AGREEMENT 2001-2004

FIRST AMENDED AND RESTATED

AGREEMENT

BETWEEN THE

CITY OF HENDERSON, NEVADA

AND

TEAMSTERS LOCAL NO. 14

GENERAL SALES DRIVERS,

DELIVERY

DRIVERS AND REPRESENTING THE

PUBLIC SECTOR

(BLUE COLLAR)

July 1, 2021 Through June 30, 2023

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Table of Contents

Blue Collar

Title

Article

Page

Recognition and Representation

Article 1

Scope of Agreement

Article 2

Union Membership

Article 3

Wages

Article 4

Pay Day

Article 5

Clothing and Personal Effects

Article 6

External Hiring Procedures

Article 7

Non-Discrimination

Article 8

Seniority

Article 9

Promotion

Article 10

Shift Arrangement

Article 11

Lunch and Rest Periods

Article 12

Time Records

Article 13

Work Out of Classification and Training Pay

Article 14

Overtime, Call-Out, Call-Back, Recovery Time and Standby

Article 15

Holidays

Article 16

Annual Leave

Article 17

Sick Leave

Article 18

Other Leaves

Article 19

Employee Benefits

Article 20

Compensation for Service Incurred Accidents or Illness

Article 21

Compensation for Non-Service Incurred Accidents or Illness

Article 22

Retirement, Resignation and Probationary Employment Termination

Article 23

Disciplinary Process

Article 24

Re-Employment

Article 25

Safety and Health

Article 26

Rules and Regulations

Article 27

Management Rights

Article 28

Union Representation

Article 29

Check-Off

Article 30

Liability Insurance

Article 31

Grievance Procedure

Article 32

Strikes and Lockouts

Article 33

Outside Employment/Secondary Employment

Article 34

Warranty of Authority

Article 35

Savings Clause

Article 36

Sole and Entire Agreement

Article 37

Reduction In Force

Article 38

Definitions

Article 39

Duration of Agreement

Article 40

Henderson Police Department Addendum

N/A

Specialty Pay for Water and Wastewater Employees

Exhibit A

Classifications and Compensation Review

Exhibit B

Bureau of Labor Statistics Example

Exhibit C

Wage Schedule

Exhibit D

Chief Shop Steward

Exhibit E

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FIRST AMENDED AND RESTATED LABOR AGREEMENT

BETWEEN THE

CITY OF HENDERSON, NEVADA AND

TEAMSTERS LOCAL NO. 14 (BLUE COLLAR)

PREAMBLE

WHEREAS, the CITY is engaged in furnishing essential public services vital to the health,

safety and welfare of the population of the CITY;

WHEREAS, both the CITY and its employees have a high degree of responsibility to the

public in so serving the public without interruption of essential services;

WHEREAS, both parties recognize this mutual responsibility, and have entered into this

First Amended and Restated Agreement (“Agreement”) as an instrument and means of maintaining

the existing harmonious relationship between the CITY and its employees, and with the intention

and desire to foster and promote the responsibility of sound, stable and peaceful labor relations

between the CITY and its employees;

WHEREAS, the parties recognize that this Agreement is not intended to modify any of the

discretionary authority vested in the CITY by the statutes of the State of Nevada;

WHEREAS, the parties have reached an understanding concerning wages, hours and

conditions of employment and have caused the understanding to be set out in this Agreement;

WHEREAS, the parties entered into the original agreement on July 1, 2021, but have since

agreed to make amendments to Articles 1 (Recognition and Representation), 2 (Scope of

Agreement), 16 (Holidays), 22 (Compensation for Non-Service Incurred Accidents or Illness), 29

(Union Representation), 40 (Duration of Agreement) and Exhibits D and E;

WHEREAS, this Agreement incorporates the desired amendments to Articles 1, 2, 16, 22,

29, 40 and Exhibits D and E;

WHEREAS, the parties desire for the amendments to Articles 1, 2, 16, 22, 29, 40 and

Exhibits D and E to be retroactively effective as of July 1, 2021; and

WHEREAS, all remaining articles from the July 1, 2021 original agreement remain

unchanged and are restated as set forth below in this Agreement.

NOW, THEREFORE, the parties do agree as follows:

ARTICLE 1. RECOGNITION AND REPRESENTATION

Section 1: Pursuant to the provisions of the Local Government Employee-Management

Relations Act (NRS 288 inclusive) the CITY OF HENDERSON, NEVADA, a local

government employer (hereinafter referred to as the "CITY"), recognizes the

GENERAL SALES DRIVERS, DELIVERY DRIVERS, AND REPRESENTING

THE PUBLIC SECTOR, LOCAL NO. 14, affiliated with the International

Brotherhood of Teamsters, AFL-CIO (hereinafter referred to as the "UNION") as

the Bargaining Agent for eligible employees as hereinafter defined for the purpose

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of collective bargaining. The UNION makes this Agreement in the capacity of the

Bargaining Agent for the CITY's employees in the hereinafter described

Bargaining Unit classified as Blue Collar.

Section 2: The CITY and Union agree to fully comply with all laws as currently written or

amended.

ARTICLE 2. SCOPE OF AGREEMENT

Section 1: The term "employee" applies to the Teamster’s Bargaining Units in the work

force of the CITY, excluding temporary employees.

Section 2: Classifications that are included within the Blue Collar Bargaining Unit are reflected

in Exhibit D of this Agreement.

Section 3: Representation: Recognition of the UNION as Bargaining Agent for employees in

those classifications listed in Section 2 shall be withdrawn by the CITY at such

time as the UNION ceases to be supported by a majority of the local government

employees so classified.

Section 4: Prior Conditions: No employee who prior to the date of this Agreement was

receiving more than the rate of wages designated herein for the class of work in

which they were engaged shall suffer a reduction of wages or conditions through

the operation of or because of adoption of this Agreement. Negotiated changes

between the UNION and the CITY are exempt from this provision.

Section 5: New Classifications: All new classifications included within this Bargaining Unit

shall be determined by the CITY.

(a) The CITY shall submit written notice of the intent to establish a new

classification.

(b) Wage rates for new classifications shall be subject to bargaining between

the CITY and the UNION.

(1) If an agreement on wages is not reached within ten (10) working

days following the UNION’s receipt of written notice of the CITY's

intent to establish a new classification, the CITY may implement its

proposed wage rate subject to the UNION's rights under Article 33

of this Agreement.

ARTICLE 3. UNION MEMBERSHIP

Section 1: UNION membership shall be at the sole discretion of the employee.

Section 2: UNION membership shall not be considered in respect to decisions regarding

employment, promotion, reclassification or any other provisions of this Agreement.

Section 3: In November of each year during the term of this Contract, the UNION shall furnish

the CITY in writing with the names of its current Officers and Business Agents or

Representatives.

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Section 4: With reliance on the Nevada Supreme Court Opinion issued in the case of Cone

v. Nevada Service Employees Int’l Union/SEIU Local 1007, 116 Nevada Adv. Op.

No. 54 (May 4, 2000), Teamsters Local 14 recognizes its responsibility as the

bargaining agent and agrees to fairly represent all employees covered by this

contract and in this bargaining unit. The City acknowledges that Teamsters Local

14 has the ability to charge non-members working under this contract, a

reasonable service fee for representation in appeals, grievances and hearings.

ARTICLE 4. WAGES

Section 1: Effective the first pay period that includes July 1, 2021, employees covered by this

agreement will receive a retroactive two and eighty-five hundredths percent (2.85%)

base wage increase.

Section 2: Effective the first pay period that includes July 1, 2022, the base wage adjustment of

classifications covered by this agreement shall be based upon the CPI (as set forth

in Section 3 of this article) with a minimum increase of two and twenty-five hundredths

percent (2.25%) and a maximum increase of three percent (3.00%).

Section 3 The CPI used will be the percentage change in the “Annual” rate from the most

recent preceding full calendar year minus the “Annual” rate from the previous

preceding full calendar year as reflected in the All Items in West-Size Class B/C,

all Urban Consumers, Not Seasonally Adjusted (Series ID CUURN400SAO) which

is currently published by the Federal Bureau of Labor Statistics at

https://data.bls.gov/timeseries/CUURN400SA0

. (Example calculation in Exhibit C).

Section 4 Each employee covered by this agreement will receive a lump-sum payment of

one thousand five hundred ($1500) dollars. This payment will be made in the

paycheck that immediately follows the approval of this agreement.

Section 5: The specific wage schedule will be posted to Sharepoint. New hires, on or after the

effective date, will receive step increases on their annual anniversary date.

Section 6: The hourly wage rates have been established through the collective bargaining

process and will remain unchanged for the term of this Agreement. However, the

parties acknowledge that operating parameters within the CITY are dynamic and may

change from time to time. Accordingly, a job analysis and process will be mutually

established and communicated to those who work within or manage the terms and

conditions of this Agreement.

Section 7: In the event of an employee’s death, the CITY shall pay 100% of the deceased

employee’s final paycheck, including wages earned and all payable leave accruals

(including annual leave and sick leave) per this Agreement, to the beneficiary(ies),

designated on the employee’s final paycheck beneficiary form, then their City-

provided life insurance form and if no such beneficiary(s) are identified, the proceeds

will be disbursed per the provisions of NRS 281.155.

ARTICLE 5. PAY DAY

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Section 1: Pay day shall be bi-weekly. In no case will more than five (5) days' pay be held

back.

Section 2: Employees shall be paid prior to the end of their assigned shift, no later than the

first Thursday following the closing of the pay period.

ARTICLE 6. CLOTHING AND PERSONAL EFFECTS

Section 1: All employees, including non-uniform employees, shall abide by the CITY’s dress

guidelines, grooming, and I.D. card policy, as set forth in Administrative Policy B-

05. It is understood that during working hours, those employees excluded from

the uniform policy will be in presentable dress at all times.

(a) The CITY shall provide each employee uniform identification tags.

(b) The CITY shall provide lapel identification badges to be worn at all times

by the employee during the workday. Failure to appear in a clean and

presentable uniform will result in disciplinary action. The employee’s first

violation of the Uniform Policy will result in the employee being sent home

by the supervisor to change into proper attire and return to work. The

employee will be required to use personal leave for the time they spend off

the job. Subsequent violations will result in progressive discipline.

identification badges, keys and all other CITY property prior to the

employee receiving their final paycheck.

(d) Changes to the existing required employee uniform, including but not

limited to, the addition of clothing, equipment, or related items, the party

requesting the change shall bear the initial expense. Any changes

initiated by the UNION must receive the approval of the CITY.

Section 2: The City shall contribute funds to employees for uniforms and other items as follows:

(a) To each full-time member of the Bargaining Unit required to wear a

uniform the CITY shall provide $85.00 per month to purchase and maintain

their uniforms. In those classifications identified as requiring fire retardant

clothing, the CITY shall provide $115.00 per month to purchase and

maintain this clothing.

(b) The CITY shall contribute each fiscal year, through a voucher program a

maximum of $175.00 toward the purchase of work safety shoes, with an

ANSI Z41-1991 rating or above. This annual voucher will be issued to all

eligible employees every year during the month of July and must be utilized

by October 31

of the same year or the voucher will no longer be valid. The

voucher cannot be accumulated over several fiscal years or carried-over

to the next fiscal year.

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of uniforms, to use the monthly allowance for the maintenance thereof.

(d) Employees entitled to the allowance provided by this Article shall receive

the total amount of the allowance, from which no deductions shall be

made, added to one paycheck each month.

(1) New employees required to wear uniforms shall be advanced

three (3) months allowance by the CITY.

(2) Should a new employee fail to complete three (3) months of work

a pro-rated amount advanced in Section 2(b)(1) shall be

reimbursed to the CITY by deduction from the employee’s final

paycheck.

(3) New employees will be issued a voucher for boots upon date of

hire. If an employee is hired between April 1

and June 30

, the

employee would not be eligible for the annual voucher in the July

immediately after their hire but would be eligible for replacement

boots through the procedure described in Section 2(e).

(e) Should an employee need replacement work safety shoes during the year,

the CITY shall replace them only upon verification of need by the

Department Head or designee.

Section 3: Uniform standards and uniform policies shall be at the discretion of the CITY or

designee with the uniform policy set on a departmental basis. All employees of

this Bargaining Unit, excluding office personnel, hired into a regular position shall

be required to wear uniforms designated by the Department during their assigned

work shift within two (2) weeks of hire.

ARTICLE 7. EXTERNAL HIRING PROCEDURES

Section 1: The CITY shall post notices of all regular, part-time and temporary position

openings, as covered by this Agreement, through e-mail and on bulletin boards in

each department and advise the UNION in writing of such openings.

Section 2: All persons initially hired in a regular or regular part-time position shall be subject

to a probationary period of (12) months except as noted in subsection (b) listed

below. The probationary period may be extended for up to six months and the

UNION shall be notified in writing of any such extension. Any absence of one

full workweek or more shall automatically extend the probationary period by a like

amount. Partial workweeks or cumulative individual absences do not apply to this

provision.

(a) An employee currently serving an initial probationary period is not eligible

to be considered for another internal promotional recruitment within the

Teamsters Bargaining Unit(s).

(b) A regular full-time employee serving an initial probationary period may

apply for any other position per the provisions of Section 6 (b) of this

Article.

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(1) The employee’s current employment status with the CITY shall be

taken into consideration.

(2) If the employee is selected for a position outside their job family,

they will serve the required 12 month probationary period from the

date of appointment to the new position. Should the probationary

employee be selected to fill a vacancy in a higher rated position

within the same job family, their total initial probationary period will

be fifteen (15) months from their original date of hire with the

CITY. A job family is defined as classifications with promotional

progressions like Parks & Facilities Maintenance I & II, Utility

Serviceperson I & II, and Public Works Maintenance I & II, etc. All

classifications subject to this provision are identified as such in

the wage scale.

Section 3: Employment with the CITY shall be based solely upon competitive examination

at the sole discretion of the CITY.

Section 4: The entire eligibility list shall be certified and appointments made at the CITY’s

discretion per the provisions of NRS 288.

Section 5: The CITY shall provide written notice to the UNION and Chief Steward of all new

hires and terminations in the Unit.

Section 6: Temporary employees (working full-time hours in a temporary position) shall not

be entitled to any health insurance and holiday pay provided for in this Agreement

until they have completed six (6) consecutive calendar months of such

employment. The CITY agrees that it will not engage in practices that are

designed to prevent temporary employees from completing six (6) consecutive

calendar months of employment.

(a) Temporary employees accepting a regular appointment in the same

classification as the temporary assignment shall be credited with that

temporary time toward completion of their 12 month probationary period. The

temporary time credited shall not exceed six (6) months. Such an employee

will establish CITY seniority per Article 9 of this agreement on the date they

are hired into a regular full-time position.

(b) Probationary full-time, regular part-time and temporary employees who

have worked at least three (3) continuous months with the CITY may

compete for a regular vacancy before an external recruitment. If they

successfully complete testing for a position, they will be placed on a

separate hire list. If a vacancy is not filled through promotion by full-time

employees, the second opportunity for placement will be to hire qualified

probationary full-time, regular part-time and temporary employees into the

regular full-time position. These employees will compete equally for such

full-time positions. If no selection is made from this group, an outside

recruitment will be undertaken.

Section 7: Upon a mutual agreement between the CITY and the UNION, temporary and

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regular part-time employees who have worked six (6) calendar months may have

their position reclassified as a regular full-time position, without the requirement

to post the associated vacancy for competitive bidding. The mutual agreement to

reclassify a part-time position to a regular full-time position must be in writing and

signed by the City Manager, the Human Resources Director, and a

representative of the UNION who has signature authority on behalf of the

UNION.

ARTICLE 8. NON-DISCRIMINATION

The CITY and the UNION agree to fully comply with all Federal, State or local laws and executive

orders pertaining to non-discrimination and equal employment opportunities.

ARTICLE 9. SENIORITY

Section 1: CITY seniority is continuous service, not broken by dismissal or resignation

without reinstatement, commencing from the date of hire as a regular full-time

employee. CITY seniority shall apply in all cases of choice, such as: shift bids

and vacation. CITY seniority does not apply to overtime opportunities, except that

the initial list will be created in seniority order. It is understood between the CITY

and the UNION that this is not intended to detract from those matters which are

clearly a management right. CITY seniority shall not apply for Materials

Technicians and Public Works Inspectors for shift bids. Classification Seniority as

defined under Section 4 of this Article 9 applies to shift bids for Materials

Technicians and Public Works Inspectors.

(a) If two employees’ dates of hire are the same, the tiebreaker shall be

based on their ranking on the eligibility list from which they were hired.

Should their ranking be identical, alphabetical ranking of last names will be

used.

Section 2: An employee shall not be entitled to seniority rights during their initial probationary

period of employment, with the exception of eligibility Overtime lists and shifts

bids after 90 days of employment, but shall accrue seniority rights thereafter

from the original date of hire.

Section 3: Any period of leave or suspension without pay in excess of thirty (30)

consecutive calendar days shall not be counted in CITY seniority calculations, as

defined under Section 1 of this Article 9, or Classification Seniority calculations, as

defined under Section 4 of this Article 9, and the employee's service and merit

increase eligibility dates shall be adjusted accordingly. The only exceptions to this

rule are periods of leave without pay in excess of thirty (30) days which result from

job related illness, job related injury, military leave, or leave taken under the Family

Medical Leave Act.

Section 4: Article 9, Section 4 only applies to Materials Technicians and Public Works

Inspectors. “Classification Seniority” is defined as the date the employee is assigned

to the classification and will be established for Materials Technicians and Public

Works Inspectors that are subject to multiple shifts within the same work week. If the

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Materials Technician and Public Works Inspector classifications become subject to

other than day shift (i.e. night shift or split shift), Classification Seniority dates will be

established before the new shift (s) are established.

(a) If two employees’ Classification Seniority dates are the same, the tiebreaker shall be based

on their CITY seniority. Should their CITY seniority be identical, ranking on the eligibility list

from which they were hired or selected into the position would apply. Should their ranking

be identical, alphabetical ranking of last names will be used.

(b) Once accumulated, Classification Seniority in previously held positions is retained by

employees who promote, demote (either voluntarily or involuntarily) or are reclassified to

another classification within the City. For example: an employee works in a classification for

two (2) years, promotes to a new position and then returns to their previous classification

one (1) year later. The employee’s original two (2) years of Classification Seniority is retained

and they would be placed on the Classification Seniority list reflecting two (2) years of

seniority. However, employees who leave a classification in which they held Classification

Seniority and do not return to that classification before the amount of time equal to the time

spent in the classification will lose their previous Classification Seniority and establish a new

Classification Seniority date. For example: an employee works in a classification for two (2)

years, promotes to a new position and then returns to their previous classification (3) years

later. The employee’s original two (2) years of Classification Seniority is forfeited and they

would be placed on the Classification Seniority list on the date they return. This position

applies to a both voluntary and an involuntary return to a previous classification.

shift outside of the annual shift bid process may not invoke Classification Seniority rights for

shift placement until the annual shift bid process or until the Division opens a shift bid to fill

a vacancy.

ARTICLE 10. PROMOTION

Section 1: All promotions shall be subject to a qualifying period of up to six (6) months.

Qualifying periods are not associated with wage increases as defined in Section 5

of the Article.

(a) The CITY reserves the right to extend the qualifying period for an additional

three (3) months. Any extension to the qualifying period will be accompanied

by feedback.

(b) The UNION shall be notified, in writing, of such extensions.

eligible to be considered as an in-house applicant for another position within

the Teamsters Bargaining Units.

(d) Any absence in excess of one (1) full workweek shall automatically extend the

qualifying period by a like amount.

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(e) In the event of an unsuccessful qualifying period, the employee will be:

i. Placed in a vacancy in their previous classification;

ii. If no vacancy exists in that classification, the employee may be placed

in a vacancy for which they are qualified. The employee will be placed

in the step in the new position that is closest to (but not higher than) the

employee’s rate of pay held in the employee’s former position prior to

their promotion.

iii. If there is no such vacancy, the employee will be assigned work by

management of the position that the employee was promoted into until

that position is subsequently filled. The employee will be placed in the

step in that position that is closest to (but not higher than) the

employee’s rate of pay held in the employee’s former position prior to

their promotion.

iv. If the employee has not secured a new position, the President of

Teamsters Local 14 and the Human Resources Director or designee

will meet to create an appropriate solution.

(f) Should an employee be promoted into a position with a requirement to attain a

certification(s) within a specific timeframe and fails to do so, they may be

removed from that position consistent with the terms of Section 1 (e) above.

Section 2: Insofar as practicable and consistent with the best interest of the CITY, all vacancies

in the Teamsters Bargaining Units shall be filled by promotion from employees within

the Teamsters Bargaining Units who have passed a competitive examination, meet

the minimum qualifications, and are placed on the Eligibility List.

Section 3: Notice of a position opening shall be posted in City Hall and distributed for posting in

each department at least fourteen (14) calendar days prior to the closing date.

Section 4: In-house promotions shall be determined by competitive examination, as follows:

(a) The testing methods shall be constructed in a manner to ensure job

relatedness as provided by state and federal law, at the discretion of the CITY.

The CITY’s Human Resources Department shall have full responsibility for the

design, development, administration and security of the exam.

(b) The Human Resources Director or designee shall prepare and conduct the

examinations that shall contain questions designed to test for job-related

qualifications. Such tests shall be formulated on a general competitive basis

and shall not be used to facilitate the hiring of any particular individual.

Human Resources Director, or designee. Minimum ratings shall also be

established for each part of the test. Candidates shall attain at least a

minimum rating on each part of the test in order to receive a passing grade

or be rated on the remaining parts of the test.

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(d) The final rating shall be determined by totaling the earned rating on each part

of the selection process in accordance with the weights established for each

part prior to the date of the examination.

(e) At the conclusion of any examination, an eligibility list will be created consisting

of the names of persons successfully passing the examination, arranged in

order of final ratings received, from the highest passing score to the lowest.

The UNION shall be provided a copy of the eligibility list.

(1) Whenever identical ratings are received, names will be arranged in

order of CITY seniority. If the CITY seniority date is identical, names

will be arranged in alphabetical order.

(f) The entire eligibility list shall be certified and appointments made by the

Department Head or hiring manager from among the top five (5) candidates.

(1) If there are two (2) or less passing scores for a promotional recruitment,

the Department Head or designee will interview the in-house

applicants.

(a) If a selection cannot be made, the Department Head may

interview candidates from an outside eligibility list.

(b) Once a selection is made for the vacancy, those in-house

candidates not selected will be notified in writing.

(2) Promotional eligibility lists shall remain in effect for six (6) months from

the date of certification. Should this list be abolished prior to the

expiration date, those candidates remaining on the list shall be notified.

(g) If a promoted employee desires to return to their previous position, they may do

so if the previous position or a comparable position is vacant. No qualifying

period will be required if the employee returns to the same position. Up to a six

(6) month qualifying period may be required if they do not return to the same

position.

Section 5: Promoted employees will enter the new classification at the wage rate that would give

them a minimum five (5) percent increase in pay. They would remain at that rate of

pay for three (3) months. Upon completion of the initial three (3) month period, the

employee would establish a new annual anniversary date for additional step increases,

if applicable.

(a) Hourly wage rates change at the beginning of a pay period. The completion

of the initial three-month period in a new classification or anniversary dates

that occur in the same classification during the 1

week of a pay period will

receive the increase for the entire pay period. The completion of the initial

three-month period in a new classification or anniversary dates that occur in

the same classification during the 2nd week of a pay period will receive the

increase at the beginning of the next pay period.

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ARTICLE 11. SHIFT ARRANGEMENT

Section 1: Employees shall be at their designated reporting site ready to commence work at

their starting time and shall be diligent in their work assignments up to the

designated quitting time. Deviations to this will be subject to the rest breaks and

lunch period provisions within this Agreement. Unless otherwise determined by

the CITY, the workweek shall be defined as: from 12:01 a.m. Monday through

Midnight the following Sunday.

Graveyard shift employees will record their full shift hours on the day that the majority

of their hours fall on. For example, employees working a graveyard schedule that

begins on Sunday night and more than fifty percent (50%) of their shift hours fall after

12:01 am Monday, they will record their entire shift hours on Monday and follow that

process for the remainder of the workweek.

Current schedules are:

(a) 38-hour employees, except under Section 1(b) of this Article 11, work a

regular schedule of four (4) consecutive nine and one-half (9.5) hour shifts

with three (3) consecutive days off.

(b) For Materials Technicians and Public Works Inspectors only, a “split

schedule” is defined as a regular work schedule of four (4) non-consecutive

nine and one-half (9.5) hour shifts within a five (5) day Monday – Friday

workweek with one (1) day off within that workweek. The split schedule must

include both a Monday and Friday workday. There shall be no split shifts

defined as working a partial shift, being released from work and then being

required to return to finish the shift at a later time during the same workday.

Section 2: Whenever deviations from regular shift hours or schedule are necessary, the

supervisor shall provide employees with sufficient notification prior to such

deviation. Sufficient notification is deemed to be a minimum of forty-eight (48) hours.

Such notice shall not be required for emergency work.

(a) It is understood that a shift or schedule change with forty-eight (48) hour

notification, or shift or schedule change due to an emergency, will not result in

any additional compensation unless it exceeds the normal workday or workweek.

An employee required to use their personal vehicle for City business will be

reimbursed for mileage per City policy.

The CITY reserves the right to alter shifts or schedules to:

• Accomplish Training Of New Employees;

• Further Train Existing Employees;

• Improve Department Operations Through Cross Training; Not To Exceed Six

(6) Months In A 12-Month Period;

• Accomplish Shift Bid Movements;

• Cover Temporary Supervisory Assignments;

• Vacation Coverage

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(b) Concerns related to the CITY’s use of this provision should be discussed

promptly in the appropriate labor/management meeting.

Section 3: Unless otherwise determined by the CITY, the normal workday shall be nine and

one-half (9.5) hours. The normal CITY workweek shall be thirty-eight (38) hours.

Any unusual circumstances causing deviation from the normal workweek and normal

workday hours shall be discussed by the UNION and the CITY. Should the CITY

establish alternative work schedules that require the modification of the terms of

this agreement, it will notify the leadership of Teamsters Local 14 of its interest

and begin such negotiations promptly.

Section 4: Employees on 3/12’s will work three (3) twelve (12) hour shifts. The start time of

these shifts will be determined by management as well as the days of the week

these shifts will be worked. The employee’s schedule will consist of three (3)

consecutive work days and four consecutive days off unless the parties mutually

agree to an alternative schedule of work days and days off.

Graveyard shift employees will record their full shift hours on the day that the majority

of their hours fall on. For example, employees working a graveyard schedule that

begins on Sunday night and more than fifty percent (50%) of their shift hours fall after

12:01 am Monday, they will record their entire shift hours on Monday and follow that

process for the remainder of the workweek.

Employees working the 3/12 schedule will receive thirty-eight (38) hours of base pay

compensation each payroll week. In addition to the 36 hours of regular pay,

employees who work the three (3) twelve (12) hour shifts will receive two (2) hours

of additional pay, using the time recording code BAJ (base hour adjustment).

Employees who do not work all three 12 hour shifts will use prorated amounts of

BAJ as defined in Articles 17 (Annual Leave) and 18 (Sick Leave) of this Agreement.

Section 5: Shift Differential: Those employees whose 51% of the hours regularly worked falls

after 2:00 p.m. shall receive a 4% swing shift differential. Those employees whose

51% of the hours regularly worked fall after 8:00 p.m. shall receive a 6% graveyard

shift differential. Materials Technicians and Public Works Inspectors who work a split

shift as defined under Section 1(b) of this Article 11 shall receive a split shift

differential of 5%.

(a) Shift differential pay is temporary monetary compensation paid to the

Bargaining Unit personnel assigned to the shifts indicated above. Shift

differential pay shall continue to be paid during vacation leave, sick leave,

other paid leaves, and while temporarily assigned to another shift.

(b) Shift differentials apply to overtime shifts where regular swing or graveyard

shifts exist for the workgroup and is paid as follows:

(1) Day Shift employees working overtime on swing or graveyard shifts will

receive the applicable shift differential for hours worked on those shifts.

(2) Swing Shift employees working overtime on day or swing shift will

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receive swing shift differential for hours worked on that shift. Swing Shift

employees working overtime on graveyard shift will receive graveyard

shift differential for hours worked on that shift.

(3) Graveyard Shift employees working overtime on day shift or swing shift

will receive graveyard shift differential for hours worked on that shift.

call-back overtime for day shift employees (no other shifts in the work group)

unless they are assigned to a temporarily established swing or graveyard

shift.

Section 6: Spring and Fall Time Changes: The policy regarding the time change during the

Spring and Fall shall be as follows:

(a) Thirty-eight (38) hour employees scheduled to work graveyard shift during

the Spring Time Change shall work eight and one-half (8.5) hours and be paid

for nine and one-half (9.5) hours.

(b) Twelve (12) hour shift employees scheduled to work a graveyard shift

during the Spring Time Change shall work eleven (11) hours and be paid

for twelve (12) hours.

the Fall Time Change shall work ten and one-half (10.5) hours and be paid

for ten and one-half (10.5) hours.

(d) Twelve (12) hour shift employees scheduled to work a graveyard shift

during the Fall Time Change shall work thirteen (13) hours and be paid for

thirteen (13) hours.

Section 7: Should the CITY establish a five (5) day, thirty-eight (38) hour work week, the CITY

agrees to:

(a) Notify the UNION not less than sixty (60) days prior to implementing the

change and to discuss the matter with the UNION.

(b) Increase the hourly wage rate of each Bargaining Unit employee affected by

the change by five percent (5%); such increase shall not be used nor

construed to offset any future negotiated wage adjustment.

ARTICLE 12. LUNCH AND REST PERIODS

Section 1: Each employee shall be granted an unpaid lunch as follows:

(a) Thirty-eight (38) hour employees shall be granted thirty (30) minutes for lunch

(unpaid), and such time shall be allowed to the extent possible after four (4)

hours from the beginning of the regular shift and before the end of six (6) hours

from the beginning of the regular shift. Any employee not permitted by their

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supervisor to take their lunch due to operational needs shall work with their

supervisor to coordinate taking their lunch outside of the designated time frame

during their shift or receive approval from their supervisor to leave work one-half

hour before the regular scheduled end of the shift.

Section 2: Pre Shift and Post Shift Overtime Lunch Period:

(a) Employees required to work pre-shift and post shift overtime shall be

relieved as follows:

(1) Pre-shift and post-shift overtime is overtime that is worked

immediately before or immediately after a regular shift.

(2) Overtime of less than two (2) hours: No additional break time.

(3) Overtime of two (2) hours: Employee will be paid an additional twelve

(12) minutes of overtime at the end of their two (2) hour overtime

assignment.

(4) Overtime of more than two (2) hours and less than three (3) hours:

Employee will be paid an additional eighteen (18) minutes of

overtime at the end of their overtime assignment.

(5) Overtime of three (3) hours and less than six (6) hours. Employee will

receive a thirty (30) minute paid lunch break. Whenever

operationally possible, this break will be provided approximately

two (2) hours into the overtime assignment.

(6) Provided the employee has worked a minimum of three (3) hours

from the time of call-back, the employee will be eligible for one (1)

meal allowance of twelve dollars ($12.00). The meal allowance will

be paid through the payroll process. This provision does not apply

to schedule pre-shift or post-shift overtime. Employees working

unanticipated emergency overtime as an extension of a shift of three

(3) hours or more will be eligible for this allowance.

Section 3: Rest and Lunch Periods for Overtime on Normal Days Off:

(a) Employees who work overtime on their normal days off shall be relieved as

follows:

(1) Overtime of less than four (4) hours: No break.

(2) Overtime of four (4) hours: One (1) fifteen (15) minute break.

(3) Overtime of six (6) hours: One (1) fifteen (15) minute break and

one (1) thirty (30) minute lunch.

(4) Overtime of eight (8) hours or more up to the full regular shift: Two

(2) fifteen (15) minute breaks and a thirty (30) minute lunch. The pay

status of the lunch period while working this overtime will be the same

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as during the regular work week.

(5) Should overtime on an employee’s normal days off extend before or

beyond their normal work shift, the pre and post shift overtime

provision defined in Section 2 above would apply.

Section 4: Rest Periods During the Normal Work Day:

(a) One fifteen (15) minute rest period will be allowed in the first half of the shift

and a second rest period will be allowed in the second half of the shift.

(b) Specific rest period break times may be arranged by the supervisor in

coordination with the crew to ensure for the most efficient application of

personnel and equipment.

requisites are present: shelter from the weather, restrooms, drinking water.

(1) If basic requisites are not on the work site, then the crew may go to

the nearest conveniences. Adequate travel time will be allowed for

travel to and from the work site.

(2) If the crew on the work site requires more than basic requisites, then

members of the crew may leave to pick up necessities.

Section 5: Central Control Room Operators, Detention Center Technicians, Communications

Operators or any employees in a twenty-four/seven (24/7) hour operation working

on a scheduled twelve (12) hour shift shall be allowed two rest periods: one (1)

fifteen (15) minutes and one (1) thirty (30) minutes. These classifications receive a

one (1) hour paid lunch.

ARTICLE 13. TIME RECORDS

Section 1: The employee shall sign and submit to their supervisor a weekly accounting of their

exact hours worked, their department, and the work order number, if applicable. The

CITY reserves the right to designate the reporting format and to require additional

information.

Section 2: The supervisor shall verify the accuracy of each time sheet, or time card, and shall

sign and/or approve the time and submit it to their Manager or Payroll.

ARTICLE 14. WORK OUT OF CLASSIFICATION AND TRAINING PAY

Section 1: Temporary work assignments to an established position of higher grade shall be

compensated as follows:

(a) An employee officially requested by their Supervisor or Coordinator, to

temporarily assume the full responsibilities of an established, classified

Teamsters represented position of higher grade for at least four (4) hours

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shall be paid the highest rate of pay applicable to that classified position for

the entire shift. No employee can be required to perform Supervisory

duties.

(1) When an employee is scheduled for overtime in a higher

classification, the employee shall receive the higher classification rate

of pay from the start of overtime for hours actually worked, per the

provisions of Article 15 Section 1 (h).

(2) No supervisor shall be allowed to work an employee within one (1)

hour of the four (4) hour limitation and replace them with another

employee for the purpose of not paying the higher scale.

(b) This article shall not apply to employees who request and are granted the

opportunity to train and improve their effectiveness in a higher rated

classification.

outside the Teamsters Bargaining Unit that employee shall receive an

additional 10% premium pay which will cease at the conclusion of the

assignment. An employee will not automatically assume this position based

on seniority or job classification, but must be officially designated by their

immediate supervisor or manager.

To qualify for out-of-class pay the employee must be officially assigned to

the higher classification and the term of this assignment must be at least

four (4) hours.

Section 2: An individual designated by their supervisor to train others in a formal training

program approved by a manager will receive a five percent (5%) assignment pay

for training. The supervisor will determine when the training period starts and stops.

(a) Trainers are those employees who are temporarily responsible for

providing comprehensive training.

(b) The trainer’s responsibilities are, but are not limited to, the following:

(1) An extensive, one-on-one training program as prescribed by the

department.

(2) Documenting proficiencies and deficiencies of the employee being

trained.

(3) Training responsibilities are those which are over and above the

responsibilities outlined in the job description.

Section 3: Bilingual Pay: Employees who are eligible for bilingual pay must pass a CITY

approved Spanish proficiency examination at the CITY’s expense to receive a

monthly payment of $80.00 per month, beginning the first month after they have

successfully completed the assessment. The payment will be received in the

employee’s paycheck. Once an employee has successfully completed the

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mandatory assessment, they will not be required to complete another exam unless

they voluntarily withdraw and then wish to re-enter the program. Should the

employee demonstrate an unwillingness to utilize their second language skills for

the benefit of the department, the department may remove the individual from the

list and bilingual pay will cease for that individual.

(a) The above provisions will apply to Blue Collar employees who have

received the ASL certification for sign language. A copy of the certification

must be presented to Human Resources, and a copy will be maintained in

the employee’s personnel file. The employee will receive the bilingual

pay of $80.00 per month beginning the following month.

ARTICLE 15. OVERTIME, CALL-OUT, CALL-BACK, RECOVERY TIME AND STANDBY

PAY

Section 1: Regular Overtime: paid at time and one-half

(a) 38-hour employees:

(1) When a thirty-eight (38) hour week, nine and one-half (9.5) hour

day employee works in excess of nine and one-half (9.5) hours

during one shift it shall be considered as regular overtime and paid

at time and one-half the regular rate of pay. This is considered a

continuation of shift.

(2) When a thirty-eight (38) hour week, nine and one half (9.5) hour

day employee works in excess of thirty-eight (38) hours during one

week it shall be considered as regular overtime and paid at time

and one-half the regular rate of pay. Overtime offered to and

accepted by an employee while working their regular shift or an

overtime shift and scheduled at least twenty-four (24) hours in

advance of the beginning of the overtime assignment, is considered

regular overtime.

(b) 3/12 schedule employees: Employees working the 3/12 schedule will

receive overtime pay for hours worked beyond their 12-hour day and for

hours worked on their normal days off. The overtime rate of pay would be

determined in accordance with the notice provisions in Article 15 or the

Police Addendum of each Contract.

assigned day off shall be guaranteed four (4) hours work and paid at time

and one-half their regular rate of pay. Should the work assigned be

completed before the four (4) hour minimum, and the employee requests to

be released, they may do so with supervisory approval and be paid for the

actual hours worked. An employee scheduled to work on a regularly

assigned day off and the work is cancelled within one (1) hour of the start

time for the overtime will receive two (2) hours compensation at their regular

rate of pay.

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(d) Return to work to attend meeting: An employee, who by the nature of their

position, is required to return to work to attend a meeting held after their

designated shift, shall receive a minimum of two (2) hours overtime up to

the actual time worked. Overtime shall be paid at time and one-half the

regular rate of pay.

(e) Mandatory Training and Maintenance of CEU’s Education: Employees who

are directed by management to come in on their time off for mandatory

training or continuing education requirements shall be guaranteed three (3)

hours overtime paid at time and one-half their regular rate of pay.

(1) CITY will continue to reimburse employees for fees associated with

certifications and/or licenses. Each department will determine

certification requirements.

(2) For employees required to possess a Commercial Drivers’ License

(CDL) or who have departmental approval to attain a CDL, will be

reimbursed for their annual licensing fee and any out-of-pocket

expense for their bi-annual physical certification.

(f) City-related Court Appearance: An employee required to attend legal

proceedings for any City related matter on an off-duty day shall receive a

minimum of two (2) hours overtime up to the actual time worked. Overtime

shall be paid at time and one-half their regular rate of pay.

(g) Shift Modification: Should an employee work additional hours before or after

their normal shift, by mutual agreement between the employee(s) and their

supervisor, the employee may elect to work their regular shift hours (i.e. 8,

9.5 or 10) and be released early or report after their normal start time,

with no overtime obligation. Should the employee choose to work the

remainder of their regular shift or be required to for operational purposes,

they would be entitled to overtime per the provisions of this Article.

(h) Overtime Rate: Employees scheduled, called out or called back to

work in other than their current classification will be paid overtime at the

Step of the wage schedule in the higher classification that mirrors the Step

in their current classification. For example, if any employee is currently at

Step Three in their current classification, they would be paid at Step Three

of the higher classification for the overtime worked.

Section 2: Call Out Overtime: paid at double time

Call Out is defined and paid as follows:

(a) For employees enrolled in PERS prior to January 1, 2010 call out is

defined as overtime for which the employee received less than twenty-

four (24) hours’ notice of overtime assignment and for which the

employee is not required to report for the overtime assignment within

twelve hours (12) of the notice.

(b) For employees enrolled in PERS on or after January 1, 2010, call out is

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defined as overtime for which the employee received less than twenty-four

(24) hours’ notice of an overtime assignment.

time, except for occurrences where Call Out Overtime overlaps with the start

of their regular shift. Employees working call out overtime that overlaps with

the start of their regular shift, shall receive double time up until the beginning

of their shift, at which time double time shall cease because employees may

not pyramid this double time with their regular hourly pay. Should the one

(1) hour at double time overlap with the start of their regular shift, the

employee shall be paid as follows:

1. Call Out Overtime for the time before the shift begins,

2. regular base wage hourly pay begins when the regular shift

commences, and

3. a non-PERS eligible straight time pay code after the start of their

shift to satisfy the one (1) hour minimum.

An employee completing the emergency call out in less than one (1) hour

and is called out again before the initial hour has expired will not receive an

additional hour of call-out pay.

Section 3: Call Back Overtime: paid at double time

Call Back Overtime occurs when:

(a) For employees enrolled in PERS prior to January 1, 2010, call back is

defined as overtime for which notice is provided with less than twelve (12)

hours’ notice and for which the employee has already completed their

regular shift and is not in a paid status.

(b) An employee is on their normal days off and is called to return to work and

report within twelve (12) hours of that call. For employees enrolled in PERS

prior to January 1, 2010, call back is defined as overtime for which notice

is provided with less than twelve (12) hours’ notice and for which the

employee has already completed their regular shift and is not in a paid

status

and Call Out Overtime are not PERS eligible compensation. Employees

enrolled in PERS on or after January 1, 2010, are subject to a different

definition of call back per the decision announced on March 21, 2019 by

the Public Employee’s Retirement Board.

Call Back Overtime is paid as follows:

(a) An employee who is called back shall be paid at least one (1) hour at double

time, except for occurrences where Call Back Overtime overlaps with the

start of their regular shift. Employees working Call Back Overtime that

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overlaps with the start of their regular shift, shall receive double time up until

the beginning of their shift, at which time double time shall cease

because employees may not pyramid this double time with their regular

hourly pay. Should the one (1) hour at double time overlap with the start of

their regular shift, the employee shall be paid as follows:

1. Call Back Overtime for the time before the shift begins,

2. regular base wage hourly pay begins when the regular shift

commences, and

3. a non-PERS eligible straight time pay code after the start of their

shift to satisfy the one (1) hour minimum.

(b) An employee completing the emergency call back in less than one (1) hour

and is called back again before the initial hour has expired will not receive

an additional hour of call back pay.

Section 4: Recovery Time: For every hour (or partial hour) worked on call-out, call-back, phone

and/or laptop response time or regular overtime during the eight (8) hour period

immediately prior to the employee’s regular shift, the employee will be allowed to

take the following day, an equivalent number of hours at their regular rate of pay,

CITY-paid recovery time. Recovery time should normally be used at the beginning

of the regular shift to ensure the employee has had adequate rest before working

their normal shift.

(a) Regular, Call-Out or Call-Back overtime of two (2) hours or less

immediately prior to the employee’s regular shift is not eligible for recovery

time.

(b) With supervisory approval, employees may use annual leave, banked

holiday hours or compensatory time in addition to earned recovery time to

cover their normal shift hours.

Section 5: Standby: paid at double time

Employees required to standby on scheduled days off or holidays shall be

compensated with one (1) hour of double time for each twelve (12) hour period of

standby. Employees required to standby during the non-work hours adjacent to their

regular shifts for up to fourteen (14) hours will be paid one (1) hour of double time.

This includes the fourteen (14) hour period after the employee’s last regular shift of

their weekly schedule. Employees required to standby longer than twelve

(12) hours on their normal days off or on a holiday shall be paid a minimum of one

and half (1.5) hours at the double time rate and if they are required to stand-by for

eighteen hours or more, will be paid two (2) hours at the double time rate.

Employees on standby shall keep their supervisors and necessary emergency

personnel notified of their location for emergency calls and must remain fit for duty.

(a) Employees on standby who are called to report for work shall be paid at

least two (2) hours of double time at their regular rate of pay in addition to

standby pay, except for occurrences where the Call Out/Call Back

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Overtime overlaps with the start of their regular shift. Employees working

Call Back/Call Out Overtime that overlaps with the start of their regular shift,

shall receive double time up until the beginning of their shift, at which time

double time shall cease because employees may not pyramid this double

time with their regular hourly pay. Should the two (2) hours at double time

overlap with the start of their regular shift, the employee shall be paid as

follows:

1. the appropriate Call Out/Call Back code for the time before the shift

begins,

2. regular base wage hourly pay begins when the regular shift

commences, and

3. a non-PERS eligible straight time pay code after the start of their shift

to satisfy the two (2) hour minimum.

(b) When employees who are on stand-by are called out on holidays or days

off, and the call-out work continues over ten (10) hours in one twenty-four

(24) hour block of time, the employee may withdraw from any further work,

due to exhaustion or fatigue, for a minimum of six (6) hours until the

employee is to return to call-out availability. The employee’s supervisor shall

arrange for relief workers if needed.

of an electronic device (ex. cellphone or laptop) shall be paid at a minimum

of one (1) hour at time and one-half (1.5) rate of pay. Such calls are not

compensable if the inquiry is incidental in nature and not directly related to

on-going operations. An example of “incidental in nature” would be the

location of a set of keys or tools. Should the employee receive a second

call within the same hour, it would not be compensable. Should the

employee receive another call more than an hour after the initial call, they

would be entitled to an additional hour of compensation at time and one-

half (1.5) rate of pay.

Section 6: Overtime Increments: Overtime will be earned in increments of six (6) minutes, and

shall accrue at a 10

of an hour thereafter. Overtime less than six (6) minutes will

not be eligible for payment.

Section 7: Any operational issue outside the employee’s normally scheduled shift that can be

resolved through the use of a telephone or other technology that eliminates the need

for the employee to report to work, shall be paid at a minimum of one (1) hour at time

and one-half (1.5) rate of pay. Such calls are not compensable if the inquiry is

incidental in nature and not directly related to on-going operations. An example of

“incidental in nature” would be the location of a set of keys or tools. Should the

employee receive a second call within the same hour, it would not be

compensable. Should the employee receive another call more than an hour after

the initial call, they would be entitled to an additional hour of compensation at time

and one-half (1.5) rate of pay.

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Section 8: Duplication or pyramiding of premium pay and overtime pay for the same period of

time is not allowed. When two (2) or more provisions requiring compensation of

overtime and premium pay are eligible for the same time period the single provision

most favorable to the employee shall apply.

Section 9: Compensatory Time Off: An employee working overtime as stated above, with the

exception of PERS compensable time, may elect to be paid at the rate upon which

the overtime was worked or to receive compensatory time off (“comp time”) in lieu

of overtime, which will be computed at the rate that the overtime was worked. Any

PERS compensable time will be paid at the rate upon which the overtime was

worked.

The accumulation of compensatory time off is a voluntary decision by the employee

and they cannot be required to accumulate compensatory time off rather than be

paid for the overtime worked.

Additional Provisions

(1) PERS-eligible compensation cannot be converted to compensatory time

off with the exception of provision 7.

(2) Comp time is accumulated based on the overtime rate being paid for the

time worked.

(a) Work 9.5 hours at time and a half = 14.25 hours of comp time.

(b) Work 9.5 hours at double time = 19.00 hours of comp time.

(3) Comp time is used on an hour-for-hour or partial hour basis.

(a) Take off a 9.5 hour shift = 9.5 hours of comp time required.

(b) Comp time can be used in quarter of an hour increments.

(4) Comp time will accumulate for the fiscal year, to the maximum allowed by

the Fair Labor Standards Act (FLSA), which is currently 240 hours. If it is

not used during that time, it will automatically be paid out in its entirety, on

the last payday in the month of June, regardless of when the overtime

was worked.

(5) An employee cannot accumulate comp time if the overtime worked is

being paid at an out-of-class rate.

(6) The use of comp time will not be granted if it results in the need for

overtime staffing.

(7) An employee may accumulate comp time for the double time portion of

a PERS compensable holiday worked.

(8) An employee cannot accumulate comp time for the holiday pay portion of

a holiday worked.

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(9) There is NO ability to request special checks or payouts of comp time

earned before the automatic payment identified above.

ARTICLE 16. HOLIDAYS

Section 1: The following days are designated and set apart as holidays for all employees:

(a) New Year's Day, January 1st;

(b) Martin Luther King, Jr. Day, 3rd Monday in January;

(d) Memorial Day, last Monday in May;

(e) Independence Day, July 4th;

(f) Labor Day, first Monday in September;

(g) Nevada Day, last Friday in October;

(h) Veteran's Day, November 11th;

(i) Thanksgiving Day, fourth Thursday in November;

(j) Family Day, Day After Thanksgiving;

(k) Christmas Eve, December 24

(l) Christmas Day, December 25

The CITY will also recognize any day designated by the State Legislature as a

holiday and made applicable to local government employers.

Section 2: When the holiday falls on a Sunday, the following Monday shall be observed.

When the holiday falls on a Saturday, the preceding Friday will be observed.

Section 3: Floating Holiday: Employees will be eligible for two floating holidays each calendar

year. The floating holiday will be scheduled in the same manner as a vacation day.

The floating holiday must be used within the calendar year and cannot be carried

over to the following year. If an employee schedules their floating holiday and is

then called into work during their normal work hours, they would paid be as if they

were working any holiday defined in Section 1.

New employees hired before July 1

of each calendar year will receive two (2)

floating holidays upon hire, and those hired on or after July 1

, but before November

, will receive one (1) floating holiday upon hire. New employees hired on or

after November 1

will receive two (2) floating holidays the following January.

Section 4: Holiday on a Normal Day Off: Should a holiday fall on the employee’s regularly

scheduled day off, the employee shall bank hours for future time-off with pay that

would equal a normal workday.

Employees will be allowed to bank holiday hours up to two hundred twenty-eight

(228) total hours. Hours that exceed the 228 hours maximum will be forfeited at

the end of any month in which overage occurs. Holiday hour banks will carryover

from year to year and must be utilized prior to termination or retirement. Any hours

remaining at termination or retirement will be forfeited. Banked holiday hours must

be scheduled in the same manner as annual leave.

(a) In the event of an employee’s death, the CITY shall pay 100% of the

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First Amended and Restated Agreement

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employee’s unused banked holiday hours to the beneficiary(s) as

designated in their City provided Life Insurance form.

(b) In the event an employee is subject to layoff per the provisions of Article

38 of this Contract, they would be paid for unused banked holiday hours

at the time of layoff.

Section 5: All employees shall receive holiday pay computed as a regular day worked.

(a) Employees scheduled to work in job classifications that require coverage

seven (7) days of the week and who work the actual holiday as defined in

Section 1, shall be compensated at premium holiday pay for hours worked

on the holiday paid at double the regular rate of pay. The holiday is defined

as 12:01 a.m. through midnight of the actual date of the holiday for

employees working these schedules.

(1) Graveyard shift employees referenced in Section 5 (a) above will record

their full shift hours on the day that the majority of their hours fall. For

example, employees working a graveyard shift schedule that begins on

Sunday night and more than fifty percent (50%) of their shift hours fall

after 12:01 AM Monday, they will record their entire shift hours on

Monday and follow that process for the remainder of the work week.

(2) Should an employee be paid holiday pay per Section 5 (a) and either

be scheduled to work or be off on that holiday’s contractually observed

day of the week, per Section 2, that employee would not be eligible for

any further monetary compensation and will code that day as a normal

workday or a normal day off.

*Section 5 (a) applies to these classifications:

PD – Communications Operators I and II

PD – Central Control Room Operator

PD – Detention Center Tech

PD – Cooks

PD – Animal Control

PD – Crime Scene Analyst I and II

Utilities – Wastewater

Parks – Parks Facilities Maintenance

PW – Aquatic Maintenance Technician

(a) All other employees who are scheduled, called-out or called-back to

work overtime on an observed holiday as defined in Section 2, will receive

premium pay at the double time rate for all hours worked on the observed

holiday. The observed holiday is defined as 12:01 a.m. through midnight of

the actual date of the observed holiday.

(b) Employees working a graveyard shift that begins before 12:01 a.m. on the

day before the observed holiday, will code their entire shift on the observed

holiday as holiday worked and their twenty-four (24) hour period for double

time premium pay for hours worked will be the twenty-four (24) hour

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First Amended and Restated Agreement

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period from the actual beginning of their graveyard shift to the same time

the next day.

the majority of their hours fall. For example, employees working a

graveyard shift schedule that begins on Sunday night and more than fifty

percent (50%) of their shift hours fall after 12:01 AM Monday, they will

record their entire shift hours on Monday and follow that process for the

remainder of the work week.

(d) An employee cannot request vacation or sick leave on the day(s) they will

receive holiday pay.

Section 6: Employees working the 3/12 schedule will receive 9.5 hours of holiday pay for each

full holiday (including their floating holiday) and all employees working this schedule

will observe the holiday on the actual date of the holiday.

Day shift 3/12 employees working on a designated holiday would record their time

as follows:

(a) 9.5 hours H

(b) 2.5 hours REG

(d) 2.5 hours HCP (2.5 HC for non-Nevada PERS holiday)

This will provide for double time plus holiday pay for 9.5 hours and double time for

the remaining 2.5 hours of their regular twelve (12) hour shift on a holiday. This also

provides for twelve (12) hours of Nevada PERS-eligible premium pay for working

the holiday.

Graveyard shift employees will record their full shift hours on the day that the

majority of their hours fall. For example, employees working a graveyard shift

schedule that begins on Sunday night and more than fifty percent (50%) of their

shift hours fall after 12:01 AM Monday, they will record their entire shift hours on

Monday and follow that process for the remainder of the work week.

In this example, if the designated holiday is a Monday, the employee would record

9.5 hours of banked holiday (HBE) for Monday, as this is their scheduled day off. If

the designated holiday is Tuesday, the 9.5 hour employee would record 9.5 hours

of H and 9.5 hours of H2. The 3/12 employee would record their time as follows:

(a) 9.5 hours H

(b) 2.5 hours REG

(d) 2.5 hours HCP (2.5 HC for non-Nevada PERS holiday)

This will provide for double time plus holiday pay for 9.5 hours and double time for

the remaining 2.5 hours of their regular 12 hour shift on a holiday. This also

provides for 12 hours of Nevada PERS eligible premium pay for working a Nevada

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First Amended and Restated Agreement

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PERS recognized holiday.

Section 7: In order to receive holiday pay, the employee must work, be on leave without pay

approved in advance by management, or be on annual leave or sick leave, the

day preceding and following a holiday. In the case of sick leave, documentation

may be required by the supervisor in the form of a doctor’s certificate.

ARTICLE 17. ANNUAL LEAVE

Section 1: Annual Leave will accrue as follows:

YEARS OF SERVICE

ANNUAL LEAVE

ACCRUAL

(38-HOUR EMPLOYEES)

Upon completion of the 1

six (6)

months of service

Two days (19

hours total)

Seventh month through the 12

month of service

3.167 hours per month

(Balance of 19 hours for

annual total of 38 hours)

Second year through fifth year

9.5 hours per month

(114 hours total))

Sixth year through twelfth year

12.67 hours per month

(152 hours total)

Following completion of twelfth year

of service:

15.83 hours per month

(190 hours total)

Section 2: Annual leave will accrue at the 38-hour employee rate each month. Employees

working the 3/12 schedule using annual leave will record their time as follows:

Friday through Sunday Schedule:

(a) Full week absence (defined as the three 12-hour shifts) = 38 hours of

annual leave

(b) Absence on Friday = 12 hours of annual leave

(d) Absence on Sunday = 13 hours of annual leave

Time recording for weeks with one or two days absence would be:

(a) Friday absence = 12 hours annual; 24 hours REG; 2 hours BAJ

(b) Saturday absence = 13 hours annual; 24 hours REG; 1 hour BAJ

(d) Saturday & Sunday absence = 26 hours annual; 12 hours REG

Saturday through Monday Schedule:

(a) Full week absence (defined as the three 12-hour shifts) = 38 hours of

annual leave

(b) Absence on Saturday = 13 hours of annual leave

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First Amended and Restated Agreement

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(d) Absence on Monday = 12 hours of annual leave

Time recording for weeks with one or two days absence would be:

(a) Saturday absence = 13 hours annual; 24 hours REG; 1 hour BAJ

(b) Sunday absence = 13 hours annual; 24 hours REG; 1 hour BAJ

(d) Saturday & Sunday absence=26 hours annual; 12 hours REG

Partial Days Absences: Employees who are absent for a portion of Saturday or

Sunday due to annual leave would receive one hour of BAJ for that day.

Section 3: Annual leave shall be used as follows:

(a) An employee may elect to accrue earned annual leave in excess of ten

(10) working days to a maximum total of 480 working hours, plus applicable

bonus days. Any annual leave that exceeds the allowed maximum will be

forfeited the last day of the last full or partial pay period charged to the

calendar year.

(1) Each employee is responsible for assuring their annual leave

balances do not exceed the maximum 480 hours, plus applicable

bonus days, at the end of each calendar year.

(2) The CITY will not be responsible for time forfeited, in excess of

480 hours, plus applicable bonus days, for an employee’s failure

to use sufficient annual leave.

(b) Annual leave requests must be submitted and have prior authorized

approval in advance of taking leave. This approval process may take up to

one week, unless it is an emergency.

satisfactorily completed their 1

six (6) months of employment

(d) There shall be no "pay in lieu of time off" for annual leave days, except as

authorized by the CITY.

(e) No monthly annual leave benefits will accrue if an employee is on an

unpaid leave of absence for fifty percent (50%) or more of the month. If

employment ends during the 1

fifteen (15) days of the month, no annual

leave accrues for that month. If employment ends after the 15

of the

month, an additional monthly accrual will be credited to the employee.

“Employment ends” is defined as the last day on the CITY’s payroll.

Section 4: All employees’ vacation requests and fully approved vacation schedules will be

posted accurately and kept current to avoid conflicts. An annual leave calendar

will be posted in a conspicuous location and be accessible to employees at all

time.

(a) November 15

through December 15

of each year will be an open forum

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to submit annual leave requests for the entire following calendar year.

Departments may identify an alternative timeframe of equal duration and

consistent with the remainder of the terms in this Section.

(1) If two or more employees request the same period off, then

seniority will take precedence.

(2) The senior person shall only be granted preference for one annual

request, after which the next senior person gets “second pick.”

This process will continue until all requests are selected and the

annual leave calendar has been authorized and posted.

(b) If, after the end of the bidding period, two or more employees submit

requests on the same day for the same time period and adequate

staffing only permits one employee time off, time off will be granted on a

“first come first serve” basis based on the submission of the request.

the employee has purchased non-refundable tickets prior to the

cancellation, the CITY shall reimburse the employee upon proof of said

purchase.

Section 5: Regular employees terminated after six (6) months or more of service are entitled

to payment for unused annual leave up to the maximum of 480 hours plus four

(4) bonus days earned, if applicable.

(a) At the time of termination, an employee who has taken advance annual

leave beyond that accrued shall make restitution for such leave, either by

deduction from the employee’s final check or by cash reimbursement to

the CITY by the employee.

ARTICLE 18. SICK LEAVE

Section 1: Sick leave will accrue at the 38-hour employee rate each month. For employees

working the 3/12 schedule, it is expected that they will use their normal days off

during the week for regularly scheduled doctor/dentist appointments and it is

understood that there may be circumstances which require Friday or Monday

appointments. Employees working the 3/12 schedule using sick leave will record

their time as follows:

Friday through Sunday Schedule:

(a) Full week absence (defined as the three 12-hour shifts) = 38 hours of

sick leave

(b) Absence on Friday = 12 hours of sick leave

(d) Absence on Sunday = 13 hours of sick leave

Time recording for weeks with one or two days absence would be:

(a) Friday absence = 12 hours sick leave; 24 hours REG; 2 hours BAJ

Saturday absence = 13 hours sick leave; 24 hours REG; 1 hour BAJ

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First Amended and Restated Agreement

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(b) Sunday absence = 13 hours sick leave; 24 hours REG; 1 hour BAJ

Saturday through Monday Schedule:

(a) Full week absence (defined as the three 12-hour shifts) = 38 hours of sick

leave

(b) Absence on Saturday = 13 hours of sick leave

(d) Absence on Monday = 12 hours of sick leave

Time recording for weeks with one or two days absence would be:

(a) Saturday absence = 13 hours sick leave; 24 hours REG; 1 hour BAJ

(b) Sunday absence = 13 hours sick leave; 24 hours REG; 1 hour BAJ

(d) Saturday & Sunday absence = 26 hours sick leave; 12 hours REG

Partial Days Absences: Employees who are absent for a portion of Saturday or

Sunday due to sick leave would receive one hour of BAJ for that day.

Section 2: Sick leave shall accrue at the rate of one shift per month commencing on the first

day of hire into a regular position, as follows:

Shift

Monthly Sick Leave Accrual

38 hour work week, 9.5 hour day

9.5 hours

(a) Sick leave will accrue on an unlimited basis. Employees shall be paid their

current hourly rate for each hour of sick leave used.

(b) Sick leave accrues on the 1

day of the month for active employees. No

monthly sick leave will accrue if an employee is on an unpaid leave of

absence or leave without pay for the entire month.

Section 3: Sick leave may be used to cover absences due to personal illness, immediate

family illness, or to care for a newborn child.

(a) Personal illness shall be when an employee is incapacitated from the

performance of their duties due to illness or injury.

(b) Immediate family illness shall include attending to the medical needs of an

employee’s spouse, child, father, mother, brother, sister, step or foster child,

grandchild, grandparent, father/mother-in-law, sister/brother-in-law,

son/daughter-in-law, spouse’s grandparents, or any other person

permanently living in the household.

with a doctor up to a maximum of four (4) hours or actual time as

documented by a physician or medical facility.

(d) Employees shall report to work if recovery from illness is made during their

normal work hours.

(e) Sick leave may not be used for any gainful employment, pursuit of personal

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business, recreation, travel for recreation or non-sick leave purposes, or

other such activity, unless approved in advance by the Department Head or

designee.

Section 4: Employees shall report their absence per departmental guidelines no later than

one (1) hour before the beginning of their normal shift. It is recognized that there

will be unforeseen emergencies that will preclude such notification and should that

occur, notification of absence should be made as quickly as possible. Employees

who do not provide one (1) hour or more notification may be asked to substantiate

the reason for their non-compliance.

(a) For sick leave periods in excess of three (3) working days, a physician’s

certificate for returning to work shall be submitted by all employees upon

their return to work to their respective supervisor.

(b) Upon returning to duty, the employee shall submit to their supervisor a

completed leave form for the time absent from work. The CITY reserves the

right to require the leave form to be completed on paper or in electronic

format.

Section 5: Annual leave shall not be used in place of sick leave, except as previously

approved or when sick leave is depleted.

(a) Any full-time employee who has exhausted their accumulated sick leave will

use accrued annual leave.

(b) Should an employee exhaust their accumulated annual leave, they shall

use leave without pay.

Section 6: “Excessive” sick leave usage is defined as an employee having six (6) sick leave

incidents in a twelve (12) month period. The Department Head or designee can

require an employee to submit a return to work certificate signed by a physician due

to excessive sick leave.

(a) A sick leave incident is defined as any period of continuous absence for

the same reason. Use of sick leave covered under an approved Family

Medical Leave Act, for family illness, or for a scheduled medical/dental

appointment shall not constitute an incident of sick leave.

(b) Employees whose work record displays excessive use, pattern use or

misuse of sick leave shall be notified of this by their Supervisor and/or

Manager and are subject to progressive disciplinary action in an effort to

change and correct this behavior.

Section 7: Each fiscal year, (defined as the beginning of the 1

pay period of the fiscal year

that includes July 1st, through the end of the last pay period) employees with one

(1) or more years of full-time service, who use sick leave as outlined

below, shall receive bonus days credited to their vacation accrual

balance in July as follows:

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First Amended and Restated Agreement

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Sick Leave Usage

Bonus Days (Hours)

Awarded

0-1 day (0-13 hours)

4 days (38 hours)

1.1 – 2 days (14-26 hours)

3 days (28.5 hours)

2.1 – 4 days (27-52 hours)

2 days (19 hours)

For employees working the 3/12 schedule, bonus days are calculated using 12 or

13 hours of sick leave equaling one day of usage and bonus days are converted to

hours when awarding this bonus.

(a) Employees must be hired into or transferred to a Teamster position on or

before June 30

to be eligible for Bonus Days during the fiscal year that

follows their 1

anniversary date. Employees hired into or transferred to a

Teamster position on or after July 1

become eligible at the beginning of

the next fiscal year after their 1

anniversary date.

Section 8: Sick leave shall be paid at time of separation, provided the minimum required length

of service is met and the separation is not the subject of disciplinary action. Sick

leave pay out shall be computed based upon the employee’s base hourly rate at

time of separation as listed below:

Date Of Hire

Length Of

Service

Type of

Separation

100% of

Accrued Unused

Sick Leave

Hours Paid Not

To Exceed

July 1, 1995 or

after

10 years (a)

Termination or

Retirement

300 hours

July 1, 1995 or

after

15+ years Retirement 400 hours

July 1, 1985 –

June 30, 1995

10+ to 20 years Termination (a) 400 hours

July 1, 1985 –

June 30, 1995

10+ to 20 years Retirement 600 hours

July 1, 1985 –

June 30, 1995

20 + years Retirement 700 hours

July 1, 1985 –

June 30, 1995

20 + years Termination 500 hours

(a) Employees hired after July 1, 1995 who are sixty-five years of age or

older and retire under the PERS System will be eligible for the sick leave

payout even if they have not reached 10 years of service.

ARTICLE 19. OTHER LEAVES

Section 1: Bereavement Leave: An employee shall be granted up to three (3) work days off

without loss of pay for a death in the immediate family within thirty (30) days of

notification of such death. In rare circumstances, this timeframe may be extended

at the discretion of the Department Director or their designee. There is no

requirement that the days be used consecutively, as actual funeral services are

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often delayed due to travel and other logistical issues. Immediate family is defined

as an employee’s spouse, child, father or step-father, mother or step-mother,

brother, sister, step or foster child, grandchild, grandparent, father/mother-in-law,

sister/brother-in-law, son/daughter-in-law, or spouse’s grandparents.

Bereavement leave shall be increased to one (1) work week when the death occurs

400 miles or more from the City of Henderson, and the employee travels to that

location.

Section 2: Military Leave: When an employee enters the Armed Forces of the United States,

whether by enlistment or by selective service, the following rules shall apply:

(a) The employee shall be given military leave without pay.

(b) During the period of military service the employee shall retain all rights to

which they are entitled under the provisions of the Charter of the City, Civil

Service Rules, and state and federal laws provided that during a period of

military leave in excess of thirty (30) days, annual or sick leave credit shall

not accumulate.

position.

Persons employed to fill positions becoming vacant under these rules shall

hold such positions subject to being transferred to another post, if available,

or terminated upon the reinstatement of the returning employee to their

former position.

(d) An employee in the competitive service having a reserve status in any of

the regular branches of the Armed Services of the United States or National

Guard, upon request to serve under orders for training duty shall be

relieved from their duties, upon request, to serve under orders on training

duty per NRS 281.145, subsection 1 without loss of pay for a period

not to exceed 142.50 hours for thirty-eight (38) hour employees, or 120

hours for employees working (5) five (8) eight-hour shifts in any one calendar

year. The employee shall file, with the CITY, a copy of such orders indicating

thereon the date said duty is to commence and the date duty is to cease.

The employee shall receive their regular compensation in addition to their

military pay.

(e) An employee having reserve status that is activated to serve on a full-time

basis due to an extended military action will receive additional compensation

from the CITY, to supplement their military pay, up to the Member’s regular

base pay for the duration of this activation.

Section 3: Leave of Absence: Leave of Absence shall be granted as follows: Upon application

to their Supervisor and Department Head, an employee may be granted a leave of

absence without pay for a period not to exceed ninety (90) calendar days without

prejudice to their status, providing that such application shall have first been

approved by their Department Head.

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Section 4: Jury Duty: Jury leave shall be granted for full-time employees called to serve on

jury duty. Employees shall receive their regular pay and retain all jury pay. Those

persons called but not selected to serve on the jury shall report back to work when

excused.

Section 5: Employees will be allowed to donate annual leave at the employee’s option in

accordance with CITY Administrative Donated Leave Policy C-06.

ARTICLE 20. EMPLOYEE BENEFITS

Section 1: A Health and Welfare Taft-Hartley Trust known as Teamsters Security Fund for

Southern Nevada, Local 14 has been established by an agreement and Declaration

of Trust dated October 1, 2014. The CITY agrees to abide by said Trust and

Declaration of Trust and make payments to the Fund in the amount designated

below for Health and Welfare, Dental & Vision, Life Insurance and EAP coverage

Effective for monthly payments beginning in July 2021, the CITY agrees to pay a

contribution of $1,038.00 composite rate per month to the Teamsters Security

Fund of Southern Nevada, Local 14 for all eligible employees covered by this

agreement.

Effective for monthly payments beginning in July 2022, the CITY agrees to pay a

contribution of $1,078.00 composite rate per month to the Teamsters Security

Fund of Southern Nevada, Local 14 for all eligible employees covered by this

agreement.

Section 2: The CITY shall transmit monthly the amount referenced in Section 1 to the third-

party administrator designated in writing by the UNION. The funding, potential

credits, effective date of coverage and the effective date of the end of coverage are

detailed in the Teamsters Security Fund Declaration of Trust.

Section 3: All covered employees will make pre-tax contributions consistent with the

provisions of Section 125 of the Internal Revenue Code to the Security Fund of

Southern Nevada from their first two (2) paychecks each month for a total of twenty-

four (24) contributions annually. The semi-monthly contributions are:

Coverage Plan

Semi-Monthly Contribution

Employee only

$15.00

Employee plus one dependent

$30.00

Employee plus two or more dependents

$42.50

The CITY shall reimburse the semi-monthly contributions for all employees in the

amounts noted above. The reimbursement to each employee shall be reflected as

a “Medical Benefit Allowance (MBA)” line item on the employee’s paycheck. This

allowance shall be paid to the employee based on the employee’s selected

coverage plan.

Should the CITY's contribution be insufficient to cover the monthly insurance

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premium cost, the employee hereby authorizes the CITY to deduct from their

earnings a sufficient amount to cover such deficiency.

Section 4: The open enrollment period for the Health and Welfare coverage under the

Teamsters Security Fund for Southern Nevada, Local 14

is conducted in the

October/November timeframe of each year.

Section 5: The CITY will provide each employee covered by this agreement fifty thousand

dollars ($50,000.00) in life insurance that will also include an accidental death and

dismemberment benefit. This coverage ends upon termination or retirement.

Section 6: The CITY will provide a long-term disability benefit for employees covered by this

agreement. This benefit will provide income security after a one-hundred eighty

(180) day waiting period and the details of the plan are included in the summary

plan description. General provisions include:

(a) Payments for disability from the employee’s own occupation for twenty-

four months.

(b) Payments for disability from any occupation to age sixty-five.

(d) Dollar for dollar off-set for income from other sources such as a PERS

disability retirement.

Section 7: Effective the pay period that includes July 1, 2021, the CITY will make a one and

seven tenths percent (1.70%) of base pay contribution each pay period to a

retirement health savings plan (RHSP) for each employee covered by this

Agreement. The CITY has the exclusive right to determine the third-party vendor for

this savings plan and will provide timely notice to the Union should it decide to

change vendors. The City will provide communication and educational materials to

assist employees with this savings plan.

ARTICLE 21. COMPENSATION FOR SERVICE INCURRED ACCIDENTS OR ILLNESS

Section 1: All eligible members shall be covered by a worker’s compensation program of the

CITY's choice that conforms with the provisions of the Nevada Industrial Insurance

Act (NRS Chapter 616) and the Nevada Occupational Diseases Act (NRS Chapter

617) and that provides for payment of industrial accident benefits and

compensation for partial and total disability arising from industrial injuries and

occupational diseases.

Section 2: Employees injured on the job, with an accepted worker’s compensation claim, will

receive full salary while away from work due to their injury for a period not to exceed

570 hours for 9.5 hour employees and an equivalent number for other hourly work

schedules.

(a) Worker’s compensation payments received from the worker’s

compensation administrator will be endorsed back to the CITY by the

employee in exchange for salary continuation.

(b) Any time charged to worker’s compensation up to the 570 hours (for 9.5

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hour employees and an equivalent number for other hourly work

schedules) of salary continuation will not affect an employee’s sick or annual

leave accruals.

Section 3: Upon expiration of the 570 hours of salary continuation (for 9.5 hour employees

and an equivalent number for other hourly work schedules), the employee

continues to receive the worker’s compensation benefit and may elect to use their

sick leave, and then annual leave, to receive a full salary. Sick and annual leave

usage will be calculated by the CITY’s Finance Department.

Section 4: Contribution to the Health and Welfare Plan by the CITY shall continue during the

time of disability or until termination per Section 6.

Section 5: Except for Section 4, an employee no longer on full pay status will cease to receive

employee benefits; medical premiums excluded, but will retain the worker’s

compensation payments due the employee.

Section 6: If, as a result of a licensed physician's evaluation and prognosis, it appears that the

employee will not return to their pre-injury position, the CITY may require a medical

separation.

Section 7: In the event an employee is abusing their rights under Section 2 herein, the CITY

may disallow the “salary continuation” benefit.

Section 8: Before the CITY grants any worker’s compensation benefits, the employee must

comply with the administrative procedures defined for this benefit. The CITY may

also request, at its option and expense, that the employee be examined by a

physician appointed by the CITY. The examining physician shall provide to the CITY

and the employee a copy of their medical findings and opinion as to whether or not

the employee is able to perform their normal work duties and/or whatever, if any,

work duties the employee is able to perform or unable to perform. The CITY may

further require the injured employee be available for temporary modified duty work

as soon as possible after release by a qualified physician.

(a) Temporary modified duty assignments will be at the sole discretion of the

CITY as provided in NRS 288.150 3(c)(2).

(b) Employees must accept modified duty assignment suitable to limitations

established by physician to continue to receive benefits.

pay, standby pay, overtime pay or any other premium pay, except in the

case of an emergency.

Section 9: The CITY will comply with the NRS Chapters 616 and 617, and the Nevada

Administrative Code for rehabilitation of an employee with an industrial injury or

occupational disease that resulted from employment with the CITY. An injured

employee of the CITY may be returned to work with the CITY in any available

position for which the employee is qualified and which accommodates the

employee's physical limitations.

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The employee may be appointed to the position even if there is an existing list for

the classification that does not contain the employee's name.

Section 10: An employee who is terminated per Section 6 of this Article will be eligible to

apply for vacancies within the City for a period of one (1) year from the date of

their medical separation. The discharged employee must meet the posted

application requirements to be considered, and will compete for the position as

an “internal candidate.”

ARTICLE 22. COMPENSATION FOR NON-SERVICE INCURRED ACCIDENTS OR ILLNESS

Section 1: An employee who is incapacitated due to non-service incurred accidents or

illness shall be entitled to draw their full wage against accrued sick leave, then

annual leave accrued to their benefit.

Section 2: Contributions by the CITY to the Health and Welfare Plan on behalf of the

employee will continue for a period of six (6) months or until paid leaves have been

exhausted, whichever is longer.

Section 3: Upon exhausting the provisions of Section 5 of this Article, the CITY, at its sole

discretion, shall determine whether the employee shall be retained in their current

position and in CITY employment.

An employee who is terminated in accordance with this Section will be eligible to

apply for vacancies within the City for a period of one (1) year from the date of their

separation. The discharged employee must meet the posted application

requirements to be considered, and will compete for the position as an “internal

candidate.”

Section 4: An employee incapacitated due to a non-work related injury or illness may be

assigned temporary light duty.

(a) An employee requesting temporary light duty shall submit the request in

writing to their Manager and the Director of Human Resources, or designee,

along with a letter from their physician outlining their restrictions and

approximate date they could return to full duty.

(1) Human Resources shall review and forward the request to the

employee’s supervisor and Department Head for approval.

(2) The request for temporary light duty must be renewed every thirty

(30) days with supporting documentation from physician indicating

progress toward a return to full duty status.

(3) The authorization for temporary light duty can be denied or

withdrawn and this action by the CITY is not subject to the Grievance

Procedure.

(b) Temporary light duty is assigned at the discretion of the CITY based on a

physician’s determination of the injured employee’s ability to perform the

job.

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100% of the employee’s current pay grade, provided no current employee is

displaced or laid off as a result of such placement.

Section 5: The CITY will provide job protection for an absence of up to a total of six (6)

months, or to the extent the employee has any type of paid leave available,

whichever is greater. If an employee has less than six months of paid leave

available, the employee must use all of their paid leave to be eligible for this

extended leave.

ARTICLE 23. RETIREMENT, RESIGNATION and PROBATIONARY EMPLOYMENT

TERMINATION

Section 1: Retirement: The CITY and the UNION agree that all employees shall participate in

the Public Employees Retirement System of the State of Nevada in accordance with

the rules of that system.

Section 2: Increases or decreases in mandatory contributions, as determined by the Public

Employees Retirement System (PERS), for employees covered by this Agreement

will be split evenly between the employee and the CITY.

Section 3: The CITY shall comply with all provisions of NRS 286.421 for the purpose of payment

of the employee’s retirement contribution, but will not pay for the purchase of eligible

service.

Section 4: Should the law require an employee to pay a portion of increase to the Public

Employees Retirement System, the CITY agrees to increase the base wage by the

same figure.

Section 5: Resignation: A full-time employee who resigns shall submit their written resignation

in writing to their Department Head and give at least two (2) weeks’ notice.

The City Manager, on the recommendation of the Department Head and the Human

Resources Director, with the concurrence of the employee, may shorten or waive

the notice period.

Section 6: Probationary Employment Termination: If during a probationary period an

employee's performance or conduct is not satisfactory to the CITY, the employee

may be terminated without recourse to the grievance and arbitration provisions of

this Agreement.

ARTICLE 24. DISCIPLINARY PROCESS

Section 1: Coaching and Counseling: Coaching and counseling are not considered disciplinary

actions. The purpose of coaching and counseling is to provide direction to an

employee to help them improve their performance and/or behavior and understand

their supervisor’s expectations of them. Where possible and dependent on the

conduct at issue, coaching and counseling may be provided prior to moving to informal

or formal discipline.

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Section 2: Discipline and Disciplinary Procedure: Discipline can be administered in

accordance with Article 24 for any violation of any provision of this Labor Agreement.

The CITY is committed to utilizing disciplinary actions as a means to change and

correct behavior, rather than as a form of punishment or embarrassment. The

CITY will normally apply discipline progressively, and both parties acknowledge that

there will be times when non-progressive discipline, up to termination, may be

warranted.

Should the CITY initiate an investigation of alleged employee misconduct; the

investigation will be completed along with any disciplinary recommendation, within

fourteen (14) calendar days of the initial interview of the subject employee. Should

circumstances preclude compliance with this timeframe, the Chief Labor

Negotiator will notify the Chief Steward and request a specific extension of time

for completing the investigation. If there is a disciplinary recommendation of

suspension, demotion or termination, the required hearing with the City Manager

or designee shall be scheduled prior to the end of this fourteen (14) day period or

any extensions.

(a) Discipline Categories are: conduct, attendance and performance. Each

category is defined below.

(1) Conduct Category:

(a) Insubordination;

(b) Alcohol or substance abuse on the job;

(d) Conduct which discredits the CITY;

(e) Acts of moral turpitude;

(f) Granting an improper privilege;

(g) Threatening or striking another person;

(h) Intentionally falsifying CITY documents;

(i) Intentionally giving false statement during an investigation;

(j) Engaging or conspiring in the theft of CITY property or

supplies;

(k) Theft of the personal property of others;

(l) Sexual or racial harassment action;

(m) Violation of the criminal laws of the United States, State of

Nevada, or any other state of which, had it occurred in

Nevada, would be a crime in Nevada;

(n) Violation of any provision of the Charter of the CITY

(o) Violation of department policies;

(p) Outside employment that conflicts or interferes with assigned

duties;

(q) Improper use of one’s employment with the CITY for the

employee’s personal and/or financial advantage;

(r) Unauthorized use and/or destruction of CITY property,

equipment and/or materials;

(s) Solicitation as a CITY employee for money, goods, or

services not specifically authorized by the City Manager or

designee;

(t) Acceptance or solicitation of a bribe or any compensation

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intended to influence the employee in the performance of

their duties for the CITY;

(u) Divulgence of any confidential material to anyone not

authorized to receive it;

(v) Misconduct in office.

(2) Attendance Category: Employees who enter a progressive

disciplinary process for attendance or tardiness will be notified

of this in writing by management. This notification will clearly

identify the unacceptable behavior and future expectations and

consequences.

(a) Tardiness;

(b) Sick leave abuse;

(d) Abandonment of post: An employee absent from duty in

excess of three (3) days without a satisfactory explanation

shall be considered to have abandoned their post and

shall be terminated provided that the employee’s

Department Head shall make a reasonable effort to locate

the employee.

(1) Reasonable effort to locate the employee shall be

satisfied if the Department Head or Human

Resources sends a certified letter with return receipt

requested to the employee at the address shown in

the employee’s personnel file.

(2) Termination for abandonment of post shall be

deemed to be for just cause.

(3) Performance Category:

(a) Safety: Willful violation of safety practices in performance of duties,

including operation of CITY equipment and vehicles.

(b) Unsatisfactory Service: An employee who has completed the

probationary period may be terminated or subject to disciplinary

action if their performance or conduct is not satisfactory.

Unsatisfactory Service is:

(1) If the employee fails to perform the functions of the assigned

position;

(2) If the employee fails to establish and maintain cooperative

working relationships;

(3) Incompetence;

(4) Inefficiency;

(5) Neglect of duties.

Section 3: Types of Discipline: An employee whose conduct, attendance or performance is

considered unsatisfactory shall be subject to discipline. Depending on the nature

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and severity of the offense or performance problem, any one of, or combination of,

the following types of discipline may apply;, written disciplinary actions,

performance improvement plan, decision-making leave, probation, suspension,

demotion, and/or termination.

(1) Informal Discipline: The identification of an employee’s unsatisfactory

behavior, and the opportunity given to the employee for correction.

Informal discipline consists of a written disciplinary action. A written

disciplinary action is documentation of a supervisor providing notice

to the employee to correct unsatisfactory performance and/or

behaviors.

(2) Formal Discipline: Continued unsatisfactory behaviors, or committing

offenses of such serious nature that requires immediate expulsion

from work, are subject to the formal discipline process. Formal

discipline may consist of any one or combination of the following:

(a) Performance Improvement Plans: Employees may be subject

to Performance Improvement Plans designed to address

specific performance, conduct or attendance issues and such

Plans will specifically identify formal discipline may result from

non-compliance.

(b) Decision-Making Leave: Paid or unpaid time away from work

is provided so that the employee may decide on whether

employment with the CITY is in their best interest.

probationary period not to exceed six (6) months in an effort to

further evaluate and rehabilitate the employee. Same infraction

during a probationary period may be subject to termination

without recourse to the grievance and arbitration provisions of

this Agreement

(d) Suspension: An employee may be suspended with or without

pay as a disciplinary measure. Any suspension action under

this Article shall be in writing and shall set forth the reasons

for such suspension, and offer a pre-disciplinary hearing with

the Department Director or designee for a proposed

suspension without pay. The employee shall have the

opportunity to meet with the City Manager, or designee, prior

to the implementation of the suspension without pay, and may

also respond to the proposed suspension without pay in

writing.

(1) An employee may be suspended without pay for an

indefinite period of time as a result of a criminal

complaint in a court of law.

(e) Demotion: An employee may be demoted as a result of a

disciplinary action. Any demotion action under this Article shall

be in writing and shall set forth the reasons for such demotion

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and offer the employee a pre-disciplinary hearing with the

Department Director or designee. The employee shall have

the opportunity to meet with the City Manager, or designee,

prior to the implementation of the demotion, and may also

respond to the proposed demotion in writing.

(f) Termination: An employee may be terminated as a result of

disciplinary action. Any termination under this Article shall be

in writing and shall set forth the reasons for such termination

and offer the employee a pre-disciplinary hearing with the

Department Director or designee. The employee shall have

the opportunity to meet with the City Manager, or designee,

prior to the implementation of the termination, and may also

respond to the proposed termination in writing.

(1) Records of disciplinary actions, excluding informal discipline or oral

warnings, will be retained in the employee’s official personnel file for

a one (1) year period.

(a) If one year has passed without any further disciplinary action

and the document is not the subject of a pending

investigation, the disciplinary record will be removed from the

personnel file upon written request of the employee to the

Human Resources Director.

(b) The Human Resources Director will respond to the

employee’s request to remove the discipline record within

thirty (30) days.

(d) The employee shall have access to their personnel file,

along with the employee’s representative. An employee

may insert into their personnel file a rebuttal statement in

response to written reprimands or negative commentary in

the file.

(e) Any written record of discipline not previously provided to the

employee will not be used as a basis for subsequent

progressive discipline.

ARTICLE 25. RE-EMPLOYMENT

Section 1: An employee who has resigned from employment with the CITY may request to be

placed on a rehire list within twelve (12) months from their final employment date,

upon approval of the Department Head in the last department served, and the

Human Resources Director.

Eligibility to remain on a rehire list will expire one (1) year from placement on the

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list.

Section 2: Rehired employees must demonstrate the ability to meet the minimum

requirements for the position (i.e., typing, psychological examination, physical

examination, etc.) but will not be required to retake the entry level tests (written

examination and oral review board.)

Section 3: Reappointment is subject to interview by the appointing authority, and rehired

employees will be required to serve an initial probationary period of one (1) year.

ARTICLE 26. SAFETY AND HEALTH

Section 1: It is the policy of the CITY to provide a place of employment which is free from

recognized hazards that are causing or are likely to cause harm to its employees.

The CITY will do everything reasonably necessary to protect the lives, safety, and

health of its employees.

Section 2: Employees covered by this Agreement shall not be employed in riots or other civil

disorders without police or equivalent protection, and shall not be employed as

strikebreakers.

Section 3: The CITY shall provide clothing, PPE, safety glasses and Arc Flash clothing

(raincoats and jackets) as required by law.

Section 4: An employee who observes any unsafe working condition or machinery, shall

promptly notify their immediate Supervisor, the Chief Shop Steward or Safety

Officer.

Section 5: Should the Supervisor and Manager conclude that the working condition or

equipment is safe and the employee insists to the contrary, the matter shall be

brought to the attention of the Department Head or designee, City Safety Officer

or designee, and the Head Shop Steward or their representative. If the matter

cannot be resolved by the Department Head or designee and the Head Shop

Steward, or if the Head Shop Steward is not available within a reasonable time

under the circumstances, the Department Head or designee shall take action

deemed appropriate, subject to the UNION’s rights under Article 32.

Section 6: Employees who in the course of their duties fail to observe or correctly apply

established safety practices or do not use appropriate safety equipment as

provided by the CITY shall be subject to disciplinary action. The foregoing also

applies to the operation of CITY equipment and CITY vehicles.

ARTICLE 27. RULES AND REGULATIONS

Section 1: It is agreed that the Civil Service Rules of the CITY shall not apply to any subject

matter addressed, referred to or provided for in this Agreement and that all matters

so addressed, referred to or provided for in this Agreement shall be controlled

exclusively by the provisions herein contained to the preemption and exclusion of

said Civil Service Rules.

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Section 2: The CITY shall present to the UNION copies of department rules, if any, and shall

post such rules on a bulletin board. The CITY shall provide a bulletin board in a

location agreeable to both the UNION and the CITY.

Section 3: The bulletin board may also be used by the UNION to post proper notices of

interest to the employees. The UNION agrees to submit two (2) copies of all

notices it desires to post to the City Manager, or designee, prior to posting. The

UNION further agrees that it will not use the bulletin board for the purpose of

disparaging the CITY or its duly authorized representatives or for any purpose other

than the announcement of the business activities of the UNION as they relate to the

employees in the Bargaining Unit.

The CITY will allow the use of the CITY’s e-mail system to notify the Bargaining

Unit members of upcoming and special UNION meetings. The CITY and UNION

will mutually agree on the content of the e-mail.

Section 4: Nothing in this Agreement shall be interpreted or applied to cause the CITY or the

UNION to violate their policy of non-discrimination. The CITY and the UNION shall

cooperate to assure that no employee or applicant for employment is discriminated

against by reason of race, religion, creed, color, national origin, handicap, sex or

age.

ARTICLE 28. MANAGEMENT RIGHTS

Section 1: The CITY and the UNION agree that the CITY possesses the sole right to operate

the CITY and that all management rights remain with the CITY. These rights

include, but are not limited to, the following:

(a) The right to hire, direct, assign, promote, transfer, classify, suspend,

demote, discharge, or discipline employees.

(b) The right to maintain the efficiency of its operations.

any employee because of lack of work or lack of funds, or for any other

legitimate reason.

(d) The right to determine appropriate staffing levels and work performance

standards.

(e) The right to determine the content of the work day including the work load,

the number of days which will constitute the work week, the number of hours

which will constitute the work day, and the specific day to be designated as

payday.

(f) The right to determine the quality and quantity of services offered to the

public, and the manner and means of offering those services.

(g) The right to issue, amend or revise policies, rules, regulations and practices

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it deems necessary to carry out all managerial and administrative

prerogatives.

(h) The right to establish, change, combine, or eliminate jobs, positions and job

classifications.

Section 2: The CITY's failure to exercise any prerogative or function hereby reserved to it, or

the CITY's exercise of any such prerogative or function in a particular manner,

shall not be considered a waiver of the CITY's rights reserved herein or preclude it

from exercising the same in some other manner not in conflict with the provisions of

this Agreement. Notice requirements set forth in this Agreement shall not be deemed

as a limitation on the CITY's right to exercise the prerogatives provided by this Article

or the Nevada Revised Statutes.

ARTICLE 29. UNION REPRESENTATION

Section 1: The UNION's Secretary-Treasurer and/or Business Agent and/or Shop Steward

may enter the premises of the CITY during any shift to investigate working conditions

of unit employees, to assist in the settlement of grievances arising under this

Agreement, and to post notices regarding UNION activities provided they notify the

CITY's designated representative of their presence.

Section 2: The CITY and the UNION will work collaboratively to ensure new hires receive a

comprehensive explanation of their employee benefits provided by the Teamsters’

Security Fund of Southern Nevada and the CITY. The CITY will provide sixty (60)

minutes during the new hire on-boarding process for Local 14 to discuss potential

union membership with employees hired into positions covered by this agreement.

Section 3: It is agreed that the UNION representative(s) shall not interfere with the efficient

operation of the CITY. The Chief Shop Steward will provide timely notice to

management of the need to utilize a Shop Steward during normal work hours.

Section 4: The CITY agrees to allow six (6) employee representatives and the Chief Shop

Steward to sit at the bargaining table for the purpose of negotiations subject to

work schedules of the employees. Employee committee members shall not suffer

loss of pay or deduction from leave time.

(a) If for any reason additional employees are needed for informational

purposes, upon agreement by the CITY and the UNION, said employee(s)

will be called in the meeting without loss of pay or leave time.

(b) On-duty employees shall return to their regular duty assignment

immediately at the end of said meetings.

Section 5: The CITY agrees to provide two-hundred twenty-eight (228) hours paid leave per

fiscal year for use of the Teamsters Local No. 14 Shop Stewards or designee to

conduct UNION business, i.e., conventions, seminars, and training.

(a) The Secretary/Treasurer or designee of Teamsters Local No. 14 will

determine the use of leave.

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(b) Teamsters Local No. 14 agrees not to exceed two (2) individual requests

for leave at one time. All leave will be pre-approved by the Department Head

or designee. This leave may be denied as any other leave contained in this

Agreement.

hours of leave is the maximum combined time allowed for all three

Bargaining Unit Agreements. This time will not accumulate and has no cash

value to the individual or the UNION.

(d) It is understood by all parties that Union Leave shall not be used for

political purposes that is in direct conflict with the CITY or City related

matters.

Section 6: The City and Teamsters Local 14 have reached agreement to create a Union

Liaison position and Local 14 will designate who will occupy this full-time position.

The details of this agreement are contained in Exhibit E of this Agreement.

ARTICLE 30. CHECK-OFF

Section 1: The CITY agrees to deduct union membership dues from the paycheck of each

Bargaining Unit employee who has signed and authorized the payroll deduction.

(a) The employee's authorization for such deduction is revocable subject to the

conditions outlined on the check-off authorization or upon termination of

employment.

(b) The UNION will certify to the CITY, in writing, the current rate of union

membership dues.

thirty (30) days prior to the effective date of such change.

Section 2: The CITY shall remit union membership dues to the Treasurer of the UNION within

fifteen (15) days after such deductions.

Section 3: The UNION agrees to indemnify and hold the CITY harmless against any and all

claims, suits, orders or judgments brought or issued against the CITY as a result of

any action taken or not taken by the CITY under the provisions of this Article.

Section 4: The CITY will not be required to honor any biweekly deduction authorizations that

are delivered to the Payroll Section after the beginning of the pay period during

which the deductions should start.

Section 5: The UNION agrees to refund to the CITY any monies paid to it in error on account

of the payroll deduction provisions herein upon presentation of proper evidence

thereof.

ARTICLE 31. LIABILITY INSURANCE

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The CITY shall provide liability protection for every member of the UNION. The form of such

protection shall be via self-funded or private carrier at the discretion of the CITY. The CITY shall

indemnify and defend pursuant to the provisions of NRS 41.0349 and NRS 41.0339, respectively.

ARTICLE 32. GRIEVANCE PROCEDURE

Section 1: The purpose of the Grievance Procedure shall be to settle all grievances between

the CITY and the UNION as quickly as possible to insure efficiency and promote

employee morale. Should any employee, group of employees, or the CITY feel

aggrieved as a result of the interpretation or application of this Agreement,

including the claim of unjust discrimination or any matter or condition affecting health

and safety beyond those normally encountered in all phases of normal work

requirements, adjustment shall be sought as follows:

Section 2: In order to promote harmony, the UNION and the CITY agree that the employee is

encouraged to discuss matters in dispute with the immediate supervisor first.

Section 3: Step 1: The UNION will present the Grievance to the Department Director or

designee and Chief Labor Negotiator within twenty-one (21) calendar days after the

matter in dispute or disagreement is alleged to have occurred

Step 2: The Department will have twenty-one (21) calendar days after receipt of the

grievance to respond in writing to the Union. If the grievance is not settled, it may

proceed to Step 3.

Step 3: Within twenty-one (21) calendar days from receipt of the Step 2 written

response from the Department Head, the Union Representative shall present the

grievance, in writing, to the City Manager or designee, through the Chief Labor

Negotiator or Human Resources Director, accompanied by all correspondence and

existing evidence on the matter. The City Manager or designee shall respond in

writing to the UNION within twenty-one (21) calendar days of receipt of the Step 3

grievance.

Step 4: If a mutually satisfactory settlement cannot be reached between the City

Manager or designee and the UNION at Step 3, the parties may mutually agree to

request alternate dispute resolution through Federal Mediation and Conciliation

Service.

Step 5: If a mutually satisfactory settlement cannot be reached through Step 3 or

Step 4, the UNION or the CITY shall have the right to refer the matter to an arbitrator

for final determination. The party seeking such final determination must notify the

other of its decision in writing within twenty-one (21) calendar days of the Step 3

response or the date of the Step 4 mediation with the FMCS. Should the twenty-one

(21) days elapse without written notification, the grievance shall be deemed

withdrawn with prejudice.

Step 6: In the event the CITY and the UNION proceed to arbitration, the parties

shall jointly request from the Federal Mediation and Conciliation Service the names

of five (5) arbitrators.

One arbitrator shall be selected by alternately striking names from the list and the

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dispute shall be submitted to the arbitrator then remaining. Such arbitration shall be

conducted under the rules of the Federal Mediation and Conciliation Service, or the

American Arbitration Association as prescribed by the arbitrator selected.

The arbitrator shall have no power to add to, subtract from, or modify the terms of

this Agreement or to rule on any matter after this Agreement terminates.

The arbitrator's decision shall be final and binding, and the cost for arbitration shall

be born equally between the UNION and CITY. The parties shall bear their own

expenses for attorneys, court reporters and other related arbitration expenses.

Section 4: An employee may only pursue an arbitration action as an individual if the UNION

chooses not to arbitrate a termination of the employee’s employment. The

employee will be required to follow and be subject to the procedures and

deadlines set forth in this Article.

(a) Any individual grievant utilizing this option will be required to sign a

waiver releasing Teamsters Local 14 from any additional responsibility

and/or liability related to this employment action.

(b) All costs incurred by the individual grievant, including but not limited to

those outlined in Step 6 and Section 4c of this Article, will be the

responsibility of the individual grievant.

City of Henderson and the individual grievant will be required to place ten

thousand dollars ($10,000) into an escrow account to ensure the payment

of the arbitrator.

(d) Should the individual grievant fail to comply with the requirements of:

(i) Step 6, or

(ii) Sections 4(a), 4(b) or 4(c) within twenty-one (21) calendar

days of notification of the escrow account details,

The individual grievant will forfeit the ability to arbitrate the issue and the

matter will be considered withdrawn.

Section 5: Either party may request an extension of time from the other party. Grievances

not filed, processed or responded to within the time limits set forth above and not

extended by agreement in writing, shall be deemed waived or admitted, and the

grievance shall be irrefutably presumed denied or sustained, as the case may be.

ARTICLE 33. STRIKES AND LOCKOUTS

Section 1: There shall be no lockouts by the CITY, or strikes or suspension of work, slow-

downs, or sick-outs, excluding bona fide illness, by the UNION or by the

employees. This Agreement is a guaranty by the parties that for its duration there

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will be no lock-outs, strikes, suspension of work, slow-downs, or sick-outs, and that

all complaints, grievances or disputes arising out of the interpretation or application

of this Agreement will be settled pursuant to the grievance process as outlined in

Article 32 of this Agreement.

Section 2: Picketing: Unless otherwise prohibited by federal or Nevada law,

notwithstanding any other provision of this Article, it shall not be a violation

of this Agreement, or cause of discharge or other disciplinary action, if an

employee refuses to enter upon any property involved in a lawfully constituted

picket line, sanctioned by the UNION. This exception to Section 1 of this Article

shall not apply in cases of emergency or need to maintain essential services.

Section 3: Nothing contained herein is intended to require performance of duties under

circumstances in which there is a reasonable likelihood of injury to the employee.

ARTICLE 34. OUTSIDE EMPLOYMENT/SECONDARY EMPLOYMENT

Section 1: All employees covered by this Agreement who wish to work another job in addition

to their current CITY position, must receive prior written approval from their

Department Head and the Human Resources Director. The CITY shall not deny

reasonable outside employment requests. The request must be executed within a

reasonable time. The CITY reserves the right to deny or revoke any outside

employment request.

(a) Employee’s prior written approval for non-paid positions is required to

ensure it does not conflict with their existing CITY position.

Section 2: Employees shall not engage or invest in any secondary employment, or invest in

any business venture, or transaction that:

(a) Is incompatible with the proper discharge of the employee’s or CITY’s

official duties;

(b) Creates a conflict of interest with the employee’s duties on behalf of the

CITY;

(d) Impairs the employee’s efficiency or independence of judgment in the

performance of official CITY duties.

Section 3: Employees who accept a fulltime position with the CITY must accept the offer with

the full intention of making the CITY their primary employer.

Section 4: Employees must renew their outside employment request annually.

ARTICLE 35. WARRANTY OF AUTHORITY

The officials executing this Agreement on behalf of the CITY and on behalf of the UNION hereby

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warrant and guarantee that they have the authority to act for, bind and collectively bargain on

behalf of the organizations they represent during the term of this Agreement

ARTICLE 36. SAVINGS CLAUSE

This Agreement is declared to be severable and if any paragraph, phrase, sentence, or part is

declared to be void or unenforceable by the City Attorney or a court of competent jurisdiction, it

shall not be construed to void or nullify the entire Agreement. Upon such invalidation the parties

agree immediately to meet and negotiate modifications of such parts or provisions affected.

Those parts not declared void or unenforceable shall remain binding upon the parties.

ARTICLE 37. SOLE AND ENTIRE AGREEMENT

Section 1: The parties agree that they have negotiated fully with respect to all mandatory

subjects of bargaining and that this Agreement constitutes the parties' complete and

final understanding, except for Letters of Understanding attached to this Agreement

or such additional Letters as the parties may sign.

Section 2: The CITY and the UNION agree that each shall pay one-half the cost of printing

this Agreement.

ARTICLE 38. REDUCTION IN FORCE

Reduction In Force, and the manner in which it is executed, applies to all Teamster represented

positions only. Employees who have worked in any of the collective bargaining agreements between

Teamsters Local 14 and the CITY, retain seniority and reduction in force rights for previously

held positions within those Contracts. City of Henderson employees working outside of these

Contracts have no seniority rights to return to a previously held position within these Contracts.

Section 1: A Reduction In Force may take place upon approval of the City Council and is

defined as any involuntary separation wherein management eliminates a position.

(a) The CITY may eliminate any position.

(b) Notice of at least thirty (30) calendar days will be given to employees whose

positions are reduced through a Reduction In Force. In lieu of notice, an

equivalent amount of salary, based on the employee’s regular work

schedule, will be paid to the employee.

Section 2: When a position is reduced and/or a Reduction In Force takes place, the

following procedure will apply:

(a) All temporary and regular part-time would be laid off first. Employees that

are serving the twelve (12) month probationary status within the

classification that is to be reduced shall be laid off next. Should a

probationary employee be laid off for a period of time longer than they

worked for the City and are subsequently rehired, they will be required to

serve a full 12 month probationary period. If rehired before that timeframe,

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they will be given previous credit towards the completion of their

probationary period.

(b) Regular employees whose positions are reduced shall be permitted to

exercise their CITY seniority to move laterally or downward to a position

which they previously held within the CITY.

into previously held classification may be subject to a training period of up

to six (6) months. Should the employee be unable to safely and effectively

perform the work of this classification, the Human Resource Director and

President of Teamsters Local 14 will meet to negotiate an appropriate

solution.

(d) Regular employees who are not placed in other positions may elect to

accept the Reduction In Force or pursue displacement procedures.

(e) Displacement procedures will take place in the following order:

(1) Once a position within a classification has been identified for

elimination within a department, the least senior employee in that

position within the department will be first to be displaced.

(2) The displaced employee will, in turn, displace the least senior

employee in the classification working in another department.

(3) If there are no other positions within the classification, the regular

employee whose position has been reduced will displace the least

senior employee in any equal or lower paying position previously held

by that regular employee or be placed in a vacancy in the highest

paid position available that the employee previously held.

(4) An employee who has been displaced as a result of this procedure

will have the same rights under Section 2(e)(3) as the employee

whose position was initially reduced.

(5) If the displaced employee does not meet the requirements of the

previously held classification due to changes in the classification or

employee qualifications, or if the classification no longer exists, the

employee’s qualifications will be reviewed by the Human Resources

Director or designee to determine if there are other placement

options within the CITY.

(6) Employee(s) who exercise their seniority rights to return to a

previously held position will be paid at the top rate for that position.

The change to the employee’s rate of pay will occur at the beginning

of the 1

full pay period in the previously held position.

(7) Employee with seniority rights to a previously held position(s) may

waive this right and volunteer for layoff from the reduced

classification. The employee would be placed on the Reduction in

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Force Eligibility List and subject to recall to vacancies in that

classification only.

Section 3: Return to Former Classification Lists: If an employee(s) is involuntarily reduced

from their classification and working for the City in an equal or lower paying position,

they will be recalled to their previous classification by City seniority. Such employees

will return to the Step in the wage schedule they held when they were initially

reduced from that classification and be given credit for previous time spent at that

Step of the wage schedule.

Section 4: Reduction In Force Eligibility Lists: If all displacement options have been

exhausted, employees will be placed on a Reduction in Force Eligibility List for all

classifications within the CITY for Teamster represented positions. Employees will

remain on the Reduction in Force Eligibility List for those classifications for a period

of three (3) years, or a period equal to their length of employment, whichever is

less.

(a) The Reduction In Force Eligibility Lists will have precedence over all other

Eligibility Lists.

(b) Displaced employees on Reduction In Force Eligibility Lists will be

considered eligible for in-house recruitment within the CITY for a period of

three (3) years, or a period equal to their length of employment, whichever

is less.

List, the employees will be ranked by CITY seniority. The employee with the

most CITY seniority will have the first option when a Teamster represented

position becomes available that the individual qualifies for as determined by

the Human Resources Director or designee.

(d) An employee who is placed in a position they have not previously held from

such a Reduction In Force Eligibility List will be required to serve a qualifying

period once the Human Resources Director or designee certifies the

employee’s qualifications. An employee who is placed in a position they

have previously held from such a Reduction In Force Eligibility List will not

be required to serve a qualifying period once the Human Resources Director

or designee certifies the employee’s qualifications. The employee would be

placed at the highest Step of the wage schedule in a previously held

position or at the entry level of pay if they have never held the position.

(e) City seniority does not accrue during the period of layoff. If recalled before

the expiration of the timeframes in Section 4 (b), the employee would

establish a new seniority date reflecting their previous service and

subsequent benefit accruals will reflect their newly adjusted seniority date.

If an employee is not recalled per the provision of Section 4 (b) and is

subsequently rehired, they would be considered a new hire for City seniority

and benefit purposes.

(f) Upon acceptance of a position, the employee’s name will be removed from

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all Reduction In Force Eligibility Lists.

Section 5: Recall from Layoff: Employees on Reduction In Force Eligibility Lists waive all

reinstatement privileges if they fail to respond to a re-employment notice within

fifteen (15) calendar days after a certified notice is mailed to the last known

mailing address. Failure to respond to said notice will result in removal from all

Reduction In Force Eligibility Lists.

ARTICLE 39. DEFINITIONS

This Agreement is made pursuant to and in conjunction with the Local Government Employee-

Management Relations Act of the State of Nevada, and all terms used herein which are terms

used in the Local Government Employee-Management Relations Act shall have definitions ascribed

to them by said Act.

The CITY and the UNION agree that the Civil Service Rules of the CITY shall be the general rules

by which the CITY administers its duties and rights with respect to the conditions of employment

of Bargaining Unit employees except as hereinafter provided.

Appointing Authority: Persons having power by law or by lawfully delegated authority to make

appointment to positions, terminate an employee, and other matters relating to their employment.

Arbitrator: An impartial third party chosen in accordance with the provisions of this Agreement.

Base Salary: Remuneration received by the employee in accordance with the rates specified on

the salary schedule established by this Agreement.

Bereavement Leave: Leave granted to an employee due to the death of a member of the

employee's immediate family as defined by this Agreement.

Call-Back: When an employee has completed their regular shift and is not in pay status and/or on

normal days off and is called to return to work and is required to report within twelve (12) hours of

that call. This applies to all employees hired prior to July 1, 2008. Employees hired after July, 1,

2008, refer to PERS website: w

ww.nvpers.org

Call-Out:

(a) Overtime scheduled with less than twenty-four (24) hours’ notice

(b) Overtime scheduled after the completion of the regular shift or when an employee is on

their days off and the employee is NOT required to report for the overtime assignment within

twelve (12) hours of the time of the call.

Cause: A factual reason cited by the CITY that is used to issue disciplinary action. Cause would

normally include, but is not limited to, charges of inefficiency, incompetence, insubordination, moral

misconduct, habitual tardiness or absenteeism, abuse of sick leave, and violation of published

department work rules.

CITY: City of Henderson

City Manager: The person designated as the chief executive officer having final authority by law

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in all matters relating to employment in the CITY, except as provided by this Agreement.

City Seniority: Continuous service, not broken by dismissal, resignation, reinstatement,

commencing on the date of hire as a regular full-time employee.

Classification: A group of positions which have essentially similar duties and responsibilities are

allocated to the same salary range by this Agreement, and are designated by the same general

title.

Classification Seniority: An employee’s total length of service within a classification.

Classification Specifications: A written description of the work required of positions in the

classification that includes the classification title, definition, authority, examples of duties and

responsibilities, and minimum or desirable qualifications. Classification specifications are

descriptive and explanatory of the general work required in positions in that classification and are

not necessarily inclusive of all duties to be performed in a particular position.

Compensatory Time Off: Time off with pay in lieu of overtime pay

Decision-Making Leave: One day's leave imposed with or without pay, issued in the disciplinary

process whereby an employee is provided an opportunity to decide whether he wishes to continue

employment with the CITY.

Demotion: Movement of an employee from one classification to a different classification that is on

a lower salary grade than the original classification.

Emergency: A situation or occurrence of a serious nature, (i.e. threat of life or property) developing

suddenly and unexpectedly and demanding immediate attention.

Emergency Annual Leave: Leave that may be granted after a request for immediate annual leave

that, by the nature of the condition prompting the request, could not have reasonably been predicted

in advance of need and been scheduled in accordance with normal departmental policy.

FMLA (Family Medical Leave Act): The U.S. Family and Medical Leave Act of 1993 outlines the

family care and medical conditions under which an employee may take time off for a limited time

period, with job protection, provided the employee returns to work.

Gender Definition: In accordance with NRS 0.030, and except as otherwise expressly provided in

a particular statute or required by this context:

(a) the masculine gender includes the feminine and neuter genders;

(b) the singular number includes the plural number, and the plural includes the singular;

The use of a masculine noun in conferring a benefit or imposing a duty does not exclude the

female person from that benefit or duty. The use of a feminine noun or pronoun in conferring a

benefit or imposing a duty does not exclude a male person from that benefit or duty.

Grade: A term used to designate a salary range to which one or more classifications may be

allocated.

Holiday: A day set aside for the special observance of a memorable event or occasion.

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Immediate Family: An employee's spouse, child, father, step-father, mother, step-mother, brother,

sister, step or foster child, grandchild, grandparent, father/mother-in-law, sister/brother-in-law,

son/daughter-in-law, spouse’s grandparents.

Incident of Use (Sick Leave): Any period of continuous absence for the same reason, or the use of

sick leave for an individual condition that requires repeated treatment. Use of family illness sick

leave for a scheduled medical/dental appointment shall not constitute an incident of sick leave.

Job Family: Job Families are groups of occupations based upon work performed, skills,

education, training, and credentials having classifications with promotional progressions i.e.

Administrative Assistants.

Job-Related Disability: Incapacity resulting from an accident or occupational disease arising out

of and/or in the course of employment as defined in NRS 616 and 617.

Lateral Transfer: A lateral transfer is a move from one position to another position at the same

salary grade in the same or a different department.

Negotiations: The process of collective bargaining between the CITY and the UNION that

determines the contract between the CITY and the UNION.

Normal Work Day: The hours normally required for an employee to work any one day or one shift

pursuant to the terms of this Agreement.

Normal Work Week: An employee's normal work week will be as designated depending upon

work site and classification assignment.

NRS 288: The section of Nevada Statute, titled “Relations Between Government and Public

Employees” that provides for discussions and resolution of differences regarding wages, hours, and

conditions of employment.”

Overtime: Time that an employee works in addition to the employee's normal work schedule.

Part-time Employee: An employee, not represented by the classified service, who works less than

the equivalent of full-time hours in a calendar year and whose base hourly pay constitutes their

entire compensation.

Positions Requiring Seven-Day Coverage: A position which is assigned to a duty location that is

regularly scheduled to operate seven days a week.

Probationary Employee (Initial Hire): An employee who has not completed the initial (1) one-year

probationary period of employment and whose regular appointment has not been confirmed.

Probationary employees may not appeal separation from CITY employment for performance or

disciplinary reasons through the grievance procedure of this Agreement.

Promotion: A change of an employee from a position in one classification to a position in a higher

classification, when such change is other than a result of reclassification of the employee or

reallocation of the position. Such advancement carries more responsibility and an increased salary.

Qualifying Period: A regular employee appointed, transferred, or promoted to a non-temporary

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classified position in the CITY may be required to serve a qualifying period prior to confirmation of

the appointment.

Recovery Time: For every hour worked (partial hour) on call-out, or call-back or regular overtime

during the eight (8) hour period immediately prior to the employee’s regular shift, the employee

will be allowed to take the following day, an equivalent number of hours at their regular rate of pay,

CITY-paid recovery time. Recovery time should normally be used at the beginning of the regular

shift to ensure the employee has had adequate rest before working their normal shift hours.

Reassignment: The movement of an employee or a position from one work unit to another within

the organization with no change of classification.

Reclassification: The movement of an employee from one classification to another classification

resulting from significant changes in assigned duties and responsibilities.

Regular Employee: One who has successfully completed their initial probationary period.

Removal of Disciplinary Records: The process by which CITY management removes material,

specifically including that of a detrimental nature relating to a specific incident regarding an

employee, from CITY files.

Salary Range: The minimum and maximum base salaries which may be paid to an employee

working in a classification.

Salary Schedule: The range structure for allocation of classifications wages as established by this

Agreement.

Shift: The hours which an employee is normally scheduled to work on any normal work day.

Split Schedule: A Split-Schedule is defined as a regular work schedule of four (4) non-consecutive

nine and one-half (9.5) hour shifts within a seven-day (7) day workweek. The split schedule must

include both a Monday and Friday workday.

Split-Shift: There shall be no split shifts defined as working a partial shift, being released from

work and then being required to return to finish the shift at a later time during the same workday.

Stand-By: Compensation earned for holding oneself ready for duty while off duty.

Step Increases: Annual salary increases as outlined in the contract.

Suspension: A temporary removal from work status, with or without pay, resulting from, or pending,

disciplinary action.

Temporary employees: Employees whose position will be staffed for six months or less.

UNION: Teamsters Local 14

Termination: The separation of an employee from employment with the CITY.

Transfer: The formal movement of an employee or a position from one department to another

department without any change to the classification of the position.

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Wages: Salary agreed to in this Agreement.

Within-Grade Increase: A salary increase given to an employee, whose current salary is below

the tip of the range, after successful completion of a probationary or qualifying period. The increase

will be equal to the top of the range for that classification.

Working Out of Classification: Situation occurs when an employee is assigned to spend the

majority (more than fifty [50%] percent) of his/her time performing duties in a higher existing

classification.

Work Week: Official, regular, full-time workweek certified by a public employer.

ARTICLE 40. DURATION OF AGREEMENT

Section 1: This First Amended and Restated Agreement, dated July 1, 2021, shall be effective

from July 1, 2021 through June 30, 2023.

Section 2: In the event the parties cannot negotiate a new Contract, it is agreed that the

parties shall comply with statutory impasse procedures.

Section 3: Each party reserves its rights as established by Chapter 288 of the Nevada

Revised Statutes, as amended.

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IN WITNESS WHEREOF, the parties have executed and delivered this Agreement as of

the Effective Date.

Date of Council Action: August 23, 2022

TY OF HENDERSON

CLARK COUNTY, NEVADA

___________________________ ______________________________

RICHARD DERRICK

Date

ity Manager /CEO

TTEST: APPROVED AS TO FUNDING:

__________________________

______________________________

JOSE LUIS VALDEZ, CMC JIM MCINTOSH

City Clerk Chief Financial Officer

PPROVED AS TO CONTENT: APPROVED AS TO FORM:

________________________

_________________________ ______

BROOKE STREAM NICHOLAS G. VASKOV CAO

Director of Human Resources City Attorney Review

TEAMSTERS LOCAL #14

__________________________ ______________________________

Name: Grant Davis Date

President

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This addendum contains terms and conditions specific to Teamster Local 14 represented

positions within the Henderson Police Department. All contract language that is not explicitly

modified in this addendum remains intact and valid for such employees.

ARTICLE 6. Clothing and Personal Effects

Section 2:

f. It is understood by and between the parties that, in lieu of the clothing

allowance, Central Control Room Operators and Detention Center

Technicians will be provided with 4 polo shirts annually.

g. For employees of the Communications Bureau and Henderson

Detention Center, leather tennis/gym shoes or other similar footwear

with non-skid soles may be worn with approval by the supervisor.

h. It is understood that when Communication Bureau or Henderson

Detention Center employees need to attend a public event or an internal

event (i.e., training, Henderson Huddle, etc) in a professional capacity,

business casual attire is required.

ARTICLE 9. SENIORITY

Section 1: CITY seniority is continuous service, not broken by dismissal or resignation

without reinstatement, commencing from the date of hire as a regular full-time

employee. CITY seniority shall apply for vacation bids. It is understood between

the CITY and the UNION that this is not intended to detract from those matters

which are clearly a management right.

(a) If two employees’ dates of hire are the same, the tiebreaker shall be

based on their ranking on the eligibility list from which they were hired.

Should their ranking be identical, alphabetical ranking of last names will

be used.

Section 2: Classification seniority will be established for positions within the Henderson

Police Department that are subject to multiple shifts within the same work day. If

a classification becomes subject to shifts other than day shift, classification

seniority dates will be established before the new shift(s) are established.

Classification seniority will be used for shift bids and overtime selection.

Classification seniority is the date the employee is assigned to the position as a

full-time employee.

(a) If two employees’ classification seniority dates are the same, the

tiebreaker shall be based on their ranking on the eligibility list from which

they were hired or selected into the position. Should their ranking be

identical, CITY seniority would apply and if CITY seniority is not applicable

or is the same date for multiple employees, the alphabetical ranking of

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last names will be used.

Section 3: Once accumulated, classification seniority in previously held positions is retained

by employees who promote, demote (either voluntarily or involuntarily) or are

reclassified to another classification within the CITY. For example; an employee

works in a classification for two (2) years, promotes to a new position and then

returns to their previous classification one (1) year later. The employee’s original

two (2) years of classification seniority is retained and they would be placed on

the classification seniority list reflecting two (2) years of seniority. However, if an

employee leaves a classification in which the held classification seniority and do

not return to that classification before the amount of time equal to the time spent

in the classification, they will lose their previous classification seniority and

establish a new classification seniority date. For example: an employee works in

a classification for two (2) years, promotes to a new position and then returns to

their previous classification three (3) years later. The employee’s original two (2)

years of classification seniority is forfeited and they would be placed on the

classification seniority list on the date they return. This provision applies to a

both voluntary and an involuntary return to a previous classification.

No classification seniority accrues when working out-of-class in a higher

classification on a temporary basis or when regularly assigned to a different

classification through promotion, demotion or reclassification.

ARTICLE 10. PROMOTION

Section 1: All promotions shall be subject to a qualifying period of up to six (6) months. The

qualifying period does not begin until the employee has been released from the

formalized training program for the classification. Employees will be notified in

writing that their training program has been completed and the date their qualifying

period begins. A competency and experience-based promotional progression has

been developed for the Crime Scene Technician/Analyst classifications and

movement to higher paid classifications will be accomplished without CITY-wide

bidding.

ARTICLE 12. LUNCH AND REST PERIODS

Section 1: Each employee shall be granted one-half (1/2) hour for lunch, and such time shall

be allowed to the extent possible after four and one-half (4-1/2) hours from the

beginning of the regular shift and before the end of six (6) hours from the beginning

of the regular shift.

(a) Crime Scene Unit will be allowed two (2) fifteen (15) minute breaks and a

thirty (30) minute unpaid lunch.

ARTICLE 15. OVERTIME, CALL-OUT, CALL-BACK, RECOVERY TIME AND STANDBY

PAY

Section 2: The definition of call-out for employees working in seven day/twenty four hour

operations within the Police Department is amended to require forty-eight (48)

hours’ notice. This includes the Crime Scene Analyst classification.

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Unit

ARTICLE 16 HOLIDAYS

Section 1: Employees working twelve (12) hour shifts receive six (6) hours of holiday pay for

Christmas Eve. Employees working a night that begins on December 23

would

be eligible for holiday pay for the last half of their shift on December 24

. Employees

working a night shift where the 1

half of the shift is on December 24

would receive

half of a shift of holiday pay, or banked hours plus their regular hours worked at

their regular rate until midnight on Christmas Eve.

ARTICLE 18 SICK LEAVE

Section 1: Employees assigned to 12 hours shifts of 3 days in one work week and 4 days in

the following work week will accrue 12 hours of sick leave each month.

ARTICLE 24: EMPLOYMENT STATUS AND DISCIPLINE

Section 5: Discipline and Disciplinary Procedure: Discipline can be administered in

accordance with Article 24 for any violation of any provision of this Labor Agreement.

The CITY is committed to utilize disciplinary actions as a means to change and

correct behavior, rather than as a form of punishment or embarrassment. The

CITY will normally apply discipline progressively, and both parties acknowledge that

there will be times when non-progressive discipline, up to termination, may be

warranted.

Should the CITY initiate an investigation of alleged employee misconduct; the

investigation will be completed along with any disciplinary recommendation, within

fourteen (14) calendar days of the initial employee interview. Should

circumstances preclude compliance with this timeframe, the Employee Relations

Manager will notify Local 14 and provide an estimate for completing the

investigation. If there is a disciplinary recommendation of suspension, demotion

or termination, the required hearing with the City Manager or designee may occur

after this fourteen (14) day period.

Investigations of alleged misconduct or performance deficiencies for employees

working within the Henderson Police Department will normally be conducted jointly

by Employee Relations and the management of the Police Department. There will

be isolated situations where investigations will be conducted jointly by the Internal

Affairs Bureau and Employee Relations. Should such an investigation be initiated,

the leadership of Teamsters Local 14 will be advised of the nature and extent of

this investigation. Such joint investigation will be conducted under the same

framework of due process and just cause as would occur for any other employee

working outside the Police Department.

DocuSign Envelope ID: 2B430BA2-D58A-4EF6-BF8A-743CBF8CA83A

Teamsters

Local

No.

First Amended and Restated Agreement

Blue

Collar

Contract

2021-2023

Blue

Collar

Bargaining

Unit

Specialty Pay for Water and Wastewater Employees - EXHIBIT A

The parties agree to the following:

1. Employees who operate the crane in the course of their duties will receive a premium of

10% above their hourly wage for each hour in which they actually operate the crane.

2. Employees who act in the capacity of oiler/rigger while the crane is in operation will

receive a premium of 10% above their hourly wage for each hour in which they act in

such capacity.

3. Employees will code their time as OOC10 for each hour they actually operate the crane

and there will be no minimum time requirement to qualify for this additional pay.

4. Identification of the employees eligible to train for and operate the crane will be at the

discretion of the City and the number of eligible employees will be determined by

operational need.

In order to qualify the employee must:

5. Hold a current Class B CDL with air brake endorsement.

6. Have successfully gained the “Certification of Crane Operators” for a crane capacity of

“above 17.5 tons”.

7. Have been identified by the City as being eligible to work the crane.

DocuSign Envelope ID: 2B430BA2-D58A-4EF6-BF8A-743CBF8CA83A

Teamsters

Local

No.

First Amended and Restated Agreement

Blue

Collar

Contract

2021-2023

Blue

Collar

Bargaining

Unit

Classification and Compensations Review - EXHIBIT B

The parties have agreed to collaboratively complete a review of the current job content

(classification) and market rates of pay (compensation) for the positions covered by these

agreements. Local 14 will identify a Co-Chairman of the working committee and will identify two

(2) members of each contract group to participate in this review. The City’s Human Resources

Director and identified staff from Human Resources and the operating units within the City will

complete the committee. The Committee may be assisted by external consultants and will:

• Agree on the “like jurisdictions” that will be used for the review. It should be understood

from the onset that certain departments or areas of the City will have different comparators

to ensure the breadth of the data collected. Specifically, the positions within the

Department of Utility Services will be compared to other organizations that perform

similar utility work and many cities do not operate their own utility.

• Ensure that current work responsibilities are accurately reflected in new job descriptions.

• Ensure that market data that is gathered is an “apple-to-apple” comparison to the City’s

positions.

• Use the market data to create a new wage structure for the three (3) contract groups.

• Work collaboratively to implement any changes that the parties agree to in future

negotiations.

The City acknowledges that the implementation of the study results are mandatory subjects of

bargaining as defined in NRS 288 and to that end, the parties have agreed that should current

positions be determined to be above market compensation, those individuals would have their

hourly pay frozen or “redlined” and they would not be subject to a reduction in their hourly rate.

The working Committee will provide joint communications to all covered employees during the

review process.

DocuSign Envelope ID: 2B430BA2-D58A-4EF6-BF8A-743CBF8CA83A

Exhibit C

Bureau of

Labor

Statistics

CPI for All Urban Consumers (CPI-

Original Data Value

Series Id: CUURN400SA0

Not Seasonally Adjusted

Series Title: All items in West - Size Class B/C, all urban

Area:

Item: All items

Base Period: DECEMBER 1996=100

Years: 2011 to 2021

Year

Jan

Feb

Mar

Apr

May

Jun

Jul

Aug

Sep

Oct

Nov

Dec

Annual

HALF1

HALF2

2011

134.917

135.826

137.200

138.174

138.598

138.269

138.128

138.171

138.564

138.696

138.411

138.017

137.748

137.164

138.331

2012

138.465

138.997

140.235

140.619

140.834

140.375

139.645

139.971

140.600

140.847

140.287

139.768

140.054

139.921

140.186

2013

139.865

141.072

141.573

141.788

141.838

141.805

141.940

142.228

142.277

141.954

141.736

141.751

141.652

141.324

141.981

2014

141.998

142.120

142.813

143.077

144.253

144.522

144.435

144.317

144.506

144.214

143.398

142.669

143.527

143.130

143.923

2015

142.022

143.005

143.887

144.426

145.346

145.198

144.917

144.752

144.507

144.379

143.595

143.398

144.119

143.981

144.258

2016

143.932

144.128

144.264

145.128

145.942

145.866

145.850

145.829

146.130

146.328

146.004

145.918

145.443

144.877

146.010

2017

146.469

147.451

147.880

148.496

148.789

148.792

148.691

149.255

149.954

150.336

150.003

149.920

148.836

147.980

149.693

2018

150.564

151.200

151.702

152.350

153.201

153.546

153.464

153.797

154.158

154.729

154.625

154.228

153.130

152.094

154.167

2019

154.328 154.671 155.178 156.523 157.488 157.564 157.465 157.654 157.738 158.635 158.482 158.496 157.019

155.959 158.078

2020

158.599

159.183

159.129

158.824

158.301

158.857

159.752

160.528

160.846

161.141

161.069

160.840

159.756

158.816

160.696

2021

161.199

162.042

163.257

165.088

166.813

Example Calculation:

CPI for preceding full calendar year (Annual column) = 159.756

Less CPI for previous preceding full calendar year (Annual column) = 157.019

Equals index point change = 2.737

Divided by previous preceding full calendar year (2.727/157.019) = 0.0174

Result multiplied by 100 = 1.74%

*In this example, the base wage increase would be 2.25% per the minimum in Article 4, Section 2.

DocuSign Envelope ID: 2B430BA2-D58A-4EF6-BF8A-743CBF8CA83A

Includes COLA Increases and PERS Reduction

Teamsters

Local

No.

First Amended and Restated

Blue

Collar

Contract

2021-2023

Blue

Collar

Bargaining

Unit

EXHIBIT D- Teamsters Local 14

Blue Collar Wage Schedule

Fiscal Year 2021-2022

Effective July 1, 2021

Title

Grade

Hrs

Step 1

Step 2

Step 3

Step 4

Animal Control Officer

443

$ 32.243

$ 33.800

$ 35.357

$ 36.920

Aquatics Maintenance Technician

454

$ 33.935

$ 35.576

$ 37.215

$ 38.856

Asset Data Collection Specialist

422

$ 29.046

$ 30.451

$ 31.858

$ 33.259

Assistant Real Property Agent

436

$ 31.174

$ 32.679

$ 34.186

$ 35.694

Barricade Inspector

454

$ 33.935

$ 35.576

$ 37.215

$ 38.856

Building Inspector Trainee

358

$ 21.382

$ 22.414

$ 23.449

$ 24.483

Building Plans Examiner Trainee

358

$ 21.382

$ 22.414

$ 23.449

$ 24.483

Business License Inspector

498

$ 43.778

$ 45.898

$ 48.014

$ 50.127

Closed Circuit Television Systems Technician

443

$ 32.243

$ 33.800

$ 35.357

$ 36.920

Code Enforcement Officer

458

$ 34.695

$ 36.372

$ 38.049

$ 39.727

Code Enforcement Officer - Building Certified

486

$ 39.415

$ 41.321

$ 43.230

$ 45.129

Combination Building Inspector

486

$ 39.415

$ 41.321

$ 43.230

$ 45.129

Combination Building Inspector 1

487

$ 40.208

$ 42.150

$ 44.092

$ 46.039

Combination Building Inspector 2

489

$ 41.007

$ 42.991

$ 44.973

$ 46.952

Combination Building Inspector 3

494

$ 41.828

$ 43.852

$ 45.875

$ 47.890

Combination Plans Examiner

486

$ 39.415

$ 41.321

$ 43.230

$ 45.129

Combination Plans Examiner 1

487

$ 40.208

$ 42.150

$ 44.092

$ 46.039

Combination Plans Examiner 2

489

$ 41.007

$ 42.991

$ 44.973

$ 46.952

Combination Plans Examiner 3

494

$ 41.828

$ 43.852

$ 45.875

$ 47.890

Conservation Awareness Assistant

355

$ 18.302

$ 19.187

$ 20.074

$ 20.955

Control Systems Technician I

468

$ 36.451

$ 38.212

$ 39.974

$ 41.735

Control Systems Technician II

486

$ 39.415

$ 41.321

$ 43.230

$ 45.129

Crime Scene Analyst I

450

$ 33.183

$ 34.789

$ 36.389

$ 37.993

Crime Scene Analyst II

486

$ 39.415

$ 41.321

$ 43.230

$ 45.129

Crime Scene Technician

431

$ 30.437

$ 31.904

$ 33.379

$ 34.851

Cross Connection Control Technician

447

$ 33.032

$ 34.633

$ 36.229

$ 37.822

Custodian

380

$ 23.070

$ 24.184

$ 25.299

$ 26.416

Design Technician I

412

$ 27.608

$ 28.946

$ 30.279

$ 31.611

Design Technician II

436

$ 31.174

$ 32.679

$ 34.186

$ 35.694

Design Technician III

479

$ 38.443

$ 40.306

$ 42.161

$ 44.018

Electrical Design Technician

460

$ 34.827

$ 36.511

$ 38.195

$ 39.878

Engineering Design Technician-GIS

458

$ 34.695

$ 36.372

$ 38.049

$ 39.727

Equipment Operator I

420

$ 28.844

$ 30.240

$ 31.634

$ 33.026

Equipment Operator II

441

$ 31.963

$ 33.510

$ 35.057

$ 36.600

Equipment Operator III

455

$ 34.181

$ 35.837

$ 37.489

$ 39.137

Facilities Maintenance Electrician

468

$ 36.451

$ 38.212

$ 39.974

$ 41.735

Facility Maintenance Technician I

358

$ 21.382

$ 22.414

$ 23.449

$ 24.483

Facility Maintenance Technician II

420

$ 28.844

$ 30.240

$ 31.634

$ 33.026

Facility Maintenance Technician III

468

$ 36.451

$ 38.212

$ 39.974

$ 41.735

Fingerprint Technician

429

$ 30.123

$ 31.583

$ 33.039

$ 34.490

Fire and Life Safety Technician

468

$ 36.451

$ 38.212

$ 39.974

$ 41.735

Fire Equipment Mechanic

467

$ 36.157

$ 37.912

$ 39.659

$ 41.402

Fire Inspector II

486

$ 39.415

$ 41.321

$ 43.230

$ 45.129

DocuSign Envelope ID: 2B430BA2-D58A-4EF6-BF8A-743CBF8CA83A

Includes COLA Increases and PERS Reduction

Teamsters

Local

No.

First Amended and Restated Agreement

Blue

Collar

Contract

2021-2023

Blue

Collar

Bargaining

Unit

Teamsters Local 14

Blue Collar Wage Schedule

Fiscal Year 2021-2022

Effective July 1, 2021

Title

Grade

Hrs

Step 1

Step 2

Step 3

Step 4

Fire Safety Plans Examiner I

458

$ 34.695

$ 36.372

$ 38.049

$ 39.727

Fire Safety Plans Examiner II

486

$ 39.415

$ 41.321

$ 43.230

$ 45.129

Floodplain Technician

429

$ 30.123

$ 31.583

$ 33.039

$ 34.490

GIS Assistant

358

$ 21.382

$ 22.414

$ 23.449

$ 24.483

GIS Technician

458

$ 34.695

$ 36.372

$ 38.049

$ 39.727

Graffiti Removal Painter

412

$ 27.608

$ 28.946

$ 30.279

$ 31.611

HVAC Technician

468

$ 36.451

$ 38.212

$ 39.974

$ 41.735

Irrigation Systems Technician

475

$ 37.918

$ 39.754

$ 41.583

$ 43.417

Kennel Attendant

403

$ 26.534

$ 27.815

$ 29.101

$ 30.382

Land Development Plans Examiner I

458

$ 34.695

$ 36.372

$ 38.049

$ 39.727

Land Development Plans Examiner II

486

$ 39.415

$ 41.321

$ 43.230

$ 45.129

Leak Detection Specialist

358

$ 21.382

$ 22.414

$ 23.449

$ 24.483

Materials Lab Technician

475

$ 37.918

$ 39.754

$ 41.583

$ 43.417

Materials Technician

466

$ 36.071

$ 37.817

$ 39.558

$ 41.298

Mechanic I

420

$ 28.844

$ 30.240

$ 31.634

$ 33.026

Mechanic II

448

$ 33.054

$ 34.659

$ 36.255

$ 37.849

Mechanic III

461

$ 35.182

$ 36.886

$ 38.586

$ 40.284

Meter Services Specialist I

399

$ 26.036

$ 27.293

$ 28.550

$ 29.809

Meter Services Specialist II

422

$ 29.046

$ 30.451

$ 31.858

$ 33.259

Meter Services Specialist III

447

$ 33.032

$ 34.633

$ 36.229

$ 37.822

Neighborhood Response Maintenance Worker

412

$ 27.608

$ 28.946

$ 30.279

$ 31.611

Park Operations Assistant

355

$ 18.302

$ 19.187

$ 20.074

$ 20.955

Parks and Facilities Maintenance I

366

$ 22.388

$ 23.469

$ 24.550

$ 25.634

Parks and Facilities Maintenance II

416

$ 28.109

$ 29.467

$ 30.825

$ 32.185

Parks and Facilities Maintenance III

438

$ 31.474

$ 33.001

$ 34.522

$ 36.039

Parks Inspector

475

$ 37.918

$ 39.754

$ 41.583

$ 43.417

Parks Mechanic

454

$ 33.935

$ 35.576

$ 37.215

$ 38.856

Parks Mechanic Trainee

431

$ 30.437

$ 31.904

$ 33.379

$ 34.851

Planning Analyst

454

$ 33.935

$ 35.576

$ 37.215

$ 38.856

Plans Technician

429

$ 30.123

$ 31.583

$ 33.039

$ 34.490

Playground Equipment Technician

434

$ 30.856

$ 32.347

$ 33.838

$ 35.332

Plumber

468

$ 36.451

$ 38.212

$ 39.974

$ 41.735

Pretreatment Inspector I

423

$ 29.250

$ 30.663

$ 32.078

$ 33.489

Pretreatment Inspector II

458

$ 34.695

$ 36.372

$ 38.049

$ 39.727

Public Works Inspector

475

$ 37.918

$ 39.754

$ 41.583

$ 43.417

Public Works Maintenance I

403

$ 26.534

$ 27.815

$ 29.101

$ 30.382

Public Works Maintenance II

423

$ 29.250

$ 30.663

$ 32.078

$ 33.489

Real Property Agent

488

$ 40.364

$ 42.321

$ 44.270

$ 46.217

Senior City Maintenance Electrician

486

$ 39.415

$ 41.321

$ 43.230

$ 45.129

Senior Design Technician

490

$ 41.390

$ 43.390

$ 45.390

$ 47.392

Senior HVAC Technician

486

$ 39.415

$ 41.321

$ 43.230

$ 45.129

Senior Kennel Attendant

422

$ 29.046

$ 30.451

$ 31.858

$ 33.259

Signs and Markings Technician

434

$ 30.856

$ 32.347

$ 33.838

$ 35.332

DocuSign Envelope ID: 2B430BA2-D58A-4EF6-BF8A-743CBF8CA83A

Teamsters

Local

No.

First Amended and Restated Agreement

Blue

Collar

Contract

2021-2023

Blue

Collar

Bargaining

Unit

Teamsters Local 14

Blue Collar Wage Schedule

Fiscal Year 2021-2022

Effective July 1, 2021

Includes COLA Increases and PERS Reduction

Title

Grade

Hrs

Step 1

Step 2

Step 3

Step 4

Special Programs and Services Work Program Coordinator

431

$ 30.437

$ 31.904

$ 33.379

$ 34.851

Stormwater Public Works Inspector

475

$ 37.918

$ 39.754

$ 41.583

$ 43.417

Street Lighting Serviceperson

443

$ 32.243

$ 33.800

$ 35.357

$ 36.920

Survey Technician I

428

$ 29.826

$ 31.272

$ 32.711

$ 34.151

Survey Technician II

448

$ 33.054

$ 34.659

$ 36.255

$ 37.849

Teamsters Local 14 Liaison

498

$ 43.778

$ 45.898

$ 48.014

$ 50.127

Traffic Signal Technician

466

$ 36.071

$ 37.817

$ 39.558

$ 41.298

Utility Asset Technician

461

$ 35.182

$ 36.886

$ 38.586

$ 40.284

Utility Building Plans Examiner I

458

$ 34.695

$ 36.372

$ 38.049

$ 39.727

Utility Building Plans Examiner II

486

$ 39.415

$ 41.321

$ 43.230

$ 45.129

Utility Civil Plans Examiner I

458

$ 34.695

$ 36.372

$ 38.049

$ 39.727

Utility Civil Plans Examiner II

486

$ 39.415

$ 41.321

$ 43.230

$ 45.129

Utility Electrical Services Planner/Scheduler

486

$ 39.415

$ 41.321

$ 43.230

$ 45.129

Utility Equipment Operator I

420

$ 28.844

$ 30.240

$ 31.634

$ 33.026

Utility Equipment Operator II

441

$ 31.963

$ 33.510

$ 35.057

$ 36.600

Utility Equipment Operator III

455

$ 34.181

$ 35.837

$ 37.489

$ 39.137

Utility Field Operations Planner/Scheduler

451

$ 33.211

$ 34.823

$ 36.429

$ 38.028

Utility Inventory Control Technician

423

$ 29.250

$ 30.663

$ 32.078

$ 33.489

Utility Line Locator

422

$ 29.046

$ 30.451

$ 31.858

$ 33.259

Utility Maintenance Aide

358

$ 21.382

$ 22.414

$ 23.449

$ 24.483

Utility Maintenance Planner/Scheduler

474

$ 37.543

$ 39.362

$ 41.177

$ 42.986

Utility Meter Services Planner/Scheduler

438

$ 31.474

$ 33.001

$ 34.522

$ 36.039

Utility Serviceperson I

403

$ 26.534

$ 27.815

$ 29.101

$ 30.382

Utility Serviceperson II

428

$ 29.826

$ 31.272

$ 32.711

$ 34.151

Utility Serviceperson II-Certified

434

$ 30.856

$ 32.347

$ 33.838

$ 35.332

Utility Services Engineering Technician

479

$ 38.443

$ 40.306

$ 42.161

$ 44.018

Utility Services Systems Electrician I

468

$ 36.451

$ 38.212

$ 39.974

$ 41.735

Utility Services Systems Electrician II

486

$ 39.415

$ 41.321

$ 43.230

$ 45.129

Vehicle Parts Specialist

448

$ 33.054

$ 34.659

$ 36.255

$ 37.849

Vehicle Serviceperson

392

$ 25.163

$ 26.377

$ 27.589

$ 28.810

Vehicle Services Assistant

358

$ 21.382

$ 22.414

$ 23.449

$ 24.483

Wastewater Facilities Operator I

423

$ 29.250

$ 30.663

$ 32.078

$ 33.489

Wastewater Facilities Operator II

458

$ 34.695

$ 36.372

$ 38.049

$ 39.727

Wastewater Facilities Operator II - Certified

468

$ 36.451

$ 38.212

$ 39.974

$ 41.735

Water Facilities Operator I

423

$ 29.250

$ 30.663

$ 32.078

$ 33.489

Water Facilities Operator II

458

$ 34.695

$ 36.372

$ 38.049

$ 39.727

Water Facilities Operator II - Certified

468

$ 36.451

$ 38.212

$ 39.974

$ 41.735

Welder

468

$ 36.451

$ 38.212

$ 39.974

$ 41.735

DocuSign Envelope ID: 2B430BA2-D58A-4EF6-BF8A-743CBF8CA83A

Teamsters

Local

No.

First Amended and Restated Agreement

Blue

Collar

Contract

2021-2023

Blue

Collar

Bargaining

Unit

EXHIBIT E

City of Henderson and Teamsters Local 14

Chief Shop Steward (“CSS”)

With an interest in efficient, collaborative labor relations interaction between the City and the

Union, the Parties are equally committed to the successful utilization of the Chief Shop

Steward ("CSS") position. The assignment to the “CSS” position will be at the sole discretion

of the Secretary/Treasurer of Teamsters Local 14 and the “CSS” will be classified as an

exempt employee within the City of Henderson and Local 14 Supervisors Agreement. The

“CSS” will be responsible to manage their schedule and daily activities and will inform the HR

Director or designee of all vacation and sick leave requests.

Article 29, Section 6 of the Collective Bargaining Agreement states that the “City and

Teamsters Local 14 have reached agreement to create a Union Liaison position and Local 14

will designate who will occupy this full-time position. The details of this agreement are

contained in the associated Memorandum of Agreement.” This language is intended to

implement Article 29, Section 6.

The City and Teamsters agree to the following terms regarding the position of “CSS":

1. The City agrees to provide the “CSS” with appropriate office space and computer

equipment, access to the City's email system and a dedicated email address to

facilitate the overall effectiveness of this position. Emails sent through the City email

system are subject to public records and are the City’s records. If Teamsters

desires to have a confidential communication, the City’s email system should not be

used.

2. The CSS will be eligible for annual safety shoe voucher program (set forth in Article

6, Section 2(b)) in order to allow for the CSS to safely and effectively in visit all

members at their work sites.

3. Effective retroactively to July 1, 2021, the City will compensate the “CSS” at the top

rate consistent with the top of the highest wage scale represented by the Union. At

this current time the compensation would be Step 4 of Range 516 of the Teamsters

Supervisors’ Collective Bargaining Agreement.

4. Should the “CSS” assignment end for the incumbent, the incumbent will be

reassigned as follows:

(a) The employee shall be returned to their former classification at the highest Pay

Grade in that classification and the same Step for which they were compensated as

the “CSS.”

(b) If the employee’s former classification is not available, the City will review all other

Teamster vacancies for which the employee is qualified to perform, and offer the

employee the vacant position that is closest in wages to the employee’s former

classification. The employee will be placed in the Step that brings their wages

closest to the Pay Grade and Step they were earning in their former classification.

DocuSign Envelope ID: 2B430BA2-D58A-4EF6-BF8A-743CBF8CA83A

Teamsters

Local

No.

First Amended and Restated Agreement

Blue

Collar

Contract

2021-2023

Blue

Collar

Bargaining

Unit

acceptable resolution and the employee shall be placed on administrative leave

earning their former classification pay until, for example, a vacancy opens up for

which they are qualified.

(d) It is recognized that there may be a period of training and/or re-acclimation for

the “CSS” upon the incumbent’s return to his or her former classification and will

be provided with an appropriate amount of time, as determined by the supervisor,

to obtain updated certifications if so required.

(e) If the employee is placed in accordance with (b) and (c) of this Section, the

employee will be in a qualifying period for six (6) months.

DocuSign Envelope ID: 2B430BA2-D58A-4EF6-BF8A-743CBF8CA83A