Reformatted July 2021 06/30/2025 07/01/2022 Central Fleet Management .
AFSCME, Local 298Central Fleet Management07/01/2022 06/30/2025Reformatted July 2021—AGREEMENTBETWEEN THE CITY OF MANCHESTER, NHCentral Fleet Management DepartmefflANDLOCAL 298, AFSCME, AFL-CIOJuly 1, 2022 to June 30, 2025
AFSCME, Local 298Central Fleet Management07/01/2022 06/30/2025Reformatted July 2021—Table of ContentsPREAMBLE4ARTICLE 1: RECOGNITION;5ARTICLE 2: NON-DISCRIMINATION6ARTICLE 3: MAINTENANCE OF MEMBERSHIP7ARTICLE 4: DUES DEDUCTION8ARTICLE 5; SENIORITY9ARTICLE 6: PROMOTIONS AND TRANSFERS11ARTICLE 7: WAGE RATES13ARTICLE 8; HOURS OF WORK AND OVERTIME14ARTICLE 9: PLUS, RATES16ARTICLE 10: EMERGENCY WORK17ARTICLE ii: SPECIAL EMERGENCY RATES18ARTICLE 12: STANDYPAY COMPENSATION19ARTICLE 13: NIGHT SHIFT DIFFERENTIAL20ARTICLE 14: FIOLIDAYS2!ARTICLE 15: ANNUAL VACATIONS22ARTICLE 16: SICK LEAVE24ARTICLE 17: SICKLEAVE BANK26ARTICLE 18; LEAVE OF ABSENCE30ARTICLE 19: BEREAVEMENT LEAVE31ARTICLE 20: MATERNITY LEAVE32ARTICLE 21: MILITARY SERVICE33ARTICLE 22: JURY DUTY34ARTICLE 23: EDUCATION INCENTIVE REIMBURSEMENT35ARTICLE 24; LIFE INSURANCE36ARTICLE 25: HOSPITAL/MEDICAL INSURANCE37ARTICLE 26: UNIFORMS39ARTICLE 27: TRAVEL ALLOWANCE40ARTICLE 28: SAFETY & OTHER OPERATIONAL POLICIES AND PROCEDURES.41ARTICLE 29: BULLETIN BOARDS42ARTICLE 30: DISCIPLINARY PROCEDURES43ARTICLE 31: GRIEVANCE PROCEDURE.44ARTICLE 32: MANAGEMENTS RIGHTS472
AFSCME, Local 298Central Fleet Matagement07/01/2022—06/30/2025Reformatted July 2021ARTICLE 33: STRIKES PROHIITED48ARTICLE 34: CONTRACTING AND SUBCONTRACTING OUT49ARTICLE 35: STABILITY OF AGREEMENT50ARTICLE 36: TRAININGARTICLE 37: MISCELLANEOUS53ARTICLE 38: INTENTIONALLY LEFT BLANK54ARTICLE 39: DURATION AND TERMINATION54ARTICLE 40: RIGHT TO RETURN54ARTICLE 41: SUCCESSOR AGREEMENT CLAUSE54APPENDIX A: EMPLOYEE PERFORMANCE APPRAISAL55APPENDIX B: A-STEP57APPENDIX C: HEALTH INSURANCE59APPENDIX D: DELTA DENTAL75ATTACHMENT A: VACATION REQUEST FORM763
AFSCME, Local 298Central FLeet Management07!O1/2022 06/30/2025Refonnatted July 2021—PREAMBLEThe purpose and intent of the City of Manchester and the Union enteringinto this Agreement is to promote orderly and peacefiI relations between the Cityand the organized employees in the Bargaining Units induded in the followingAgreement and to provide on behalf of the citizens of Manchester approved servicesin an effective and efficient manner.4
AFSCME, Local 298Central Fleet Management07/01/2022— 06/30/2025Reformatted July 2021ARTICLE.1: RECOGMTION1.1The City of Manchester, NH hereby recognizes Local #298, AFSCME, as theexclusive representative of the bargaining units contained herein for the purpose ofcollective bargaining with respect to rates of pay, wages, hours and other conditions ofemployment, other than those managerial policies referred to in RSA-273 A: 1, XE,which are the exclusive prerogative of management.Full-time, non-probationary employees of the Central Fleet MaintenanceDepartment and in the following classifications are members of the respectivebargaining unit.Equipment Service Tech I and IIInventory Specialist I and IIEquipment Mechanic I and II5
AFSCME, Local 298Central Fleet Management07/01/2022 06/30/2025Reformatted July 2021—ARTICLE 2: NON-DISCRIMINATION11NON-DISCRIMANTION BY THE CITYThe City and the Department covered by this Agreement agree not to discriminateagainst employees covered by this Agreement on account of membership in the Union.12NON-DISCRIMINATION BY THE UNIONThe Union Officers and members agree not to discriminate in any way against employeeswho are not members of the Union, or to bar employees from joining or remaining in theUnion, except for non-payment ofdaes.2.3The City, the Department covered by this agreement and the Union agree not todiscriminate in any way against employees covered by this Agreement on account of religion,race, color, gender, national origin, marital status, sexual orientation, gender identity, results ofgenetic testing, physical or mental disability, age or physical or mental handicap, or veteranstatus, except where age or physical condition are bona fide qualifications for employment.6
AFSCME, Local 298Central Fleet Management07/01/2022—06/30/2025Reformatted July 2021ARTICLE 3: MAINTENANCE OF MEMBERSHIPAny employee who becomes a member of the bargaining unit and the Union shallcontinue his/her membership in the Union during the duration of this Agreement; provided,however, that an employee may at his/her discretion and in writing, withdraw his/hermembership from the Union anytime within twenty (20) calendar days prior to theanniversary date thereafter.Any employee who is in the bargaining unit and is not a member of the Union butwishes to have the Union represent hiiniher in grievances, shall assume hill financialresponsibilities as to the actual costs of processing the grievances. Collection of such fees shallbe the sole responsibility of the Union.jShould there be a dispute between an employee and the Union over the matter of anemployees Union membership, or agency fees, the Union agrees to hold the City harmlessin any such dispute.The Union shall post notices on departmental bulletin boards thirty (30)3.4calendar days prior to the airniversary date.7
AFSCME, Local 298Central Fleet Management07/01/2022 06/30/2025Reformatted July 2021—ARTICLE 4: DUES DEDUCTIONThe City agrees to authorize the deduction of Local 298 dues froth eachemployee who has signed an authorization and send said dues along with a statementindicating who has paid dues to: The Treasurer of Local 298, AFSCME.44The Union will keep the City informed of the correct name and address of theTreasurer of Local 298, AFSCME.This deduction of dues shall be made on a weekly basis and shall be sentmonthly to the Treasurer of Local 298, AFSCME.If any employee has no check coming to himlher, or if his/her check is not largeenough to satisfy the dues then no deduction will be made from that employee. In no casewill the City attempt to collect fines or assessments for the union beyond the regular dues.44-The City will notify the Treasurer of Local 298, AFSCME, in writing within two(2) working days of the cancellation of dues deduction by an employee who hadpreviously signed an authorization for said deduction.8
AFSCME, Local 298Central Fleet Management07/01/2022 06/30/2025Reformatted July 2021—ARTICLES: SENTORITY51There shall be two types of seniority:(a) Department Seniority(b) Classification SeniorityDepartment Seniority shall relate to the time an employee has been continuouslyemployed by the Department.Classification Seniority shall relate to the length of time an employee has beenemployed in a particular grade classification.Deoartment Seniority shall prevail in mailers concerning layoffs and rehiring’s.Qualified and available permanent employees shall be reinstated before new employees arehired.5.3Department Seniority shall be the type considered in matters concerningand “transfes” as set forth in Article 6 of this Agreement.“promotions”No employee shall have the right to replace another employee in any classification5.4ofby virtue Department Seniority alone, except that, in the event of a permanent lack of workin any cLassification, those employees concerned in that classification shall be assigned tothe next lower classification for which they are qualified and for which they have DepartmentSeniority. Such employees shall retain their same rate of pay for a period of 12 months fromthe date of such reduction in classification and pay grade. After 12 months the employee wilLbe reduced to the proper pay step in the lower pay grade.Displaced employees in those lower classifications shall have the same rights ofreassignment as referred to in this Section 5.4.Upon receiving a promotion an employee’s name shall be entered at the bottom of5.5that particular classification seniority list to which hcishc has been promoted, regardless ofhis/her Department seniority, and he1she shall be considered to be the junior or youngestemployee in that classification regardless of the Department seniority of other employeesalready in that job, until such time as other promotions are made into this classification. Newpromotions shall be entered at the bottom of that particular classification seniority listconcerned.Until an employee has served the six (6) month initial probationary period. it shalt5.6be deemed that he/she has no seniority status, and he/she may be discharged or laid off withor without cause, and such discharge or layoff shall not be subject to the grievance procedure.5.7An employee shall not forfeit seniority during absences caused by:9
AFSCME, Local 298Central Fleet Management07/01/2022 06/30/2025Reformatted July 2021—(a) ILlness resulting in total temporary disability dae to his/her regular work withthe Department involved, certified to by an affidavit from Workers CompensationCarrier.(b) Illness not the result of his/her misconduct, resulting in total temporarydisability, certified to by a physician’s affidavit every three months.(c)Maternity Leave will not aflëct the seniority of an employee.5.8 An employee shall lose his/her seniority for, but not limited to the folLowing reasons:If an employee is discharged and if such discharge is not overruled by an(a)appropriate authority.(b)If he/she resigns.The employees’ present classification seniority as of the effective date of this5.9contract, shall be the only type of seniority considered for the purpose of establishing theclassification seniority system called for in this Article. This classification seniority musthave been continuous in nature to merit consideration under this section.The preparation and maintenance of the Depa.rinwnt and Classiflcation Seniority5.10Rosters shall be the responsibility of the City, approved by the Union, and is to be part of thisAgreement. The Department and Classification Seniority lists are to be drawn up and postedonce a year in May.All personnel who transferred from the Department of Public Works into the5.11Fleet Management Department shall maintain both their classifications and departmentseniority.10
AFSCME, Local 298Central Fleet Management07/01/2022—06/30/2025Reformatted July 2021ARTICLE 6: PROMOTIONS AND TRANSFERSThe Department reserves and shall have the right to make promotions and transfersprimarily on the basis of qualifications ability and performance of duty, but shall be governedby departmental seniority where equal qualifications, ability and perfomiance of duty, asdetermined by the Department, have been demonstrated.When a position becomes vacant as the result of a promotion or retirement, theDepartment, within thirty (30) days shall notify the Union in writing of its intentionsregarding the filling of the vacancy. This notification shall be advisory only and shall not besubject to the grievance and arbitration provisions of this Agreement.Jobs to be filled through promotion shall be posted on the department bulletinboards in which the vacancy occurs for a period of five (5) working days.Management shall make a determination of the filling of such posted position nolater than 30 working days after the close of the posting period.6.3After an award is made of a promotion the name of the person shall be posted forfive (5) worlcing days following said award and a copy shall be sent to the Union. Employeesmay file a grievance within eight (8) working days of the date posted, in accordance with thegrievance procedure.6.4Vacancies in management positions which are excluded from the bargaining unitsshall be posted on the departmental bulletin boards, provided, however, that the appointmentto these positions shall not be subject to the grievance procedure of this contract.Whenever possible, promotions shall be made from the ranks of regularemployees who are employed by the department in which the vacancy occurs.6.6Emp’oyees in the Department where the vacancy occurs who are absent during the entireposting period shall be automatically placed on the list for consideration for the position(s);provided, however, that such employee may, at his/her discretion, have his/her name removedfrom the list within five (5) work days of returning to work. This provision shall not applyto those engaged in military service and their eligibility should be governed by the UniformedServices Employment and Reemployment Rights Act (USERRA).Employees who are on leave when a vacancy occurs will be notified of the vacancy and postingperiod. If the posting period closes before they return to work, they will be given an opportunityto apply via the City Human Resources Website. If they unable to do this and notify the Directorthat they are interested accommodations will be made to assist them in applying. If the employeeis out on extended leave and unable to come to Fleet for an interview, arrangements will be madefor an interview to be conducted over the phone or other devise that allows for a proper interview.11
AFSCME, Local 298Central Fleet Management07/01/2022 06/30/2025Reformatted July 2021—When a question as to the proper person having been chosen to fill any job arisesand it cannot be resolved it will be settled by using the grievance procedure in Article 30.Job posting shall includejob specifications, rate of pay, job location, the shift andalso if the job is permanent with a permanent rating.The above procedure shall be followed in all promotions, vacancies andtransferswhether temporary or permanent.jflIf qualified candidates are not available or have not responded to the posting withina department where a vacancy occurs the job will then be posted throughout the CityDepartments. Preference will be given to City employees who meet the qualification, abilityand performance of duty standards before seeking applications outside the City service.Candidates from departments other than the department in which the vacancy occurs shall benotified by the department of the status of his/her application and the reason(s) for not beingselected for the position. A candidate for positions in departments other than the departmentin which he/she is employed shall not have the right to file a grievance if not selected forsuch position(s).JjAn employee who meets the minimum qualifications and is promoted to a higherlevel position shall be placed in a probationary status for not to exceed six (6) months iii thehigher position. The employee shall periodically be evaluated to determine if he’she isperforming the job in a satisfactory manner. If an employee is not able to satisfactorilyperform the higher level duties, then he/she shall be reduced in status to the sameclassification pay ade and pay step as he/she had obtained prior to promotion.LATERAL TRANSFERSAn employee who has been promoted or transferred shall only be eligible foradditional lateral transfers within the same pay grade after one (1) year on the job, unless thefmancial rewards are greater, or at the discretion of the Department Head, if he/she seekssuch a lateral transfer within a shorter time period.12
AFSCME, Local 298Central Fleet Management07/01/2022 06/30(2025Reformatted July 2021—ARTICLE 7: WAGE RATESEffective July 1, 2022, employees shall be moved to the attached IAFF payscale and granted Steps and Longevities plus 3.0% COLA increase.Effective July 1, 2023, Steps and Longevities plus 40% COLA increase.Effective July 1 2024, Steps and Longevities plus 4.0% COLA increase,flEmployees will receive a step increase on their anniversary date of currentposition. This step increase will be subject to a satisfactory performance evaluation, Anincomplete evaluation will be considered a satisfactory performance evaluation. This processmay be changed at any time by mutual agreement. Evaluation step increases will stop whenan employee reaches Step 13 on the included pay matrix.Outstanding performance evaluation bonus payments will cease, effective on dateof ratification.7.5 Employee appeals on their annual performance evaluation will be according to theprocess mutually agreed to by the Union and the City. See Appendix AThe longevity waiting periods for employees shall be 5-10-1 5-20-25-30-35-40and 45 years of service. An increase of three-percent (3%) will take effect on the employee’sanniversary date of employment. Employees hired after July I, 2022, shall be entitled to thesix (6) month step.Employees being promoted from one grade to a higher grade shall be placed onthe lowest step of the new grade, which will provide for a minimum of a ten-percent (10%)increase in salary.7.8Employees who have attained the requirements for the achievement grade (A- Step)associated with their positions will be placed on the corresponding step on the achievementgrade in accordance with the following mutually agreed provisions as detailed on attachedAppendix B to this agreement.13
AFSCME, Local 298Central Fleet Management07/01/2022—06/30/2025Refomiatted July 2021ARTICLE 8: HOURS OF WORK AND OVERTIMEThe normal work week shall consist of any work performed up to forty (40) hours8.1per week Monday through Friday at straight time pay. The normal work day shall consist ofany work performed up to eight (8) hours in any one day.8.2All times worked in excess of the normal work day and all time worked in excessof the normal work week shall be paid at the rate of time and one-half, All paid time off’,except sick and bereavement leave, occurring during the workweek shall be counted as hoursworked for the purposes of determining the forty (40) straight time hours. (Exceptions to theabove, noted in Article 11, Special Emergency Rates.)Employees working at overtime rates prior to 12:30 am. for emergency operationswill continue to receive the overtime rate if they continue to work after the start of the nextregular work day; provided, however, no employees will be permitted to use sick leave duringsnow removal operations, except in the cases of bona fine health emergencies. The Directorof Central Fleet, or designee, shall declare when emergency operations are undei’ay.Any person who has left their place of employment and is recalled to work prior tothe next nonnal shift will be paid for a minimum of three (3) hours at the rate of time andone-half; provided, fiwther, that an employee who is called back for overtime or emergencywork and who completes the required task and returns to hisiher residence within the three(3) hour minimum guarantee may be called back for additional emergency or overtimewithout an additional three (3) hours minimum work guarantee. It is the purpose and intentof this section to assure an employee of at least three (3) hours of pay at overtime rates forthe inconvenience of being called back to work between the normal shifts, but not to beseparately paid for several calibacks within the three (3) hour minimum guarantee period.Any employee who is called in one hour or less prior to the start of his/her normal shiftshall receive such time at the overtime rate, but is excluded from the three (3) hour miiimumguarantee outlined in the previous subsection of this section. An employee who called inearly for their shift and qualifies for three-hour call back, but is unable to or does not reportfor work until an hour or less from their regular start time is also excluded from the (3) hourminimum and will only be paid overtime for the time they are in until the regular start time.The Department may schedule employees to start their next days shift at a timeearlier than the regular time without extra compensation under the callback provision of thissection, provided such change in schedule is made prior to the completion of the shift thepreceding day.8.4The workday or workweek will not be interrupted to avoid the payment of overtime.Overtime work which is scheduled in advance or which requires employees to be8.5called in for unscheduled work shalt be assigned on a rotating basis among all qualifiedemployees by classification seniority. There are two types of overtime:Planned overtime occurs when the Department knows about the overtime requirement atleast 24 hours in advance. This overtime is offered to all qualified employees byclassification seniority.14
AFSCME, Local 298Central Fleet Ma.uagement07/01/2022 06/30/2025Reformatted July 2021—Unplanned overtime occurs when the Department knows about the ovcrtime requirement lessthan 24 hours in advance of the overtime. This requirement is generally associated withpersonnel remaining on shift to complete a job. Thus the overtime is offered to qualifiedemployees on shift by classification seniority. During the period of the year when fleet hasweekend standby personnel, unplanned overtime is offered to qualified employees on standbyfor that period by classification seniority.In the event an employee is inadvertently passed over for an overtime opportunity,that employee will be offered the next replacement overtime opportunity, off the same list.No temporary employees shall be assigned to overtime work until all regularemployees shall have had the opportunity for such assignment.Employees shall have first right to overtime work by classification. If insufficientcoverage is volunteered, the overtime work will be assigned to the classification.If for any reason the department is unable to staff a shift, the employee with theleast classification seniority must make himself/herself available for such overtime work. Ifthe employee with the least seniority is unavailable for a legitimate reason, then the overtimewill be assigned to the employee with the next lowest classification seniority. In other words,overtime will be assigned to employees in the reverse order of classification seniority (leastto most).15
AFSCME, Local 298Central Fleet Management07/01/2022—06)30/2025Reformatted July 2021ARTICLE 9: PIAJS RATESEffective upon the date of ratification of this agreement hourly paid employeesin the bargaining unit will be compensated on a Plus Rate basis of one pay step (no lessthan 7% to the nearest whole cent) above his/her present rate or the entrance rate,whichever is higher, for working in higher level classifications for each completed hourof worlc in such higher level assignment.Effective upon the date of ratification of this agreement salaried employees in9.1the bargaining unit will be compensated on a Plus Rate as stated above for eachcompleted Work day of assignment in higher levcl classifications.An employee may be temporarily assigned for a period not to exceed thirty9.2(30) calendar days to the work of any position of the same or lower grade without achange in rate of pay.In those cases when an hourly rated employee is assigned to temporarily servein a higher level salaried position, such as a Superintendent’s position in the Central FleetMaintenance Department, then such hourly rated employees shall be granted a plus ratein accordance with this section if the assignment is for one full work day or longer.Assignments to higher paying job classifications, temporary or otherwise,9.4shailbe made in accordance with the provisions of Article 6, Section 1. of thisAgreement,All new positions, promotions or transfers contemplated beyond a period ofthirty(30) days shall be posted on the department bulletin boards for at least five (5) workingdays and any interested employee shall have the opportunity to apply for such positions,promotions or transfers.Whenever a bargaining unit member is required or volunteers to work on firerelated equipment, they shall receive a Plus Rate. If the fire department mechanics positionsare absorbed into Fleet operations and they become Fleet employees, bargaining unit will nolonger receive a plus rate for working on Fire Department equipment as this wilL be part oftheir normal duties.24116
AFSCME, Local 298Central Fleet Management07/01/2022 05/30/2025Reformatted July 2021—ARTICLE 10: EMERGENCY WORKIt shaLl be the duty of all able bodied employees to make themselves availableduring the course of emergency situations. Deliberate refusal to work during such situationswithout adequate justification may result in disciplinary action.10.2When an employee responds to an emergency work situation and due to hoursworked and/or physical exhaustion, is relieved from working the normal work schedule, andsuch employee is required to work on a Saturday then such Sunday work shall be paid at theovertime rate.].%If an employee iscalled back from vacation due to an emergency situation, then allhours of work shall be paid at the time and one-half rate of pay until the employee reairns tohis/her regular work schedule.Jj4When the Departments management is informed that more than 15 pieces ofequipment are or will be called in to respond to an emergency such as a winter storm then allmechanics on shift will be brought in with appropriate support staff to respond to theemergency. Management will base its response on weather forecasts.17
AFSCME, Local 298Central Fleet Management07/01/2022 06/30/2025Reformatted July 2021—ARTICLE 11: SPECIAL EMERGENCY RATESEmployees in said bargaining units shall be paid double time for all workperformed in excess of sixteen (16) consecutive hours as the result of snow or otheremergencies as determined by the departments involved.JJJWhen an employee is relieved from duty during emergencies prior to thecompletion of his/her regular work shift, either at the request of the supervisor, or at therequest of the employee, with the approval of the proper authority because of long hoursof work and/or exhaustion as the result of said emergency, and said employee is requiredto return to work prior to the start of his/her regular work shift, he/she shall be paid athis/her overtime rate for such hours of work performed prior to the start of saidemployees next regular shift.11218
AFSCME, Local 298Central Fleet Management07/01/2022—06/30/2025Reformatted July 2021ARTICLE 12: STANBY PAY COMPENSATIONStand-by-Status will be given as follows:Day Shift: Two (2) Equipment Mechanic II, one (I) Inventory Specialist, one (1) Mechanic IPlow Man, Equipment Technicians, and Mechanic l’s assigned to the shift are groupedtogether and assigned on a rotating basis.Night Shift: Two (2) Equipment Mechanic II, one (1) Inventory Specialist, EquipmentTechnicians, and Mechanic I’s assgied to the shift are grouped together and assigned on arotating basis.Standby status is from 12:01am on Saturday until Sunday 11:50pm from the first weekendin December through the last weekend in March by seniority on a rotating basis. Standbystatus will be per a memorandum of agreement between Management and the Union whichwill be updated as necessary. Article 12 section 3 will not affect the individuals who are onstandby under the guidelines of this agreement. The Union agrees that in no way does it affectthe responsibility for all employees to make themselves available for emergency work asdetermined by the department head.flJ Effective July 1,2023, the standby duty rate shall be 45.00 per day,There shall be no reduction of the standby rate as defined in the preceding sectionin the event an employee on standby is called in and reports to work.111Foremen who are assigned to standby duty and who are called in and report to workmay perform any duties and/or operate any equipment they are qualified to operate providedthat such equipment is not normally operated by an employee in a classification with a higherpay grade.1L212.4The Director may put the all Fleet staff on Stand-by if the local weather serviceused by the department to detennine whether events predicts a major storm or eventoccurring on Saturday or Sunday regardless of the time of year. If this occurs all employeeson Stand-by will be compensated at the agreed stand by rate.19
AFSCME, Local 298Central Fleet Management07/01/2022 06/30/2025Reformatted July 2021—ARTICLE 13: NIGHT SHIFT DIFFERENTIALAny permanent full-time employee covered by this Agreement who is assigned to apermanent second or third shift or on periodic rotating basis to the second shift shall be paidan additional ten percent {I0% of their hourly rate) in addition to the regular rate of pay forsuch assignment.121Such premium shall apply when half or more of the shift is scheduled after 6:00 PM andbefore 8:00 AM and shall be paid for all hours worked on such shift.fljNight shift payments shall not be pyramided, compounded or paid at an overtimerate, but shall be based on the flat cents per hour as provided in Sections 13.1, 13.2 and 13.3.An employee shall be paid a night shift differential only while the employee isjactually working on such a shift or is on authorized vacation or sick leave with pay, providedthat he/she is so assigned both immediately before and after such leave; provided, however,that such premium pay shall not continue for more than thirty (30) days while on paid sickleave.114The Department will offer shift bids to employees once a year. The shift bidprocess will begin on the first Monday of December. Each employee will be given a shiftselection form that they must complete and return within five working days to theirsupervisor. The Director will compile the information and publish the shifts within fivebusiness days of receiving the shill selection forms. Shift placement will be done byclassificatiot seniority.20
AFSCME, Local 298Central Fleet Masrngement07/01/2022—06/30/2025Reformatted July 2021ARTiCLE 14: HOLiDAYSAll employees, shall be paid for the following named holidays and any other day14.1proclaimed as a holiday by the Board of Mayor and Aldermen. Should a holiday fall on aSunday and be celebrated ott a Monday, all regular employees shall be paid for this day.Should a holiday fall on a Saturday, the preceding Friday shall be considered the holiday.New Year’s DayWashington’s BirthdayCivil Rights Day”Memorial DayVeteran’s DayChristmas DayIndependence DayLabor DayColumbus DayElection DayThanksgiving DayJuneteen(h*Civil Rights Day shall be celebrated as a floating holiday, subject to th
central fleet management 07/01/2022 — 06/30/2025 reformatted july 2021 table ofcontents preamble 4 article 1: recognition; 5 article 2: non-discrimination 6 article 3: maintenance of membership 7 article 4: dues deduction 8 article 5; seniority 9 article 6: promotions and transfers 11 article 7: wage rates 13 article 8; hours of work and .
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associated with impaction of one or multiple teeth.24 CEOT Fig. 3 Condensing osteitis. (a) Panoramic reformatted CBCT image demonstrates a radiopaque lesion adjacent to the apex of tooth 46. The lesion has spicular borders (arrow). (b) Axial reformatted CBCT image shows blending of the sp
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The API Specification and the EEMUA Specification differ slightly in some respects. The main differences in the specifications are in the requirements for the rheological properties and filtrate loss of the slurry. The rheological properties of the slurry at different rates of shear are determined using a direct reading viscometer. Filtrate loss is determined using a filter press. Test methods .
