HomeMy WebLinkAboutContracts & Agreements_141-2026MEMORANDUM OF UNDERSTANDING
BETWEEN THE
CITYOFREDLANDs
r
TEAMSTERS LOCAL #1932
JULY 1, 2026 - JUNE 30, 2029
Between
The City of Redlands
And
Teamsters Local #1932
July 1, 2026- June 30, 2029
TABLE OF CONTENTS
ARTICLE 1.
TERM OF MEMORANDUM OF UNDERSTANDING............................................................I.............................5
ARTICLE 2.
PREAMBLE............................................................................................................................ ...5
...................
ARTICLE3.
RECOGNITION.............................................................................................................................I...............5
ARTICLE4.
MANAGEMENT RIGHTS...............................................................................................................................5
ARTICLES.
SALARIES..................................................................................................................................... .......5
ARTICLE 6.
RETIREMENT.................................................................................................................................. .......6
ARTICLE7.
LONGEVITY PAY...........................................................................................................................................7
ARTICLE8.
OVERTIME...................................................................................................................................................7
ARTICLE 9.
CERTIFICATION PAY.....................................................................................................................................7
ARTICLE 10.
WATER HAZARD PAY — SEWER OVERFLOW/SANITARY SEWER EMERGENCY RESPONSE................................7
ARTICLE 11.
WORKING OUT OF CLASSIFICATION PAY......................................................................................................8
ARTICLE 12.
SPECIAL ASSIGNMENT PAY..........................................................................................................................9
ARTICLE 13.
CALL BACK PAY............................................................................................................................................9
ARTICLE14.
STAND-BY PAY.............................................................................................................................................9
ARTICLE 15.
SCHEDULED RECALL TO WORK...................................................................................................................10
ARTICLE 16.
SHIFT DIFFERENTIAL..............................................................................................................I...................10
ARTICLE 17.
UNIFORM ALLOWANCE................................................................................................I............................10
ARTICLE18.
RIDESHARING............................................................................................................................................12
ARTICLE 19.
TUITION REIMBURSEMENT........................................................................................................................12
ARTICLE 20.
BILINGUAL PAY..........................................................................................................................................12
ARTICLE21.
DEATH OF EMPLOYEE................................................................................................................................12
ARTICLE22.
HEALTH INSURANCE..................................................................................................................................13
ARTICLE 23.
DENTAL INSURANCE..................................................................................................................................14
ARTICLE24.
VISION CARE.............................................................................................................................................14
ARTICLE25.
LIFE INSURANCE........................................................................................................................................14
ARTICLE 26.
WORKERS' COMPENSATION/SDI................................................................................................................14
ARTICLE27.
VACATION.................................................................................................................................................14
City of Redlands I Teamsters MOU 2026-2029
ARTICLE28.
SICK LEAVE........................ ............... ................................................................................... .....................
14
ARTICLE 29.
BEREAVEMENT LEAVE................................................................................................................................15
ARTICLE 30.
LEAVE OF ABSENCE WITHOUT PAY.............................................................................................................16
ARTICLE 31.
MILITARY LEAVE........................................................................................................................................16
ARTICLE32.
HOLIDAYS..................................................................................................................................................16
ARTICLE 33.
COMPENSATORY TIME OFF........................................................................................................................17
ARTICLE 34.
SHOP STEWARD RELEASE TIME..................................................................................................................17
ARTICLE35.
MEAL PERIODS..........................................................................................................................................17
ARTICLE36.
REST PERIODS............................................................................................................................................18
ARTICLE 37.
CATASTROPHIC LEAVE...............................................................................................................................18
ARTICLE 38.
LEAVE TIME REPORTING............................................................................................................................18
ARTICLE 39.
COMMERCIAL DRIVER'S LICENSE................................................................................................................18
ARTICLE 40.
EMPLOYMENT EXAMINATION PROCEDURES..............................................................................................18
ARTICLE41.
PROBATION...............................................................................................................................................18
ARTICLE 42.
REVIEW/EVALUATION DATE......................................................................................................................19
ARTICLE 43.
PERFORMANCE EVALUATIONS...................................................................................................................19
ARTICLE 44.
WORKWEEK /STANDARD TOUR OF DUTY...................................................................................................19
ARTICLE 45.
SOLID WASTE ROUTE BIDDING..................................................................................................................20
ARTICLE 46.
FLOATER PREMIUM PAY............................................................................................................................20
ARTICLE 47.
PROMOTIONAL POSITIONS........................................................................................................................20
ARTICLE 48.
NO STRIKE PROVISION...............................................................................................................................20
ARTICLE 49.
DIRECT DEPOSIT........................................................................................................................................20
ARTICLE50.
PERSONNEL FILE............................................................................................................................... ....20
ARTICLE 51.
COPY OF MOU TO EACH EMPLOYEE...........................................................................................................21
ARTICLE 52.
RULES, REGULATIONS AND RESOLUTIONS..................................................................................................21
ARTICLE 53.
DISCIPLINARY PROCEDURE........................................................................................................................21
ARTICLE 54.
GRIEVANCE PROCEDURE............................................................................................................................26
ARTICLE 55.
DEMOTION/NON-DISCIPLINARY................................................................................................................30
ARTICLE 56.
LAYOFF PROCEDURE..................................................................................................................................31
ARTICLE 57.
MAINTENANCE OF MEMBERSHIP...............................................................................................................32
ARTICLE58.
D.R.I.V.E....................................................................................................................................................32
ARTICLE 59.
UNIT MODIFICATION.................................................................................................................................33
ARTICLE 60.
COMMUNICATIONS...................................................................................................................................33
ARTICLE 61.
USE OF BULLETIN BOARDS.........................................................................................................................33
ARTICLE 62.
EMPLOYEE TIME RECORDS.........................................................................................................................33
ARTICLE 63.
PREVAILING BENEFITS..................................................................................................... ...........34
City of Redlands 1 Teamsters MOU 2026-2029
ARTICLE 64.
EXTENSION OF MOU..................................................................................................................................34
ARTICLE 65.
SAVINGS CLAUSE.......................................................................................................................................34
ARTICLE 66.
ZIPPER CLAUSE.................................................................................................................. ...34
.....................
ARTICLE 67.
SIGNATURES..............................................................................................................................................34
City of Redlands I Teamsters MOU 2026-2029
Article I. TERM OF MEMORANDUM OF UNDERSTANDING
Except where expressly stated otherwise herein, the City and the union agree that the provisions of this
Memorandum of Understanding (MOU) shall become effective on July 1, 2026 and shall expire on June
30, 2029.
Article 2. PREAMBLE
It is the intent and purpose of this MOU to set forth the understanding of the parties reached as a result
of meeting and conferring in good faith regarding, but not limited to, matters relating to the wages, hours,
and terms and conditions of employment with the Meyers-Milias-Brown Act (MMBA) between the City
of Redlands (hereinafter referred to as "City") and the General Employees Association represented by the
Teamsters Local 1932 (hereinafter referred to as "Union").
Article 3. RECOGNITION
A unit employee shall be defined as an employee of the City and assigned to the General Unit by the
City Manager in accordance with City policies and procedures.
Article 4. MANAGEMENT RIGHTS
The authority of the City includes:
• The exclusive right to determine the mission of its constituent departments, commissions and
boards;
• Set standards of service;
• Determine the procedures and standards of selection for employment and promotion;
• Direct its employees;
• Take disciplinary action;
• Relieve its employees from duty because of lack of work or for other legitimate reasons;
• Maintain the efficiency of work;
• Maintain the efficiency of governmental operations;
• Determine the methods, means and personnel by which government operations are to be
conducted;
• Determine the content of job classifications;
• Take all necessary actions to carry out its mission in emergencies;
• Exercise complete control and discretion over its organization and the technology of performing
its work, provided, however, that the exercise and retention of such rights does not preclude
employees or their representatives from meeting and conferring over effects on matters within
the scope of representation.
Article 5, SALARIES
Unit members shall receive the following salary increases:
a. Effective the first full pay period after City Council approval of this MOU, all unit employees will
receive a four percent (4%) increase to base salary.
b. Effective the first full pay period following July 1, 2027, all unit members will receive a three
percent (3%) increase to base salary.
City of Redlands I Teamsters MOU 2026-2029
c. Effective the first full pay period following July 1, 2028, all unit members will receive a three
percent (3%) increase to base salary.
d. Effective the full first pay period after the City Council approval of this MOU, the City will establish
three (3) new steps (Step 5, 6, 7) at the top of the salary range for each classification. The new
steps shall be at two and a half percent (2.5%) higher than the preceding step.
i. Advancement to the new Steps 5, 6, and 7 shall continue to occur upon an employee's
anniversary date.
Article 6. RETIREMENT
A. Classic Members
1. All "classic" unit members including those first employed on and after March 11, 2010, shall
personally fund 100% of the 7% of compensation earnable as and for the individual member's
normal employee PERS contribution. (The term "classic" member is defined in the Public
Employee's Pension Reform Act of 2013-"PEPRA.")
All "classic" member normal contributions required to be paid by the member, whether paid by
the employer or the member, shall be credited to the member's CaIPERS account.
The City shall adopt the necessary resolution(s) so that individual member contributions made by
the employee may be excluded from taxable income pursuant to Section 414(h)(2) of the United
States Internal Revenue Code.
Whether as authorized by Government Code § 20692, 20636(c)(4) or any other statutory or legal
basis, the City shall not report to CalPERS as any type of compensation, any portion of the normal
employee PERS contributions required by PERS which are funded by the employee.
2. The City shall continue to include in this contract with CalPERS, the following provisions:
HIGHEST SINGLE YEAR
SURVIVOR CONTINUANCE I
2% @ 55 RETIREMENT FORMULA
B. New Members
1. The Public Employee's Pension Reform Act of 2013 — "PEPRA" (signed by the Governor on
09/07/12,) shall in its entirety be given full force and effect as it may from time to time
exist, during and after the terra of this MOU, as described below.
2. Unit employees who are "new members" as defined in the PEPRA, shall individually pay an
initial Member CALPERS contribution rate of 50% of the normal cost rate (as defined and
calculated by CalPERS) for the Defined Benefit Plan in which said newly hired member is
enrolled, rounded to the nearest quarter of 1%, orthe current contribution rate of similarly
situated employees, whichever is greater. (Government Code section 7522.30)
3. Unit employees who are "new members," as defined in the PEPRA, on and after January
1, 2013, shall be enrolled in the retirement plan of 2%@62 (Government Code section
7522.20(a), with final pensionable compensation (as defined for new members in
City of Redlands I Teamsters MOU 2026-2029
Government Code § 7522.34) being determined by reference to the highest average
annual pensionable compensation earned during a period of 36 consecutive months.
(Government Code § 7522.32(a).)
Article 7. LONGEVITY PAY
A. Employees with fifteen (15) years continuous service with the City shall receive compensation in the
amount of three percent (3%) of base salary, effective the beginning of the pay period closest to
completion of their fifteenth (151h) year of service.
B. Employees with twenty (20) years continuous service with the City shall receive compensation of two
percent (2%), effective the beginning of the pay period beginning closest to completion of their
twentieth (201h) year of service.
C. The 15- year longevity percentages shall be compounded with the 20- year longevity pay. Incentives
and leave cash out shall be calculated based on the combination of base salary and longevity pay.
Article 8. OVERTIME
A. Overtime pay shall be earned at time and one-half for all hours. The employee may elect to earn
compensatory time off, at one and one-half time, in lieu of overtime pay. For shifts that exceed 12
hours, employees will be paid double time or earn compensatory time off at double time rate.
Overtime must be paid at the time it is worked or accrued as compensatory time. Accrued
compensatory time will not be paid off in lump sum except at termination and only for those hours
on the official payroll records.
B. Paid leave time -- which encompasses vacation, sick, floating holiday, and compensatory time -- shall
not be considered hours worked for the computation of overtime. Paid holiday time and jury duty
shall be considered hours worked for the computation of overtime.
C. Any employee who works overtime in excess of three and one-half (3%) hours, provided that
employee has worked eight (8) hours in addition to the three and one-half (3%) hours, will be entitled
to have a meal at the expense of the City or be entitled to be reimbursed for a meal, either during the
incident for which the employee is working overtime for or at discharge from the incident. The cost
of the reimbursement shall not exceed the US General Services Administration's guidelines for
"Dinner" in San Bernardino County for the date of the incident.
Article 9. CERTIFICATION PAY
Employees in the classifications of Water Distribution Operator and Water Distribution Crew Leader
who obtain State issued water distribution certificates above and beyond the minimum requirements as
set forth in their respective job description shall be eligible for an additional three percent (3%) of base
salary for each additional certificate.
Article 1O. WATER HAZARD PAY -SEWER OVERFLOWISANITARY SEWER
EMERGENCY RESPONSE
Purpose - The purpose of this article is to recognize the elevated health, and safety and environmental
risks associated with responding to sewer overflows, sanitary sewer system failures, and related
City of Redlands I Teamsters MOU 2026-2029
emergency events, and to provide appropriate compensation to employees required to perform such
duties.
Definition of Sewer Overflow Emergency - A Sewer Overflow Emergency is defined as any event involving
the uncontrolled discharge, backup, or release of untreated or partially treated sewage, wastewater, or
industrial waste, including but not limited to:
a. Sanitary sewer overflows (SSOs)
b. Sewer main breaks or collapses
c. Private lateral overflow
d. Raw sewage backups into streets, waterways, storm drains, buildings, or private property
e. Confined space sewer entries related to overflow response
f. Any emergency declared by the City related to wastewater system failure
Eligibility for Hazard Pay - Employees shall be eligible for hazard pay when they are directed or required
to perform any of the following during a Sewer Overflow Emergency:
a. Contact with raw or partially treated sewage
b. Entry into contaminated areas, including flooded streets, easements, channels, or structures
c. Sewer line clearing, jetting, bypass pumping, vacuuming, or cleanup operations
d. Handling, transporting, or disposing of contaminated materials
e. Confined space entry associated with sewer overflow mitigation
f. Traffic control, barricading, or public safety duties within contaminated zones
Hazard Pay Rate — Effective the first full pay period after City Council approval of this MOU, eligible
employees shall receive hazard pay equal to an additional 5% of their base hourly rate or a minimum of
$3 per hour, whichever is greater, for all hours worked during a Sewer Overflow Emergency response.
Hazard pay shall be paid in addition to any applicable:
a. Overtime
b. Call-back pay
c. Standby pay
d. Shift differentials
e. Premiums provided elsewhere in this MOU
Minimum Pay Guarantee - Employees assigned to a Sewer Overflow Emergency shall receive hazard pay
for a minimum of four (4) hours, regardless of the actual time spent responding.
Artic►e 11. WORKING OUT OF CLASSIFICATION PLAY
Whenever the needs of the City require an employee to temporarily perform the duties of a higher
classification than that in which the employee is currently employed, said employee shall be entitled to
receive out of classification pay for the period of time that the employee works out of classification.
Employees approved to work out of class shall be placed at Step 0 of the classification in which they are
working. If Step 0 does not provide a 5% increase, the employee will be placed at the step on the range
that provides a 5% increase. Placement will not exceed Step 4 of the range.
A. In order to receive out of classification pay the following provisions must occur:
1. A vacancy or absence must exist for out of classification pay to be paid.
City of Redlands I Teamsters MOU 2026-2029
2. The employee receiving out of classification pay must perform essentially all of the functions of the
higher classification in order to receive compensation.
3. The employee shall meet the minimum qualifications for the higher classification in order to be
eligible for out of classification pay.
4. The employee shall have completed five (5) consecutive full work days in the higher classification and shall
then be eligible for out of classification pay commencing with the sixth (6th) consecutive day working out
of classification and continuing for all consecutive days worked thereafter
B. Working out of classification pay will only be authorized upon recommendation to and approved by
the Director of Human Resources and Risk Management, by the Department Head and will require a
Personnel Action Form with supporting documentation justifying assignment.
Article 12. SPECIAL ASSIGNMENT PAY
Employees performing in a capacity beyond the normal scope of their duties, and with increased and
direct responsibility and personal liability for City operations shall be eligible for Special Assignment Pay,
Special Assignment Pay shall be at a flat rate not to exceed ten percent (10%) of base salary. Special
Assignment Pay will only be authorized upon Department Head recommendation, Human Resources
Director concurrence and City Manager approval.
Article 1.3. CALL BACK PAY
A. An employee will be eligible for Call Back Pay when an employee is called in to work outside of their
scheduled shift. Call back time will be reimbursed based on a minimum two (2) hour block at time
and one-half, with the exception that employees will be reimbursed based on a minimum three-hour
block at time and one-half if the call back is between the hours of 12:00 a.m. and 7:00 a.m.
When an employee has worked at least two (2) hours during the eight (8) hours prior to the
commencement of his/her regular work schedule, the employee shall report to duty at the regular
scheduled shift immediately commencing ten (10) hours after the end of the callback assignment.
When an employee has worked (4) continuous hours within eight (8) hours prior to his/her regular
start time, he/she shall get the next day off and shall be compensated at the regular rate of pay for
the time off
C. Where the working of call back time results in the employee starting his/her regularly scheduled shift
after the regularly scheduled shift commences, the missed hours of work shall not be deducted from
the employee's hours worked total for the weekly work period.
Article 14. STAND-BY PAY
A. Employees in the General Employees unit of representation assigned to standby duty shall receive
one (1) hour of pay at straight time for standby duty on a week day and four (4) hours of straight time
pay for standby duty on a regularly scheduled day off, weekend day or holiday.
B. In order to qualify for standby pay employees must:
1. Be available via a city issued device;
2. Be able to report to the worksite within thirty (30) minutes; and,
City of Redlands I -Teamsters MOU 2026-2029 n
3. Not consume alcoholic beverages or any other debilitating drug while on standby.
Any employee who is unable to respond within thirty (30) minutes may be eliminated from the
standby rotation.
Article 15. SCHEDULED RECALL TO WORK
The City agrees that when employees of the Municipal Utilities and Engineering Department are recalled
or scheduled to return to work for water system installation or a maintenance project between the hours
of 12 midnight and 4:00 a.m., said employees shall receive time and one-half for all hours worked.
Employees performing in this capacity shall automatically report to duty on their regularly scheduled shift
immediately after a ten (10) hour rest period has occurred from the ending time of the scheduled or recall
work assignment.
Article 16. SHIFT DIFFERENTIAL
The City agrees to provide a five -percent (5%) shift differential to those employees who work one-half of
their regularly scheduled shifts after 7:00 p.m., not to include overtime, special assignments, emergency
hours, etc. worked after 7:00 p.m. The shift differential shall apply to the full regularly scheduled shift.
Article 17. UNIFORMALLQWANCE
A. Uniformed employees shall in lieu of the uniform allowance, be provided uniform rental and
laundering services at City expense (valued at $125 per year). Upon termination of employment,
employees whose uniforms were provided to them will be required to return the uniforms to the City.
It is a requirement that employees wear the designated uniform and appropriate footwear to work
daily. Classifications covered by this provision are:
Asphalt Worker
Solid Waste Truck Driver f
Building Maintenance Worker
Sr. Asphalt Worker
Cemetery Caretaker II�
Sr. Building Maintenance Worker
Cemetery Crew Leader-,_,__ I
Sr. Customer Service Field Technician
Cross Connection Control Inspector I
Sr. Equipment Operator
Customer Service Field Technician
------..-._..-..
Worker 1 ds
Sr. Grounds Maintenance Work/II
- --- -J
Electrical and Instrumentation Apprentice— _
Electrical and Instrumentation Technician -_�
sr_Grove Maintenance Worker
..... ... ......
Sr. Street Maintenance Worker 1/II
Electrician
Sr. Water Quality Technician
Equipment Mechanic 1/11 — I
Tree Trimmer i/II
Equipment Operator OIT/1/11 I
Utilities Maintenance Foreperson —
Fire Mechanic
Wastewater Collection Systems Worker l/II/III
Fleet Parts Technician
Wastewater Facilities Operator 1/II/ill/IV/
Grounds Maintenance Worker 1/I1
Water Distribution Crew Leader
Grover Maintenance Worker
Water Distribution Operator
Laboratory Analyst I/II/III/IV
-
Water Meter Reader 1/11
Maintenance Worker 1/11
Water Quality Technician 1/11 I
City of Redlands I Teamsters MOU 2026-2029 m�
Plant Mechanic 1/II Water Treatment Operator 1/11/III/IV/V
Sign & Paint Worker Welder
B. The following employees shall in lieu of the clothing allowance be provided five (5) Polo Shirts/T Shirts
twice a year, in January and July:
Building Inspector 1/11 (Polo) Program Specialist (T-shirt)
Code Enforcement Officer 1/II (Polo) I Sr. Building Inspector (Polo)
m Aid (T-Shirt) j Code Enforcement Supervisor (Polo)
C. Non -uniformed employees in this unit on payroll as of June 1 of each year and at the time the check
is issued shall receive an annual three hundred dollars ($300.00) bonus in lieu of the uniform
allowance, payable in July of each year. This bonus will not be reported to PERS as compensation.
D. Classifications listed below on payroll as of June 1 of each year and at the time the check is issued
shall receive an annual $300.00 for required boot/footwear, payable in July of each year.
Worker
I
Sr. Asphalt Worker
_Asphalt
Building Inspector 1/11
I
Sr. Building Inspector
Building Maintenance Worker
I
Sr. Building Maintenance Worker
Cemetery Caretaker it
Cemetery Crew Leader
I
Sr. Code Enforcement Officer
Sr. Construction Inspector
Cemetery Sales and Service Representative
—....
Code Enforcement Officer 1/11
Construction Inspector
J
I
Sr. Customer Service Field Technician
Sr. Equipment Operator
5r. Grounds Maintenance Worker 1/II I
Cross Connection Control Inspector
I
Sr. Grove Maintenance Worker
Customer Service Field Technician
Sr. Street Maintenance Worker 1/11 I
Electrical and Instrumentation Apprentice
I
Sr. Water Quality Technician
Electrical and Instrumentation Technician
I
Tree Trimmer 1/11
Electrician
I
Utilities Maintenance Foreperson
Equipment Mechanic 1/11
I
Wastewater Collections System Supervisor
Equipment Operator OIT/I/I1
Wastewater Collection Systems Worker I/l1/111
Mechanic
I
Wastewater Facilities Operator 1/II/111/IV/V
_Fire
Grounds Maintenance Worker 1/11
I
Wastewater Supervisor I
Grove Maintenance Worker
I
Water Distribution Crew Leader I
Laboratory Analyst 1/11/111/IV
I
Water Distribution Operator
Maintenance Worker 1/I1
!
Water Distribution Supervisor
NPDES Inspector 1/11
�
Water Meter Reader 1/11
Plant Mechanic 1/11
Regulatory Compliance Officer _
Water Production Maintenance Supervisor
Water Production Operations Supervisor
Sign & Paint Worker
I
Water Quality Technician 1/11
Solid Waste Route Coordinator
I
Water Treatment Operator 1/11/III/IV/V
City of Redlands I Teamsters MOU 2026-2029 '
Code Enforcement Officer I/II J Welder
E. Employees new to a classification listed in Section D shall receive one half (1/2) of the annual footwear
allowance, to be followed on June I" of their first year with the second half of the footwear allowance.
F. The parties recognize that their best efforts have been made to list the appropriate job classifications
and uniform entitlement. In the event there is a change to job duties or an error has been made and
a classification has been misidentified, that classification will be added to the above appropriate
category. If new classifications are added during the term of this MOU (2023-2026), the City and the
unit will meet and confer on eligibility of the newly added classification.
Article 18. RIDESHARING
A. All employees are eligible for participation in the City's ridesharing program. Participation in the
program is voluntary and shall be in full compliance of Redlands Ridesharing Program Policy.
Approved participants shall receive fifteen (15) minutes of accrued rideshare time for each rideshare
day. Ridesharing shall be reported on individual employee timesheets.
B. The program shall be monitored by the Program Coordinator. Participants in violation of the
Ridesharing Policy, including falsification of reporting, shall be permanently dismissed from the
program and subject to disciplinary action.
Article 19. TumoN REIMBURSEMENT
A. Each Unit employee shall be entitled to tuition reimbursement for courses and books while attending
an accredited school of higher learning. The course must be pre -approved by the employee's
department head and Human Resources.
B. Employees shall be reimbursed up to the dollar amount charged for the same number of units per
term by the University of California, Riverside. An employee shall not receive reimbursement in
excess of two thousand Dollars ($2,000) in any one fiscal year. The difference between the City's
maximum obligation during any fiscal year and the amount of any actual reimbursement received by
the employee during that fiscal year shall not be carried over or be available to use by the employee
in any subsequent fiscal year.
C. The course must be satisfactorily completed with a minimum grade of "C" or equivalent.
D. Upon the approval of the department head and Human Resources, a Unit employee may use up to
two hundred -fifty ($250) per year of their Tuition Reimbursement for attendance at a seminar or
conference for the purpose of professional development.
Article 2R. B'1LI`NGUAL PAY
Employees are eligible for bilingual pay in accordance with the City's Bilingual Pay Program, and upon
approval by the Department Head and Human Resources/Risk Management Director. Effective the first
full pay period after the City Council approval of this MOU, Authorized employees shall receive additional
compensation in the amount of seventy-five dollars ($75) per pay period,
Article 21. DEATH OF Eh1I'LOYEE
A. The eligible dependents of deceased employees shall be entitled to benefits as follows:
City of Redlands I Teamsters MOU 2026-2029
B. Sick leave accruals, lifetime medical insurance and other applicable benefits shall be calculated and/or
compensated according to the eligibility requirements stated in the current MOU.
C. In the event the deceased employee qualified fora service retirement (i.e. age 50 and with a minimum
of five (5) years of service with the City), the City shall calculate and/or compensate benefits in the
same manner as an employee service retirement.
Article n, HEALTH INSURANCE
A. The City shall contribute directly to CalPERS on behalf of each employee three hundred and ninety-
seven dollars ($397.00) per month pursuant to Resolution No. 4572, adopted by the City Council on
September 5, 1989. In addition, the City shall contribute an amount through the City's cafeteria plan
that is equal to the difference between the City's minimum PEMHCA contribution and the following
amounts:
TOTAL CITY CONTRIBUTION EFFECTIVE EFFECTIVE
COVERAGE LEVEL UPON APPROVAL AND JANUARY 1, 2027 JANUARY 1, 2028
ADOPMN OF AGREEMENT
Employee Only: _ 1 $900 J__ 950 1,000
Employee Plus One Dependent: $1,700 $1,800 $1,900
Employee plus Two or more i $2,200 $2,100 -- - L - $2,400
Dependents: _ J J
City contributions to the cafeteria plan may be used toward available cafeteria benefits, including City
medical plan premiums, flexible spending account, and post -employment health plan.
C. The City agrees to provide a stipend of three hundred and fifty dollars ($350), on a monthly basis, for
those employees with alternative medical coverage who opt for the stipend in lieu of the medical
insurance benefit.
D. RETIREE INSURANCE BENEFITS.
1. For all unit members who qualify as an "annuitant" under PEMHCA, the City will contribute directly
to CaIPERS on behalf of each annuitant three hundred and ninety-seven dollars ($397) per month
pursuant to Resolution No. 4572, adopted by the City Council on September 5, 1989.
2. Upon service retirement and completion of twenty (20) cumulative years of service with the City
an employee hired prior to March 11, 2010, who qualifies as an annuitant under PEMHCA, may
elect to receive as City contributions to a retiree health savings account the difference between
the PEMHCA minimum and the cost of fully paid medical insurance (excludes vision coverage) for
the employee and eligible dependents, under the City's medical insurance program. Employees
hired on or after March 11, 2010 are not eligible for this benefit.
3. Unit members with ten (10) years of continuous employment with the City who concurrently retire
from the City and the CAPERS system and who qualify as an annuitant under PEMHCA may elect
to receive the "Medical Bridge." Under the "Medical Bridge," the City will contribute the
difference between the PEMCHA minimum and the cost of single party coverage for the retired
unit member only for the lowest cost medical and dental insurance plans as provided by the City
to its then existing unit members until the member reaches the age of Medicare eligibility at which
City of Redlands I Teamsters MOU 2026-2029
time the benefit will cease and unit members will only receive the PEMHCA minimum
contribution. Unit members who receive the medical bridge can select higher cost plans offered
by the City to its then existing members and/or coverage for dependents, however, the additional
cost for the plan or additional dependents shall be paid for by the Unit member and not by the
City.
Article 23. DENTAL INSURANCE
The City agrees to pay the full monthly premium for dental insurance under the Principal Financial dental
plan or its equivalent for each employee in the unit and all eligible dependents.
Article 24. VISION CARE
The City agrees to reimburse each employee in the unit up to four hundred dollars ($400) every fiscal year
for the purchase of frames and lenses or contact lenses and the cost of eye examinations for the employee
and/or his/her dependent or the reimbursement of a 3rd party vision insurance premium, with
documentation of paid premiums to be submitted once a year.
Article 2S. LIFE INSURANCE
The City shall contribute the monthly premium for term life insurance in the amount of twenty-five
thousand dollars ($25,000) for all employees in the unit.
Article 26. WORKERS COMPENSATIONISDI
A. The City agrees to provide City paid State Disability Insurance coverage to all employees in the unit.
B. Sick leave or compensatory time may be used to supplement a Workers' Compensation or State
Disability Insurance check, not to exceed the employee's regular rate of pay. Prior to use of accrued
sick leave or compensatory time for this purpose, the State Disability Insurance check stub must be
submitted to Payroll.
Article 27. VACATION
A. The vacation accrual for employees in the unit shall be as follows:
YEARS/MONTHS OF SERVICE
0-5 (0-59 months)
6 — 7 (60-83)
8 —10 (84-119)
11-14 (120-167)
15+(168+)
ACCRUAL RATE — HOURS
80
120
140
160
200
B. The maximum vacation accrual shall be three (3) years. In November of each calendar year all
vacation hours in excess of three (3) years accrual will be paid off at the employee's current hourly
rate.
Article M. SICK LEAVE
A. ACCRUAL: Sick leave shall be accrued on an hourly basis at the rate of eight (8) hours per calendar
month of service.
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B. USE: Employees may use up to half of their annual sick leave accrual, forty-eight (48) hours, to care
for ill family members.
C. BUYBACK: In November of each calendar year, each employee in the unit may elect to be paid at
his/her current hourly rate for each sick leave day accumulated during the following calendar year in
excess of six (6) sick leave days in November of the following year. A total of one (1) year's
accumulation, ninety-six (96) hours, must be on the books prior to any compensation being paid. This
election is irrevocable and may not be changed after the election is made. Employees in the unit may
also choose to accumulate all sick leave days, from calendar year to calendar year, to an unlimited
amount.
D. ATSEPARATION OF SERVICE: Upon voluntary separation of service or layoff with the City, employees
with ten (10) or more years of continuous service will be eligible to cash in unused sick leave at the
following formula:
YEARS OF SERVICE
PERCENT
10 —15
25 %
16-20
35 %
21f
5fl %
In the event of separation due to layoff for an employee with less than 10 years of service, the
employee will be eligible for 25% of unused sick leave
Employees electing this option shall be responsible forany and all future medical insurance premiums.
E. UPON SERVICE RETIREMENT: In lieu of the benefit D and upon service retirement under the PERS
retirement plan, employees in the unit may elect to have all remaining sick leave accrued at the time
of retirement converted to cash value at their final rate of pay and deposited in the Post Employment
Health Plan (PEHP) where it can be used for applicable premiums payable under the City's medical
insurance program for the employee and the employee's eligible dependents. In the event that the
employee dies prior to exhaustion of the cash value of said benefits, the remaining cash value may be
applied toward the premiums of covered dependents until exhausted, subject to the conditions and
limitations of the PEHP.
F. CONVERSION TO SERVICE CREDIT: In lieu of benefits D and E cited above, employees in the unit may
elect to have all remaining sick leave accrued at the time of service retirement converted to PERS
service credit.
Article 29. BEREAVEMENT LEAVE
In the event of a death in the immediate family, an eligible employee will be compensated with four (4)
days paid leave. In addition, eligible employees may be allowed to use accrued sick leave with full pay
not to exceed three (3) days. Immediate family shall be defined as the following relatives to either the
employee or spouse or registered domestic partner: spouse, register domestic partner, child (including
foster child or ward of the court), parent, grandparent, brother, sister, niece, nephew, step -children, and
grandchildren. The definition of immediate family will also include the aunt and uncle of the employee
only. Bereavement leave may also be used for the significant other of the employee provided the
employee shows proof of cohabitation.
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It is understood that Bereavement Leave is not just to allow employees to attend funeral services, but to
allow employees to morn and process the passing of a family member or help a spouse to do so.
If requested by the employee, Bereavement Leave may be split into two (2) blocks of time that, when
combined, shall not exceed the seven (7) days specified above. Bereavement leave must be completed
within three (3) months of the death of the family member.
Article 30. LEAVE QFABSENCE WITHOUT PAY
If an employee takes more than five (5) accumulated days of leave without pay in a calendar year,
commencing at the beginning of the sixth (6th) day of leave without pay and any day of leave without pay
thereafter during the calendar year, sick leave and vacation accruals will be adjusted proportionately to
eliminate benefit accruals for any day an employee is on leave without pay status.
Article 3l. MILITARY LEAVE
Military leave shall be granted in accordance with the provisions of State and Federal law. The
department head may request copies of the employee's official military orders.
Article 32. HOLIDAYS
A. The holidays which will be honored for employees in the unit will include the following, along with
any additional day as designated by action of the City Council:
HOLIDAY
DAY OBSERVED
New Year's Day
January 1
Martin Luther King Day
Third Monday in January
President's Day
Third Monday in February
Farm Workers Day
March 31
Memorial Day
Last Monday in May
Juneteenth
June 19
Independence Day
July 4
Labor Day
First Monday in September
Columbus Day
Second Monday in October
Veteran's Day
November 11
Thanksgiving Day
Fourth Thursday in November
Friday after Thanksgiving Day
Friday after Thanksgiving Day
Christmas Eve
December 24
Christmas Day
December 25
B. If the holiday falls on Saturday, Friday shall be designated as the holiday and if the holiday falls on
Sunday, Monday shall be designated as the holiday.
C. If a scheduled holiday falls on an employee's regular day off, the employee shall be given the option
of being compensated or banking the time as Compensatory Time Off for one day of holiday
compensation at straight time. Employees should not be scheduled to work both the designated
holiday and the actual holiday. Employees on a 9/80 work schedule will be paid eight (8) hours of holiday
pay if the holiday lands on a closed Friday.
D. Holiday pay shall be compensated in accordance with the employee's standard work schedule.
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E. Employees in the unit are also entitled to receive:
1. Two (2) Floating Holidays per calendar year
2. Twenty (20) Hours of Additional Floating Holidays per calendar year
F. Employees in the unit shall not be allowed to carry floating holidays over from one calendar year to
the next. Holidays not taken by December 31s' of any given year will be forfeited.
G. The A.K. Smiley Public Library will be closed on the Saturday following Thanksgiving Day.
Article 33. COMPENSATORY TIME OFF
Compensatory Time Off (CTO) shall accrue at the rate of one and one-half (1-1/2) hours for each overtime
hour worked in accordance with the Fair Labor Standards Act. CTO shall not accumulate in excess of two
hundred (200) hours at any given time. Use of compensatory time -off earned shall be granted so that it
does not unduly disrupt the operations of the City. Terminating employees shall be compensated for
accrued compensatory hours.
Article 34. SHOP STEWARD RELEASE TIME
The Union may designate up to eight (8) Shop Stewards, three (3) Deputy Chief Stewards, and one (1)
Chief Steward to attend Union meetings/business on City time.
• Eight Shop Stewards shall be granted up to two (2) hours per month.
• Three Deputy Chief Stewards shall be granted up to five (5) hours per month.
• The Chief Steward shall be granted up to thirteen (13) hours per month. This time shall be in
addition to meetings or tasks assigned by the City Manager, Human Resources or City Council
members.
Release Time must be scheduled in advance and the supervisor must be notified. The Human Resources
Director may approve additional time off for shop stewards as well. A listing of all Shop Stewards, along
with their designations, shall be provided to Human Resources upon request of the Business Agent or at
a minimum of once a year.
Article 35. UNION RELEASE TIME
The City shall provide a total not to exceed 250 hours per year of paid release time from duty for conduct
of any Union activities as determined in the sole discretion of the Union. A Union member's time in labor
negotiations with the City shall not be included in the 250-hour allocation. The Union shall provide
notification of its intent to utilize release time to the Human Resources Director at least seven (7) days
prior to the requested usage. Usage of release time requires advance approval by the Human Resources
Director and is subject to operational needs. Approval for release time shall not be unreasonably denied.
Article 36. MEAL PERIODS
Employees shall be entitled to a meal period which shall not be less than thirty (30) minutes or greater
than sixty (60) minutes. Every effort will be made to schedule the meal period during the middle of a
shift, when possible.
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Article 37. REST PERIODS
A. The City agrees to the following: Employees shall be entitled to two (2) daily rest periods ten (10) to
fifteen (15) minutes in duration which insofar as practical shall be in the middle of each work period.
The rest periods shall be considered as time worked. Employees required to work beyond their
regular tour of duty shall be granted a ten (10) minute rest period for each two (2) hours of work.
B. The Union understands and agrees to the following. With regard to break periods, the following
scenarios should not occur:
1. Combining two daily breaks into one 20-30 minute break.
2. "Banking" breaks from day to day.
3. "Saving" break time in order to extend lunch periods or shorten the workday.
4. Payment of compensatory time off or overtime for "unused" breaks.
Article38. CATASTROPHIC LEAVE
Employees are eligible for catastrophic leave in accordance with the City's Catastrophic Leave Policy.
Article 39, LEAVE TIME REPORTING
Leave time may be used and reported in increments of fifteen (15) minutes.
Article 40. COMMERCIAL DRIVER'S LICENSE
The City will pay for the required physical examination for employees required by their job classification
to maintain Class A or Class B driver's licenses. Time spent participating in the required physical
examination will be considered as time worked. In addition, the City will provide reimbursement up to
$2,000 for fees associated with obtaining the initial commercial driver's license. This reimbursement will
be provided upon submission of receipts and proof of successfully obtaining the commercial license.
Employees within the following classifications will have 9 months from their hire date to obtain the
required CDL.
Classifications which require obtaining a CDL prior
to the end of probation.
Equipment Operator OIT I
Plant Mechanic I
Tree Trimmer I
Water Distribution Operator
Wastewater Collection System Worker
Maintenance Worker
The City shall reimburse employees, with a job classification which requires a Hazardous Materials
endorsement, up to $100 to offset the costs associated with maintaining that particular endorsement.
Article 41. EMPLOYMENT EXAMINATION PROCEDURES
The examination procedure for all City jobs will be as established by the City and Union.
Article 42. PROBATION
A. Employees new to the unit shall serve a probationary period of twelve (12) months.
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B. Employees who are promoted shall serve a probationary period of six (6) months. Existing employees
who are placed in a new position which requires a probationary period shall also serve a probationary
period of six (6) months. A promotional probationary employee who is subject to discipline as defined
by City rules and regulations, shall retain the right to challenge the action in the same manner as a
non -promotional employee who has successfully completed the probationary testing period.
Promoted employees who fail the probationary period for non -disciplinary reasons (e.g.,
performance, etc.) shall have a limited right to revert to their former position if that position is vacant.
In the event that the position previously held by a promoted employee who fails the probationary
period for non -disciplinary reasons is not vacant, the City may, at its sole discretion, offer that
employee a position similar to the position that the employee previously held, so long as the
employee meets the minimum qualifications for that similar position. In the event that a recently
promoted probationary employee is released from city employment for non -disciplinary reasons,
their name shall be placed on an appropriate reemployment list for the position they held
immediately prior to their promotion. Such names shall remain thereon for a period of six months
unless such persons are sooner reemployed.
C. Probationary periods may be extended as set forth in the City's Personnel Rules and regulations.
Article 43, EEVIEwIEVALUATION DATE
For those employees hired after July 1, 1990, the "review/evaluation date" shall be the day of the month
in which the employee completes the probationary period. When an employee receives a promotion,
after July 1, 1990, the new review/evaluation date shall be the day of the month in which the employee
completes the probationary period in the new classification. When a salary increase is granted, it shall
be effective on the beginning of the pay period falling closest to the day of the month the employee was
hired or promoted.
Article 44. PERFORMANCE EVALUATIONS
In cases where a performance evaluation has not been received by an employee within 30 days of the
eligibility date, the employee should contact the supervisor, who must complete and file the evaluation
within ten (10) working days. If the employee has not received a fully completed performance evaluation
within 30 days after the date the supervisor was notified, the evaluation shall be considered to have met
all the necessary criteria to warrant any merit (step) increase that may be forthcoming. Said merit (step)
increase shall be paid retroactively to the original eligibility date.
Article 45. WORKWEEKISTANDARD TOUR OF DUTY
The standard tour of duty represents the time that an employee is regularly scheduled to work. The
department head shall establish the actual number of hours which comprise the standard tour of duty
for each position. Any proposed change shall be communicated to the employees and the union at least
two (2) weeks prior to the proposed change being implemented unless mutually agreed upon between
the employee and supervisor. If requested by the union, the parties shall expeditiously meet and confer
regarding such change. A 75% majority of members in a department may propose a plan for a change in their
scheduled tour of duty to their Department head, through their direct supervisor, for review. Human Resources
and the Department Head shall provide a written response to the proposal, if the proposal is denied the union shall
have no recourse to the grievance procedure. If the proposal is accepted that in no way implies a past practice by
City of Redlands I Teamsters MOU 2026-2029
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the City. This language is in noway intended to take away or change any provision within the Managements Rights
clause within the MOU.
Article 46. SOLID WASTE ROUTE RIDDING
The City agrees to adhere to the Solid Waste Route Bidding process, based on seniority, as established as
part of the Solid Waste Department's operating procedures.
Article 47. FLOATER PREMIt1m PAY
Solid Waste Truck Drivers who bid and work a floater route shall receive $2.00/hour in addition to their
base salary for every hour worked as a floater. To qualify for Floater Premium Pay, an employee must be
a full-time Solid Waste Truck Driver with a minimum of 5 years in the classification with the City of
Redlands and had not received any discipline above a written reprimand within the past 12 months.
Article 48. PROMOTIONAL POSITIONS
A. The City may seek only promotional candidates to fill available positions. In this case, distribution of
job announcements shall be limited to internal sources. Promotional candidates shall follow the
procedures identified in the City's Personnel Rules and Regulations. Employees appointed to
promotional positions shall complete a probationary period in accordance with the City's Personnel
Rules and Regulations.
B. Employees appointed to a promotional position shall receive the nearest highest monthly salary which
is at least five percent (5%) higher than the employee's previous base salary, but in no case more than
the top step of the new salary range.
Article 4g. No STRIKE PRov1SIoN
It is understood and agreed that the service performed by City employees included in this MOU are
essential to the public's health, safety, and welfare. Therefore, the Union agrees that it will not authorize,
instigate, aid, condone, or engage in any strike, work stoppage, or other action of the City. In the event
of a violation of this section, the Union agrees to take affirmative steps with the employees concerned to
bring about an immediate resumption of normal work. Should there be a violation of this section, there
shall be no discussion or negotiations regarding the difference or dispute during the existence of such
violation or before normal work has been resumed. The City reserves the right to terminate any employee
who instigates or engages in any strike or work stoppage which interrupts or interferes with the operation
of the City.
Article so. DIRECT DEPOSIT
Direct deposit of employee paychecks will be available to employees in this unit.
Article 51, PERSONNEL FILE
A. No material which can reasonably be construed, interpreted, or acknowledged to be derogatory shall
be placed in an employee's personnel file unless the employee has been allowed to read such material
and respond to it, in writing, which response will also be placed in the personnel file.
Any employee, upon request, shall have access to his/her personnel file, and shall have the right of
reproduction, at cost, of his/her personnel file in full or in part. No portion of an employee's personnel
file shall be transmitted to anyone other than the City Manager, Human Resources, Department Head,
City of Redlands I Teamsters MOU 2026-2029 m
Risk Management Administrators, or by Court subpoena. The employee is to be notified at the time
of the request that the information has been transmitted and to whom it was sent.
C. Once per year, in August, upon written request by the employee to Human Resources, the employee
may request to have documented written reprimands, with the exception of expressed violence,
harassment, or last chance agreements, issued more than twenty four (24) months prior to the
request, removed, provided that no ensuing discipline occurred. Upon removal, the written
reprimands shall not be used or referenced in any future disciplinary proceeding. The decision to
remove the documents lies with Human Resources and that decision is final. The employee shall have
no right to appeal or grieve the decision. In the event the request is denied, the reason forthe denial
shall be communicated via email to the employee.
Article 52. COPY OF MOU To EACH EMPLOYEE
The City will provide each employee in the unit with access to this MOU within sixty (60) days of execution.
Article 53. RULES, REGULATIONS AND RESOLUTIONS
The City agrees to review annually with the Union major changes in the Personnel Rules and Regulations
and to make available copies of the rules and regulations to all employees. Salary resolutions shall be
furnished to the Union and the Chief Steward of the Chapter.
Article 54. DISciPLINARYPROCEDURE
A. The Investigatory Interview Process
Prior to any investigatory interview or consultation that could reasonably be construed to result in
disciplinary action against the employee, the employee shall be given notice of the interview or
consultation as soon as reasonably practical, and shall be advised of his or her right to representation
under this section; and upon request shall be afforded an opportunity to contact and consult privately
with a representative of the Union. If requested, the employee may have a Union representative
present during any such investigatory interview or consultation, and, to the extent practicable, such
interviews or consultations shall be conducted during an employee's working hours. Only those
persons reasonably necessary to the conduct of the interview shall be present.
The employee or the City may elect to record any such investigatory interview or consultation, unless
the parties mutually agree not to record such interview or consultation; however, in the event the
City elects to record such an interview or consultation, it shall upon request provide the employee
with a copy of said recording. The cost of providing anything other than a digital copy of the recording
to the employee shall be borne by the employee.
B. Disciplinary Procedures
No non -probationary employee shall be disciplined without cause. A promotional probationary
employee who is subject to discipline as defined by City rules and regulations, shall retain the right to
challenge the action in the same manner as a non -promotional employee who has successfully
completed the probationary testing period. Rejection from a probationary promotional position for
non -disciplinary reasons is not subject to appeal or any other challenge. Disciplinary action shall be
defined to include: oral warnings, written reprimands, suspensions, demotions (non -probationary),
City of Redlands I Teamsters MOU 2026-2029 ®I,
reduction in pay and discharge. Oral and written reprimands may be initiated at the
supervisor/Division Manager level. Disciplinary action more serious than a written reprimand must
be initiated at the Department Head level.
1. Notice of Proposed Action
Whenever an employee is to be discharged, suspended, demoted (non -probationary), or reduced
in step, for disciplinary purposes, written notice of at least five(5)1 days of the proposed
disciplinary action shall be given before such action is to be taken and must include:
a. Notice of proposed action;
b. Reasons for proposed action;
a. A copy of charges stating specific incidents or specific courses of conduct, e.g. as evidenced by
work performance evaluations, and a copy of the written materials upon which the decision
to take proposed disciplinary action is based; and
b. A notice to the employee of the right to respond in writing or orally within the five (5) day
period.
2. Limitations and Exceptions
a. Oral notice is insufficient as full notice to an employee and may be given only as the initial
notice in extraordinary circumstances which call for immediate action.
b. Prior written notice is required in each case, unless provided otherwise herein, regardless of
seriousness unless extraordinary circumstances are involved.
c. Employees may be suspended without prior written notice in extraordinary circumstances
when it is essential to avert harm to the public, other employees, orto avert serious disruption
of governmental business. The appointing authority may schedule an employee for vacation
or holiday leave as the circumstances may warrant. Extraordinary circumstances include but
are not limited to situations involving misappropriation of public funds or property; working
while under the influence of alcohol or intoxicating drugs; open insubordination; commission
of a crime involving moral turpitude punishable by imprisonment for six (6) months or more;
and disruption of City business through willful misconduct (altercations, etc.)
d. Oral notice is insufficient as full notice for proposed disciplinary action. In extraordinary
circumstances when immediate suspension, demotion, removal, or reduction in step is
warranted, initial notice may be given orally. The employee should be told when the initial
action is taken what the reasons for the actions are and, in addition, the employee will have
an opportunity to respond in writing and/or orally to those charges. The written charges in
the case of an immediate disciplinary action must be prepared as soon as possible and
normally within a day or two (2) of the initial oral notice.
3. Employee's Response to Proposed Discipline
a. An employee receiving a Notice of Proposed action shall have the right to respond to a
Department Head from a different Department. An employee's opportunity to respond to the
1 Unless specifically noted to be "working days," any reference to days is calendar days.
City of Redlands I Teamsters MOU 20265-2029
Department Head is not intended to be an adversarial hearing. An employee has the right to
have a representative of his/her own choosing at the meeting. The employee shall not be
accorded the opportunity to cross-examine a department's witnesses, nor to present a formal
case in opposition to the proposed discipline. However, the limited nature of this response
does not obviate the Department Head's responsibility to initiate further investigation if the
employee's version of the facts raises doubts as to the accuracy of the Department Head's
information leading to the discipline proposal. An employee may elect not to respond, thereby
waiving any further pre -disciplinary response.
b. The Department Head from a different Department will evaluate the proposed discipline in
light of the employee's response, if any. Within ten (10) days of the employee's response, or
deadline for response, a decision will be transmitted in writing to the employee. Service of
the decision will be in person or by mail.
4. City Manager Level Appeal
a. Any permanent employee shall have the right to appeal any termination, suspension,
reduction in salary, or non -probationary demotion. The appeal process shall not be applicable
to those positions which may be deemed exempt or to probationary employees. The appeal
process shall not be applicable to verbal and written reprimands, probationary demotions,
performance evaluations and denial of performance increases. An employee desiring to
appeal the Department Head's decision shall have ten (10) days after receipt of the response
to file an appeal. The employee's request for appeal must be addressed to the City Manager
and received in the City Manager's office so that same is date stamped by the City Manager's
office within the ten (10) day period.
b. If, within the 10-day appeal period, the employee involved does not file said appeal, unless
good cause for the failure is shown, the action of the Department Head shall be considered
conclusive and shall take effect as prescribed. If within the ten (10) day appeal period, the
employee involved files such notice of appeal by giving written notice of appeal to the City
Manager, an appeal meeting shall be scheduled.
c. The meeting with the City Manager shall be conducted in the same manner as the Response
to Proposed Discipline set forth in paragraph 2(B) above.
d. The City Manager will evaluate the discipline in light of the employee's response, if any. Within
ten (10) days of the employee's response a decision will be transmitted in writing to the
employee. Service of the decision will be in person or by mail.
5. Advisory Arbitration
a. An employee desiring to appeal the City Manager's decision shall have ten (10) days after
receipt of the response to file an appeal. The employee's request for appeal must be
addressed to the City Manager and received in the City Manager's office so that same is date
stamped by the City Manager's office within the ten (10) day period.
City of Redlands I Teamsters MOU 2026-2029
b. If, within the 10-day appeal period, the employee involved does not file said appeal, unless
good cause for the failure is shown, the action of the City Manager shall be considered
conclusive and shall take effect as prescribed. If within the ten (10) day appeal period, the
employee involved files such notice of appeal by giving written notice of appeal to the City
Manager, an appeal hearing shall be established as follows:
The California State Mediation and Conciliation Service shall be requested to submit a list
of seven (7) persons qualified to act as hearing officers to the City and the employee.
Within ten (10) days following receipt of the list of hearing officers, the parties shall confer
to select the hearing officer. The parties shall alternately strike one (1) name from the list
of hearing officers (the right to strike the first name to be determined by lot) until one (1)
name remains, and that person shall be the hearing officer.
ii. Where practicable, the date for a hearing shall not be less than twenty (20) days, nor more
than sixty (60) days, from the date of the filing of the appeal with the City Manager. The
parties may stipulate to a longer or shorter period of time in which to hear the appeal. All
interested parties shall be notified in writing of the date, time, and place of hearing.
iii. All hearings shall be private provided, however, that the hearing officer shall, at the
request of the employee, open the hearing to the public.
iv. Subpoenas and subpoenas duces tecum pertaining to a hearing shall be issued at the
request of either party, not less than seven (7) days, prior to the commencement of such
hearing. After the commencement of such hearing, subpoenas shall be issued only at the
discretion of the hearing officer.
v. The hearing need not be conducted in accordance with technical rules relating to evidence
and witnesses. Any relevant evidence shall be admitted if it is the sort of evidence on
which reasonable persons are accustomed to rely in the conduct of serious affairs,
regardless of the existence of any common law or statutory rules which might make
improper admission of such evidence over objection in civil actions. Hearsay evidence may
be used for the purpose of supplementing or explaining any direct evidence but shall not
be sufficient in itself to support a finding unless it would be admissible over objection in
civil actions. The rules of privilege shall be effective to the same extent that they are now
or hereafter may be recognized in civil actions, and irrelevant and unduly repetitious
evidence shall be excluded. The hearing officer shall not be bound by technical rules of
evidence. The hearing officer shall rule on the admission or exclusion of evidence.
vi. Each party shall have these rights: To be represented by legal counsel or other person of
his/her choice; to call and examine witnesses; to introduce evidence; to cross-examine
opposing witnesses on any matter relevant to the issues even though that matter was not
covered in the direct examination; to impeach any witness regardless of which party first
called him/her to testify; and to rebut the evidence against him/her. If the employee does
not testify in his/her own behalf, he/she may be called and examined as if under cross-
examination. Oral evidence shall be taken only on oath or affirmation. A court reporter
will be engaged to record the hearing, unless the parties (City, hearing officer,
employee/employee representative) mutually agree that same is not necessary.
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vii. The hearing shall proceed in the following order, unless the hearing officer, for special
reason, otherwise directs:
1. The party imposing discipline shall be permitted to make an opening statement;
2. The appealing party shall then be permitted to make an opening statement;
3. The party imposing disciplinary action shall produce the evidence on his/her part; the
City bears the burden of proof and burden of producing evidence;
4. The party appealing from such disciplinary action may then open his/her defense and
offer his/her evidence in support thereof; the employee bears the burden of proof and
the burden of producing evidence for any affirmative defenses asserted;
5. The parties may then, in order, respectively offer rebutting evidence only, unless the
hearing officer for good reason, permits them to offer evidence upon their original
case;
6. Closing arguments shall be permitted and written briefs may be permitted at the
discretion of the hearing officer.
i. The hearing officer shall determine relevancy, weight, and credibility of testimony and
evidence. He/she shall base his/her findings on the preponderance of evidence. During
the examination of a witness, all other witnesses, except the parties, shall be excluded
from the hearing unless the hearing officer, in his/her discretion, for good cause, otherwise
directs. No still photographs, moving pictures, or television pictures shall be taken in the
hearing chamber during a hearing. The hearing officer, prior to or during a hearing, may
grant a continuance for any reason he/she believes to be important to reaching a fair and
proper decision. The hearing officer shall render his/her judgment as soon after the
conclusion of the hearing as possible and in no event later than thirty (30) days after
conducting the hearing. His/her decision shall set forth which charges, if any, are sustained
and the reasons therefore. The opinion shall set forth findings of fact and conclusions.
ii. The hearing officer may recommend sustaining or rejecting any or all of the charges filed
against the employee. He/she may recommend sustaining, rejecting, or modifying the
disciplinary action invoked against the employee. He/she may not recommend discipline
more stringent than that issued by the City Manager.
iii. The hearing officer's opinion and recommendation shall be filed with the City Council, with
a copy sent to the charged employee, and shall set forth his/her findings and
recommendations. If it is a dismissal hearing and a dismissal is not the hearing officer's
recommendation, the opinion shall set forth the date the employee is recommended to
be reinstated and/or other recommended action. The reinstatement date, if appropriate,
may be any time on or after the date of disciplinary action.
iv. Within sixty (60) days of the receipt of the hearing officer's findings, recommendation, and
transcript, the City Council shall adopt, amend, modify or reject the recommended
findings, conclusions, and/or opinions of the hearing officer. Prior to making a decision
which modifies or rejects the recommendation of the hearing officer, the City Council shall
order and read the transcript of the hearing. Prior to making a decision which supports
the hearing officer, the City Council may order and read the transcript, at its option. The
City of Redlands I Teamsters MOU 2026-2029
City Council shall not conduct a de novo hearing. The City Council may, at its option, allow
limited oral arguments and/or may request and review written statements from either
side. The decision of the City Council shall be final and conclusive. Copies of the City
Council's decision, including the hearing officer's recommendation(s), shall be filed where
appropriate, including the employee's personnel file, unless no discipline is upheld by the
City Council.
v. Each party shall equally bear the cost and fees of the hearing officer, the cost of facilities,
the court reporter and transcripts. Each party shall bear its own witness and attorney fees.
If either party unilaterally cancels or postpones a scheduled hearing, thereby resulting in
a fee charged by the hearing officer or court reporter, then the party responsible for the
cancellation or postponement shall be solely responsible for payment of that fee. This
process shall not apply to mutual settlements by the parties which result in a hearing
officer fee.
vi. In the case of suspension, demotion, reduction in salary, or dismissal prescribed by the
City Council, the time of such suspension, demotion or dismissal shall be effective from
the first day after such delivery of said decision or shall relate back to and be effective as
of the date the employee was disciplined pending hearing before and decision by the City
Council, whichever is applicable. If discipline imposed resulted in loss of pay, and the
decision results in reduction or elimination of loss of pay, the pay loss shall be restored to
the employee based on the number of standard work hours lost computed at his/her then
base hourly rate.
vii. The provisions of Section 1094.6 of the Code of Civil Procedure shall be applicable to
proceedings under this Section.
ArticleSS. GRIEVANCE PROCEDURE
A. Definition
A "grievance" is a formal, written allegation by a grievant that he/she has been adversely affected by
an existing violation, misinterpretation or misapplication of the specific provisions of the
Memorandum of Understanding, provisions of the Personnel Rules and Regulations, and/or written
City Policy. Other matters for which a special method of review is provided by law, ordinance,
resolution, or by administrative regulations and procedures of the City, are not within the scope of
this procedure. This procedure is not to be used in lieu of the Disciplinary Appeal Procedure.
B. Procedure
1. Every effort shall be made to resolve a grievance through discussion between the employee and
his/her immediate supervisor. It is the spirit and intent of this procedure that all grievances are
settled quickly and fairly without subsequent discrimination against employees who may seek to
adjust a grievance. Every effort should be made to find an acceptable solution at the lowest level
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m
of supervision. Within fifteen (15) daysz after a grievant knew, or by reasonable diligence should
have known, of the condition upon which a grievance may be based, the grievant shall attempt to
resolve it by an informal conference with the grievant's immediate supervisor. A supervisor shall
render a verbal decision within seven (7) days of the conclusion of the informal conference.
Failure to provide a verbal decision will automatically advance the process to the next step.
2. If the problem cannot be resolved between the employee and the supervisor, the employee may,
within seven (7) days from the date of receiving the answer from his/her supervisor, file a written
grievance and request a meeting with the Division Manager, if one exists, in order to discuss the
grievance. The written grievance shall contain the following information:
a. Name of grievant and job title;
b. Department/Section;
c. Clear and concise statement of the nature of the grievance including the circumstances and
dates involved;
d. The specific provision(s) of the MOLL, City Policy or Personnel rules alleged to have been
violated;
e. Requested remedy;
f. Name of the grievant's Labor Representative, if any; and
g. Date and signature of the grievant or Labor Representative.
The Division Manager shall render a decision and comments in writing and return them to the
grievant within ten (10) days after receiving the written grievance.
4. If the Division Manager and employee cannot reach a solution to the grievance (or if a Division
Manager does not exist), the employee may, within seven (7) days from the date of receiving the
answer from the Division Manager, request, in writing, a meeting with the Department Head.
5. The Department Head shall render his/her decision in writing within fifteen (15) days of receiving
the appeal. If the Department Head and employee are unable to arrive at a satisfactory solution,
the employee may, within ten (10) days from the date of the decision by the Department Head,
submit a written appeal to the Human Resources Director.
6. The City Manager shall review the grievance and respond to the employee within twenty (20) days
of receiving the appeal. The response shall be in writing.
7. An employee desiring to appeal the City Manager's decision shall have ten (10) days after receipt
of the response to file an appeal. The employee's request for appeal must be addressed to the
Human Resources Director and received in the Human Resources office so that same is date
stamped by the Human Resources office within the ten (10) day period.
8. If, within the 10-day appeal period, the employee involved does not file said appeal, unless good
cause for the failure is shown, the grievance shall be considered conclusive as set forth in the City
Manager's decision and shall take effect as prescribed. If within the ten (10) day appeal period,
the employee involved files such notice of appeal by giving written notice of appeal to the Human
Resources Director, an appeal hearing shall be established as follows:
Z Days refer to calendar days.
City of Redlands I Teamsters MOU 2026-2029 I
a. The California State Mediation and Conciliation Service shall be requested to submit a list of
seven (7) persons qualified to act as hearing officers to the City and the employee. Within ten
(10) days following receipt of the list of hearing officers, the parties shall confer to select the
hearing officer. The parties shall alternately strike one (1) name from the list of hearing
officers (the right to strike the first name to be determined by lot) until one (1) name remains,
and that person shall be the hearing officer.
b. Where practicable, the date for a hearing shall not be less than twenty (20) days, nor more
than sixty (60) days, from the date of the filing of the appeal with the Human Resources
Director. The parties may stipulate to a longer or shorter period of time in which to hear the
appeal. All interested parties shall be notified in writing of the date, time, and place of hearing.
c. All hearings shall be private provided, however, that the hearing officer shall, at the request
of the grievant, open the hearing to the public.
d. Subpoenas and subpoenas duces tecum pertaining to a hearing shall be issued at the request
of either party, not less than seven (7) days, prior to the commencement of such hearing. After
the commencement of such hearing, subpoenas shall be issued only at the discretion of the
hearing officer.
e. The hearing need not be conducted in accordance with technical rules relating to evidence
and witnesses. Any relevant evidence shall be admitted if it is the sort of evidence on which
reasonable persons are accustomed to rely in the conduct of serious affairs, regardless of the
existence of any common law or statutory rules which might make improper admission of such
evidence over objection in civil actions. Hearsay evidence may be used for the purpose of
supplementing or explaining any direct evidence but shall not be sufficient in itself to support
a finding unless it would be admissible over objection in civil actions. The rules of privilege
shall be effective to the same extent that they are now or hereafter may be recognized in civil
actions, and irrelevant and unduly repetitious evidence shall be excluded. The hearing officer
shall not be bound by technical rules of evidence. The hearing officer shall rule on the
admission or exclusion of evidence.
f. Each party shall have these rights: To be represented by legal counsel or other person of
his/her choice; to call and examine witnesses; to introduce evidence; to cross-examine
opposing witnesses on any matter relevant to the issues even though that matter was not
covered in the direct examination; to impeach any witness regardless of which party first
called him/her to testify; and to rebut the evidence against him/her. If the grievant does not
testify in his/her own behalf, he/she may be called and examined as if under cross-
examination. Oral evidence shall be taken only on oath or affirmation. A court reporter will
be engaged to record the hearing, unless the parties (City, hearing officer,
employee/employee representative) mutually agree that same is not necessary.
g. The hearing shall proceed in the following order, unless the hearing officer, for special reason,
otherwise directs:
The grievant shall be permitted to make an opening statement;
The City shall then be permitted to make an opening statement;
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m
iii. The grievant shall produce the evidence on his/her part; the grievant bears the burden of
proof and burden of producing evidence;
iv. The City may then open its defense and offer its evidence in support thereof; the City bears
the burden of proof and the burden of producing evidence for any affirmative defenses
asserted;
v. The parties may then, in order, respectively offer rebutting evidence only, unless the
hearing officer for good reason, permits them to offer evidence upon their original case;
vi. Closing arguments shall be permitted and written briefs may be permitted at the discretion
of the hearing officer.
h. The hearing officer shall determine relevancy, weight, and credibility of testimony and
evidence. He/she shall base his/her findings on the preponderance of evidence. During the
examination of a witness, all other witnesses, except the parties, shall be excluded from the
hearing unless the hearing officer, in his/her discretion, for good cause, otherwise directs. No
still photographs, moving pictures, or television pictures shall be taken in the hearing chamber
during a hearing. The hearing officer, prior to or during a hearing, may grant a continuance
for any reason he/she believes to be important to reaching a fair and proper decision. The
hearing officer shall render his/her judgment as soon after the conclusion of the hearing as
possible and in no event later than thirty (30) days after conducting the hearing. The opinion
shall set forth findings of fact and conclusions.
i. The hearing officer may recommend sustaining or rejecting any or all of the grievance.
j. The hearing officer's opinion and recommendation shall be filed with the Human Resources
Director, with a copy sent to the grievant, and shall set forth his/her findings and
recommendations.
k. Within sixty (60) days of the receipt of the hearing officer's findings recommendation, and
transcript, the City Council shall adopt, amend, modify or reject the recommended findings,
conclusions, and/or opinions of the hearing officer. Prior to making a decision which modifies
or rejects the recommendation of the hearing officer, the City Council shall order and read the
transcript of the hearing. Prior to making a decision which supports the hearing officer, the
City Council may order and read the transcript, at its option. The City Council shall not conduct
a de novo hearing. The City Council may, at its option, allow limited oral arguments and/or
may request and review written statements from either side. The decision of the City Council
shall be final and conclusive. Copies of the City Council's decision, including the hearing
officer's recommendations) shall be filed where appropriate, including the grievant's
personnel file.
Each party shall bear equally the cost of facilities, fees and expenses of the hearing officer,
including the court reporter and transcripts. Each party shall bear its own witness and
attorney fees. If either party unilaterally cancels or postpones a scheduled hearing, thereby
resulting in a fee charged by the hearing officer or court reporter, then the party responsible
for the cancellation or postponement shall be solely responsible for payment of that fee. This
process shall not apply to mutual settlements by the parties which result in an arbitration fee.
City of Redlands I Teamsters MOU 2026-2029 m
m. The provisions of Section 1094.6 of the Code of Civil Procedure shall be applicable to
proceedings under this Section.
9. If the time limits for employees' appeals at any step should elapse, the grievance shall be
considered withdrawn. Time limits may be extended by mutual consent. If the City fails to
respond within the prescribed time limits, the grievance will be deemed to have been denied and
the employee may go to the next step. The City Manager or his/her designee shall respond within
the specified timeframe.
10. The employee may request the assistance of another person of his/her own choosing in preparing
and presenting his/her grievance at any level of review. In the event the employee desires the
presence of a representative who is an employee of the City, he/she shall make such request
through the supervisor and the supervisor shall make the necessary arrangements for the
employee representative to be present.
11. The employee and/or his/her representative may use a reasonable amount of work time as
determined by the appropriate supervisor or Department Head in presenting the grievance.
However, no employee shall absent himself/herself without first being excused by his/her
supervisor.
12. No employee shall be required to be represented by an employee organization in processing a
grievance. The settlement terms of a grievance which is processed by an employee individually
or by a recognized employee organization shall not conflict with the express provisions of a
Memorandum of Understanding between the City and the formally recognized employee
organization for such unit.
13. Employees shall be assured freedom from reprisal for using the grievance procedures by both the
City and the employee organization.
14. A group grievance may be filed when one (1) set of circumstances or occurrences affects more
than one (1) employee in the same manner or to the same extent. The group may file one (1)
document which all members of the group have read and signed. Members of the group shall be
limited to those who have signed the grievance. The resolution of a group grievance may not be
consistent among all employees in the group grievance due to differences in the circumstances or
occurrences that brought about the grievance.
15. A group grievance affecting all members of an employee organization may be brought by the
employee organization itself. In such case the procedure shall be commenced directly at the City
Manager level within fifteen (15) days after authorized representatives of the employee
organization knew, or by reasonable diligence should have known, of the condition giving rise to
the grievance and shall be subject to all applicable time limitations and the provisions set forth
above.
Artkie 56. DEMQTIONINQN-DISCIPLINARY
Regular employees who are demoted due to layoff or other non -disciplinary reasons will be required to
serve a probationary period of no longer than six (6) months in the lower classification, provided they
have not held regular status in the lower classification previously. While serving this new probationary
City of Redlands I Teamsters MOU 2026-2029
period, the employee will retain due process rights and cannot be disciplined or terminated from City
service without due process.
Article 57. LAYo,FF PRocEDURE
A. Should the City Manager determine reductions in force to be necessary due to lack of work or for
financial reasons, he/she may initiate Layoffs. Classifications to be affected and the number of
employees included will be determined by the City.
B. In determining the order of Layoffs, a combination of factors shall be considered, including but not
limited to: qualifications, productivity, general performance, seniority with the City of Redlands,
seniority in job classification, and needs of the City. Variations from the order of Layoffs and recall
from Layoff may occur when the City deems such variations appropriate under the circumstances.
C. The factors the City may use to determine the order of Layoffs are the following:
1. An employee's last four performance evaluations, provided they are within the last five years;
2. Any history of employee commendations, awards, etc.;
3. Any history of employee disciplinary action;
4. Attendance record, including tardiness and unexcused absences;
5. Safety record, including personal injury and damage to city property that was found to be the
fault of the employee;
6. Probationary and temporary employees shall be laid off before a regular employee in the same
classification;
7. Between two regular appointees in the same classification with the same skills, abilities,
qualifications, merit and/or record, the employee with lesser seniority in the classification may be
laid off first;
8. Between two regular appointees in the same classification the employee with lesser skills,
abilities, qualifications, merit and\or record than may be laid off first, without regard to seniority;
9. Memoranda of Understanding ("MOU") between the City and affected bargaining units.
D. BUMPING
1. "Bumping" means the displacement of an employee from his/her position by an employee in a
higher classification who formerly held the same position.
2. Where two or more employees are laid off from the same position, the employee with the
greatest seniority in that classification shall have the first opportunity to bump as set forth below.
3. A laid -off employee shall be entitled to bump an employee in the same position previously held
by the laid off employee. The laid off employee must be able to perform the essential job
functions of the former position and possess the minimum qualifications of the position as
specified by the job classification specification. A laid -off employee shall not bump an employee
with greater skills, abilities, qualifications, merit and/or record. Laid off employees may also be
placed in a vacant lower classification for which they meet the minimum qualifications.
Employees must utilize the option that places them in the highest available position.
City of Redlands I Teamsters MOU 2026-2029
and the amount deducted from that employee's paycheck. The International Brotherhood of Teamsters
shall reimburse the City annually for the City's actual cost for the expense incurred in administering the
payroll deduction plan.
Article 60. UNIT MODIFICATION
It is understood that this MOU shall constitute a bar to any petition or request for decertification of the
Union as the formally recognized employee organization in the General Employees unit of representation
at any time prior to the expiration date of this MOU.
In addition, no petitions for unit modification of the General Employees unit will be accepted by the City
without the express agreement of the Union.
The provisions of this Article shall not be applicable where precluded by law. The Union, its successors
and assigns, shall indemnify, defend and hold harmless, the City, including its agents and employees,
against any claims, suit or actions made or brought against the City, including its agents and employees,
for any expenses, losses or damages incurred bythe City, including its agents and employees, on account
of the provisions of this article.
Article 61. COMMUNICATIONS
The City and the Union shall work together in the interest of maintaining, and improving efficiency in all
municipal operations and conservation of materials, supplies, and equipment, and for the improvement
in quality of workmanship and service to the public.
The City and the Union consider themselves mutually responsible to improve communications between
management and employees and will use their best endeavors in establishing and maintaining effective
communication channels.
Article 62. USE OF BULLETIN BOARDS
The City agrees that the Union may utilize bulletin board space in designated areas upon mutual
agreement with the City. The Union will provide bulletin boards. the City agrees to allow the use of
inter -departmental mail for distribution of union materials to Shop Stewards.
The location of the bulletin boards should be in common spaces where employees can access them. When
disagreements arise regarding the location of the bulletin boards, the union will work with the city to find
acceptable alternatives.
Article o. EMPLOYEE TIME RECORDS
Employee time records, including but not limited to timecards, electronic punches, payroll entries, and
any other record of hours worked, are legal payroll documents and shall accurately reflect all hours
worked, meal periods, rest periods, overtime pay, and other compensable time.
Any changes, alterations, edits, deletions, reductions, or modifications to an employee's time records
shall require written notification (e.g., electronic mail, text, message, etc.) to the employee.
City of Redlands I Teamsters MOU 2026-2029
Article 64. PREVAILING BENEFITS
All benefits, privileges, and working conditions enjoyed by the employees at the present time, which are
not included in this agreement, shall remain in full force, unchanged and unaffected in any manner, during
the term of this agreement unless changed by mutual consent.
Article 65. EXTENSION OF MOU
If a successor MOU is not negotiated by June 30, 2029, this MOU shall remain in force until a successor
MOU is negotiated or the impasse process for a successor MOU has been concluded.
Article 66. SAVINGS CLAUSE
If any provision of this MOU, or the application of any provision, should be rendered invalid by court or
legislative action, the remaining portions of this Agreement shall remain in full force and effect.
Article 67. ZIPPER CLAUSE
The parties agree that all negotiable items have been discussed during negotiations leading to this
MOU, including salaries and benefits, and conditions of employment and therefore further agree that
negotiations will not be reopened on any item during the life of this MOU except by mutual agreement
or as provided elsewhere in this MOU.
Article 68. OBLIGATIONS TO MEETANO CONFER
Within 90 days after the approval of the MOU, the City and Teamsters will initiate the meet and confer
process to address the following:
1. Modifications to Personnel Rules to address salary upon promotion
2. Implementation of "Use of Camera Policy"
3. Implementation of "Vehicle Heat Safety Policy"
Article 69. VERA TRUST
During the term of this Agreement, the City shall consider Teamster's proposal to establish a Teamsters'
sponsored Voluntary Employees Benefit Association (VEBA) Trust, with the understanding that any
agreement is contingent upon the program being 100% funded by union members (Zero City
Contributions) and that this program shall not cause the City to incur any costs or liability associated with
this program. This article does not create any obligation on the part of the City to agree to the
implementation of a VEBA Retiree Medical trust.
City of Redlands I Teamsters MOU 2026-2029
SIGNATURES
CITY OF REDLANDS
TEAMSTERS LOCAL #1932
X aG►a�
MARIO SALCEDO, MAYOR DATE ANDREW COLEMAN TEAMSTERS DATE r
7"2-2 " REPRESENTATIVE
ATTEST:
ne Donaldson, City Clerk
4X
J E ESTRADA, C*STEWARD DATE
City of Redlands I Teamsters MOU 2026-2029