The IBEW 1245 members at the City of Redding Electric department have ratified a new three-year agreement, which was approved by the City Council on Nov. 7. The agreement includes general wage increases of 20% for all classifications (except for the Lineman progression and Electrical Technician classification, which will receive a 25% increase) in year one; and 5% in years two and three for all classifications. Additionally, the union secured double-time rate of pay for all overtime.
Other improvements include:
- A new apprenticeship program for Lineman and Meter Technician, with step 1 starting at 65% of the journey level employee.
- Exchange of Columbus Day Holiday (floater) for Juneteenth (fixed).
- Ability for Troubleman to defer fixed holidays when scheduled in their regular work week.
- 3% equity increase to the Troubleman classification to permanently set their rate at 8% more than Lineman.
- Creation of a new classification (Troubleman Night Shift) with a wage rate 3.5% above the Troubleman (essentially incorporating the existing shift differential into base salary).
- Standby provision compensation at the following overtime rates: One (1) hour for each weekday (including floating holidays); Two (2) hours for Saturday; Three (3) hours for Sunday and fixed holidays.
- An agreement that when two linemen are assigned to work with another without a Working Foreman present, the senior lineman shall be paid at the Working Foreman rate.
- Increased LTD maximum at 60% of employee salary (new maximum $8,500/month).
- $150 annual reimbursement for custom-fit hearing protection; and increased boot reimbursement to $400/year.
- Conversion of existing meal reimbursements into a meal allowance of $38.50/meal. Additionally, the City agreed to allow direct reimbursement in lieu of $38.50 during mutual aid work when the meal is reimbursable to the requesting agency.
- Incorporation of the Substation Electrical Technician and Metering Technician job definitions.
In exchange for these improvements, the unit agreed to the following:
- Reduced CTO cap from 240 to 160 hours. No additional CTO can be accrued until such accruals fall below the new cap.
- Increased CalPERS tier 1 employee contribution to the current 50% of normal cost by 1.75% for a total of 3.025% in cost sharing.
- Increased contribution toward the monthly group health and welfare insurance premium rate of 5% effective calendar year 2024.
Also incorporated in the agreement were gender-neutral job titles; reorganization of the existing sick leave language; modification of existing alcohol and substance abuse policy; addition of the City’s ability to offer hiring incentives; some non-substantive clean up due to the removal of the power plant classifications; and an update to the bereavement leave section to align with AB 1949.
The vote tally was 36-4 (90% approval rate with an 88% turnout), with one vote invalid. The bargaining committee consisted of members Chris Bryant, Skyler Carlson, Dustin Hamilton, Glenn Newsome, John Rossie, along with 1245 Senior Assistant Business Manager Dylan Gottfried, and myself.
–Dominic McCurtain, IBEW 1245 Business Rep