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Updated January 2021
STATE OF OREGON, EMPLOYMENT RELATIONS BOARD
UNFAIR LABOR PRACTICE COMPLAINT
AGAINST PUBLIC EMPLOYER
File your complaint (with any attachments) and pay the $300 filing fee on our online Case
Management System-CMS. You may also mail, fax, email, or hand-deliver your complaint to:
Employment Relations Board
528 Cottage St. NE, Suite 400
Salem, OR 97301
Email: [email protected]
Fax: (503) 373-0021
Phone: (503) 378-3807
If using our online CMS, you will be directed to a payment option to pay the required $300 filing fee. At this
time, only ACH payments (i.e., those using a checking account) can be processed through our CMS—credit
card payments are not currently supported. If you do not use our online payment system, you may also mail
or hand deliver the $300 filing fee. Your filing is not complete until the $300 is paid. There is an additional
$25 fee to file a document by fax.
For ERB Use Only
Case No.:
Date Filed:
1. COMPLAINANTName, address, phone number, and email address.
Oregon AFSCME Council 75 Local 189
6025 E. Burnside St
Portland, OR 97215
2. COMPLAINANT’S REPRESENTATIVE
Name, address, phone number, and email address.
Jason Weyand – Tedesco Law Group
1316 NE Broadway, Unit A
Portland, OR 97232
(866) 697-6015
3. RESPONDENT (EMPLOYER)
Name, address, phone number, and email address.
City of Portland – Labor Relations
1120 SW Fifth Avenue
Portland, OR 97204
503-823-3572
4. RESPONDENT’S REPRESENTATIVE
Name, address, phone number, and email address.
Lory Kraut
Portland City Attorney’s Office
1221 SW 4th Avenue, Suite 430
Portland, OR 97204
503-823-4047
5. Complainant alleges that Respondent has violated the following subsection(s) of ORS 243.672(1) or ORS 243.752 of the Public
Employee Collective Bargaining Act, which make it an unfair labor practice for a public employer or its designated representative
to (check all that apply):
X 243.672(1)(a): Interfere with, restrain or coerce employees in or because of the exercise of rights guaranteed in ORS 243.662.
X 243.672(1)(c): Discriminate in regard to hiring, tenure or any terms or condition of employment for the purpose of encouraging
or discouraging membership in an employee organization.
X 243.672(1)(d): Discharge or otherwise discriminate against an employee because the employee has signed or filed an affidavit,
petition or complaint or has given information or testimony under ORS 243.650 to 243.806.
X 243.672(1)(e): Refuse to bargain collectively in good faith with the exclusive representative.
UP-033-21
08/24/21
Updated January 2021
6. This Complaint includes the following requests (check all that apply):
X A request that the Board award a civil penalty, pursuant to ORS 243.676(4) and OAR 115-035-0075.
X A request that the Board order reimbursement of the filing fee, pursuant to ORS 243.672(3) and OAR 115-035-0075.
X A request that the Board expedite all or part of this Complaint, pursuant to OAR 115-035-0060.
7. Statement of Claims
You must attach a statement of claims to this Complaint. The statement must provide the following information:
• A clear and concise statement of the facts involved in each alleged unfair labor practice (including relevant dates, names,
places, and actions);
• A specific reference to each section and subsection of the law allegedly violated; and
• A brief description of the remedies Complainant is seeking.
If you refer to documents in the statement of claims, you may attach copies of those documents to the statement.
If you are requesting a civil penalty and/or filing-fee reimbursement, the statement of claims must also include an explanation of
why you believe a civil penalty and/or filing-fee reimbursement is appropriate in your case, and a clear and concise statement of
the facts alleged in support of the request(s). See OAR 115-035-0075.
If you are requesting expedited processing, you must also provide the affidavit required by the Board’s rules.
See OAR 115-035-0060.
I certify that the statements in this Complaint and the attached statement of claims are true to the best of my
knowledge and information.
By:
Signature of Complainant or Complainant’s Representative
Title Date
Legal Counsel, AFSCME August 23, 2021
STATEMENT OF CLAIMS - 1
STATEMENT OF CLAIMS
The Parties and Relevant Individuals
1. The City of Portland (the “City”) is a public employer as defined by ORS
243.650(20).
2. The American Federation of State, County and Municipal Employees, Local 189
(the “Union”), is a labor organization as defined by ORS 243.650(13). It represents a large
collector unit of City employees in a wide variety of job classifications across the City’s Bureaus.
3. The Union’s collector unit is also a part of the District Council of Trade Unions
(the “DCTU”). DCTU – an umbrella labor organization for City employees that engages in
coalition bargaining with the City. In addition to the Union, the DCTU includes the International
Brotherhood of Electrical Workers, Local 48; International Union of Machinists and Aerospace
Workers, District Lodge 24; Auto Mechanics, District Lodge 24; International Union of Operating
Engineers Local 701; United Association of Journeymen and Apprentices of the Plumbing and
Pipe Fitting Industry of the United States, Canada, Local 290; and the International Union of
Painters and Allied Trades, District Council 5.
4. Baoloc Nguyen is a Council Representative employed by Oregon AFSCME. Mr.
Nguyen’s assignment includes representing Local 189 in labor relations with the City of Portland.
5. Ted Wheeler is the Mayor of the City of Portland. Under the City’s governance
structure, the Mayor is a member of the City Council and presides over Council meetings. The
Mayor oversees City operations generally, and directly oversees specific City Bureaus.
6. Ron Zito is a member of the City’s Labor Relations team and is one of the
individuals that represents the City in labor relations matters involving the Union.
7. DCTU and the City have been parties to successive bargaining agreements going
back decades. The most recent agreement had a term of July 1, 2017 through June 30, 2020 (the
“CBA”). (Exhibit 1). The CBA, as well as the City’s compensation practices and policies, provided
for annual Cost-of-Living Adjustments (COLAs) and regular step increases based on a member’s
longevity in their position.
8. Due to the COVID-19 pandemic, DCTU and the City entered into a comprehensive
Letter of Agreement (the “LOA”) and agreed that the CBA would be extended to December 31,
2020, subject to some specific terms that were modified by the LOA. As part of the LOA, DCTU-
represented employees agreed to temporarily defer their COLAs until January 2021. (Exhibit 2).
9. The CBA expired on December 31, 2020, and the City and the Union have been in
negotiations for a successor CBA.
Background on Non-Represented Employees and the City’s Compensation System
STATEMENT OF CLAIMS - 2
for Those Employees
10. The City employees approximately 1,700 employees in Bureaus throughout the
City that are not represented by any labor organization. This group of employees is referred to in
City policies as “non-represented” employees. Some of these non-represented employees are
supervisory or confidential employees that are excluded from the definition of public employee
under the of the Public Employee Bargaining Act (“PECBA”). However, many of the employees
do not meet these limited exceptions and therefore have the right to collectively bargain.
11. The City establishes the pay, benefits, and working conditions for these non-
represented employees as a distinct employee group within the City. These pay, benefits, and
working conditions are largely set out through the City’s Human Resources Administrative Rules
(“HRAR”), as well as some longstanding practices. Many of these HRARs apply to the City’s
various bargaining units but notes places where those terms are different from the non-represented
employees. (Exhibit 3—City Pay Practices Summary); (Exhibit 4—HRAR 8.04--Compensation);
(Exhibit 5—HRAR 9.02—Performance Management).
12. The City also maintains a single document showing the compensation for its
employees, including the non-represented employees and the various union-represented employee
classifications. (Exhibit 6—2021 - 2022 Compensation Plan).
13. Under the City’s established polices, rules, and practices, the City has consistently
provided non-represented employees with COLA increases on or around July 1 of every nearly
every year in recent memory. The City has also consistently granted non-represented employees
merit increases up to 4.1 percent per year on their anniversary date so long as they receive an
adequate annual evaluation through the City’s standardized merit system. This annual increase in
compensation mirrors a traditional step increase that has merit and longevity components. In
practice, these annual raises were rarely denied to individual non-represented employees.
14. In rare years when the City was faced with economic exigencies that raised the
likelihood of a budget deficit, the City has frozen the standard wage increases for non-represented
employees, usually in conjunction with attempts to negotiate similar wage freezes from
represented employees. Most recently, in response to concerns about the economic impact of the
pandemic, the City froze non-represented employees’ wages on April 11, 2020, taking the unusual
step of withholding merit increases on employees’ anniversary dates and the COLA that would
have been provided on July 1, 2020. (Ex. 7—City FAQ Relating to Freeze).
The Union’s Successful Efforts to Organizing Groups of Unrepresented City
Employees
15. Throughout 2020 and 2021, the Union was contacted by a number of City
employees in non-represented positions about joining the Union’s existing bargaining unit or
forming a new bargaining unit. In response, the Union has conducted several organizing drives to
assist specific groups of non-represented employees in joining or forming a union under the
umbrella of AFSCME Local 189.
STATEMENT OF CLAIMS - 3
16. These efforts culminated with the Union filing several representation petitions with
the Employment Relations Board on behalf of different employee groups. The City objected to
some aspect of nearly every petition, even though the City agreed to voluntary recognition
language in the LOA. The relevant petitions and organizing efforts are summarized below.
Internal Affairs Investigators
17. On December 31, 2020, AFSCME filed a petition to add Internal Affairs (“IA”)
Investigators in the City’s Police Bureau to its collector unit. This petition was designated as ERB
Case No. UC-009-20. The City did not object to the petition and the Board issued an order adding
the IA Investigators to the collector unit on January 22, 2021.
18. From February 2021 through July 2021, AFSCME repeatedly asked City
representatives to begin bargaining over the wages and working conditions that were specific to
the IA Investigators. The City would did not respond to many of these requests, and when it did
respond, representatives stated that the City did not have a bargaining team available to begin
bargaining for this group of employees.
19. During one of the ongoing bargaining sessions over a successor CBA in July, the
City finally told AFSCME representatives that the City had a team ready to bargain the terms and
conditions of employment for the IA Investigators.
Auditor’s Office Employees
20. On March 15, 2021, the Union filed a unit clarification petition to add the
Performance Auditors in the Auditor’s Office to the existing collector unit. That petition was
designated as ERB Case No. UC-002-21. Additionally, on March 16, 2020, the Union filed a unit
clarification petition to add Auditor’s Office Coordinators to the AFSCME main collector unit.
ERB Case No. UC-03-21. The City filed objections to these petitions.
21. On May 5, 2021, the Union filed an alternative card check petition to organize a
separate bargaining unit of Auditor’s Office employees. That case was designated as ERB Case
No. RC-006-21. The parties agreed to place these petitions in abeyance pending negotiations and
discussions over a voluntarily recognition agreement that could resolve some or all of the disputes
between the City and the Union. The parties were actively negotiating the specific terms of the
voluntary recognition during the months of June and July 2021.
22. Representatives for the Union and the City reached an agreement where the City
recognized most of the Auditors Office employees sought in the Union’s initial petitions as a
separate bargaining unit. The parties did agree to hold a separate hearing to have ERB address the
ongoing dispute over the status of a handful of employees the City contends are confidential,
supervisory, or have an “administrative affinity” with management. The last representative of the
parties signed the agreement on July 12, 2021.
STATEMENT OF CLAIMS - 4
23. As a result of this agreement, most employees in the Auditor’s Office became
represented by the Union in mid-July, while several other employees that were subject to the
Union’s petitions are not currently represented and are subject to that last remaining petition. A
hearing has been set on October 21-22, 2021.
Petitions Involving Other Groups of Non-Represented Employees
24. On April 14, 2021, the Union filed a unit clarification to add Business Systems
Analysts I, II, and III to AFSCME’s main collector unit. This petition was designated as ERB Case
No. UC-005-21. The City filed objections to this petition and a hearing was set to begin in June.
After two days of hearing in June and July 2021, the Union and the City reached an agreement on
voluntary recognition with respect to this petition. The agreement was signed on July 19, 2021.
25. On May 24, 2021, the Union filed a unit clarification seeking to add City employees
in the Risk Specialists I and II classifications to the existing unit. The City objected to the inclusion
of the Risk Specialist II employees in the unit. This petition was designated as ERB Case No. UC-
010-21 and was set for hearing on August 26-27, 2021. The parties have tentatively resolved the
dispute.
The City’s Refusal to Provide COLA and Merit Increases to Non-Represented Employees
Who Exercised Their Statutory Right to Form a Union
26. On June 9, 2021, the Mayor and City Council emailed all non-represented
employees an announcement that the City would be providing annual COLA increases of 1.6% for
all of the City’s 1,700 non-represented employees effective July 1, 2021. Likewise, the City
announced that it would restart the standard practice of providing non-represented employees with
their annual merit increases on July 15, 2021, with a maximum of 2 percent. Nothing in this
announcement purported to limit the provision of these standard increases to non-represented
employees who were not subject to any Union petition. (Exhibit 8—Email From Mayor Wheeler).
27. In mid to late June, and early July, the City and the Union engaged in occasional
discussions over resolutions to the various petitions that were pending at ERB. The City made
some offers of settlement that included an agreement to provide the non-represented employees at
issue in the specific petitions with the COLA and merit increases in exchange for concessions from
the Union on who would be included in the proposed units. The Union rejected these offers and
noted that the COLA and merit increases were part of the laboratory conditions or status quo in
effect and should be granted to employees as a matter of law.
28. On June 25, 2021, counsel for the Union in Case No. UC-005-21 expressly notified
City Attorney Matt Farley that the Union considered the COLA and merit increases part of the
status quo, and that the City was required by law to provide those increases. The Union made this
position clear and that it had no objection to such raises being given to allay any putative concerns
that the City might have that the Union would somehow consider such increases improper. (Exhibit
10).
STATEMENT OF CLAIMS - 5
29. On July 1, 2021, the announced COLA and merit increases were granted to non-
represented employees and entered into the payroll system for all of the non-represented
employees, even those subject to the Union’s petitions.
30. On July 6, 2021, Ronald Zito confirmed that the City had initially extended the
COLA increase to all non-represented employees as part of a “mass pay action.” However, Mr.
Zito then informed Mr. Nguyen that the City’s previous decision to enter the COLA increase for
all non-represented employees was “a mistake because it did not account for the City’s legal
obligation to maintain the status quo for non-represented employees who are subject to unit
clarification and the representation petitions you recently filed.” Mr. Zito confirmed that the City
would reverse the increases for all employees subject to any pending union petitions. (Exhibit 9) .
31. The City did not provide the non-represented employees in the Auditor’s Office
that were covered under the Union’s petitions with the COLA or the Merit increase. When the
employees inquired about this refusal, the City informed them that they had been excluded because
the City was required to maintain the status quo with respect to employees with a pending
representation petition. The City incorrectly believed that “status quo” meant there could not be
any changes in their wages.
32. Negotiators for AFSCME requested that the Auditor’s Office employees all receive
the July 1, 2021, pay increases as required by the status quo and laboratory conditions doctrines.
The City refused, explaining that the City Auditor had refused to grant the increases to her
employees.
33. Even though the IA Investigators were not subject to any pending petitions, the City
also refused to provide the IA Investigators with the July 1, 2021, COLA and merit increases that
were provided to all other non-represented employees. The Union also requested that the IA
Investigators receive the COLA and merit increases they were entitled to, but the City refused.
34. The City initially refused to provide the pay increases to employees in the Risk
Specialist and Business Systems Analyst positions, ostensibly because they were subject to active
petitions with ERB. However, in the negotiations for the July 19, 2021, voluntary recognition
agreement concerning the Business Systems Analysist, the City agreed that it would pay the
Business Systems Analysts and the Risk Specialists the COLA and merit increases that all other
non-represented employees had been provided, even though the Risk Specialist unit clarification
case was not resolved by the voluntary recognition portions of that agreement.
Violations
First Claim for Relief: The City Violated ORS 243.672(1)(a) and (1)(c) by Refusing to
Preserve the “Laboratory Conditions” for the Employees in the Auditor’s Office Who
Were Subject to the Pending Representation Petitions
35. The City was obligated to maintain “laboratory conditions” for the employees in
the Auditor’s Office while the representation petitions were pending. This obligation extended to
STATEMENT OF CLAIMS - 6
all employees subject to the initial petitions, but after the July 12, 2021, voluntary recognition
agreement led to the Union becoming the exclusive representative for most of those employees,
the laboratory conditions requirement continued to apply to the Auditor’s Office employees who
were still subject to the pending petition that is set for hearing on October 21-22, 2021. After that
agreement was signed, the now-represented employees in the Auditor’s Office were subject to the
status quo doctrine rather than the laboratory conditions doctrine, although the distinction does not
change the fact that the City’s actions were unlawful under either theory.
36. The laboratory conditions the City was obligated to maintain included the right to
receive the standard COLA and merit pay increases provided to all other non-represented
employees in the City, as that practice was established under City policy, rules, and longstanding
pay practices. By overtly and intentionally denying these pay increases to the employees who
exercised their protected right to form or join a labor organization of their own choosing, the City
violated ORS 243.672(1)(a) by interfering with, restraining, or coercing the employees in and
because of their exercise of PECBA-protected rights. The City also violated ORS 243.672(1)(c)
by discriminating against these employees for the purpose of encouraging or discouraging
membership in an employee organization.
Second Claim for Relief: The City Violated ORS 243.672(1)(a) and (1)(c) by Refusing to
Provide the COLA and Merit Increases to the IA Investigators
37. By overtly and intentionally denying these pay increases to IA Investigators solely
because they exercised their protected right to form or join a labor organization of their own
choosing, the City violated ORS 243.672(1)(a) by interfering with, restraining, or coercing the
employees because of their exercise of PECBA-protected rights. This action also constituted a
derivative “in the exercise of” violation under ORS 243.672(1)(a). The City also violated ORS
243.672(1)(c) by discriminating against these employees for the purpose of encouraging or
discouraging membership in an employee organization.
Third Claim for Relief: The City Violated ORS 243.672(1)(d) by Denying Employees the
COLA and Merit Pay Increase Because they Filed a Representation Petition With ERB
38. A majority of employees at issue in the IA Investigator petition and the Auditor’s
Office petitions signed a showing of interest form expressing their desire for representation by the
Union. This led to the Union filing various petitions with the Board to have the Union designated
as the exclusive representative for those employees. The City then denied the Auditor’s Office
employees and the IA investigators a COLA and merit increase because they exercised their
statutory right to file petitions with ERB to obtain representation by the Union. Therefore, the City
violated ORS 243.672(1)(d) by discriminating against the employees because they signed a
petition under ORS 243.650 to 243.806.
Fourth Claim for Relief: The City Violated ORS 243.672(1)(e) by Failing to Maintain the
Status Quo With Respect to the Wages for IA Investigators and Auditor’s Office
Employees After Certification or Recognition
STATEMENT OF CLAIMS - 7
39. After the Board’s certification of the IA Investigators in January 2021, the City was
required to maintain the status quo with respect to employment relations for the employees that
were added to the existing unit until it bargained to completion with the Union over those subjects.
Likewise, after the City voluntarily recognized the Union as the exclusive representative of a
separate bargaining unit of Auditor’s Office employees, the City was obligated to maintain the
status quo with respect to employment relations until it bargained to completion with the Union
over those subjects.
40. The status quo with respect to the pay increases for IA Investigators and Auditor’s
Office employees was established by the City’s polices, rules, and pay practices that governed
increases for the discrete group of non-represented City employees that included these employee
groups. Under that status quo, the IA Investigators and Auditor’s Office employees should have
received the annual COLA increases that all other non-represented employees received on July 1,
2021 and the merit increases that began on July 15, 2021. By failing to provide these expected and
deserved increases, the City unilaterally changed the status quo with respect to compensation for
both groups of employees. As a result, the City committed a per se violation of ORS 243.672(1)(e).
Fifth Claim for Relief: The City Violated ORS 243.672(1)(a) by Informing Employees
Subject to Pending Representation Petitions that They Would Not be Receiving the COLA
and Merit Increases Because the Petitions Were Filed
41. Assuming for the sake of argument that the City’s actions were not unlawful as
alleged above, under the totality of the circumstances, the natural and probable consequence of the
City’s actions in denying these pay increase to the employees at issue would be to chill those
employees’ willingness to engage in future protected activities. Accordingly, the City committed
a standalone “in the exercise of” violation of ORS 243.672(1)(a) when it denied IA Investigators
and the Auditor’s Office employees the COLA and merit increases.
Civil Penalty and Posting of a Notice
42. The City’s conduct was flagrant, involved many City officials acting in their official
capacity, affected multiple bargaining unit employees, and significantly impacted the employees’
attempts to exercise their statutory right to choose to be represented by a labor organization of their
own choosing. Therefore, a posting of notice of the violation is warranted. Because the City
provides employer email addresses for all Union members and routinely uses its email system to
communicate with members about job-related matters, the notice should be distributed to all
bargaining unit members electronically.
43. The City’s conduct was also intentional and egregious. Indeed, the City refused to
change its unlawful course of action even after being directly and unambiguously told by Union
representatives that the conduct was unlawful. As a result, a civil penalty is warranted.
WHEREFORE, the Union requests an order:
STATEMENT OF CLAIMS - 8
A. Finding that the City violated ORS 243.672(1)(a), (c), (d), and (e) as alleged;
B. Requiring the City to cease and desist from refusing bargain in good faith with the
Union, and requiring the City to immediately begin bargaining with the Union over any mandatory
subjects of bargaining related to the changes described above;
C. Requiring the City to restore the status quo ante or laboratory conditions until all
of the petitions are processed to completion and bargaining is completed;
D. Requiring the City to make all affected employees whole for losses due to the
unlawful denial of the COLA and merit increases, including granting the increases retroactive to
July 1, 2021, with interest at the statutory rate and payment of any employee benefits that are
impacted by changes in wages (e.g., retirement contributions);
E. Requiring the City to distribute notices of the violation by email to all affected
Union members via the City’s e-mail system;
F. Requiring the City to pay a civil penalty of $1,000.00 to the Union;
G. Reimbursing the Union’s filing fee under OAR 115-035-0075(3);
H. Awarding the Union its reasonable representation costs and attorney fees under
ORS 243.676(2)(d) and OAR 115-035-0055; and
I. Awarding any other relief deemed just and equitable by the Board.
By: /s/ Jason M. Weyand
Complainant’s Representative
Counsel for Complainant August 24, 2021
Title Date
LABOR AGREEMENT
BETWEEN
THE CITY OF PORTLAND
AND
THE DISTRICT COUNCIL OF TRADE UNIONS
JULY 1, 2017 TO JUNE 30, 2020
REPRESENTING PUBLIC EMPLOYEES FOR AND ON BEHALF OF ITS AFFILIATED LOCAL
UNIONS SIGNATORY HERETO
AFSCME, Local 189 IBEW, Local 48
Machinists and Aerospace Workers, District Lodge 24
Auto Mechanics, District Lodge 24
Operating Engineers, Local 701
Plumbers, Local 290
Painters and Allied Trades, District Council 5
Exhibit 1
Table of Contents
PREAMBLE ................................................................................................................................. 1
ARTICLE 1. RECOGNITION ........................................................................................................... 1
ARTICLE 2. UNION SECURITY ...................................................................................................... 3
ARTICLE 3. DUES CHECKOFF ....................................................................................................... 4
ARTICLE 4. MANAGEMENT RIGHTS ............................................................................................. 4
ARTICLE 5. PRODUCTIVITY ......................................................................................................... 4
ARTICLE 6. JOB SECURITY AND OUTSIDE CONTRACTING ............................................................. 4
ARTICLE 7. WORK SCHEDULES AND WORKWEEKS ....................................................................... 7
ARTICLE 8. SHIFTS ...................................................................................................................... 8
ARTICLE 9. OVERTIME .............................................................................................................. 10
ARTICLE 10. REPORTING PAY AND MINIMUM PAY .................................................................. 12
ARTICLE 11. WORKING OUT OF CLASSIFICATION ..................................................................... 13
ARTICLE 12. SENIORITY ........................................................................................................... 15
ARTICLE 13. PROMOTION ....................................................................................................... 18
ARTICLE 14. LAYOFF/RECALL ................................................................................................... 19
ARTICLE 15. HOLIDAYS ........................................................................................................... 21
ARTICLE 16. VACATIONS ......................................................................................................... 23
ARTICLE 17. HEALTH AND LIFE INSURANCE ............................................................................. 25
ARTICLE 18. SICK LEAVE .......................................................................................................... 29
ARTICLE 19. FAMILY AND MEDICAL LEAVE .............................................................................. 32
ARTICLE 20. LEAVES OF ABSENCE ............................................................................................ 33
ARTICLE 21. JURY DUTY AND WITNESS PAY ............................................................................ 34
ARTICLE 22. SAFETY – SANITATION ......................................................................................... 35
ARTICLE 23. UNION REPRESENTATION .................................................................................... 41
ARTICLE 24. PAY DAY .............................................................................................................. 42
ARTICLE 25. STRIKES & LOCKOUTS BARRED............................................................................. 43
ARTICLE 26. MAINTENANCE OF STANDARDS ........................................................................... 43
ARTICLE 27. WAGE SCALES ..................................................................................................... 43
ARTICLE 28. RECOUPMENT OF OVERPAYMENT/UNDERPAYMENTS ......................................... 45
ARTICLE 29. TOOLS ................................................................................................................. 46
ARTICLE 30. CLOTHING ........................................................................................................... 46
Exhibit 1
ARTICLE 31. UNEMPLOYMENT COMPENSATION ..................................................................... 47
ARTICLE 32. TRAINING, SCHOOLS AND CONVENTIONS ............................................................ 47
ARTICLE 33. PROFESSIONAL DEVELOPMENT FUND .................................................................. 48
ARTICLE 34. EVALUATIONS/COUNSELING ............................................................................... 49
ARTICLE 35. DISCIPLINE AND DISCHARGE ................................................................................ 49
ARTICLE 36. GRIEVANCES, COMPLAINTS AND ARBITRATION ................................................... 50
ARTICLE 37. WARRANT OF AUTHORITY ................................................................................... 53
ARTICLE 38. SAVINGS CLAUSE ................................................................................................. 53
ARTICLE 39. EFFECTIVE DATE AND DURATION OF AGREEMENT ............................................... 54
SCHEDULE “A” COLA ................................................................................................................ 55
SCHEDULE “A” PREMIUMS ....................................................................................................... 56
SCHEDULE “A” OTHER WAGE INCREASES ................................................................................. 61
SCHEDULE “A” WAGE SCALES ................................................................................................... 70
SCHEDULE "B": APPLICABILITY OF CONTRACT TO TEMPORARY EMPLOYEES ............................. 75
LETTERS OF AGREEMENT - ALL BUREAUS ................................................................................. 77
LETTERS OF AGREEMENT - AUDITOR ........................................................................................ 80
LETTERS OF AGREEMENT - ENVIORNMENTAL SERVICES ............................................................ 81
LETTERS OF AGREEMENT - EMERGENCY COMMUNICATIONS .................................................... 83
LETTERS OF AGREEMENT - FACILITIES ....................................................................................... 87
LETTERS OF AGREEMENT - FIRE AND RESCUE ........................................................................... 92
LETTERS OF AGREEMENT - FIRE AND POLICE DISABILITY AND RETIREMENT .............................. 94
LETTERS OF AGREEMENT - FLEET .............................................................................................. 95
LETTERS OF AGREEMENT - NEIGHBORHOOD INVOLVEMENT .................................................... 96
LETTERS OF AGREEMENT - PARKS AND RECREATION ................................................................ 98
LETTERS OF AGREEMENT - PLANING AND SUSTAINABILITY ..................................................... 100
LETTERS OF AGREEMENT - POLICE ......................................................................................... 101
LETTERS OF AGREEMENT - PROCUREMENT ............................................................................ 113
LETTERS OF AGREEMENT - REVENUE ...................................................................................... 114
LETTERS OF AGREEMENT - TECHNOLOGY SERVICES ................................................................ 120
LETTERS OF AGREEMENT - TRANSPORTATION ........................................................................ 124
LETTERS OF AGREEMENT - WATER ......................................................................................... 138
Exhibit 1
1
Preamble
This Agreement, made and entered into this 1st day of July 2017, by and between the City of
Portland, Oregon, hereinafter called the City, and the District Council of Trade Unions, for
and on behalf of the Local Unions signatory hereto, hereinafter collectively called Unions.
The provisions of this Agreement shall be applied equally to all employees in the bargaining
unit without discrimination as to age, sex, marital status, sexual orientation, religion, race,
color, creed, national origin, disability, gender identity, source of income, familial status, or
political affiliation. The Unions shall share equally with the City the responsibility for
applying this provision of the agreement. Nothing in this section, however, shall be construed
to prohibit actions taken because of bona fide job qualifications.
All references to employees in this agreement designate both sexes and wherever the male
gender is used, it shall be construed to include both male and female employees.
Article 1. Recognition
1.1 The City recognizes the Unions as sole collective bargaining agent for all employees of the
City in all classifications contained in Schedule A of this agreement, as defined in sections
1.1.1, 1.1.2, 1.1.3, 1.1.6, and 1.2 below.
1.1.1 Probationary Period. For the purpose of this labor agreement, probation is defined as a
six (6) month period from the date of hire, excluding any period of time off exceeding one
(1) week in duration. For example, an employee hired on January 7 would complete their
probationary period at the end of their shift on July 7. Notwithstanding the above, the
probationary period for Police Records Specialist Trainee, Police Identification Technician
Trainee, Residential Plans Examiners, Commercial Plans Examiners, Utility Worker
Apprentices and Water Operations Mechanic Apprentices shall be nine (9) months from
the date of hire. Utility Worker Apprentices and Water Operations Mechanic Apprentices
will not serve a Promotional Probationary Period at the completions of their
apprenticeship. The probationary period may be extended for a period not to exceed three
(3) months by mutual agreement between the City, the Union and the affected employee.
(A) Notwithstanding Article 1.1.1 above, failure or inability by an apprentice or trainee to
successfully complete the designated apprenticeship or training program may result in
termination from the apprentice or training program even after completion of the
probationary period.
(B) All employees upon hire will receive an offer letter specifying the official start date and
end date of their probation. The City shall provide a copy of the offer letter to the
appropriate Union. During their probationary period employees will be given a
minimum of three written evaluations with a copy to the employee and the Union at
approximately one month, mid-term, and one month prior to the end of probation.
Nothing in this section shall limit management's right to terminate the probationary
period.
(C) The City shall provide the appropriate Union with a copy of an employee’s resignation,
layoff, or separation notice.
Exhibit 1
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1.1.2 Permanent/Probationary Employee. Any employee who has permanent or probationary
status as provided by the Human Resources Administrative Rules and who works in a
position budgeted on a yearly basis in a job classification contained in Schedule A.
1.1.3 Permanent Part-Time Employee. Any employee whose employment is for less than
full-time in a job classification contained in Schedule A. Permanent part-time employees
will be hired from the Civil Service register and will be given the first opportunity
according to their standing on such register to become permanent employees. The
probationary period of permanent part-time employees will be nine (9) months from date
of hire and step pay increases will be computed on the basis of hourly equivalence.
(A) Permanent part-time employees will be paid in accordance with Schedule A and will
receive fringe benefits, except Health and Life Insurance, on a pro-rated basis, half if the
employee works less than seventy-two (72) hours per pay period, full benefits if the
employee works seventy-two (72) hours or more in the pay period.
(B) Permanent part-time employees will be eligible for Health and Life Insurance coverage
as provided in section 17.2.2.
(C) Permanent Part-time employees will accrue seniority on the basis regular hours paid and
approved unpaid leaves of absences in their classification and shall not bump permanent
full-time employees.
1.1.4 Casual Employees. Casual Employees as defined herein shall be excluded from the
bargaining unit covered by this Agreement. A Casual Employee shall be defined as an
employee who is employed for a limited duration of up to 860 hours in a calendar year.
(A) The City may employ Casual Employees at any time of the year. However, a Casual
Employee may only be employed for up to 860 hours in a calendar year. After working
for 860 hours, a Casual Employee must have a break in service of at least ninety (90)
days before they may be reemployed. Except for continuation overtime, permanent
employees in the work unit will be offered overtime before Casual Employees.
(B) Casual Employees will normally be assigned to common labor jobs and will not
normally be up-graded to classifications covered by the contract except on an incidental
basis as required by day-to-day work flow. Nothing in this Agreement will be construed
to limit the City's right to hire additional personnel in emergencies beyond the City's
control.
1.1.5 Temporary Employee. Any employee employed in a full-time budgeted position in a
classification contained in Schedule A without permanent status with the City. Recognition
under this section shall not detract from any rights or benefits already pertaining to the
employee, by virtue of their permanent status in some other classification with the City.
Contract rights for temporary employees are as provided in Schedule “B”.
1.1.6 The City shall make available to a representative of each Union, on a monthly basis, a
listing of all employees appointed to positions in classifications contained in Schedule A.
The list shall include all temporary appointments.
1.2 Rehired Retirees. The number of hours paid by a PERS covered employer to a PERS Tier
One/Two retiree is determined by state law and currently may not total 1040 hours or more
in a calendar year. The number of hours paid by a PERS covered employer to an OPSRP
Pension Program retiree is determined by state law and currently may not total 600 hours or
more in a calendar year. Rehired Retirees will be able to request current hours from bureau
Exhibit 1
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timekeepers. However, rehired retirees will be subject to the limitations and provisions of
HR Administrative Rule 3.06 shall apply. Rehired Retirees at all times “At-Will” employees
and the only Articles in the Collective Bargaining Agreement that shall apply to rehired
retirees are Article 1: Recognition, Article 2: Union Security, Article 3: Dues Checkoff and
Schedule A.
1.2.1 Any retiring employee in good standing who provides the Bureau sixty (60) or more days’
notice of their intent to retire shall be offered the opportunity to work as a Rehired Retiree
for a period of at least thirty (30) days commencing immediately after their official
retirement date. This opportunity shall not apply to any employee who retires under a
Voluntary Retirement Incentive Program. “Good standing” shall be defined as an
employee who has no documented discipline in the two (2) years prior to the date of
retirement.
1.2.2 The City and DCTU agree that either party may terminate this subsection at any time for
any reason upon thirty (30) days written notice to the other party.
1.3 Prior to any merger or consolidation of any division, bureau or department by the City with
any government agency, the City shall notify and consult with the Unions affected. Such
notification will be given at least thirty (30) days prior to the merger or consolidation or, in
the event that thirty (30) days' advance notice is not available, at such time as the City has
knowledge of the impending merger or consolidation.
Article 2. Union Security
2.1 All employees covered by this agreement shall within thirty (30) days of employment either:
(1) become and remain a member of the Union, or (2) tender to the Union their fair share of
the cost of negotiating and administering the labor agreement. If the employee is a member
of a church or religious body which has bona fide religious tenets or teachings which prohibit
such employees from being a member of or contributing to a labor organization, such
employee shall pay an amount of money equivalent to regular Union dues and initiation fees
and assessments, if any, to a non-religious charity or to another charitable organization
mutually agreed upon by the employee and Union. The employee shall furnish written proof
to the City that this has been done.
2.2 Fair Share payments authorized by this Article shall be deducted by the City.
2.3 The Union assumes responsibility for repayment of monies found to be illegally deducted by
the City under this Article.
2.4 It shall be the sole responsibility of the Union to assure that the fair share fee is in
accordance with the requirements of all applicable constitutions, statutes and laws.
2.5 Employees who are current members of the Union at the signing of this Agreement or who
sign a Union membership card subsequent to the signing of this Agreement shall maintain
their Union membership. However, there shall be a five (5) day window period each year
during which the employee may drop their membership without penalty and become subject
to the fair share agreement. The five (5) day window period shall commence on the first
Monday in March.
2.6 The Union agrees that it will indemnify and save the City harmless from all suits, actions,
and claims against the City or persons acting on behalf of the City arising out of the City's
Exhibit 1
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faithful compliance with the terms of this Article, provided the City notifies DCTU in
writing of such claim and tenders the defense to DCTU.
Article 3. Dues Checkoff
3.1 The City agrees to deduct from the paycheck of each employee who has so authorized it, the
regular initiation fee and regular monthly dues uniformly required of members of the Union
representing the employee. The amounts deducted shall be transmitted monthly to the Union
representing the employees on behalf of the employees involved. Authorization by the
employee shall be on present forms furnished by the City and may be revoked by the
employee upon request. Upon change of an employee from one position to another which
includes a change the representing Union, the City will immediately discontinue dues
payment to the former representing Union, and initiate a fair share deduction payable to the
new representing Union.
3.2 The total amount of the monies deducted for regular union dues and fair share payments shall
normally be transmitted to the unions within ten (10) calendar days after the payroll
deduction is made.
3.3 The performance of these services is at no cost to the Union.
3.4 The DCTU agrees that it will indemnify and save the City harmless from all suits, actions
and claims against the City or persons acting on behalf of the City arising out of the City's
faithful compliance with the terms of this Article, provided the City notifies DCTU in
writing of such claim and tenders the defense to DCTU.
Article 4. Management Rights
4.1 The City shall exercise sole responsibility for management of the City and direction of its
work force, except as expressly limited by the terms of this agreement.
Article 5. Productivity
5.1 It is the intent of the parties to achieve and sustain maximum productivity per employee
during the term of this agreement. In return to the City for the wage rates and working
conditions herein provided and consistent with the principle of a fair day's work for a fair
day's pay, the Union pledges its agreement with the objective of achieving the highest level
of employee performance and efficiency consistent with safety, good health and sustained
effort. Management may provide rewards to employees for improvements in productivity;
however, such rewards shall not change the employee's pay rate as contained in Schedule A.
Article 6. Job Security and Outside Contracting
6.1 The City is committed to providing regular budgeted positions for bargaining unit members
and does not intend to privatize its workforce. No employee shall lose employment as a
result of contracting out work performed by bargaining unit employees. Any reduction of
employees as the result of contracting out will be done through attrition or transfer of
affected employees to comparable employment. This does not preclude layoff for other
reasons including the termination of regular status employees for just cause.
Exhibit 1
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6.2 Any work which is performed by bargaining unit employees shall not be contracted out
unless there is a cost savings, an emergency, a statutory requirement, extreme risk, Capital
Improvement Projects, work that is covered by a warrantee, work that is proprietary, urgent
work, limited work, or work that occurs during a peak load as defined in Article 6.3 and its
subsections.
6.2.1 Bargaining unit work shall not include work that the bargaining unit employees do not
possess the skills or have the appropriate equipment to perform. Notwithstanding the
above, the parties acknowledge that work processes and methods evolve. The City shall
continue to provide employees with the necessary equipment and training to perform work
that is a logical and reasonable advancement of the work covered by this agreement,
provided the money to pay for the necessary equipment and/or skills is either within the
bureaus’ budget and they are authorized to spend it in this manner or the expenditure is
approved by City Council.
6.2.2 Article 6.2 through 6.5 shall not apply to donations of property, facilities, services, or
materials to any bureau or to partnerships with any bureau whose operating agreements
may provide for them.
6.2.3 Article 6.2 through 6.5 shall not apply to projects designated for the City’s Prime
Contractor Development Program.
6.3 The following definitions shall be used in determining the applicability of Article 6.
6.3.1 Cost Savings: The ability to perform the work at a reduced cost that is not achieved by
lower wages and benefits paid by a contractor.
(A) If the solicitation is initiated based solely upon cost savings, the City will provide all
available cost comparison data to the Union(s) concerned. Available cost comparison
data must include City employee base wages and City employee and employer
contributions in health, welfare, and pension costs for the classification(s) that would
normally perform the work. The purpose of this subsection is for comparison only and
shall not be considered a requirement upon a third party contractor to provide these
wages.
6.3.2 Emergency: Work required by circumstances beyond the control of the City for which the
City could not pre-plan including, but not limited to, weather-related emergencies and
other emergencies.
6.3.3 Statutory Requirement: Work that is required to be contracted out by federal or state
statute.
6.3.4 Extreme Risk: Work that is subject to extraordinary risk, which the City has historically
contracted out.
6.3.5 Capital Improvement Projects: Work that is funded with CIP funds, warranted upon
completion, or awarded through Guaranteed Maximum Price.
6.3.6 Warranted: Work provided by the vendor or manufacturer at no additional cost.
6.3.7 Proprietary: Work required to be performed by the vendor or manufacturer due to the
proprietary nature of the product involved.
6.3.8 Urgent: Work that is extremely time sensitive and requires immediate response, which
existing staffing level is unable to respond to without substantial disruption of workload
assignment.
Exhibit 1
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6.3.9 Limited: Work that requires no bidding under City Code (less than $5,000 per job).
6.3.10 Peak Load: Work during a peak load, which existing staffing level is unable to cover in a
timely manner without substantial disruption of workload assignment.
6.4 Notice. The City shall provide the Unions with copies of project transmittal forms for
Construction and Goods and Services contracts that are solicited using the formal and
informal/intermediate contract solicitation processes.
6.4.1 The formal contract solicitation process applies to Construction/Public Improvement
projects with an estimated value above $100,000 and Goods and Services projects with an
estimated value above $150,000. The informal/intermediate contract solicitation process
applies to Construction/Public Improvement projects with an estimated value between
$10,0015,001 and $100,000 and Goods and Services projects with an estimated value
between $10,0015,001 and $150,000.
6.4.2 The Union(s) shall have a reasonable opportunity to discuss projects subject to the formal
contract solicitation process. A “reasonable opportunity” shall mean that the Union(s) may
request a discussion of such contracts with applicable bureau staff members not more than
ten (10) calendar days from the date the project transmittal form is sent to the Union(s). If
no request is made within ten (10) calendar days, the Union(s) have waived their right to
discuss the matter. If requested in a timely manner, the Union(s) and the City must meet
within ten (10) calendar days of receiving the Union(s)’s request for a meeting.
6.4.3 The City will post solicitations for Goods and Services contracts over $150,000 and
Construction/Public Improvement contracts over $100,000 on the City of Portland Online
Procurement Center website (www.ebidexchange/cityofportland) for a minimum of
fourteen (14) calendar days.
6.4.4 The City shall provide the Unions with an after-the-fact quarterly report showing the
following contracted services: professional services, repair and maintenance services,
non-capital improvements, and miscellaneous services.
6.4.5 The City shall provide the Unions with an after-the-fact quarterly report showing work
contracted under the Prime Contractor Development Program.
6.4.6 The Union(s) may request a quarterly meeting with bureau staff to discuss information
provided under 6.4. The first quarterly meeting in each fiscal year shall be designated as
the Annual Meeting”. The purpose of the Annual Meeting shall be to discuss bargaining
unit work contracted out in the preceding fiscal year.
6.5 Article 6 Grievances. The parties agree to establish a Labor-Management Grievance
Review Committee. The purpose of such Committee shall be to review all grievances that
allege breaches of Article 6 to determine if they have merit. The Committee shall consist of
two (2) Labor Representatives and two (2) Management Representatives.
6.5.1 Committee Representatives shall review all grievances alleging a breach of Article 6
within thirty (30) calendar days of the City’s written response at Level Two or the
completion of mediation at Level Three.
6.5.2 If a majority of the Committee Representatives agree that the grievance has merit the
Committee Representatives will establish an appropriate remedy and the matter should be
considered resolved. If the Committee Representatives cannot agree on an appropriate
remedy or fail to meet within the timelines specified above, the Union may appeal that
grievance to arbitration in order to determine the appropriate remedy. If the Committee
Exhibit 1
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Representatives disagree that a grievance has merit the Union may appeal that grievance to
arbitration. If a majority of the Committee Representatives agree that the grievance does
not have merit the grievance shall be barred from arbitration and shall be considered
withdrawn with prejudice. The Union must appeal that grievance to arbitration within
fourteen (14) calendar days after the Committee Representative’s decision.
6.5.3 If a grievance is filed under Article 6.4 and its subsections, the sole remedy under these
sections shall be to provide the required notice.
Article 7. Work Schedules and Workweeks
7.1 Forty (40) hours shall constitute a workweek, eight (8) hours per day, five (5) consecutive
days per week. The five (5) consecutive days mentioned herein shall have the same starting
and quitting times unless inclement weather conditions dictate otherwise, or by mutual
agreement.
7.2 In the event the starting or quitting time of any existing schedule is changed, the Unions will
be advised. Notice of change in shift starting times or days off will be given prior to the end
of the employee's workweek before the workweek in which the change becomes effective
and such change will be effective for not less than one week.
7.3 The basic workweek for non-shift employees shall normally be Monday through Friday.
However, it is recognized that City services and operations may require schedules other than
Monday through Friday. The City will not utilize such other schedules unnecessarily, and
such other schedules may be made subject to the grievance procedure should the Unions
consider any such schedule as not required by the reasonable needs of City operations.
7.4 In the event any employee's workdays are changed so that the employee does not have two
consecutive days off between schedules, the first day of the changed weekly schedule shall
be paid for at time and one half.
7.4.1 Notwithstanding the workweek set forth in 7.1 above, the City and the Union(s) involved
may, by mutual agreement, initiate a workweek consisting of four (4) consecutive ten (10)
hour days with three (3) consecutive days off. To address specific needs of the Bureau or
employee, the parties may agree to a schedule with two consecutive days off and one non-
consecutive day off. Overtime will be paid in accordance with Article 9 of this Agreement.
7.4.2 It is further agreed, the City and the Union(s) involved may by mutual agreement, initiate
an altered bi-weekly work schedule consisting of four (4) consecutive nine (9) hour days,
with three (3) consecutive days off and five (5) consecutive work days consisting of four
(4) consecutive nine (9) hour days, and one (1) eight (8) hour day with two (2) days off. To
address specific needs of the Bureau or employee, the parties may agree to a schedule with
two consecutive days off and one non-consecutive day off. Overtime rates will be paid in
accordance with Article 9 of this Agreement.
7.4.3 The City and the Union(s) involved agree that either party may terminate a schedule
created under 7.4.1 or 7.4.2 at any time for any reason upon thirty (30) days written notice
to the other party. The employee(s) will then revert to a shift schedule established by the
bureau under Article 7.1.
7.5 It is agreed that for FLSA purposes, the City may designate a regular workweek for
employees that is different than the City's payroll period. Once such a workweek is
Exhibit 1
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established for a group of employees, it shall remain fixed, unless changed for legitimate
business reasons.
For example: The workweek for the bi-weekly work schedule described in Article 7.4.2
consisting of four (4) consecutive nine (9) hour days, with three (3) consecutive days off and
five (5) consecutive work days consisting of four (4) consecutive nine (9) hour days, and one
(1) eight (8) hour day with two (2) days off would cut the eight hour day in half, so that four
hours go into each workweek for a total of 40 per week.
7.6 Employees working a second or third shift shall receive a shift differential in accordance
with the provisions of Article 8.
7.7 Except in case of emergency, all employees' work schedules shall provide for a fifteen (15)
minute rest period during each one half (1/2) shift. Rest periods shall be scheduled at the
middle of each one half (1/2) shift whenever feasible.
7.8 Emergency Work Scheduling. Changes of an employee's scheduled working hours (i.e.,
shift) which do not affect the employee's working days and days off can be made by the City
without the notice required under sub section 7.1 of this Article, in case of an emergency
situation; provided, however, that the first shift on the new schedule shall be paid at the
overtime rate. Such change may remain in effect during the duration of the emergency.
7.8.1 Employees shall maintain their right to their regular shift and may be transferred to their
normal shift at the end of the emergency without penalty, provided s/he has at least an
eight (8) hour rest period. If the rest period is not provided, then the City shall pay the
employee the overtime rate for the first shift of their regular schedule.
7.8.2 Emergency shall be defined as a situation beyond the control of the City for which the City
could not pre plan. Emergencies shall not include those day to day situations which require
immediate action which have been normally performed by bargaining unit employees.
7.8.3 Any disagreement between the City and the Union on what constitutes an emergency shall
be taken up at Level Two (Article 35.3.5) of the grievance procedure.
Article 8. Shifts
8.1 Shifts shall be defined by the following starting times:
Shift work shall be permitted in all classifications, without restrictions, on the following
basis:
8.2 Day Shift. Present practices as to day shift starting times shall be maintained provided that
the City may change such starting times (subject to requirements of Article 7.1) with notice
to the Union. Notwithstanding the above, the day shift for the Bureau of General Services
Distribution Technician and P&D Customer Service Representatives shall begin within the
hours of 6:00 A.M. to 10:00 A.M. Changes may be made outside the above listed hours upon
mutual agreement between the City and the Unions.
Shift Starting no earlier than: and no later than:
Day 6:00 AM 9:29 AM
Second/Swing 9:30 AM 6:59 PM
Third/Nights 7:00 PM 5:59 AM
Exhibit 1
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8.3 Employees scheduled on a second, third or relief shifts shall receive the following shift
differential in addition to their regular hourly rate as set forth in Schedule A for all hours
worked on the second, third or relief shift:
Shift Eff. July 1, 1997
Second/Swing $0.84
Third/Graveyard $1.16
Relief $1.16
8.3.1 The swing shift differential does not apply to part-time employees whose shift may begin
after noon but ends by 5:00 p.m.
8.4 Overtime rates shall apply to work performed by an employee before the regular starting time
and after the regular quitting time of the shift on which that employee is regularly employed
unless work performed outside the regular work day results from unpaid absence during the
regular work day for personal reasons.
8.5 Employees transferred from a regularly scheduled day shift to another, unless relieved from
work at least ten (10) hours before their new shift, shall be paid overtime for the first such
new shift worked. This section shall not apply to those employees covered under sub section
8.5 of this Article. Each employee shall be assigned to a regularly scheduled workweek and
shift unless changes are made by mutual agreement between the City and the affected Union.
8.6 Relief Shifts. Relief shifts shall be defined as:
8.6.1 Any workweek schedule which includes multiple shifts with a maximum of three (3) day
shifts.
8.6.2 Any workweek schedule which includes multiple starting times of more than two (2)
hours difference within the starting times listed in paragraph 8.1 above.
8.6.3 The provisions of Article 8.5 do not apply to employees who are part-time.
8.7 The shift premiums provided for in 8.2 above shall not apply when on vacation, sick leave or
any other paid leave of absence. The shift premiums of 8.2 shall be paid to any employee
working full overtime shifts; however, such premiums shall be used in computing the
overtime rate, as required by Federal Law.
8.8 Lunch Periods. Lunch Periods shall be scheduled by the City, and will allow the employee
either thirty (30) minutes or one (1) hour time off without pay to eat lunch. The current
length of lunch periods may be extended or reduced by mutual agreement between the City
and the Unions. However, where the City now allows thirty (30) minutes off, the City will
continue to do so for the life of this Agreement; and where the City now allows one (1) hour
off, the City will continue to do so for the life of this Agreement.
8.8.1 No employee shall be required to begin their lunch period sooner than one (1) hour before
nor later than one (1) hour after the middle of the employee's scheduled shift. In the event
it is not possible to begin a lunch period during such two (2) hour period, the employee
shall receive time and one half (1 1/2) for the employee's lunch period and shall also be
allowed a reasonable opportunity to eat their lunch on the City's time. Lunch periods other
than those listed above may be arranged by mutual agreement between the City and the
Union.
8.8.2 Notwithstanding the above, when different lunch periods exist in the same unit, the parties
shall meet upon the request of either party to seek a mutually agreeable uniform length
lunch period for that unit. If the parties are unable to arrive at agreement, the City may
Exhibit 1
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implement its last proposal. The Unions may grieve that the implemented lunch period
does not meet the reasonable needs of City operations.
8.8.3 Where needs of multiple shift operations dictate that employees remain on the work site
and be on call for duty during their lunch period, the employees will be provided a twenty
(20) minute lunch period on the City's time.
8.9 Employees on swing or graveyard shift in the Portland Police Bureau who are required to
attend mandatory in-service training may by mutual agreement with management adjust their
starting and quitting time, or take paid or unpaid leave for the first few hours of the shift in
order to have at least ten (10) hours between shifts. (For example, an employee who works
from 2345 to 0800 will attend mandatory in-service training instead from 0800 to 1700. The
employee may, with management approval, adjust their next shift to 0300 to 1115 or take
paid or unpaid leave to enable them to have a 10-hour relief period. A swing shift employee
in a 4-10 schedule who normally works 1345 to 2400 may, with management approval, work
1145 to 2200 or take paid or unpaid leave to have a 10-hour relief period before the start of
the in-service training the following day.)
8.9.1 Nothing in Article 8.8 is intended to avoid current practices regarding the payment of
overtime to employees who attend mandatory in-service training off their regular shift.
Article 9. Overtime
9.1 Overtime Rate. Overtime shall be paid at the rate of one and one half (1 1/2) times an
employee's established hourly rate as set forth in Schedule A. Overtime rates shall apply to
work performed by an employee outside of or in excess of their established shift hours.
9.2 For the purpose of this article, officially recognized holidays for which the employee is paid,
vacation and compensatory leaves and sick leave will be counted as time worked.
9.3 Shift premiums will be included in overtime computations as required by Federal Law.
9.4 Overtime Equalization. Overtime work shall be offered equally among employees within
the same job classification within each work unit, provided the employee is available and
qualified to perform the work required.
9.5 It is further provided that the City shall schedule known weekend overtime by the end of the
fourth (4th) day of an employee's workweek. Except where conditions beyond the City's
control require the cancellation of scheduled weekend overtime, scheduled weekend
overtime shall be canceled prior to the end of the fifth (5th) day of an employee's workweek.
Notification and cancellation times for scheduled overtime will be adjusted appropriately for
employees working an alternate schedule.
9.5.1 A record of overtime hours worked or offered to each employee shall be maintained in
each work unit for each month and available upon request. In work units consisting of five
(5) or more employees within the same classification, such information shall be posted.
The equalization of overtime shall be reviewed no less than each three (3) month period
starting July 1, of any year. For the purpose of equalization, overtime offered shall be
counted the same as overtime worked. By mutual agreement the City and Union may meet
to discuss perceived systematic inequities that may be occurring.
(A) Remedy. Employees who believe that they have not received a fair share of available
overtime offers has an assertive duty to address the matter with their immediate
supervisor and union representative for the purposes of review and consideration.
Exhibit 1
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Corrective action will be taken through future assignments of overtime if a bona fide
inequity exists in the employee's opportunity to receive a fair share of the overtime
offers available in the employee's work unit.
9.6 The City will attempt to avoid situations which require employees to work more than sixteen
(16) consecutive hours. Employees will be compensated at the rate of two (2) times their
established hourly rate for the hours worked in excess of sixteen (16) consecutive hours.
9.7 Compensatory Time Off. Employees shall have the option of pay at the applicable
overtime rate or compensatory time computed at the applicable overtime rate for the
overtime hours worked up to a total accrual of eighty (80) hours at any given time.
9.7.1 Compensatory time off will be arranged by mutual agreement between employees and
their supervisors. However, the taking of compensatory time off will not be unreasonably
denied.
9.7.2 In the event that an employee transfers from one bureau to another, any compensatory
time will be paid or used before such transfer or, at the employee's request, accrued
compensatory time shall be transferred, along with necessary funds to cover such
compensatory time, to the bureau receiving the transferred employee.
9.7.3 Employees may receive once per fiscal year, at their request, a payout of any amount of
accrued compensatory time.
9.8 Employees required to work around the clock (three shifts) and required to continue work
through their regular assigned shift, shall continue to receive pay at the overtime rate. Any
hours over sixteen (16) will be paid at the double time rate.
9.8.1 If an employee has worked 16 hours or more in the 24-hour period prior to their next
regular shift and needs to rest, the bureau may excuse the employee from all or part of
their regular shift. Under such circumstances employees will remain in paid status and
will not be required to use accrued leave.
9.9 Employees who are required to work more than two (2) hours before or beyond their regular
shift shall be allowed a thirty (30) minute lunch period on the City's time, to be taken not
later than the expiration of such two (2) hour overtime period. In the event employees work
for more than four (4) hours beyond such two (2) hour overtime period, they shall receive an
additional thirty (30) minute lunch period on the City's time for each additional four (4) hour
overtime increment.
9.10 Notwithstanding section 9.4, the City may require the least senior qualified employee(s) in
the classification within the work unit or a qualified temporary employee be available to
work overtime.
9.11 There shall be no pyramiding of overtime rates.
9.12 Essential Employees. Any employee who is designated by management as an Essential
Employee and is required to report to work when the Mayor or his designee announces a
Citywide closure and directs non-essential employees to stay home, will be compensated
with one deferred holiday for every full shift they work during such an event. The deferred
holiday will be equal to the number of hours the essential employee was regularly scheduled
to work on the day of the event.
9.12.1 Employees whose deferred holiday bank is full, will be given the equivalent time in pay.
Employees who earn a deferred holiday within 30 days of the end of the calendar year will
be allowed to carry over said holiday to the subsequent year’s deferred holiday bank.
Exhibit 1
12
Article 10. Reporting Pay and Minimum Pay
10.1 Employee who are scheduled to report for work on their regular schedule, and who present
themselves for work as scheduled, but where work is not available, or made available for
them, shall be excused from duty and paid at the employee's regular rate for eight (8) hours.
The City shall not be required to work and compensate an employee in accordance with this
section after an employee has completed sixteen (16) consecutive hours of work. The
guarantee of eight (8) hours pay to employees shall be inapplicable if employees fail to report
at the scheduled starting time or otherwise are unable to perform their normal duties for the
full shift.
10.2 Employees called to return to work before the employee's next work shift, and such call is
after the employee has left the City's premises at the end of their last shift, shall be paid for a
minimum of three (3) hours at the rate of one and one half (1 1/2) times their regular rate.
The “return to work” will commence at the time the employee receives the call and agrees to
return to work. The “return to work” shall end when the employee leaves the last designated
reporting location at the conclusion of the work.
10.2.1 If an employee is called back to work, either under a call to return to work, a stand-by
agreement or otherwise, and works less than three (3) hours and is called out again within
the three (3) hours, they will not receive a second minimum. If an employee is
subsequently called back to work after the initial (3) three hours has elapsed, they would
then be eligible for an additional (3) three hour minimum.
10.2.2 Employees who have been asked to work overtime at the end of their shift shall receive
overtime pay but not call back pay.
10.2.3 When the employee is called back and is required to work eight (8) or more consecutive
hours outside of their normal working shift, the employee shall be paid a shift differential
that corresponds with the time of the call to return to work.
10.3 Any employee required to work a split shift shall be paid at the rate of time and one half (1
1/2) for not less than eight (8) hours of such shift (exclusive of any overtime worked in
addition thereto). Time worked on the employee's sixth and seventh day shall not be covered
by this paragraph.
10.4 Before the City requires bargaining unit employees to “stand-by” during their off duty hours,
the City and the appropriate Union representative will meet and determine the appropriate
compensation.
10.4.1 If the City has not worked out a “stand-by” agreement with the Union and requests an
employee to “stand-by”, the employee shall receive .25 hours pay at the straight time rate
for each one (1) hours of “stand-by” time. For the purposes of this section, “stand-by”
shall be defined as a requirement that an employee remain available and fit for duty during
non-working time, with City communication device(s) and/or at a phone number left with
the bureau such that the employee can report for work within a period of one half (1/2)
hour, absent unusual circumstances.
10.5 If an employee is called back on an emergency during ice or snow conditions, their overtime
will commence at the time they receive the call, with a maximum of one (1) hour's travel
time permitted. The end of the call back shall be when the employee leaves the designated
reporting location at the end of the call back.
Exhibit 1
13
10.6 Employees are authorized special mileage allowances under the following conditions: All
mileage allowances must be pre-authorized. When such employees use their own
transportation to report directly to a work site other than their normal reporting place, they
will file a mileage pay request for any miles that are in excess from their current home
address to their normal reporting place. Mileage payments will be at the applicable IRS rate
for using personal vehicles on City business. Payment will be made for the excess distance
both going to work and returning home. Employees are required to keep their supervisors
advised of their current home address and number of miles from their home to their regular
reporting place.
10.7 Employee required to use their personal automobile in the course of employment will be paid
mileage reimbursement at the applicable IRS rate.
Article 11. Working Out of Classification
11.1 For the purposes of this Article, working out of classification shall mean the temporary
assignment of a willing, available, and qualified employee to perform substantially the duties
and responsibilities of a higher classification.
11.2 In the event that there is not a willing employee, the City may require the least senior
qualified employees or a qualified temporary employee to work out of classification. In the
event that there is not a least senior qualified employee in the work unit, the City may require
the least senior qualified employees or a qualified temporary employee in the bureau to work
out of classification.
11.3 Employees may be worked out of classification when:
11.3.1 Temporary vacancies occur in any classification.
11.3.2 Emergency conditions exist and enough personnel are not available in a classification to
take care of such emergency.
11.3.3 For legitimate training purposes.
11.3.4 Any reason approved through a Memorandum of Understanding between the Union(s) and
the City.
11.4 This provision shall be inapplicable to the selection of employees to perform non bargaining
unit work. Subject to agreement with the Union, the City may reserve upgrade opportunities
for legitimate training purposes. Otherwise, when selecting employees to work in higher
classifications, as provided in 11.3.1 through 11.3.4:
11.4.1 The City and the Union have agreed that when filling short-term vacancies in a higher
class, the offer of such work shall be made first to employees who are on the appropriate
eligible list. The City further agrees that it will make every effort to distribute such
assignments as equally as possible among those on the eligible lists.
(A) The City and the Union have agreed that when filling short-term vacancies in a higher
class, the offer of such work shall be made first to employees who are on the appropriate
eligible list. The City further agrees that it will make every effort to distribute such
assignments as equally as possible among those on the eligible lists.
11.4.2 When no employee is available from the appropriate eligible lists, the City shall select
from among the three available senior qualified employees in the division or bureau, who
are willing to accept the appointment, until a list of qualified candidates is certified.
Exhibit 1
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(A) New City employees shall not be eligible for temporary upgrades under sections 11.2.1
and 11.2.2 until they have completed six (6) months of service with the City. This shall
not preclude the City from using new employees for temporary upgrade if no other
employees are available under 11.2.1 and 11.2.2.
11.4.3 Employees appointed temporarily to work out of classification will be expected, for the
term of such appointment, to perform the duties normally performed by the employees
they are replacing in that classification. However, employees temporarily appointed to
non-represented positions will not administer discipline or have access to personnel files.
(A) The City will notify the Union when a bargaining unit member is upgraded to a non-
represented position. Employees temporarily appointed to non-represented positions who
are also Union Shop Stewards shall be required to cease operating in the capacity of a
Shop Steward for the duration of said appointment.
(B) Employees appointed temporarily to a non-bargaining unit position shall not be subject to
this agreement for the duration of such appointment.
11.5 Except for official apprenticeship or training classifications, when employees are assigned to
a higher classifications, the employees’ pay rate shall be the step within the higher
classification range which represents at least a three percent (3%) increase over the
employees’ regular rate in their former classification, provided that in no event shall the rate
of pay exceed the maximum rate for the higher classification as provided in Schedule A.
When a permanent employee is temporarily assigned to a higher paid classification, credit
shall be allowed for all prior temporary service in that classification for determining the
appropriate service step of the pay range for that classification.
11.5.1 If upgraded in a workday to a higher classification, an employee will receive the rate
applicable to the higher classification for a minimum of one (1) hour. If upgraded longer
than one (1) hour, the employee will receive four (4) hours; eight (8) hours if assigned to
such higher classification over four (4) hours in the workday. If the employee works an
alternate schedule, and performs the upgraded work all hours of the day, they will receive
the higher rate of pay for all hours worked.
11.5.2 When it is necessary to work employees as provided in 11.3.1 and 11.3.2 in a lower
classification, the City shall pay the employee their regular rate for their permanent
classification.
11.5.3 When a classification within a department or bureau has been filled by temporary
assignment for a period of thirty (30) days, the City and the Unions shall meet to
determine if there is a vacancy for a full time position. “Full time” as used in this Article
means a position which has been budgeted on an annual basis, or to the end of the fiscal
year.
11.6 The City agrees that it will conduct timely examinations to provide the necessary eligible
registers to fill the vacancies which occur in the classifications covered by this agreement.
No vacancy in a full time position covered by this agreement shall be filled on a temporary
basis for longer than six (6) months, unless the Bureau of Human Resources is unable to
provide the necessary eligible register. This provision does not require the City to fill
budgeted vacant positions.
Exhibit 1
15
Article 12. Seniority
12.1 In the matter of selections of jobs or opportunities to work on new jobs, processes or job
locations and the selection of work shifts and vacation periods within a given classification,
within a bureau, department or division thereof, the City shall prefer those employees who
have permanent Civil Service status with the greatest length of service with the City within a
given classification subject to the following conditions. In calculating an employee's
permanent work unit seniority, it shall be the employee's total uninterrupted time in such
unit, including the time spent in unsuccessful probation in another unit.
12.2 Shift Selection. In multiple shift operations, employees within each classification shall have
a right to select their work shift on the basis of their seniority within a bureau or division
thereof and competing only with employees covered under this agreement on the following
basis:
12.2.1 After the employee's original selection of a work shift, changes may be made only when a
vacancy occurs on another shift; provided, however, if the City eliminates any employee's
shift, such employee shall have the right to exercise their seniority to select one of the
existing shifts.
12.2.2 Shift trades or individual shift changes may be made by mutual agreement between the
employees and the City, provided such changes are posted and there are not objections.
However, any such mutually agreed changes shall not be subject to the overtime
provisions of this agreement.
12.2.3 Group shift changes may be made by mutual agreement between the Unions and the City.
However, any such mutually agreed changes shall not be subject to the overtime
provisions of this agreement.
12.2.4 When shift changes are made which are beyond the control of the City, the overtime
provisions of this contract will be waived.
12.3 Job Bidding. The City reserves the right to organize work and assignments. Bureau
managers will consult with the Union prior to implementation of a reorganization to discuss
proper application of this Article. Whenever the City determines that it will fill a vacancy in
a new or existing job, present employees shall be given the first opportunity on the following
basis: the City may choose from among the two (2) most senior qualified bidders for 25% of
all vacancies occurring within a bureau in a Fiscal Year. Prior to posting, the City must
identify a posting as one which will be subject to this provision.
12.3.1 If the vacancy involved is a new job process within a classification, first choice shall be
given to employees in that classification within the division where the vacancy occurs.
Second choice shall be given employees within the bureau in which the vacancy occurs.
Qualifications and seniority within the division (first choice) or bureau (second choice)
shall be the determining factors. “Qualifications” means the ability to meet the
performance requirements and job-related skills required for the job in question, but not
based solely on Civil Service certification.
12.3.2 Whenever an opening occurs in any job classification in an existing work assignment,
employees within that classification shall have an opportunity to bid on such vacancy
based on their seniority if they are qualified to do the work as defined in section 12.3.1
above. First choice shall be given to employees within the division where the vacancy
occurs. Second choice shall be given to employees within the bureau in which the vacancy
occurs.
Exhibit 1
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12.3.3 A bureau and the appropriate union may mutually agree to implement an alternative
method of filling vacancies identified in 12.3.1 and 12.3.2. The agreement can cover a
work unit(s), a classification(s), or an entire bureau. Any such agreement will be made in
writing and will be copied to the DCTU and the Human Resources Director prior to its
implementation.
12.3.4 The overtime provisions of this agreement will not apply as a result of employees
exercising their seniority rights under 12.3.1 and 12.3.2.
12.3.5 Limitations on Bidding. If an employee receives discipline subsequent to a written
reprimand (i.e. another written reprimand), or a suspension or demotion, or a Performance
Improvement Plan which takes the place of a second written reprimand or higher level
discipline, the City may, at its sole discretion, suspend the employee's ability to bid on any
job assignments for one year.
12.3.6 Employees in Conflict. If a situation develops which involves two or more employees
who are in conflict with one another, the bureau will document the conflict and meet with
the employees and the union and attempt to jointly resolve the conflict. If no resolution
can be mutually agreed upon, the bureau may move the employee to vacant job
assignment in another work unit within the bureau. If there are no vacancies in another
work unit, the bureau may seek volunteers willing to trade assignments with the
employee(s) in conflict. If there are no volunteers, the bureau may, at its sole discretion,
move the employee(s) as a last resort.
12.3.7 Injured Worker Return to Work. When a vacancy under 12.2.1 and 12.2.2 occurs, the
City and the Unions may by mutual agreement exempt the job from the bidding
procedures of this Article so that the job may be utilized to employ a worker returning
from Industrial Accident leave.
(A) The parties jointly recognize the desirability of returning an injured worker, whose
condition is not medically stationary, to some form of available work at the earliest
possible time consistent with the ability of the worker to return as certified by the
treating physician. Employees may be assigned work other than their regular job as soon
as released to do so by the treating physician. Positions filled by an injured worker on
jobs designed to reasonably accommodate an injured worker shall not be subject to the
bidding procedure specified in this agreement.
(B) Injured workers whose conditions are medically stationary will be given the opportunity
to return to their original job as provided in section 12.2.7.3. If the injured worker's
condition is permanent partial disability, the City will make reasonable effort to
accommodate such condition and to return the injured worker to available and suitable
work.
(i) The City shall notify the Union(s) at the earliest stage of efforts to place injured
workers into available and suitable positions.
(ii) If placement efforts do not result in the return to work of the injured worker, the matter
shall be referred to a joint labor/management committee for the purpose of providing
recommendations and advice to the Human Resources Director and the Risk Manager
on the worker's placement including, but not limited to, the effectiveness of any
bureau-wide or City-wide placement activities or other issues relating to the return to
work of the injured worker.
Exhibit 1
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(iii) The joint committee will also be charged with a review of current practices and issues
relating to injured workers, and provide recommendations and advice to the Human
Resources Director and Risk Manager on program operations relating to injured
workers. This committee shall consist of equal numbers of management and Union
representatives. Union participants will be appointed by the District Council of Trade
Unions and management participants by the Bureau of Human Resources and Risk
Management.
(C) A job which is vacant by reason of a compensable injury will be treated as a temporary
vacancy for the first eighteen (18) months. Such jobs may be filled by appointment and
is not subject to bidding. During this period, injured workers who have received a full
release will be returned to their former job on request. Employees displaced by the
return of an injured worker will be entitled to bump pursuant to their seniority and
classification. After eighteen (18) months, employees who are absent due to
compensable injury shall be entitled to bump junior employees within their
classification.
12.4 Posting. All vacancies which create job opportunities under Article 12 shall be posted in the
work location of the affected employees. Job opportunities shall be posted for a period of five
(5) working days. Each posting shall contain the shift and days to be worked and a brief
description of the duties and responsibilities to be performed at the time of vacancy in
addition to who to contact for more information. The posting shall also include any special
qualifications for the job and, if applicable, the requirement that an employee must commit to
remaining in the assignment due to on-the-job or formal training requirements for up to two
(2) years before bidding to another assignment. It shall also contain the date the transfer is to
take effect. However, the date of transfer shall be no later than thirty (30) days after the first
date of posting. The transfer to the bid position may be made earlier than the date in the
posting, upon mutual agreement between the City and the employee. Applicants may be
required to perform other functions which they are qualified to perform. Employees shall bid
in writing on such opportunities according to the provisions of this section and such bid shall
be made by the sixth (6th) working day after the first day of posting. Probationary employees
are not allowed to bid on other job opportunities for the duration of their probationary period.
12.4.1 Evaluations. Employees who fill vacancies under the provisions of Article 12.3 and fail
to qualify in the new job during a ninety (90) day evaluation period that will include a
minimum of one (1) interim and one (1) final written performance evaluation, will be
returned to their former position in the division or bureau if it is vacant. If the employee's
former position is not vacant, they will be placed in a vacancy in their classification
elsewhere in the bureau. If there is no vacancy in the bureau, the employee will be
returned to their former position in the division or bureau. Failure by management to
provide the written evaluations within the ninety (90) day evaluation period will indicate
the employee's successful completion of the evaluation period.
12.4.2 Lateral Transfers. Employees may request a lateral transfer to another Bureau by
notifying the Bureau of Human Resources of their desires. Lateral transfers to vacant,
budgeted positions, within or between bureaus within a classification at the request of the
employee will be limited to one (1) per year. However, in the event that an employee does
not pass the evaluation period provided for in Article 12.3.1 of this Agreement, the one (1)
year limit on lateral transfers shall be waived.
12.4.3 Bid Trades. An employee may “trade” a bid work assignment within a shift subject to
management approval. Such trades do not require posting or approval of the DCTU or
Exhibit 1
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other employees in the work units involved. However, any such mutually agreed upon
trades shall not be subject to the overtime provisions of this agreement and the employees
who trade waive their ability to bid to new assignments for two years.
12.4.4 Within seven (7) working days after the closing of the bidding procedure, the City shall
award the bid, in writing, to the successful bidder. After an employee has received written
notification that they were the successful bidder, such employee shall be required to honor
such bid.
12.5 Seniority shall continue and accumulate during approved leaves of absence in accordance
with the provisions of the City Charter and the Bureau of Human Resources Rules and
Regulations, except that seniority shall be frozen after eighteen (18) continuous months of
absence for the purposes of vacation and job bidding.
12.6 The City agrees to make available to the Union, upon request, copies of any personnel list the
City maintains regarding seniority or classification changes.
12.7 Special Projects & Assignments. Notwithstanding any other article or section of this
contract, the City may designate certain Special Projects and Assignments under the
limitations listed in 12.6.1 and 12.6.2.
12.7.1 Special Projects. A bureau may identify a project for a period of no more than one (1)
year and assign employee(s) to that project for its duration. Any employee(s) so assigned
will have the right to return to their originally bid work unit and cannot be involuntarily
re-assigned for at least eighteen (18) months. Employees assigned to a special project
continue to accrue seniority in their previous work unit and may bid on future assignments
during the project, but will not move to that new assignment until the conclusion of the
special project. The duration of the project may be extended by mutual agreement between
the City and Union(s) involved.
12.7.2 Special Assignments. A bureau may re-assign any employee to an assignment in another
work unit for up to sixty (60) days. Any employee(s) so assigned will have the right to
return to their originally bid work at the conclusion of the assignment or after sixty (60)
days. Employees re-assigned continue to accrue seniority in their previous work unit and
may bid on other assignments during the special assignment, but will not move to that new
assignment until the conclusion of the special assignment. The duration of the special
assignment may be extended by mutual agreement between the City and Union(s)
involved.
Article 13. Promotion
13.1 For the purposes of this article “promotions” shall be defined as the movement of an
employee from a position in one job classification to a position in another job classification
having a higher maximum salary rate. Employees promoted to another City classification are
eligible to receive 3% promotional increase, which may place them at a higher step.
13.2 The City agrees that permanent or probationary employees within a bureau shall have an
opportunity for an interview for promotions within that bureau, subject to qualifications
through proper Bureau of Human Resources procedures. “Qualifications” means the ability
to meet the performance requirements and job-related skills required for the job in question,
but not based solely on Civil Service certification.
Exhibit 1
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13.3 Promotional Probationary Period. For the purpose of this labor agreement, probation for
promotion is defined as a six (6) month period from date of hire into the job classification,
excluding any period of time off exceeding one (1) week in duration. Notwithstanding the
above, the promotional probationary period for Police Records Specialist Trainee and Police
Identification Technician Trainee shall be nine (9) months from the date of hire into the job
classification. The promotional probationary period may be extended for a period not to
exceed three (3) months by mutual agreement between the City, the Union and the affected
employee.
13.3.1 All employees upon promotion will receive an offer letter specifying the official start date
and end date of their probation. During their promotional probationary period, employees
will be given a minimum of three (3) written evaluations with a copy to the employee and
to the Union at approximately one (1) month, mid-term, and one (1) month prior to the
end of promotional probation. Nothing in this section shall limit management’s right to
terminate the promotional probationary period.
13.4 Any employee who is promoted and fails to qualify for the new position shall have the right
to be returned to their former classification and bureau based on seniority with all the rights
and conditions of employment they had in their former classification.
13.5 Within three (3) months of promotion, any employee may elect to return to their former
classification and bureau with no loss of rights and conditions of employment; provided,
however, a vacancy exists in the employee's former classification and bureau within six (6)
months of the promotion.
Article 14. Layoff/Recall
14.1 Layoff and recall of employees shall be as provided in this section.
14.2 Seniority within Classification. Seniority for purposes of layoff and recall shall be
determined as the length of continuous service, from the date of permanent appointment to
the classification listed in Schedule A. An employee will not lose classification seniority in
previously held classifications as a result of accepting permanent or temporary appointment
to another classification.
14.2.1 Continuous service shall be broken and accrued seniority canceled, by resignation,
dismissal, retirement, voluntary demotion, or movement to a classification not listed in
Schedule A. However, seniority shall continue to accrue during layoff, disability
retirement and approved leaves of absence.
14.2.2 Seniority in a job classification consolidated prior to March 17, 1988 shall be as
determined at the time of consolidation by the Civil Service Board. Seniority in a job
classification consolidated after March 17, 1988 shall be equal to the total permanent
service in all job classes included in the consolidated classification.
14.3 A tie in classification seniority shall be broken and greatest seniority determined by:
14.3.1 the highest score on the eligible list from which appointment was made; if a tie remains,
then
14.3.2 the greatest length of service with the City; if a tie remains, then
14.3.3 the date and time of receipt of the application by the Human Resources Bureau; if a tie
remains, then
Exhibit 1
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14.3.4 by random draw.
14.4 It is recognized from time to time that a seniority inequity may exist in multiple
appointments in a bureau and classification where an employee is required by the City to
delay the starting date in a new position. In those instances, the employee may submit to the
Human Resources Director a request for the seniority adjustment within thirty (30) days of
the delay.
14.5 Reductions in Force. In the event an employee's position is abolished, an employee shall be
permitted to bump as follows, providing the employee is qualified to perform the work and
meets the skills, knowledge and ability requirements for the position which have been
designated in existing classification specifications by the Bureau of Human Resources:
14.5.1 into a vacancy in the same classification in the employee's assigned bureau with the same
shift(s) and days off; if none, then, provided the affected employee has greater seniority:
14.5.2 into the position held by the least senior person within the employee's current
classification within the bureau with the same shift(s) and days off; if none, then
14.5.3 into a vacancy in the same classification in the employee's assigned bureau; if none, then:
14.5.4 into the position held by the least senior person within the employee’s current
classification within the bureau; if none, then
14.5.5 into a vacancy in the employee's current classification City-wide; if none, then
14.5.6 into the position held by the least senior person within the employee's current
classification City-wide; if none, then
14.5.7 at the full-time employee's option, into a part-time or job share position in the employee's
current classification, in the bumping sequence as defined in 14.5.1 through 14.5.6 above;
if not, then
14.5.8 into previous classifications in inverse chronological order, where the employee held
permanent status, in the bumping sequence as defined in 14.5.1 through 14.5.6 above.
14.5.9 A part-time or job share employee shall have bumping rights as described in 145 above
except that a part-time or job share employee shall not displace a full-time employee.
14.5.10 No layoffs or reduction to a lower classification shall be executed so long as there are
temporary employees serving within the affected classification.
14.6 Recall
14.6.1 Employees that have been transferred as a result of a layoff, shall have the right to
transfer back to their former classification in their former bureau or division from which
they was transferred, if the City is going to reemploy an employee in that classification in
that bureau or division. The transfer back shall be on a strict City-wide seniority basis in
the classification of the employee at the time the transfer occurred.
14.6.2 The City shall re-employ laid off employees in a strict seniority basis for the
classification from which the employee was laid off.
14.6.3 Employees shall be placed on a recall list for the classification from which layoff
occurred, for five years, or removal as defined in 14.6.6 below, whichever occurs earlier.
14.6.4 The employee, by notifying the Bureau of Human Resources in writing, may become
unavailable for recall no more than one specified period of time, except when
Exhibit 1
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documented medical evidence or lack of both personal and public transportation prevent
the employee from being available for work.
14.6.5 On re-employment of laid off employees, the City shall notify employees by Certified
Letter, with a copy to the Unions, mailed to their last known address. Employees shall
have five (5) days to report their intentions to the City and shall report to work within two
(2) weeks after notification to the City.
14.6.6 Reappointment to the classification from which the employee was laid off, or refusal of
appointment by the employee to a bona fide recall, shall result in the employee's removal
from the recall list and right to recall, except that an employee recalled to a bureau other
than that of layoff may opt to remain on the recall list for the bureau from which they
were laid off.
Article 15. Holidays
15.1 The following holidays shall be recognized and observed as guaranteed paid holidays:
15.1.1 New Year's Day, Martin Luther King's Birthday, Presidents Day, Memorial Day,
Independence Day, Labor Day, Veteran's Day, Thanksgiving Day, the day after
Thanksgiving, Christmas Day and every day appointed by the President or the Governor
of the State of Oregon as a universal holiday for all citizens.
(A) For Monday through Friday Schedules, whenever one of the above listed holidays falls
on a Saturday, the Friday before said holiday shall be considered as a holiday and paid
for as such. Whenever a holiday falls on Sunday, the following Monday shall be
considered as a holiday and paid for as such.
(B) For schedules other than Monday through Friday, when a holiday falls on an
employee's first regularly scheduled day off, the day before the holiday shall be
considered the holiday and paid as such. If the holiday falls on their second or more
contiguous regularly scheduled days off, the first scheduled work day following the
holiday(s) shall be considered the holiday and paid as such.
(C) When a holiday is observed on an employee’s regularly scheduled solitary day off,
they will be permitted to defer the holiday with pay until a later date as described in
section 15.2 below.
15.1.2 Notwithstanding the foregoing, those crews or work units which operate seven (7) days
per week, twenty four (24) hours per day, will observe Veteran’s Day on November 11
Christmas on December 25, New Year's on January 1, and Independence Day (the Fourth
of July) on July 4.
15.1.3 In operations that run a night shift and the operation is shut down on a holiday by mutual
agreement between the supervisor and the Union, employees will be allowed the choice
of holiday eve as their holiday rather than the night of the holiday.
15.2 Holiday Pay. Eligible employees shall receive holiday pay equal to each employee’s
regularly scheduled work shift for each of the holidays set forth above on which they perform
no work. (For example, an employee who is regularly scheduled to work an 8 hour shift will
be paid 8 hours holiday pay; an employee regularly scheduled to work a 10 hour shift will be
paid 10 hours holiday pay.) In addition to an employee's holiday pay, they shall be paid the
overtime rate for any holiday they are required to work. However, if an employee is regularly
scheduled to work on a holiday, they will be permitted to defer the holiday with pay until a
Exhibit 1
22
later date. An employee under this section can accumulate no more than ten (10) deferred or
postponed holidays. Deferred or postponed holidays will be taken at a time mutually
agreeable to the City and the employee. Prior to the use of any vacation time, any deferred or
postponed holiday time must be taken. The employee will endeavor to schedule the deferred
or postponed holiday within the calendar year it accrues. The language of this section applies
to all letters of agreement attached to this contract.
15.2.1 Full-time employees who are on work schedules other than eight (8) hours per day, five
(5) consecutive days per week will receive full vacation and sick leave accrual for each of
the observed holidays for which they are entitled to be paid.
15.2.2 An eligible employee shall be any employee who has been an employee of the City at
least one (1) day prior to the holiday.
15.2.3 Employees shall not receive holiday pay if the employee is absent on their scheduled
work day either immediately preceding or immediately following the holiday, unless they
were on pay status for such day before and day after, or unless they has previously
applied to their supervisor in writing for permission to be so absent. However, in
situations where an employee is unable to procure prior approval for such absence they
may submit a written request for holiday pay, stating the reason for their absence to their
supervisor. If the supervisor considers the reason for the absence excusable, the holiday
pay shall be paid. Should the supervisor either question the validity of the request or
consider the reason for the absence insufficient cause for being absent, they shall contact
the Unions, discuss the case with them and together shall render a decision. If no
agreement is reached the matter shall be referred to the Human Resources Bureau for
review. The deliberation and decision shall be based upon both the following
considerations: (a) whether the absence would have been granted had prior approval been
sought, and in addition; (b) whether the reason for not seeking prior approval was a valid
one. Such decision shall be final and binding and not subject to the grievance procedure.
15.2.4 If a holiday is observed during an employee's vacation period, the employee shall be paid
for such holiday and it shall not count against the employee’s accumulated vacation
leave.
15.2.5 If employees are on sick leave and a holiday is observed, they shall be paid for such
holiday and it shall not count against their accumulated sick leave.
15.3 Personal Holidays
15.3.1 After completion of six (6) months of service, each regular full-time employee covered
by the terms of this Agreement shall receive personal holiday time based on three (3)
times their normal shift length per calendar year. “Normal shift length” will be
determined by taking a snapshot of each eligible employee’s work schedule on the first
day of the first pay period in January.
15.3.2 After completion of six (6) months of service, each regular part-time or job-share
employee covered by the terms of this Agreement shall receive twelve (12) hours
personal holiday time per calendar year.
15.3.3 Personal holidays shall be maintained in a separate quota account and will be added to
each eligible employee’s personal holiday account at the end of the first pay period in
January of each year.
Exhibit 1
23
15.3.4 The first twenty-four (24) hours, or twelve (12) hours in the case of a part-time or job-
share employee, taken off on vacation leave by an employee during a calendar year shall
be considered personal holidays. Personal holiday time may be utilized in any increment
of time.
15.3.5 The personal holidays shall be arranged by mutual agreement between the employee and
the City. Failure to reach mutual agreement shall immediately refer the matter to the
bureau manager.
15.3.6 Personal holidays may only be used during the calendar year in which they accrue.
Failure to use the personal holidays by the end of the calendar year will result in
forfeiture of that portion of the personal holiday time not used.
Article 16. Vacations
16.1 Vacation Leave Accrual. Annual vacation leave for employees shall be computed on the
basis of time actually served during each calendar year. The rate that annual vacation leave
accrues shall depend upon the total amount of service for the City, whether or not such
service was broken. Beginning with January 1 of the year in which the employee reaches the
following service anniversaries, vacation leave shall accrue at the following rates:
Anniversary
Accrual Rate Per
Bi-Weekly Period
Equivalent Annual
Vacation
Entry 3.08 hours 80 hours
5 4.62 hours 120 hours
10 5.38 hours 140 hours
15 6.15 hours 160 hours
20 6.92 hours 180 hours
25 7.69 hours 200 hours
16.2 An employee's vacation is deemed earned and shall be credited each payroll period.
16.3 In computing total amount of service as used in 16.1.1 above:
16.3.1 Includes time taken while on leave of absence with pay or for military or parental leave
without pay.
16.3.2 Includes any time under temporary appointment in City service employment, the
Exposition-Recreation Commission, and the Portland Development Commission.
16.3.3 Includes absence because of an on-the-job injury up to one (1) year.
16.3.4 Excludes time in City service for which the employee receives pension benefits.
16.4 Employees shall continue to earn vacation credit for:
16.4.1 A cumulative period of one (1) year because of time lost for each on-the-job injury,
provided that the employee returns to work in accordance with Human Resources
Administrative Rule (HRAR) 7.08. However, should such on-the-job injury result in
disability retirement, the employee will be paid for such accrued vacation up to the
one-year maximum accrual.
16.4.2 Any authorized leave of absence where an employee continues in paid status.
Exhibit 1
24
16.4.3 Any authorized personal leave(s) of absence not to exceed a cumulative total of thirty (30)
days in any calendar year.
16.5 The total number of vacation hours accrued at the end of the first payroll period in January
cannot exceed an employee's vacation accrual for the preceding twenty-four (24) month
period. Any excess credit at that time will be forfeited. Except, however, if during the Month
of December, the City requires an employee to work their vacation period that was
previously scheduled and approved, the amount of vacation worked may be carried over in
addition to two (2) years’ accumulation.
16.6 Vacation credits will not be available for use until the employee has completed ninety (90)
days of service. Whenever an employee with more than ninety (90) days service is laid off or
terminated, their vacation time shall be paid in a lump sum.
16.7 Vacation Scheduling. Vacation selections shall be by classification on the basis of seniority
within the bureau and division thereof in which they are employed.
16.8 Employees will be entitled to exercise their seniority for only one (1) vacation period
selection each calendar year.
16.9 A bureau and the appropriate union representative(s) may mutually agree to implement an
alternative method of approving vacations. The agreement can cover a work unit, a
classification, or an entire bureau. Any such agreement will be made in writing and will be
copied to the DCTU and the Bureau of Human Resources Director prior to implementation.
16.10 The bureau and the union representative(s) involved agree that either party may terminate an
agreement created under 16.9 at any time for any reason upon thirty (30) days written notice
to the other party. The bureau will then revert to vacation selections established by the
bureau under 16.7 and 16.8.
16.11 The deadline for management to respond to vacation bidding and ad-hoc requests will be two
(2) weeks for annual bidding from the end of the bidding process and three (3) working days
for ad-hoc vacation requests.
16.12 Employees shall be permitted to choose either a split or entire vacation. Employees shall
have the right to determine their vacation times on the basis of seniority as provided in
Article 16.7 and 16.8. However, employees must receive prior approval for use of vacation
time. Nothing contained within this Article shall be interpreted to prevent employees from
taking one or two day vacations upon reasonable notice and by mutual agreement between
the employees and their immediate supervisors.
16.13 Once an employee's vacation time has been scheduled, the City shall not cancel such
scheduled vacation time unless the needs of the operation so dictate. If the employee feels
their scheduled vacation was canceled without good reason, the matter will be subject to the
regular grievance procedure. If the City is found to be in violation of this Article, the
employee will be paid at time and one-half (1-1/2) for the time worked during the scheduled
vacation, with no loss of accrued vacation time. Furthermore, the City will make every effort
to accommodate the employee in rescheduling the employee's new vacation.
16.14 No allowance shall be made to an employee for sick leave during a period designated in
advance for vacation purposes; except upon a determination by the Commissioner in charge,
or the Auditor as to the department, that the injury or illness was of a serious nature. Prompt
notification of the injury or illness, and clearance by the person in charge of the employee's
payroll unit, shall be made as provided by City policy.
Exhibit 1
25
Article 17. Health and Life Insurance
17.1 Labor/Management Benefits Committee
17.1.1 The parties agree to the continuation of the City-wide Labor/Management Benefits
committee. The committee will consist of sixteen (16) members. One member shall be
appointed from each of the following labor organizations: the District Council of Trade
Unions (DCTU), the Portland Fire Fighters' Association (PFFA), the Professional and
Technical Employees, Local 17 (PTE-17) (COPPEA), AFSCME, Local 189 representing
Emergency Communications Operators (BOEC), Laborers, Local 483 representing
Recreation Employees (Recreation), the Portland Police Commanding Officers
Association (PPCOA), AFSCME, Local 189 representing the Portland Housing Bureau
(PHB), and effective July 1, 2017, Laborers’ Local 483 representing Portland City
Laborers. The remaining eight (8) members shall be appointed by the City.
17.1.2 A quorum of fourteen (14) voting members is required for the committee to take action.
An absent committee member may designate a substitute with full voting authority or
designate another committee member as proxy to vote on the absent committee member’s
behalf. Any committee member may invite one or more visitors to attend committee
meetings.
17.1.3 The committee shall select its chairperson, who shall serve at the will of the committee.
17.1.4 In order to make a recommendation to the City Council, at least fourteen (14) committee
members must vote in favor of the recommendation. The committee shall be responsible
for establishing internal committee voting and decision-making processes.
17.1.5 Members of the committee shall be allowed to attend committee meetings on-duty time. In
the event meetings are scheduled outside the regular shift hours of a committee member,
the City shall make every effort to adjust the shift of the member to allow the member to
attend while on duty.
17.1.6 The committee shall meet at least quarterly, and shall make written recommendations
regarding plan design changes in the employee benefits program to the City Council no
later than April 1st of each year.
17.1.7 The City Council shall retain the discretion to implement or reject any of the committee's
recommendations. In the event the committee makes a recommendation that is consistent
with the committee's authority, is actuarially sound and meets all the requirements of
federal, state and local laws, and Council rejects the recommendation, any reductions in
plan costs that may have occurred due to the change in plan design, will be treated as
having occurred for the purposes of calculating the maximum City contribution under this
agreement. These costs will be calculated by evaluating the premiums and/or rates as if the
changes had occurred, the rates and/or premiums absent the changes, and the number of
participants under the plan(s) involved. For example, if the self-insured plan two party rate
would be $298 per employee per month with the addition of a benefit design change "X",
but Council rejects the design change and therefore the two party rate is $350 per month
per employee, the City contribution will be increased $52 per month per employee on the
self-insured plan to give credit for the change.
17.2 Benefits Eligibility. The City offers healthcare benefits to regularly appointed full-time and
part-time employees and their qualified dependents. The plan is administered in compliance
with all applicable federal, state, local laws, statutes and rules.
Exhibit 1
26
17.2.1 Regular Full-Time Employees. Regular full-time employees shall be eligible as provided
herein for medical, dental, vision and life insurance coverage the first of the month
following the date of hire. City paid benefits will continue for employees each month in
which they are actively employed in an eligible job class and status and are working their
regularly scheduled hours, or they are in a qualified leave status for the City of Portland
and they make the required premium contribution. Employees who are on non-paid
Military Leave or personal leave without pay do not receive City paid benefits. City paid
benefits will end on the last day of the month in which an employee terminates
employment, enters an unpaid status because of military leave or unpaid leave or is not
working their regularly scheduled hours. Coverage for the employee and their eligible
family members will be reinstated retroactively to the first of the month in which the
employee returns to their regular work schedule. Any required catch-up premium
contribution(s) will be deducted from the first paycheck the employee receives upon
returning to paid status unless other repayment arrangements have been made.
(A) Employees who become ineligible for participation in City benefit plans will have the
right to continue coverage on a self-pay basis in accordance with state and federal law
and/or as described in this labor Agreement.
(B) Medical, dental, vision and life insurance benefits will be paid at 100% of the City
contribution for those employees who have regularly scheduled hours of at least
seventy-two (72) hours in a pay period in a benefits eligible, budgeted position.
17.2.2 Regular Part-Time Employees. Regular part-time employees will be eligible for
medical, dental, vision and life insurance coverage the first of the month following the date
of hire. City paid benefits will continue for employees each month in which they are
actively employed in an eligible job class and status and are working their regularly
scheduled hours, or they are in a qualified leave status for the City of Portland and they
make the required premium contribution. Employees who are on non-paid Military Leave
or personal leave without pay do not receive City paid benefits. City paid benefits will end
on the last day of the month in which an employee terminates employment, enters an
unpaid status because of military leave or unpaid leave or is not working their regularly
scheduled hours. Coverage for the employee and their eligible family members will be
reinstated retroactively to the first of the month in which the employee returns to their
regular work schedule. Any required catch-up premium contribution(s) will be deducted
from the first paycheck the employee receives upon returning to paid status unless other
repayment arrangements have been made.
(A) Employees who become ineligible for participation in City benefit plans will have the
right to continue coverage on a self-pay basis in accordance with state and federal law
and/or as described in this labor Agreement.
(B) Percentage of City Contribution based on employee status. The amount of contributions
which the City will make on behalf of regularly appointed employees for medical,
dental, vision and life insurance benefits shall be as follows:
Regularly Scheduled Hours Per Pay
Period
Percentage of Employer
Contribution
40 – 45 50%
46 – 55 63%
56 – 63 75%
64 – 71 88%
Exhibit 1
27
72 – 80 100%
(C) The percentage of benefits paid shall be based on whether an employee is actively
employed in an eligible job class and is in paid status.
17.3 City/Employee Contributions
17.3.1 Self-Insured Medical Plan or Kaiser Plan effective Plan Year July 1, 2017. Effective in
Benefit Plan years July 1, 2017 through June 30, 2018, the City shall contribute ninety-five
percent (95.0%) of the medical, vision and dental rates adopted by the City Council for the
one party, two party or family enrollees (whichever applies) for each of the options (Self-
insured Medical Plan or the Kaiser Plan) provided herein and elected by a regular full-time
employee. Each regular full-time employee shall contribute five percent (5.0%) of the
medical, vision and dental rates adopted by the City Council for the one party, two party or
family enrollees (whichever applies). The City reserves the right to expand family tier
descriptions if it is in the best interest of the employee enrollee and it has been
recommended by the LMBC and subsequently approved by City Council.
17.3.2 High Deductible Health Plan (HDHP) effective Plan Year July 1, 2017. Beginning with
Benefit Plan year July 1, 2017, and effective in subsequent plan years, the City shall
contribute one hundred percent (100%) of the medical and vision rates and ninety-five
percent (95.0%) of the dental rates adopted by the City Council for the one party, two
party or family enrollees (whichever applies), or any variation of the tiered rates
recommended by the LMBC and subsequently approved by City Council, for regular full-
time employees who elect the HDHP. Each regular full-time employee who elects the
HDHP shall contribute five percent (5.0%) of the dental rates adopted by the City Council
for the one party, two party or family enrollees (whichever applies), or any variation of the
tiered rates recommended by the LMBC and subsequently approved by City Council.
17.3.3 Self-Insured Medical Plan or Kaiser Plan effective Plan Year July 1, 2018. Beginning with
Benefit Plan year July 1, 2018, and effective in subsequent plan years, the City shall
contribute ninety-five percent (95.0%) of the medical, vision and dental rates adopted by
the City Council for the one party, two party or family enrollees (whichever applies), or
any variation of the tiered rates recommended by the LMBC and subsequently approved
by City Council, for each regular full-time employee who elects the Self-Insured Medical
Plan or the Kaiser Plan; provided that the employee has received a preventive health care
examination within the prior two (2) full calendar years. Each regular full-time employee
who elects the Self-Insured Medical Plan or the Kaiser Plan and who received a preventive
health examination within the prior two (2) full calendar years shall contribute five percent
(5.0%) of the medical, vision and dental rates adopted by the City Council for the one
party, two party or family enrollees (whichever applies), or any variation of the tiered rates
recommended by the LMBC and subsequently approved by City Council.
17.3.4 Beginning with Benefit Plan year July 1, 2018, and effective in subsequent plan years, the
City shall contribute ninety percent (90.0%) of the medical, vision and dental rates adopted
by the City Council for the one party, two party or family enrollees (whichever applies), or
any variation of the tiered rates recommended by the LMBC and subsequently approved
by City Council, for each regular full-time employee who elects the Self-Insured Medical
Plan or the Kaiser Plan and who has not received a preventive health care examination
within the prior two (2) full calendar years. Each regular full-time employee who elects
the Self-Insured Medical Plan or the Kaiser Plan and who did not receive a preventive
Exhibit 1
28
health examination within the prior two (2) full calendar years shall contribute ten percent
(10.0%) of the medical, vision and dental rates adopted by the City Council for the one
party, two party or family enrollees (whichever applies), or any variation of the tiered rates
recommended by the LMBC and subsequently approved by City Council.
17.3.5 Beginning with Benefit Plan year July 1, 2018, and effective in subsequent plan years,
newly hired full-time regular employees who elect the Self-Insured Medical Plan or the
Kaiser Plan will have one (1) full calendar year to receive a preventive health examination
to retain the City’s ninety-five percent (95.0%) contribution and the employee’s five
percent (5.0%) contribution in the subsequent plan year. The City shall contribute ninety
percent (90.0%) and the employee shall contribute ten percent (10.0%) of the medical,
vision and dental rates adopted by the City Council for the one party, two party or family
enrollees (whichever applies), or any variation of the tiered rates recommended by the
LMBC and subsequently approved by City Council, for each newly hired full-time regular
employee who does not receive a preventive health examination within the first full
calendar year of service.
17.3.6 Confirmation of meeting the preventative exam criteria will be sent from the provider to a
third-party administrator. The third-party administrator will send the employee’s name,
birth date, and last four digits of the social security number to the City. No other
information will be provided. The parties acknowledge that Kaiser requires a release of
information to be signed allowing Kaiser to release the information described above.
17.3.7 The City shall share all cost, savings, and participation data from the healthcare plan with
the Labor Management Benefits Committee.
17.3.8 Medical Coverage Opt Out. For the term of the Agreement a benefits eligible employee
who has alternate group medical coverage may choose to opt out of City provided medical
coverage. A full-time employee who chooses to opt out shall not be required to pay the
contribution in Clauses 17.3 and shall receive a cash payment every payday (except for the
third payday in a month) as follows:
Cash Payment One Party $25.00 per payday
Two Party $45.00 per payday
Family $62.50 per payday
17.3.9 Employees may elect to receive the cash payment as cash (subject to withholding). In
addition to the cash payment to the employee, the City shall contribute for each full-time
employee who opts out of medical coverage an additional amount to the Health Fund as
follows:
City Contribution One Party $117.26 per payday
Two Party $93.59 per payday
Family $72.86 per payday
17.3.10 The City shall pro-rate the cash payment and City contribution in 17.3.8 and 17.3.9 above
for part-time benefits eligible employees based on whether they are actively employed in
an eligible job class and status and are working their regularly scheduled hours
17.3.11 Benefit coverage for domestic partners will continue. Availability of domestic partner
benefit is subject to continuing availability from the City’s employee benefit insurance
carriers. The Committee will recommend eligibility rules governing domestic partner
benefit coverage to the City Council.
Exhibit 1
29
17.4 Health Fund Reserves
17.4.1 The Health Fund shall be maintained with adequate reserves to meet fund obligations.
17.4.2 The term “excess reserves”, as used in this agreement, shall be defined as the monies in the
Health Fund which are not needed to meet fund obligations. Excess reserves shall remain
in the Health Fund, but shall be subject to separate reporting to the committee.
17.4.3 The Health Fund and all reserves associated with the Fund must be maintained in an
interest bearing account. Fund reserves shall be pooled, and shall not be allocated on an
individual employee or employee group basis.
17.5 Retiree and Survivor Benefits
17.5.1 The City shall make available to a retired employee and their eligible dependents, the same
medical, dental, and vision benefits offered to active employees. The cost of the plans
shall be borne by the retiree, surviving spouse, or surviving domestic partner. Such
coverage shall be made available through the City until both the retiree and spouse (or
domestic partner) become eligible for federal Medicare coverage.
17.5.2 The City shall provide to the spouse (or domestic partner) and eligible dependent children
of an employee who is killed on the job, the same medical, dental and vision benefit plans
available to active employees. The City agrees to continue the City contribution for the
spouse (or domestic partner) and eligible dependent children until the spouse (or domestic
partner) becomes eligible for federal Medicare coverage or remarries (or establishes a new
domestic partnership) and for each dependent child, to the date which meets the eligibility
requirements of the health plan in which said eligible child is enrolled.
17.6 Life Insurance
17.6.1 The City shall provide each employee with a life insurance policy; said policy shall be
secured and maintained in accordance with the City's existing practices.
17.6.2 The value of the policy shall be the lesser of one time annual salary rounded to the next
higher multiple of $1,000 or $50,000and if greater, shall be such amount as established by
the City Council upon the recommendation of the Labor/Management Benefits Committee.
17.6.3 The City shall make available supplemental life coverage on a voluntary, employee paid
basis.
17.7 Disability Insurance
17.7.1 The City shall provide each employee with a long term disability insurance coverage
through a group policy; said policy shall be secured and maintained in accordance with the
City’s existing practices.
17.8 Domestic Partners. For purposes of this agreement, the phrase “domestic partners” shall be
as defined by the Labor-Management Benefits Committee.
Article 18. Sick Leave
18.1 The City will continue for the life of this agreement to provide its employees with the sick
leave plan and program presently in effect, except as modified as follows: Permanent
employees, including those in probationary status, shall be eligible for use of earned sick
leave after ninety (90) days service with the City. An employee shall be entitled to use a
maximum of four (4) consecutive work days' sick leave without a signed doctor's certificate
Exhibit 1
30
if the employee has accumulated not less than four hundred (400) hours of sick leave.
Otherwise, the employee will be entitled to use a maximum of three (3) consecutive work
days' sick leave without a doctor's certificate. When a doctor's certificate is required, it will
contain the date of treatment and the date the employee may return to work. If the City
desires to verify the authenticity of a doctor's certificate, the employee may be required to
furnish the doctor's name, address and phone number. If the employee is aware that the
condition will require more than two (2) days sick leave usage, the employee will inform
their supervisor of the approximate time of return.
18.2 Time for medical and dental appointments will be charged against accrued sick leave.
Employees may accumulate unlimited sick leave.
18.3 Prior to taking any disciplinary action concerning excessive sick leave, the supervisor will
notify the employee that their sick leave usage appears to be excessive. The purpose of the
notification is to allow the employee the opportunity to identify the specific reasons for the
usage of sick leave, and to assist the employee in a cooperative effort to alleviate the cause of
the problem. If the employee does not correct their behavior the City may proceed with
progressive discipline.
18.4 The City may discipline an employee for misuse of sick leave.
18.5 In situations where an employee's spouse, domestic partner, parent, child or other person for
whom the employee is legal guardian, becomes ill or injured and alternate means of
transporting or caring for such person cannot be arranged immediately by the employee, the
employee shall be permitted to use vacation time or sick leave. A maximum of five (5) days
(40 hours) sick leave per year may be used as provided in this subsection. The employee
shall be required to submit a doctor's certificate for any absence of three (3) days or more
within a period of five (5) working days.
18.6 Industrial Accident Leave
18.6.1 During an absence due to an industrial accident which has been accepted by the Risk
Management Division, any employee covered by this agreement shall be entitled to receive
an income supplement from the City for as many days as they had accrued sick leave prior
to the accident. The amount of supplement is designed to provide no more net
compensation while on time loss than they would have received while working their
regular hours. Supplemental pay will be determined in the following manner:
(A) The Employee's base hourly rate will be multiplied by the number of regular hours in a
pay period to determine the regular gross pay. From this amount the mandatory
deductions of FICA and State and Federal withholdings based on the reported
exemptions prior to the time of the accident will be deducted. The result will be the
regular net pay amount that will be met with any combination of time loss pay, regular
hours pay, and supplemental pay.
(B) The total mandatory deductions in Step 1 above will be divided by the regular gross pay
as calculated in Step 1 above. The result will be the worker's standard mandatory
deduction rate.
(C) The amount of net Supplemental Pay will be determined by taking the regular net pay
from Step 1 above, subtracting Worker's Compensation time loss payments, then
subtracting the product of gross pay from regular hours worked (including pay for
approved time off) times one minus the worker's mandatory deduction rate determined
in Step 2 above.
Exhibit 1
31
(D) The net Supplemental Pay determined in Step 3 above will be divided by one minus the
worker's mandatory deduction rate as determined in Step 2 above to determine the
amount of gross supplement pay required to yield the target net pay.
(E) If the above calculations determine a negative net Supplemental Pay amount, the
Supplemental Pay amount will be zero.
Gross Supplemental Pay =
Pay Gross Normal
Deductions - 1
]]]Pay Gross Normal
Deductions[ - [1* Pay [Gross - Timeloss C. W. - Deductions -Hours] Regular* Rate [Base
(F) For the purpose of this section, base hourly rate is defined as the rate at which the
employee would be paid sick leave or vacation time loss.
(G) The number of days of income supplement to which an employee is entitled shall be
calculated by dividing the number of sick leave hours accrued by the employee at the
close of the pay period preceding the date on which the injury or illness occurred by
eight (8), and rounding up to the nearest whole number. Supplemental pay will be paid
on a continuous basis until exhausted. If the employee's claim for Workers'
Compensation benefits is accepted by the Risk Management Division, supplemental
payments based upon sick leave accrued shall not be charged against the employee's sick
leave balance
(H) This new method of computing Supplemental Pay will begin for all injuries reported
after the approval of this agreement and for existing claims on the first day of the pay
period following the approval of this agreement.
18.6.2 Upon hire, employees shall be credited with a total of fifteen (15) days of industrial
accident leave. Such leave shall be available for time lost because of industrial injury for
two years from the employee's date of hire. Such leave credits shall be used prior to the
supplement outlined in subsection 18.6.1 above.
18.6.3 Payments made by the City under subsections 18.6.1 and 18.6.2 shall not be charged to
accrued sick leave.
18.6.4 If an employee exhausts all benefits in 18.6.1 and 18.6.2 above, and remains employed
with the City, the City shall maintain the employee's health and welfare insurance benefits
for a period not to exceed twelve (12) months of the industrial accident leave, providing
the employee was eligible for City-paid benefits at the time of the accident. The subject of
waiver of premium for employees in this category will be referred to the Insurance
Committee for review and report.
18.7 Sick Leave Utilization Upon Retirement
18.7.1 The City agrees to convert sick leave pay, upon retirement to a PERS supplement, as
contemplated by ORS 238.350 or on an equivalent basis for those employees covered by a
retirement program other than PERS.
18.8 Sick leave will not accrue during unpaid leaves of absence exceeding thirty (30) days.
Exhibit 1
32
Article 19. Family and Medical Leave
19.1 To provide employees the opportunity to balance their family commitments with their
employment obligations, the City shall grant Family Leave to employees in accordance with
the Federal Family and Medical Leave Act (FMLA) and the Oregon Family Leave Act
(OFLA) and as designated in the City's Human Resources Administrative Rules. For
purposes of Family Leave, the City agrees that “spouse” includes “domestic partner
19.2 Any subsequent changes in the law or the Human Resources Administrative Rules will be
incorporated into this Agreement. Specific rules and/or administrative procedures are
available from bureau timekeepers or the Bureau of Human Resources.
19.3 During periods of leave covered by FMLA and/or OFLA the Oregon Family Leave, eligible
employees shall be required to use accrued or accumulated paid leaves, including vacation
and, when applicable, sick leave, prior to a period of unpaid leave of absence. The use of sick
leave shall be governed by Article 18 except as indicated below in this article.
19.3.1 Notwithstanding the provisions of Article 19.3 above, an employee may reserve all
compensatory time and whatever vacation is necessary to accumulate a total of 80 hours of
combined compensatory and vacation time for use upon return from Family Leave.
19.3.2 If an employee has qualified for family leave and has exhausted all other forms of paid
leave, the employee may use sick leave in cases of a “serious health condition” (as defined
in state law) in the employee’s immediate family (as defined in ORS state law including
domestic partner as defined in this Labor Agreement). If the duration of the employees’
family leave is longer than the amount of the employees’ accrued paid leave (not including
sick leave), the employee may choose to be placed on unpaid leave of absence or sick
leave for the duration of the family leave after using all other accrued paid leave. In no
event may an employee use sick leave under this section to extend family leave beyond
twelve (12) weeks per calendar year.
19.4 City Paid Parental Leave. Per HRAR 6.05, employees covered by this agreement may be
eligible for paid parental leave. See HRAR 6.05 for additional information. Should the
provisions of HRAR 6.05 change, the City and Unions will meet to negotiate over the impact
of the change(s).
19.5 Parental Leave. In cases where an employee is eligible for Oregon Family Leave and has
been granted leave to care for an infant or newly adopted child under 18 years of age, or for a
newly placed foster child under 18 years of age, or for an adopted or foster child older than
18 years of age if the child is incapable of self-care because of a mental or physical disability
(“parental leave”):
19.5.1 Such employee shall be allowed to use sick leave, vacation credits or compensatory time
during the period of leave for the above purpose, as provided by State law.
19.5.2 An additional period of unpaid leave or accrued vacation shall be granted upon request to
extend the period to a total of 6 months.
19.5.3 The parties have further agreed that an employee who is granted family leave under the
above laws shall be entitled to utilize accrued compensatory time for that leave. An
employee must exhaust all sick and unreserved vacation leave and unreserved accrued
compensatory time before taking unpaid leave.
Exhibit 1
33
Article 20. Leaves of Absence
20.1 Funeral and Bereavement Leave
20.1.1 Employee absent from duty by reason of the death of their spouse, domestic partner,
parents, children, sisters, brothers, grandparents, grandchildren, father-in-law,
mother-in-law, sister-in-law, brother-in-law, daughter-in-law, son-in-law,
grandparents-in-law, step-children, step-brothers, step-sisters, step-parents, step-
grandchildren, step-grandparents and the equivalent relatives of an employee with a
domestic partner, shall be allowed no more than three (3) days' time off duty without
deduction of pay on account of such absence. For the purpose of 20.1 and its subsections,
a day is equal to the employee’s regularly scheduled work shift.
20.1.2 Employees shall be allowed an additional two (2) days' leave for necessary funeral travel
time in the event of a death in their immediate family. Approval for such travel time shall
be made by the Bureau Director (or their designee).
20.1.3 Under exceptional circumstances leave for death may be granted by the Bureau Director
(or their designee) upon the death of a person other than the employee's immediate family.
20.1.4 When employees attends a funeral ceremony for a fellow employee within their own
bureau, they will be granted four (4) hours' time off with pay to attend such funeral
ceremony, subject to the needs of the operation.
20.2 Other Leaves of Absence
20.2.1 Leave Without Pay. With reasonable advance notice and with the consent of the City,
employees shall be permitted a day off without pay; provided, however, that no day off or
leave shall be granted for other outside employment. It is further provided that employees
may be granted long term leaves of absence for personal sickness or injury that is non
job-related.
(A) After a personal leave of absence of longer than six (6) months for any reason, an
employee desiring to return to work must give the City ten (10) days' written notice of
their intent to return. However, if a vacancy does not exist at the time such employee
decides to return from a leave, the employee shall be placed on the appropriate recall list
in accordance with their seniority.
20.2.2 Authorized Union representatives, upon written requests from the Union, shall be given
short term leaves of absence (less than thirty (30) days) to transact business for the Union
in which they are a represented member. The Union will cooperate with the City by
controlling requests for such short term leaves to a maximum of five (5) employees per
Union off at any given time and in a manner which will minimize interference with the
City's operations. Employees granted such leave for attending court, Executive Board
Meetings, Membership meetings, or conferences, training, and workshops pertaining to
collective bargaining, arbitration, and other labor law matters and developments shall be
maintained on the payroll with full accrual of wages and benefits and the Union shall
reimburse the City for all wage and wage-driven benefits costs associated with these
leaves. (Effective with this agreement the rate is 124.76% of the employee’s normal hourly
wage and includes 16.49% for PERS, 6.2% for SSI, 1.45% for Medicare and .6195% for
Tri-Met.) Should the wage-driven benefits costs change, the City will provide written
documentation of the change to the Union. Such paid leave shall be counted as leave
without pay in the calculation of eligibility for City-paid health benefits as provided in
Article 17.
Exhibit 1
34
20.2.3 If, however, an employee covered by this Agreement is elected or appointed to an office in
the Union of which s/he is a represented member which requires a long term leave of
absence from their duties with the City to represent City of Portland Union members, they
shall, upon fifteen (15) calendar days' written notice, be granted a union leave of absence
without pay. The duration of the union leave shall be based on the time an employee is
elected or appointed to represent City of Portland union members. An employee on union
leave that no longer fills the position to which they were elected or appointed, has thirty
(30) calendar days in which to notify the City in writing of their desire to return to active
City employment and must accept the first available opening offered that they are
physically and technically capable of performing within their City classification, or the
leave is automatically terminated.
20.2.4 The return to active City employment shall be effected by the employee requesting to have
their name placed on the appropriate laid-off list. Any employee placed on the laid-off list
is subject to applicable Personnel Rules dated March 17, 1988 and may be certified only
for vacant positions represented by the affiliate Union and in which classification status is
held. Furthermore, the employee desiring to return from a union leave of absence must
demonstrate that they are physically and technically qualified to perform the work of that
classification in which they holds status.
20.2.5 There shall be no more than one (1) employee on union leave at any given time from a
Union representing less than 500 City employees at the time of leave, and no more than
two (2) employees from a Union representing 500 or more City employees at the time of
leave. Notwithstanding the foregoing, this section would not preclude employees from
attending union conferences at no cost to the City.
20.2.6 Blood, Stem Cell, and Bone Marrow Donation Leave. Subject to the mutual agreement
between the City and the employee, a reasonable period will be allowed for the donation of
blood and participation in the registry for stem cell and bone marrow transplant on a
voluntary basis. If the donation period occurs on City time, it shall not normally exceed
two (2) hours.
20.2.7 Civil Service Board. Where the employee cannot arrange alternative schedules with the
Bureau of Human Resources, the employee will be allowed to take Civil Service
examinations without loss of regular pay for the duration of the time spent in the
examination.
20.2.8 Military Leave. Military leave shall be provided to employees in accordance with ORS
Chapter 408. Employees shall notify their supervisor in writing of their scheduled military
leave dates as soon as they have been notified. The employee shall provide the bureau with
copies of their orders when they receive them from the military.
Article 21. Jury Duty and Witness Pay
21.1 All employees shall be granted leave with pay and without loss of any benefits of their
employment, to serve as a juror in State or Federal court or witness as a consequence of their
official duties in response to subpoena or similar service issued out of a State or Federal
Court, subject to the following provisions:
21.1.1 All employees granted such leave or receiving witness fees shall pay all money received
for their service as a juror or witness to the City Treasurer, less any travel allowance
received.
Exhibit 1
35
21.1.2 Where the employee is required to serve as a juror or witness on a scheduled day off or
vacation day, and such day cannot reasonably be rescheduled, they may retain the fee paid
for service as a juror or witness on their day off or vacation day.
21.1.3 If an employee is subpoenaed to appear on a civil or criminal case, as a consequence of
their official duties, on their off duty time; they shall receive a minimum of four (4) hours
at the overtime rate, and if more than four (4) hours, they shall receive overtime pay for the
time actually spent in court rounded to the next hour, and they shall be allowed to retain
the witness fee.
21.1.4 If an employee is not on a Monday through Friday day-shift schedule, and s/he is required
to serve as a juror, s/he shall be rescheduled to a Monday through Friday day shift for the
duration of his/her jury duty. The overtime provisions of this agreement shall not apply to
an employee undergoing a shift change to go on or come off jury duty.
21.1.5 If an employee granted leave under this Article is excused from service as a juror or
witness with more than two (2) hours remaining in his/her work shift, s/he shall notify
his/her immediate supervisor, and shall report to work the remainder of his/her shift if
his/her immediate supervisor requests them to do so. For the purpose of this Article, the
employee shall be considered as working the normal day shift.
21.1.6 A temporary employee, as defined in Article 1, shall only be allowed jury leave under this
Article after 6 continuous months of employment in a full-time budgeted position.
Article 22. Safety – Sanitation
22.1 The City will exert every reasonable effort to provide and maintain safe working conditions,
and the Unions will cooperate to that end and support the City when discipline is reasonably
required in the case of safety regulation violations. The willful violation of any State or
Federal safety law by an employee shall be cause for disciplinary action or discharge.
22.2 Safety Committees. The parties will encourage their members to work in a safe manner, will
support efforts to change unsafe work habits of employees and recognize that disciplinary
action may be imposed for just cause in matters involving violations of safety rules and
procedures. To that end safety committees shall be established within the various operations
of the City. Each committee shall be composed of five (5) representatives, two (2)
representatives designated by the City, two (2) by the Unions, and a fifth picked by the four
(4) representatives. The committee shall assist, make recommendations to and cooperate with
a safety representative of the City, who shall be an ex-officio member of such committee.
The employees designated for this committee shall be employees who have knowledge of
practices of the operations and who have worked for the City a minimum of one (1) year.
The functions of such committee shall be advisory only. Committees in the City's
maintenance and field operations work units shall meet once a month with minutes of
meeting prepared by management and a copy thereof furnished to the Unions. Other
committees shall meet as necessary. Committee members shall serve a term of one (1) year
or until replaced, but may not serve more than five (5) consecutive years.
22.2.1 Each month each manger or supervisor in a maintenance or construction operation shall
hold a safety meeting with their crews. The manager or supervisor will report on the action
or disposition of any recommendations or complaints of the safety committee that would
have an effect on the employees.
Exhibit 1
36
22.3 All work performed by the employees shall be governed by the provisions set forth in the
Oregon State Safety Codes.
22.4 No employee shall be allowed to operate any vehicle or machinery which does not comply
with the Safety Codes or the Laws of the State of Oregon.
22.5 Unsafe Conditions or Equipment. Any employee who believes that any working condition or
machinery is unsafe shall immediately call it to the attention of their supervisor. The
supervisor shall immediately discuss the matter with the employee and try to arrive at a
mutual agreement as to whether or not an unsafe condition exists. If unable to reach a mutual
agreement on the matter, the supervisor may make a decision on the matter. However, if the
employee is not satisfied with the decision, such employee shall be allowed time to telephone
the City's Safety Officer and if they is unavailable, the Workers' Compensation Board, to
request an immediate investigation of the matter.
22.6 No employee shall be disciplined for refusal to violate the Safety Codes or the laws of the
State of Oregon or to follow a supervisory directive where the employee reasonably believes
direct bodily harm would result.
22.7 The City shall furnish on all temporary work sites sanitary facilities or shall provide
transportation when available.
22.8 Any condition which the Unions believe a violation of reasonable sanitation practices may be
taken up through the grievance procedure at Level Two (Article 35.3.5).
22.9 Personal Clean Up Time. Employees required to work in and around sewage or garbage and
others required to work in live sewers shall be allowed adequate time to shower and change
their clothes prior to the end of their work shift. Any clothing furnished such workers by the
City shall not be worn home nor away from a permanent job location. Other employees shall
be allowed necessary time for personal clean-up prior to the end of the shift. The City shall
furnish waterless cleaner and towels when it is necessary for employees to clean up, and
when soap and water are not available.
22.10 Ventilation. Where noxious or poisonous gases may accumulate, the City shall provide
proper protection and ventilation. Proper lighting and ventilation shall be provided for all
enclosed working spaces. All work in enclosed and confined spaces shall be performed in
accordance with applicable Federal, State and local regulations. Spray painting shall be done
only by qualified painters.
22.11 No employee shall be allowed to work alone in a situation in which working alone is
hazardous. In the determination of whether it is hazardous to work alone, the City's Safety
Representative and the Unions in the operation involved, shall meet to discuss and arrive at a
mutual decision as to what constitutes such a hazardous condition when the question arises.
22.12 The City shall provide a traffic-safe outer garment to employees required to work in streets
open to traffic.
22.13 Safety Apparel and Equipment. Each employee shall be required to wear such safety and
protective apparel and devices as furnished by the City. Employees shall be instructed as to
the safety apparel and/or equipment required for the work to be performed and the proper use
thereof. In order to efficiently distribute job related safety equipment and to encourage
individual employee responsibility, each bureau, with DCTU input, shall set work group
standards as to what schedule and in what quantity it shall be issued.
Exhibit 1
37
22.13.1 The bureau will have an initial meeting with the union on proposed changes from current
practice. At that meeting the parties agree to meet up to an additional two times within 14
calendar days, or such other schedule as is mutually agreeable. The discussions shall be
limited to quantity and frequency of items issued. If the parties are unable to reach an
agreement, the unresolved portions will be referred to the first available local Metropolitan
Portland area arbitrator supplied by the State Employment Relations Board. The parties
shall equally share the costs of the arbitration. The arbitrator shall issue a bench decree
after a hearing of no more than two hours in length that is the final offer of one of the
parties. The decree shall be final and binding. Attorney advocates shall not be allowed as
representatives.
22.14 Drivers/Commercial Drivers License. The parties agree that an employee should only
operate a City of Portland motor vehicle with a valid driver’s license An employee who is
required to have a valid driver's license as a condition of employment, and who loses their
driving privileges must report their driving status to their supervisor by their next working
day.
22.14.1 An employee who receives a citation (including a parking citation) while operating a city
vehicle, shall report the citation to their supervisor by their next working day. The parties
agree that the employee is responsible for payment of any fine(s).
22.14.2 Operating a city vehicle without a valid license, failing to report the loss of a license or
failing to pay any fines related to a citation received while operating a city vehicle may
subject employees to disciplinary actions.
22.14.3 First Occurrence. On the first occasion when an employee, who is required to have a valid
driver's license as a condition of employment, reports a lack of a driver's license, the
employee will be accommodated in a non-driving assignment in the same or lower job
classification for thirty (30) calendar days. If the employee does not have a license at the
end of the thirty day accommodation period, the bureau may transfer the employee to a
non-driving assignment in the same or lower job classification or lay off the employee, at
the bureau’s sole discretion. If the employee receives a valid license within ninety (90)
calendar days after the loss of the license, the employee will be returned to work. If the
employee receives a valid license after ninety (90) calendar days after the loss of the
license, the employee will be subject to recall under the provisions of Article 14. The
bureau will, at the request of the employee, provide the employee with a letter that verifies
the employee's work location and schedule for the purpose of providing the employee with
necessary documentation to obtain an occupational license. If an employee obtains an
occupational license, the City's Risk Manager will review and determine whether to allow
the employee to continue to operate city vehicles.
22.14.4 Second Occurrence. If within three years from the first loss of a license, an employee
again reports a lack of a driver's license, the employee may be accommodated in a non-
driving assignment in the same or lower job classification or may be laid off at the
bureau's sole discretion. Upon receipt of a valid driver's license, the employee will be
subject to recall under the provisions of Article 14. If an employee obtains an occupational
license, the City's Risk Manager will review and determine whether to allow the employee
to continue to operate city vehicles.
22.14.5 Reporting the loss of a license shall have no bearing on whether there is just cause for
discipline.
Exhibit 1
38
22.14.6 Loss of CDL Medical Certification. The following sub-articles are intended to apply to
temporary disqualification of CDL holders due to the temporary loss or lapse of medical
certification caused by a medical condition that is difficult to regulate and the temporary
disqualification is beyond the employees’ ability to control. When employees are unable
to maintain medical certifications under such circumstances, the parties agree to treat the
affected CDL employees as follows:
22.14.7 Lack of Knowledge/Active Management Initial Thirty (30)-day Accommodation. Where
an employee has not been medically diagnosed or otherwise informed of a CDL medical
certification-impacting medical condition, or where an employee can establish that they
are engaged in active and affirmative efforts to manage their CDL medical certification-
impacting medical condition, and where the employee’s medical certification lapses or is
otherwise lost for no more than thirty (30) days, the employee will be accommodated by
not being assigned CDL-vehicle operation duties for thirty (30) calendar days. In such
instances, although a record may be kept of the lapse or loss, there shall be no adverse
employment action or other prejudice related to or based on the lapse or loss.
22.14.8 Extended Initial Accommodation. If the employee does not have a valid and current
medical certification at the end of the thirty (30) day initial accommodation period, and if
the bureau can continue to provide placement in an assignment where CDL-vehicle
operation duties can be temporarily avoided without adverse impact to the bureau
efficiently completing its scheduled work, the employee shall be assigned accordingly. If
at any point after thirty (30) days, however, continuation of the same or other
accommodation cannot be made without adverse impact, the bureau may transfer the
employee to another assignment in the same or lower job classification or may lay the
employee off. If transfer is made to an assignment in a lower job classification, the
employee shall be temporarily demoted until reassigned in their previous classification
with no loss of seniority.
22.14.9 Regaining Certification/Failure to Obtain. Affected employees, who regain their medical
certifications before the expiration of ninety (90) days from the date of the lapse or loss,
will be reassigned to their regular classification. A record of the lapse or loss may be kept;
in instances where the employee is actively seeking to obtain medical certification
following lapse or loss, such lapse or loss may not be considered for future discipline, but
in instances where the employee has failed to actively seek recertification, the lapse or loss
may be referred to and relied on in the event of a subsequent like instance of failure to
actively seek recertification occurring within three (3) years of the prior instance. After
ninety (90) days without a valid and current medical certification, a laid off employee will
be subject to the recall provisions of Article 14 provided they meet the eligibility
requirements under the federal regulations.
22.14.10 Subsequent Loss or Lapse of CDL Medical Certification. If an employee who has had a
lapse or loss of more than thirty (30) days before obtaining valid and current medical
certification subsequently obtains medical certification in their next certification cycle
without lapse or loss, or with a lapse or loss of not more than thirty (30) days, their prior
lapse or loss of more than thirty (30) days may not subsequently be relied upon as a basis
for subsequent adverse employment action. If, however, an employee has a second
consecutive lapse or loss of more than thirty (30) days, they may be laid off at the
bureau’s sole discretion.
22.14.11 Lack of Proof of Active Management Initial Thirty (30)-day Accommodation. Where an
employee has been medically diagnosed or is otherwise aware of a CDL medical
Exhibit 1
39
certification-impacting medical condition, and where the employee cannot establish that
they are engaged in active and affirmative efforts to manage their CDL medical
certification-impacting medical condition, the employee will be accommodated for a
medical certification lapse or loss of no more than thirty (30) days by not being assigned
CDL-vehicle operation duties for thirty (30) calendar days. In such instance, however, a
record of the lapse or loss shall be permanently retained and may be the basis of
subsequent adverse employment action.
22.14.12 No Extension of Accommodation. At any point after thirty (30) days, the bureau may
transfer the employee to another assignment in the same or lower job classification or may
lay the employee off, at the bureau’s sole discretion. If transfer is made to an assignment
in a lower job classification, the employee shall be temporarily demoted until reassigned
in their previous classification with no loss of seniority.
22.14.13 Regaining Certification/Failure to Obtain. Affected employees, who regain their medical
certifications before the expiration of ninety (90) days from the date of the lapse or loss,
will be reassigned to their regular classification with no loss of seniority. Affected
employees who fail to obtain a medical certification after ninety (90) days will be laid off.
Employees who are laid off will be subject to the recall provisions of Article 14.
22.14.14 If, however, an employee has a second lapse or loss within four (4) years where the
employee cannot establish that they are engaged in active and affirmative efforts to
manage their CDL medical certification-impacting medical condition, or has a second
lapse or loss of more than thirty (30) days within four (4) years, they may be laid off at the
bureau’s sole discretion.
22.15 Hazardous Materials. Employees required to handle hazardous materials in the course of
their employment, shall receive instructions as to the safe procedures for the handling of such
materials, in conformance with State and Federal regulations.
22.16 Pregnancy Accommodation. If during the first seven (7) months of pregnancy, a pregnant
employee presents supporting medical evidence, the City on request will attempt to make
reasonable accommodation regarding available work within the employee's classification for
a period not to exceed sixty (60) days.
22.17 Reasonable Suspicion of Drug or Alcohol Use. For the purposes of determining Reasonable
Suspicion the City prefers two supervisors observe and document behavior, however, if two
are not available then one supervisor may take action.
22.17.1 For purposes of this Article, the following definitions apply.
(A) Reasonable suspicion: a legal standard of proof that is less than probable cause, but
more than a “hunch.” It must be based on specific, contemporaneous, articulable
observations by a trained manager or supervisor concerning the appearance, behavior,
speech, or body odors of an employee.
(B) Alcohol: colorless, volatile and flammable liquid that is the intoxicating agent in
fermented and distilled liquors. Includes, but is not limited to, beer, wine, and liquor.
(C) Drugs: any controlled substance included in ORS 475.005, including marijuana, or
prescribed drugs which have not been legally obtained or are not being used for the
purpose for which they were prescribed.
(D) Drug paraphernalia: any item which is clearly intended for use for the administering,
transferring, manufacturing, testing or storing of a drug.
Exhibit 1
40
22.17.2 The City reserves the right to determine whether reasonable suspicion exists. Only
managers and supervisors trained in the signs and symptoms of drug and alcohol use may
refer employees for reasonable suspicion testing. Circumstances which constitute a basis
for determining “reasonable suspicion” may include, but are not limited to, direct
observation of any of the following:
(A) on-duty use or possession of alcohol;
(B) on-duty use or possession of drugs or drug paraphernalia;
(C) on-duty odor of alcohol;
(D) on-duty physical symptoms of drug or alcohol use (e.g., glassy or bloodshot eyes,
slurred speech, poor coordination or reflexes);
(E) on-duty indications of chronic and/or withdrawal effects of alcohol or drugs;
(F) pattern of abnormal conduct, erratic behavior or deteriorating work performance which
can be reasonably attributed to alcohol or drug use.
22.17.3 Where the City has reasonable suspicion to believe that an on-duty employee possesses or
is under the influence of alcohol or drugs, including marijuana, the City may require that
the employee immediately consent and submit to a urine and breathalyzer test. The City
shall pay the cost of the tests, and employees will be paid for time spent in the testing
process. A refusal to consent and submit to such tests shall subject an employee to
discipline up to and including termination. Refusal to consent and submit means:
(A) refusing a directive to submit to a required test;
(B) inability to provide a urine specimen or breath sample without a valid medical reason
confirmed by a physician;
(C) tampering, adulterating, or substituting a specimen or any other attempt to defeat or
obstruct an alcohol or drug test;
(D) leaving the collection site before the testing process is complete;
(E) failing to permit an observed collection when required;
(F) failing to submit to a second test when required;
(G) failing to undergo a medical evaluation when required;
(H) failing to cooperate with any part of the testing process.
22.17.4 When an employee is notified that testing is required, the employee may request the
presence of a Union representative. Testing may not be delayed for more than 15 minutes
in order to wait for a representative. The absence of a representative shall not be grounds
for the employee to refuse to consent and submit to testing. The presence of a
representative shall not disrupt or interfere with the tests.
22.18 For purposes of drug testing, the City will use the Department of Transportation
concentrations described in Rule 49 CFR Part 40 Section 40.87. The parties recognize that
urinalysis testing for marijuana metabolites and THCA does not provide conclusive evidence
of employee intoxication at the time of the test.
Exhibit 1
41
Article 23. Union Representation
23.1 The Business Representatives of the various Unions shall have access to the City's
operations, provided they do not interfere or cause workers to neglect their work.
23.2 Union Activities. The parties agree to the primary principle that Union activities will
normally be carried on outside of working hours. It is recognized, however, that there are
reasonable limited deviations from this policy, such as posting of Union notices and
distribution of Union literature, which do not require substantial periods of time. It is also
recognized that from time to time it will be necessary for the investigation and settlement of
grievances to be carried on during working hours. Shop stewards or Union officers shall
notify their supervisors prior to performing such grievance-related activities. Such employees
shall notify their immediate supervisors indicating the nature and expected duration of such
absence. If the time cannot be granted due to operational necessity, the responsible
supervisors shall arrange in a timely fashion for a mutually satisfactory time to perform the
requested activity. Where such activities are necessarily or reasonably to be performed on
City time, they may be done without loss of pay to the employees involved provided,
however, such activities will be limited to the steward and/or Union officer having direct
responsibility for them.
23.3 Shop Stewards. It is recognized by the City that shop stewards are desirable for the proper
administration of the terms of this agreement. The City also recognizes that it is desirable
that the people designated as stewards shall receive their fair share of the work that they are
qualified to perform. In no event shall the City discriminate against stewards in the matter of
layoff or rehires or discharge them on account of the proper performance of their steward's
duties.
23.4 The Unions shall have a right to take up any disciplinary action brought against a Shop
Steward by the City as a grievance at Level Two of the grievance procedure, and the matter
shall be handled in accordance with this procedure through arbitration, if deemed necessary
by either party.
23.5 Consultation, Negotiations and Meetings. Consultation, negotiations and meetings with the
City representative will be carried out at times mutually acceptable, and each party shall in
good faith endeavor to perform such activities at a time which will not unreasonably
inconvenience the other nor detract from the City's work operations. When such activities
need to be carried on during working hours of the participants, such scheduled participants
shall suffer no loss of pay for time actually spent in the activity nor for reasonable travel time
to and from the activity. Such activities will include portions of Civil Service meetings to the
extent that employees attend to provide testimony on agenda items directly impacting their
individual employment status and make prior arrangements with their supervisor for such
attendance. Where such issues impact more than one employee, no more than one employee
spokesperson may attend on City time
23.5.1 Meetings for the purpose of discussing disciplinary action under section 34.1, will be held
as promptly as possible, usually within two (2) working days, unless compelling reason
requires an extension of time of up to an additional two (2) working days of the request for
such a meeting.
23.6 Employee Rights. The City agrees not to interfere with the rights of employees to become
members of the Union, and there shall be no discrimination, interference, restraint, or
coercion by the City or any City representative against any employee because of Union
membership or because of any employee activity in an official capacity on behalf of the
Exhibit 1
42
Union, or for any other cause, provided that such activity shall not interfere with employees
in the performance of their duties.
23.6.1 There shall be one official personnel file maintained by the Bureau of Human Resources.
Upon signing this agreement, all future disciplinary actions will be maintained in the
official personnel file. Employee shall be allowed to examine their personnel file upon
request. Employee will be made aware of any information placed in their personnel file.
Nothing herein shall preclude bureaus from maintaining unofficial personnel files.
23.6.2 All written working rules or regulations affecting the working conditions of any employee
covered by this agreement shall be made available upon request to the Unions. The Union
and the City shall meet immediately on any rule or regulation which tends to be in conflict
with this agreement. It shall also be the responsibility of the City to inform employees of
all rules and regulations which affect him/her as an employee.
23.7 Labor Management Committee. The parties agree to continue their commitment to currently
established Labor Management Committees for the duration of this labor agreement.
23.8 New Employee Orientation. A steward and newly hired employee each shall be granted
thirty (30) minutes of City-paid Union leave, during the new employee’s first thirty (30) days
of employment to discuss new member orientation and union issues. The Union
Representative shall have access to the worksite to attend as well. If at any time during the
term of this contract, the City should hold an orientation for new employees, the affiliated
union representative(s) may be invited to attend and given an opportunity to address new
employees.
23.9 The City shall furnish bulletin boards in places mutually satisfactory to the City and the
Unions. Such bulletin boards are to be used by the Unions to post notices of interest to the
employees.
23.9.1 Such notices shall be signed and in good taste and shall not reflect on the integrity or
motives of any individuals, City Bureaus or activities.
23.9.2 If the City believes that a notice does not meet the criteria specified in Article 23.7.2, it
will notify the Union. Upon such notification, the Union will remove the notice. If the City
and the Union disagree whether or not a notice meets the criteria specified in Article
23.7.2, they will meet and attempt to resolve their differences. If the City and the union
still cannot agree, the union may file a grievance. If the matter is eventually referred to
arbitration through the grievance process, the issue before the arbitrator will be whether or
not the notice met the criteria specified in Article 23.7.2. If the arbitrator determines that
the criteria of 23.7.2 have been met, the notice will be re-posted.
Article 24. Pay Day
24.1 Payday shall be biweekly and in no case shall more than six (6) days' pay be held back.
Employees shall be paid prior to the end of their assigned shift.
24.2 Employees that are laid off, quit or are discharged, shall receive their pay in compliance with
State law.
24.3 Upon request by the employee the City will make any earnings-related payroll data not
regularly provided on the pay stub available to the employee without unreasonable delay.
Exhibit 1
43
24.4 Prior to implementing direct deposit the Union and City will meet to review the procedures
and reporting requirements for direct deposit.
Article 25. Strikes & Lockouts Barred
25.1 There shall be no lockouts on the part of the City, nor suspension of work on the part of the
employees. This agreement is a guaranty that for its duration there will be neither strikes,
picketing nor lockouts, and that all complaints, grievances or disputes arising under its
provisions will be settled pursuant to its grievance procedure. Employees covered by this
Agreement shall not be used to perform work which is normally performed by striking
employees.
25.2 If employees encounter a labor dispute picket line at an assigned work location, the
employees shall immediately contact their supervisor. The City and the employee's union
shall confer about appropriate actions to ensure employee safety and the completion of City
work.
25.3 ORS 243.732 provides that public employees, other than those engaged in a non-prohibited
strike, who refuse to cross a picket line shall be deemed to be engaged in a prohibited strike.
Article 26. Maintenance of Standards
26.1 Standards of employment related to wages, hours and working conditions which are
mandatory for collective bargaining except those standards modified through collective
bargaining shall be maintained at not less than the level in effect at the time of the signing of
this Agreement. Any disagreement between the union and the City with respect to this
section shall be subject to the grievance procedure.
26.2 Notwithstanding the provisions of Article 26.1, the parties agree that the private use of public
resources (e.g. facilities, services, equipment, tools, computers, technology, etc.) by
individual employees is a matter of managerial discretion. The DCTU agrees that the City
retains the right to establish policies governing the private use of City resources by
employees and that the City may change, modify or discontinue these policies at any time,
without further bargaining, with fourteen (14) days written notice. These policies shall not be
subject to the grievance procedure.
Article 27. Wage Scales
27.1 Upon request, with reasonable notice, the City will provide an accurate amount of the
individual employee's accumulated sick leave, holiday and vacation credits.
27.2 City Initiated Classification Changes. Before reclassifying any DCTU represented position,
proposing a new classification in a DCTU represented series, or abolishing any DCTU
represented classification, the Human Resources Director, or designee, shall notify the
Unions affected by the proposed reclassification, creation or abolition, and, discuss the effect
thereof.
27.2.1 If the City reclassifies any represented bargaining unit position(s), and there is a
disagreement over whether the new classification remains in the bargaining unit or over
representation of the new classification, the parties will meet, within 10 working days(14)
Exhibit 1
44
calendar days to attempt to resolve the matter by mutual agreement prior to resorting to the
procedures in the Public Employees Collective Bargaining Act.
27.3 Reclassification Changes
27.3.1 The City shall maintain a procedure for employees to initiate reclassification reviews.
27.3.2 Disputes about the appropriateness of reclassification of employees by management or
denial of employee-initiated requests for reclassification may be appealed to the Human
Resources Director and the Civil Service Board in accordance with the Personnel Rules of
the City of Portland
27.4 The Unions recognize that the Human Resources Director and Civil Service Board have the
sole authority to classify or reclassify positions,
27.5 Wage Rates for New Classifications
27.5.1 When any classification not listed in Schedule A is established, or when an existing
classification is substantially revised, the City will set a wage range for the classification
which is reasonably related to wage ranges for comparable positions in comparable labor
market areas for the classification and to wage ranges for existing classifications in
Schedule A.
27.5.2 Upon setting a wage range for the new classification, the City shall notify the Union of the
range and its effective date. The Union may either accept the established range or within
ten (10) working days of receipt of the City's notice, notify the City's designee for labor
relations of its desire to bargain under the provisions of state law. The Union’s demand to
bargain will outline whether it is looking to bargain over wages, impacts or both. The City
can establish an interim rate during bargaining.
27.6 PERS/OPSRP. The City agrees to maintain its membership in the State of Oregon Public
Employees Retirement System (PERS)/Oregon Public Service Retirement Plan (OPSRP).
The City shall “pick-up”, assume and pay a six percent (6%) average employee contribution
to the Public Employees Retirement Fund and the Oregon Public Service Retirement Plan for
the employee members then participating in the Public Employees Retirement System. Such
“pick-up” or payment of employee member contributions to the system shall continue for the
life of this agreement and shall also be applicable to employees who first begin to participate
in the system on and after July 1, 1980, to the termination of this agreement.
27.7 The full amount of required employee contributions “picked-up” or paid by the City on
behalf of employees pursuant to this agreement shall be considered as “salary” within the
meaning of ORS 238.005 (21) or ORS 238A.005 (16), as appropriate, for the purposes of
computing an employee member's “final average salary” within the meaning of ORS
238.005 (8) or ORS 238A.130, as appropriate, but shall not be considered as “salary” for the
purposes of determining the amount of employee contributions required to be contributed
pursuant to ORS 238.200 or ORS 238A.330, as appropriate. Such “picked-up” or paid
employee contributions shall be credited to employee accounts pursuant to ORS 238.200 (2)
or ORS 238A335, as appropriate, and shall be considered to be employee contributions for
the purposes of ORS 238.200 or ORS 238A330, as appropriate.
27.8 City employees under Multnomah County Retirement System will receive in lieu of the
PERS “pick-up” a six percent (6%) contribution by the City of Portland into its Deferred
Compensation Program.
Exhibit 1
45
27.9 Deferred Compensation. The City shall allow employees under this contract to participate in
the Deferred Compensation Program that is currently available to employees. However, if
the program is determined not to be allowable as a tax deferral under the Internal Revenue
Code, the participating employee shall hold the City and the union harmless against any and
all claims, demands, or other forms of liability arising as a result of any invalidation of the
terms and conditions of the Program.
Article 28. Recoupment of Overpayment/Underpayments
28.1 Overpayments
28.1.1 In the event that an employee receives wages or benefits from the City to which the
employee is not entitled, regardless of whether the employee knew or should have known
of the overpayment, and regardless of when the overpayment occurred, the employee will
repay the City. The City will provide the employee with written notification of the
overpayment, including information supporting that an overpayment exists and the amount
of wages and/or benefits to be repaid.
28.1.2 Overpayment amounts may be recovered by payroll deduction. For purposes of recovering
overpayments by payroll deduction, the following shall apply:
(A) The City may, at its discretion, use the payroll deduction process to correct any
overpayment.
(B) Where the payroll deduction process is utilized, the employee and City, and the Union if
requested by the employee, shall meet and attempt to reach mutual agreement on a
repayment schedule within thirty (30) calendar days following written notification.
(C) If there is no meeting held or otherwise a mutual agreement on repayment at the end of
the thirty (30) calendar day period, the City shall implement the repayment schedule
stated in 28.1.4 below. The parties may extend the thirty (30) calendar day period by a
mutual written agreement.
28.1.3 The employee may elect to repay the City for the total amount owed via cash or check in
one payment.
28.1.4 If the overpayment amount to be repaid is more than five percent (5%) of the employee's
regular monthly base salary, the overpayment shall be recovered in monthly amounts not
exceeding five percent (5%) of the employee's regular monthly base salary. If an
overpayment is less than five percent (5%) of the employee's regular monthly base salary,
the overpayment shall be recovered in a lump sum deduction from the employee's
paycheck. If an employee leaves City service before the City fully recovers the
overpayment, the remaining amount may be deducted from the employee's final paycheck.
Alternate repayment plans may be allowed under this section pending approval by the
Human Resources Director.
28.1.5 An employee who disagrees with the City's determination that an overpayment has been
made to the employee may grieve the determination through the grievance procedure. In
the event a grievance is filed over the City’s determination that an overpayment has been
made, recoupment deductions will be held in abeyance pending resolution of the
grievance.
28.1.6 This Article does not waive the City's right to pursue other legal procedures and processes
to recoup an overpayment made to an employee at any time.
Exhibit 1
46
28.2 Underpayments
28.2.1 In the event the employee does not receive the wages or benefits to which the employer
agreed the employee was entitled, the City shall correct any such underpayment.
28.2.2 This provision shall not apply to claims asserting eligibility for payments which result
from this agreement. Employees claiming eligibility for such things as lead work, work out
of classification pay or reclassification must pursue those claims pursuant to the timelines
elsewhere in this agreement.
Article 29. Tools
29.1 Employees shall furnish replacements of tools lost, worn or broken on the job The City will
continue to provide replacement in accordance with past practices for tools that are stolen,
provided the employee files a police report. Employee tools must be properly secured when
not in use.
29.2 Permanent full-time employees who are non-probationary incumbents in the classifications
listed below and who are represented by IAM District Lodge 24 shall be eligible for a tool
allowance of $1000 per fiscal year for tools that the employees normally use in their regular
duties with the City. Necessary tools purchased for City work with the allowance will be
used to repair City Vehicles and Equipment and are intended to be routinely available for use
at the employee’s work site. Classifications eligible for the allowance:
Auto Body Restorer (Job ID 30000125)
Vehicle and Equipment Mechanic Trainee (Job ID 30000130)
Vehicle and Equipment Mechanic (Job ID 30000131)
Vehicle and Equipment Mechanic, Lead (Job ID 30000132)
29.3 Such payment will be made on the second paycheck in the fiscal year or the second
paycheck following ninety (90) days of service.
29.4 This process is in effect for the life of this agreement. The parties agree to reopen this
Article for discussion the next time the agreement is bargained.
29.5 Tool Inventory. The City’s classification specifications for the jobs listed in 29.2 require
employees to supply their own tools. Employees are responsible for providing and
maintaining a basic set of mechanic hand tools that meet the requirement of the basic tool list
provided by the City. Employees are encouraged to bring additional tools to their work site,
but all tools must be clearly marked with the employee’s information.
29.6 Employees are also responsible for providing the City with a current written inventory and
digital photographs of all tools brought to the work site. Employees are responsible for
adding new tools to the tool inventory. Management may review each employee’s tool
inventory at the City’s discretion,. The City will provide the digital camera for this purpose.
In order to be eligible for replacement, stolen tools must be permanently marked (engraved
or etched) with the employee’s information, inventoried, and photographed
Article 30. Clothing
30.1 In order to efficiently distribute currently provided work clothing and to encourage
individual employee responsibility, each bureau shall set work group standards as to what
Exhibit 1
47
constitutes work clothing and on what schedule and in what quantity it shall be issued in
accordance with the procedure defined in section 22.13.1.
30.2 For the period of July 1, 2017 to June 30, 2018 a Employees with ninety (90) days of service
or more, working in a position where the City now furnishes rain gear or safety shoes, shall
be reimbursed, upon proof of purchase, up to $150.00 annually for the purchase of hearing
protection, prescription safety glasses, safety shoes, rain gear, clothing that shall be worn on
the job and that is intended to protect employees from exposure to potential hazards and/or
inclement weather encountered in the performance of their assigned duties, or tools for
employees who are required to furnish tools to carry on their trade for the City in accordance
with present practices. Purchase time will be limited to a ninety (90) day period following
the issuance of a written authorization for such purchase.
30.3 Employees who work in hot asphalt will be furnished safety shoes on a replacement basis as
needed, no more than two (2) pair annually. Asphalt employees will turn in worn out safety
shoes as a condition to reimbursement for a new pair.
30.4 Beginning July 1, 2018, any employee with ninety (90) days of service or more, working in a
position where the City now furnishes rain gear or safety shoes, shall be paid $250.00 per
fiscal year for the purchase of hearing protection, prescription safety glasses, safety shoes,
rain gear, clothing that shall be worn on the job and that is intended to protect employees
from exposure to potential hazards and/or inclement weather encountered in the performance
of their assigned duties, or tools for employees who are required to furnish tools to carry on
their trade for the City in accordance with present practices. Such payment will be made on
the second paycheck in the fiscal year or the second paycheck following (90) days of service.
30.5 A temporary employee, as defined in Article 1, shall be paid for safety shoes under this
Article after 6 continuous months of employment in a full-time budgeted position. Such
payment will be made on the second paycheck following (6) continuous months of
employment in a full-time budgeted position.
30.5.1 Any employee who receives a permanent appointment to work in any area where the City
provides safety shoes, and the employee purchases safety shoes prior to working ninety
(90) days, the employee will receive the safety shoe reimbursement after ninety (90) days
of employment unless already reimbursed under 30.5 above.
Article 31. Unemployment Compensation
31.1 The City shall place all of the employees in the bargaining unit under the Unemployment
Insurance Program of the State of Oregon.
Article 32. Training, Schools and Conventions
32.1 In making determinations as to personnel who shall attend conventions or schools, the City
will give consideration to personnel covered by this agreement when it finds that attendance
by such employees will appreciably add to their ability to perform their duties to an extent
deemed by the City to be economically justifiable.
32.2 The City and the Unions recognize the City of Portland Trade Apprenticeship Committee
and the City of Portland Trades Training Committee as the official apprenticeship and
training committees for the classifications covered by this Agreement.
Exhibit 1
48
32.3 Represented employees selected by the City to attend job-related training will be
compensated on the same basis as other employees for wages, per diem and the costs of
training and transportation.
32.4 Where the City requires certification of certain employee skills and the certification
requirement did not exist at the time of employment in the classification, the City will pay
the initial costs incurred in the certification. Present practices relating to the City assuming
costs relating to employee certification will be continued. Drivers' License and endorsements
are excluded from this provision.
32.5 When new equipment is obtained by the City, that falls within an existing classification and
is significantly different from existing equipment, the City will offer the opportunity for
on-the-job training to those required to operate the new equipment.
Article 33. Professional Development Fund
33.1 The Unions and the City mutually recognize the benefit of professional development for
members of the Unions. To accomplish this:
33.2 The City shall fund a Professional Development account in the amount of $200,000 per fiscal
year.
33.3 At the end of each fiscal year any unexpended account monies up to $25,000 shall be carried
over and added to the next fiscal year’s fund. If, at the end of a fiscal year more than
$25,000 remains in the fund, the entire unexpended account monies shall be returned to the
City.
33.4 Professional Development training must commence by the termination of this agreement.
33.5 Administrative assistance for administering the fund up to 40,000 of the fund annually may
be deducted from the fund to cover those costs provided. In addition, the City will confer
with the DCTU about measures to reduce these administrative costs and implement measures
as agreed.
33.6 Monies from this account may be used by an employee for any of the following, provided it
pertains to their current position, or for another City position in their classification series or
in reasonably related work:
33.6.1 Fees and/or tuition to professional development seminars, classes, workshops and
conferences.
33.6.2 Books, tapes, videos and software that may assist employees in their professional
development. Items such as these must be turned over to the Bureau upon separation from
the City.
33.6.3 Licenses, certifications and professional dues not paid by the employee's bureau.
33.6.4 Up to $40,000 from this fund, per fiscal year, may be utilized to hire consultants or
coaches to work one-on-one with employees on career development activities.
33.7 The account shall be administered by a four (4) member Professional Development
Committee. Two (2) members of the Professional Development Committee shall be
appointed by the DCTU and two (2) members by the Director of the Bureau of Human
Resources.
Exhibit 1
49
33.8 The Bureau of Human Resources will establish accounting procedures for the fund in
accordance with all applicable Federal, State, and Municipal Laws.
33.9 Professional Development Committee decisions shall be made by consensus. The
Committee shall establish committee decision-making processes and criteria for approval of
Professional Development requests.
33.10 Release time to attend professional development seminars, classes, workshops and
conferences shall be subject to approval by the City, which shall not be unreasonably denied
when the training is directly related to the employee’s City job or internal promotional
opportunity.
33.11 Except for the City funding of this program, Article 33 is not subject to the grievance
procedure.
33.12 Article 33 shall sunset upon expiration of the contract.
Article 34. Evaluations/Counseling
34.1 Private discussions, evaluations or counseling may be used to review or evaluate employee
performance or conduct and are not considered disciplinary action. Private discussions,
evaluations or counseling are intended to acknowledge employee performance, identify
standards of performance and behavior, and should result in reviewing employee progress in
meeting identified standards of performance and behavior.
34.2 An employee shall receive a copy of any employee evaluation report, and management will
receive acknowledgment that the employee has received such report. Any rebuttal to an
employee's evaluation report shall be, upon request of the employee, attached to the
evaluation report and placed in the employee's personnel file. Such rebuttal must be filed
within fifteen (15) work days following receipt of the evaluation report. Performance
evaluations will be subject to the grievance procedure only when they are used as the basis
for discipline or if an employee is claiming a factual misrepresentation.
34.3 One-on-one discussions, evaluations or counseling by supervisors do not require the
presence of a Union representative.
34.4 The parties agree that all meetings under this Article will be conducted in a professional
manner and in a spirit of mutual respect.
Article 35. Discipline and Discharge
35.1 Disciplinary actions or measures shall include only oral warning, written reprimand,
demotion, suspension and discharge. Disciplinary action or measures may be imposed only
for just cause. Any disciplinary action or measure imposed upon an employee may be
processed as a grievance through the regular grievance procedure.
35.2 If the parties agree, a Performance Improvement Plan (PIP) may be used in place of the
disciplinary steps prior to discharge in cases of employee performance problems. The content
of the PIP will be mutually agreed upon and either parties’ offer or refusal to agree to a PIP
shall not be used against them in the grievance procedure.
35.3 If the City has reason to reprimand an employee, it shall be done in a manner that will not
embarrass the employee before other employees or the public. If the City has reason to
Exhibit 1
50
discuss any disciplinary action or the possibility of any disciplinary action, the employee
shall be given the option of having a Union representative present at any such discussion.
Written disciplinary actions shall not be posted; however, this does not preclude management
from notifying other management and employees when restrictions are applied to an
employee as a result of discipline.
35.4 Additionally, Police Bureau employees are provided with the following: prior to being
interviewed regarding an Internal Affairs investigation for any reason which could lead to
disciplinary action, an employee shall be afforded an opportunity and facilities to contact
and, consult privately with an attorney of his choosing and/or a representative of the Union.
35.5 Discharge, Demotion and Suspension. The City shall not discharge, demote or suspend
employees without just cause who have completed their probationary period as provided in
section 1.1.1. If, in any case, the City feels that there is just cause for discharge, demotion or
suspension, the employee involved and the appropriate Union shall be provided with a
written notice of proposed discipline seven (7) calendar days before the effective date. Such
notification shall state the nature of the offense for which the employee is being discharged,
demoted or suspended, in detail, specifying dates, locations, and the particular nature of the
offense committed by the employee and the right to respond to the authority proposing such
action either orally or in writing prior to the effective date of proposed discipline.
35.6 Records of oral or written reprimand not involving other disciplinary action, shall be
removed from an employee's personnel file after one year, on the employee's request,
provided in the judgment of the City, the employee has taken corrective action and has
received no other disciplinary actions. Approval to remove such material from the file shall
not be unreasonably withheld.
35.7 Any employee found to be unjustly suspended or discharged shall be reinstated with full
compensation for all lost time and with full restoration of all rights and conditions of
employment unless otherwise stipulated by mutual agreement or otherwise specified in the
grievance procedure or by an arbitrator under the grievance procedures hereinafter set forth.
35.8 Just cause provisions of this section do not apply to temporary employees, as defined in
Article 1.
35.9 Upon separation, discipline, or discharge, a temporary employee as defined in Article 1, may
write a statement which will be maintained with the employee's official records on file in the
Bureau of Human Resources.
Article 36. Grievances, Complaints and Arbitration
36.1 To promote better City-employee relationships, all parties pledge their immediate
cooperation to settle any grievances or complaints that might arise out of the application of
this Agreement, and the following procedure shall be the sole procedure to be utilized for
that purpose. The parties further agree that all meetings under this procedure will be
conducted in a professional manner and in a spirit of mutual respect consistent with mutual
resolution of grievances arising under this Agreement.
36.2 If there is a breach of any provision of this Agreement affecting a group of employees, or if
the breach of any provision of this Agreement is the result of an agreement reached between
the City and an employee without the approval of the Union involved, the Union shall have
the right to take up such breach with or without the consent of the employees or employee
involved.
Exhibit 1
51
36.3 Procedure
36.3.1 Time Limits. It is important that grievances be processed as rapidly as possible. The
number of days indicated at each level should be considered as a maximum, and every
effort should be made to expedite the process. The time limits specified may, however, be
extended by mutual agreement. Failure by the City to respond in writing within the time
limits at each level shall render the grievance automatically appealed to the next level in
the grievance procedure. The Union will advise the appropriate individual at the next level
within a reasonable period of time.
36.3.2 Informal Level. Before initiating a formal written grievance at Level One, the employee
shall attempt to resolve the matter by informal conference with their immediate designated
supervisor outside the bargaining unit. If the immediate supervisor is not available, the
employee shall attempt to contact another supervisor or manager. The employee shall
notify the Union, and a representative of the Union shall be given the opportunity to be
present at any meeting under this section. Either party may declare that the informal level
has been completed.
36.3.3 Upon appeal of any discharge, demotion or suspension before the Civil Service Board any
grievance filed under the terms of this Agreement shall be withdrawn.
36.3.4 Level One -- Bureau Head or Designee
(A) If a dispute is not resolved at the informal level, the employee or Union shall file the
grievance in writing to the Bureau Head or Designee within thirty (30) calendar days of
the claimed violation.
(B) The grievance statement shall specify (each of) the provision(s) of this Agreement
claimed to be violated and the manner in which such provision is claimed to have been
violated, all pertinent information, the remedy sought, and shall be signed by (each of)
the employee(s) and/or by the Union. The Grievant and the Union have a good faith
obligation to be as complete and forthcoming as possible in making this statement and
providing information regarding the grievance.
(C) The parties shall meet to discuss the grievance with the appropriate bureau head or
designee to whom the grievance is submitted and shall communicate their decision,
along with the reasons therefore, to the employee and the Union in writing within
twenty-one (21) calendar days after having received a timely appeal to Level One.
36.3.5 Level Two -- Human Resources and Commissioner in Charge
(A) If the employee or the Union is not satisfied with the disposition at Level One, the
employee or the Union may appeal the grievance to the Bureau of Human Resources and
the Commissioner in Charge at Level Two within fourteen (14) calendar days after
receiving notice of the Level One decision.
(B) The Union or the Grievant with the concurrence of the Union shall have the right to
perfect the grievance prior to Level Two with the understanding that the right to perfect
is limited to the substantive issues previously raised in the grievance.
(C) The Unions shall have a right to take up any disciplinary action brought against a Shop
Steward by the City as a grievance at Level Two of the grievance procedure (see Clause
23.2 of this Agreement) within thirty (30) calendar days of receipt of written notice to
impose the disciplinary action.
Exhibit 1
52
(D) A grievance involving a suspension, demotion or discharge shall be filed directly to
Level Two no later than thirty (30) calendar days of receipt of written notice of imposed
discharge, demotion or suspension.
(E) To submit a grievance to Level Two a copy of the grievance shall be filed
simultaneously with the office of the Commissioner-in-Charge and the Bureau of
Human Resources. The Commissioner in Charge may either retain jurisdiction at this
level of the procedure or delegate the Bureau of Human Resources /bureau head to
handle the grievance with full authority to settle it. If the Commissioner in Charge does
not retain jurisdiction of the grievance within seven (7) calendar days after receiving a
timely appeal, the grievance shall be considered as having been delegated to the Bureau
of Human Resources.
(F) The appeal shall include a copy of the original grievance, the decision rendered at Level
One, if any, a concise statement of the reasons for the appeal and the specific relief
requested.
(G) Upon timely filing, the written grievance will be discussed between the employee, the
Union involved and the Director of the Bureau of Human Resources/bureau head or
their designee within twenty-one (21) calendar days after filing, unless extended by
mutual written consent. The Director of the Bureau of Human Resources or their
designee shall respond to the grievance within thirty (30) calendar days after the
grievance has been filed at Level Two.
(H) Upon the timely filing of written grievance as specified herein, the Union shall have sole
discretion as to the processing of such grievance and shall have the right to carry the
grievance through the grievance procedure with or without the consent of the
employee(s) originally filing the grievance.
36.3.6 Level Three -- Mediation
(A) If the Union is not satisfied with the Level Two, upon the mutual agreement of the
parties it may be referred to mediation within fourteen (14) calendar days after the Level
Two disposition has been rendered.
(B) The costs of the mediator will be equally split between the parties.
36.3.7 Level Four -- Arbitration
(A) If the grievance remains unresolved at Level Two or Level Three (mediation), the local
Union involved shall have the right to refer the matter to arbitration. In the event the
local Union elects to do so, it must notify the Bureau of Human Resources of its
decision in writing within twenty-one (21) calendar days of denial of the grievance at
Level Two or twenty-one (21) calendar days after the close of mediation if the parties
agreed to refer the grievance to Level Three.
(B) After the grievance has been referred to arbitration, the parties or their representatives
shall jointly request the State Conciliation Service for a list of names of seven (7)
arbitrators. The parties shall select an arbitrator from that list by such method as they
may jointly select, or if they are unable to agree upon a method, then by the method of
alternate striking of names under which the grieving party shall strike the first name
objectionable to it, and the City shall then strike the first name objectionable to it. The
final name left on the list shall be the arbitrator.
Exhibit 1
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(C) The arbitrator's decision shall be final and binding, but the arbitrator shall have no power
to alter, modify, amend, add to or detract from the terms of this Agreement. The
decision of arbitration shall be within the scope and terms of this Agreement and shall
be in writing.
(D) The City and local Union involved shall divide equally the arbitrator's fee, the cost of
any hearing room and the cost of a shorthand reporter if requested by an arbitrator. All
other expenses shall be paid by the party incurring them.
(E) The time limits specified herein shall be jurisdictional unless waived by mutual
agreement of the parties. The local Union involved shall have sole authority to
determine whether a grievance shall be submitted to arbitration, and any such decision
or settlement of the grievance between the Union and the Bureau of Human
Resources/Bureau Head in good faith shall be binding on all parties.
(F) The parties shall make a good faith effort to avoid unreasonable delay in scheduling
arbitration hearings.
Article 37. Warrant of Authority
37.1 The officials executing this Agreement in behalf of the City and the Unions signatory hereto,
hereby warrant and guarantee that they have the authority to act for, bind and collectively
bargain in behalf of the organizations which they represent.
37.2 It is also recognized by the parties that the only letters of understanding or other agreements
considered valid and binding shall be those expressly executed as addenda to this Agreement
and agreed to jointly by the District Council of Trade Unions on behalf of the Union(s) and
by the Human Resources Director, on behalf of the City.
37.3 The parties agree that Memoranda of Understanding, Letters of Agreement, and other
agreements considered valid and binding that affect all District Council of Trade Union-
member unions shall be signed by the DCTU President, all affected Union Business
Representatives, and the Director of Human Resources.
37.4 All Letters of Agreement, Memoranda of Understanding, and all agreements that affect a
DCTU-member union(s) shall be signed by that union(s) representative and the Director of
Human Resources and shall be considered binding.
Article 38. Savings Clause
38.1 Should any part hereof or any provision herein contained be rendered or declared invalid by
reason of any existing or subsequently enacted legislation or by any decree of a court of
competent jurisdiction, such invalidation of such part or portion of this Agreement shall not
invalidate the remaining portions hereof; provided, however, upon such invalidation the
parties agree immediately to meet and negotiate such parts or provisions affected. The
remaining parts or provisions shall remain in full force and effect.
38.2 The parties recognize that both are subject to the Americans with Disabilities Act (ADA) and
that nothing in this Labor Agreement may supersede the requirements of that Federal Law.
The parties agree to meet and confer regarding circumstances where the ADA and the Labor
Agreement appear to conflict. A showing that a person is disabled and that action taken as a
reasonable accommodation is an absolute defense to a contract violation claim.
Exhibit 1
54
Article 39. Effective Date and Duration of Agreement
39.1 This Agreement, effective July 1, 2017 or upon ratification by both parties, shall remain in
full force and effect through June 30, 2020.
39.2 In the event that City revenue sources should be decreased by the passage or impact of a tax
limitation measure, legislatively mandated change, cut back in Federal and/or State revenue
sharing, or any other conditions causing a worsening of the City's financial position, the City
Council and the DCTU agree that they will meet and discuss the economic impact and, by
mutual agreement, will put forth a good faith effort to arrive at alternatives to a reduction in
the work force.
Exhibit 1
55
Schedule “A” COLA
YEAR ONE – Effective July 1, 2017 , Schedule “A” wage rates will be revised as follows:
Salary rates for classifications in Schedule “A” for the period July 1, 2017, , to June 30, 2018
are to be increased by 100 percent (100%) of the annual increase in the Consumer Price Index
for Urban Wage Earners and Clerical Workers (CPI-W) (as measured by the annual change in
the index between the 2nd Half 2015 and the 2nd Half 2016) for the Portland-Salem, OR-WA,
published by the Bureau of Labor Statistics, U.S. Department of Labor.
YEAR TWO - Effective July 1, 2018, Schedule “A” wage rates will be revised as follows:
Salary rates for classifications in Schedule “A” for the period July 1, 2018 to June 30, 2019
are to be increased by one hundred percent (100%) of the annual increase in the Consumer
Price Index for Urban Wage Earners and Clerical Workers (CPI-W) (as measured by the
annual change in the index between the 2nd Half 2016 and the 2nd Half 2017) for the
Portland-Salem, OR-WA, published by the Bureau of Labor Statistics, U.S. Department of
Labor. However, in no event shall the salary increase be less than one percent (1%) or
greater than five percent (5.0%).
YEAR THREE - Effective July 1, 2019, Schedule “A” wage rates will be revised as follows:
Salary rates for classifications in Schedule “A” for the period July 1, 2019 to June 30, 2020 are
to be increased by one hundred percent (100%) of the annual increase in the Consumer Price
Index for Urban Wage Earners and Clerical Workers (CPI-W) (as measured by the annual
change in the index between the 2nd Half 2017 and the 2nd Half 2018) for the Portland-Salem,
OR-WA, published by the Bureau of Labor Statistics, U.S. Department of Labor. However, in
no event shall the salary increase be less than one percent (1%) or greater than five percent
(5.0%). Effective July 1, 2017 a 1.65% Across the Board Increase will be given to all classifications not
receiving a targeted wage adjustment as described in ‘Schedule ‘A’ Other Wage Increases’.
Exhibit 1
56
Schedule “A” Premiums
Effective on ratification through June 30, 2020
1. Premiums described in paragraphs 2 through 8 shall not be pyramided.
2. The following named classes and work situations will be paid a premium of four percent (4%)
of the employee’s base wage for actual time performing such work rounded up to the next
whole hour:
a. Employees operating a jackhammer.
b. Employees who are assigned to drive a fuel truck in order to perform fueling operations and
to transport fuel.
3. Any employee other than a Painter, Facilities Maintenance Technician, Facilities Maintenance
Technician Apprentice, and Facilities Maintenance Technician Lead while working from a
temporary scaffolding, portable ladder, or boom, which is fifteen (15) feet above ground or
working from any suspended device will receive a premium of four percent (4%) of the
employee’s base wage, for a minimum of four (4) hours.
4. Any employee who is required to work over forty-five (45) feet above the ground on bridges
and structures while working from a temporary scaffolding, portable ladder or boom shall be
paid 1.5 times the employee’s base rate of pay, for a minimum of four hours. Any employee
who is required to work over forty-five (45) feet above the ground on a fixed structure and
required to wear fall protection equipment shall be paid at 1.5 times the employee’s base rate of
pay, for a minimum of four hours. The appropriate pay for employees working over forty-five
(45) feet on overtime is 1.5 times the employee's base rate plus .5 time the employee's base rate
for a total of 2 times the employee's base rate.
5. Any employee other than an Inspector, Facilities Maintenance Technician, Facilities
Maintenance Technician Apprentice, and Facilities Maintenance Technician Lead who is
instructed to work underground or in a shored excavation will receive a premium of four
percent (4%) of the employee’s base wage, for a minimum of four hours.
6. The City will pay a premium of eight percent (8%) of the employee’s base wage, per hour, for
actual time worked, rounded up to the nearest whole hour, under the following conditions:
a. Employees who are required to be HAZWOPER trained and maintain that certification and
who must wear special personal protective equipment (must include positive pressure
respirators and/or safety suits) and/or Level “B” PPE only while:
i) engaged in work inside a permit required confined space as defined by OSHA; or
ii) connecting chlorine cylinders or responding to liquid chlorine alarms; or,
iii) performing work in areas designated by the City as having contaminated soils (i.e.
heavy metals). Note: Employees must complete forty (40) hours of hazardous materials
training to perform work in contaminated soils; or
iv) receiving bulk shipments of chemicals; or
v) performing maintenance and repair on piping and systems that can contain potentially
hazardous chemicals.
b. Employees in the Electrician and related classifications, not including Facilities
Maintenance Technician, Facilities Maintenance Technician Apprentice, and Facilities
Exhibit 1
57
Maintenance Technician Lead, working on “live” equipment with an Arc Flash rating of
category three (3) or higher as described in the National Fire Protection Agency (NFPA)
70E Standard.
7. Vehicle Service employees when assigned emergency repair work on automotive or
construction equipment that has broken down alongside the road shall be paid a premium of five
percent (5%) of the employee’s base wage for all time so assigned. This premium does not
apply to repair work performed on City-owned or leased property or any off-road locations.
This premium will also apply to Vehicle and Equipment Mechanics.
8. In the event the City places the responsibility for a crew of two (2) or more employees upon a
member of that crew, to the extent that such member is held responsible for the work
performance of the other members of that crew, it will pay such employee a premium of five
percent (5%) of the employee’s base wage. This shall not be deemed a requirement that the City
designate a lead in charge of every crew.
a. An employee assigned lead duties in a work day will receive the lead premium for a
minimum of half a shift or for a full shift if the employee is assigned to such duties for more
than half their shift.
b. Assignment to lead duties is temporary and employees do not acquire status or rights to such
assignment.
9. Building Inspector IIs, Electrical Inspectors, and Plumbing Inspectors shall receive a premium
of two percent (2%) added to the employee’s base wage for all hours worked for each additional
one and two family inspection certification they obtain and to begin to use in the Residential
Inspections Section in the Bureau of Development Services.
10. Building Inspector IIs shall receive a premium of two percent (2%) added to the employee’s
base wage for all hours worked for each additional one and two family inspection certification
they obtain and begin to use in the “Work without Permit Program” in the Compliance
Services/Neighborhood Inspection Section of the Bureau of Development Services.
11. Building Inspector IIs and Structural Inspectors who obtain and begin to use both commercial
Structural and commercial Mechanical certifications in the Commercial Structural/Mechanical
Inspections Section in Bureau of Development Services shall receive a premium of three
percent (3%) added to the employee’s base wage for all hours worked .
12. Water Treatment Certifications:
a. Employees in the Water Treatment Operator II classification are required to have and
maintain certification as a Water Treatment Level 2 Operator. Certification pay for Water
Treatment Level 3 Operator shall be three percent (3%) added to the employee’s base wage
for all hours worked. Certification pay for Water Treatment Level 4 Operator shall be four
percent (4%) added to the employee’s base wage for all hours worked.
b. Employees in the Water Treatment Operator, Lead classification are required to have and
maintain certification as a Water Treatment Level 3 Operator. Certification pay for Water
Treatment Level 4 Operator shall be four percent (4%) added to the employee’s base wage
for all hours worked.
c. Employees are responsible for completing the required Continuing Education Units (CEUs)
to maintain their certifications.
13. Water Distribution Certifications:
Exhibit 1
58
a. Employees in the Water Operations Mechanic classification are required to have and
maintain certification as a Water Distribution Level 1 Operator. Certification pay for Water
Distribution Level 2 Operator shall be two percent (2%) added to the employee’s base wage
for all hours worked. Certification pay for Water Distribution Level 3 Operator shall be
three percent (3%) added to the employee’s base wage for all hours worked. Certification
pay for Water Distribution Level 4 Operator shall be four percent (4%) added to the
employee’s base wage for all hours worked.
b. Employees in the Water Quality Inspector and Water Meter Technician classifications are
required to have and maintain certification as a Water Distribution Level 1 Operator (except
for those employees grandfathered in 2010). Certification pay for Water Distribution Level 2
Operator shall be two percent (2%) added to the employee’s base wage for all hours worked.
Certification pay for Water Distribution Level 3 Operator shall be three percent (3%) added to
the employee’s base wage for all hours worked. Certification pay for Water Distribution
Level 4 Operator shall be four percent (4%) added to the employee’s base wage for all hours
worked.
c. Employees in the Watershed Specialist III classification are required to have and maintain
certification as a Water Distribution Level 2 Operator. Certification pay for Water
Distribution Level 3 Operator shall be three percent (3%) added to the employee’s base
wage for all hours worked. Certification pay for Water Distribution Level 4 Operator shall
be four percent (4%) added to the employee’s base wage for all hours worked.
d. Employees are responsible for completing the required Continuing Education Units (CEUs)
to maintain their certifications.
14. Water Treatment and Water Distribution Certification:
a. Employees in the Operating Engineer II classification are required to have and maintain
certification as both a Water Distribution Level 2 Operator and Water Treatment Level 1
Operator. Certification pay for Water Distribution Level 3 Operator shall be three percent
(3%) added to the employee’s base wage for all hours worked. Certification pay for Water
Distribution Level 4 Operator shall be four percent (4%) added to the employee’s base wage
for all hours worked. Certification pay for Water Treatment Level 2 Operator shall be two
percent (2%) added to the employee’s base wage for all hours worked. Certification pay for
Water Treatment Level 3 Operator shall be three percent (3%) added to the employee’s base
wage for all hours worked. Certification pay for Water Treatment Level 4 Operator shall be
four percent (4%) added to the employee’s base wage for all hours worked.
b. Employees in the Operating Engineer III classification are required to have and maintain
certification as both a Water Distribution Level 2 Operator and Water Treatment Level 2
Operator. Certification pay for Water Distribution Level 3 Operator shall be three percent
(3%) added to the employee’s base wage for all hours worked. Certification pay for Water
Distribution Level 4 Operator shall be four percent (4%) added to the employee’s base wage
for all hours worked. Certification pay for Water Treatment Level 3 Operator shall be three
percent (3%) added to the employee’s base wage for all hours worked. Certification pay for
Water Treatment Level 4 Operator shall be four percent (4%) added to the employee’s base
wage for all hours worked.
c. Employees holding both Water Distribution Operator and Water Treatment Operator
certifications will only be compensated for one certification at a time with the higher hourly
premium being worked.
Exhibit 1
59
d. Employees are responsible for completing the required Continuing Education Units (CEUs)
to maintain their certifications.
15. Inspectors in the Bureau of Development Services Residential Inspection program who possess
and are regularly assigned to work that requires manufactured home certification shall be paid
$15.00 per trip per unit when it includes a mobile home inspection.
16. National Institute for Automotive Service Excellence (NIASE) Certification:
a. Employees in the Classification of Auto Body Restorer who possess a valid Master
Collision Repair/Refinishing Technician Certification, issued by the NIASE, shall receive
$36.92 per FLSA workweek.
b. Employees in the Classification of Vehicle and Equipment Mechanic or the Premium
Assignment of Vehicle and Equipment Mechanic, Lead and who are assigned to work on
fire apparatus, who possess a valid Master Medium/Heavy Duty Truck Technician
Certification issued by the NIASE and possess a valid Emergency Vehicle Test F-1 through
F-2 certification shall receive $36.92 per FLSA workweek; those who possess a valid F-3
through F-4 certification shall receive $48.46 per FLSA workweek; those who possess a
valid F-5 through F-6 certificate shall receive $60.00 per FLSA workweek. All EVT
certifications must be issued by the EVT Certification Commission, Inc.
c. Employees in the Classification of Vehicle and Equipment Mechanic or the Premium
Assignment of Vehicle and Equipment Mechanic, Lead and who possess a valid Master
Heavy Duty Truck Technician Certificate or who possess a valid Master Automobile
Technician Certificate, issued by the NIASE, shall receive $36.92 per FLSA workweek.
d. The City shall pay for the cost of certification if the employee can prove they passed the
certification test. If the employee does not pass the certification test, the employee is
responsible for the cost of the test.
17. The City shall pay employees in the Senior Electrical Inspector and Senior Plumbing
Inspector classifications who are assigned the duties of the Chief Electrical Inspector or
Chief Plumbing Inspector a premium of $1.95 per hour for all hours worked.
18. Employees who work for the Bureau of Development Services in the classifications of
Building Inspector II, Electrical Inspector, Plumbing Inspector, and Combination Inspector
a shall receive a certification premium of two percent (2%) added to the base wage for all
hours worked, rounded up to the next fifteen (15) minute increment, when they successfully
complete the Specialized Solar Photo-Voltaic (SSPVI), Specialized Plumbing Inspector
(SPI), Specialized Electrical Inspector (SEI), and Specialized Systems/Final Inspector (SFI)
certifications and perform inspection duties related to these certifications.
19. Employees appointed to the Housing Inspector and Senior Housing Inspector classification
are required, within one year of appointment to the classification, to obtain and maintain one
(1) of the following Inspector certifications: Residential Structural Inspector, Residential
Electrical Inspector, Residential Plumbing Inspector, or Residential Mechanical Inspector.
The City shall pay employees in the Housing Inspector classification who work in the
Bureau of Development Services a certification premium of two percent (2%) added to the
base wage for all hours worked for each additional Residential Structural Inspector,
Residential Electrical Inspector, Residential Plumbing Inspector, or Residential Mechanical
Inspector certification they obtain and begin to use.
Exhibit 1
60
20. Police Identification Technicians who acquire and maintain a Tenprint Fingerprint
Certification from the International Association of Identification will receive certification
pay of five percent (5%) added to the employee’s base wage for all hours worked.
21. Members in the classifications of Police Records Specialist and Police Records Training
Coordinator who have successfully completed Records Finish training will receive a
premium of three percent (3%) added to the employee’s base wage for all hours worked.
22. Employees appointed to the classification of Accountant III or Accountant IV who acquire
and maintain a CPA license shall receive a premium of five percent (5%) added to their base
wage for all hours worked.
Exhibit 1
61
Schedule “A” Other Wage Increases
Effective July 1, 2017
Rates listed below are based on 2016/17 wages and will be adjusted by the agreed upon Cost of
Living Adjustment prior to implementation except for the Facilities Maintenance Dispatch
Scheduler. (See note below)
Accountant I
Entry 6 mo 1 yr 2 yr 3 yr 4 yr
Current $20.19 $21.99 $24.45 $26.15 $28.19 $29.03
Proposed $23.79 $25.12 $26.41 $28.16 $29.01 31.25
Increase ~18.5% ~14.5% ~8% ~7.5% ~3% ~7.5%
Building Inspector I
Entry 6 mo 1 yr 2 yr
Current $29.03 $30.49 $32.00 $33.59
Proposed $29.90 $31.40 $32.96 $34.60
Increase 3% 3% 3% 3%
Building Inspector II
Entry 6 mo 1 yr 2 yr
Current $33.20 $34.86 $36.55 $38.40
Proposed $34.20 $35.91 $37.65 $39.55
Increase 3% 3% 3% 3%
Building Inspector, Senior
Entry 6 mo 1 yr 2 yr
Current $37.26 $39.14 $41.10 $43.12
Proposed $38.38 $40.31 $42.33 $44.41
Increase 3% 3% 3% 3%
Carpenter
Entry 6 mo 1 yr
Current $27.31 $29.66 $30.55
Proposed $27.72 $30.10 $31.01
Increase 1.5% 1.5 1.5%
Combination Inspector
Entry 6 mo 1 yr 2 yr
Current $35.40 $37.20 $39.02 $41.02
Proposed $37.17 $39.06 $40.97 $43.07
Increase 5% 5% 5% 5%
Exhibit 1
62
Electrical Inspector
Entry 6 mo 1 yr 2 yr
Current $33.20 $34.86 $36.55 $38.40
Proposed $34.86 $36.60 $38.38 $40.32
Increase 5% 5% 5% 5%
Electrical Inspector, Senior
Entry 6 mo 1 yr 2 yr
Current $37.26 $39.14 $41.10 $43.12
Proposed $39.12 $41.10 $43.16 $45.28
Increase 5% 5% 5% 5%
Electrician
Entry 6 mo
Current $34.17 $36.88
Proposed $35.20 $37.99
Increase 3% 3%
Electrician, Lead
Entry 6 mo
Current $35.87 $38.72
Proposed $36.95 $39.88
Increase 3% 3%
Electrician, Senior
Entry 6 mo
Current $35.87 $38.72
Proposed $36.95 $39.88
Increase 3% 3%
Electrician, Supervising
Entry 6 mo
Current $37.67 $40.66
Proposed $38.80 $41.88
Increase 3% 3%
Code Specialist I
Entry 6 mo 1 yr 2 yr 3 yr 4 yr
Current $17.11 $18.60 $19.80 $20.96 $22.11 $22.77
Proposed $17.62 $19.16 $20.39 $21.59 $22.77 $23.45
Increase 3% 3% 3% 3% 3% 3%
Exhibit 1
63
Code Specialist II
Entry 6 mo 1 yr 2 yr 3 yr 4 yr
Current $22.46 $24.39 $25.79 $27.09 $28.88 $29.74
Proposed $23.13 $25.12 $26.56 $27.90 $29.75 $30.63
Increase 3% 3% 3% 3% 3% 3%
Code Specialist III
Entry 6 mo 1 yr 2 yr 3 yr 4 yr
Current $24.21 $26.31 $27.72 $29.17 $30.83 $31.75
Proposed $24.94 $27.10 $28.55 $30.05 $31.75 $32.70
Increase 3% 3% 3% 3% 3% 3%
Code Specialist, Lead
Entry 6 mo 1 yr 2 yr 3 yr 4 yr
Current $24.21 $26.31 $27.72 $29.17 $30.83 $31.75
Proposed $24.94 $27.10 $28.55 $30.05 $31.75 $32.70
Increase 3% 3% 3% 3% 3% 3%
Code Specialist, Trainee
Entry
Current 16.31
Proposed $16.80
Increase 3%
Facilities Maintenance Dispatch Scheduler
Entry 6 mo 1 yr 2 yr 3 yr 4 yr
Current* $22.77 NEW NEW NEW $28.91 NEW
Proposed $25.05 $26.93 $28.95 $31.85 $35.04
Increase 10% 7.5% 7.5% 10% 10%
*Current rate for this class already reflects 2.2% COLA effective 7/1/17; COLA was added because
this class is still listed as non-rep in the comp system pending an agreement with the Union.
Housing Inspector
Entry 6 mo 1 yr 2 yr 3 yr
Current $25.27 $27.50 $28.87 $30.35 $31.99
Proposed $26.53 $28.88 $30.31 $31.87 $33.59
Increase 5% 5% 5% 5% 5%
Industrial Painter
Entry 6 mo 1 yr
Current $27.31 $29.66 $30.55
Proposed $28.64 $31.13 $32.07
Increase 5% 5% 5%
Exhibit 1
64
Industrial Painter, Lead
Entry 6 mo 1 yr
Current $28.64 $31.13 $32.17
Proposed $30.07 $32.69 $33.67
Increase 5% 5% 5%
Instrument Technician
Entry 6 mo
Current $34.17 $36.88
Proposed $35.20 $37.99
Increase 3% 3%
Instrument Technician, Lead
Entry 6 mo
Current $35.87 $38.72
Proposed $36.95 $39.88
Increase 3% 3%
Laboratory Analyst I
Entry 6 mo 1 yr 2 yr
Current $22.61 $25.87 $27.15 $28.56
Proposed $23.06 $26.39 $27.69 $29.13
Increase 2% 2% 2% 2%
Laboratory Analyst II
Entry 6 mo 1 yr 2 yr 3 yr
Current $24.28 $27.68 $29.06 30.53 $32.05
Proposed $24.77 $28.23 $29.64 31.14 $32.69
Increase 2% 2% 2% 2% 2%
Operating Engineer I
Entry 6 mo 1 yr
Current $24.83 $26.00 NEW
Proposed $24.83 $26.00 $27.30
Increase 5%
Operating Engineer II
Entry 6 mo 1 yr 2 yr 3 yr
Current $25.05 $27.23 $28.75 $30.51 $32.37
Proposed $26.30 $28.59 $30.19 $32.04 $33.99
Increase 5% 5% 5% 5% 5%
Exhibit 1
65
Operating Engineer III
Entry 6 mo 1 yr 2 yr 3 yr
Current $26.31 $28.61 $30.18 $32.06 $34.01
Proposed $27.63 $30.04 $31.69 $33.66 $35.71
Increase 5% 5% 5% 5% 5%
Parking Code Enforcement Officer
Entry 6 mo 1 yr 2 yr 3 yr 4 yr
Current $20.28 $21.93 $23.26 $24.47 $25.88 $26.64
Proposed $22.24 $24.05 $25.50 $26.83 $28.38 $29.21
Increase 9.65% 9.65% 9.65% 9.65% 9.65% 9.65%
Plans Examiner, Commercial
Entry 6 mo 1 yr 2 yr 3 yr 4 yr
Current $34.74 $36.46 $38.28 $40.22 NEW NEW
Proposed $34.74 $36.46 $38.28 $40.22 $41.43 $42.67
Increase 3% 3%
Plans Examiner, Residential
Entry 6 mo 1 yr 2 yr 3 yr
Current $28.58 $30.00 $31.50 $33.07 NEW
Proposed $30.00 $31.50 $33.07 $34.06 $35.08
Increase 5% 5% 5% 3% 3%
Plans Examiner, Senior
Entry 6 mo 1 yr 2 yr 3 yr 4 yr
Current $37.75 $39.62 $41.65 $43.70 NEW NEW
Proposed $39.62 Remove step $41.65 $43.70 $45.01 $46.36
Increase 5% 3% 3%
Plumber
Entry 6 mo 1 yr
Current $30.18 $32.83 $33.79
Proposed $31.69 $34.47 $35.48
Increase 5% 5% 5%
Plumbing Inspector
Entry 6 mo 1 yr 2 yr
Current $33.20 $34.86 $36.55 $38.40
Proposed $34.86 $36.60 $38.38 $40.32
Increase 5% 5% 5% 5%
Exhibit 1
66
Plumbing Inspector, Senior
Entry 6 mo 1 yr 2 yr
Current $37.26 $39.14 $41.10 $43.12
Proposed $39.12 $41.10 $43.16 $45.28
Increase 5% 5% 5% 5%
Procurement Specialist, Assistant
Entry 6 mo 1 yr 2 yr 3 yr
Current $21.07 $22.89 $24.45 $25.70 $26.46
Proposed $23.92 $24.91 $25.96 $26.88 $27.70
Increase ~13.5% ~9% ~6% ~4.5% ~4.5%
Procurement Specialist
Entry 6 mo 1 yr 2 yr 3 yr 4 yr
Current $25.23 $27.40 $29.37 $30.83 $31.75 NEW
Proposed $26.40 $28.70 $29.89 $31.15 $32.26 $33.24
Increase ~4.5% ~4.5% ~1.5% ~1.5% ~1.5% ~3%
Procurement Specialist, Senior
Entry 6 mo 1 yr 2 yr 3 yr 4 yr
Current $29.71 $32.29 $34.99 $37.67 $38.80 NEW
Proposed $31.09 $33.82 $35.61 $38.06 $39.42 $40.34
Increase ~4.5% ~4.5% ~4.5% ~1% ~1.5% ~2%
Site Development Inspector I
Entry 6 mo 1 yr 2 yr
Current $29.03 $30.49 $32.00 $33.59
Proposed $29.90 $31.40 $32.96 $34.60
Increase 3% 3% 3% 3%
Site Development Inspector II
Entry 6 mo 1 yr 2 yr
Current $33.20 $34.86 $36.55 $38.40
Proposed $34.01 $35.91 $37.64 $39.55
Increase 3% 3% 3% 3%
Site Development Inspector, Senior
Entry 6 mo 1 yr 1 yr
Current $37.26 $39.14 $41.10 $43.12
Proposed $38.75 $40.31 $42.33 $44.41
Increase 3% 3% 3% 3%
Exhibit 1
67
Timekeeping Specialist
Entry 6 mo 1 yr 2 yr 3 yr 4 yr
Current* $17.98 $20.58 $21.58 $23.10 $25.08 $25.84
Proposed $18.52 $21.20 $22.23 $23.79 $25.83 $26.62
Increase 3% 3% 3% 3% 3% 3%
Water Operations Mechanic
Entry 6 mo 1 yr 2 yr
Current $27.61 $30.10 $30.56 $31.02
Proposed $28.99 $31.61 $32.09 $32.57
Increase 5% 5% 5% 5%
Water Treatment Operator I
Entry 6 mo 1 yr
Current $24.83 $26.00 NEW
Proposed $24.83 $26.00 $27.30
Increase 5%
Water Treatment Operator II
Entry 6 mo 1 yr 2 yr 3 yr
Current $26.31 $28.61 $30.18 $32.06 $34.01
Proposed $27.63 $30.04 $31.69 $33.66 $35.71
Increase 5% 5% 5% 5% 5%
Water Treatment Operator, Lead
Entry 6 mo 1 yr 2 yr 3 yr
Current $27.61 $30.05 $31.71 $33.65 $35.68
Proposed $28.99 $31.55 $33.30 $35.33 $37.46
Increase 5% 5% 5% 5% 5%
Water Quality Inspector I
Entry 6 mo 1 yr 2 yr 3 yr
Current $25.05 $27.23 $28.75 $30.51 $32.37
Proposed $26.30 $28.59 $30.19 $32.04 $33.99
Increase 5% 5% 5% 5% 5%
Water Quality Inspector II
Entry 6 mo 1 yr 2 yr 3 yr
Current $26.31 $28.61 $30.18 $32.06 $34.01
Proposed $27.63 $30.04 $31.69 $33.66 $35.71
Increase 5% 5% 5% 5% 5%
Exhibit 1
68
Water Quality Inspector III
Entry 6 mo 1 yr 2 yr 3 yr
Current $27.61 $30.05 $31.71 $33.65 $35.68
Proposed $28.99 $31.55 $33.30 $35.33 $37.46
Increase 5% 5% 5% 5% 5%
POLICE ADMINISTRATIVE CLASSIFICATIONS
Targeted wage increases for Police Administrative Support Series classifications will be effective 7/1/2015
Police Administrative Support Specialist, Trainee
Entry 6 mo
Current $15.15 $15.58
Proposed $15.58 $16.31
Increase ~3% ~4.5%
Police Administrative Support Specialist
Entry 6 mo 1 yr 2 yr 3 yr 4 yr
Current $16.73 $19.15 $20.08 $21.49 $23.33 $24.02
Proposed $19.15 $20.08 $21.49 $23.33 $24.02 $25.97
Increase 14.5% ~4.5% 7% 8.5% 3% ~8%
Police Administrative Support Specialist, Sr.
Entry 6 mo 1 yr 2 yr 3 yr 4 yr
Current $21.40 $23.26 $24.56 $25.82 $27.53 $28.36
Proposed $23.26 $24.56 $25.82 $27.53 $28.36 $29.66
Increase ~8.5% ~5.5% ~5% ~6.5% 3% ~4.5%
Police Desk Clerk
Entry 6 mos 1 yr 2 yr 3 yr 4 yr
Current $15.15 $17.06 $18.01 $19.30 $20.65 $21.27
Proposed $17.06 $18.01 $19.30 $20.65 $21.27 $23.26
Increase ~13% ~6% ~7% 7% 3% ~9%
Police Records Specialist, Trainee
Entry 6 mo
Current $15.15 $15.58
Proposed $15.58 $16.31
Increase ~3% ~4.5%
Police Records Specialist
Entry 6 mo 1 yr 2 yr 3 yr 4 yr
Current $16.73 $19.15 $20.08 $21.49 $23.33 $24.02
Proposed $19.15 $20.08 $21.49 $23.33 $24.02 $25.97
Increase 14.5% ~4.5% 7% 8.5% 3% ~8%
Exhibit 1
69
Police Records Training Coordinator
Entry 6 mo 1 yr 2 yr 3 yr 4 yr
Current $21.40 $23.26 $24.56 $25.82 $27.53 $28.36
Proposed $23.26 $24.56 $25.82 $27.53 $28.36 $29.66
Increase ~8.5% ~5.5% ~5% ~6.5% 3% ~4.5%
1. Effective July 1, 2017, the City shall increase the wages for employees in the above classifications
by adding an additional step or by increasing existing steps as described above.
2. Effective July 1, 2017, employees who are currently at the top step of the above classifications to
which new steps are being added shall be eligible for the additional step increase on their job
classification anniversary date.
3. Effective July 1, 2017, employees in classifications for which steps are being increased will
receive the new wage rate for the step they currently occupy.
4. For Police Administrative Support series classifications, the effective dates for the wage
increases described in paragraph 3 above will be July 1, 2015.
Exhibit 1
70
Schedule “A” Wage Scales
Effective July 1, 2017 a 1.65% Across the Board Increase will be given to all classifications not
receiving a targeted wage adjustment as described in ‘Schedule ‘A’ Other Wage Increases’.
Job # Prem Job Title Entry 6
Month 1
Year 2
Year 3
Year 4
Year
30000062 Accountant I 24.31 25.67 26.99 28.78 29.65 31.94
30000063 Accountant II 27.43 29.81 31.05 32.36 33.51 34.53
30000064 Accountant III 30.20 32.81 34.19 35.65 36.88 37.98
30002283 Accountant IV 32.47 35.28 36.74 38.33 39.65 40.84
30000061 Accounting Technician 17.38 19.90 20.86 22.32 24.23 24.96
30000125 Auto Body Restorer 28.64 31.13 32.08
30000102 Automotive Equip Oper II: Sewer Vacuum 23.90 27.10 28.78
30000104 Automotive Equip Oper II: Tractor-Trailr 23.90 27.10 28.78
30000101 Automotive Equipment Oper I 22.50 25.60 27.28
30000175 Building Inspector I 31.16 32.70 34.33 35.95
30000173 Building Inspector II 35.63 37.41 39.22 41.21
30000174 Building Inspector, Sr 39.98 42.00 44.11 46.28
30000176 Building Inspector/Plans Examiner Trnee 16.94 17.78 18.68 19.59
30001583 Bus Driver 23.90 27.10 28.78
30000110 Carpenter 28.37 30.81 31.73
30000111 * Carpenter Lead 29.75 32.34 33.32
30000109 Carpenter, Apprentice See Note #2
30000066 Claims Technician 22.91 24.90 26.38 27.82 29.47 30.37
30000065 Claims Technician, Assistant 17.78 20.42 21.42 22.93 24.91 25.64
30000183 Code Specialist I 18.01 19.58 20.84 22.06 23.27 23.97
30000184 Code Specialist II 23.64 25.67 27.14 28.51 30.40 31.30
30000186 Code Specialist III 25.49 27.70 29.18 30.71 32.45 33.42
30000187 * Code Specialist, Lead 25.49 27.70 29.18 30.71 32.45 33.42
30000182 Code Specialist, Trainee 17.17
30000170 Combination Inspector 37.99 39.92 41.87 44.02
30000238 Communications Switch Technician 30.87 35.11 37.43
30000107 Concrete Finisher 28.37 30.81 31.73
30000106 Concrete Finisher, Apprentice 24.11 26.07 26.39
30000108 * Concrete Finisher, Lead 29.75 32.34 33.32
30000105 Construction Equipment Operator 23.97 27.28 29.01 30.61
30000309 Crime Prevention Program Administrator 24.45 26.64 28.21 29.63 31.84 32.79
30000308 Crime Prevention Rep 22.24 24.19 25.65 26.93 28.92 29.77
30000017 Customer Accounts Specialist I 18.65 20.20 22.46 24.08 26.08 26.89
30000018 Customer Accounts Specialist II 22.23 24.16 25.52 26.83 28.60 29.46
30000041 Distribution Technician 21.20 24.14 25.98
30000042 * Distribution Technician, Lead 22.26 25.34 27.26
30000168 Electrical Inspector 35.63 37.41 39.22 41.21
30000169 Electrical Inspector, Sr 39.98 42.00 44.11 46.28
99999999 * Electrical Inspector, Chief 48.23
30000116 Electrician 35.97 38.83
30000117 * Electrician, Lead 37.76 40.76
30000118 Electrician, Sr 37.76 40.76
30000119 Electrician, Supervising 39.65 42.80
30000120 Electrician/Instrument Tech, Apprentice See Note #5
30000121 Electrician/Instrument Technician 36.58 39.48
30001458 * Electrician/Instrument Technician, Lead 38.41 41.45
30000045 Electronic Pre-Press Operator 22.68 24.68 26.32 27.13 28.36
30000235 Electronics Technician I:Traffic Signal 26.37 30.01 32.02
Exhibit 1
71
Job # Prem Job Title Entry 6
Month 1
Year 2
Year 3
Year 4
Year
30000236 Electronics Technician II: Commun 30.87 35.11 37.43
30000237 Electronics Technician II: Traffic Signal 30.87 35.11 37.43
30000835 Emerg Commun Support Specialist 17.38 19.90 20.86 22.32 24.23 24.96
30000050 Evidence Control Specialist 23.78 27.01 29.08
30000051 * Evidence Control Specialist, Lead 26.87 30.78 32.45 33.39
30000711 Facilities Maint Dispatch/Scheduler 22.77 25.05 26.93 28.95 31.85 35.04
30000070 Facilities Maintenance Tech Apprentice See Note#3
30000071 Facilities Maintenance Technician 30.98 33.46 34.47
30000072 * Facilities Maintenance Technician, Lead 31.24 34.99 36.04
30000127 General Mechanic 25.74 29.29 31.13 32.08
30000128 * General Mechanic Lead 27.02 30.73 32.66 33.64
30000028 Hearings Clerk 24.06 26.05 27.43 28.75 30.71 31.64
30000252 Horticulturist 24.23 27.65 29.27
30000251 Horticulturist, Apprentice 21.54 24.46 26.18
30000253 * Horticulturist, Lead 25.43 28.98 30.72
30000171 Housing Inspector 27.11 29.52 30.98 32.57 34.33
30000172 Housing Inspector, Sr 34.65 36.38 38.17 40.10
30000114 Industrial Painter 29.27 31.81 32.78
30000115 * Industrial Painter, Lead 30.73 33.41 34.41
30000016 Information & Referral Specialist 17.38 19.90 20.86 22.32 24.23 24.96
30000239 Instrument Technician 35.97 38.83
30000240 * Instrument Technician, Lead 37.76 40.76
30000241 Laboratory Analyst I 23.57 26.97 28.31 29.77
30001283 Laboratory Analyst II 25.31 28.86 30.29 31.82 33.42
30001284 Laboratory Analytical Specialist 28.76 31.92 33.35 35.70 38.19
30001285 Laboratory Coordinator 29.84 33.13 34.38 36.78 39.39 42.12
30000166 Lighting & Signal Inspector 36.35 38.18 40.07 42.07
30000073 Maintenance Worker 15.74
30000011 Office Support Specialist I 15.82 18.02 18.96 20.31 21.96 22.61
30000012 Office Support Specialist II 17.38 19.90 20.86 22.32 24.23 24.96
30000013 Office Support Specialist III 22.23 24.16 25.52 26.83 28.60 29.46
30000014 * Office Support Specialist, Lead 22.23 24.16 25.52 26.83 28.60 29.46
30000152 Operating Engineer I 25.38 26.57 27.90
30000153 Operating Engineer II 26.88 29.22 30.85 32.74 34.74
30000154 Operating Engineer III 28.24 30.70 32.39 34.40 36.50
30000112 Painter 28.37 30.81 31.73
30000113 * Painter, Lead 29.75 32.34 33.32
30000185 Parking Code Enforcement Officer 22.73 24.58 26.06 27.42 29.00 29.85
30001158 Parking Code Enfrcmnt Ofcr-Abandnd Auto 18.84 20.49 21.83 23.08 24.35 25.08
30000188 Parking Collection Technician 15.74 16.42
30000081 Parks Technician 23.47 25.49 26.66
30000082 * Parks Technician, Lead 24.67 26.80 27.97
30000231 Plans Examiner, Commercial 35.50 37.26 39.12 41.10 42.34 43.61
30000230 Plans Examiner, Residential 30.66 32.19 33.80 34.81 35.85
30000232 Plans Examiner, Sr 40.49 42.57 44.66 46.00 47.38
30001159 Plumber 32.39 35.23 36.26
30000164 Plumbing Inspector 35.63 37.41 39.22 41.21
30000165 Plumbing Inspector, Sr 39.98 42.00 44.11 46.28
99999999 * Plumbing Inspector, Chief 48.23
30000026 * Police Administrative Support Spec, Lead 22.23 24.16 25.52 26.83 28.60 29.46
30000025 Police Administrative Support Spec, Sr 23.77 25.10 26.39 28.14 28.98 30.31
30000024 Police Administrative Support Specialist 19.57 20.52 21.96 23.84 24.55 26.54
Exhibit 1
72
Job # Prem Job Title Entry 6
Month 1
Year 2
Year 3
Year 4
Year
30000022 Police Desk Clerk 17.44 18.41 19.72 21.10 21.74 23.77
30000304 Police Identification Technician 28.75 31.24 33.27 34.92 36.72
30000305 * Police Identification Technician, Lead 31.26 33.95 36.18 37.96 39.93
30000303 Police Identification Technician,Trnee 20.99 31.24
30000097 Police Impound Technician 22.63 25.74 27.70
30000310 Police Investigative Accountant 41.63 45.22 47.02 48.43
30000306 Police Photographic Reproduction Spec 33.30 36.18 37.96 39.93
30000020 Police Records Specialist 19.57 20.52 21.96 23.84 24.55 26.54
30000019 Police Records Specialist, Trainee 15.92 16.67
30000021 Police Records Training Coordinator 23.77 25.10 26.39 28.14 28.98 30.31
30000044 * Printing & Distrib Custmr Svc Rep, Lead 26.07 28.36 29.81 31.22 32.65
30000043 Printing & Distrib Customer Svc Rep 22.68 24.68 26.32 27.13 28.36
30000040 Printing & Distrib Technician, Asst 15.74 16.00 16.29
30000059 Procurement Specialist 26.98 29.33 30.55 31.84 32.97 33.97
30000058 Procurement Specialist, Assistant 24.45 25.46 26.53 27.47 28.31
30000060 Procurement Specialist, Sr 31.77 34.56 36.39 38.90 40.29 41.23
30000228 Public Works Inspector 31.35 34.11 34.90 35.83
30000229 Public Works Inspector, Sr 34.01 36.95 40.07
30000227 Public Works Inspector, Trainee 16.29 17.69 18.59 19.49
30000828 Records Specialist 22.23 24.16 25.52 26.83 28.60 29.46
30000190 Regulatory Program Administrator 33.54 35.87 38.35 40.28 41.49
30000189 Regulatory Program Specialist 23.33 25.34 26.80 28.15 30.01 30.90
30000047 Reprographic Operator I 18.72 20.36 21.56 22.79 24.00
30000048 Reprographic Operator II 22.68 24.68 26.32 27.13 28.36
30000049 Reprographic Operator III 26.07 28.36 29.81 31.22 32.65
30000191 Revenue & Tax Specialist I 18.65 20.86 22.32 24.23 24.96
30000192 Revenue & Tax Specialist II 22.32 24.23 25.34 26.80 27.57
30000193 Revenue & Tax Specialist III 23.33 25.34 26.80 28.15 30.01 30.90
30000194 Revenue & Tax Specialist IV 25.34 26.80 28.15 30.01 32.01 32.95
30000195 * Revenue & Tax Specialist Lead 26.62 28.13 29.56 31.52 33.59 34.62
30000196 Revenue & Tax Specialist V 27.33 28.80 30.30 32.03 34.38 35.41
30000029 Service Dispatcher 18.65 20.20 22.46 24.08 26.08 26.89
30000030 * Service Dispatcher, Lead 22.23 24.16 25.52 26.83 28.60 29.46
30000167 Sign Inspector 32.54 34.17 35.83 37.66
30000177 Site Development Inspector I 30.56 32.09 33.69 35.36
30000179 Site Development Inspector II 34.95 36.70 38.48 40.42
30000178 Site Development Inspector, Sr 39.22 41.20 43.26 45.39
30000053 Storekeeper/Acquisition Specialist I 22.63 25.74 27.70
30000054 Storekeeper/Acquisition Specialist II 23.78 27.01 29.08
30000056 Storekeeper/Acquisition Specialist III 26.87 30.78 32.45 33.39
30000057 * Storekeepr/Acquisition Specialist, Lead 26.87 30.78 32.45 33.39
30000181 Structural Inspector 34.49 36.22 37.97 39.89
30000180 Structural Inspector, Trainee 30.16 31.67 33.25 34.89
30001079 Survey Project Support Tech 29.08 30.24 31.74
30000223 Surveying Aide I 21.46 23.33 25.39 26.88
30000224 Surveying Aide II 25.45 27.66 28.22 29.63
30000225 Surveyor I 29.08 31.60 36.13
30000226 Surveyor II 36.64 38.68 40.64 42.67
30001558 Timekeeping Specialist 18.93 21.67 22.72 24.31 26.40 27.21
30000076 Utility Worker I 22.22 24.16
30000077 Utility Worker II 24.16 25.07 25.98
30000075 Utility Worker II, Apprentice See Note #1
Exhibit 1
73
Job # Prem Job Title Entry 6
Month 1
Year 2
Year 3
Year 4
Year
30000131 Vehicle & Equipment Mechanic 28.64 31.13 32.08
30000132 * Vehicle & Equipment Mechanic, Lead 30.05 32.66 33.64
30000130 Vehicle & Equipment Mechanic, Trainee 19.89 22.34 25.30 28.18
30000133 Water Meter Reader I 19.94 21.69 24.58 25.33
30000134 Water Meter Reader II 24.44 26.55 27.10 27.84 28.66
30002158 Water Meter Technician I 24.16 25.07 25.98
30000142 Water Meter Technician II 24.67 25.98 27.35 28.66
30000143 Water Meter Technician III 29.75 32.34
30000145 Water Operations Mechanic 29.63 32.31 32.80 33.29
30000144 Water Operations Mechanic, Apprentice See Note #4
30000139 Water Quality Inspector I 26.88 29.22 30.85 32.74 34.74
30000140 Water Quality Inspector II 28.24 30.70 32.39 34.40 36.50
30000141 Water Quality Inspector III 29.63 32.24 34.03 36.11 38.28
30000138 Water Security Specialist 24.16 25.07 25.98
30000137 * Water Security Specialist, Lead 25.37 26.33 27.26
30000135 Water Service Inspector I 24.44 26.55 27.10 27.84 28.66
30000136 Water Service Inspector II 26.41 28.69 29.26 30.06 30.96
30000146 Water Treatment Operator I 25.38 26.57 27.90
30000147 Water Treatment Operator II 28.24 30.70 32.39 34.40 36.50
30000148 * Water Treatment Operator, Lead 29.63 32.24 34.03 36.11 38.28
30000078 Water Utility Worker, Sr 24.54 26.66 27.28
30000149 Watershed Specialist I 21.20 24.14 25.98
30000151 Watershed Specialist II 24.54 26.66 27.28
30001308 Watershed Specialist III 29.26 31.86 32.32 32.81
Note # 1: Utility Worker II, Apprentice
Entry To 5 Months = 70% Of Utility Worker II Rate (Top Step) 18.19 6 Months To 11 Months = 77.5% Of Utility Worker II Rate (Top Step) 20.13 12 Months To 17 Months = 85% Of Utility Worker II Rate (Top
Step) 22.08 18 Months To 23 Months = 92.5% Of Utility Worker II Rate (Top Step) 24.03 Advancement to journey rate is upon completion of the program and when approved by the TAC.
Note # 2: Carpenter, Apprentice
Entry To 5 Months = 60% Of Carpenter Rate (Top Step) 19.04 6 Months To 11 Months = 65% Of Carpenter Rate (Top Step) 20.62 12 Months To 17 Months = 70% Of Carpenter Rate (Top Step) 22.21 18 Months To 23 Months = 75% Of Carpenter Rate (Top Step) 23.80 24 Months To 29 Months = 80% Of Carpenter Rate (Top Step) 25.38 30 Months To 35 Months = 85% Of Carpenter Rate (Top Step) 26.97 36 Months To 41 Months = 90% Of Carpenter Rate (Top Step) 28.56 42 Months To 47 Months = 95% Of Carpenter Rate (Top Step) 30.14 Advancement to journey rate is upon completion of the program and when approved by the TAC.
Note # 3: Facilities Maintenance Tech Apprentice
Entry To 5 Months = 60% Of Facilities Maintenance Technician Rate (Top Step) 20.68 6 Months To 11 Months = 65% Of Facilities Maintenance Technician Rate (Top Step) 22.41 12 Months To 17 Months = 70% Of Facilities Maintenance Technician Rate (Top Step) 24.13 18 Months To 23 Months = 75% Of Facilities Maintenance Technician Rate (Top Step) 25.85
Exhibit 1
74
24 Months To 29 Months = 80% Of Facilities Maintenance Technician Rate (Top Step) 27.58 30 Months To 35 Months = 85% Of Facilities Maintenance Technician Rate (Top Step) 29.30 36 Months To 41 Months = 90% Of Facilities Maintenance Technician Rate (Top Step) 31.02 42 Months To 47 Months = 95% Of Facilities Maintenance Technician Rate (Top Step) 32.75 Advancement to journey rate is upon completion of the program and when approved by the TAC or by
a State approved oversight body such as BOLI.
Note # 4: Water Operations Mechanic, Apprentice
Entry To 5 Months = 70% Of Water Operations Mechanic Rate (Top Step) 22.96 6 Months To 11 Months = 75% Of Water Operations Mechanic Rate (Top Step) 24.60 12 Months To 17 Months = 80% Of Water Operations Mechanic Rate (Top Step) 26.24 18 Months To 23 Months = 85% Of Water Operations Mechanic Rate (Top Step) 27.88 24 Months To 29 Months = 90% Of Water Operations Mechanic Rate (Top Step) 29.52 30 Months To 35 Months = 95% Of Water Operations Mechanic Rate (Top Step) 31.16 Advancement to journey rate is upon completion of the program and when approved by the TAC.
Note # 5: Electrician/Instrument Tech, Apprentice
Entry To 5 Months = 60% Of Electrician/Instrument Technician Rate (Top Step) 23.69 6 Months To 11 Months = 65% Of Electrician/Instrument Technician Rate (Top Step) 25.66 12 Months To 17 Months = 70% Of Electrician/Instrument Technician Rate (Top Step) 27.64 18 Months To 23 Months = 75% Of Electrician/Instrument Technician Rate (Top Step) 29.61 24 Months To 29 Months = 80% Of Electrician/Instrument Technician Rate (Top Step) 31.58 30 Months To 35 Months = 85% Of Electrician/Instrument Technician Rate (Top Step) 33.56 36 Months To 41 Months = 90% Of Electrician/Instrument Technician Rate (Top Step) 35.53 42 Months To 47 Months = Top Step Of Instrument Technician Rate 39.48
Note # 6: Electrical Inspector, Chief and Plumbing Inspector, Chief
Premium assignment. See Contract, Schedule A Premiums, Section 17.
Exhibit 1
75
Schedule "B": Applicability of Contract to Temporary Employees
With respect to temporary employees in full-time budgeted positions in DCTU-represented
classifications without permanent status with the City, who are represented as provided for by
Article 1.1.6, Articles of this contract do not specifically apply unless a direct reference to
temporary employees is contained therein, with the following exceptions:
Preamble Applies.
1. Recognition applies as indicated except:
1.1.1 Probationary period applies to permanently hired only, does not apply to temps.
1.1.4 Emergency Employment Employee and 1.1.5 Seasonal are not covered by the agreement
as represented.
1.3 Merger language does not apply.
2. Union Security applies.
3. Dues Check-Off applies.
4. Management Rights clause applies.
5. Productivity. No change.
6. Job Security and Outside Contracting applies except for 6.1 (loss of job due to
contracting out).
7. Standard Day Shift Hours applies except for 7.1 and its sub-parts (Workweek /
schedules).
8. Shifts applies except for 8.1 (day shift limitations and shift changes).
9. Overtime applies except for 9.2/9.2.1 (overtime equalization) and 9.5 as indicated.
10. Reporting Pay applies.
11. Working Out of Classification applies.
12. Seniority does not apply.
13. Promotion does not apply.
14. Layoff/Recall does not apply.
15. Holidays applies.
16. Vacation applies, except for 16.12 (vacation selection) and 16.13 (vacation cancellation).
17. Health and Life Insurance applies. Status quo as is currently provided for in the City's
benefit plans (for example, concerning temporary job share employees in one-half of a
full-time budgeted position).
18. Sick Leave applies, except that 18.2 (Industrial Accident Leave) is limited to what is
allowed at the time of the ratification of the successor to the 1988-92 contract.
19. Family Leave applies.
20. Leaves applies, except for:
20.2.1.2 Return up to six months, does not apply.
20.2.2 through 20.2.3 Union Leave does not apply.
21. Jury Duty applies only as indicated.
22. Safety-Sanitation applies, except for 22.14 (right to non-driving position if driver’s
license is lost).
23. Union Representation applies.
24. Payday applies.
25. Strikes and Walkouts Barred applies.
26. Maintenance of Standards applies, however, the standards for temporaries may vary from
that which applies to employees with permanent status.
27. Wage Scales applies, but some provisions are not relevant.
28. Recoupment of Overpayment/Underpayment applies.
Exhibit 1
76
29. Tools applies.
30. Clothing applies, except for 30.2 (safety shoes) as indicated.
31. Unemployment Compensation applies.
32. Training, Schools and Conventions applies.
33. Professional Development Fund does not apply.
34. Evaluations/Counseling does not apply except for 33.1 and 33.2.
35 Discipline and Discharge does not apply except as indicated.
36. Grievance Procedure applies except as limited by the provisions of Article 34.
37. Warrant of Authority. No change resulting from extending representation to temporary
employees.
38. Savings Clause. No change resulting from extending representation to temporary
employees.
39. Effective Date and Duration. No change resulting from extending representation to
temporary employees.
Schedule A. Applies.
Exhibit 1
77
March 14, 1989 All Bureaus
LETTER OF UNDERSTANDING
District Council of Trade Unions and the City of Portland
I. PARTIES The parties to this Letter of Agreement are the City of Portland (hereinafter
the City), and the District Council of Trade Unions (hereinafter the DCTU).
II. PURPOSE This letter is to set forth the parties' intent as to the application of the
provisions of the Labor Agreement, specifically:
Article 1. Recognition
Article 3. Dues Check-off
Article 11. Working Out of Classification
Article 12. Seniority
III. AGREEMENT
1. The parties agree that the following definitions shall apply:
Temporary Upgrade -- Employees temporarily assigned to higher classifications; in some
cases non-represented classifications
Temporarily Appointed -- Employees appointed to non-represented classifications by
written Personnel Action Notice (PAN).
2. Employees who are temporarily upgraded shall receive compensation in accordance with
the Labor Agreement and shall still retain status as a represented employee under the
collective bargaining agreement.
3. Employees who are temporarily appointed shall be notified in writing that pursuant to
Article 11.2.3.2 that the provisions of the Labor Agreement (with the exception of
Article 13.5) shall not apply to them.
4. Employees upon completion of the ninety (90) day period specifically mentioned in
Article 13.5 shall no longer be required to pay Union dues and/or Fair Share.
5. After the 90-day period, the DCTU shall not be required to represent employees
temporarily appointed to non-represented positions.
6. Employees who are temporarily appointed shall be given by the City a copy of this
Letter of Agreement upon appointment and be required to sign a form acknowledging
receipt of this Letter. A copy of that signed acknowledgment and PAN shall be sent to
the affected DCTU Union
Exhibit 1
78
April 30, 2014 All Bureaus
Letter of Agreement (Career Development Program)
The parties to this Letter of Agreement are the City of Portland (City) and AFSCME, Local 189;
IBEW, Local 48; Machinists and Mechanics, District 24; Operating Engineers, Local 701;
Plumbers and Allied Trades, Local 290; Painters and Allied Trades, District Council 5 (Unions).
Background
1. The City and the Unions are parties to a collective bargaining agreement (CBA) for the
period July 1, 2013 through June 30, 2017. For purposes of collective bargaining, the
Unions are affiliated under the District Council of Trade Unions (DCTU).
2. During 2013 successor contract negotiations, the parties identified a shared interest in
increasing the diversity of the City’s workforce and increasing opportunities and removing
barriers that stand in the way of advancement for traditionally underrepresented groups.
3. During 2013 successor contract negotiations, the parties also identified a shared interest in
providing career development opportunities for employees covered by the DCTU CBA.
Agreement
1. Immediately after ratification of the 2013-2017 CBA by all parties, the parties shall
establish a Career Development Program Committee made up of equal members of labor
and management participants.
2. The Career Development Program Committee shall develop and implement a Career
Development Program for employees covered by the DCTU CBA.
3. When the parties implement the Career Development Program, the parties agree to modify
the terms of Article 11.2 so that employees who participate in the Career Development
Program shall be eligible for working out of classification opportunities.
4. Upon implementation of the Career Development Program, the parties agree to modify
Article 11.2 so that employees who participate in the Career Development Program shall be
eligible for working out of classification opportunities when no employee is available from
the appropriate eligible list. If no employee is available from the appropriate eligible list
and no employee who is participating in the Career Development Program is available, the
City shall select from among any qualified, available, and willing employees in the division
or bureau as outlined in Article 11.2.2.
Exhibit 1
79
November 2017 All Bureaus
Citywide/District Council of Trade Unions
Labor Management Workgroup - Working Out of Classification
The parties to this agreement are the City of Portland (City) and the District Council of Trade
Unions (DCTU).
Background
1. The City and the Unions spent an extended period in negotiations over a successor
agreement to the 2013-2017 Collective Bargaining Agreement.
2. The City and the Union could reach settlement on all issues except for Working Out of
Classification.
3. The City and the Union have a shared interest in ensuring that the Working Out of
Classification article can be implemented in such a way that does not create an undue
burden on the City.
Agreement
1. The City and the Union shall establish a Labor Management Workgroup on Working Out of
Classification.
2. The workgroup shall consist of eight members, four appointed by the DCTU and four
appointed by the Director of Human Resources or their designee.
3. The workgroup shall meet monthly and provide a report and/or agreement as to resolve
implementation issues on Article 11 - Working Out of Classification by June 30, 2019.
4. The committee shall make decisions by consensus unless an otherwise agreed upon decision
making method is chosen.
5. Issues to consider include, but are not limited to:
a. Training/developmental opportunities for other current City employees not covered
under the DCTU Collective Bargaining Agreement
b. Individuals on appropriate eligible list (11.2.2) or qualified under 11.2.2 being at a
reporting location different from where the working out of classification opportunity
is.
c. Eligible employees refusing working out of classification opportunities.
d. The domino effect of working out of classification opportunities moving a person
from one group to another which may create another working out of classification
opportunity. This situation breaks apart workgroups and may cause inefficiencies.
e. Planned versus unplanned (sick/emergency) working out of classification
opportunities.
f. Temporary Appointments versus Working Out of Classification.
g. Safety issues.
6. The City and Union agree on already established pay practices and agreements for Working
Out of Classification.
Exhibit 1
80
February 1, 2007 Auditor
LETTER OF AGREEMENT
The parties to this Letter of Agreement are the City of Portland (City) on behalf of the Office of the
City Auditor and AFSCME Local 189 (Union).
BACKGROUND
Article 7.1.1 of the Labor Agreement provides by mutual agreement for weekly work schedules
consisting of four (4) consecutive ten (10) hour workdays, with three (3) consecutive days off.
Article 7.1.2 of the Labor Agreement provides by mutual agreement for biweekly work schedules
consisting of four (4) consecutive nine (9) hour workdays, with three (3) consecutive days off and
five (5) consecutive workdays consisting of four (4) consecutive nine (9) hour workdays and one
(1) eight (8) hour workday with two (2) consecutive days off.
The parties want to allow Bureau employees to work a biweekly work schedule consisting of the
work schedule described above except the three days off would not be consecutive.
AGREEMENT
The parties agree to the following:
1. The parties agree that by mutual agreement of the employee and the manager, there may be
work schedules as described in Article 7.1.1 and 7.1.2 in which all of the days off are not
consecutive.
2. Any work schedule created under No. 1 above must be approved by the Bureau, which has
sole discretion to grant such approval. Approval of such a schedule shall not be unreasonably
withheld.
3. Either party may terminate a schedule created under No. 1 above at any time for any reason
upon thirty (30) days written notice to the other party. The employee will then revert to a shift
schedule established by the Bureau under Article 7.1.
4. Either party may terminate this Agreement at any time for any reason upon thirty (30) days
written notice to the other party. The employee(s) will then revert to a shift schedule
established by the Bureau under Article 7.1.
5. When establishing a new shift as described in No. 1 above, or terminating it as described in
No. 3 above, the City will pay overtime only when required under the FLSA and not as
provided in the labor agreement between the parties.
The agreement does not set any precedent for any other group of employees within the DCTU
bargaining unit working for the City of Portland.
This Letter of Agreement is effective with its signing by both parties.
Exhibit 1
81
April 30, 2014 Emergency Communications
Altered Bi-Weekly Work Schedule Agreement
Bureau of Emergency Communications
AFSCME, Local 189
Background
1. Article 7.1.1 of the Collective Bargaining Agreement provides for, by mutual agreement,
weekly work schedules consisting of four (4) consecutive ten (10) hour workdays with three
(3) consecutive days off, commonly known as 4/10 schedules.
Agreement
1. The employees on the list attached shall have 4/10 schedules with the days of work and
consecutive days off designated for each employee.
2. These schedules shall commence on the first day of the payroll period following the signing
of this agreement by all parties.
3. Either party may terminate a schedule created under at any time and for any reason upon
thirty (30) days written notice to the other party. The employee(s) shall revert to a work
schedule established by the Bureau under Article 7.1.
4. When establishing or terminating the work schedules described in this agreement, the City
will pay overtime only when required under the FLSA and not as provided in the Collective
Bargaining Agreement between the parties.
Exhibit 1
82
April 30, 2014 Emergency Communications
Altered Bi-Weekly Work Schedule Agreement Bureau of Emergency Communications
AFSCME, Local 189
Background
1. Article 7.1.2 of the Collective Bargaining Agreement provides for, by mutual agreement,
weekly work schedules consisting of four (4) consecutive nine (9) hour workdays with three
(3) consecutive days off, and four (4) consecutive nine (9) hour workdays and one (1) eight
(8) hour workday with two (2) consecutive days off. This is commonly known as a 9/80
schedule.
Agreement
1. The employees on the list attached shall have 9/80 schedules with the days of work and
consecutive days off designated for each employee.
2. These schedules shall commence on the first day of the payroll period following the signing
of this agreement by all parties.
3. Either party may terminate a schedule created under at any time and for any reason upon
thirty (30) days written notice to the other party. The employee(s) shall revert to a work
schedule established by the Bureau under Article 7.1.
4. When establishing or terminating the work schedules described in this agreement, the City
will pay overtime only when required under the FLSA and not as provided in the Collective
Bargaining Agreement between the parties.
Exhibit 1
83
September 19, 1990 Environmental Services
LETTER OF UNDERSTANDING
IBEW, Local 48 and the City of Portland
Stand-by Pay Provision
Upon signing of this Memorandum of Agreement by all parties below the Bureau of Environmental
Services (BES), the International Brotherhood of Electrical Workers (IBEW), Local 48, and
Municipal Employees Local 483 agree to the following Stand-by Pay provisions as follows:
1. The current DCTU Labor Agreement has certain provisions for negotiating alternate “stand-by”
provisions between the City and the Unions as provided for in Article 10.4 and 10.4.1
10.4 Before the City requires bargaining unit employees to “stand-by” during their off duty
hours, the City and the appropriate Union representative will meet and determine the
appropriate compensation.
10.4.1 If the City has not worked out a “stand-by” agreement with the Union and requests an
employee to “stand-by” the employee shall receive two (2) hours pay at the straight time
rate for each eight (8) hours of “stand-by” time. For the purposes of this section 10.4.1,
“stand-by” shall be defined as a requirement that an employee remain available and fit
for callout during non-working time at a designated telephone number and location
where such employee can readily be reached during the period of stand-by and can
report for work within a period of one-half (1/2) hour, absent unusual circumstances.
2. Upon signing of this Agreement, the Bureau of Environmental Services and the IBEW Local 48
agree to the following alternate “stand-by” agreement:
If the Bureau requires Local 48 bargaining unit employees to “stand-by” during their off duty
hours, the employee shall receive 18 hours pay for 1 week (7 consecutive days) at the straight
time rate. Work performed while on “stand-by” will be paid in accordance with Article 10.2 of
the DCTU Agreement.
“Stand-by” shall be defined as a requirement that an employee remain available and fit for
callout during non-working time. Employees are responsible for keeping their assigned
telecommunications equipment in operation and for complying with their stand-by work
assignment at all times. Failure to comply with the stand-by work assignments may subject
employees to appropriate disciplinary actions.
The employee on stand-by must respond to the initial contact within one-half (1/2) hour unless
otherwise mutually agreed. If the employee's presence at the worksite is required, the employee
must be able to report for work within a period of one-half (1/2) hour, absent unusual
circumstances.
3. Effective January 1, 2015 employees who are assigned standby time under a Letter of
Agreement shall be paid at the applicable straight time rate or shall receive compensatory time
for all assigned standby time up to a total accrual rate of eighty (80) hours at any given time.
Effective January 1, 2015 employees who are assigned standby time under a Letter of
Agreement and are called back to work during such assignment shall have the option of pay at
Exhibit 1
84
the applicable overtime rate or compensatory time computed at the applicable overtime rate up
to a total accrual of eighty (80) hours at any one time.
4. Notwithstanding any current or future side letters of agreement, or any practices, if an employee
called back to work, either under a stand-by agreement or otherwise, and works less than three
(3) hours and is called out again within the three hours, they will not receive a second
minimum.
Exhibit 1
85
October 3, 1996/April 30, 2014 Environmental Services
LETTER OF UNDERSTANDING
District Council of Trade Unions (DCTU), and the City of Portland
1. The Letter of Understanding dated August 7, 1972 dealing with 8 hour and 15 minute shifts in
the Treatment Branch of the Bureau of Environmental Services is eliminated and is replaced by
the following provisions.
2. Six new work units for bidding purposes are created in Operations:
1. Liquids
2. Solids
3. Special Operations (SOG)
4. Tryon Creek
5. “B” Shift
6. “C” Shift
3. There will be an “open” bid no more than once per year in Operations where employees may
select assignment to any of the six work units on the basis of their classification seniority (i.e.
not limited by the “Rule of Two” provisions in Article 12.2). When transitioning from one shift
to another following a bid, employees may not always be scheduled for five (5) consecutive
days or two (2) consecutive days off in order to begin their new shift configuration. The City
will pay overtime in these situations only when required under the Fair Labor Standards Act
(FLSA). The bureau will coordinate the annual open bid with the annual vacation selection
bidding.
4. Bids for assignment vacancies throughout the year from one work unit to another are subject to
Article 12.2 allowing the City to pick from the two senior qualified employees 25% of the time.
The exception to this is for bids to or from “B” or “C” shift. Bids to or from “B” or “C” shift
will be by most senior qualified employee at all times.
5. Employees will be allowed adequate time to cleanup on city time. “Adequate time” is related to
the need to clean contamination off the employee's person and is determined by the activities
performed by the employees during their shift. “Adequate time” shall not normally exceed 15
minutes, and in the case of employees who are not showering, is limited to the time necessary
to wash their hands and change out of their uniforms. Specific guideline regarding “adequate
time” will be determined through discussions between managers and their work team members.
6. Overtime will be offered in two categories.
a. Employees who work “Short Notice” overtime (notice of less than 88 hours) will have the
option of pay at the applicable overtime rate or taking compensatory time computed at the
applicable overtime rate for the overtime hours worked as provided for under Article 9.2.3
and 9.2.4 if applicable.
b. Employees who work “Advance Notice” overtime (notice of 88 hours or more) will be paid,
at the City's discretion, at the applicable overtime rate or with compensatory time computed
at the applicable overtime rate for the overtime hours worked, or as provided for under
Article 9.2.4.
Exhibit 1
86
c. Overtime worked while on “Stand-by” is required overtime and is paid at the employee's
option as described in 8a.
7. Management and plant employees, with union participation, will continue to collaborate on
alternatives to address assignment of work issues.
8. Classification specific changes:
a. Waste Water Operators II and Operations Specialists. Employees in these classifications
are subject to the following work changes:
- Scheduled for 8 hours and 15 minutes each day.
- Employees will dress on their own time.
- Lunches will continue “status quo” as follows:
- Personnel must obtain permission from their supervisor or lead worker before leaving
their work station or the work site for lunch.
- In certain areas of the plant (e.g. the Screen House), employee lunches may on rare
occasions be interrupted (e.g. responding to septage hauler). Those employees must
coordinate with their supervisor or lead worker to make up the remainder of their lunch
period.
- The lunch period is 30 minutes.
- Employees who leave the plant premises for lunch must change out of their uniforms
before leaving the plant and change back into their uniform upon their return, all within
the 30 minute lunch period.
b. Waste Water Mechanics, Painters, Machinists, AEO III’s, E & I Work Group, Stores
Personnel. Employees in these classifications and work groups are subject to the following
work changes:
- Scheduled for 8 hours and 30 minutes each day.
- 30 minute unpaid lunch on employee time.
- Employees who are required to wear uniforms will be allowed up to 5 minutes per day at
the beginning of the shift to change into their uniform on City time.
9. The City agrees that it will provide eight (8) hours of training per year to employees in the E & I
work group to address the mandatory training required to maintain an electrical license.
Exhibit 1
87
September 13, 1984/Revised November 3, 2010 Facilities
LETTER OF UNDERSTANDING
Operating Engineers, Local 701 and the City of Portland
LETTER OF UNDERSTANDING
The parties to this Letter of Agreement are the City of Portland (City) on behalf of the Office of
Management and Finance, Facilities Services Division (Bureau) and Operating Engineers, Local
701 (Union) on behalf of the employees in the Facilities Maintenance Technician classification
(Employees).
AGREEMENT
This Letter of Understanding clarifies the stand-by terms and conditions for Employees in the
Bureau.
The Parties agree to the following:
1. All Employees are expected to serve on a stand-by duty rotation. Only Employees who live
more than one (1) hour from downtown Portland or who have other mitigating
circumstances that will not allow them to perform stand-by duties, as determined by
management, shall be excluded from stand-by duty rotation.
2. All Employees shall carry and keep in good operating condition required electronic
communication devices when assigned to stand-by duty.
3. All Employees are expected to report to work within one (1) hour of call out being
originated while on stand-by duty.
4. Management may cancel stand-by duty for the entire work unit by notifying the Union in
writing at least fourteen (14) calendar days in advance.
5. All Employees shall receive eighteen (18) hours additional pay at the straight time rate for
each calendar week they are assigned to stand-by duty.
6. Effective January 1, 2015 employees who are assigned standby time under a Letter of
Agreement shall be paid at the applicable straight time rate or shall receive compensatory
time for all assigned standby time up to a total accrual rate of eighty (80) hours at any given
time. Effective January 1, 2015 employees who are assigned standby time under a Letter of
Agreement and are called back to work during such assignment shall have the option of pay
at the applicable overtime rate or compensatory time computed at the applicable overtime
rate up to a total accrual of eighty (80) hours at any one time.
7. This agreement is in full effect for the life of the existing DCTU contract and will remain in
full effect unless opened by either party at the end of the current contract.
Exhibit 1
88
March 22, 2007 Facilities
LETTER OF AGREEMENT
The parties to this Letter of Agreement are the City of Portland (City) on behalf of the Office of
Management and Finance and Operating Engineers Local 701 (Union).
BACKGROUND
Article 7.1.2 of the Labor Agreement provides by mutual agreement for biweekly work schedules
consisting of four (4) consecutive nine (9) hour workdays, with three (3) consecutive days off and
five (5) consecutive workdays consisting of four (4) consecutive nine (9) hour workdays and one
(1) eight (8) hour workday with two (2) consecutive days off.
The parties wish to allow Bureau employees to work a biweekly work schedule consisting of the
work schedule described above except the third day off might not be consecutive with the other
two.
AGREEMENT
The parties agree to the following:
1. The parties agree that by mutual agreement of the employee and the manager, there may be
work schedules as described in Article 7.1.2 in which the third day off every other week is
not consecutive with the other two days off.
2. Any work schedule created under No. 1 above must be approved by the Bureau, which has
sole discretion to grant such approval. Approval of such a schedule shall not be
unreasonably withheld.
3. Either party may terminate a schedule created under No. 1 above at any time for any reason
upon thirty (30) days written notice to the other party. The employee will then revert to a
shift schedule established by the Bureau under Article 7.1.
4. Either party may terminate this Agreement at any time for any reason upon thirty (30) days
written notice to the other party. The employee(s) will then revert to a shift schedule
established by the Bureau under Article 7.1.
5. When establishing a new shift as described in No. 1 above, or terminating it as described in
No. 3 above, the City will pay overtime only when required under the FLSA and not as
provided in the labor agreement between the parties.
The agreement does not set any precedent for any other group of employees with in the DCTU
bargaining unit working for the City of Portland.
This Letter of Agreement is effective with its signing by both parties.
Exhibit 1
89
April 30, 2014 Facilities
LETTER OF AGREEMENT
The parties to this Letter of Agreement are the City of Portland (City) on behalf of the Office of
Management and Finance-Bureau of Internal Business Services Facilities Services (Bureau) and
Operating Engineers Local 701 (Unions) for employees who work in the Facilities Maintenance
Technician classification series.
1. The City can require employees to pass a criminal history check and/or background investigation
based on business necessity. An employee who is required to undergo a criminal history check
and/or background investigation will be informed of the reason it is required.
2. Employees who fail to pass a criminal history check and/or background investigation shall be laid
off in accordance with the provisions of Article 14. Management reserves the sole right to assign
job duties and to determine if an employee is qualified to perform the job duties.
3. If employees are laid off under the provisions of this Agreement and have no bumping options
available under Article 14, they may request the following assistance from their Bureau’s Human
Resources Business Partner within seven (7) calendar days of receipt of notice that there is no
position available to which the employee is qualified to bump and that they will be subjected to
layoff.
4. The Bureau of Human Resources (BHR) will provide the following assistance to place the
employee in any vacancy for which the employee is qualified:
a. Assess the employee’s qualifications.
b. Review the employee’s résumé and provide feedback. Assist the employee to revise their résumé, if
requested.
c. Provide the employee with information on the recruitment process.
d. Inform the employee of appropriate vacancies.
e. Allow the employee to participate in limited recruitments.
f. Provide the name and qualifications of the employee to hiring managers for consideration when
filling vacancies.
g. Hiring bureaus will be required to interview qualified candidates and give them priority
consideration when filling vacancies.
5. BHR assistance, if requested in a timely manner, will be provided until the employee is recalled
under the provisions of Article 14 or for a period of six (6) months from the date of the final notice
of layoff, whichever occurs first.
Exhibit 1
90
6. If the employee obtains a permanent position with the assistance described above, their name will
be removed from the recall list for recall to their former classification.
7. BHR assistance does not guarantee that the employee will be placed in a vacant City position.
Exhibit 1
91
April 30, 2014 Facilities
Altered Bi-Weekly Work Schedule Agreement
Facilities-Financial Services
AFSCME, Local 189.
Background
1. Article 7.1.2 of the Collective Bargaining Agreement provides for, by mutual agreement,
weekly work schedules consisting of four (4) consecutive nine (9) hour workdays with three
(3) consecutive days off, and four (4) consecutive nine (9) hour workdays and one (1) eight
(8) hour workday with two (2) consecutive days off. This is commonly known as a 9/80
schedule.
Agreement
1. The employees on the list attached shall have 9/80 schedules with the days of work and
consecutive days off designated for each employee.
2. These schedules shall commence on the first day of the payroll period following the signing
of this agreement by all parties.
3. Either party may terminate a schedule created under at any time and for any reason upon
thirty (30) days written notice to the other party. The employee(s) shall revert to a work
schedule established by the Bureau under Article 7.1.
4. When establishing or terminating the work schedules described in this agreement, the City
will pay overtime only when required under the FLSA and not as provided in the Collective
Bargaining Agreement between the parties.
Exhibit 1
92
April 30, 2014 Fire and Rescue
Altered Bi-Weekly Work Schedule Agreement
Fire and Rescue
AFSCME, Local 189; IAMAW, District Lodge 24; Operating Engineers, Local 701; and Painters
and Allied Trades, District Council 5.
Background
1. Article 7.1.1 of the Collective Bargaining Agreement provides for, by mutual agreement,
weekly work schedules consisting of four (4) consecutive ten (10) hour workdays with three
(3) consecutive days off, commonly known as 4/10 schedules.
Agreement
1. The employees on the list attached shall have 4/10 schedules with the days of work and
consecutive days off designated for each employee.
2. These schedules shall commence on the first day of the payroll period following the signing
of this agreement by all parties.
3. Either party may terminate a schedule created under at any time and for any reason upon
thirty (30) days written notice to the other party. The employee(s) shall revert to a work
schedule established by the Bureau under Article 7.1.
4. When establishing or terminating the work schedules described in this agreement, the City
will pay overtime only when required under the FLSA and not as provided in the Collective
Bargaining Agreement between the parties.
Exhibit 1
93
April 30, 2014 Fire and Rescue
Altered Bi-Weekly Work Schedule Agreement
Fire and Rescue
AFSCME, Local 189; IAMAW, District Lodge 24; Operating Engineers, Local 701; and Painters
and Allied Trades, District Council 5.
Background
1. Article 7.1.2 of the Collective Bargaining Agreement provides for, by mutual agreement,
weekly work schedules consisting of four (4) consecutive nine (9) hour workdays with three
(3) consecutive days off, and four (4) consecutive nine (9) hour workdays and one (1) eight
(8) hour workday with two (2) consecutive days off. This is commonly known as a 9/80
schedule.
Agreement
1. The employees on the list attached shall have 9/80 schedules with the days of work and
consecutive days off designated for each employee.
2. These schedules shall commence on the first day of the payroll period following the signing
of this agreement by all parties.
3. Either party may terminate a schedule created under at any time and for any reason upon
thirty (30) days written notice to the other party. The employee(s) shall revert to a work
schedule established by the Bureau under Article 7.1.
4. When establishing or terminating the work schedules described in this agreement, the City
will pay overtime only when required under the FLSA and not as provided in the Collective
Bargaining Agreement between the parties.
Exhibit 1
94
April 30, 2014 Fire and Police Disability and Retirement
Altered Bi-Weekly Work Schedule Agreement
Fire and Police Disability and Retirement (FPDR)
AFSCME, Local 189
Background
1. Article 7.1.2 of the Collective Bargaining Agreement provides for, by mutual agreement,
weekly work schedules consisting of four (4) consecutive nine (9) hour workdays with three
(3) consecutive days off, and four (4) consecutive nine (9) hour workdays and one (1) eight
(8) hour workday with two (2) consecutive days off. This is commonly known as a 9/80
schedule.
Agreement
1. The employees on the list attached shall have 9/80 schedules with the days of work and
consecutive days off designated for each employee.
2. These schedules shall commence on the first day of the payroll period following the signing
of this agreement by all parties.
3. Either party may terminate a schedule created under at any time and for any reason upon
thirty (30) days written notice to the other party. The employee(s) shall revert to a work
schedule established by the Bureau under Article 7.1.
4. When establishing or terminating the work schedules described in this agreement, the City
will pay overtime only when required under the FLSA and not as provided in the Collective
Bargaining Agreement between the parties.
Exhibit 1
95
April 30, 2014 Fleet
Altered Bi-Weekly Work Schedule Agreement
CityFleet
AFSCME, Local 189; and IAMAW, District Lodge #24;
Background
1. Article 7.1.1 of the Collective Bargaining Agreement provides for, by mutual agreement,
weekly work schedules consisting of four (4) consecutive ten (10) hour workdays with three
(3) consecutive days off, commonly known as 4/10 schedules.
Agreement
5. The employees on the list attached shall have 4/10 schedules with the days of work and
consecutive days off designated for each employee.
6. These schedules shall commence on the first day of the payroll period following the signing
of this agreement by all parties.
7. Either party may terminate a schedule created under at any time and for any reason upon
thirty (30) days written notice to the other party. The employee(s) shall revert to a work
schedule established by the Bureau under Article 7.1.
8. When establishing or terminating the work schedules described in this agreement, the City
will pay overtime only when required under the FLSA and not as provided in the Collective
Bargaining Agreement between the parties.
Exhibit 1
96
April 30, 2014 Neighborhood Involvement
Letter of Agreement
(Crime Prevention Program Administrator Alternative and Flexible Schedules)
The parties to this Letter of Agreement are the City of Portland (City), on behalf of the Office of
Neighborhood Involvement (Bureau), and AFSCME, Local 189 (Union).
Background
1. The City and the District Council of Trade Unions (DCTU) are parties to a collective
bargaining agreement (CBA) for the period July 1, 2013 through June 30, 2016. The Union
is an affiliated union of the DCTU.
2. Article 7.1.1 of the CBA provides for, by mutual agreement, weekly work schedules
consisting of four (4) ten (10) hour workdays with three (3) consecutive days off, commonly
known as 4/10 schedule.
3. The operational needs of the Bureau’s Crime Prevention Program require Crime Prevention
Program Administrators to work schedules other than 8:00 a.m. to 4:30 p.m. or 8:30 a.m. to
5:00 p.m.
Agreement
1. The parties agree to authorize a 4/10 alternative schedules and flexible schedules.
2. The employees on the list attached shall have 4/10 schedules with the days of work and
consecutive days off designated for each employee.
3. The 4/10 schedules shall commence on the first day of the payroll period following the
signing of this agreement by all parties.
4. Either party may terminate the 4/10 schedule Agreement at any time and for any reasons
upon thirty (30) days written notice to the other party. The employee(s) shall revert to a
work schedule established by the Bureau under Article 7.1.
5. When establishing or terminating a 4/10 work schedules, the City will pay overtime only
when required under the FLSA and not as provided in the CBA.
6. Notwithstanding the provisions of Articles 7.1, 8.1, 8.2, and 9.2.3, the parties agree that the
Bureau shall institute an optional flexible schedule for Crime Prevention Program
Administrators. Employees may choose to work, with the agreement of their supervisor, a
flexible schedule. In order to meet the needs of the City or the employee, employees
Exhibit 1
97
working a flexible schedule may occasionally adjust their hours of work by working fewer
hours than scheduled on one day and making up those hours by working an equivalent
number of additional hours on another day in the same FLSA work week. Such scheduling
adjustments will be by mutual agreement between management and the employee, and
regardless of any other provisions of the CBA, will not result in overtime pay.
7. The FLSA work weeks begin on Thursday for employees who work the 4/10 schedule. The
FLSA work week begins on Monday for employees who work the flexible schedule.
8. The parties agree to waive the provisions of Article 9.2.3. In lieu of Article 9.2.3,
employees shall be allowed to cash out any accrued compensatory only upon separation
from City service.
9. This Agreement will be effective upon approval by ordinance by the Portland City Council.
Exhibit 1
98
April 19, 2008 Parks and Recreation
LETTER OF AGREEMENT
The parties to this Agreement are Portland Parks & Recreation (PP&R) and District Council of
Trade Unions (DCTU) members AFSCME Local 189. IBEW Local 48 and Painters District
Council 5.
BACKGROUND
Article 12.2.3 of the Labor Agreement between the City of Portland and the District Council of
Trade Unions states:
A bureau and the appropriate union my mutually agree to implement an alternative method
of filling vacancies identified in 12.2.1 and 12.2.2. The agreement can cover a work unit(s),
a classification(s), or an entire bureau. Any such agreement will be made in writing and will
be copied to the DCTU and the Human Resources Director prior to implementation.
As a result of discussions during the PP&R Labor Management Committee meetings, the parties
agree to the following:
AGREEMENT
1. The parties agree that for the purpose of filling vacancies in classifications represented by
the Union under Articles 12.2.1 and 12.2.2, PP&R will be a single work unit. The work
“division” as used in these two Articles will be defined as “bureau.”
2. If PP&R determines the need to reorganize work and assignments, it will provide written
notice to the DCTU a minimum of thirty (30) days in advance of implementation in order
to discuss the application of Article 12.
Exhibit 1
99
March 3, 2009 Parks and Recreation
LETTER OF UNDERSTANDING
Altered Bi-Weekly Work Schedule
Portland Parks & Recreation
&
IBEW Local 48
Pursuant to Article 7.1.2 of the DCTU labor agreement, Portland Parks & Recreation and IBEW
Local 48 mutually agree to allow PP&R Support Services, Electric Shop to be assigned an altered
bi-weekly work schedule which begins March 5, 2009. This agreement is subject to the following
conditions:
1. The schedule will consist of four (4) consecutive nine (9) hour days, with three (3)
consecutive days off, and five (5) consecutive work days of four (4) consecutive nine (9)
hour days and one (1) eight{8) hour day, with two (2) consecutive days off. The nine (9)
hour days will begin at 6:30 a.m. and end at 4:00 p.m.; the eight (8) hour day will begin
at 6:30 a.m. and end at 3:00 p.m. The regularly scheduled day off will be Friday. Lunch
period will be 30 minutes in length.
2. Pursuant to Article 9.1, overtime will be paid for all hours worked beyond an employee's
regularly scheduled work day in the altered bi-weekly and for any work performed on an
employee's regularly scheduled days off and on holidays.
3. Pursuant to Article 7.l.3, either party may cancel this Agreement at any time and for any
reason upon thirty (30) days written notice to the other party. Employees will then revert
to the shift schedule described under Article 7.1., DCTU (2006/2010) Standard Shift
Hours.
Exhibit 1
100
June 21, 2010 Planning and Sustainability
LETTER OF UNDERSTANDING
Altered Bi-Weekly Work Schedule
Bureau of Planning and Sustainability
and
AFSCME, Local 189
Pursuant to Article 7.1.1 and 7.1.2 of the DCTU Collective Bargaining Agreement, the Bureau of
Planning and Sustainability (BPS) and AFSCME Local 189 (AFSCME) mutually agree to BPS to
assign BPS employees to an altered bi-weekly work schedule. This agreement is subject to the
following conditions:
1. Pursuant to Article 7.1.1, the “4 10” workweek shall consist of four (4) consecutive ten (10)
hour work days, with three (3) consecutive days off.
2. Pursuant to Article 7.1.2, the “9-80” workweek shall consist of four (4) consecutive nine (9)
hour days, with three (3) consecutive days off, and five (5) consecutive work days of four
(4) consecutive nine (9) hour days and one (1) eight (8) hour day, with two (2) consecutive
days off.
3. Pursuant to Article 9.1 overtime will be paid for all hours work is performed outside of or in
excess of the employee’s established shift hours and for any work performed on an
employee’s regularly scheduled days off and on holidays.
4. Pursuant to Article 7.1.3, either party may cancel this Agreement at any time and for any
reason upon thirty (30) days written notice to the other party. Employees will then revert to
a shift schedule described under Article 7.1 Standard Day Shift Hours.
5. All other terms and conditions of employment shall be consistent with the DCTU Collective
Bargaining Agreement.
Exhibit 1
101
August 13, 1980 Police
LETTER OF UNDERSTANDING
AFSCME, Local 189 and the City of Portland
Notwithstanding the provisions of Articles 7.1 and 7.4, 8.1 and 8.2, 9.2, 10.2 (call back
arrangements), 10.3, 12.2, 12.2.1 and 12.2.2, the parties agree that Crime Prevention
Representatives in the Bureau of Police shall continue the practices of flexible work scheduling,
comp time accrual and usage, and the filling of vacancies in effect since July 1, 1977. Any changes
in these practices shall be negotiated between the Union and the Employer. The needs of the
operation may require that hours other than the normal shift of 8:00 a.m. to 4:30 p.m. or 8:30 a.m.
to 5:00 p.m. be worked, and that lunch arrangements other than those contained in 9.4 and 8.7 be
made. Both parties agree that normally work assignments will be scheduled to provide a regular
lunch period.
The applicable overtime rate shall be compensated after eight (8) hours worked in any day
or after forty (40) hours worked in any week. If necessary due to grant restrictions, overtime
will be accrued and paid as comp time rather than cash payment.
Exhibit 1
102
April 10, 1985 Police
LETTER OF UNDERSTANDING
AFSCME, Local 189 and the City of Portland
In regard to the Records Division, the following procedure will be followed in seniority bidding for
shift and days off:
1. At least once a year the Records Division Manager will determine the number of
positions by classification available on each shift, including days off.
2. A sign-up will then be initiated, whereby, in seniority order, based on Bureau-wide
seniority within classification, personnel will be contacted and allowed to sign up for
shift and days off. Once a person has signed up, there will be no changing allowed.
Sufficient advanced notice of the sign-up will be given to employees to allow them to
determine their preferences.
3. At other times during the year when there is a vacancy due to a resignation, retirement,
etc. or when Records Division Command determines that an additional shift/day off can
be accommodated, each vacancy will be posted per union contract and the bid for such
vacancy will be awarded based on Bureau-wide seniority within the classification.
Vacancies will be posted first within the Division of occurrence and then Bureau wide.
Exhibit 1
103
August 4, 1992 Police
LETTER OF UNDERSTANDING
AFSCME, Local 189 and the City of Portland
The parties to this Memo of Understanding are the City of Portland (City) and AFSCME, Local 189
(Union). Notwithstanding any other provision of the Labor Agreement between the City and the
Union, the parties agree to establish 4-10 work shifts in the Police Bureau, Records Division, in
accordance with Article 7.1.1 of the DCTU Labor Agreement. These positions will consist of four
ten hour (4-10) days with three consecutive days off. The shift vacancies will he posted in
accordance with Article 12.1 of the Labor Agreement.
In order to implement the 4-10 plan on a permanent basis, the following conditions are mutually
agreed upon:
1. Prior to the sign up, the Division will designate the number and distribution of the 4-10
positions.
2. Each 4-10 position will have a predesignated 5-8 position.
3. Upon mutual agreement between the employee and management, a person in a 4-10
position can revert to the inclusive 5-8 position. This does not limit an employee's rights
from exercising their seniority pursuant to Article 12.
4. Between sign ups, vacant 4-10 positions may be filled through the formal bidding
process.
5. Consistent with Article 8.1, the parties agree to a mutual change in the day shift for 4-10
personnel to a starting time of 0545 hours. The shift premium provisions shall only apply
for starting times prior to 0545.
6. If personnel shortages exceed 20% of a relief's or the Division's authorized staffing level,
management may revert the 4-10 personnel to their inclusive 5-8 positions. If staffing
increases above that minimum and the 4-10 is reinstated, those reverted employees will
regain their original 4-10 positions without the formal bidding process.
No waiver of right established by the terms of the DCTU Collective Bargaining Agreement may be
construed from this Memo of Understanding, which is entered into pursuant of Article 36 of said
contract. This Memo of Understanding supersedes any prior agreement on 4-10 scheduling which
the parties may have agreed to for the Police Bureau, Records Division.
Exhibit 1
104
October 5, 1995 Police
LETTER OF UNDERSTANDING
AFSCME, Local 189, and the City of Portland
Police Records Division Bidding Provisions
This Memorandum of Agreement between the City of Portland and AFSCME, Local 189 regards
the calculation of “work unit seniority” of employees in the Police Records Division. This
Agreement applies only to employees in the Police Records Division. The City of Portland and
Local 189 agree that this Agreement does not create or set a precedent.
1. The current District Council of Trade Unions Labor Agreement defines the process by
which employee's earn seniority for the purpose of selecting job opportunities, work
shifts and vacation periods. The definition of “work unit seniority” for job selection as
well as shifts and vacations is as follows:
12. Seniority: In the matter of selections of jobs or opportunities to
work on new jobs, processes or job locations and the selection of
work shifts and vacation periods within a given classification, within
a bureau, department or division thereof, the City shall prefer those
employees who have permanent Civil Service status with the greatest
length of service with the City within a given classification subject to
the following conditions:
12.1.5 In calculating an employee's permanent work unit seniority, it shall be
the employee's total uninterrupted time in such unit, including the time spent in
unsuccessful probation in another unit.
2. The parties agree that the intent of this language is that an employee who goes from one
job classification to another job classification (whether or not it is in the same bureau or
another) loses all “work unit seniority” for purposes of bidding on job opportunities,
shifts and vacation periods in the previous classification.
Likewise, if an employee transfers from one work unit to another (whether or not it is in
the same bureau or another) and remains in the same classification, the employee loses
all “work unit seniority” for purposes of bidding on job opportunities, shifts and vacation
periods in the work unit.
3. The parties further agree that for the last ten years, employees in the Police Records
Division have not lost their “work unit seniority” when they have promoted to other
classifications or when they have left the Police Records Division.
In circumstances where an employee has stayed within the Police Records Division, but
has promoted to a higher classification, their “work unit seniority” in the lower
classification has continued to accrue.
Exhibit 1
105
In circumstances where an employee has left the Police Records Division, it has been the
practice of the Police Records Division to “bridge” their “work unit seniority” giving
employees “credit” for previous time served in the classification.
4. In the interests of continuity, the parties agree to continue the practices described in
Section 3 above.
5. Local 189 agrees that it will not file or process grievances alleging violations of Article
12 where the alleged violations are in compliance with Section 3 above.
Exhibit 1
106
October 22, 2001 Police
Letter of Agreement
TIME EXCHANGE GUIDELINES
Police Identification Division
GENERAL
1. The practice of time exchanges (TX’s) between permanently appointed Identification
Technicians, Police Administrative Support Specialists (PASS) is allowed. Individual requests
are subject to approval by the affected shift(s) Tech II or Sergeant.
2. TX’s are limited to the same job classification (i.e., Technician, PASS). Lead Technicians are
considered within the “Technician” classification.
3. Three-way time exchanges are not approved.
4. No member shall offer, or accept an offer, in which one member agrees to work for cash or
other consideration.
5. Members requesting a TX are responsible for facilitating all aspects of the exchange. No other
members shall be asked to facilitate the TX.
6. No member shall pressure another member to participate in a time exchange. Each member
reserves the right to TX with the person of their choice. Seniority and shift assignment are not
factors.
7. Overtime compensation shall not be paid for hours worked over the member’s standard number
of assigned hours in a given day, or 40 hours in a given week.
8. “5/9"/“5/8" Schedules. The 5/9 member shall take one (1) hour of VA/C/OTC when TXing with
a 5/8 member, unless the requested TX is on the 5/9 members short day. Exchanges are “8
hours for 8 hours” or “9 hours for 9 hours”.
9. Participants take the risk that a “Payback” does not occur due to Extended SK
Leave/Retirement/LOS/etc.
10. Holidays. Only the person “officially” assigned to work the Holiday receives Holiday
Compensation. Members will work “Holiday for Holiday”. Holiday paybacks are not subject to
the “30-day” rule but will occur within a timely manner.
11. No member shall be pressured to work a TX to avoid paying overtime monies.
12. TX members shall work at the location assigned to the regularly scheduled member.
Consideration will be given to allow only those members trained at JDH to be assigned there.
“Bumping” for assignment location is not allowed.
13. In the event a member is ordered to work over, and the on-duty TX is lowest in seniority, that
member shall be ordered.
14. Time Exchanges will be tracked on a designated calendar, used exclusively for that purpose.
15. The option to Time Exchange will be at the discretion of the Division Captain, and may be
terminated at any time.
Exhibit 1
107
FORM PROCESSING, APPROVAL
16. A fully completed “TX Request Form” shall be submitted to the affected shift(s) Tech II(s) no
less than four calendar days prior to the date of the requested time exchange.
17. Paybacks shall occur within thirty (30) days excluding Holiday time exchanges (Refer to #10).
MEMBER OBLIGATIONS
18. Members agreeing to work the shift of other members assume responsibility for reporting for
duty for that member. In the event a member fails to show, the member regularly assigned to
work the shift will be charged VA/C/CH, unless there is documentation supporting an
emergency situation.
19. Members shall have the appropriate number of sick hours on the books to cover a requested TX
in the event they become ill, and are unable to fulfill their duties.
20. A member may be authorized to use vacation leave in lieu of a time exchange in the case of an
emergency only (Funeral Lv/Written Medical Excuse). All requests will be approved by the
Tech II and Sergeant, with notification to the Captain.
21. Members failing to report for duty on an approved time exchange will submit a memo to their
assigned Tech II, explaining the circumstances of the “failed time exchange” (to include Sick
leave). The Tech II will make any necessary notations and forward the memo to the Captain,
through channels, with a copy to the Time Exchange folder. A failed TX could result in
suspension from TXing for an indeterminate amount of time at the direction of the Captain.
22. Individuals suspended from TX privileges shall be given written notice of the proposed
suspension and the reasons therefore, and shall have up to ten (10) calendar days to respond. In
the event the individual is unable to respond during this period because they are unable to obtain
necessary documentation from this Agency, this period may be extended. This Agency shall
cooperate in providing requested documentation.
23. If the individual has been authorized to TX prior to the date of the suspension notice, such pre-
approved TX shall be honored.
24. If a TX is requested subsequent to the suspension notice, and if either the TX or payback will
occur during the possible suspension period, the request may either be held in abeyance or
denied, subject to approval after a decision is made on the suspension.
25. If a TX is requested subsequent to the suspension notice, and both the TX and payback will
occur within the ten (10) day notice period specified above, the TX will be considered like any
other request.
26. The City and the Union(s) involved agree that either party may terminate the Time Exchange
agreement at any time for any reason upon thirty (30) days written notice to the other party.
Exhibit 1
108
PRIMARY TX PERSON PAYBACK TX PERSON
Name (Print): Name (Print):
Name (Signature): Name (Signature):
Contractually Agrees to Work for:
Name (Print): Name (Print):
Name (Signature): Name (Signature):
On:
Date: Date:
Day: Day:
Shift Times: Shift Times:
Assigned Shift Tech II: Assigned Shift Tech II:
Received Date/Time: Received Date/Time:
Comments/Denials: Comments/Denials:
I have reviewed the Time Exchange Rules and Regulations and agree to comply with them as
written.
PRIMARY TX PERSON
Name (Signature)
PAYBACK TX PERSON
Name (Signature)
c: Shift Sgt. (s), Tech II(s), Primary Member, Payback Member, Timekeeper, TX Folder
Exhibit 1
109
March 11, 2010 Police
MEMORANDUM OF UNDERSTANDING
AFSCME Local 189 and the City of Portland
Portland Police Bureau Non-Sworn Staff Meal – Rest Period Provision
The parties to this agreement are the Portland Police Bureau, the Bureau of Human Resources and
AFSCME, Local 189.
The parties agree that notwithstanding the provisions expressed in Article 7.3 of the DCTU Labor
Agreement, AFSCME Local 189 members within the Portland Police Bureau may combine their
rest periods under the following conditions:
1. Employees working an 8-hour day typically have an 8.5 or 9 hour schedule depending on
whether they have a 30 or 60 minute unpaid lunch period.
2. Employees may combine their morning 15 minute rest period with their afternoon 15 minute
rest period in order to take a 30 or 60 minute lunch period, and have an 8 or 8.5 hour work
schedule in lieu of an 8.5 or 9 hour work schedule. Employees may not leave work before the
end of their work shift.
3. This agreement authorizes only the action outlined in Paragraph 2 above. The following are
examples only and is not an exhaustive list of actions which are not authorized:
a. Combine breaks and skip lunch (thereby enabling the employee to leave 30 minutes
earlier than would otherwise occur) (8 hour work schedule, paid 8 hours, work 7.5
hours)
b. Skip breaks and lunches altogether (thereby allowing the employee to leave 60 minutes
earlier than would otherwise occur)
c. “Take” their breaks at the end of the day and go home 30 minutes early
d. Skip the morning or afternoon break and have one longer break in the other half of the
shift
e. Other
4. To provide consistency among work schedules, this agreement is extended to all Divisions and
work units within the Portland Police Bureau, which have AFSCME, Local 189 members
working.
5. The Police Bureau shall review the waiver on an annual basis and inform the Director of BHR
which Divisions/units are exercising the waiver and the operational rationale they are using to
justify the waiver.
6. Any employee who does not wish to exercise the waiver may elect to have a schedule that
complies with Article 7.3 of the DCTU Labor Agreement unless, in the opinion of the Chief or
Chief’s Designee, operational necessity dictates consistent work schedules in that unit. If that
occurs, the Union, the Police Bureau and the Bureau of Human Resources shall meet to
Exhibit 1
110
determine whether or not to terminate the waiver in that Division/Unit. If no agreement is
reached, the Division/Unit will revert to work schedules consistent with Article 7.3.
7. The Police Bureau, the Bureau of Human Resources or Local 189 may terminate this alternate
work schedule at any time for any reason, with written notice to the other parties of no less
than two full pay periods.
Exhibit 1
111
April 30, 2014 Police
Altered Bi-Weekly Work Schedule Agreement
Police Bureau
AFSCME, Local 189 .
Background
1. Article 7.1.1 of the Collective Bargaining Agreement provides for, by mutual agreement,
weekly work schedules consisting of four (4) consecutive ten (10) hour workdays with three
(3) consecutive days off, commonly known as 4/10 schedules.
Agreement
1. The employees on the list attached shall have 4/10 schedules with the days of work and
consecutive days off designated for each employee.
2. These schedules shall commence on the first day of the payroll period following the signing
of this agreement by all parties.
3. Either party may terminate a schedule created under at any time and for any reason upon
thirty (30) days written notice to the other party. The employee(s) shall revert to a work
schedule established by the Bureau under Article 7.1.
4. When establishing or terminating the work schedules described in this agreement, the City
will pay overtime only when required under the FLSA and not as provided in the Collective
Bargaining Agreement between the parties.
Exhibit 1
112
April 30, 2014 Police
Altered Bi-Weekly Work Schedule Agreement
Police Bureau
AFSCME, Local 189.
Background
1. Article 7.1.2 of the Collective Bargaining Agreement provides for, by mutual agreement,
weekly work schedules consisting of four (4) consecutive nine (9) hour workdays with three
(3) consecutive days off, and four (4) consecutive nine (9) hour workdays and one (1) eight
(8) hour workday with two (2) consecutive days off. This is commonly known as a 9/80
schedule.
Agreement
1. The employees on the list attached shall have 9/80 schedules with the days of work and
consecutive days off designated for each employee.
2. These schedules shall commence on the first day of the payroll period following the signing
of this agreement by all parties.
3. Either party may terminate a schedule created under at any time and for any reason upon
thirty (30) days written notice to the other party. The employee(s) shall revert to a work
schedule established by the Bureau under Article 7.1.
4. When establishing or terminating the work schedules described in this agreement, the City
will pay overtime only when required under the FLSA and not as provided in the Collective
Bargaining Agreement between the parties.
Exhibit 1
113
April 30, 2014 Procurement
Altered Bi-Weekly Work Schedule Agreement
Procurement Bureau
AFSCME, Local 189
Background
1. Article 7.1.2 of the Collective Bargaining Agreement provides for, by mutual agreement,
weekly work schedules consisting of four (4) consecutive nine (9) hour workdays with three
(3) consecutive days off, and four (4) consecutive nine (9) hour workdays and one (1) eight
(8) hour workday with two (2) consecutive days off. This is commonly known as a 9/80
schedule.
Agreement
1. The employees on the list attached shall have 9/80 schedules with the days of work and
consecutive days off designated for each employee.
2. These schedules shall commence on the first day of the payroll period following the signing
of this agreement by all parties.
3. Either party may terminate a schedule created under at any time and for any reason upon
thirty (30) days written notice to the other party. The employee(s) shall revert to a work
schedule established by the Bureau under Article 7.1.
4. When establishing or terminating the work schedules described in this agreement, the City
will pay overtime only when required under the FLSA and not as provided in the Collective
Bargaining Agreement between the parties.
Exhibit 1
114
June 6, 2005 Revenue
LETTER OF AGREEMENT
The parties to this Letter of Agreement are the City of Portland (City) on behalf of the Bureau of Revenue
(Bureau), and AFSCME Local 189 (Union).
BACKGROUND
During 2002 and 2003, the City engaged in a classification and compensation study of all of the
classifications represented by the Union at the Bureau. The outcome of the study was the creation of the
Revenue and Taxation Specialist classification series. Employees were allocated to the new classifications
based on an evaluation of their duties. The effective date of these allocations was February 21, 2002. The
City Council approved the study by ordinance passed September 10, 2003. The parties bargained over the
wages of the new classifications as provided for in Article 27.5.2
Article 12 gives preference in the matter of selections of jobs or opportunities to work on new jobs,
processes or job locations and the selection of work shifts and vacation periods within a classification,
within a bureau, department or division thereof to the employees with the greatest length of uninterrupted
service time in a permanent position with the City within the given classification and unit. This is
commonly referred to as work unit seniority.
Article 12 does not provide a method for breaking ties in work unit seniority when two or more employees
have the same length of service within a classification and work unit. Therefore to determine greatest work
unit seniority, the parties agree as follows:
AGREEMENT
For the selection purposes described in Article 12, where two or more employees have the same
classification anniversary date, ties shall be broken and greatest work unit seniority will be determined by:
1. Greatest length of continuous service with the Bureau of Revenue; if a tie remains, then,
2. Greatest length of continuous service with the City; if a tie remains, then,
3. The highest score on the eligible list from which the appointment was made; if a tie remains,
then,
4. The date and time of receipt of the application by the Bureau of Human Resources; if a tie
remains, then,
5. The Director of BHR will direct an electronic random assignment of seniority to be
conducted.
This constitutes the entirety of the agreement between the parties and does not set a precedent for either
party for the resolution of the same or similar issue in the future.
Exhibit 1
115
July 25, 2005 Revenue
LETTER OF AGREEMENT
The parties to this Letter of Agreement are the City of Portland (City) on behalf of the Bureau of
Revenue (Bureau) and AFSCME Local 189 (Union).
BACKGROUND
Article 7.1.1 of the Labor Agreement provides by mutual agreement for weekly work schedules
consisting of four (4) consecutive ten (10) hour days, with three (3) consecutive days off.
Article 7.1.2 of the Labor Agreement provides by mutual agreement for biweekly work schedules
consisting of four (4) consecutive nine (9) hour workdays, with three (3) consecutive days off and
five (5) consecutive workdays consisting of four (4) consecutive nine (9) hour workdays and one
(1) eight hour workday with two (2) consecutive days off.
The parties want to allow Bureau employees to work a biweekly work schedule consisting of the
work schedule described above except the three days off would not be consecutive.
AGREEMENT
The parties agree to the following:
1. The parties agree that by mutual agreement of the employee and the manager, there may
be work schedules as described in Article 7.1.1 and 7.1.2 in which all of the days off are
not consecutive.
2. Any work schedule created under No. 1 above must be approved by the Bureau, which
has sole discretion to grant such approval. Approval of such a schedule shall not be
unreasonably withheld.
3. Either party may terminate a schedule created under No. 1 above at any time for any
reason upon thirty (30) days written notice to the other party. The employee will then
revert to a shift schedule established by the Bureau under Article 7.1.
4. Either party may terminate this Agreement any time for any reason upon thirty (30) days
written notice to the other party. The employee(s) will then revert to a shift schedule
established by the bureau under Article 7.1.
5. When establishing a new shift as described in No. 1 above, or terminating it as described
in No. 3, the City will pay overtime only when required under the FLSA and not as
provided in the labor agreement between the parties.
The Agreement does not set any precedent for any other group of employees within the DCTU
bargaining unit working for the City of Portland.
This Letter of Agreement is effective with its signing by both parties.
Exhibit 1
116
April 30, 2014 Revenue
Altered Bi-Weekly Work Schedule Agreement
Revenue Bureau
AFSCME, Local 189
Background
1. Article 7.1.1 of the Collective Bargaining Agreement provides for, by mutual agreement,
weekly work schedules consisting of four (4) consecutive ten (10) hour workdays with three
(3) consecutive days off, commonly known as 4/10 schedules.
Agreement
1. The employees on the list attached shall have 4/10 schedules with the days of work and
consecutive days off designated for each employee.
2. These schedules shall commence on the first day of the payroll period following the signing
of this agreement by all parties.
3. Either party may terminate a schedule created under at any time and for any reason upon
thirty (30) days written notice to the other party. The employee(s) shall revert to a work
schedule established by the Bureau under Article 7.1.
4. When establishing or terminating the work schedules described in this agreement, the City
will pay overtime only when required under the FLSA and not as provided in the Collective
Bargaining Agreement between the parties.
Exhibit 1
117
April 30, 2014 Revenue
Altered Bi-Weekly Work Schedule Agreement
Revenue Bureau
AFSCME, Local 189
Background
1. Article 7.1.2 of the Collective Bargaining Agreement provides for, by mutual agreement,
weekly work schedules consisting of four (4) consecutive nine (9) hour workdays with three
(3) consecutive days off, and four (4) consecutive nine (9) hour workdays and one (1) eight
(8) hour workday with two (2) consecutive days off. This is commonly known as a 9/80
schedule.
Agreement
1. The employees on the list attached shall have 9/80 schedules with the days of work and
consecutive days off designated for each employee.
2. These schedules shall commence on the first day of the payroll period following the signing
of this agreement by all parties.
3. Either party may terminate a schedule created under at any time and for any reason upon
thirty (30) days written notice to the other party. The employee(s) shall revert to a work
schedule established by the Bureau under Article 7.1.
4. When establishing or terminating the work schedules described in this agreement, the City
will pay overtime only when required under the FLSA and not as provided in the Collective
Bargaining Agreement between the parties.
Exhibit 1
118
April 30, 2014 Revenue
LETTER OF AGREEMENT
The parties to this Letter of Agreement are the City of Portland (City) on behalf of the Revenue
Bureau (Bureau) and AFSCME Local 189 (Union).
1. The City can require employees to pass a criminal history check and/or background
investigation based on business necessity. An employee who is required to undergo a
criminal history check and/or background investigation will be informed of the reason it is
required.
2. Employees who fail to pass a criminal history check and/or background investigation shall
be laid off in accordance with the provisions of Article 14. Management reserves the sole
right to assign job duties and to determine if an employee is qualified to perform the job
duties.
3. If employees are laid off under the provisions of this Agreement and have no bumping
options available under Article 14, they may request the following assistance from their
Bureau’s Human Resources Business Partner within seven (7) calendar days of receipt of
notice that there is no position available to which the employee is qualified to bump and that
they will be subjected to layoff.
4. The Bureau of Human Resources (BHR) will provide the following assistance to place the
employee in any vacancy for which the employee is qualified:
a. Assess the employee’s qualifications.
b. Review the employee’s résumé and provide feedback. Assist the employee to revise
their résumé, if requested.
c. Provide the employee with information on the recruitment process.
d. Inform the employee of appropriate vacancies.
e. Allow the employee to participate in limited recruitments.
f. Provide the name and qualifications of the employee to hiring managers for
consideration when filling vacancies.
g. Hiring bureaus will be required to interview qualified candidates and give them
priority consideration when filling vacancies.
5. BHR assistance, if requested in a timely manner, will be provided until the employee is
recalled under the provisions of Article 14 or for a period of six (6) months from the date of
the final notice of layoff, whichever occurs first.
Exhibit 1
119
6. If the employee obtains a permanent position with the assistance described above, their
name will be removed from the recall list for recall to their former classification.
7. BHR assistance does not guarantee that the employee will be placed in a vacant City
position.
Exhibit 1
120
December 15, 1988 Technology Services
LETTER OF UNDERSTANDING
IBEW, Local 48 and the City of Portland
It is agreed as of December 15, 1988 between the City of Portland and Local 48 - International
Brotherhood of Electrical Workers that when a Communication and Electronic Services Technician
in the Bureau of General Services is assigned Stand-by Duty and is requested to carry a paging
device when assigned to Stand-by Duty, the Communication and Electronic Services Technician,
shall receive 18 hours additional straight time pay for each calendar week assigned to Stand-by
Duty. When Call-Outs occur, based on this letter of understanding, Call-Outs will be paid in
accordance with current contract language.
Effective January 1, 2015 employees who are assigned standby time under a Letter of Agreement
shall be paid at the applicable straight time rate or shall receive compensatory time for all assigned
standby time up to a total accrual rate of eighty (80) hours at any given time. Effective January 1,
2015 employees who are assigned standby time under a Letter of Agreement and are called back to
work during such assignment shall have the option of pay at the applicable overtime rate or
compensatory time computed at the applicable overtime rate up to a total accrual of eighty (80)
hours at any one time.
Notwithstanding any current or future side letters of agreement, or any practices, if an employee
called back to work, either under a stand-by agreement or otherwise, and works less than three (3)
hours and is called out again within the three hours, they will not receive a second minimum.
This agreement is in full effect for the life of the existing contract and will remain in full effect
unless opened by either party at the end at the current contract.
Exhibit 1
121
April 30, 2014 Technology Services
LETTER OF AGREEMENT
The parties to this Letter of Agreement are the City of Portland (City) on behalf of the Bureau of
Technology Services (Bureau) and IBEW Local 48 and AFSCME Local 189 (Unions).
1. The City can require employees to pass a criminal history check and/or background
investigation based on business necessity. An employee who is required to undergo a
criminal history check and/or background investigation will be informed of the reason it is
required.
2. Employees who fail to pass a criminal history check and/or background investigation shall
be laid off in accordance with the provisions of Article 14. Management reserves the sole
right to assign job duties and to determine if an employee is qualified to perform the job
duties.
3. If employees are laid off under the provisions of this Agreement and have no bumping
options available under Article 14, they may request the following assistance from their
Bureau’s Human Resources Business Partner within seven (7) calendar days of receipt of
notice that there is no position available to which the employee is qualified to bump and that
they will be subjected to layoff.
4. The Bureau of Human Resources (BHR) will provide the following assistance to place the
employee in any vacancy for which the employee is qualified:
a. Assess the employee’s qualifications.
b. Review the employee’s résumé and provide feedback. Assist the employee to revise
their résumé, if requested.
c. Provide the employee with information on the recruitment process.
d. Inform the employee of appropriate vacancies.
e. Allow the employee to participate in limited recruitments.
f. Provide the name and qualifications of the employee to hiring managers for
consideration when filling vacancies.
g. Hiring bureaus will be required to interview qualified candidates and give them
priority consideration when filling vacancies.
5. BHR assistance, if requested in a timely manner, will be provided until the employee is
recalled under the provisions of Article 14 or for a period of six (6) months from the date of
the final notice of layoff, whichever occurs first.
Exhibit 1
122
6. If the employee obtains a permanent position with the assistance described above, their
name will be removed from the recall list for recall to their former classification.
7. BHR assistance does not guarantee that the employee will be placed in a vacant City
position.
Exhibit 1
123
April 30, 2014 Technology Services
Altered Bi-Weekly Work Schedule Agreement
Bureau of Technology Services
AFSCME, Local 189; IBEW, Local 48.
Background
1. Article 7.1.2 of the Collective Bargaining Agreement provides for, by mutual agreement,
weekly work schedules consisting of four (4) consecutive nine (9) hour workdays with three
(3) consecutive days off, and four (4) consecutive nine (9) hour workdays and one (1) eight
(8) hour workday with two (2) consecutive days off. This is commonly known as a 9/80
schedule.
Agreement
1. The employees on the list attached shall have 9/80 schedules with the days of work and
consecutive days off designated for each employee.
2. These schedules shall commence on the first day of the payroll period following the signing
of this agreement by all parties.
3. Either party may terminate a schedule created under at any time and for any reason upon
thirty (30) days written notice to the other party. The employee(s) shall revert to a work
schedule established by the Bureau under Article 7.1.
4. When establishing or terminating the work schedules described in this agreement, the City
will pay overtime only when required under the FLSA and not as provided in the Collective
Bargaining Agreement between the parties.
Exhibit 1
124
October 3, 1996 Transportation
LETTER OF UNDERSTANDING
AFSCME, Local 189, and the City of Portland
The parties agree to the following:
1. The following letters are eliminated and have no further effect:
The November 1, 1992 letter on page 110 of the 1992-95 DCTU contract concerning
postponed holidays.
The November 1, 1992 letter on page 112 of the 1992-95 DCTU contract which
documented and clarified certain practices within the Parking Patrol Division (e.g.
the four/ten shift, “Leave No Pay”).
The July 19, 1994 letter which replaced the November 1, 1992 on page 112 of the
1992-95 DCTU contract.
1. All “travel time” in connection with employee lunches and breaks is eliminated. The
union agrees that no grievance will be filed regarding this change.
2. The Parking Patrol Division will consider employee requests to postpone holidays based
on staffing levels.
Exhibit 1
125
October 10, 2008 Transportation
LETTER OF AGREEMENT
(Parking Enforcement Officers - Special Projects Premium}
This Letter of Agreement is executed between the City of Portland (hereinafter "City"), on behalf
of the City of Portland Office of Transportation (hereinafter "Transportation"), and AFSCME,
Local 189 (hereinafter "Union").
Recitals:
A. The parties hereto are parties to a collective bargaining agreement between the District
Council of Trade Unions and the City of Portland effective from July 1, 2006 to June 30,
2010.
B. As part of the Enterprise Business System project, the City has cataloged all bureau time
evaluation practices. In the course of this, the City has determined that Transportation
pays a Five Percent (5%) premium for actual hours worked on "Special Projects".
C. Historically, assigned "Special Projects" work has included mutual assignment to the
following duties: development of the handheld citation writer, training and transition for
implementation of the handheld citation writer, participation in the Parking Enforcement
Budget Committee, creation and installation of barcodes on signage, compiling statistics
from the Service Request program, and compiling statistics for spreadsheets.
D. The parties wish to memorialize their agreement to the premium for "Special Projects."
Agreement:
Therefore, the parties agree as follows:
1. The Parking Enforcement Manager shall be authorized to assign "Special Projects" work
similar to that identified in Recital C above, i.e., projects that are outside of the job
description of Parking Enforcement Officers but which in the judgment of the manager are
related to Parking Enforcement duties, can be done by Parking Enforcement Officers, and
which would benefit by being done by Parking Enforcement Officers.
2. Actual hours worked on duties assigned as Special Projects shall be paid at a premium of
the employee's base hourly rate plus Five Percent (5%).
3. This agreement shall remain in effect until adoption by the parties of a successor labor
agreement to the current governing collective bargaining agreement.
4. This Agreement shall become effective upon adoption by the City Council.
Exhibit 1
126
August 30, 2011 Transportation
LETTER OF AGREEMENT
Stand-by in Maintenance for Signal Electricians
The parties to this Letter of Agreement are the Portland Bureau of Transportation (Bureau), the City
of Portland (City) and IBEW, Local 48 (Union).
Recitals
1. The City and the Union are parties to a Collective Bargaining Agreement (CBA), the term
of which is July 1, 2010 to June 30, 2013.
2. On November 24, 1969, the Bureau, City, and Union entered into an Agreement concerning
the compensation for Signal Electricians on Stand-by.
3. Over time, the implementation of the Agreement included a practice that was not
specifically addressed within the body of the Agreement.
4. This practice included the creation of a compensatory time bank called Electrical
Compensatory Time, in which employees could accrue up to 40 hours. These hours were
separate and independent of compensatory time as provided in the CBA in Article 9.
The purpose of this Agreement is to memorialize the practice as it has been occurring.
Agreement
1. For the purpose of this Agreement, stand-by shall be defined as a requirement that an
employee remain available and fit for duty during non-working time, with City
communications device(s) and/or at a phone number left with the bureau.
2. The City will create a compensatory quota bank for the affected employees, which shall be
called Electrical Compensatory Time (ECT). This accrual will apply only to those hours
accrued on Sundays.
3. The ECT quota bank shall have a maximum of 40 accrued hours at any one time. If an
employee surpasses that accrual, any hours in excess of 40 shall be paid out in cash.
4. Electrical Compensatory Time off must be arranged by mutual agreement between the
employee and her/his supervisor and will not be unreasonably denied.
5. When employees work Monday through Friday 8:00 a.m. to 4:30 p.m., they will receive a ½
hour for lunch and paid on the regular pay schedule.
6. When employees are on stand-by on Sundays between the hours of 8:00 a.m. and 4:30 p.m.,
they will receive 8 hours of compensatory time, which will be coded as Electrical
Compensatory Time and allocated to that quota bank.
Exhibit 1
127
7. When an employee is on stand-by between the hours of 4:30 p.m. and 8:00 a.m., 7 days per
week, including Saturdays from 8:00 a.m. to 4:30 p.m., the employee will be paid 20 hours
at the straight time rate.
8. When employees are on stand-by on designated holidays between the hours of 8:00 a.m. and
4:30 p.m., they will receive 8 hours of compensatory time, which will be coded as deferred
holiday and allocated to that quota bank.
9. While on stand-by, an employee who responds to emergency calls between the hours of
4:30 p.m. and 8:00 a.m., 7 days per week, including designated holidays, will be paid two
times their base rate of pay for the first hour of each call. For each call exceeding one (1)
hour in duration, time and one-half the base rate will paid for hours worked beyond the first
hour.
10. This Agreement supersedes and nullifies the November 24, 1969 Agreement.
This Agreement will be effective upon ratification by City Council.
Exhibit 1
128
May 15, 2012 Transportation
LETTER OF AGREEMENT
The parties to this agreement are the City of Portland (City) on behalf of the Bureau of
Transportation (Bureau) Parking Enforcement Division (Division) and AFSCME Local 189
(Union).
Background
1. The Union is a signatory to the July 1, 2010 – June 30, 2013 labor agreement between the
City and the District Council of Trade Unions.
2. The Starlight Parade and Grand Floral Parade are held on two successive Saturdays in June
each year.
3. The City closes many streets to parking on the day of each parade thereby reducing the need
for the number of Parking Enforcement Officers regularly scheduled on Saturdays.
4. In order to meet this reduced staffing need, Parking Enforcement Officers may elect to take
the day off.
Agreement
1. Parking Code Enforcement Officers scheduled start to work between 0800 and 1200 hours
on the Saturday during the week of the Starlight and/or Rose Festival parades who elect to
take the day off will be permitted to elect one of the following:
A. With the approval of their supervisor, may change their schedules in the FLSA work
week affected by parade events.
B. Use accrued Vacation Leave, Compensatory Time or a deferred or postponed
holiday.
C. Elect to take the day off without pay.
2. If the Officer elects 1 (A), contractual overtime, other than required by the FLSA, shall be
waived.
3. If the Officer elects 1 (C), the Officer will not realize a reduction of benefits or accruals.
4. If second shift officers elect 1(A), and the operational needs require an earlier shift start
time, they will receive second shift premium pay.
5. Employees can change shift assignment by seniority as long as the Officer is currently
performing that duty or is on the designated relief list for the position opening. Example:
Scooter opening - employee requesting shift would need to currently be a Scooter Officer or
on the Scooter Relief list.
6. The Division will determine minimum and maximum staffing requirements for each parade
day.
Exhibit 1
129
7. This Agreement shall be in affect until such time that either party provides written notice to
the other party of their wish to terminate this Agreement. Such termination will take effect
30 days after receipt of the written notice.
This agreement is based on the particular circumstances described above and does not constitute a
precedent for either party.
This agreement is effective with its signing. Either party may provide notice that it wishes to
terminate this Agreement. Such notice will be in writing and will be in effect 30 days after its
receipt.
Exhibit 1
130
July 24, 2012 Transportation
MEMORANDUM of UNDERSTANDING
The parties to this Memorandum are the City of Portland (City), on behalf of the Bureau of
Transportation (Bureau) Parking Enforcement Division (Division), and AFSCME Local 189
(Union).
Background
1. The City and the District Council of Trade Unions (DCTU) are parties to a Labor
Agreement for the period of July 1, 2010 through June 30, 2013.
2. The Union is a member of the DCTU and a signatory to the labor agreement.
3. The Labor Agreement contains a Letter of Understanding entered into on October 3, 1996
addressing certain working conditions in the Division then called the Parking Patrol
Division.
4. Item 5 states: “The Parking Patrol Division will consider the employee requests to postpone
holidays based on staffing levels.”
The parties understand Item 5 to mean the following:
1. It applies to Parking Code Enforcement Officers whose regularly scheduled day off falls on
the day one of the holidays listed in Article 15.1.is observed and, would observe the holiday
on either the last scheduled work day before or the first scheduled work day after the
holiday as provided in Article 15.1.3.
2. Based on staffing needs, these Officers may volunteer to work on what would otherwise be
their observed holiday under Article 15.1.3.
3. Division management will set the number of these Officers needed to work.
4. Officers who volunteer to work on what would be their observed holiday will be paid at
their regular rate of pay.
5. The paid holiday hours to which the employee is entitled will be postponed.
6. Postponed holidays will be used in accordance with Article 15.2.
7. Postponed holidays will be accrued in a different account than deferred holidays.
Exhibit 1
131
July 24, 2012 Transportation
Letter of Agreement
The parties to this Agreement are the City of Portland (City), on behalf of the Bureau of
Transportation (Bureau) Parking Enforcement Division (Division), and AFSCME Local 189
(Union).
Background
1. Article 15.1 of the labor agreement between the City and the District Council of Trade
Union to which the Union is a signatory recognizes the day after Thanksgiving as a paid
holiday.
2. The Division enforces parking meters on the day after Thanksgiving.
3. The Division permits as many Parking Code Enforcement Officers to observe the holiday as
business operations permit.
Agreement
1. Division employees represented by the Union who work on the day after Thanksgiving will
be paid in accordance with Article 15.2.
2. The Division may change an employee’s scheduled working hours, i.e., shift, on the day
after Thanksgiving to meet staffing needs. Any such change may be made without regard to
the schedule change notification and/or duration requirements in Article 7.1 and the
emergency shift change premium in Article 7.4.
3. An employee regularly scheduled to start work between 0930 and 1200 hours on the day of
an observed holiday who voluntarily changes her/his regular starting time shall not receive
shift premium.
4. For an employee who is regularly scheduled to work on the day a holiday is observed and
whose work schedule requires a schedule change, the employee can volunteer to change
her/his work starting time by seniority if qualified for the assignment. Example: Scooter
opening - employee requesting shift would need to currently be a Scooter Officer or on the
Scooter Relief list.
5. If required to change shift assignment, employee on second shift will receive second shift
premium regardless of shift starting time. Such required shift assignments will be assigned
by least senior qualified employee.
This agreement is based on the particular circumstances described above and does not constitute a
precedent for either party.
This Agreement will become effective with its approval by City Council. It will remain in effect
until either party provides the other written notification of its desire to end the Agreement 30 days
prior to its effect.
Exhibit 1
132
July 24, 2012 Transportation
Letter of Agreement
The parties to this agreement are the City of Portland (City) on behalf of the Bureau of
Transportation (Bureau) Parking Enforcement Division (Division) and AFSCME Local 189
(Union).
Background
1. The Union is a signatory to the July 1, 2010 – June 30, 2013 labor agreement between the
City and the District Council of Trade Unions..
2. Article 7.4 of the labor agreement requires the City to pay an employee at the overtime rate
if it changes the employee’s shift without the notice required in Article 7.1.
3. On occasion, such as the unscheduled absence of a Parking Code Enforcement Officer or an
unplanned special enforcement request, the Division may ask a Parking Code Enforcement
Officer employee on any shift to report earlier for Division operational needs.
Agreement
1. If there is an operational need as described in No. 3 above, Division management may
request a Parking Code Enforcement Officer to start their work day earlier than scheduled. If
the Parking Code Enforcement Officer agrees to the request, it will be done without regard
to the schedule change notification requirements of Article 7.1 or the emergency work
scheduling provisions of Article 7.4.
This agreement is based on the particular circumstances described above and does not constitute a
precedent for either party.
This agreement is effective with its signing. Either party may provide notice that it wishes to
terminate this Agreement. Such notice will be in writing and will be in effect 30 days after its
receipt.
Exhibit 1
133
January 6, 2013 Transportation
Letter of Agreement
The parties to this agreement are the City of Portland (City) on behalf of the Bureau of
Transportation (Bureau) Parking Enforcement Division (Division) and AFSCME Local 189
(Union).
Background
5. The Union is a signatory to the July 1, 2017 – June 30, 2020 labor agreement between the
City and the District Council of Trade Unions.
6. Article 8 of this Agreement provides each employee with a fifteen (15) minute rest period
during each one-half (1/2) shift. Rest periods are to be scheduled at the middle of each one-
half (1/2) shift whenever feasible.
7. Employees of the Parking Enforcement Division have multiple shifts and shift starting times
in order to address business needs.
8. On occasion, Parking Code Enforcement Officers with different shifts and/or shift starting
times attend the same staff meeting, committee meeting, training, or Field Enforcement
Work. The different shift starting times makes it difficult to both conduct the meeting and
comply with Article 7.3.
Agreement
8. If there is an operational need as described in No. 4 above, a Parking Code Enforcement
Officer, with supervisor approval, may combine one (1) rest break per shift with their lunch
period, and take the lunch period outside of the timeframe established for their shift.
This agreement is based on the particular circumstances described above and does not constitute a
precedent for either party.
This agreement is effective with its signing. Either party may provide notice that it wishes to
terminate this Agreement. Such notice will be in writing and will be in effect 30 days after its
receipt.
Exhibit 1
134
April 30, 2014 Transportation
LETTER OF AGREEMENT
The parties to this Letter of Agreement are the City of Portland (City) on behalf of the Portland
Bureau of Transportation (Bureau) and AFSCME Local 189 (Union) in the Parking Code
Enforcement Officer classification.
1. The City can require employees to pass a criminal history check and/or background
investigation based on business necessity. An employee who is required to undergo a
criminal history check and/or background investigation will be informed of the reason it is
required.
2. Employees who fail to pass a criminal history check and/or background investigation shall
be laid off in accordance with the provisions of Article 14. Management reserves the sole
right to assign job duties and to determine if an employee is qualified to perform the job
duties.
3. If employees are laid off under the provisions of this Agreement and have no bumping
options available under Article 14, they may request the following assistance from their
Bureau’s Human Resources Business Partner within seven (7) calendar days of receipt of
notice that there is no position available to which the employee is qualified to bump and that
they will be subjected to layoff.
4. The Bureau of Human Resources (BHR) will provide the following assistance to place the
employee in any vacancy for which the employee is qualified:
a. Assess the employee’s qualifications.
b. Review the employee’s résumé and provide feedback. Assist the employee to revise
their résumé, if requested.
c. Provide the employee with information on the recruitment process.
d. Inform the employee of appropriate vacancies.
e. Allow the employee to participate in limited recruitments.
f. Provide the name and qualifications of the employee to hiring managers for
consideration when filling vacancies.
g. Hiring bureaus will be required to interview qualified candidates and give them
priority consideration when filling vacancies.
5. BHR assistance, if requested in a timely manner, will be provided until the employee is
recalled under the provisions of Article 14 or for a period of six (6) months from the date of
the final notice of layoff, whichever occurs first.
Exhibit 1
135
6. If the employee obtains a permanent position with the assistance described above, their
name will be removed from the recall list for recall to their former classification.
7. BHR assistance does not guarantee that the employee will be placed in a vacant City
position.
Exhibit 1
136
April 30, 2014 Transportation
Altered Bi-Weekly Work Schedule Agreement
Portland Bureau of Transportation
AFSCME, Local 189; IBEW, Local 48; and IAMAW, District Lodge 24.
Background
1. Article 7.1.1 of the Collective Bargaining Agreement provides for, by mutual agreement,
weekly work schedules consisting of four (4) consecutive ten (10) hour workdays with three
(3) consecutive days off, commonly known as 4/10 schedules.
Agreement
1. The employees on the list attached shall have 4/10 schedules with the days of work and
consecutive days off designated for each employee.
2. These schedules shall commence on the first day of the payroll period following the signing
of this agreement by all parties.
3. Either party may terminate a schedule created under at any time and for any reason upon
thirty (30) days written notice to the other party. The employee(s) shall revert to a work
schedule established by the Bureau under Article 7.1.
4. When establishing or terminating the work schedules described in this agreement, the City
will pay overtime only when required under the FLSA and not as provided in the Collective
Bargaining Agreement between the parties.
Exhibit 1
137
April 30, 2014 Transportation
Altered Bi-Weekly Work Schedule Agreement
Portland Bureau of Transportation
AFSCME, Local 189; IBEW, Local 48; and IAMAW, District Lodge 24.
Background
1. Article 7.1.2 of the Collective Bargaining Agreement provides for, by mutual agreement,
weekly work schedules consisting of four (4) consecutive nine (9) hour workdays with three
(3) consecutive days off, and four (4) consecutive nine (9) hour workdays and one (1) eight
(8) hour workday with two (2) consecutive days off. This is commonly known as a 9/80
schedule.
Agreement
1. The employees on the list attached shall have 9/80 schedules with the days of work and
consecutive days off designated for each employee.
2. These schedules shall commence on the first day of the payroll period following the signing
of this agreement by all parties.
3. Either party may terminate a schedule created under at any time and for any reason upon
thirty (30) days written notice to the other party. The employee(s) shall revert to a work
schedule established by the Bureau under Article 7.1.
4. When establishing or terminating the work schedules described in this agreement, the City
will pay overtime only when required under the FLSA and not as provided in the Collective
Bargaining Agreement between the parties.
Exhibit 1
138
July 1, 1980 Water
LETTER OF UNDERSTANDING
AFSCME, Local 189 and the City of Portland
SUBJECT: Filling of Job Vacancies Within a Classification Within the Water Bureau Business
Operations Section
In the filling of vacancies through the bid process, it is not the intent of management or the Union
that a major movement of manpower result. Lateral filling of a position can be made by the Bureau
at its discretion for training purposes to fill temporary vacancies such as those due to sick leave or
vacation.
It is not the intent of lateral training to take the place of posting and filling of permanent positions
by qualified Water Bureau Revenue personnel. It is agreed that where the Bureau has a job rotation
program, lateral filling of a position can be made by the Bureau at its discretion. In such situations,
each person within a class is expected, at any time, to perform another employee’s function.
Exhibit 1
139
February 18, 1986 Water
LETTER OF UNDERSTANDING
AFSCME, Local 189 and the City of Portland
The parties agree that a Utility Worker may be assigned to operate the concrete saw.
Exhibit 1
140
March 18, 1988 Water
LETTER OF UNDERSTANDING
AFSCME, Local 189 and the City of Portland
The resolution of the issue of when an employee receives an upgrade to Industrial Painter is
dependent upon the skill required for the work being done. If the knowledge and skill of the full
semi-journeyman level is required, such as when running a spray gun or sandblaster, or painting a
tank, then an upgrade will be paid. When painting rough lumber or cleaning up sand or paint, in
general, the upgrade will not be paid.
The operations of the Bureau are far too complex to be able to specifically delineate every instance
when an upgrade will be paid and when it will not be paid. The parties agree that the following is a
list which ought to cover the bulk of the upgrade situations, although not necessarily all.
All finished painting work will be done by persons being paid at the Industrial Painter
classification. In addition, painting on eaves on buildings, painting the interior and exterior of
buildings, and when doing other work that substantially requires the same level of skill as Industrial
Painter will be paid at the Industrial Painter rate.
It is also appropriate to find work which fits into the normal job descriptions of Utility Worker II’s
and of Utility Worker I’s, for which an upgrade to Industrial Painter will not be paid. This would
include applying paint with brushes, rollers, or spray cans on fencing, picnic tables, barricades,
hydrants, bonny flanges, and the like. We also anticipate that Utility Worker II’s would be used for
hand cleaning and scraping at no upgrade, unless the work is being done at a level of skill which
would normally require Industrial Painter. Cleaning up after painters, or when assisting the
Industrial Painter, and handling materials would also not warrant an upgrade.
Exhibit 1
141
April 12, 1988 Water
LETTER OF UNDERSTANDING
AFSCME, Local 189 and the City of Portland
In order to budget for and carry out Bureau workload most efficiently, management must be able to
assign Bureau personnel to both engineering and inspection duties as well as office responsibilities.
In order to accomplish this objective the following shall apply:
1. Personnel in the Engineering series (Civil Engineering Associate I - Senior Engineer),
Surveyor series (Surveyor, Survey Aide I/II) and the Inspection series (Public Works
Inspector I - Public Works Inspector II) may be qualified to perform inspection duties
pursuant to Article 4 in both the DCTU and COPPEEA contracts.
2. These Personnel will not be assigned inspection responsibilities until they have been
trained by the Bureau on City and State specifications and other requirements.
3. The Bureau will continue to budget Public Works Inspectors to perform inspection duties
where an ongoing level of activity and sustained level of funding can be expected.
4. The Bureau will continue to budget Engineers and part-time personnel to perform
inspection duties during periods of peak work activity that are not expected to be
ongoing or funded on a sustained basis.
5. The Bureau will continue to offer training opportunities, including temporary
assignments in inspection, to all Personnel as budget and individual workloads permit.
6. Surveyor, Survey Aide I/II, and Public Works Inspector I/II may be assigned engineering
office work as part of their regular job duties. The parties agree to amend the JRJD’s for
these classes to include assignment to office responsibilities as necessary for training and
development purposes.
The parties agree to the foregoing in settlement of any and all disputes over the assignment of
Personnel to either field or office engineering responsibilities.
Exhibit 1
142
February 21, 2003 Water
LETTER OF UNDERSTANDING
AFSCME Local 189 and the City of Portland
The parties to this agreement are the City of Portland on behalf of the Bureau of Water Works (the
Bureau), and AFSCME Local 189 (the Union). This agreement is entered into under the provisions
of Article 12.2.3 of the Labor Agreement between the City of Portland and the District Council of
Trade Unions.
Within the Bureau of Water Works seniority for the purpose of bidding for vacant positions in the
Customer Accounts Specialist I (CAS I) classification will be determined as follows:
1. Length of continuous service from the date of permanent appointment to the CAS I
classification.
2. If there is a tie in seniority as determined above, the tie shall be broken and greatest
seniority shall be determined by:
a. Greatest length of continuous service with the City as a permanent and/or temporary
employee; if a tie remains, then,
b. By random draw.
The provisions of the above apply exclusively for the purpose and classification stated above. If
either party wishes to withdraw from this agreement, they may do so by providing 90 days written
notice to the other party.
Exhibit 1
143
June 29, 2005 Water
LETTER OF AGREEMENT
The parties to this Letter of Agreement are the City of Portland (City) on behalf of the Bureau of
Water Works (Bureau) and AFSCME Local 189 (Union) on behalf of the employees in the Water
Security Specialist classification (Employees).
AGREEMENT
This Letter of Agreement authorizes the following alternative work schedules for Water Security
Specialists.
1. The alternative schedule described as a bi-weekly rotation including three (3) twelve
(12) hour work days, one (1) eight (8) hour work day, three (3) days off, three (3) twelve
(12) hour work days, and four (4) days off.
2. For FLSA purposes, the workweek for an employee with the work schedule described in
section number one (1) shall begin at the midpoint of the eight (8) hour day.
3. For those employees with the work schedule described in No. 1 above, the provisions of
Articles 7.1 and 8.2 in the current Labor Agreement are waived.
4. The alternative schedule described as a workweek consisting of four (4) consecutive ten
(10) hour days and three (3) consecutive days off.
5. Either party may terminate this Letter of Agreement at any time for any reason upon
thirty (30) days written notice to the other party. The employees will revert to a shift
schedule established by the Bureau under Article 7.1.
6. When transitioning to new shifts and schedules following the implementation of this
Letter of Agreement or by the termination of the schedule as provided for in No. 5, the
City may not be able to schedule all employees for 40 hours in a workweek or two (2)
consecutive days off in order to begin the new shift configuration. The City will pay
overtime in these situations only when required under the Fair Labor Standards Act
(FLSA).
This Letter of Agreement does not affect any other group of employees within the DCTU
bargaining unit.
Exhibit 1
144
August 25, 2005 Water
MEMORANDUM OF AGREEMENT
The parties to this Memorandum of Agreement are the City of Portland (City) on behalf of the
Bureau of Water Works (Bureau) and AFSCME Local 189 (Union).
BACKGROUND
Bureau of Water Works employees assigned to the Sandy River crew and specified Water Security
Specialists are trained in wild land fire fighting, and are required to fight such fires if they break out
on Bureau property. The Bureau of Water Works requires these employees to wear footwear
meeting National Fire Protection Association specifications while fighting fires. Because of this,
the Bureau employees assigned to this function will be provided appropriate footwear for the sole
purpose of fighting wild land fires.
AGREEMENT
This footwear will be provided under the following conditions:
Footwear must meet the current specifications established by the National Fire Protection
Association.
Footwear will be cared for and maintained by the individual employee and stored by each
with their fire gear. Such footwear is to be worn when fighting wild land fires on the
Bureau of Water Works property or at the discretion of Bureau Management, and is not for
personal use.
Footwear will be replaced for employees only after their footwear have been inspected for
wear and replacement authorized by their Supervisor.
The purchase process and records maintenance will follow established Water Bureau
guidelines.
This Memorandum of Agreement will remain in effect unless either party elects to terminate it by
giving thirty (30) days written notice to the other party.
Exhibit 1
145
December 14, 2017 Water
LETTER OF AGREEMENT
The parties to this Letter of Agreement are the City of Portland (City) on behalf of the Portland
Water Bureau (Bureau) and AFSCME Local 189 (Union).
RECITALS
1. The City and the union, as a member of the District Council of Trade Unions (DCTU), are
parties to a Labor Agreement, the term of which is July 1, 2017 to June 2020.
2. Water Bureau Meter Readers are required to work in a variety of conditions and terrain,
including open manhole gates. Therefore, they are required to wear footwear that meets
ANSO standards, and which provides ankle coverage.
3. Due to the amount of exposure to harsh conditions and terrain, the annual clothing
allowance provided in Article 30.2 of the Labor Agreement between the City and the
District Council of Trade Unions is not sufficient for these employees to maintain adequate
footwear and rain gear.
AGREEMENT
1. Water Meter Reader I and II employees regularly assigned to read meters will be
reimbursed, upon proof of purchase, up to $250.00 effective July 1, 2018 for an additional
pair of safety shoes on a replacement basis, as needed, no more than twice annually. The
affected employees will turn in worn out safety shoes as a condition of reimbursement for
replacement
2. This Agreement does not establish any precedent.
3. This Agreement is effective upon approval by City Council.
Exhibit 1
146
October 10, 2011 Water
MEMORANDUM OF UNDERSTANDING
The parties to this Memorandum of Understanding are the City of Portland (City) on behalf of the
Water Bureau (Bureau) and AFSCME Local 189 (Union).
Recitals
1. The City and Union are parties to a Collective Bargaining Agreement (CBA), the term of
which is July 1, 2010 through June 30, 2013.
2. The CBA Article 8.3 states, “Overtime rates shall apply to work performed by an employee
before the regular starting time and after the regular quitting time of the shift on which that
employee is regularly employed unless work performed outside the regular work day results
from unpaid absence during the regular work day for personal reasons.”
3. The City supports the mission of an Oregon non-profit organization called SMART – Start
Marking a Reader Today. The mission of SMART is to help kids become confident readers
by providing individual volunteer attention. As a part of the City’s support, the Bureau
wants to provide an opportunity for represented employees to participate in the program
during regular work hours without incurring overtime costs.
Agreement
1. The parties agree that Union-represented employees in the Water Bureau may participate in
the SMART program, with the prior approval of the employee’s manager.
2. The parties agree that employees may only participate in the SMART program on their own
time. If an employee takes time off during the employee’s regularly scheduled work day,
the employee may elect to take an unpaid leave of absence or use accrued vacation or
compensatory time.
3. The parties agree that those employees who elect to take an unpaid absence to participate in
the SMART program may work before or beyond their normal work shift on the day(s) of
participation in the program to make up for the unpaid hours. However, employees who
work before or beyond their normal work shift, to make up for unpaid hours taken for the
purpose of participating in the SMART program, will not be eligible for overtime.
4. The parties agree that employees may not use a City vehicle to facilitate transportation to
and from the SMART program.
5. The parties agree that this Memorandum of Understanding applies only to the AFSCME-
represented employees of the Water Bureau.
6. The parties stipulate that the terms of this Memorandum of Understanding shall not
establish any precedent whatsoever.
Exhibit 1
147
January 2, 2013 Water
LETTER OF AGREEMENT
The parties to this Letter of Agreement are the City of Portland (City) on behalf of the Water
Bureau (Bureau) and AFSCME Local 189 (Union) on behalf of the employees in the Water
Treatment Operator classification.
BACKGROUND
1. The City and the District Council of Trade Unions (DCTU) are parties to a collective
bargaining agreement (DCTU contract) for the period July 1, 2010 through June 30, 2013.
The Union is an affiliated union of the DCTU.
2. The City and Union wish to create an alternative work schedule for Water Treatment
Operators that provides 24/7 coverage, offers flexibility, is cost efficient and increases
employee satisfaction.
3. The parties agree as follows:
AGREEMENT
1. The Water Treatment Operators will work a schedule in positions delineated as follows:
Day 1 Shift
Day 2 Shift
Night 1 Shift
Night 2 Shift
Maintenance Operator 1 Shift
Maintenance Operator 2 Shift
Maintenance Relief 1 Shift
Maintenance Relief 2 Shift
Lusted Hill Operator
Lead Operator
2. The Water Treatment Operators will work the following shifts:
a. The Water Treatment Operators on Day 1 Shift and Night 1 Shift will work a bi-
weekly schedule of one (1) six and one half (6.50) hour work day, three (3) days
off, two (2) twelve and one quarter (12.25) hour work days, two (2) days off, three
(3) twelve and one quarter (12.25) hour work days, two (2) days off, and one (1)
twelve and one quarter (12.25) hour work day.
b. The Water Treatment Operators on Day 2 Shift and Night 2 Shift will work a bi-
weekly schedule of one (1) day off, three (3) twelve and one quarter (12.25) hour
work days, two (2) days off, one (1) twelve and one quarter (12.25) hour work day,
one (1) six and one half (6.50) hour work day, three (3) days off, two (2) twelve and
one quarter (12.25) hour work days, and one (1) day off.
Exhibit 1
148
c. The Water Treatment Operators on Maintenance Operator 1 Shift will work a
weekly schedule of one (1) ten (10) hour work day, three (3) days off, and three (3)
ten (10) hour work days.
d. The Water Treatment Operators on Maintenance Operator 2 Shift will work a
weekly schedule of two (2) ten (10) hour work days, three (3) days off, and two (2)
ten (10) hour work days.
e. The Water Treatment Operators on Maintenance Relief 1 Shift will work a weekly
schedule of one (1) twelve (12) hour work day, three (3) days off, one (1) ten (10)
hour work day, and two (2) nine (9) hour work days.
f. The Water Treatment Operators on Maintenance Relief 2 Shift will work a weekly
schedule of four (4) ten (10) hour work days followed by three (3) days off.
g. The Lusted Hill Operator will work a weekly schedule of one (1) ten (10) hour work
day, three (3) days off, and three (3) ten (10) hour work days.
h. The Lead Operator will work a bi-weekly schedule of one (1) nine (9) hour work
day, one (1) eight (8) hour work day, two (2) days off, four (4) nine (9) hour work
days, three (3) days off, and three (3) nine (9) hour work days.
3. Days and shift hours worked for each 80-hour pay period are set out in the attached shift
schedule. The standard day shift hours set out in Article 7.1 and the shift starting times set
out in Article 8.1 of the DCTU contract do not apply and are expressly waived.
4. Water Treatment Operator Day Shifts 1 & 2 will receive Second/Swing differential pay as
set forth in Article 8.2 of the DCTU contract for all hours worked from 4:00 p.m. to 8:00
p.m. during their regularly scheduled shift.
5. Water Treatment Operator Night Shifts 1 & 2 will receive Third/Graveyard differential pay
as set forth in Article 8.2 of the DCTU contract for all hours worked during their regularly
scheduled shift.
6. Maintenance Relief 1 and Maintenance Operator 1 shifts will receive Relief differential pay
as set forth in Article 8.2 of the DCTU contract for all hours worked during their regularly
scheduled shift.
7. All Operators working 12.25 hour shifts will have two (2) paid twenty (20) minute lunch
periods during their assigned shift and three (3) paid fifteen (15) minute rest periods, one for
each segment of four (4) hours or major part thereof worked.
8. All Operators working ten (10) hours shifts will have one (1) paid thirty (30) minute lunch
period during their assigned shift and two (2) paid fifteen (15) minute rest periods, one for
each segment of four (4) hours or major part thereof worked.
9. All Water Treatment Operators are expected to respond to plant alarms, phone calls, and any
other operational needs that may arise during their lunch or rest periods.
Exhibit 1
149
10. All Water Treatment Operators are ineligible for unpaid absences during the regular work
day for personal reasons. Article 8.3 of the DCTU contract does not apply and is expressly
waived.
11. In the event the starting or quitting time of any existing schedule is changed, the Union will
be advised. Notice of change in shift starting times or days off will be given prior to the end
of the employee’s workweek before the workweek in which the change becomes effective
and such change will be effective for not less than one week, in accordance with the
requirements of the DCTU contract. In the event any employee’s workdays are changed so
that the employee does not have two consecutive days off between schedules, the first day
of the changed weekly schedule shall be paid for at time and one-half, in accordance with
the DCTU contract.
12. The City and the Union agree that either party may terminate a schedule created under this
Agreement at any time for any reason upon thirty (30) days written notice to the other party.
The employee(s) will then revert to a shift schedule established by the bureau under Article
7.1.
13. This Agreement will be effective upon approval by the City Council by Ordinance.
WTO Shift Overlap, Lusted 4-day & Maintenance Relief
Sun. Mon. Tues. Wed. Thurs. Fri. Sat.
Pay Period Start
Lusted Hill
10.00 06:00-16:00
10.00 06:00-16:00
10.00 06:00-16:00 10.00
06:00-16:00
MR 1
10.00 07:45-17:45
9.00 07:45-16:45
9.00 07:45-16:45 12.00
13:45-01:45
MR 2 10.00
06:00-16:00 10.00
06:00-16:00 10.00
06:00-16:00 10.00
06:00-16:00
Day (1) Day (2)
12.25 07:45-20:00
12.25 07:45-20:00
12.25 07:45-20:00
12.25 07:45-20:00
6.50 07:45-14:15
12.25 07:45-20:00
12.25 07:45-20:00
Night (1) Night (2)
12.25 19:45-08:00
12.25 19:45-08:00
12.25 19:45-08:00
12.25 19:45-08:00
6.50 01:30-08:00
12.25 19:45-08:00
12.25 19:45-08:00
MO 1
10.00 06:30-16:30
10.00 06:30-16:30
10.00 06:30-16:30
10.00 09:45-19:45
MO 2
10.00 07:00-17:00
10.00 07:00-17:00
10.00 07:00-17:00
10.00 07:00-17:00
Lead
9.00 06:00-15:00
9.00 06:00-15:00
9.00 06:00-15:00
9.00 06:00-15:00
8.00 06:00-14:00
Sun. Mon. Tues. Wed. Thurs. Fri. Sat.
Lusted Hill
10.00 06:00-16:00
10.00 06:00-16:00
10.00 06:00-16:00
10.00 06:00-16:00
Exhibit 1
150
MR 1
10.00 07:45-17:45
9.00 07:45-16:45
9.00 07:45-16:45
12.00 13:45-01:45
MR 2 10.00
06:00-16:00
10.00 06:00-16:00
10.00 06:00-16:00
10.00 06:00-16:00
Day (1) Day (2)
12.25 07:45-20:00
12.25 07:45-20:00
12.25 07:45-20:00
12.25 07:45-20:00
6.50 07:45-14:15
12.25 07:45-20:00
12.25 07:45-20:00
Night (1) Night (2)
12.25 19:45-08:00
12.25 19:45-08:00
12.25 19:45-08:00
12.25 19:45-08:00
6.50 01:30-08:00
12.25 19:45-08:00
12.25 19:45-08:00
MO 1
10.00 06:30-16:30
10.00 06:30-16:30
10.00 06:30-16:30
10.00 09:45-19:45
MO 2
10.00 07:00-17:00
10.00 07:00-17:00
10.00 07:00-17:00
10.00 07:00-17:00
Lead
9.00 06:00-15:00
9.00 06:00-15:00
9.00 06:00-15:00
9.00 06:00-15:00
Sun. Mon. Tues. Wed. Thurs. Fri. Sat.
Pay Period End
Lusted Hill
10.00 06:00-16:00
10.00 06:00-16:00
10.00 06:00-16:00
10.00 06:00-16:00
MR 1
10.00 07:45-17:45
9.00 07:45-16:45
9.00 07:45-16:45
12.00 13:45-01:45
MR 2 10.00
06:00-16:00
10.00 06:00-16:00
10.00 06:00-16:00
10.00 06:00-16:00
Day (1) Day (2)
12.25 07:45-20:00
12.25 07:45-20:00
12.25 07:45-20:00
12.25 07:45-20:00
6.50 07:45-14:15
12.25 07:45-20:00
12.25 07:45-20:00
Night (1) Night (2)
12.25 19:45-08:00
12.25 19:45-08:00
12.25 19:45-08:00
12.25 19:45-08:00
6.50 01:30-08:00
12.25 19:45-08:00
12.25 19:45-08:00
MO 1
10.00 06:30-16:30
10.00 06:30-16:30
10.00 06:30-16:30
10.00 09:45-19:45
MO 2
10.00 07:00-17:00
10.00 07:00-17:00
10.00 07:00-17:00
10.00 07:00-17:00
Lead
9.00 06:00-15:00
9.00 06:00-15:00
9.00 06:00-15:00
9.00 06:00-15:00
8.00 06:00-14:00
Exhibit 1
151
January 18, 2013 Water
LETTER OF AGREEMENT
The parties to this Letter of Agreement are the City of Portland (City) on behalf of the Water
Bureau (Bureau) and Operating Engineers Local 701 (Union) on behalf of the employees in the
Operating Engineer classification working at the Water Control Center (WCC) or Groundwater
Pump Station during groundwater operations.
BACKGROUND
1. The City and the District Council of Trade Unions (DCTU) are parties to a collective
bargaining agreement (DCTU contract) for the period July 1, 2010 through June 30, 2013.
The Union is an affiliated union of the DCTU.
2. The City and Union wish to create an alternative work schedule for Operating Engineers
working at the WCC or Groundwater Pump Station during groundwater operations that
provides 24/7 coverage, offers flexibility, is cost efficient, and increases employee
satisfaction.
3. The parties agree as follows:
AGREEMENT
1. The Operating Engineers working at the WCC will work schedules in positions delineated
as follows:
Day 1 Shift
Day 2 Shift
Night 1 Shift
Night 2 Shift
Relief 1 Shift
Relief 2 Shift
2. The Operating Engineers working at the WCC will work the following shifts:
a. The Operating Engineers on Day 1 Shift and Night 1 Shift will work a bi-weekly
schedule consisting of three (3) days off, three (3) twelve (12) hour work days, four
(4) days off, three (3) twelve (12) hour work days, and one (1) eight (8) hour work
day.
b. The Operating Engineers on Day 2 Shift and Night 2 Shift will work a bi-weekly
schedule consisting of three (3) twelve (12) hour work days, three (3) days off, one
(1) eight (8) hour work day, three (3) twelve (12) hour work days, and four (4) days
off.
c. The Operating Engineers working Relief 1 Shift will work a bi-weekly schedule
consisting of one (1) nine (9) hour work day, one (1) eight (8) hour work day, two
Exhibit 1
152
(2) days off, four (4) nine (9) hour work days, three (3) days off, and three (3) nine
(9) hour work days.
d. The Operating Engineers working Relief 2 Shift will work a bi-weekly schedule
consisting of one (1) nine (9) hour work day, three (3) days off, four (4) nine (9)
hour work days, one (1) eight (8) hour work day, two (2) days off, and three (3) nine
(9) hour work days.
3. Days and hours worked for each 80-hour pay period are set out in the attached shift
schedule. The standard day shift hours set out in Article 7.1 and the shift starting times set
out in Article 8.1 of the DCTU contract do not apply and are expressly waived. Technology
solutions such as electronic log entries will be employed to provide for transfer of
information across shift changes.
4. Operating Engineers working Day 1 Shift and Day 2 Shift will receive Second/Swing
differential pay as set forth in Article 8.2 of the DCTU contract for all hours worked from
2:00 p.m. to 6:00 p.m. during their regularly scheduled shift.
5. Operating Engineers working Night 1 Shift and Night 2 Shift will receive Third/Graveyard
differential pay as set forth in Article 8.2 of the DCTU contract for all hours worked during
their regularly scheduled shift.
6. Operating Engineers working Relief 1 Shift and Relief 2 Shift will receive Relief
differential pay as set forth in Article 8.2 of the DCTU contract for the workweek that
includes the nine (9) hour work day with a start time of 13:30.
7. There will be no Relief 1 Shift or Relief 2 Shift assigned to provide coverage when holidays
are observed on Wednesdays. The pair of Operating Engineers assigned to work those
Wednesdays (Day 1 Shift and Night 1 Shift, or Day 2 Shift and Night 2 Shift) will be
assigned to cover the entire holiday including the relief shift time slot. These Operating
Engineers will receive eight (8) hours of holiday pay, which reflects their regularly assigned
hours on Wednesdays. In addition to holiday pay, the Operating Engineers working those
Wednesday holidays shall be paid at the premium rate of time and one-half for any hours
worked on those days.
8. There will be no Relief 1 Shift or Relief 2 Shift assigned when the Operating Engineers on
Day 1 Shift and Night 1 Shift, or Day 2 Shift and Night 2 Shift are assigned to report to the
Groundwater Pump Station during groundwater operations. The pair of Operating
Engineers assigned to work (Day 1 Shift and Night 1 Shift, or Day 2 Shift and Night 2 Shift)
will be assigned to cover the entire relief shift time slot on Wednesdays. These Operating
Engineers will receive eight (8) hours of regular pay, which reflects their regularly assigned
hours on Wednesdays and shall be paid at the overtime rate for any hours worked outside of
or in excess of those regularly assigned hours in accordance with Article 9.1.
9. All Operator Engineers working 12 hour shifts (Day 1 Shift, Night 1 Shift, Day 2 Shift, and
Night 2 Shift) will have two (2) paid twenty (20) minute lunch periods during their assigned
shift and three paid fifteen (15) minute rest periods, one (1) rest period for each segment of
four (4) hours or major part thereof worked.
Exhibit 1
153
10. All Operating Engineers working the 9 hour Relief 1 Shift or Relief 2 Shift on Wednesdays
will have one (1) paid twenty (20) minute lunch period during their assigned shift and two
paid fifteen (15) minute rest periods, one (1) rest period for each segment of four (4) hours
or major part thereof worked.
11. All Operating Engineers working shifts at the WCC, or shifts at the Groundwater Pump
Station during groundwater operations are expected to respond to plant and control system
alarms, phone calls, and any other operational needs that may arise during their lunch or rest
periods.
12. All Operating Engineers working shifts at the WCC, or shifts at the Groundwater Pump
Station during groundwater operations are ineligible for unpaid absences during the regular
work day for personal reasons. Article 8.3 of the DCTU contract does not apply and is
expressly waived.
13. In the event the starting or quitting time of any existing schedule is changed, the Union will
be advised. Notice of change in shift starting times or days off will be given prior to the end
of the employee’s workweek before the workweek in which the change becomes effective
and such change will be effective for not less than one week, in accordance with the
requirements of the DCTU contract. In the event any employee’s workdays are changed so
that the employee does not have two consecutive days off between schedules, the first day
of the changed weekly schedule shall be paid for at time and one-half, in accordance with
the DCTU contract.
14. The City and the Union agree that either party may terminate a schedule created under this
Agreement at any time for any reason upon thirty (30) days written notice to the other party.
The employee(s) will then revert to a shift schedule established by the Bureau under Article
7.1.
15. This Agreement will be effective upon approval by Ordinance by the Portland City Council.
Exhibit 1
154
Sun. Mon. Tues. Wed. Thurs. Fri. Sat.
Pay Period Start
Day 1 & 2
12:00 06:00-18:00
12:00 06:00-18:00
12:00 06:00-18:00
8:00 06:00-14:00
12:00 06:00-18:00
12:00 06:00-18:00
12:00 06:00-18:00
Night 1 & 2
12:00 18:00-06:00
12:00 18:00-06:00
12:00 18:00-06:00
8:00 22:00-06:00
12:00 18:00-06:00
12:00 18:00-06:00
12:00 18:00-06:00
Relief 1 OFF 9.00
06:45-16:15 9.00
06:45-16:15 9.00
06:45-16:15 9.00
06:45-16:15 8.00
06:45-15:15 OFF
Relief 2 OFF 9.00
06:45-16:15 9.00
06:45-16:15 9.00
13:30-22:30 9.00
06:45-16:15 OFF OFF
Sun. Mon. Tues. Wed. Thurs. Fri. Sat. Pay Day
Day 1 & 2
12:00 06:00-18:00
12:00 06:00-18:00
12:00 06:00-18:00
8:00 06:00-14:00
12:00 06:00-18:00
12:00 06:00-18:00
12:00 06:00-18:00
Night 1 & 2
12:00 18:00-06:00
12:00 18:00-06:00
12:00 18:00-06:00
8:00 22:00-06:00
12:00 18:00-06:00
12:00 18:00-06:00
12:00 18:00-06:00
Relief 1 OFF 9.00
06:45-16:15 9.00
06:45-16:15 9.00
13:30-22:30 9.00
06:45-16:15 OFF OFF
Relief 2 OFF 9.00
06:45-16:15 9.00
06:45-16:15 9.00
06:45-16:15 9.00
06:45-16:15 8.00
06:45-15:15 OFF
Sun. Mon. Tues. Wed. Thurs. Fri. Sat. Pay Period End
Day 1 & 2
12:00 06:00-18:00
12:00 06:00-18:00
12:00 06:00-18:00
8:00 06:00-14:00
12:00 06:00-18:00
12:00 06:00-18:00
12:00 06:00-18:00
Night 1 & 2
12:00 18:00-06:00
12:00 18:00-06:00
12:00 18:00-06:00
8:00 22:00-06:00
12:00 18:00-06:00
12:00 18:00-06:00
12:00 18:00-06:00
Relief 1 OFF 9.00
06:45-16:15 9.00
06:45-16:15 9.00
06:45-16:15 9.00
06:45-16:15 8.00
06:45-15:15 OFF
Relief 2 OFF 9.00
06:45-16:15 9.00
06:45-16:15 9.00
13:30-22:30 9.00
06:45-16:15 OFF OFF
Exhibit 1
155
April 30, 2014 Water
LETTER OF AGREEMENT
The parties to this Letter of Agreement are the City of Portland (City) on behalf of Portland Water
Bureau (Bureau) and AFSCME, Local 189 (Union) for employees who work in the Maintenance
and Construction Group.
Background
1. The City and the District Council of Trade Unions (DCTU) are parties to a Collective
Bargaining Agreement (Agreement) for the period July 1, 2010 through June 30, 2013. The
Union is an affiliated union of the DCTU.
2. The current DCTU Agreement has certain provisions for negotiating alternate stand-by
provisions between the City and the Unions as provided for in Article 10.4.
3. The purpose of this Letter of Agreement is to provide an alternate stand-by agreement for
employees represented by the Union who work in the Maintenance and Construction Group.
Agreement
1. The Bureau may require employees in the Maintenance and Construction Group to stand-by
during their off duty hours.
2. If the Bureau requires an employee to stand-by during their off-duty hours, the employee
shall receive one quarter (0.25) hour of pay at the straight time rate for each hour of stand-
by.
3. Effective January 1, 2015 employees who are assigned standby time under a Letter of
Agreement shall be paid at the applicable straight time rate or shall receive compensatory
time for all assigned standby time up to a total accrual rate of eighty (80) hours at any given
time. Effective January 1, 2015 employees who are assigned standby time under a Letter of
Agreement and are called back to work during such assignment shall have the option of pay
at the applicable overtime rate or compensatory time computed at the applicable overtime
rate up to a total accrual of eighty (80) hours at any one time.
4. Work performed while on stand-by will be paid in accordance with Article 10.2 and its
subsections of the Agreement.
5. Stand-by shall be defined as a requirement that an employee remain available and fit for
callout, and respond for work as required, during non-working time. Employees are
responsible for keeping their assigned telecommunications equipment in operation and for
complying with their stand-by work assignment at all times. Failure to comply with the
stand-by work assignments may subject employees to appropriate disciplinary actions.
6. The employee on stand-by must respond to the initial contact within one-half (1/2) hour
unless otherwise mutually agreed. If the employee's presence at the worksite is required, the
Exhibit 1
156
employee must be able to report for work within a period of one (1) hour, absent unusual
circumstances.
7. If an employee called back to work, either under a stand-by agreement or otherwise, and
works less than three (3) hours and is called out again within the three hours, they will not
receive a second minimum.
Exhibit 1
157
April 30, 2014 Water
Altered Bi-Weekly Work Schedule Agreement
Water Bureau
AFSCME, Local 189; IBEW Local 48; and
Operating Engineers, Local 701.
Background
1. Article 7.1.1 of the Collective Bargaining Agreement provides for, by mutual agreement,
weekly work schedules consisting of four (4) consecutive ten (10) hour workdays with three
(3) consecutive days off, commonly known as 4/10 schedules.
Agreement
1. The employees on the list attached shall have 4/10 schedules with the days of work and
consecutive days off designated for each employee.
2. These schedules shall commence on the first day of the payroll period following the signing
of this agreement by all parties.
3. Either party may terminate a schedule created under at any time and for any reason upon
thirty (30) days written notice to the other party. The employee(s) shall revert to a work
schedule established by the Bureau under Article 7.1.
4. When establishing or terminating the work schedules described in this agreement, the City
will pay overtime only when required under the FLSA and not as provided in the Collective
Bargaining Agreement between the parties.
Exhibit 1
158
April 30, 2014 Water
Altered Bi-Weekly Work Schedule Agreement
Water Bureau
AFSCME, Local 189; IBEW Local 48; and
Operating Engineers, Local 701.
Background
1. Article 7.1.2 of the Collective Bargaining Agreement provides for, by mutual agreement,
weekly work schedules consisting of four (4) consecutive nine (9) hour workdays with three
(3) consecutive days off, and four (4) consecutive nine (9) hour workdays and one (1) eight
(8) hour workday with two (2) consecutive days off. This is commonly known as a 9/80
schedule.
Agreement
1. The employees on the list attached shall have 9/80 schedules with the days of work and
consecutive days off designated for each employee.
2. These schedules shall commence on the first day of the payroll period following the signing
of this agreement by all parties.
3. Either party may terminate a schedule created under at any time and for any reason upon
thirty (30) days written notice to the other party. The employee(s) shall revert to a work
schedule established by the Bureau under Article 7.1.
4. When establishing or terminating the work schedules described in this agreement, the City
will pay overtime only when required under the FLSA and not as provided in the Collective
Bargaining Agreement between the parties.
Exhibit 1
LETTER OF AGREEMENT FOR COVID-19 IMPACTS – DCTU AND CITY OF
PORTLAND
LETTER OF AGREEMENT FOR COVID-19 IMPACTS
The parties to this Agreement are the City of Portland (City) and the District Council of Trade
Unions (DCTU).
BACKGROUND
1. On March 8, 2020, Oregon Governor Kate Brown declared a State of Emergency in
response to the increasing concern with Coronavirus (COVID-19) within the state.
2. On March 23, 2020, Oregon Governor Kate Brown issued an Executive Order to,
“Stay Home, Save Lives”. This order limited non-essential gatherings and closed
non-essential business across the City which has resulted in an unprecedented impact
on the City’s financial standing.
3. The parties to this agreement believe it to be in the best interest of the union and the
City to come together to address situations of financial hardship.
4. DCTU and the City are parties to a Collective Bargaining Agreement (CBA) that
is in effect until June 30, 2020.
5. The measures taken in this agreement are intended to allow the City to the greatest
extent possible to meet its financial obligations while retaining employees and
maintain the delivery of City services.
6. The measures taken in this agreement are intended to be short-term, however, the full
financial impact resulting from the State of Emergency is yet to be determined.
AGREEMENT
The parties hereby agree as follows:
1. The Union agrees to defer the 2.9% Cost of Living Adjustment (COLA) for fiscal
year 2020-2021 until January 1, 2021.
2. The Parties agree that starting on the signing of this Agreement and no later than
August 1, 2020, employees in the bargaining unit may, with the approval of their
manager and Bureau Director or designee, may choose instead of taking furlough
days to temporarily reduce their hours for FY 2020-21 to any number between 0.9
and 0.5 FTE, provided that such reduction in hours meets the operational needs of
the bureau and does not create overtime costs.
a. Employees electing a reduced schedule agree to do so starting no later than
August 1, 2020 and continuing through June 30, 2021 unless economic
conditions improve and the City no longer requires the savings. Employees
may end the temporary reduction in hours as of December 23, 2020,
provided they give notice to their manager at least two (2) weeks before the
temporary reduction in hours ends or by mutual agreement of the employee
and manager with the approval of the Bureau Director.
Exhibit 2 Page 1
LETTER OF AGREEMENT FOR COVID-19 IMPACTS – DCTU AND CITY OF
PORTLAND
b. The City will continue full-time health care contributions for current full-time
employees reducing to any amount between 0.9 and 0.5 FTE.
c. The City will provide a report to the Union of all employees who elect this
option that includes the approved reduced schedule.
3. The City has applied to, and the DCTU has signed they necessary documentation
for, the State of Oregon’s Work Share program for acceptance on behalf of all
employees covered by this Agreement.
4. If the City’s application to the Work Share program on behalf of employees
covered by this Agreement is accepted by the State, then the City may implement
furloughs as follows:
a. Furloughs are defined as a temporary mandatory unpaid leave of absence.
b. Employees covered by this Agreement who are not eligible for the Work
Share program will not be required to take furlough days, provided that
such ineligibility is not due to a failure to meet the requirement for days
worked during a workweek;
c. Employees covered by this agreement may be required to take a
maximum of eight (8) furlough days, not to exceed sixty-four (64) hours,
of unpaid leave by October 31, 2020;
d. The City understands the interest of employees to take furlough days by
July 25, 2020 to potentially qualify for federal stimulus money;
e. The DCTU understands that the City’s Work Share application is for a
one-year term and will expire one year after the date of approval;
therefore, furlough days or reduced schedules occurring after July 25,
2020 are still eligible for Work Share under the provisions required by
the State of Oregon;
f. The DCTU understands the interest of the City in needing to meet its
operational needs and avoid any overtime costs;
g. Based on the City’s operational needs and provided that overtime costs
are not incurred, employees will have flexibility in determining how they
take the furlough days in order to best address their own financial
needs. This includes allowing furloughs to be taken one day a week or
up to all at once if the employee so chooses. Employees’-specific
requests will not be unreasonably denied.
h. In the event that the City opts to close a facility or workgroup or otherwise
designate specific furlough days, such furlough days shall not occur more
than one day per week so that the weekly negative financial impact to
employees covered by this Agreement is kept to a minimum;
i. Furloughs shall not constitute an emergency with regards to Article 6.2 of
the CBA.
Exhibit 2 Page 2
LETTER OF AGREEMENT FOR COVID-19 IMPACTS – DCTU AND CITY OF
PORTLAND
j. No employee will lose their healthcare coverage solely due to the taking of
furlough days or temporary schedule reduction under paragraph 2 of this
Agreement, provided that they remain an employee of the City and are not
laid-off, retired, or are otherwise separated from City service.
k. Employees who sign a reduced schedule agreement as outlined in paragraph
2 of this Agreement are not required to take furlough days for the duration of
the Agreement so long as such schedule reduction provides not less than 64
hours of unpaid leave.
l. Employees who provide written notice of retirement on or before the date
when any furlough is scheduled, will not be required to furlough, so long as
they retire by January 31, 2021. Any employee who provided such notice but
does not retire by the date stated in this paragraph shall be immediately
required to take the furlough days/hours as described in this section.
m. In effort to limit negative financial impact to employees and achieve
immediate savings for the City, once a Tentative Agreement is ratified by
members, furlough days can be taken prior to approval by City Council.
5. Following final signature on this Agreement, the parties shall create a coalition to
work together to identify sources of funding from the federal government to offset
the loss of revenue and prevent layoffs.
6. The parties will meet and confer on a monthly basis to assess the financial situation
and consider whether the existing economic situation as of January 2021 or
thereafter allows for reasonable actions that can be taken to remediate the impacts
of the steps taken in this Agreement. If economic conditions worsen, or are worse
than currently anticipated by the City, then the Parties will meet and confer in good
faith to assess the financial situation and consider whether additional actions can be
taken by mutual agreement. Nothing in this paragraph is intended to change or add
to the requirements under Article 39.2 of the DCTU collective bargaining
agreement.
7. If a public safety union fails to provide concessions that meet the current budget
shortfall related to COLA and step freezes for that bargaining unit, the shortfall
shall not be made up by cuts to the bargaining unit members making concessions
under this Agreement.
8. The parties agree the intent of personnel savings within a bureau is to support the
protection of represented positions within that bureau. The savings gained by the
City from the concessions in this Agreement will be used, to the extent
possible, to avoid the layoff of employees covered by this Agreement.
9. This Agreement is to address the economic impacts of the State of Emergency
related to the Coronavirus pandemic and does not set a precedent for the parties to
this Agreement.
10. The collective bargaining agreement with DCTU shall be extended to December
31, 2020 with existing terms of the CBA modified by the terms of this Agreement. Exhibit 2 Page 3
LETTER OF AGREEMENT FOR COVID-19 IMPACTS – DCTU AND CITY OF
PORTLAND
The DCTU understands that the City will not have sufficient economic information
to engage in bargaining over any economic terms and conditions until after January
31, 2021, and that the DCTU shall not claim that the City is engaging in an unfair
labor practice as a result of not engaging in bargaining over economic terms and
conditions prior to January 31, 2021. The City expects to have broad financial
information available by January 31 and to consider proposals on economic terms
and conditions by February 28, 2021.
11. All terms in the existing collective bargaining agreement of the parties that are not
in conflict with this Agreement shall remain in effect.
12. The City recognizes the value of the Union in the workplace and supports an
employee’s right to organize. In addition, the City acknowledges that unduly
opposing the efforts of employees to join a labor union represents a cost to the City
that should be avoided when possible. As such, the City shall in good faith consider
voluntary recognition into the bargaining unit any classification that is not
supervisory or confidential in nature as defined under the Public Employees
Collective Bargaining Act and that is not currently represented by another
bargaining unit or for which an interest in recognition has not been expressed by
another bargaining unit, for whom the union has provided the City with a majority
showing of interest within the appropriate classification, and that the group of
employees has a sufficient community of interest to the bargaining unit. The parties
shall agree on the process for making this showing.
The DCTU member Union shall have the right to spend up to thirty (30) minutes
with each employee who is voluntarily recognized into the bargaining unit under
this paragraph. The time spent with each employee shall not exceed thirty minutes.
The meeting times shall be arranged between the Union and the City and shall be at
a mutually acceptable time. The meetings with employees shall be during
employees’ break times, which are twenty (20) minutes. In addition to paying for
the employees’ break times as already required by law, the City shall also pay for
the additional ten (10) minutes so that the total meeting time of thirty (30) minutes
shall be paid by the City. Because the time is during an employee’s break,
employees may opt whether or not to attend the meeting.
13. If the City reimburses any COLA, merit increases, or furlough days to non-represented
employees during the duration of this agreement, all employees covered by this
Agreement will receive a proportional reimbursement based on equivalent concessions.
14. AFSCME Local 189 and IBEW 48 assert that they have signatory authority on
behalf of all unions covered by the DCTU collective bargaining agreement.
15. This Agreement is to address the economic impacts of the State of Emergency related to
the Coronavirus pandemic and does not set a precedent for the parties to this
Agreement.
16. Except as specifically provided otherwise herein, this Agreement shall take effect only
on ratification by all unions within the DCTU and by City Council.
Exhibit 2 Page 4
5/28/2020
Exhibit 2 Page 5
Updated: November 16, 2018 Page 1 of 6
COMPENSATION PLAN Pay Practices Information
Non-Represented and Represented Employee Groups
Non-represented Classifications Non-represented classifications have a structured pay table with 11 pay ranges. The ranges are open ranges; there are no steps within the range, just minimum (Min), midpoint (Mid) and maximum (Max) rates.
Although temporary and regular employees are generally hired at the minimum rate, initial appointments may be made up to the midpoint of the range upon approval by the Bureau Director. Hiring above the midpoint requires approval by the Human Resources (HR) Director.
Employees promoted to Non-represented classifications may be appointed at whichever is higher: the entry rate for the classification or the pay rate which represents a 5% pay increase (up to the maximum of the range). Promotional appointments (temporary or regular) at a higher rate than 5% may be made up to the midpoint based on approval by the Bureau Director or above the midpoint contingent upon approval by the HR Director. Non-represented employees are eligible annually for a merit adjustment of up to 4.1%. The merit adjustment is based on the results of the employee's performance appraisal and the Bureau's merit plan. For further information pertaining to salaries and wages of Non-represented employees please refer the Bureau of Human Resources Administrative Rules.
Represented Classifications Presented in this section are pay practices specific to each bargaining unit and promotional pay practices which are applicable to all represented classifications. For specific, more detailed information, please refer to the appropriate contract and/or consult with Bureau of Human Resources Labor Relations Team.
DCTU and Recreation represented classifications have individual pay ranges assigned to each classification. All classifications in this group have an entry and a 6-month rate. Some classifications also have additional steps of 1 to 4 years. Employees are hired at the entry level unless they are being promoted from another City classification and are then eligible to receive a 3% promotional increase, which may place them at a higher step. Employees hired at the entry rate progress along the pay range according to the time periods specified (6 months, one year, etc.) for each step. Employees who, due to promotion, are hired at the 6-month rate must wait one year before progressing to the 1-year rate.
Professional and Technical Employees (PTE) represented classifications have individual pay ranges assigned to each classification. The pay ranges may have steps designated from 1-7. Employees typically are hired at step one. Based on bona fide recruitment need, the initial regular appointment to a classification may be up to the midpoint of the assigned range, if approved by the Bureau Director. If the midpoint of the range is not on a step, the appointment is to a step below the midpoint. Initial regular appointment above the midpoint of the assigned range requires approval by the Human Resources Director. Progression from one step to the next is on an annual basis.
Exhibit 3 Page 1
Updated: November 16, 2018 Page 2 of 6
Fire (PFFA) represented classifications have individual pay ranges assigned to each classification. Classifications may have the following steps: entry, 6 months, and 1 - 5 years. Employees typically are hired at the entry rate except in some circumstances when they are promoted from another fire service classification. Employees hired at the entry rate progress along the pay range according to the time periods specified (6 months, one year, etc.) for each step.
Police (PPA) and Police Commanding Officers (PPCOA) represented classifications have individual pay ranges assigned to each classification. Classifications may have the following steps: entry, and 1 – 8 years. Employees typically are hired at the entry rate unless they are being promoted from another City classification and are eligible to receive a 3% promotional increase which may place them at a higher step. The Police Bureau may appoint a currently certified law enforcement officer to Police Officer at the three-year step if approved by the HR Director. Initial appointment above the three-year step may be made only with the approval by ordinance of the City Council. Employees hired at the entry rate progress along the pay range according to the time periods specified for each step.
Emergency Communication Operators (ECO) represented classifications have individual pay ranges assigned to each classification. Classifications may have the following steps: entry, six months, 1-5 years. Employees typically are hired at step one unless they are being promoted from another City classification and are then eligible to receive a 3% promotional increase, which may place them at a higher step. Based upon bona fide recruitment need, the initial regular appointment to a classification may be at a rate up to the midpoint of the assigned range, if approved by the Bureau Director. If the midpoint of the range is not on a step, the appointment shall be to a step below the midpoint. Initial regular appointment above the midpoint of the assigned range requires approval by the Human Resources Director. New hires may be hired into either the EC Operator Trainee (ECOT) or into the EC Call Taker classification. Employees in the ECOT classification advance to the EC Sr. Dispatcher classification on successful completion of required training and certifications. EC Call Takers move to step 2 on successful completion of training required for DPSST certification. Successive increases are annual on the training completion date. EC Call Takers typically advance to the EC Police Dispatcher, EC Fire Dispatcher, and EC Sr. Dispatcher classifications on successful completion of established training plans. Housing represented classifications have individual pay ranges assigned to each classification. Classifications may have the following steps: entry, and 1 – 7 years. Employees typically are hired at step one. Based on bona fide recruitment need, the initial regular appointment to a classification may be up Step 4 of the assigned range, if approved by the Bureau Director. Initial regular appointment above Step 4 of the assigned range requires approval by the Human Resources Director. Progression from one step to the next is on an annual basis. Portland City Laborers (PCL) represented classifications have individual pay ranges assigned to each classification. All classifications in this group have an entry and a 6-month rate. Some classifications also have additional steps of 1 to 4 years.
Exhibit 3 Page 2
Updated: November 16, 2018 Page 3 of 6
Employees typically are hired at step one. Based on bona fide recruitment need, the initial regular appointment to a classification may be up to the midpoint of the assigned range, if approved by the Bureau Director. If the midpoint of the range is not on a step, the appointment is to a step below the midpoint. Initial regular appointment above the midpoint of the assigned range requires approval by the Human Resources Director. Progression from one step to the next is on an annual basis.
Seasonal Maintenance Workers (SMW) represented seasonal classification has a two-step range, with Entry and Maximum rates. An employee’s pay level is determined by the contract, which specifies: “A Seasonal Maintenance Worker who completes a season at the entry rate shall be paid at the maximum rate in any subsequent season he/she is employed as a Seasonal Maintenance Worker, provided he/she has no break in re-employment. A Seasonal Maintenance Worker who returns after a break in re-employment shall be paid at the entry rate unless the bureau director or designee authorizes the employee be paid at the maximum rate. If the break in re-employment is due to a lack of available work, the employee shall be paid at the maximum if he/she is re-employed in a subsequent season.”
Promotional Rate for Represented Classifications Employees promoted to represented classifications will be placed on the step in the higher pay range which represents at least a 3% increase over the employee’s regular rate of pay in the former classification. The new rate of pay cannot exceed the maximum rate for the higher classification. The employees also assume a new merit anniversary date upon appointment to the higher class. This applies to promotions to represented premium pay assignments as well as to classifications for all bargaining units except BOEC and PFFA. For a premium pay assignment in a BOEC and PFFA classification, the employee will receive a premium pay increase according to the contract rules for that assignment, and their anniversary dates will not change. For more information regarding compensation for represented classifications please refer to the current labor agreements and the HR Administrative Rules.
Overtime Eligibility for Represented and Non-Represented Employees: Employee overtime eligibility is generally determined by two main components: the bargaining unit representing an employee’s classification, and the FLSA (Fair Labor Standards Act) status of the employee’s position, i.e. classification and duties performed by the employee. See page 5 for the listing of bargaining units and FLSA codes and definitions. The union contracts and Human Resources Administrative Rules also serve as references for any exceptions.
Following is a reference table for use in determining the overtime eligibility of a classification for payroll purposes.
Bargaining Unit FLSA
Code Eligible for
Overtime Pay? Exceptions
PTE-17 C/Y Yes, per contract PTE-17 E/N Yes, with
exceptions per contract
Employees in FLSA Exempt IT classes are eligible for overtime on an hour for hour basis per Article 19 Section 7(b) of the PTE contract.)
Exhibit 3 Page 3
Updated: November 16, 2018 Page 4 of 6
Bargaining Unit FLSA Code
Eligible for Overtime Pay?
Exceptions
DCTU C/Y; E/N Yes, per contract ECO C/Y Yes, per contract Housing C/Y; E/N Yes, per contract PFFA C/Y; E/N Yes, per contract Non-represented (including Seasonal)
C/Y Yes, per HR Administrative
Rules
Individual positions within a classification (job) may be categorized differently.
Non-represented E/N No, The Emergency Exception, per Administrative Rule 8.03, can be read online at http://www.portlandonline.com/shared/cfm/image.cfm?id=12439
PCL C/Y Yes, per contract PPA C/Y Yes, per contract PPCOA E/N No Rec C/Y Yes, per contract SMW C/Y Yes, per contract
Exhibit 3 Page 4
Updated: November 16, 2018 Page 5 of 6
COMPENSATION PLAN Column Headings and Code Definitions Job ID Each classification in the City is assigned a Job Number. Bargaining Unit In this column the following abbreviations are used to indicate whether a classification is represented or (Barg Unit) not by one of the eight bargaining units recognized by the City:
AH = AFSCME Housing CL = Portland City Laborers (PCL) CP = Professional and Technical Employees (PTE) DT = District Council of Trade Unions (DCTU) BC = Emergency Communications Operators (ECO) FR = International Association of Fire Fighters (PFFA) NR = Non-represented, no union affiliation NS = Non-represented (Seasonal/Casual), no union affiliation PP = Portland Police Association (PPA) PC = Portland Police Commanding Officers Association (PPCOA) RC = Recreation (REC)
SM = Seasonal Maintenance Workers (SMW) Fair Labor In this column the following abbreviations are used to indicate whether or not the classification Standards Act has been designated as covered or exempt from the provisions of the Federal Fair Labor Standards Act. (FLSA) Individual positions within the classification may be categorized differently.
C/Y (Covered/Yes) = Covered by the provisions of the Federal Fair Labor Standards Act (FLSA),
i.e.: eligible for FLSA overtime E/N (Exempt/No) = Exempt from the provisions of the Federal Fair Labor Standards Act,
i.e.: not eligible for FLSA overtime
Bi-wkly Hours Standard number of hours in a biweekly pay period for this job. For weekly hours, divide by two.
There are 26 bi-weekly pay periods in a year Premium Pay An asterisk (*) in this column indicates this is a premium pay assignment and is an assignment from a base
Exhibit 3 Page 5
Updated: November 16, 2018 Page 6 of 6
Assignments classification in which the employee holds status. Assignment to the premium pay assignment is at will. Employees hold status and accrue seniority in the base classification only.
Pay Grade The number in this column indicates the pay grade to which the classification is assigned. Non-represented
classifications have a structured pay table with 11pay ranges (labeled GRDN0053 to GRD00064). Represented classifications do not utilize a graded pay schedule, so the numbers that appear in this column for those classifications are for administrative purposes only.
Job Class Title This is the title for the classification and is used for payroll, budget and other administrative purposes. This title may
be abbreviated for system use. The full, official title can be found in the individual classification specification. City bureaus may also assign a working title for internal bureau use.
Pay Table The column headings have been set up to accommodate differences in pay range structures between the various
represented and non-represented classifications. The Pay Table provides the bi-weekly rate of pay as well as approximate hourly and yearly salaries. Please refer to the Pay Practices Section, pages 1-2, for information regarding progression through the pay range.
Approximate hourly rates are computed by dividing the bi-weekly rate by the job’s bi-weekly hours and rounding to the nearest cent. Approximate annual rates are computed by multiplying the hourly rate by 2080.
Exhibit 3 Page 6
8.04 COMPENSATION Page 1 of 9
CITY OF PORTLAND HUMAN RESOURCES ADMINISTRATIVE RULES
CLASSIFICATION & COMPENSATION
8.04 COMPENSATION
Compensation Policy The City shall establish compensation rates for classifications taking into account internal equity, complexity, accountability, impact, and/or working conditions. It is the goal of the City of Portland to attract and retain qualified employees and encourage high levels of performance. Additionally, the City uses valid and consistent methodology for evaluating jobs. It is the City's policy that:
• direct and indirect compensation (wages, premiums, health benefits,holidays, vacation and other leaves, pensions, etc.) are all to be considered indetermining appropriate levels of compensation for employees;
• wage and benefits packages are considered "externally competitive" if theyapproximate the average of the direct and indirect compensation offered forsimilar work in applicable labor markets as determined by the Director ofHuman Resources;
• other factors such as compression between classifications and incentiveslinked to performance may also be considered in establishing wages andbenefits;
• annual adjustments to the compensation rates may be made based upon aformula that considers the consumer price index. Other adjustments may alsoresult from a classification study or compensation review.
The City recognizes the legitimate role of collective bargaining in determining compensation for represented employees.
The Council shall fix the salaries of all employees of the City.
Pay Equity Policy The City shall endeavor to similarly pay all employees who perform work of a comparable character as defined in ORS 652.210 et seq, including substantially similar knowledge, skill, effort, responsibility, and working conditions.
The City of Portland has an internal complaint procedure designed to address and resolve complaints of discrimination, including pay inequity. See the Administrative Rule 2.02 on Prohibition Against Workplace Harassment, Discrimination and Retaliation. The City will take appropriate action to prevent discrimination, including retaliation and harassment, and to ensure that the rights of employees who file complaints are respected, whether the complaint is filed through the internal complaint procedure, a grievance, or with a local, state, or federal agency, or court.
Compensation Plan During the regular budgetary process, pay grades and compensation ranges for all classifications shall be set for the upcoming fiscal year and shall be published in a Compensation Plan.
Exhibit 4 Page 1
8.04 COMPENSATION Page 2 of 9
The City Compensation Plan shall be revised in conjunction with the annual budgetary process and/or as a result of a classification/compensation study. The Director of Human Resources shall recommend appropriate pay ranges for each classification in accordance with the compensation policy. Adjustments to assigned ranges for individual classifications, and presentation to Council of new classifications and ranges, shall be done in conjunction with the annual budgetary process or as the result of a classification/compensation study, except where the Director of Human Resources determines that:
1. a substantial change in the duties and responsibilities of the classification necessitates a salary adjustment; or
2. an inordinate amount of turnover within the classification is attributed to an inadequate salary level, thereby necessitating an immediate salary review; or
3. difficulty in recruitment of qualified candidates for a classification is attributed to an inadequate salary level, thereby necessitating an immediate salary adjustment; or
4. a new classification is needed at a time outside of the annual budgetary process.
Link to City’s Compensation Plan
Double Pay Prohibited
The salaries provided for under this rule and in the various collective bargaining agreements are intended to be full compensation for services rendered to the City. An employee shall return to the City any compensation received for wages or benefits that were already paid for by the City. See, City Charter, Section 2-608.
Direct Deposit and Itemized Wage Statements
As part of the City’s goal to reduce paper and create sustainable policies, and unless otherwise prohibited by a collective bargaining agreement, all newly hired City employees will receive their compensation through direct deposit to their designated financial institution and their itemized wage statements (remittance statements) will be available electronically through PortlandOregon.gov. Employees may request to receive paper checks in lieu of direct deposit or receive paper remittance statements.
Salary Ranges
1. Non-Represented Classifications Each non-represented classification is assigned an open pay range with a minimum, midpoint, and maximum salary rated. Non-represented employees may be paid at any rate within the assigned range and in accordance with this rule. 2. Represented Classifications Each represented classification shall be assigned a pay range with a minimum and maximum salary range and identified steps in between the minimum and maximum rates. Represented employees must be paid within that range and on an assigned step to that range except as provided in the Administrative Rule 8.05 on Classification.
Exhibit 4 Page 2
8.04 COMPENSATION Page 3 of 9
3. All Employees An employee’s rate of pay shall not be less than the entry pay rate or more than the top pay rate for the classification except as noted below. The Director of Human Resources may approve retaining an employee’s salary at their current rate even if higher than the top rate for their classification (red-circling) where the employee would otherwise suffer a reduction in pay under the following circumstances:
• The reduction in pay is due to a settlement agreement; or
• The reduction in pay is as a result of a reclassification that occurs as part of the implementation of a classification/compensation study; or
• The reduction is part of the implementation of the Employee Transition Services Program; or
• The reduction in pay is a result of a position being reclassified downwards, but the reclassification is not part of a classification/compensation study. For this exception to apply the reduction in pay must be no more than twenty-five percent (25%), the position at issue is determined critical by the director of the bureau and the Director of Human Resources approves red-circling as in the best interests of the City.
Employees whose pay is red-circled are not eligible for pay increases, including cost of living increases, until their pay rate is within the pay grade of their assigned classification.
Progression Through a Pay Range
1. Non-Represented Employees
Non-Represented Regular, Limited Term, and Job-Share employees shall progress through their assigned salary range based on the City’s Performance Management System and in accordance with the Compensation Policy. See the Administrative Rule 9.02 on Performance Management.
2. Represented Employees
Progression to steps in the salary range shall be as prescribed in the compensation plan and their respective bargaining agreement.
Compensation for Elected Officials
The salary rates for the Mayor, Commissioners, and Auditor shall not be assigned to a salary schedule and shall be established separately by the Council. City-paid parking is available to the Mayor and to each Commissioner.
Compensation for Council Member Secretary and Administrative Staff, City Attorney and non-represented employees of the City Attorney’s Office
The administrative staff of each Council Member, the City Attorney, and all non-represented staff in the City Attorney’s Office shall be compensated in an open range in the non-represented salary schedule in the pay range assigned to their classification. The Elected Official for their staff, or City Attorney for their non-represented employees, may designate or change the employee's salary, within the pay range, at any time. All compensation must be consistent with the City’s Pay Equity Policy.
Exhibit 4 Page 3
8.04 COMPENSATION Page 4 of 9
Employment Agreement and Compensation for Bureau Directors
Upon hire and as a condition of employment, bureau directors will be subject to the terms of an employment agreement the content of which has been approved by the Commissioner-in-Charge and the Director of Human Resources. Such agreement shall be for a term of 36 months and in the event of a termination without cause during the term of the agreement, shall provide for a severance payment, the amount to be determined at the time of hire. There will be no severance payment if the termination is for cause as defined in the employment agreement. The Elected Official-in-charge may adjust the salary of any bureau director at any time provided the pay adjustment is within the pay range, is upward only, and is in recognition of exemplary performance as documented in a performance review submitted to the Bureau of Human Resources.
Initial Appointments to Other Positions Exempt from Chapter 4 of the City Charter
The initial appointment to other positions exempt from Chapter 4 of the City Charter may be made at a rate above the entry point if approved by the Director of Human Resources and the Elected Official in charge.
Assignment of a Claim for Salary or Wages Prohibited
It is unlawful for any person or employee rendering services to the City and having a salary or wage claim against the City to make an assignment of the claim for salary or wages, whether earned or unearned, except as provided in Section 5.12.030 of the City Code.
Initial Appointment to Non-Represented Classifications
All initial full-time and part-time regular, limited duration and job-share appointments to non-represented classifications shall be to the entry rate of the pay range for the classification except as follows:
1. Initial appointments above entry rate may be made only with the approval of the Director of Human Resources or designee.
2. All appointments must be consistent with the City’s Pay Equity Policy.
Other Adjustments Within the Pay Range for Non-Represented Classifications
The pay rate for a non-represented employee may be adjusted within the pay range at a time other than initial appointment or anniversary date. Such adjustments may be made only for the following reasons and must be approved in writing by the Director of Human Resources:
1. due to a substantial increase and expansion of the job responsibilities within the classification of the employee; or
2. to increase the compensation of existing employees, when due to market considerations a new employee doing work of comparable character, is initially appointed to a higher level within the range; or
3. the scope of work expected of an employee in a newly created position is broader than originally anticipated at the time the position was created.
Initial Appointments to Represented Classifications
The initial appointment for a represented classification shall be the minimum rate for the salary range. The requirements for appointment above the minimum rate are
Exhibit 4 Page 4
8.04 COMPENSATION Page 5 of 9
contained in the applicable collective bargaining contract and/or in the Compensation Plan. or as required under the City's Pay Equity Policy.
Appointment of Temporary Employees
Initial appointment for full-time and part-time non-represented temporary employees shall be set in the same manner as regular non-represented employees while factoring in pay equity considerations. Temporary employees in represented classifications are appointed and progress through the pay range in accordance with the applicable collective bargaining agreement.
Casual Employees
The Council shall establish a salary schedule for casual classifications designated by the Director of Human Resources to meet seasonal work needs of the City. Unless set by a collective bargaining agreement the Director of Human Resources or designee may appoint and change the pay rates of casual employees to any pay rate within the classifications pay range designated in the compensation plan. Casual employees can only be placed in casual classifications.
Transfers
1. Non-Represented Employees When a regular non-represented employee transfers to a position in a different classification with the same pay range or to a different position in the same classification, they maintain their current pay rate and anniversary date. With written approval by the Director of Human Resources or designee, movement along the range may be approved when there has been a substantial increase and expansion of the job responsibilities, so long as the new rate is consistent with the City’s Pay Equity Policy.
2. Represented Employees When a regular represented employee is either temporarily or permanently appointed to a position within the same or a different classification with the same maximum rate of pay, the employee’s pay rate shall be the step within the range, which is closest to, but no lower than the employee’s regular rate of pay in the former classification.
Promotion
1. Non-Represented Employees When a regular or limited duration employee is appointed to a classification with a higher maximum pay range, the bureau director may appoint the employee:
a. At the entry rate for the higher pay range, or at a pay rate in the higher pay range which gives them a five percent (5.0%) pay increase (not to exceed the maximum of the salary range) whichever is higher, so long as the promotional rate is consistent with the City’s Pay Equity Policy. If the rate determined under this Administrative Rule is not consistent with the City’s Pay Equity Policy, then the pay shall be set at a rate that is consistent with the City's Pay Equity Policy.
A regular employee’s salary shall not be reduced due to an appointment to a position in a classification with a higher maximum pay range.
Exhibit 4 Page 5
8.04 COMPENSATION Page 6 of 9
2. Represented Employees When an employee is either temporarily or permanently appointed to a classification with a higher maximum rate of pay, the employee’s pay rate shall be the step within the higher classification range which represents at least a three percent (3.0%) increase over the employee’s regular rate in their former classification, provided that in no event shall the new rate of pay exceeds the maximum rate for the higher classification. Provided that the promotional rate is consistent with the City's Pay Equity Policy. If the rate determined under this Administrative Rule is not consistent with the City's Pay Equity Policy, then the pay shall be set at a rate that is consistent with the City’s Pay Equity Policy.
Demotion
1. Non-Represented Employees If a permanently appointed employee voluntarily demotes to a lower paying classification they shall retain their anniversary date and their salary shall be at the rate in the new pay range, which affords the least reduction in pay, so long as the new rate is consistent with the City’s Pay Equity Policy. Provided that the promotional rate is consistent with the City's Pay Equity Policy. If the rate determined under this Administrative Rule is not consistent with the City's Pay Equity Policy, then the pay shall be set at a rate that is consistent with the City’s Pay Equity Policy. In no event shall an employee receive an increase in pay upon demotion. 2. Represented Employees Except as provided in the Administrative Rule 8.05 on Classification, when an employee is either temporarily or permanently appointed to a classification with a lower maximum rate of pay, the employee shall retain their anniversary date and their rate of pay shall be the step in the lower classification pay range which represents the least or no reduction in pay for the employee. So long as the new rate is consistent with the City's Pay Equity Policy. If the rate determined under this Administrative Rule is not consistent with the City’s Pay Equity Policy, then it shall be set at a rate that is consistent with the City’s Pay Equity Policy. In no event shall an employee receive an increase in pay upon demotion. Employees demoted for disciplinary reasons shall receive the rate of pay in the lower salary range of the new classification specified as part of the disciplinary action. In no case shall the employee’s rate of pay be below the first step of the new classification.
Reinstatement or Reappointment from a Layoff List or Return from Leave of Absence
When an employee is reinstated under the reinstatement rules, reappointed from a layoff list or returned from leave of absence, their salary rate shall be at the same position in the pay range as when the employee last served in that classification. If a current employee is recalled from layoff and the current salary for the classification the employee is serving in exceeds their salary at the time of layoff, the rules on promotion will apply to the salary in effect at the time of layoff.
Reappointment after Return from Leave of Absence
See Administrative Rule 7.07 on Reinstatement
Exhibit 4 Page 6
8.04 COMPENSATION Page 7 of 9
Anniversary Date and the Impact of Leaves and Prior Service
Except as provided below, the anniversary date of an employee is the date of initial appointment to the classification. Thereafter, an anniversary date for pay purposes shall be adjusted to exclude time spent on layoff or officially approved leaves of absence of more than 30 days in duration, unless otherwise required by federal or state law. When an employee is regularly appointed to a classification with previous time served:
1. The anniversary date shall be adjusted to reflect credit for time in classification per applicable Administrative Rules or contractual languages; or
2. At the discretion of the Director of Human Resources, the employee shall be granted additional compensation per “initial appointment to the Non-Represented Classification” rule and the anniversary shall be reset to the date of appointment.
An officially approved absence from duty without pay because of military leave, Family Medical Leave, or injury in line of duty shall not change an employee’s anniversary date. If as a result of layoff an employee bumps to a lower classification in which they previously held status, the employee’s anniversary date in the lower classification will be adjusted for pay purposes to include all time served in the lower classification.
Impact of Appointments to Other Classifications
If a regular employee accepts a temporary appointment in a classification in the same pay range and is later reappointed to the former classification, the employee shall retain their current salary rate and anniversary date. If a regular employee accepts a temporary appointment in a classification in a higher pay range and is later reappointed to the former classification the employee’s anniversary date and salary rate shall be reset as if they had continued in the original classification.
Shift Differentials
Emergency Communication Operations Supervisors I and other non-represented employees assigned to work a full swing shift or full graveyard shift as their regular shift shall receive a shift differential as follows:
Swing shift – $.84 cents per hour. Graveyard shift – $1.16 per hour.
As used in this Section, a “swing shift” is any work shift that begins between 12:00 noon and 6:59 p.m., inclusive, and ends no later than 5:00 a.m. and a “graveyard shift” is any work shift that begins between 7:00 p.m. and 11:00 p.m., inclusive and ends no later than 9:00 am. The hourly premium authorized by this section does not apply during hours on vacation, sick leave, or any other paid leave of absence. Supervisors I and II in the Bureau of Parks and Recreation are not eligible for shift differentials.
Exhibit 4 Page 7
8.04 COMPENSATION Page 8 of 9
Residency Premium
All Police Captains, Commanders, Assistant Chiefs, the Deputy Chief and the Chief of Police are eligible for a five percent (5%) premium if they reside within City of Portland city limits.
Special Assignment Pay
Upon request by a bureau, special assignment pay differentials may be reviewed and approved by the Director of Human Resources for the incumbents of positions who are assigned to supervise the work of one or more employees whose base salaries are in the same or higher salary range as the supervisor. The amount of the pay differential may be up to ten percent (10%) above the top of the pay range for the incumbent’s classification for such assignment. So long as it complies with the City's Pay Equity Policy. If the rate determined under this Administrative Rule is not consistent with the City’s Pay Equity Policy, then it shall be set at a rate that is consistent with the City's Pay Equity Policy. Such special assignment pay differential shall remain in effect for the duration of the assignment only, unless rescinded sooner by the bureau or the Director of Human Resources.
Compensation for Controlled Classes
Under exceptional circumstances and provided it complies with the City's Pay Equity Policy, a classification may be identified as a “controlled class” and pay may be established at levels necessary to accomplish compelling City purposes. Such actions shall be based on a review and approval by the Director of Human Resources and shall be established for a specific period of time no greater than one (1) year. Exceptional circumstances may include:
1. exceptional personnel shortages that require a short-term departure from the normal salary range assignment for a classification; or
2. a temporary organizational need that cannot be accommodated within current salary schedule assignments.
The classification shall return to the original salary range at the end of the time period designated for the higher salary range, unless the Director of Human Resources approves an extension. An employee who is in a “controlled class” and receiving a higher salary range may only receive COLA increases, not merit adjustments within the new range. Upon returning the classification to its original salary range assignment, affected employees will only continue at their current rate of pay providing that rate is not higher than the maximum of the range. Provided it complies with the City's Pay Equity Policy, the Director of Human Resources may consider red-circling the pay of such employees in cases where the controlled class has been established for the maximum period of time. The process for approving a higher rate for a “controlled class” shall be as follows:
1. A bureau may make a request and provide an initial basis for consideration by the Director of Human Resources.
2. The Director of Human Resources shall confirm or further research the need for the use of a controlled class.
Exhibit 4 Page 8
8.04 COMPENSATION Page 9 of 9
Upon the completion of such review, the Director of Human Resources shall approve or deny the request for adjustment of compensation for the classification. Such pay range designated or established by the Director of Human Resources shall not be more than ten percent (10%) over the current pay range and shall be limited to a period of not more than one (1) year, unless extended by the Director of Human Resources based on additional review at the end of the one-year period.
Pay Status
An employee is in paid status when working, when on paid leave, or when on worker's compensation leave. An employee is not in paid status after the last day of work when separated because of resignation, dismissal, death, retirement, or layoff.
Payment to Separated Employees
Employees who separate from City service shall be paid in accordance with applicable law.
Boards and Commissions
No member of any board or commission shall receive any salary or other compensation for their services on such board or commission.
Overtime
See the Administrative Rules regarding Hours of Work and Overtime: 8.02 Hours of Work and Overtime Compensation: FLSA Covered Employees and 8.03 Hours of Work, Overtime Compensation & Management Leave: FLSA Exempt Employees.
Administrative Rule History
Adopted by Council March 6, 2002, Ord. No. 176302, Effective April 5, 2002 Revised October 15, 2002 Revised August 13, 2003 Revised October 24, 2003 Revised July 1, 2004 Revised December 22, 2004 Revised September 16, 2005 Revised July 9, 2007 Revised April 17, 2009 Revised October 19, 2010 Amended by Ord. No. 184958, effective November 25, 2011 Revised December 4, 2013 Revised April 25, 2016 Revised February 15, 2018 Adopted by Council Revised February 13, 2019 Adopted by Council March 4, 2020, Ordinance No. 189873 Effective January 1, 2020
Exhibit 4 Page 9
9.02 PERFORMANCE MANAGEMENT Page 1 of 1
CITY OF PORTLAND HUMAN RESOURCES ADMINISTRATIVE RULES
EMPLOYEE DEVELOPMENT
9.02 PERFORMANCE MANAGEMENT
Overview of Performance Management
The performance management process is a tool used to establish clear priorities, support frequent and meaningful feedback, and ensure equitable assessments of individual performance.
All employees should receive at least an annual review of their performance. All reviews must be provided to the Bureau of Human Resources upon completion for inclusion in the employee’s official personnel file. For each non-represented merit eligible employee and for certain PTE Local 17 represented employees, Bureaus will provide completed performance evaluations to the Bureau of Human Resources at least annually or in accordance with the applicable collective bargaining agreement.
Merit pay increases require performance evaluation
All employees in non-represented classifications, who are not employed on a casual basis, and certain PTE Local 17 represented employees as identified in the collective bargaining agreement shall be evaluated and eligible to be considered for a merit pay increase based on an annual performance evaluation, in accordance with the City’s Performance Management System.
Amount of Merit Pay Increases
Based on available resources, the maximum amount of merit pay that may be awarded to eligible staff shall be determined annually by City Council.
To ensure consistency in the distribution of merit pay, adherence to the City’s policy on pay equity, and the continued utility of merit pay to reward exceptional performance, merit pay shall be awarded in alignment with the City’s standardized performance rating scale.
Administrative Rule History
Adopted by Council March 6, 2002, Ordinance No. 176302 Effective April 5, 2002 Revised July 1, 2004 Revised April 17, 2009, effective July 1, 2009 Revised October 19, 2010 Revised November 4, 2011 Revised April 25, 2016 Revised February 15, 2018 Adopted by Council March 4, 2020, Ordinance No. 189873 Effective January 1, 2020,
Exhibit 5 Page 1
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30003400 DT 80 SCL02125 311 Customer Service Rep I 20.65 22.38 24.88 26.67 28.88 29.79
1652.00 1790.40 1990.40 2133.60 2310.40 2383.20
42,952 46,550 51,750 55,474 60,070 61,963
30003401 DT 80 SCL02255 311 Customer Service Rep II 24.62 26.76 28.27 29.72 31.68 32.63
1969.60 2140.80 2261.60 2377.60 2534.40 2610.40
51,210 55,661 58,802 61,818 65,894 67,870
30000062 DT 80 SCL02300 Accountant I 26.93 28.43 29.89 31.88 32.85 35.38
2154.40 2274.40 2391.20 2550.40 2628.00 2830.40
56,014 59,134 62,171 66,310 68,328 73,590
30000063 DT 80 SCL02530 Accountant II 30.39 33.01 34.39 35.84 37.12 38.25
2431.20 2640.80 2751.20 2867.20 2969.60 3060.00
63,211 68,661 71,531 74,547 77,210 79,560
30000064 DT 80 SCL02600 Accountant III 33.45 36.34 37.87 39.48 40.85 42.07
2676.00 2907.20 3029.60 3158.40 3268.00 3365.60
69,576 75,587 78,770 82,118 84,968 87,506
30002283 DT 80 SCL02677 Accountant IV 35.96 39.08 40.69 42.46 43.92 45.23
2876.80 3126.40 3255.20 3396.80 3513.60 3618.40
74,797 81,286 84,635 88,317 91,354 94,078
30003001 NR 80 GRDN0058-01 Accounting Supervisor 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30000061 DT 80 SCL02090 Accounting Technician 19.25 22.04 23.10 24.72 26.84 27.65
1540.00 1763.20 1848.00 1977.60 2147.20 2212.00
40,040 45,843 48,048 51,418 55,827 57,512
30003002 NR 80 GRDN0054-01 Administrative Specialist I 22.37 27.96 33.55
1789.60 2236.80 2684.00
46,530 58,157 69,784
30003003 NR 80 GRDN0055-01 Administrative Specialist II 24.51 34.98 45.44
1960.80 2798.40 3635.20
50,981 72,758 94,515
30003004 NR 80 GRDN0056-01 Administrative Specialist III 27.05 38.60 50.14
2164.00 3088.00 4011.20
56,264 80,288 104,291
30003006 NR 80 GRDN0056-01 Analyst I 27.05 38.60 50.14
2164.00 3088.00 4011.20
56,264 80,288 104,291
30003007 NR 80 GRDN0057-01 Analyst II 32.15 42.82 53.48
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 1
Exhibit 6 Page 1
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
2572.00 3425.60 4278.40
66,872 89,066 111,238
30003008 NR 80 GRDN0058-01 Analyst III 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30003009 NR 80 GRDN0059-01 Analyst IV 40.70 55.96 71.22
3256.00 4476.80 5697.60
84,656 116,397 148,138
30000201 CP 80 GRDC1160-01 Applications Analyst I-Generalist 33.41 38.96 44.51
2672.80 3116.80 3560.80
69,493 81,037 92,581
30000202 CP 80 GRDC1170-01 Applications Analyst II-Data 35.06 40.91 46.76
2804.80 3272.80 3740.80
72,925 85,093 97,261
30000203 CP 80 GRDC1170-01 Applications Analyst II-Generalist 35.06 40.91 46.76
2804.80 3272.80 3740.80
72,925 85,093 97,261
30000205 CP 80 GRDC1220-01 Applications Analyst III-GIS,Vertical 38.69 45.17 51.64
3095.20 3613.60 4131.20
80,475 93,954 107,411
30000204 CP 80 GRDC1220-01 Applications Analyst III-Generalist 38.69 45.17 51.64
3095.20 3613.60 4131.20
80,475 93,954 107,411
30000206 CP 80 GRDC1260-01 Applications Analyst IV-GIS,Enterprise 40.66 47.53 54.39
3252.80 3802.40 4351.20
84,573 98,862 113,131
30000207 CP 80 GRDC1260-01 Applications Analyst IV-Generalist 40.66 47.53 54.39
3252.80 3802.40 4351.20
84,573 98,862 113,131
30001234 CP 80 GRDC1260-01 Applications Analyst IV-Web Developer 40.66 47.53 54.39
3252.80 3802.40 4351.20
84,573 98,862 113,131
30001737 CL 80 SCL03501 Arborist I 26.75 27.76 28.76
2140.00 2220.80 2300.80
55,640 57,741 59,821
30001738 CL 80 SCL03502 Arborist II 27.17 30.29 31.04
2173.60 2423.20 2483.20
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 2
Exhibit 6 Page 2
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
56,514 63,003 64,563
30000248 CL 80 SCL03504 Arborist III 30.82 34.33 35.04
2465.60 2746.40 2803.20
64,106 71,406 72,883
30001739 CL 80 SCL03506 Arborist IV 32.75 35.58 37.05
2620.00 2846.40 2964.00
68,120 74,006 77,064
30000247 CL 80 SCL03508 Arborist, Trainee 24.41 28.09 29.70
1952.80 2247.20 2376.00
50,773 58,427 61,776
30000314 CP 80 SCL01190 Architect 37.58 39.49 41.47 43.49 45.72 48.00
3006.40 3159.20 3317.60 3479.20 3657.60 3840.00
78,166 82,139 86,258 90,459 95,098 99,840
30000090 CL 80 SCL03610 Asphalt Raker 26.75 27.76 31.06
2140.00 2220.80 2484.80
55,640 57,741 64,605
30003200 NR 80 GRDA0A54-01 Auditor - Administrative Specialist I 22.37 27.96 33.55
1789.60 2236.80 2684.00
46,530 58,157 69,784
30003201 NR 80 GRDA0A55-01 Auditor - Administrative Specialist II 24.51 34.98 45.44
1960.80 2798.40 3635.20
50,981 72,758 94,515
30003204 NR 80 GRDA0A56-01 Auditor - Administrative Specialist III 27.05 38.60 50.14
2164.00 3088.00 4011.20
56,264 80,288 104,291
30003205 NR 80 GRDA0A56-01 Auditor - Analyst I 27.05 38.60 50.14
2164.00 3088.00 4011.20
56,264 80,288 104,291
30003211 NR 80 GRDA0A57-01 Auditor - Analyst II 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30003218 NR 80 GRDA0A58-01 Auditor - Analyst III 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30003202 NR 80 GRDA0A55-01 Auditor - Archives&RecordsCoordinator I 24.51 34.98 45.44
1960.80 2798.40 3635.20
50,981 72,758 94,515
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 3
Exhibit 6 Page 3
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30003206 NR 80 GRDA0A56-01 Auditor - Archives&RecordsCoordinator II 27.05 38.60 50.14
2164.00 3088.00 4011.20
56,264 80,288 104,291
30003212 NR 80 GRDA0A57-01 Auditor - Archives&RecordsCoordinatorIII 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30003228 NR 80 GRDA0A61-01 Auditor - Audit Services Director 47.12 64.80 82.47
3769.60 5184.00 6597.60
98,010 134,784 171,538
30003207 NR 80 GRDA0A56-01 Auditor - Business Systems Analyst I 27.05 38.60 50.14
2164.00 3088.00 4011.20
56,264 80,288 104,291
30003213 NR 80 GRDA0A57-01 Auditor - Business Systems Analyst II 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30003219 NR 80 GRDA0A58-01 Auditor - Business Systems Analyst III 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30003225 NR 80 GRDA0A59-01 Auditor - City Archivist 40.70 55.96 71.22
3256.00 4476.80 5697.60
84,656 116,397 148,138
30003229 NR 80 GRDA0A61-01 Auditor - City Auditor Chief Deputy 47.12 64.80 82.47
3769.60 5184.00 6597.60
98,010 134,784 171,538
30003226 NR 80 GRDA0A59-01 Auditor - City Ombudsman 40.70 55.96 71.22
3256.00 4476.80 5697.60
84,656 116,397 148,138
30003208 NR 80 GRDA0A57-01 Auditor - Clerk to City Council 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30003203 NR 80 GRDA0A55-01 Auditor - Coordinator I 24.51 34.98 45.44
1960.80 2798.40 3635.20
50,981 72,758 94,515
30003209 NR 80 GRDA0A56-01 Auditor - Coordinator II 27.05 38.60 50.14
2164.00 3088.00 4011.20
56,264 80,288 104,291
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 4
Exhibit 6 Page 4
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30003214 NR 80 GRDA0A57-01 Auditor - Coordinator III 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30003354 NR 80 GRDN0058-01 Auditor - Coordinator IV 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30003576 NR 80 GRDA0A56-01 Auditor - Deputy Council Clerk 27.05 38.60 50.14
2164.00 3088.00 4011.20
56,264 80,288 104,291
30003575 NR 80 GRDA0A57-01 Auditor - Deputy Ombudsman 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30003220 NR 80 GRDA0A58-01 Auditor - Financial Analyst III 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30003232 NR 80 GRDA0A62-01 Auditor - General Counsel 56.68 76.52 96.35
4534.40 6121.60 7708.00
117,894 159,162 200,408
30003221 NR 80 GRDA0A58-01 Auditor - Hearings Officer 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30003230 NR 80 GRDA0A61-01 Auditor - Hearings Officer, Chief 47.12 64.80 82.47
3769.60 5184.00 6597.60
98,010 134,784 171,538
30003231 NR 80 GRDA0A61-01 Auditor - IPR Director 47.12 64.80 82.47
3769.60 5184.00 6597.60
98,010 134,784 171,538
30003215 NR 80 GRDA0A57-01 Auditor - Investigator I 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30003222 NR 80 GRDA0A58-01 Auditor - Investigator II 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30003227 NR 80 GRDA0A59-01 Auditor - Manager I 40.70 55.96 71.22
3256.00 4476.80 5697.60
84,656 116,397 148,138
30003210 NR 80 GRDA0A56-01 Auditor - Performance Auditor I 27.05 38.60 50.14
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 5
Exhibit 6 Page 5
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
2164.00 3088.00 4011.20
56,264 80,288 104,291
30003216 NR 80 GRDA0A57-01 Auditor - Performance Auditor II 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30003223 NR 80 GRDA0A58-01 Auditor - Performance Auditor III 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30003217 NR 80 GRDA0A57-01 Auditor - Supervisor I 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30003224 NR 80 GRDA0A58-01 Auditor - Supervisor II 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30000003 NR 80 SCLN9040 Auditor, City 61.40
4912.00
127,712
30000125 DT 80 SCL02405 Auto Body Restorer 31.72 34.48 35.53
2537.60 2758.40 2842.40
65,978 71,718 73,902
30002494 CL 80 SCL03512 Auto Equip Oper II: Tractr-Trailr-CL 26.90 30.51 32.39
2152.00 2440.80 2591.20
55,952 63,461 67,371
30000096 CL 80 SCL03510 Auto Servicer 23.46 26.73 28.76
1876.80 2138.40 2300.80
48,797 55,598 59,821
30000102 DT 80 SCL02270 Automotive Equip Oper II: Sewer Vacuum 26.48 30.03 31.88
2118.40 2402.40 2550.40
55,078 62,462 66,310
30000103 CL 80 SCL03512 Automotive Equip Oper II: Street Sweeper 26.90 30.51 32.39
2152.00 2440.80 2591.20
55,952 63,461 67,371
30000104 DT 80 SCL02270 Automotive Equip Oper II: Tractor-Trailr 26.48 30.03 31.88
2118.40 2402.40 2550.40
55,078 62,462 66,310
30002583 CL 80 SCL03512 Automotive Equip Oper II:Sewer Vacuum-CL 26.90 30.51 32.39
2152.00 2440.80 2591.20
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 6
Exhibit 6 Page 6
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
55,952 63,461 67,371
30000101 DT 80 SCL02195 Automotive Equipment Oper I 24.92 28.35 30.21
1993.60 2268.00 2416.80
51,834 58,968 62,837
30002493 CL 80 SCL03514 Automotive Equipment Oper I-CL 25.32 28.80 30.69
2025.60 2304.00 2455.20
52,666 59,904 63,835
30001584 CP 80 SCL01100 Botanic Spec I-Community Gardens 31.31 32.90 34.55 36.26 38.09 39.99
2504.80 2632.00 2764.00 2900.80 3047.20 3199.20
65,125 68,432 71,864 75,421 79,227 83,179
30000878 CP 80 SCL01100 Botanic Spec I-Forestry 31.31 32.90 34.55 36.26 38.09 39.99
2504.80 2632.00 2764.00 2900.80 3047.20 3199.20
65,125 68,432 71,864 75,421 79,227 83,179
30000315 CP 80 SCL01100 Botanic Spec I-Generalist 31.31 32.90 34.55 36.26 38.09 39.99
2504.80 2632.00 2764.00 2900.80 3047.20 3199.20
65,125 68,432 71,864 75,421 79,227 83,179
30001333 CP 80 SCL01100 Botanic Spec I-Trails 31.31 32.90 34.55 36.26 38.09 39.99
2504.80 2632.00 2764.00 2900.80 3047.20 3199.20
65,125 68,432 71,864 75,421 79,227 83,179
30000316 CP 80 SCL01100 Botanic Spec I-Youth & Comnty Programs 31.31 32.90 34.55 36.26 38.09 39.99
2504.80 2632.00 2764.00 2900.80 3047.20 3199.20
65,125 68,432 71,864 75,421 79,227 83,179
30000317 CP 80 SCL01120 Botanic Spec II-Arboretum Collection 32.96 34.60 36.37 38.17 40.08 42.06
2636.80 2768.00 2909.60 3053.60 3206.40 3364.80
68,557 71,968 75,650 79,394 83,366 87,485
30000318 CP 80 SCL01120 Botanic Spec II-Community Gardens 32.96 34.60 36.37 38.17 40.08 42.06
2636.80 2768.00 2909.60 3053.60 3206.40 3364.80
68,557 71,968 75,650 79,394 83,366 87,485
30000319 CP 80 SCL01120 Botanic Spec II-Environmental Education 32.96 34.60 36.37 38.17 40.08 42.06
2636.80 2768.00 2909.60 3053.60 3206.40 3364.80
68,557 71,968 75,650 79,394 83,366 87,485
30001005 CP 80 SCL01120 Botanic Spec II-Forestry 32.96 34.60 36.37 38.17 40.08 42.06
2636.80 2768.00 2909.60 3053.60 3206.40 3364.80
68,557 71,968 75,650 79,394 83,366 87,485
30000320 CP 80 SCL01120 Botanic Spec II-Generalist 32.96 34.60 36.37 38.17 40.08 42.06
2636.80 2768.00 2909.60 3053.60 3206.40 3364.80
68,557 71,968 75,650 79,394 83,366 87,485
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 7
Exhibit 6 Page 7
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30000321 CP 80 SCL01120 Botanic Spec II-Ntrl Resource Ecologist 32.96 34.60 36.37 38.17 40.08 42.06
2636.80 2768.00 2909.60 3053.60 3206.40 3364.80
68,557 71,968 75,650 79,394 83,366 87,485
30000322 CP 80 SCL01120 Botanic Spec II-Pest Mgmt 32.96 34.60 36.37 38.17 40.08 42.06
2636.80 2768.00 2909.60 3053.60 3206.40 3364.80
68,557 71,968 75,650 79,394 83,366 87,485
30000323 CP 80 SCL01120 Botanic Spec II-Rose Garden 32.96 34.60 36.37 38.17 40.08 42.06
2636.80 2768.00 2909.60 3053.60 3206.40 3364.80
68,557 71,968 75,650 79,394 83,366 87,485
30000831 CP 80 SCL01030 Botanic Technician I 23.09 24.24 25.46 26.75 28.04 29.48 30.95
1847.20 1939.20 2036.80 2140.00 2243.20 2358.40 2476.00
48,027 50,419 52,957 55,640 58,323 61,318 64,376
30003378 CP 80 SCL01030 Botanic Technician I-Green Infastructure 23.09 24.24 25.46 26.75 28.04 29.48 30.95
1847.20 1939.20 2036.80 2140.00 2243.20 2358.40 2476.00
48,027 50,419 52,957 55,640 58,323 61,318 64,376
30001383 CP 80 SCL01044 Botanic Technician II 25.40 26.66 28.02 29.37 30.89 32.41 34.02
2032.00 2132.80 2241.60 2349.60 2471.20 2592.80 2721.60
52,832 55,453 58,282 61,090 64,251 67,413 70,762
30003379 CP 80 SCL01044 Botanic Technician II-GreenInfastructure 25.40 26.66 28.02 29.37 30.89 32.41 34.02
2032.00 2132.80 2241.60 2349.60 2471.20 2592.80 2721.60
52,832 55,453 58,282 61,090 64,251 67,413 70,762
30000175 DT 80 SCL02568 Building Inspector I 34.51 36.22 38.03 39.81
2760.80 2897.60 3042.40 3184.80
71,781 75,338 79,102 82,805
30000173 DT 80 SCL02652 Building Inspector II 39.46 41.44 43.43 45.64
3156.80 3315.20 3474.40 3651.20
82,077 86,195 90,334 94,931
30000174 DT 80 SCL02708 Building Inspector, Sr 44.29 46.52 48.86 51.26
3543.20 3721.60 3908.80 4100.80
92,123 96,762 101,629 106,621
30000176 DT 80 SCL02035 Building Inspector/Plans Examiner Trnee 18.76 19.70 20.68 21.70
1500.80 1576.00 1654.40 1736.00
39,021 40,976 43,014 45,136
30000311 CP 80 SCL01040 Building/Landscape Designer I 27.82 29.22 30.66 32.20 33.82
2225.60 2337.60 2452.80 2576.00 2705.60
57,866 60,778 63,773 66,976 70,346
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 8
Exhibit 6 Page 8
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30000312 CP 80 SCL01060 Building/Landscape Designer II 30.95 32.44 34.10 35.76 37.58
2476.00 2595.20 2728.00 2860.80 3006.40
64,376 67,475 70,928 74,381 78,166
30001583 DT 80 SCL02270 Bus Driver 26.48 30.03 31.88
2118.40 2402.40 2550.40
55,078 62,462 66,310
30003010 NR 80 GRDN0056-01 Business Systems Analyst I 27.05 38.60 50.14
2164.00 3088.00 4011.20
56,264 80,288 104,291
30003011 NR 80 GRDN0057-01 Business Systems Analyst II 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30003012 NR 80 GRDN0058-01 Business Systems Analyst III 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30000331 CP 80 SCL01190 CAD Analyst 37.58 39.49 41.47 43.49 45.72 48.00
3006.40 3159.20 3317.60 3479.20 3657.60 3840.00
78,166 82,139 86,258 90,459 95,098 99,840
30000328 CP 80 SCL01030 CAD Technician I 23.09 24.24 25.46 26.75 28.04 29.48 30.95
1847.20 1939.20 2036.80 2140.00 2243.20 2358.40 2476.00
48,027 50,419 52,957 55,640 58,323 61,318 64,376
30000329 CP 80 SCL01090 CAD Technician II 30.95 32.44 34.10 35.76 37.58 39.49
2476.00 2595.20 2728.00 2860.80 3006.40 3159.20
64,376 67,475 70,928 74,381 78,166 82,139
30000330 CP 80 SCL01190 CAD Technician III 37.58 39.49 41.47 43.49 45.72 48.00
3006.40 3159.20 3317.60 3479.20 3657.60 3840.00
78,166 82,139 86,258 90,459 95,098 99,840
30000399 CP 80 SCL01190 Capital Project Manager I 37.58 39.49 41.47 43.49 45.72 48.00
3006.40 3159.20 3317.60 3479.20 3657.60 3840.00
78,166 82,139 86,258 90,459 95,098 99,840
30003013 NR 80 GRDN0057-01 Capital Project Manager II 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30003014 NR 80 GRDN0058-01 Capital Project Manager III 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30003015 NR 80 GRDN0059-01 Capital Project Manager IV 40.70 55.96 71.22
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 9
Exhibit 6 Page 9
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
3256.00 4476.80 5697.60
84,656 116,397 148,138
30000110 DT 80 SCL02385 Carpenter 31.43 34.12 35.14
2514.40 2729.60 2811.20
65,374 70,970 73,091
30000111 DT 80 * SCL02475 Carpenter Lead 32.95 35.82 36.91
2636.00 2865.60 2952.80
68,536 74,506 76,773
30000109 DT 80 SCLT2295 Carpenter, Apprentice See Note #3
30002510 CL 80 SCLT3622 Carpenter, Apprentice-CL See Note #4
30002500 CL 80 * SCL03606 Carpenter, Lead-CL 33.48 36.39 37.50
2678.40 2911.20 3000.00
69,638 75,691 78,000
30002499 CL 80 SCL03604 Carpenter-CL 31.93 34.67 35.70
2554.40 2773.60 2856.00
66,414 72,114 74,256
30003016 NR 80 GRDN0064-01 Chief Administrative Officer 74.63 97.01 119.38
5970.40 7760.80 9550.40
155,230 201,781 248,310
30000010 NR 80 GRD00110-01 Children's Levy Commissioner's Staff Rep 44.56 51.95 59.34
3564.80 4156.00 4747.20
92,685 108,056 123,427
30003017 NR 80 GRDN0064-01 City Attorney 74.63 97.01 119.38
5970.40 7760.80 9550.40
155,230 201,781 248,310
30003018 NR 80 GRDN0058-01 City Attorney, Assistant Deputy 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30003019 NR 80 GRDN0063-01 City Attorney, Chief Deputy 66.22 86.09 105.95
5297.60 6887.20 8476.00
137,738 179,067 220,376
30003020 NR 80 GRDN0060-01 City Attorney, Deputy 46.55 61.92 77.29
3724.00 4953.60 6183.20
96,824 128,794 160,763
30003021 NR 80 GRDN0062-01 City Attorney, Senior Deputy 56.68 76.52 96.35
4534.40 6121.60 7708.00
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 10
Exhibit 6 Page 10
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
117,894 159,162 200,408
30003022 NR 80 GRDN0061-01 City Forester 47.12 64.80 82.47
3769.60 5184.00 6597.60
98,010 134,784 171,538
30003023 NR 80 GRDN0061-01 City Treasurer 47.12 64.80 82.47
3769.60 5184.00 6597.60
98,010 134,784 171,538
30000066 DT 80 SCL02230 Claims Technician 25.38 27.59 29.22 30.81 32.64 33.64
2030.40 2207.20 2337.60 2464.80 2611.20 2691.20
52,790 57,387 60,778 64,085 67,891 69,971
30000065 DT 80 SCL02105 Claims Technician, Assistant 19.70 22.63 23.73 25.41 27.60 28.40
1576.00 1810.40 1898.40 2032.80 2208.00 2272.00
40,976 47,070 49,358 52,853 57,408 59,072
30000015 NS 80 HGRS9510-01 Clerical Trainee 14.00 14.19
1120.00 1135.20
29,120 29,515
30000183 DT 80 SCL02065 Code Specialist I 19.95 21.68 23.08 24.43 25.78 26.55
1596.00 1734.40 1846.40 1954.40 2062.40 2124.00
41,496 45,094 48,006 50,814 53,622 55,224
30000184 DT 80 SCL02328 Code Specialist II 26.19 28.43 30.07 31.58 33.67 34.67
2095.20 2274.40 2405.60 2526.40 2693.60 2773.60
54,475 59,134 62,546 65,686 70,034 72,114
30000186 DT 80 SCL02445 Code Specialist III 28.24 30.68 32.32 34.02 35.94 37.01
2259.20 2454.40 2585.60 2721.60 2875.20 2960.80
58,739 63,814 67,226 70,762 74,755 76,981
30000187 DT 80 * SCL02455 Code Specialist, Lead 28.24 30.68 32.32 34.02 35.94 37.01
2259.20 2454.40 2585.60 2721.60 2875.20 2960.80
58,739 63,814 67,226 70,762 74,755 76,981
30000182 DT 80 SCL02025 Code Specialist, Trainee 19.02
1521.60
39,562
30000170 DT 80 SCL02700 Combination Inspector 42.09 44.22 46.38 48.75
3367.20 3537.60 3710.40 3900.00
87,547 91,978 96,470 101,400
30000002 NR 80 SCLN9040 Commissioner 61.40
4912.00
127,712
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 11
Exhibit 6 Page 11
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30000004 NR 80 GRDE9010-01 Commissioner's Admin Support Specialist 21.63 27.48 33.32
1730.40 2198.40 2665.60
44,990 57,158 69,306
30000006 NR 80 GRDE9050-01 Commissioner's Chief of Staff 46.65 54.34 62.02
3732.00 4347.20 4961.60
97,032 113,027 129,002
30002511 NR 80 GRDE9080-01 Commissioner's Senior Staff Rep 35.72 44.97 54.21
2857.60 3597.60 4336.80
74,298 93,538 112,757
30000005 NR 80 GRDE9020-01 Commissioner's Staff Rep 27.46 38.83 50.20
2196.80 3106.40 4016.00
57,117 80,766 104,416
30000700 CP 80 GRDC1260-01 Communications Engineer 40.66 47.53 54.39
3252.80 3802.40 4351.20
84,573 98,862 113,131
30003024 NR 80 GRDN0058-01 Communications Engineer II 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30000238 DT 80 SCL02615 Communications Switch Technician 34.19 38.89 41.46
2735.20 3111.20 3316.80
71,115 80,891 86,237
30003025 NR 80 GRDN0059-01 Communications System Administrator 40.70 55.96 71.22
3256.00 4476.80 5697.60
84,656 116,397 148,138
30002008 CP 80 SCL01044 Community Garden Technician 25.40 26.66 28.02 29.37 30.89 32.41 34.02
2032.00 2132.80 2241.60 2349.60 2471.20 2592.80 2721.60
52,832 55,453 58,282 61,090 64,251 67,413 70,762
30003551 NR 80 GRDN0062-01 Community Safety Transition Dir 56.68 76.52 96.35
4534.40 6121.60 7708.00
117,894 159,162 200,408
30000589 NS 80 HGRS9530-01 Community Service Aide I 14.00 15.74
1120.00 1259.20
29,120 32,739
30000590 NS 80 HGRS9570-01 Community Service Aide II 14.79 26.94
1183.20 2155.20
30,763 56,035
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 12
Exhibit 6 Page 12
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30003325 NS 80 HGRS9575-01 Community Service Aide III 22.96 47.76
1836.80 3820.80
47,757 99,341
30003326 NS 80 HGRS9576-01 Community Service Aide IV 42.22 73.89
3377.60 5911.20
87,818 153,691
30000107 DT 80 SCL02385 Concrete Finisher 31.43 34.12 35.14
2514.40 2729.60 2811.20
65,374 70,970 73,091
30000106 DT 80 SCL02135 Concrete Finisher, Apprentice 26.70 28.87 29.23
2136.00 2309.60 2338.40
55,536 60,050 60,798
30002496 CL 80 SCL03522 Concrete Finisher, Apprentice-CL 27.13 29.33 29.70
2170.40 2346.40 2376.00
56,430 61,006 61,776
30000108 DT 80 * SCL02475 Concrete Finisher, Lead 32.95 35.82 36.91
2636.00 2865.60 2952.80
68,536 74,506 76,773
30002498 CL 80 * SCL03520 Concrete Finisher, Lead-CL 33.48 36.39 37.50
2678.40 2911.20 3000.00
69,638 75,691 78,000
30002497 CL 80 SCL03516 Concrete Finisher-CL 31.93 34.67 35.70
2554.40 2773.60 2856.00
66,414 72,114 74,256
30000105 DT 80 SCL02350 Construction Equipment Operator 26.55 30.21 32.13 33.91
2124.00 2416.80 2570.40 2712.80
55,224 62,837 66,830 70,533
30002495 CL 80 SCL03524 Construction Equipment Operator-CL 26.97 30.69 32.64 34.45
2157.60 2455.20 2611.20 2756.00
56,098 63,835 67,891 71,656
30003026 NR 80 GRDN0061-01 Controller 47.12 64.80 82.47
3769.60 5184.00 6597.60
98,010 134,784 171,538
30003235 NR 80 GRDN0055-01 Coordinator I - E 24.51 34.98 45.44
1960.80 2798.40 3635.20
50,981 72,758 94,515
30003027 NR 80 GRDN0055-01 Coordinator I - NE 24.51 34.98 45.44
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 13
Exhibit 6 Page 13
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
1960.80 2798.40 3635.20
50,981 72,758 94,515
30003028 NR 80 GRDN0056-01 Coordinator II 27.05 38.60 50.14
2164.00 3088.00 4011.20
56,264 80,288 104,291
30003029 NR 80 GRDN0057-01 Coordinator III 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30003030 NR 80 GRDN0058-01 Coordinator IV 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30003375 NR 80 GRDN0057-01 Crime Data Analyst 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30000309 DT 80 SCL02430 Crime Prevention Program Administrator 27.08 29.51 31.25 32.83 35.27 36.31
2166.40 2360.80 2500.00 2626.40 2821.60 2904.80
56,326 61,381 65,000 68,286 73,362 75,525
30000308 DT 80 SCL02275 Crime Prevention Rep 24.63 26.80 28.41 29.83 32.03 32.97
1970.40 2144.00 2272.80 2386.40 2562.40 2637.60
51,230 55,744 59,093 62,046 66,622 68,578
30000017 DT 80 SCL02125 Customer Accounts Specialist I 20.65 22.38 24.88 26.67 28.88 29.79
1652.00 1790.40 1990.40 2133.60 2310.40 2383.20
42,952 46,550 51,750 55,474 60,070 61,963
30000018 DT 80 SCL02255 Customer Accounts Specialist II 24.62 26.76 28.27 29.72 31.68 32.63
1969.60 2140.80 2261.60 2377.60 2534.40 2610.40
51,210 55,661 58,802 61,818 65,894 67,870
30003031 NR 80 GRDN0059-01 Debt Manager 40.70 55.96 71.22
3256.00 4476.80 5697.60
84,656 116,397 148,138
30003032 NR 80 GRDN0062-01 Deputy Chief Administrative Officer 56.68 76.52 96.35
4534.40 6121.60 7708.00
117,894 159,162 200,408
30003033 NR 80 GRDN0063-01 Deputy Chief of Police 66.22 86.09 105.95
5297.60 6887.20 8476.00
137,738 179,067 220,376
30003034 NR 80 GRDN0060-01 Deputy Director I 46.55 61.92 77.29
3724.00 4953.60 6183.20
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 14
Exhibit 6 Page 14
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
96,824 128,794 160,763
30003035 NR 80 GRDN0061-01 Deputy Director II 47.12 64.80 82.47
3769.60 5184.00 6597.60
98,010 134,784 171,538
30003036 NR 80 GRDN0062-01 Deputy Director III 56.68 76.52 96.35
4534.40 6121.60 7708.00
117,894 159,162 200,408
30000335 CP 80 SCL01190 Development Services Project Coord 37.58 39.49 41.47 43.49 45.72 48.00
3006.40 3159.20 3317.60 3479.20 3657.60 3840.00
78,166 82,139 86,258 90,459 95,098 99,840
30000332 CP 80 SCL01030 Development Services Technician I 23.09 24.24 25.46 26.75 28.04 29.48 30.95
1847.20 1939.20 2036.80 2140.00 2243.20 2358.40 2476.00
48,027 50,419 52,957 55,640 58,323 61,318 64,376
30000333 CP 80 SCL01090 Development Services Technician II 30.95 32.44 34.10 35.76 37.58 39.49
2476.00 2595.20 2728.00 2860.80 3006.40 3159.20
64,376 67,475 70,928 74,381 78,166 82,139
30000334 CP 80 SCL01190 Development Services Technician III 37.58 39.49 41.47 43.49 45.72 48.00
3006.40 3159.20 3317.60 3479.20 3657.60 3840.00
78,166 82,139 86,258 90,459 95,098 99,840
30000838 CP 80 SCL01002 Development Services Technician Trainee 18.76
1500.80
39,021
30003037 NR 80 GRDN0062-01 Director I 56.68 76.52 96.35
4534.40 6121.60 7708.00
117,894 159,162 200,408
30003038 NR 80 GRDN0063-01 Director II 66.22 86.09 105.95
5297.60 6887.20 8476.00
137,738 179,067 220,376
30003039 NR 80 GRDN0064-01 Director III 74.63 97.01 119.38
5970.40 7760.80 9550.40
155,230 201,781 248,310
30000041 DT 80 SCL02115 Distribution Technician 23.48 26.74 28.78
1878.40 2139.20 2302.40
48,838 55,619 59,862
30000042 DT 80 * SCL02190 Distribution Technician, Lead 24.65 28.06 30.19
1972.00 2244.80 2415.20
51,272 58,365 62,795
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 15
Exhibit 6 Page 15
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30003558 NR 80 GRDN0057-01 ECC Communication Chief 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30003555 NR 80 GRDN0058-01 ECC Coordination Chief 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30003556 NR 80 GRDN0058-01 ECC Logistics Chief 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30003554 NR 80 GRDN0061-01 ECC Mgr 47.12 64.80 82.47
3769.60 5184.00 6597.60
98,010 134,784 171,538
30003557 NR 80 GRDN0058-01 ECC Planning Chief 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30000820 FR 80 SCL04090 EMS Coordinator 67.75
5420.14
140,924
30000819 FR 80 * SCL04060 EMS Specialist 53.38 54.77 56.26 57.86 59.60
4270.52 4381.42 4501.03 4629.02 4767.73
111,034 113,917 117,027 120,355 123,961
30003040 NR 80 GRDN0059-01 Economist 40.70 55.96 71.22
3256.00 4476.80 5697.60
84,656 116,397 148,138
30000168 DT 80 SCL02652 Electrical Inspector 39.46 41.44 43.43 45.64
3156.80 3315.20 3474.40 3651.20
82,077 86,195 90,334 94,931
30000169 DT 80 SCL02708 Electrical Inspector, Sr 44.29 46.52 48.86 51.26
3543.20 3721.60 3908.80 4100.80
92,123 96,762 101,629 106,621
30000116 DT 80 SCL02635 Electrician 39.83 43.01
3186.40 3440.80
82,846 89,461
30000117 DT 80 * SCL02675 Electrician, Lead 41.83 45.15
3346.40 3612.00
87,006 93,912
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 16
Exhibit 6 Page 16
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30000118 DT 80 SCL02670 Electrician, Sr 41.83 45.15
3346.40 3612.00
87,006 93,912
30000119 DT 80 SCL02695 Electrician, Supervising 43.92 47.41
3513.60 3792.80
91,354 98,613
30000120 DT 80 SCLT2630 Electrician/Instrument Tech, Apprentice See Note #9
30000121 DT 80 SCL02645 Electrician/Instrument Technician 40.52 43.73
3241.60 3498.40
84,282 90,958
30001458 DT 80 * SCL02684 Electrician/Instrument Technician, Lead 42.54 45.90
3403.20 3672.00
88,483 95,472
30000045 DT 80 SCL02245 Electronic Pre-Press Operator 25.13 27.34 29.15 30.06 31.42
2010.40 2187.20 2332.00 2404.80 2513.60
52,270 56,867 60,632 62,525 65,354
30000046 DT 80 * SCL02485 Electronic Pre-Press Operator, Lead 28.87 31.42 33.01 34.57 36.17
2309.60 2513.60 2640.80 2765.60 2893.60
60,050 65,354 68,661 71,906 75,234
30000401 CP 80 SCL01106 Electronic Systems Technician 32.16 33.75 35.44 37.20 39.04 41.01
2572.80 2700.00 2835.20 2976.00 3123.20 3280.80
66,893 70,200 73,715 77,376 81,203 85,301
30000234 DT 80 SCL02440 Electronics Technician I: Communications 29.21 33.24 35.46
2336.80 2659.20 2836.80
60,757 69,139 73,757
30000235 DT 80 SCL02440 Electronics Technician I:Traffic Signal 29.21 33.24 35.46
2336.80 2659.20 2836.80
60,757 69,139 73,757
30000236 DT 80 SCL02615 Electronics Technician II: Commun 34.19 38.89 41.46
2735.20 3111.20 3316.80
71,115 80,891 86,237
30000237 DT 80 SCL02615 Electronics Technician II:Traffic Signal 34.19 38.89 41.46
2735.20 3111.20 3316.80
71,115 80,891 86,237
30002610 DT 80 SCL02720 Electronics Technician III: Commun 37.85 42.77 44.37
3028.00 3421.60 3549.60
78,728 88,962 92,290
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 17
Exhibit 6 Page 17
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30003300 DT 80 SCL02080 Electronics Technician, Assistant 24.61 26.76
1968.80 2140.80
51,189 55,661
30000031 BC 76 SCL03025 Emerg Commun Call Taker 26.83 28.16 29.58 31.05 33.23
2039.08 2140.16 2248.08 2359.80 2525.48
53,016 55,644 58,450 61,355 65,662
30000034 BC 76 SCL03070 Emerg Commun Dispatcher, Sr 32.71 34.36 36.09 37.88 39.77 42.58
2485.96 2611.36 2742.84 2878.88 3022.52 3236.08
64,635 67,895 71,314 74,851 78,586 84,138
30000032 BC 76 SCLT3100 Emerg Commun Dispatcher, Trainee See Note #10
30000033 BC 76 SCL03040 Emerg Commun Fire Dispatcher 29.58 31.06 32.61 34.24 36.64 36.27
2248.08 2360.56 2478.36 2602.24 2784.64 2756.52
58,450 61,375 64,437 67,658 72,401 71,670
30001028 BC 76 SCL03045 Emerg Commun Lateral Police Disp, Trnee 29.58 31.06 32.61 34.24 36.64
2248.08 2360.56 2478.36 2602.24 2784.64
58,450 61,375 64,437 67,658 72,401
30000035 BC 76 SCL03060 Emerg Commun Police Dispatcher 31.50 33.06 34.73 36.44 38.28 40.95
2394.00 2512.56 2639.48 2769.44 2909.28 3112.20
62,244 65,327 68,626 72,005 75,641 80,917
30000835 DT 80 SCL02090 Emerg Commun Support Specialist 19.25 22.04 23.10 24.72 26.84 27.65
1540.00 1763.20 1848.00 1977.60 2147.20 2212.00
40,040 45,843 48,048 51,418 55,827 57,512
30003041 NR 80 GRDN0060-01 Emergency Communications Ops Mgr 46.55 61.92 77.29
3724.00 4953.60 6183.20
96,824 128,794 160,763
30003042 NR 80 GRDN0057-01 Emergency Communications Ops Sup I 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30003043 NR 80 GRDN0058-01 Emergency Communications Ops Sup II 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30003044 NR 80 GRDN0059-01 Emergency Communications Systems Admin 40.70 55.96 71.22
3256.00 4476.80 5697.60
84,656 116,397 148,138
30003045 NR 80 GRDN0058-01 Emergency Medical Services Administrator 35.43 49.77 64.11
2834.40 3981.60 5128.80
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 18
Exhibit 6 Page 18
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
73,694 103,522 133,349
30003046 CP 80 SCL01300 Engineer II 54.47 57.18 60.06 63.05 66.21
4357.60 4574.40 4804.80 5044.00 5296.80
113,298 118,934 124,925 131,144 137,717
30003047 NR 80 GRDN0059-01 Engineer III 40.70 55.96 71.22
3256.00 4476.80 5697.60
84,656 116,397 148,138
30003048 NR 80 GRDN0062-01 Engineer, Chief 56.68 76.52 96.35
4534.40 6121.60 7708.00
117,894 159,162 200,408
30003049 NR 80 GRDN0061-01 Engineer, City Traffic 47.12 64.80 82.47
3769.60 5184.00 6597.60
98,010 134,784 171,538
30001734 CP 80 SCL01240 Engineer-Bridge 49.41 51.88 54.47 57.18 60.06
3952.80 4150.40 4357.60 4574.40 4804.80
102,773 107,910 113,298 118,934 124,925
30000364 CP 80 SCL01240 Engineer-Chemical/Environmental 49.41 51.88 54.47 57.18 60.06
3952.80 4150.40 4357.60 4574.40 4804.80
102,773 107,910 113,298 118,934 124,925
30000365 CP 80 SCL01240 Engineer-Civil 49.41 51.88 54.47 57.18 60.06
3952.80 4150.40 4357.60 4574.40 4804.80
102,773 107,910 113,298 118,934 124,925
30000366 CP 80 SCL01240 Engineer-Electrical 49.41 51.88 54.47 57.18 60.06
3952.80 4150.40 4357.60 4574.40 4804.80
102,773 107,910 113,298 118,934 124,925
30002333 CP 80 SCL01240 Engineer-Fire Protection 49.41 51.88 54.47 57.18 60.06
3952.80 4150.40 4357.60 4574.40 4804.80
102,773 107,910 113,298 118,934 124,925
30000367 CP 80 SCL01240 Engineer-Geotechnical 49.41 51.88 54.47 57.18 60.06
3952.80 4150.40 4357.60 4574.40 4804.80
102,773 107,910 113,298 118,934 124,925
30000368 CP 80 SCL01240 Engineer-Mechanical 49.41 51.88 54.47 57.18 60.06
3952.80 4150.40 4357.60 4574.40 4804.80
102,773 107,910 113,298 118,934 124,925
30000369 CP 80 SCL01240 Engineer-Structural 49.41 51.88 54.47 57.18 60.06
3952.80 4150.40 4357.60 4574.40 4804.80
102,773 107,910 113,298 118,934 124,925
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 19
Exhibit 6 Page 19
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30000370 CP 80 SCL01240 Engineer-Traffic 49.41 51.88 54.47 57.18 60.06
3952.80 4150.40 4357.60 4574.40 4804.80
102,773 107,910 113,298 118,934 124,925
30000357 CP 80 SCL01210 Engineering Associate, Sr-Chemical/Envir 42.73 44.81 47.06 49.41 51.88 54.47
3418.40 3584.80 3764.80 3952.80 4150.40 4357.60
88,878 93,205 97,885 102,773 107,910 113,298
30000358 CP 80 SCL01210 Engineering Associate, Sr-Civil 42.73 44.81 47.06 49.41 51.88 54.47
3418.40 3584.80 3764.80 3952.80 4150.40 4357.60
88,878 93,205 97,885 102,773 107,910 113,298
30000359 CP 80 SCL01210 Engineering Associate, Sr-Electrical 42.73 44.81 47.06 49.41 51.88 54.47
3418.40 3584.80 3764.80 3952.80 4150.40 4357.60
88,878 93,205 97,885 102,773 107,910 113,298
30000360 CP 80 SCL01210 Engineering Associate, Sr-Geotechnical 42.73 44.81 47.06 49.41 51.88 54.47
3418.40 3584.80 3764.80 3952.80 4150.40 4357.60
88,878 93,205 97,885 102,773 107,910 113,298
30000361 CP 80 SCL01210 Engineering Associate, Sr-Mechanical 42.73 44.81 47.06 49.41 51.88 54.47
3418.40 3584.80 3764.80 3952.80 4150.40 4357.60
88,878 93,205 97,885 102,773 107,910 113,298
30000362 CP 80 SCL01210 Engineering Associate, Sr-Structural 42.73 44.81 47.06 49.41 51.88 54.47
3418.40 3584.80 3764.80 3952.80 4150.40 4357.60
88,878 93,205 97,885 102,773 107,910 113,298
30000363 CP 80 SCL01210 Engineering Associate, Sr-Traffic 42.73 44.81 47.06 49.41 51.88 54.47
3418.40 3584.80 3764.80 3952.80 4150.40 4357.60
88,878 93,205 97,885 102,773 107,910 113,298
30000353 CP 80 SCL01150 Engineering Associate-Civil 35.10 36.86 38.70 40.66 42.73 44.81 47.06
2808.00 2948.80 3096.00 3252.80 3418.40 3584.80 3764.80
73,008 76,669 80,496 84,573 88,878 93,205 97,885
30000354 CP 80 SCL01150 Engineering Associate-Electrical 35.10 36.86 38.70 40.66 42.73 44.81 47.06
2808.00 2948.80 3096.00 3252.80 3418.40 3584.80 3764.80
73,008 76,669 80,496 84,573 88,878 93,205 97,885
30000355 CP 80 SCL01150 Engineering Associate-Mechanical 35.10 36.86 38.70 40.66 42.73 44.81 47.06
2808.00 2948.80 3096.00 3252.80 3418.40 3584.80 3764.80
73,008 76,669 80,496 84,573 88,878 93,205 97,885
30000356 CP 80 SCL01150 Engineering Associate-Structural 35.10 36.86 38.70 40.66 42.73 44.81 47.06
2808.00 2948.80 3096.00 3252.80 3418.40 3584.80 3764.80
73,008 76,669 80,496 84,573 88,878 93,205 97,885
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 20
Exhibit 6 Page 20
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30003050 NR 80 GRDN0061-01 Engineering Manager 47.12 64.80 82.47
3769.60 5184.00 6597.60
98,010 134,784 171,538
30003051 NR 80 GRDN0060-01 Engineering Supervisor 46.55 61.92 77.29
3724.00 4953.60 6183.20
96,824 128,794 160,763
30000324 CP 80 SCL01030 Engineering Technician I 23.09 24.24 25.46 26.75 28.04 29.48 30.95
1847.20 1939.20 2036.80 2140.00 2243.20 2358.40 2476.00
48,027 50,419 52,957 55,640 58,323 61,318 64,376
30000325 CP 80 SCL01090 Engineering Technician II 30.95 32.44 34.10 35.76 37.58 39.49
2476.00 2595.20 2728.00 2860.80 3006.40 3159.20
64,376 67,475 70,928 74,381 78,166 82,139
30000326 CP 80 SCL01190 Engineering Technician III 37.58 39.49 41.47 43.49 45.72 48.00
3006.40 3159.20 3317.60 3479.20 3657.60 3840.00
78,166 82,139 86,258 90,459 95,098 99,840
30000221 NS 80 HGRS9560-01 Engineering Trainee 14.33 26.94
1146.40 2155.20
29,806 56,035
30001810 CP 80 SCL01250 Env Policy & Hazardous Materials Coord 42.61 44.74 46.99 49.33 51.82 54.37
3408.80 3579.20 3759.20 3946.40 4145.60 4349.60
88,629 93,059 97,739 102,606 107,786 113,090
30003052 NR 80 GRDN0059-01 Environmental Manager 40.70 55.96 71.22
3256.00 4476.80 5697.60
84,656 116,397 148,138
30000459 CP 80 SCL01230 Environmental Policy Analyst 38.69 40.66 42.67 44.80 47.01 49.41 51.64
3095.20 3252.80 3413.60 3584.00 3760.80 3952.80 4131.20
80,475 84,573 88,754 93,184 97,781 102,773 107,411
30000662 CP 80 SCL01200 Environmental Program Coordinator 36.83 38.67 40.62 42.63 44.76 46.98 49.11
2946.40 3093.60 3249.60 3410.40 3580.80 3758.40 3928.80
76,606 80,434 84,490 88,670 93,101 97,718 102,149
30003376 NR 80 GRDN0058-01 Environmental Regulatory Coordinator 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30003553 NR 80 GRDN0060-01 Environmental Regulatory Manager 46.55 61.92 77.29
3724.00 4953.60 6183.20
96,824 128,794 160,763
30001908 CP 80 SCL01190 Environmental Spec-Wildlife Biologist 37.58 39.49 41.47 43.49 45.72 48.00
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 21
Exhibit 6 Page 21
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
3006.40 3159.20 3317.60 3479.20 3657.60 3840.00
78,166 82,139 86,258 90,459 95,098 99,840
30000339 CP 80 SCL01190 Environmental Specialist-Generalist 37.58 39.49 41.47 43.49 45.72 48.00
3006.40 3159.20 3317.60 3479.20 3657.60 3840.00
78,166 82,139 86,258 90,459 95,098 99,840
30000095 CL 80 SCL03526 Environmental Systems Crew Leader 32.24 35.04
2579.20 2803.20
67,059 72,883
30000094 CL 80 SCL03528 Environmental Systems Maintenance Tech 29.97 32.55 33.47
2397.60 2604.00 2677.60
62,338 67,704 69,618
30000337 CP 80 SCL01030 Environmental Technician I 23.09 24.24 25.46 26.75 28.04 29.48 30.95
1847.20 1939.20 2036.80 2140.00 2243.20 2358.40 2476.00
48,027 50,419 52,957 55,640 58,323 61,318 64,376
30000338 CP 80 SCL01090 Environmental Technician II 30.95 32.44 34.10 35.76 37.58 39.49
2476.00 2595.20 2728.00 2860.80 3006.40 3159.20
64,376 67,475 70,928 74,381 78,166 82,139
30000050 DT 80 SCL02280 Evidence Control Specialist 26.34 29.91 32.22
2107.20 2392.80 2577.60
54,787 62,213 67,018
30000051 DT 80 * SCL02515 Evidence Control Specialist, Lead 29.77 34.09 35.94 36.98
2381.60 2727.20 2875.20 2958.40
61,922 70,907 74,755 76,918
30000711 DT 80 SCL02593 Facilities Maint Dispatch/Scheduler 25.22 27.74 29.83 32.06 35.28 38.81
2017.60 2219.20 2386.40 2564.80 2822.40 3104.80
52,458 57,699 62,046 66,685 73,382 80,725
30003500 NR 80 GRDN0054-01 Facilities Maint Spec 22.37 27.96 33.55
1789.60 2236.80 2684.00
46,530 58,157 69,784
30002508 CL 80 SCLT3624 Facilities Maint Tech Apprentice-CL See Note #6
30000070 DT 80 SCLT2428 Facilities Maintenance Tech Apprentice See Note #5
30000071 DT 80 SCL02524 Facilities Maintenance Technician 34.32 37.05 38.18
2745.60 2964.00 3054.40
71,386 77,064 79,414
30002488 CL 80 * SCL03534 Facilities Maintenance Technician, Ld-CL 35.14 39.37 40.57
2811.20 3149.60 3245.60
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 22
Exhibit 6 Page 22
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
73,091 81,890 84,386
30000072 DT 80 * SCL02567 Facilities Maintenance Technician, Lead 34.59 38.75 39.93
2767.20 3100.00 3194.40
71,947 80,600 83,054
30002487 CL 80 SCL03532 Facilities Maintenance Technician-CL 34.87 37.64 38.79
2789.60 3011.20 3103.20
72,530 78,291 80,683
30003053 NR 80 GRDN0056-01 Facilities Project Specialist 27.05 38.60 50.14
2164.00 3088.00 4011.20
56,264 80,288 104,291
30003377 DT 80 SCL02120 Facilities Worker 26.76 27.76 28.78
2140.80 2220.80 2302.40
55,661 57,741 59,862
30002037 CP 80 SCL01190 Field Science Specialist 37.58 39.49 41.47 43.49 45.72 48.00
3006.40 3159.20 3317.60 3479.20 3657.60 3840.00
78,166 82,139 86,258 90,459 95,098 99,840
30002038 CP 80 SCL01090 Field Science Technician 30.95 32.44 34.10 35.76 37.58 39.49
2476.00 2595.20 2728.00 2860.80 3006.40 3159.20
64,376 67,475 70,928 74,381 78,166 82,139
30002039 CP 80 SCL01027 Field Science Technician Trainee 23.09 24.24 25.46
1847.20 1939.20 2036.80
48,027 50,419 52,957
30003054 NR 80 GRDN0056-01 Financial Analyst I 27.05 38.60 50.14
2164.00 3088.00 4011.20
56,264 80,288 104,291
30003055 NR 80 GRDN0057-01 Financial Analyst II 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30003056 NR 80 GRDN0058-01 Financial Analyst III 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30000806 FR 105 SCL04100 Fire Battalion Chief 49.66 51.92
5214.54 5451.87
135,578 141,749
30000807 FR 80 * SCL04110 Fire Battalion Chief, Staff 69.09 72.24
5527.41 5778.98
143,713 150,253
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 23
Exhibit 6 Page 23
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30000803 FR 80 SCL04050 Fire Captain 52.48 59.26
4198.24 4740.98
109,154 123,265
30000803 FR 105 SCL04050 Fire Captain 39.98 45.15
4198.24 4740.98
109,154 123,265
30000817 FR 80 * SCL04070 Fire Captain, Staff 62.82
5025.44
130,661
30003057 NR 80 GRDN0063-01 Fire Chief 66.22 86.09 105.95
5297.60 6887.20 8476.00
137,738 179,067 220,376
30003058 NR 80 GRDN0061-01 Fire Chief, Deputy 47.12 64.80 82.47
3769.60 5184.00 6597.60
98,010 134,784 171,538
30003058 NR 103.38 GRDN0061-01 Fire Chief, Deputy 36.46 50.15 63.82
3769.60 5184.00 6597.60
98,010 134,784 171,538
30003059 NR 80 GRDN0062-01 Fire Division Chief 56.68 76.52 96.35
4534.40 6121.60 7708.00
117,894 159,162 200,408
30000793 FR 80 SCL04010 Fire Fighter 24.83 31.28 33.75 36.40 39.43 42.05 44.85
1986.13 2502.21 2699.95 2912.08 3154.63 3364.35 3588.10
51,639 65,057 70,199 75,714 82,020 87,473 93,291
30000793 FR 105 SCL04010 Fire Fighter 18.92 23.83 25.71 27.73 30.04 32.04 34.17
1986.13 2502.21 2699.95 2912.08 3154.63 3364.35 3588.10
51,639 65,057 70,199 75,714 82,020 87,473 93,291
30000795 FR 80 * SCL04020 Fire Fighter Specialist 26.32 33.15 35.77 38.59 41.80 44.58 47.54
2105.30 2652.35 2861.95 3086.81 3343.92 3566.22 3803.39
54,738 68,961 74,411 80,257 86,942 92,722 98,888
30000795 FR 105 * SCL04020 Fire Fighter Specialist 20.05 25.26 27.26 29.40 31.85 33.96 36.22
2105.30 2652.35 2861.95 3086.81 3343.92 3566.22 3803.39
54,738 68,961 74,411 80,257 86,942 92,722 98,888
30000791 NS 80 SCLN9520 Fire Fighter Trainee 15.32
1225.60
31,866
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 24
Exhibit 6 Page 24
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30000808 FR 80 SCL04030 Fire Inspector 45.71 47.01 48.42 49.93 51.57
3656.43 3761.06 3873.91 3994.64 4125.51
95,067 97,788 100,722 103,861 107,263
30000808 FR 84 SCL04030 Fire Inspector 43.53 44.77 46.12 47.56 49.11
3656.43 3761.06 3873.91 3994.64 4125.51
95,067 97,788 100,722 103,861 107,263
30000811 FR 80 SCL04050 Fire Inspector, Sr 52.48 59.26
4198.24 4740.98
109,154 123,265
30000816 FR 80 * SCL04080 Fire Inspector, Sr - Specialist 55.63 62.82
4450.15 5025.44
115,704 130,661
30000812 FR 80 * SCL04040 Fire Inspector/Specialist 48.45 49.83 51.33 52.93 54.66
3875.83 3986.72 4106.34 4234.33 4373.04
100,772 103,655 106,765 110,093 113,699
30000812 FR 84 * SCL04040 Fire Inspector/Specialist 46.14 47.46 48.89 50.41 52.06
3875.83 3986.72 4106.34 4234.33 4373.04
100,772 103,655 106,765 110,093 113,699
30000815 FR 80 * SCL04040 Fire Investigator 48.45 49.83 51.33 52.93 54.66
3875.83 3986.72 4106.34 4234.33 4373.04
100,772 103,655 106,765 110,093 113,699
30000815 FR 84 * SCL04040 Fire Investigator 46.14 47.46 48.89 50.41 52.06
3875.83 3986.72 4106.34 4234.33 4373.04
100,772 103,655 106,765 110,093 113,699
30000336 CP 80 SCL01140 Fire Land Use Review Technician 33.25 34.91 36.67 38.49 40.41 42.43
2660.00 2792.80 2933.60 3079.20 3232.80 3394.40
69,160 72,613 76,274 80,059 84,053 88,254
30000798 FR 80 SCL04030 Fire Lieutenant 45.71 47.01 48.42 49.93 51.57
3656.43 3761.06 3873.91 3994.64 4125.51
95,067 97,788 100,722 103,861 107,263
30000798 FR 84 SCL04030 Fire Lieutenant 43.53 44.77 46.12 47.56 49.11
3656.43 3761.06 3873.91 3994.64 4125.51
95,067 97,788 100,722 103,861 107,263
30000798 FR 105 SCL04030 Fire Lieutenant 34.82 35.82 36.89 38.04 39.29
3656.43 3761.06 3873.91 3994.64 4125.51
95,067 97,788 100,722 103,861 107,263
30000801 FR 80 * SCL04040 Fire Lieutenant, Staff 48.45 49.83 51.33 52.93 54.66
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 25
Exhibit 6 Page 25
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
3875.83 3986.72 4106.34 4234.33 4373.04
100,772 103,655 106,765 110,093 113,699
30003060 NR 80 GRDN0062-01 Fire Marshal 56.68 76.52 96.35
4534.40 6121.60 7708.00
117,894 159,162 200,408
30000805 FR 80 * SCL04080 Fire Training Captain 55.63 62.82
4450.15 5025.44
115,704 130,661
30000805 FR 105 * SCL04080 Fire Training Captain 42.38 47.86
4450.15 5025.44
115,704 130,661
30000800 FR 80 * SCL04040 Fire Training Officer 48.45 49.83 51.33 52.93 54.66
3875.83 3986.72 4106.34 4234.33 4373.04
100,772 103,655 106,765 110,093 113,699
30000800 FR 105 * SCL04040 Fire Training Officer 36.91 37.97 39.11 40.33 41.65
3875.83 3986.72 4106.34 4234.33 4373.04
100,772 103,655 106,765 110,093 113,699
30000341 CP 80 SCL01030 GIS Technician I 23.09 24.24 25.46 26.75 28.04 29.48 30.95
1847.20 1939.20 2036.80 2140.00 2243.20 2358.40 2476.00
48,027 50,419 52,957 55,640 58,323 61,318 64,376
30000342 CP 80 SCL01090 GIS Technician II 30.95 32.44 34.10 35.76 37.58 39.49
2476.00 2595.20 2728.00 2860.80 3006.40 3159.20
64,376 67,475 70,928 74,381 78,166 82,139
30000343 CP 80 SCL01190 GIS Technician III 37.58 39.49 41.47 43.49 45.72 48.00
3006.40 3159.20 3317.60 3479.20 3657.60 3840.00
78,166 82,139 86,258 90,459 95,098 99,840
30000127 DT 80 SCL02395 General Mechanic 28.51 32.43 34.48 35.53
2280.80 2594.40 2758.40 2842.40
59,301 67,454 71,718 73,902
30000128 DT 80 * SCL02490 General Mechanic Lead 29.92 34.04 36.18 37.26
2393.60 2723.20 2894.40 2980.80
62,234 70,803 75,254 77,501
30003525 NR 80 GRDN0057-01 Government Relations Specialist I 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30003061 NR 80 GRDN0058-01 Government Relations Specialist II 35.43 49.77 64.11
2834.40 3981.60 5128.80
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 26
Exhibit 6 Page 26
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
73,694 103,522 133,349
30003062 NR 80 GRDN0059-01 Government Relations Specialist III 40.70 55.96 71.22
3256.00 4476.80 5697.60
84,656 116,397 148,138
30000371 CP 80 SCL01030 Graphics Designer I 23.09 24.24 25.46 26.75 28.04 29.48 30.95
1847.20 1939.20 2036.80 2140.00 2243.20 2358.40 2476.00
48,027 50,419 52,957 55,640 58,323 61,318 64,376
30000372 CP 80 SCL01090 Graphics Designer II 30.95 32.44 34.10 35.76 37.58 39.49
2476.00 2595.20 2728.00 2860.80 3006.40 3159.20
64,376 67,475 70,928 74,381 78,166 82,139
30000373 CP 80 SCL01190 Graphics Designer III 37.58 39.49 41.47 43.49 45.72 48.00
3006.40 3159.20 3317.60 3479.20 3657.60 3840.00
78,166 82,139 86,258 90,459 95,098 99,840
30000085 CL 80 SCL03536 Greenskeeper I 24.13 27.40 29.51
1930.40 2192.00 2360.80
50,190 56,992 61,381
30000086 CL 80 SCL03502 Greenskeeper II 27.17 30.29 31.04
2173.60 2423.20 2483.20
56,514 63,003 64,563
30000087 CL 80 SCL03538 Greenskeeper III 28.17 32.09 34.11
2253.60 2567.20 2728.80
58,594 66,747 70,949
30000822 FR 80 SCL04030 Harbor Pilot 45.71 47.01 48.42 49.93 51.57
3656.43 3761.06 3873.91 3994.64 4125.51
95,067 97,788 100,722 103,861 107,263
30000822 FR 105 SCL04030 Harbor Pilot 34.82 35.82 36.89 38.04 39.29
3656.43 3761.06 3873.91 3994.64 4125.51
95,067 97,788 100,722 103,861 107,263
30000400 CP 80 SCL01270 Hazardous Materials Coordinator 44.98 47.24 49.58 52.06 54.68 57.39 60.28
3598.40 3779.20 3966.40 4164.80 4374.40 4591.20 4822.40
93,558 98,259 103,126 108,285 113,734 119,371 125,382
30000028 DT 80 SCL02355 Hearings Clerk 26.65 28.85 30.39 31.85 34.02 35.05
2132.00 2308.00 2431.20 2548.00 2721.60 2804.00
55,432 60,008 63,211 66,248 70,762 72,904
30003450 NR 80 GRDN0058-01 Hearings Officer 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 27
Exhibit 6 Page 27
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30003451 NR 80 GRDN0061-01 Hearings Officer, Chief 47.12 64.80 82.47
3769.60 5184.00 6597.60
98,010 134,784 171,538
30000252 DT 80 SCL02285 Horticulturist 26.84 30.63 32.41
2147.20 2450.40 2592.80
55,827 63,710 67,413
30000251 DT 80 SCL02130 Horticulturist, Apprentice 23.86 27.09 29.00
1908.80 2167.20 2320.00
49,629 56,347 60,320
30002502 CL 80 SCL03544 Horticulturist, Apprentice-CL 24.24 27.52 29.46
1939.20 2201.60 2356.80
50,419 57,242 61,277
30000253 DT 80 * SCL02365 Horticulturist, Lead 28.17 32.09 34.03
2253.60 2567.20 2722.40
58,594 66,747 70,782
30002504 CL 80 * SCL03542 Horticulturist, Lead-CL 28.62 32.60 34.57
2289.60 2608.00 2765.60
59,530 67,808 71,906
30002503 CL 80 SCL03540 Horticulturist-CL 27.27 31.12 32.93
2181.60 2489.60 2634.40
56,722 64,730 68,494
30001589 DT 80 SCL02808 Housg Comnty Outreach & Informtn Rep, Sr 36.81 38.33 39.91 41.55 43.25 45.00 46.86 48.80
2944.80 3066.40 3192.80 3324.00 3460.00 3600.00 3748.80 3904.00
76,565 79,726 83,013 86,424 89,960 93,600 97,469 101,504
30001592 DT 80 SCL02800 Housing Administrative Specialist, Sr 29.57 30.78 32.04 33.35 34.71 36.14 37.64 39.16
2365.60 2462.40 2563.20 2668.00 2776.80 2891.20 3011.20 3132.80
61,506 64,022 66,643 69,368 72,197 75,171 78,291 81,453
30001590 DT 80 SCL02806 Housing Business Systems Analyst 35.05 36.48 37.96 39.51 41.16 42.82 44.60 46.43
2804.00 2918.40 3036.80 3160.80 3292.80 3425.60 3568.00 3714.40
72,904 75,878 78,957 82,181 85,613 89,066 92,768 96,574
30001591 DT 80 SCL02802 Housing Business Systems Analyst, Asst 31.78 33.06 34.44 35.84 37.32 38.83 40.43 42.11
2542.40 2644.80 2755.20 2867.20 2985.60 3106.40 3234.40 3368.80
66,102 68,765 71,635 74,547 77,626 80,766 84,094 87,589
30001361 DT 80 SCL02804 Housing Construction Coordinator 33.35 34.72 36.16 37.65 39.17 40.79 42.47 44.22
2668.00 2777.60 2892.80 3012.00 3133.60 3263.20 3397.60 3537.60
69,368 72,218 75,213 78,312 81,474 84,843 88,338 91,978
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 28
Exhibit 6 Page 28
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30001362 DT 80 SCL02808 Housing Construction Coordinator, Sr 36.81 38.33 39.91 41.55 43.25 45.00 46.86 48.80
2944.80 3066.40 3192.80 3324.00 3460.00 3600.00 3748.80 3904.00
76,565 79,726 83,013 86,424 89,960 93,600 97,469 101,504
30001587 DT 80 SCL02806 Housing Financial Analyst 35.05 36.48 37.96 39.51 41.16 42.82 44.60 46.43
2804.00 2918.40 3036.80 3160.80 3292.80 3425.60 3568.00 3714.40
72,904 75,878 78,957 82,181 85,613 89,066 92,768 96,574
30001588 DT 80 SCL02802 Housing Financial Analyst, Assistant 31.78 33.06 34.44 35.84 37.32 38.83 40.43 42.11
2542.40 2644.80 2755.20 2867.20 2985.60 3106.40 3234.40 3368.80
66,102 68,765 71,635 74,547 77,626 80,766 84,094 87,589
30000171 DT 80 SCL02415 Housing Inspector 30.04 32.69 34.32 36.08 38.03
2403.20 2615.20 2745.60 2886.40 3042.40
62,483 67,995 71,386 75,046 79,102
30000172 DT 80 SCL02625 Housing Inspector, Sr 39.65 41.62 43.67 45.87
3172.00 3329.60 3493.60 3669.60
82,472 86,570 90,834 95,410
30001367 DT 80 SCL02808 Housing Lead Grant Program Coordinator 36.81 38.33 39.91 41.55 43.25 45.00 46.86 48.80
2944.80 3066.40 3192.80 3324.00 3460.00 3600.00 3748.80 3904.00
76,565 79,726 83,013 86,424 89,960 93,600 97,469 101,504
30001369 DT 80 SCL02800 Housing Loan Compliance Analyst 29.57 30.78 32.04 33.35 34.71 36.14 37.64 39.16
2365.60 2462.40 2563.20 2668.00 2776.80 2891.20 3011.20 3132.80
61,506 64,022 66,643 69,368 72,197 75,171 78,291 81,453
30001364 DT 80 SCL02802 Housing Loan Coordinator 31.78 33.06 34.44 35.84 37.32 38.83 40.43 42.11
2542.40 2644.80 2755.20 2867.20 2985.60 3106.40 3234.40 3368.80
66,102 68,765 71,635 74,547 77,626 80,766 84,094 87,589
30001365 DT 80 SCL02806 Housing Loan Coordinator, Sr 35.05 36.48 37.96 39.51 41.16 42.82 44.60 46.43
2804.00 2918.40 3036.80 3160.80 3292.80 3425.60 3568.00 3714.40
72,904 75,878 78,957 82,181 85,613 89,066 92,768 96,574
30001596 DT 80 SCL02802 Housing Management Assistant 31.78 33.06 34.44 35.84 37.32 38.83 40.43 42.11
2542.40 2644.80 2755.20 2867.20 2985.60 3106.40 3234.40 3368.80
66,102 68,765 71,635 74,547 77,626 80,766 84,094 87,589
30001363 DT 80 SCL02810 Housing Portfolio Finance Coordinator 38.72 40.32 41.98 43.67 45.47 47.34 49.29 51.31
3097.60 3225.60 3358.40 3493.60 3637.60 3787.20 3943.20 4104.80
80,538 83,866 87,318 90,834 94,578 98,467 102,523 106,725
30001595 DT 80 SCL02808 Housing Program Coordinator 36.81 38.33 39.91 41.55 43.25 45.00 46.86 48.80
2944.80 3066.40 3192.80 3324.00 3460.00 3600.00 3748.80 3904.00
76,565 79,726 83,013 86,424 89,960 93,600 97,469 101,504
30001593 DT 80 SCL02804 Housing Program Specialist 33.35 34.72 36.16 37.65 39.17 40.79 42.47 44.22
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 29
Exhibit 6 Page 29
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
2668.00 2777.60 2892.80 3012.00 3133.60 3263.20 3397.60 3537.60
69,368 72,218 75,213 78,312 81,474 84,843 88,338 91,978
30001594 DT 80 SCL02802 Housing Program Specialist, Assistant 31.78 33.06 34.44 35.84 37.32 38.83 40.43 42.11
2542.40 2644.80 2755.20 2867.20 2985.60 3106.40 3234.40 3368.80
66,102 68,765 71,635 74,547 77,626 80,766 84,094 87,589
30003063 NR 80 GRDN0056-01 Human Resources Analyst I 27.05 38.60 50.14
2164.00 3088.00 4011.20
56,264 80,288 104,291
30003064 NR 80 GRDN0057-01 Human Resources Analyst II 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30003065 NR 80 GRDN0058-01 Human Resources Analyst III 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30003066 NR 80 GRDN0058-01 Human Resources Generalist 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30003067 NR 80 GRDN0057-01 Human Resources Systems Analyst 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30000340 CP 80 SCL01250 Hydrogeologist 42.61 44.74 46.99 49.33 51.82 54.37
3408.80 3579.20 3759.20 3946.40 4145.60 4349.60
88,629 93,059 97,739 102,606 107,786 113,090
30000126 CL 80 SCL03546 Industrial Machinist 31.71 34.47 35.53 37.48
2536.80 2757.60 2842.40 2998.40
65,957 71,698 73,902 77,958
30000157 CL 80 SCL03546 Industrial Maintenance Millwright 31.71 34.47 35.53 37.48
2536.80 2757.60 2842.40 2998.40
65,957 71,698 73,902 77,958
30000155 CL 80 SCLT3626 Industrial Maintenance Millwright, Appr See Note #7
30000158 CL 80 * SCL03552 Industrial Maintenance Millwright, Lead 34.08 37.05 38.16 40.26
2726.40 2964.00 3052.80 3220.80
70,886 77,064 79,373 83,741
30000156 CL 80 SCL03550 Industrial Maintenance Millwright, Trnee 23.22 26.09 27.01
1857.60 2087.20 2160.80
48,298 54,267 56,181
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 30
Exhibit 6 Page 30
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30000114 DT 80 SCL02388 Industrial Painter 32.41 35.24 36.30
2592.80 2819.20 2904.00
67,413 73,299 75,504
30000115 DT 80 * SCL02478 Industrial Painter, Lead 34.04 37.00 38.11
2723.20 2960.00 3048.80
70,803 76,960 79,269
30000217 CP 80 GRDC1280-01 Inf Syst Analyst, Principal-GIS Enterprs 45.85 53.46 61.06
3668.00 4276.80 4884.80
95,368 111,197 127,005
30000880 CP 80 GRDC1280-01 Inf Syst Analyst, Principal-GIS,Vertical 45.85 53.46 61.06
3668.00 4276.80 4884.80
95,368 111,197 127,005
30000218 CP 80 GRDC1280-01 Inf Syst Analyst, Principal-Gen 45.85 53.46 61.06
3668.00 4276.80 4884.80
95,368 111,197 127,005
30000219 CP 80 GRDC1280-01 Inf Syst Analyst, Principal-Proj Mgmt 45.85 53.46 61.06
3668.00 4276.80 4884.80
95,368 111,197 127,005
30000220 CP 80 GRDC1280-01 Inf Syst Analyst, Principal-Security 45.85 53.46 61.06
3668.00 4276.80 4884.80
95,368 111,197 127,005
30000198 CP 80 GRDC1080-01 Inf Syst Tech Analyst I-Generalist 25.62 32.53 39.44
2049.60 2602.40 3155.20
53,290 67,662 82,035
30000199 CP 80 GRDC1130-01 Inf Syst Tech Analyst II-Generalist 27.52 34.96 42.39
2201.60 2796.80 3391.20
57,242 72,717 88,171
30000200 CP 80 GRDC1160-01 Inf Syst Tech Analyst III-Generalist 33.41 38.96 44.51
2672.80 3116.80 3560.80
69,493 81,037 92,581
30000209 CP 80 GRDC1160-01 Inf Syst Tech Analyst III-Telecomm 33.41 38.96 44.51
2672.80 3116.80 3560.80
69,493 81,037 92,581
30000210 CP 80 GRDC1170-01 Inf Syst Tech Analyst IV-Generalist 35.06 40.91 46.76
2804.80 3272.80 3740.80
72,925 85,093 97,261
30000211 CP 80 GRDC1170-01 Inf Syst Tech Analyst IV-Telecomm 35.06 40.91 46.76
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 31
Exhibit 6 Page 31
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
2804.80 3272.80 3740.80
72,925 85,093 97,261
30000212 CP 80 GRDC1170-01 Inf Syst Tech Analyst IV-Vertical GIS 35.06 40.91 46.76
2804.80 3272.80 3740.80
72,925 85,093 97,261
30000213 CP 80 GRDC1220-01 Inf Syst Tech Analyst V-Generalist 38.69 45.17 51.64
3095.20 3613.60 4131.20
80,475 93,954 107,411
30001933 CP 80 GRDC1220-01 Inf Syst Tech Analyst V-Proj Mgmt 38.69 45.17 51.64
3095.20 3613.60 4131.20
80,475 93,954 107,411
30002608 CP 80 GRDC1220-01 Inf Syst Tech Analyst V-Telecomm 38.69 45.17 51.64
3095.20 3613.60 4131.20
80,475 93,954 107,411
30000214 CP 80 GRDC1220-01 Inf Syst Tech Analyst V-Vertical GIS 38.69 45.17 51.64
3095.20 3613.60 4131.20
80,475 93,954 107,411
30000215 CP 80 GRDC1260-01 Inf Syst Tech Analyst VI-Generalist 40.66 47.53 54.39
3252.80 3802.40 4351.20
84,573 98,862 113,131
30000216 CP 80 GRDC1260-01 Inf Syst Tech Analyst VI-Proj Mgmt 40.66 47.53 54.39
3252.80 3802.40 4351.20
84,573 98,862 113,131
30001003 CP 80 GRDC1260-01 Inf Syst Tech Analyst VI-Security 40.66 47.53 54.39
3252.80 3802.40 4351.20
84,573 98,862 113,131
30001510 CP 80 GRDC1260-01 Inf Syst Tech Analyst VI-Vertical GIS 40.66 47.53 54.39
3252.80 3802.40 4351.20
84,573 98,862 113,131
30000016 DT 80 SCL02090 Information & Referral Specialist 19.25 22.04 23.10 24.72 26.84 27.65
1540.00 1763.20 1848.00 1977.60 2147.20 2212.00
40,040 45,843 48,048 51,418 55,827 57,512
30002108 CP 80 GRDC1290-01 Information Security Architect 47.68 55.60 63.52
3814.40 4448.00 5081.60
99,174 115,648 132,122
30003068 NR 80 GRDN0061-01 Information Security Manager 47.12 64.80 82.47
3769.60 5184.00 6597.60
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 32
Exhibit 6 Page 32
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
98,010 134,784 171,538
30003069 NR 80 GRDN0059-01 Information Systems Manager I 40.70 55.96 71.22
3256.00 4476.80 5697.60
84,656 116,397 148,138
30003070 NR 80 GRDN0060-01 Information Systems Manager II 46.55 61.92 77.29
3724.00 4953.60 6183.20
96,824 128,794 160,763
30003071 NR 80 GRDN0061-01 Information Systems Manager III 47.12 64.80 82.47
3769.60 5184.00 6597.60
98,010 134,784 171,538
30003072 NR 80 GRDN0058-01 Information Systems Supervisor 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30000239 DT 80 SCL02635 Instrument Technician 39.83 43.01
3186.40 3440.80
82,846 89,461
30003233 DT 80 SCLT2725 Instrument Technician, Apprentice See Note #11
30000240 DT 80 * SCL02675 Instrument Technician, Lead 41.83 45.15
3346.40 3612.00
87,006 93,912
30003073 NR 80 GRDN0059-01 Investment Officer 40.70 55.96 71.22
3256.00 4476.80 5697.60
84,656 116,397 148,138
30000241 DT 80 SCL02320 Laboratory Analyst I 26.11 29.87 31.35 32.97
2088.80 2389.60 2508.00 2637.60
54,309 62,130 65,208 68,578
30002501 CL 80 SCL03554 Laboratory Analyst I-CL 26.53 30.35 31.85 33.50
2122.40 2428.00 2548.00 2680.00
55,182 63,128 66,248 69,680
30001283 DT 80 SCL02509 Laboratory Analyst II 28.03 31.97 33.55 35.25 37.01
2242.40 2557.60 2684.00 2820.00 2960.80
58,302 66,498 69,784 73,320 76,981
30002505 CL 80 SCL03556 Laboratory Analyst II-CL 28.48 32.48 34.09 35.81 37.60
2278.40 2598.40 2727.20 2864.80 3008.00
59,238 67,558 70,907 74,485 78,208
30001284 DT 80 SCL02629 Laboratory Analytical Specialist 31.86 35.36 36.94 39.54 42.29
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 33
Exhibit 6 Page 33
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
2548.80 2828.80 2955.20 3163.20 3383.20
66,269 73,549 76,835 82,243 87,963
30002506 CL 80 SCL03558 Laboratory Analytical Specialist-CL 32.37 35.93 37.53 40.17 42.97
2589.60 2874.40 3002.40 3213.60 3437.60
67,330 74,734 78,062 83,554 89,378
30001285 DT 80 SCL02691 Laboratory Coordinator 33.05 36.69 38.08 40.74 43.63 46.65
2644.00 2935.20 3046.40 3259.20 3490.40 3732.00
68,744 76,315 79,206 84,739 90,750 97,032
30002507 CL 80 SCL03560 Laboratory Coordinator-CL 33.58 37.28 38.69 41.39 44.33 47.40
2686.40 2982.40 3095.20 3311.20 3546.40 3792.00
69,846 77,542 80,475 86,091 92,206 98,592
30003074 NR 80 GRDN0059-01 Laboratory Manager 40.70 55.96 71.22
3256.00 4476.80 5697.60
84,656 116,397 148,138
30000313 CP 80 SCL01190 Landscape Architect 37.58 39.49 41.47 43.49 45.72 48.00
3006.40 3159.20 3317.60 3479.20 3657.60 3840.00
78,166 82,139 86,258 90,459 95,098 99,840
30003077 NR 80 GRDN0056-01 Legal Assistant 27.05 38.60 50.14
2164.00 3088.00 4011.20
56,264 80,288 104,291
30003078 NR 80 GRDN0057-01 Legal Assistant Supervisor 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30000098 CL 80 SCL03562 Maintenance Mechanic 29.59 32.18 33.09
2367.20 2574.40 2647.20
61,547 66,934 68,827
30003079 NR 80 GRDN0057-01 Maintenance Supervisor I - E 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30003234 NR 80 GRDN0057-01 Maintenance Supervisor I - NE 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30003080 NR 80 GRDN0058-01 Maintenance Supervisor II 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30000073 DT 80 SCL02005 Maintenance Worker 17.44
1395.20
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 34
Exhibit 6 Page 34
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
36,275
30003351 DT 80 SCL02014 Maintenance Worker Assistant 14.00 14.86 16.84
1120.00 1188.80 1347.20
29,120 30,909 35,027
30003352 CL 80 SCL03518 Maintenance Worker Assistant-CL 14.00 15.10 17.11
1120.00 1208.00 1368.80
29,120 31,408 35,589
30002609 CL 80 SCL03614 Maintenance Worker-CL 17.72
1417.60
36,858
30003081 NR 80 GRDN0059-01 Manager I 40.70 55.96 71.22
3256.00 4476.80 5697.60
84,656 116,397 148,138
30003082 NR 80 GRDN0061-01 Manager II 47.12 64.80 82.47
3769.60 5184.00 6597.60
98,010 134,784 171,538
30003083 NR 80 GRDN0062-01 Manager III 56.68 76.52 96.35
4534.40 6121.60 7708.00
117,894 159,162 200,408
30003084 NR 80 GRDN0058-01 Mapping & GIS Supervisor 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30000327 CP 80 SCL01090 Mapping Data Technician I 30.95 32.44 34.10 35.76 37.58 39.49
2476.00 2595.20 2728.00 2860.80 3006.40 3159.20
64,376 67,475 70,928 74,381 78,166 82,139
30000978 CP 80 SCL01190 Mapping Data Technician II 37.58 39.49 41.47 43.49 45.72 48.00
3006.40 3159.20 3317.60 3479.20 3657.60 3840.00
78,166 82,139 86,258 90,459 95,098 99,840
30000347 CP 80 SCL01190 Materials Quality Compliance Specialist 37.58 39.49 41.47 43.49 45.72 48.00
3006.40 3159.20 3317.60 3479.20 3657.60 3840.00
78,166 82,139 86,258 90,459 95,098 99,840
30000344 CP 80 SCL01030 Materials Testing Technician I 23.09 24.24 25.46 26.75 28.04 29.48 30.95
1847.20 1939.20 2036.80 2140.00 2243.20 2358.40 2476.00
48,027 50,419 52,957 55,640 58,323 61,318 64,376
30000345 CP 80 SCL01090 Materials Testing Technician II 30.95 32.44 34.10 35.76 37.58 39.49
2476.00 2595.20 2728.00 2860.80 3006.40 3159.20
64,376 67,475 70,928 74,381 78,166 82,139
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 35
Exhibit 6 Page 35
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30000346 CP 80 SCL01190 Materials Testing Technician III 37.58 39.49 41.47 43.49 45.72 48.00
3006.40 3159.20 3317.60 3479.20 3657.60 3840.00
78,166 82,139 86,258 90,459 95,098 99,840
30000001 NR 80 SCLN9070 Mayor 72.91
5832.80
151,653
30000008 NR 80 GRDN0059-01 Mayor's Chief of Staff 40.70 55.96 71.22
3256.00 4476.80 5697.60
84,656 116,397 148,138
30000007 NR 80 GRDN0058-01 Mayor's Deputy Chief of Staff 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30003550 NR 80 GRDN0055-01 Mental Health Crisis Responder I 24.51 34.98 45.44
1960.80 2798.40 3635.20
50,981 72,758 94,515
30003475 NR 80 GRDN0056-01 Mental Health Crisis Responder II 27.05 38.60 50.14
2164.00 3088.00 4011.20
56,264 80,288 104,291
30003085 NR 80 GRDN0056-01 Multimedia Specialist 27.05 38.60 50.14
2164.00 3088.00 4011.20
56,264 80,288 104,291
30000737 CP 80 SCL01290 Noise Control Officer 36.67 38.50 40.42 42.44 44.56 46.79 49.11
2933.60 3080.00 3233.60 3395.20 3564.80 3743.20 3928.80
76,274 80,080 84,074 88,275 92,685 97,323 102,149
30003086 NR 80 GRDN0059-01 Occupational Health Specialist 40.70 55.96 71.22
3256.00 4476.80 5697.60
84,656 116,397 148,138
30003350 DT 80 SCL02013 Office Support Specialist Assistant 15.44 16.46 17.52
1235.20 1316.80 1401.60
32,115 34,237 36,442
30000011 DT 80 SCL02050 Office Support Specialist I 17.52 19.96 21.00 22.49 24.33 25.04
1401.60 1596.80 1680.00 1799.20 1946.40 2003.20
36,442 41,517 43,680 46,779 50,606 52,083
30000012 DT 80 SCL02090 Office Support Specialist II 19.25 22.04 23.10 24.72 26.84 27.65
1540.00 1763.20 1848.00 1977.60 2147.20 2212.00
40,040 45,843 48,048 51,418 55,827 57,512
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 36
Exhibit 6 Page 36
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30000013 DT 80 SCL02255 Office Support Specialist III 24.62 26.76 28.27 29.72 31.68 32.63
1969.60 2140.80 2261.60 2377.60 2534.40 2610.40
51,210 55,661 58,802 61,818 65,894 67,870
30000014 DT 80 * SCL02260 Office Support Specialist, Lead 24.62 26.76 28.27 29.72 31.68 32.63
1969.60 2140.80 2261.60 2377.60 2534.40 2610.40
51,210 55,661 58,802 61,818 65,894 67,870
30000152 DT 80 SCL02175 Operating Engineer I 28.11 29.43 30.90
2248.80 2354.40 2472.00
58,469 61,214 64,272
30000153 DT 80 SCL02545 Operating Engineer II 29.78 32.36 34.17 36.26 38.47
2382.40 2588.80 2733.60 2900.80 3077.60
61,942 67,309 71,074 75,421 80,018
30000154 DT 80 SCL02573 Operating Engineer III 32.54 35.37 37.31 39.64 42.04
2603.20 2829.60 2984.80 3171.20 3363.20
67,683 73,570 77,605 82,451 87,443
30000112 DT 80 SCL02385 Painter 31.43 34.12 35.14
2514.40 2729.60 2811.20
65,374 70,970 73,091
30000113 DT 80 * SCL02475 Painter, Lead 32.95 35.82 36.91
2636.00 2865.60 2952.80
68,536 74,506 76,773
30003087 NR 80 GRDN0057-01 Paralegal 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30003088 NR 80 GRDN0058-01 Paralegal Supervisor 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30001709 CL 80 SCL03564 Park Ranger 22.51 24.53 25.77 27.07 28.41 29.84
1800.80 1962.40 2061.60 2165.60 2272.80 2387.20
46,821 51,022 53,602 56,306 59,093 62,067
30000185 DT 80 SCL02165 Parking Code Enforcement Officer 25.18 27.22 28.86 30.38 32.12 33.06
2014.40 2177.60 2308.80 2430.40 2569.60 2644.80
52,374 56,618 60,029 63,190 66,810 68,765
30002563 DT 80 * SCL02168 Parking Code Enforcement Officer, Lead 26.44 28.59 30.30 31.89 33.73 34.72
2115.20 2287.20 2424.00 2551.20 2698.40 2777.60
54,995 59,467 63,024 66,331 70,158 72,218
30001158 DT 80 SCL02093 Parking Code Enfrcmnt Ofcr-Abandnd Auto 20.87 22.70 24.18 25.56 26.97 27.77
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 37
Exhibit 6 Page 37
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
1669.60 1816.00 1934.40 2044.80 2157.60 2221.60
43,410 47,216 50,294 53,165 56,098 57,762
30000188 DT 80 SCL02020 Parking Collection Technician 17.44 18.18
1395.20 1454.40
36,275 37,814
30000099 CL 80 SCL03566 Parking Pay Station Technician 28.16 30.63 32.19 34.01
2252.80 2450.40 2575.20 2720.80
58,573 63,710 66,955 70,741
30000100 CL 80 * SCL03568 Parking Pay Station Technician, Lead 32.89 35.72 36.80
2631.20 2857.60 2944.00
68,411 74,298 76,544
30000255 NS 80 HGRS9600-01 Parks Activities Specialist 14.00 51.34
1120.00 4107.20
29,120 106,787
30000084 CL 80 SCL03570 Parks Maintenance Crew Leader 28.15 32.09 34.01
2252.00 2567.20 2720.80
58,552 66,747 70,741
30000081 DT 80 SCL02145 Parks Technician 25.99 28.24 29.53
2079.20 2259.20 2362.40
54,059 58,739 61,422
30000082 DT 80 * SCL02220 Parks Technician, Lead 27.33 29.68 30.98
2186.40 2374.40 2478.40
56,846 61,734 64,438
30002492 CL 80 * SCL03574 Parks Technician, Lead-CL 27.77 30.15 31.48
2221.60 2412.00 2518.40
57,762 62,712 65,478
30002491 CL 80 SCL03572 Parks Technician-CL 26.41 28.69 30.00
2112.80 2295.20 2400.00
54,933 59,675 62,400
30003526 NR 80 GRDN0054-01 Peer Support Specialist 22.37 27.96 33.55
1789.60 2236.80 2684.00
46,530 58,157 69,784
30000376 CP 80 SCL01070 Planner I, City-Environmental 36.12 37.88 39.80 41.80
2889.60 3030.40 3184.00 3344.00
75,130 78,790 82,784 86,944
30000377 CP 80 SCL01070 Planner I, City-Land Use 36.12 37.88 39.80 41.80
2889.60 3030.40 3184.00 3344.00
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 38
Exhibit 6 Page 38
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
75,130 78,790 82,784 86,944
30000378 CP 80 SCL01070 Planner I, City-Parks 36.12 37.88 39.80 41.80
2889.60 3030.40 3184.00 3344.00
75,130 78,790 82,784 86,944
30000380 CP 80 SCL01070 Planner I, City-Transportation 36.12 37.88 39.80 41.80
2889.60 3030.40 3184.00 3344.00
75,130 78,790 82,784 86,944
30000379 CP 80 SCL01070 Planner I, City-Transportation Modeling 36.12 37.88 39.80 41.80
2889.60 3030.40 3184.00 3344.00
75,130 78,790 82,784 86,944
30000381 CP 80 SCL01070 Planner I, City-Urban Design 36.12 37.88 39.80 41.80
2889.60 3030.40 3184.00 3344.00
75,130 78,790 82,784 86,944
30000382 CP 80 SCL01070 Planner I, City-Water Resources 36.12 37.88 39.80 41.80
2889.60 3030.40 3184.00 3344.00
75,130 78,790 82,784 86,944
30000383 CP 80 SCL01110 Planner II. City-Economic 41.52 43.56 45.77 48.07
3321.60 3484.80 3661.60 3845.60
86,362 90,605 95,202 99,986
30000384 CP 80 SCL01110 Planner II. City-Environmental 41.52 43.56 45.77 48.07
3321.60 3484.80 3661.60 3845.60
86,362 90,605 95,202 99,986
30000385 CP 80 SCL01110 Planner II. City-Land Use 41.52 43.56 45.77 48.07
3321.60 3484.80 3661.60 3845.60
86,362 90,605 95,202 99,986
30000386 CP 80 SCL01110 Planner II. City-Parks 41.52 43.56 45.77 48.07
3321.60 3484.80 3661.60 3845.60
86,362 90,605 95,202 99,986
30000388 CP 80 SCL01110 Planner II. City-Transportation 41.52 43.56 45.77 48.07
3321.60 3484.80 3661.60 3845.60
86,362 90,605 95,202 99,986
30000387 CP 80 SCL01110 Planner II. City-Transportation Modeling 41.52 43.56 45.77 48.07
3321.60 3484.80 3661.60 3845.60
86,362 90,605 95,202 99,986
30000389 CP 80 SCL01110 Planner II. City-Urban Design 41.52 43.56 45.77 48.07
3321.60 3484.80 3661.60 3845.60
86,362 90,605 95,202 99,986
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 39
Exhibit 6 Page 39
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30000390 CP 80 SCL01110 Planner II. City-Water Resources 41.52 43.56 45.77 48.07
3321.60 3484.80 3661.60 3845.60
86,362 90,605 95,202 99,986
30000375 CP 80 SCL01050 Planner, Associate 32.83 34.44 36.18 37.99
2626.40 2755.20 2894.40 3039.20
68,286 71,635 75,254 79,019
30003089 NR 80 GRDN0060-01 Planner, Principal 46.55 61.92 77.29
3724.00 4953.60 6183.20
96,824 128,794 160,763
30000391 CP 80 SCL01280 Planner, Sr City-Economic 44.64 46.83 49.22 51.65
3571.20 3746.40 3937.60 4132.00
92,851 97,406 102,378 107,432
30000392 CP 80 SCL01280 Planner, Sr City-Environmental 44.64 46.83 49.22 51.65
3571.20 3746.40 3937.60 4132.00
92,851 97,406 102,378 107,432
30000393 CP 80 SCL01280 Planner, Sr City-Land Use 44.64 46.83 49.22 51.65
3571.20 3746.40 3937.60 4132.00
92,851 97,406 102,378 107,432
30000394 CP 80 SCL01280 Planner, Sr City-Parks 44.64 46.83 49.22 51.65
3571.20 3746.40 3937.60 4132.00
92,851 97,406 102,378 107,432
30000396 CP 80 SCL01280 Planner, Sr City-Transportation 44.64 46.83 49.22 51.65
3571.20 3746.40 3937.60 4132.00
92,851 97,406 102,378 107,432
30000395 CP 80 SCL01280 Planner, Sr City-Transportation Modeling 44.64 46.83 49.22 51.65
3571.20 3746.40 3937.60 4132.00
92,851 97,406 102,378 107,432
30000397 CP 80 SCL01280 Planner, Sr City-Urban Design 44.64 46.83 49.22 51.65
3571.20 3746.40 3937.60 4132.00
92,851 97,406 102,378 107,432
30000398 CP 80 SCL01280 Planner, Sr City-Water Resources 44.64 46.83 49.22 51.65
3571.20 3746.40 3937.60 4132.00
92,851 97,406 102,378 107,432
30003090 NR 80 GRDN0059-01 Planner, Supervising 40.70 55.96 71.22
3256.00 4476.80 5697.60
84,656 116,397 148,138
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 40
Exhibit 6 Page 40
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30000374 CP 80 SCL01010 Planning Assistant 19.32 20.29 21.30 22.37 23.48 24.66
1545.60 1623.20 1704.00 1789.60 1878.40 1972.80
40,186 42,203 44,304 46,530 48,838 51,293
30000231 DT 80 SCL02685 Plans Examiner, Commercial 39.32 41.27 43.33 45.52 46.89 48.30
3145.60 3301.60 3466.40 3641.60 3751.20 3864.00
81,786 85,842 90,126 94,682 97,531 100,464
30000230 DT 80 SCL02555 Plans Examiner, Residential 33.96 35.65 37.45 38.56 39.71
2716.80 2852.00 2996.00 3084.80 3176.80
70,637 74,152 77,896 80,205 82,597
30000232 DT 80 SCL02710 Plans Examiner, Sr 44.85 47.15 49.46 50.96 52.48
3588.00 3772.00 3956.80 4076.80 4198.40
93,288 98,072 102,877 105,997 109,158
30001159 DT 80 SCL02553 Plumber 35.88 39.02 40.17
2870.40 3121.60 3213.60
74,630 81,162 83,554
30000164 DT 80 SCL02652 Plumbing Inspector 39.46 41.44 43.43 45.64
3156.80 3315.20 3474.40 3651.20
82,077 86,195 90,334 94,931
30000165 DT 80 SCL02708 Plumbing Inspector, Sr 44.29 46.52 48.86 51.26
3543.20 3721.60 3908.80 4100.80
92,123 96,762 101,629 106,621
30000026 DT 80 * SCL02260 Police Administrative Support Spec, Lead 24.62 26.76 28.27 29.72 31.68 32.63
1969.60 2140.80 2261.60 2377.60 2534.40 2610.40
51,210 55,661 58,802 61,818 65,894 67,870
30000025 DT 80 SCL02258 Police Administrative Support Spec, Sr 26.33 27.79 29.23 31.17 32.09 33.57
2106.40 2223.20 2338.40 2493.60 2567.20 2685.60
54,766 57,803 60,798 64,834 66,747 69,826
30000023 DT 80 SCL02010 Police Administrative Support Spec,Trnee 17.63 18.46
1410.40 1476.80
36,670 38,397
30000024 DT 80 SCL02091 Police Administrative Support Specialist 21.67 22.73 24.33 26.40 27.19 29.40
1733.60 1818.40 1946.40 2112.00 2175.20 2352.00
45,074 47,278 50,606 54,912 56,555 61,152
30003091 NR 80 GRDN0061-01 Police Captain 47.12 64.80 82.47
3769.60 5184.00 6597.60
98,010 134,784 171,538
30003092 NR 80 GRDN0064-01 Police Chief 74.63 97.01 119.38
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 41
Exhibit 6 Page 41
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
5970.40 7760.80 9550.40
155,230 201,781 248,310
30003093 NR 80 GRDN0062-01 Police Chief, Assistant 56.68 76.52 96.35
4534.40 6121.60 7708.00
117,894 159,162 200,408
30003094 NR 80 GRDN0062-01 Police Commander 56.68 76.52 96.35
4534.40 6121.60 7708.00
117,894 159,162 200,408
30000307 PP 80 SCL06020 Police Criminalist 45.21 46.55 47.93 49.42 51.09 52.63 54.22 55.84
3616.80 3724.00 3834.40 3953.60 4087.20 4210.40 4337.60 4467.20
94,037 96,824 99,694 102,794 106,267 109,470 112,778 116,147
30000022 DT 80 SCL02045 Police Desk Clerk 19.31 20.38 21.85 23.37 24.08 26.33
1544.80 1630.40 1748.00 1869.60 1926.40 2106.40
40,165 42,390 45,448 48,610 50,086 54,766
30000302 PP 80 SCL06020 Police Detective 45.21 46.55 47.93 49.42 51.09 52.63 54.22 55.84
3616.80 3724.00 3834.40 3953.60 4087.20 4210.40 4337.60 4467.20
94,037 96,824 99,694 102,794 106,267 109,470 112,778 116,147
30000304 DT 80 SCL02595 Police Identification Technician 31.85 34.59 36.85 38.68 40.67
2548.00 2767.20 2948.00 3094.40 3253.60
66,248 71,947 76,648 80,454 84,594
30000305 DT 80 * SCL02660 Police Identification Technician, Lead 34.63 37.60 40.07 42.04 44.23
2770.40 3008.00 3205.60 3363.20 3538.40
72,030 78,208 83,346 87,443 91,998
30000303 DT 80 SCL02410 Police Identification Technician,Trnee 23.26 34.59
1860.80 2767.20
48,381 71,947
30000097 DT 80 SCL02210 Police Impound Technician 25.06 28.51 30.68
2004.80 2280.80 2454.40
52,125 59,301 63,814
30003095 NR 80 GRDN0057-01 Police Internal Affairs Investigator 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30000310 DT 80 SCL02715 Police Investigative Accountant 46.11 50.09 52.08 53.64
3688.80 4007.20 4166.40 4291.20
95,909 104,187 108,326 111,571
30000299 PC 80 SCL05010 Police Lieutenant 65.98 68.62 71.36
5278.40 5489.60 5708.80
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 42
Exhibit 6 Page 42
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
137,238 142,730 148,429
30000297 PP 80 SCL06010 Police Officer 33.11 35.14 37.24 39.55 41.79 44.42 45.77 47.14 48.55
2648.80 2811.20 2979.20 3164.00 3343.20 3553.60 3661.60 3771.20 3884.00
68,869 73,091 77,459 82,264 86,923 92,394 95,202 98,051 100,984
30000306 DT 80 SCL02655 Police Photographic Reproduction Spec 36.89 40.07 42.04 44.23
2951.20 3205.60 3363.20 3538.40
76,731 83,346 87,443 91,998
30000020 DT 80 SCL02091 Police Records Specialist 21.67 22.73 24.33 26.40 27.19 29.40
1733.60 1818.40 1946.40 2112.00 2175.20 2352.00
45,074 47,278 50,606 54,912 56,555 61,152
30000019 DT 80 SCL02010 Police Records Specialist, Trainee 17.63 18.46
1410.40 1476.80
36,670 38,397
30000021 DT 80 SCL02258 Police Records Training Coordinator 26.33 27.79 29.23 31.17 32.09 33.57
2106.40 2223.20 2338.40 2493.60 2567.20 2685.60
54,766 57,803 60,798 64,834 66,747 69,826
30000298 PP 80 SCL06020 Police Sergeant 45.21 46.55 47.93 49.42 51.09 52.63 54.22 55.84
3616.80 3724.00 3834.40 3953.60 4087.20 4210.40 4337.60 4467.20
94,037 96,824 99,694 102,794 106,267 109,470 112,778 116,147
30001036 NR 80 SCLN9013 Police Training Instructor 36.66
2932.80
76,253
30000044 DT 80 * SCL02485 Printing & Distrib Custmr Svc Rep, Lead 28.87 31.42 33.01 34.57 36.17
2309.60 2513.60 2640.80 2765.60 2893.60
60,050 65,354 68,661 71,906 75,234
30000043 DT 80 SCL02245 Printing & Distrib Customer Svc Rep 25.13 27.34 29.15 30.06 31.42
2010.40 2187.20 2332.00 2404.80 2513.60
52,270 56,867 60,632 62,525 65,354
30000040 DT 80 SCL02015 Printing & Distrib Technician, Asst 17.44 17.73 18.05
1395.20 1418.40 1444.00
36,275 36,878 37,544
30000059 DT 80 SCL02450 Procurement Specialist 29.88 32.50 33.83 35.27 36.52 37.62
2390.40 2600.00 2706.40 2821.60 2921.60 3009.60
62,150 67,600 70,366 73,362 75,962 78,250
30000058 DT 80 SCL02150 Procurement Specialist, Assistant 27.08 28.20 29.39 30.43 31.35
2166.40 2256.00 2351.20 2434.40 2508.00
56,326 58,656 61,131 63,294 65,208
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 43
Exhibit 6 Page 43
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30000060 DT 80 SCL02640 Procurement Specialist, Sr 35.18 38.28 40.31 43.08 44.63 45.67
2814.40 3062.40 3224.80 3446.40 3570.40 3653.60
73,174 79,622 83,845 89,606 92,830 94,994
30000463 NR 80 GRD00050-01 Program Specialist 32.46 37.86 43.26
2596.80 3028.80 3460.80
67,517 78,749 89,981
30000818 FR 80 SCL04050 Public Education Officer, Assistant 52.48 59.26
4198.24 4740.98
109,154 123,265
30003096 NR 80 GRDN0059-01 Public Information Manager 40.70 55.96 71.22
3256.00 4476.80 5697.60
84,656 116,397 148,138
30003097 NR 80 GRDN0057-01 Public Information Officer 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30000296 NS 80 HGRS9570-01 Public Safety Aide 14.79 26.94
1183.20 2155.20
30,763 56,035
30002611 PP 80 SCL06030 Public Safety Support Specialist 25.60 26.63 27.70 28.81 29.96
2048.00 2130.40 2216.00 2304.80 2396.80
53,248 55,390 57,616 59,925 62,317
30000093 CL 80 * SCL03576 Public Works Crew Leader 29.97 32.54
2397.60 2603.20
62,338 67,683
30000228 DT 80 SCL02590 Public Works Inspector 34.73 37.78 38.66 39.69
2778.40 3022.40 3092.80 3175.20
72,238 78,582 80,413 82,555
30000229 DT 80 SCL02665 Public Works Inspector, Sr 37.66 40.92 44.38
3012.80 3273.60 3550.40
78,333 85,114 92,310
30000227 DT 80 SCL02030 Public Works Inspector, Trainee 18.05 19.59 20.59 21.59
1444.00 1567.20 1647.20 1727.20
37,544 40,747 42,827 44,907
30000828 DT 80 SCL02255 Records Specialist 24.62 26.76 28.27 29.72 31.68 32.63
1969.60 2140.80 2261.60 2377.60 2534.40 2610.40
51,210 55,661 58,802 61,818 65,894 67,870
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 44
Exhibit 6 Page 44
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30002561 RC 80 SCL07042 Recr Asc - Lifeguard/Cashier 15.00 15.25 15.50 16.00 16.50
1200.00 1220.00 1240.00 1280.00 1320.00
31,200 31,720 32,240 33,280 34,320
30000295 NS 80 HGRS9580-01 Recreation Assistant 14.00 27.36
1120.00 2188.80
29,120 56,909
30002562 RC 80 SCL07046 Recreation Associate - Counselor I 15.00 15.25 15.50 15.75 16.25
1200.00 1220.00 1240.00 1260.00 1300.00
31,200 31,720 32,240 32,760 33,800
30002560 RC 80 SCL07046 Recreation Associate-Attendant I 15.00 15.25 15.50 15.75 16.25
1200.00 1220.00 1240.00 1260.00 1300.00
31,200 31,720 32,240 32,760 33,800
30003426 RC 80 SCL07048 Recreation Associate-Attendant II 16.75 17.00 17.25 17.50 18.00
1340.00 1360.00 1380.00 1400.00 1440.00
34,840 35,360 35,880 36,400 37,440
30003427 RC 80 SCL07050 Recreation Associate-Counselor II 16.25 16.50 16.75 17.00 17.50
1300.00 1320.00 1340.00 1360.00 1400.00
33,800 34,320 34,840 35,360 36,400
30003428 RC 80 SCL07052 Recreation Associate-Counselor III 20.25 20.75 21.50 22.25 23.00
1620.00 1660.00 1720.00 1780.00 1840.00
42,120 43,160 44,720 46,280 47,840
30002559 RC 80 SCL07040 Recreation Associate-Customer Service 16.50 17.00 17.75 18.50 19.25
1320.00 1360.00 1420.00 1480.00 1540.00
34,320 35,360 36,920 38,480 40,040
30003425 RC 80 SCL07044 Recreation Associate-Swim Instructor 15.50 15.75 16.00 16.50 17.00
1240.00 1260.00 1280.00 1320.00 1360.00
32,240 32,760 33,280 34,320 35,360
30000273 RC 80 SCL07020 Recreation Coord I-Adaptive & Inclusive 25.52 27.87 29.64 30.48 31.29
2041.60 2229.60 2371.20 2438.40 2503.20
53,082 57,970 61,651 63,398 65,083
30000268 RC 80 SCL07020 Recreation Coord I-Aquatics 25.52 27.87 29.64 30.48 31.29
2041.60 2229.60 2371.20 2438.40 2503.20
53,082 57,970 61,651 63,398 65,083
30000278 RC 80 SCL07020 Recreation Coord I-Arts 25.52 27.87 29.64 30.48 31.29
2041.60 2229.60 2371.20 2438.40 2503.20
53,082 57,970 61,651 63,398 65,083
30000281 RC 80 SCL07020 Recreation Coord I-Custmr Svc Supp/Trg 25.52 27.87 29.64 30.48 31.29
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 45
Exhibit 6 Page 45
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
2041.60 2229.60 2371.20 2438.40 2503.20
53,082 57,970 61,651 63,398 65,083
30002410 RC 80 SCL07020 Recreation Coord I-Fitness & Membership 25.52 27.87 29.64 30.48 31.29
2041.60 2229.60 2371.20 2438.40 2503.20
53,082 57,970 61,651 63,398 65,083
30000276 RC 80 SCL07020 Recreation Coord I-Generalist 25.52 27.87 29.64 30.48 31.29
2041.60 2229.60 2371.20 2438.40 2503.20
53,082 57,970 61,651 63,398 65,083
30002233 RC 80 SCL07020 Recreation Coord I-Multicultural 25.52 27.87 29.64 30.48 31.29
2041.60 2229.60 2371.20 2438.40 2503.20
53,082 57,970 61,651 63,398 65,083
30000272 RC 80 SCL07020 Recreation Coord I-Music 25.52 27.87 29.64 30.48 31.29
2041.60 2229.60 2371.20 2438.40 2503.20
53,082 57,970 61,651 63,398 65,083
30000275 RC 80 SCL07020 Recreation Coord I-Public Events Permit 25.52 27.87 29.64 30.48 31.29
2041.60 2229.60 2371.20 2438.40 2503.20
53,082 57,970 61,651 63,398 65,083
30000280 RC 80 SCL07020 Recreation Coord I-Senior Recreation 25.52 27.87 29.64 30.48 31.29
2041.60 2229.60 2371.20 2438.40 2503.20
53,082 57,970 61,651 63,398 65,083
30000269 RC 80 SCL07020 Recreation Coord I-Teen 25.52 27.87 29.64 30.48 31.29
2041.60 2229.60 2371.20 2438.40 2503.20
53,082 57,970 61,651 63,398 65,083
30000282 RC 80 SCL07020 Recreation Coord I-Tennis 25.52 27.87 29.64 30.48 31.29
2041.60 2229.60 2371.20 2438.40 2503.20
53,082 57,970 61,651 63,398 65,083
30001508 RC 80 SCL07020 Recreation Coord I-Urban Parks 25.52 27.87 29.64 30.48 31.29
2041.60 2229.60 2371.20 2438.40 2503.20
53,082 57,970 61,651 63,398 65,083
30000286 RC 80 SCL07030 Recreation Coord II-Adaptive & Inclusive 27.64 30.24 31.90 33.05 34.02
2211.20 2419.20 2552.00 2644.00 2721.60
57,491 62,899 66,352 68,744 70,762
30000284 RC 80 SCL07030 Recreation Coord II-Aquatics 27.64 30.24 31.90 33.05 34.02
2211.20 2419.20 2552.00 2644.00 2721.60
57,491 62,899 66,352 68,744 70,762
30000290 RC 80 SCL07030 Recreation Coord II-Arts 27.64 30.24 31.90 33.05 34.02
2211.20 2419.20 2552.00 2644.00 2721.60
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 46
Exhibit 6 Page 46
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
57,491 62,899 66,352 68,744 70,762
30000979 RC 80 SCL07030 Recreation Coord II-At-Risk Yth Outreach 27.64 30.24 31.90 33.05 34.02
2211.20 2419.20 2552.00 2644.00 2721.60
57,491 62,899 66,352 68,744 70,762
30002034 RC 80 SCL07030 Recreation Coord II-Educ & Enrichment 27.64 30.24 31.90 33.05 34.02
2211.20 2419.20 2552.00 2644.00 2721.60
57,491 62,899 66,352 68,744 70,762
30000288 RC 80 SCL07030 Recreation Coord II-Fitness 27.64 30.24 31.90 33.05 34.02
2211.20 2419.20 2552.00 2644.00 2721.60
57,491 62,899 66,352 68,744 70,762
30000289 RC 80 SCL07030 Recreation Coord II-Generalist 27.64 30.24 31.90 33.05 34.02
2211.20 2419.20 2552.00 2644.00 2721.60
57,491 62,899 66,352 68,744 70,762
30000285 RC 80 SCL07030 Recreation Coord II-Music 27.64 30.24 31.90 33.05 34.02
2211.20 2419.20 2552.00 2644.00 2721.60
57,491 62,899 66,352 68,744 70,762
30002035 RC 80 SCL07030 Recreation Coord II-Preschool 27.64 30.24 31.90 33.05 34.02
2211.20 2419.20 2552.00 2644.00 2721.60
57,491 62,899 66,352 68,744 70,762
30000287 RC 80 SCL07030 Recreation Coord II-Public Events Permit 27.64 30.24 31.90 33.05 34.02
2211.20 2419.20 2552.00 2644.00 2721.60
57,491 62,899 66,352 68,744 70,762
30000292 RC 80 SCL07030 Recreation Coord II-Senior Recreation 27.64 30.24 31.90 33.05 34.02
2211.20 2419.20 2552.00 2644.00 2721.60
57,491 62,899 66,352 68,744 70,762
30002036 RC 80 SCL07030 Recreation Coord II-Special Events&Mktg 27.64 30.24 31.90 33.05 34.02
2211.20 2419.20 2552.00 2644.00 2721.60
57,491 62,899 66,352 68,744 70,762
30002033 RC 80 SCL07030 Recreation Coord II-Sports 27.64 30.24 31.90 33.05 34.02
2211.20 2419.20 2552.00 2644.00 2721.60
57,491 62,899 66,352 68,744 70,762
30002258 RC 80 SCL07005 Recreation Facility Technician 17.42 18.11 18.77 19.44
1393.60 1448.80 1501.60 1555.20
36,234 37,669 39,042 40,435
30000256 RC 80 SCL07010 Recreation Leader-FT-Aquatics 17.44 20.35 21.56 23.33 25.19
1395.20 1628.00 1724.80 1866.40 2015.20
36,275 42,328 44,845 48,526 52,395
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 47
Exhibit 6 Page 47
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30000263 RC 80 SCL07010 Recreation Leader-FT-Arts 17.44 20.35 21.56 23.33 25.19
1395.20 1628.00 1724.80 1866.40 2015.20
36,275 42,328 44,845 48,526 52,395
30000258 RC 80 SCL07010 Recreation Leader-FT-Custmr Svc Ctr Rep 17.44 20.35 21.56 23.33 25.19
1395.20 1628.00 1724.80 1866.40 2015.20
36,275 42,328 44,845 48,526 52,395
30002409 RC 80 SCL07010 Recreation Leader-FT-Fitness&Membership 17.44 20.35 21.56 23.33 25.19
1395.20 1628.00 1724.80 1866.40 2015.20
36,275 42,328 44,845 48,526 52,395
30000261 RC 80 SCL07010 Recreation Leader-FT-Generalist 17.44 20.35 21.56 23.33 25.19
1395.20 1628.00 1724.80 1866.40 2015.20
36,275 42,328 44,845 48,526 52,395
30002408 RC 80 SCL07010 Recreation Leader-FT-Instructor 17.44 20.35 21.56 23.33 25.19
1395.20 1628.00 1724.80 1866.40 2015.20
36,275 42,328 44,845 48,526 52,395
30000257 RC 80 SCL07010 Recreation Leader-FT-Music 17.44 20.35 21.56 23.33 25.19
1395.20 1628.00 1724.80 1866.40 2015.20
36,275 42,328 44,845 48,526 52,395
30000262 RC 80 SCL07010 Recreation Leader-FT-Pre-School 17.44 20.35 21.56 23.33 25.19
1395.20 1628.00 1724.80 1866.40 2015.20
36,275 42,328 44,845 48,526 52,395
30002411 RC 80 SCL07010 Recreation Leader-FT-Teen 17.44 20.35 21.56 23.33 25.19
1395.20 1628.00 1724.80 1866.40 2015.20
36,275 42,328 44,845 48,526 52,395
30000267 RC 80 SCL07010 Recreation Leader-FT-Tennis 17.44 20.35 21.56 23.33 25.19
1395.20 1628.00 1724.80 1866.40 2015.20
36,275 42,328 44,845 48,526 52,395
30000254 NS 80 HGRS9540-01 Recreation Leader-PT/Seas 14.00 20.55
1120.00 1644.00
29,120 42,744
30000190 DT 80 SCL02680 Regulatory Program Administrator 37.16 39.73 42.48 44.62 45.96
2972.80 3178.40 3398.40 3569.60 3676.80
77,293 82,638 88,358 92,810 95,597
30000189 DT 80 SCL02325 Regulatory Program Specialist 25.84 28.06 29.68 31.18 33.24 34.22
2067.20 2244.80 2374.40 2494.40 2659.20 2737.60
53,747 58,365 61,734 64,854 69,139 71,178
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 48
Exhibit 6 Page 48
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30000403 CP 80 SCL01020 Remittance Technician 20.63 22.37 24.87 26.66 28.87
1650.40 1789.60 1989.60 2132.80 2309.60
42,910 46,530 51,730 55,453 60,050
30000047 DT 80 SCL02075 Reprographic Operator I 20.73 22.55 23.88 25.24 26.58
1658.40 1804.00 1910.40 2019.20 2126.40
43,118 46,904 49,670 52,499 55,286
30000048 DT 80 SCL02245 Reprographic Operator II 25.13 27.34 29.15 30.06 31.42
2010.40 2187.20 2332.00 2404.80 2513.60
52,270 56,867 60,632 62,525 65,354
30000049 DT 80 SCL02480 Reprographic Operator III 28.87 31.42 33.01 34.57 36.17
2309.60 2513.60 2640.80 2765.60 2893.60
60,050 65,354 68,661 71,906 75,234
30000191 DT 80 SCL02085 Revenue & Tax Specialist I 20.65 23.10 24.72 26.84 27.65
1652.00 1848.00 1977.60 2147.20 2212.00
42,952 48,048 51,418 55,827 57,512
30000192 DT 80 SCL02155 Revenue & Tax Specialist II 24.72 26.84 28.06 29.68 30.53
1977.60 2147.20 2244.80 2374.40 2442.40
51,418 55,827 58,365 61,734 63,502
30000193 DT 80 SCL02325 Revenue & Tax Specialist III 25.84 28.06 29.68 31.18 33.24 34.22
2067.20 2244.80 2374.40 2494.40 2659.20 2737.60
53,747 58,365 61,734 64,854 69,139 71,178
30000194 DT 80 SCL02435 Revenue & Tax Specialist IV 28.06 29.68 31.18 33.24 35.45 36.50
2244.80 2374.40 2494.40 2659.20 2836.00 2920.00
58,365 61,734 64,854 69,139 73,736 75,920
30000195 DT 80 * SCL02535 Revenue & Tax Specialist Lead 29.49 31.16 32.73 34.90 37.21 38.35
2359.20 2492.80 2618.40 2792.00 2976.80 3068.00
61,339 64,813 68,078 72,592 77,397 79,768
30000196 DT 80 SCL02560 Revenue & Tax Specialist V 30.26 31.90 33.56 35.47 38.08 39.22
2420.80 2552.00 2684.80 2837.60 3046.40 3137.60
62,941 66,352 69,805 73,778 79,206 81,578
30000404 CP 80 SCL01180 Revenue Auditor 35.06 36.83 38.65 40.64 42.61 44.78 46.76
2804.80 2946.40 3092.00 3251.20 3408.80 3582.40 3740.80
72,925 76,606 80,392 84,531 88,629 93,142 97,261
30000405 CP 80 SCL01230 Revenue Auditor, Sr 38.69 40.66 42.67 44.80 47.01 49.41 51.64
3095.20 3252.80 3413.60 3584.00 3760.80 3952.80 4131.20
80,475 84,573 88,754 93,184 97,781 102,773 107,411
30000348 CP 80 SCL01030 Right of Way Agent I 23.09 24.24 25.46 26.75 28.04 29.48 30.95
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 49
Exhibit 6 Page 49
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
1847.20 1939.20 2036.80 2140.00 2243.20 2358.40 2476.00
48,027 50,419 52,957 55,640 58,323 61,318 64,376
30000349 CP 80 SCL01090 Right of Way Agent II 30.95 32.44 34.10 35.76 37.58 39.49
2476.00 2595.20 2728.00 2860.80 3006.40 3159.20
64,376 67,475 70,928 74,381 78,166 82,139
30000350 CP 80 SCL01190 Right of Way Agent III 37.58 39.49 41.47 43.49 45.72 48.00
3006.40 3159.20 3317.60 3479.20 3657.60 3840.00
78,166 82,139 86,258 90,459 95,098 99,840
30003098 NR 80 GRDN0060-01 Risk Manager 46.55 61.92 77.29
3724.00 4953.60 6183.20
96,824 128,794 160,763
30003099 NR 80 GRDN0056-01 Risk Specialist I 27.05 38.60 50.14
2164.00 3088.00 4011.20
56,264 80,288 104,291
30003100 NR 80 GRDN0057-01 Risk Specialist II 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30003101 NR 80 GRDN0058-01 Risk Specialist III 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30000074 SM 80 SCL08010 Seasonal Maintenance Worker 15.90 17.31
1272.00 1384.80
33,072 36,005
30002159 CL 80 SCL03578 Seasonal Park Ranger 18.77 20.45 21.68 23.01 24.38
1501.60 1636.00 1734.40 1840.80 1950.40
39,042 42,536 45,094 47,861 50,710
30000029 DT 80 SCL02125 Service Dispatcher 20.65 22.38 24.88 26.67 28.88 29.79
1652.00 1790.40 1990.40 2133.60 2310.40 2383.20
42,952 46,550 51,750 55,474 60,070 61,963
30000030 DT 80 * SCL02260 Service Dispatcher, Lead 24.62 26.76 28.27 29.72 31.68 32.63
1969.60 2140.80 2261.60 2377.60 2534.40 2610.40
51,210 55,661 58,802 61,818 65,894 67,870
30000197 CL 80 SCL03608 Sidewalk Inspector 30.82 34.33 35.04 36.79
2465.60 2746.40 2803.20 2943.20
64,106 71,406 72,883 76,523
30000167 DT 80 SCL02623 Sign Inspector 36.04 37.85 39.69 41.72
2883.20 3028.00 3175.20 3337.60
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 50
Exhibit 6 Page 50
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
74,963 78,728 82,555 86,778
30000089 CL 80 SCL03517 Sign Maker 31.40 34.11 35.12
2512.00 2728.80 2809.60
65,312 70,949 73,050
30000088 CL 80 SCL03580 Sign Maker, Apprentice 26.02 31.70
2081.60 2536.00
54,122 65,936
30000092 CL 80 SCL03526 Sign and Marking Technician 32.24 35.04
2579.20 2803.20
67,059 72,883
30000402 CP 80 SCL01190 Signals & Street Lighting Technician 37.58 39.49 41.47 43.49 45.72 48.00
3006.40 3159.20 3317.60 3479.20 3657.60 3840.00
78,166 82,139 86,258 90,459 95,098 99,840
30000166 DT 80 SCL02690 Signals and Street Lighting Inspector 40.26 42.28 44.38 46.59
3220.80 3382.40 3550.40 3727.20
83,741 87,942 92,310 96,907
30000177 DT 80 SCL02568 Site Development Inspector I 34.51 36.22 38.03 39.81
2760.80 2897.60 3042.40 3184.80
71,781 75,338 79,102 82,805
30000179 DT 80 SCL02652 Site Development Inspector II 39.46 41.44 43.43 45.64
3156.80 3315.20 3474.40 3651.20
82,077 86,195 90,334 94,931
30000178 DT 80 SCL02708 Site Development Inspector, Sr 44.29 46.52 48.86 51.26
3543.20 3721.60 3908.80 4100.80
92,123 96,762 101,629 106,621
30002133 CL 80 SCL03526 Site Operations Crew Leader 32.24 35.04
2579.20 2803.20
67,059 72,883
30000294 NS 80 HGRS9590-01 Sports Official 14.00 34.77
1120.00 2781.60
29,120 72,322
30000067 NS 80 HGRS9550-01 Staff Assistant 20.14 25.77
1611.20 2061.60
41,891 53,602
30003102 NR 80 GRDN0058-01 Statistician 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 51
Exhibit 6 Page 51
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30000053 DT 80 SCL02210 Storekeeper/Acquisition Specialist I 25.06 28.51 30.68
2004.80 2280.80 2454.40
52,125 59,301 63,814
30002483 CL 80 SCL03582 Storekeeper/Acquisition Specialist I-CL 25.46 28.97 31.17
2036.80 2317.60 2493.60
52,957 60,258 64,834
30000054 DT 80 SCL02280 Storekeeper/Acquisition Specialist II 26.34 29.91 32.22
2107.20 2392.80 2577.60
54,787 62,213 67,018
30002484 CL 80 SCL03584 Storekeeper/Acquisition Specialist II-CL 26.76 30.39 32.74
2140.80 2431.20 2619.20
55,661 63,211 68,099
30000056 DT 80 SCL02510 Storekeeper/Acquisition Specialist III 29.77 34.09 35.94 36.98
2381.60 2727.20 2875.20 2958.40
61,922 70,907 74,755 76,918
30000055 CL 80 SCL03584 Storekeepr/Acquisition II:Auto Part Spec 26.76 30.39 32.74
2140.80 2431.20 2619.20
55,661 63,211 68,099
30002485 CL 80 SCL03586 Storekeepr/Acquisition Specialist III-CL 30.25 34.64 36.52 37.57
2420.00 2771.20 2921.60 3005.60
62,920 72,051 75,962 78,146
30002486 CL 80 * SCL03588 Storekeepr/Acquisition Specialist, Ld-CL 30.25 34.64 36.52 37.57
2420.00 2771.20 2921.60 3005.60
62,920 72,051 75,962 78,146
30000057 DT 80 * SCL02515 Storekeepr/Acquisition Specialist, Lead 29.77 34.09 35.94 36.98
2381.60 2727.20 2875.20 2958.40
61,922 70,907 74,755 76,918
30000091 CL 80 SCL03526 Street Maintenance Crew Leader 32.24 35.04
2579.20 2803.20
67,059 72,883
30001609 CL 80 * SCL03612 Striper Operator 26.47 30.00 31.85
2117.60 2400.00 2548.00
55,058 62,400 66,248
30000181 DT 80 SCL02650 Structural Inspector 38.20 40.11 42.06 44.19
3056.00 3208.80 3364.80 3535.20
79,456 83,429 87,485 91,915
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 52
Exhibit 6 Page 52
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30000180 DT 80 SCL02565 Structural Inspector, Trainee 33.41 35.08 36.83 38.65
2672.80 2806.40 2946.40 3092.00
69,493 72,966 76,606 80,392
30003103 NR 80 GRDN0057-01 Supervisor I - E 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30003275 NR 80 GRDN0057-01 Supervisor I - NE 32.15 42.82 53.48
2572.00 3425.60 4278.40
66,872 89,066 111,238
30003104 NR 80 GRDN0058-01 Supervisor II 35.43 49.77 64.11
2834.40 3981.60 5128.80
73,694 103,522 133,349
30001079 DT 80 SCL02272 Survey Project Support Tech 32.22 33.49 35.15
2577.60 2679.20 2812.00
67,018 69,659 73,112
30000223 DT 80 SCL02095 Surveying Aide I 23.77 25.84 28.12 29.78
1901.60 2067.20 2249.60 2382.40
49,442 53,747 58,490 61,942
30000224 DT 80 SCL02110 Surveying Aide II 28.19 30.64 31.26 32.83
2255.20 2451.20 2500.80 2626.40
58,635 63,731 65,021 68,286
30000222 NS 80 HGRS9560-01 Surveying Aide, Trainee 14.33 26.94
1146.40 2155.20
29,806 56,035
30003105 NR 80 GRDN0060-01 Surveying Manager 46.55 61.92 77.29
3724.00 4953.60 6183.20
96,824 128,794 160,763
30003106 NR 80 GRDN0059-01 Surveying Supervisor 40.70 55.96 71.22
3256.00 4476.80 5697.60
84,656 116,397 148,138
30000225 DT 80 SCL02505 Surveyor I 32.22 35.01 40.02
2577.60 2800.80 3201.60
67,018 72,821 83,242
30000226 DT 80 SCL02570 Surveyor II 40.58 42.84 45.01 47.26
3246.40 3427.20 3600.80 3780.80
84,406 89,107 93,621 98,301
30003107 NR 80 GRDN0059-01 Technology Business Representative 40.70 55.96 71.22
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 53
Exhibit 6 Page 53
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
3256.00 4476.80 5697.60
84,656 116,397 148,138
30003108 NR 80 GRDN0060-01 Technology Capital Project Manager 46.55 61.92 77.29
3724.00 4953.60 6183.20
96,824 128,794 160,763
30001558 DT 80 SCL02123 Timekeeping Specialist 20.96 24.01 25.17 26.93 29.24 30.14
1676.80 1920.80 2013.60 2154.40 2339.20 2411.20
43,597 49,941 52,354 56,014 60,819 62,691
30001183 CP 80 SCL01012 Transportation Demand Mgmt Assistant 20.09 21.06 22.13 23.24 24.38 25.64
1607.20 1684.80 1770.40 1859.20 1950.40 2051.20
41,787 43,805 46,030 48,339 50,710 53,331
30000351 CP 80 SCL01090 Transportation Demand Mgmt Spec I 30.95 32.44 34.10 35.76 37.58 39.49
2476.00 2595.20 2728.00 2860.80 3006.40 3159.20
64,376 67,475 70,928 74,381 78,166 82,139
30000352 CP 80 SCL01190 Transportation Demand Mgmt Spec II 37.58 39.49 41.47 43.49 45.72 48.00
3006.40 3159.20 3317.60 3479.20 3657.60 3840.00
78,166 82,139 86,258 90,459 95,098 99,840
30000250 CL 80 SCL03592 Tree Inspector 32.23 36.58 38.72 39.87
2578.40 2926.40 3097.60 3189.60
67,038 76,086 80,538 82,930
30003353 CL 80 SCL03593 Tree Inspector, Senior 34.29 38.92 41.17 42.41
2743.20 3113.60 3293.60 3392.80
71,323 80,954 85,634 88,213
30000080 CL 80 SCL03536 Turf Maintenance Technician 24.13 27.40 29.51
1930.40 2192.00 2360.80
50,190 56,992 61,381
30001037 CP 80 SCL01032 Utility Locator 28.76 29.71 30.95
2300.80 2376.80 2476.00
59,821 61,797 64,376
30000076 DT 80 SCL02080 Utility Worker I 24.61 26.76
1968.80 2140.80
51,189 55,661
30002489 CL 80 SCL03594 Utility Worker I-CL 25.00 27.19
2000.00 2175.20
52,000 56,555
30000077 DT 80 SCL02120 Utility Worker II 26.76 27.76 28.78
2140.80 2220.80 2302.40
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 54
Exhibit 6 Page 54
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
55,661 57,741 59,862
30000075 DT 80 SCLT2060 Utility Worker II, Apprentice See Note #1
30002509 CL 80 SCLT3620 Utility Worker II, Apprentice-CL See Note #2
30002490 CL 80 SCL03500 Utility Worker II-CL 27.19 28.20 29.24
2175.20 2256.00 2339.20
56,555 58,656 60,819
30000131 DT 80 SCL02405 Vehicle & Equipment Mechanic 31.72 34.48 35.53
2537.60 2758.40 2842.40
65,978 71,718 73,902
30000132 DT 80 * SCL02500 Vehicle & Equipment Mechanic, Lead 33.28 36.18 37.26
2662.40 2894.40 2980.80
69,222 75,254 77,501
30000130 DT 80 SCL02235 Vehicle & Equipment Mechanic, Trainee 22.03 24.74 28.02 31.21
1762.40 1979.20 2241.60 2496.80
45,822 51,459 58,282 64,917
30000163 CL 80 SCL03598 Wastewater Operations Specialist 36.01 39.13 40.74 41.97
2880.80 3130.40 3259.20 3357.60
74,901 81,390 84,739 87,298
30000160 CL 80 SCL03600 Wastewater Operator I 25.82 29.40 31.45 32.37
2065.60 2352.00 2516.00 2589.60
53,706 61,152 65,416 67,330
30000161 CL 80 SCL03602 Wastewater Operator II 30.06 34.20 34.52 35.36 36.36 37.48
2404.80 2736.00 2761.60 2828.80 2908.80 2998.40
62,525 71,136 71,802 73,549 75,629 77,958
30000162 CL 80 * SCL03552 Wastewater Operator, Lead 34.08 37.05 38.16 40.26
2726.40 2964.00 3052.80 3220.80
70,886 77,064 79,373 83,741
30000159 CL 80 SCL03550 Wastewater Operator, Trainee 23.22 26.09 27.01
1857.60 2087.20 2160.80
48,298 54,267 56,181
30000133 DT 80 SCL02100 Water Meter Reader I 22.09 24.03 27.22 28.05
1767.20 1922.40 2177.60 2244.00
45,947 49,982 56,618 58,344
30000134 DT 80 SCL02215 Water Meter Reader II 27.07 29.41 30.03 30.83 31.74
2165.60 2352.80 2402.40 2466.40 2539.20
56,306 61,173 62,462 64,126 66,019
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 55
Exhibit 6 Page 55
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
30002158 DT 80 SCL02120 Water Meter Technician I 26.76 27.76 28.78
2140.80 2220.80 2302.40
55,661 57,741 59,862
30000142 DT 80 SCL02240 Water Meter Technician II 27.33 28.78 30.28 31.74
2186.40 2302.40 2422.40 2539.20
56,846 59,862 62,982 66,019
30000143 DT 80 SCL02470 Water Meter Technician III 32.95 35.82
2636.00 2865.60
68,536 74,506
30003402 DT 80 SCL02472 Water Meter Technician IV 34.59 37.61
2767.20 3008.80
71,947 78,229
30000145 DT 80 SCL02460 Water Operations Mechanic 32.83 35.79 36.33 36.88
2626.40 2863.20 2906.40 2950.40
68,286 74,443 75,566 76,710
30000144 DT 80 SCLT2335 Water Operations Mechanic, Apprentice See Note #8
30000139 DT 80 SCL02540 Water Quality Inspector I 29.78 32.36 34.17 36.26 38.47
2382.40 2588.80 2733.60 2900.80 3077.60
61,942 67,309 71,074 75,421 80,018
30000140 DT 80 SCL02575 Water Quality Inspector II 31.28 34.01 35.88 38.10 40.42
2502.40 2720.80 2870.40 3048.00 3233.60
65,062 70,741 74,630 79,248 84,074
30000141 DT 80 SCL02605 Water Quality Inspector III 32.83 35.71 37.70 40.00 42.41
2626.40 2856.80 3016.00 3200.00 3392.80
68,286 74,277 78,416 83,200 88,213
30001860 NR 80 GRD00110-01 Water Resources Program Mgr, Senior 44.56 51.95 59.34
3564.80 4156.00 4747.20
92,685 108,056 123,427
30000138 DT 80 SCL02120 Water Security Specialist 26.76 27.76 28.78
2140.80 2220.80 2302.40
55,661 57,741 59,862
30000137 DT 80 * SCL02185 Water Security Specialist, Lead 28.09 29.16 30.19
2247.20 2332.80 2415.20
58,427 60,653 62,795
30000135 DT 80 SCL02215 Water Service Inspector I 27.07 29.41 30.03 30.83 31.74
2165.60 2352.80 2402.40 2466.40 2539.20
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 56
Exhibit 6 Page 56
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
56,306 61,173 62,462 64,126 66,019
30000136 DT 80 SCL02330 Water Service Inspector II 29.25 31.78 32.40 33.29 34.29
2340.00 2542.40 2592.00 2663.20 2743.20
60,840 66,102 67,392 69,243 71,323
30000146 DT 80 SCL02175 Water Treatment Operator I 28.11 29.43 30.90
2248.80 2354.40 2472.00
58,469 61,214 64,272
30000147 DT 80 SCL02575 Water Treatment Operator II 31.28 34.01 35.88 38.10 40.42
2502.40 2720.80 2870.40 3048.00 3233.60
65,062 70,741 74,630 79,248 84,074
30000148 DT 80 * SCL02610 Water Treatment Operator, Lead 32.83 35.71 37.70 40.00 42.41
2626.40 2856.80 3016.00 3200.00 3392.80
68,286 74,277 78,416 83,200 88,213
30000078 DT 80 SCL02200 Water Utility Worker, Sr 27.18 29.53 30.21
2174.40 2362.40 2416.80
56,534 61,422 62,837
30000149 DT 80 SCL02115 Watershed Specialist I 23.48 26.74 28.78
1878.40 2139.20 2302.40
48,838 55,619 59,862
30000151 DT 80 SCL02200 Watershed Specialist II 27.18 29.53 30.21
2174.40 2362.40 2416.80
56,534 61,422 62,837
30001308 DT 80 SCL02503 Watershed Specialist III 32.40 35.29 35.80 36.34
2592.00 2823.20 2864.00 2907.20
67,392 73,403 74,464 75,587
30000123 CL 80 SCL03517 Welder 31.40 34.11 35.12
2512.00 2728.80 2809.60
65,312 70,949 73,050
30000122 CL 80 SCL03522 Welder, Apprentice 27.13 29.33 29.70
2170.40 2346.40 2376.00
56,430 61,006 61,776
30000124 CL 80 SCL03521 Welder, Lead 32.93 35.80 36.88
2634.40 2864.00 2950.40
68,494 74,464 76,710
30000124 CL 80 * SCL03520 Welder, Lead 33.48 36.39 37.50
2678.40 2911.20 3000.00
69,638 75,691 78,000
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 57
Exhibit 6 Page 57
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
JOB BARG Bi-Wkly PREM PAY JOB CLASS TITLE NREP MIN REP 6Mos REP 1Yr REP 2Yrs NREP MID REP 4Yrs REP 5Yrs REP 6Yrs REP 7Yrs NREP MAX
ID UNIT Hrs PAY GRADE or or or
REP ENT REP 3Yrs REP 8Yrs
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 58
Exhibit 6 Page 58
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
NOTE # 1 : UTILITY WORKER II, APPRENTICE - DCTU
ENTRY TO 5 MONTHS = 70% OF UTILITY WORKER II RATE (TOP STEP) 20.15
6 MONTHS TO 11 MONTHS = 77.5% OF UTILITY WORKER II RATE (TOP STEP) 22.30
12 MONTHS TO 17 MONTHS = 85% OF UTILITY WORKER II RATE (TOP STEP) 24.46
18 MONTHS TO 23 MONTHS = 92.5% OF UTILITY WORKER II RATE (TOP STEP) 26.62
ADVANCEMENT TO JOURNEY RATE IS UPON COMPLETION OF THE PROGRAM AND WHEN APPROVED BY THE TAC.
NOTE # 2 : UTILITY WORKER II, APPRENTICE - CL
ENTRY TO 5 MONTHS = 70% OF UTILITY WORKER II-CL RATE (TOP STEP) 20.47
6 MONTHS TO 11 MONTHS = 77.5% OF UTILITY WORKER II-CL RATE (TOP STEP) 22.66
12 MONTHS TO 17 MONTHS = 85% OF UTILITY WORKER II-CL RATE (TOP STEP) 24.85
18 MONTHS TO 23 MONTHS = 92.5% OF UTILITY WORKER II-CL RATE (TOP STEP) 27.05
ADVANCEMENT TO JOURNEY RATE IS UPON COMPLETION OF THE PROGRAM AND WHEN APPROVED BY THE TAC.
NOTE # 3 : CARPENTER, APPRENTICE - DCTU
ENTRY TO 5 MONTHS = 60% OF CARPENTER RATE (TOP STEP) 21.08
6 MONTHS TO 11 MONTHS = 65% OF CARPENTER RATE (TOP STEP) 22.84
12 MONTHS TO 17 MONTHS = 70% OF CARPENTER RATE (TOP STEP) 24.60
18 MONTHS TO 23 MONTHS = 75% OF CARPENTER RATE (TOP STEP) 26.36
24 MONTHS TO 29 MONTHS = 80% OF CARPENTER RATE (TOP STEP) 28.11
30 MONTHS TO 35 MONTHS = 85% OF CARPENTER RATE (TOP STEP) 29.87
36 MONTHS TO 41 MONTHS = 90% OF CARPENTER RATE (TOP STEP) 31.63
42 MONTHS TO 47 MONTHS = 95% OF CARPENTER RATE (TOP STEP) 33.38
ADVANCEMENT TO JOURNEY RATE IS UPON COMPLETION OF THE PROGRAM AND WHEN APPROVED BY THE TAC.
NOTE # 4 : CARPENTER, APPRENTICE - CL
ENTRY TO 5 MONTHS = 60% OF CARPENTER-CL RATE (TOP STEP) 21.42
6 MONTHS TO 11 MONTHS = 65% OF CARPENTER-CL RATE (TOP STEP) 23.21
12 MONTHS TO 17 MONTHS = 70% OF CARPENTER-CL RATE (TOP STEP) 24.99
18 MONTHS TO 23 MONTHS = 75% OF CARPENTER-CL RATE (TOP STEP) 26.78
24 MONTHS TO 29 MONTHS = 80% OF CARPENTER-CL RATE (TOP STEP) 28.56
30 MONTHS TO 35 MONTHS = 85% OF CARPENTER-CL RATE (TOP STEP) 30.35
36 MONTHS TO 41 MONTHS = 90% OF CARPENTER-CL RATE (TOP STEP) 32.13
42 MONTHS TO 47 MONTHS = 95% OF CARPENTER-CL RATE (TOP STEP) 33.92
ADVANCEMENT TO JOURNEY RATE IS UPON COMPLETION OF THE PROGRAM AND WHEN APPROVED BY THE TAC.
NOTE # 5 : FACILITIES MAINTENANCE TECH APPRENTICE - DCTU
ENTRY TO 5 MONTHS = 60% OF FACILITIES MAINTENANCE TECHNICIAN RATE (TOP STEP) 22.91
6 MONTHS TO 11 MONTHS = 65% OF FACILITIES MAINTENANCE TECHNICIAN RATE (TOP STEP) 24.82
12 MONTHS TO 17 MONTHS = 70% OF FACILITIES MAINTENANCE TECHNICIAN RATE (TOP STEP) 26.73
18 MONTHS TO 23 MONTHS = 75% OF FACILITIES MAINTENANCE TECHNICIAN RATE (TOP STEP) 28.64
24 MONTHS TO 29 MONTHS = 80% OF FACILITIES MAINTENANCE TECHNICIAN RATE (TOP STEP) 30.54
30 MONTHS TO 35 MONTHS = 85% OF FACILITIES MAINTENANCE TECHNICIAN RATE (TOP STEP) 32.45
Exhibit 6 Page 59
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
36 MONTHS TO 41 MONTHS = 90% OF FACILITIES MAINTENANCE TECHNICIAN RATE (TOP STEP) 34.36
42 MONTHS TO 47 MONTHS = 95% OF FACILITIES MAINTENANCE TECHNICIAN RATE (TOP STEP) 36.27
ADVANCEMENT TO JOURNEY RATE IS UPON COMPLETION OF THE PROGRAM AND WHEN APPROVED BY THE TAC OR BY A STATE APPROVED OVERSIGHT BODY SUCH AS BOLI.
NOTE # 6 : FACILITIES MAINTENANCE TECH APPRENTICE - CL
ENTRY TO 5 MONTHS = 60% OF FACILITIES MAINTENANCE TECHNICIAN-CL RATE (TOP STEP) 23.27
6 MONTHS TO 11 MONTHS = 65% OF FACILITIES MAINTENANCE TECHNICIAN-CL RATE (TOP STEP) 25.21
12 MONTHS TO 17 MONTHS = 70% OF FACILITIES MAINTENANCE TECHNICIAN-CL RATE (TOP STEP) 27.15
18 MONTHS TO 23 MONTHS = 75% OF FACILITIES MAINTENANCE TECHNICIAN-CL RATE (TOP STEP) 29.09
24 MONTHS TO 29 MONTHS = 80% OF FACILITIES MAINTENANCE TECHNICIAN-CL RATE (TOP STEP) 31.03
30 MONTHS TO 35 MONTHS = 85% OF FACILITIES MAINTENANCE TECHNICIAN-CL RATE (TOP STEP) 32.97
36 MONTHS TO 41 MONTHS = 90% OF FACILITIES MAINTENANCE TECHNICIAN-CL RATE (TOP STEP) 34.91
42 MONTHS TO 47 MONTHS = 95% OF FACILITIES MAINTENANCE TECHNICIAN-CL RATE (TOP STEP) 36.85
ADVANCEMENT TO JOURNEY RATE IS UPON COMPLETION OF THE PROGRAM AND WHEN APPROVED BY THE TAC OR BY A STATE APPROVED OVERSIGHT BODY SUCH AS BOLI.
NOTE # 7 : INDUSTRIAL MAINTENANCE MILLWRIGHT, APPRENTICE
ENTRY TO 5 MONTHS = 60% OF INDUSTRIAL MAINTENANCE MILLWRIGHT RATE (TOP STEP) 22.49
6 MONTHS TO 11 MONTHS = 65% OF INDUSTRIAL MAINTENANCE MILLWRIGHT RATE (TOP STEP) 24.36
12 MONTHS TO 17 MONTHS = 70% OF INDUSTRIAL MAINTENANCE MILLWRIGHT RATE (TOP STEP) 26.24
18 MONTHS TO 23 MONTHS = 75% OF INDUSTRIAL MAINTENANCE MILLWRIGHT RATE (TOP STEP) 28.11
24 MONTHS TO 29 MONTHS = 80% OF INDUSTRIAL MAINTENANCE MILLWRIGHT RATE (TOP STEP) 29.98
30 MONTHS TO 35 MONTHS = 85% OF INDUSTRIAL MAINTENANCE MILLWRIGHT RATE (TOP STEP) 31.86
36 MONTHS TO 41 MONTHS = 90% OF INDUSTRIAL MAINTENANCE MILLWRIGHT RATE (TOP STEP) 33.73
42 MONTHS TO 47 MONTHS = 95% OF INDUSTRIAL MAINTENANCE MILLWRIGHT RATE (TOP STEP) 35.61
ADVANCEMENT TO JOURNEY RATE IS UPON COMPLETION OF THE PROGRAM AND WHEN APPROVED BY THE TAC OR BY A STATE APPROVED OVERSIGHT BODY SUCH AS BOLI.
NOTE # 8 : WATER OPERATIONS MECHANIC, APPRENTICE
ENTRY TO 5 MONTHS = 70% OF WATER OPERATIONS MECHANIC RATE (TOP STEP) 25.82
6 MONTHS TO 11 MONTHS = 75% OF WATER OPERATIONS MECHANIC RATE (TOP STEP) 27.66
12 MONTHS TO 17 MONTHS = 80% OF WATER OPERATIONS MECHANIC RATE (TOP STEP) 29.50
18 MONTHS TO 23 MONTHS = 85% OF WATER OPERATIONS MECHANIC RATE (TOP STEP) 31.35
24 MONTHS TO 29 MONTHS = 90% OF WATER OPERATIONS MECHANIC RATE (TOP STEP) 33.19
30 MONTHS TO 35 MONTHS = 95% OF WATER OPERATIONS MECHANIC RATE (TOP STEP) 35.04
ADVANCEMENT TO JOURNEY RATE IS UPON COMPLETION OF THE PROGRAM AND WHEN APPROVED BY THE TAC.
NOTE # 9 : ELECTRICIAN/INSTRUMENT TECH, APPRENTICE
ENTRY TO 5 MONTHS = 60% OF ELECTRICIAN/INSTRUMENT TECHNICIAN RATE (TOP STEP) 26.24
6 MONTHS TO 11 MONTHS = 65% OF ELECTRICIAN/INSTRUMENT TECHNICIAN RATE (TOP STEP) 28.42
12 MONTHS TO 17 MONTHS = 70% OF ELECTRICIAN/INSTRUMENT TECHNICIAN RATE (TOP STEP) 30.61
18 MONTHS TO 23 MONTHS = 75% OF ELECTRICIAN/INSTRUMENT TECHNICIAN RATE (TOP STEP) 32.80
24 MONTHS TO 29 MONTHS = 80% OF ELECTRICIAN/INSTRUMENT TECHNICIAN RATE (TOP STEP) 34.98
30 MONTHS TO 35 MONTHS = 85% OF ELECTRICIAN/INSTRUMENT TECHNICIAN RATE (TOP STEP) 37.17
36 MONTHS TO 41 MONTHS = 90% OF ELECTRICIAN/INSTRUMENT TECHNICIAN RATE (TOP STEP) 39.36
42 MONTHS TO 47 MONTHS = TOP STEP OF INSTRUMENT TECHNICIAN RATE 43.01
ADVANCEMENT TO JOURNEY RATE IS UPON COMPLETION OF THE PROGRAM AND WHEN APPROVED BY THE TAC OR BY A STATE APPROVED OVERSIGHT BODY SUCH AS BOLI.
Exhibit 6 Page 60
City Of Portland
Listing Of Job Classes (2021-2022)
(Hourly - Biweekly (26/yr) - Annual)
EFF 7-1-21: BOEC, ELECTED, MIN WAGE, NONREP, PCL, PFFA, PPCOA, PTE17, RECREATION, & SEASONAL MAINT WRKR. EFF 6-30-21: PPA. EFF 1-1-21: DCTU.
NOTE # 10 : EMERGENCY COMMUNICATIONS DISPATCHER TRAINEE
ENTRY 26.83
12 MONTHS 29.58
18 MONTHS 31.05
NOTE # 11 : INSTRUMENT TECHNICIAN, APPRENTICE
ENTRY TO 5 MONTHS = 60% OF INSTRUMENT TECHNICIAN RATE (TOP STEP) 25.81
6 MONTHS TO 11 MONTHS = 65% OF INSTRUMENT TECHNICIAN RATE (TOP STEP) 27.96
12 MONTHS TO 17 MONTHS = 70% OFINSTRUMENT TECHNICIAN RATE (TOP STEP) 30.11
18 MONTHS TO 23 MONTHS = 75% OF INSTRUMENT TECHNICIAN RATE (TOP STEP) 32.26
24 MONTHS TO 29 MONTHS = 80% OF INSTRUMENT TECHNICIAN RATE (TOP STEP) 34.41
30 MONTHS TO 35 MONTHS = 85% OF INSTRUMENT TECHNICIAN RATE (TOP STEP) 36.56
36 MONTHS TO 41 MONTHS = 90% OF INSTRUMENT TECHNICIAN RATE (TOP STEP) 38.71
42 MONTHS TO 47 MONTHS = 95% OF INSTRUMENT TECHNICIAN RATE (TOP STEP) 40.86
ADVANCEMENT TO JOURNEY RATE IS UPON COMPLETION OF THE PROGRAM AND WHEN APPROVED BY THE TAC.
* An Asterik (*) in premium pay column indicates this is a premium pay assignment.Printed :07/22/2021
Refer to "Compensation Pay Practices" for additional help interpreting this document. 61
Exhibit 6 Page 61
Created: April 14, 2020 Last updated: April 16, 2020
COVID-19 Cost Saving Measures Frequently Asked Questions
This FAQ is specifically designed to address non-represented employees. The same strategies are being discussed with our labor partners for implementation to represented employees. This is a live document that will be updated as decisions are made, and agreements are in place with our labor partners.
→ Merit freezes are effective April 11, 2020.→ Pay action freezes are effective April 11 – June 30, 2020.→ Furlough period is April 30 – October 14, 2020. You may notice the end date has
changed. This is to ensure the requirement is tied to the end of a pay period.
1. What does it mean “effective July 1, 2020, no cost of living (COLA) raises will be awarded tonon-represented employees until further notice”?Given the current economic impacts due to COVID-19 and the City’s efforts of cost savingmeasures, the COLA normally applied to non-represented employees’ salaries on July 1st thathave occurred in the past will not be occurring this July.
2. When can I expect to get the next COLA?At this time, it is unknown when and how COLA will be impacted in the future. The City willassess the financial impacts in the future and decisions will be made then.
3. My anniversary date is April 10, will I receive my merit increase?Yes, your anniversary date falls prior to the implementation of the merit freeze (April 11, 2020through June 30, 2021).
4. What if my manager has not yet completed my performance evaluation and submitted for mymerit increase, will I still get it with an anniversary date of April 10?Yes, if your anniversary date is April 10 or prior, you will receive your merit increase.
5. My anniversary date is April 11 or later, will I receive my merit increase?No, your anniversary date falls on the merit freeze implementation date of April 11.
6. Will I receive my merit increase on my next anniversary date?You should not expect to receive your merit increase in fiscal year July 1, 2020-June 30, 2021.
7. As I did not receive my merit increase in fiscal year 2019-2020 or 2020-2021, will my merit beretroactive?At this point, no decision has been made regarding retroactivity related to merit increases. TheCity will assess and determine if it can process those awards later. Decisions would be prioritizedto ensure those employees impacted between April 11 and June 30 of 2019 will be looked atfirst.
8. Are there freezes on other pay actions (pay changes, special assignment pay, work out ofclass, etc.)?Yes, effective April 11, 2020, BHR will hold any actions related to pay changes which includemovement on the range, special assignment pay, work out of class, and the previously
Exhibit 7 Page 1
Created: April 14, 2020 Last updated: April 16, 2020
mentioned merit increases per the Mayor’s directive. Classification and reclassification requests resulting in pay actions are also suspended. These are effective between April 11 – June 30, 2020.
9. What is a furlough? Furlough is a temporary unpaid leave. This type of action can be taken by employers to address financial and economic impacts of the organization. This furlough is warranted due to the impacts of COVID-19 on the economy. The City is implementing 10 days of furlough, unpaid leave, to non-represented employees between April 30 – October 14, 2020. You may notice the end date has changed. This is to ensure the requirement is tied to the end of a pay period. The same strategies are being discussed with our labor partners for implementation to represented employees.
10. Why has the City chosen to do furloughs and not layoffs? The City is asking all employees to make sacrifices to help address the anticipated financial shortfall and trying to minimize the impacts to both employees and city services. The City is committed to saving jobs and restoring our financial well-being as quickly as possible. Furloughs allow employees to maintain their benefits which is critical in this situation. With layoffs, benefits are lost. Also, while some layoffs are temporary and employees can be recalled to their job, layoffs can also become permanent which has a greater negative impact on employees.
11. How long will the furlough last? The furlough period is from April 30 – October 14, 2020. Based on the state of the budget, the need for the continuation of furloughs will be evaluated during the Fall Budget Monitoring Process (BMP). You may notice the end date has changed. This is to ensure the requirement is tied to the end of a pay period.
12. Is there a timeline to complete the furlough? Furloughs are to be implemented and completed between April 30 – October 14, 2020. Some have asked if the furlough can start earlier, it can, but please work with your manager or supervisor on impacts to your work and timing. You may notice the end date has changed. This is to ensure the requirement is tied to the end of a pay period.
13. What are my options in how I take the furlough? Your bureau will decide on the best way to implement the furlough based on operations. Furloughs can be one day per pay period, two days per pay period or one week at a time. Your bureau will provide more information on how it will be implemented.
14. What options will bureaus have to manage and implement furloughs? Bureaus have the flexibility to implement furloughs based on their operational needs. Bureaus should work with their HR Business Partner (HRBP) to determine the best way to implement and track how they proceed with furloughs.
15. Can bureaus take different approaches for different teams within the bureau? Yes, if that is what works best for the operation and the employees.
16. Can a manager deny a request for a furlough on a specific day?
Exhibit 7 Page 2
Created: April 14, 2020 Last updated: April 16, 2020
Yes, based on operational needs. Another day should be suggested that meets the operational needs while also considering the needs and financial impact on the employee.
17. Can I take a vacation day in lieu of a furlough? No, the intent of the furlough is as a cost saving measure, taking a vacation day provides no cost savings to the City.
18. How will furloughs be tracked? Bureaus will need to develop a process for managing scheduled furloughs. An SAP time code will be set up to allow for bureau entry and tracking of furlough time. Further instructions on the code and the standard SAP reports to use to report on furlough time will be provided once the time type has been created.
19. What if an employee does not schedule or take their furlough? The responsibility lies with each bureau to ensure the tracking of and scheduling of furloughs between the designated periods (April 30-October 14, 2020). We are in this together and all need to play our part.
20. What type of follow up will there be if a bureau/employee does not take their allotted furlough days? Bureaus will be expected to report out on their progress toward the furlough goals. A time report will be generated by BHR which provides a breakdown by bureau of scheduled hours and furlough hours taken for City leadership review.
21. Is there a timekeeping code for timesheets when an employee is on a furlough day/week?
An SAP time code will be set up to allow for bureau entry and tracking of furlough time. Further instructions on the code and the standard SAP reports to use to report on furlough time will be provided once the time type has been created.
22. I am a part-time employee, am I also required to participate in the furlough? Yes, there will be some prorated responsibility, more to come on that. The City is committed to ensuring employee benefits are maintained during the furlough period, therefore, there will be no impact to your benefits.
23. I am currently a represented employee temporarily appointed to a non-represented position or working out of class, how am I impacted? You are still considered a represented employee and would follow the impacts on represented employees once an agreement is in place with our labor partners.
24. How will my benefits be impacted during the furlough? The City is committed to ensuring employees maintain their benefits during the furlough, therefore, there will be no impact to your benefits based upon your reduced work hours.
25. I am currently part-time, how will taking another day affect my premium shares? As the furlough is not a change to standard hours, there would be no increase to benefit deductions.
Exhibit 7 Page 3
Created: April 14, 2020 Last updated: April 16, 2020
26. I do not work an 8-hour per day shifts. How will furlough days be applied to me?
The furlough hours are equivalent to a total of 80 hours. Bureaus will have the flexibility on how they apply furlough days/hours to the different employee schedules. For example, a bureau can convert schedules to 8-hour days during the furlough period so that the employee is furloughing for 8 hours in a pay period versus 10 or 12 hours. For individuals who work 4/10’s it would require 8 furlough days, matching the 80-hour equivalent.
27. How will taking furloughs impact my last three years for PERS calculation? PERS calculation is based on the highest three years of earnings, it is best to contact PERS to determine the impacts specific to you.
28. Are there different considerations for the lowest waged employees? Different strategies are being considered. More to come on that as strategies are developed.
29. Can I take extra furlough days and donate it to someone else? Different strategies are being considered. More to come on that as strategies are developed.
Exhibit 7 Page 4
From: City Council <[email protected]> Sent: Wednesday, June 09, 2021 3:56 PM To: Citywide All Employees Distribution List <[email protected]> Subject: Pay raises for non-represented employees
City Employees,
After a difficult year, we’re pleased to share good news: The City’s 1,700 non-represented employees will receive a 1.6 percent cost-of-living raise on July 1 and merit raises up to 2 percent during the 2021-2022 fiscal year.
As your City Council, we have identified resources to recognize your hard work – which is more important than ever during this time of crisis. You are keeping Portland running today and building a better future while we navigate a global pandemic, an economic recession and a long-overdue reckoning on racial justice. We know that many of you have persevered through personal and professional challenges, and you have made financial sacrifices to help balance the City’s budget.
News about raises may come as a surprise at this stage in the budget process. We let you know in early March that we didn’t anticipate being able to offer pay increases to non-represented employees – but we also committed to analyze resources as the City’s financial picture became clearer.
We recently received federal guidance for spending Portland’s allocation from the American Rescue Plan. While we remain committed to dedicating the overwhelming majority of that funding to directly serve the community, we learned that it is appropriate to cover raises for non-represented employees. We will allocate American Rescue Plan funding for part of the initial cost, and the remainder will be prioritized within existing and future resources across bureaus and funds. This allocation will require financial and service-level tradeoffs, some of which will not be fully known until next year. However, we know that our success in meeting the challenges to come is dependent upon the City’s talented and dedicated workforce, and we felt it imperative to prioritize this investment. The City Council voted on a budget amendment today to fund non-represented employee raises, which is estimated to cost about $8.4 million across funds.
You can expect to hear more soon from the Bureau of Human Resources, including the timing of merit raises and the details of integrating those raises with our transition to Success Factors performance management system. Meanwhile, we have directed City leadership to continue negotiating in good faith to reach agreements on open union contracts.
Exhibit 8 Page 1
Thanks for all that you do to serve Portland. Today, we’re very happy that we can formally recognize your hard work, dedication and tenacity.
With gratitude,
Mayor Ted Wheeler
Commissioners Jo Ann Hardesty, Mingus Mapps, Carmen Rubio and Dan Ryan
Exhibit 8 Page 2
Forwarded message ---------From: Zito, Ronald <[email protected]>Date: Tue, Jul 6, 2021, 4:01 PMSubject: RE: Status Quo UpdateTo: Nguyen, Bao <[email protected]>Cc: Gaddis, Jerrell <[email protected]>, Martineau, Rob<[email protected]>, Anthony, Jamaal <[email protected]>,Kevorkian-Mattie, AM <[email protected]>
Certainly Bao.
In nutshell, a 1.6 percent COLA increase for all non-represented personnel was configured in SAPthrough a mass pay action last week.This was a mistake because it did not account for the City’s legal obligation to maintain the statusquo for non-represented employees who are subject to unit clarification and the representationpetitions you recently filed.
We believe the City must maintain the terms and conditions of employment that existed at the timeyou filed these petitions, which is to say that there was clear communication from Council that noCOLA and Merit was to be provided in this new fiscal year.
As a result, the COLA increases currently reflected in SAP for those classifications subject to a currentERB petition will be reversed prior to payroll close this week.Our payroll team is already hard at work trying to get these changes made in our system prior tothem impacting anyone’s pay next week.
Exhibit 9 Page 1
We are happy to discuss this further with you if you like but wanted to provide you with a head’s upin the event you receive any questions from the employees you are seeking to represent. Thanks much,Ron
From: Bao Nguyen <[email protected]> Sent: Tuesday, July 6, 2021 3:43 PMTo: Zito, Ronald <[email protected]>Cc: Gaddis, Jerrell <[email protected]>; Martineau, Rob<[email protected]>; Anthony, Jamaal <[email protected]>;Kevorkian-Mattie, AM <[email protected]>Subject: Re: Status Quo Update I unfortunately will not be available at 1230 - 1 there is a meeting at that time to discuss ARPAProcess and funding and after there is a meeting with Cathy Bless on Workplace Reentry. If possiblecan you just email myself and Rob what the City's SAP processing as it relates to our petitions. On Tue, Jul 6, 2021 at 2:50 PM Zito, Ronald <[email protected]> wrote:
Afternoon Rob and Bao, Hoping to steal just a couple minutes of your time tomorrow to share some information aboutprocessing taking place in SAP related to your recent petitions. Please let us know if this time poses a conflict for either of you. Best,Ron________________________________________________________________________________
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Exhibit 9 Page 2
Exhibit 9 Page 3
Exhibit 10 Page 1
I am out early next week, so it would be ideal if we have a response today. If not, then Juliewill be covering this matter for me while I am out. Please copy her on any correspondence onthis. Thank you. JasonFrom: Farley, Matthew <[email protected]> Sent: Thursday, June 24, 2021 4:38 PMTo: Jason Weyand <[email protected]>Cc: Gordon, Mandy <[email protected]>; Rowen, Pat<[email protected]>Subject: Confidential Settlement Communication Hi Jason, I learned today about negotiations over the recent COLA that the Mayor announced for non-represented employees and the pending UC petitions. I was not aware the Union had initiated aresolution that would involve agreeing to allow the COLA to apply to petitioned for employeesdespite the status quo while the petitions are pending. The City and the Union should agree to thisnot for just one group of petitioned for employees, and deny it to others. If we want to extend thisCOLA to the petitioned for BSA I’s and II’s this can only help you and me talk to our clients aboutputting this lengthy BSA III hearing to bed for us all and wrap this up. I have no authority, but I expectto be having conversations tomorrow and early next week, and am confident the City wouldvoluntarily recognize and extend the COLA to all the BSA I’s and II’s if the union amends to withdrawits petition for the BSA III classification. I will follow up. Matt
Exhibit 10 Page 2
