memorandum of understanding between afscme local … · 2018. 11. 14. · memorandum of...

MEMORANDUM OF UNDERSTANDING BETWEEN

AFSCME LOCAL 2167 and SANITARY DISTRICT NO. 1

AGREEMENT

This Agreement by and between Sanitary District No. 1 ("District") and AFSCME Local 2167 ("Union") is entered into on the latest date of signature below and is for the period July 1, 2009 through June 30, 2015. The parties hereto agree as follows:

GENERAL PROVISIONS

SECTION I RECOGNITION

A. District hereby recognizes Union as a bargaining representative for the purpose of establishing salaries, hours, fringe benefits and working conditions for those employees serving in the positions listed in Exhibit "A".

B. Both parties recognize their mutual obligation to cooperate with each other to assure maximum service of the highest quality and efficiency to the citizens of Marin County.

SECTION II EMPLOYEE AND UNION RIGHTS

A. Non Discrimination:

No member, official or representative of Union shall in any way suffer any type of discrimination in connection with continued employment, promotion or otherwise, by virtue of his/her membership in or representation of Union. The parties to this Agreement agree that they shall not, in any manner, discriminate against any person whatsoever because of race, religion, color, age, sex, origin, political beliefs, or non-work related mental or physical handicap.

B. Personnel Files:

The original or a copy of all material, which reflects on an employee's performance, shall immediately be inserted in the employee's file in the District Office, and she/he shall be notified accordingly. Said file shall be available at all reasonable times for inspection by the employee and/or only such person(s) as she/he may authorize in writing after an employee has requested, in advance, the opportunity to review such file.

C. Union Notification:

Whenever a person is hired, District shall notify such person that the Union is the recognized bargaining representative for employees. Both District and Union agree to keep duplicate originals of this Agreement on file in a readily accessible location, available for inspection by any District employee or member of the public upon request. The District shall notify the Union of the name and address of each new employee, any changes in addresses of current employees and whenever an employee leaves the District. Each time the pay schedule is updated during the course of this Agreement a copy shall be provided to each employee and one sent to the Union Office.

D. Dues Deduction:

District agrees, upon written consent of the employees involved, to deduct dues, as established by Union, from the salaries of its members. The sums so withheld shall be remitted by District without delay, along with a list of employees who have had said dues deducted. Should any employees, with the support of Union, engage in any strike, slowdown or other work stoppage during the term of this Agreement, District may cease said dues deduction immediately. District agrees to add payroll deduction services for insurance programs sponsored by Union. Said service shall not be extended to any additional programs without the approval of the District.

E. Union Representatives:

Union may, by written notice to the General Manager, designate one (1) of its members within the representation unit as Employee Representatives.

Employee Representative may investigate and process formal grievances filed by employees. In connection with contract negotiations, unless otherwise agreed, each bargaining committee will not exceed three (3) persons. Employee members of Union bargaining committee will be allowed to absent themselves from duties for reasonable periods of time, without loss of pay, for the purpose of participating in contract negotiations. Employee members of Union's bargaining committee will be extended the same privilege to participate in any meetings mutually called by the parties during the term of this Agreement for review of contract compliance questions.

F . B u l l e t i n B o a r d s :

Authorized representatives of Union shall be allowed to post Union notices on bulletin boards maintained on District premises.

G . D i s t r i c t R i g h t s :

The rights of the District include, but are not limited to, the exclusive right to determine the missions of its constituent departments and divisions; set standards of services; determine the procedures and standards of selection for employment and promotion; direct, classify and assign its employees; take disciplinary action; relieve its employees from duty because of lack of work or for other legitimate reasons; maintain the efficiency of District operations, including but not limited to, the contracting or subcontracting of production, service, maintenance or other types of work performed by the District; determine the methods, means, and personnel by which District operations are to be conducted; determine the content of job classifications; take all necessary actions to carry out its mission in emergencies; and exercise complete control and discretion over its organization and the technology of performing its work; provided, however, that the exercise of such District rights shall not conflict with the express provisions of this memorandum of understanding.

SECTION ill HOURS OF WORK

A. Work Week:

The normal work week for full time non-shift employees is eight (8) hours per day. Although most employees are scheduled to work Monday through Friday, some services and operations may be scheduled on sixteen or twenty-four hour basis seven days a week. Should the District determine a need to change employees' work day/work week, the District agrees to meet and confer to discuss the impact/implementation of such change.

B. Work Day:

A normal work day shall consist of eight (8) consecutive hours of work within an eight and one-half (8-1/2) hour period, interrupted by an unpaid lunch break of one-half (1/2) hour.

C. Shifts:

All employees shall be assigned to work shifts with regular starting and quitting times.

D. Starting Time and Quitting Time:

The starting time for all employees shall be 7:30 AM and the quitting time shall be 4:00 PM for all employees. If District elects to extend working hours/weeks, this section shall be subject to the provisions of SECTION III - A, HOURS OF WORK.

E. Rest Periods:

Under normal conditions, the work schedule of all employees shall provide a fifteen (15) minute rest period during each four (4) hour period.

S E C T I O N I V SALARIES AND PREMIUM PAY

Proper compensation, in accordance with these standards, of existing District forces takes precedence over expansion of the work force. These standards will not be abrogated solely to achieve budget cuts. Reasonable incentive differentials shall be maintained between each class in a series and comparable relationships among related classes in different series.

A. Salary Schedule - See Exhibit "A"

1. In the event of promotion to CWPCA Grade 111, that promotion shall be at the Salary Range sixteen (16) level.

2. Any future salary surveys shall recognize that the additional Public Employees Retirement Medical Insurance benefit provided by the District represents two (2) percent of salary.

3. Effective July 1,2009, the base salary chart shall be as shown on Exhibit "A". This represents a five percent (5%) increase. The retroactive increase shall be paid in a lump sum by separate check, subject to all applicable payroll taxes and withholdings, on or before June 30,2009.

4. Effective July 1, 2010, the base salary chart shall be increased by four percent (4%).

5. Effective July 1, 2011, the base salary chart shall be increased by three percent (3%).



8. Effective July 1, 2014, the base salary chart shall be increased by four percent (4%).

B. Specific Salary Adjustments. Salary Increases Upon Promotion: When an employee is moved from one class to a

class with a higher maximum salary, the new salary in the higher class shall be the minimum salary (i.e. Step One) for that class unless the minimum is less than five percent (5%) greater than the employee's salary at the time of promotion. In that event, the employee shall receive the next higher step within the pay range of the higher classification that is at least five (5%) greater than his or her present rate. If there is no step within the pay range of the higher classification that is at least five percent (5%) greater than his or her present rate, then the employee shall be placed at the top step of the higher classification's pay range.

Pages

C. Overtime:

Employees shall be paid for all overtime worked at one and a half (1-1/2) times the base rate of pay, subject to the following limitations, conditions and authorizations:

1). Overtime is time worked beyond eight (8) hours per day or forty (40) hours per week, or the employee's standard work day or week, whichever is longer.

2) .Overtime shall be compensated to the nearest half (1/2) hour.

3) Overtime payment shall be based on time records maintained, as may be required by District, and shall be open to review by Union.

4) No employee shall be required to work more than sixteen (16) total hours during a twenty-four (24) hour period.

5) All overtime shall be distributed as equally as possible among employees in a work unit.

6) In lieu of payment for overtime worked, each employee may accumulate compensatory time off provided that this choice is made in writing on the time cards at the end of each week. An employee may accumulate compensatory time up to one hundred and eighty hours (180 hours) (One hundred and twenty (120) hours of straight time). Requests to use compensatory time off should be made, and will be processed, in accordance with the procedures used to request vacation leave.

D. Holiday Pay:

Time worked on the following holidays shall be compensated at double the base rate of pay: Thanksgiving and the following Friday; Christmas and any time worked after 12 Noon on the day before Christmas; New Year's Day and any time worked after 12 Noon on the day before New Year's Day.

E. Call Back Pay:

1) Any employee who has completed his/her assigned shift for the day, whether or not he/she has left the work location and is called back is guaranteed a minimum of three (3) hours at the rate of time and a half (1-1/2) of base hourly pay or time and one-half (1-1/2) for any portion of an hour worked, whichever is greater. In the event an employee is called out on an emergency call fifteen minutes before the regular day begins, that employee shall be paid overtime for that additional fifteen minutes worked instead of receiving call back pay.

2) Any employee having been thus called back and once again has departed from his/her work location shall receive an additional three (3) hours pay (subject to SECTION 1V-E3) when called back on the next call, even if the time falls within three (3) hours from the first call.

3) All employees are responsible for checking with the answering service prior to leaving the work location. An employee that leaves the work location prior to checking with the answering service and the answering service has a calt, the employee will not receive the additional three (3) hours minimum call back pay, but will be paid as if the empioyee had not left the work location.

F. Stand-By Duty and Pay:

1) Two employees shall be on stand-by duty and available for all emergency calls, a "Primary" and a "Secondary." All employees in the Maintenance Crew Leader and Maintenance Worker classes, and approved employees in the Maintenance Trainee class shall be required to participate in stand-by duty.

2) All employees on stand-by duty shall remain available by the District provided phone and pager, and within forty-five (45) minutes of the District Office. The Primary employee on stand-by duty shall be allowed to take a District vehicle home while on stand-by duty subject to the District's vehicle use policy. In particular, the District vehicle may not be used for personal use of any kind and shall be driven directly to and from the home, the District yard/office, and work site.

3) Employees on Primary Stand-by duty shall receive two (2) hours of pay at his/her overtime rate of pay for each weekday, and three (3) hours at his/her overtime rate of pay for each weekend day and non-weekend holiday. Employees on Secondary Stand-by duty shall receive one (1) hour of pay at his/her overtime rate of pay for each weekday, and one and one half (1.5) hours at his/her overtime rate of pay for each weekend day and non-weekend holiday. Should the stand-by duty day fall on a holiday, the applicable holiday pay rate shall prevail.

4) The Primary Stand-By employee shall respond to calls for service, and shall receive a minimum of three (3) hours pay at his/her overtime rate for that day for each call. If the call requires over three (3) hours, the empioyee receivestheir overtime rate for the actual time worked. If the Primary Stand-by employee determines that assistance is needed for particular call, he or she shall contact the Secondary Stand-by employee to respond to the call. The Primary Stand-by employee shall also be responsible for documenting the reason(s) for calling out the Secondary Stand-by employee by submitting contact and response times on the work order and transferring it to the District CMMS. A Secondary Stand-by employee shall be compensated for actual responses to call-outs in the same manner as a Primary Stand-by employee This overtime pay is subject to SECTION IV-D, HOLIDAY PAY and SECTION IV-E CALL BACK PAY

5) Stand-by Duty shall be for a seven (7) day period commencing on Wednesday morning (7:30 am) to the following Wednesday morning (7:30 AM). Should a holiday fall on Wednesday, the incoming and outgoing stand-by employees shall each be paid one (1) hour of his/her overtime rate for reporting to the District yard to transfer the stand-by pager, phone and vehicle. Compensation will be tracked from Wednesday through the following Tuesday.

6) When assigned stand-by, if it is not feasible for the employee to take the calls, for whatever reason other than illness, it is the employee's responsibility to find another qualified employee to take his/her standby duty. If a substitution of personnel occurs, it shall be for the full twenty-four (24) hour period. The District will compensate the employee actually fulfilling the stand-by service at that employee's rate of pay.

7) In the case of illness, it is the employee's responsibility to notify the District Maintenance Superintendent, the Chief of Operations, the Business Manager, or the General Manager, who will find a replacement for the identified period. In the case that the above-identified Management staff cannot be reached, the employee shall notify the answering service, which will reroute any calls to an approved list of employees, and/or contractors during the identified period.

8) In accordance with the District's overtime policy (P 205): no employee shall be required to work more than sixteen (16) hours during a twenty-four (24) hour period. In the event that calls that this scenario develops, an employee on standby-duty shall contact the District Maintenance Superintendent, the Chief of Operations, the Business Manager, or the General Manager, who will find coverage for the eight (8) hour balance of that twenty-four (24) hour period. In the case that the above-identified Management staff cannot be reached, the employee shall notify the answering service, which will reroute any calls to an approved list of employees, and/or contractors during the identified period. If circumstances dictate that the employee does work beyond the sixteen (16) hour limit, and is scheduled to work his/her regular shift on the following day, they may start and end that shift later than the normal time by equal to the amount of time that they worked beyond the limit.

G. Pump Station Duty and Pay:

1) All employees in the Maintenance Crew Leader and Maintenance Worker classes, and approved employees in the Maintenance Trainee class shall be required to participate in weekend pump station duty.

2) Weekend pump station duty shall include the required pumping station checking procedure of all of the District's pumping stations each and every day of the weekend duty. Weekend pump station duty shall include work for a minimum of three (3) hours each day of the weekend pumping station duty. Vehicle Take Home Policy - Pump Station staff on stand-by during the weekend and holidays may take home a smaller company vehicle during their assignment, subject to the District's vehicle use policy. In particular, the District vehicle may not be used for personal use of any kind and shall be driven directly to and from the home, the District yard/office, and work site.

3) Employees required to perform weekend pumping station duty shall receive a minimum of three (3) hours pay at his/her overtime rate for each day on weekend pumping station duty. If conditions require over three (3) hours, the employee receives their overtime rate for the actual time worked. Overtime pay is subject to SECTION IV-D, HOLIDAY PAY.

4) For Holidays that fall on Monday through Wednesday, the person on duty from the previous weekend will be on duty. For Holidays that fall on Thursday or Friday, the person on duty for the following weekend will cover the duty.

H. Meal Allowance:

If an employee on standby, weekend pump station or call back duty works four hours or less, no meal allowance shall be paid. If, however, an emergency develops during standby, weekend pump station or call back duty which is of such severity that it reasonably requires more than four hours work and employee is unable to partake of a meal in his/her customary fashion, District shall pay up to ten ($10.00) dollars for the cost of such meal and one half hour of time necessary to consume the meal shall be counted as time worked. In lieu of the one half-hour time and the payment of the meal up to ten ($10.00) dollars, the employee may elect to be credited with one additional hour of work as overtime.

If an employee on shift is unable to partake of a meal by reason of an emergency of such severity that it reasonably prevents taking a meal, the District shall pay up to ten ($10.00) dollars for the cost of such meal and one half hour of time at the end of the shift shall be counted as time worked. In lieu of the one half-hour time and the payment of the meal up to ten ($10.00) dollars, the employee elect to be credited with one additional hour of work as overtime.

I. Shift Differential:

Employees assigned to a work shift which regularly commences after 3:30 PM shall receive a differential of an additional five (5%) percent. If the shift work regularly commences after 11:30 PM, the shift differential shall be ten (10%) percent.

J . Acting Pay:

In cases of prolonged absence from duty due to emergencies, the General Manager, with the consent of the Board shall, in writing, temporarily promote an employee when such employee is regularly required to perform the duties of a job with a higher classification for a period in excess of ten (10) days. In such cases, the employee shall be paid an additional five (5%) percent of his/her present salary, from the first day, or the first step of the salary range fixed for that job for which she/he has received a temporary promotion, whichever is higher.

K. Longevity Pay:

The District shall provide longevity pay for each employee at the following intervals:

After 10 years service: Five percent (5%) over the base salary.

After 15 years service: Seven and a half (7-1/2%) percent over the base salary (two and a half (2-1/2) additional over five percent (5%) at ten years)

SECTION V VACATION

A. Amount:

Employees shall be entitled to annual vacations on the basis of years of continuous service in accordance with the following schedule:

After 1 year of service: 10 working days (80 hours)

After 3 years of service: 12 working days (96 hours)





B. Accumulation:

Vacation time shall be accumulated monthly as indicated in SECTION V-A.

C. Vacation after Six Months:

If convenient to the District, the General Manager shall authorize vacations up to the number of days actually accrued after six (6) months continuous employment.

D. Preference:

Employees shall be given their preference in vacation time within the limits of the vacation schedule established by the General Manager. After reasonable notice to the Union, the General Manager shall establish a system for assignment of vacations, which affords reasonable recognition of seniority and annual rotation. Vacation requests in excess of fifteen (15) days (120 hours) may require special consideration due to scheduling concerns.

E. Unused Vacation Time:

Accumulated unused vacation time shall not exceed forty (40) working days (320 hours) per employee. Thereafter, additional accumulation shall be suspended unless otherwise approved in advance by the District. Employees may, once a year, have not less than one (1) vacation (1) day (8 hours) and not more than five (5) (40 hours) vacation days bought back by the District, at the employee's option. An employee can elect to have an additional five (5) days (40 hours) (for a total of ten (10) (80 hours) vacation days) bought back by the District providing that the employee takes at least five (5) consecutive days (40 hours) of their annual vacation accrual (or equivalent amount of compensatory time) prior to or at the same time as the requested vacation pay out.

F. Holiday and Sickness During Vacation:

When a holiday falls within an employee's vacation period, employee will only be charged for actual workdays taken. If an employee becomes ill or has an injury while on vacation, the time of actual illness/injury may be charged against accumulated sick leave, subject to sick leave requirements. The District must be immediately notified if an employee becomes ill or has an injury while on vacation.

G. Vacation Payment at Termination:

An employee who separates from the District service shall be paid for any accrued and unused vacation time.

A. Sick Leave:

SECTION VI LEAVE TIME

1) Each employee covered by this Agreement shall be entitled to eight (8) hours of sick leave with pay for each month or major fraction thereof served. There is no maximum accumulation.

2) Sick leave with pay up to a total number of working days accumulated shall be granted by the General Manager in case of bona-fide illness or injury of employee or immediate family member. Employee may also use their earned sick leave for personal or immediate family member medical appointments. Requests should be made at least twenty-four (24) hours in advance if possible. For other than medical-related appointments, appointments should be scheduled for the first or last hour of the shift.

3) . After four (4) consecutive days of illness, the District may require a physician's certificate or other evidence, either as a condition of continuing an employee on sick leave status or as a requirement of returning to work. Union recognizes the District's right to determine by reasonable means the validity of any sick leave usage by an employee at any time. The District, with advance written warning, may require a doctor's certificate or other evidence acceptable to the District after any sick leave time is taken.

4) . Sick leave with pay shall not be granted for any injury attributable to an outside occupation for which Workers' Compensation benefits are available and engagement therein has not been authorized.

5) For the purposes of this section the following are considered members of the employee's family: Employee's spouse, parents, brother, sister, and child/step-child and/or any person of whom the employee is the legal guardian or conservator, or any person who is claimed as a "dependent" for Internal Revenue Service reporting purposes by the employee. Legal Documentation must be filed with the District showing guardianship, conservatorship, or dependency of any person who is claimed as a "dependent" other than spouse, parents, brother, sister, and child/step child.

B. Bereavement Leave:

Leave with pay up to five (5) consecutive working days shall be granted by the General Manager in case of the death of a mother, father, spouse, sister, brother, son or daughter. Bereavement leave in case of death of other persons may be granted only upon approval of the District. Bereavement leave shall be charged against accumulated sick leave.

C. Industrial Disability:

Leave in the event of an industrial accident, injury or illness, where Workers' Compensation is not immediately payable, the District will provide pay, without charging sick leave, as noted below following an industrial accident, injury and/or illness, for all but stress-related workers' compensation claims, provided that the worker's compensation carrier determines that:

1. The accident, injury, and/or illness is work related;

2. Time off work is warranted;

3. The duration of time off work is supported by medical verification.

In accordance with the language stated above, the District will provide eighty-six per cent (86%) of the first sixty (60) days of the Workers' Compensation event.

The employee shall submit any payment received by the Workers' Compensation carrier during this timeframe specified above to the District. The District shall disperse industrial disability payment check to the employee on payday.

D. Monthly Report:

The District shall provide each employee with a monthly report listing the accumulated sick leave and vacation leave.

E. Leaves of Absence:

Employees who are absent from duty on an authorized leave of absence shall not lose any rights accrued at the time the leave is granted.

1) All District benefits shall continue to accrue during the period of integration with Workers' Compensation and/or State Disability Insurance benefits and accrued vacation/sick leave. Insurance benefits shall continue, at its present level of District participation, for each month in which the employee is paid the equivalent of a least one-half (1/2) of the month.

2) When all leave balances are exhausted and the employee is placed on an unpaid leave of absence the employee will not accrue sick leave/vacation/holiday benefits nor retain any other benefits, rights, or privileges of employment during the leave. For leaves that exceed three (3) months, regular merit increases shall be delayed for the period of the leave of absence. An employee may elect to continue insurance coverage, at their expense, for each complete month on an unpaid leave of absence.

F. Medical Leave of Absence:

The District may approve, upon receipt of a written request, an unpaid medical leave of absence, including maternity leave, for the period of disability, but shall not exceed five (5) months. The employee has the right to return to his/her original job at the end of the approved leave unless the job has ceased to exist because of legitimate business reasons unrelated to the leave, or preserving the job for staff would have substantially undermined the District's ability to operate the business safely and efficiently.

G. Non-Medical Leave of Absence:

A non-medical leave of absence may be granted for compelling reasons upon Board approval. Although reasonable efforts will be made to reinstate the employee in the same or

a similar position, job reinstatement cannot be guaranteed for leaves in excess of sixty (60) days.

H. Sick Leave Incentive Program:

Employees who actively retire from District service and who have a minimum accrual of thirty (30) sick leave days (240 hours) in their sick leave account, may convert up to twenty-five (25) percent of their sick leave balance to a maximum of one hundred (100) days (800 hours) to vacation time after the District receives notice of intent to retire from the PERS retirement system. Example: 25% of 400 sick leave days (3,200 hours) = 100 converted vacation days (800 hours).

I. Jury Duty:

Employees called upon for jury duty or subpoenaed as a witness or an expert witness in a case arising in the course of their work or the work of the District (said subpoena must be submitted to the General Manager), shall remain in their regular pay status and turn over to the District all fees and expenses paid to them, other than mileage allowance, or they may take vacation leave or leave without pay and retain ail fees and expenses. Employees called to serve as witnesses in private cases or personal matters (all issues other than District business) shall take vacation leave or leave without pay and retain all witness fees paid to them.

A. Dates:

SECTION VII HOLIDAYS

Employees shall be entitled to the following holidays with pay:

First day of January, known as New Year's Day Third Monday in January, known as Dr. M. L. King Jr. Day Third Monday in February, known as Presidents' Day Last Monday in May, known as Memorial Day Fourth (4th) of July, known as Independence Day First Monday in September, known as Labor Day Eleventh (11th) day of November, known as Veterans' Day Fourth Thursday in November, known as Thanksgiving Day The Fridav immediatelv followina Thanksaivina Dav December twentv-fourth (24th) startina at 1 2 Noon December twentv-fifth (25th) known as Christmas Dav December thirty-first (31s t ) , starting at 1 2 Noon

Also, at the District's discretion, every day appointed by the President of the United States or the Governor of the State of California for a public fast, thanksgiving or holiday.

B. Holiday on Saturday or Sunday:

When a holiday falls on a Saturday or Sunday, the Friday proceeding a Saturday or a Monday following a Sunday holiday shall be deemed to be a holiday in lieu of the day observed.

If the December 25 th or January 1st holiday falls on a Saturday, the holiday shall be observed on the preceding Friday and the one-haff day holiday preceding December 25 th and/or January 1st shall be observed on the preceding day (Thursday) beginning at noon.

If the December 25th or January 1st holiday falls on a Sunday, the holiday shall be observed on the following Monday and the one-half day holiday preceding December 25th and/or January 1 s t shall be observed on the preceding Friday beginning at noon.

If the December 25th or January 1st holiday falls on a Monday, Monday shall be observed as the holiday. The one-half day holiday preceding December 25th and/or January 1st shall be observed on the preceding Friday beginning at noon. For an employee who does not work a Monday through Friday schedule, the day immediately following his/her two (2) days off shall be deemed to be a holiday in lieu of the day observed.

C. Floating Holidays:

1) Each employee accrues Four (4) floating holidays per year, which are posted to the employee's leave account quarterly.

2) A request to take a floating holiday(s) requires the approval of the supervisor.

3) Unused floating holidays will be converted to vacation leave once annually on January 1st.

4) Upon termination, unused floating holidays shall be paid at a straight time rate.

SECTION VIII CLOTHING AND EQUIPMENT

A. Uniforms, Coveralls and Safety Glasses:

1) District shall provide and launder uniforms and/or coveralls. District shall provide one (1) jacket, and ten (10) T-shirts with District's name per year and it will be the employee's responsibility to launder said jacket, and T-shirts.

2) District shall provide safety glasses.

B. Steel-toed Safety Boots:

The District shall Annually (July 1) provide a safety boot allowance in the amount of two hundred fifty dollars ($250.00). The employee may either submit a receipt and receive reimbursement for the actual cost of the safety steel-toed boots up to the stated maximum or have the District apply that allocation towards the cost of the boots with a District-supplied vendor. The employee may utilize this allowance towards resoling of their safety boots. It is understood that the safety boot allowance is expressly for the purchase and/or resoling of employee's steel-toed safety boots. Any unused boot allowance not used by June 30 of a given year will not be carried forward to the next year.

The District shall also provide each employee a pair of calf high, steel-toed rain boots. If agreed to by the District as being necessary to perform the duties, chest-waders will be supplied to those employees requiring them. The employee must wear the boots while performing District duties.

C. Tools:

District shall provide all tools and equipment it deems essential to complete assigned duties.

D. Uniform Wear:

Unit members shall wear the uniform provided and the boots purchased in accordance with this section while on duty. The employee has the choice of wearing one of the following three combinations of supplied uniform during the performance of employees' duties.

1) Issued pants and shirt;

2) Issued pants and T-shirt;

3) . Issued coveralls and vest; or

4) . Other combination as approved by the District.

SECTION IX FRINGE BENEFITS

A. Medical Plans:

The District offers the Public Employees Retirement System (PERS) Medical Insurance Program. Implementation shall be accomplished by establishing a Cafeteria/Flexible Benefits Plan.

The Cafeteria/Flexible Benefits Plan shall be funded for active employees at a rate equal to Kaiser, (based upon an employee's family status) plus any additional premiums for other types of insurance plans, not including medical, which may be contained within the Cafeteria/Flexible Benefits Plan (i.e., dental, life insurance).

B. Dental Plan:

The District shall pay the cost of the Marin County Dental plan with Delta Dental Service, which provides eighty percent (80%) payments for the employee and family to a maximum of $2000 plus orthodontics (child only, 50% coverage to a $1000 maximum). This coverage shall continue during the term of this contract and the District shall pay any increased cost in premium during this period.

C. Alternate Plans:

The District's present intent is to maintain the current health plans, and agrees to meet and confer with the Union in the event of a proposed or necessary change.

D. Waiver.

Any employee covered by this Agreement may make written application to the District for waiver of required participation in one or more insurance programs if said employee provides acceptable proof of equivalent coverage through other sources. An employee electing this waiver shall have his/her Cafeteria/Flexible Benefits Plan funded (depending upon family status) at the then-current applicable District contribution rate. However, for all new employees hired after the effective date of this Agreement, the maximum Cafeteria/Flexible Benefits Plan funding for such employee who submits a waiver of coverage shall be $400.00 per month.

E. Life Insurance:

The District shall maintain a life insurance policy equal to two (2) times the annual salary, rounded to the nearest thousand, not to exceed $125,000 per each employee covered by this Agreement. Amounts in excess of $75,000 must meet carrier insurability requirements.

F. Short-Term Disability Coverage (Self-Insured):

During the first sixty (60) day waiting/elimination period of a disability and after the employee has exhausted his/her accrued vacation and sick leave pay, the District shall pay the employee the equivalent rate of the State Disability Plan if the cause of disability is not subject to Workers' Compensation benefits.

G. Long-Term Disability Insurance:

The District shall pay the full cost of providing long-term disability insurance plan for each employee after a sixty (60) calendar day waiting/elimination period.

The plan provides for sixty percent (60%) of weekly earnings up to one thousand one hundred and sixty dollars ($1,160) per week for the first eighteen (18) weeks of coverage (after the elimination period) and sixty percent (60%) of monthly earnings up to a maximum benefit of five thousand dollars ($5,000) per month for periods of disability after the initial eighteen (18) weeks, up to a maximum period of payment, as described in the insurance plan's sum mary document. This insurance coverage shall be integrated with the worker's compensation carrier or other benefits received by the employee.

H. Computer Purchase Program:

An employee may elect to purchase a computer by receiving a zero interest (0%) loan through the District's Employee Computer Purchase Assistance Program. The District retains the right to modify, change or cancel said program with a thirty (30) day notice to employees. Beginning 7/1/10 loans given by the District to an employee for a personal computer purchase will be at a % rate equal LAIF for the prior quarter. Interest rates will remain at that rate throughout the 2 year term of the loan. The cost of the computer will be repaid with interest by payroll deduction over the next 52 pay periods.

I. Vision Expense Reimbursement:

Upon presentation of actual receipts, the District shall reimburse employees up to two hundred and fifty dollars ($250.00) per calendar year for the actual costs of prescription glasses or contact lenses for the employee, spouse, or a dependent family member.

SECTION X HEALTH AND SAFETY

A. Safety Laws and Equipment:

District shall comply with all applicable County, State and Federal Safety requirements, and shall furnish to employees, as needed, all safety equipment therein required and employees must use said safety equipment.

B. Joint Safety Committee:

There shall be a Joint Safety Committee of which two (2) members shall be members of the bargaining unit. In addition to regularly scheduled safety meetings, the committee shall meet upon the call of two (2) members of the committee when a safety condition merits immediate discussion.

C. State Driver's License:

Each employee shall maintain a valid California driver's license applicable to the position and be insurable by the District's insurance carrier as a condition of continued employment.

SECTION XI PART-TIME AND EXTRA HIRE

A. Part-Time Employees:

Regular employees working less than a full schedule, but at least twenty (20) hours on a regularly scheduled basis, shall be entitled to all benefits provided in this article on a reduced time or payment basis computed on a pro-rata basts. All benefits and seniority are calculated as of the date of hire into a regular, authorized position. Seniority is prorated for employees working less than full-time.

B. Extra Hire Employees:

1) Fringe Benefits:

Extra hire employees may work up to a forty (40) hour work for a period not to exceed twelve (12) months. Extra hire employees do not accrue any benefits other than those mandated by law.

SECTION XII REDUCTION IN FORCE

A. Reinstatement:

Any employee who is laid off due to a reduction in force and thereafter, within a period of one (1) year, shall be offered first refusal for that same position, and if reinstated to District service shall, to the extent possible for purposes of all rights and benefits, be deemed to have been on leave without pay. Any reduction in force shall be in reverse order of seniority within a given job classification.

SECTION XIII GRIEVANCES AND DISCIPLINARY ACTION

A. Grievances:

All disputes arising under this Agreement shall be resolved in accordance with the Grievance Procedure. The Grievance Procedure shall not be changed during the term of this Agreement without the concurrence of Union.

B. Definition, Scope and Right to File:

1) A grievance is a claimed violation, misinterpretation, inequitable application or non-compliance, with provisions of a collective bargaining agreement, or resolutions, rules, regulations or existing practices affecting the status or working conditions of District employees.

2) A grievance may be filed by an employee on his/her own behalf or jointly by any group of employees, or by an employee organization.

C. Informal Grievance:

1) Within five (5) working days of the event giving rise to a grievance, the grievant shall present the grievance informally for disposition by the immediate supervisor, or at any appropriate level of authority.

2) Presentation of an informal grievance shall be a prerequisite to the institution of a formal grievance.

D. FormaJ Grievance:

1) If the grievant believes the grievance has not been redressed within five (5) working days, he/she may initiate a formal grievance by filing a written grievance with the District office within twenty (20) working days thereafter. The form shall contain the following elements:

a) Name(s) of grievant; b) Grievance step cited;

c) Date grievance initiated; d) Date on which the event occurred; e) A clear statement of the nature of the grievance citing the applicable

language of the M.O.U. or other pertinent document involved; f) A proposed solution to the grievance; and g) The signature of the grievant

2) . Stepl.

Within ten (10) working days after a formal grievance is filed, the District Maintenance Superintendent shall investigate the grievance, and confer with the grievant in an attempt to resolve the grievance, and make a decision in writing.

3) . Step 2.

a) If the grievance is not resolved in Step 1 to the satisfaction of the grievant, he/she may, within five (5) working days from his/her receipt of the Maintenance Superintendent's decision, request consideration of the grievance by the General Manager, by notifying the District Office in writing.

b) Within ten (10) working days after such notification, the General Manager shall investigate the grievance, confer with persons affected and their representatives, and render a decision in writing.

c) If the decision of the General Manager resolves the grievance to the satisfaction of the grievant, it shall bind the District subject to ratification by the Board if the decision requires an unbudgeted expenditure.

4. Step 3.

a) If the grievance is not resolved in Step 2 to the satisfaction of the grievant, he/she may, within five (5) working days from his/her receipt of the General Manager's decision, request consideration of the grievance by the Board of Directors or designee, by notifying the District Office in writing.

b) Within ten (10) working days after such notification, the Board of Directors or designee shall investigate the grievance, confer with persons affected and their representatives, and render a decision in writing.

c) If the decision of the Board of Directors or designee resolves the grievance to the satisfaction of the grievant, it shall bind the District subject to ratification by the Board if the decision requires an unbudgeted expenditure.

d) If the decision of the Board of Directors or designee does not resolve the grievance to the satisfaction of the grievant, he/she shall advise the Board of Directors or designee in writing of his/her decision and the alternatives under Step 4, should the grievant choose to proceed further?

5. Step 4.

a) A final appeal to Step 4 may be filed, in writing, with the District Office within five (5) working days from his/her receipt of the Board of Directors or designee decision. The grievant may, to the extent provided below, request final arbitration appeal step.

b) Provided:

• The Board of Directors or designee and the grievant agree on the issues to be arbitrated.

• The grievance shall be determined by an arbitrator selected by mutual agreement between the District and the grievant. The decision of the arbitrator shall be final and binding on all parties. If the decision requires an unbudgeted expenditure, it shall be subject to ratification by the District Board.

• In the event the parties cannot agree on an arbitrator, they shall ask the California State Conciliation Service to furnish a list of arbitrators.

E. General Conditions:

1) The District Office shall act as a central repository for all grievance records.

2) Any time limit may be extended only by mutual agreement in writing.

3) A grieved employee may be represented by any person or organization of his/her choice at any stage of the proceedings. A representative of an organization certified to represent a majority of employees in a representation unit, in which a grieved employee is included, is entitled to be present at all meetings, conferences and hearings.

4) All expenses of arbitration shall be shared equally by the District and the grievant.

5) Failure on the part of the District or the grievant to appear in any case before the arbitrator, without good cause, shall result in the forfeiture of the case and responsibility for payment of all costs of arbitration.

6) In certain grievances, the first step may be deleted if the grievance arises out of an action by an authority above the level of the grievant's supervisor. However, no grievance shall originate higher than Step Two.

7) Failure at any step of this procedure to communicate a decision on the grievance within the specified time limits shall mean that the grievance is denied at that step and shall permit the lodging of an appeal at the next step. Failure to appeal a decision within the specified time limits shall be deemed a withdrawal of the grievance.

F. Cause of Discipline:

Any employee may be discharged for just and sufficient cause.

A. Benefit Revisions:

SECTION XIV RETIREMENT

1. Unless required to do so by law, the District shall not revise any benefit provided by the Retirement System to employees, or to any other person, when such revision will change present or future retirement system contributions by the employees subject to this Agreement; provided, however, such benefit change may be made when agreed to by certified representatives on behalf of bargaining units representing a majority of all employees so affected.

2. The District offers employees the Public Employees Retirement System (PERS) retirement which shall be Two Point Seven Percent at fifty-five (2.7% @ 55) Supplemental Formula for miscellaneous members.

3. Existing Employees - Current employees as of the effective date of this Agreement shall be grandfathered in to the present retirement funding structure (wherein the District is currently paying both employee (8%) and employer (16 %) side of PERS contributions for a total of 24%). As PERS contribution rates increase, the total payment shall be capped at 30%. Increases beyond that shall shift to the employee to fund the required employee contribution.

4. New Employees - All new employees hired after the effective date of this MOU shall pay the entire employee side of PERS contribution (currently 8%, but subject to subsequent increases).

B. Medical after Retirement:

1. The District shall provide a basic level of PERS Medical Insurance to Retirees at a formula prescribed by the District's resolution with PERS that will eventually equal the District's active employee's PERS medical contribution of sixteen dollars ($16.00).

2. For employees who actively retire from District service into PERS retirement with twenty (20) years of District or comparable public sector service and age fifty-five (55), the District will augment the retiree medical contribution to forty percent (40%) of the then current least expensive PERS Medical Insurance available in the North Bay, employee- only medical premium paid by the District. The retiree shall pay the balance of the premium.

SECTION XV CAREER LADDERS AND JOB OPENINGS

A. Job Notices:

The District shall provide job-opening announcements to all employees in a timely fashion by posting on the bulletin board in the Employees Room.

B. Career Ladders:

Specific career ladders shall be maintained and extended where possible. This program shall be supported by budgetary position allocations which permit promotion through the ranks to the highest non-specialized position in a series upon qualifying therefore, whenever possible. The District reserves its right to recruit from outside of District staff after considering District Staff.

C. Mileage for Career Opportunities:

The District shall provide each employee with job related educational opportunities. District shall pay the tuition for approved training programs. Transportation will normally be provided by District vehicle. If District approves the use of a private car, the District will reimburse the employee at the then current IRS rate.

D. Grade IV CWPCA certificate incentive:

Employees who achieve CWPCA Grade IV certificate shall receive a one-time three hundred dollar ($300.00) incentive award.

E. Reimbursement for Grades, Certificates and Class A Driver's License:

The District shall reimburse employees for the cost (class fees, books, and examination fees) of obtaining and renewing required and/or approved grades, certificates and Class A driver's license upon successful completion. If an examination is scheduled during regular working hours, the employee shall be allowed paid time off to take the examination.

SECTION XVI MISCELLANEOUS

A. Probation Period:

Probationary period for all new employees shall be for a period of six (6) months from the date of hire into a regular position. An employee may be terminated, with or without cause, during the probationary period and has no recourse to the District's grievance or appeals process, except for appeals under SECTION 11-A, Non-Discrimination.

An employee promoted or transferred to a new position shall also serve a six (6) month probationary period before obtaining regular status in that position. A promoted or transferred employee unable to satisfactorily perform duties and responsibilities of a new position may demote back to previously held position.

B. Physical Examination:

District will provide at no cost to employees any physical or medical examination, including chest x-rays, required by District in relation to employment. Annually, the employee will be given one-half (1/2) day paid leave for the purpose of taking a physical examination. The date and time of the examination shall be approved by the General Manager, who shall be given no less than one (1) week's notice of the date of the proposed examination. A copy of the physician's report shall be provided to the District.

C. Pay Dates:

All paychecks are to be signed and ready by 8:00 AM on each payday. Paydays are biweekly on Fridays. Paychecks will cover a pay period of a two (2) week period of time ending on Friday, pay date. All overtime worked during the pay period ending the Sunday before the pay date shall be included in the paycheck or the warrant. All overtime pay earned between Sunday and the pay date will be paid in the following pay period. Each paycheck will reflect the base hourly rate of pay, any overtime, holiday pay or premium pay received during the pay period.

D. Residency Requirement:

Employees shall reside within one (1) hour of the District office. Employees shall remain within forty-five (45) minutes of the District office while on standby duty. Employees called on standby or emergency duty shall keep an accurate record of the time call was received, time arrived at the office and/or job site and time job finished. The provisions of this section shall be reviewed by the District periodically to determine the effect on service. District, after notification and discussion with the Union, reserves the right to use outside contractors, install time clock for standby duty, or to reopen this issue in the spring of each year for the term of this contract. Violation of this section may be cause for disciplinary action.

E Gym Benefit

The District will reimburse employees up to $300.00 per year for personal Gym membership in accordance with the past practice in place at the time of this MOU's effective date.

SECTION XVII STRIKES AND LOCKOUTS

During the term of this Agreement, District agrees that it will not lock out employees, and the Union agrees that it will not engage in, encourage or approve any strike, slowdown or other work stoppage growing out of any dispute relating to the terms of this Agreement. Union will take whatever lawful steps are necessary to prevent any interruption of work in violation of this Agreement, recognizing, with District, that all matters of controversy within the scope of this Agreement shall be settled by established grievance procedures, which is incorporated herein.

SECTION XVIII Successorship Clause

During the term of this Agreement, both parties agree (the Union and RVSD) that if RVSD engages in merger, consolidation, reorganization, transfers, delegates, or otherwise shifts the functions, the work, and the workers shall remain AFSCME represented employees and be covered by this MOU. This MOU shall be an obligation of ally successor, assigned, new entity, and covered by any rules, or regulations of the State of California. Additionally a representative of the Union shall be a party to any committee, group, subgroup, formed to discuss, consider, or in any way contemplate this issue.

SECTION XIV TERM

This Agreement is subject to all existing laws of the State of California, ordinances and regulations of the District and the County of Marin. The District, the Union, and the employees affected thereby, unless otherwise specified herein, shall be entitled to all benefits conferred thereby and shall observe all obligations engendered thereby. The parties acknowledge that, for the life 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 pertaining to or covered by this Agreement. The District agrees that the provision of this Agreement shall not be changed. However, the District and the Union may mutually agree to reopen this agreement by meeting and conferring on any provision of the Agreement. This Agreement shall be in effect from July 1, 2009 through June 30 2015 It shall continue in effect thereafter from year to year unless either party gives ninety (90) days notice prior to June 30, 2015, or any yearly anniversary date thereafter to terminate or modify this Agreement.

SECTION XIX CROSS-TRAINING

All employees are cross-trained and are required to perform all tasks and duties at the pump stations and on line maintenance.

IN WITNESS THEREOF, the parties have caused their duly authorized representatives to execute the within Agreement this _ day of June , 2010.

AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES

Kevin Shine, Shop Steward

SANITARY .DISTRICT NO. 1 OF MARIN C O U r ^ Y ^ ^ ^ / /

B v : -Patrick Guasco, President of ^he Board

By 2$ Marcia Jshnson, Secre^fy of the Board

Brett Richar

Memorandum of Understanding Table of Contents

SECTION I RECOGNITION 1

SECTION If EMPLOYEE AND UNION RIGHTS 2

A. Non Discrimination: 2 B. Personnel Files: 2 C. Union Notification: 2 D. Dues Deduction: 2 E. Union Representatives: 2 F. Bulletin Boards: 3. G. District Rights: 3

SECTION III HOURS OF WORK 4

A. Work Week: 4 B. Work Day: 4 C. Shifts: 4 D. Starting time and Quitting Time: 4 E. Rest Periods: 4

SECTION IV SALARIES AND PREMIUM PAY 5

A. Salary Schedule: 5 B. Cost of Living Allowance: 5 C. Overtime: 6 D. Holiday Pay: 6 E. Call Back Pay: 6 F. Stand-By Duty and Pay: 7 G. Pump Station Duty and Pay: 8 H. Meal Allowance: 9 I. Shift Differential: 9 J. Acting Pay: 9 K. Longevity Pay: 9

SECTION V VACATION 10

A. Amount: 10 B. Accumulation: 10 C. Vacation After Six Months: 10 D. Preference: 10 E. Unused Vacation Time: 10 F. Holiday and Sickness During Vacation: 11 G. Vacation Payment at Termination: 11

SECTION VI LEAVE TIME 12

A. Sick Leave: 12 B. Bereavement Leave: 12 C. Industrial Disability: 12 D. Monthly Report: 13 E. Leaves of Absence: 13 F. Medical Leave of Absence: 13

G. Non-Medical Leave of Absence: 14 H. Sick Leave incentive Program: 14 i. Jury Duty: 14

SECTION VII HOLIDAYS 15

A. Dates: 15 B. Holiday on Saturday or Sunday: 15 C. Floating Holidays: 15

SECTION VIII CLOTHING AND EQUIPMENT 17

A. Uniforms, Coveralls and Safety Glasses: 17 B. Steel-toed Safety Boots: 17 C. Tools: 17 D. Uniform Wear: 17

SECTION IX FRINGE BENEFITS 18

A. Medical Plans: 18 B. Dental Plan: 18 C. Alternate Plans: 18 D. Waiver: 18 E. Life Insurance: 18 F. Short-Term Disability Coverage: 19 G. Long-Term Disability Insurance: 19 H. Computer Purchase Program: 19 I. Vision Expense Reimbursement 19

SECTION X HEALTH AND SAFETY 20

A. Safety laws and equipment: 20 B. Joint Safety Committee: 20 C. State Driver's license: 20

SECTION XI PART-TIME AND EXTRA HIRE 20

A. Part-Time Employees: 20

B. Extra Hire Employees: 20

SECTION XII REDUCTION IN FORCE 21

A. Reinstatement: 21

SECTION XIII GRIEVANCES AND DISCIPLINARY ACTION 21 A. Grievances: 21 B. Definition, Scope and Right to File: 21 C. Informal Grievance: 21 D. Formal Grievance: 21 E. General Conditions: 23 F. Cause of Discipline: 24

SECTION XIV RETIREMENT 25

A. Benefit revisions: 25 B. Medical after Retirement: 25

SECTION XV CAREER LADDERS AND JOB OPENINGS 26

A. Job Notices: 26 B. Career Ladders: 26 C. Mileage for Career Opportunities: 26 D. Grade IV CWPCA certificate incentive: 26 E. Reimbursement for Grades, Certificates and Class A Driver's License: 27

SECTION XVI MISCELLANEOUS 27

A. Probation Period: 27 B. Physical Examination: 27 C. Pay Dates: 27 D. Residency Requirement: 27 E. Gym Benefit 28

SECTION XVII STRIKES AND LOCKOUTS 28

SECTION XVIII TERM 28

SECTION XtX CROSS-TRAINING 29

EXHIBIT A Sanitary Distr ict No. t of Marin County

JULY 1,2009 to JUNE 30, 2010

5% I n c r e a s e

POSIT ION

CLERK/TYPiST

W W E N A M C E T R A I N E E

MAINTENANCE W O R K E R - G R A D E 1

MAINTENANCE W O R K E R - G R A D E 8

APMMISTRATH 'E ASS ISTANT

MAINTENANCE W O R K E R - G R A D E ill

MAINTENANCE W O R K E R - GRADE III - Pr ior to 1931

MAINTENANCE C R E W LEADER.

MAINTENANCE S U P E R V I S O R / C R E W L E A D

I N S P E C T O R ; C C T V LEAD

LATERAL GRANT / SAFETY / ELECTRICIAN _

SENIOR S U P E R V I S O R

RANGE 1 2 3 4 5 6 7 e 9 10 11 12

13 14 15

17

18 19

20 21 22 23 "2A 25 26

S T E P 1 $3,314 33,397 S3.482 33,569 33,658 33,750 S3.844 33.940 S4,038 34,139 $4,243 34,349 34,467 34,669 S4.G83 S4.800 S4.920 35,043 S5,iea S5.298 35,-431 35,567 $5,706 35 848 S5|995 33,146

S T E P 2 S T E P 3

33,-480 S3,567 33,656 33,748 S3.841 53,937 S4,n36 S4,137 54,240 34,346 34,455 S4,sae 34,630 54,797 34,917 S5,040 35,166 55,285 35,429 35,563 35,702 35,845 35,991 36,141 36,294 36,-452

S3.6S4 33,745 33,839 33,935 S4.033 34,134 34,233 34,343 54,452 $4,563 S4.677 S4/94 34,914 35,037 35,163 35,292 S5.424 $5,560 S5.6SB 35.841 S5.9B3 36,137 36,291 36,448 sa,6os S6.774

S T E P 4 S3,837 33,933 S4,031

34,132 84,235

34,341 34,449

84,675 S4.7S2 84,811 S5.034 35,160 35,289 35,421 35,557 35,695 ss.aaa 35,884 36,134 36,287 36,444 36,605 $8,770 £6,340 87,113

* I B A S E P L U S B A S E P L U S j

| 5% A F T E R 7 .5% A F T E R |

S ( E P 5 S 1 E P 6 10 Y E A R S 1 5 Y E A R S Pay R a n g e

S4.02S 34,230 S4.441 $4 547 39,771 50,760 1 $4,129 54,338 $4,553 34.661 j 40,768 62,029 2 34,232 34,444 $4,666 $4,777 41,785 53,329 3

34,338 34,555 $4,783 $4,B97 42,830 54,663 4

S4.447 S4.669 54,903 $5,019 43,900 56,029 5

54,558 S4.786 35,025 $5,145 44,993 57,430 6

34,672 34,905 S5.161 35,273 46,123 58,866 7

S4J6B S5.02B $5,280 $5,405 47,276 80,337 8 55,154 55,411 35,540 48,456 61,846 9

£5,031 $5,283 35,547 $5,679 49,669 83,392 10 35,157 56,415 35,685 35,821 50,911 64,977 11

S5.2B6 35,550 $5,828 35,956 62,184 66,601 12

35,418 ss.eag $5,973 36,115 53,488 68,268 13

35,553 35,831 $6,123 36,268 54.825 69,975 14

35,692 55,977 $6,276 $6,425 56,196 71,722 15

35,835 36,126 $6,431 36,586 57,601 73,516 16

S5.9B0 36.279 S6.593 $6,750 53,041 75,353 17

£6,130 5P.43S $6,758 S6.919 60,517 77,237 18 86,283 SB.687 38,927 $7,092 62,030 73,168 1S

36,440 36,762 37,100 $7,269 63,581 91,147 2D

36.601 86,831 37,278 $7,451 65,170 83,176 2.1

36,766 37,105 $7,460 $7,637 66,799 B5.2S5 22

36,935 37,232 37,646 $7,828 68,469 87,386 23

37.10S 57,464 $7,837 $8,024 70,181 89,571 24

87,287 37,651 $8,033 $8,225 71,936 91,610 25

37,469 57,842 $8,234 $8,430 73,734 94,106 26

memorandum of understanding between afscme local … · 2018. 11. 14. · memorandum of...

Documents