10/25/2011

City of North Las Vegas

Teamster Union Benefits

Your position is covered under the collective bargaining agreement between the City of North Las Vegas and Teamsters Local 14.  Because of this agreement covered positions, whether member or non member, enjoy the following benefits.

• A clear definition and recognition of Employee, Probationary Employee, New Hire Employee, Permanent Part-Time Employee, and Temporary and/or Seasonal Personnel.
• The right to an evaluation in writing during the qualifying period of a promotion or change in designated job classification.
• The right to return to their previously held position within four days of receiving said evaluation,
• The right to be returned to the last classification held; without loss of seniority if one fails their qualifying period on a promotion or change in designated job classification.
• A review of all new job classifications or changes to existing classifications with the Union being allowed to bargain over proposed wage rates.
• The right to join the union as a member or remain a non member.
• The right to be disciplined only for just cause.
• The right to be disciplined in a progressive manner.
• The benefit of only being suspended up to 30 days and no more without pay.
• The benefit of not having discipline older than 2 calendar years relied upon for progressive discipline.
• The right to have an investigation conducted before a disciplinary hearing is scheduled and that said investigation is supervised by a third party.
• The right to a hearing before discipline is imposed, with written notification of the charges, supporting documentation provided.  Employees then have the opportunity to present their side.  Additionally, employees have the right to have a speedy decision rendered.
• The right to appeal such decision.
• The right to resign.  If in doing so the City requests that they leave sooner then their stated date, then one has the right to receive up to a full week of wages.
• The right to have recognized shop stewards.
• The right to meet with your shop steward while on duty to investigate or present a grievance
• The right to have certain persons enter one’s workplace with the intention of investigating working conditions assist in the settlement of grievances or post informational notices.
• The right to have five employee representatives sit at the bargaining table for the purpose of negotiations without loss of pay or deduction from leave banks.
• The right to the presence of a representative if the employee has reasonable grounds to fear that an interview could lead to disciplinary action.
• The right, unless otherwise prohibited by federal or Nevada law, to not have to enter any property involved in a lawful primary labor dispute where one would have to cross a picket line.
• The right, unless otherwise prohibited by federal or Nevada law, to not have to work in a riot or civil disorder, unless one is providing emergency or essential functions  during a declared emergency, and then only with police or equivalent protection afforded to the employee.
• The right to have one’s union dues and initiation fees automatically withdrawn from pay checks rather than being personally responsible for same.
• The right to grieve a dispute regarding interpretation or application of the collective bargaining agreement.
• The right for the employee to discuss informally the situation giving rise to a grievable act with supervisor.  Along with this comes the right for the employee to receive a response back from their supervisor within a reasonable period of time.
• The right for the employee to file a formal grievance regarding a grievable act.  This too comes with the right for the employee to receive a response back from their supervisor within a reasonable period of time.
• The right for the employee to take their formal grievance to the Director of Human Resources and to receive a binding, yet appealable response back within a reasonable time period.
• The right to appeal the Director of Human Resources grievance finding.
• The right to an arbitrator to hear the appeal.
• The right to have the fees paid to the arbitrator shared by both City and Union.
• The right to yearly review of one’s seniority standing within the City.
• The right, in most places of the City, to have city seniority apply in all cases of choice, such as, but not limited to:  Shift bids and vacation.
• The right to have the numerical score determine seniority if two or more persons are hired on the same date, and failing that then the right to have the time stamp .
• The right to receive retroactive seniority to date of hire for satisfactory completion of one’s probationary process.
• The right to receive adjusted seniority when there is a break in continuous seniority.
• The right to have city seniority prevail when scheduling holiday leave.
• The right of temporary employees to have their temporary time credited to their seniority when they become regular employees within the same job classification.
• The right to have layoffs affect those first with the least seniority.
• The right to have at least 30 calendar days notice when an employee is eliminated due to layoff.  In lieu of this notice, an equivalent amount of salary, based in the employee’s regular work week, will be paid to the employee.
• The right to bump another employee with less seniority in an equal or lower pay grade within the same bargaining unit if one is qualified to perform the functions with minimal training.
• The right to recall, based upon seniority, into any vacancy from which employees were laid off.
• The right to have that recall sent to one via certified mail.
• The right to have a fair method of filling vacancies from among previous and current City employees before filling from an open competitive list.
• The right to have qualifications for jobs determined fairly and in good faith.  Along with this employees know ahead of time the weight each portion of the selection process is given.
• The employee has the right to be provided with an explanation as to why they were not awarded a position and what they can do to improve their opportunities.
• The right to request a transfer or bid to a new job and remain on an eligibility list for 180 days.
• The right to a fair days pay for a fair days work.
• The right to contracted cost of living raise increases.
• The right to receive an evaluation within 30 days of one’s anniversary date.
• The right to step increases for receiving a rating of meets standard or better on an evaluation.
• The right to a 5% wage adjustment for employees promoted or reclassified to a higher grade.
• The right to receive 1.5 times the rate of one’s regular hourly wage for overtime.
• The right to have overtime evenly distributed.
• The right to be scheduled and paid for overtime on one’s day off of at least four hours.
• The right to request excuse from overtime.
• The right to a 36 hour work week with most employees doing those hours within four working days.
• The right to received shift differential for swing and grave shifts.
• The right to be compensated being a shift relief person. 
• The right to call back pay, with a minimum of two hours wages.
• The right to paid time off or to take time off for recuperation time when called back within the 8 hour period immediately preceding the employee’s regular schedule starting time.
• The right to stand by pay.
• The right to receive out of classification pay.
• The right not to have to work out of class indefinitely.
• The right to have a designated lead person paid for being that lead.
• Employees hired before June 30, 1997 have the right to longevity pay.
• The right to have uniforms, if required for the job, purchased at City expense.
• The right to City laundry service for uniform shirts and pants.
• The right to City furnished safety equipment.
• The right to bonds, professional fees and associations, Notary Public or professional licenses, special driver’s licenses or physical fees paid when required in the performance of their duties.
• The right to be paid for bilingual proficiency.
• The right to have two weeks notification, except in emergency situations, of schedule changes.
• The right for some persons in specific positions to work special summer hours.
• The right to a meal period of at least 30 minutes.
• The right to additional break times during worked overtime.
• The right to twelve paid legal holidays.
• The right to a paid floating holiday.
• The right to 2 times the rate of straight pay for one’s shift if one has to work on a holiday.
• The right to accrue a holiday when the holiday falls on the employee’s regular day off.
• The right to have hours for which an employee does not work but for which one is compensated credited toward the purpose of computing overtime eligibility.
• The right to be paid for accrued holidays.
• The right to annual leave.
• The right of new hires to be able to take annual leave after being on the job for three months.
• The right to accrue a maximum of 324 or 432 hours of annual leave, depending on years of service.
• The right to be paid for excess hours accumulated above the maximum if the City denies a timely, reasonable leave request.
• The right to have the City pay for non-refundable monies expended in anticipation of a canceled vacation.
• The right to take sick leave on behalf of a family member.
• The right to not have excused sick leave under 3 hours counted against oneself as an occurrence of sick leave.
• The right to accrue sick leave at the rate of 4.15384 hours bi-weekly.
• The right to request working a light duty plan at 85% of pay because of a non-work related injury.
• The right currently to 100% of all accrued sick leave upon separation if one has worked over 10 years.
• The right to sell back a certain amount of sick leave.
• The right of a designated beneficiary to receive 100% monetary compensation of one’s sick leave if they die.
• The right to serve jury duty, receive the day’s regular pay, and retain all jury pay.
• The right to be reassigned for the duration of the jury duty when working other than a day shift.
• The right to paid court time if the employee is required to appear on City business while off duty in any court, hearing or deposition as a witness for the prosecution or defense, except for personal involvement.   Additionally one will be paid for one hour for duces tecum subpoenas.
• The right to take emergency leave for self or immediate family.  Additionally the employee has the right to accrue up to 15 days in emergency leave.
• The right to $20,000.00 life insurance protection with double indemnity for accidental death.
• The right to have self and family covered under medical insurance.
• The right to participate in a section 125 program.
• The right to a return to work program paid at 100% of salary for whatever hours the doctor deems a workable day.
• The right to paid temporary total disability for 14 days for an on the job injury.
• The right to paid salary during hospitalization for an on the job injury.
• The right to paid liability insurance protection to cover accidents occurring while in the performance of official duties, regardless of fault.
• The right to a safe working environment.
• The right to be informed of potential working hazards.
• The right to proper protective devices.
• The right to be paid for the entire holiday when more than ½ of a shift is worked on the observed holiday.
• Certain positions were given the right to be paid overtime if they are require to work through their meal periods.
• The right to have advanced notice of any outsourcing of bargaining unit work so that possible remedies of any adverse effects of this outsourcing can be worked on.

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