RES-2018-127RESOLUTION NO. 2018 - 12 7
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANAHEIM ADOPTING A
MEMORANDUM OF UNDERSTANDING ESTABLISHING TERMS AND CONDITIONS
OF EMPLOYMENT FOR EMPLOYEES IN CLASSIFICATIONS REPRESENTED BY THE
SERVICE EMPLOYEES INTERNATIONAL UNION, UNITED SERVICE WORKERS WEST
WHEREAS, Chapter 1.06 of the Anaheim Municipal Code establishes the employer-
employee relations system for the City; and
WHEREAS, Chapter 1.06, Section 1.06.100 requires the Memorandum of Understanding
to be presented to the City Council for determination; and
WHEREAS, the City Council of the City of Anaheim finds that approval of a new
Memorandum of Understanding executed on September 14, 2018, between the Service
Employees International Union, United Service Workers West and the City of Anaheim is in the
best interest of the City of Anaheim.
NOW, THEREFORE BE IT RESOLVED by the City Council of the City of Anaheim
that the Memorandum of Understanding between the Service Employees International Union,
United Service Workers West and the City of Anaheim executed by the City Management
Representative and the Service Employees International Union, United Service Workers West on
September 14, 2018, as set forth in the document attached hereto and incorporated by reference
herein, be and the same is hereby adopted and that the effective date of such Memorandum of
Understanding shall be January 5, 2018 through January 4, 2021.
BE IT FURTHER RESOLVED that Resolution No. 2016-064 is hereby repealed
effective January 5, 2018.
THE FOREGOING RESOLUTION is approved and adopted by the City Council of the
City of Anaheim this 25th day of September 2018, by the following roll call vote:
AYES: Mayor Tait and Council Members Moreno, Murray,
Vanderbilt, Barnes, and Faessel
NOES: None
ABSENT: Council Member Kring
ABSTAIN: None
MAYOR OF THE CITY OF ANAHEIM
ATT ST:
CITY CLERK OF THE CITY OF ANAHEIM
MEMORANDUM OF UNDERSTANDING
between the
SERVICE EMPLOYEES' INTERNATIONAL UNION, UNITED
SERVICE WORKERS WEST
and the
CITY OF ANAHEIM
January 5, 2018 through January 4, 2021
TABLE OF CONTENTS
ARTICLE1 -
PREAMBLE................................................................................................................4
ARTICLE 2 -
UNION RECOGNITION............................................................................................4
ARTICLE3 -
DISCUSSION..............................................................................................................4
ARTICLE 4 -
HIRING AND EMPLOYMENT OF EMPLOYEES WORKING IN THE
CONVENTION, SPORTS AND ENTERTAINMENT DEPARTMENT..........................................5
ARTICLE5 -
CHECK-OFF...............................................................................................................8
ARTICLE 6 -
ADMINISTRATION...................................................................................................9
ARTICLE 7 -
CLASSIFICATIONS, WAGES AND HOURS........................................................10
ARTICLE 8 -
PREMIUM PAY........................................................................................................11
ARTICLE 9 -
BILINGUAL PAY.....................................................................................................11
ARTICLE 10
- HEALTH & WELFARE.........................................................................................12
ARTICLE I I
- VACATION BENEFIT...........................................................................................12
ARTICLE 12
- WORKING CONDITIONS.....................................................................................12
ARTICLE 13
- EMPLOYEE AVAILIBITY AND LEAVES..........................................................13
ARTICLE 14
- MILITARY LEAVE................................................................................................14
ARTICLE 15
- DRUGE AND ALCOHOL TESTING BASED ON REASONABLE SUSPICION
...........................................................................................................................................................14
ARTICLE 16
- DISICPLINE............................................................................................................16
ARTICLE 17
- INVESTIGATIONS................................................................................................18
ARTICLE 18
- GRIEVANCE PROCEDURE..................................................................................18
ARTICLE 19
- EMPLOYEE -EMPLOYER COMMITTEE.............................................................19
ARTICLE 20
- WORK ASSIGNMENT..........................................................................................20
ARTICLE 21
- REDUCTION IN FORCE.......................................................................................20
ARTICLE 22
- REINSTATEMENT................................................................................................21
ARTICLE 23
- PREVAILING RATES FOR SUBCONTRACTORS.............................................21
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ARTICLE24 - NO STRIKE.............................................................................................................21
ARTICLE 25 - SAVINGS CLAUSE...............................................................................................21
ARTICLE26 - DURATION............................................................................................................22
APPENDIX "A" - SPECIAL PROVISIONS...................................................................................23
APPENDIX `B" - HEALTH INSURANCE...................................................................................29
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ARTICLE 1— PREAMBLE
1.1 The wages, hours, and terms and conditions of employment that are set forth in this
Memorandum of Understanding ("MOU") have been discussed and jointly
proposed by and between the staff officials of the City of Anaheim (hereinafter
called "ANAHEIM") and the Service Employees' International Union, United
Service Workers West (hereinafter called "UNION") affiliated with the Service
Employees' International Union, Change to Win, and shall apply to all the
employees of ANAHEIM working in the classifications set forth in Appendix "A"
at the sporting and all other events at the Anaheim Convention Center in Anaheim,
California.
1.2 The terms and conditions of employment that are set forth in this MOU have been
discussed in good faith between the staff officials of ANAHEIM and the UNION
and the staff officials of ANAHEIM agree to recommend to the Anaheim City
Council that all of the terms and conditions of employment as set forth herein be
incorporated in full in a resolution of the City Council. Upon the adoption of such
a resolution, all the terms and conditions of this MOU shall become effective
without any further action by either party.
ARTICLE 2 — UNION RECOGNITION
2.1 ANAHEIM hereby recognizes the UNION as the collective bargaining
representative for all its members and the collective bargaining agency concerning
the wages, hours, and working conditions of employees working at the Anaheim
Convention Center in the classifications that are set forth in Appendix "A", to the
fullest extent allowable under California law applying to public employees. As
public employees, such employees covered herein shall have the right to discuss
individual problems of employment with ANAHEIM, provided that upon request of
the employee, the UNION shall be kept fully informed and have the right to be
present at all such meetings between ANAHEIM and the individual. In the event a
grievance with an employee involves the interpretation of the MOU, ANAHEIM
agrees to inform the UNION and the UNION shall have the right to be present and
participate in any meetings or resolution of such a grievance.
ARTICLE 3 — DISCUSSION
3.1 It is the intent of both parties to maintain an open line of communication for the
betterment of employer-employee relations. Any issue not pertaining to
grievances or grievable issues may be discussed by the UNION or ANAHEIM at
either party's request.
3.2 If the discussion process results in an agreement between the City Management
Representative and UNION to amend this MOU, such agreement shall be
incorporated in a written Letter of Understanding, signed by the City Management
Representative and UNION representatives. The matters incorporated in the
Letter of Understanding shall be presented to the City Council, or its statutory
representative, for determination.
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3.3 If the parties are not able to resolve the issue after three (3) meetings, the issue
will be considered dropped, unless both parties agree to meet additional times.
ARTICLE 4 — HIRING AND EMPLOYMENT OF EMPLOYEES WORKING IN
THE CONVENTION, SPORTS AND ENTERTAINMENT DEPARTMENT
4.1 Job bulletins regarding classifications represented by the UNION shall be sent to
the UNION during recruitment periods.
4.2 ANAHEIM shall be the sole judge of the testing, qualification, and acceptance
procedures of all applicants for employment and promotion. ANAHEIM retains
the right to reject any applicant for employment, provided, however, that no test or
qualification procedures utilized by ANAHEIM or refusal to accept for
employment shall be done to discriminate for or against because of union or non-
union membership or because of race, color, creed, national origin, religious or
political affiliation or belief, gender, age, sexual orientation, or physical disability,
except where age or lack of physical disability is a bona fide occupational
qualification.
4.3 During the calendar year all employees in the classifications listed in Appendix "A"
shall designate the jobs they wish to be considered for as openings occur as follows.
• Anaheim Convention Center (Maintenance) — Bulletin Board posting.
• Anaheim Convention Center (Crowd Control) — Bulletin Board posting.
Placement in these jobs shall be in accordance with ARTICLE 20 — WORK
ASSIGNMENT.
4.4 ANAHEIM agrees to furnish the UNION upon request a list of all persons hired
for events at the Convention Center.
4.5 Employees hired in classifications listed in Appendix "A" of this agreement shall
be subject to a period of probation consisting of one (1) year.
4.5.1 In the event an employee is absent from work or on temporary restricted
modified light duty due to a lengthy illness or injury during his or her
probationary period, said employee's probationary status may be extended
beyond the regular period of probation in the amount of one (1) complete
biweekly pay period for each complete biweekly pay period lost due to the
illness or injury.
4.5.2 Upon successful completion of a probationary period, an employee shall be
granted regular status in the classification in which the probationary period
is served.
4.6 The work and conduct of a probationary employee shall be subject to close scrutiny
and evaluation and, if found to be below standards satisfactory to the Convention,
Sports and Entertainment Department, the probationer may be rejected at any time
during the probationary period. Such rejections shall not be subject to review or
appeal unless such rejection is alleged to be contrary to the provisions of any State
or Federal law or the Personnel Ordinance and/or the Personnel Resolution and
then such review/appeal will be limited to that which is required by law, ordinance,
or resolution.
4.6.1 ANAHEIM will make every reasonable effort to return an employee
rejected or laid off during the probationary period to the classification in
which he/she had regular status, unless the reasons for his/her failure to
complete the probationary period would be cause for dismissal. If not
returned to his/her former classification the employee shall be separated
from employment with ANAHEIM.
4.7 ANAHEIM has determined that the size and operation of the Convention Center has
developed to the point that there is a need to set forth criteria for defining groups of
employees engaged in limited employment who are covered by the MOU between
the parties. Accordingly, the following categories are hereby established.
4.7.1 Categories
4.7.1.1 Event Part -Time Employees — this category is limited to
employees hired to work an average of less than twenty (20)
hours per week on an ongoing basis in any fiscal year.
4.7.1.2 Regular Part -Time Employees — this category is limited to
those employees who work up to thirty (30) hours per week
on an ongoing basis (maximum one thousand five hundred sixty
(1560) hours in any fiscal year).
4.7.2 The number of positions in each category shall vary in accordance with
ANAHEIM's requirements and shall be established by ANAHEIM.
4.7.3 Assignment of personnel to these positions and between these positions
shall be made by ANAHEIM in accordance with ARTICLE 20.1.2.
4.7.4 Employees working in limited employment categories set forth in ARTICLE
4.7.1 are not entitled to any of ANAHEIM's benefit plans except as set forth
in ARTICLE 11 — VACATION BENEFIT, Appendix B — Health Insurance,
and ARTICLE 4.8 — DEFINED CONTRIBUTION RETIREMENT PLAN
provided, however, that employees assigned under the provisions of
ARTICLE 4.7.1.2 shall be enrolled in the Public Employees Retirement
System (PERS) covering Miscellaneous Employees of ANAHEIM.
4.7.5 Employees hired or assigned to positions defined in ARTICLE 4.7.1.2
shall pay four and three-fourths percent (4.75%) of the statutorily required
eight percent (8%) employee contribution to PERS. Such contributions
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shall be designated as "employer pick-up" contributions under the
provisions of Section 414(h)(2) of the Internal Revenue Code.
4.7.6 Effective pay period beginning June 20, 2014, employees hired or assigned
to positions defined in ARTICLE 4.7.1.2 shall pay five percent (5%) of the
statutorily required eight percent (8%) employee contribution to PERS. Such
contributions shall be designated as "employer pick-up" contributions under
the provisions of Section 414(h)(2) of the Internal Revenue Code.
4.7.7 Effective pay period beginning June 19, 2015, employees hired or assigned
to positions defined in ARTICLE 4.7.1.2 shall pay six and one-half percent
(6.5%) of the statutorily required eight percent (8%) employee contribution
to PERS. Such contributions shall be designated as "employer pick-up"
contributions under the provisions of Section 414(h)(2) of the Internal
Revenue Code.
4.7.8 Effective the pay period beginning June 30, 2017, employees hired or
assigned to positions defined in ARTICLE 4.7.1.2 shall pay eight percent
(8%) of the statutorily required eight percent (8%) employee contribution,
plus an additional four percent (4%). Such contribution shall be designated
as "employer pick-up" contributions under the provisions of Section
414(h)(2) of the Internal Revenue Code.
4.7.9 Pursuant to the California Public Employees' Pension Reform Act of 2013,
new employees, working in the classifications set forth in Appendix "A,"
hired on or after January 1, 2013, shall be enrolled in the Public Employees
Retirement defined benefit plan of two percent at sixty-two (2% @ 62) with
a final compensation measurement period of the average of three (3)
consecutive years and the employee paying at least fifty percent (50%) of
normal costs, rounded to the nearest quarter of one percent (1%).
4.7.9.1 ANAHEIM and UNION agree that any provisions of
ARTICLE 4.7.9, as amended herein, that are contrary to or
inconsistent with the lawful provisions of the Act shall be
modified so as to cause them to be consistent with those
lawful provisions through a Letter of Understanding that
amends the MOU, as amended herein, and incorporated with
this MOU.
4.8 Defined Contribution Retirement Plan
4.8.1 ANAHEIM and the UNION agree that ANAHEIM shall adopt a 457
deferred compensation plan as the vehicle for a permitted defined
contribution retirement plan for eligible employees.
4.8.2 ANAHEIM and the UNION agree that mandatory participation in the 457
plan is required by all employees in ARTICLE 4.7.1.1 Event Part -Time
Employees.
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4.8.3 ANAHEIM and the UNION agree that employees in ARTICLE 4.7.1.2
(Regular Part -Time Employees) are not eligible to participate in the 457
plan.
4.8.4 ANAHEIM and the UNION agree that employee contribution to the 457
plan will be seven and one-half percent (7.5%) of bi-weekly gross pay.
4.8.5 ANAHEIM and the UNION agree that ANAHEIM shall select a single
financial institution as the depository for the Convention Center Part -Time
Employees Retirement Account and that all contributions to this mandatory
program will be separately accounted for.
4.8.6 ANAHEIM and the UNION agree that employees will be fully vested in
the benefit (at the time of initial contributions).
4.8.7 ANAHEIM agrees that it will develop and adopt such amendments to the
457 plan as are necessary to ensure compliance with Internal Revenue
Service regulations and rulings at such time as they are issued.
4.8.8 Either ANAHEIM or the UNION may, at its sole discretion, terminate
ARTICLE 4.8 upon ninety (90) day notice to the other party. The parties
acknowledge that termination of ARTICLE 4.8 would result in the
implementation of Social Security payments by the employee and the
employer as required by Internal Revenue Code section 3 121 (b)(7)(F).
4.10 When a regular part-time assignment under the provisions of ARTICLE 4.7.1.2
becomes available, ANAHEIM shall post the assignment for a minimum of
fourteen (14) days. Selection to regular part-time positions will be pursuant to
ARTICLE 20 - WORK ASSIGNMENT. The City agrees that employees assigned
under the provisions of ARTICLE 4.7.1.2 shall be enrolled in PERS.
ARTICLE 5 — CHECK -OFF
5.1 ANAHEIM agrees to a check -off for the payment of the regular monthly UNION
dues and the regular UNION initiation fee or service charges, and to deduct such
payments for the wages of all UNION members and employees when authorized to
do so by said members and employees, and remit such payments to the UNION in
accordance with the terms of signed authorizations of such members and
employees. The deduction of such dues and initiation fees or service charges by
ANAHEIM, the remittal of same by ANAHEIM to the UNION, shall constitute
payment of said dues and initiation fees or service charges by such members and
employees of the UNION.
5.2 When employee orientations and/or Anaheim Way orientations are held for
employees, the UNION shall be notified one (1) week in advance and shall be
permitted to make a presentation on Union representation prior to the scheduled
starting time and/or following the conclusion of the orientation meeting.
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ARTICLE 6 — ADMINISTRATION
6.1 UNION representatives shall be permitted to visit the operations covered herein
and shall be permitted to be present during line-ups for the purpose of observing
conditions under which employees are working, provided such visit shall not
interrupt the work of such employees.
6.2 ANAHEIM recognizes the employees' and the UNION's right to elect or appoint
shop stewards. The UNION agrees to notify ANAHEIM, in writing, as to such
shop steward's identity and of subsequent elections or appointments, if any. The
parties agree that employees elected or appointed as shop stewards for and by the
UNION shall, nevertheless, be required to and shall work their full, scheduled
work hours in their respective classifications. It is further agreed that employees
appointed shop stewards by the UNION shall not be discriminated against in work
assignments because of such appointment.
6.2.1 Solicitation of membership and all activities concerned with the internal
management of UNION, such as collecting dues, holding membership
meetings, preparing petitions or grievance material, preparing proposals,
campaigning for office, conducting elections and distributing literature, etc.,
shall not be conducted during working hours, except during breaks, meal
periods, or pre and post shift.
6.3 In the event that UNION is formally meeting and conferring with representatives of
ANAHEIM on matters within the scope of representation during regular Anaheim
business hours, a reasonable number of officers, shop stewards, or other
representatives of UNION shall be paid their regular hourly rates of pay when they
are attending the meet and confer sessions for any hours for which they were
scheduled to work.
6.4 ANAHEIM will pay employees who are released from work for UNION business
at UNION request and will bill UNION at the employee's regular rate of pay.
ANAHEIM and UNION will jointly and severally be responsible for Workers'
Compensation and General Liability when such employees are off work for
UNION business at UNION expense.
6.5 ANAHEIM shall furnish bulletin board space at each facility at a mutually
agreeable, specific location for the purpose of posting notices pertaining to UNION
business.
6.6 ANAHEIM shall furnish the UNION a list of all employees in classifications
listed in Appendix "A", including date of hire upon UNION's request.
6.7 ANAHEIM and UNION acknowledge their mutual interest in the success of the
Anaheim Convention Center Labor/Management Committee ("LMC"), and that
success of the LMC depends, in large part, on active participation by employees.
ANAHEIM agrees to pay up to two (2) employees at their regular hourly rates of
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pay when they are attending regular LMC meetings. UNION agrees that time
spent outside of scheduled work hours researching LMC issues or otherwise
conducting LMC -related business shall be voluntary and unpaid.
ARTICLE 7 — CLASSIFICATIONS, WAGES AND HOURS
7.1 Wages and hours for the various classifications shall be as set forth in Appendix
"A", attached to this MOU and by this reference made a part hereof.
7.2 Newly hired employees shall be compensated at the lowest step of the salary
schedule of the job class for which they were hired.
7.3 Employees in job classifications listed in Appendix "A" shall be eligible for
consideration for merit pay increases as follows:
7.3.1 To the ninth (9th) step of the salary schedule after completion of one
thousand forty (1,040) hours worked in the eighth (81h) step.
7.3.2 To the tenth (10th) step of the salary schedule after completion of one
thousand forty (1,040) hours worked in the ninth (9th) step.
7.3.3 Merit pay increases may be denied by the employee's department manager
for good and sufficient reasons. Employees shall be given written notice of
the basis for denial of a merit pay increase, and such denial shall be subject
to review through the grievance procedure.
7.3.4 An employee who performs work in a job classification listed in Appendix
"A" as a secondary classification, shall be paid at the salary step in the
secondary classification equivalent to the salary step the employee receives
in his/her primary classification.
7.4 Employees working in a classification listed in Appendix "A" shall be paid the
applicable hourly rate for all hours worked with a four (4) hour guaranteed
minimum per event. Said work period is not restricted to any specific hours, but
shall be required by ANAHEIM for each event. Any pay for more than the
minimum shall be compensated in fifteen (15) minute increments.
7.4.1 In the event an employee is called in for meetings and/or training, the
guarantee shall be two (2) hours.
7.4.2 For the events where the four (4) hour minimum rates are applicable for
Crowd Control employees, they shall be paid for such four (4) hour
minimum rate for each separate event, which they work in any day.
7.4.3 In case of cancellation of an event, and if ANAHEIM does not give
reasonable notice, either personally or through public communications,
ANAHEIM shall pay to Crowd Control employees two (2) hours pay if the
employee reports for work and four (4) hours pay if the gates are open.
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ARTICLE 8 — PREMIUM PAY
8.1 Employees working in classifications listed in Appendix "A" shall be paid at a rate of
one and one-half (1 %2) times their regular hourly rate for all hours in excess of eight
(8) hours for a single day or shift or forty (40) hours in a work week.
8.2 Temporary upgrading shall be defined as the temporary assignment of an
employee to perform the work of a job class which is assigned to a salary
schedule higher than his/her regular job class. Employees who are temporarily
upgraded for two (2) or more consecutive hours and who are responsible for the
full range of duties assigned to the higher level classification, shall be paid at the
lowest salary step of the higher level classification which provides an increase in
the regular hourly rate for all hours worked in the higher job classification.
8.3 An employee working in a classification listed in Appendix "A" on New Year's
Day, Martin Luther King Jr.'s birthday, Memorial Day, Independence Day, Labor
Day, Thanksgiving Day, and Christmas Day shall receive pay at a rate of one and
one-half (1'/2) times his/her regular hourly rate.
8.4 An employee who works any of the eight (8) hours between 10:00 p.m. and
6:00 a.m. shall be eligible to receive Convention Center graveyard differential
pay of forty cents ($.40) per hour for each of those hours worked. Effective the
first full pay period following City Council approval of the MOU dated
January 5, 2018 through January 4, 2021, an employee who works any of the
eight (8) hours between 10:00 p.m. and 6:00 a.m. shall be eligible to receive
Convention Center graveyard differential pay of fifty cents ($.50) per hour for
each of those hours worked.
8.5 All employees utilized as trainers shall receive one dollar ($1.00) per hour over
their base rate for hours worked in such capacity. Employees classified as a Lead
shall be exempt from this provision.
8.6 All employees assigned as equipment monitor shall receive one dollar ($1.00) per
hour over their base rate for hours worked in such capacity. Employees classified
as a Lead shall be exempt from this provision.
ARTICLE 9 — BILINGUAL PAY
9.1 The hourly rates listed in Appendix "A" shall be increased by fifty cents ($.50) for
employees required to speak, read, and/or write in Spanish or other languages as
well as English as part of their regular duties of their position.
9.2 Effective the pay period beginning July 15, 2016, the hourly rates listed in
Appendix "A" shall be increased by seventy cents ($.70) for employees required
to speak Spanish or other languages (including sign language), as well as English,
as part of their regular duties.
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9.3 Effective the pay period beginning July 15, 2016, the hourly rates listed in
Appendix "A" shall be increased by ninety cents ($.90) for employees required to
speak, read, and/or write in Spanish or other languages (including sign language),
as well as English, as part of their regular duties.
9.4 The appropriate Executive Manager shall designate which employees shall be
assigned bilingual duties and which language(s) shall be eligible for bilingual pay.
9.5 The Human Resources Director shall conduct a test of competency for employees
who have been assigned bilingual duties to certify these employees are eligible for
bilingual pay, except that operating departments with authorized bilingual certifiers
may conduct their own test of bilingual competency and notify the Human
Resources Director of the outcome of the test.
9.6 The effective date of bilingual certification shall be the first day of the pay period
following notification to the Human Resources Director of the passing of the
bilingual test by the employee as provided above. Employees may be required to
undergo a test of continued competency, upon request of the operating
department.
ARTICLE 10 — HEALTH & WELFARE
10.1 ANAHEIM agrees to provide health benefits in accordance with the provisions of
Appendix `B" — HEALTH INSURANCE to regular part-time employees assigned
in accordance with ARTICLE 4.7.1.2 of this MOU as long as they remain employed
and available to work up to one thousand five hundred sixty (1,560) hours per year.
10.2 ANAHEIM agrees to establish a deferred compensation plan in lieu of Social
Security for all employees working in classifications listed in Appendix "A" who are
1) not enrolled in PERS as the result of their employment with ANAHEIM, and
2) not receiving a PERS annuity as the result of prior ANAHEIM service. Such
Plan shall be in accordance with ARTICLE 4.8 — DEFINED CONTRIBUTION
RETIREMENT PLAN.
ARTICLE 11— VACATION BENEFIT
11.1 Employees working in classifications listed in Appendix "A", who work
eight hundred (800) or more hours in any calendar year shall be paid four
percent (4%) of their gross earnings as vacation benefits upon separation or
during the first pay period of the next calendar year. The calendar year shall
be defined as the period for which wages earned are reported for tax
purposes.
ARTICLE 12 — WORKING CONDITIONS
12.1 ANAHEIM agrees to furnish and maintain uniforms for its employees
in classifications listed in Appendix "A".
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12.2 ANAHEIM shall maintain suitable dressing and break quarters for the use of the
employees covered herein.
12.3 Management of the Convention Center shall to the extent possible, pre -determine
the number of parking spaces needed to take care of the public attending events at
their facilities. To the extent there are spaces available to permit employee
parking, spaces shall be made available to employees at no charge. ANAHEIM
agrees to make reasonable effort to identify additional employee parking.
12.4 Adequate restroom and locker room facilities shall be provided for all employees.
12.5 ANAHEIM shall provide flashlights to employees when ANAHEIM
determines flashlights are required in the performance of the employees'
work.
12.6 Upon request, the ANAHEIM shall provide rain gear to employees who are
required to work outdoors during inclement weather.
12.7 ANAHEIM and UNION agree that regular, formal and informal feedback from
supervisors to employees is critical to good job performance, and that employees
have the right to know how they are performing in relation to established
standards. ANAHEIM agrees to provide each employee in a classification listed
in Appendix "A" with a written performance evaluation at least once annually.
Employees shall be provided a copy of any written review of their performance;
shall have the right to respond in writing to their written performance appraisal;
and such responses shall be placed in the employee's personnel file.
ARTICLE 13 — EMPLOYEE AVAILIBITY AND LEAVES
13.1 ANAHEIM and UNION agree that availability is a condition of employment.
Event part-time employees shall be required to maintain an availability of twenty
(20) hours per week. Regular part-time employees shall be required to maintain
an availability of thirty (30) hours per week. Any employee who does not
maintain his/her availability, does not report as scheduled, or who is otherwise
absent without leave shall be subject to discipline up to and including dismissal
from the Convention Center.
13.2 ANAHEIM shall provide employees in classifications listed in Appendix "A" of
this MOU with sick leave benefits in accordance with California Labor Code
section 246, except that employees shall be allowed to use up to a maximum of
forty-eight (48) hours of accrued sick leave in a calendar year. It is the
responsibility of employees to adhere to all City and Department policies and
regulations regarding attendance and sick leave. Employees who fail to notify the
appropriate supervisor prior to the beginning of their scheduled work shift of their
inability to work due to illness or injury shall be considered to be absent without
leave.
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13.3 ANAHEIM and UNION agree that employees in classifications listed in Appendix
"A" of this MOU shall be provided unpaid leave up to three (3) consecutive work
shifts (within the two (2) weeks immediately following the death) in the event of a
death in their immediate family for the purpose of making funeral arrangements
and/or attending funeral services. "Immediate family" for the purposes of this
provision shall be the employee's spouse, children, grandchildren, parents,
grandparents, the parents of the employee's spouse and the employee's registered
domestic partner. As used herein, "registered domestic partner" means that a
Declaration of Domestic Partnership has been filed with the California Secretary of
State.
13.4 ANAHEIM and UNION agree that employees in classifications listed in Appendix
"A" of this MOU who have been continuously employed for a period of at least one
(1) full year may be eligible for an unpaid leave of absence of up to thirty (30)
calendar days. Such leaves shall be scheduled and taken in accordance with the
best interests of ANAHEIM and shall require the prior written approval of
Convention Center management.
13.5 Leaves taken under the provisions of the federal Family Medical Leave Act and/or
the California Family Rights Act shall be concurrent with any leave entitlement an
employee may have under the provisions of ARTICLE 13.4.
13.6 Employees shall be granted unpaid leave whenever duly summoned to any court
for the purpose of performing jury duty, provided the employee submits
documentation from the court for such duty performed.
ARTICLE 14 — MILITARY LEAVE
14.1 Military Leave and compensation therefore shall be in accordance with the
provisions of the Military and Veterans Code of the State of California.
ARTICLE 15 — DRUGE AND ALCOHOL TESTING BASED ON REASONABLE
SUSPICION
15.1 It is critical to the public health and welfare and to employees' safety to ensure a
drug and alcohol free work environment. No employee shall report to work while
under the influence of drugs or alcohol or illegal or intoxicating drugs, nor shall
any employee possess, use, or consume alcohol or illegal or intoxicating drugs
while on City time or on City property, or when there is a reasonable expectation
of being called to duty. No employee shall report to work or remain on duty
while his/her ability to perform job duties is impaired due to alcohol or drug use,
whether such use was on duty or off duty.
15.2 Employees taking drugs prescribed by an attending physician must advise their
direct supervisor, before beginning work, of possible side effects of such drugs
which could interfere with the safe and effective performance of duties or operation
of equipment. Clearance from a qualified physician designated by the City may be
14
required if there is a question regarding an employee's ability to safely and
effectively perform assigned duties while using such drugs.
15.3 Employees reasonably believed to be under the influence of alcohol or drugs shall
be prevented from engaging in further work and shall, for safety purposes, be
provided transportation from the work site as appropriate.
15.3.1 The term "reasonably believed" as used in ARTICLE 15.3 is a belief based
on objective facts and reasonable inferences drawn from those effects in
light of experience, sufficient to lead a reasonably prudent person to suspect
that an employee is under the influence of drugs or alcohol.
15.3.2 The term "under the influence" as used in ARTICLE 15.3 means the
employee's ability to perform the functions of the job is impaired or that
the employee's ability to perform his/her job safely is reduced due to the
consumption or use of drugs or alcohol.
15.4 Managers and supervisors may request and, if necessary subsequently order upon
concurrence of a second level of supervisor, that an employee submit to a drug
and/or alcohol screening when a manager or supervisor has reasonable suspicion
that an employee is under the influence of illegal or intoxicating drugs or alcohol
while at a work location, while on the job or when reporting for duty. Employees
shall authorize the City's medical provider and laboratory to take samples for
screening and to release the results of the screening to the City.
15.4.1 An employee who refuses an order to submit to a drug and/or alcohol
screening, or to authorize the taking of a sample, or to authorize the release
of the results of the screening to the City, or engages in conduct that clearly
obstructs the testing process shall be subject to disciplinary action, up to
and including dismissal.
15.5 The supervisor shall advise the employee that he/she has the right to contact a
Union representative. However, if a Union representative is not available within
thirty (30) minutes, the employee shall still be required to submit to the drug or
alcohol test without first consulting with a Union representative. The Union
representative shall not impede the City's right to require an employee to submit to
an alcohol or drug test.
15.6 All alcohol or controlled substances testing shall comply with the procedures set
forth in the Federal Motor Carrier Safety Regulations Title 49 — Transportation,
Chapter III — Federal Highway Administration Department of Transportation, Part
40 (Procedures for Transportation Workplace Drug and Alcohol Testing Programs.)
15.6.1 A positive result from a drug and/or alcohol screening may result in
disciplinary action, up to and including dismissal.
15.6.2 If a drug screen is positive, the employee must provide, within twenty-four
(24) hours of request, bona fide verification of a valid current prescription
15
in the employee's name for the drug identified in the drug screen. If the
employee does not provide acceptable verification of a valid prescription,
or if the prescription is not in the employee's name, or if the employee has
not previously notified his or her supervisor pursuant to ARTICLE 15.2,
the employee may be subject to disciplinary action, up to and including
dismissal.
15.7 An employee who has had a positive result from a drug screening shall undergo a
return -to -duty drug and/or alcohol screening and will not be returned to duty
unless there is a verified negative result for controlled substances or an alcohol
concentration of less than two hundredths (0.02).
15.8 Information obtained under the provisions of this ARTICLE and the attendant
regulations, policies, and procedures shall be held strictly confidential.
15.8.1 The drug and/or alcohol screening results will be retained with medical
examination results in a separate location in compliance with the
confidentiality of Medical Information Act, California Civil Code Section
56, et seq.
15.8.2 The reports or test results may be disclosed to City management on a
strictly need -to -know basis and to the tested employee upon request.
15.8.3 Disclosures, without patient consent, may also occur when: (1) the
information is compelled by law or by judicial or administrative process;
(2) the information has been placed at issue in a formal dispute between the
employer and the employee; (3) the information is to be used in
administering an employee benefit plan; or (4) the information is needed by
medical personnel for the diagnosis or treatment of a patient who is unable
to authorize disclosure.
ARTICLE 16 — DISICPLINE
16.1 The tenure of every employee shall be conditioned on good behavior and
satisfactory work performance. An employee may be reduced in salary, suspended,
demoted, or dismissed for good and sufficient cause.
16.1.1 Disciplinary determinations made in accordance with this ARTICLE shall be
governed by the general principles of progressive discipline. In determining
levels of discipline, appropriate consideration shall be given to an
employee's prior disciplinary record and work performance, and shall be
appropriate to the incident or conduct giving rise to the decision to
discipline.
16.2 When in the judgment of the appropriate division head or other appropriate
manager, an employee's work performance or conduct justifies disciplinary action
short of demotion or dismissal; the employee may be suspended without pay. Upon
taking such action a written notification containing a statement of the substantial
16
reasons for the action shall be filed with the employee and the Human Resources
Director. No employee shall be suspended for more than thirty (30) calendar days
at any one time.
16.3 An employee may be demoted or dismissed upon recommendation of a division
head or other appropriate supervisor whenever in the judgment of the appropriate
department head, the employee's work or misconduct so warrants. Upon taking
such action, the Department Head shall file with the employee and the Human
Resources Director a written notification containing a statement of the substantial
reasons for the action and the effective date of the action.
16.4 In the disciplinary process, ANAHEIM shall conform to the procedural due
process requirements of Skelly v. State Personnel Board. At such time as Skelly
due process is required, prior to the determination that discipline will be imposed,
the appropriate Department Head or Administrative Manager, at a minimum shall:
16.4.1 Provide written notification to the employee of the proposed discipline at
least six (6) working days prior to the date the discipline is proposed to be
implemented. The notification shall include:
16.4.1.1 The discipline that is proposed.
16.4.1.2 The grounds for imposing disciplinary action.
16.4.1.3 The actions, omissions, or conduct of the employee
upon which the proposed discipline is based.
16.4.1.4 An invitation to respond either orally or in writing prior to
the proposed effective date of the discipline.
16.4.2 Provide copies of documents considered which support the proposed
discipline.
16.4.3 Provide written notification of the final determination after consideration of
the employee's response or after the opportunity to respond if the employee
chooses not to respond.
16.4.4 ANAHEIM and the UNION recognize and understand that failure to
comply with ARTICLE 16.4 shall not invalidate a disciplinary action, but
may result in penalties upon ANAHEIM, as reflected in decisions of the
California appellate courts.
16.5 ANAHEIM and UNION agree to stipulate to the following submission language
when discipline under this ARTICLE is submitted to an impartial arbitrator:
"Was (name of employee) (suspended, demoted, or dismissed) for good and
sufficient cause? If not, what shall the remedy be?"
16.6 ANAHEIM shall remove all imposed written reprimands after the lapse of
17
eighteen (18) months from the date of such discipline, contingent upon the
employee receiving no subsequent discipline of same or similar nature during the
specified eighteen (18) month period.
16.6.1 If the employee receives subsequent discipline of same or similar nature
during the timeframe specified within ARTICLE 16.6, the written
reprimand shall remain part of the employee's record/personnel file.
16.6.2 Any discipline relating to harassment, discrimination, and verbal or
physical violence shall be excluded from ARTICLE 16.6.
ARTICLE 17 — INVESTIGATIONS
17.1 ANAHEIM shall provide employees with written notice at least twenty-four (24)
hours in advance of an investigatory interview that may lead to discipline. The
notice to the employee shall include a general description of the allegations to be
investigated and their right to union representation during the interview.
ARTICLE 18 — GRIEVANCE PROCEDURE
18.1 Any grievance or dispute brought forward by the UNION, which may arise out of
the application or interpretation of the terms and conditions of this MOU, shall be
settled in accordance with the procedure set forth below.
18.2 In those instances where discipline is imposed other than salary step reduction,
suspension, demotion, or dismissal, UNION may submit a written request for a
review of the disciplinary action through an administrative review procedure.
i. Administrative Review Procedure:
ii. The written request must be submitted to the Human Resources Department
within fourteen (14) calendar days after receipt of notice by the employee
of the disciplinary action. The Department Head, or Administrative
Manager, under which the discipline was administered shall conduct an
administrative review within fourteen (14) calendar days of submission of
the written request.
The Department Head, or Administrative Manager, shall review the
disciplinary action and may affirm, reverse, or modify as deemed
appropriate the disciplinary action. The Department Head's, or
Administrative Manager's, determination shall be delivered in writing
within fourteen (14) calendar days after the administrative review. The
Department Head's, or Administrative Manager's, determination shall be
final and binding.
18.3 Employee grievances submitted by UNION to ANAHEIM shall be handled in the
following manner:
18
18.3.1 Step I. An attempt shall be made to adjust all grievances on an informal
basis between the employee, his/her UNION representative, and a
supervisor in the employee's chain of command, up to and including
his/her manager, within seven (7) working days after the occurrence of the
incident involved in the grievance. The manager shall deliver his/her
answer within seven (7) working days after conducting the Step I meeting.
18.3.2 Step II. If the grievance is not adjusted to the satisfaction of UNION in
Step I, it shall be submitted in writing to the employee's Department Head
or Administrative Manager within seven (7) working days after the Step I
answer is received by UNION. The Department Head or Administrative
Manager shall meet with the employee and his/her UNION representative
within ten (10) working days after submission of the grievance to him/her.
The Department Head or Administrative Manager shall review the
grievance and may affirm, reverse, or modify as deemed appropriate, the
disposition made at Step I and the Step II answer shall be delivered to
UNION within seven (7) working days after said meeting.
18.3.3 Step III. If UNION is not satisfied with the answer to Step II, it shall be
submitted to an impartial arbitrator for a final and binding decision. Such
submission must occur within thirty (30) calendar days after the Step II
answer is received.
18.3.3.1 In the event the parties are unable to agree upon the
selection of such impartial arbitrator within ten (10)
calendar days, upon request by either party an arbitrator
shall be selected from a list of prospective arbitrators
submitted by the American Arbitration Association or any
other mutually agreed upon provider.
18.3.4 An arbitrator's decision shall be final and binding on both parties, it being
agreed that said arbitrator shall have no powers to add to or subtract from
the provisions herein, and that the laws of the State of California shall be
controlling at all times.
18.4 All expenses of any arbitration shall be borne equally by ANAHEIM and the
UNION.
18.5 The parties may mutually agree to submit any grievance or dispute covered under
the provisions of this ARTICLE to non-binding mediation, prior to submission to
arbitration. This language is not intended to impede or delay the arbitration
process.
ARTICLE 19 — EMPLOYEE -EMPLOYER COMMITTEE
19.1 A committee shall be formed to discuss employee -employer problems. The
committee shall consist of one (1) UNION representative, one (1) employee from
each department, one (1) management employee, and one (1) Labor Relations
19
representative and shall meet quarterly, or more often as necessary. The UNION
may have present at such meetings other off-duty employees who can contribute
to the discussion taking place.
ARTICLE 20 — WORK ASSIGNMENT
20.1 In the interest of maintaining efficient operations at the Anaheim Convention
Center and to facilitate the assignment of part-time employees in classifications
listed in Appendix "A" to the various events, ANAHEIM and the UNION agree that
appropriate consideration shall be given to the following:
20.1.1 Work opportunities required to maintain an adequate, interested, trained,
available part-time work force.
20.1.2 Employee's record of performance, availability, and seniority (Convention
Center Department date of hire) in that order.
20.1.2.1 Notwithstanding the above, assignments of employees shall
not be made in a capricious or arbitrary manner.
20.1.3 Employees may be temporarily assigned to work in the management
classifications of Convention Center Head Usher, Assistant Box Office
Treasurer, and Box Office Treasurer. Management employees may be
temporarily assigned to work in unit classifications in accordance with
ARTICLE 20.
th
20.2 On June 30 of every year, employees may submit a request for their preferred
shift (day, swing or graveyard) which will be considered in making assignments.
Management shall retain the discretion to assign employees to shifts consistent
with the best interest of the operations of the Convention Center and shall also
give consideration to employees' attendance and availability record during the
preceding year.
ARTICLE 21— REDUCTION IN FORCE
21.1 ANAHEIM and UNION agree that ANAHEIM will notify UNION of a planned
reduction in work hours or layoffs which may affect employees represented by the
UNION at the same time or prior to notification of individual employees.
21.1.1 When such notice is provided, ANAHEIM and UNION agree to meet and
confer regarding the basis upon which work hours will be reduced or
employees will be laid off. If the parties are unable to come to an
agreement within twenty-one (21) calendar days of the date that ANAHEIM
provided notice under this ARTICLE, employees shall be laid off from their
position on the basis of City seniority, from the least senior to the most
senior. "Seniority" shall be determined on the basis of the employee's hire
date without regard to the number of actual hours worked.
20
ARTICLE 22 — REINSTATEMENT
22.1 An employee who terminates employment in good standing may be reinstated to a
vacant position in his/her former job class within three (3) years of his/her
termination date without re -qualifying for employment by competitive process.
22.1.1 An employee reinstated within thirty (30) days of his/her termination date
shall be considered to have continuous service and shall not serve a new
probationary period. He/she shall be placed in his/her former salary step
and shall retain his/her record of step hours worked for the purpose of merit
pay increases.
22.1.2 An employee reinstated after thirty (30) days of his/her termination date shall serve a
new probationary period and shall be considered to have broken service for the
purpose of merit pay increases.
ARTICLE 23 — PREVAILING RATES FOR SUBCONTRACTORS
23.1 In the event ANAHEIM decides to contract out to a private employer any of the
work of the classifications herein covered for public events, it is agreed that such
contracting of said work shall be made by ANAHEIM only to contractors or
employers whose employees are paid the prevailing rates of pay and all other
applicable benefits which are provided for in the MOU for employees in the
specified classifications. This ARTICLE shall remain in effect through midnight
February 13, 1997, for employees in the specified classifications in Appendix "A"
Convention Center and Stadium Parking Lot.
ARTICLE 24 — NO STRIKE
24.1 The UNION agrees that under the terms of this MOU, the UNION and/or its
members shall not conduct any strikes, slowdowns, or other work stoppages against
ANAHEIM during the term of this MOU.
ARTICLE 25 — SAVINGS CLAUSE
25.1 The resolution of ANAHEIM shall provide that if any provisions of this MOU or
the Resolution is at any time, or in any way, held to be contrary to any law by a
court or proper jurisdiction, the remainder of this MOU and the remainder of the
Resolution shall not be affected thereby, and shall remain in full force and effect.
21
ARTICLE 26 — DURATION
26.1 The terms of this MOU are to remain in full force and effect until the 4th day of
January, 2021 except that either ANAHEIM or the UNION shall have the right
during the sixty (60) days preceding January 4, 2021, to give written notice to the
other of its desire to meet and confer with respect to the terms and conditions of this
MOU. If new terms and conditions cannot be agreed upon by January 4, 2021, this
MOU shall become null and void. Upon adoption of a Resolution approving this
MOU and the terms hereof by the City Council of the City of Anaheim, this MOU
shall be in full force and effect.
STAFF OFFICIALS OF THE CITY OF ANAHEIM SERVICE EMPLOYEES' INTERNATIONAL
a Municipal Corporation UNION, UNIT SE VICE WORKERS WEST
By: By:
By:By:
Date:—
22
By:
Date:
APPENDIX "A" — SPECIAL PROVISIONS
A.1 ANAHEIM and UNION agree to the following classification changes. All
classification changes are effective the first pay period following City Council
approval unless otherwise specified below.
a. Eliminate "Cleaner" and "Cleaner Setup Worker" classifications
b. Retitle "Janitor" to "Cleaner/Setup Worker"
c. Eliminate "Emergency Medical Technician — Conv Center" classification
d. Eliminate "Tenant Security Director" classification
e. Eliminate "Ticket Taker" classification — effective December 27, 2019
f. Eliminate "Ticket Clerk" classification
g. Eliminate "Ticket Seller (GA)" and "Ticket Seller (Res & Box)" classifications —
effective December 28, 2018
h. Retitle "Ticket Seller Advanced" to "Ticket Seller" — effective December 28,
2018
i. Retitle "Usher Captain" to "Lead Usher"
j. Eliminate "Gate Captain" classification
A.2 ANAHEIM and UNION agree to the following wage changes:
a. Effective the full pay period following City Council approval, Steps 6 and 7 will
be eliminated from all classifications listed in Appendix "A".
b. Effective the pay period beginning December 28, 2018, the listed hourly wages
below will be provided for Step 8. Step 9 shall be twenty-five cents ($.25) per
hour above Step 8 and Step 10 shall be twenty-five cents ($.25) per hour above
Step 9. The Nurse and Lead Nurse classifications shall maintain a one dollar
($1) differential between steps.
1. Alteration Worker — Step 8 - $12.75
2. Lead Alteration Worker — Step 8 - $13.75
3. Cleaner/Setup Worker — Step 8 - $12.60
4. Lead Cleaner/Setup Worker — Step 8 - $13.60
5. Nurse — Step 8 - $25.00
6. Lead Nurse — Step 8 - $26.00
7. Money Room Attendant — (5 hr min) — Step 8 - $15.00
8. Ticket Seller — Step 8 - $13.28
9. Lead Ticket Seller — Step 8 - $14.28
10. Usher — Step 8 - $12.00
11. Lead Usher — Step 8 - $13.00
c. Effective the pay period beginning December 27, 2019, the listed hourly wages
below will be provided for Step 8. Step 9 shall be fifty cents ($.50) per hour
above Step 8 and Step 10 shall be fifty cents ($.50) per hour above Step 9. The
23
A.3
Nurse and Lead Nurse classifications shall maintain a one dollar ($1) differential
between steps.
1. Alteration Worker - Step 8 - $13.60
2. Lead Alteration Worker - Step 8 - $14.60
3. Cleaner/Setup Worker - Step 8 - $13.45
4. Lead Cleaner/Setup Worker - Step 8 - $14.45
5. Nurse - Step 8 - $25.00
6. Lead Nurse - Step 8 - $26.00
7. Money Room Attendant - (5 hr min) - Step 8 - $16.00
8. Ticket Seller - Step 8 - $14.28
9. Lead Ticket Seller - Step 8 - $15.28
10. Usher - Step 8 - $13.00
11. Lead Usher - Step 8 - $14.00
d. Effective the pay period beginning December 25, 2020, the listed hourly wages
below will be provided for Step 8. Step 9 shall be fifty cents ($.50) per hour
above Step 8 and Step 10 shall be fifty cents ($.50) per hour above Step 9. The
Nurse and Lead Nurse classifications shall maintain a one dollar ($1) differential
between steps.
1. Alteration Worker - Step 8 - $14.60
2. Lead Alteration Worker - Step 8 - $15.60
3. Cleaner/Setup Worker - Step 8 - $14.50
4. Lead Cleaner/Setup Worker - Step 8 - $15.50
5. Nurse - Step 8 - $27.00
6. Lead Nurse - Step 8 - $30.00
7. Money Room Attendant - (5 hr min) - Step 8 - $17.00
8. Ticket Seller - Step 8 - $15.28
9. Lead Ticket Seller - Step 8 - $16.28
10. Usher - Step 8 - $14.00
11. Lead Usher - Step 8 - $15.00
Employees assigned as Fire Door Attendants shall be paid the Usher rate of pay.
Provide a reopener on health insurance during the tenn of the MOU, at the sole
discretion of the City as a result of any changes to the Federal Affordable Care Act.
24
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APPENDIX "B" — HEALTH INSURANCE
131. ANAHEIM agrees to allow eligible part-time employees working in
classifications represented by the UNION to enroll in the ANAHEIM sponsored
Kaiser Foundation Health Plan.
B2. The City agrees to pay a monthly premium not to exceed eighty-eight percent
(88%) of monthly premium, to maintain coverage in the single party Kaiser Plan
for eligible employees enrolled in the plan prior to September 29, 2000. All
additional premiums shall be the responsibility of the eligible employee.
B3. Employees, who enroll in the Kaiser plan after September 29, 2000, working in a
classification listed in Appendix "A" who work up to thirty (30) hours per week on
an ongoing basis per ARTICLE 4.7.1.2 or who are eligible pursuant to the
Affordable Care Act (ACA) shall be provided health insurance, through Kaiser HMO
Plan, as long as they remain employed and available to work.
B3.1. Employees eligible for health insurance shall be eligible for the Kaiser HMO
Plan 2 (offered to full time employees) after two (2) years of employment.
B3.2. ANAHEIM's maximum contribution towards an employee's purchase of the
Kaiser HMO Plans (employee only) is as follows:
Kaiser HMO Plan 1 The flat -dollar amount equivalent to
75% of the HMO Plan 2 premium
Kaiser HMO Plan 2 (full time 75%
equivalent)
All additional premiums shall be the responsibility of the eligible employee.
B4. Employees become eligible for coverage on the first day of the month following
one (1) complete calendar month after appointment to regular part-time status in
accordance with ARTICLE 4.7.1.2.
B5. At any time during the term of this MOU, ANAHEIM and UNION agree to reopen
ARTICLE 10 — Health & Welfare, at the sole discretion of ANAHEIM, as a result of
any changes to the ACA.
CLERK'S CERTIFICATE
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss.
CITY OF ANAHEIM )
I, LINDA ANDAL, City Clerk of the City of Anaheim, do hereby certify that the foregoing is the
original Resolution No. 2018-127 adopted at a regular meeting provided by law, of the Anaheim
City Council held on the 25th day of September, 2018 by the following vote of the members
thereof:
AYES: Mayor Tait and Council Members Moreno, Murray, Vanderbilt, Barnes and Faessel
NOES: None
ABSTAIN: None
ABSENT: Council Member Kring
IN WITNESS WHEREOF, I have hereunto set my hand this 25th day of September, 2018.
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CITY CLERK OF THE CITY OF ANAHEIM
(SEAL)