CITY COUNCIL MEETING AGENDA August 6, 2024
CITY OF SHASTA LAKE
CITY COUNCIL
MEETING AGENDA
August 6, 2024
6:00 P.M.
Shasta Lake City Council Chambers
4488 Red Bluff Street Shasta Lake, CA 96019
Mayor: Janice Powell
Vice Mayor: Tena Eisenbeisz
Council Members: Justin Jones, Pamelyn Morgan, Greg Watkins
OTHER WAYS TO PARTICIPATE IN THE MEETING
• Watch a livestream of the meeting online or view the recording any time after the meeting concludes at the following: cityofshastalake.org/meetings • Submit public comment electronically before the meeting to:
[email protected]. Public comment by email will be read into the record during consideration of the item the comment addresses. Each public comment will be limited to three minutes of reading. Include the item number you are commenting on in the subject line of the email. Once the vote has taken place on an item, no additional public comments will beaccepted.
• Submit public comment by mail addressed to City Clerk, City of Shasta Lake, PO Box 777, Shasta Lake, CA 96019. Mailed comments must be received one day prior to the meeting to be included.
1.0 CALL TO ORDER – REGULAR MEETING:
1.1 Call to order (please place electronic devices on silent)
1.2 Statement for the record of Council Members present or absent
1.3 Pledge of Allegiance
1.4 Invocation
2.0 AWARDS & RECOGNITIONS:
2.1 None
3.0 PRESENTATIONS:
3.1 CV Youth Falcons – Brandon Morley
3.2 City of Shasta Lake GIS Presentation – Devon Hedemark, GIS Coordinator 1 CITY COUNCIL MEETING AGENDA August 6, 2024
4.0 COMMISSION, COMMITTEE, AND OUTSIDE AGENCY REPORTS:
5.0 PUBLIC COMMENT:
This time is set aside for citizens to address the City Council on matters listed on the Consent Agenda as well as other items not included on the Regular Agenda. If your comments concern an item noted on the regular agenda, please address the Council when that item is open for public comment. Each speaker is allocated three (3) minutes to speak. Speakers may not cede their time. Comments should be limited to matters within the jurisdiction of the City. Council discussion or action cannot be taken on items not listed on the agenda other than to receive comments. Speaker forms are available from the City Clerk, 4477 Main Street, Shasta Lake, on the City’s website, or at the back of the meeting hall. If you have documents to present to members of Council, please provide a minimum of seven copies. Pursuant to The Brown Act, the City Council cannot take action on Public Comment Items.
6.0 CONSENT AGENDA:
The items listed under the Consent Agenda are considered routine business and will be voted on together by one motion unless a Council Member requests a specific item to be removed and discussed separately.
6.1 Minutes of the Regular Meeting of July 16, 2024. (pg. 5)
6.2 Minutes of the Special Meeting of July 29, 2024. (pg. 7)
6.3 Checks, E-payments, and wires: (pg. 9)
6/27/2024 $861,544.44
6.4 Payrolls: (pg. 15)
PE 7/20/2024 PD 7/26/2024 $170,179.34
6.5 Discussion and possible action to approve a Resolution accepting changes to the Memorandum of Understanding with the General Teamsters Local 137. (pg. 17)
7.0 PUBLIC HEARINGS:
7.1 None
8.0 REGULAR AGENDA:
8.1 Discussion and possible action to approve a Resolution designating Voting Delegate(s) for the League of California Cities annual business meeting on October 18, 2024. (pg. 51)
2 CITY COUNCIL MEETING AGENDA August 6, 2024
8.2 Discussion and possible action to approve a Resolution declaring Neptune Technology Group’s sole authorized distributor Ferguson Waterworks for the purchase of water meter registers. (pg. 59)
9.0 STAFF COMMENTS:
10.0 CITY COUNCIL COMMENTS AND REPORTS:
This is the time set aside for Council Members, who may so desire, to give brief comments or reports concerning City matters. The City Council may not enter into discussion on matters reported. Statements made by individual Council Members should not be interpreted as a statement of the City Council. The City Council only takes action by majority vote. • Brief reports by members of the Council regarding correspondence, events and/or meetings attended, and upcoming meetings/events.
• Suggestions/motions for future agenda items.
• In compliance with Assembly Bill 1234, Council will report on attendance at conferences/meetings/events where expenses are reimbursed by the City.
ADJOURNMENT:
Meetings are broadcast on the Wednesday following the meeting at 6:00 PM and the following Friday at 2:00 PM on Charter Channel 181. Videos of meetings are also available through the City website: www.cityofshastalake.org In Compliance with the Americans with Disabilities Act, if you need special assistance to participate in this meeting, please call (530) 275-7407. Notification 48 hours prior to the meeting is requested to enable the City to make reasonable arrangements to ensure accessibility to this meeting (28 CFR 35.102-35.104 ADA Title II). 3 4
CITY OF SHASTA LAKE
CITY COUNCIL MEETING MINUTES
MINUTES OF THE REGULAR MEETING
HELD TUESDAY, JULY 16, 2024, AT THE
CITY COUNCIL CHAMBERS, 4488 RED BLUFF ST, SHASTA LAKE, CALIFORNIA
1.0 CALL TO ORDER – REGULAR MEETING:
1.1 Mayor Powell convened the regular meeting at 6:00 PM
1.2 Council Members present: Eisenbeisz, Jones, Morgan, Powell, Watkins
1.3 Pledge of Allegiance was led by Mayor Powell
1.4 Invocation
2.0 AWARDS & RECOGNITIONS:
2.1 None
3.0 PRESENTATIONS:
3.1 Shasta Lake Gateway Library – Joyce Ide
3.2 Shasta County Chemical People – Betty Cunningham
3.3 Youth Options – Jennifer Coulter
4.0 COMMISSION, COMMITTEE, AND OUTSIDE AGENCY REPORTS:
4.1 None
City Council took a 10 minute recess.
5.0 PUBLIC COMMENT:
April Carmelo, Shasta Lake community member
Dolores Lucero, Shasta Lake resident
Cheryl Yednak, Shasta Lake resident
6.0 CONSENT AGENDA:
6.1 Minutes of the Regular Meeting of July 2, 2024.
6.2 Payrolls:
PE 7/06/2024 PD 7/12/2024 $183,362.07
6.3 Monthly Report of Investment Transactions:
5 LAIF:
June $15,052,278.53
Chandler:
June $35,249,146.82
6.4 Discussion and possible action to approve a Resolution awarding the Wastewater Collection System Cleaning and CCTV Phase 1 project to APS Environmental, Inc. of North Highlands, CA in the amount of $459,383.59 and approve a total of $500,000.00 to allow for a contract contingency.
Motion/Vote:
Councilman Watkins request item 6.4 be removed from the Consent Agenda to be discussed and acted on separately.
By motion made/seconded (Morgan/Eisenbeisz), and carried, items 6.1, 6.2, and
6.3 on the Consent Agenda were approved.
After discussion, by motion made/seconded (Morgan/Watkins), and carried, item
6.4 was approved unanimously.
7.0 PUBLIC HEARINGS:
7.1 None
8.0 REGULAR AGENDA:
8.1 None
9.0 STAFF COMMENTS:
Jessaca Lugo, City Manager reminded the public of the potential hazards with fire season and asked citizens to report any potential hazards.
10.0 CITY COUNCIL COMMENTS AND REPORTS:
ADJOURNMENT:
With no further business, Mayor Powell adjourned the meeting at 6:56 pm. _________________________________
CHARITY TATLOW, Deputy City Clerk
6 CITY OF SHASTA LAKE
CITY COUNCIL MEETING MINUTES
MINUTES OF THE SPECIAL MEETING
HELD MONDAY, JULY 29, 2024, AT THE
CITY HALL CONFERENCE ROOM, 4477 MAIN ST, SHASTA LAKE, CALIFORNIA
1.0 CALL TO ORDER – SPECIAL MEETING:
1.1 Mayor Powell convened the special meeting at 10:30 AM
1.2 Council Members present: Eisenbeisz, Morgan, Powell, Watkins
2.0 CLOSED SESSION
PUBLIC COMMENT for agendized items only, the City Council will allocate up to a maximum of three minutes per speaker for each agenda item.
There was no public comment.
The City Council recessed to Closed Session to discuss the following item(s).
Reportable action, if any, will be announced at the next regular meeting.
2.1 Pursuant to California Government Code Section 54957.6, Conference with Labor Negotiators.
Agency Designated Representatives: City Manager Jessaca Lugo; Finance and Personnel Staff: Wendy Howard, Jason Peterson, and Kristi Davis; Employee Organizations: Teamsters.
Motion/Vote:
No action was taken on these items.
ADJOURNMENT:
Mayor Powell adjourned the closed session meeting at 11:15 AM. _________________________________
CHARITY TATLOW , Deputy City Clerk
7 8
9 Check Report Date Range: 06/27/2024 - 06/27/2024
Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number Payable# Payable Type Post Date Payable Description Discount Amount Payable Amount 3479 Invoice 06/27/2024 lQ 2024 AB1379 0.00 97.20
005012 EWING IRRIGATION 06/27/2024 Regular 0.00 634.47 24876 22555071 Invoice 06/27/2024 WIFI CONTROL HUNTER 0.00 116.48 22586195 Invoice 06/27/2024 12- HUNTER ULTRAS 0.00 517.99 002862 FATORS MOTORCYCLE SALES INC 06/27/2024 Regular 0.00 1,224.87 24877 13764 Invoice 06/27/2024 SUZUKI WHEEL WEIGHTS & TUBES/TIRES 0.00 601.57 13765 Invoice 06/27/2024 SUZUKI TIRES AND TUBES 0.00 623.30 003687 GABEL'S HAULING & DEMO SERVICE /ALEX GAB 06/27/2024 Regular 0.00 7,750.00 24878 3297E Invoice 06/27/2024 DEMO AT MEADE ST 0.00 7,750.00 101050 GALLAWAY, JOHN 06/27/2024 Regular 0.00 225.84 24879 INV0002687 Invoice 06/27/2024 UTILITY REFUND 0.00 225.84 005010 INTERSTATE BATTERIES 06/27/2024 Regular 0.00 170.33 24880 6712747 Invoice 06/27/2024 MTP 78DT 0.00 170.33
101049 KAO N 06/27/2024 Regular 0.00 1,772.00 24881
7281 Invoice 06/27/2024 REFUND COMMUNITY CENTER DEPOSIT 0.00 1,772.00 003048 MAIL BIZ 06/27/2024 Regular 0.00 32.23 24882
245849 Invoice 06/27/2024 SHIPPING 0.00 32.23
003051 MCENTIRE LANDSCAPING INC. 06/27/2024 Regular 0.00 19,371.70 24883 28752 2023-11 Invoice 06/27/2024 BIZZ JOHNSON PARK IMPROVEMENTS -Fl ... 0.00 19,371.70 000595 PACE ENGINEERING, INC. 06/27/2024 Regular 0.00 450.00 24884 50137 Invoice 06/27/2024 MAP CHECKING SERVICES 0.00 450.00 100951 RELIABLE EQUIPMENT 06/27/2024 Regular 0.00 1,016.96 24885 INV031640 Invoice 06/27/2024 2- DIRT TARPS 0.00 1,016.96 002110 SHASTA BOOT COMPANY 06/27/2024 Regular 0.00 285.28 24886 103207 Invoice 06/27/2024 BOOTS - PUBLIC WORKS PER MOU 0.00 285.28 002545 SHASTA LAKE GATEWAY LIBRARY 06/27/2024 Regular 0.00 6,000.00 24887 7284 Invoice 06/27/2024 FINANCIAL SUPPORT 23/24 0.00 6,000.00 100105 SHERRI HARPER 06/27/2024 Regular 0.00 276.93 24888 INV0002703 Invoice 06/28/2024 Order# 163943 0.00 276.93 000527 STIMPEL WIEBELHAUS ASSOCIATES 06/27/2024 Regular 0.00 3,986.66 24889 24-1261 Invoice 06/27/2024 BASE 0.00 2,125.35
24-1340 Invoice 06/27/2024 SAND 0.00 1,861.31
003946 TEAMSTERS LOCAL #137 06/27/2024 Regular 0.00 2,002.00 24890 INV0002680 Invoice 06/27/2024 Union Dues Withheld 0.00 1,001.00 INV0002704 Invoice 06/27/2024 Union Dues Withheld 0.00 1,001.00 000805 TIMBERLINE HEAT & AIR INC 06/27/2024 Regular 0.00 1,791.00 24891 T-36874 Invoice 06/27/2024 WWTP-HVAC MAI NT/FULL SVC 0.00 290.00 T-36900 Invoice 06/27/2024 ANIMAL CONTROL -HVAC FULL SVC 0.00 190.00 T-36901 Invoice 06/27/2024 FILTER MAINT AT KNAUF SUBSTATION 0.00 74.00 T-37442 Invoice 06/27/2024 T-37442 0.00 1,237.00
000850 VISION SERVICE PLAN 06/27/2024 Regular 0.00 2,308.22 24892 INV0002681 Invoice 06/27/2024 Vision Premium 0.00 2,308.22 007843 UNUM 06/27/2024 Bank Draft 0.00 6,270.80 DFT0002075 INV0002671 Invoice 06/27/2024 Life & Disability Insurance 0.00 6,270.80 000637 CALPERS 06/27/2024 Bank Draft 0.00 144,605.01 DFT0002076 INV0002672 Invoice 06/27/2024 Medical Insurance Premium 0.00 144,605.01 6/27/2024 10:51:59 AM Page 2 of 5
10 11
12 13
14 7/24/2024 11:01:13 AM Page 6 of 6
Payroll Check Register
City of Shasta Lake Report Summary
Pay Period: 7/7/2024-7/20/2024
Packet: PYPKT00561 - PE 7.20.2024
Payroll Set: City of Shasta Lake - 01
Type
4 Count
0 6,406.11
0.00 Regular Checks
Manual Checks
0 0.00
0 0.00
Amount
78 163,773.23
Total 82 170,179.34
Reversals
Voided Checks
Direct Deposits
15 16
Report and Recommendations 6.5 Reviewed and Approved
City Manager
AGENDA ITEM
City Council
TO: Mayor and City Council Members
FROM: Jessaca Lugo, City Manager
DATE: August 6, 2024
SUBJECT: RESOLUTION OF THE CITY COUNCIL APPROVING CHANGES
TO THE MEMORANDUM OF UNDERSTANDING WITH THE
GENERAL TEAMSTERS LOCAL 137
FILE NO.:
RECOMMENDATION
Staff recommends that the City Council adopt a resolution accepting the proposed changes to the Memorandum of Understanding (MOU) with the General Teamsters Local 137.
BACKGROUND
Attached are the proposed changes to the Memorandum of Understanding (MOU) with the General Teamsters Local 137 (“Teamsters”). This MOU covers all those matters related to collective bargaining, of which the City and Teamsters have a legal obligation to negotiate. Council had delegated the responsibility for carrying out the negotiations with Teamsters to a negotiating staff team headed by the City Manager, City Attorney, Finance Director, Finance and General Services Manager, and Payroll Accounting Technician.
Summary
The City began negotiations with the Teamsters in April 2024. Below is a summary of the agreed-upon changes to the existing Memorandum of Understanding with Teamsters.
The contract remains largely unchanged, except for the following areas:
• Article 9: Wages and Classifications: This section has been revised with an average 8.99% increase across all classifications for FY 2025, followed by a 3% 17 annual salary adjustment for the next three years. The City and Teamsters conducted a comprehensive salary analysis by comparing each job classification to those in similar-sized cities and the neighboring City of Redding. Subsequently, some classifications required higher annual adjustments than others. The last time the City adjusted salaries based on individual classifications through negotiations was in 2016; all other contract periods received a flat annual adjustment. • Prescription Safety Glasses: The City will now provide prescription safety glasses to employees, with costs and quality comparable to non-prescription safety glasses.
• Compensatory Time Off (CTO): The amount of compensatory time off in lieu of cash will be increased from 40 to 80 hours.
• Contract Period: The MOU contract period will extend through June 30, 2028 (a 4-year agreement).
The City's capacity to deliver services to the community hinges on our employees.
Attracting and retaining the necessary talent has been a longstanding challenge for many organizations. The proposed compensation package, coupled with a positive work environment, enables the City to continue retaining and attracting exceptional staff.
FISCAL IMPACTS:
FY 2024-25: $191,347 across the Water, Wastewater, Public Works, and General Funds FY 2025-26: $265,389 across the Water, Wastewater, Public Works, and General Funds FY2026-27: $76,000 across the Water, Wastewater, Public Works, and General Funds FY 2027-28: $79,000 across the Water, Wastewater, Public Works, and General Funds
ATTACHMENTS
MEMORANDUM OF UNDERSTANDING
DISTRIBUTION
City Council
City Attorney
General Teamsters Local 137
Human Resources
18 RESOLUTION NO 2024-XX
A SHASTA LAKE CITY COUNCIL RESOLUTION APPROVING AMENDMENTS TO
THE MEMORANDUM OF UNDERSTANDING (MOU) BETWEEN THE CITY OF SHASTA LAKE AND THE GENERAL TEAMSTERS LOCAL 137 FOR THE PERIOD OF AUGUST 6, 2024 TO JUNE 30, 2028
WHEREAS, the General Teamsters (“Teamsters”) Local 137 is the legally established bargaining representative for a number of the City’s employees, and WHEREAS, State statutes require the City and Teamsters to bargain in good faith on matters of wages, fringe benefits, and other working conditions, and WHEREAS, the City and Teamsters have concluded negotiations on a new Memorandum of Understanding (“MOU”) for the period of August 6, 2024 to June 30, 2028, and WHEREAS, the City Council now intends to approve such an agreement; and WHEREAS, the MOU was executed after the FY 2025 budget adoption; and WHEREAS, a supplemental appropriation is required as part of this approval, the fiscal impact is as follows:
Fiscal year 2024-25: $191,347
Fiscal year 2025-26: $265,389
NOW THEREFORE, THE CITY COUNCIL OF THE CITY OF SHASTA LAKE DOES HEREBY RESOLVE:
1. The existing memorandum of understanding for period of July 1, 2020 to June 30, 2024 is extended until June 30, 2028 with the following changes:
• Article 9: Wages and Classifications: This section has been revised with an average 8.99% increase across all classifications for FY 2025, followed by a 3% annual salary adjustment for the next three years. The City and Teamsters conducted a comprehensive salary analysis by comparing each job classification to those in similar-sized cities and the neighboring City of Redding. Consequently, some classifications required higher annual adjustments than others. The last time the City adjusted salaries based on individual classifications through negotiations was in 2016; all other contract periods received a flat annual adjustment.
• Prescription Safety Glasses: The City will now provide prescription safety glasses to employees, with costs and quality comparable to non-prescription safety glasses.
19 • Compensatory Time Off (CTO): The amount of compensatory time off in lieu of cash will be increased from 40 to 80 hours.
• Contract Period: The MOU contract period will extend through June 30, 2028 (a 4-year agreement).
2. Approves a supplemental appropriation in the amount of $191,347 FY2025 and $265,389 FY2026.
BE IT FURTHER RESOLVED by the Shasta Lake City Council that the Mayor is hereby authorized to execute the agreement, and the City Manager is directed to make such changes in personnel policies and other practices to facilitate full implementation of the terms and responsibilities involved by the City.
PASSED, APPROVED, AND ADOPTED this 6th day of August, 2024, by the following vote:
AYES:
NOES:
ABSENT:
JANICE POWELL, Mayor
ATTEST:
CHARITY TATLOW, Deputy City Clerk
20 1
MEMORANDUM OF UNDERSTANDING
between
THE CITY OF SHASTA LAKE
and
GENERAL TEAMSTERS LOCAL NO. 137
AUGUST 6, 2024 - JUNE 30, 2028
21 2
TABLE OF CONTENTS
ARTICLE 1: AUTHORITY……………………………………………………………. 4
ARTICLE 2: COMPENSATION……………………………………………………… 4
ARTICLE 3: RECOGNITION………………………………………………………… 5
ARTICLE 4: UNION SECURITY…………………………………………………….. 5
ARTICLE 5: HOURS AND OVERTIME……………………………………………... 6
ARTICLE 6: GRIEVANCE……………………………………………………………. 9
ARTICLE 7: SAFETY………………………………………………………………….. 11
ARTICLE 8: EMPLOYEE STATUS………………………………………………….. 12
ARTICLE 9: WAGES AND CLASSIFICATIONS…………………………………… 13
ARTICLE 10: DISMISSAL AND RESIGNATION……………………………..……. 13 ARTICLE 11: SENIORITY………………………………………………………..…… 15
ARTICLE 12: PROMOTION AND TRANSFER…………………………………….. 15
ARTICLE 13: INCLEMENT WEATHER PRACTICE……………………………… 17
ARTICLE 14: HOLIDAYS…………………………………………………………...… 17
ARTICLE 15: PAID TIME OFF…………………………………………...…………... 18
ARTICLE 16: SICK LEAVE…………………………………………………………… 19
ARTICLE 17: INDUSTRIAL ACCIDENT LEAVE………………………………….. 20 ARTICLE 18: JURY DUTY……………………………………………………………. 21
ARTICLE 19: LEAVE OF ABSENCE…………………………………………………. 22
ARTICLE 20: FRINGE BENEFITS…………………………………………………… 22
ARTICLE 21: EXPENSE ALLOWANCE…………………………………………….. 23
ARTICLE 22: PAYROLL DEDUCTIONS……………………………………………. 25
ARTICLE 23: BEREAVEMENT LEAVE…………………………………………….. 25
ARTICLE 24: LAYOFF AND REINSTATEMENT………………………………….. 25
22 3
ARTICLE 25: TERM…………………………………………………………………… 26
ARTICLE 26: COMPLETION OF NEGOTIATION………………………………… 27
SIGNATURE PAGE……………………………………………………………………. 27
EXHIBIT “A”: DRIVERS LICENSE REQUIREMENT………………………………. 28 EXHIBIT “B”: SCHEDULE OF WAGE RATES…………………………………….. 29
EXHIBIT “C”: SICK LEAVE AFFIDAVIT………………………………………….. 30
23 4
ARTICLE 1
AUTHORITY
Section 1.0 This Memorandum of Understanding is entered into by and between the City of Shasta Lake "City" and General Teamsters Local No. 137 pursuant to the authority provided in the Meyers-Milias-Brown Act, California Government Code Section 3500, et. Seq. The General Teamsters Local No. 137 represents only the position classifications listed in Exhibit "A" -"Job Definitions". This Memorandum of Understanding covers only the position classifications listed in Exhibit "B" and does not cover, regulate or otherwise govern any management, exempt, or other positions, not included in Exhibit "B". Certain aspects of employment not covered by this Memorandum of Understanding are discussed in the City's personnel policies, a copy of which will be provided to the Union upon request.
Section 1.1 The City has the exclusive right and power to determine, implement, supplement, change, modify, discontinue, temporarily or permanently, any of the following:
Section 1.1.2 The financial structure of the City, including all sources and amounts of financial support, income, funding, taxes and debt, and all means and conditions necessary or incidental to the securing of same, including compliance with any qualifications or requirements imposed by law or by funding sources as a condition of receiving funds; all investment policies and practices; all budgetary matters and procedures, including the budget calendar, the budget formation process, accounting methods, fiscal and budget control policies and procedures, and all budgetary allocations, reserves, and expenditures apart from those expressly allocated to fund the wage and benefit obligations of this Agreement;
Section 1.1.3 The acquisition, disposition, number, location, types and utilization of all City properties, whether owned, leased, or otherwise controlled, including all facilities, grounds, parking areas and other improvements, and the personnel, work, service and activity functions assigned to such properties;
Section 1.1.4 All, services to be rendered to the public and to City personnel in support, of the services rendered to, the public; the nature, methods, quality, quantity, frequency and standards of service, and the personnel facilities, vendors, supplies, materials and vehicles, and equipment tools to be used in connection with such services; and the utilization of personnel not covered by this agreement.
Section 1.2 Any duties or responsibilities hereunder of the City Council may be delegated to the City Manager or other designee.
ARTICLE 2
COMPENSATION
Section 2.0 The wage schedule for all positions covered by this MOU shall be as contained in Exhibit "B" City of Shasta Lake Schedule of Wage Rates.
Section 2.1 The employee position wage rates shall be, as noted on Exhibit "B," effective the next pay period after the City Council approval date, but in no event will Shasta Lake pay any retroactive or prospective pay increases.
24 5
ARTICLE 3
RECOGNITION
Section 3.0 The City recognizes the Union as the "Exclusive Representative" of all employees of the City who hold a classification listed on Exhibit "B" of this Memorandum of Understanding. The provisions of this Memorandum of Understanding hereinafter set forth shall apply-only to those employees of the City for whom General Teamsters Local No. 137 is the established exclusive representative.
Section 3.1 Official representatives of the Union will be permitted access to City property to confer with City employees on matters of employer-employee relations but such representatives shall not interfere with work in progress without agreement of Department Head and City Manager or the City Manager's Designee, prior to requested access.
Section 3.2 The City will provide the Union a bulletin board at each location where bargaining unit employees report to work, for the purpose of posting thereon matters relating to official Union business.
Section 3.3 Any employee, at the employee's request, shall be permitted representation by a Union representative. The foregoing shall apply to interpretation of this Memorandum of Understanding, reprimands and disciplinary actions, providing there is no unreasonable delay in obtaining representation, Section 3.4 The Union recognizes the City Manager or his/her designated representative as the representative of the City on all matters within the scope of representation.
ARTICLE 4
UNION SECURITY
Section 4.1(a) Except for temporary employees, every employee covered by this Memorandum of Understanding shall, as a condition of employment: (1) become a member of the Union and maintain the employee's membership in the Union in good standing in accordance with its Constitution and Bylaws; or (2) in the alternative, an employee shall tender, monthly, an agency fee in an amount equal to the amount of the monthly dues required of members; except that:
Section 4.1(b) Any employee appointed to any classification out of the bargaining unit covered by this Memorandum of Understanding may withdraw from membership in Union and the employee's obligation to pay an agency fee shall be suspended for the duration of such period as the individual is working for City in a job classification not covered by this Memorandum of Understanding.
Section 4.2 Any employee who is or who becomes a member of Union shall, as a condition of employment, maintain the employee's membership in Union in good standing in accordance with its Constitution and Bylaws.
Section 4.3 The City shall deduct from their wages the regular monthly membership dues of employees who are members of the Union or agency fees of other employees provided for in 5.1(a) or 5.1(b), and who individually and voluntarily authorize such deductions in writing in accordance with the provisions of Section 1157.3 of the Government Code of the State of California.
Section 4.4 Deductions shall be made the first two payroll periods of each month and a check for the total monthly deductions shall be submitted to General Teamsters Local 137 within five (5) working days after 25 6
the end of each month. The City will notify the Union each month at the time of the dues transmittal to Union of any changes since the previous dues transmittal and the reasons therefore.
Section 4.5 Upon written request from the Union, the City shall, within twenty-one (21) calendar days, terminate the employment of any employee who fails to comply with the requirements of this Article.
Section 4.6 The Union shall have the right and opportunity to hold an orientation session with all newly hired employees. This orientation session shall be for the purpose of explaining the new employee’s contractual rights and introducing him/her to the Union. The orientation will be held within twenty-eight (28) days of the employee’s hire date and shall be during working hours at a time agreed by the employees’ immediate supervisor, not to exceed one-hour (1) in duration. A designated Union steward shall be allowed to attend with the Union representative in the new employee orientation session.
Section 4.7 The City shall provide all new employees on or before the first day of employment with Union membership packet that will consist of a membership form(s) and a payroll deduction form. The Union will provide the City with these documents in the form of a packet.
Section 4.8 The City shall notify the Union of all new employees hired into bargaining unit positions within seven (7) days of the date they are hired. Such notice shall include the employee’s name, address, social security number, rate of pay, job classification and date of hire.
ARTICLE 5
HOURS AND OVERTIME
Section 5.0 The normal workweek shall be 40 hours per week (8 hours per day/5 days per week) unless otherwise established. A 9/80 work schedule can be utilized, however, program may be terminated if it no longer meets the needs of the City. Whenever the 9/80 work schedule is in effect, 9 hour work days shall be utilized for holidays, sick leave and PTO. If the 9/80 schedule is not in effect, the above 40 hour work week definition shall apply.
Section 5.1 All regular employees will receive full-time employment for each workweek employed, provided they report for duty and are capable of performing their work. The City retains the right to lay off or release employees on account of lack of work or other valid reasons.
Section 5.2 Each employee shall report for work at the employee's regularly established headquarters and shall return thereto at the conclusion of the day's work and the time spent in traveling between such headquarters and the job site shall be considered as time worked.
Section 5.3 A workweek is defined to consist of seven (7) consecutive calendar days, Sunday through Saturday, and, except as otherwise provided herein, a basic workweek is defined to consist of five (5) consecutive workdays of eight (8) hours each, Monday through Friday, except that it is understood that the Water Treatment and Waste Water Treatment Divisions are 7 day operations and that certain laws and regulations govern their operations. Therefore, the City may, at its discretion, schedule employees for work any five (5) consecutive days of eight (8) hours per day, including weekends, as a basic workweek at these facilities.
For employees assigned to office work, the regular work hours shall be 7:00 a.m. to 12:00 noon and 1:00 p.m. to 4:00 p.m. For employees assigned to field work, the regular work hours shall be 7:00 a.m. to 12:00 noon and 12:30 p.m. to 3:30 p.m. 9/80 work schedule hours are 7:00 a.m. to 4:30 p.m. Notwithstanding the foregoing, the regular lunch period may be advanced or delayed up to one (1) hour without the payment of overtime compensation. If lunch is taken late the employee will be compensated for ½ hour at the appropriate overtime 26 7
rate. In the event that the regular lunch period is not observed throughout the entire workday and work continues to the end of the regular work day, employees are entitled to payment of one hour for the missed lunch period at the appropriate overtime rate of pay, i.e. this means nine hours of pay for a eight hour workday.
Section 5.4 Notwithstanding anything contained herein, any schedule of days and/or hours of work may be established by mutual agreement between the shop steward or the Union's Business Representative and the City Manager or designee.
Section 5.5 Overtime is defined as (a) time worked in excess of forty (40) hours in a workweek, (b) time worked in excess of eight (8) hours on a scheduled workday, (c) time worked on a non-workday, (d) time worked outside of regular hours on a workday, and (e) time worked on a holiday. Overtime shall be computed to the nearest one-quarter (1 /4) hour.
Section 5.6 Overtime compensation shall be paid at a rate equivalent to one and one-half (1 ½) times the regular rate of pay for weekdays and at a rate equivalent to two (2) times the regular rate of pay for weekends or holidays. Whenever any employee performs overtime work beginning on a regularly scheduled workday, the overtime compensation rate shall be double the employee’s regular hourly pay rate after the employee has worked four (4) consecutive hours of overtime work hours at the time-and-one-half pay rate. Weekend overtime will begin at 12:01 a.m. Saturday and end 7:00 a.m. Monday for purposes of determining the increased rate.
Section 5.7 The intent of the parties is to establish standards covering those situations that require employees to respond to a public service need that occurs at times other than during normal work hours. In that context employees will be receiving overtime compensation from the time they receive the call, including the normal travel and preparation time to get from the employee's home to the City work facility. Employees who are required to report for work on their non-workdays, or on holidays they are entitled to have off, or outside of their regular hours on workdays, shall be paid overtime compensation for the actual time worked, but in no event less than two (2) hours compensation. The City has the right to require and assign employees to work overtime and to designate the classification to perform overtime work. Employees who are called to work at any time other than their normal scheduled workday will normally receive a phone call from the standby person, but could receive a call from the City’s answering service or other City personnel. In the event the employee is not home and a message is left from the standby person, the answering service, the employee’s supervisor or any City personnel, the employee is expected to contact the calling party who has requested assistance to ascertain whether the call has been responded to or whether response is still required. Once an employee has responded to a callout, the employee is expected to contact the answering service and indicate the status of the call (i.e. problem addressed, unable to perform work for whatever reason, etc.) Employees who are called to work at any time other than their normal scheduled work hours shall receive pay at the overtime rate for all hours actually worked, with a guaranteed minimum of two (2) hours pay at the overtime rate including 30 minutes for travel, except however, if the employee is able to handle the call by telephone, or if the employee is able to handle multiple calls by telephone within any one fourth (1/4) hour, compensation will be limited to one fourth (1/4) hour. If an employee who is called out for such work outside of the employee's regular hours on a workday continues to work into his/her regular hours, the employee shall be paid overtime compensation for the actual time worked as overtime defined in Section 5.5, from the time the employee receives the phone call.
Section 5.7.1 In assigning standby time, the City will first use a voluntary system of participation. In the event no employees are interested in volunteering for call-out, the City will use a rotational system whereby all employees in the Public Works will be expected to participate. On-call pay is 2 hours wage per day based on the employee’s wage. A standby shift is defined as the period beginning at 7:00 a.m. Tuesday morning and ending at 7:00 a.m. the following Tuesday. Employees assigned to weekly standby for emergency calls will carry a City provided cell phone and/or electronic pager at all times during the on-call period.. All employees assigned to standby are expected to respond to the call-out within a ½ hour time-frame and be prepared to perform the service within a 1 hour time 27 8
frame. The standby employee is expected to contact the answering service and notify them of the status of the emergency call. It is understood that sometimes circumstances beyond the control of the employee may occur. In that event, the employee is expected to make arrangements with a fellow employee to insure that adequate coverage is arranged. On-call employees shall be provided the option of a City vehicle for City use during the on-call period. Wastewater and water plant staff to be subject to this section effective July 1, 2016.
Section 5.8 Rest Period: Shasta Lake recognizes that work during the period from 2200 to 0600 interferes with the employee’s normal time for sleep and might endanger a person’s health or safety if required to continue with a full regular shift in a tired condition.
Section 5.8 1. (A)If an employee regularly scheduled to work 7:00 a.m. to 3:30 p.m. has worked for more than two (2) and up to four (4) hours at the overtime rate (“emergency work") during the hours of to 10:00 p.m. to 6:00 a.m., immediately preceding the beginning of his/her regular work hours, on a work day, he/she shall be given a duty free rest period of four (4) consecutive hours at the beginning of the regularly scheduled work day.
(B) If the employee is required to continue emergency work into his/her regular scheduled workday, the rest period shall commence at completion of work.
(C) If an employee regularly scheduled to work 7:00 a.m. to 3:30 p.m. has worked for more than four (4) hours at the overtime rate ("emergency work") during the hours of 10:00 p.m. to 6:00 a.m. immediately preceding the beginning of his/her regular work hours, on a workday, he/she shall be given a duty free rest period of eight (8) hours at the completion of the emergency work.
Section 5.8.2 An employee entitled to a rest period hereunder may, nevertheless, be required to work during regular work hours on a workday not having had a rest period of four(4) or eight(8) hours in which event, the employee shall be paid at the overtime rate for all work performed until the employee has been relieved from duty.
Section 5.8.3 Hours worked prior to any eight (8) hour rest period in which the employee does not work shall not be included in computing another period of overtime work.
Section 5.8.4 If the eight (8) hour rest period in whole, or in part, overlaps the employee's regular work hours, the employee will receive pay at the straight rate for the extent of the overlap.
Section 5.8.5 If the employee is called back to work during the employee's eight (8) hour rest period, a new rest period will commence at the conclusion of such work.
Section 5.8.6 If the rest period overlaps the employee's regular work hours but does not extend into the second half of the employee's workday, the employee may be excused from reporting for work until the beginning of the second half of the employee's workday and in such event, the employee will be paid for the time between the expiration of the rest period and the end of the first half of the employee's workday.
Section 5.8.7 If the rest period extends into the second half of the employee's workday, the employee may be excused from reporting for work until the following workday, and in such event, the employee will be paid for the time between the expiration of the rest period and the employee's regular quitting time on such day.
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Section 5.9 All overtime must be authorized by the appropriate department head and recorded on the employee's timecard.
Section 5.10 Employees shall complete appropriate attendance records and certify them as accurate. The City shall not change a timecard without notification to the employee. The notification shall occur on the same day as the time card is changed. The employee shall sign the changed time card.
Section 5.11 An employee may choose to accept compensatory time off (CTO) in lieu of cash compensation for overtime worked as provided in this section. A total of up to eighty (80) hours of CTO in a fiscal year (July 1 to June 30 the following year) may be earned at the appropriate overtime rate. An employee shall not be entitled to earn more than a total of eighty (80) hours CTO in any fiscal year as described above.
CTO shall be used and scheduled, like PTO, in accordance with Sections 15.2, 15.3 and 15.4. CTO may not be carried over from fiscal year to fiscal year unless approved in advance in writing by the City Manager or designee. The employee shall be paid for any such CTO in excess of 40 hours earned.
ARTICLE 6
GRIEVANCE
Section 6.1 Definitions
Section 6.1.1 A grievance is defined as any dispute or disagreement which may arise between the union or an employee within the City with respect to interpretation or application of any of the terms of this Memorandum of Understanding. A grievance procedure shall not apply to any disciplinary action taken pursuant to Article 10.0.
Section 6.1.2 A "grievant" is a unit member.
Section 6.1.3 A "day" is a calendar day.
Section 6.2 Informal Level Before filing a formal written grievance, the grievant shall attempt to resolve it by an informal conference with the grievant's department head.
Section 6.3 Formal Level
Section 6.3.1 Level I
Section 6.3.1.1 Within fifteen (15) days after the occurrence of the act or omission giving rise to the grievance, the grievant must present the grievance in writing on the appropriate form to the grievant's department head.
Section 6.3.1.2 This statement shall be a clear, concise statement of the grievance, the circumstances involved, the specific contract provision alleged to have been violated, the decision rendered at the informal conference, the specific remedy sought, and the names of all persons or witnesses having knowledge or believed to have knowledge of the facts.
Section 6.3.1.3 The department head shall communicate the decision to the unit member in writing within ten (10) days after receiving the grievance. If the department head does not respond within said ten (10) days, the grievance shall be deemed denied and the grievant may appeal to the next level.
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Section 6.3.2 Level II
Section 6.3.2.1 In the event the grievant is not satisfied with the decision at Level I, or if the department head doesn't respond at Level I, the grievant may submit the grievance to mediation by so notifying the City Manager in writing, within ten (10) days of receipt of the department head's decision or if the department head does not respond within the ten (10) days specified above, then on the tenth day after the last day when the department head could have responded. The grievant and the City shall then coordinate the calendaring of a mediation to be conducted by a mediator as jointly selected by the grievant and the City, or if they are unable to agree upon a mediator, then a mediator, as assigned by the California State Mediation and Conciliation Service. If the mediation does not result in a resolution of the grievance, then the grievant may appeal the grievance in writing to the City Manager by submitting a request for grievance hearing within ten (10) days of the date of the mediation. This Level II is optional and the grievant is not required to participate in mediation and may move directly to Level III.
Section 6.3.3 Level III
Section 6.3.3.1 In the event the grievant is not satisfied with the decision at Level I or at mediation, the grievant may appeal the decision in writing within ten (10) days to the City Manager. The ten (10) days runs from the date of the Level I decision or after the last day the department head could have responded or on the date the mediation occurred.
Section 6.3.3.2 The City Manager shall render a final and binding determination of a grievance.
Section 6.3.3.3 An action to overturn or modify the determination of the City Manager shall be filed in a court of competent jurisdiction within ninety (90) days of the date of the determination by the City Manager.
Section 6.4 General Provisions
Section 6.4.1 Either party to a grievance, at any level/step, may have one (1) representative present during the proceeding.
Section 6.4.2 During the pendency of any proceeding, and until a final determination has been reached, all proceedings shall be private, and any preliminary disposition shall not be made public without the written agreement of all parties.
Section 6.4.3 A decision rendered at any step in these procedures becomes final unless appealed within the time limit specified.
Section 6.4.4 Time limits set forth in these procedures may be modified by written agreement of the parties involved.
Section 6.4.5 If the same complaint or substantially the same complaint is made by more than one (1) unit member party, only one (1) unit member, on behalf of the unit member and other complainants, may process the grievance or complaint through the grievance procedure. Names of all aggrieved parties shall appear on all documents related to the processing of the grievance, 30 11
Section 6.4.6 The filing of a grievance shall in no way interfere with the right of the City to proceed in carrying out its management responsibilities, subject to the final determination of the grievance. The grievant shall continue to perform all work, directives, and assignments pending final determination of the grievance unless unsafe conditions exist.
Section 6.5 Nothing contained herein will be construed as limiting the right of any grievant to discuss the matter informally with any appropriate member of the administration and to have the grievance adjusted.
ARTICLE 7
SAFETY
Section 7.0 The City desires to maintain a safe place of employment for City employees and to that end, City management shall make all reasonable provisions necessary for the safety of employees in the performance of their work. Employees shall immediately report any unsafe condition or situations to their immediate supervisor or the City Manager.
Section 7.1 Regular safety meetings will be held every other month for the purpose of reviewing accidents and preventing their recurrence, eliminating hazardous conditions and familiarizing employees with safe work procedures and applicable State Safety Orders and for training in first aid.
Section 7.2 In the event of an accident, resulting in serious injury or death of an employee of the City, the City will notify the Union immediately in order that the Union's Business Representative may conduct an investigation of the accident.
Section 7.3 A City Safety Inspection Committee shall be established to make semi-annual visual inspections of all City properties, including buildings, facilities, equipment and vehicles. The City Manager shall make appointments to the Safety Inspection Committee from among nominees selected by the Union. This committee shall include two (2) non-supervisory employees who shall be selected from different departments or shops and serve for a one (1) year period. The City’s designated Safety Officer shall be the chairman of the committee. Members of such Inspection Committee shall receive their regular hourly compensation for the purpose of making said inspections. A complete written report shall be made to the City Manager no later than thirty (30) days following the completion of each periodic inspection. During the tour of inspections, the committee may also observe employee activities and work procedures for the purpose of discovering unsafe acts. The written report shall be prepared by the chairman during duty hours and shall include a listing of each item inspected, each unsafe item discovered and specific recommendations for correction of whatever is found to be unsafe. If individual employees are found to be responsible for unsafe areas or procedures, and are also negligent with respect to these matters, appropriate disciplinary action may be recommended.
Section 7.4 All employees shall participate in all applicable safety meetings, comply with all safety and related bulletins, directives, guidelines, regulations and the like, regarding job safety.
Section 7.5 Regular "tailgate" meetings will be held to emphasize safety and planning when needed.
Section 7.6 The City shall provide necessary safety equipment as follows and as provided for in the City's Injury and Illness Prevention Program Policies and such other equipment or clothing that is required by State Statutes or Regulations:
HIP WADERS
RAIN GEAR
RUBBER BOOTS
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SAFETY GLASSES
PRESCRIPTION SAFETY GLASSES CLEAR AND DARK, ONE PAIR EACH. PRESCRIPTION
SAFETY CLASSES ARE TO BE SIMILAR IN COST AND QUALITY OF NON-PRESCRIPTION SAFETY GLASSES PROVIDED BY THE CITY.
GLOVES
COVERALLS
HIGH VISIBILITY SHIRTS AND VESTS
HARD HATS
BOOTS
ARTICLE 8
EMPLOYEE STATUS
Section 8.0 Employees employed in the position title listed on Schedule of Wage Rates in Exhibit "B" shall be designated as regular after completion of a twelve (12) month probationary period. The City may, within its discretion, employ or otherwise contract with intern, temporary, interim, or other short term personnel or professional, paraprofessional or expert personnel. The City may subcontract services performed by any department, that are in excess of the services provided by current number of employees during the term of this agreement. Should the City determine it may subcontract services, the City will give reasonable notice of its decision to the Union to afford an opportunity for prompt and timely discussion of the decision’s impact on the unit employees.
Section 8.1 The twelve (12) month probationary period may be extended by the City Manager, after consultation with the Union, in individual cases. Appointments will not be considered regular until the successful completion of this probationary period.
Section 8.2 On accepting a promotion, or an appointment to a different classification, an employee serves a new probationary period of six (6) months. Promotions or reclassifications will not be considered regular until the successful completion of this probationary period. If the employee is discharged during the six month probationary period, then the employee shall be entitled to return to the position in which the employee was previously classified as regular, prior to accepting the promotion or appointment to a different classification.
Section 8.3 A probationary employee may be discharged or disciplined without notice, cause or hearing.
Dismissals or discipline of probationary employees shall not be subject to review or appeal. This section is not applicable to employees who accept a promotion or appointment to a different classification.
Section 8.4 An employee shall be retained beyond the end of the probationary period only if the appropriate Department Head affirms that the services of the employee were found to be satisfactory and he/she submits an Employee Development Review Form stating so and a Personnel Action Form authorizing the end of such probation. Such Employee Development Review Form and Personnel Action Form shall be submitted by the Department Head within ten (10) days of the completion of the employee's probationary period or the employee will be considered to have successfully completed his/her probationary period.
Section 8.5 Any time served in a position not listed on Exhibit "B" shall not be included or credited against completion of the twelve (12) month probationary period. 32 13
ARTICLE 9
WAGES AND CLASSIFICATIONS
Section 9.0 Classification shall be based upon the kind and level of the duties and responsibilities of the positions. All positions in the same classification shall be sufficiently alike to permit use of a single descriptive title, requiring the same qualifications, the same test of competence, and the same salary schedule.
Section 9.1 Employees shall be paid the wage established for their classification.
Section 9.2 Wages shall be paid at bi-weekly intervals on Fridays for a pay period ending no earlier than the preceding Saturday. If a pay day falls on a holiday, payments shall be made on the preceding workday.
Section 9.3 It is the intent of the parties that supervisors (bargaining unit or non-bargaining unit) have the authority to exercise responsible leadership and make assignments when needed that results in employees being assigned to work temporarily in a higher classification and to be compensated therefore. When an employee's Department Head or supervisor assigns an employee to temporarily work in a higher classification, then the employee shall be paid at the rate established for the higher classification, if such work in the higher classification is not less than four (4) hours during the work day.
Section 9.4 When an employee is temporarily assigned to work in a classification lower than the employee's regular classification, the employee's rate of pay will not be reduced. An employee may, however, be required to perform the duties of any other classification, which has an equal or lower wage rate.
Section 9.5 Public Works Employees will obtain California Department of Health Services Water Distribution certification to the levels as required for the classifications listed in Exhibit “B”.
Section 9.6 Effective July 1, 2020, the positions of Development Services Technician II, Development Services Technician III, Public Works Parks Maintenance Worker I, and Animal Control Officer will be added to the Exhibit B “Schedule of Wage Rates.”
Section 9.7 The Meter Reader/Service & Warehouse Worker to receive Building Inspector wage for each hour when filling in for building/code enforcement inspections.
ARTICLE 10
DISMISSAL AND RESIGNATION
Section 10.0 - Discipline This article applies to regular employees in the position classifications listed in Exhibit "B". Probationary, temporary, interim, intern, and all employees other than regular employees may be discharged or disciplined without compliance with this article and without notice or a hearing.
Section 10.1 - Regular A regular employee is an employee who has successfully completed the twelve (12) month probationary period in a full-time non-temporary appointment to a non-temporary, non-interim position classification listed on Exhibit "B".
Section 10.2 - Cause A regular employee may be subject to disciplinary action by the City for cause.
The City retains the right to discipline employees for any reason, which is in the best interest of the City. Causes for disciplinary action include, but are not limited to, the following:
a. Incompetence or inefficiency in the performance of the duties of his/her position. 33 14
b. Insubordination, including but not limited to, refusal to do assigned work or refusal to follow directives.
c. Carelessness or negligence in the performance of duty or in the care or use of property. d. Discourteous, offensive, or abusive conduct or language toward other employees or the public. e. Dishonesty.
f. Drinking alcoholic beverages or illegal use or possession of controlled substances on the job, or reporting for work while under the influence of alcoholic beverages or controlled substances. g. Conviction of any crime involving moral turpitude. Moral turpitude, for purposes of employee discipline, will be defined as: fraud, dishonesty, serious sexual offenses, embezzlement, theft, falsification of records, extortion, or other acts contrary to justice, honesty or morality. h. Repeated and unexcused absence or tardiness.
i. Abuse of sick leave privileges.
j. Falsifying any information supplied to the City, including but not limited to, information supplied on application forms, employment records, or any other office records. k. Persistent violation or refusal to obey safety rules or regulations. l. Offering of anything of value or offering any service in exchange for special treatment in connection with the employee's job or employment, or the accepting of anything of value or any service in exchange for granting special treatment to another employee or to any member of the public.
m. Willful or persistent violation of the directives of a supervisor or rules of the City. n. Any willful failure of good conduct tending to injure the public service. o. Abandonment of position.
p. Conviction of any felony involving moral turpitude or the use, possession, sale or transporting of any illegal, restricted, regulated or controlled substance or drug, including, but not limited to, marijuana or any of its derivatives or extracts.
q. Unauthorized entry, copying, possession, use or viewing of personnel or confidential files, documents or information.
r. Violation of the City's sexual harassment policy.
s. Violation of any provision of this memorandum of understanding.
Section 10.3 - Abandonment An employee shall be deemed to have abandoned his/her position if the employee fails to show up for work and perform his/her duties or fails to otherwise notify his/her supervisor for three (3) consecutive work days. The City shall mail a notice to the employee which informs the employee that he/she will be deemed to have resigned from his/her employment with the City unless said employee returns to work and performs his/her duties within one (1) work day from the date the letter is mailed by overnight mail or personally delivered. Said letter shall be mailed by overnight mail or personally delivered to the employee or to the employee's last known address. The employee is responsible for providing the City with the correct address.
Section 10.4 - Notice Prior to the imposition of discipline, except an oral or written reprimand or a suspension without pay of five or fewer working days (this Article does not apply to an oral or written reprimand or a suspension without pay of five or fewer days), a notice of disciplinary action shall be written in ordinary and concise language and served in person or by registered or certified mail on the employee. The notice shall indicate:
a. The specific acts, omissions, reasons or causes upon which the disciplinary action is based. b. The specific rule or regulation, if any, the employee is alleged to have violated. c. The employee's right to a hearing before the City Manager. d. The deadline to request a hearing.
e. The date the discipline will be effective.
f. A card or paper for the employee to sign in order to request an appeal. 34 15
g. Copies of any and all evidence or documents proposed to be used against the employee.
The Department Head shall hand-deliver or mail the Notice of Intent to impose disciplinary action to the employee at the employee’s last known address as reflected on the books and records of the City. The employee is responsible for keeping the City apprised of the employee’s current address. The notice shall include a statement advising the employee of the right to respond to the Notice of Intent before disciplinary action is taken within seven (7) days of the date of service. The employee shall have a right to respond orally, or in writing, or both within seven (7) days of receipt of service of the notice. If the employee wishes a hearing before the Department Head, one must be requested within seven (7) days. The employee shall have the right to be represented at the hearing. The action of the Department Head following the hearing or, if no hearing is requested, shall be final unless appealed to the City Manager. The Department Head shall provide written notice to the employee of the Department Head’s final action. This notice will advise the employee of the right to appeal to the City Manager.
Section 10.5 - Response and Representation If the employee wishes to appeal a disciplinary action, the employee shall provide a Notice of Appeal to the City Manager within seven (7) days of the notice of final disciplinary action. If the employee requests an appeal, the City Manager shall arrange a date for an appeal hearing within ten (10) calendar days of the employee’s Notice of Appeal. This time may be amended on agreement with the employee and City Manager. The employee has the right to representation at the appeal hearing. The City Manager shall conduct the hearing and shall consider all relevant oral and documentary evidence presented for the purpose of determining whether the proposed action is supported factually by the evidence presented. The City Manager shall affirm, overrule, or modify in whole or in part the proposed action.
The City Manager shall render a decision in writing. The decision of the City Manager shall be final. Any action to overturn or modify the decision of the City Manager shall be filed in a court of competent jurisdiction within 90 days of the decision of the City Manager.
Section 10.6 - Suspension Pending Hearing Notwithstanding any of the above, the City Manager has the right to suspend an employee, without pay, immediately and without notice provided that if the suspension is for six (6) working days or longer, all of the above procedures are followed as soon as possible after the suspension is effective, and further provided that if the charges which provided the basis for the suspension are not sustained by the City Manager, that the employee shall receive full salary and benefits for the entire time the employee was suspended.
Section 10.7 - Designee The City Manager may designate any person to serve in his place to perform the duties described of the City Manager.
Section 10.8 - Resignation The intent of any employee to resign his/her employment shall be submitted in writing to his/her immediate supervisor, giving a minimum of ten (10) working days notice. The resignation is effective upon delivery by the employee to his/her immediate supervisor and is deemed irrevocable upon delivery provided, however, that the City Manager may at the City Manager's sole discretion and authority, permit an employee to withdraw the employee's resignation.
ARTICLE 11
SENIORITY
Section 11.0 Seniority is defined as total length of continuous service with the City (including all service in a probationary or regular position with the former Shasta Dam Area Public Utility District) commencing upon the date the employee first rendered paid service in a position classification listed on Exhibit "B". In determining an employee's seniority, the continuity of the employee's service will be deemed to be broken by termination of employment by reason of (1) resignation, (2) discharge for cause, (3) layoff for more than twelve 35 16
(12) consecutive months, (4) failure to return immediately on the expiration of a leave of absence, (5) acceptance of other full-time employment while on leave, or (6) absence without pay, without a leave of absence, in excess of (5) workdays. Continuity of service will not be broken and seniority will accrue when an employee is (a) inducted, enlists or is called to active duty in the Armed Forces of the United States, or service in the Merchant Marine under any Act of Congress which provides that the employee is entitled to re-employment rights, (b) on duty with the National guard, (c) absent due to industrial injury, or (d) on leave of absence if approved by the City Manager.
ARTICLE 12
PROMOTION AND TRANSFER
Section 12.0 When vacancies occur in position classifications listed in Exhibit "A," the City shall post notices of same on designated bulletin boards and a copy of such notices shall be mailed to the Union's Business Representative. Temporary hiring to fill any job classification within the bargaining unit shall neither require posting of notices of same nor mailing of such notices to the Union's Business Representative. Such notices shall be posted for a period of ten (10) calendar days (unless the tenth day is a non-workday, in which case, the closing date shall be the preceding workday) and shall set forth the position vacancy number, the date of posting, the classification, the location, the job definition, the rate of pay and the closing date for receipt of application. Any employee may apply to the City office for consideration in the filling of such vacancies, and the City shall consider any application received prior to 4:00 p.m., on the day specified in the notices for the closing of applications for such positions. In filling such positions, the City shall give consideration to regular employees, who are within the bargaining unit. For purposes of determining the most qualified candidate for the position, the City may utilize written tests, oral board examinations, background investigations, personal interviews, education, experience and seniority with the City as well as any other appropriate methods for evaluating candidates for employment. Where oral board examinations are used, bargaining unit employees may be utilized by the City to participate as observers or examiners as needed. In the event the City determines that written or oral tests or examinations are to be administered for any given position, the City shall, on the posted notice of the availability of a position covered by this section, specify that an oral and/or written test or examination shall be administered, if at all.
Section 12.1 Notwithstanding anything contained herein, the City may select any person it deems appropriate to fill the vacant position, including, but not limited to bargaining unit members who apply for the position. Notwithstanding anything contained herein, the City need not consider the application of any employee who does not possess the knowledge, skill, efficiency, adaptability and physical ability required for the position for which the application is submitted.
Section 12.2 Whenever a vacancy occurs in any job classification, the City may, at its discretion, temporarily fill such vacancy.
Section 12.2.1 The City shall post the results of the filling of any job vacancies on bulletin boards in all work locations. If current employees apply for any vacant position and are rejected, they shall be provided with written notice of the rejection within ten working days of the decision.
Section 12.3 A temporary vacancy is one created by an employee's absence from work due to illness, disability, PTO or leave of absence, or a vacancy of less than six (6) months’ duration.
Section 12.4 Promotion from Maintenance Worker I to Maintenance Worker II The Maintenance Worker I position is an entry level position for new employees in the Public Works function. It is intended by the parties that the employees hired as Maintenance Worker I will receive on-the-job and in-service training within the definitions normally understood to apply to these terms, in preparation for advancement to 36 17
Maintenance Worker II. The City Manager will arrange training opportunities and employee will participate in such training opportunities. Employee will be automatically promoted to Maintenance Worker II upon successfully completing both a probationary period and has obtained a California Department of Health Services Certificate Grade D2.
ARTICLE 13
INCLEMENT WEATHER PRACTICE
Section 13.0 Regular or probationary employees who are unable to work' in the field because of the City's determination that the weather is inclement, after consultation with employees in the field, or because of the City's determination for other reasons that the employee should not work in the field will receive pay for the full day, provided they have reported for duty. After reporting for duty, such employees will be assigned other duties outside the customary course and scope of their job description, held pending emergency calls, or given other instructions.
Section 13.1 The City, in arriving at its determination that the weather is inclement, shall take into account such factors as: (a) employee health and safety; (b) undue hazards, (c) operating requirement; (d) service to public; (e) job site working conditions; (f) anticipated duration of time required to leave unfinished job in safe condition; (g) anticipated duration of inclement weather; and (h) distance from job site to operating headquarters.
ARTICLE 14
HOLIDAYS
Section 14.0 Regular and probationary employees shall be entitled to have following holidays off with pay:
1. January 1 - New Year’s Day
2. Martin Luther King’s Day (Third Monday in January)
3. Presidents’ Day
4. The last Monday in May
5. July 4
6. The first Monday in September
7. November 11, known as Veterans' Day
8. Thanksgiving Day
9. Friday after Thanksgiving
10. Christmas Eve – December 24
11. Christmas Day - December 25
Section 14.1 Except as provided herein, whenever any of the holidays falls on a Sunday, the holiday shall be observed by the City on the following Monday. Whenever any of the holidays falls on a Saturday, the preceding Friday shall be observed by the City as a holiday. Notwithstanding the foregoing, for those employees who are regularly scheduled to work other than Monday through Friday, whenever any of the above-listed holidays fall on a Saturday or Sunday, and that day is an employee's regular work day, the holiday shall be observed on the day before an employee's first regular day off. Whenever a holiday falls on such employee's second regular day off, the holiday shall be observed, the day after such employee's second regular day off.
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ARTICLE 15
PAID TIME OFF
Section 15.0 Regular and probationary full-time employees of the City with a regular work week of forty (40) hours shall accrue annual paid time off (PTO) with pay as follows:
Hours Per Pay Period Days Per Year
0 through 4th year of service 6.15 hours 20 days
5th through 9th year of service 7.69 hours 25 days
10th year of service and over 9.23 hours 30 days
PTO for regular or probationary employees working fewer than 40 hours per week shall be prorated.
Section 15.1 PTO cannot be accrued while an employee is in a non-pay status.
Section 15.2 All PTO shall be scheduled and taken in accordance with the best interest of the City and the department in which the employee is employed and by arrangement with the City Manager and the employee's Department Head. PTO will be scheduled throughout the calendar year. Employees with greater seniority will be given preference over those with less seniority in the selection of a PTO period, provided, however, that if the senior employee splits the employee's PTO by requesting less than a full year's allowance to be scheduled on consecutive workdays, the employee's preferential rights shall only apply on one period in that calendar year prior to all other employees being given consideration in the selection of their first choice PTO period.
Section 15.3 Each employee shall have one (1) hour deducted from his/her accrued PTO for each hour of PTO taken. PTO time taken shall be recorded on the employee's time sheet.
Section 15.4 No PTO request of less than fifteen (15) minutes will be approved. The maximum amount of PTO that may be taken at one time shall not exceed twenty (20) working days without approval by the City Manager.
Section 15.5 Paid PTO shall continue to accrue in accordance with the above provisions during any period of leave with pay.
Section 15.6 The maximum hours of PTO allowance that can be accumulated is as follows:
Years of Service PTO Hours Allowed
0 through 4th year of service 240 hours
5th through 9th year of service 300 hours
10th year of service and over 360 hours
All employees shall schedule PTO hours during the next fiscal year as to keep accrued PTO hours within the above schedule. If the employee fails to so schedule PTO time, then the City may at its discretion schedule the employee on PTO.
Section 15.7 Employees whose employment with the City is terminated for any reason shall, at the time of termination, receive pay for any unused PTO hours previously earned. 38 19
Section 15.8 Effective July 1, 2013. Employee may cash out 40 hours of PTO annually. Limited to one PTO cash out request per year.
ARTICLE 16
SICK LEAVE
Section 16.0 Sick leave with pay shall be accumulated for each regular and probationary employee at the rate of thirty-eight thousandths (.038) of an hour for each regular hour worked, or on paid leave without limit during regular employment with the City.
Section 16.1 Sick leave shall be allowed for an absence due to: (a) beginning with the first (1st) regularly scheduled work hour due to the inability of an employee to be present or perform the employee's duties because of personal illness, off-duty injury or confinement for medical treatment; (b) beginning with the first (1st) regularly scheduled work hour due to infrequent non-chronic illness of the employee's mother, father, brother, sister, spouse, children or parent of a spouse which requires the employee's attendance (this may be granted only at the discretion of the Department Head of the employee); or (c) beginning with the first (1st) regularly scheduled work hour due to pregnancy, when a physician has certified to the employee's physical inability to perform the work due to pregnancy or childbirth, (d) shall include absences for or following the birth of employee's child, (e) beginning with the first (1st) regularly scheduled work hour absent due to illness or injury requiring the employee to be hospitalized and (f) beginning with the first (1st) regularly scheduled work hour absent due to an outpatient surgery procedure or on the job injury.
Section 16.2 The City will require submittal of a sick leave affidavit (attached hereto as Exhibit C) as satisfactory evidence of sickness or disability before payment for sick leave will be made. The City may also require an employee requesting to return to work after sick leave or leave of absence for medical reasons to submit to a medical examination by a physician or physicians approved by City for the purpose of determining that such employee is physically fit and able to perform the duties of the employee's former position without hazard to the employee, or to the employee's fellow employees or to the employee's own permanent health or to the public. Such examination or examinations shall be at the sole expense of the City and the report from the physician shall be made to the City Manager.
Section 16.3 If a holiday which an employee is entitled to have off with pay occurs on a workday during the time an employee is absent on sick leave, the employee shall receive pay for the holiday as such and it shall not be counted as a day of sick leave.
Section 16.4 Each employee shall have one (1) hour deducted from his/her accrued sick leave time for each regularly scheduled working hour that he/she is on paid sick leave. Sick leave time taken shall be recorded on the employee's time sheet.
Section 16.5 In the event that an employee is absent on paid sick leave in excess of three (3) consecutive working days, the employee may be required to file with the appropriate Department Head a written statement by a physician certifying that the employee's condition prevented him/her from performing the duties of his/her position.
Section 16.6 Whenever a regular employee voluntarily terminates employment after ten (10) or more consecutive years of service, the employee may elect to be paid at the employee's regular rate of pay for twenty-five percent (25%) of his/her accumulated sick leave hours, provided, however, that the maximum payment shall be for no more than one hundred (100) hours. Upon retirement, employees hired prior to July 1, 2016 may elect to have any remaining sick leave balance, if applicable, converted to service credit per PERS 39 20
Section 20965. Employees hired after July 1, 2016 may not elect a sick leave payout, all sick hours at the time of retirement may be converted to service credit per PERS Section 20965.
Section 16.7 In the event that an employee becomes ill during working hours and is placed on paid sick leave prior to the close of the work day, such paid sick leave shall be calculated to the nearest hour.
Section 16.8 In the event an employee uses all accrued sick leave and PTO and is still unable to return to work, the employee may request an unpaid leave of absence. If the employee does not return to work within 180 days of exhaustion of sick leave and PTO, then the employee may be discharged from employment.
Section 16.8.1 An Employee who has been continuously employed by the City for five (5) years and who has exhausted his/her entire balance of sick leave, PTO leave and all other paid leaves, if any, and who has been absent from work for twenty (20) working days in any consecutive six (6) months (including time off from work on sick leave) due to an illness or injury which is not covered by industrial accident leave, Section 17, (the qualified employee) is eligible for the benefits of this section.
An employee who is absent from work under the provisions of Section 17, Industrial Accident Leave, is not a qualified employee under this Section and is not eligible for the benefits of this Section. Upon the written request of the qualified employee to the City Manager or designee, the City Manager or designee shall issue to all employees a "call for donations" for sick leave. The "call for donations" shall specify the name of the requesting qualified employee. Employees may, within twenty (20) days of the issuance of the "call for donations," respond thereto and request in writing that the City transfer to the qualified employee up to, but no greater than, five (5) days of sick leave from the responding employee to the qualified employee. The dollar value of the sick leave of the responding employee shall be calculated and translated into the appropriate amount of sick leave for the qualified employee based on the qualified employee's rate of pay. A "call for donations" for a qualified employee shall be issued for that qualified employee, upon his or her written request, not more often than once every sixty (60) days. If the qualified employee ceases to be an employee of the City at any time after the transfer of sick leave from responding employees, any sick leave credited to the qualified employee shall remain as an account on the City's records and shall be automatically credited by the City to the next qualified employee who requests that the City Manager issue a "call for donations. " If the qualified employee returns to work, then any sick leave credited to the qualified employee shall remain credited to the employee's sick leave account balance and shall not be returned to the responding employee(s) sick leave account.
Section 16.9 An employee shall continue to earn sick leave as provided in Section 16.0 while on paid leave of absence due to illness.
Section 16.10 On termination of employment, no salary will be paid for sick leave days not used, except as provided in 16.6.
ARTICLE 17
INDUSTRIAL ACCIDENT LEAVE
Section 17.0 In the event that any employee of the City is absent from work as a result of any injury or disease, which comes under the State of California Workers Compensation Insurance and Safety Act, such absence shall be considered to be industrial accident leave. Industrial accident leave shall be noted on the employee's time sheet.
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Section 17.1 Any employee on industrial accident leave shall continue to be compensated pursuant to Disability Insurance Compensation provisions. Any employee on Industrial Accident and Illness Leave shall be entitled to use the sick leave benefits of Article 16 in conjunction with the compensation pursuant to the disability insurance compensation provisions, so as to be paid up to, but not exceeding, full salary. Excess compensation shall not be paid, and any employee receiving compensation in excess of their regular compensation shall remit overpayments to the City, immediately.
Section 17.2 Industrial accident leave shall begin the first day of such absence and shall continue for a total of not more than six (6) months.
Section 17.2.1 In the event that an employee who has returned to duty from industrial accident leave is subsequently absent from work as a result of the same injury or disease, such absence shall be considered to be a part of the original industrial accident leave.
Section 17.3 PTO and sick leave shall not accrue for any employee on industrial accident leave.
Section 17.4 All injuries sustained in the course of employment shall be reported at once to the Department Head who shall file a written accident investigation report to the City Manager.
Section 17.5 The Department Head shall, within 24 hours, submit a copy of all reported injuries to the City Manager.
Section 17.6 The City shall continue to contribute the maximum premium for medical, hospital, surgical, major medical, life, dental and vision insurance as set forth in Section 20.3 for a combined maximum of 6 months during any 36 months when a regular employee is absent from work as a result of any injury or disease which is covered by Industrial Accident Leave. In no event shall the City pay its contribution for such insurance in excess of 6 months during any 36 months while a regular employee is absent on Industrial Accident Leave.
ARTICLE 18
JURY DUTY
Section 18.0 In the event an employee is duly summoned to any court for the purpose of performing jury duty or for the purpose of serving as a witness for the City, the employee shall receive compensation as specified herein.
Section 18.0.1 A paid leave of absence shall not be granted for time spent in court on personal cases or when the appearance as a witness is not connected with his/her official duty. The City will grant an unpaid leave of absence to an employee, if the employee is subpoenaed to testify in court on a case not related to City business.
Section 18.0.2 Employee shall pay to the City any remuneration received from the Court, except expenses for transportation, meals and lodging while on a paid leave of absence.
Section 18.0.3 The employee shall return to work if the employee is excused from jury duty or witness service within normal working hours.
Section 18.0.4 No deduction will be made from the employee's regular earnings for hours lost from scheduled work time as a result of jury duty or witness service for the City. 41 22
ARTICLE 19
LEAVE OF ABSENCE
Section 19.0 An employee may request a leave of absence without pay.
Section 19.0.1 An employee who has need to be absent from work, and who is not eligible for leave with pay, may request to be placed on leave without pay. Leave without pay may be granted by the employee's Department Head. Leave without pay in excess of one week shall require the approval of the employee's Department Head and the City Manager by the issuance of a Personnel Action Form.
Section 19.0.2 An employee on leave without pay shall receive no compensation and shall accumulate no PTO or sick leave while on such leave.
Section 19.0.3 An employee returning to work from leave without pay shall be paid the same salary he/she was paid prior to such leave.
Section 19.0.4 An employee who is on leave without pay shall pay to the appropriate agency all debts usually paid by payroll deductions. The City is not responsible for making any such payments.
Section 19.0.5 Upon the request of an employee, the City and the Union shall discuss the applicability of the Moore-Brown-Roberti Family Rights Act (Government Code section 12945.2 and 19702.3) and the Federal Family and Medical Leave Act of 1993 and ascertain the applicability of its provisions with respect to any requested leave of absence.
ARTICLE 20
FRINGE BENEFITS
Section 20.0 Break periods shall be granted all employees in the City. They shall be scheduled to come at approximately mid-morning and mid-afternoon and shall not exceed fifteen (15) minutes each. The break period shall not interfere with the completion of emergency work. The break period is not accumulative.
Section 20.1 Unemployment insurance shall be paid by the City in accordance with the laws of the State of California.
Section 20.2 - Retirement Plan All regular employees are covered by a retirement program by way of an agreement between the City and the State of California Public Employee's Retirement System (PERS).
Section 20.2.1 The City shall contract for the PERS plan identified as Section 21354.3, 3% at 60 and Full and Modified Formula for Local Miscellaneous members. The City shall pay 100% of the city required contribution rate. The employee shall pay 100% of the employee contribution amount for the PERS retirement program. For employees hired after July 1, 2012, the City shall contract with PERS for PERS plan identified as the Section 21353, 2% at 60 and Full and Modified Formula for Local Miscellaneous members, and Section 7522.20 2% at 62 as required under the Public Employees’ Pension Reform Act of 2013 (PEPRA).
Section 20.2.2 The City shall contract with PERS Section 20042, One Year Final Compensation Plan for Local Miscellaneous members, and Section 20965, Credit for Unused Sick Leave for Miscellaneous Members.
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Section 20.3 - Group Insurance Effective the first day of the month following completion of one (1) month's employment, all regular and probationary employees are eligible to participate in group insurance benefits consisting of health, life, vision and dental plans. The City will pay 100% of the PERS Base Plan, at the date of this agreement is the PERS Gold health plan, including dental/life and vision for the term of the agreement for a single, 2-party or family plan. Employees may elect a higher cost single, 2-party or family health plan, however the employee will pay the difference in cost through payroll deductions.
Section 20.3.1 The parties agree the Union may convert health, dental and vision coverage to the Teamsters’ Health Plan Trust if the Union secures PERS approval to allow a separate provider to provide health, dental and vision for Teamsters’ members only, or the Teamsters secure approval of all other bargaining units necessary to permit conversion to the Teamster’s Plan Trust. Should this occur, relevant provisions of this MOU will be replaced by the Teamsters plan, but the amount provided by the City, shall not exceed the amounts which would be committed to the programs without conversion to the Teamsters’ plan. The Teamster Plan will provide health, dental and vision coverage for unit employees and health coverage for retirees.
Section 20.3.2 The City will contract with PERS to provide vesting pursuant to Government Code § 22893.
Section 20.3.3 Employees will contribute $40 fixed per pay period (26 pay periods annually) toward retiree health care. The employees deductions will be treated as a pre-tax contribution as allowed by the Internal Revenue Service. All contributions become an asset of the City’s other postemployment retiree health care trust and are not refundable upon separation from the City.
Section 20.4 - Group Disability Insurance Effective the first day of the month following completion of one (1) month's employment, all regular and probationary employees are eligible to participate in the group disability insurance through Unum Life Insurance Company according to the terms, conditions and eligibility requirements of such insurance. The premium for such insurance shall be paid by the City. The Unum Insurance Short-Term Disability Policy is amended to permit a represented employee to be eligible for shortterm disability after a two-week waiting period.
Section 20.5 The Unum Life Insurance Policy will be in the amount of 1.5 times the decedent’s salary rounded to the next higher multiple of $1,000.00 not to exceed $150,000. Represented employees will, at employee’s sole discretion, be permitted to purchase supplemental life insurance through payroll deductions at the employee’s expense if available.
ARTICLE 21
EXPENSE ALLOWANCE
Section 21.0 Travel expense allowances for employees while on City business shall be provided in accordance with regulations established by the City Manager.
Section 21.1 - Travel Claims Travel claims shall be prepared and approved in advance by the requestor’s supervisor and City Manager or designee.
Section 21.1.1 Excess claims for meals and/or lodging associated directly with the conference and meeting being attended may be approved upon documentation.
Section 21.1.2 Upon completion of travel, completed claim form will be submitted to Finance with receipts.
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Section 21.1.3 Mileage will be reimbursed at the current rate specified for reimbursement by the Internal Revenue Service when the employee uses his or her private vehicle.
Section 21.2 If the City requires an employee to perform work for one and one-half (1 1/2) hours or more beyond the regular work hours, it will provide the employee with a meal and with meals at intervals of approximately four (4) hours, but not more than every (5) hours insofar as it is possible for the City to do so.
The reasonable cost of any meal will be at City's expense. This section applies only to unplanned or emergency overtime and not to planned and scheduled in advance overtime.
Section 21.3 In instances of emergency or unplanned overtime, if the City requires an employee to perform work outside of regular hours on either workdays or non-workdays, the City will provide meals at intervals of approximately four (4) hours, but not more than five (5) hours insofar as it is possible for the City to do so and for as long as the work continues. The reasonable cost of any such meal will be at the City's expense.
Where any such work extends into regular work hours on workdays, the foregoing provisions shall be operative until such time as the employee is released from work for the day providing, however, that such work period starts at least two (2) hours or more before regular starting time. The employee may be compensated one hour (1) at the appropriate overtime rate for each overtime meal earned, but not taken.
Section 21.4 When prearranged work is to be performed during regular work hours on non-workdays and the employee is given adequate time to prepare a lunch, the normal lunch practices will be followed on such days.
Section 21.5 The meals provided for herein, are intended to be comparable substitutes for the meals an employee normally consumes.
Section 21.6 The employees performing the duties and responsibilities within the Motor Pool (Equipment Mechanic, Equipment Mechanic Lead Worker and Senior Mechanic) shall provide and maintain the hand tools to be used in the performance of City assigned duties. The City shall not be responsible for maintaining or replacing lost, stolen, or broken hand tools. The City shall be responsible for providing and maintaining those tools and equipment normally provided by vehicular repair shops.
Section 21.7 The City will provide, at its expense, physical examinations required by the State of California for certain classes of driver's licenses for those employees required to have said license, further the City shall reimburse employees for the amount of such license that exceeds the fee' for a regular driver's license.
Section 21.7a Should an employee whose position requires a valid Commercial Driver’s License (CDL) have that license suspended for a period of one year or less, the department will attempt to accommodate the loss by assigning him/her to non CDL-required work or allow a leave of absence up to a combined maximum of one year.
Section 21.8 It is the intent of the parties to provide employees with necessary and appropriate safety equipment, including boots. Boots to be provided will be based on the employee's duties and responsibilities, and the purchase price of which will be subject to the approval of the Employee’s Supervisor. It is intended that the employee have a significant part of the responsibility for selection of style and type within the framework of the City's safety program and policies, as well as with due and appropriate moderation insofar as costs are concerned. The City will provide boots subject to the City's Injury and Illness Prevention Program and Article 7 and subject to meet and confer requirements. The City shall pay a boot rebuilding allowance for boots based on specific policies to be developed by the City and subject to the meet and confer requirements. The boot rebuilding allowance shall be paid upon submission to the City of a receipt for same, or the City may, at its sole 44 25
discretion and authority, establish accounts at suppliers normally providing boots for those employees provided boots required by this article.
ARTICLE 22
PAYROLL DEDUCTIONS
Section 22.0 Deductions of authorized amounts may be made from employees' pay for the following purposes:
Section 22.0.1 Withholding tax, and other Federal and State taxes or contributions.
Section 22.0.2 Contributions to retirement benefits, if applicable.
Section 22.0.3 Payment of life insurance and accidental death and dismemberment insurance program, if applicable.
Section 22.0.4 Payment of medical, dental, vision and/or life insurance premiums.
Section 22.0.5 Payment of other Federal, State or approved employee requested deductions (e.g. child support payments).
Section 22.0.6 Court ordered deductions and garnishments.
Section 22.0.7 Union dues as required by the contract.
Section 22.0.08 Contribution to retiree health care.
ARTICLE 23
BEREAVEMENT LEAVE
Section 23.0 Regular employees shall be entitled to bereavement leave, which shall not be charged against accrued sick leave, up to a maximum of five (5) working days for each non-concurrent death in the immediate family. The employee shall, in writing, notify the Department Head of the time of expected absence and the date of return to work.
Section 23.1 For the purpose of this policy, immediate family means the employee's mother, father, brother, sister, son, daughter, stepchild, grandparent, grandchild, spouse, or spouse's mother, father, brother, sister, son, daughter, grandparent or grandchild or any relative residing in the employee's household.
ARTICLE 24
LAYOFF AND REINSTATEMENT
Section 24.1 This article is applicable only to regular employees who are employed in position classifications described/listed in Exhibit "B" and is not applicable to any other persons.
Section 24.2 When the City decides to layoff regular employees, the City will give affected employees at least two (2) weeks notice of such layoff.
Section 24.3 The order of layoff will be determined by seniority. Employees with the least seniority in a classification as listed on Exhibit "B" "Job Definitions" will be laid off first. Seniority is defined as the day the employee commenced work with the city or its predecessor, the Shasta Dam Area 45 26
Public Utility District. An employee who is to be laid off may elect to displace another employee in a lower paid class if qualified and experienced to perform the lower level duties, and if his/her seniority is greater than that of the employee being displaced. The election by the employee who is to be laid off must be made in writing to the City Manager within five (5) days of the day the employee receives notice of layoff.
Section 24.3.1 Within sixty (60) days of the date the displacement occurs, the employee who elected the displacement must demonstrate that he/she is able to perform the duties of the lower class competently and efficiently. If not, the employee may be laid off in accordance with this policy.
Section 24.4 Within one year of the date the employee was laid off from employment, the City shall offer reemployment in any permanently vacant position in the same or any lower paid classification listed on Exhibit "B" to the most senior laid off employee if the City determines that the employee is qualified to fill the position and based upon the City's evaluation of the prior job performance of the employee. An offer of reemployment shall be mailed to the employee certified mail, return receipt requested. It is the responsibility of the laid off employee to provide written notice to the City of the employee's current mailing address. The employee shall respond in writing within 12 days of the date the offer of reemployment is mailed and shall return to work on the date specified in the offer of reemployment which shall be no earlier than 14 days after the date the offer of reemployment is mailed. If the laid off employee does not timely respond in writing or timely return to work on the date specified, then such non-response or failure to return to work is deemed a denial of the offer of reemployment.
Section 24.4.1 If a laid off employee accepts reemployment in a position other than the position from which the employee was laid off, then the employee must demonstrate that he or she is able to perform the duties of that position within sixty (60) days of the date the employee commences work in the position. If the employee does not so demonstrate that he or she is able to perform the duties of that position, then the City may terminate the employment of the employee and return the employee to laid off status.
Section 24.4.2 If a laid off employee elects to displace another employee or accepts employment in a position other than from which the employee was laid off, then the employee shall be offered reemployment in a permanent vacancy which occurs in the position from which the employee was laid off, for one year from the date of layoff. If an employee elects to displace another employee or accepts employment in a position other than from which the employee was laid off, the City is not required to offer such employee employment in another position which is not the position from which the employee was laid off. Any such offer of reemployment to such position shall be based on the seniority of the laid off employee. Reemployment shall be in the reverse order of layoff with the most senior laid off employee offered reemployment first.
ARTICLE 25
TERM
Section 25.1 This Memorandum of Understanding shall be in effect commencing August 6, 2024 and concluding June 30, 2028.
Section 25.2 Any provision of this Memorandum of Understanding which may be in conflict with any Federal or State law regulation or executive order shall be suspended and inoperative to the extent of and for the duration of such conflict; the balance of this Memorandum of Understanding, however, shall remain in full force and effect.
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Section 25.3 This memorandum of understanding shall not be amended or supplemented except by agreement by the parties hereto, reduced to writing and duly signed by each.
ARTICLE 26
COMPLETION OF NEGOTIATION
This agreement constitutes the full and complete Memorandum of Understanding between the City and the General Teamsters Local No. 137 effective August 6, 2024 through June 30, 2028. Neither party is required to negotiate with the other party on any topic within the scope of negotiation during the term of this agreement. All proposals not included herein are deemed withdrawn and shall be of no force or effect.
SIGNATURE PAGE
IN WITNESS WHEREOF, the undersigned have executed the document this 6th day of August 2024, at the City of Shasta Lake, California.
______________________________________________ _____________________________________________ Jessaca Lugo Heather McFall
City Manager Business Representative
City of Shasta Lake General Teamster Local No. 137
______________________________________________ _____________________________________________ Janice Powell Sage Baker
Mayor Committee Member
City of Shasta Lake General Teamsters Local No. 137
_____________________________________________
Mike Morretino
Committee Member
General Teamsters Local No. 137
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EXHIBIT A
“DRIVERS LICENSE REQUIREMENT”
Possession and maintenance in full force and effect of a valid Class C California driver’s license is required for all covered positions.
Possession and maintenance in full force and effect of a valid Class A or B California drivers license is required of the following positions:
Public Works Maintenance Worker I
Public Works Maintenance Worker II
Public Works Equipment Operator
Public Works Lead Worker
Equipment Mechanic
Equipment Mechanic Lead Worker
Senior Mechanic
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49 Position Classifications Title Effective Aug 7 Effective July 1 Effective July 1 Effective July 1 2024 2025 2026 2027
Account Clerk I 26.28 27.07 27.88 28.72
Account Clerk II 28.57 29.43 30.31 31.22
Animal Control Officer 27.10 27.91 28.75 29.61
Building Inspector 38.06 39.20 40.38 41.59
Code Enforcement Officer 31.40 32.34 33.31 34.31
Development Services Tech I 25.81 26.58 27.38 28.20
Development Services Tech II 28.57 29.43 30.31 31.22
Development Services Tech III 31.35 32.29 33.26 34.26
Engineering Technician II 38.85 40.02 41.22 42.45
Equipment Mechanic 34.38 35.41 36.47 37.57
Equipment Mechanic Lead Worker 38.35 39.50 40.68 41.90
Meter Reader 29.32 30.20 31.11 32.04
Meter Reader/Service & Warehouse Worker 32.58 33.56 34.56 35.60 Operator in Training 28.91 29.78 30.67 31.59
Public Works Equipment Operator 37.42 38.54 39.70 40.89 Public Works Lead Worker 41.09 42.32 43.59 44.90
Public Works Maintenance Worker I 29.61 30.50 31.41 32.36 Public Works Maintenance Worker II 33.98 35.00 36.05 37.13 Public Works Parks Maintenance Worker 25.91 26.69 27.49 28.31 Senior Mechanic 42.25 43.52 44.82 46.17
Senior Wastewater Treatment Plant Operator 46.30 47.69 49.12 50.59 Senior Water Treatment Plant Operator 46.30 47.69 49.12 50.59 Wastewater Treatment Plant Operator 33.64 34.65 35.69 36.76 Wastewater Treatment Plant Operator II 39.70 40.89 42.12 43.38 Water Treatment Plant Operator 33.64 34.65 35.69 36.76
Water Treatment Plant Operator II 39.70 40.89 42.12 43.38 Exhibit "B"
Schedule of Wage Rates
30 EXHIBIT “C”
SICK LEAVE AFFIDAVIT
City of Shasta Lake
Employee Name: Date(s) Absent:
Department: Hours of Sick Leave Used:
I was absent from my scheduled work due to the following reason:
__________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ I confirm that this was a valid use of sick leave in compliance with the City of Shasta Lake's PTO and/or Sick Leave Policy, and if over three days (24 hours) of sick leave have been used, I have attached a doctor’s release:
Employee Signature: Date:
Accepted and Acknowledged:
Department Head: Date:
City Manager: Date:
50 Report and Recommendations 8.1 Reviewed and Approved
City Manager
AGENDA ITEM
City Council
TO: Mayor and City Council Members
FROM: Jessaca Lugo, City Manager
DATE: August 6, 2024
SUBJECT: A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
SHASTA LAKE DESIGNATION OF A VOTING DELEGATE AND
ALTERNATE FOR 2024 LEAGUE OF CALIFORNIA CITIES (CAL
CITIES) CONFERENCE TO BE HELD IN LONG BEACH, CA
FILE NO.:
RECOMMENDATION
Staff recommends that the City Council designate a voting delegate and alternate to act on League of California Cities (Cal Cities) Resolutions at the Annual Business Meeting at the closing of the General Assembly portion of the annual conference.
BACKGROUND
Cal Cities 2024 Annual Conference and Expo will take place from October 16-18 in Long Beach. A key component of the Annual Conference is the Annual Business Meeting, scheduled for the final day of the event.
Developing Cal Cities policy is a dynamic process that engages a wide range of members to ensure that Cal Cities represents California cities with one voice. These policies directly guide Cal Cities' advocacy to promote local decision-making, and lobby against statewide policies that erode local control.
City officials can directly influence Cal Cities policy through the resolutions process and General Assembly. If a resolution passes in the General Assembly, it becomes official Cal Cities policy. To vote at the Annual Business Meeting, the City Council must designate a voting delegate. Additionally, the City may designate an alternate in case the primary delegate is unable to serve.
51 The following are 2024 Resolutions and calendar deadlines for the annual conference:
• Saturday, Aug. 17, 2024: Deadline to submit resolutions, 60 days prior to the opening of the annual conference.
o Any resolutions submitted must have the concurrence of at least five or more cities or city officials from at least five or more cities. Those submitting resolutions must provide written documentation of such concurrence. This may be in the form of a letter from the city or the city official in support. For concurrence by a city official, the official’s city and office held must be included in the letter. All documentation of concurrences must be submitted with the resolution.
• Thursday, Oct. 17, 2024, 8:30 a.m.: Deadline to submit signatures to qualify a petitioned resolution.
• Thursday, Oct. 17, 2024: Resolutions Committee meets to consider and make recommendations on general resolutions and petitioned resolutions. • Friday, Oct. 18, 8:30 a.m.: All voting delegates must be checked in prior to the beginning of the General Assembly. (Voting delegates must be registered to attend the annual conference and must stay until the conclusion of voting.) • Friday, Oct. 18, 8:30 a.m.: Consideration of general resolutions and petitioned resolutions by cities in the General Assembly Meeting.
Staff recommends that the Mayor and City Council:
1. Designate and appoint (1) voting delegate to the 2024 Annual League of California Cities Conference.
2. Designate and appointment (1) voting alternate to the 2024 Annual League of California Cities Conference.
3. Other action
FISCAL IMPACTS:
The City is a Cal Cities member and fund shave been appropriated and available in the budget for Fiscal year 2024-2025.
ATTACHMENTS
Resolution
2024 Cal Cities Voting Delegate Information Packet
DISTRIBUTION
City Council
City Attorney
City Clerk
52 RESOLUTION CC 2024-XX
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SHASTA LAKE
DESIGNATING VOTING DELEGATE(S) FOR THE LEAGUE OF CALIFORNIA CITIES ANNUAL BUSINESS MEETING ON OCTOBER 18, 2024
WHEREAS, members of the City Council may attend the League of California Cities Annual Conference in 2024; and
WHEREAS, The League’s Annual Business Meeting will be held on Friday, October 18, 2024, during which members consider and take action on Resolutions that establish League policy; and
WHEREAS, consistent with League bylaws, a city’s voting delegate must be designated by the City Council.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Shasta Lake as follows:
1. Council Member ________________is hereby designated as the City of Shasta Lake’s voting delegate, for the League of California Cities Annual Business Meeting 2024.
2. Council Member ________________ as the alternate, for the League of California Cities Annual Business Meeting 2024.
PASSED, APPROVED, AND ADOPTED this 6th day of August, 2024, by the following vote:
AYES:
NOES:
ABSENT:
JANICE POWELL, Mayor
ATTEST:
CHARITY TATLOW, Deputy City Clerk
53 54
1400 K Street, Suite 400, Sacramento, CA 95814 • 916.658.8200 • calcities.org
DATE: Wednesday, July 10, 2024
TO: Mayors, Council Members, City Clerks, and City Managers RE: DESIGNATION OF VOTING DELEGATES AND ALTERNATES
League of California Cities Annual Conference and Expo, Oct. 16-18, 2024 Long Beach Convention Center
Every year, the League of California Cities convenes a member-driven General Assembly at the Cal Cities Annual Conference and Expo. The General Assembly is an important opportunity where city officials can directly participate in the development of Cal Cities policy.
Taking place on Oct. 18, the General Assembly is comprised of voting delegates appointed by each member city; every city has one voting delegate. Your appointed voting delegate plays an important role during the General Assembly by representing your city and voting on resolutions.
To cast a vote during the General Assembly, your city must designate a voting delegate and up to two alternate voting delegates, one of whom may vote if the designated voting delegate is unable to serve in that capacity. Voting delegates may either be an elected or appointed official.
Action by Council Required. Consistent with Cal Cities bylaws, a city’s voting delegate and up to two alternates must be designated by the city council. Please note that designating the voting delegate and alternates must be done by city council action and cannot be accomplished by individual action of the mayor or city manager alone.
Following council action, please submit your city’s delegates through the online submission portal by Wed., Sept. 25. When completing the Voting Delegate submission form, you will be asked to attest that council action was taken. You will need to be signed in to your My Cal Cities account when submitting the form.
Submitting your voting delegate form by the deadline will allow us time to establish voting delegate/alternate records prior to the conference and provide pre-conference communications with voting delegates.
Conference Registration Required. The voting delegate and alternates must be registered to attend the conference. They need not register for the entire conference; they may register for Friday only. Conference registration is open on the Cal Cities website.
Council Action Advised by September 25, 2024
55 For a city to cast a vote, one voter must be present at the General Assembly and in possession of the voting delegate card and voting tool. Voting delegates and alternates need to pick up their conference badges before signing in and picking up the voting delegate card at the voting delegate desk. This will enable them to receive the special sticker on their name badges that will admit the voting delegate into the voting area during the General Assembly.
Please view Cal Cities’ event and meeting policy in advance of the conference.
Transferring Voting Card to Non-Designated Individuals Not Allowed. The voting delegate card may be transferred freely between the voting delegate and alternates, but only between the voting delegate and alternates. If the voting delegate and alternates find themselves unable to attend the General Assembly, they may not transfer the voting card to another city official.
Seating Protocol during General Assembly. At the General Assembly, individuals with a voting card will sit in a designated area. Admission to the voting area will be limited to the individual in possession of the voting card and with a special sticker on their name badge identifying them as a voting delegate.
The voting delegate desk, located in the conference registration area of the Long Beach Convention Center in Long Beach, will be open at the following times: Wednesday, Oct. 16, 8:00 a.m.-6:00 p.m. and Thursday, Oct. 17, 7:30 a.m.-4:00 p.m. On Friday, Oct. 18, the voting delegate desk will be open at the General Assembly, starting at 7:30 a.m., but will be closed during roll calls and voting.
The voting procedures that will be used at the conference are attached to this memo.
Please share these procedures and this memo with your council and especially with the individuals that your council designates as your city’s voting delegate and alternates.
Once again, thank you for submitting your voting delegate and alternates by Wednesday, Sept. 25. If you have questions, please contact Zach Seals at [email protected].
Attachments:
• General Assembly Voting Guidelines
• Information Sheet: Cal Cities Resolutions and the General Assembly 56 1400 K Street, Suite 400, Sacramento, CA 95814 • 916.658.8200 • calcities.org General Assembly Voting Guidelines
1. One City One Vote. Each member city has a right to cast one vote on matters pertaining to Cal Cities policy.
2. Designating a City Voting Representative. Prior to the Cal Cities Annual Conference and Expo, each city council may designate a voting delegate and up to two alternates; these individuals are identified on the voting delegate form provided to the Cal Cities Credentials Committee.
3. Registering with the Credentials Committee. The voting delegate, or alternates, may pick up the city's voting card at the voting delegate desk in the conference registration area. Voting delegates and alternates must sign in at the voting delegate desk. Here they will receive a special sticker on their name badge and thus be admitted to the voting area at the General Assembly.
4. Signing Initiated Resolution Petitions. Only those individuals who are voting delegates (or alternates), and who have picked up their city’s voting card by providing a signature to the credentials committee at the voting delegate desk, may sign petitions to initiate a resolution.
5. Voting. To cast the city's vote, a city official must have in their possession the city's voting card and voting tool; and be registered with the credentials committee. The voting card may be transferred freely between the voting delegate and alternates but may not be transferred to another city official who is neither a voting delegate nor alternate.
6. Voting Area at General Assembly. At the General Assembly, individuals with a voting card will sit in a designated area. Admission to the voting area will be limited to the individual in possession of the voting card and with a special sticker on their name badge identifying them as a voting delegate.
7. Resolving Disputes. In case of dispute, the credentials committee will determine the validity of signatures on petitioned resolutions and the right of a city official to vote at the General Assembly.
57 Sixty days before the
Annual Conference
and Expo, Cal Cities
members may submit
policy proposals on
issues of importance
to cities. The resolution must
have the concurrence of at least
five additional member cities or
individual members.
How it works: Cal Cities
Resolutions and the General Assembly
General Assembly
General Resolutions Policy Committees
Developing League of California Cities policy is a dynamic process that engages a wide range of members to ensure Cal Cities represents cities with one voice. These policies directly guide Cal Cities’ advocacy to promote local decision-making, and lobby against statewide policies that erode local control.
The resolutions process and General Assembly is one way that city officials can directly participate in the development of Cal Cities policy. If a resolution is approved at the General Assembly, it becomes official Cal Cities policy. Here’s how resolutions and the General Assembly work.
The petitioned
resolution is an
alternate method
to introduce policy
proposals during
the annual conference. The
petition must be signed by
voting delegates from 10% of
member cities, and submitted to
the Cal Cities President at least
24 hours before the beginning
of the General Assembly.
Petitioned Resolutions
The Cal Cities
President assigns
general resolutions
to policy committees
where members
review, debate, and recommend
positions for each policy proposal.
Recommendations are forwarded
to the Resolutions Committee.
Who’s who
The Resolutions Committee
includes representatives
from each Cal Cities
diversity caucus, regional
division, municipal
department, and policy
committee, as well as
individuals appointed by
the Cal Cities president.
Voting delegates
are appointed by each
member city; every city
has one voting delegate.
The General Assembly is a
meeting of the collective
body of all voting
delegates —one from
every member city.
Seven policy committees
meet throughout the year
to review and recommend
positions to take on bills
and regulatory proposals.
Policy committees include
members from each Cal
Cities diversity caucus,
regional division, and
municipal department,
as well as individuals
appointed by the Cal
Cities president.
During the General Assembly, voting delegates
debate and consider general and petitioned
resolutions forwarded by the Resolutions
Committee. Potential Cal Cities bylaws
amendments are also considered at this meeting.
Cal Cities policy
development is a memberinformed process,
grounded in the voices and
experiences of city officials
throughout the state.
For more information visit www.calcities.org/general-assembly Prior to the Annual Conference and Expo
Resolutions Committee
The Resolutions
Committee considers
all resolutions. General
Resolutions approved1 by
either a policy committee
or the Resolutions Committee are next
considered by the General Assembly.
General resolutions not approved, or
referred for further study by both a
policy committee and the Resolutions
Committee do not go to the General
Assembly. All Petitioned Resolutions
are considered by the General
Assembly, unless disqualified.2
During the Annual Conference and Expo
1 The Resolution Committee can amend a general resolution prior to sending it to the General Assembly. 2 Petitioned Resolutions may be disqualified by the Resolutions Committee according to Cal Cities Bylaws Article VI. Sec. 5(f). 58 Report and Recommendations 8.2 Reviewed and Approved
City Manager
AGENDA ITEM
City Council
TO: Mayor and City Council Members
FROM: Will Bond, City Engineer/Public Works Director
Laura Fisher, Utility Billing Supervisor
DATE: August 6, 2024
SUBJECT: A RESOLUTION OF THE CITY OF SHASTA LAKE CITY COUNCIL TO DECLARE NEPTUNE TECHNOLOGY GROUP A SOLESOURCE PROVIDER FOR WATER METER REGISTER AND
PURCHASE REGISTERS SOLELY FROM FERGUSON
WATERWORKS
FILE NO.: (New)
RECOMMENDATION
Staff requests that the City Council consider approving acquisition of all new City of Shasta Lake (City) water meter registers from Neptune Technology Group (Neptune) and authorize the City Manager to enter into an agreement to purchase the Neptune registers from Ferguson Waterworks (Ferguson), who is Neptune’s sole authorized distributor in California, in the amount not to exceed $250,000.00 or as approved by the current City budget for fiscal year (FY) 2024/2025 through FY 2026/2027.
BACKGROUND
The City’s Badger Recordall Flow (RTR) water meters, deployed in 2008/2009, have a battery life expectancy of 10-12 years. These meters comprise three parts: the meter body, register, and endpoint. While the meter bodies remain functional, the registers and endpoints need replacement due to dying batteries. Badger has shifted to a cellular platform, prompting the City to explore new metering solutions for its 3,850 water customers. Currently, 350 meters no longer signal to the network, requiring manual readings and causing billing inefficiencies.
Badger meters use the electric department’s AMI infrastructure for communication, but Badger's discontinuation of their integrated solution has led to challenges, including the 59 need for Staff to convert the Badger/ORION interface to TUNet’s TRUscan interface. This transition has increased the urgency to
implement a new metering solution.
Staff began exploring replacements in
2020, starting with Badger's cellular option,
which proved costly and impractical due to
the need for additional infrastructure and
maintenance. ITRON and Neptune,
compatible with TUNet, were then
considered.
The ITRON 100 Series Endpoint, while
functional, presented installation
challenges and higher costs due to the
need for both new registers and endpoints.
Conversely, the Neptune R900I
register/endpoint, designed to retrofit
Badger meter bodies, aligned better with
the City's goals and existing infrastructure.
Four Neptune meters have been tested
since February 2022, showing positive
results.
Ferguson Waterworks, the sole provider of
Neptune R900I in California, offered the
City special pricing until June 30, 2025. The City will use the 2024-25 budget of $250,000 to secure hardware and software, starting with 1,050 Neptune R900I units and continuing replacement over three years.
FISCAL IMPACTS:
This project is funded through currently budgeted Water utility funds (510-340) at $250,000 per year for FY2024/2025 and FY2025/2026.
ATTACHMENTS
Neptune Background Memo
Resolution
Neptune E-coder R900i product sheet
Neptune supplier letter 07/17/2024
DISTRIBUTION
City Council
Finance
Public Works
Electric
60 RESOLUTION CC 2024-XX
__________________________________________________________________________
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SHASTA LAKE CITY
COUNCIL TO APPROVE SOLE-SOURCE ACQUISITION OF ALL WATER METER
REGISTERS FROM NEPTUNE TECHNOLOGY GROUP THROUGH NEPTUNE TECHNOLOGY GROUP’S SOLE AUTHORIZED DISTRIBUTOR FERGUSON
WATERWORKS FOR THE PURCHASE OF WATER METER REGISTERS
__________________________________________________________________________ WHEREAS, many of the City’s 3,800± water meter registers are nearing the end of their useful life; and
WHEREAS, the existing register’s communications software is no long supported; and WHEREAS, the City ran a pilot testing program of various registers and integration with our communications and billing software; and
WHEREAS, Water meter register replacement is in the latest 5-year water utility capital improvement plan adopted by City Council in the amount of $250,000 per year for Fiscal Year(s) 2024-2025 through 2026-2027; and
WHEREAS, Water meter register replacement is included in the approved Fiscal Year(s) 2024-2025 and 2025-2026 budget; and
WHEREAS, Neptune Technology Group utilizes Ferguson Waterworks as its sole, exclusive distributor in California; and
WHEREAS, pursuant to Chapter 2.32 “Purchasing System,” the annual purchase amount exceeds the tier 2 purchasing limit for exceptions to competitive bidding requirements, therefore requires City Council approval.
NOW, THEREFORE, BE IT RESOLVED that the City of Shasta Lake hereby approves sole-source acquisition of all City of Shasta Lake water meter registers from Neptune Technology Group through Neptune Technology Group’s sole authorized distributor; Ferguson Waterworks for the purchase of water meter registers not to exceed $250,000.00 per fiscal year or as approved by the current budget.
PASSED, APPROVED, AND ADOPTED this 6th day of August, 2024, by the following vote:
AYES:
NOES:
ABSENT:
JANICE POWELL, Mayor
61 ATTEST:
CHARITY TATLOW, Deputy City Clerk
62 MEMO
Date: August 6, 2024
To: Jessaca Lugo, City Manager
From: Laura Fisher, Utilities Billing and Customer Service Supervisor Subject: Background Information on Neptune Water Meter Registers from Ferguson Waterworks
The City’s current Badger Recordall Flow (RTR) water meters were deployed in 2008/2009 with a battery life expectancy of 10-12 years for the endpoints (antennas). Water meters are comprised of 3 parts, the meter body, register and endpoint. The Badger meter bodies do not need to be replaced which is a large cost savings to the City with material and labor. The register and endpoint are the focus for this replacement project as the City is now in year 16, with endpoint battery’s dying weekly. Badger is no longer providing the integrated metering solution the City is accustomed to, as they have moved to a Cellular platform. This prompted Staff to explore a new metering solution for our 3,850 water customers, keeping the goal of minimal impact to the existing Advanced Metering Infrastructure (AMI) in place, as well as costs to a minimum. We currently have 350 meters no longer signaling into the network, which means Staff is manually reading and billing these customer meters monthly. The existing meters no longer send in daily usage, requiring Staff to manually read and convert raw reads for billing. Furthermore, billing has lost visibility on leaks and tampers for our customers and billing management. It was also found the middleware Read Center that is used to convert water reads for Badger is no longer supported and starting to malfunction.
The City's Badger water meters communicate through the electric departments AMI infrastructure, leveraging an established framework with trained and dedicated electric and billing personnel who keep hardware and software optimized for both water and electric metering. How this works is a water meter sends out a signal heard by a surrounding electric meter, which in turn communicates into a Collector. Collectors are strategically placed throughout the City and have the capacity to collect up to 250 electric meter reads along with the collected water reads. Collectors then send all data into TUNet read ware, where hourly reads, leaks/tampers are recorded, and read history is stored for use in billing, internal analysis, customer service, and reporting. As a result of Badger discontinuing their Integrated solution, TUNet no longer supports the Badger/ORION interface where water data was stored within the system. Earlier this year the utility billing department had to convert the existing Badger/ORION interface into TUNet’s TRUscan interface in order to continue managing water reads for the City. This has required Staff’s time to implement and manage 63 as well as change the way water meters will need to be managed going forward. This change has increased the urgency to implement our new metering solution so processes can be built and automated for ease of billing. From TUNet, read files import into Read Center, a middleware responsible for converting reads and syncing meters with utility accounts. The converted file is then pulled from Read Center into Incode for billing.
Staff began exploring meter replacement in 2020, starting with Badger. With Badger no longer supporting an integrated read structure, moving to Cellular, Badger Representatives came on site to present this option. It was found the City would have to replace roughly 90% of our Badger RTR registers and endpoints with Cellular capable Badger HRE registers all at once instead of swapping meters as needed. The City would need to install water specific Collectors in the field, integrate new stand alone software to manage meter reads as well as build new functionality within the existing billing software. Badger ran a cellular propagation study that showed the City would need to add additional communication infrastructure in the outlying areas of town with hopes to collect remote read signals but it could not be guaranteed at the time. In wanting to keep costs within reason, Staff did not feel this was a viable approach as there would be a significant cost to launching a new independent framework for reading water meters and abandoning the AMI system already in place. Staff support would need to be directed toward building & maintaining the communication network, installing collector equipment, troubleshooting system issues, and maintaining new software with high annual subscription fee’s. With Badger moving away from an integrated platform, other manufacturers produced retrofit designs to work with Badger hardware. Since ITRON and Neptune are two manufacturers that work with TUNet as their read ware solution, Staff went this direction with testing.
The ITRON 100 Series Endpoint connects to the Badger HRE register that replaced the RTR register. In recent years, the city replaced RTRs with the newer HREs as needed. However, the majority of meters in the ground are still RTRs and noncompatible with the ITRON endpoints, increasing the cost for this option having to purchase both the register and endpoint. The ITRON endpoint is a tower like unit we found did not easily fit in meter boxes.
It stands tall and wide and lacks the capability of coming out of the meter box in a secure manner when there is a metal lid or in order to improve signal strength in the future when the signals begin to weaken. Replacement would likely involve using the Public Works Vac Truck to clear dirt and roots out of meter boxes to allow space for the tower and lid to close. The reads were coming into TUNet but required further configuration than what we were currently doing to convert for billing. The ITRON endpoint starts as a basic unit and allows for add-on features such as leak and tamper detection and mounting kits. The cost of this endpoint to make features similar to what the City currently has was $250.00 in 2020, and if a new HRE register was needed, that was an additional $225.00 at that time. Staff did not explore the handheld device to read unread meters and the software that would be needed to collect those reads, as we were already finding the Neptune R900I series meters to be more in line with our goals. The quote for the ITRON 100 Series endpoint and picture are included. 64 At the same time, Staff tested the Neptune R900I register/endpoint, which is a retrofit design for Badger meter bodies. TUNet and Neptune solidified their partnership in 2021 and have continued to improve functionality for a better end-user experience. Neptune R900I meters look and behave identically to the Badger meters, as well as communicate through our existing AMI infrastructure. Four meters has been placed at various test sites since February 2022 allowing Staff time to work with Neptune and TUNet to identify what changes needed to effectively integrate these meters with the existing Badgers until all Badger registers and endpoints are eventually replaced. Deployment for Neptune meters would be immediate for the 350 meters that are no longer signaling in, and moving forward, meters will be replaced over a 3-year span with Staff handling the installation. Neptune solely contracts through Ferguson Waterworks in California, which has a local branch available for onsite support should we encounter issues or bad endpoints requiring replacement. There will be a onetime purchase of a handheld reading device and supporting Neptune 360 software (quote attached) in order for the Meter Reader to collect reads that fail to communicate on the end read date for the billing cycle. This happens due to a variety of reasons (i.e. weather, communication issues, metal lids etc..) The device blue tooths back to the N360 software that will interface with the billing software.
Ferguson Waterworks is the sole provider of the Neptune R900I series in California with a local branch for onsite support. Ferguson has offered the City of Shasta Lake special pricing until 6/30/2025 of $221.65 per register with endpoint. Standard pricing is $319.61, both amounts include sales tax. The Handheld device is a one-time charge of $5,700.00. The Neptune 360 software includes a one-time setup and onsite training fee of $3,416.67. Going forward, the annual subscription for the N360 Software is $1,091.80. It would be the goal of Staff to utilize the 2024-25 budget dollars of $250,000.00 to secure the hardware and software for start-up and purchase up to 1,050 Neptune R900I series register w/ endpoints in this first year and continue as ongoing maintenance to replace to Badger meters with Neptunes.
65 Easy Installation,
Seamless Integration
• Eliminate the hassle of endpoint
programming and wiring
• Flexible meter reading options with
simultaneous AMR/AMI capabilities
• Peace of mind with access to 96
days of stored history
• Prevent tampering and
environmental damage with no
external wires
• Improve quality of service and
billing accuracy with detailed
consumption data
• Reduce inventory with an all-in-one
register and endpoint package
• Pinpoint trouble areas quickly with
flags that identify leaks, reverse
flow, and tampering
• Streamline testing and onsite
troubleshooting with on-screen
flow rate and flags
The Neptune® E-CODER®)R900i ™ is designed as an all-in-one package – pairing absolute encoder technology with the reliable connectivity of any Neptune R900® System endpoint. The E-CODER register provides an easy-to-read LCD display combined with flexible AMR/AMI connectivity and is compatible with any Neptune mechanical meter. Integrated endpoints eliminate the hassle of wiring while reliably delivering accurate data to optimize system performance, improve customer service, and support water conservation initiatives.
Neptune® E-CODER®)R900i ™
66 Neptune Technology Group
1600 Alabama Highway 229
Tallassee, AL 36078
800-633-8754 f 334-283-7293
neptunetg.com
© 2022 Neptune Technology Group Inc. All Rights Reserved. The trademarks, logos and service marks displayed in this document herein are the property of Neptune Technology Group Inc., its affiliates or other third parties. Availability and technical specifications are subject to change without notice. 22-007173 PS E-CODER)R900i 02.22 Endpoint Specifications
Electrical Specifications
• Endpoint power: Lithium battery
with capacitor
Transmitter Specifications:
• Two-way endpoint
• Transmissions
°
Standard mobile message
°
Standard fixed network message
°
LoRa fixed network message (only
on LoRaWAN model)
• Transmitter Channels:
°
50 (R900 mobile and fixed
network messages)
°
64 (LoRa fixed network message)
• FCC Verification: Part 15.247
°
Channel Frequency:
902 to 928 MHz
° Frequency hopping,
spread-spectrum
• Meter Reading & Flag Interval:
°
Every 15 minutes
°
Leak, Backflow, Tamper
• Data Logging Interval:
°
96 days of hourly data
Environmental Conditions
• Operating Temperature:
-22ºF to +149ºF (-30ºC to +65ºC)
• Storage Temperature:
-40°F to +158°F (-40°C to +70°C)
• Operating Humidity:
100% condensing, fully submersible
(Pit Set version only)
Materials
• Register Housing:
°
Engineer polymer
°
Roll-sealed copper (Pit Set
version only)
• Lens: Tempered Glass
Resolution & Capacity
High Resolution (8-digit reading)
Size G ft3 m3
T-10 (Includes disc side of TRU/FLO) 5⁄8”, 3⁄4”, 1” 0.1 0.01 0.001 T-10 (Includes disc side of HPPIII) 11
⁄2”, 2” 1 0.1 0.01
HP Turbine (Includes FS Turbine, HPPIII,
Turbine Side of TRU/FLO)
11 ⁄2”, 2”,
3”, 4” 1 0.1 0.01
HP Turbine (Includes FS Turbine, HPPIII,
Turbine Side of TRU/FLO)
6”, 8”,
10” 10 1 0.1
Register Capacity
Size G ft3 m3
T-10®(Includes disc side
of TRU/FLO®) 5
⁄8 ”, 3⁄4”, 1” 10,000,000 1,000,000 100,000
T-10 (Includes disc side
of HPPIII) 11
⁄2”, 2” 100,000,000 10,000,000 1,000,000
HP Turbine (Includes FS
Turbine, HPPIII, Turbine Side
of TRU/FLO)
11 ⁄2”, 2”,
3”, 4” 100,000,000 10,000,000 1,000,000
HP Turbine (Includes FS
Turbine, HPPIII, Turbine Side
of TRU/FLO)
6”, 8”, 10” 1,000,000,000 100,000,000 10,000,000
5 4
3 1
2 6
1 Internal Antenna
2 Optional Antenna Port 2
3 Solar Panel 3
4 Date of Manufacture 4
5 LCD Display 5
6 T-10® Meter 6
LCD Display
• 9-digit display for extra resolution
on manual reads.
RATE
RATE
6 5 4
3 1 2
FLOW INDICATOR
Shows the direction of flow through the meter: ON Water in use. OFF Water not in use.
Flashing Water is running slowly. (-) Reverse flow. (+) Forward flow.
LEAK INDICATOR
Displays a possible leak: OFF No leak indicated. Flashing Intermittent leak indicates that water has been used for at least 50 of the 96 15-minute intervals during a 24-hour period.
On Continuously Indicates water use for all 96 15-minute intervals during a 24-hour period.
RATE OF FLOW
Average flow rate is displayed every twelve seconds on LCD display.
LCD DISPLAY
Nine-digit LCD displays the meter reading in billing units of measure:
U.S. gallons, cubic feet, Imperial gallons, or cubic metres. 1 E-CODER basic reading/customary 6-digit remote reading 2 Customary sweep hand digits
3 E-CoderPLUS reading (8-digit remote reading)
4 Testing units used for diagnostics
5 Extended reading units
6 Customary billing units
RATE RATE
Options
Compatibility
• Available for every size Neptune
mechanical meter
• Handhelds with belt clip
transceiver – mobile RF
• Mobile data collector RF
• Gateway – fixed network RF
• LoRaWAN gateway – fixed network
Units of Measure
• U.S. Gallons, Cubic Feet, Imperial
Gallons, Cubic Metres
Antennas
• Internal antenna (not available on
LoRaWAN)
• Optional through-the-lid antenna
• 18” coax
• 6’ coax
• 20’ coax
Warranty
• Neptune provides a limited warranty
for performance, materials, and
workmanship. See warranty
statement for details.
67 07/17/2024
Re: Neptune Meter and Parts Procurement
To Whom it May Concern:
In order to meet procurement requirements and provide the City of Shasta Lake with optimum sales and customer experience, Neptune supports utilizing Ferguson Waterworks, our exclusive distributor for California. Neptune takes a single distributor approach to cover hardened territories set forth in our distributor agreements. Ferguson is a Level One distributor of Neptune which is the highest rank meaning they commit extra time to training and have certified sales and support team to support the Neptune product line and unique customer needs when it comes to water meter sales and system support.
If you have any questions, please feel free to contact me at any time. My contact information is provided below. Otherwise, we look forward to being your most valued partner when it comes to the business of water.
Sincerely,
Matt Emslie
Neptune Technology Group
Territory Manager
[email protected]
209-509-3756
68