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Agmt 2006 SLCEA
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Agmt 2006 SLCEA
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Last modified
12/12/2006 1:49:14 PM
Creation date
5/24/2006 2:47:52 PM
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CM City Clerk-City Council
CM City Clerk-City Council - Document Type
Agreement
Document Date (6)
5/15/2006
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PERM
Document Relationships
Reso 2006-047
(Approved by)
Path:
\City Clerk\City Council\Resolutions\2006
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<br />City employees in the following regular or temporary classifications shall receIve a <br />biennial reimbursement: <br /> <br />Assistant Engineer <br />Associate Engineer <br />Engineering Aide <br /> <br />Office Coordinator - Permits Center <br />Sr. Engineering Aide <br />Traffic Operations Engineer <br /> <br />City employees designated as a part-time Facilities Maintenance Worker I, Maintenance <br />Aide, Maintenance Assistant III and Maintenance Assistant II shall receive one-half of the <br />annual reimbursable amount. <br /> <br />Section 24. Part-Time Paid Leave <br /> <br />Regular part-time employees shall, upon the completion of six (6) consecutive months of <br />employment, commence to accrue paid leave, to be used for sick leave, holidays or <br />vacation leave, at the rate of four (4) hours for each full segment of fifty (50) hours worked <br />in the preceding calendar year. Such eligible employee who has worked fewer than fifty <br />(50) hours in a calendar year may carry over into the succeeding calendar year the fewer <br />hours worked for purposes of accruing paid leave. Paid leave which is earned and accrued <br />under this section is cumulative and may be carried over from one (1) calendar year to the <br />following provided, however, that at the end of this following calendar year the maximum <br />accrual does not exceed one hundred seventy (170) hours. <br /> <br />Section 25. Discipline <br /> <br />25.1 Discipline <br /> <br />The City may discharge, suspend, demote or reduce the pay of any employee who has <br />completed the specified probationary period, for cause including but not limited to <br />dishonesty, insubordination, drunkenness on duty, incompetence, willful negligence, failure <br />to perform work as required or failure to comply with the City's reasonable rules regarding <br />safety, conduct and operations, or any conduct causing discredit to the City. In the event an <br />employee feels the discharge or suspension is unjust, the Union shall have the right to <br />appeal the case in accordance with the provisions of this section. <br /> <br />A probationary employee may be discharged at any time during the probationary period, <br />and such discharge shall not be subject to appeal or grievance. <br /> <br />An employee's request for Union representation at all meetings and hearings related to <br />his/her disciplinary action or discharge will be granted. <br /> <br />25.2 Presumption of Deliverv <br /> <br />Any written notice shall be conclusively presumed delivered to the employee on the date <br />the written notice is personally served on the employee. In the event that any notice is sent <br />to an employee by certified mail, return receipt requested, the notice shall be conclusively <br />presumed delivered to the employee on the date the receipt was signed. In the event the <br />certified mail is refused, or in the event the employee is absent without leave and no person <br />at the address to which the certified mail is sent signs for such certified mail, then it shall <br />be presumed that the notice was delivered as the date the postal service returns the certified <br />mail to the return address. Notice of mailing shall be sent to the Union. <br /> <br />21 <br /> <br />
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