1984-101-Authorizing The Town Manager To Execute A Memorandum Of Understanding Between The Town Of Los Gatos And AFSCME Local No. 101RESOLUTION NO. 1984 -101
A RESOLUTION AUTHORIZING THE TOWN MANAGER
TO EXECUTE A MEMORANDUM OF UNDERSTANDING
BETWEEN THE TOWN OF LOS GATOS and AFSCME
LOCAL NO. 101.
BE IT RESOLVED by the Town Council of the Town of Los Gatos, California,
that the Town Manager is hereby directed and authorized to execute a
Memorandum of Understanding between the Town and the American Federation of
State, County and Municipal Employees ( AFSCME) Local No. 101.
PASSED AND ADOPTED by the Town Council of the Town of Los Gatos,
California, at a regular meeting held this 18th day of
June , 1984, by the following vote:
AYES: COUNCILMEMBERS Joanne Benjamin, Eric D.
Carlson, Terrence J. Daily, Brent N. Ventura
and Mayor Thomas J. Ferrito
NOES: COUNCILMEMBERS None
ABSENT: COUNCILMEMBERS None
ABSTAIN: COUNCILME
SIGNED:
ATTEST:
CLERK OF THE TOWN OF LOS GAT
ME :ANDUM OF UNDERSTANDING
BETWEEN
THE TOWN OF LOS GATOS
AND
AFSCME LOCAL 101, CORPORATION YARD UNIT
THIS AGREEMENT, SIGNED ON 1984, IS ENTERED INTO AS OF JULY T,
T984, BETWEEN THE TOWN OF LAS GAi , HEREINAFTER REFERRED TO AS THE "TOWN ",
AND AFSCME LOCAL 101, CORPORATION YARD UNIT, HEREINAFTER REFERRED TO AS
"UNION. ".
Pursuant to Town Resolution 1974 -41 of the Town of Los Gatos and Section 3500
et. seq. of the Government Code, the duly authorized representatives of the
Town and Union, having met and conferred in good faith concerning the issues
of wages, hours, and terms and conditions of employment, as herein set forth,
declare their agreement to the provisions of this Memorandum of
Understanding.
FOR THE TOWN:
David Mora
Town Manager
Na ine Levin
Assistant Town Manager
Ro er ryant
Town Negotiating Team
Aldo 7ordano
Town Negotiating Team
FOR THE UNION:
Howard -M7 Piffith, Jr.
AFSCME Local 101 Business Agent
Fred ross
Union President
William Hayes
Union Negotiating Team
Page 1
2.
3.
Purpose.
The Town and the Union agree that the purpose of this Memorandum of
Understanding is to promote and provide harmonious relations,
cooperation, and understanding between the Town and the employees
represented by the Union; to provide an orderly and equitable means of
resolving disputes that may arise concerning this Agreement; and to set
forth the full agreements of the parties reached as a result of meeting
and conferring in good faith regarding matters within the scope of
representation pursuant to the State Government Code and the Town
Employer - Employee Relations Resolution.
Scope of Representation.
The Union shall represent employees of the Town filling permanent
full -time and part -time positions as authorized in the position control
resolution for the following classifications:
Building Maintenance Worker I /II /III
Equipment Mechanic
Equipment Operator
Lead Tree Trimmer /High Climber
Maintenance Worker I /II /III
Park Maintenance Worker I /II /III
Sweeper Operator
Tree Trimmer /High Climber
Utility Services Worker
Any new classifications created in the Town workforce shall be assigned
to bargaining units pursuant to the Town Resolution 1974 -41.
Union Rights.
The Town and Union agree that neither will discriminate in any way
against employees covered by this agreement because of their membership
and /or activities on behalf of the Union. The Town agrees to recognize
two (2) duly appointed Union Stewards and two (2) duly appointed
alternate Stewards for purposes of Union representation. The Union shall
provide the Town with a list of those duly appointed individuals. The
Steward or Union officer shall distribute to all new unit employees
material(s) furnished for such purpose by the Union.
Upon request of an employee covered by this agreement, the Steward and /or
Union representative shall be present during meetings involving the
individual employee and disciplinary matters. To the extent possible,
disciplinary and grievance matters affecting employees shall be
considered during normal working hours and with pay.
Page Z
Union Rights (continued).
The designated Union business representative, for performance of official
duties, shall not be denied access to Town premises subject to that
representative first advising Town management that he /she is on the
premises and subject to not interfering with the work duties of Town
employees. The Union shall have the right to use the Corporation Yard
Bulletin Board and employee mailboxes for posting and distribution of
Union materials.
4. Management Rights.
The Union recognizes that the rights of the Town include, but are not
limited to, the exclusive right to determine the mission of its
constituent departments, commissions and boards; set the standards of
selection for employment and promotion; direct its employees; take
disciplinary action; relieve its employees from duty because of lack of
work or other legitimate reasons; maintain the efficiency of governmental
operations; determine the methods, means, and personnel by which
government operations are to be conducted; determine the content of job
classifications; take all necessary action to carry out its mission in
emergencies; and exercise complete control and discretion over its
organization and the technology of performing its work.
5. Town Employer - Employee Relations Resolution
The Union and the Town recognize the existing language in Town Resolution
1974 -41 as it governs all aspects of labor relations in the Town.
6. Affirmative Action.
The Union and Town support both affirmative action and equal employment
opportunity programs.
7. Non - Discrimination.
The Town and Union agree that all provisions of this agreement shall be
applied equally to all employees covered herein without favor or
discrimination because of race, creed, color, sex, age, national origin,
political or religious affiliation, Union membership or activity on
behalf of the Union, marital status, sexual preference, or pregnancy.
Page 3
8. Dues Deduction.
The Town agrees to deduct the Union membership dues from the pay of those
Union members who individually request in writing that such deductions be
made. Town shall submit to the Union a list of employees who have had
dues deducted; new list to be supplied only when there has been a change
in the individuals who have dues deducted. The amount to be deducted
shall be certified to the Town by the Union. The Union shall submit to
the Town a list of all Union members and shall hold the Town harmless and
indemnify the Town for any liability incurred in the dues deduction
process.
9. Term.
The term of this agreement shall be from July 1, 1984 to June 30, 1986.
10. Compensation.
Effective July 1,1984, the salary schedules attached as Appendices A and
B shall be in effect.
Effective July 1, 1984, the Town shall pay 6.5% of each employee's salary
to be credited to the employee paid portion of PERS.
Effective July 1, 1985, the Town shall pay 7.0% of each employee's salary
to be credited to the employee paid portion of PERS. Additionally, the
salary schedule detailed in Appendix B shall be increased by 5.2 %.
11. PERS Benefits.
There shall be no change in PERS benefits or the rate of Town
contribution to PERS in effect July 1, 1984.
12. Town Retirement Plan.
The Town and Union agree that the total percentage of employee salary
contribution of the Town to the Town Retirement Plan shall be equal to
the Town percentage of employee salary contribution to the Public
Employees' Retirement System (PERS). There will be no additional Town
contribution of any type to the Town Retirement Plan.
The article shall only take effect if all Town bargaining units agree to
similar language.
Page 4
13. Uniform Allowance.
Initial amount of $175 paid with the first paycheck received by
employee; $175 per year thereafter in a separate paycheck
distributed in January of each calendar year.
Union recognizes Town right to specify uniform and require that
employees be in proper uniform at all times.
Town shall continue to provide work- related safety equipment to
employees (per Town approved list); employees shall be responsible
for the maintenance and care of that equipment.
14. Insurance Programs and Rate of Town Contribution.
Dental: maintain Town Dental Plan with $20 per month
participation level.
Dental Plan reimbursement shall take place three
times annually.
Medical: Town to provide Blue Cross, Kaiser, or Lifeguard
insurance programs.
Life: coverage shall be $50,000 plus $50,000 ADA.
Disability: policy effective 31st calendar day; coverage of 60%
of salary up to maximum of $5,000 /month.
Employee assistance program premium to be paid by the Town.
Unemployment Insurance premiums to be paid to State Fund by the Town.
15. Family Medical Insurance Premiums.
In lieu of the cafeteria benefit program (Item 16), the Town will provide
payment of medical insurance premiums equal to the cost of the least cost
family medical insurance program offered by the Town. The determination
as to whether this benefit is provided must be made on an individual
basis upon employment with the Town and between June 1 and June 75 of
each year thereafter. Employees opting for this medical insurance
coverage will not participate in the Cafeteria Benefit Program.
16. Cafeteria Benefit Program.
Benefits available in the
local health club members
choosing to use cafeteria
medical premiums from the
the cafeteria benefits to
memberships.
cafeteria program include medical insurance,
iip, and deferred compensation. Employees
benefits for medical insurance must pay all
cafeteria allocation prior to any allocation of
either deferred compensation or health club
Page 5
16. Cafeteria Benefit Program (continued).
Allocation available per employee shall be $1850.34 per year.
Allocations shall be made for individual positions based on the Salary
and Position Control Resolution. Full -time employees shall receive 100%
of the cafeteria allocation; part -time employees shall receive 75 %;
half -time employees shall receive 50 %.
17. Payroll periods.
The Town and Association agree that a biweekly payroll period shall be
instituted no later than January 1, 1985 subject to the following
conditions:
(1) Employee pay shall not be withheld more than seven (7) calendar
days; and
(2) All Town employees shall be compensated on a biweekly basis.
Effective no later than January 1, 1985, the Town shall provide an
optional automatic check deposit system for use by employees at a local
(Los Gatos) financial institution. The automatic check deposit at
Commonwealth Credit Union shall continue to be available to all
employees.
18. Payroll Checks.
Payroll deductions shall appear on paychecks and be current to the latest
payroll period. Leave balances shall appear on paychecks and be current
through the previous payroll period.
19. Deferred Compensation.
The Town shall continue to provide a deferred compensation program.
20. Mileage.
Employees who are required to use personal vehicles in the conduct of
official Town business shall be compensated at the Town approved mileage
reimbursement rate for actual use of vehicle on official business.
21. Tuition /Registration Reimbursement.
The reimbursement program shall include costs for tuition and
registration for educational opportunities including college and
university courses, lectures, demonstrations and other job - related
training subject to the following:
21. Tuition /Registration Reimbursement (continued)
(1) maximum reimbursement of $300 per employee per calendar year;
(2) preparation for classes to be done on employee's own time;
(3) employee must request and receive advance written authorization from
his /her department head;
(4) reimbursement shall take place only after successful completion of
the course or training.
Participation in and successful completion of courses may be considered
by the Town in making assignments and promotions. Evidence of such
training may be submitted by the employee for filing in his /her personnel
file.
22. Out -of- Classification Pay.
The Town and the Union agree that it is the intent of Town management,
whenever possible, to avoid working an employee out of classification for
a prolonged period of time.
It is further agreed that working an employee out of classification will
occur only to meet the work requirements within the Town and that such
out -of- classification work will terminate after ten (10) WORK days in any
one calendar year, or if extended beyond ten (10) WORK days, the employee
shall be compensated retroactively at the rate of the higher
classification while the out of classification work continues subject to
the right of the employee to waive this provision based on personal
career development. Out -of- classification pay shall be a minimum five
percent (5 %) above the employee's regular salary.
For purposes of this section, an out of classification assignment is
defined as the full time performance of the significant duties of an
authorized, full time, funded, permanent position in another
classification. "Significant duties" shall be as defined in the
"examples of work" section of the appropriate job specification.
Town shall post cumulative out -of- classification hours of employees
following each payroll period.
23. Work Schedule.
Standard workday shall be 8.5 consecutive hours including a 15- minute
morning and a 15- minute afternoon work break, and a thirty (30) minute
lunch break. The standard workday shall begin at 7:OOAM and end at
3:3OPM. Lunch shall be taken at job site or closest Town facility,
subject to supervisory discretion. Minimum seventy -two (72) hours notice
will be provided by the Town for non - emergency changes in schedule.
Non - overtime work begun prior to 5:OOAM shall receive additional
compensation of $7.50. Non - overtime work begun between 5:OOAM and 5:30AM
shall receive additional compensation of $5.00.
Page 7
23. Work Schedule (continued).
Parks Department employees who work the summer ten day schedule shall be
compensated at the rate of 1.50 hours for each hour of work on Saturday
and Sunday. To the extent possible, Town shall assign the summer ten
(10) day schedule on a rotational basis.
24. Overtime.
All overtime to be scheduled pursuant to the needs of the Town. Overtime
shall first be made on on a volunteer basis. In the absence of
volunteers, the Town shall assign overtime.
Overtime shall be compensated at the rate of time and one -half.
Compensation shall be as accumulated overtime or payoff at management
discretion. The maximum accrued OT accumulation shall be fifty (50)
hours. A minimum three (3) OT hours shall be provided for any callback.
All employee accumulated overtime shall be cashed -out the last pay period
of each fiscal year.
The Town shall, to the best of its ability and subject to scheduling
needs of the Town, make every effort to accomodate employee requests for
compensatory time off.
25. Standby.
The Union recognizes the Town right to schedule standby assignments for
employees at Town discretion. Standby assignments shall be made in order
to provide services outside the regular work schedule. Standby
assignments shall first be made on a volunteer basis; in the absence of
volunteers, the Town shall schedule standby. To the best of its ability,
the Town shall schedule standby assignments as far in advance as
possible. The Union recognizes the need for standby provision of
services and further recognizes that employee failure to respond when
assigned standby duty may be cause for disciplinary action including
termination.
Standby assignments shall be compensated at the rate of four (4) hours of
straight time pay for every twenty -four (24) hours of assignment.
Assignments of standby duty for more or less than twenty -four (24) hours
shall be compensated on a pro -rated basis (4 hours for each 24 hours).
Specific call out of employees on standby assignments shall be
compensated at the regular overtime rate. Town shall provide vehicle and
"beeper" to employees on standby assignment.
26. Emergency Work.
In the event that emergency work should mandate that employees work
during regular meal hours, time taken by employees and scheduled by the
Town for meal periods shall be considered as compensated time.
Page 8
27. Notice of Vacancies.
Job vacancies shall be posted on the Corporation Yard Bulletin Board for
at least ten (TO) working days.
28. Promotions.
Subject to the needs of the Town, promotional examinations shall be used
whenever possible to fill vacancies in the Town service.
Employees promoted to higher paying classifications shall receive a
minimum five (5 %) percent increase in salary subject to not exceeding the
highest step in the range of the higher classification.
29. Probationary Period.
The probationary period shall be six (6) months for all newly hired
employees and employees receiving promotions ; the probationary period
may be extended an additional six (6) months by the Town.
30. Sick Leave.
Sick leave shall accrue at the rate of eight (8) hours per month. The
maximum accumulation of sick leave hours shall be 1200 hours.
The Town may require doctor's statement as proof of illness for any use
of sick leave beyond one work day as a condition of payment.
For the twelve (12) month period from December 1 to November 30 employees
may at their individual discretion cash out accumulated sick leave as
follows:
Sick Leave Use
Eligible
for
12/1 to
11/30
Cash
Out
0 -12
hrs.
6 days
@
75% value
13 -24
hrs.
6 days
@
2/3 value
25 -32
hrs.
6 days
@
50% value
In order to be eligible for the annual sick leave cash out program, an
employee must have a sick leave accrual balance of at least fifteen (15)
days on November 30 of the year cash out is taken.
Page 9
31. Vacation Schedule.
All employees represented by the Union shall accrue vacation on the
following basis:
Employment
0 to 36 months
37 to 60 months
61 to 180 months
181 months & over
Maximum accrual of 344 hours.
Accrual Rate
10 days per year
15 days per year
20 days per year
25 days per year
Vacations shall be scheduled pursuant to the needs of the Town, then
on a seniority basis by classification.
An employee may interrupt or terminate vacation leave in order to
begin paid sick leave or bereavement leave provided that he /she
furnishes adequate notice and supporting information regarding the
change in leave status.
32. Holidays.
The following shall be observed as paid holidays for employees
represented by the Union:
January 1st.
3rd Monday in January.
the 3rd Monday in February.
the last Monday in May.
July 4th.
the first Monday in September.
Thanksgiving Day.
the Friday following Thanksgiving Day.
December 25th.
four (4) hours each on December 24 and December 31.
every day declared a holiday by the President or
Governor.
Holidays which fall on Saturday shall be observed on the Friday prior,
and holidays which fall on Sunday shall be observed on the following
Monday.
Employee required to work on an observed holiday shall receive holiday
pay plus overtime compensation for hours worked.
33. Personal Leave.
Sixteen (16) hours per calendar year; non - cumulative; no cash value.
Effective July 1, 1984, all employees shall be credited with eight (8)
hours personal leave.
Page 10
34. Bereavement Leave.
Maximum of five (5) paid days for death in immediate family -- immediate
family includes parent, grandparent, child, spouse, sibling, by blood or
marriage.
35. Military Leave.
Full salary and benefits for up to two (2) weeks per year with proper
documentation on orders submitted to the Town. Employee shall reimburse
the Town the amount of all military pay received during any period of
time when Town compensation is provided while on military leave.
36. Disaster Leave.
Leave will be available for employees for disasters declared by Federal,
State, County, or Town officials if those disasters affect all or a
portion of the Town "urban service area. Leave subject to scheduling by
the Town, employees shall be allowed to charge time off to accumulated
overtime, vacation hours, and sick leave hours (in that order).
37. Leave Without Pay.
Leave without pay shall be subject to approval of the Town Manager.
38. Vacation and Overtime Cash -out.
Employees who terminate from Town service shall have all accrued vacation
and overtime cashed -out subject to the provision that employees who
resign must provide the Town with a minimum two (2) week written notice
of resignation.
39. Accrual of Benefits.
No accrual of benefits during unauthorized leave, suspension, or leave
without pay.
40. Jury Duty.
An employee required to serve as a trial juror or an expert witness
(expertise related to Town employment) shall have his /her salary and
benefits continued; employee turns over to the Town any compensation
(other than travel related) from the courts or other source for jury
duty.
41. Outside Employment.
Outside employment shall be subject to approval of the Town Manager.
Page 17
42. Personnel Files.
In accordance to State law, employees shall have the right to review all
materials in their individual personnel files.
43. Safety Committee.
Union shall encourage its members participation in the Town -wide Safety
Committee.
44. Safety.
The Town shall continue to comply with all applicable State rules and
regulations relative to safety.
45. Physical Examinations and Tests.
The Town agrees to provide full cost reimbursement for physical
examinations and job - related tests that may be required of employees as a
condition of continued employment with the Town.
46. Workers' Compensation.
The Town and Union agree that employees who sustain illness or injury
arising out of and in the course of their Town employment shall receive
benefits equal to those mandated by the State of California plus the
difference between State mandated benefits and the individual's net
(excluding overtime) salary, if any, paid by the Town and charged to the
employee's accrued sick leave balance. If sick leave is not available,
other accrued leave balances shall be charged. If an employee does not
have accrued leave balances, the employee shall receive only the
State - mandated benefits.
Pursuant to the Town disability insurance policy, employees shall receive
the disability insurance effective the 31st day of disability.
47. Seniority.
Seniority shall be inclusive of CETA time and shall be credited from the
first day of (CETA) employment with the Town. Unpaid leaves of absence
and breaks in continuous service shall not be credited to employee
seniority.
48. Layoff Policy.
A minimum thirty (30) calendar notice shall be provided to employees.
Layoff shall be based on "performance" as well as seniority on an equal
50/50 basis. Layoff shall be by classification. Affected employees who
are qualified to do so shall "bump" down to previously held
classifications in the Town.
Page 72
48. Layoff Policy (continued).
In determining order of layoffs, employees shall first be listed in the
order of their continuous service with the Town. Each employee shall be
given a numerical credit of one (7) point for each month of continuous
service with the Town.
Subsequently, a review of each employee's personnel file shall be made
and a numerical score shall be assigned to each of the employee's last
five (5) annual evaluations on file. The actual scoring shall be as
follows:
For each "performance factor" rated, 12 points shall be assigned for
"E" rated performance; 9 points shall be assigned for "M" rated
performance; and 6 points shall be assigned for "I" rated
performance. Performance factors rated between "E" and "M" shall
receive a point assignment of 10.5. Performance factors rated
between "M" and "I" shall receive a point assignment of 7.5. The
sum of the points will then be divided by the number of performance
factors in order to determine an overall score for the evaluation.
The sum of all the scores from the individual annual performance
evaluations shall then be calculated, divided by five (5), and then
mutiplied by the number of years of employee seniority. Employees
shall then be listed in a separate list by overall performance
evaluation scores as derived from the above described procedure.
The points on both lists shall then be totaled to provide for one layoff
list. Actual layoffs shall then take place from the list with those
employees with the fewest number of total points being the first to be
laid off.
The Town shall develop and maintain in the Town Personnel Office a layoff
list that will be available for inspection by Union - represented employees
at least thirty (30) days prior to the scheduled adoption of the Town
annual operating budget.
49. Performance Evaluation System.
Town and Union agree that the current performance evaluation system is in
need of review and revision in order to assure a consistent and equitable
system. Therefore, the Town shall complete a review of its performance
evaluation system within sixty (60) days from the effective date of this
Agreement.
Page 13
49. Performance Evaluation System (continued).
It is agreed that the Town and Union shall negotiate the "process"
elements of of the performance evaluation system. "Process" elements
shall include at least the following:
1. Need for dialogue in the evaluation process.
2. Frequency of evaluations.
3. Tracking performance over an entire year's period of time.
4. Methodology of the performance review.
"Non- process" elements of the evaluation system shall be determined by
the Town and shall include all criteria for evaluation.
In the event that the Town and Union cannot reach a mutually acceptable
settlement of the negotiations, then the Town shall implement necessary
amendments to the evaluation consistent with the concerns expressed
during negotiations by the Union.
50. Grievance Procedure.
Grievances shall be defined as alleged violations of this agreement or
disputes regarding interpretations, application, or enforcement of this
agreement or Town ordinances, resolutions, and written policies related
to personnel policies and working conditions. Grievances shall not
include disagreements, disputes, or activities regarding or pertaining to
examinations for employment or promotion, disciplinary action,
performance evaluations, probationary terminations and items subject to
meet and confer. (Nothing in these definitions shall be construed to
limit "permanent" employees from appealing decisions affecting their
employment to the Town Personnel Board.)
No act or activity which may be grievable may be considered for
resolution unless a grievance is filed in accordance with the procedure
contained herein within thirty (30) calendar days of the date the
grievable activity occurred or the date the employee could reasonably
have known such activity occurred. This statute of limitations shall not
apply to probationary employees.
Page 14
50. Grievance Procedure (continued).
The parties agree that all grievances will be processed in accordance
with the following procedure:
Any employee who has a grievance shall first try to get it settled
through discussion with his /her immediate supervisor without undue
delay. Every effort shall be made to find an acceptable solution at
the lowest possible level of supervision. If after such discussion
the employee does not believe the grievance has been satisfactorily
resolved, he /she may file a formal appeal in writing to his /her
department head within ten (10) calendar days after receiving the
informal decision of his /her immediate supervisor.
The department head receiving the formal appeal shall render his /her
written decision within ten (10) calendar days after receiving the
appeal. If after receipt of the written decision of the department
head the employee is still dissatisfied, he /she may appeal the
decision of the department head to the Town Manager. Such appeal
shall be made by filing a written appeal to the Town Manager within
five (5) days after receipt of the written decision of the
department head. The Town Manager shall review the decision of the
department head, and his /her decision, which shall be rendered
within twenty (20) working days after the appeal is made, shall be
final.
The time limitations for filing and responding to grievances may be
waived or extended by mutual agreement of the parties. If either
party to the grievance so requests, an informal hearing shall be
conducted at the department head or Town Ranger appeal levels.
Employees may be represented by counsel, Union representative, Union
steward or other person at any stage in the grievance process.
51. Comprehensiveness of Agreement.
Town and Union agree that this agreement represents all salary, wages,
and fringe benefits subject to negotiation and available to employees.
Appendix A
TOWN OF LOS GATOS
SALARY SCHEDULE
(Effective July 1, 1984)
Classification
Building Maintenance Worker I
Building Maintenance Worker II
Equipment Mechanic
Equipment Operator
Lead Tree Trimmer / High Climber
Maintenance Worker I
Maintenance Worker II
Maintenance Worker III
Parks Maintenance Worker I
Parks Maintenance Worker II
Parks Maintenance Worker III
Sweeper Operator
Tree Trimmer / High Climber
Utility Services Worker
C -1
C -5
C -12
C -12
C -10
C -1
C -5
C -10
C -1
C -5
C -10
C -7
C -7
C -2
Appendix B
TOWN OF LOS GATOS
SALARY SCHEDULE
(Effective July 1, 1984)
Range
Step A
Step B
Step C
Step D
Step E
Step F
C -1
1392
1462
1535
1612
1693
1778
C -2
1427
1498
1573
1652
1735
1822
C -3
1462
1535
1612
1693
1778
1868
C -4
1498
1573
1652
1735
1822
1915
C -5
1535
1612
1693
1778
1868
1963
C -6
1573
1652
1735
1822
1915
2012
C -7
1612
1693
1778
1868
1963
2062
C -8
1652
1735
1822
1915
2012
2114
C -9
1693
1778
1868
1963
2062
2167
C -10
1735
1822
1915
2012
2114
2221
C -11
1778
1868
1963
2062
2167
2277
C -12
1822
1915
2012
2114
2221
2334