
Lead Heavy Equipment
Operator
Lead Utility
Maintenance Worker
Fleet Mechanic I
Traffic Signal Technician
Maintenance Worker II
Fleet Technician
Senior Custodian
Facilities Maintenance
Worker
Heavy Equipment
Operator
Utility Maintenance
Worker II
Salary Schedule
Fiscal Year 2029-2030
Maintenance Worker I
Custodian
Utility Maintenance
Worker I
Traffic & Lighting
Maintenance Worker I
APPENDIX B
Memorandum of Understanding
Between the Teamsters 911 and the City of Lancaster
This Memorandum of Understanding (MOU) reaffirms the commitment of the Teamsters 911 and the City of Lancaster to maintaining a strong and productive partnership. Both parties recognize the importance of fostering a culture of accountability, professionalism, and continuous improvement while upholding the highest standards of public service.
I. Accountability Measure
The Union is implementing an Accountability Measure to ensure that all employees meet established performance standards. This measure is based on the principle that each individual is responsible for their actions and will be held accountable accordingly. Employees who fail to adhere to expected performance and conduct standards will be subject to appropriate corrective actions, up to and including disciplinary measures, in accordance with applicable policies and agreements.
II. Collaborative Issue Resolution
The Union and City manage ment are committed to addressing co ncerns proactively to prevent issues from escalating. To that end, the following process shall be observed:
1. Initial Review by Union Steward
o If a Union steward observes or is informed by a team member that an individual is not meeting established performance standards, the steward may engage in a preliminary conversation with the team member to address concerns and provide guidance. o The steward’s role in these discussions shall be limited to informal coaching and mentorship unless further involvement is deemed necessary by the supervisor.
2. Supervisor Discretion & Escalation
o Supervisors retain sole discretion over whether to involve Union stewards in performance- related matters.
o Any issues related to employee privacy, safety, or other sensitive matters shall be handled exclusively by the supervisor in accordance with City policies and procedures.
3. Corrective Action & Enforcement
o If the employee fails to take corrective action following an initial conversation, the matter shall be escalated for appropriate follow-up, which may include formal corrective or disciplinary action in alignment with City policies and the MOU.
III. Commitment to Continuous Improvement
By enhancing our accountability processes and promoting open communication, the Union and the City seek to strengthen performance standards, uphold workplace integrity, and foster a positive and productive work environment. The Union remains committed to enforcing the provisions of the MOU while working collaboratively with the City to ensure fairness and transparency in all employment matters.
IV. Conclusion
Both parties recognize the value of this partnership and are committed to ongoing collaboration for the benefit of employees and the community. This MOU shall remain in effect unless modified by mutual agreement.