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HomeMy WebLinkAbout00-182 Resolution No. 00-182 RESOLUTION AUTHORIZING EXECUTION OF AN AGREEMENT WITH THE CLERICAL AND TECHNICAL GROUP SEIU LOCAL 73 WHEREAS, representatives of the City of Elgin and representatives of the Clerical and Technical Group SEIU Local 73 have met and discussed wages, fringe benefits and other working conditions; and WHEREAS, said representatives have submitted for review and approval by the City Council an agreement pertaining to such matters ; and WHEREAS, the City Council has reviewed said agreement and finds that it is fair and equitable for the City of Elgin and employees covered by it . NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF ELGIN, ILLINOIS, that it hereby approves the proposed agreement between the City of Elgin and the Clerical and Technical Group SEIU Local 73 , a copy of which is attached hereto and made a part hereof by reference . BE IT FURTHER RESOLVED that Joyce A. Parker, City Manager, and Dolonna Mecum, City Clerk, be and are hereby authorized and directed to execute said agreement on behalf of the City of Elgin. s/ Ed Schock Ed Schock, Mayor Presented: August 9, 2000 Adopted: August 9, 2000 Omnibus Vote : Yeas 7 Nays 0 Attest : s/ Dolonna Mecum Dolonna Mecum, City Clerk AGREEMENT Between CITY OF ELGIN And Clerical and Technical Group SEIU Local 73 1999-2002 TABLE OF CONTENTS PAGE PREAMBLE 1 ITEM 1. RECOGNITION 2 ITEM 2. MANAGEMENT RESPONSIBILITIES 3 Sub-contracting 3 ITEM 3. NON-INTERRUPTION OF WORK 4 ITEM 4. UNION RIGHTS 5 ITEM 5. ANTI-DISCRIMINATION 6 ITEM 6. UNION SECURITY 7 Section a. Checkoff 7 Section b. Fair Share 7 Section c. Fair Representation Section d. Indemnification 8 Section e. Civil Service Commission Section f. New Hires 8 ITEM 7. SENIORITY 9 Section a. Definition and Accumulation 9 Section b. Termination of Seniority 9 Section c. Probationary Period 9 Section d. Job Vacancies 10 Section e. Career Ladder 10 ITEM 8. LAYOFF AND RECALL 11 Section a. Layoffs 11 Section b. Recall List 12 Section c. Order of Recall 12 ITEM 9. WAGES 13 Section a. Salaries 13 Section b. Retroactivity 13 Section c. Training Bonus 13 Section d. Job Reclassificatioh 13 ITEM 10. HOURS OF WORK AND OVERTIME 14 Section a. Application of This Article 14 Section b. Normal Work Week 14 Section c. Work Schedule Change 14 Section d. Overtime Pay 14 Section e. Schedule and Anticipated Overtime 15 Section f. Standby 15 Section g. Callouts 15 Section h. Standby/Callout Policy-Maintenance Technicians . . . . 15 Section i. Compensatory Time 16 Section j . Travel Time - Training 16 Section k. Travel Time - Court 16 Section 1. No Pyramiding 16 ITEM 11. HOLIDAYS AND PERSONAL DAYS 17 Section a. Holiday Observance 17 Section b. Christmas and New Years Eve Holidays 17 Section d. Holiday Pay Eligibility 18 Section e. Personal Days 18 Section f. Personal Day Conversion 18 Section g. Overtime Computation 18 ITEM 12. VACATIONS 19 Section a. Accrual 19 Section b. Vacation Pay 19 Section c. Increasing Vacation 19 Section d. Scheduling 20 Section e. Scheduling - Shift Employees 20 ITEM 13. SICK LEAVE 21 Section a. Accrual 21 Section b. Injury or Surgery _ 21 Section c. Conversion • 21 Section d. Attendance Incentive Recognition 22 ITEM 14. MEDICAL AND HEALTH PLANS 23 Section a. Medical Insurance 23 Section b. Health Maintenance Organization 23 Section c. Retiree Participation 23 ITEM 15. WORKER'S COMPENSATION 24 ITEM 16. DENTAL AND OPTICAL PLANS 25 ITEM 17. LIFE INSURANCE 26 ITEM 18. UNIFORM ALLOWANCE 27 Quartermaster System 27 Uniform Maintenance Allowance 27 ITEM 19. GRIEVANCE PROCEDURE 28 Section a. Definition of Grievance 28 Section b. Grievance Procedure 28 Section c. Time Limits 29 Section d. Investigation and Discussion of Grievance 29 Section e. Civil Service Commission 29 Section f. Disciplinary Suspensions or Deductions from Pay . . . 29 Section g. Precedence of Agreement 30 Section h. Meeting Prior to Suspension or Termination 30 -iii- ITEM 20. DRUG TESTING AND SUBSTANCE ABUSE 31 ITEM 21. ENTIRE AGREEMENT 32 ITEM 22. SAVINGS 33 ITEM 23. TERM 34 Retroactivity 34 ATTACHMENT 'A 36 • PREAMBLE This Agreement is made by and between the City of Elgin (herein Called "City") and the Clerical/Technical Employee Group (herein called "Group") for and on behalf of all non-probationary full-time occupants of the positions listed in Attachment 'A' . Said Agreement shall constitute the entire agreement between the parties for the period December 19, 1999, through December 28, 2002, setting forth wages, hours, and other terms and Conditions of employment, with the City retaining all other rights to operate the City government effectively in a responsible and efficient manner. Each employee covered by this Agreement will receive a copy of the final executed Agreement . ITEM 1 RECOGNITION Section 1. Bargaining Unit. The City recognizes the Union SEIU Local 73, as the sole bargaining representative for the purposes of establishing wages, hours and conditions of employment for all full- time employees of the Clerical Technical Employee Group who are in the classifications listed in Attachment "A" . All other employees of the City are excluded, including, but not limited to part-time; seasonal; and short-term employees; and all confidential employees, managerial employees and supervisory employees . Absent a significant change in work duties or responsibilities, those persons originally included within the bargaining unit under the Illinois State Labor Relations Board (ISLRB) certification shall continue as bargaining unit members and those persons excluded under the ISLRB' s certification shall remain excluded. The employer agrees that it will not reduce the work hours of bargaining unit employees for the purpose of removing such employees from the bargaining unit under this section. Section 2 . Classifications . The classifications found in Attachment "A" are for descriptive purposes only. The City will not arbitrarily change or eliminate classifications nor will it use this provision to reduce the compensation levels of existing employees whose duties have not changed. Furthermore, the City will not create a new department and transfer work performed by bargaining unit personnel to that department with the intent of avoiding the terms of this Agreement. The City shall meet and negotiate with the Union any aspect of this section that is required to be negotiated by law. 2 ITEM 2 MANAGEMENT RESPONSIBILITIES The City shall retain the sole right and authority to operate and direct the affairs of the City and its various operating departments in all its various aspects, including, but not limited to, all rights and authority exercised by the City prior to the execution of this Agreement, except as modified in this Agreement. Among the rights retained is the City' s right to determine its mission, policies, and set forth 'all standards of service offered to the public; to plan, direct, control and determine the operations or services to be conducted by operating departments and by employees of the City; to determine the methods, means and number of personnel needed to carry out each department' s mission; to direct the working forces, to schedule and assign work, and to assign overtime; to hire, assign and transfer employees; to promote, demote, discipline or suspend; to discharge for just cause; to lay off or relieve employees due to lack of work or other legitimate reasons; to establish work and productivity standards; to make, publish and enforce rules and regulations; to contract out for goods and services; to introduce new or improved methods, equipment or facilities; and to take any and all actions as may be necessary to carry out the mission of the City in situations of civil emergency, provided, however, that the exercise of any of the above rights shall not conflict with any of the specific provisions of this Agreement, nor shall such rights be exercised in an arbitrary and capricious manner. Any matters within the jurisdiction of the Elgin Civil Service Commission, as prescribed by the Illinois Revised Statutes and the Rules and Regulations of the Elgin Civil Service Commission, shall not be affected by the terms of this Article. Sub-Contracting. It is the general policy of the City to utilize its employees to perform work they are qualified to perform. However, the City reserves the right, in determining its mission and setting forth all standards of service offered to the public, to supplement its existing workforce by contracting out any work it deems necessary in the interest of efficiency, economy, improved work product, or emergency, including, but not limited to, natural and manmade disasters . No employee shall be laid off as a result of any decision by the City to subcontract any work performed by employees covered by this Agreement. 3 .- . _ r ITEM 3 NON-INTERRUPTION OF WORK During the term of this Agreement, the Group, its Officers and agents, and the employees covered by this Agreement agree not to instigate, promote, sponsor, engage in, or condone any strike, sympathy strike, concerted stoppage of work, or any other intentional interruption of operations . Any or all employees who violate any of the provisions of this Article may be discharged or otherwise disciplined by the City, in accordance with the procedures of the Elgin Civil Service Commission. The City will not lock out any employees during the term of this Agreement as a result of a labor dispute with the Group. 4 ITEM 4 UNION RIGHTS Section 1 . Representation Rights . For purpose of collective bargaining, the bargaining unit employees shall be represented as follows: Bargaining Committee: By a Union bargaining committee chosen and designated by the vote of the Union bargaining unit members . Steward Structure: By Union stewards and/or Unit Officers chosen and designated by the vote of the Union bargaining unit members, to represent employees among all departments and shifts . Union Representatives : By Local Union Representatives who may at any time participate and assist the Bargaining Committee and/or Unit Officers and Stewards in the performance of their Union related duties . Section 2 . Bulletin Board. The Union shall be given space for a bulletin board in each building in a place where employees normally gather (time clock, break room, etc. ) for the purpose of displaying Union information of non-political and non-inflammatory nature. Said information will consist of meeting notices, negotiation updates, Steward' s names, Election notices and results and the like . 5 ITEM 5 ANTI-DISCRNINATION The City and the Union agree not to discriminate against employees covered by this Agreement on account of race, religion, creed, color, national origin, sex, age, mental or physical disability, or union activity. Any dispute concerning the application and interpretation of this paragraph shall be processed through the appropriate federal and state agency or court. 6 ITEM 6 UNION SECURITY Section a. Checkoff. Upon receipt of a voluntarily signed written dues authorization card from an employee covered by this Agreement, the City shall, during the term of this Agreement, deduct the uniform bi-weekly Union dues and uniform initiation fees of such employees from their pay and remit such deductions to the Secretary-Treasurer of the Union. Section b. Fair Share . During the term of this Agreement, all non- probationary bargaining unit employees who are not members of the Union shall pay as a condition of employment a fair share fee to the Union for collective bargaining and contract administration services rendered by the Union as the exclusive representative of the employees covered by this Agreement, provided that the fair share fee shall not exceed the dues attributable to being a member of the Union. Such fair share fees shall be deducted by the City from the earnings of non-members and remitted to the Union in the same manner and intervals as Union dues are deducted. The Union shall periodically submit to the City a list of employees covered by this Agreement who are not members of the Union and an affidavit which specifies the amount of the fair share fee. The amount of the fair share fee shall not include any contributions related to the election of or support of any candidate for political office or for any member only benefit. The Union agrees to assume full responsibility to insure full compliance with the requirements laid down by the United States Supreme Court in Chicago Teachers Union v. Hudson, 106 U.S. 1066 (1986) , with respect to the constitutional rights of fair share fee payors . It is specifically agreed that any dispute concerning the amount of the fair share fee and/or the responsibilities of the Union with respect to fair share fee payors as set forth above shall not be subject to the grievance and arbitration procedure set forth in this Agreement . Non-members who object to this fair share fee based upon bona fide religious tenets or teachings shall pay an amount equal to such fair share fee to a non-religious charitable organization mutually agreed upon by the employee and the Union. If the affected non-member and the Union are unable to reach agreement on the organization, the organization shall be selected by the affected non-member from an approved list of charitable organizations established by the Illinois State Labor Relations Board and the payment shall be made to said organization. 7 Section c. Fair Representation. The Union recognizes its responsibility as bargaining agent, and agrees fairly to represent all employees in the bargaining unit', whether or not they are members of the Union. The Union further agrees to indemnify, defend and hold harmless the City and its officials, representatives and agents from any and all claims, demands, suits, or other forms of liability (monetary or otherwise) and for all legal costs resulting from any failure on the part of the Union to fulfill its duty of fair representation. Section d. Indemnification. The Union shall indemnify the City and any Department of the City and hold it harmless against any and all claims, demands, suits, legal costs or other forms of liability, monetary or otherwise, arising out of, or by reason of, any action taken by the City or any Department of the City, at the direction of the Union for the purpose of complying with the provisions of this item. Section e. Civil Service Commission. The Bargaining Unit Chairperson shall be put on the mailing list of the Civil Service Commission to receive meeting notices and agenda including notice of proposed rule, regulation or policy changes to be considered at any regular meeting of the Commission. This requirement shall not, however, restrict the Commission' s right to amend its Rules and Regulations . The terms of this Article shall not be deemed to limit the authority or jurisdiction of the Elgin Civil Service Commission. Section f. New Hires . The City agrees to -complete and provide the Union with a copy of the Union' s "New Employee Information Form" (Attachment " r' ) on every new hire. 8 ITEM 7 SENIORITY Section a. Definition and Accumulation. Unless otherwise provided in this Agreement, seniority shall, for the purpose of this Agreement, be defined as a non-probationary employee ' s length of continuous full-time service in a position covered by this Agreement since the employee' s last date of hire, less adjustments for layoff, approved leave of absence without pay, and all other unauthorized breaks in service . Section b. Termination of Seniority. Seniority and the employment relationship shall be terminated when an employee: a) quits; or b) is discharged for just cause; or c) applies for and is accepted under permanent disability, or is on a non-job related temporary disability for a period in excess of one (1) year; or d) retires; or e) does not report for work within forty-eight (48) hours after the ermination of an authorized leave of absence unless the employee is able to demonstrate that the failure to notify the City was due to extraordinary circumstances beyond the employee 's control; or f) is absent for three (3) consecutive working days without notifying the City unless the employee is able to demonstrate that the failure to notify the City was due to extraordinary circumstances beyond the employees ' control; or g) in laid off and fails to notify the City of his intent to return to work within three (3) working days after receiving notification -of recall or fails to report to work within fourteen (14) calendar days after receiving notification of recall; or h is laid off for a period exceeding two (2) full years . Section c . Probationary Period. All newly hired employees, and those employees rehired after loss of seniority, shall be considered probationary employees until they successfully complete a probationary period of six (6) months (12 months for Communication Operators) , as may be adjusted for any authorized unpaid leaves of absence or other unpaid breaks in service. During the probationary period, a probationary employee may be disciplined, discharged, laid off or otherwise dismissed at the sole discretion of the City, and neither the reason for, or action taken, may be the subject of the grievance procedure. There shall be no seniority among probationary employees . Upon the successful completion of the probationary period, the employee shall receive seniority credit and their seniority shall be retroactive to the last continuous date of employment, less any adjustments . The employee successfully completing the probationary period shall be fully 9 covered by the provisions of this Agreement, except as otherwise stated in this Agreement for those employees appointed under the procedures of the Elgin Civil Service Commission. Section d. Job Vacancies . The City agrees to post on bulletin boards a notice of any opening in any position covered by this Agreement with a detailed explanation of the requirements, salary range and the duties of the position and to provide a copy of such notice to the Unit Chairperson. A copy of the job description for the position will be made available to an applicant upon request. The City further agrees to give special consideration to applicants with prior City service, though the City reserves the right to choose the best available applicant for the job. Promotions to positions outside the bargaining unit shall not be subject to the grievance procedure. Section e. Career Ladder. 1. DEMOTIONS : Both parties agree that demotions shall be in accordance with Article XI, Section 3 of the City of Elgin Civil Service Commission Rules and Regulations . 2 . PROMOTIONAL POSITIONS: All openings in job classifications in salary ranges above the salary range of a bargaining unit employee shall be considered as promotional positions . 3 . ENTRY LEVEL POSITIONS : All positions in job classifications in salary equal to the salary range of the lowest paid bargaining unit employee shall be considered as entry level positions . 4 . APPLICATION OPPORTUNITY: Any interested bargaining unit employee (regardless of Department or Division) at or below the salary range of the job classification in which there is a promotional opening will be given the opportunity to apply and sit for the prescribed test for the open position, if he/she meets the required qualifications for the position. It is understood that the above understanding with reference to the career ladder shall not be deemed to limit or infringe on the authority or jurisdiction of the Elgin Civil Service Commission on this matter. Section f. Preference Based on Departmental Seniority. Departmental Seniority shall be the determining factor if there is a conflict between two or more bargaining unit employees when bidding on vacation time, shift preference or off days except where stated otherwise in this agreement. Section p. Carry-over of seniority. As long as it is the City' s practice, bargaining unit employees shall be allowed to carry their "city seniority' from one division or department to another for the purpose of benefit time accrual, if there is no break in service and employment is continuous with the City. 10 ITEM 8 LAYOFF AND RECALL Section a. Layoffs . If the City, in its sole discretion, determines that layoffs are necessary, employees will be laid off in the following order: a) temporary or part-time employees in the affected classification within the affected department or division; b) newly hired probationary employees in the affected classification within the affected department or division; and c) in the event of further reductions in force, employees will be laid off from the affected classification within the affected department or division starting with the least classification seniority. When such reduction shall occur, the employee with the least classification seniority in the affected classification shall, based' on City-wide seniority, displace the least senior employee in a lower or equally rated job classification in the same department or division, provided he is qualified to do the job and has the necessary City-wide seniority. If the employee cannot displace the least senior employee in a lower or equally _rated job classification in the same department or division because he is unqualified for the job or does not have the necessary City-wide seniority, the employee shall then displace the least senior employee in a lower or equally rated job classification in another department or division, provided he is qualified to do the job and has the necessary City-wide seniority. d) an employee who is on layoff with recall rights shall retain his seniority and unused benefits accrued up to the effective date of the layoff and shall have the right to maintain insurance coverage by paying in advance the full applicable monthly premium for employee or dependent coverage, whichever may apply, provided, however, that the employee shall not be eligible to accrue seniority, sick leave and vacation leave during the layoff. An employee electing to participate in the insurance coverage while on layoff shall be allowed up to twenty-four (24) months of said participation and shall be reimbursed for any overpayment.. If any non-probationary employee is laid off as a result of the foregoing layoff provisions, said employee may, at his option, bump any non-bargaining unit temporary or part-time employee employed by the City to perform work the same as or similar to work performed by bargaining unit employees, provided he is qualified to do the job of the displaced temporary or part-time employee. In such event, the employee shall not be in the bargaining unit, and provided, however, such employee shall retain the right to be recalled to a bargaining unit position in accordance with the provisions of this Agreement. 11 Section b. Recall List. Employees so laid off shall have their names placed on a recall list. The names of such laid off employees shall remain on the list for a period of two (2) full years . Section c. Order of Recall. Employees on the recall list shall be recalled in seniority order within their job classification within the affected department or division, provided they are still qualified to perform the work in the job classification. The employer will not impose new job tests when there has been no change in job duties . In event of a recall, the employee (s) shall be sent a letter by registered mail, return receipt requested, with a copy to the Union. The recalled employee shall notify the City of his intent to return to work within three (3) working days after receiving notification of recall and shall report to work within fourteen (14) calendar days of receiving notice of the recall. The City shall be deemed to have fulfilled its obligations by mailing the recall notice by registered mail. 12 ITEM 9 WAGES Section a. Salaries . Effective the beginning of the next payroll period immediately following the ratification of this Agreement by both parties, employees covered by this Agreement shall receive a three and a half percent (3 . 50%) salary increase. Effective December 31, 2000, employees covered by this Agreement shall receive a three and a half percent (3 . 50%) salary increase. Effective December 30, 2001, employees covered by this agreement shall receive a three and a half percent (3 .50%) salary increase. The foregoing salary increases are in addition to all in-range step increases to which employees may be eligible for on their anniversary dates during the term of this Agreement. Section b. Retroactivity. Employees covered by this Agreement who are still on the active payroll as of the beginning of the payroll period immediately following the ratification of this Agreement by both parties shall receive a retroactive payment back to December 19, 1999. Said payment shall be computed on the difference between the new rates effective the beginning of said payroll period and the rates in effect prior to ratification of the Agreement for all hours worked for which the employee was compensated between December 19, 1999, and said payroll period. Included in all hours worked shall be all paid leave and holiday additional pay. Section c. Training Bonus . Any bargaining unit employee who is assigned to formally train another employee and is required to complete a daily observation report or an evaluation report on the trainee, shall receive a 4% increase to his/her base rate of pay for all hours spent performing said training. This provision does not apply to bargaining unit employees whose job responsibilities include training. Section d. Job Reclassification or New Job Creation. Should the City reclassify bargaining unit position to another classification within the bargaining unit or create a new bargaining unit position due to work not encompassed in the existing job classification, the new position shall be included in the unit and a new wage rate shall be established. It is further agreed that reclassification shall not be made with the intention of eroding the bargaining unit membership. 13 ITEM 10 HOURS OF WORK AND OVERTIME Section a. Application of This Article . This article is intended to define the normal hours of work and provide the basis for the calculation and payment of overtime and shall not be construed as guarantee of hours of work per day or per week, or guarantee of days of work per week. Section b. Normal Work Week. The normal work period shall not exceed fourteen (14) calendar days . The normal work week shall normally consist of five (5) days of eight (8) hours each day unless an alternative schedule currently exists within a department or is mutually agreed to by the City, the Employee and/or the Union. Section c. Work Schedule Change. Should it be necessary for the City to establish a daily or weekly work schedule departing from the normal workday or normal work week, the City shall, where possible, give at least three weeks notice, except in emergency situations, to the employee or employees to be affected. Such schedule change shall be offered to, qualified employees, by seniority. If it is necessary to assign the changed schedule, it shall be done by reverse order of seniority among qualified bargaining-unit employees . Section d. Overtime Pay. Employees covered by this Agreement shall-be paid one and one-half times their regular straight-time hourly rate of pay for all hours worked in excess of the scheduled eight (8) hours in a day or forty (40) hours in a week actually worked. For shift employees this would also be in excess of the scheduled eight (8) hours in a day or forty (40) hours in the normal work period actually worked. For the purpose of application of this section, hours worked shall include all paid leave hours except sick time . In addition: 1 . On the officially designated day on which Central Daylight Savings Time becomes effective (clocks turned ahead one (1) hour) , employees on duty and actually working during the time change shall be paid for actual hours worked. 2 . On the officially designated day on which Central Daylight Savings Time reverts to Central Standard Time (clocks turned back one (1) hour) , emplo7ees on duty and actually working during the time change shall be paid for actual hours worked. Any hours actually worked beyond eight (8) hours shall be paid at the employee' s applicable overtime rate of pay. 3 . Employees shall not be compensated for time spent for receiving department awards or city recognition if such receipt occurs during off-duty time . 14 4 . Off Duty Calls : Any bargaining unit employee who is authorized or directed by a supervisor to make a job related telephone call while off' duty, shall receive one-half (4) hour pay at time and one-half (1 4) . Sedtion e. Scheduled and Anticipated Overtime. When overtime is anticipated, within a classification, and can be scheduled in advance, it shall be offered to bargaining unit employees, in the affected classification, by rotational seniority and/or exclusive area of Job assignment in accordance with established department practice. This provision shall not apply to holdovers for completion of assignment (s) . For purpose of this Article, "scheduled" overtime will mean overtime that is not anticipated within a 24 hour period. "Anticipated" overtime will mean overtime that may be scheduled within the same workday with advance notice of one (1) hour or more. It is further agreed that bargaining unit employees shall continue to work within the current policy and/or any amended policy that is mutually agreed to between the City and the Union. Section f. Standby. An off-duty employee placed on standby, court standby, or on-call status by his/her supervisor will be paid $40 . 00 per day. An employee on standby, called out to work or court, will receive compensation for the actual time worked at brie and one-half (1 4) times his/her straight time hourly rate of pay in addition to the scheduled standby compensation. Section g. Callouts. An employee Called back to work after having completed his/her assigned work and gone home or called out on their day off shall receive a minimum of two (2) hours compensation, or his/her actual time, whichever is greater, at one and one-half (14) times his/her straight time rate of pay. Section h. Standby/Callout Policy - Building Maintenance Technicians. For the purpose of responding to emergency calls during off schedule periods, all Maintenance Technicians will be on a rotating schedule for designated callout . Each scheduled period will be one (1) week in length starting on Monday morning at 7 : 00 A.M. and ending on the following Monday morning at 7 : 00 A.M. The employee working this schedule will be the first person contacted to respond to an emergency situation unless the skill .level required to perform the task at hand dictates that an employee more suited for the situation be called. It is also understood that any employee who feels that he will be unable to respond to callout anytime during his designated scheduled week will be responsible for notifying his supervisor in advance so that other arrangements could be made. Any designated maintenance employee or maintenance employee called out in place of the designated employee under this provision shall receive compensation for the actual time worked at one and one-half (11/2) 15 times his regular hourly rate of pay in addition to the callout pay. Should the callout be on a holiday or Sunday it shall be paid at three (3) hours at time and one-half (11/2) instead of two (2) hours . Section i. Compensatory Time. In lieu of overtime pay, employees covered by this agreement may accrue up to twenty-four (24) hours of compensatory time. The option of accruing compensatory time or being paid overtime pay shall be within the sole discretion of the employee' s Department Head or his designee. For each hour of overtime for which the employee would have been paid time and one-half, the employee shall be granted one and one-half (1-1/2) hours of compensatory time. Compensatory time may not be carried over into a new fiscal year. Any employee who has accrued compensatory time at the end of the fiscal year as a result of not being unable to use said compensatory time through no fault of the employee, shall be paid at the applicable hourly rate on the last payroll period in the fiscal year. Bargaining Unit employees' request to schedule compensatory time off will not be granted if any shift coverage (e.g. the monthly Communications Division schedule) must be covered by the hireback or holdover of another employee. Both parties agree that the use of compensatory time shall be within the sole discretion of the Department Head or his designee. Both parties agree that compensatory time off will not be granted if, in the opinion of' the Department Head or his designee, it would create operational problems . Section Travel Time - Training. An employee attending training session, seminar and conferences that do not include overnight lodging at or in the vicinity of the function shall be compensated at one and one-half times his/her straight time hourly rate of pay for reasonable time spent traveling to and from the function if the travel time causes the duty day to extend beyond an eight (8) hour workday. An employee attending training sessions, etc. , that include overnight lodging at or in the vicinity of the function shall be compen5ated at his/her straight time hourly rate of pay for reasonable time spent traveling to and from the function when such travel time occurs on an employee' s scheduled day off. All compensation shall be in accordance with the provisions of the Fair Labor Standards Act. Section k. Travel Time - Court. 'An employee attending court at a location beyond the corporate limits of Elgin on official city business and pursuant to a subpoena or other official notification of the court shall be compensated at one and one-half times his/her straight time hourly rate of pay for reasonable travel time to and from- the court location if the travel time is conducted during non-working, off-duty time. Section 1. No Pyramiding. Compensation shall not be paid more than once for the same hours under any provision of this Article or Agreement. 16 ITEM 11 HOLIDAY AND PERSONAL DAYS The employees covered by this Agreement are eligible for eight (8) holidays and four (4) personal days . The holidays consist of the following: New Year' s Day; Memorial Day; Independence Day; Labor Day; Thanksgiving Day; the day after Thanksgiving Day; the afternoon four (4) hours on Christmas Eve; Christmas Day; and the afternoon four (4) hours on New Year' s Eve. Martin Luther King holiday shall be added to the list of holidays that employees covered by this Agreement are eligible for beginning January 2001. Section a. Holiday Observance. The standard observance of recognized holidays will be on the day they occur. However, for employees working a forty (40) hour week, Monday through Friday (except as provided in Section b. below) , when a holiday falls on a Sunday, the following Monday shall be observed as the holiday; or when a holiday fall on a Saturday, the preceding Friday shall be observed as the holiday. Section b. Christmas and New Year' s Eve Holidays . In order to implement the one-half (4) holiday on Christmas Eve (December 24) and New Year' s Eve (December 31) , non-shift employees shall be entitled to the following holiday provision depending on the day of the week on which Christmas Eve and New Year' s Eve falls : Day of Which Eves Fall Provision Monday the full day before Christmas (December 24) Tuesday, Wednesday and one-half (4) day on both Thursday Christmas Eve and New Year' s Eve Friday, Saturday and one (1) floating holiday to be taken Sunday between Thanksgiving Day and January Section C. Holiday remuneration. Employees shall receive eight (8) hours pay at his/her straight time hourly rate of pay for the hours normally scheduled to work 'on the holiday In addition: 1 . Employees who are assigned to a twenty-four (24) hour shift operation consisting of an eight (8) hour workday shall receive holiday compensation if worked or not. 2 . Shift employees who are scheduled and actually work on New Years Day, Independence Day, or Christmas Day shall receive an additional four (4) hours of holiday pay at his/her straight time hourly rate of pay. 17 3 . All non-shift employees required to work on an observed holiday because of a call-out will be paid at the applicable overtime provisions in addition to his/her holiday pay. Section d. Holiday Pay Eligibility. In order to be eligible for holiday pay, the employee must work his/her last full scheduled working day immediately preceding and his/her first scheduled working day immediately following the day observed as a holiday, unless one of these days is the employee' s scheduled day off or unless the employee is excused by his/her supervisor because said employee is off work as a result of authorized paid leave. Section e. Personal Days . The personal days can be taken on any workday during the payroll year and shall not be carried over to the succeeding payroll year. Eligibility for the four (4) personal days in any one payroll year shall be for all employees on the payroll as of January 1st of said year. New employee starting after January 1st, but before June 30th of the same payroll year, shall be eligible for two (2) personal days (16 hours) . For the purpose of interpretation of this section, employees assigned to a twenty-four (24) hour shift operation consisting of an eight (8) hour workday shall receive personal days as set forth above. Any time off on a personal day shall be scheduled with the approval of the employee' s division or department head. Section f. Personal Day Conversion. An employee eligible for personal days but not desiring to use them may, upon written request to his/her department head, convert those personal days into cash payment. Such payment shall be equal to his/her straight-time hourly rate of pay times . either eight (8) , sixteen (16) , twenty-four (24) , or thirty-two (32) hours, and will be included with a paycheck issued within thirty (30) days of the written request. Such request shall be submitted prior to December 1 . _ However, employees will also be eligible for said cash payment i a personal day scheduled as time off is canceled by the department head because of emergency reasons and cannot be rescheduled by the end of the same payroll year. Section g. Overtime Computation. A holiday observed during an eligible employee ' s normal work week shall be counted as a day worked in computing eligibility for overtime. 18 ITEM 12 VACATIONS Effective upon ratification of this Agreement by both parties, employees covered by this Agreement who have been employed by the City for a period of at least one year, shall be entitled to a vacation as follows: Years of Continuous Service Length of Vacation First (1st) year to sixth (6th) Two weeks - 80 hours anniversary Seventh (7th) year to thirteenth Three weeks - 120 hours (13th) anniversary Fourteenth (14th) year to Twenty- Four weeks - 160 hours first (21st) anniversary Twenty-second (22nd) year and Five weeks - 200 hours over The employee' s anniversary date of continuous employment from the last date of hire as a full-time employee shall be the basis of calculation for length of service. Section a. Accrual. Vacation hours are accrued each bi-weekly pay period if the employee is paid for a minimum of sixty (60) hours inclusive of holiday, vacation, sick leave, workmen' s compensation or authorized leave "with pay" . An employee does not earn vacation hours while he/she is absent "without leave"; on "leave without pay"; or extending out accrued vacation hours upon retirement. Section b. Vacation Pay. For each week of vacation, an eligible employee shall be entitled to a vacation allowance of forty (40) hours pay at the employee' s regular straight-time hourly rate of pay. Section c. Increasing Vacation. The annual vacation leave for which an employee is eligible in any one year may be increased by the • conversion of accumulated sick leave: The employee with more than 60 accrued sick days, which equals 480 hours, may convert three (3) days of sick leave for one (1) additional vacation day. Such conversion shall be for a maximum of five (5) additional days of vacation in any one year, and may not decrease the remaining accrual of sick leave below the base accumulation of 60 days . Scheduling of any such increased vacation leave shall be done only after the determination of the vacation schedules for all other employees in the division or department. 19 Section d. Scheduling. Vacation shall be scheduled in so far as practical at times most desired by each employee with the determination of preference being made on the basis of an employee ' s departmental seniority in initial vacation selections or according to existing departmental policy. It is expressly understood that the final right to designate the vacation period and the maximum number of employees who may be on vacation at any one time is exclusively reserved by the Department Head, or his designee, in order to insure orderly performance of the services provided by the City. However, requests for vacation shall not be unreasonably denied. Section e. Scheduling. - Shift Employees . When a shift employee takes 'a' week of vacation, every effort shall be taken to give the employee the weekend before and after the scheduled vacation off if desired by the employee, with such requests not being unreasonably denied. In case of multiple weeks vacation, the employee shall be given off the weekend between the two weeks . 20 ITEM 10 SICK LEAVE Employees covered by this Agreement shall earn sick leave by accumulating the equivalent of one (1) sick day for each full month of continuous service. Employees may accumulate sick leave up to a total maximum accrual of 240 sick days, which is the equivalent of 1920 hours of sick leave. Sick leave is an insurance-type benefit that should be used by the employee only when needed and an employee may charge time to sick leave for the following reasons : - Personal illness or injury - Illness or death of a member of the immediate family, necessitating the absence of the employee from his work. (Members of the immediate family shall include wife, husband, children, mother, father, sister, brother, grand parents, mother-in-law or father-in-law. ) - Funeral of a relative. Such leave shall be limited to travel and necessary attendance at the funeral. Section a. Accrual. Sick hours are accrued each payroll period if the employee is paid a minimum of sixty (60) hours work inclusive of holidays; personal days; vacation; sick leave; workmen' s compensation; or authorized leave "with pay" . An employee does not earn sick hours while he/she is on "leave without pay"; absent "without leave"; or extending out accrued vacation hours upon retirement. Section b. Injury or Surgery. Employees who are absent from work because of a severe injury or surgery must present a written statement by a physician certifying that the employee is capable of returning to work and resuming his full duties. This statement must be brought to the Personnel Office before the employee is allowed to return to work. Section c. Conversion. In recognition of non-use of sick leave, employees may convert accumulated sick leave for additional vacation leave or for severance pay. Such conversion shall be at the rate of three (3) days of sick leave for one 41) vacation day or one (1) day of severance pay. (a) Vacation leave conversion requires an accumulation of sick leave of over 60 accrued sick days which is the equivalent of 480 hours of sick leave. Such conversion is limited to a maximum of five (5) days of vacation leave in any one year. 21 (b) Conversion of Sick Leave or severance pay is predicated on leaving the City' s employment in good standing and requires, an accumulation of sick leave of over 90 accrued sick days which is the equivalent of 720 hours of sick leave. Such conversion is limited to a maximum of twenty (20) days or 160 hours of severance pay upon separation. (c) In the process of converting sick leave to additional vacation or severance pay, the remaining balance of unused sick leave may not total less than the required base accumulations of 60 or 90 sick days . Section d. Attendance Incentive Recognition. Employees who are still on the active payroll at the end of a payroll year are eligible for an incentive payment of said year' s unused sick leave earnings . Such eligibility is for employees having an annual sick leave balance from that payroll year' s earnings of six (6) sick days (48 hours) or more. Following the end of the payroll year, a payment will be made for each full eligible day of unused sick leave accrued at year' s end according to the following schedule. Years of Continuous Service Sick Day Payment First (1st) anniversary to $20 for each full day sixth (6th) anniversary • Seventh (7th) anniversary to $30 for each full day thirteenth (13th) anniversary Fourteenth (14th) anniversary .to $40 for each full day nineteenth (19th) anniversary Twentieth (20th) anniversary $50 for each full day and over (a) Sick leave utilized pursuant to the reasons listed in Item 10 . Sick leave for the death of a member of the immediate family or for the funeral of a close friend or relative shall not be chargeable to the Attendance Incentive Recognition program up to a maximum of forty (40) hours. 22 ITEM 14 MEDICAL AND HEALTH PLANS Full-time employees who have been employed for at least thirty (30) days will be eligible to elect one of the following health and medical coverage options for themselves and their dependents . The City reserves the right to change insurance carriers, self-insure, or implement costs containment features, so long as the overall coverage available to employees employed upon the effective day of this Agreement is substantially the same. Section a. Medical Insurance. The City shall offer a group medical insurance plan for the employee and his/her dependents . The City shall contribute to this program at a cost equal to the full premium and liability of the City' s basic comprehensive major medical insurance plan. The City's basic comprehensive major medical insurance plan for employees covered by this Agreement shall include the following provisions: 1. $200 deductible per person, limit three (3) per family ($600 per_family) . 2 . $1, 000, 000 Major Medical limit. Section b. Health Maintenance Organization. The employee may, as an option, elect to participate in any eligible Health Maintenance Organization (HMO) certified with the City. The City will contribute to the cost of an HMO plan a monthly amount equal to that provided for the City's basic comprehensive major medical insurance plan for employee covered by this Agreement. Any costs for HMO participation over this prescribed monthly amount will be paid by the employee. Section c. Retiree Participation. An employee who is a participant in the Illinois Municipal Retirement Fund who retires and is qualified to receive immediate pension or an employee who retired after 20 years of service with the City, may elect to continue participation in the City' s group comprehensive major medical insurance program upon retirement. Said participation shall be available only on a continuous coverage basis and by the retiree paying 100% of the applicable premium, payable in advance on a monthly basis . If a retiree fails to make the applicable monthly payment by the beginning of the month, coverage will be terminated. The right of a retiree to continue coverage under the provisions of this Item shall terminate when the retiree (1) _returns to active service, (2) exercises any pension refund option available or accepts any separation benefits, (3) looses his/her rights to pension benefits . , or (4) dies . 23 ITEM 15 WORKER' S COMPENSATION Worker' s Compensation claims and benefits shall be administered only according to the provisions of the State of Illinois Worker' s Compensation Act (820 ILCS 305/1, et seq) for all employees covered by this Agreement. 24 ITEM 16 DENTAL AND OPTICAL PLANS Employees covered by this Agreement who have been employed for at least thirty (30) days shall be eligible to participate in a dental and/or optical insurance plan offered and administered by the City. Participation in either or both plans shall be at the employee' s option. The full amount of the premium and liability for either or both plans shall be paid by the employee through payroll deduction. The monthly administrative fee for said plans shall be paid by the City. • • 25 ITEM 17 LIFE INSURANCE The City shall provide each employee covered by this Agreement who has been employed full-time for thirty (30) days or more with a paid $30, 000 term group life insurance policy (including accidental death and dismemberment) . The City retains the right to change insurance carriers or otherwise provide for coverage (e.g. self-insurance) as long as the level of benefits remains substantially the same. 26 ITEM 18 UNIFORM ALLOWANCE Non-probationary employees holding certain positions which are covered by this Agreement, because of the nature of their work, are required to wear a uniform, as specified by the City, in the performance of their duties . These positions are: Code Enforcement Officer Code Enforcement supervisor Senior Code Enforcement Officer Communications Operator Community Service Officer Court Liaison Officer Record Clerks Quartermaster System. Communication Operators, Record Clerks, Community Service Officers and Court Liaison Officers shall receive re- quired uniforms through a procedure commonly referred to as a "quartermaster system" . Uniform Cleaning. The City shall be responsible for providing uniform cleaning services to all employees in the .positions listed above that are required to wear uniforms. 27 ITEM 19 Grievance Procedure Section a. Definition of Grievance. A grievance for the purpose of this Agreement is defined as a difference of opinion between an employee, or the Union with respect to the meaning or application of the terms of this Agreement or the inequitable application of rules, regulations, personnel policies or procedures as may be adopted by the employer during the terms of this Agreement. Section b. Grievance Procedure. Recognizing that any grievance should be raised and settled promptly, a grievance must be raised within seven (7) calendar days of the occurrence of the first (1') event giving rise to the grievance. A grievance shall be processed as follows: STEP 1 : Division Head. The employee or group of employees shall file the grievance in writing to the Division Head. The Division Head may choose to meet with the employee, or group of employees to discuss the grievance . The Division Head will, upon the receipt of the grievance, hold such meeting, if desired, and provide a written response within seven (7) calender days of said receipt . STEP 2 : Appeal to Department Head. If the grievance is not settled in Step 1, and the aggrieved employee and the Union decide to appeal, the Union shall, within seven (7) calender days from the receipt of the Step 1 answer, file with the Department Head an appeal signed by the aggrieved employee and the appropriate Union representative. The Department Head will schedule a meeting within seven (7) calendar days of the receipt of the appeal. Such meeting will be held with the aggrieved employee (s) , the unit chairperson, and the steward of the affected employee (s) . If no agreement is reached in such a discussion, the Department Head, or his designee, will give his answer in writing within seven (7) calender days of the discussion. STEP 3 : Appeal to City Manager. If the grievance is not settled in Step 2, and the aggrieved employee (s) and the Union decides to appeal, the Union shall, within seven (7) calendar days after receipt of the Step 2 answer, file a written appeal with the City Manager. A meeting between the City Manager, or his designee, and the appropriate Union representative, will be scheduled within ten (10) working days of receipt of such appeal. If no settlement is reached at such meeting, the City Manager, or his designee, shall give his answer in writing within ten (10) calendar days of the meeting. STEP 4 : Arbitration. If the grievance is not settled in accordance with the foregoing procedure, the Union may refer the grievance to arbitration by giving written notice to the City Manager within ten (10) calendar days after receipt of the City' s answer in Step 3 . The parties shall attempt to agree upon an arbitrator promptly. In the event the parties are unable to agree upon an arbitrator, they shall 28 jointly request the Federal Mediation and Conciliation Service or the American Arbitration Association to submit a panel of five (5 ) arbitrators . The Union shall striketwo (2) names and the City shall then strike two (2) names; the person whose name remains shall be the arbitrator; provided that either party, before striking any names, shall have the right to reject one panel of arbitrators . The arbitrator shall be notified of his/her selection by a joint letter from the City and the Union, requesting that he/she set a time and a place for a hearing, subject to the availability of the City and Union representatives . The arbitrator shall have no authority to amend, modify, nullify, ignore, add to, or subtract from the provisions of this Agreement . He/she shall consider and decide only the specific issue submitted to him/her, and his/her recommendation shall be based solely upon his/her interpretation of the meaning or application of the terms of this Agreement to the facts of the grievance presented. The decision of the arbitrator shall be binding. The costs of the arbitration proceeding, including the fee and expenses of the arbitrator, shall be divided equally by both parties . Section c. Time Limits . No grievance shall be entertained or processed unless it is filed within the time limits set forth above, if a grievAnce is not appealed within the time limits for appeal set forth above, it shall be deemed settled on the basis of the last answer of the City. If the City fails to provide an answer within the time limits so provided or schedule a required meeting within the specified time, the Union may immediately appeal the grievance to the next step. The parties may mutually agree in writing to extend any time limits . Where the parties mutually agree in writing, more than one grievance may be submitted to the same arbitrator. Section d. Investigation and Discussion of Grievances . All grievances resulting in suspension or discharge of an employee (s) shall be subject to immediate investigation by the Union and its off- duty employee delegate (s) during working hours . Discussion and irrvestigation of grievances relating to other issues shall take place outside of working hours unless otherwise agreed to by the City. Section e. Civil Service Commission. It is expressly understood that matters subject to the Civil Service Commission or matters which may be appealed to the Civil Service Commission are not subject to this grievance procedure and that the sole recourse for such matters is with the Civil Service Commission. Section f. Disciplinary Suspensions or Deductions from Pay. Disciplinary action resulting in the suspension of a non-probationary employee may be appealed to the Civil Service Commission, in accordance with its rules and regulations (probationary employees have no recourse to the Civil Service Commission or the grievance procedure to protest discipline) . Such suspensions, if not subject to the Civil Service Commission' s jurisdiction, may, if otherwise timely, be processed as a grievance under the provisions of this Article. 29 Section g. Precedence of Agreement. If there is any conflict between the specific terms of this Agreement and any City rules, regulations or policies, the specific terms of this Agreement shall be controlling. If an employee believes there is such a conflict, the, employee may file a grievance in accordance with the provisions of this Article . Section h. Meeting Prior to Suspension or Termination. No grievance shall be filed by an employee, group of employees or the Union without first giving the department head of the aggrieved employee (s) the opportunity to discuss in a meeting the incident/situation giving rise to the grievance . No non-probationary employee shall be suspended or terminated by the City without first being given the opportunity to discuss in a meeting with the department head of the subject non-probationary employee the incident/situation giving rise to the proposed suspension or termination. The foregoing provision that a non-probationary employee be given the opportunity to meet with the department head prior to the imposition of a suspension or termination shall not apply if the incident/situation involves alleged criminal or unlawful activity or if in the opinion of management immediate action is required to maintain order or to protect workplace or public safety. 30 ITEM 20 DRUG TESTING AND SUBSTANCE ABUSE In order to help provide a safe work environment and to protect the public by insuring that employees covered by this agreement have the physical stamina and emotional stability to perform their assigned duties, the City may require employees to submit to a urinalysis test and/or other appropriate test up to four times per year per employee at a time and place designated by the, City. If the employee tests positive in the urinalysis test, the results shall be confirmed by a gas chromatography/mass spectrometry (GC/MS) test . The results of said tests shall be submitted to the City. If an employee tests positive in any such testing procedure, the employee may be advised confidentially to seek assistance through the City' s Employee Assistance Program (EAP) or, if circumstances warrant, may be the recipient of appropriate disciplinary action, which may include discharge. If the same employee tests positive a second time, the test results shall be submitted to the City for appropriate action, which may include discharge. Drug testing may be required at any time when there is reasonable suspicion for such testing. Reasonable suspicion may include, but is not limited to, such things as involvement in an on-the-job injury and/or accident, excessive or unusual absenteeism and/or tardiness, poor work performance (as evidenced by such things as difficulty in concentrating on the task at hand, confusion in handling assignments, or excessive mistakes) , a change in personality, wide swings in attitude and/or morale, etc . The abuse of prescribed drugs at any time, as well as being under the influence of alcohol or the consumption of alcohol while on duty, shall be cause for discipline, including discharge. 31 ITEM 21 ENTIRE AGREEMENT The parties acknowledge that, during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the understandings and agreement arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement . Therefore, the City and the Union, for the duration of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated, to bargain collectively with respect to any subject or matter referred to or covered in this Agreement, including the impact of the City' s exercise of its rights as set forth herein on salaries, fringe benefits, or terms and conditions of employment, or with respect to any subject or matter not specifically referred to or covered in this Agreement, even though such subjects or matters may not have been within the knowledge or contemplation of either or both of the parties at the time they negotiated or signed this Agreement. This Agreement may only be amended during its term by the parties ' agreement in writing . 32 ITEM 22 SAVINGS If any provision of this Agreement is subsequently declared by legislative or judicial authority to be unlawful, unenforceable, or not in accordance with applicable statues or ordinances, all other provisions of this Agreement shall remain in full force and effect for the duration of this Agreement. • 33 ITEM 23 TERM Unless otherwise specifically provided, this Agreement shall be in full force and effect on December 19, 1999, and shall continue until and including the 28th day of December, 2002 . It shall be automatically renewed form year to year thereafter unless either party shall notify the other in writing sixty (60) days prior to the expiration date set forth above or each yearly period thereafter, if applicable. Notwithstanding the expiration date set forth above, this entire Agreement shall remain in full force and effect during the period of negotiations and until a successor agreement is ratified by both par- ties . Retroactivity. If the Group fails to ratify and execute an agreement prior to the expiration of this Agreement (December 28, 2002) , it shall be understood that retroactivity will not be guaranteed but will instead be subject to negotiations . 34 EXECUTED THIS 23 /W- day of AUG; , 2000 after approval by the City Council, City of Elgin, and after ratification by the Group membership. FOR THE CITY, • Attest: By: L (_ ,A i Manager City Clerk FOR THE GROUP Attest; By: Chairperson Acretary • 35 Attachment 'A' • The appropriate unit for negotiations with the Cleri- cal/Technical Employee Group shall include all non-probationary full- time employees in the following job classifications in the Building Maintenance, Cemetery, City Garage, Planning, Finance, Fire, Police, Public Property and Recreation, Public Works, Purchasing, and Water Departments . Employees who are specifically excluded are certain clerical employees in the offices of the City Manager, Police Chief, Fire Chief, Legal Department, and the Human Resources Department . Building Maintenance Worker Building Operations Worker Central Services Coordinator Clerk Typist Code Enforcement Officer Code Enforcement Supervisor Communications operator Community Outreach Worker Community Service Officer Court Liaison Officer Custodial Supervisor Custodian Customer Service Clerk Hispanic Outreach Worker Lead Customer Service Clerk Para-Legal Permit Control Officer I Permit Control Officer II Planning Technician Principal Account Clerk Program Administrator Purchasing Assistant Records Clerk Rehabilitation Specialist Sanitarian Secretary Senior Code Enforcement Officer Stage Technician 36 SIDE LETTER 1. JOINT LABOR MANAGEMFNT COMMITTEE: Both parties shall establish a Joint Labor Management Committee (JLMC) which shall be comprised of an equal number of participants from the Union and the City, with a minimum of four members from each side. The committee shall serve in an advisory capacity only to discuss labor relations and health and safety issues of mutual interest to both parties for the sole purpose of establishing a harmonious working relationship between the union employees and the Employer. The JLMC shall not have the power to alter or change in any way the provisions of this agreement or to resolve grievances. Meetings shall be held on a quarterly, or as needed basis at a prearranged date and location. Employees on the JLMC will be paid at their regular straight time hourly pay for time spent in committee meetings during their regular working hours. Meeting hours outside the normal working hours of members will not be considered as time worked nor used in the calculation of overtime. 2. RESIDENCY: If during the term of this agreement the City Council adopts a residency ordinance for any represented group of City employees (i.e., firefighters, police, and public works) that is less restrictive than the residency ordinance that is currently in effect for the Clerical/Technical Group covered by this agreement, the provisions of such ordinance shall be deemed to be likewise applicable to the Clerical/Technical Group on the same terms and conditions and with the same effective date as for such other represented group of employees. 3. POSITION REVIEW: A formal review of the following positions shall be done by the applicable departments upon the departments' receipt from the union of data to justify such a review: Records Clerk Building Maintenance Worker Building Operations Worker Custodial Supervisor Para-Legal Lead Customer Service Clerk Principal Customer Service Clerk Customer Service Clerk Following the department's review, a written recommendation for reclassification or salary adjustment shall be submitted by the department to the Human Resources Department if deemed necessary. The written recommendation and the result of the Human Resources Department's analysis of such recommendation shall be submitted to the City Manager for final determination. Any resulting reclassification(s) or salary adjustment(s), if any, shall be effective December 31, 2000. FOR THE CITY OF ELGIN FOR THE UNION z,- , •