Document Belgrade_doc_66340155a6

A G R E E M E N T B E T W E E N C I T Y O F B E L G R A D E A N D B U T T E T E A M S T E R S U N I O N L O C A L # 2 I n t e r n a t i o n a l B r o t h e r h o o d o f T e a m s t e r s May 5, 2025 – June 30, 2028 Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035 ---PAGE BREAK--- 1 Table of Contents SECTION ONE: WAGES AND LONGEVITY 2 SECTION TWO: UNION SECURITY 2 SECTION THREE: PROTECTION OF RIGHTS 2 SECTION FOUR: MANAGEMENT RIGHTS 3 SECTION FIVE: SAVINGS 4 SECTION SIX: NON-DISCRIMINATION 4 SECTION SEVEN: EMPLOYMENT CLASSIFICATIONS 4 SECTION EIGHT: 5 SECTION NINE: PROBATIONARY PERIOD 5 SECTION TEN: WORKING 6 SECTION ELEVEN: OVERTIME PAY AND COMPENSATORY 7 SECTION TWELVE: CALL BACK AND STANDBY PAY 7 SECTION THIRTEEN: SENIORITY 9 SECTION FOURTEEN: PAYROLL DEDUCTIONS 10 SECTION FIFTEEN: WORK-RELATED TRAVEL 10 SECTION SIXTEEN: VACATION LEAVE 10 SECTION SEVENTEEN: SICK LEAVE 12 SECTION EIGHTEEN: MATERNITY AND PARENTAL LEAVE 13 SECTION NINETEEN: OTHER LEAVE 14 SECTION TWENTY: HOLIDAYS 17 SECTION TWENTY-ONE: HEALTH AND WELFARE 18 SECTION TWENTY-TWO: RETIREMENT 19 SECTION TWENTY-THREE: PROFESSIONAL DEVELOPMENT 20 SECTION TWENTY-FOUR: SAFETY 20 SECTION TWENTY-FIVE: DISCIPLINE AND DUE PROCESS 21 SECTION TWENTY-SIX: GRIEVANCE PROCEDURE 22 SECTION TWENTY-SEVEN: WORK STOPPAGES 24 SECTION TWENTY-EIGHT: PAST PRACTICES 24 SECTION TWENTY-NINE: DRUG AND ALCOHOL-FREE WORKPLACE 24 SECTION THIRTY: TERM OF AGREEMENT 25 Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035 ---PAGE BREAK--- 2 THIS AGREEMENT, made and entered into this 5th day of May, 2025, by and between the BUTTE TEAMSTERS, LOCAL affiliated with the International Brotherhood of Teamsters, hereinafter referred to as the UNION, and CITY OF BELGRADE, hereinafter referred to as the EMPLOYER. SECTION ONE: WAGES AND LONGEVITY The minimum wage rates to be maintained by the parties hereto during the term of this Agreement shall be as set forth in Schedule attached hereto. SECTION TWO: UNION SECURITY Each Employee may voluntarily join or cease membership of the Union by written request to the Union. The Employer agrees to deduct dues from Employees who voluntarily sign up for membership into the Union. Deduction of dues and initiation fees shall be made by the Employer having the full amount equally split between two pay periods of each month and remitted to the Financial Secretary of the Union. The Employer will notify the Union of all terminated and newly hired Employees. The Union agrees to indemnify, and hold the Employer harmless against all claims, demands, suits, or other forms of liability that shall arise out of or as a result from any actions taken by the Employer for the purpose of complying with this Section. SECTION THREE: PROTECTION OF RIGHTS The authorized Business Representative, with credentials of the Union, shall be permitted to visit Employees at all reasonable times if they first obtain permission to do so from the Employer and so long as, in the judgment of the Employer, it does not disrupt the normal Employer operations. The Employer will not unreasonably withhold permission. The Union shall designate and identify in writing to the Employer two Shop Stewards. The Employer agrees to work with the designated Stewards or authorized Business Representative on Union matters. The Employer shall work with the designated Stewards until the Union designates a successor or revokes the Steward’s designation in writing. Only the authorized Business Representative and Stewards are entitled to file and process grievances on behalf of bargaining unit members or to handle other matters within the Union’s purview. A Steward may attend grievance meetings during normal working hours without loss of pay. Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035 ---PAGE BREAK--- 3 Union members are permitted to engage in Union activities while on Employer’s property, under the same rules as applied to the public, provided that such activities do not interfere with their official duties or compromise public safety. Employees shall conduct the internal business of the Union during their non-duty hours. Union activities shall not interfere with Employees’ official work-related duties. Employees are expected to prioritize their official responsibilities over Union activities. While engaging in Union activities, Employees must adhere to the Employer’s code of conduct and professional standards to maintain the integrity and reputation of the Employer. No member of the Union shall be discharged or discriminated against for upholding Union principles. SECTION FOUR: MANAGEMENT RIGHTS The Employer reserves the right to hire, lay off, promote, demote, transfer, discharge for cause, and maintain efficiency of employees. This is the sole right and responsibility of the Employer. In addition, the Employer has the exclusive duty and right to manage its affairs, direct the working forces, schedule the work, and all of the rights granted to the Employer under State law. Employees and their representatives shall recognize the prerogatives of the Employer to operate and manage its affairs in all such areas as, but not limited to: 1. Plan, set, and amend budgets; 2. Direct Employees; 3. Hire, promote, transfer, assign, and retain Employees; 4. Suspend, demote, discharge, or take any other appropriate action against Employees for just cause; 5. Relieve Employees from duties because of lack of work or funds or under conditions where continuation of such work would be inefficient and nonproductive; 6. Maintain the efficiency of government operations; 7. Determine the methods, means, job classifications, schedules, and personnel by which government operations are to be conducted; 8. Take whatever actions may be necessary to carry out the missions of the Employer in situations of emergency; 9. Establish the methods and processes by which work is performed. The foregoing enumeration of the Employer’s Management Rights shall not be deemed to exclude other functions not specifically set forth. Effective Laws, Rules, and Regulations The parties recognize the right, obligation, and duty of the Employer and its duly designated officials, to promulgate rules, regulations, directives, and orders from time to time as deemed necessary in so far as such rules, regulations, directives and orders are not inconsistent with the Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035 ---PAGE BREAK--- 4 terms of this Agreement. All terms of this Agreement are subject to the laws of the State of Montana, federal laws and valid rules, regulations, and orders of state and federal governmental agencies. The Union and represented Employees adopt the Employee Handbook, Administrative Policies and Procedures, Safety Handbook, and Department specific Policies, Procedures, and manuals, all in effect on the date of ratification and as may be amended, modified, supplemented, or restated from time to time. The Employer will notify the Union of amendments, modifications, supplements, or restatements which affect working conditions of Employees prior to implementation. Familiarization Each Employee has the responsibility to familiarize themselves with all Employer policies and modifications and clarifying any questions with the Employer. Violation of any law, regulation, or applicable policy or written supervisory directive may result in discipline, up to and including discharge of employment. The Employer shall timely provide Employees with any modified policies and verify Employees’ receipt of those modifications. The Employer will provide a summary of personnel policies to newly hired Employees, or to any existing Employee upon request. SECTION FIVE: SAVINGS CLAUSE If any portion of this Agreement is determined or declared to be contrary to or in violation of any State or Federal law, the remainder of the Agreement shall not be affected or inactivated. SECTION SIX: NON-DISCRIMINATION The Employer provides an equal employment opportunity to all Employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws and ordinances. This applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. This does not preclude the Employer from making employment decisions based upon bona fide occupational qualifications or other recognized exceptions under the law. SECTION SEVEN: EMPLOYMENT CLASSIFICATIONS The Employer will maintain standard definitions of employment and will classify Employees in accordance with the following definitions. Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035 ---PAGE BREAK--- 5 FULL-TIME EMPLOYEE Full-time Employees are those who are regularly assigned to work at least 40 hours each week. PART-TIME EMPLOYEE Part-time Employees are those who are regularly assigned to work less than 40 hours each week. PROBATIONARY EMPLOYEE Probationary Employees are those who are in their probationary period, including any extension. A probationary Employee may be terminated at the will of the Employer for any reason or no reason at all. REGULAR EMPLOYEE Regular Employees are those hired into a position budgeted by the Employer as one that provides continuous employment. For example, employees working seasonal, temporary, or short-term or similar positions are not Regular Employees. SECTION EIGHT: SUBCONTRACTING The right of contracting or subcontracting work is vested in the Employer. It is mutually understood and agreed that if the Employer exercises its right to contract out work commonly performed by Employees, that contract shall not result in either the layoff of any Employee or in a reduction of normal hours of work, wages, holiday time earned, leaves, or benefits agreed to in this Agreement. SECTION NINE: PROBATIONARY PERIOD 1. New Employees are subject to a 12-month probationary period. The 12-month probationary period will begin again any time employment terminates. If a probationary Employee qualifies for a promotional opportunity, or transfers into a different employment classification, the Employee's initial probationary period will continue from the date of the initial hire, including any extensions. 2. Probationary periods may be extended for a period of up to 3 months upon approval of the Union. 3. During the probationary period, employment may be terminated by the Employer or Employee for any or no reason. This type of termination shall not be subject to the grievance procedure contained in this Agreement. Once an Employee has successfully completed their probationary period, they shall not be dismissed without just cause. Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035 ---PAGE BREAK--- 6 SECTION TEN: WORKING CONDITIONS WORK WEEK SCHEDULE The established work week for reporting time worked and for overtime purposes begins on Sunday at 12:00 a.m. and ends on Saturday at 11:59 p.m. The Employer’s normal business hours are 8:00 a.m. to 5:00 p.m. Monday through Friday. Division Heads, with the approval of Human Resources and the City Manager or their designee(s), may modify schedules to cover work requirements. The work week and/or starting times of work may vary from assignment to assignment and may be changed from time to time to meet varying conditions in any department. Notice of a schedule change will be made as far in advance as is reasonably possible. Employees are expected to adhere to their assigned work schedule. Employees are not permitted to commence work before their normal starting time or to stop work later than their normal end time without prior approval of their supervisor or Division Head, except in case of an emergency, which must be reported to the supervisor immediately. WORK SCHEDULE CHANGE NOTIFICATION Employees shall have twenty-four (24) hours’ notice before their shift is changed and at least twelve (12) hours rest between shifts unless exigent circumstances require otherwise. Changes of less than twenty-four (24) hours or without a twelve-hour rest period between shifts shall be considered a call-out and paid accordingly. MEAL BREAKS Unpaid meal breaks are one hour. Any other duration must be pre-approved by the Employee's supervisor or Division Head, or their designee. Meal breaks shall be taken at a time approved by Employee’s supervisor and scheduled to ensure effective coverage. Any approved meal break of more than one hour shall not interfere with the performance of Employee duties. Employees must clock in and out for unpaid meal breaks. REST BREAKS With Division Head approval, and depending on work and project responsibilities, an Employee may take one paid 15-minute break for every scheduled work period of four consecutive hours without loss of pay. Breaks shall be taken at a time and place conducive to the job completion and efficiency of Division operations. Time spent on paid rest breaks will be included as regular work time for overtime purposes. Employees on paid rest breaks shall not interfere with fellow employees who are continuing to work. Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035 ---PAGE BREAK--- 7 SECTION ELEVEN: OVERTIME PAY AND COMPENSATORY TIME Employees are required to obtain approval prior to working overtime or accruing compensatory time. An Employee who works more than the scheduled hours without supervisor consent may be subject to disciplinary action. OVERTIME PAY Work performed in excess of forty (40) hours in any work week will be paid overtime at the rate of 1½ times the hourly regular rate of pay. Time off for sick leave, vacation leave or any other paid or unpaid leave of absence will not be considered as time worked for overtime purposes. Holiday hours will be considered as time worked for overtime purposes. COMPENSATORY TIME Employees may ask to convert overtime pay to compensatory time. That conversion must be approved by an Employee’s supervisor. Compensatory time may be accumulated up to a maximum balance of eighty (80) hours and is earned at 1½ times the number of hours work performed in excess of forty (40) hours in any work week. Unused compensatory time will be paid out upon termination. Compensatory time cannot otherwise be paid out. SECTION TWELVE: CALL BACK AND STANDBY PAY CALL BACK All Employees are subject to call back in the event of emergencies or as needed by the Employer to provide necessary services to the public. Employees called back to duty requiring them to report to a worksite will receive a minimum of two hours of call back pay and will receive the appropriate rate of pay for all hours worked, including any applicable overtime pay. The exception to the two-hour minimum is if an emergency call-back can be resolved remotely. In that case, the Employee shall be paid only for their time worked in 15-minute increments at their regular rate of pay, including any applicable overtime pay. Emergency call-back time does not constitute or result in a shift or schedule change. STANDBY PAY The Employer has the discretion to designate Employees to be available in case of emergency or to provide urgent services to citizens of the City of Belgrade. That assignment is designated as “standby.” Standby pay is available to compensate Employees for being on standby status. Employees assigned to standby shall be paid $40.00/day while on standby status. Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035 ---PAGE BREAK--- 8 Employees shall be assigned to standby status on a seven-day, rotating basis and will be given one-month notice of standby assignment. Under exigent circumstances, the Employer may assign additional Employees to standby status for the duration of an event or occurrence. The Employer may remove an Employee from exigent standby assignment if, in the Employer’s opinion, the assignment is no longer necessary. For example, an Employee is placed on exigent standby because of a pending snow event. At any point thereafter, the supervisor may remove the Employee from exigent standby status if they determine that regularly-scheduled staff are able to adequately respond to conditions. Employees shall remain fit for duty while on standby status. They shall not be under the influence of drugs or alcohol or otherwise unable to respond safely and responsibly. Employees shall be available on the telephone provided by the Employer at all times and shall immediately respond and report to work. Employees assigned to standby shall be selected and assigned based on core competencies as determined by the Employer. Such competencies may include, but are not limited to, training, experience, past performance, demonstrated reliability, and special skills unique to situations or circumstances likely to arise. In the event that all other conditions and qualifications are equal in the estimate of the Employer, the assignment shall be made based upon seniority. Any Employee on standby who does not respond, refuses to come to work, or comes to work impaired or unfit for duty shall be subject to disciplinary action. LOW DEMAND STANDBY PAY (LDSP) Low Demand Standby Pay (LDSP) is paid at the rate of $57.70 per week in addition to any other assigned standby pay. I. SCADA The Water Reclamation Foreperson or designee determined by the Employer receives LDSP pay for the purposes of monitoring and responding to the Supervisory Control and Data Acquisition System (SCADA). II. ENGINEERING The Construction Inspector receives LDSP pay. In the event the Employer employs more than one Construction Inspector this pay will be rotated amongst Employees on a schedule. III. OPERATIONS The Facilities Technician receives LDSP pay. In the event the Employer employs more than one Facilities Technician this pay will be rotated amongst Employees on a schedule. STANDBY VEHICLE USAGE This Section applies only to Employees working in a standby status. Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035 ---PAGE BREAK--- 9 I. Eligibility A. Divisions Use of an Employer-owned vehicle is a privilege available to only those Employees within the Water, Wastewater, Streets, Stormwater, and Parks Divisions. An Employee’s primary residence must be within 70 road miles of the city limits to be eligible for this privilege. B. Current Employees 1. Employees in the applicable divisions as of May 5, 2025 and who have access to take-home vehicles will retain the privilege for a period of three months (“the transition period”), beginning on May 5, 2025 and ending August 11, 2025. 2. During the transition period, an Employee subject to any disciplinary action or traffic violation shall have the privilege revoked immediately. C. New Employees Employees hired after May 5, 2025 are not eligible for take-home vehicle privileges. II. Vehicle Usage A. Employees will have the privilege of using an Employer-owned vehicle for traveling to and from their primary residence and to respond to emergencies during their scheduled standby period. B. All assigned vehicles must be used strictly for work-related purposes and returned at the end of standby period. Vehicle usage according to this Section is subject to all Employer policies and procedures regarding the use of Employer vehicles. SECTION THIRTEEN: SENIORITY The seniority of Employees shall be determined by their continuous services as a bargaining unit employee employed under the terms and conditions of this Agreement. This means that the Employee shall only accrue seniority as a bargaining unit employee and shall not accrue seniority in any department/position outside of the bargaining unit. In the event of layoffs due to a reduction in the work force, the Employee with the least seniority shall be the first employee to be laid off, and the Employee who was last laid off shall be the first Employee to be rehired. During an Employee’s probationary period, the Employer reserves the right to be the sole judge of the competence and acceptability of its Employees. All relevant factors being equal, the principle of seniority shall prevail in layoffs, scheduling of vacations, and job openings or vacancies. Seniority Roster: A seniority roster shall be maintained in each division by the Union. The Employer shall post the seniority roster. In the event that two Employees are hired on the same day, the Employee with the higher number in the last 4 of his/her social security number shall be considered the senior Employee. Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035 ---PAGE BREAK--- 10 Seniority shall terminate: 1. If employment is terminated; 2. If the Employee quits voluntarily; 3. If the Employee fails to accept and report for work within one week after notification of recall by certified mail; 4. If the Employee obtains a leave of absence by false or misleading statements; 5. If the Employee transfers to a position outside the bargaining unit; 6. When an Employee is on layoff for more than one year. SECTION FOURTEEN: PAYROLL DEDUCTIONS Employer shall apply state law and Employer policy in executing deductions from Employee pay. SECTION FIFTEEN: WORK-RELATED TRAVEL Employees must have all work-related travel pre-approved by the Department Head or City Manager or designee. Employees shall comply with the Travel Policy located in the Employer’s Administrative Policies and Procedures for compensable expenses associated with such travel, the process for requesting a travel advance, the process for requesting reimbursement of travel costs, the rates at which reimbursement may be made for use of a personal vehicle and meals, and the responsibilities of the Employee while traveling. Intentional misrepresentation of expenses or receipts is unlawful and shall result in disciplinary action up to and including termination. SECTION SIXTEEN: VACATION LEAVE A. VACATION LEAVE Employees shall earn paid vacation leave from the first day of employment and, with supervisor approval, may use it as soon as it is earned. Vacation leave may not be taken in advance of it being earned. The City Manager reserves the right to offer advance vacation leave at the time of hire. Employees accrue vacation leave on a prorated basis, based on the number of hours worked during the pay period. Vacation leave is credited at the end of each pay period. Employees may not accrue vacation leave while in a leave-without-pay status that exceeds fifteen (15) working days in length. Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035 ---PAGE BREAK--- 11 Vacation leave accrues as follows: Completed Years of Service: Eligible Employees working 40 hours per week earn: Eligible Employees working less than 40 hours per week earn: Days Per Year Hours Per Year 0-2 15 120 .0625 hours per hour in pay status 3-5 18 144 .075 hours per hour in pay status 6-7 21 168 .0875 hours per hour in pay status 8+ 24 192 .10 hours per hour in pay status B. MAXIMUM VACATION LEAVE ACCRUAL The Employer shall implement and enforce Montana Code Annotated § 2-18-617 (2023) in calculating and awarding vacation leave for Employees. The Employer will issue a written notification to the Employee of excessive leave and issue date at which leave will be forfeited if not used. C. REQUESTING VACATION LEAVE Requests for vacation leave must be submitted in advance and pre-approved by the Employee's supervisor or Division Head. The vacation leave will be approved after considering the best interest of the Employer, the Employee's work unit, and the Employee's request. Should two Employees request the same period of vacation leave, their supervisor or Division Head has discretion regarding the approval of the leave requests. Employees may utilize vacation leave in ¼ hour increments. D. VACATION LEAVE PAYOUT AND POSITION TRANSFERS Employees who terminate their employment with the Employer will be paid for 100% of their unused vacation leave. This payout is based on the Employee's base hourly wage or salary at termination. The base rate for purposes of this provision does not include any interim increase, bonus, or other short-term modification. Employees who transfer among divisions within the Employer will have their vacation leave balance transfer with them. E. PRIOR MONTANA PUBLIC EMPLOYER SERVICE OR MILITARY-RELATED ACCELERATED LEAVE Employees who have prior employment with a Montana public employer and those who have military time which interrupt(ed) their Montana government service can earn "accelerated" Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035 ---PAGE BREAK--- 12 vacation leave. For purposes of calculating leave arising from prior employment with a public employer or military service, the Employer will apply state law and existing Employer policy. Employees are responsible for providing documentation of prior government or military service. Accelerated leave accruals will begin at the beginning of the next pay period after the Employee provides such documentation to Human Resources and previous employer(s) confirm prior eligible service. SECTION SEVENTEEN: SICK LEAVE Employees accrue sick leave from their start date of employment and may use paid sick leave once it is accrued. Sick leave may not be used in advance of it being earned. Full-time Employees can accrue sick leave at the rate of up to 8 (eight) hours per month. No fulltime Employee will earn more than 12 (twelve) days of sick leave per year. Part-time Employees accrue sick leave at a rate of 0.05 hours for each hour in a pay status, excluding overtime. Sick leave is credited at the end of each pay period. Employees shall not accrue sick leave while in a leave without-pay status. MAXIMUM SICK LEAVE ACCRUAL There is no restriction on the number of sick leave hours Employees may accrue. REQUEST AND USE OF SICK LEAVE Sick leave is provided as a paid leave of absence for the following: 1. A sickness suffered by an Employee or a member of the Employee's immediate family; or 2. The time that an Employee is unable to perform job duties because of: a. a physical or mental illness, injury, or disability; b. maternity or pregnancy-related disability or treatment, including prenatal care, birth, or medical care for the Employee or the Employee's child; c. quarantine resulting from exposure to a contagious disease; d. appointments involving examination or treatment by a licensed health care provider; e. short-term attendance to care for a relative or household member not covered by section above until other care can reasonably be obtained; f. necessary care for a spouse, child, or parent with a serious health condition, as defined in the Family and Medical Leave Act; or g. death or funeral attendance of an immediate family member or, at the Employer’s discretion, another person of importance to the Employee. All requests to use sick leave for the purposes of medical appointments for themselves or immediate family members should be made to the supervisor with as much advance notice as Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035 ---PAGE BREAK--- 13 possible. Notification and duration of absence because of illness will be given to the supervisor in writing prior to the start of the employee's shift, except in the case of exigent circumstances. An absence will be deemed valid only upon receipt and acknowledgment from the supervisor. Supervisors must inform their Employees of the individuals designated to receive sick leave notifications. If an Employee's supervisor is unavailable at the time of the notification, the Employee shall notify the supervisor's designee or Human Resources. If the Employee fails to give notification described here, the absence will be considered leave without pay. Absence in excess of one shift without receipt of proper notification shall subject Employees to disciplinary action, up to and including discharge of employment, unless the failure to give such notification was due to circumstances beyond the control of the employee. The use of sick leave is subject to the following provisions: 1. Abuse of sick leave may result in disciplinary action up to and including termination; 2. Employees may not take sick leave in excess of accrued leave. 3. If the sick leave balance is exhausted, an Employee may use accrued vacation leave or compensatory time or apply for Leave without Pay consistent with Section 19. 4. Upon Employer’s request, Employees shall furnish a certification of illness from a qualified medical provider; 5. Upon Employer’s request and at Employer’s expense, an Employee shall undergo examination by a physician following a sick leave or other absence occasioned by illness or injury to ensure the Employee’s ability to safely perform the necessary functions of the position. SICK LEAVE PAYOUT AND POSITION TRANSFERS Employees terminating employment will be entitled to compensation for the unused sick leave equal to one-fourth (1/4) the accumulated leave. The payout will be calculated based upon the Employee's wages at the time of termination. Employees who transfer among Divisions within Employer will have their sick leave balance transfer with them. SECTION EIGHTEEN: MATERNITY AND PARENTAL LEAVE MATERNITY LEAVE An Employee will not be terminated solely because they are pregnant. Employees who are found to be disabled because of pregnancy will not be denied compensation they are entitled to. The Employer has the right to require verification from a medical provider that the Employee is unable to perform the duties of their position because of pregnancy-related conditions. Employees may take a reasonable leave of absence for pregnancy. The Employer may require an Employee to remain on maternity leave if an inability to perform essential functions of their position is reflected in medical documents. Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035 ---PAGE BREAK--- 14 Employees should notify their supervisor or designee of a desire to take maternity leave upon Employee’s confirmation of pregnancy. As soon as is reasonable, the Employee should report the estimated duration of the leave of absence. The Employee shall provide at least two weeks’ written notice to Employer of their intent to return to work. Employees may use a combination of paid parental leave, accrued sick leave, vacation, compensatory time, donated sick leave, and leave without pay for maternity leave. PARENTAL LEAVE Employees may take up to six weeks leave of absence following the birth of their child or placement in the Employee’s home of an adopted child. The Employee may use leave immediately upon birth or placement. Employees eligible for parental leave may use paid parental leave, accrued sick leave, vacation leave, earned compensatory time, or leave without pay. Employees seeking Parental Leave shall provide Human Resources with at least two weeks’ notice of the anticipated birth or placement date to enable the Employer to prepare for Employee’s absence. Requests for parental leave must be approved in advance by Human Resources. SECTION NINETEEN: OTHER LEAVE LEAVE WITHOUT PAY Leave Without Pay (LWOP) may be granted for good cause as determined by the City Manager or designee if the reason for approval does not violate any laws or regulations. The City Manager or designee has sole discretion in the approval or denial of requests for LWOP. If an Employee regularly works a different schedule (i.e. 10 or 12-hour shifts) and receives the eight hours pay to which they are entitled pursuant to Section 20, Holiday Pay, they may use LWOP to offset those hours. In that case, the Employee shall direct application for LWOP to their Division Head for approval. The Division Head has sole discretion in approval or denial of the request. All LWOP requests shall be submitted in writing at least fifteen (15) calendar days in advance of the need for leave. LWOP requests shall identify the reason for the leave and include the beginning and end dates. Requests shall be provided to the City Manager or designee. The City Manager or their designee may, in their absolute discretion, modify the amount of notice required for LWOP. Approval of LWOP is subject to the following: 1. An Employee on LWOP shall not pursue other employment during their LWOP; 2. Employees under an active Performance Improvement Plan or in a disciplinary status are not entitled to LWOP; 3. Employees who provide a false or misleading reason for LWOP shall be subject to disciplinary action, up to and including immediate termination of employment ; Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035 ---PAGE BREAK--- 15 4. If an employee is on LWOP for an entire pay period, Employer will not pay benefits such as medical, retirement, workers' compensation, and unemployment insurance unless the Employee is under Family Medical Leave; 5. Benefits cease to accrue for Employees on LWOP; 6. Employees do not receive Holiday Pay during LWOP; 7. Probationary Employees on LWOP exceeding fifteen (15) working days shall have their Probationary Period extended by the time spent on LWOP; 8. Employees who fail to return to work on the next regularly scheduled workday following LWOP shall be considered to have voluntarily resigned. ADMINISTRATIVE LEAVE WITH PAY An Employee may be placed on paid administrative leave at any time, with or without notice, at the sole discretion of the City Manager. Circumstances under which such a leave may occur include, but are not limited to, the following: 1. To investigate a work-related matter; 2. To remove the Employee from the workplace pending a due process hearing or other disciplinary decision; 3. To protect the Employee; 4. To protect the public; 5. To protect other City of Belgrade employees or property in the workplace; 6. To further any other work-related or business-related purpose. Administrative Leave with Pay may be implemented for an indefinite period. An Employee placed on paid administrative leave must remain available during normal business hours for call-back work. Should an Employee be unable to report, the Employee may be required to use accrued leave for the time they are unavailable. The use of administrative leave during an investigation shall be limited to the amount of time needed to investigate the matter, or to protect the Employee, the public, other employees, or property. JURY/WITNESS LEAVE Employees selected for jury duty or who are subpoenaed to serve as a witness have the option of receiving normal pay, or of charging time off to vacation or compensatory leave. If the Employee chooses to receive normal pay, the Employee must submit any jury or witness pay to the Employer. If the Employee chooses to use vacation or compensatory time, they are entitled to keep any jury or witness pay. An Employee is not required to remit to the Employer any expense or mileage allowance paid by the court. An Employee who receives notice of jury duty or witness service must notify their supervisor immediately so that arrangements may be made to cover their workload. A probationary Employee who is absent for jury/witness leave for more than fifteen (15) working days shall have their probationary period extended by the same amount of time. Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035 ---PAGE BREAK--- 16 Benefits continue to accrue while an Employee is on jury duty leave or witness service. Once released from jury or witness duty, the Employee is expected to contact their supervisor to receive report to work instructions. PUBLIC OFFICE LEAVE Employees elected or appointed to a public office shall be granted an unpaid leave of absence, not to exceed one hundred eighty (180) days per year, to perform the public service. Employees shall return to work within ten (10) days following the completion of the public service unless they are unable to return due to an illness certified by a medical doctor. Employees returning from performance of public service will be restored to their positions, with the same longevity, status, compensation, hours, locality, and benefits as existed prior to their leave of absence for public service. MILITARY LEAVE Full-time Employees who are members of the National Guard or of the organized or unorganized reserve corps or military forces of the United States and who have been an Employee for a period of at least six months will be given a leave of absence with pay at the rate of one hundred twenty (120) hours in a calendar year, for performing military service. 1. Regular part-time Employees are eligible for paid military leave on a pro-rated basis after they have been an Employee for a period of at least six months. 2. Military service includes both federally funded military duty and state military duty as defined by federal and state law. 3. Employees must provide as much advance notice to the Employer as possible upon receiving notice of military duty orders. 4. Unused military leave is carried over to the next calendar year, with the maximum military leave available limited to two times the military leave an employee accrues during a calendar year. 5. Military leave may not be charged against the Employee's vacation time. 6. Other military leave will be provided in accordance with state and federal law. BEREAVEMENT In case of a death in their immediate family, an Employee will be allowed to use up to forty (40) hours of leave for bereavement. Employees may elect to use any combination of sick, vacation, compensatory, or leave without pay. "Immediate family" refers to a spouse or significant other, parent, sibling, child, grandparent, grandchild, corresponding in-law, or those in a "step" relationship of the same nature. At the Employer’s request, the Employee shall provide proof of an Employee's need for leave for bereavement. The Employer has sole discretion to grant or deny a request for leave longer than forty (40) hours or to extend bereavement by using additional sick, vacation, compensatory, or leave without pay Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035 ---PAGE BREAK--- 17 and/or requests for bereavement for a person not listed above. All requests will be evaluated on a case-by-case basis. FAMILY AND MEDICAL LEAVE (FMLA) Eligible Employees are entitled to leave under the Family and Medical Leave Act for: twelve (12) work weeks or 480 hours of leave in a 12-month period for birth of a child, placement of child for adoption or foster care, to care for an immediate family member with serious health conditions, one's own serious health condition, or if one's immediate family member is a covered military member on active duty; or twenty-six (26) work weeks or 1040 hours of leave during a single 12- month period to care for a covered service member with a serious injury or illness if the eligible employee is the service member's immediate family. SECTION TWENTY: HOLIDAYS Employees are permitted the following holidays without loss of pay, regardless of whether the Employee works on the holidays: 1. January 1- New Year's Day 2. Third Monday in January - Martin Luther King Day 3. Third Monday in February - President's Day 4. Last Monday in May - Memorial Day 5. June 19 - Juneteenth National Independence Day 6. July 4 - Independence Day 7. First Monday in September - Labor Day 8. First Tuesday after the first Monday in November during State General Election Day (even- numbered years) 9. November 11 - Veteran's Day 10. Fourth Thursday in November - Thanksgiving Day 11. Friday after Thanksgiving 12. December 24 - Christmas Eve 13. December 25 - Christmas Day Compensation for these holidays is referred to as “holiday pay.” If a holiday falls on a Saturday, the Friday preceding is typically observed as a holiday. If a holiday falls on a Sunday, the following Monday is typically observed as the holiday. Eligibility Employees receive eight hours of holiday pay. To be eligible for holiday pay, an Employee must be in a paid status on both the last regularly scheduled working day before the holiday and the first regularly scheduled working day following the holiday. If the observed holiday falls on the Employee's regularly scheduled day off, the Employee must be in a paid status on the last regularly scheduled working day immediately before or the first regularly scheduled working day immediately after the holiday. Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035 ---PAGE BREAK--- 18 Example: A holiday falls on a Friday. An Employee must be in a paid status (work, sick or vacation leave) on both Thursday and Monday to earn the holiday pay. If Monday is the Employee's normal day off, then they must be in a paid status on Thursday and Tuesday. Use of Leave Employees who regularly work other than 8-hour shifts (10 or 12-hour shifts) have the following options: 1. Take vacation or compensatory time to make up the missing time on the holiday; or 2. Work on a different day in the same workweek, with supervisor approval, to make up the missed time, without overtime compensation; or 3. Take LWOP for the missing time, with supervisor approval. If one or more holidays fall in the period of an Employee's vacation leave, the Employee’s leave bank will not be charged for the holiday hours. If a holiday falls on an Employee's regularly-scheduled day off, the Employee shall be granted another day off. The day must fall within the same pay period, and be approved and scheduled by Employee’s supervisor or designee. WORK ON A HOLIDAY If an Employee is required to work on a holiday, the Employee will be paid at one and one-half times the regular rate of pay for hours worked in addition to their holiday pay, unless an alternative day off is arranged with the Employee's supervisor. If a holiday falls on an employee's regularly scheduled day off, the Employee may be granted another day off, in the same workweek, as agreed upon by the Employee and their supervisor or designee. SECTION TWENTY-ONE: HEALTH AND WELFARE MEDICAL, DENTAL, VISION, AND PRESCRIPTION BENEFITS The Employer will contribute up to $1,280/month toward any combination of elections for health, dental, and vision premiums. Refer to program offerings and requirements available in the Employee Handbook and Human Resources. The Employer may require employees to pay additional contributions to cover dependents, spouses, and/or domestic partners. Costs of these additional coverages will be paid by the employee through payroll deduction. During open enrollment each year, employees may select their insurance coverage by choosing from among the plans offered by the Employer. Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035 ---PAGE BREAK--- 19 CONTINUATION OF HEALTH BENEFITS AFTER TERMINATION Administered according to Employer’s Employee Handbook and State/Federal Law. FLEXIBLE BENEFITS PLAN Administered according to Employer’s Employee Handbook and State/Federal Law. HEALTH SAVINGS ACCOUNT Administered according to Employer’s Employee Handbook and State/Federal Law. GROUP LIFE INSURANCE Administered according to Employer’s Employee Handbook. EMPLOYEE ASSISTANCE PROGRAM (EAP) Administered according to Employer’s Employee Handbook. TUITION REIMBURSEMENT PROGRAM Administered according to Employer’s Employee Handbook and Administrative Policies and Procedures. WORKERS COMPENSATION Administered according to Employer’s Employee Handbook, Administrative Policies and Procedures, and State/Federal Law. UNEMPLOYMENT INSURANCE Administered according to Employer’s Employee Handbook and State/Federal Law. SECTION TWENTY-TWO: RETIREMENT 1. MPERS Employee retirement plans include the Montana Public Employee Retirement System, which is administered according to state law. A description of these plans and any optional supplemental retirement program information is provided to eligible employees at orientation. 2. SOCIAL SECURITY The Employer complies with all federal laws regarding the withholding of social security taxes. 3. SICK LEAVE SUPPLEMENTAL RETIREMENT (LV1) Eligible Employees may be permitted to convert excess sick leave hours to a separate sick leave bank or into the Employee's supplemental retirement account. Refer to the Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035 ---PAGE BREAK--- 20 Supplemental Retirement Program (LV1) Policy in the Employer’s Administrative Policies and Procedures for additional information. SECTION TWENTY-THREE: PROFESSIONAL DEVELOPMENT A. EDUCATION AND TRAINING The Employer may provide full or partial funding for a work-related program, seminar, conference, convention, etc. Employees must obtain written approval from their supervisor or supervisor’s designee prior to registering for or attending such education or training. B. LICENSING FEES If the Employer has requested that an Employee obtain a professional license or certification, the Employer will pay the cost to obtain the license or certification and/or renewal fees while, in the City's exclusive purview, the license or certification remains beneficial to Employer. SECTION TWENTY-FOUR: SAFETY The health and safety of Employees shall be reasonably protected while in the service of the Employer. Both parties hold themselves responsible for mutual cooperative enforcement of safety rules and regulations. A. EMPLOYEE RESPONSIBILITY To limit and/or prevent workplace injury or exposure, Employees shall report any unsafe conditions and/or equipment to supervisors as soon as possible. Employees shall use all required safety and protective devices, follow safe driving procedures, and wear clothing appropriate to weather and working conditions when working outdoors. Employees shall follow Employer and/or departmental safety policies and procedures. Failure to comply with these mandates may result in disciplinary action against Employees, up to and including termination. Employees must report an on-the-job injury or exposure to their supervisor as soon as practical/possible regardless of whether the Employee receives medical attention for the injury or exposure. No employee will be retaliated against for, or discouraged from, making a good faith report of an occupational illness or injury. B. RETURN TO WORK The Parties are committed to assisting injured Employees with returning to work as soon as approved by a medical care provider. C. COMMERCIAL DRIVER’S LICENSE Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035 ---PAGE BREAK--- 21 Employees who possess a Commercial Driver's License (CDL) are subject to pre-employment, random, reasonable suspicion, post-accident, and return to work drug and alcohol testing, administered according to the Federal Motor Carrier Safety Administration (FMSCA) and the U.S. Department of Transportation (DOT) requirements. Employees in a position which requires a CDL must maintain their CDL; loss of an Employee's CDL may result in termination of employment with the Employer. D. VEHICLE ACCIDENT REPORTING PROCEDURES (WITH INJURY OR MEDICAL CARE NEEDED) Employees driving an Employer-owned vehicle or personal vehicle while on Employer business shall report all accidents immediately to appropriate law enforcement and to their supervisor. Employees shall cooperate with Employer, law enforcement, first responders, or other officials in their investigation of any such accidents. E. USE OF ELECTRONIC DEVICES WHILE DRIVING The use of cell phones and other handheld electronic devices are prohibited while operating Employer’s motorized equipment, both on and off roadways. SECTION TWENTY-FIVE: DISCIPLINE AND DUE PROCESS The Parties agree to follow and conform with the Employer’s Employee Handbook for purposes of Employee discipline. Discipline shall not be grieved under the terms of the Agreement unless it is itself demonstrably violative of the Agreement. Progressive discipline may range from corrective counseling to termination of employment. The Employer shall have the right to initiate the disciplinary process at any stage of the process based on the nature of the conduct in question. Appropriate discipline, as determined by the Employer, will be rendered as follows: INFORMAL DISCIPLINE Informal discipline may be utilized to address conduct or performance issues to allow an Employee an opportunity to correct such issues. Verbal warnings and corrective counseling are the primary methods of informal discipline. FORMAL DISCIPLINE Formal progressive discipline may include, but is not limited to: 1. Written Warning or Reprimand; 2. Performance Improvement Plan; 3. Suspension Without Pay; 4. Demotion; 5. Termination. Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035 ---PAGE BREAK--- 22 a. In addition to being part of the progressive discipline process, termination may be the first step in response to the more serious types of offenses such as, but not limited to: i. Endangering or threatening the health and safety of others; ii. Using alcohol or illegal drugs on Employer property or while operating equipment, during working hours, or reporting to work under the influence consistent with Section 29, Drug and Alcohol Free Workplace; iii. Unauthorized absence from work, or failure to report for work; iv. Brandishing any firearm or weapon in or on the Employer's premises consistent with the Firearms and Weapons provisions in the Employee Handbook. Under the terms of that provision, “authorized” means written authorization from the Employer; v. Sexual harassment or acts of discrimination; vi. Theft; vii. Failure to maintain valid licenses and certificates required to perform job duties. SECTION TWENTY-SIX: GRIEVANCE PROCEDURE Any alleged violation or misapplication of any of the terms of this Agreement shall be resolved in the following manner. Either Party to this Agreement may file a grievance. A grievant’s failure to adhere to the time limits or the following procedure will render the grievance null and void. A failure by the non- grieving party to adhere to the time limits or the following procedure will allow the grievant or its representative to advance the grievance to the next step under the appropriate time limits. Time limits at any stage of the grievance procedure may only be extended by written mutual agreement of the Parties at that step. Saturdays, Sundays, and holidays are not considered working days. A grieving Employee shall not use paid working time to prepare for or present their grievance. Such grievant may request to use paid leave or leave of absence without pay to prepare for or present their grievance. With respect to the filing, processing, disposition, or settlement of any Employee grievance, including hearings and final decisions of an arbitrator, the Union shall be the exclusive representative of the Employee. Step 1. Not later than five working days from the first event giving rise to the grievance, Employees grieving shall informally discuss the facts of the dispute with their Department Head. The Department Head shall have ten (10) working days to respond. Grievances shall expressly identify the term or provision of the Agreement at issue and identify with specificity the facts supporting non-compliance with Agreement terms. Employer grievances shall first be addressed with the Union Business Representative. Any Employer grievances not resolved at Step 1 shall Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035 ---PAGE BREAK--- 23 advance to Step 4.A. Step 2. If not resolved at Step 1, Employee grievances shall first be submitted to the Union Business Representative who shall, before filing a formal grievance, determine that the complaint has merit. The Union shall not be required to pursue Employee grievances if, in the Union’s opinion, the grievance lacks merit. Not later than 10 working days from the Department Head’s Step 1 response, the Union Business Representative will submit a meritorious written grievance to the appropriate Department Head. The Department Head will respond in writing to the Union Business Representative not later than 10 working days from the receipt of the written grievance. Step 3. If the grievance is not resolved at Step 2, the Union Business Representative will submit a written grievance to the Director of Human Resources. This grievance will be submitted not later than ten (10) working days from receipt of the Department Head’s Step 2 written response. The Director of Human Resources will respond in writing to the Union Business Representative not later than ten (10) working days from the receipt of the written grievance. Step 4. If an Employee grievance is not resolved at Step 3, the Union Business Representative may, not later than ten (10) working days from receipt of the Director of Human Resources’ response, submit the grievance, in writing, to the City Manager. The City Manager will respond, in writing, to the Union Business Representative not later than fifteen (15) working days from receipt of the written grievance. Step 4.A. Mediation is available, but optional as follows. Either party may submit to the other, in writing, a request to mediate the grievance. Any grievance submitted to mediation shall stay deadlines identified in Step 5. Upon submission of Party’s request, the Parties shall jointly submit a request for the names of three qualified mediators with experience in organized labor matters to the Montana Board of Personnel Appeals. Mediation shall be confidential and non- binding and no statements or representations of the mediator shall be admissible at any subsequent arbitration. Costs of the mediator shall be borne by the Parties equally. Step 5. Any grievance not resolved through the foregoing steps may be submitted to arbitration by the aggrieved party within ten (10) working days of completion of Step 4. The grievant shall notify the non-grieving Party in writing of the Agreement provisions allegedly violated and identify with particularity the facts supportive of their grievance. Within fifteen (15) working days of the grievance, the Parties shall mutually request a list of seven qualified arbitrators from the State Board of Personnel Appeals. The Union and the Employer shall each strike three names in alternate order, and the remaining shall be the arbitrator. The winner of a coin toss shall begin the selection process. Costs incurred for the arbitrator shall be borne equally by both Parties. The arbitrator’s authority is limited to matters of interpretation or application of the express provisions of this Agreement that directly pertain to the issue(s) submitted in writing for arbitration. The arbitrator shall consider and decide only the specific issues submitted in writing and shall have no power or authority to add to, subtract from, amend, or modify any of the terms or provisions of this Agreement. Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035 ---PAGE BREAK--- 24 All decisions of the arbitrator made within the scope of the submission and within the authority of the arbitrator as defined in this Section shall be final and binding on the Parties. SECTION TWENTY-SEVEN: WORK STOPPAGES The Employer and Union agree to the essential nature of service provided by Employees to the public. In recognition of that fact, the Union agrees that there shall be no work interruptions, sympathy strikes, slowdowns, or strikes at any time during the term of the Agreement. In the event of unauthorized interruption, the Union agrees that it will join the Employer in requiring Employees to return to work and to cease disruptive conduct immediately. The Employer agrees that there shall be no lockout of Employees at any time. Under no circumstances shall employees in the critical infrastructure divisions of water and wastewater participate in any work stoppage, as the health, safety, and welfare of the Employer’s citizens are of the utmost importance. In the case of an emergency that arises or continues through a work stoppage, the Union shall ensure Employees from other divisions report to and remain at work. Such emergency is to be agreed upon between the Union and Employer, noting that the health, safety, and welfare of the Employer’s citizens are of the utmost importance. SECTION TWENTY-EIGHT: PAST PRACTICES Any and all agreements, understandings, or past practices not expressly set out in this Agreement are canceled and superseded by the Agreement. Unless expressly provided herein to the contrary, past practices shall not be recognized by or binding upon Employer. SECTION TWENTY-NINE: DRUG AND ALCOHOL-FREE WORKPLACE Employees may not be under the influence of, or impaired by, drugs, medications, or alcohol while on duty. Employees thought to be under the influence will be subject to reasonable suspicion testing. Employees shall comply with the Drug and Alcohol Testing Policies and Procedures located in the Employer’s Administrative Policies and Procedures, and the Alcohol and Drug-Free Workplace section of the Employer’s Employee Handbook. Violation of these policies and procedures may result in disciplinary action up to and including termination and may have legal consequences. Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035 ---PAGE BREAK--- 25 SECTION THIRTY: TERM OF AGREEMENT This Agreement, with a term of three fiscal years (May 5, 2025 through June 30, 2028) shall be binding until June 30, 2028, and shall be considered as renewed from year to year thereafter unless either party hereto shall give written notice to the other of their desire to have same modified, and such notice must be given at least sixty (60) days prior to the expiration of this contract. If such notice is not given, then this Agreement is to stand as renewed for the following year. During its term, this Agreement may be modified only through the mutual consent of both parties in a written, signed amendment. Any such amendment shall become a part of the Agreement for the remainder of the Agreement’s term. IN WITNESS WHEREOF, said parties of this Agreement hereunto set their hands and seals the 28th day of April, 2025. FOR THE CITY OF BELGRADE By: City Manager By: City Clerk FOR THE TEAMSTERS LOCAL NO. 2 By: Business Representative Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035 ---PAGE BREAK--- 26 TEAMSTERS UNION LOCAL #2 SCHEDULE A At the Collective Bargaining table, the parties to this Agreement agreed to the following: LEVEL POSITION FY26 WAGE FY27 WAGE FY28 WAGE L1 Code Enforcement Officer Facilities Custodian Parks Technician I Streets Operator I Wastewater Operator I Water Operator I 31.99 32.95 33.94 L2 Parks Technician II Streets Operator II Wastewater Operator II Water Operator II Facilities Technician Utilities Meter Technician 33.53 34.54 35.58 L3 Wastewater Operator III Water Operator III Construction Inspector Foreperson (all Divisions + 8% of base) 36.48 37.57 38.70 L4 Building Inspector/Plans Examiner Senior Construction Inspector Equipment Mechanic 40.81 42.03 43.29 *NO EMPLOYEE WILL SUFFER A REDUCTION IN WAGES DUE TO THE IMPLEMENTATION OF THIS WAGE MATRIX. Employee’s whose current pay is above the matrix will receive in FY26, FY27, and FY28, a 3% increase from their previous rate of pay. FOREPERSON PAY Employees designated as Foreperson shall receive eight percent above the base rate of L3. Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035 ---PAGE BREAK--- 27 LONGEVITY Effective July 1, 2025, the wage rates include longevity pay and Employees are not eligible for additional longevity pay as outlined in the Employer’s Employee Handbook and Administrative Policies and Procedures. CLOTHING ALLOWANCE Effective July 1, 2025, the wage rates include the uniform allowance as pay and the existing uniform reimbursement program as outlined in the Employer’s Employee Handbook and Administrative Policies and Procedures, will be discontinued. Docusign Envelope ID: 99B93B30-A373-4725-9BEF-6859A2B02035