HomeMy Public PortalAbout142-2023 - Algamated Transit Union Local 1474 AGREEMENT
BETWEEN
THE CITY OF RICHMOND
AND
THE ALMAGAMATED TRANSIT UNION
LOCAL 1474
January 1, 2024
Through
December 31, 2026
Contract No. : 142-2023
INDEX
..........
AG.REEMENT
WITNESS:FIE
Page 2 Section- 1 FORM OF AGREEMENT
Page 2 Section-2 NON-DISCRIMINATION IN EMPLOYMENT
Page 2 Section-..-..3 ADDENDUMS TO TEIE CONTRACT
Page 3 Section-4 DIIRATION
Definition Pages
Page 3 Driver Classifications-.-Detailed
Page 4 Holiday Definitions-National Holiday- Working Eloliday
A) Management
Page 4 Section-Al COVERAGE OF AGREEMENT
Page 5 Section.-.......A2 UNION BUSINESS
Page 5 Section-A3 INCREASE OR DECREASE IN FORCES
Page 6 Section -.A4 MANAGEMENT CLAUSES
Page 6 Section.-A5 UNIFORMS
Page 7 Section-.A.6 ACCIDENT REPORTS/MEETINGS
Page 7 Section-.A7 OPERATING CONDITION OE BUSES
Page 7 Section• A8 LABOR/MANAGEMENT COMMITTEES
13) Union Members
Page 7 Section-.......Bl MI.NIBERSHIP IN THE UNION
Page 8 Section-.-B2 SENIORITY
Page 9 Section---B3 ROSEVIEW TRANSIT SYSTEM DRIVERS
Page 9 Section--B4 PARATRANSEE SYSTEM DRIVERS
Pagel() Section----..1:35 EXTRA BOARD DRIVERS
Page 10 Section-B6 PART-TIME EMPLOYEES
Page 10 Section-137 DRIVER VACANCIES
Page 10 Section-.138 OVERTIME
Page 10 Section-B9 LUNCH
Page 11 Section-.B10 LEAVE OF ABSENCE
Page 11 Section--.1311 TRANSFER
Page 11 Section.......-B12 ARREST
C) Grievance Procedure
Page 1.1 Section-.Cl GRIEVANCE PROCEDURE
Page 12 Section-C2 FACT FINDING.
.11)) Benefits
Page 1.2 Section- 1..1)1. RATES OF PAY .AND LONGEVITY
Page 13 Section--..D2 VACATION
Page 14 Section..-D3 PAID DAYS OFF (HOLIDAYS / PERSONAL DAYS)
Page 15 Section.............D4 SHORT TERM. DISABILITY PROGRAM/SICK DAYS
Page 16 Section---D5 IIOSPITA.LIZATRYN A.ND LIFE INSURANCE
Page 17 Section--D6 BEREAVEMENT PAY
l Page 17 Section-D7 P.E.R..F.
Page 1.7 Section-D8 PASSES
I.
AGREEMENT
II 115 AGREEMENT is made and entered into this day MAO' .?",-202.3 between the City of
Richmond, Indiana, by and through its Board of Public Works and Sal ty, hereinafter referred to as the
"City", as owner and operator of the Rose View Transit System and Paratransit System, and Amalgamated
"fransit Union, 1....ncal No. .1474, hereinafter referred to as the"Union".
WITNESSETH:
The parties enter into the Agreement for purposes of promoting cooperation and continuity in the relations
between the City and the Amalgamated Transit Union, Local No. 1474, in consideration of the promises,
obligations, and undertaking of each party contained herein, do hereby mutually agree, as follows:
SECTION I. FORM OF AGREEMENT
This agreement shall extend to and be binding upon the parties herein as hereafter set forth and shall
continue to be in effect from January I, 202.4 to .December 3 I, 2026,all inclusive, and from year to year
thereafter, excepting that if either party shall elect to terminate the same, it shall give notice in writing on or
before November.First of each succeeding year, to the other party hereto, of its determination to terminate
the same, and its desire to renegotiate an Agreement, and in such event, the panics hereto shall meet for the
purpose of re-negotiating said Agreement, within the following sixty(60) days; or if either party desires to
change the terms of any named Section or Sections of this Agreement, it shall give notice in writing, on or
before November First of each succeeding year,to the other party, of its desires to effect such change or
changes to he effective on January 1 following, and in such event, the parties hereto shall meet for the
purpose of adjusting such change or changes of the terms within the months of November and December,
lfhis paragraph refers only to non-economic issues.
TIThe following paragraph is in effect as far as economic issues are concerned:
Pursuant to Amended Ordinance 2557-1971 and Ordinance 45-2000,the City and the Union shall
meet, concerning wages and rates of pay tbr the next calendar year,beginning 120 days prior to the
introduction of the annual operating budget ordinance or April I,whichever date is earlier.
The term"successor" is hereby defined to mean any successor by merger or consolidation with
another Corporation, or by sale, assignment,transfer or lease of all, or substantially all, of those assets of
the City that are used for the operation of Rose View transit System, or Roseview Paratransit System to
any other person, firm, or corporation.
SECTION 2. NON-DISCRIMINATION IN EMPLOYMENT
To the full extent required by applicable law,there shall be no discrimination, intimidation,
coercion, or harassment by the City or by the Union against any Rose View":fransit System Bus Driver or
any Paratransit Vehicle Driver employee because of that employee's sex, race, color,national origin,creed,
age, handicap, veteran's status, political affiliation, or because of union activity or membership or lack of
same.
SECTION 3. ADI)ENDUMS TO THE(1:ONTRACT
tfpon mutual agreement by the City of Richmond and the Llnion, addendums to the contract will
be made throughout the term of the contract in regards to additional benefits that have been granted to other
employees.
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SECTION 4. DURATION
1 his agreement shall become effective upon its ratification by the parties and shall remain in full
force through December 3 I, 2026. On or about June 1,2026, the City and the Llnion agree to reopen the
contract for purposes of negotiating a new contract and shall he subject to the fact-finding provision of the
City ordinance. In the event the parties have not reached a new agreement by the termination date, this
agreement shall continue to be in force until the parties have reached and ratified a new agreement.Neither
party shall have the authority to amend, delete, or otherwise change any part of this agreement during its
term, unless otherwise authorized within this agreement.
Definition Pages
Job Classification Definitions for—.Roseview /.ParaTransit-
Paratransit Drivers— — Preferred
Roseview Drivers-- ('DI,—Required
"two types of driver classifications are used at Roseview'transit, they are full-time and part-tirne.
1. Full-Time Drivers Driver working 40 hours per week, assigned to a fixed route daily or weekly.
Assigned to either Paratransit or Roseview Transit. All
contractual monetary compensation
including but not limited to, hourly wage (subject to probationary difference), bonuses(stipends),
clothing allowance, CDI.,stipend. Eligible for contractual city benefits including but not limited to
vacations, national and working holiday pay, sick leave, longevity pay, insurance programs.
2. Extra Board Drivers—Named for schedules being posted on the extra hoard at office. Drivers
guaranteed a minimum of 35 hours per week.Not assigned a fixed route. Varied hours from week.
to week, Assignments can include both Paratransit and Roseview'transit, All contractual
monetary compensation including but not limited to, hourly wage(subject to probationary
difference), bonuses(stipends), clothing allowance, UN...,stipend. Eligible fir contractual city
benefits including but not limited to vacations, national and working holiday pay, sick leave,
longevity pay, insurance programs. Extra Board Drivers are considered Full-Tine Drivers.
3. Part-Time Drivers Part-Time Driver will he used only after all other drivers mainly Extra Board
Drivers have been scheduled a minimum of 40 hours. Drivers usually working under 30 hours per
week, per government mandated limits, Assignments can include both Paratransit and Roseview
17 ransit, Scheduled for fill-in hours as needed by Roseview management with schedules posted on
extra board at office. Monetary compensation is the same as contractual pay awarded to full-time
drivers including, hourly wage(subject to, probationary difference), bonuses(stipends)(prorated
for hours worked), clothing allowance, CM.,stipend longevity pay. Not eligible fro vacation pay,
national or working holiday pay,sick leave or other city benefits.
4. New Employees New Employees are, first time lifters and rehired former employees, Full-Time,
or Part-Time to Roseview Transit and City of Richmond. See Probationary Employees.
5. Tfransfers lu Roseview Transit from other city departments are not"New Employees" but must
he in training.for a period or 80 hours (2 weeks) or until management feels that.employee is
proficient on all routes.
6. Probationary Employees--Any new employee hired directly to City of Richmond through
Roseview Transit. Probationary employees can be hired as full-time or part-time. Probationary
period is 90 days(3 months). During probationary period part-time employees have no benefits of
any type with the exception of monetary awards(see Section DI) new hire pay differential, raises,
stipends, bonuses, CDE stipend, uniform allowances and any monetary awards that apply. If a
probationary part-time employee is moved to full-time status the probation period continues until a
total of 90 drays of part-time and full-time is completed. Full-time employees in probationary
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period are eligible for benefits (see Section 1'.311), except working holidays/personal days. If a part-
time employee has completed 90 day probationary period, then moves to full-time status no
probationary restrictions will apply and all full-time benefits will be awarded at that time.
7. Temporary Drivers '17emporary Drivers can be hired to Roseview Transit as drivers for a.
period of.tirne to not exceed 60 working days. 'Inese drivers will he used only after fulltime, extra
board and part-time drivers have been scheduled their required hours (40 hours for fulltime and.
extra board and 29 for part-time drivers) a week. Temporary Drivers upon completion of 60 days
can not be rehired as'Iemporary Driver for a period of 60 days. Teniporary Driver classification
will not be eligible to join the union. If during the 60 days of employment an opening becomes
available for a full-time or part-time driver management and union officials will discuss filling the
position with-,he temporary driver after other current drivers have been offered the position. If
hired the time served as temporary driver will he counted as hire in date and toward the probation
period time. The driver would then be covered by the appropriate new hire classification and.
prokition would continue till complete.
Holiday Definitions—National.Holidays/Working Holidays
Roseview Transit has two holiday classifications. For clarification of these we have named them, National
Holidays and Working Holidays. They are as .follows;
I. National Holidays, Transit System does not.operate.
2. Working [for:days, 71 ransit System operates as normal.
(Working Holidays may be used as Personal Days off used within the quarter earned).
Examples of but not iknited to;
National Holidays are - New Years Day--Or Day Observed if on Sunday
Memorial Day--L.,ast Monday in May
Fourth of juiy—Or Day Observed if on Sunday
Labor Day First.Monday in September
Thanksgiving Day Last Thursday in November
Christmas Day—December 25'1"
Or Day Observed if on Sunday
Working Holidays are - Driver's Birthday Columbus Day
Martin Luther King Jr. Day Veterans Day
Presidents Day Thanksgiving Friday
Good Friday Christmas Eve
nineteenth New Years Eve
A: Management
SECTION Al. COVERAGE OF AGREEMENT
'Fhe Linian shall be the exclusive bargaining agency for all employees covered by this Agreement. This
Agreement.shall cover all present and future employees of the City employed in this department described
as follows:
Any official of the City, or their private secretaries, or any person in a supervisory capacity who has the
authority to employ, discharge, and discipline or enforce working rules and regulations of the City over
employees, are excluded frorn this Agreement. 'flie Manager shall be responsible for the day-to-day
management and supervision of Rose View 71ransit System and Paratransit Transportation System. The
Director of Public Works and 'Engineering, as a part of his/her functions, shall direct the overall operation
of Rose View Transit System and Paratransit Transportation System.
SECTION A2. UNION BUSINESS
a) Employees called upon to transact business for the Union which requires absence from duty, shall,
upon application,be allowed to absence themselves for sufficient time to transact said business for
the Union, provided sufficient notice is given in the application and number applying for leave of
absence is not so great as to be detrimental to bus service.
b) Any employee elected to till office in the Linion, which requires his or her absence from duty with
the City, shall be granted a leave of absence. At the expiration of one(1)year's absence, upon
request, he or she shall be granted another leave of absence. 1.1pon his or her retirement from such
office, he or she shall be reinstated to his or her former position with the City with full seniority or
rank.
c) The City shall provide a reasonable amount of space in the City Parking Garage break room and in
the Transit Office near the time clock for the display of Union-provided bulletin boards. Those
designated billetin boards shall be for the exclusive use of Local 1474 to communicate with
bargaining u in.members about union business, programs and activities.
SECTION A3. INCREASE OR DECREASE IN FORCES
a) When it becomes necessary to reduce the force, the City will make such lay-offs resulting from
such reduction in force, with full regard to years of service.
b) In case of lay-offs resulting from such reductions, the employees affected and the President of the
Union shall be notified in writing thirty (30) days before the lay-off becomes effective.
Furloughed employees will be called back, providing such call back is within one (1)year after the
date of their Furlough or lay-off Furloughed employees, when recalled, will he notified by
registered mail, and any recalled employee who fails to report for duty within ten (10)days after
receipt of.restered letter, will forfeit all rights under this Agreement. Furloughed employees
must keep the Management advised of any change of address,
c) Whenever it shall he known that a vacancy or opening shall continue for thirty(30) days or more,
the following procedure shall be used in the filling of such vacancies. Seniority of employees will
be recognized. Ifthc vacancy is not filled in this manner, the vacancy will he posted for a five (5)
day period in the City bus garage, and bids will be accepted and considered, as follows:
d) In the filling of any vacancy as stated above, such employees or individuals must have the proper
qualifications to perform the work available in the position that is open. Former employees of the
('by will be given due consideration in filling,the vacancies when it becomes necessary to hire
new employees.
e) A copy of each job bid posting will immediately be forwarded to the President of the Union upon
issuance, and when a vacancy is filled, the name of the employee will be furnished to the President
of the Union.
.1) Employees leaving the service of the City, upon application to their Supervisor, will be furnished
with a servax letter.
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SECTION A4. MANAGEMENT CLAUSES
,
a) '1 he union agrees that it will not, in any manner, interfere with or limit the right of the City to
discharge or discipline its employees where sufficient cause is shown, except that no employee
will be discharged or disciplined because of membership in the Union.
b) It is mutually agreed that.the City shall have the right at all times to make reasonable rules and
regulations :for the conduct of its employees, and the employees agree to recognize this right and
to abide by same, it.being understood that such rules and regulations are necessary for the
successful operating of the business of the City. Any rule made and put into effect by the City
shall he bulletined and shall be enforced until such time as it is changed.
c) Whenever the City deems it.necessary to discharge or otherwise discipline an employee, the
Manager will arrange a meeting with the employee to discuss the matter before any action is
taken. "Ihe employee has the right to request I Jnion representation to be present. Llpon
completion of such meeting,the Manager shall have the right to determine and administer said.
discipline.
d) No notation ill be placed against an employee's record without just and sufficient cause, subject
to appeal there .from. When a notation is made against an employee's record, he or she will be
notified of the same in writing at that time.
e) An employee committing an offense which may subject him or her to disciplinary action or
dismissal shall be disciplined, dismissed, or notified in writing concerning his or her record (as
specified in paragraph c of this section) within thirty(30) days of committing such offense, or his
or her record is cleared concerning the offense.
1) All reprimands or discipline whether written or oral will be removed .from employee's record after
twelve(12) months, and each offense will revert back to the previous offense in each category.
g) Notwithstancbng subsection(f) above, an employee is subject to discipline, up to and including
discharge, if the employee is at fault in four or more serious accidents within a two (2)year period
from the date of the first accident. Accidents will remain in an employee's personnel file for a
period of two years from the date of an accident. A serious accident is defined as one caused by
an employee that.results in a total of at least Five Thousand Dollars ($5,000.00) in either property
damages or personal injury.
SECTION AS. UNIFORMS
a) [he" City agrees to purchase for the drivers.two (2)jackets and two (2) pairs of pants after thirty
(30) consecutive days of employment.
b) The City agrees to purchase for the drivers after one(I)year of continuous service, five(5) pairs
of pants, five(5) long sleeve shirts, and five (5) short sleeve shirts. Between the months of April
and October inclusive, all drivers shall have the right to wear shorts provided said shorts are
approved by Management. Between the months of October and April, all drivers have the right to
wear navy bkie sweaters, provided sweaters are approved by Management. In addition drivers are
permitted to wear holiday sweaters provided said sweaters are approved by Management.
Uniforms wic(11 be replaced at the Management's discretion, as needed, upon the receipt of old
uniforms. At least once each year, Management shall inspect the uniforms of all drivers in order
to determine if replacements are needed. This shall not preclude replacement of uniforms at other
times. All drivers agree to the dress code as established by Management.
c) 'Fire City agrees to pay each active member of the Amalgamated Transit Union Local 14.74 on or
about February I', a cleaning uniform clothing allowance of$400.00. 'nye clothing allowance is
considered an annual allowance during the time of this agreement. Said allowance shall be paid in
one(I)separate check on or before February Is' of each year.
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d) Notwithstanding any language to the contrary herein, employees shall he allowed a semi-casual
day every I riday. Specifically, employees shall be allowed to wear black jeans and blue jeans.
Between the months of April and October, employees may Wear light tan khaki pants or mid-thigh
length shorts in conjunction with their uniform shirt, provided that no torn or other disheveled
clothing shall be allowed. A professional appearance shall be required at all times and the Transit
Manager shall determine whether the casual clothing is acceptable.
SECTION A6. AC:CIDENTE REPORTS/MEETINGS
Fifteen (15) minutes' time shall he paid for making out each accident report. 'Time shall be allowed for
attending Safety Meetings, at a regular rate of pay. The City will pay for the required time to attend court,
inquest,or perform other special services at the request of the (...",ity including committee meetings, or other
meetings called by the City, at not less than the regular rate of pay.
SECTION A7. OPERATING CONDITION OF BUSES
The City agrees that ail buses shall be kept in good operating condition so that they may be operated safely
on the schedule required by the City. The City shall use its best efforts to ensure that all buses shall he
equipped with such heating and air conditioning arrangements so that the operator in discharge of his clinics
shall he reasonably comfortable.
-Fhe City agrees to keep the interior of the buses clean, sprayed aggressively for insects, and sanitized, on a
regular basis.
SECTION A8. MANAGEMENT AND UNION COMMITTEES
'The ATU Local 1474 requests to have a representative attend meetings of the City of Richmond Tlealth and
Safety Committee. This representative will be allowed to attend scheduled meetings and pass on to the
committee issues and concerns about health and safety that arise during the daily operation of the transit
system. Then reporting hack to the membership any information that the committee would recommend to
make our job safer for the drivers and passengers.
ATU Local 1474 would be interested forming a Labor/Management Cmtmaittee for the purpose of
discussing issues that may arise between labor and management from time to time. The committee will be
comprised of equal members of union members and management. '['his committee will try to reach an.
agreement of an issue before needing to take it to the next level in the grievance procedure. Meeting
decisions agreed to by both parties will be finalized in writing for both labor and management.
Union Members
SECTION Bl. MEMBERSHIP IN THE UNION
a) New employees shall be on probation for the first ninety (90)days of employment, dating from the
date they were first hired to duty with Roseview as fulltime or part-time employee. New
employees, after the expiration of ninety (90)days of continuous employment, shall be eligible to
enter the Union. Probationary employees will not he covered by Section 5 (Grievances) or Section
6 (Fact Finding) during their probationary period. However, during the probationary period, new
employees are eligible for those benefits that are required by law, such as worker's compensation
insurance and Social Security. 'They may also be eligible for other employer-provided benefits,
subject to the terms and conditions ()Teach benefit.program. fanployees should read the
information for each specific benefit program for the details on eligibility requirements. The
probationary employee may be laid off or discharged as exclusively determined by the City during
the probationary period. Probationary employees are eligible for:Bereavement. Leave, 'Jury 1..,eave
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and National floliday Pay while in their probationary period. Upon satisfactory completion of the
probationary period, employees enter the "regular"employment classification.
b) "F he('ity is to forward to the Financial Secretary of the Union, in writing, the name and date of
employment of all new employees. Also, the City is to .furnish to the Financial Secretary of the
Union, in writing, the name and date of removal from the payroll, of all employees covered by this
Agreement, as specified in Section 4 (Coverage of Agreement) by reason of resignation, discharge
or leave of absence.
c) I he Secretary or Treasurer of the Union is to forward to the Payroll Department of the City the
original copy of the payroll deduction slip which is to be retained by the City authorizing
deductions for tinion dues. Also,the Secretary or Treasurer shall forward to the Payroll
Department of the City,not later than the fifteenth (15)day of each month, the amount to be
deducted from the pay of each employee covered by this Agreement. This amount shall not
exceed the amount owed to the employee by the( ity. The City will pay to the Secretary or
'freasurer of the Union, not later than the Twenty-lifth (25) day of each month,the amount.
deducted.frorn the paychecks for such dues.
d) At any time an employee covered by this Agreement is declared to be"not in good standing"with
the Union,the City will be so notified in writing by the properly accredited officials of the Union
before any action is taken,
e) Notwithstanding any other provision herein, no Act shall be required or permitted by either party,
which will be an unfair labor practice under Section 9 (a) or(h) of the National Labor Relations
Act, as amended.
0 It is agreed that in the event the Section of the Labor Management Relations Act of 1947, as
amended, pertaining to a I nion Shop, is amended or repealed,this Section will revert to Section 2
as it is written in the Agreement expiring January 31, 1.948.
None of the provisions of this Agreement shall conflict with State or Federal laws.
AUFNCY St 1OP
a) Membership in the Union is not compulsory. Employees have the right to join, riot to join,
maintain or drop their membership in the Union as they see fit. Neither party shall exert any
pressure on or discriminate against any employee as regards this matter.
h) The Union is required under this Agreement to represent all of the employees in the bargaining
unit fairly and equally without regard as to whether or not an employee is a member of the Union.
The terms of this Agreement have been made for all employees in.the bargaining unit and not only
for members of the Union; and the City has executed this Agreement.
c) In accordance with the policy contained in sub-paragraphs(a) and(h)of this article,all union
employees shall pay(the employees' exclusive bargaining representative), an amount of money
equal to that paid by other members of the Union, which shall be limited to an amount of money
equal to the 'Union's regular and usual initiation fees and its regular and usual dues and its general
uniform assessments. Such payment shall commence sixty (60) days after date of employment.
SECTION 82. SENIORITY
a) The seniority of any employee who accepts a supervisory position will discontinue accumulating
union seniority union bus driver position. Seniority as a union member will be suspended.
(frozen) during the time in a management position. If for any reason he or she should thereafter be
relieved of such supervisory duties, Iris or her seniority standing as a bus driver shall be restarted.
from the pre management seniority time. After returning to union status in good standing
recalculated time will he used for route preference and vacation scheduling purposes.
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b) Seniority date of employees will be determined from the(late the employee was first hired as a.
Roseview Transit employee, whether hired as full-time or part-time initially. Employees initially
hired as part-time when taking a full-time position will use for seniority purposes their initial part-
time hire date as a city employee. Part-time employees have no seniority rights while part-time.
c) 'The Union is fully aware that the new American Disabilities Act(ADA) may require deviations
from past practice with respect to driving assignments. The City understands and will respond to
questions raised as a result of ADA rules and regulations in a timely manner.
d) For the purpose of filling any vacancy,part-time employees shall be preferred afi.er Roseview
Transit employees.
SECTION 133. 1.'(.0SEVIEW TRANSIT SYSTEM DRIVERS
a) All regular runs are to be scheduled a minimum ()feight(8) hours per day and not less than forty.
(40)hours per week, with pre-determined days off each week. These hours are guaranteed.
Regular runs are not to include preparatory and turn-in time on each time out. Regular runs are
approximately eight(8)hours. The City agrees that it. will not set up a regular run substantially
over eight(8)hours, e.g. I 1 or 12 hours. This does not prohibit a driver from requesting extra
hours. If the Manager has an emergency he or she still may request a driver to drive extra hours.
Overtime pay is one and one-half times regular pay. Overtime will be paid after forty (40)hours
in any given week, but all excused paid leave time (i.e. sick pay, holidays, vacation days, or
personal days) will be counted toward the forty(40)hours, Fixed-route drives shall be paid
overtime pay for any time worked during their scheduled day off.
b) The Bus Board is to be open semi-annually in September and April of each year. When known
that a vacancy shall occur for thirty(30) days or more, seniority rights will be recognized.
c) If a driver is called in to work, he or she shall be paid a minimum of two(2)hours for each call. If
any employee reports to work more than fifteen (15) minutes late for work, the manager or
supervisor may refuse to permit the employee to commence work for two (2) hours,
d) Extra drivers will be available for duty on one and one half hour's notice at any time during the
workweek. 'Drivers, when not available for duty in the above specified time, for reasons of
sickness or any other reason that would keep them from working, should be marked off the Board
the same as a regular driver, and allowed time for the semi-monthly pay period will be pro-rated
on the basis of the time he or she was available for duty.
It is agreed to by both parties that if fed.eral or State Law should demand that Rose View Tran.sit
System bus drivers be paid overtime that this section dealing with minimum pay will be opened up and
negotiated again.
SECTION 84. PAR.ATRANSIT SYSTEM DRIVERS
The parties agree that a standard workweek shall consist of forty(40)hours. These hours are guaranteed,
'Paratran.sit System drivers, shall work between the hours of 6:00 a.m. and 6:00 p.m. with a one-half hour
paid lunch. Drivers shall be guaranteed a minimum of forty (40) hours per week. :if the Manager has an
emergency lie or she still may request a driver to drive extra hours. Overtime pay is one and one-half times
regular pay. Overtime will be paid after forty(40) hours in any given week, but all excused paid leave time
(i.e. sick pay, holidays, vacation clays, or personal days) will be counted toward the forty(40)hours.
Drivers shall be paid overtime pay for any time worked during their scheduled day off.
The Paratransit Drivers schedules shall be open to bidding semi-annually in September and April of each
year. When known that a vacancy shall occur for thirty (30)days or more, seniority rights will be
recognized. When a change of hours is required for a full shift, senior drivers will have first choice.
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SECTION 115. EXTRA BOARD ,11.)RIVERS
'The City agrees to provide at least thirty-five (35) hours of work per week for Extra Board Drivers at their
regular rate of pay as determined by this contract.
SECTION Bo. PART-TIME EMPLOYEES
Whenever conditions warrant, the City,through its Public'fransit Manager, and the Union, through its
President, or other authorized officefts), will meet to discuss the City hiring a part-time employee (s) under
the following terms and conditions:
a) Such part-time employee(s) shall not.be used for the purpose of reducing the minimum hours of
work of the regular employees, the extra board drivers or the paratransit drivers; instead, the
contemplated use of such part-time drivers is to fill in on an "as needed" basis. All drivers will
receive equal and sufficient time, no less than forty.(40) hours, training on Paratransit, as well as
Roseview route.
b) All parties recognize that due to the nature of employment for part-time employees such part-time
employees shall not be entitled to full fringe benefits, such as National Floliday or Working
Eloliday pay, personal days, bereavement pay, or vacation pay. Flowever, all such employees shall
be paid at the same rates of pay, subject to the probationary and seniority pay differentials, as
regular employees hereunder.
c) Part-time employees will not he used unless all available extra hoard drivers have been scheduled
to work forty(40) hours during a given week. In the event the City errors in assigning the work to
a part-time employee, the most senior available extra board driver affected with less than forty
hours during a given week will be compensated for the time lost.
After working for one (1.)continuous year, Part-time Drivers working over sixty(60) hours in a two (2)
week period, shall receive one (1) hour per occurrence towards an eight.(8) hours paid day off Not to
exceed over three(3) days in a year.
SECTION B7. .DRIVER VACANCIES
Rose View Transit drivers and Paratransit drivers shall have the first right to driver vacancies within the
Transportation 1"..)epartrnent. Said right shall be determined by seniority.
SECTION B8. OVERTIME
Management will offer overtime to every full time driver willing and able to work overtime. Management
agrees to keep the amount of overtime hours even amongst.full time drivers who are willing to work
overtime. Kru Bargaining Unit realizes this may take a month or two to accomplish due to availability of
overtime hours and fudl time drivers. After all of the extra hoard drivers have been scheduled forty(40)
hours and drivers are needed for overtime, management will offer overtime to the .full time driver with the
least amount of total overtime hours, If a full time driver, low in overtime hours, is offered overtime, but
their personal scheduk does not allow them to work that particular shift, management agrees to give them
the first opportunity the next time overtime is available. If management cannot fill the overtime
requirement, the least senior driver not wanting overtime will be forced to work. Management agrees to
post everyone's up to date totals of overtime on the monthly overtime sheet that hangs on the Bargaining
Unit's cork hoard in tie Roseview/Paratransit office.
SECTION B9. LUNCH
Rose View Transit,Systern:
On continuous runs of seven (7) hours or more, bus drivers shall be given at least thirty(30)
minutes paid lunch relief
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P ar at r cms ii.514
City agrees to provide thirty (30)minutes per day of idle time, as scheduled and determined by
Paratransit Management, between the hours of 1030 a.m. and 2:00 p.rn., for the purposes of
allowing drivers to eat their lunch while not operating their vehicle.
SECTION BIO. LEAVE OF ABSENCE
a) Leave of absence without pay may be granted any full-time employee after one year of
employment with the City. Such leave shall not exceed 12 consecutive months, An employee
may submit a written request to his or her supervisor for a leave of absence with an explanation of
the purpose and term requested. Such request will be subject to approval of the City.
b) A leave may be requested for any reason including education, health or'family responsibilities not
covered by ally other provision of this policy. Requests for leave of absence, for reasons of illness
or injury, must be accompanied by a doctor's certificate in support of the same. During such
period, vacation leave shall not accrue, and such employee shall not receive compensation for
designated holiday. flealth insurance benefits may be retained under the Consolidated Omnibus
Budget Reconciliation Act of 1985 (COBRA).
c) Upon returning to work after an approved leave of absence, employment will be made within the
position that Was vacated when possible to do so, If the vacated position was filled during the
employee's 'Absence, employment will he offered in a similar position or the next best position
when the next opening occurs.
d) An employee granted a leave must give written notice to the City of intent to return to work at
least fourteen (14) calendar days prior to his or her return or the expiration of the leave of absence
period, .whichever occurs first. If the employee fails to notify the City, the employee will be
considered terminated as of the last clay he or she actually worked for the City.
SECTION BI I. TRANSFER
No driver may be trarasferred without his or her consent to the Paratransit System or to the Rose'View
Transit System. A driver may transfer voluntarily from one system to another, if an opening becomes
available.
SECTION B12. ARREST
In the event an employee of the City is arrested while in performance of his or her duties as an employee of
the City, or if legal maim is instituted against an employee because cif any action of the employee in the
performance of his or her duties,the Director of Public Works and Engineering or his or her representative,
and a representative of thel...Mion, will meet as soon as possible after such arrest or after the
commencement of such legal action to discuss the charge against the employee. If the City shall determine
that the said employee was acting in the proper and correct performance of his or her duties as an employee
of the City when.the alleged action with which he or she is charged took place,the City will retain an
attorney to represent the employee. If the City shall determine that the said employee was not acting in the
proper and correct perfbrmance of his or her duties as an employee of the City when the alleged action with
which he or she is charged took place, the employee shall bear the cost for the attorney.
C: Grievance Procedure
SECTION ('1. GRIEVANCE PROCEDURE
4"he grievance procedure for both Rose View Transit System bus drivers and Paratransit Transportation
System vehicle drivers shall consist of three(3) steps outlined in the following procedure:
First, the complaint must be filed in writing within five (5)working days of the occurrence. A
meeting must be arraigned between the employee and the Manager, and if requested, by said
employee, the Union President,
2. Second, ,if the grievance is not satisfactorily settled by completion of the first step outlined above,
then the complaint of the employee shall be presented to the Director of Transportation in written
form within five(5)days after the initial meeting between employee and parties as provided in.
step one. '',I/he Director of Transportation shall thereupon arrange a meeting with the aggrieved
employee, or any representative said employee may select to help present his or her case, which.
meeting shall not he later than live (5)days after the 1)irector of Public Works and Engineering
has received the grievance. Answers to any grievance by the Director of Public Works and
Engineering or his/her office shall be in writing to the L,ocal.
3. Third, and finally, if a satisfactory agreement is not reached through completion of step two above
described, then the said grievance shall be forwarded to the Board of Public Works and Safety of
the City in written form, and within eight(is)days after receiving said grievance,the Board of
Public Works and Safety will arrange a final meeting between said Board, the aggrieved
employee, and any representatives said employee may select to help represent his or her case.
This does not preclude the aggrieved employee's right to initiate civil action. '''Fire parties shall
have thirty(30)days following a final decision of the Board of Public Works and Safety in winch
to request the establishment of a Fact Finding Committee as set forth in Section C2 of the
Agreement.
In the event that it becomes necessary or advisable to set up any working conditions or rates of pay that are
not in accordance with or covered by the provisions of this Agreement, such changes shall he handled by
the President of the Union and the authorized representative of the City. All agreements or changes must
he in writing and become a supplement to the contract.
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There shall be no strikes on the part of the employees and no lockouts on the part of the City by or against
the employees during the term of this Agreement, or any extension thereof Any questions concerning this
contract arising between the City and the Union which cannot be amicably adjusted by conference between
the(,,:ity and the Union shall be submitted to arbitration as provided in Section C2.
SECTION(22. FACT'FENDING
Should the parties 'fail to agree with respect to any grievance or dispute arising under the terms of this
Agreement, the issues shall be submitted to a Fact.Finding Committee comprised of three members, One
member, appointed by the party requesting the fact finding, shall be named at the time the request for
deliberation is made. Within ten (10) working days after the receipt of such request the other party shall
name its member. Ifhe Board of Public Works and Safety shall make any such appointment for the City.
Within seven (7) working days thereafter, the two (2) members or their representatives shall select the
Chairman of the Fact Finding Committee. Should the two (2) members be unable to agree upon the
appointment of the Chairman within ten(10) working days after the second of the members was named,
then the final appointment will be selected as following: each member will offer three (3)names, each
party will alternately strike a name from the panel until two (2)names remain. A toss of the coin will
determine final selection of the Chairman. 'file decision of the Fact Finding Committee shall be final and
binding.
:Benefits
SECTION 1)1. RATES OF PAY AND LONGEVITY
The probational y.period is intended to give new employees the opportunity to demonstrate their ability to
achieve a satisfactory level of performance and to determine whether the new position meets their
expectations. The City uses this period to evaluate employee capabilities, work habits, and overall
performance.
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All new and rehired employees work on a probationary basis for the first ninety (90) calendar days after
their date of hire. Any significant absence will automatically extend the probationary period by the length.
of the absence. If the City determines that the designated.probationary period does not allow sufficient time
to thoroughly evaluate the employee's performance, the orientation period may be extended for a specified
period.
a) The ATI] Bargaining Unit covered by this agreement shall receive a wage increase to the midpoint
range identifkid for their job classification over the course of 3 years, beginning in 2024. The rate
of increase toward the midpoint,will he 3400, 330 , and 33%.
b) All active members of the Amalgamated Transit Union Local 1474 who have a Commercial
Drivers License (CDL) will receive a S300.00 stipend per year. All drivers who have a Public
Passenger Chauffer License(PPCL)will receive a $150,00 stipend per year. Paratransit drivers
that have a(AA, will be used as needed for Roseview. Payments of these stipends are to be
included with the uniform stipend payment on the first pay period in February of each year.
c) In addition, my night driver shall be paid an additional $ .31 per hour for the service performed
while on the night shill.
d) As an incentive for continuous service with the City of Richmond, each active AMALGAMATED
-FRANsIT UNION, Local 1474. Bargaining Unit employee covered by this Agreement shall.
receive longevity pay as follows:
Effective January 1, 2018, longevity pay shall be calculated at the rate of one-fourth of
one percent(1/4 ofl?4,) of the base salary times years of service of each Transit
employee who is active as of August 9, 2(118.
(Example: $17.93 [...hourly salary] x 40 weekly hours] $717.20 x 52 weeks $37,294.40.
S37,294.40 x .0025 [longevity calculation $)3.24 .x number of years served.)
for the purpose of this Section, an employee's years of service shall begin accruing on January I of their
year of hire and shall continue to accrue each year on January 1. It is understood that an employee's year of
hire is counted as a full year. Longevity.payments will be made on the first pay period in December each
year. Upon termination of employment, an employee will he paid their final prorated longevity payment
with their last check. They shall be paid one twenty sixth (1/26) of the longevity payment for each pay
period completed in the current year.
SECTION 1)2. VACATION
a) Full-time hourly employees will be given vacations on the following basis:
• I year of service up to 6 days vacation
• 2 years of service 11 days vacation
• 3 years of service 12 days vacation
• 4 years of service 13 days vacation
• 5 years of service 16 days vacation
One additional day per year after five(5)years of continuous service with a maximum of twenty-six (26)
days vacation,
b) Employees entitled to vacations and leaving the service of the Company after the anniversary date
of their employment will be allowed vacation pay, regardless of the reason for leaving the service,
providing that they have not been allowed a vacation for that year of service. In order for an.
employee to receive full vacation pay when voluntarily leaving during the first six months of any
calendar year, the employee must notify the City on or before June 30' of the prior year.
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c) Employees who for some reason have not worked for a period of thirty(30) consecutive days or
longer, during the year preceding the vacation, will be granted vacation allowance pro-rated
according to the number of months actually worked.
d) Vacation pay is to be on the basis of regular day or week's work, at the rate of pay in effect at the
time vacation is taken. All drivers will receive eight(8) hours minimum daily vacation pay.
e) Employees who have earned 15 days or more of vacation time per calendar year may "sell back"
Eve (5) days at their regular rate from the City per year. If an employee elects to"sell back"
vacation time, written notice must be given to the City by August 1 of that year. The employee
has the option to change his or her mind by November 1 of that year. Employees would be
compensated for their unused vacation days by December 3 I of that year.
All employees shall make their first choice of vacation before moving to the second round of
choices for vacation scheduling with March 1 being the deadline for the applicable year. The
scheduling of vacation shall he by seniority and dependent upon the operational needs of the City.
Employee (A)has 5 working clays to select their first and/or second choices for vacation, After 5
days it moves to the next employee (13) in seniority. Employees(A) &(13) now are in first come
first served bosis, if needed moving on the employee (C) and so on, After March 1 vacation
scheduling will be a first come first basis. Once approved by the City, an employee's vacation
selection can only be withdrawn, or approval can only be revoked by the City, with the mutual
consent of the parties,.
g) After the vacation selection period, vacations will he approved on a first come first served basis.
The scheduling of vacation shall he dependent upon the operational needs of the City.
h) An employee's anniversary date for purposes of vacation time is considered to begin January in
the year of hire,
Example: An employee is hired September 4th of a given year. September though December is the year of
hire and is also considered the employee's first year. January 1st the following year begins the employee's
second year. 'Hie employee'probationary period ends March 3rd. Beginning March 4th, the employee shall
earn one(1) vacation day for each month worked during the remainder of the calendar year(nine days of
vacation). 'Ehe next January 1st is the employee's third year and the employee is to receive twelve days of
vacation.
During the first full calendar year after the year of hire: An employee must have served at least a 6-month
probationary period during which no vacation time is earned or granted. After the probationary period, the
employee is then eligible to earn one (I) day of vacation for each full month worked in that calendar year,
not to exceed 1.1 workdays. 1-his vacation schedule is based on uninterrupted service.
SECTION 03. .PAID DAYS OFF(HOLIDAYS AND PERSONAL DAYS1
The City agrees to fifteen(15) paid days off. "fhese paid days off shall be identified as a combination of
recognized National Elolidays and other personal clays, one of which shall be the employee's'birthday. 1-he
holidays shall he as follows: New Year's Day, Memorial Day, Independence Day, Labor Day,
Thanksgiving Day and Christmas Day. Full-Time employees still in probationary period will receive
National Holiday pay for those days. Because the buses do run on Martin Luther King Day, employees
scheduled to work on that day shall take a personal day for this holiday. Working flolidays will be taken as
personal days. These paid days off nor any other fringe benefit does not apply to temporary or part-time
employees. An employee must have worked for the City six(6) months continuously to be eligible to
receive these paid days off The taking of any paid day off must be requested of the Manager at least 48
hours in advance, absxmce a bona fide emergency, and then such notice shall he given as soon as possible.
Approval of such request shall he dependent.upon the staffing needs of the City. Employees will receive
eight(8) hours pay for each paid day off taken. In addition, employees shall be allowed to take personal
days in the ..form of 1/2 clays at a time in addition to full days.
1.4
SECTION 1)4. SHORT TERM DISABILITY PROGRAM/SICK DAYS
a) 'Members of the Bargaining Unit shall be covered by a Short Term Disability Program at no cost to
the employee. If absence due to illness or non-job related injury extends beyond eight(8)
consecutive calendar days or after all accumulated sick days have been exhausted,the Short Term
Disability program benefit shall begin on the ninth (9') day or after the exhaustion of accumulated
sick days, with a daily rate of sixty percent(60°//0 of the employees regular daily salary based
upon a forty(40)hour work week. Such benefit payment shall continue during the period of
absence up to a.maximum of sixty-five (65) work days or thirteen (13)weeks. Short'Fenn
Disability shill be taken concurrently with any Family and Medical Leave.
b) No further salary or Short Term Disability benefit will be paid until and unless a person returns to
work.
c) Upon completion of the thirteen (13) week disability program, an employee is entitled to return to
their previous position if they are able to do so. Thereafter, an employee is entitled to the first
suitable and,::.tvailable job opening within the City.
d) Full-time employees shall receive eight.(8) sick clays each year. Said sick clays shall automatically.
accrue on fasuary Isl of each calendar year. If the City Employee Policy Manual is revised to grant
an additional sick day or days to non-union employees, the members orthis Bargaining Unit shall.
receive the additional sick day or days.
e) Sick clays are used as a protection for the employee or immediate family jri. case of illness, or
medical, dental or eye examinations or treatment for which arrangements cannot be made outside
of normal working hours. Th e number of days allowed for any use herein shall he controlled by
0 After three consecutive calendar days absence due to employee sickness, documentation of illness
from a physi..._ian shall be required pursuant to FMT,A. In addition, (fate City has reasonable
suspicion of'any abuse of sick day policy, the(:4y may inquire into the basis of such sick day use.
in addition, employees shall be allowed to take sick days in the form of 1/2 days at.a time in
addition to fall days.
g) Accumulated unused sick days shall be earned.forward for use in subsequent years. 'I he
maximum number of days that can be accumulated is 30 days.
h) Employees tint complete their probationary.period after 'January I earn one (I) sick day for each
complete calendar month worked after completing their probationary period up to a maximum of
eight(8) days .for the calendar year.
i) I.mused sick days will not be paid to an employee at the time of separation from the City except
for the .following circumstance: Any employee who retires from the C:ity of Richmond with
twenty(20)years of service will receive their regular rate of compensation for all unused sick days
up to thirty(30) days.
j) .Members of the Bargaining Unit shall be provided with Long'Fenn Disability Insurance at no cost
to the employee and at the benefit levels that prevail at this time.
If a female driver becomes pregnant, she may request a leave of absence. However, thirty (30)days after
delivery, she must inform the City oilier intention to return to work or not to return to work, If it is
necessary to hire a temporary replacement, this person shall he informed that he or she inight have to be
laid off once the leave of absence person returns to work.
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SECTION D5. HOSPITALIZATION INSURANCE AND LIFE INSURANCE
a. The City shall continue to provide group health insurance and life insurance for full-time active
members of the Amalgamated Transit Union, Local 1474 Bargaining Unit as is provided for other
active City e:nployees. In the event any other employees(or group of employees)are offered
insurance benefits at a higher level and/or less cost, then all employees covered by this agreement
shall be offered the same or better benefits at the same cost offered to other employees.
b. In the event :4-1e City has or makes available any other type of insurance coverage such as vision or
personal property insurance to any city employee, the city shall also offer such coverage to
employees covered under this bargaining unit at the same cost and coverage as provided to other
city employees.
c. The City agrees to recognize each Union regarding insurance matters. The Unions recognized are
FOP, IAFF, AFSCME, ATU (referred to hereafter as Bargaining Units).
The City and Bargaining Units agree to recognize the following guidelines for the Committee;
1. One(I) vote per local Union and one (1) for civilian employees.
2. Cot A'mittee agrees to recognize one (1) member from the City Council as a liaison and
they shall have no voting privileges.
3. The Committee may meet at least once per month and the City will provide financial
statements for the previous month.
4. The City agrees that any funds moved out of the Health Insurance Fund must come to the
committee with a majority vote. The vote of the Health Insurance Committee will be
used as a recommendation tool to the City Council.
5. A Recording Secretary will also be appointed to keep minutes of each meeting with no
voasig rights.
d) The City will provide a Group Life Insurance Policy in the amount of Twenty-five Thousand
Dollars($25,000.00) for each employee at no cost to the employee.
e) City will pay at least eighty percent(80%)of flospitalization Policy and the employee shall pay
not more than twenty percent(20%). This includes a major medical policy.
f) Working spouses either full-time or full-time equivalent, as defined by state law in which the
spouse is employed, of active employees or retirees with lIealthcare coverage available shall not
he covered by the City's Healthcare Plan.
g) The City shall contribute towards the City's health insurance premiums of any eligible retiree who
chooses to remain on City insurance, subject to the following terms and conditions:
If,the employee elects to remain a part of the City's PPO plan, the City shall charge one dollar($1)annual
premium or contribution for coverage for the retiree or his or her spouse who exists at the time of
retirement. Such premium contribution does not include subsequent spouses. Coverage under any plan, at
any cost, shall only be available to spouse and children of the retiree in existence at the time of retirement
(or born subsequent to retirement with a spouse in existence at the time of retirement), and not to
subsequent stepchildren or natural children born with a subsequent spouse.The premium coverage cost for
any additional depencInt(s) shall be equal to the cost of premiums charged to other City employees with
the following clarification: one child shall be equal to the"single"cost; two or three children shall be equal
to the cost for"two/three" coverage; etc.
Working Spouses retirees with healthcare insurance available shall not be covered by the City's healthcare
plan.
Any spouse of a current retiree or current full time employee that has signed up for retirement prior to
- January 01, 2013 will still be eligible to remain on the City's 1.Iealthcare Plan.
1 6
A retiree who subsequently obtains other employment that offers insurance shall only have the Ctty plan as
secondary,
A retired employee eligible for retiree coverage, who is not covered under the City's Plan due to being
eligible for another Plan, covered by another Plan or covered as an active employee under this Plan, and
later loses such eligibility or coverage, may enroll again for retiree coverage prior to age 65 under Late
Enroihnent provisions. All other Plan provisions, including Pre-Existing Condition limitations shall apply.
'Fhe City of Richmond's contribution for retiree health insurance benefits shall continue until the retiree
becomes eligible for Medicare coverage as prescribed by 42 lf.S.C. 1395, et. Seq. 'f he amount of the
City's contribution to any retiree hereunder shall be subject to subsequent modification through the
Collective Bargaining process and resulting change in terms of this Collective Bargaining Agreement,
whether such changes occur before or after a particular retiree's effective date of retirement,
For the purpose of this section, an "Eligible Retiree" is defined to be any member of the Amalgamated
Transit Union Local No. 1474, who retires from active duty on the force, in good standing, and with twenty
(20)or more years of service to the City of Richmond and has attained the age of fifty-five (55).
"1"he insurance contribution benefits hereunder shall only be available to those eligible retirees whose .first
effective date of retirement is on January 1, 2001, and to those retirees and/or dependents of a retiree who
are participating in the City's group health insurance plan as of December 31, 2000.
The City of Richmond will provide to eligible retirees a Nine Thousand Dollar($9,000.00) life insurance
policy at no cost to the retiree. An eligible retiree is defined as an employee who has twenty (20)years or
more service.with the City of Richmond and has attained the age of filly-five (55) at the tune of retirement.
SECTION Do. BEREAVEMEN1' PAY
A. If an employee wishes to take time off due to the death of an immediate family member, the
employee should notify his/her supervisor immediately. The employee shall use the City supplied
Bereavement Form to provide the City with the details of the bereavement.and to request extra
days for special circumstances.
B. Up to three(3)days with pay will be allowed for death in the immediate .1.1imily which includes:
spouse, child, step-child, father, step-father, mother, step-mother, brother, step-brother, sister,
step-sister, mother-in-law, father-in-law, grandchild, grandparent, grandparent of spouse, unborn.
child of an employee, or significant other residing in the same household.
C. 'Fwo (2) days with pay will be allowed upon the death of a brother-in-law, sister-in-law, aunt,
uncle, niece,nephew, or first cousin.
D. Absences for other funerals, as well as extra days for special circumstances shall be considered on
a case by case basis, When extra days are approved by the employee's immediate supervisor or
the supervisor's authorized representative, the employee may elect to use accrued vacation days,
personal days and/or sick days for.these extra days.
F. Any days"taken off' for bereavement must be taken to correspond with the calling and/or
subsequent funeral of the deceased.
SE('TK)N D7. P.E.R.F.
71 he City shall continue to participate in the public employee's retirement fund(P.E.R.F.) and agrees to
abide by all the terms and conditions as outlined in P.F.RF. regulations. P..E.R.F. starts for union.
employees at date of full-time employment.
SECTION D8. PASSES
Free transportation on Rose View City buses will be issued to ernployees' wives or husbands and
dependent children under twenty-one(21)years of age.
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IN WITNESS THEREOF, II IL PARTIES I lAVE EXECUTED this agreement as of the day first
written above although signatures may be affixed on different dates.
THE CITY OF RICHMOND, INDIANA, by and through its Board of Public Works and Safety
Date:
Vicki Robinson, President
Date:
Emily Palmer, Member
(4
Date: 3 23- -
Matthew Evans, Member
THE AMALGAMATED TRANSIT UNION, LOCAL 1474
Date: 7 --4,2ep 02,3
midi,el Power, President
sayloce (A. Date: 1 -412
lass 69\3
retary
APPROVED:
•
Date: 061/0 2,3
Snow, Jar-,
(:ity of'Richmond, Indiana
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