10-12-1976 HUCMRegular Meeting
October 12, 1976
All Commissioners were present; also Mgr. Alexander, Ruth Hakel,
and Counsel Peterson.
The minutes of the Regular Meeting of September 13, 19 76, were
read and approved as read.
u
The minutes of the Special Meeting of September 23, 1976,.were
read -and approved as read.
Bids for a 112 ton pickup were received as follows:
Wigen Chevrolet
Plowman's Inc.
Wm. James Auto Inc.
$3,846.00 net trade
3,550.00 net trade
3,395.00 net trade
On a motion by Commissioner Fi �,;° ad seconded by Commissioner
Tracy, and carried, the low bid of Wm. James Auto Inc, of Hutchinson,
Minnesota, was accepted in the amount of $3,395.00 net trade of a
1968 Chevrolet van Serial No. 6S158P124078. The secretary was
instructed to return the Bid Bonds to the unsuccessful bidders.
Discussion was held relative to purchasing the service from McLeod
Cooperative Power Association to Christ the King Lutheran Church
at South Grade Road and Dale Street. No action was taken.
The motion was made by Commissioner Tracy, seconded by Commissioner
Filk, and carried, to pay Pittsburgh -Des Moines Steel Co. in the
amount of $58,482.00 for Estimate #1.
The motion was.made by Commissioner Tracy, secondec by Commissioner
Filk, and _ carried, to pay Pittsburgh -Des Moines Steel Co. in the
amount of $38,988.00 for Estimate #2 and #3.
The motion was made by Commissioner Filk, seconded by Commissioner
Tracy, and carried, to pay Paul Lemke and Son the amount of
$10,814.84 to cover Estimate #5•
The motion was made by Commissioner Filk, seconded by Commissioner
Tracy, and carried, to pay Curtiss- Wright Corporation in the
amount of $67,500.00 for Estimate #1.
The motion was made by Commisiioner Tracy, seconded vy Commissioner
Filk, and carried, to pay Oppenheimer et al for retaining them
at $1,500.00 per month from July 1 through September 1976, in
the amount of $4,500.00 plus $481.239 for a total of $4,981.23.
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The motion was made by Commissioner Tracy, seconded by Commissioner
Filk, and carried, to pay Associated Consultants, Inc. in the
amount of $36,153.81 to cover engineering for Project #74464.
The motion was made by Commissioner Filk, seconded by Commissioner
Tracy, and carried, to pay Associated Consultants in the
amount of $20,208.51 to cover Project #107 -343E.
Counsel Peterson appeared to discuss with the Commission the costs
of their fees as against the retainer fee now in effect. He was
advised to present a proposal in the future.
The following bills were allowed:
MUNICIPAL ELECTRIC PLANT
Natural Gas Division
$10,000.00
Mrs. Fred Briggs
20.00
Blue Cross & Blue Shield
2,653.42
N.A.S.S.U.
32.00
Steven Nyberg
7.35
Kurt Servin
16.19
Chas. E. Paul
1244
John M. Rosseau
7.88
Kim Radtke Strei
9.55
John Hlavaka
13.62
Brian Arndt
21.30
Edward Ball
42.60
Dan Bagan
21.40
Bruce Doring
21.40
Christine Koell.n
21.40
Agnes Langhoff
21.30
Arian Pearce
21.30
iarren Schuft
21.40
Hutchinson Utilities
79,780.24'
Hutchinson Utilities
599.16
Hutchinsonl.Utilities
463.71
Municipal Electric Plant - Petty Cash
295.63
Tippecanoe Press Inc.
38.50
Texgas Corp.
2.05
Martex Safety Products
32.88
Share Corp.
445.45
Wahl & Wahl. Inc.
81.75
Worthington Service Corp.
345.72
Peterson & Gilmer
786.00
Union Oil Co..of CA
10.08
The Hutchinson Leader
49.45
Hutchinson oil Co.
34.40
Texaco Inc.
382.80
Case Power & Equipment
78.51
69
1
1
rx
Bailey Meter Co.
2.02
John C. Eide Co.
19.14
John Henry Foster Co.
18.81
The Economy Electric Co.
40.01
Central Contractors Supply
2.471.00
Amer;ican Linen Supply
29.12
Home Bakery
210.90
Floor Care Supply Co. Inc.
45.50
Natural Gas Division
45,052.61
Natural Gas Division
45,052.61
Natural Gas Division
459052.61
Jerry's Tire Co.
70.47
Dostal & Oleson Oil Co.
99.00
Dr. M J. Juffer
10.00
Maki
386.45
Oakite Products Inc.
141.90
Plaza OK Hardware
90.99
Brinkman Studios Inc.
15.60
Employee Data Forms Inc.
7.98
Family Rexall Drugs
30.32
Mid -West Instrument
50.35
LaSalle Cleaners
37.76
Westinghouse Electric Supply Co.
706.86
Northern States Supply
85.95
Jahnke Red Owl
83.50
Burmeister Electric Co.
775.21
Anderson Chemical Co.
856.29
Texgas Corp.
2.05
Graybar Electric Co.
127.48
Gustafson Oil Co.
18,112.21
Calgon Corp.
873.77
Anderson Chemical Co.
510.00
Culligan Water Conditioning
39.05
Leef Bros. Inc.
63.73
Sterling Electric Co.
324.05
Associated Air Freight
129.29
I B E W Local 949 (void)
General Electric Co.
2,418.40
Abex Corp.
423.57
Allen Office Products
348.95
The Gorgen Co.
440.00
Hutchinson Iron & Metal Co.
97.60
G T C Auto Parts
17.86
American WElding Supplies Inc.
20.25
Farm & Home Dist.
6.80
H & C Electric Supply
57.95
Hutchinson Wholesale Supply
23.33
Simonson Lumber
5,80
McCormick Impl. Co, Inc.
12.06
Burmeister Electric Co.
294.50
Gustafson Oil Co.
22,260.00
Crane Supply Co.
95.85
rx
Citizens Bank
3.50
Controlforms
891.60
Olsen Chain and Cable Co.
132.55
Machine Shop 60
111.18
Beckman Instruments Inc.
26989
G. F. Nemitz Sons -
7.95
Minnesota Electric Supply Co.
46.15
Carr Flowers
8.00
Kirby Co.
8.45
Standard Printing Co.
24.85
Burlington Northern Air Freight
424.94
Madson Insurance Agency
20.00
The Satterlee Co.
100.01
The Hutchinson Telephone Co.
499.74
Junker Sanitation
14.00
R. L. Polk & Co.(.,
30.00
McLeod County Sanitary Landfill
5.50
Power Process Equipment Inc.
58.88
United Electric Corp.
116.83
Northland Electric Supply Co.
11.08
Burmeister Electric Co.
3,530.20
Standard Oil
2,940.29
City of Hutchinson
2,762.14
N.A.S.S.U.
55.00
Goodin Co.
804.16
Paul Lemke & Son
8,100.00
Paul Lemke & Son
169815.38
Wright Line
22.45
Floor Care Supply Co.
5.95
Digz All Trenchers
9.42
Beckman Instruments Inc.
205.05
McLeod Coop. Power Assn.
8.10
United Power Assn.
58,961.29
Municipal Electric Co.- Petty Cash
290.38
Hutchinson Utilities
50.00
Burroughs Corp.
221.16
IBM Corp.
3,109.80.
I B E W Local 949
183.25
Minn. -Wis. Truck Lines
92.10
Bailey Meter Co.
2.02
City of Hutchinson
50,000.00
Minn. -Wis. Truck Lines
19.03
Roger Adams
42.60
Gary Hotovec
21.40
NATURAL GAS DIVISION.
Hutchinson Utilities
2.00
Aladdin Industries Inc.
17,68
American Meter Co.
89.58
Mueller Co.
150.34
Fisher Controls
228.74
Anderson, Lieser, Thorsen
895.00
I B E W Local 949
16.75
Leeds & Nrothrup
900.99
Circle Hutch Utility Board
120,070.37
McLeod Coop. Power Assn.
17.32
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AGREEMENT
` HUTCHINSON UTILITIES COMMISSION
HUTCHINSON, .MINNESOTA
INTRODUCTION
Section 1. PURPOSE: It is the purpose and intent of this Agreement:
to 'achieve and maintain sound, harmonious and mutually beneficial work-
ing and economic relations between the parties hereto; to establish an"
equitable and peaceful procedure for the resolution of differences and'' a":�'
establish rates of pay, hours of work, and other conditions of employ
`ment; and to set forth herein the complete and full agreement between '
the parties regarding rates of pay, hours of work and other terms and
conditions of the employment.
Section 2. AGREEMENT: This Agreement, made and entered into this 1 J
day of July , 1976, by and between the Hutchinson Utilities Comm 9S.
of the City of Hutchinson, (hereinafter referred to as "Employer4# and
the International Brotherhood of Electrical Workers, Local 949, (herein-
1 ✓ts�
after referred to as "Union ") . The parties thereto agree as folows: } r
Section 3. RECOGNITION: The Employer recognizes the International,'.,
{,i.. Brotherhood of Electrical Workers, Local 949, as the certified exclusive'.'
reptesentative for the employees as shown by Exhibit A, who are employed.
more than 14 hours per week and more than 100 work days per year, ex-
cluding managerial, administrative, supervisory, and confidential employees.`
Section 4. DURATION AND EFFECTIVE DATE: This Agreement shall be
effective- as of the -lst day of July, 1976, and shall remain in
full force and effect to and including the 30th day of June, 1978" ,'Hr
subject to the right on the part of the Employer or the Union to open
this Agreement by written notice to the other party not later than sixty s
(60) days prior to the expiration of this Agreement. Failure to give �.
such notice shall cause this Agreement to be renewed automatia;`ally for'
a period of twelve (12) months from year to year. s
C',
In the event such written notice is,.given and a new Agreement is not ^a°
r„
signed before the expiration date of the old Agreement, then said Agre e
ment is to continue in force until a new Agreement.is signed. It is
mutually agreed that both parties will be in receipt of those sections }•,
J
to be revised and the proposed revisions and /or any additions to the rr
Agreement no later than- fifteen (15) calendar days after the Employer
or the Union receives notification. It is mutually agreed by both
parties hereto that in the event of such notice each Article of this
' Agreement not referred to in such notice shall remain in full force s
and effect throughout the subsequent Agreement year(s).
INN
_1
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i.
ARTICLE I
Non- discrimination
The provisions of this Agreement shall be applied equally by the Employer
and the Union to all emt-)l oyc'.es wi.thOLIt di.: cri,rninat: ion as to age, sex,
marital status, race, creed, national origin, political affiliation or
membership in the Union.
ARTICLE II
Payroll Deduction for Dues
The Employer shall upon written notice from an employee, deduct such
sums as the Union may specify for the purpose of dues to the Union. The s
Employer shall remit monthly such deductions to the appropriate desig -,
hated - officer of the Union. The Union shall provide standard authori-
zation cards for the check off of dues. The Union will indemnify, defend
and hold the Employer harmless against any claims made and against any
suits instituted against the Employer, its officers or employees, by
reason of payroll deductions for dues.
i;
ARTICLE III
Management Rights
The Union recognizes the right of the Employer to operate and manage its
affairs in all respects in accordance with applicable laws and regu
lations of appropriate authorities. All rights and authority which
the Employer has not officially abridged, delegated or modified by this
Agreement are retained by the Employer.
ARTICLE IV
Grievances
Definition. A grievance shall be defined as a dispute or disagreement.'.
raised by an employee or small.'group of employees against employer
involving the interpretation or application of specific provisions of
this Agreement.,
Step 1. Whenever any employee or small group of employees have a
grievance, he or they shall meet on an informal basis with the employee's
or employees' immediate supervisor in an attempt to resolve the grievance"
within ten (10) days after the grievance occurred or ten (10) days
after the employee(s), through the use of reasonable diligence, should
have had knowledge of the occurrence that gave rise to the grievance.
2
the grievants, through the use of reasonable diligence, should have 4
'had knowledge of the occurrence that gave rise to the grievance.
The Employer shall within ten (10) days serve his answer upon the ex-
clusive representative in writing.
Step 2. The Utilities Manager shall meet with the exclusive represents -
_tive within seven (7) days after receipt of the written grievance. The 1
parties shall endeavor to mutually resolve the grievance. If a resol -. r
cation of the grievance results, the terms of that resolution shall be
written on or attached to the grievance and shall be signed by all
parties. If no agreement is reached within fifteen (15) days of the
first Step II meeting, the exclusive representative, if he elects to
proceed with the grievance, must proceed with Step III by serving a G.
proper notification on the Employer. The notification shall contain a;;
concise statement indicating the intention of the party to proceed with q
the grievance, an outline of the grievance, the provision(s) of the ;
contract in dispute, the relief requested, and shall be served upon
Employer within twenty (20) days of the first Step II meeting.`
Step 3. The Employer, its chief administrator, or its special repre-
sentative shall meet with the designated official of the exclusive
representative within ten (10) days after receiving notice of intention
to proceed with the grievance pursuant to Step II. If resolution of
the grievance results, the parties shall reduce the resolution to
writing and sign the memorandum as provided in Step II. '
If the parties are unable to reach agreement within ten (10) days after
the first Step III meeting, either party may request arbitration by,
serving a written notice on the other party of their intention to
proceed with arbitration.
Step 4. The Employer and the employee representative shall endeavor
to select a mutually acceptable arbitrator to hear and decide the
grievance. If the Employer and the employee representative are unable..r
to agree on an arbitrator, they may request from the Director of the
Bureau of Mediation Services, State of Minnesota, a list of five (5)
rY names. This list maintained by the Director of the Bureau of Mediation
Services shall be made up of qualified arbitrators who have submitted
an application to the Bureau. The parties shall alternately strike
names from the list of five (5) arbitrators until only one (1) remains,
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If the grievance is not resolved within fifteen (15) days of the first
informal meeting, the grievance may be reduced.to writing by the 'exclusive
representative and served upon'the Utilities Manager. Service must be
made within fifteen (15) days of the last informal meeting. The Employer
shall, within ten ('10) days of receipt of the written grievance, serve,,,
his answer upon the exclusive representative in writing.
If the grievance involves and affects more than five (5) employees, the r
r
grievance may be reduced to writing by the exclusive representative
and must be served upon the Utilities Manager within ten (10) days after
h
4
The remaining arbitrator shall hear and decide the grievance. If the
parties are unable to agree on who shall strike the first name, the
question shall be decided by the flip of the coin. Each party shall be
responsible for equally compensating the arbitrator for•his fee and
necessary expenses. The arbitrator shall not have the power to add, to
subtract from, or to modify in any way the terms of the existing contract.'
The decision of the arbitrator shall be final and binding on all parties
to the dispute unless the decision violates any provision of the laws
of Minnesota or rules or regulations promulgated thereunder, or municipal
charters or ordinances or resolutions enacted pursuant thereto, or which
causes "a penalty to be incurred thereunder. The decision shall be issued
to the 'parties by the arbitrator, and a copy shall be filed with the
Bureau of Mediation Services, State of Minnesota:
Processing of all grievances shall be during the normal workday whenever,;-' '
possible, and employees shall not lose wages due to their necessary
participation.'.
The parties, by mutual agreement, may waive any step and extend any tins~
limits in a grievance procedure; however, failure to adhere to the*,time
limits may result in a forfeit of the grievance.
The provisions of this grievance procedure shall be severable, and if
any provision or paragraph under any circumstance is held invalid, it
shall not affect any other provision or paragraph of this grievance
procedure or the application of any provision or paragraph thereof
under different circumstances.
} ARTICLE V
s^
Discipline /Discharge of Employees
Employees shall be disciplined or discharged only for just cause. The A
Union shall have the right to challenge the propriety of the discipline ;f
or discharge of any employee and a settlement of the matter shall be j
made in accordance with Article IV, Grievance Procedure.
My
An employee under the influence of alcohol or drugs while on'duty or
an employee consuming alcohol or drugs during working hours may be
discharged by Employer.: ;
ARTICLE VI
Strikes and Lockouts p
The Union, its officers or agents, or any of the employees covered by
this Agreement shall not cause, instigate, encourage, condone, engage b
-4-
in, or 'cooperate in any strike, work slowdown, mass resignation, mass
absenteeism, the willful absence from one's position, the stoppage of
work, or the abstinence in whole or in part of the faithful and proper
performance of the duties of employment regardless of the reason for so
doing, except as may be provided by the Public Employee Relations Act,
Section 179.64, Subd. 7.
In the event the Employer notified the Union that an employee may be
violating this Article, the Union shall immediately notify such employee
in writing of the Employer's assertion and the provisions of this
Article. Any employee who violates this provision may be discharged
or otherwise disciplined. The Employer will not lock out any employee
during the term of this Agreement as a result of a labor dispute with
the Union.
ARTICLE VII
Seniority
A new employee shall not be placed on seniority lists for six (6) months,
' which shall constitute a probationary period. During this probationary
period, the employee may be dismissed with or without cause at the -dis-
cretion of the Employer. Upon completion of the probationary period,
' seniority shall then start as of the first day of employment.
Seniority lists shall be prepared annually by the Employer, and shall be
posted on the bulletin board of the property of the Employer. Such lists
shall show established starting date with the Employer in the section
involved and in his present classification. Such list shall be considered
validated after having been posted thirty (30) days without objection..
t
ARTICLE VIII
Resignation
An employee may resign at any time, and when so resigning must give at
least two (2) weeks notice of his intention in order to give the Employer
time to fill the vacancy. Resignations shall be filed with the Commission
Manager. Upon resignation, the employee shall forfeit all seniority.
Any vacation leave due an employee when he resigns will be paid.
ARTICLE IX
Promotions, and Transfers
Any employee may request a transfer or the Employer may order a temporary,
transfer from one classification to another not to exceed '90 days.
_5_
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When all other qualifications are equal the employees shall be promoted
in accordance with :ivtflori L.y llromotl6nal vncancloq wi.1.1 bO pouted for
five (5) working ,days. A more senior employee on vacation or hospitals
ized shall retain the right to bid on the vacancy up to thirty (30)
calendar days from posting. Temporary assignments may be made until, .
the bids are received and permanent assignments are made. Classifi
cation seniority will be given first preference, sectional seniority
second, Commission seniority third, and then outside employment. All 4
employees promoted shall have a six (6) month trial period. Any employee
promoted who does not satisfactorily perform the duties of the new
position during the trial period may be reinstated to the position from
JI
which he was promoted, without loss of seniority.
u
ARTICLE X
Layoff L
When layoffs occur, the Manager shall first dismiss part -time and temporary
employees, providing their duties can be performed by transfer or qualified
regular employees. Further layoff shall then be made based on the
employees'- seniority and ability and qualifications. Regular employees N%
,. on layoff shall be recalled in order of seniority when a position is
again available which the senior employee is,qualified to perform.
When re- employing men with senioity rights, the Employer shall give the
employee written notice by registered mail at his last known address of
its desire for such employee to work. After fourteen (14) days, upon
failure to return to work after the above requirements have been carried'
out by the Employer, such employee will have forfeited his full seniority
right.
ARTICLE XI
Military Leave s,
Employees who are members of a Reserve Force of the USA or of this State
and who are ordered by the appropriate authorities to attend a training
program or perform other duties under the supervision of the USA or of,
this State shall be granted leave time with pay up to a maximum of
fifteen (15) days per year.
Any employee who enters into active service in the Armed Forces of the'
USA while in the service of the Employer shall be granted a leave of
absence, without pay, for the period of military tierv:ice. The employee
shall be entitled to be re- instated to the position he vacated or any
equivalent position provided he files a written request with the
Employer within ninety(90) days after completion of military service.
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ARTICLE XII
Workmen's Compensation
These employees who are injured while on the job for the Employer and
who are under a doctor's care and being paid loss of time by the Work -
men's`Compensation policy carried by the Employer will be paid the
difference between the standard wage schedule of the employee and the
amount he receives from the insurance company as long as he is ordered
to remain off the job by the insurance company or insurance company
doctor, up to a maximum of one (1) year from the date of the industrial
accident.
ARTICLE XIII
Leave of Absence`
-Leave of absence with pay may be granted by the Manager to permit an
employee `or department head to attend professional meetings, conferences
'
or training school that are in the interest of the Employer or other
justifiable reasons. No overtime will be paid while an employee is
<,
attending such meetings or conventions. Each day's attendance shall
j
be considered as an 8 hour straight time pay day. Leave of absence`_
without pay may be granted by the Employer Manager when requested by`
a regular employee when such a leave is deemed to be justified. Such of
leaves may be granted when due to extended illness, the accumulated
sick leave has been used up, for the extension of vacation time where
circumstances will permit, or other similar purposes.
No leave of absence shall be granted for the purpose of looking for a
p
new job or other similar reason, and any industrial employment without
the sanction of the Employer Manager during any leave of absence shall
automatically cause a forfeiture of seniority rights.
Employees whose duties permit may be allowed to absent themselves with
pay for the purpose of participating in Civic duties such as civil
defense or volunteer fire department, at the discretion of the Manager,
Attendance at any Union meeting during working hours will not be per -
mitted without written approval of the Employer Manager.
P
ARTICLE XIV
Funeral Leave
a
Employees may be allowed up to three (3) working days leave paid by the
Employer at the employee's straight time rate for the purpose of attending
a funeral of a member of the employee's immediate family. Funeral leave
days will not be deducted from sick leave. The employee's immediate
..
-7- r
family is defined as: husband, wife, son, daughter, father, mother,
sister, brother, father -in -law, mother -in -law. One (1) day funeral
leave will be permitted for the purpose of attending a funeral of a
brother -in -law, sister -in -law, grandfather, grandmother. It is under -
stood -that payment under the above provisions is only for a day or days �.
when the employee was scheduled to work and would have worked except
for the death of such relative.
If an employee is called for pallbearers service, or to drive a car for
a funeral, leave `of absence will be granted for the period necessary,
limited to four (`4) hours, to perform this service without loss of pay,
provided the employee received no compensation for such services.
ARTICLE XV
Working Hours
The regular workweek shall begin 12:01 AM on Sunday and terminate at,t.
12:00 PM midnight on Saturday. The regular work period for all employees
other than shift workers shall be five (5) consecutive eight (8) hour
days beginning on Monday and ending on Friday for a total of forty (4 0)
hours per week. The regular daytime hours for other than shift workers"
and custodians shall be between 8:00 AM and 5:OO PM with one (1) hour
for lunch. Beginning with the last Monday in April and until the first '
Monday in October summer working hours may be in effect. Summer working {
hours .shall be between 7:00 AM and 4:00 PM for regular daytime employees.
The regular hours of work for shift workers engaged in performing the
classification of work where service is required twenty -four (24) hours
per day and seven (7) days per week shall be as follows:
Shift workers shall work in accordance with a posted working schedule
of a combination of days on duty with two or three days off in such a
way that over a period of a calendar year, a shift worker will work no
more than an average of forty (40) hours per workweek.
Any shift worker requesting time off for personal reasons must make
arrangements with a fellow employee to relieve him. Other employees
requesting time off for personal reasons will be subject to payroll �?
deduction for the amount of time taken off. Time off for personal
reasons is subject to permission by the department head.
When it is required that men continue work two (2) hours after the y
regular quitting time, they shall be furnished a meal at the Employer's ,
expense as soon a s possible thereafter, and at intervals of not more
than six (6) hours thereafter, while they continue, to work. Meals eaten
at -home will not be paid for the employee by the Employer.
If a man works four (4) or more hours overtime and is released from <<s
work, four (4) hours shall elapse before he returns to work without
loss of a regular work day's pay.
It is understood that because of the nature of the municipal utility
business, work schedules may be established by the Employer.
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No sick leave credit will be accrued while an employee is away from
work due' to leave of absence, sickness, or disability, nor will sick
leave; pay be allowed during leaves of absence or during lay -offs except.
as provided in paragraphs below.
Sick leave pay credit shall cease on the day preceding the day on
which the employee retires under the Retirement Plana If an employee
becomes ill, or is injured while on vacation, the scheduled vacation
time is counted on `vacation, and if the disability continues beyond
the scheduled time of the vacation, the sick leave pay_ (any remaining
sick leave credit) will begin on the first consecutive scheduled work -
ing day after the end of the scheduled vacation. .
Any employee found guilty of abusing sick leave, provisions contained
herein shall automatically have his sick leave benefits cancelled.
A disability leave of absence 'shall be granted to any employee at such
time as he had exhausted all of his accumulated sick leave benefits
'
and in the event his illness or disability continues_ after such time.`
Upon request by the Employer at reasonable intervals, the employee {
'.,
shall furnish a doctor's certificate certifying as to.the employee's
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inability to return to work because of such illness or disability.
Employees who are injured while engaged in after hours employment of b
others or while self- employed shall not be covered under.the Employer's
Qr -gym
Sick LeaveL Policy. outlined.
The Commission agrees to comply with the following Workmen's Compensation
regulations. if employees of the Department have, at the time of
compensable injury, accumulated credits under their vacation or sick
leave plan, the Commission will provide for the payment of their full
salary during the period of disability, providing all payments as
`,.'
made under Workmen's Compensation shall be retained by the Department.
,',
However, the additional payments made to the employee over and above
that paid by Workmen's Compensation shall not exceed the amount of
credits, which an employee is entitled to from such vacation or sick
leave accumulated by said employee and the employee's vacation or sick`
leave account shall be charged only with the difference between the
Workmen's Compensation payment and his regular salary.
ARTICLE XXII
Vacation
'
Aft
All employees shall be entitled to vacation with regular pay each
. >'.
fiscal year in accordance with the following rules:
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Any regular employee who has been employed one (1) full year shall be
entitled to a vacation of one week containing five (5) work days with pay.
Any regular employee who has been employed two (2) full years shall be
entitled to a' vacation of two `(2) weeks: containing ten (10) work days
with pay.'
Any regular employee having ten (10) years or more of continuous service
shall be- ,entitled to three (3) weeks containing fifteen (15) work days'
vacation with pay.
Any regular employee having twenty (20) years or more of continuousy
service shall be entitled to four (4) weeks containing twenty (20)
'
work days' vacation with pay.
,,
'
Time spent,by the employee on leaves of absence and layoff shall not
be considered in determining the time required to qualify for vacations.
All `vacation time must be taken prior to March 31st of the fiscal year,,
under consideration.- The vacation year begins April lst and ends
March 31st each year.
All vacations shall be taken on consecutive days unless the departments.
head and the employee agree on a different division of vacation time.
Vacation time ''shall not accumulate from the fiscal year to ,another.
y.,
If an employee takes his or her vacation during a week in which one of
the holidays fall, the employee shall be entitled to an additional day
- off.; The additional day off shall be taken at such time as mutually,
agreed upon between the employee and the department head.
r
Vacation time shall start on Sunday for each vacation period, unless
other arrangements are mutually agreed upon between the employee and
M`
`
the department head.
R
Regular employees vacation does not apply to labor and school studentsyy
1
who are employed from time to time on a temporary basis.
Beginning' January lst, or as soon as practical thereafter, of each
calendar year, department heads will consult with all regular employees
r
entitled to vacations and, from such consultation, a working schedule
for vacation period shall be established and posted on or before
,
April 15th. On split vacations, seniority shall apply only to the first
t:
choice.
ARTICLE XXIII
Overtime
Overtime at time and one -half rates shall be paid for all hours worked'',
.
in excess of eight ,(8) hours per day or forty (40) hours per week except
-12-
"
Shift workers who are required to work an eight (8) hour shift on a"
time in addition to
holiday shall be compensated by receiving double
other employees who'are required to,work on a
their regular pay.;
holiday shall be paid the same rate as shift workers. When a holiday
falls on an employee's scheduled day off and he is not otherwise
compensated for said holiday, he shall receive eight (8) hours' pay
at straight time rates for said holiday.
In order to qualify for the eight (8) hours of straight time holiday
pay,for a holiday not worked, it is required that the employee shall. ,
work the last scheduled work day or shift prior to and the first
the holiday, unless employee is absent
scheduled work day following
before or after.a holiday, for such reasons as vacation, sick leaver
,
jury duty and death in immediate family.
, ARTICLE XXVI
Retirement
Any employee who has attained the age of sixty-five (65) years shall be
on the pay day immediately following the 65th birthday.
retired
The Commission reserves the right to postpone any individual retirement,.
;;.
if it is in the best interests of the Commission.
,
ARTICLE XXVII
Y.
Savings
If any provision of this Agreement is declared by proper legislative,
unenforceable or
administrative or judicial authority to be unlawful,
applicable Civil Service rules, or law, all
;
not in accordance with ect;
other provisions of this Agreement shall remain in full force and eff
fix;
for the duration of this Agreement.
ARTICLE XXVIII
e "
Pay Schedule
Attached hereto as Exhibit "A" is wage scale for ist year, - retroactive
,
ti
to July 1, 1976" and for 2d year.
Retroactive wages will be paid no later than the first pay period
Yr
following execution of contract.
F
-14-
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ARTLE Y� °.TY ...
•
�'re�;iar�y -.cave of .�b,��t�^e
An employee who becomes pregnant, upon written request to the
Employer, may be Srant;-d a maternity leave of'absence,without pay,
'
and without loss of seniority to and until a date not exceeding
six 16 months subject to ti,? following:
(a) "She shah gi7c the ,,wpin` or two (2) weeks notice
in writing of her appl .at:ign. for maternity leave
and shall present therewith the written medical'certi-
'
fication pf -h ^,r dnctnr of htnr pregnant condition and'
of her expectel date of dr..liver,
.(b) She shall he required to lea-► and di ,cr,ntinue her
1
•:
, n r„
employment at any time during tag thy' term of h r prepan y
for
if I on advised by her ortia Octor, thn Employer's
!
doctor -, or if W 'i o.. n at 'capable of regularly And
0�?
efficiently_ performing her duties, or if there is any
�
dan3or to her personal medical safety.
A +'
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(c) She will return to work in accordance with her seniority,
� �'
at the -time of her dnator's release, not to exceed six (5)
f ab9eri.e, pro:-i�.;..d s'r?+^ '�a� given two ( ?_)
months leave o �n has
� ,,
w-eke written notice of her intentions to do so to the
5m
,
Mpl,nyer, accomp:: iRd by the written mea.ical Geri tf i cats on
of her doctor arpr o, ing her .return to wort,:.
(d) if the Employee qualifies and returns to fork in accordance
..ith�.r to her original job or to a position
with the 'above � i '
of l .kF 'sta.tun and pays, she will be given credit for the
seniority a.ccrund up to the time of leaving as well as
� a
the seniority she would have accruel had she been available
i
for work during the period of her absence.
�
(e) The provisions of this Article are subject to such amend -
ment or modification as may be required to comply with
any future applicable "torte or Federal laws or regulations
,
which may become binding upon the parties hereto.
(f) Any replacement'_Empl_oyen assigned or hired to tor.form the
duties of the I'mrin• *eF: on maternity leave, shall be
y �
ingarded as temporary during tie period within which ' the
Employee on maternity leave may Ugpily return to work
without loss of seniority as herein provided, and in the
R ,7v
event such Employee sha11 return to her job following such
maternity leave, such replacement .-gym loye*e shall be
ik
ik
„ ".
terminated or returned to her former.: position at, the
rate of pay established for that classification, inclYirg
the domino effect upon other temporary'Employees necessarily
reassigned to accomodate the one on maternity leave.
u:
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IN WITNESS WHEREOF, the parties hereto have hereunto set
their bands and seals on Lhe date first above stated.
HUTCHINSON U`.CILITIES COMMISSION INTERNATIONAL BTZOTIIERIIOOD OF
'' F�U1CIISOJ OF TILL ELECTRICAL WORKERS, LOCAL 949
B By
Its President Tts President
By P _ BY
Its Secretary Its Business Manager
,x
July 1, 1976
9
Present
Employmnr,t Classification
Starting Starting Pay
Name Date Classification Date Rate
DISTRIBUTION
Harvey Kemper 8 -1 -69 Crew Chief July ]_, 1975 6.43
Myron Tucker 6 -15 -69 Lineman IT July 1, 1975 5.78
Sam Gardner 5 -1 -75 App. Step 5 Lineman TI July 1, 1976 . 4.91
Milt Studeman 10 -?_ -61 Groundman T. July 1, 1975 5.01
Dennis Riedel 9 -16 -74 Groundma.n I July 1, 1975 5.01
Nate Smutka 4 -1 -69 Meter Repair. /Servi.ce II July 1, 1975 5.67
Tom Nemitz 2 -1 -73 Welding /Service II July 1,1975 5.67
'Alan Zimmerman 7 -15 -76 App. step ' Wrld'S^ry II March 15,1976 It. 53
CF7MATT ON
F ;d. Dolezal 1 -4 -71 Crew L< ceder July 1, 1975 6.10
Riehard'.Berry 1 -4 -66 Maintenance Mechanic II July 1, 1975 5.50
nald M��rkins 3 -29 -72 �, .r II July 1, 1975 5.50
lly H -,mbach 5 -1 -70 II J,ily 1, 1975 5.50
rdy Fratzke 5 - ?4 -65 Maintenance Electrician TI July 1, 1975 5.78
T,ePSt!!X` 7i.A *1,er 1.0 -5 -rih 0rt -r,n ti rvj:r 7;n(* i nee r 1' I; Ji`il y 1,
Earl Ondracek 8 -4 -69 Operating 'Engineer I Aug. 1, 1 -975 5.7'
Bruce Krueger 6 -1 -70 Operating Engineer 1" Aug. 1, 1975 5.78
Lee Hennessey 8 -12 -75 App. Step 6 Operating EngrII;Aug.12,1975 4.82
OPERATIONS
Arnold Nass 4 -14 -58 Dispatcher I June 8, 1976 5.67
Wally Koskinen 7 -13 - ?2 IT July 1, 1975 5.45
Roger Nieland 4- 2.2 -74 II July 1, 1975 5.45 ,
Dave Lamecker 7 -8 -74 App. Step 6 Dispatcher II July 1, 1976 4.77
Laverne Wylie 8 -1 -71 Custodian July 1, 1975 4.03
OFFICE /DATA PROCESSING
Beverly Popp 11 -1 -68 Bookkeeper July 1, 197r 4.00
Harriet Burich 9 -15 =69 Clerk #1 July 1, 1976 3.85
Doris Nelson 5 -1 -72 Clerk #2 July 1, 1976 3.60
Joan Limvere 12 -10 -75 Computer System Operator July 1, 1.976 4.25
F111'1'Ciim "ON TITTL,TTTT COMMXSaTON
T;XTTTIITT "A"
TT( TjVT.,Y WAG
X,
Efffcti,rr, l.rt Vrar (7.1' -7(>
- (- "0 -77) ?nc3 Year
('_1 -7J 6- 'an --79)
ti.
GENT RATION
_._._
DEIARTMLTIT lstr.
_.-1Q
2nd,yr.
Crew Leader
X0.59
t..
Maintenance Mechanic I
5.78
-6.24
"'•
Maintenance Mechanic II
5.50
5.94
�.,
Under 4 yrs. see EXHIBIT "B"
F
Maintenance Electrician I
6.05
6.53
Maintenance Electrician II
5.78
6.24
Under 4 yrs. see EXHIBIT "B"
Operating Engineer I
5.78
6.24
Operating Engineer II
5.50
5.94
F..
Under 4 yrs. see EXHIBIT "B ".
DISTTTT3TTTION DEPARTMI�VT
Crew Chief
6.43
6.94
Lineman I
6.10
6.59
Lineman II
5.78
6.24
Under If yrs. see EXHIBIT "B"
Groundman I
5.01
5.41
us.•
Groundman IIr
4.80
5.18
Under 2 yrs. 'see EXHIBIT "Bra
Welder /Serviceman I
5.78
6.24
t
We lder /S- rviceman II
5.67
6.12
a
TJnder 4 yrs. see FXITTPTT 1111"
diet �'d
;
2.
Meter P.epair /Service I
5.78
6. ?-4
i
Meter Repair /Service II
5.57
6.12
Under 4 yrs. see EXHIBIT "B"
4
Meter< Reader
4.25
4.59
;.
Under 2 yrs. see EXHIBIT "Bn
.,.
OPERATIONS
DEPARTMENT
Dispatcher I
5.67
6.12
Dispatcher II
5.45
5.89
Under 4 yrs. see EXHIBIT "B"
'
Custodial
4.03
4.35
-r
Under 1 yr. see EXHIBIT "B"
OFFICE & DATA PROCESSING DEPARTMENT
Computer System Operator
4.25
4.59
Under 3 yrs. see EXHIBIT "B"
Bookkeeper
4.00
4.32
Under 2 yrs. ' see EXHIBIT "B"
First Clerk'
3.85
4.16
Second Clerk
3.60
3.89
-_
Under 2 yrs, see EXHIBIT "B"
y
Third Clerk
3.00
3.24
Under 1 yr. see EXHIBIT "B"
'
EXHIBIT "B"
HUTCHINSON UTILITIES COMMISSION
APPRICITTCE ;IIT.P SCALE
SCHEDULE SCHEDULE SCHEDULE
SCHEDULE
No. 4 No. 3 No. 2
No. 1
1ST
- 6 MONTHS 75% 50.0% 90.00
90. NO
?i1d
- 6 months 77.5% 8 ?.5% 9'•5%
95.0;
'Srd
- 6 months 80.0^/ 85.0^/ 95.0°0
11th
- 6 months 82.5% 87.5% 97.5
5th
- 6 months $S.Oa 901091
6th
- 6 months 87.5/` 92.50
7th
- 6 months 90.0%,`
Sth
- 6 months 9 ?.5i'
SC,IiEDULE No, It - It Years SCHEDUL E No. 2
- 2 Years
�
Opt•rati ng I.nEi nr-r TT Croundman
Maintenance Mechanic Meter Reader
Maintenence Electrician Bookkeeper
}
k I
Lineman Clerk
;
.y
Wolder /Serviceman Clerk II
Meter Repair /S rvice
Dispatcher
SCHEDULE No. 3 - 3 Years SCHEDULE No. 1
- l Year
Computer Systems Operator Custodian
;
Clerk III
r ,
EXHIBIT IICII
HUTCHITTSON UTILITIES COMMISSION
COMPUTER SYSTEM OPERATOR
Supervisory duties of instructing, assigning, directing and checking
the work of computer clerks. Assists in the scheduling of the operations
and the assigning of personnel to various items of ,equipment required
;
for the computer, functions. of the section
with other sections. May aet as shift supervisor. Assists in operating
Entry; instructs cleri4s on procedures used to perform routing assign -
ments; trains new employees.
Directly responsible to Data Processing; Supt.
Computer System Operator shall have had at least 3 years experience
as'an apprentice.
13OOKIMT:PET:
Follows established accounting principles in full char e bookkeeping.
Disburses large amounts of money anI maintains records that accurately
reflect current status of utility funds. Works directly and indirectly
with all departments preparing reports and editing Data Processing
registers for ledger entry. Shall assist with other functions whenever
qj
needed.
rz.
Reports directly to,the A('ministrative Assistant.
Bookkeeper shall have had at least 2 years experience.
>Y
F?P CLTaR
-~ ST iC
,a
Prepares customer history and acti7ity detail for Data Processing entry.:
Edits data processing reports and registers. Handles customer inquiries'
`+
regarding services or complaints on services rendered. Collects
accounts receivable. Whenev r needed, shall assist with other functions.
`, 1A
F
R�� ort5 dirrr.tl. to the Administr ati�ar�Ass�..�tant.
P y i.
<= Years experience.
First Clerk shall have had at least 2
+
SECOND CLERK
Assists First Clerk in all duties. Works directly with the public
'collecting accounts receivable and prepares deposit detail for the
,
bank and Data Processing entry. Shall assist in other .functions
whenever needed.
Roports directly to the Administrative Assistant.
Second Clerk shall have had at least 2 years experience.
TITITIM M. ERK.
Duties to be assigned by <Administrative Assistant.
Third Clerk shall have had at least 1 year experience.
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