5. Contract Ratification - AFSCME UnionSUBJECT: Adoption of proposed 2010 AFSCME Contract
MEETING DATE: December 6, 2010
BACKGROUND: The City has been in contract negotiations this last summer and fall with
the American Federation of State, County and Municipal Employees (AFSCME), AFL-CIO and
have reached a tentative agreement. This agreement is scheduled to be voted on by the Union
membership this coming Thursday December 2, 2010. Following a successful vote it will be
presented to Council for adoption. Some highlights of this contract are:
1. There are no scheduled cost -of -living raises for the duration of the contract. However,
there is an "opener clause" where either side can request to open the contract for
economic reasons in the second and third year.
Z. Current employees will continue to receive their scheduled longevity increases as in the
past.
3. Employees hired after the signing of this contract will not be eligible for longevity but
will receive what is called an "Experience Premium Supplement" (EPS). This
supplement will only be given after the employee has moved through all of the respective
grades within a pay classification.
4. Labor Management meetings language was added to create a more "constructive and
cooperative" relationship between the Union and Management.
RECOMMENDATION: The City Council should approve the resolution adopting the new
AFSCME Contract with the City of Kalispell.
Respectively submitted,
TerryMi on Jane Howin ton
g
Hum esources Director City Manager
Collective Bargaining Agreement
Between
City of Kalispell, Montana
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And
AFSCME MT - Council 9, AFL-CIO
Local No. 256,
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--_a- r
July 1, 2010 — June 30,2013
November 29, 2010
Council Copy
i4ii . . .. . .. . mi
AGREEMENT...... .... . . . ... . . . ........ . . . . . . . . . . ..................... . . . . . . . . . 0 ........ . . . . . . . ........... .. . . . . . . . . . . ... I ........ . . . .....
WITNL S S ETH..................................................................................................................... 1
ARTICLEI: RECOGNITION.................................................................................................... 1
ARTICLE 11: O.
ARTICLE III: UNION SECURITY ................................................ ................. ... ... 4
...... .......... ....
ARTICLEV: SENIORITY .......................................................................................................... 5
ARTICLE VI: FILLING OF VACANCIES.............................................................................. 6
ARTICLEX: LEAVE TIME..................................................................................................... 11
ARTICLE XII: HEALTH AND WELFARE........................................................................... 20
ARTICLE XIII: COMPENSATION PROVISIONS ................................ ..... .... 20
................. ....
ARTICLE XIV: WORKING CONDITIONS AND MISCELLANOUS BENEFITS .......... 23
ARTICLE XV: MISCELLANEOUS....................................................................................... 24
VI:
A.MER.ICAN FEDERATION OF STATE, COUNTY,
AND MUNICIPAL EMPLOYEES,
AFL-CIO
This Agreement made and entered into this day of , 2010, by and between the
City of Kalispell, Montana, which is hereinafter called the "Employer", and the American
Federation of State, County, and Municipal Employees, AFL-CIO, its Montana State Council
No. 9, and its Local Union No. 256, which is hereinafter called the "Union".
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In consideration of the mutual covenants herein set forth, the Employer and the Union agree and
shall be bound as follows:
SECTION I. The Employer recognizes the Union as the exclusive bargaining agent for all
public employees, as that term is defined by MCA 3 9-31-103, who work as maintenance,
construction, secretarial, clerical and non -sworn police and fire employees of the City of
Kalispell, exclusive of any employees excluded from the bargaining unit by other provisions of
this contract. In the event the Union and the Employer dispute whether any job position created
or existing is properly defined as a public employee, either party may, pursuant to Montana law
have the matter referred to the Board of Personnel Appeals for unit clarification.
SECTION 11. Management rights of public employers MCA 39-31-303.
Public employees and their representatives shall recognize the prerogatives of public employers
to operate and manage their affairs in such areas as, but not limited to:
A) direct employees;
B) hire, promote, transfer, assign, and retain employees;
C) relieve employees from duties because of lack of work or funds or under
conditions where continuation of such work be inefficient and nonproductive;
D) maintain the efficiency of government operations;
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E) determine the methods, means, job classifications, and personnel by which
government operations are to be conducted;
F) take whatever actions may be necessary to carry out the missions of the agency in
situations of emergency;
G) establish the methods and processes by which work is performed.
ARTICLE II. DEFINITIONS
For purpose of this Agreement, the following definitions apply:
A) "Department" --a department of the Employer (City) as set forth below.
B) "Employee" --any person covered by this Agreement.
C) "Pant -time Employee" --an employee who normally works less than forty (40)
hours per week.
D) "Full-time Employee" --an employee who normally works forty (40) hours per
week.
E) "Temporary Employee" --an employee assigned to a position advertised and
designated as temporary by the appropriate department in the annual City budget,
provided that position shall not be created for greater than six (6) months.
F) "Vacation Leave" --a leave of absence with pay for the purpose of rest, relaxation
or personal business at the request of the employee and with the concurrence of
the employer.
G) "Sick Leave" --a leave of absence with pay for a sickness suffered by an
employee or his immediate family.
H) "Continuous Employment" --working within a unit covered by this Agreement
without break in service of more than five (5) working days or without a
continuous absence without pay of more than fifteen (15) working days.
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I) "Break in Service" --a period of time in excess of five (5) working days when the
person is not employed and that severs continuous employment.
J) "Immediate family" -- consists of a spouse, child (natural, step, or foster), father,
mother, brother, sister, grandchild, grandparent, or guardian or relative of the
employee's spouse in like degree.
K) "Double-time" -- two hundred percent of employee's regular rate of pay.
Q "Training" -- is defined as the teaching of vocational or practical useful skills
required to perform a particular duty/job safely and competently beyond those
basics skills required for the position. Training does not include; time required to
become more efficient in an already learned skill and does not include those basic
skills already needed or used outside of the job, such as driving a pickup or basic
computer skills.
M) "Trainer" -- is an employee who; possesses the necessary knowledge, skills, and
abilities, as determined by the department head, to adequately train an employee
in the skill set(s) required for safe and efficient duties of a particular job and who
will certify that the employee is competent to perform those duties. This may not
always be a permanent position, but only when needed and assigned by the
department head.
N) "Training Coordinator" -- is an employee who possesses the necessary
knowledge, skills and abilities as determined by the department head to
coordinate the training of an employee in the skill set(s) either by themselves or a
trainer. This may not always be a permanent position, but only when needed and
assigned by the department head.
o) "weather related event" -- is defined as a recent natural event in which
inclement weather, in the opinion of the department director, their supervisor(s) or
a public safety officer; has created an unsafe condition for the community on or to
public property and/or city streets which require immediate attention. Examples
are: Flooding, unsafe road conditions due to ice and/or snow, downed trees as a
result of high winds.
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SECTION I. Any present or future employee who is not a Union member and who does not
wish to become a Union member shall, as a condition of employment, pay to the Union a service
charge as a contribution toward the administration of this Agreement in an amount equal to the
Union initiation fee and regular monthly dues in the same manner as check -off of Union dues.
Employees shall have thirty (30) days from the signing of this Agreement (new employees shall
have six (6) months from the beginning of employment with the City) within which to comply
with this article. Employees who fail to comply with this requirement shall be discharged by the
Employer within ten (10) working days after written notice to the Employer from the Union
stating the employee's failure to comply with this Article.
A) The Union shall notify the City in writing of changes in the office of president
and of the name of any such designated representative.
B) The Union agrees to indemnify and save the City harmless from any and all
actions which it may be required to take under application of this Article.
C) The amounts herein deducted by the City shall be grouped and the total made
payable to the Union, herein designated.
SECTION II. No contract or agreement for work covered by this Agreement shall be entered
into between the City and any employee or group of employees or their representative or
representatives that will in any way conflict with or supersede this Agreement during its life
unless so ordered by the Montana Department of Labor or a court of competent jurisdiction.
SECTION III. Local 256 Officers will have the right to use available offices at the City Hall at
reasonable hours for meetings. Scheduling will be subject to approval of the City Manager or
designee in advance of the time and place of such meeting.
SECTION Iv. Employees elected or appointed to Union Offices shall be granted reasonable
time to perform. their Union functions including attendance of conventions, conferences, and
seminars. Such time will be without pay however, Union Officials shall have the ability to
charge vacation or compensatory time against other employees within the Union for union
compensation purposes
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The Employer recognizes that the desire of the employees to join the Union and to be
represented by the Union will result in greater confidence in the execution of fair personnel
relations. Therefore, the Employer agrees to take no action which may tend to encourage or
discourage the desire of the employees to join or frustrate the Union in its lawful activity. No
employee shall be discharged or discriminated against by the Employer for upholding Union
principles or working under the instruction of the Union, so long as such activity does not
interfere with the efficient operations of the City of Kalispell. The Employer shall grant
reasonable leave of absence without pay to employees whenever required in the performance of
duties as a "duly authorized representative of the Union". "Duly authorized representative'
means members of regularly constituted committees and/or officers of the Union. The
Negotiating Committee is to be compensated at his/her regular rate of pay for attending City -
Union negotiations when set by mutual agreement of the Employer and Union. All hours
accumulated for negotiations shall be paid at straight time and will not be used when calculating
overtime.
SECTION I. There are eight (8) City Departments under which Employees, subject to this
contract, serve the City. The Departments are:
1. Public works Department 5. Parks Department
2. Police Department 5. Municipal Court
3. Building/Planning/Fire Inspection 7. Parking Commission
4. Community Development 8. Finance Department
SECTION II. City Seniority shall be defined as an employee's length of continuous service with
the City of Kalispell within the collective bargaining unit.
SECTION III. In the event two or more employees have the same division seniority date, the
employee with the earlier City seniority date shall be the senior employee. If the City seniority
dates are also the same, the employees will flip a coin to determine the senior employee.
SECTION Iv, Granted leaves of absence, vacations and jury duty will not be considered as a
break in service. Re-employment rights of employees who enter the armed forces shall be
determined by applicable Federal and State laws.
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SECTION V. Seniority shall be terminated under this Contract if:
A) an employee quits;
B) an employee is terminated or discharged;
C) an employee is laid off in excess of one (1) calendar year;
D) an employee fails to report to work after callback as provided in this article;
E) an employee is permanently transferred out of the bargaining unit;
F) unless satisfactory explanation is recognized by the City Manager, seniority shall
be terminated under this agreement if an employee's absence is unauthorized in
excess of four (4) days.
SECTION VI. The City, upon request by the Union, will prepare and post, in each division, the
City seniority list with the semi-annual revisions. The Union shall be furnished two (2) copies of
each list posted.
ARTICLE VI: FILLING OF VACANCIES
SECTION I. when a vacancy occurs, as determined by the City Manager, in any job
classification covered under this Agreement, the job description, shift schedule and rate of pay
shall be posted in and upon the bulletin board of all departments covered under this Agreement
by the Employer for seven (7) calendar days.
A) All employees subject to this Agreement shall be eligible to bid on a vacancy by
filling out a City Application.
B) Qualified employees, who have bid on vacancies, shall be invited to participate in the
full interview/application process. Positions will be awarded based on interviews,
testing, training, qualifications and experience. when these factors are equal among
the applicants for the position, seniority will be the determining factor.
C) New employees of the City shall be on probationary status for a period of six (6)
months. The City Manager shall have the sole discretion to extend the probationary
period of any new employee for an additional three (3) months.
a. New employees will be evaluated at various times throughout this probationary
time, by the City Manager or his designee. New employees, in order to retain the
position, must show relative and substantial abilities to satisfactorily perform all
duties required.
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D) Anon -probationary employee who is promoted shall be required to serve a trial
period of thirty (30) days, which may be extended for an additional thirty (30) days
by mutual agreement between the Employer and the employee. If an employee does
not successfully compete the trial period, the employee may be returned to the
employee's former position, if still vacant.
a. If returned to the employee's former position, the employee shall receive the rate
of pay that the employee would have received had the employee not had been
promoted.
b. If the employee's former position is filled, the employee shall be placed in
another vacant position for which the employee has the necessary qualifications
and capabilities.
SECTION II. The City may temporarily assign an employee to a higher classification provided
that said employee for the time that he/she is assigned to said higher classification receives the
higher rate of pay. An employee temporarily assigned by the City to lower job classification
shall not have his/her rate reduced, except in the case of reduction in force.
SECTION III. Employees covered by this Agreement may be temporarily assigned to positions
exempted from. this Agreement or to other salaried positions for a period of 180 calendar days
without loss of seniority. This period may be extended by mutual agreement between the City
and the Union.
SECTION Iv. City will give Union written notice of permanent re -assignments resulting in a
change in classification pay and all new hires.
SECTION V. When a vacancy occurs, as determined by the City Manager, in any job
classification covered under this Agreement, the job notice, when advertised, shall be provided to
the Union president.
SECTION VI. Additional grades — Job Classifications
A) Additional grades, grade -placement and /or job classifications will be reviewed by
a Management/Union Committee.
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B) All requirements and/or certifications, with associated rates of pay for the
upgraded job classification will be determined by the Management/Union
Committee.
SECTION VII. The Terminal Agency Coordinator (TAC) and Assistant (TAC) positions in the
Kalispell Police Department will be chosen by process and not by seniority.
ARTICLE VII: LAYOFF JOB DISCONTINUANCES AND RECALL
SECTION I. when a layoff or a reduction of employees becomes necessary, a list of the
employees to be laid off will be posted at least thirty (30) calendar days, in advance, if possible,
except in cases of emergency. The Union shall receive a list of employees to be laid off.
SECTION II. The City shall lay off employees covered by this agreement by laying off
employees with the least amount of City seniority. That is, the employee last hired shall be the
first released.
SECTION III. when jobs are discontinued, employees affected may exercise their City
seniority and proceed with bumping the employee with the least City Seniority. An employee
exercising bumping under this agreement may bump into any classification and/or pay grade,
providing he/she can perform the work satisfactorily, and/or with minimal training. The position
acquired by bumping shall be a permanent assignment. The employee whose job is discontinued
may exercise his/her City seniority to bump employees subject to this Agreement and shall
assume, if qualified, the position of the person so bumped.
SECTION IV. In the event of a layoff an employee's seniority shall remain unchanged, and
such employee shall remain upon the seniority list, and eligible for recall, for a period of twelve
(12) months.
SECTION V. Notice of any recall shall be sent by the City by the fastest means possible, which
may be by telephone, in person, or by registered mail to the last mown address of the person
recalled. If not contacted by the telephone or in person, it is the responsibility of the employee
recalled to make arrangements to report for work within fifteen (15) days of receiving the
registered letter. If the employee fails to report for work within fifteen (15) days from the date
which the letter was received, he/she shall be terminated, except in the case of certified sickness
or injury. It shall be the responsibility of all employees on layoff to furnish to the City their
proper mailing address and telephone number, if any, and to Deep such address current at all
times.
SECTION I. For payroll purposes only, the workweek shall consist of seven (7) successive
days beginning at 12:01 a.m. Sunday morning and ending at 12:00 midnight on Saturday night of
each week. A regular workweek shall consist of forty (40) hours with two (2) consecutive days
off. Workday/workweek assignment for employees shall be as designated by the City Manager.
Employer may not unilaterally adjust the employees' regular shift to avoid the payment of
overtime.
SECTION II. Work performed in excess of forty (40) hours in any one workweek shall be paid
for at a rate of time and one-half (1 1/2). All approved sick, vacation and holiday leave will be
included in the calculation of the number of hours a day worked and/or hours a week worked.
SECTION III. All Sunday work or work performed on the seventh (71h) consecutive work day
shall be paid at Double-time, except for employees regularly scheduled to work on Sunday.
SECTION Iv. All sick, holiday or vacation leave taken shall be in increments consistent with
the shift schedule that is customary for the employee, provided that total leave time shall not
exceed forty (40) hours per week.
SECTION V. overtime shall be distributed, wherever possible, among employees within the
same job classification working under each Division Head. In an effort to equalize overtime the
City shall determine the overtime compensation paid to each employee every six (6) month
period starting July 1 of the contract year.
SECTION VI. An employee, who is not on the worksite and is called to perform work before or
after but not contiguous to their end of a shift shall be paid for a minimum of two hours at time
and one-half (1 112) for all time worked.
SECTION VII. A11 authorized overtime work shall be computed at fifteen (15) minute intervals.
Employees reporting for work late will be docked on the same fifteen (15) minute intervals.
SECTION VIII. Every employee covered by this agreement shall be given two (2) paid rest
periods of fifteen (15) minutes each; one within the first four hours of each shift and the 2 d
within the second four hours of the shift. The specific time of the break shall be determined by
Supervisor, Department head or working Foreman. The location of the break shall be within
the reasonable vicinity of the job site of the employee unless otherwise directed by the
Department head.
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SECTION I. In lieu of overtime pay the employee may take Compensatory Time at the rate of
1 V2 times the hours worked overtime. The employee, at the employer's discretion, may only
accrue up to seventy-five (75) hours of Compensatory Time after which all hours worked
overtime must be paid out as overtime pay. All Compensatory Time must approved by the
employer. Employees may cash out up to thirty (30) hours of accumulated compensatory time
each November only.
.A.RI'ICLE IX: HOLIDAYS
SECTION I. The following are established as City holidays for the duration of this Agreement:
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New Year's Day
2.
Martin Luther Ding's Day
3.
President's Day
4.
Memorial Day
5.
Independence Day
6.
Labor Day
7.
Veteran's Day
S.
Thanksgiving Day
9.
Day After Thanksgiving
10.
Christmas Day
11.
State General Election Day
12.
Good Friday
I 't day of January
3 rd Monday in January
3 rd Monday in February
Last Monday in May
July 4th
I st Monday in September
November 11 th
0' Thursday in November
4"' Friday in November
December 25th
Even Numbered Years
Two hours off as scheduled by mutual
agreement between Employees and Supervisors
and/or Department Head.
SECTION II. If a holiday falls upon a Saturday the prior Friday will be the recognized holiday.
If the Holiday falls upon a Sunday, the Monday following shall be the holiday. All other days
are business days. The number of hours of holiday leave shall be the same as the regularly
assigned shift — i.e., if an employee is regularly assigned to ten (10) hour shifts, they will receive
10 hours of accrued holiday pay for each holiday.
SECTION III. One (1) day of paid personal leave per contract year is to be made available to
employees to attend to personal business. Three (3) days notice to the supervisor is required for
this non -accruable day. Granting of the days leave to an employee is contingent upon the work
being covered by the remainder of the employees in the department so that no substitute help
would have to be hired.
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SECTION Iv. All employees covered by this Agreement, not performing work on the days
enumerated in Section I, shall be paid straight time pay at the employee's regular rate for the
number of hours worked on holidays designated in Section I of this Article. Part -tune employees
shall receive pay for holidays on a pro -rated basis.
SECTION V. An employee covered by this Agreement who is scheduled for a day off on a day
which is observed as a holiday, except Sunday, shall be entitled to receive a day off with pay
either on the day preceding the holiday or on another day following the holiday in the same pay
period or as scheduled by the employee and his supervisor, whichever allows a day off in
addition to the employee's regularly scheduled day off, provided the employee is in pay status on
his last regularly scheduled working day immediately before the holiday or on his first regularly
scheduled working day immediately after the holiday.
SECTION VI. In addition to holiday pay, an employee shall be compensated at a rate of one
and one half (1 Y2) times the actual number of hours worked on the holiday.
ARTICLE x: LEAVE TIME
SIECTION I. vacation, Leaves of Absence and Alternative work
A) Each full-time employee shall earn annual vacation leave credits from the first
day of employment. Vacation leave credits earned shall be credited at the end of
each pay period. However, employees are not entitled to any vacation leave with
pay until they have been continuously employed for a period of six (6) calendar
months.
B) Part-time employees are entitled to pro -rated annual vacation benefits if they have
worked the qualifying period.
C) An employee may not earn annual vacation leave credits while in a leave without
pay status.
D) Temporary employees do not earn vacation leave credits, except that a temporary
employee who is subsequently hired into a permanent position within the same
jurisdiction without a break in service and temporary employees who are
employed continuously longer than six (6) months may count as earned leave
credits for the immediate term of temporary employment.
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SECTION II. Accrual
A) Vacation leave credits are earned at a yearly rate calculated in accordance with
the following schedule, which applies to the total years of an employee's
employment with agency whether the employment is continuous or not:
Year of Employment
I day through 10 years
11 years through 15 years
16 years through 20 years
21 years or more
Working Days Credit
15 days
18 days
21 days
24 days
B) For the purpose of determining years of employment under this section, an
employee eligible to earn vacation credits under Section II must be credited with
one (1) year of employment for each period of twelve (12) calendar months in
which the employee was in pay status or on an authorized leave of absence
without pay, regardless of the number of hours service in any one month.
SIECTION III. Maximum. Accumulation
A) Annual vacation leave may be accumulated to a total not to exceed two (2) times
the maximum number of days earned annually as of the end of the first pay period
of the next calendar year. Excess vacation is not forfeited if taken within ninety
(90) calendar days from the last day of the calendar year in which the excess was
accrued.
B) An employee who terminates his employment for reason not reflecting discredit
to himself shall be entitled upon the date of such termination to cash
compensation for unused vacation leave, if the employee has worked the
qualifying period set forth in Section II.
C) If employees covered by this Agreement transfer between Departments with the
City, there shall be no cash compensation paid for unused vacation leave, and the
receiving department assumes liability for the accrued vacation credits transferred
with the employee.
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SECTION Iv. Absence from employment by reason of illness shall not be chargeable against
unused vacation leave credits unless approved by the employer.
SECTION V. vacations shall be assigned by the Department with due regard to continuity and
economy of City operations. To this end, employees entitled to a vacation period shall receive
the same in accordance with schedules to be prepared by the Department, having regard to the
expressed desires of the employees, seniority, and scheduling vacation periods so as not to
interfere with City operations.
SECTION vI. Sick Leave
A) Each full-time employee, covered under this Agreement, shall earn sick leave
credits from the first day of employment. For calculating sick leave credits, 2080
hours (52 weeks x 40 hours) shall equal one (1) year. Sick leave credits shall be
credited at the end of each pay period. Sick leave credits shall be earned at the
rate of twelve (12) working days for each year of service without restriction as to
the number of working days that may be accumulated. Employees are not entitled
to be paid sick leave until they have been continuously employed ninety (90)
days.
B) An employee may not accrue sick leave while in a leave without pay status.
C) Part-time employees are entitled to sick leave benefits if they have worked the
qualifying period.
D) Full time temporary employees are entitled to sick leave benefits if they have
worked the qualifying period.
E) An employee who terminates his employment with the City is entitled to a lump
sum payment equal to one-fourth (1/4) of the pay attributable to the accumulated
sick leave. The pay attributed to accumulated sick leave shall be computed on the
basis of the employee's salary or wages at the time he terminates his employment
with the City. When an employee transfers between departments he shall not be
entitled to a lump sum payment. In such a transfer the receiving department shall
assume the liability for accrued sick leave credits earned and transferred with the
employee.
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F) An employee who receives a lump sum payment pursuant to this Section and who
is again employed by the City may not be credited with any sick leave for which
the employee has been previously compensated.
G) Abuse of sick leave is cause for dismissal and forfeiture of the lump sum
payments provided for in Section VII (E) above.
H) Employees who become ill will be paid for all days lost to extent of their accrued
sick leave, provided it is the employee's responsibility to furnish a medical
certificate if requested by the Employer.
I) Employees may take sick leave, aside from personal illness, for the following
a. A serious affliction of one of the employee's immediate family, requiring
the employee's presence.
b. Death in the employee's immediate family.
C. Attendance at the funeral of a fellow City of Kalispell employee, or
attendance at the funeral of a close personal friend; however, the use of
sick leave for funerals as recited in this paragraph shall not exceed eight
(8) hours per funeral.
d. Contact with, or exposure to, a contagious disease which might spread to
other City employees, only if the family has been placed under quarantine
by the proper authorities.
J) Sick leave taken will be deducted from the sick leave accumulated until such
accumulation is exhausted.
K) Sick/Vacation Leave Donations
a. Employees who are eligible to use their accrued sick or vacation leave
may donate sick and vacation leave hours to be used by another employee
who does not have sufficient leave credits in accordance with City Policy.
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SECTION VII, Jury Duty/Witness
Each employee who is under the proper summons as a juror, or subpoenaed to serve as a
witness, shall collect all fees and allowances payable as a result of the service and forward the
fees to the City Payroll officer. Juror fees and witness fees, respectively, shall be applied
against the amount due the employee from. the City. However, if an employee elects to charge
his juror or witness time off against his annual leave, he shall not be required to remit his juror
fees to the City. In no instance shall the employee be required to remit to the City any expense
or mileage allowance paid him by the Court.
SECTION VIII. Military Leave
A) Employees covered by this Agreement who are members of the organized militia
of the State of Montana or are members of the reserve corps or military forces of
the United States and who have been employed for a period of 6 months shall be
given leave of absence with pay for a period of time not to exceed fifteen (15)
warping days in a calendar year for attending regular encampments, training
cruises and similar training programs of the militia or of the military forces of the
United States. Leave under this subsection shall not be charged against the
employee's annual leave.
B) Employees covered by this Agreement shall receive every benefit of MCA 2-1 8-
614, as it exists now or is later amended during the term of this agreement,
regarding a period of absence from employment for military service.
SECTION Ix. Maternity Leave
To the extent that the Employer is subject to the Family and Medical Leave Act, the
employees covered under this Agreement shall receive all such benefit as the Act now provides
or may provide by amendment during the term of this Agreement.
SECTION X. Leaves of Absence
Full Time employees covered by this Agreement may request to take a leave of absence
without pay for good and sufficient reason. Leave of absence may be granted for a term of up to
six (6) months. Requests for leave of absence must be submitted in writing and approved by the
City Manager.
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SECTION XI. Education and Training Leave
A) Training
a. Regular (non -probationary) employees may attend work related training
seminars, workshops or conferences related to professional development,
safety, personal growth and educational advancement without charging
related time off against annual vacation leave and without losing any part
of their salary for attendance within regularly scheduled working hours.
Attendance must be approved in advance by the Supervisor.
b. The department may pay for reasonable registration fees and other related
expenses, such as lodging, per diem and travel in accordance with the City
of Kalispell travel policy. Payment must be approved by the Supervisor
and department head or designee in advance of the employee attending the
training event.
B) Education
a. The Employer shall encourage and coordinate educational opportunities
for employees and supervisors in order that services rendered to the City
will be more efficient and effective.
b. Employees are encouraged to continue their formal education through
participation in educational programs. Reimbursement for educational
expenses incurred by such participation may be granted for job -related
courses with prior approval of the City Manager, provided funds have
been budgeted for such education and/or part-time replacement salary.
C) Any reimbursement shall only be after successful completion of the
course/program. Successful completion shall be defined as receipt of a certificate
of satisfactory completion or a grade of C (2.0 grade point) or better in the case of
academically rated courses (or attainment of pass in a pass/fail grading system.)
Tuition reimbursement is for the course only; no reimbursement will be allowed
for books, lab fees, travel expenses or material costs. Approval for tuition
reimbursement shall only be allowed for courses offered by accredited colleges,
universities or vocational training institutes.
16
D) Request for reimbursement must be made within 30 days following the
completion of the course of study. Training reimbursement is generally available
to only those employees who have successfully completed the employee's
designated probation period.
E) Employees will participate in approved educational programs without charging
related time off against annual vacation leave and without losing any part of their
salary for attendance within regularly scheduled working hours. Consideration of
employee requests for tuition reimbursement is dependent upon budgetary
constraints and the recommendation of that employee's Department Head.
ARTICLE XI: GRIEVANCE AND ARIIITRATION PROCEDURE
SECTION I. Prerequisites
A) A grievance is defined as a claim based upon an event or condition or
circumstance under which an employee works allegedly caused by
misinterpretation or misapplication of the terms of this contract. The term
grievance does not include a desired or proposed change in the term of this
.Agreement.
B) A grievance may be asserted by an employee or a group of employees covered
under this Agreement.
C) Multiple grievances, when arising out of the same factual situation alleging the
same violation(s) of the current labor agreement may be submitted to a single
arbitrator. However, the arbitrator shall be under an obligation to hear and decide
each grievance separately on its merit or lack thereof, except when grievances are
filed on the same Article or Section of the contract.
D) Time limits may be waived by mutual agreement between the City and the Union,
provided the waiver is executed in writing, and a copy provided to both the City
and the Union.
E) References to days in this Article shall mean calendar days.
17
SECTION II. Filing Grievance
A) Grievances must be presented by an aggrieved employee within fourteen (14)
calendar days after the occurrence or when the employee becomes aware of the
matter out of which the grievance arose. Grievances which are not presented to
the City within the above specified time shall not be presented or considered at a
later date.
B) If an employee feels he/she has a grievance, he/she will be allowed to contact the
appropriate Union Steward, within a reasonable time. Permission to do so must
be obtained from his/her supervisor. The contact shall be made by the employee
going to the Union Steward.
SECTION III. Steps
A) STEP 1. If the grievance is taken to the first step of the grievance procedure, a
meeting will be scheduled within ten (10) calendar days by the immediate
Supervisor who issued the order which resulted in the grievance.
a. A Union Representative, the employee, and the Supervisor involved will be
present at this meeting. Another supervisor may be present. If the Union
Representative is the aggrieved employee, another Union Representative will
be present.
b. The written decision of the Supervisor will be rendered within seven (7) days.
Whether the grievance is settled or not, copies of the grievance notice shall be
initialed by the Supervisor.
c. The Grievance Committee shall meet and shall have the authority to determine
whether a Grievance proceeds to Step 2.
d. Failing satisfactory settlement at Step 1, the Grievance shall be processed to
Step 2 within seven (7) days.
B) STEP 2. If at the request of the Union, the Grievance is carried to Step 2, the
following procedure shall apply:
a. A meeting shall be scheduled by the parties within fourteen (14) days after the
Union Grievance Committee's notice to proceed to Step 2.
18
b. The Union Grievance Committee, the City Manager and the Department
Supervisor shall be present at this meeting. The aggrieved employee and
additional supervisors may be present at this meeting.
c. The decision of the City Manager shall be rendered, in writing, and directed to
the Union Grievance Committee within seven (7) days.
d. Failing satisfactory settlement of the Grievance at this meeting, the Grievance
must be processed to Step 3, within fourteen (14) days.
e. The Union Grievance Committee will present it at the next regular Union
meeting. If the Union membership decides the grievance is not justified, it is
understood that the Union membership decision is final, and no claim shall be
made against the Union as a result of a denial of a grievance report by any
member(s).
C) STEP 3. If at the request of the Union Grievance Committee, the Grievance is
carried to Step 3, the matter shall be submitted to arbitration.
a. The City Manager and the Union shall jointly request the Board of Personnel
Appeals, Department of Labor and Industry, State of Montana, to provide both
parties with an identical list of names and addresses of five (5) persons who
have indicated a desire to provide services as Arbitrators.
b. The Union and the City Manager shall within seven (7) days after receipt of
such list, meet and by alternatively striping names from the list, select the
Arbitrator by requesting the services of the last name remaining on the list.
i. The Arbitrator so chosen will be contacted by the parties within seven (7)
days and requested to start proceedings at his earliest possible date.
ii. The Arbitrator shall be requested to render a decision, in writing, within
thirty (30) days of final submission and such decision shall be final and
binding.
iii. The Arbitrator shall not have the authority to alter in any way the terms of
this Agreement.
iv. Expenses for the Arbitrator's services shall be borne equally by the City
and the Union..
19
SECTION I. Health Insurance
A) For the period of this Agreement the City shall determine the insurance carrier
and contribute the amount determined by the employee's status (single, married,
2--party, employee/children or family) each month toward health Insurance
Coverage.
B) During the terns of this Agreement the City shall determine the insurance carrier
and the City's contribution toward Health Insurance Coverage. Employees
covered by this Agreement may pay any increase in cost of health Insurance
during the term of this Agreement unless changed by the City-wide insurance
committee and approved by a City-wide employee vote.
C) All Kalispell City employees shall enjoy equal health insurance coverage and
contributions as recommended by the insurance committee and approved by the
City Council.
SECTION I. wage Scale
A) wage scales of employees covered under this Agreement are to be found under
Addendum A -- Pay Matrix, which is attached hereto and thereby made a part
hereof. Classifications and wage rates not contained hereinabove shall be subject
to negotiations thirty (30) days prior to applications.
B) Nothing contained in the Agreement shall prevent the parties hereto agreeing
upon a reclassification of employees covered under this Agreement during the
term of this Agreement, so long as the reclassification is approved by both parties
and appended to this Agreement.
20
SECTION II. Longevity Pay and Experience Premium Supplement (EPS)
A) Those employees hired prior to the signing of this contract: For experience accrued
prior to the 06/07 fiscal year base pay is to be supplemented with longevity pay based
on a rate of one percent (1%) of five dollars ($5.00) per hour, which is five cents
($.05) times years of service.
B) Those employees hired prior to the signing of this contract: For experience accrued
from the 06/07 fiscal year forward base pay is to be supplemented with longevity pay,
which shall be at the rate of one percent (I%) of ten dollars ($10. 00) per hour, which
is ten cents ($. 10) times years of service. Longevity pay increases will be computed
each July I".
Q Employees hired on or after the signing of this contract will be eligible for the
Experience Premium Supplement (EPS) as follows:
i. Employees shall continue to be eligible for pay grade increases related to the
successful completion for each pay grade they attain.
ii. Upon the reaching of the top pay grade within a classification the employee is
working and for each year of satisfactory work performance since attaining the
top pay grade the employee will receive an "Experience Premium Supplement"
(EPS) of $.10 per hour for each year thereafter.
SECTION III. Pager Pay
Employees assigned to carry pagers during the term of this Agreement shall be compensated at
the rate of $95.00 per week or $13.57 per day while assigned to pager duty. Pager assignments
will be rotated within departments.
SECTION IV. Call Out Premium
Employer shall pay an additional $5.00 per hour to employees under this Agreement, who are
called out for a snow or other weather related event between the hours of 12:00 midnight and
n 11 . 10
21
1
A} Sums payable as Uniform Allowances under Addendum A — Pay Matrix and
Mechanics' Tools under Article XIv, Section II shall be paid in a lump sum in a
regular check on or before September 1 of each year.
B) Uniforms worn by the Animal Warden and Parking Attendant shall conform to
standards established by the City.
SECTION VI. TRAINING COORDINATOR & TRAINER
A) An employee who is designated as a Training Coordinator by a Department Head
shall receive additional pay over the employee's regular hourly rate for all hours
engaged in such training.
B) Employees not designated as Training Coordinators, but are assigned training
duties (trainer), as designated and approved by the Department Dead or designee,
shall receive additional pay over the employee's regular hourly rate for all hours
engaged in such training.
C} The Department Head and Supervisor will determine and approve what
constitutes the required training, the amount of time allowed and acceptable
standards for the particular duty/job.
D) Employees who are interested in being designated, as a Training Coordinator shall
express such interest by writing a letter of interest to the department head or
designee within the time frames prescribed by the department head or designee.
The department head or designee shall select employees for those designations
from those who express such interest using the following criteria.
® written and oral assessment; ® Experience, education, training;
® Seniority; ® Relative ability
ON
SECTION I. Work Rules
Employees will be notified of changes in the City work rules, and supervisors will be instructed
by the City to apply the work rules uniformly.
SECTION II. Mechanics' Tools
The City shall self -insure the mechanics' tools against theft or casualty. Each mechanic shall
provide the City with a full tool inventory on an annual basis. The insurance will have a two
hundred and fifty dollar ($250.00) deductible. Claims will be handled in accordance with
standard insurance company procedures. All losses will first be reported to the Police
Department and then to the Finance Director along with the estimated value. City will pay
mechanics in addition to wages a tool allowance of $500.00 per year with City providing
pneumatic and special tools with prior approval of the Director of Public Works. Pneumatic and
special tools when purchased by the City will remain property of the City.
SECTION III. Required Clothing for Employees
The Employer shall provide coveralls to those Employees ,who need coveralls through a service
chosen by the Employer. The Employer may supply specific clothing to the Employees without
any cost to the Employees and require the Employees to wear such specific clothing.
SECTION Iv. Certification
A) In any position in which the employer requires certification, the Employer agrees
to pay for all tests required to acquire or maintain the certification. If a position
requires an employee to have a commercial drivers' license, the Employer agrees
to pay the state required fee for that portion of the operator's license as well as for
any physical examination involved with maintaining that license.
B) In order to maintain some cost controls the city will identify at least three (3)
"preferred providers" who can perform these physicals. Employees wishing to
visit other providers not listed will be responsible for the balance of the bill in
excess of the maximum preferred provider's rate.
23
SEC'T'ION V. Immunization
All employees who may come in contact with infectious diseases through their employment with
the Employer will be provided with the opportunity to be immunized against said disease at no
cost to the employee. The Employer shall provide Tetanus shots to all employees upon request.
SECTION VI. Safety
A) The City of Kalispell shall continue to make responsible rules and provisions for
the safety and health of its employees during the hours of their employment.
B) There will be a City of Kalispell Safety and Health Committee, which will consist
of a similar proportion of employees' from all departments and management.
Management employees will be selected at the discretion of the City and
employee representatives will be selected by the Union. The Union will provide a
list of its selected members to the City.
C) City of Kalispell Safety and Health Committee, consisting of the selected
representatives shall meet at mutually agreed times for the purpose of promoting
practices and rules relating to safety and health and recommending changes in this
area. All employees selected to serve on the City of Kalispell Safety and Health
Committee shall perform their duties under this section during normal business
hours without a loss of pay.
D) Employees shall adhere to the safety rules and regulations as promulgated in the
employees' personnel handbook or safety manual.
SECTION VII. Safety Equipment
The employer shall provide and the employee will wear safety equipment and protective
clothing.
ARTICLE XV: MISCELLANEOUS
SECTION I. Just Cause
Non -probationary employees shall not be discharged except for just cause.
24
SECTION II. Entire Agreement
A) The parties acknowledge that during the negotiations which resulted in this Agreement,
each had the unlimited right and opportunity to propose additions and/or modifications to
this Agreement with respect to any subject or matter not removed by law from the area of
collective bargaining, and that the understandings and agreements 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, 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' mutual agreement in writing.
B) Labor Management Committee
a. Committee Goals & Purpose
The Employer and the Union endorse the goal of a constructive and cooperative
relationship. To foster such a relationship, a Labor -Management Committee will be
established as an amicable communications link where concerns may be identified.
The Purpose of the committee is to provide communication between the parties, to
share information and concerns and to promote constructive, meaningful and
cooperative labor-management relations.
b. Meeting Topics
Either party may propose items for discussion on topics which may include, but are
not limited to: administration of this agreement, changes to applicable law, legislative
updates, organizational change, improvement of systems and processes, resolving
workplace and service delivery problems, quality of work life for employees, and/or
productive and efficient service delivery. While topics for discussion are unrestricted,
the committee shall strive to concern itself with significant problems and concerns
affecting a majority of employees. Meetings are not intended to bypass the grievance
procedure and shall not constitute an invitation to continuously renegotiate the
provisions of this agreement. The Employer agrees to notify the Union reasonably in
25
advance of anticipated actions which affect the working conditions of the employees
subject to this agreement.
c. Meeting Scheduling
Meetings will be held on a quarterly basis or if requested by either party. The Union
will provide the Employer with the names of its Committee members at least ten (10)
calendar days in advance of the date of the meeting in order to facilitate the release of
the employees. Employees attending committee meetings during their work time
shall have no loss in pay. Attendance at meetings during an employee's non -work
time will not be compensated for or considered time worked. The Committee may
invite appropriate resource persons to assist in matters brought before it.
SECTION III. Ikon -Union Supervisors
The City agrees that it shall not appoint non -union supervisors as a means of evading
employment of Union employees.
Section Iv. Strikes and Lockouts
During the term of this Agreement the employees covered under this Agreement shall
not strike against the City, and the City shall not shut out the employees for any cause.
Section V. Termination and R.eopener
A) This Agreement shall supersede all rules and agreements in conflict with this
Agreement and shall remain in full force and effect from the 1" day of July, 2010
until the 3 oth day of June, 2013 and shall renew itself for one-year periods
thereafter, unless either party notifies the other no later than the 15th day of
March prior to the expiration date.
B) This Agreement may be opened for the purpose of negotiating economic items
provided that notice is given by either party no later than the 15t" day of March
of 2011 or 2012.
C) The Parties hereto agree that in the event the notification provided above is given
within the time limits provided, the parties shall meet and commence
negotiations no later than April 1, 2011.
we
Section vI. Savings Clause
If any section, subdivision, paragraph, sentence, clause, phrase or other part of this Agreement is
determined or declared to be contrary to or in violation of any State or Federal Law, the
remainder of this Agreement shall not thereby be affected or invalidated.
IN WITNESS WHEREOF, the parties hereto, acting by and through their respective and
duly authorized officers or representatives, have hereunto set their hands and seals the day and
year first above written.
FOR THE CITY of KALISPELL FOR. AFSCME MT COUNCIL 9 AFL-CIO, LOCAL 256
Jane Howington, City Manager
Theresa White
City Clerk
Date
Mike Nicholson, Local 256 President
Mike Mali, local 256 Negotiations Committee Member
Helen Tobiason, Local 256 Negotiations Committee Member
Scott Lyders, Field Representative
AFSCME MT Council 9 AFL-CIO
CONTRACT YEAR(S) 2010-2011, 2011-2012, 2012-2013
Date
ft
ADDENDUM A - AFSCME PAS MATRIX
2010 - 201314-29-2010)
Page 1
Base
DEPARTMENT CLASSIFICATION
Wage
Grade 2
Grade 3
Grade 4
Grade 5
1.008
1.05
1.09
1.12
'
Misc. Dept.
$13.39
$13.50
$14.06
$14.60
$15.04
Parking$12.86
$12.96
$13.50
$14.02
$15.76
$16.36
$17.04
Recreation..... .
$14.36
$14.48
$15.08
$19.33
Parks &
Recreation
Janitorial $12.90
$13.00
La $11.77
.
$15.99
$16.12
$16.79
$17.43
F-ublic$13.64
$14.14
$1.4.50
$15.00
$15.50
Police CAN Ce"
$0.50
Shift$0.25
$O.So
Weekend ---D-• ..
0.25
Building$16.94
$17.08
$17.79
$18.47
.
................... ..... . ..
$17.95
$18.10
$18.85
$19.42
Building - Planning
- Fire Inspection
. .
$17.95
$18.73
$19.85
$21.00
$23.50
'
$13.80
$13.91
$14.49
A EN IJ A - AFSC E PAY MATRIX 2010 - 2013
Page 2
Base
DEPARTMENT CLASSIFICATION
wage
Grade 2
Grade 3
Grade 4
Grade 5
1.008
1.05
1.09
1.12
Engineering$16.46
$16.59
$17.28
Water - .
$16.88
$17.01
$17.72
$18.40
Aater-Production
$16.88
$17.01
$1.7.72
$18.40
$20.08
Wastewater Stormwater .
$16.46
$16.59
$17.28
$17.94
Solid$16.23
$16.36
$17.04
$17.69
Pubic worms MechanjC,
$18.95
$19.10
$19.90
Traffic . .
$17.60
$17.74
$20.24
$21.65
Street Maintenance
$16.23
$16.36
$17.04
$17.69
Water Meter Technician
$15.65
$15.78
$16.44
Surveyor's$15.56
$15.68
.
$16.88
$17.01
$17.72
$18.40
$18.73
$22.70
$23.3 8
$24.06
$24.97
MISCELLANEOUS PREMIUM PAY
Foreman Premium Pa
$1.00
Trainer Premium Pa
$1.00
Nightshift Sweeper Operator Premium Pa
$0.25
Snow/Weather Event Between 12:00 midni ht & 4:00 a.m.1
$5.00
November 29,2010
10.0 flit:
. ..... . . . ................. .......................................................... ............ . .. ..... .
B11ILDING / PLANNING DEPARTMENT .............................................................................. 2
10"AIZA�S - CARETAKER .....................................................................................................
PARKS - RECREATION PROGRAMMER ............................................................................. 4
JANITOR....................................................................................................................................... 4
P4BLFC-V.'ORKS - WATER PRODUCTION .......................................................................... I
PUBLIC WORKS - WATER METER TECHNICIAN ............................................................ 8
V'UBLIC WORKS - WATER MAINTENANCE & REPAIR .................................................. -v
'' R! in 11ti;:: i n4km
V41BLIC V'ORILS - TRAFFIC SIGNS & SIGNALS ................................................................ 9
RIUBLIC WORKS - STREET MAINTENANCE .................................................................... 4
PUBLIC WORKS - SOLID WASTE DIVISION .................................................................... 10
vol-mv
WAI
10
I T" Implimale lot
P4BLIC WORKS - MECHANICS ........................................................................................... 12
la
WORKS - ENGINEERING TECHNICIAN ............ iw�
PUBLIC WORKS - SURVEYOR'S AIDE ............................................................................... 1-1
NOTE: If not specifically indicated.-
* All pay grade advancements 1 appointments become effective upon completion of grade
criteria set for herein and;
satisfactory performance history and,
The employee's Director or designee will review the employee's compliance with the pay
grade criteria and approve the employee's pay grade advancement if the criteria have
been met. Such approval will not be unreasonably withheld and denials will be subject to
the grievance process.
a. Permit Technician — Grade I
i. No formal certifications required to be hired.
h. Permit Technician -- Grade II
i. Six Months relevant experience as a Permit Technician I
ii. ICC certification as Permit Technician
c. Permit Technician — Grade III
i. Two years relevant experience as a Permit Technician
ii. Permit Technician II requirements
Ili. ICC certification as a Building Inspector
d.. Permit Technician Merit Pay
i. Merit Pay for Permit Technicians will be paid for relevant ICC certifications.
Special Inspection categories will be paid at the rate of $.25/hr per certification.
Building, Plumbing, Mechanical, Fire and Electrical Plans Examiner or similar
Inspection categories will be paid at $.50/fir per certification. The Building
Official may approve other certifications for merit pay. The maximum merit pay
is $3.00/hr.
e. Building Inspector Grade I
i. ICC certification as a Building Inspector and either:
1. ICC certification as a Mechanical Inspector or Plumbing Inspector.
f. Building Inspector — Grade II
i. Six months relevant experience as a Building Inspector I
ii. ICC certifications for Mechanical Inspector and Plumbing Inspector
g. Building Inspector — Grade III
i. Two years relevant experience as a Building Inspector
ii. Building Inspector II requirements
iii. ICC certifications for accessibility Inspector/Plans Reviewer and Commercial
and Residential Energy Inspector
RN
h. Building Inspector — Grade Iv
i. Five years relevant experience as a Building Inspector
ii. Building Inspector III requirements
iii. ICC certification as a Combination Inspector
i. Building Inspector Merit Pay
1. Merit Pay for Building Inspectors will be paid for relevant ICC certifications.
Special Inspection categories will be paid at the rate of $.25/hr per certification.
Building, Plumbing, Mechanical, Fire and Electrical Plans Examiner categories
will be paid at $.50/hr per certification. The Building official may approve other
certifications for merit pay. The maximum merit pay is $3.00/hr.
J. Plans Examiner — Grade I
1. ICC Certification as a Building Plans Examiner and either:
1. ICC certification as a Mechanical Plans Examiner or Plumbing Plans Examiner.
k. Plans Examiner Grade II
i. Six months relevant experience as a Plans Examiner
ii. ICC certifications for Mechanical Plans Examiner and Plumbing Plans Examiner
1. Plans Examiner — Grade III
i. Two years relevant experience as a plans examiner
ii. Plans Examiner II requirements
Ili. ICC certifications as Accessibility Plans Examiner and Commercial and
Residential Energy Plans Examiner.
rn. Plans Examiner -- Grade Iv
i. Five years relevant experience as a plans examiner
ii. Plans Examiner III requirements, ICC certifications as Electrical Plans Examiner
and Fire Plans examiner.
n. Plans Examiner Merit Pay
i. Merit Pay for Plans Examiners will be paid for relevant ICC certifications.
Special Inspector categories will be paid at the rate of $.251hr per certification.
Building, Plumbing, Mechanical, Fire and Electrical Inspector categories will be
paid at $.50/hr per certification. The Building Official may approve other
certifications for merit pay. Maximum merit pay is $3.00 Ihr.
2. PARKS - C,A.RETAR
Caretaker Emphasis: Forester, Carpentry/Construction, Irrigation, Equipment operator,
Building Maintenance, Gardener
a. Parks Caretaker Grade I
1. one year relevant experience in park maintenance
ii. Commercial Drivers License (CDL) with airbrake endorsement within 6 months.
bR Parrs Caretaker — Grade II
i. Two years relevant experience in parr maintenance
ii. Commercial Drivers License with airbrake endorsement
iii. Equipment operator qualified
iv. 20 hours training in relevant certifications
3
c. Parks Caretaker — Grade III
i. Grade II requirements met and;
ii. Five years relevant experience in park maintenance
ill. 40 hours training in relevant certifications
a. Recreation Programmer Grade I (entry level)
i. one year recreation programing experience
H. Two year recreation degree or related field
b. Recreation Programmer Grade II
i. Two years recreation programnung experience
ii. 4 year recreation degree or related field
c. Recreation Programmer — Grade III
i. Grade II requirements met and;
ii. Four years of relevant recreation programming experience and;
iii. 40 hours of professional development training and;
d.. Senior Recreation Programmer Grade Iv
i. Grade III requirements met and;
i1. 40 hours additional professional development training and;
in. 20 hours supervisory training
a. Janitor -- Grade I
i. one year relevant experience in custodial and janitorial practices
b. Janitor — Grade II
i. Two years relevant experience in custodial and janitorial practices
ii. Two years relevant experience working with related vendors
iii. Completion of blood borne pathogens, and hazard communications standards
courses
5, PUBLIC SAFETY CRIME ANALYST — RECORDS CLERK
a. Analyst/Clerk -- Grade I
i. Computer use and application involving word processing, spreadsheet and data
base functions.
ii. Typing and ten ley applicable.
b. Analyst/Clerk Grade II
iii.six months of relevant experience in a similar position.
iv.orade I completed.
v.CHN/NCIC Certification successfully completed.
vi. 10 hours of professional development courses.
FA
Nil
c. Analyst/Clerk
vii. Grade II completed.
viii. One year of relevant experience in or similar position.
ix. 20 hours of additional professional development courses, which must include
training in crime analysis and records keeping.
x.Cornpletion of Property and Evidence Management Mass.
d. Analyst/Clerk —Grade Iv
xi. Grade III completed.
xii. Two years of relevant experience plus 40 hours of training or;
xiii. Three years or relevant experience plus 30 hours of training or;
xiv. Two gears of relevant experience plus 20 hours of training and AA degree.
x.v. Completion of Evidence Collection and Preservation Class
e. Analyst/Clerk — Grade v
xvi. Grade Iv completed.
xvii. Must serve as supervisor for one year or have the ability to serve in the capacity.
xviii. Completion of supervisor course as approved by Police Chief
xix. pour years of relevant experience plus 40 hours of training or:
xx. Five years of relevant experience plus 30 hours of training or;
xxi. Six years of relevant experience plus 20 hours of training and AA degree.
a. Parking Technician — Grade I
i. Complete entry-level training including maintaining time logs, identifying city
grid, memorizing traffic codes, and learning parking records management system
and other tasks as described in job description.
ii. Receive customer service training
ill. One year of relevant experience in position
h, Parking Technician Grade II
i. dust have Grade I rating
ii. Possess basic computer shills
ill. Police department certified records management training
iv. Defensive driving training
v. Two years of relevant experience plus 40 hours of training
vi. Three years of relevant experience plus 30 hours of training
vii. Two years of relevant experience plus 20 hours of training and AA degree
c. Parking Technician Grade III
i. Must have Grade II rating
ii. Knowledge of meter repair and maintenance
iii. Knowledge of ticket dispenser repair and maintenance
iv. Five years of relevant experience plus 40 hours of training
6
v. Six years of relevant experience plus 30 hours of training
vi. Five years of relevant experience and 20 hours of training and AA. degree
d.. Parking Technician Grade Iv
i. Must have Grade III rating
ii. Must receive cross training for secondary position with department head approval
iii. Completion of supervision course as approved by department head
iv. Seven years of relevant experience and 40 hours of training
v. Six years of relevant experience plus 30 hours of training and AA degree
Jai
a. Evidence Custodian — Grade I
i. possess Dispatch Basic Certification
ii. possess basic computer skills
iii. One year of relevant experience in position
h. Evidence Custodian — Grade I
i. Must have Grade I rating
ii. Complete Property and Evidence Management Class
iii. Complete Evidence Collection and preservation Class
iv. Complete Nord Level II & :excel Level II computer training
v. Two gears of relevant experience plus 40 hours of training
A. Three years of relevant experience plus 30 hours of training
vii. Two gears of relevant experience plus 20 hours of training and AA. degree
c. Evidence Custodian — Grade III
i. Must have Grade II rating
ii. Possess Certified Property & Evidence Specialist Certification\
iii. Six gears of relevant experience plus 44 hours of training
iv. Seven years of relevant experience plus 30 hours of training
v. Six years of relevant experience plus 24 hours of training and AA degree
d. Evidence Custodian Grade Iv
i. Must have Grade III rating
ii. Must serve as supervisor for one year or have the ability to serve in the capacity
as a lateral. Support Staff III
Ili. Completion of supervision course as approved by department head
iv. Seven years of relevant experience plus 30 hours of training
. ADMINISTRATIVE ASSISTANT 1 TECHNICIAN / SECRETARY RY / CLERK
PARKS — Administrative Assistant
FINANCE - Utility Billing Technician, Accounts Payable Technician
COURT -- Clerk / Administrative Assistant
POLICE — Detectives Secretary
a. Grade I (Entry Level)
i. If applicable, typing and ten -key test required.
on
b. Grade 11
i. .Entry Grade completed
ii. One year of relevant experience in position.
iii. 20 hours of Professional Development courses
c. Grade III
i. Must have Grade II rating
ii. Complete word Level II & Excel Level II computer training
iii. Two years of relevant experience plus 40 hours of training or one year relevant
experience and AA. degree
d. Grade Iv
i. Must have Grade III rating
ii. Complete word Level III & Excel Level III computer training
iii. Five years of relevant experience plus 40 hours of training or four years relevant
experience and AA degree
e. Grade v
i. Must have Grade Iv rating
ii. Completion of supervision course as approved by department head
iii. Seven years of relevant experience and 20 hours of additional training
a. Water Production Technician Entry Level (ore Year TermsMaximum) Grade I
i. Must Obtain:
1. Trench Safety - Confined Space
2. Traffic Control work Zone Safety
3. 3B State License
4. CDL with airbrake endorsement within three (3) months of hire
b. Water Production Technician - Grade II
i. Completion of:
1. Trench. Safety -Confined Space
2. Traffic Control work Zone Safety
3. 3B State License
4. CDL with airbrake endorsement
c. Water Production Technician - Grade III
i. Three years relevant experience as a Grade II water Production Technician
ii. 80 hours Professional Development courses
d. Water Production Technician. - Grade Iv
i. Three years relevant experience as a Grade III dater Production Technician
ii. 2A water Distribution Certification
iii. Certification in Backflow Prevention
iv. 40 hours of additional training in Professional Development courses
7
ArkWater Production Technician - Grade v
i. Three years relevant experience as a Grade Iv water Production Technician
ii. 80 Hours training in electrical/electronic systems and controls; or completion of
equivalent certified training from an accredited institute
iii. 20 hours supervisory training
a. water Meter Technician - Grade I
i. Ability to:
1. Install, replace, test, trouble shoot water meters
2. Complete final readings
3. Take water samples
4. Obtain CDL with airbrake endorsement
b. Water Meter Technician - Grade I1
i. Three years relevant experience as a Grade I water Meter Technician
i1. 80 hours of Professional Development courses
c. Water Meter Technician - Grade III
i. Three years relevant experience as a Grade II water Meter Technician
i1. 40 hours of additional training in Professional and Supervisory Development
courses
a. Water Distribution Maintenance Technician - Grade I (one Year Term
Maximum)
Must Obtain:
1. Trench. Safety -Confined Space
. Traffic Control work Zone Safety
3. obtain 2A State License
. obtain CDL with airbrake endorsement within three (3) months of hire
b. water (Distribution Maintenance Technician - Grade 11
Completion of:
1.. Trench Safety -Confined Space
. Traffic Control Work Zone Safety
3. 2A State License
. CDL with airbrake endorsement
c. water Distribution Maintenance Technician - Grade III
i. Three years relevant experience as a Grade II Water Distribution Maintenance
Technician
ii. 200 hours logged on backh.oe
iii. 80 hours of Professional Development courses
��
d. Water Distribution Maintenance Technician - Grade Iv
i. Three years relevant experience as a Grade III Water Distribution Maintenance
Technician
ii. Certification in B ackflow Prevention
iii. 50 hours of additional training in Professional and Supervisory Development
courses
iv. 3B Water Production Certification
a. Water Meters — Maintenance & Repair Technician - Grade I (Probationary for 6
months)
Must obtain:
i. Trench Safety -Confined Space
ii. Traffic Control Work Zone Safety
iii. obtain 2A State License
iv. obtain CDL with airbrake endorsement within three (3) months of hire
b. Water MetersMaintenance & Repair Technician - Grade II
Completion of:
i. Trench Safety -Confined Space
ii. Traffic Control Work Zone Safety
iii. 2A State License
iv. CDL with airbrake endorsement
c. Water Meters :Maintenance & Repair Technician - Grade III
i. Three years relevant experience as a Grade II Water Meters- Maintenance &
Repair Technician
ii. 200 hours logged on back.oe
iii. 80 hours of Professional Development courses
. Water Meters -- Maintenance & Repair Technician - Grade IV"
i. Three years relevant experience as a Grade III Water Distribution Maintenance
Technician
ii. 50 hours of additional training in Professional and Supervisory Development
courses
iii. 3B Water Production Certification
iv. Certification in B ackflow Prevention
a. Traffic Signal Technician - Grade I (Probationary for 6 months)
Must obtain:
i. CDL with airbrake endorsement within three (3) months of hire
ii. Traffic Control Work. Zone Safety
b. Traffic Signal Technician - Grade II
Completion of.-
i. CDL with airbrake endorsement
ii. Traffic Control Work Zone Safety
9
iii. Flagging Level I
v. Sign computer training
c. 'Traffic Signal Technician - Grade III
i. Three years relevant experience as a Grade II Traffic Signal Technician
ii. Traffic Signals Level I
iii. Signs & Pavement Markings I & II
iv. Roadway lighting Level I
v. 10 hours logged boom truck operation
vi. Airless Painter Thermo Plastic training
. Traffic Signal Technician - Grade Iv
i. Three years relevant experience as a Grade III Traffic Signal Technician
ii. Traffic Signal Electrician Level I and II
iii. 20 Hours logged on Boom. Truck
iv. 50 Fours Professional .Development and supervisory Development courses
a. Street Maintenance - Grade I (Probationary for 6 months)
Must Obtain:
L Trench Safety -Confined Space
ii. Traffic Control Work Zone Safety
iii. Obtain CDL, with a.irbrake endorsement within three (3) months of hire
b. Street Maintenance - Grade II
Completion of:
i. Trench Safety -Confined Space
ii. Traffic Control Work Zone Safety
iii. CDL with airbra.ke endorsement
c. Street Maintenance - Grade III
i. Three years relevant experience as a Grade II Street maintenance
ii. 50 hours logged on backhoe
iii. Completion of Asphalt Pavement Class
iv. 40 Hours Professional Development courses
. Street Maintenance - Grade Iv
i. Three years relevant experience as a Grade III Street Maintenance
ii. 40 Hours of additional training in Professional and Supervisory Development
courses
iii. Operation of all department equipment
a. Solid Waste operator - Gracie I - Entry Level (Probationary for 6 months)
Must Obtain:
i. CDL with air brake endorsement within three (3) months of hire
ii. Training on Rear -Loader and Side -,arm
. Solid Waste operator - Grade 11
Completion of:
i. CDL with air brake endorsement
ii. Experience of Rear -Loader and Side -arm
iii. Knowledge of Rear -Loader, 90 & 300 gallon routes
c. Solid waste operator Grade III
i. Three years relevant experience as a Grade II Solid waste operator
ii. Extensive knowledge of the Solid waste Collection System
iii. 40 Hours Professional Development Course
.. Solid Waste operator - Grade Iv
i. Three years relevant experience as a Grade III Solid waste operator
ii. 50 Hours additional Professional and Supervisory Development courses
iii. Training of computer for route pickup
I ril- I I U, 'I ft, nlf� a Lf Y - y " V M
a. Waste Water Treatment Plant operator - Grade I (one Year Term Maximum)
)
Must obtain:
i. Trench Safety -Confined Space
ii. Traffic Control work Zone Safety
iii. Montana IC Operation -in -training Certification
iv. CDL with air brake endorsement within (3) months of hire
b. Waste Water Treatment Plant operator - Grade II
Completion of:
i. Trench Safety -Confined Space
ii. Traffic Control work Zone Safety
iii. Montana IC operator -in -training Certification
iv. CDL with airbrake endorsement
c. Waste water Treatment Plant operator - Grade III
i. Two years relevant experience as Grade II wastewater Treatment Plant operator,
or
ii. Montana Class IC operator Certification
d. waste water Treatment Plant operator - Grade Iv
i. Three years relevant experience as a Grade III wastewater Treatment Plant
Operator
ii. Montana Class 2A & 3 B water operator Certification
iii. Certified in B ackflow Prevention, or Low Pressure Boiler Certification (FVCC, or
equal)
iv. 80 Hours Professional and Supervisory Development courses
e. Waste Water Treatment Plant operator - Grade v
i. Three gears relevant experience as a Grade Iv wastewater Treatment Plant
Operator
ii. 80 Hours training in electricallelectronic systems and controls; or completion of
equivalent certified training from an accredited institute.
11
F
r<
a. WasteWater/Storm water Maintenance 'technician - Grade I (Probationary for 6
months)
Dust obtain:
i. Trench Safety -Confined Space
ii. Traffic Control work Zone Safety
ill. Successful passage of the Operation and Maintenance of wastewater Collection
Systems — volume 1
iv. CDL with airbrake endorsement within three (3) months of hire
b. WasteWater/Storm Water Maintenance Technician - Grade II
Completion of:
i. Trench Safety -Confined Space
ii. Traffic Control word. Zone Safety
iii. Successful passage of the Operation and Maintenance of wastewater Collection
Systems — volume 1
iv. CDL with airbrake endorsement
c. WasteWater/Storm Water Maintenance Technician - Grade III
i. Three years relevant experience as Grade 11 Wastewater/Storm water Maintenance
Technician
ii. 200 hours logged on backhoe
ill. 80 Hours Professional Development course
d4 WasteWater/Storm Water Maintenance Technician - Grade Iv
i. Three years relevant experience as a Grade III wastewater/Storm. water Maintenance
Technician
ii. 50 Hours of additional training in Professional and Supervisory Development courses
a. Mechanic -Grade I
i. Completion of:
1. obtain CDL with airbrake endorsement within three (3) months of hire
2. Four of the current 8 *ASE Automobile Series Certifications or 4 of the S ASE
Certifications for the Medlum/Heavy/Truck Series; Or equivalent training and
experience.
b. Mechanic -Grade II
i. Two years relevant experience as a Grade I Mechanic
ii. Any combination of 8 ASE Certifications or equivalent training and experience
iii. 80 .Hours Professional Development courses
12
c. Mechanic -Grade III
i. Two years relevant experience as a Grade 11 Mechanic
ii. .Any combination of 12 ASE Automobile or Truck Certifications; or equivalent
training and experience
iii. 50 Fours of additional training in Professional and Supervisory Development courses
*ASE Certifications for Mechanics
1. Automobile Series
2. Mediuml heavy Truck Series
a.. Engineering Technician - Grade I
i. Two years relevant experience as a Grade II Surveyor's Aide or other equivalent
experience
11. Knowledge of County Land Information System and Arc view GIS
h. Engineering 'T`echnician. - Grade II
i. Three years relevant experience as a Grade I Engineering Technician
ii. 80 Hours of Professional Development
c. Engineering Technician - Grade III
i. Two years relevant experience as a Grade II Engineering Technician
ii. 40 hours of additional training in Professional and Supervisory Development courses,
including Arc view, G IS Systems, AutoCAD, and MS Office/Access/Excel ---- to
include basic programing Access
:....::::.
.. .:..:.:.::...
a. Surveyor's aide - Grade I
i. Basic computer shills with knowledge of AutoCAD
h. Surveyor's Aide - Grade II
i. Three years relevant experience as a Grade I Surveyor's Aide
ii. Ability to work efficiently with City Surveyor and independently
iii. Through understanding of survey principles and practices
iv. 80 Hours of Professional Development training
13