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84R-071RESOLUTION NO. 84R-71 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 ASSIGNED TO THE CLERICAL EMPLOYEES UNIT REPRESENTED BY THE ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION, REPEALING RESOLUTION NOS. 80R -544, 82R -502, 83R -136, 83R -198 AND 83R -337, AND SUPERSEDING THOSE PORTIONS OF RESOLUTION NOS. 63R -910, 64R -467, 65R -459, 69R -603, 69R -607, 72R -502, 72R -506, 72R -507, 76R -184, 76R -509, 77R -806, 77R -807, 79R -615, 81R -151, 81R -173, 81R -410, 81R -411, 81R -537, 81R. -538 AS THEY APPLIED TO EMPLOYEES IN CLASSIFICATIONS ASSIGNED TO THE CLERICAL EMPLOYEES UNIT. WHEREAS, Ordinance 3040 of the City of Anaheim establishes the employer- employee relations system for the City; and WHEREAS, Section 1.06.110 of Ordinance 3040 requires Memorandums of Understanding to be presented to the City Council or its statutory representa- tive for determination; and WHEREAS, the City Council of the City of Anaheim finds the adopting of a new Memorandum of Understanding executed on February 10, 1984 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 City of Anaheim and the Anaheim Municipal Employees Association executed by the City Management Representative and the Anaheim Municipal Employees Association officials on February 10, 1984 as defined in the document attached hereto and incorporated by reference herein, meets with the approval of this Council and accordingly is adopted with the effective date of October 7, 1983. BE IT FURTHER RESOLVED that Resolution Nos. 80R -544, 82R -502, 83R -136, 83R -198, and 83R -377 are hereby repealed and that those portions of Resolution Nos. 63R -910, 64R -467, 65R -459, 69R -603, 69R -607, 72R -502, 72R -506, 72R -507, 76R -184, 76R -509, 77R -806, 77R -807, 79R -615, 81R -151, 81R -173, 81R -410, 81R -411, 81R -537 and 81R -538 as they applied to employees in classifications assigned to the Clerical Employees Unit are hereby superseded; and BE IT FURTHER RESOLVED that the effective date of this resolution shall be the 7th day of October 1983. -1- THE FOREGOING RESOLUTION is approved and signed be me this 14th day of February , 1984. MAYOR OF THE CITY OF ANAHEIM ATTEST: CITY CLERK OF THE CITY OF EIM APPROVED AS TO FORM: �G A,5-, C TY ATTORNEY OF THE CITY OF ANAHEIM o'm 1439E STATE OF CALIFORNIA ) COUNTY OF ORANGE ) ss. CITY OF ANAHEIM ) I. LINDA D. ROBERTS, City Clerk of the City of Anaheim, do hereby certify that the foregoing Resolution No. 84R -71 was introduced and adopted at a regular meeting provided by law, of the City Council of the City of Anaheim held on the 14th day of February, 1984, by the following vote of the members thereof: AYES: COUNCIL MEMBERS: Kaywood, Bay, Overholt, Pickler and Roth NOES: COUNCIL MEMBERS: None ABSENT: COUNCIL MEMBERS: None AND I FURTHER certify that the Mayor of the City of Anaheim signed said Resolution No. 84R -71 on the 14th day of February, 1984. IN WITNESS WHEREOF, I have hereunto set my hand and affixed the seal of the City of Anaheim this 14th day of February, 1984. CITY CLERK OF THE CITY F ANAHEIM (SEAL) I, LINDA D. ROBERTS, City Clerk of the City of Anaheim, do hereby certify that the foregoing is the original of Resolution No. 84R -71 duly passed and adopted by the Anaheim City Council on February 14, 1984. I !dP!� CITY •_, MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF ANAHEIM AND ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION CLERICAL CITY EMPLOYEES INDEX PAGE ARTICLE 1 Preamble 1 ARTICLE 2 Purpose 2 ARTICLE 3 AMEA Recognition 2 ARTICLE 4 Scope 3 ARTICLE 5 Management Rights 4 ARTICLE 6 Employee Rights 4 ARTICLE 7 Notification 5 ARTICLE 8 Consultation 5 ARTICLE 9 Meet and Confer 6 ARTICLE 10 Memorandum of Understanding 6 ARTICLE 11 Discussion 7 ARTICLE 12 Check Off 7 ARTICLE 13 AMEA Organization 8 13.0 Union Officials 8 13.1 Access Rights 8 13.2 Meeting and Conferring 9 13.3 Bulletin Boards 10 13.4 Meeting Facilities 10 COMPENSATION & PAY PROVISIONS ARTICLE 14 Compensation 11 ARTICLE 15 Classification 11 i INDEX (Continued) PAGE ARTICLE 16 Appropriate Salary Step 13 16.0 Merit Pay Schedule 13 16.1 Merit Pay Approval 14 16.2 Merit Pay Reduction 14 16.3 New Hires 15 16.4 Downward Reclassification 15 16.5 Lateral Reclassification 16 16.6 Upward Reclassification 16 16.7 Demotion 17 16.8 Pay Adjustment 17 16.9 Pay Adjustment Timing 17 ARTICLE 17 Salary Relationships 17 ARTICLE 18 Hours of Work and Pay Day 19 ARTICLE 19 Temporary Upgrade 20 ARTICLE 20 Payroll Deductions 22 EMPLOYMENT PROVISIONS ARTICLE 21 General 23 ARTICLE 22 Appointments and Promotions 25 ii INDEX (Continued) PAGE ARTICLE 23 Employment Lists 28 ARTICLE 24 Probation 29 ARTICLE 25 Outside Employment 31 ARTICLE 26 Service Awards 31 ARTICLE 27 Training 32 ARTICLE 28 Suspension, Demotion, and Dismissal 32 ARTICLE 29 Lay Off and Re- Employment 33 ARTICLE 30 Transfer 36 ARTICLE 31 Reinstatement 37 ARTICLE 32 Voluntary Demotion 39 LEAVE PROVISIONS ARTICLE 33 Bereavement 40 ARTICLE 34 Holidays 41 ARTICLE 35 Industrial Accident Leave 43 ARTICLE 36 Jury Duty and Court Appearances 45 ARTICLE 37 Leave Without Pay 46 ARTICLE 38 Military Leave 47 ARTICLE 39 Sick Leave 47. ARTICLE 40 Vacation 53 iii INDEX (Continued) PAGE PREMIUM PAY PROVISIONS ARTICLE 41 Overtime General 56 ARTICLE 42 Bi- Lingual Pay 58 ARTICLE 43 Call Out 59 ARTICLE 44 Shift Differential 60 ARTICLE 45 Short Shift Change 61 ARTICLE 46 Stand By 62 ARTICLE 47 Travel and Mileage Expense 62 WORK RULES ARTICLE 48 Meal Allowances 64 GRIEVANCES ARTICLE 49 Grievances General 65 ARTICLE 50 Grievance Procedure Representation 70 ARTICLE 51 Insurances 71 ARTICLE 52 Physical Examinations 88 ARTICLE 53 Joint Committee On Medical Programs 90 ARTICLE 54 No Strike 91 ARTICLE 55 Construction 91 ARTICLE 56 Savings Clause 92 ARTICLE 57 Transfer Of Classifications 92 ARTICLE 58 Duration 93 APPENDIX A Wage Rates 94 iv MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF ANAHEIM AND ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION CLERICAL CITY EMPLOYEES ARTICLE 1 PREAMBLE 1.0 The wages, hours and conditions of employment that are set forth in this Memorandum have been discussed and jointly proposed by and between the staff officials of the City of Anaheim, (hereinafter called "ANAHEIM ") and Anaheim Municipal Employees Association, Clerical Employees Unit (hereinafter called "AMEA") and shall apply to all the employees of ANAHEIM working in the classifications set forth in Appendix "A ". 1.1 The terms and conditions of employment that are set forth in the Memorandum have been discussed in good faith between the staff officials of ANAHEIM and AMEA. AMEA agrees to recommend acceptance by its members of all of the terms and conditions of employment as set forth herein, 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. 1 0777x020684 Upon the adoption of such a resolution, all the terms and conditions of this Memorandum so incorporated shall become effective without any further action by either party. ARTICLE 2 PURPOSE 2.0 The objectives of the parties to this agreement are to promote full communication between ANAHEIM and its employees and to promote the improvement of employer - employee relations within the municipal government by providing a uniform basis for recognizing the right of employees to join organizations of their own choice and be represented by such organizations in their employment relationships with ANAHEIM. ARTICLE 3 AMEA RECOGNITION 3.0 ANAHEIM hereby recognizes the AMEA as the bargaining representative for all its members to the fullest extent allowable under California law applying to public employees. As public employees, such employees shall have the right to discuss individual problems of employment with ANAHEIM, pro- vided that upon request of the employee, the AMEA shall be kept fully informed and have the right to be present at all such meetings between ANAHEIM and the individual. 2 0777s020684 ARTICLE 4 SCOPE 4.0 All officers and positions of ANAHEIM are divided into the classified service and the exempt service. The exempt service shall include the following: 4.01 All elected officials and members of boards and commissions. 4.02 The City Manager, City Attorney, City Treasurer and City Clerk. 4.03 Volunteer personnel and personnel appointed to serve without pay. 4.04 Architects, consultants, counsel, and others rendering temporary professional service. 4.05 Such positions involving seasonal or part -time employment as may be specifically placed in the exempt service by the Human Resources Director 4.1 The classified service shall include all other positions that are not specifically placed in the exempt service by this Article. 4.2 The provisions of this article and agreement shall apply only to the classified service unless otherwise specifically provided. 3 0777s020684 ARTICLE 5 MANAGEMENT RIGHTS 5.0 Management retains, exclusively, all its inherent rights, functions, duties and responsibilities except where specific- ally limited in this document. The rights of Management include, but are not limited to, the exclusive right to con- sider the merits, necessity or organization of any service or activity provided by law, or administrative order; determine the mission of its constituent departments, commissions and boards; set standards of service, determine the procedures and standards of selection for employment and promotion; direct its employees; take disciplinary action; relieve its employees from duty because of lack of work or for other legitimate reasons; maintain the efficiency of ANAHEIM'S operations; determine the methods, means and personnel by which ANAHEIM'S operations are to be conducted; determine the content of job classifications; take all necessary actions to carry out its mission in emergen- cies; and exercise complete control and discretion over its organization and the technology of performing its work. ARTICLE 6 EMPLOYEE RIGHTS 6.0 Employees shall have all rights granted to public employees under California law. Employees shall have the right to form, join and participate in the activities of employee organizations of their own choosing for the purpose of repre- sentation on all matters of employer - employee relations. Employees also have the right to refuse to join or participate 4 0777s020684 in the activities of employee organizations and shall have the right to represent themselves individually in their employment relations with ANAHEIM. No employee shall be interfered with, intimidated, restrained, coerced, or discriminated against by ANAHEIM or by any employee organization because of his exercise of these rights. ARTICLE 7 NOTIFICATION 7.0 Reasonable written notice shall be given by the City Management Representative to AMEA, of any proposed ordinance, resolution, rule or regulation directly relating to matters within the scope of representation to be presented to the City Council for determination, and AMEA shall be given the oppor- tunity to meet with the City Management Representative prior to submission to the City Council for determination. 7.1 In cases of emergency when the City Council determines that an ordinance, resolution, rule,or regulation must be adopted immediately without prior notice or meeting with AMEA, the City Management Representative shall provide such notice at the earliest practicable time following the adoption of such ordinance, resolution, rule or regulation. ARTICLE 8 CONSULTATION 8.0 The City Management Representative, after consultation in good faith with representatives of AMEA, may recommend adoption 5 0777s020684 of reasonable rules and regulations for the administration of employer - employee relations. The City Management Representa- tive shall consult in good faith with representatives of AMEA on employer - employee relations matters which affect them, including those that are not subject to meeting and conferring. ARTICLE 9 MEET AND CONFER 9.0 The City Management Representative and representatives of AMEA, shall have the mutual obligation personally to meet and confer in order to exchange freely information, opinions and proposals and to endeavor to reach agreement on matters within the scope of representation. Nothing herein precludes the use of any impasse procedure authorized by law whenever an agree- ment is not reached during the meeting and conferring process and the use of such impass procedure is mutually agreed upon by the City Management Representative and AMEA. 9.1 The City Management Represent to meet and confer in good faith on Federal or State Law or by the City required to meet and confer in good Employee Rights as herein defined. article are excluded from the scope ative shall not be required any subject preempted by Charter nor shall he be faith on Management or Proposed amendments to this of meeting and conferring. ARTICLE 10 MEMORANDUM OF UNDERSTANDING 10.0 When the meeting and conferring process results in agreement between the City Management Representative and AMEA 6 0777s020684 such agreement shall be incorporated in a written memorandum of understanding, signed by the City Management Representative and AMEA representatives. The matters incorporated in the memo- randum shall be presented to the City Council, or its statutory representative, for determination. ARTICLE 11 DISCUSSION 11.0 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 AMEA or ANAHEIM at either party's request. 11.1 A party requesting a discussion may orally or in writing notify the other party of the subject to be discussed. There- after a meeting shall be promptly arranged, at which meeting not more than two AMEA members and the business manager or business representative of the AMEA may be present. 11.2 If the parties are not able to resolve the issues after three meetings, the issues will be considered dropped, unless both parties agree to meet additional times. ARTICLE 12 CHECK -OFF 12.0 ANAHEIM agrees to check -off for the payment of the regular monthly AMEA dues and to deduct such payments from the 0777x020684 7 wages of all AMEA members and employees when authorized to do so by said members and employees, and remit such payments to the AMEA in accordance with the terms of signed authorizations of such members and employees. The deduction of such dues and the remittal of same by ANAHEIM to the AMEA, shall constitute payment of said dues and initiation fees by such members and employees of the AMEA. ARTICLE 13 AMEA ORGANIZATION 13.0 AMEA representatives are those elected or appointed in accordance with the constitution and bylaws of the AMEA. 13.01 The AMEA shall notify the City Management Representative, in writing, of the names and job class titles of its officers, Employee Representatives and other representatives each time an election is held or new appointments are made. 13.02 An employee elected or appointed as an officer or Employee Representatives of the AMEA shall be required to work full time in his respective job class and shall not interrupt the work of other employees. 13.1 Officers and representatives (subject to the provisions of Paragraph 13.02) of the AMEA shall be permitted to visit employee work locations for the purpose of observing conditions 8 0777s020684 under which employees are working, provided such visit shall not interrupt the work of such employees, interfere with the normal operations of the department or with established safety requirements. 13.11 Such officers and representatives shall not enter any work location without the knowledge of the department head, division head, or other appro- priate supervisor. 13.12 Solicitation of membership and all activities concerned with the internal management of the AMEA, such as collecting dues, holding membership meetings, preparation of petitions or grievance material, preparation of proposals, campaigning for office, conducting elections and distributing literature, shall not be conducted during working hours. 13.2 In the event that the AMEA is formally meeting and conferring with representatives of ANAHEIM on matters within the scope of representation during regular City business hours, a reasonable number of officers, Employee Representatives or other officials of the AMEA shall be allowed reasonable time off without loss of compensation or other benefits. 13.21 Such officers, Employee Representatives and representatives shall not leave their duty or work 9 0777s020684 station or assignment without the knowledge of the appropriate manager or supervisor. 13.22 Such meetings are subject to scheduling in a manner consistent with operating needs and work schedules. 13.3 ANAHEIM shall furnish a bulletin board at mutually agreeable, specific locations for the purpose of posting notices pertaining to AMEA business. 13.31 All materials must be dated and must identify the AMEA. 13.32 ANAHEIM reserves the right to determine what reasonable portion of bulletin boards are to be allocated to AMEA materials. 13.33 If the AMEA does not abide by these provisions it will forfeit its right to have materials posted on ANAHEIM'S bulletin boards. 13.4 ANAHEIM shall allow the AMEA to conduct meetings in City facilities. 13.41 Such meetings shall be scheduled in accordance with regulations governing use of public meeting rooms at City facilities. 10 0777s020684 ARTICLE 14 COMPENSATION 14.0 The City Management Representative shall be responsible for recommending wages, rates, and salary schedules for each job class in Appendix "A." 14.1 Prior to any such recommendations, the City Management Representatives and representatives of the AMEA shall meet and confer in good faith to endeavor to reach agreement on matters concerning wages, hours, and other terms and conditions of employment in classifications represented by such AMEA. 14.2 At such time as agreement is reached for such classifica- tions, the City Management Representative and the AMEA shall jointly submit a written memorandum of such understanding, which shall not be binding, to the City Council for determina- tion. 14.3 Wages for the various classifications shall be set forth in Appendix "A" attached to this Memorandum and by this reference made a part hereof. The City Management Representa- tive of ANAHEIM will not recommend any revision or modifica- tions to without first consulting on such recommendations with the AMEA. ARTICLE 15 CLASSIFICATION 15.0 The Human Resources Director shall be responsible for recommending classification of all positions in the classified 11 0777s020684 service on the basis of the kind and level of the duties and responsibilities of the positions, to the end that all positions in the same class shall be sufficiently alike to permit use of a single descriptive title, the same qualifica- tion requirements, the same test of competence, and the same salary schedule. 15.01 A job class may contain one or more positions. 15.02 Classification of all positions in the classified service shall require approval of the City Manager. 15.1 A position may be reclassified on the basis of changes in or reevaluation of the duties, responsibilities, and /or quali- fication requirements of the position. 15.11 The Human Resources Director shall be responsible for recommending such reclassifications as he finds to be necessary. 15.12 A reclassification shall become effective upon action by the City Manager on a Personnel Action Form. 15.13 Incumbents may or may not be reclassified with their positions, based upon the recommendation of the Human Resources Director, the appropriate department head, and the approval of the City Manager. 12 0777s020684 ARTICLE 16 APPROPRIATE SALARY STEP 16.0 Regular, full -time employees shall be eligible for consideration for merit pay increases as follows: 16.01 To the " A " step after completion of six months of service in the "J" step. 16.02 To the "B" step after completion of six months of service in the " A " step. 16.03 To the "C" step after completion of six months of service in the "B" step. 16.04 To the "D" step after completion of one year of service in the "C" step, except as provided in PARAGRAPH 16.08. 16.05 To the " E " step after completion of one year of service in the "D" step, except as provided in PARAGRAPH 16.08. 16.06 In such cases as may occur wherein an employee shall demonstrate exceptional ability and profi- ciency in performance of his assigned duties, said employee may be given a special merit advancement to the next higher step without regard to the minimum length of service provisions contained in this ARTICLE upon the approval of the employee's department head. 13 0777x020884 16.07 For purposes of this ARTICLE "six months" shall be construed to mean thirteen complete biweekly pay periods; and "one year" shall be construed to mean twenty -six complete biweekly pay periods. 16.8 Certain job classes shall be designated by an "S" before schedule numbers. Employees in these classes shall be eligible for consideration for merit pay increases to the "D" step after comple- tion of six months of service in the "C" step. They shall be eligible for consideration for merit pay increases to the "E" step after com- pletion of six months of service in the "D" step. 16.1 Merit pay increases shall be granted upon approval of the employee's department head for continued meritorious and efficient service and continued improvement by the employee in the effective performance of the duties of his position. 16.11 The effective date of the merit pay increases shall be the first day of the pay period following approval as provided in PARAGRAPH 16.1 and comple- tion of the minimum required service in the next lower step as provided in PARAGRAPH 16.0. 16.2 An employee may be reduced by one or more steps on the basis of unsatisfactory work performance or conduct. Such 14 0777s020684 action shall require the specific recommendation of the employee's department head. 16.21 The employee shall be notified by his department head not later than two calendar weeks prior to the effective date of the action. The notice shall contain a statement of the substantial reasons for the action, and shall inform the employee that he may file a reply with the department head. 16.22 The employee may be returned to his former salary step such time as deemed appropriate by his department head. 16.3 Newly hired employees shall normally be compensated at the lowest step of the salary schedule of the job class for which he was hired. ANAHEIM may hire at a higher step in the salary schedule. 16.31 The provisions of this ARTICLE shall also apply to reemployed and reinstated employees. 16.4 An incumbent employee reclassified with his position to a lower job class shall retain his rate of pay and his anniver- sary date for purposes of merit pay increases, or shall be placed in the step of the lower salary schedule closest to his rate of pay. If the " E " step of the salary schedule of the is 0777s020684 lower job class is lower than the incumbent's rate of pay, the rate of pay shall be identified as the "Y" step of the lower salary schedule. An employee compensated at the "Y" step because of a downward reclassification shall remain in the "Y" step, until such time as his job class is assigned to a salary schedule in which the " E " step is equivalent to or higher than the "Y" step, at which time the employee shall be placed in the " E " step. 16.5 An incumbent employee reclassified with his position to an equivalent job class shall retain his rate of pay and his anniversary date for purposes of merit pay increases. 16.6 An employee who is promoted or reclassified with his position to a higher job class shall be placed in the step of the higher salary schedule that will provide a pay increase of not less than 4% except when the " E " step of the higher salary schedule provides a pay increase of less than 4 %, or when the "A" step of the higher salary schedule is more than 4% higher than the employee's current rate of pay. The employee shall be given a new anniversary date for purposes of merit pay increases in accordance with the provisions of PARAGRAPH 16.0. 16.61 An employee promoted to a formal apprenticeship classification may be appointed above the entry level step and may remain in the step to which he is appointed longer than the time provided in PARAGRAPH 16.0. 16 0777s020684 16.7 An employee who is demoted shall be placed in the step of the lower salary schedule that will provide a reduction in pay of not less than 4 %. The employee shall be given a new anniversary date for purposes of merit pay increases in accordance with the provisions of PARAGRAPH 16.0. 16.8 An employee in a job class which is assigned to a differ- ent salary schedule as a result of a pay adjustment shall retain his same salary step status in the newly authorized salary schedule and shall retain the same anniversary date for purposes of merit pay increases. 16.9 When more than one personnel action involving changes in an employee's salary step status become effective on the same day, all such changes shall be in accordance with the provi- sions of the preceding sections of the Rule, and shall take place in the following order of precedence: (1) merit pay advancement or reduction in salary step; (2) adjustment to same salary step in newly authorized salary schedule; (3) promotion, demotion, or reclassification. ARTICLE 17 SALARY RELATIONSHIPS ANAHEIM and AMEA agree that wages for all classifications represented by AMEA shall be based on the salary relationships shown below: 17 0777s020684 ACCOUNTING CLERK Acquisitions Clerk Accounts Receivable Collections Representative Information Processing Clerk Senior Accounting Clerk Event Accounting Clerk Senior Event Account Clerk Payroll Clerk Cashier Box Office Cashier Senior Cashier INTERMEDIATE TYPIST CLERK Intake Interviewer Intermediate Typist Clerk - Intelligence Intermediate Clerk Meeting Room Clerk Recreation Personnel Clerk Senior Clerk Senior Clerk - Police Senior Typist Clerk Typist Clerk - Police Junior Typist Clerk Junior Clerk Clerk 1.00 x Accounting Clerk 1.107 x Accounting 1.107 x Accounting 1.107 x Accounting 1.00 x Accounting 1.107 x Event Acco 1.00 x Accounting 1.00 x Accounting 1.00 x Accounting 1.14 x Accounting Clerk Clerk Clerk Clerk unting Clerk Clerk Clerk Clerk Clerk 1.00 x Intermediate Typist Clerk 1.05 x Intermediate Typist Clerk 1.00 x Intermediate Typist Clerk 1.145 x Intermediate Typist Clerk 1.145 x Intermediate Typist Clerk 1.145 x Intermediate Typist Clerk 1.145 x Intermediate Typist Clerk 1.145 x Intermediate Typist Clerk 1.05 x Intermediate Typist Clerk .823 x Intermediate Typist Clerk .970 x Junior Typist Clerk 1.120 x Junior Typist Clerk 18 n777q0?0RRA * Library Clerk I * Library Clerk II * Library Clerk III Typist Clerk Telephone Operator Senior Telephone Operator Mail Clerk Data Entry Operator Junior Data Entry Operator Senior Data Entry Operator Data Control Specialist Senior Data Control Specialist Data Processing Clerk Tape Librarian Word Processing Operator I Word Processing Operator II Word Processing Trainer Documentation Clerk Word Processing Operator Trainee POLICE RECORDS CLERK Matron Cler STENOGRAPHER CLERK .970 x Junior Typist Clerk "C" = "E" x Library Clerk I " A " = " E " x Library Clerk II 1.12 x Junior Typist Clerk 1.135 x Junior Typist Clerk 1.075 x Telephone Operator .970 x Junior Typist Clerk 1.04 x Intermediate Typist Clerk .863 x Data Entry Operator 1.104 x Data Entry Operator 1.02 x Data Entry Operator 1.136 x Data Control Specialist .886 x Data Entry Operator 1.084 x Data Entry Operator 1.04 x Intermediate Typist Clerk 1.145 x Intermediate Typist Clerk 1.05 x Word Processing Operator II 1.145 x Intermediate Typist Clerk 1.00 x Intermediate Typist Clerk 1.055 x Police Records Clerk * Includes 1/2% pay in lieu of upgrade. ARTICLE 18 HOURS OF WORK AND PAY DAY 18.0 The average regular work week for employees in classifi- cations in Appendix A shall be forty (40) hours. 19 0777s020884 18.01 For all employees with an average regular work week of forty (40) hours, the monthly rate shall be the hourly rate times 2,080 divided by 12. 18.1 Regular salaries and compensation of employees shall be paid on a biweekly basis. 18.2 ANAHEIM agrees to pay annual sick leave payoff, by separate checks. 18.3 All holidays and vacation and sick leave shall be paid at the employees regular rate of pay. ARTICLE 19 TEMPORARY UPGRADE 19.0 Temporary upgrading shall be defined as the temporary assignment of an employee to work in a job class which is assigned to a salary schedule higher than his regular job class. 19.1 Employees temporarily upgraded to certain job classes shall be compensated at the lowest step in the higher salary schedule that will provide a premium of not less than 4.0% of the employee's regular hourly rate of pay for each hour worked in the higher job class during normal working hours if they are assigned to work in the higher job class for a minimum of (2) hours of each day. Employees temporarily upgraded to job 20 0777s020884 classes during other than normal working hours shall be compensated at the lowest step on the higher salary schedule that will provide an upgrade premium of not less than 4.0% of the employee's regular hourly rate of pay for all time worked in the higher job class. The " E " step in the higher salary schedule shall be the maximum upgrade premium when the " E " step of the higher salary schedule provides an upgrade premium of less than 4.0 %. Such job classes shall be designated in Appendix " A " by a "U" before schedule numbers. 19.11 Employees upgraded to the job classes listed below shall be paid in accordance with paragraph 19.1; provided however that a minimum of three complete work shifts or longer must be worked before payment will be made from the first day. Confidential Positions: Senior Secretary Secretary Planning Commission Secretary Senior Clerk Confidential Senior Typist Clerk Confidential Appendix " A " positions: Senior Typist Clerk Senior Clerk Recreation Personnel Clerk Acquisitions Clerk 21 0777s020884 Senior Data Control Specialist Senior Event Accounting Clerk Senior Cashier Senior Accounting Clerk Senior Clerk Personnel Senior Stock Clerk Senior Telephone Operator 19.2 Bargaining unit employees temporarily upgraded to a management class designated ith a "U" shall receive a 5.0% increase or the minimum rate of the management salary range whichiver is higher. All other upgrading rules as contained in paragraph 19.1 will be applicable. 19.3 Upgrade to a vacant position shall be limited to six months, except in cases of extended sick leave, industrial accident leave or leave without pay. ARTICLE 20 PAYROLL DEDUCTIONS 20.0 Deductions of authorized amounts may be made from employees' pay for the following purposes: 20.1 Withholding Tax; 20.2 Contributions to retirement benefits; 20.3 Contribution to survivors' benefits; 22 0777s020884 20.4 Payment of life insurance and accidental death and dismemberment insurance premium; 20.5 Payment of non - industrial disability insurance premium; 20.6 Payment of hospitalization and major medical insurance premium; 20.7 Payment to or savings in the Anaheim Area Credit Union; 20.8 Contributions to United Way; 20.9 Payment of membership dues to the Anaheim Municipal Employees' Association. 20.10 Purchase of United States Savings Bonds; and 20.11 Other purposes as may be authorized by the City Council. ARTICLE 21 GENERAL 21.0 It is hereby the declared personnel policy of ANAHEIM that: 21.01 Employment by ANAHEIM shall be based on merit and fitness, free of personal and political considera- tions. 23 0777s020884 21.02 Appointments, promotions, and other actions requiring the application of the merit principle shall be based on systematic tests and /or evalua- tions. 21.03 Positions having similar duties and responsi- bilities shall be classified and compensated on a uniform basis. 21.04 Tenure of employees shall be subject to good behavior, satisfactory work performance, necessity for the performance of work, and the availability of funds. 21.05 Any action concerning an employee's status of employment shall be processed on a Personnel Action Form. Such status shall become effective upon action by a management employee who has delegated responsibility for authorizing such action. All full -time employees shall receive a true copy of any personnel action taken concerning their status of employment. 21.1 Job Bulletins regarding classifications represented by the AMEA shall be sent to the AMEA during recruitment periods. 21.2 ANAHEIM shall be the sole judge of the testing, qualifi- cation and acceptance procedures of all applicants for employ- 24 0777s020884 ment and promotion and 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 an applicant because of AMEA or non -AMEA membership or because of race, color, creed, national origin, religion, sex, age or physical disability, except where age or lack of physical disability is a bona fide occupational qualification. ARTICLE 22 APPOINTMENTS AND PROMOTIONS 22.0 Appointments and promotions shall be based on merit and fitness to be ascertained so far as practicable by competitive examinations. Examinations shall be used and conducted to aid in the selection of qualified employees, and shall consist of recognized selection techniques which will, in the opinion of the Human Resources Director, test fairly the qualifications of candidates. 22.1 Minimum standards of employment for each job class shall be recommended by the Human Resources Director and approved by the City Manager. 22.2 Vacancies in positions above the entry level shall be filled by promotion whenever one or more qualified candidates are available, except when a qualified, work - disabled employee is placed in such position according to the Vocational Rehabil- itation Administration Regulation. Promotions shall be on a 25 0777s020884 competitive basis except when the Human Resources Director finds that the number of employees qualified for promotion is insufficient to justify competition. Appropriate consideration shall be given to promotional candidates' qualifications, record of performance, and seniority, in that order. 22.21 Advancement to a higher paid job class shall constitute a promotion. 22.3 Examinations for appointments and promotions shall be in such form as will fairly test the abilities and aptitudes of candidates for the duties to be performed, so that such appointments and promotions will be solely based on qualifi- cations without regard to race, color, creed, national origin, religious or political affiliation or belief, membership in or attitude toward any employee organization, sex, age, or physical disability, except where sex, age, or lack of physical disability is a bona fide occupation qualification. 22.4 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job class. At such times as a department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointments from that list shall normally follow rank order. 26 0777s020884 22.5 When an appointment is to be made to a vacancy, the Human Resources Director shall submit to the appropriate department head the names on the appropriate employment list. Appoint- ments to vacant positions shall be made by the appropriate department head, with the concurrence of the Human Resources Director. 22.51 The appropriate department head, with the con- currence of the Human Resources Director, may order names removed from an eligibility list for good and sufficient reasons. 22.6 In the absence of appropriate employment lists, a provisional appointment may be made by the appropriate department head (with the approval of the Human Resources Director) of a person meeting the minimum qualifications for the position. An eligibility list shall be established within six months for any regular, full -time position filled by provisional appointment. In the event that any provisional appointee fails to qualify on the eligibility list as estab- lished within six months of his provisional appointment, said provisional appointee shall have his employment terminated at the close of the first complete biweekly pay period following the establishing of the eligibility list. 22.7 Appointments to certain grant funded positions as desig- nated by the City Manager may be made without competitive 27 0777s020884 examinations and /or evaluations. Such appointments may be made by the appropriate department head (with the approval of the Human Resources Director and the City Manager). In the event that a grant funded appointee fails to complete competitive examinations and /or evaluations and is not appointed to a city funded position during his period or employment under the grant, said grant funded appointee shall be terminated from City employment. ARTICLE 23 EMPLOYMENT LISTS 23.0 Employment lists, in order of their priority, shall be re- employment lists and eligibility lists. 23.1 Re- employment lists shall contain the names of regular, full -time employees laid off in good standing for lack of funds or work. 23.11 Names on re- employment lists shall remain for a period not to exceed one (1) year. 23.2 Eligibility lists shall be created in accordance with the provisions of ARTICLE 22. 23.21 Eligibility lists may contain the names of one or more persons eligible for employment. 28 0777x020884 23.22 Open competitive eligibility lists shall remain in effect for a period of one year or until dep- leted. Eligibility lists containing less than three (3) names may be considered depleted. Eligibility lists may be extended by the Human Resources Director for a period not to exceed one (1) additional year. 23.23 Promotional eligibility lists shall remain in effect for a period of two years or until depleted. ARTICLE 24 PROBATION 24.0 Employees appointed from eligibility lists, reinstated employees and employees reassigned according to the Vocational Rehabilitation Administrative Regulation shall be subject to a period of probation. The regular period of Probation shall be thirteen (13) complete biweekly pay periods unless otherwise specified for certain designated job classes. 24.01 In the event an employee is assigned to light duty status or is absent from work due to a lengthy illness or injury during his probationary period, said employee's probationary status may be extended beyond the regular period of probation in the amount of one complete biweekly pay period for each complete biweekly pay period assigned to light duty status or lost due to such illness or injury. 29 0777s020884 24.02 Upon successful completion of a probationary period, an employee shall be granted regular status in the classification in which the probationary period is served.. 24.1 The work and conduct of probationary employees shall be subject to close scrutiny and evaluation, and, if found to be below standards satisfactory to the appointing authority, the appropriate department head may reject the probationer at any time during the probationary period. Such rejections shall not be subject to review or appeal unless such a rejection is alleged to be contrary to the provisions of any state or federal laws. 24.11 An employee rejected or laid off during the probationary period from a position to which he has been promoted or transferred shall be returned to the classification in which he has regular status unless the reasons for his failure to complete his probationary period would be cause for dismissal. 24.12 The appropriate department head shall request the Human Resources Department to prepare a Personnel Action Form to separate or return to a former classification any employee to be rejected during a probationary period. 30 0777s020884 24.2 An employee shall be retained beyond the end of the probationary period only if the appropriate department head affirms that the services of the employee have been found to be satisfactory. ARTICLE 25 OUTSIDE EMPLOYMENT 25.0 An employee may engage in employment other than his job with ANAHEIM, if his department head determines that such outside employment does not interfere with the performance of assigned duties and does not constitute a conflict of interest. ARTICLE 26 SERVICE AWARDS 26.0 Service awards, in the form of service pins or the equivalent, shall be presented to employees in classifications listed in Appendix " A " for: Five (5) years of service; Ten (10) years of service; Fifteen (15) years of service; Twenty (20) years of service; Twenty -five (25) years of service; Thirty (30) years of service; Thirty -five (35) years of service; Forty (40) years of service. Such a service award shall also be presented to any employee upon his retirement. 31 0777s020884 26.01 For purposes of this ARTICLE, the term "years of service ", shall be defined as continuous, full -time service. ARTICLE 27 TRAINING 27.0 The Human Resources Director shall encourage the improve- ment of service by providing employees with opportunities for training, including training for advancement and for general fitness for public service. 27.01 Reimbursement to employees for costs incurred for formalized training shall be in accordance with regulations established by the City Manager. ARTICLE 28 SUSPENSION, DEMOTION, AND DISMISSAL 28.0 The tenure of every employee shall be conditioned on good behavior and satisfactory work performance. Any employee may be suspended, demoted, or dismissed for good and sufficient cause.28.1 When in the judgment of the appropriate department head, an employee's work performance or conduct justifies disci- plinary action short of demotion or dismissal, the employee may be suspended without pay. Upon taking such action, the depart- ment head shall file with the employee and the Human Resources Director a written notification containing a statement of the substantial reasons for the action. No employee shall be suspended for more than thirty (30) calendar days at any one time, except as provided for in PARAGRAPH 28.21. 32 0777s020884 28.2 An employee may be demoted or dismissed upon recommenda- tion of a division head or other appropriate supervisor when- ever 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. 28.21 Suspension without pay pending further action shall be the status of dismissed employees appealing dismissal under provisions of ARTICLE 49, Grievance Procedure. Such suspension shall not exceed 90 calendar days. ARTICLE 29 LAYOFF AND RE- EMPLOYMENT 29.0 Layoff for lack of work or lack of funds shall be on the basis of an evaluation of qualifications, and seniority within the affected job class and the affected division or department. 29.01 An employee whose positions has been abolished due to lack of work or lack of funds shall be reas- signed by his department head to any position within his division or department in an equivalent or lower job class for which he meets the minimum requirements and has department seniority over 33 0777s020884 other employees in the job class. If the employee whose position has been abolished does not have department seniority over other employees in equivalent or lower classes, he may be reassigned by his department head to any vacant position within the department in an equivalent or lower job class, for which he meets the minimum require- ments. Employees so reassigned shall be placed in the salary step of the appropriate salary schedule closet to their rate of pay. Employees so reas- signed shall be reinstated to their former job class and salary step status when positions in their former job class (within their division or department) become vacant. Such reinstatement shall be on the basis of department seniority. 29.02 Whenever an employee whose position has been abolished cannot be reassigned to a vacant position within his division or department, he shall be reassigned by the City Manager to any vacant position in any other division or depart- ment in his job class or in an equivalent or lower job class for which he meets the minimum qualifications for employment. If an employee is reassigned to a vacant position within his job class in any other division or department, he shall retain his rate of pay. If an employee is reassigned to a vacant position in an equivalent or lower job class in any other division or 34 0777s020884 department, he may be placed in any salary step of the appropriate salary schedule that does not provide an increase in salary. Employees reas- signed to vacant positions in an equivalent or lower job class in any other division or depart- ment shall be reinstated to their former job class and salary step status when positions in their former job class (within their former division or department) become vacant. Such reinstatement shall be on the basis of department seniority. 29.01 Whenever an employee whose position has been abolished is not reassigned to any vacant position, he shall be placed on the re- employment list for his job class. Persons on the re- employment list shall be re- employed with their former salary step status when positions in their job class (within the division or department from which they were laid off) become vacant. Re- employment shall be on the basis of depart- ment seniority. 29.2 Whenever an employee is reassigned to a vacant position in the same class, an equivalent class, or lower class as herein provided, he shall retain the same anniversary date for purposes of merit pay increases. 29.3 Whenever an employee is reinstated to a vacant position in his former job class, or re- employed as herein provided, he shall be given a new anniversary date for purposes of merit pay increases in accordance with the provisions of ARTICLE 16. 35 0777s020884 29.4 An employee reinstated from the re- employment list shall be considered to have continuous service and may be credited with the amount of accumulated sick leave he had accrued at the time of layoff if he elects to remit to ANAHEIM any payment received under the provisions of ARTICLE 39, SICK LEAVE. 29.5 ANAHEIM and the AMEA agree that ANAHEIM will notify the AMEA of layoffs which affects employees represented by the AMEA. 31.6 The provisions of this ARTICLE shall only apply to regular full time employees in the classified service. Employees appointed to certain grant- funded positions as designated by the City Manager under ARTICLE 22.7, and newly hired probationary employees shall be excluded from the provi- sions of this ARTICLE. ARTICLE 30 TRANSFER 30.0 A change of an e division to another or considered a transfer. employment to a vacant salary schedule as his transfer. mployee's place of employment from one from one department to another shall be A change of an employee's place of position in a job class on the same own job class shall also be considered a 30.01 A transfer from one division to another or from one department to another shall require the approval of the head of the division or department 36 0777s020884 to which the employee is transferring and the Human Resources Director. Such a transfer shall be initiated by request of the employee to the Human Resources Director. 30.02 A transferred employee shall retain his rate of pay and his anniversary date for purposes of merit pay increases. 30.03 In order to be transferred to a job class with minimum standards of employment substantially different from those of his own job class, an employee shall be required to demonstrate his eligibility for employment in accordance with the provisions of ARTICLE 22 and shall serve a new probationary period in accordance with the provi- sions of ARTICLE 24. 30.1 Transfers for the betterment of employees and the best interests of ANAHEIM shall be encouraged all echelons of management. ARTICLE 31 REINSTATEMENT 31.0 An employee who terminates his employment in good standing may be reinstated to a vacant position in his former job class within three years of his termination date without requalifying for employment by competitive processes. 37 0777s020884 31.01 An employee reinstated within thirty days of his termination date shall be considered to have continuous service and shall be credited with the amount of accumulated sick leave he had at the time of termination. He shall be placed in his former salary step and shall retain his anniver- sary date for purposes of merit pay increases. If his anniversary date has occurred during the period of his absence, his new anniversary date shall be the first day of the next biweekly pay period following reinstatement. 31.02 An employee reinstated after thirty days of his termination date may be considered to have broken service for purposes of salary step status, and shall be considered to have broken service for all other employee benefits. 31.1 An employee may be reinstated under the provisions of the Vocational Rehabilitation Administrative Regulation to any vacant position for which he /she meets the minimum qualifica- tions. 31.2 The provisions of this ARTICLE shall apply to regular, full -time employees. 38 0777s020884 ARTICLE 32 VOLUNTARY DEMOTION 32.0 If an employee takes a voluntary demotion as a result of a downward reclassification of his position, his salary step status shall be in accordance with the provisions of ARTICLE 16.4. 32.1 Voluntary demotions as a result of impending layoff shall be in accordance with the provisions of ARTICLE 29. 32.2 An employee may request a voluntary demotion for any reason. Such a voluntary demotion shall require the approval of the department head under whom the employee will serve and the Human Resources Director. An employee taking such a voluntary demotion may be placed in any salary step of the appropriate salary schedule that does not provide an increase in salary. He shall be given a new anniversary date for purposes of merit pay increases in accordance with provisions of PARAGRAPH 16.0. 32.21 Voluntary demotions in accordance with the Vocational Rehabilitation Administration Regulation shall be in accordance with the provisions of PARAGRAPH 32.2. 32.3 An employee who has taken a voluntary demotion to a lower job class may be reinstated to a vacant position in his former job class within three years of the effective date of the 39 0777s020884 voluntary demotion without requalifying by competitive processes. 32.31 An employee reinstated to his former job class form a voluntary demotion shall retain his rate of pay. If his rate of pay is not included in the salary schedule of his former job class, he shall be placed in the salary step of that salary schedule which is closest to his rate of pay. He shall retain his anniversary date for purposes of merit pay increases; however, if he is placed in the "A" or " E " step of the salary schedule, he shall be eligible for a merit pay increase after thirteen complete biweekly pay periods or his regular anniversary date, whichever is sooner. ARTICLE 33 BEREAVEMENT LEAVE 33.0 In the event a death occurs in the immediate family of a full -time employee, the employee shall be granted bereavement leave with pay for up to a maximum of twenty -four (24) working hours. "Immediate family" shall be defined as any relative by blood or marriage who is a member of the employee's household, under the same roof, and any parent, foster parent, step -- parent, spouse, child, brother, or sister of the employee, or any parent, foster parent or step - parent of the employee's spouse, regardless of residence. 40 0777s020884 33.01 In the event a death occurs among other family members of an employee, the employee shall be granted bereavement leave with pay for up to a maximum of eight (8) working hours. Other family members shall be defined as grandparent, not under the same roof of the employee; and any grand- parent, child, brother, or sister of the employee's spouse, regardless of residence. 33.02 Bereavement leave may be used only at the time a death occurs, or to make burial arrangements and /or to attend funeral or memorial services. ARTICLE 34 HOLIDAYS 34.0 The following days shall be recognized as holidays, and regular full -time employees shall have these holidays off with pay: January 1st, New Year's Day Third Monday in February, Washington's Birthday Last Monday in May, Memorial Day July 4th, Independence Day First Monday in September, Labor Day November 11, Veteran's Day Fourth Thursday in November, Thanksgiving Day Friday after Thanksgiving December 25th, Christmas Day Every day designated by the City Council for a public feast, thanksgiving or holiday. 41 0777s020884 34.1 In the event that any of the above holidays fall on an employee's scheduled day off, said employee shall observe the preceding work day or the following work day as scheduled by the department head to provide maximum regular service to the public. 34.2 Employees may be required to work on any of the above holidays or days observed in lieu of those holidays. Any employee required to work on any of the above holidays or days observed in lieu of those holidays shall receive additional compensation equivalent to one and one -half times his regular rate of pay.34.3 In the event that any of the recognized City holidays falls on weekends all field employees shall observe the same day. 34.4 In order to be eligible for holiday pay, an employee must be either at work or on paid leave of absence on the regularly scheduled work day immediately preceding the holiday or day observed in lieu of the holiday and the regularly scheduled work day immediately following the holiday or day observed in lieu of the holiday. No employee who is on suspension or unpaid leave of absence on either the regularly scheduled work day immediately preceding or immediately following the holiday or day observed in lieu of the holiday shall receive compen- sation for said holiday or day observed in lieu of the holiday. 34.5 The following days shall be recognized as flexible holidays; and regular, full -time employees shall accrue 42 0777s020884 additional paid vacation in accordance with ARTICLE 40 in lieu of having the following holidays off with pay: February 12, Lincoln's Birthday Good Friday September 9, Admission Day Employee's Birthday ARTICLE 35 INDUSTRIAL ACCIDENT LEAVE 35.0 In the event that any full -time employee is absent from work as a result of any injury or disease which comes under the State of California Worker's Compensation Insurance and Safety Act, such absence shall be considered to be Industrial Accident Leave. 35.1 Any employee on Industrial Accident Leave shall receive compensation from ANAHEIM in an amount equal to the difference between temporary disability payments mandated by the State of California Worker's Compensation Insurance and Safety Act and 80% of his /her regular basic rate of pay. 35.11 In the event that an employee who has received or is receiving Industrial Accident Leave benefits files a civil legal action against a third party for allegedly causing or contributing to the cause of the injury which resulted in the absence from work, the employee is required to inform the Risk 43 0777s020884 Management Center of the filing of such legal action. 35.2 Industrial Accident Leave shall begin on the first day of such absence as defined in PARAGRAPH 35.0. 35.21 Industrial Accident Leave shall continue during all absences due to a single injury, but not to exceed one year of accumulated absence. 35.22 Industrial Accident Leave benefits provided by this ARTICLE shall apply to each injury or disease as defined in PARAGRAPH 35.0. 35.23 The effective date of a permanent disability rating as awarded by the Worker's Compensation Appeals Board ends eligibility for industrial accident leave for that particular injury or disease. 35.24 A written statement from the treating physician that the employee's condition is permanent and stationary or separation from ANAHEIM service ends eligibility for Industrial Accident Leave for that particular injury or disease. 35.25 Industrial Accident Leave for absence due to injury or disease as defined in this ARTICLE shall 44 0777s020884 be granted to employees only upon presentation of a physician's certificate of treatment. 35.3 No employee shall have accrued sick leave deducted while on Industrial Accident Leave. Vacation and sick leave shall continue to accrue for any employee on Industrial Accident Leave in accordance with the provisions of ARTICLE 39 and ARTICLE 40. ARTICLE 36 JURY DUTY AND COURT APPEARANCES 36.0 In the event any full -time employee is duly summoned to any court for the purpose of performing jury duty, he shall receive his regular compensation for any regularly scheduled working hours spent in actual performance of such service. 36.01 Whenever an employee is duly summoned to appear as a witness, except where the employee is a litigant or a defendant in a criminal case or any action brought about as a result of his own misconduct, he shall receive his regular compensation for any regularly scheduled working hours spent in actual performance of such service. 36.02 Employees receiving witness fees shall remit such fees to the Collection Officer in order to be considered at work for payroll purposes during time spent as such witnesses. 45 0777s020884 ARTICLE 37 LEAVE WITHOUT PAY 37.0 Any employee who is absent from work and who is not on leave with pay shall be considered to be on leave without pay. 37.01 An employee on leave without pay shall receive no compensation and shall accumulate no vacation or sick leave while on such leave. 37.02 An employee who has need to be absent from work and who is not eligible for leave with pay may request to be placed on leave without pay. Leave without pay for a period not to exceed (40) working hours may be granted by the employee's division head. Leave without pay in excess of (40) hours shall require the approval of the employee's department head. 37.03 In the event that leave without pay is granted an employee for reasons of illness or physical incapacity due to illness or injury, ANAHEIM shall continue to pay for any hospitalization and major medical insurance previously paid for by ANAHEIM for a maximum of six (6) complete months. 37.04 An employee may be granted leave without pay not to exceed six (6) months. 46 0777s020884 37.05 An employee returning to work from leave without pay shall be placed in the same salary step he was in prior to such leave. If such leave was in excess of two complete biweekly pay periods, the employee's anniversary date for purposes of merit pay increases shall be changed to conform with the provisions of ARTICLE 16.1 provided that he returns to a position in a lower job class, his salary step status shall be determined in accor- dance with the provisions of ARTICLE 32. ARTICLE 38 MILITARY LEAVE 38.0 ANAHEIM'S policy relating to military leave and compensa- tion therefore, shall be in accordance with the provisions of the Military and Veterans Code of the State of California, and with all Federal provisions (Public Law 93 -508). ARTICLE 39 SICK LEAVE 39.0 Employees shall accrue annual Sick Leave with pay in accordance with the following provisions: 39.01 Regular, full -time employees with an average regular work week of forty (40) hours shall accrue paid sick leave at the rate of three (3) hours for each complete biweekly pay period. 47 0777s020884 39.02 Paid sick leave shall continue to accrue in accordance with the above provisions during any period of leave with pay. 39.03 An employee requesting sick leave for an absence from work as a result of any injury or disease which comes under the State of California Worker's Compensation Insurance and Safety Act after eligibility for Industrial Accident Leave has ended shall receive maximum compensation from ANAHEIM in an amount equal to the difference between temporary disability payments mandated by the State of California Worker's Compensation Insurance and Safety Act and his regular basic rate of pay. 39.1 Each employee shall have one (1) hour deducted from his accrued sick leave time for each hour of sick leave taken. The minimum amount of Sick Leave that may be taken at any given time shall be one hour. 39.2 Sick leave that is accrued, but not taken, shall be accumulated. 39.21 Regular, full -time employees with an average regular work week of forty (40) hours shall be paid at their regular hourly rate of pay for all hours accumulated beyond one hundred seventy -five 48 0777s020884 (175) in each calendar year. Payment shall be made in January of each year, or upon the employee's termination of employment for any reason. A maximum of one hundred seventy -five (175) hours shall carry over from year to year. 39.3 An employee who has completed six (6) months as a regular full -time employee and is continuously and totally disabled for more than one (1) calendar month, shall receive a short term disability leave benefit of net sixty percent (60a) of his /her base rate of pay, after withholding taxes, and less deductible benefits. Such disability benefit shall continue during total disability up to a maximum of six months from date of disability. 39.31 Deductible benefits include salary or other compensation paid by any employer; Worker's Compensation Act or similar law including benefits for partial or total disability, whether permanent or temporary if benefits being received are for the current disabling condition; a pension plan toward which ANAHEIM contributed. 39.32 Total disability means an employee's complete inability to engage in his /her regular occupation. 39.33 Benefits are not payable unless the employee is regularly seen and treated by a licensed physician 49 0777s020884 or medical practitioner who certifies to the continuing disability. 39.4 In the event that any paid holiday occurs during a period when any employee is on paid sick leave, the holiday shall not be charged against the employee's accrued sick leave. The only sick leave hours that shall be charged against any employee's accrued sick leave shall be those hours that the employee is regularly scheduled to work. 39.5 An employee eligible for paid sick leave shall be granted such leave for the following reasons: 39.51 Illness of the employee or physical incapacity of the employee due to illness or injury. 39.52 Enforced quarantine of the employee in accordance with community health regulations. 39.53 Medical and dental appointments during work hours. Use of sick leave for scheduled medical and dental appointments shall require prior approval of the employee's supervisor and will be granted in accordance with the best interest of the City of ANAHEIM and the employee's department or division. 39.54 Temporary disabilities caused by pregnancy and childbirth. 50 0777s020884 39.55 Up to twenty -four (24) hours of sick leave per calendar year shall be granted for illness of the employee's immediate family. 39.6 An employee who cannot perform his assigned duties due to illness or physical incapacity shall inform his immediate supervisor of the fact and the reason therefore as soon as possible. Failure to do so within a reasonable time may be cause of denial of sick leave with pay. 39.7 In the event that an employee is absent on sick leave in excess of twenty -four (24) consecutive working hours, the employee's department head or division head may require that the employee submit to him a written statement by a physician licensed by the State of California certifying that the employee's condition prevented him from performing the duties of his position. Failure on the part of the employee to comply with such a requirement may be considered for disciplinary action. 39.8 In the event that an employee becomes ill during working hours and is placed on paid sick leave prior to the close of the work day, such paid sick leave shall be calculated to the nearest hour. 39.9 Effective December 19, 1980 accrued Sick Leave hours shall be entered in a new Sick Leave plan and regular full -time employees with an average regular work week of forty (40) hours 51 0777s020884 who were employees as of that date, shall have up to one hundred seventy -five (175) hours transferred to the usable Sick Leave account. The remainder (over 175 hours) shall be cred- ited as follows: seventy -five percent (75 %) to be reported as service credit at retirement; twenty -five percent (25 %) converted to cash value at the employee's current (December 19.1980) regular hourly rate of pay and paid with interest at retirement, layoff or to his /her beneficiary, as designated by Public Employee's Retirement System records if the employee dies while employed. 39.91 Employees who retire in calendar year 1984 or thereafter shall receive service credit for all hours up to one hundred seventy -five. 39.10 If two or more periods of total disability occur during a specific six -month elimination period for the insured LTD plan, all such periods shall be considered as one period of contin- uous total disability under the following conditions: 39.101 All periods of total disability must be due to the same cause or causes; and 39.102 All recurring periods of total disability that qualify as one period of continuous total disa- bility for the insured LTD plan, shall qualify as one period of continuous total disability for the ANAHEIM Disability Plan and shall not require a 52 0777s020884 new one -month waiting period before ANAHEIM Disability'Benefits will be paid; and 39.103 Commencement of the benefit period for the insured LTD plan shall automatically terminate benefits from the ANAHEIM Disability Plan. ARTICLE 40 VACATION 40.0 Regular, full -time employees with an average work week of forty (40) hours shall receive annual vacation with pay in accordance with the following provisions which include vacation earned at the rate of one (1) hour for each complete biweekly pay period, in lieu of the designated flexible holidays out- lined in ARTICLE 34. 40.01 For the first four years of continuous, full -time service such employees shall accrue paid vacation at the rate of four (4) hours for each complete biweekly pay period plus two (2) hours of paid vacation at the close of the final complete biweekly pay period of each fiscal year (106 hours or 13.25 working days per year). 40.02 Upon completion of four years of continuous, full -time service, such employees shall accrue paid vacation at the rate of five (5) hours for each complete biweekly pay period (130 hours or 16.25 working days per year). 53 0777s020884 40.03 Upon completion of eight years of continuous, full -time service, such employees shall accrue paid vacation at the rate of six (6) hours for each complete biweekly pay period (156 hours or 19.5 working days per year). 40.04 Upon completion of fourteen years of continuous, full -time service such employees shall accrue paid vacation at the rate of seven (7) hours for each complete biweekly pay period (182 hours or 22.75 working days per year). 40.05 Upon completion of nineteen years of continuous, full -time service, such employees shall accrue paid vacation at the rate of eight (8) hours for each complete biweekly pay period (208 hours or 26 working days per year). 40.1 Paid vacations shall continue to accrue in accordance with the above provisions during any period of leave with pay. All vacations shall be scheduled and taken in accordance with the best interests of ANAHEIM and the department or division in which the employee is employed. The maximum amount of vacation that may be taken at any given time shall be that amount that has accrued to the employee concerned. The minimum amount of vacation that may be taken at any given time shall be one (1) hour. 54 0777s020884 40.2 An employee shall be eligible to take any accrued vaca- tion upon completion of thirteen (13) complete biweekly pay periods of service. 40.3 Each employee shall have one (1) hour deducted from his accrued vacation time for each hour of vacation taken. Vaca- tion which is accrued, but not taken, shall be accumulated. 40.4 Maximum vacation accumulations for employees with an average regular work week of forty (40) hours shall be as follows: 40.41 For employees accruing vacation at the rate of one hundred six (106) hours for every twenty -six (26) complete biweekly pay periods, the maximum amount of vacation that may be accumulated shall be one hundred ninety (190) hours. 40.42 For employees accruing vacation at the rate of one hundred thirty (130) hours for every twenty -six (26) complete biweekly pay periods, the maximum amount of vacation that may be accumulated shall be two hundred forty (240) hours. 40.43 For employees accruing vacation at the rate of one hundred fifty -six (156) hours for every twenty -six (26) complete biweekly pay periods, the maximum amount of vacation that may be accumulated shall be two hundred ninety (290) hours. 55 0777s020884 40.44 For employees accruing vacation at the rate of one hundred eighty -two (182) hours for every twenty -six (26) complete biweekly pay periods, the maximum amount of vacation that may be accumulated shall be three hundred forty (340) hours. 40.45 For employees accruing vacation at the rate of two hundred eight (208) hours for every twenty -six (26) complete biweekly pay periods, the maximum amount of vacation that may be accumulated shall be three hundred ninety (390) hours. 40.5 Upon termination, an employee shall be compensated in cash at his current rate of pay for any vacation accrued but not taken, provided that he has successfully completed his probationary period. 40.6 In the event that any recognized holiday occurs during any employee's vacation, the holiday shall not be charged against the employee's accrued vacation. The only vacation hours that shall be charged against any employee's accrued vacation shall be those hours that the employee is regularly scheduled to work. ARTICLE 41 GENERAL OVERTIME 41.0 A full -time employee who performs authorized work in excess of his normal work period, regular work week, work day 56 0777s020884 or shift shall be compensated for such work at the rate of one and one -half times his regular hourly rate of pay. 41.01 Overtime shall be calculated to the nearest one - quarter hour of overtime worked, except any overtime of less than one -half (1/2) hour direction shall be calculated to the nearest one -half (1/2) hour. 41.02 All overtime must be authorized by the appropriate division head. 41.1 Certain job classes in the classified service shall be exempt from the above overtime provisions upon the recommenda- tion of the Human Resources Director and the approval of the City Council. These job classes shall be designated in the resolution establishing rates for job classes by an "X" before schedule numbers. Compensatory time off (at the rate of straight time) for overtime worked by employees in these job classes may be authorized and administered by the appropriate department head. 41.2 When employees perform overtime work as Registered Disaster Service Workers at the time of a declared disaster under the City of Anaheim Disaster Plan, they shall be paid at the rate of one and one -half times their regular rate of pay for each hour worked between the hours of 12:00 Midnight and 8:00 a.m. 57 0777s020884 41.3 Notwithstanding the above overtime provisions, there shall be no compensation for the time spent in attending meetings of any kind which are for the purpose of education or training. ARTICLE 42 BI- LINGUAL PAY 42.0 Employees required to speak, read and /or write in Spanish as well as English as part of the regular duties of their position will be compensated at the rate of eleven dollars and fifty -four cents ($11.54) per pay period in addition to their regular pay. 42.01 The appropriate department head shall designate which positions shall be assigned bilingual duties. 42.02 The Human Resources Director shall conduct a test of competency for employees whose positions have been assigned bilingual duties to certify these employees 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. 42.03 Bilingual pay eligibility shall continue in accordance with the above provisions during any period of leave with pay. 58 0777s020884 ARTICLE 43 CALL -OUT 43.0 Call out compensation shall be in accordance with the following provisions: 43.01 All emergency call -out time shall be calculated to the nearest one - quarter (1/4) hour of time worked. 43.02 When an employee is called out for emergency work, he shall be paid at the rate of one and one -half times his regular rate of pay for such emergency work. 43.1 A minimum of two (2) hours (including travel time) of pay at the rate of one and one -half times the employee's regular rate of pay shall be guaranteed for each emergency call -out. 43.2 Forty -five minutes time shall be added to the time worked to compensate the employee for travel time incurred for each emergency call -out. 43.3 A minimum of two (2) hours pay at the rate of one and one -half times the employee's regular rate of pay shall be guaranteed for planned overtime, except when such overtime occurs immediately before or after a regular work period. 59 0777s020884 ARTICLE 44 SHIFT DIFFERENTIALS 44.0 All eight -hour periods, regularly scheduled to begin at 3:00 p.m., or thereafter, but before 3:00 a.m. shall be desig- nated as night shift, provided however that ANAHEIM employees in classifications set forth in Appendix " A " who work the 2:30 p.m. to 11:00 p.m. shift at Anaheim Police Department will also be designated as being on the night shift. 44.01 A premium of 5.0% of the employee's regular hourly rate of pay shall be paid for work performed in the night shift. 44.02 A premium of 5.0% of the employee's regular hourly rate of pay shall be paid for each hour worked in his regular rate of pay between 3:00 a.m. and 6:00 a.m. 44.03 When a shift premium is applicable to time worked at the overtime rate of pay, the overtime rate shall be applied to the applicable shift premium. 44.031 When an employee is required to work continuously without a break beyond the end of his night shift, the overtime rate shall be applied to the applicable shift premium. 60 0777s020884 44.04 Shift premium shall be payable only for hours actually worked and shall not be paid for non -work time, such as vacations, holidays, sick leave, etc. ARTICLE 45 SHORT SHIFT CHANGE 45.0 Short shift changes as defined herein shall be compen- sated at the rate of one and one -half the employee's regular rate of pay. 45.01 The first work day on a new schedule after trans- fer from one schedule of working days to another without notification of such transfer at least twenty -four (24) hours in advance of the starting time of the new schedule. 45.02 The first shift after transfer from one eight (8) hour working shift to another without notification of such transfer at least twenty -four (24) hours in advance of the starting time of the new shift. 45.03 Whenever required to transfer from one schedule of working days to another with but eight (8) hours off between shifts more than once in a work week. 45.04 No overtime compensation shall be paid for any hours worked on a second shift in any twenty -four (24) hour period, which hours are worked as a 61 0777s020884 result of the regular shift rotation or which hours are worked as a result of shift changes or changes in days off mutually agreed upon by employees for their convenience. Any changes in days off must be in the same work week. ARTICLE 46 STAND BY 46.0 An employee assigned to standby duty for purposes of being on call to handle emergency situations arising at times other than during normal working hours shall be guaranteed two (2) hours of pay at his regular hourly rate of pay for each calendar day of such standby duty. ARTICLE 47 TRAVEL AND MILEAGE EXPENSE 47.0 Travel expense allowance for employees while on City business shall be provided in accordance with regulations established by the City Manager and /or the City Council. 47.1 ANAHEIM'S Mileage Reimbursement rate will be adjusted quarterly upward or downward in accordance with change in the Private Transportation Index* (All Urban Consumers) for the Los Angeles /Long Beach /Anaheim area as computed by the U. S. Department of Labor, Bureau of Labor Statistics as follows: 62 0777s020884 Mileage Index Reimbursement Rate 278.1 21¢ up to 100 miles 18¢ over 100 miles * 1967 = 100 305.9 230 up to 100 miles 20¢ over 100 miles 336.5 25¢ up to 100 miles 22¢ over 100 miles 370.2 27¢ up to 100 miles 24¢ over 100 miles 407.2 29¢ up to 100 miles 260 over 100 miles 47.2 Any increase or decrease for a quarter shall be computed in the month following each respective quarter and shall be effective the first day of the second month following the end of each respective quarter. 63 0777s020884 ARTICLE 48 MEAL ALLOWANCES 48.0 The City shall provide an employee adequate meals under the following conditions. 48.01 An employee shall be provided with two adequate meals if he is called out on emergency overtime work one (1) hour before a scheduled work day. If a meal has been earned under another section of this rule within two (2) hours,of the scheduled work day, only one meal shall be provided under this section. 48.02 An employee will be provided one meal if he is called back to emergency overtime work within one and one -half (1 -1/2) hours after normal quitting time and works beyond two and one -half (2 -1/2) hours after normal quitting time. 48.03 An employee shall be provided an adequate meal if he works two (2) hours overtime beyond the normal quitting time. 48.04 An employee shall receive one meal if he is scheduled to work overtime two (2) hours before a regular day. 64 0777s020884 48.05 An employee shall be provided an adequate meal at four (4) hour intervals during the performance of emergency overtime work. 48.06 Meal time shall be compensated at the appropriate overtime rate and shall normally be limited to one -half (1/2) hour with a maximum of forty -five minutes paid meal time. 48.07 An employee may at his request, be compensated for meals at the rate of one -half (1/2) hour of overtime pay per meal. ARTICLE 49 GRIEVANCE GENERAL 49.0 Any alleged violation of the terms and conditions of this agreement or any alleged improper treatment of an employee, or any alleged violation of commonly accepted safety practices and procedures shall be considered to be a matter subject to review through the grievance procedure and settled in accordance with the provisions of this article. 49.1 The staff officials of ANAHEIM will not recommend any revision or modification to the grievance procedure without first discussing such recommendations with the AMEA. 49.2 Any violation of this Memorandum as alleged by ANAHEIM shall be resolved between authorized representatives of ANAHEIM 65 0777s020884 and the AMEA. In the event that the parties cannot resolve the dispute, the dispute shall, upon the request of either party, be referred to the arbitrator for a final and binding decision. 49.3 All expenses of any arbitration shall be borne equally by ANAHEIM and the AMEA. 49.4 Employee grievances shall be handled in the following manner: 49.41 First Step. An attempt shall be made to adjust all grievances on an informal basis between the employee and /or his designated representative and a supervisor in the employee's chain of command, up to and including his division head, within five (5) working days after the occurrence of the incident involved in the grievance. The division head shall deliver his answer within five (5) working days after submission of the grievance to him. 49.42 Second Step. If the grievance is not satis- factorily adjusted in the First Step, it shall be submitted in writing to the employee's department head within five (5) working days after the division head's answer is received by the employee and /or his designated representative. The department head shall meet with the employee 66 0777s020884 and /or his designated representative within ten (10) working days after submission of the grievance to him. The department head shall review the grievance and may affirm, reverse, or modify as he deems appropriate, the disposition made at the First Step and shall deliver his answer to the employee and /or his designated representative within five (5) working days after said meeting. 49.43 Third Step. If the grievance is not satis- factorily adjusted in the Second Step, it shall be submitted to an impartial arbitrator for a final and binding decision. or, if the City Manager and the employee and /or his designated representative agree, it shall be submitted to the City Manager for a final and binding decision. Such submission must occur within thirty (30) days after the department head's answer is received. 49.5 If submitted to the City Manager, the City Manager or his assistant shall meet with the employee and /or his designated representative within ten (10) working days after submission of the grievance to him. The City Manager or his assistant may affirm, reverse, or modify as he deems appropriate, the dis- position made at the Second Step. 67 0777s020884 49.6 The City Manager or his assistant shall deliver his decision to the employee and /or his designated representative within five (5) working days after said meeting, and such decision shall be final and binding on both parties. 49.7 In order to request arbitration, either party shall serve written notice to the other party specifying the grievance to be submitted. The parties shall thereafter attempt to resolve the issue and select the arbitrator. If such written notifica- tion and selection of the arbitrator is not completed within thirty (30) days after the department head's answer is received by the employee and /or his designated representative, then either party may take action to compel arbitration. Failure to take action to compel arbitration within thirty (30) days will conclusively be deemed abandonment of the right to compel arbitration. 49.8 The arbitrator's decision shall be final and binding on both parties, it being agreed that the arbitrator shall have no powers to add to or subtract from nor to modify any of the terms of any memorandum of understanding between the parties and that the arbitrator's award shall be consistent with and controlled by this agreement, Ordinances and Charter of the City of Anaheim, and the laws and Constitution of the State of California. 49.9 The arbitrator will be requested by the parties to render his decision in writing as quickly as possible but in no event 68 0777s020884 later than thirty (30) days after the conclusion of the hearings, unless the parties agree otherwise. 49.91 Any grievance not presented and /or carried forward by the employee and /or his designated representative within the time limits specified in this ARTICLE shall be deemed null and void, provided, however, the employee and /or his designated representative and the ANAHEIM representative may agree to continue said time limits. 49.10 Any adoption, deletion, or revision of ANAHEIM policy as may be suggested or recommended by any employee or employee organization shall not be considered to be a matter subject to review through the grievance procedure. 49.11 An employee who has been suspended, demoted, or dismissed may be reinstated to his position as a result of a successful appeal through the grievance procedure. In the event of such reinstatement, the employee shall be returned to his former status of employment, including reinstatement of seniority and accrued fringe benefits. In such cases, the City Manager may order the payment of back pay to a reinstated employee in any amount up to payment for the full period of time involved. In implementing an arbitrator's award, the City Manager shall order the payment of back pay to a reinstated employee in the 69 0777s020884 amount provided in the arbitrator's award. It shall be con- clusively presumed that there is no award of back pay to a reinstated employee unless specifically set forth in the written order of the City Manager. Any earnings of the reinstated employee from other employment during his period of suspension shall be deducted from the amount of back pay ordered by the City Manager. ARTICLE 50 GRIEVANCE PROCEDURE REPRESENTATION 50.0 Employees shall have the right to be represented in grievance matters in the following manner: 50.01 Employees shall have the right to represent themselves individually in grievance matters. 50.02 Employees may designate a representative to represent them in grievance matters. 50.03 No supervisor shall be represented in grievance matters by an employee whom he may supervise. 50.04 No employee shall be represented in grievance matters by a supervisor for whom he may work. 70 0777s020884 ARTICLE 51 INSURANCE 51.0 Active Employees 51.01 Health Insurance 51.011 ANAHEIM agrees to sponsor the following Medical Plans. (a) City Medical Plan (b) Kaiser Foundation Health Plan (c) Family Health Plan (d) INA Plan (e) General Medical Centers Health Plan 51.012 Anaheim and Employee Contributions 51.0121 Anaheim Contributions 51.01211 For all H.M.O. plans sponsored by Anaheim, Anaheim will pay a monthly amount equal to 100% of the Kaiser monthly rate. Such payment will continue for the calendar years 1984 and 1985. 71 0777x020884 51.01212 For the self funded City Medical Plan, Anaheim will during the calendar years 1984, 1985 and 1986, pay a monthly amount equal to the following: Single $114.36 Two Party $191.96 Family $258.51 51.01213 For the various dental plans, Anaheim will during the calendar years, 1984 and 1985 pay an amount equal to 100% of the monthly Safeguard rate. 51.0122 Employee Contributions 51.01221 Employees who select an H.M.O. other than Kaiser shall be required to contribute an amount equal to 100% of the excess amount over the Kaiser monthly rate. 51.01222 Employees who select a dental plan other tha Safeguard will be required to contribute an amount equal to 100% of the excess amount over the Safeguard monthly rate. 72 0777s020884 51.01223 For the self funded City Medical Plan, employees during the calendar year 1984 will be required to contribute a monthly amount as follows: Single $ 0 Two Party $ 10 Family $ 15 51.01224 For the self funded City Medical Plan the the Safeguard Dental Plan, during the calendar year 1985, employees will be required to contribute an amount equal to any increase in Anaheim's cost for those plans in this year, but in no event shall the employee's contribution exceed the following: Single $10 Two Party $25 Family $35 51.013 The City Medical Plan shall be described in a booklet which shall become a part of this memorandum by reference. The booklet in addition to administrative provisions will include the following benefits as 73 0777s020884 agreed to by the parties. The provisions of the City Medical Plan shall become effective February 1, 1984. A Comprehensive Plan - will include charges for hospital, physicians, drugs, and all other medical care subject to one (1) deductible and one (1) coinsurance amount. Deductible - $200 per person per calendar year, maximum of two (2) deductibles per family, deductible applied to charges incurred in a calendar year. Coinsurance - 80% of first $5,000 of eligible charges, 100% of eligible charges over $5,000 for the remainder of the calendar year. Maximum Lifetime Benefits - $1,000,000 per person. Supplemental Accident Benefit - 1000 of first $1,000 (no deductible), charges over $1,000 assumed under general plan provi- sions subject to deductible. Medical care must be received within 72 hours of accident. 74 0777s020884 Vision Care - Benefits of Vision Service Plan. Outpatient Mental Health - Benefits of California Psychological Health Plan; Visits #1 -5 @ 100 %; visits 6 -10 @ 85 %; visits 11 -15 @ 70 %; balance @ 50 %. Alcohol /Drug Abuse Care - Two (2) treatment cycles per patient in any ten year period. Mandatory Second Opinion for Elective Surgery - will require confirming second opinion for full plan benefits for all elective surgery. Non - compliance reduces benefits to 50% of the benefit otherwise payable. "Elective Surgery" is defined as opera- tions or surgical procedures which are not considered to be emergency or life- threaten- ing and are subject to the choice or decision of the patient and physician. Specifically excluded are surgeries required as a result of trauma, normal vaginal deliveries and elective abortions. Both inpatient and outpatient surgery are included in the program. 75 0777s020884 Procedures considered elective are: tonsilectomy, adnoidectomy, cholecystectomy, hysterectomy, prostatectomy, hemorrhoidectomy, herniotomy, cateract extraction, coronary bypass, laminectomy, ligation striping of varicose veins, myringotomy, submucous resection, thyroidectomy, tympanoplasty, bunionectomy, hip surgery, reattachment of the retina, ocular muscle surgery for strabismus, gastroenterotomy, knee surgery, mammoplasty, excision of neuroma, oophorectomy, and vasectomy. In the event that one of these procedures must be performed as an emergency or in a life threatening situation it is not considered elective. Outpatient Surgery - 100% coverage with no deductible for surgical facility charges. Surgeons charges paid under regular schedule subject to deductible. Hospital Pre - admission testing - 1000 coverage with no deductible. Generic Drugs - 100% coverage with no deductible. 76 0777s020884 Licensed Surgical Center or Alternate Birthing Center - 100% coverage with no deductible. Hospice Charges - 100% coverage with no deductible. Hospice charges are covered if following hospitalization or in -lieu of hospitalization. Approved Home Health Care - 100% coverage with no deductible for home care provided by Licensed Registered Nurse and following a hospital stay. (Excluded are providers who are related to the patient.) Immunization Injections - 100% coverage with no deductible. Annual Physical Exam - $150 allowance, maximum one (1) per employee per calendar year with no deductible. No coverage for charges over $150. No coverage for dependents. Hospitalization Pre - Authorization and Concurrent R eview - requires post- admission review of emergency admissions, 77 0777s020884 u pre- authorization of non - emergency admissions and concurrent reviews of all hospitalization extensions. Non - compliance reduces benefit to 50% of the benefits otherwise payable. The patient /employee responsibility is limited to assuring proper notification has been made to the offices of Cost Care, Inc. according to the published literature /employee information kit supplied by Anaheim to each employee. Chiropractic Care Limits - Service of a licensed chiropractor shall be limited to the charges for the detection and cor- rection by manual or mechanical means of nerve interference resulting from or related to distortion, mis- alignment or partial dislocation in the vertebral column. Payment is limited to the initial consultation, work -up and x -rays, and up to 40 visits per calendar year for all related and unrelated conditions. Charges will be paid at 80% of usual, customary and reason- able with a maximum payment of $1,000 per person per calendar year. Maternity Benefits - shall be limited to the employee, legal spouse or minor dependant child of the employee. 78 0777s020884 Non - Surgical Treatment of Feet - specifically EXCLUDED are charges for care of: (1) Treatment of weak, strained, or flat feet or instability or imbalance of the feet, (2) Treatment for any Tarsalgia, Metatarsalgia or Bunion, other than operations involving the exposure of bones, tendons or ligaments, (3) Treatment (including cutting or removal by any method) of toe nails, or of superficial lesions of the feet including corns, callous and hyperkeratoses, other than removal of nail matrix or root. The exclusions listed above do not apply to eligible dependents under the age of 19 if the treatment is provided by an orthopedist or a pediatrician. Patient Audit of Hospital Billings - The City shall award the employee one -half (1/2) of the savings from a verified reduction in a hospital billing that resulted from the employee's audit or review of the hospital billing (minimum $25.00 reduction required). 79 0777s020884 51.014 For all medical plans, married Anaheim employee couples shall be allowed only one medical plan and only one dental plan to cover all family members, and married Anaheim employee couples covered by one plan shall pay no health insurance premium while both spouses are employed by Anaheim. 51.015 Proof of marriage will be required of all employees enrolled in any City Medical plan to enroll a dependant spouse. 51.016 The Master contract is between the City and the plan administrator shall govern in the event of any disputes over any matter within the provisions of the contract. 51.017 The benefit schedules for the prepaid HMO health plans will not be modified unilaterally by the City of Anaheim, except that each company may, from time to time, make revisions to master contract language or impose minor benefit modifi- cations. If an imposed benefit modification results in a monthly fee increase, the cost - sharing provisions of this MOU in effect on the date the fee increase is effective shall be applied to the new fees. 80 0777s020884 51.02 Life Insurance 51.021 ANAHEIM agrees to absorb any increased cost of life insurance premiums during the term of this Memorandum. At such time as the Special Experience Account is closed out, a bilateral determination of the disbursal of any such funds shall be made. 51.022 ANAHEIM shall pay a portion of the premium for employee group life insurance coverage in accordance with the provisions of any contract between the City of ANAHEIM and any company or companies providing such coverage. 51.023 An employee who retires shall receive a paid -up life insurance policy, paid for wholly by ANAHEIM, with a face value of $100.00 for each complete year of service and $50.00 for more than six months, but less than a complete year of service up to a maximum of $2,000.00 81 0777s020884 51.024 Permanent and Total Disability Life Insurance Benefit 51.0241 Employees eligible to retire: Such employee who is permanently and totally disabled shall receive the following Life Insurance benefit: (a) $100 paid up life insurance for each year of service as provided under the Retired LIfe Insurance Program. (b) Decreasing term life insurance in the amount of the employee's Basic Life insurance less the paid up life insurance described above. Such term life insurance shall decrease by 1/60 of the adjusted value each month until the face value of such insurance reaches zero (5 years). (c) The permanently and totally disabled employee will pay no premium during the term of this benefit. 82 0777s020884 51.0242 Employees not eligible to retire: Such employee shall receive the following Life Insurance benefit: (a) Decreasing term life insurance in the amount of the employee's Basic Life Insurance. Such term insurance shall decrease by 1/60 of the original amount each month until the face value reaches zero (5 year). (b) The permanently and totally disabled employee shall pay no premium during the term of this benefit. This language expresses the intent of the parties. The precise language will be prepared by insurance attorneys. 51.03 Long Term Disability Benefits 51.031 ANAHEIM agrees to pay the cost of long term disability insurance premiums during the term of this Memorandum. 83 0777s020884 51.032 ANAHEIM shall pay the premium for employee group long term disability insurance coverage in accordance with the provisions of any contract between the City of Anaheim and any company or companies providing such coverage. 51.04 Dental Plans 51.041 ANAHEIM agrees to continue sponsorship of the fee for service dental plan. 51.042 ANAHEIM agrees to continue sponsorship of prepaid dental plans. 51.05 Short Term Disability 51.051 ANAHEIM agrees to continue sponsorship of the employee paid short -term disability insurance coverage for presently enrolled employees during the term of this Memorandum. 51.052 ANAHEIM agrees to provide the existing Short Term Disability plan in accordance with 39.3. ANAHEIM agrees to pay ANAHEIM'S portion of medical, dental, 84 0777s020884 life, and optical insurance while absent due to illness or injury and while collecting short term disability benefits. 51.06 Pensions 51.060 ANAHEIM shall contribute all the cost of employee retirement benefits in accordance with the provisions of the contract between the City of Anaheim and the Public Employees' Retirement System. 51.061 ANAHEIM shall contribute a portion of the cost of employee survivors' benefits in accordance with the provisions of the above contract. 51.1 Retired Employees 51.11 New employees hired on or after January 1, 1984 shall not be eligible to participate in this City sponsored retired employee medical plans. 51.12 Current Retired Employees 51.121 Health Insurance plans will be provided to current retirees in accordance with PARAGRAPH 51.013 above. 85 0777s020884 51.122 Retiree contributions to the various medical plans will be in accordance with the following schedule: Single $15.00 monthly 2 -Party $15.00 monthly Family $45.00 monthly 51.13 Employees who retire subsequent to January 1, 1984 and prior to January 1, 1988. 51.131 Retirees in this group who meet the requirements set forth below will be eligible to maintain membership in the group health plan he /she is enrolled in at the time of retirement. 51.1311 Must be eligible to retire, and 51.1312 Must have completed at least 5 years of continuous, Full -Time City of ANAHEIM service on date of retirement, and 51.1313 Must be currently enrolled as a subscriber at time of separation from City service. 51.1314 Or must be awarded a disability retirement by PERS. 51.132 Retiree contributions to the various plans will be in accordance with the following schedule: Single $15.00 monthly 2 -Party $15.00 monthly Family $45.00 monthly 86 0777s020884 51.14 Employees who retire on or after January 1, 1988. 51.141 Retirees in this group who meet the requirements set forth below will be eligible to maintain membership in the group health plan he /she is enrolled in at the time of retirement. 51.1411 Must have completed at least 5 years of continuous, Full -Time City of ANAHEIM service on date of retirement, and 51.1412 Must have been awarded a retirement from Public Employees' Retirement System as the reason for termination from City service, and 51.1413 PERS retirement benefits must commence no later than the first day of the month following the date of separation from City service, and 51.1414 Must be currently enrolled as a subscriber at time of separation from City service. 51.142 The City will contribute towards the premium costs of such plans up to the City contribution for the City Medical Plan in the year prior to retirement. 87 0777s020884 51.15 Provisions applicable to all three groups. 51.151 Surviving spouse of retiree can continue coverage under same terms. 51.152 Once cancelled for any reason, cannot re- enroll. 51.153 Coverage will be cancelled for non - payment of monthly fees after 3 months in arrears. 51.154 There will be Coordination of Benefits where other insurance coverage exists, and City retiree plan shall be secondary if retiree takes other employ- ment which provides medical coverage. 51.156 Vision care benefits of the Vision Service Plan are EXCLUDED from the benefits for the Retired Group. 51.157 Retirees may only change health plans during the annual open enrollment period. ARTICLE 52 PHYSICAL EXAMINATIONS 52.0 In order to be eligible for employment with ANAHEIM, candidates shall be required to pass a physical examination, the character of which shall be in accordance with standards established by the Human Resources Director. 88 0777x020884 52.1 In order to be eligible for promotion or transfer to a job class in a category requiring greater physical qualifica- tion than his present job class, any employee must pass the appropriate physical examination. 52.2 Any employee who returns of work after an absence in excess of forty -eight (48) consecutive working hours due to illness or physical incapacity may be required by his depart- ment head to undergo a physical examination. 52.21 Any employee who fails to pass a physical examina- tion required under the provisions of PARAGRAPH 52.2 may be transferred or demoted to a position requiring lesser physical qualifications, recommended for disability retirement, or terminated. 52.3 All physical examinations required under the provisions of this ARTICLE shall be performed by a physician in active practice licensed by California State Law and within the scope of his practice as defined by California State Law. 52.31 Exceptions to the provisions of PARAGRAPH 52.3 may be made only in the case of out -of -state candi- dates for employment. In such cases, the physician performing the examination may be a physician licensed by the state in which the candidate resides. 89 0777s020884 52.4 ANAHEIM shall pay for any physical examination required under the provisions of this ARTICLE. ARTICLE 53 JOINT COMMITTEE ON MEDICAL PROGRAMS 53.0 The parties to this agreement, in recognition of the need to provide an adequate level of medical care coverage at a reasonable cost to ANAHEIM and its employees hereby agree to the formation of a committee to analyze current ANAHEIM - sponsored medical programs, review alternative approaches to providing medical care programs, and investigate cost contain- ment systems, all for the purpose of achieving adequate low -cost medical care for the employees of ANAHEIM. 53.1 Invited to serve on the committee with Human Resources Department staff and operating Department management staff will be two members from each of the following employee organizations: -- ANAHEIM Municipal Employees Association -- International Brotherhood of Electrical Workers -- ANAHEIM Police Association -- ANAHEIM Fire Fighters Association 53.2 This committee will meet as often as is necessary during the life of this agreement and will report to the Human Resources Director on a periodic basis its findings and 90 0777x020884 recommendations for changes to ANAHEIM'S present medical programs. A report shall be prepared setting forth specific recommendations as to alternatives and cost containment provi- sions. The report shall be forwarded to the City Manager for review. 53.3 Because of the complexity of the problem and the diverse interests of the respective organizations, the parties recog- nize that it is incumbent upon all members of the committee to work in a spirit of harmony and cooperation to achieve what should be beneficial to all concerned. ARTICLE 54 NO STRIKE 54.0 The AMEA agrees that under the terms of this Memorandum, AMEA and /or its members shall not conduct any strikes, slow- downs or other work stoppages against ANAHEIM, or to withdraw from assignments to standby duty during any grievance or dispute which may arise out of the application or interpret- ation of the terms or conditions of this Memorandum or any matter subject to review through the GRIEVANCE PROCEDURE. ARTICLE 55 CONSTRUCTION 55.0 Nothing in this agreement shall be construed to deny any person or employee the rights granted by Federal and State laws and City Charter provisions. The rights, powers and authority 91 0777s020884 of the City Council in all matters, including the right to maintain any legal action, shall not be modified or restricted by this agreement. The provisions of this agreement are not intended to conflict with the provisions of Chapter 10, Division 4, Title 1 of the Government Code of the State of California (Sections 3500, et seq.) as amended in 1982. ARTICLE 56 SAVINGS CLAUSE 56.0 The resolution of ANAHEIM shall provide that if any provision of this Memorandum or the resolution is at any time, or in any way, held to be contrary to any law by any court of proper jurisdiction, the remainder of this Memorandum and the remainder of the resolution shall not be affected thereby, and shall remain in full force and effect. ARTICLE 57 TRANSFER OF CLASSIFICATIONS 57.0 Effective October 19, 1984, the following classifications will be transferred from the Clerical Unit into the General Unit. Jailer Senior Jailer Indentification Technician I Indentification Technician II Police Photographer Police Photographer - Safety Stock Clerk Senior Stock Clerk Property $ Supply Clerk Senior Property $ Supply Clerk Driver Clerk 92 0777s020884 ARTICLE 58 DURATION 58.0 The terms of this Memorandum are to remain in full force and effect until the 3rd day of October, 1985. Upon adoption of a resolution approving this Memorandum and the terms hereof by the City Council of the City of Anaheim, this Memorandum shall be in full force and effect as of the 7th day of October, 1983. STAFF OFFICIALS OF THE ANAHEIM MUNICIPAL EMPLOYEES CITY OF ANAHEIM, a muniq'i"pal corporation ASSOCIATION By B By B Jul By ?� By By By By Dated 6 � A L l I 93 0777s020884 APPENDIX "A" WAGES ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION CLERICAL EMPLOYEES UNIT 10/7/83 through 10/4/84 O SSIFICATION ..counting Clerk Accounts Receivable Collections Representative Acquisitions Clerk Box Office Cashier Cashier Clerk Data Control Specialist Data Entry Operator Data Processing Clerk Documentation Clerk Driver Clerk Event Accounting Clerk Identification Technician I Identification Technician II Information Processing Clerk Intake Interviewer Intermediate Clerk Intermediate Typist Clerk Intermediate Typist Clerk Intelligence Jailer Junior Clerk Junior Data Entry Operator Junior Typist Clerk Library Clerk I Library Clerk II Library Clerk III Mail Clerk Matron Clerk Meeting Room Clerk Payroll Clerk Police Photographer Police Photographer Safety Police Records Clerk Property and Supply Clerk Recreation Personnel Clerk Senior Accounting Clerk Senior Cashier Senior Clerk , ior Clerk Police for Data Control Specialist ,,u-nior Data Entry Operator Senior Event Accounting Clerk Senior Jailer Senior Property and Supply Clerk Senior Stock Clerk SCHEDULE NUMBER HOURLY RATE U U U U U U U U U U U U 828 J -E 917 J -E 828 J -E 828 J -E 828 J -E 727 J -E 836 J -E 820 J -E 727 J -E 902 J -E 879 J -E 828 J -E 963 J -E 1204 A -E 917 J -E 788 A -E 788 J -E 788 J -E 827 A -E 1110 J -E 630 J -E 708 J -E 649 J -E 630 J -E 695 A -E 845 A -E 630 J -E 831 A -E 902 J -E 828 J -E 1086 B -E 1086 B -E 788 J -E 879 J -E 902 J -E 917 A -E 944 A -E 902 J -E 902 J -E 950 A -E 905 A -E 917 A -E 1277 A -E 1028 A -E 1011 B -E 94 $ 6.49 - 8.28 7.18 - 9.17 6.49 - 8.28 6.49 - 8.28 6.49 - 8.28 5.70 - 7.27 6.55 - 8.36 6.42 - 8.20 5.70 - 7.27 7.07 - 9.02 6.89 - 8.79 6.49 - 8.28 7.S5 - 9.63 9.91 - 12.04 7.18 - 9.17 6.48 - 7.88 6.17 - 7.88 6.17 - 7.88 6.80 - 8.27 8.70 - 11.10 4.94 - 6.30 5.55 - 7.08 5.09 - 6.49 4.94 - 6.30 5.72 - 6.95 6.95 - 8.45 4.94 - 6.30 6.84 - 8.31 7.07 - 9.02 6.49 - 8.28 9.38 - 10.86 9.38 - 10.86 6.17 - 7.88 6.89 - 8.79 7.07 - 9.02 7.54 - 9.17 7.77 - 9.44 7.07 - 9.02 7.07 - 9.02 7.82 - 9.50 7.45 - 9.05 7.54 - 9.17 10.51 - 12.77 8.46 - 10.28 8.73 - 10.11 MONTHLY RATE $1124.93 - 1435.20 1244.53 - 1589.47 1124.93 - 1435.20 1124.93 - 1435.20 1124.93 - 1435.20 988.00 - 1260.13 1135.33 - 1449.07 1112.80 - 1421.33 988.00 - 1260.13 1225.47 - 1563.47 1194.27 - 1523.60 1124.93 - 1435.20 1308.67 - 1669.20 1717.73 - 2086.93 1244.53 - 1589.47 1123.20 - 1365.87 1069.47 - 1365.87 1069.47 - 1365.87 1178.67 - 1433.47 1508.00 - 1924.00 856.27 - 1092.00 962.00 - 1227.20 882.27 - 1124.93 856.27 - 1092.00 991.47 - 1204.67 1204.67 - 1464.67 856.27 - 1092.00 1185.60 - 1440.40 1225.47 - 1563.47 1124.93 - 1435.20 1625.87 - 1882.40 1625.87 - 1882.40 1069.47 - 1365.87 1194.27 - 1523.60 1225.47 - 1563.47 1306.93 - 1589.47 1346.80 - 1636.27 1225.47 - 1563.47 1225.47 - 1563.47 1355.47 - 1646.67 1291.33 - 1568.67 1306.93 - 1589.47 1824.73 - 2213.47 1466.40 - 1781.87 1513.20 - 1752.40 0457s080383 SCHEDULE CLASSIFICATION NUMBER HOURLY RATE MONTHLY RATE Senior Telephone Operator U 792 J -E 6.21 - 7.92 1076.40 - 1372.80 Senior Typist Clerk U 902 J -E 7.07 - 9.02 1225.47 - 1563.47 Stenographer Clerk 852 J -E 6.68 - 8.52 1157.87 - 1476.80 Stock Clerk 879 J -E 6.89 - 8.79 1194.27 - 1523.60 le Librarian 889 J -E 6.97 - 8.89 1208.13 - 1540.93 ephone Operator 737 J -E 5.77 - 7.37 1000.13 - 1277.47 Typist Clerk 727 J -E 5.70 - 7.27 988.00 - 1260.13 Typist Clerk Police 827 J -E 6.48 - 8.27 1123.20 - 1433.47 Word Processing Operator I U 820 A -E 6.75 - 8.20 1170.00 - 1421.33 Word Processing Operator II 902 A -E 7.42 - 9.02 1286.13 - 1563.47 Word Processing Operator Trainee 788 J -E 6.17 - 7.88 1069.47 - 1365.87 Word Processing Trainer U 947 J -E 7.42 - 9.47 1286.13 - 1641.47 ANAHEIM shall continue to pay seven percent (7.0%) of all Clerical Unit employees' PERS contributions. 95 APPENDIX "A' WAGES ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION CLERICAL EMPLOYEES UNIT 10/5/84 through 10/3/85 ` SSIFICATION „.:counting Clerk Accounts Receivable Collections Representative Acquisitions Clerk Box Office Cashier Cashier Clerk Data Control Specialist Data Entry Operator Data Processing Clerk Documentation Clerk Driver Clerk Event Accounting Clerk Identification Technician I Identification Technician II Information Processing Clerk Intake Interviewer Intermediate Clerk Intermediate Typist Clerk Intermediate Typist Clerk Intelligence Jailer Junior Clerk Junior Data Entry Operator Junior Typist Clerk Library Clerk I Library Clerk II Library Clerk III Mail Clerk Matron Clerk Meeting Room Clerk Payroll Clerk Police Photographer Police Photographer Safety Police Records Clerk Property and Supply Clerk Recreation Personnel Clerk Senior Accounting Clerk Senior Cashier Senior Clerk , ior Clerk Police for Data Control Specialist ��nior Data Entry Operator Senior Event Accounting Clerk Senior Jailer Senior Property and Supply Clerk Senior Stock Clerk SCHEDULE NUMBER HOURLY RATE MONTHLY RATE U U U U U U U U U U U U U 828 J -E $ 6.91 - 8.82 $1197.73 - 1528.80 976 J -E 882 J -E 882 J -E 882 J -E 773 J -E 890 J -E 873 J -E 773 J -E 961 J -E 936 J -E 882 J -E 1026 J -E 1283 A -E 976 J -E 839 A -E 839 J -E 839 J -E 881 A -E 7.65 - 9.76 6.91 - 8.82 6.91 - 8.82 6.91 - 8.82 6.06 - 7.73 6.97 - 8.90 6.84 - 8.73 6.06 - 7.73 7.53 - 9.61 7.33 - 9.36 6.91 - 8.82 8.04 - 10.26 10.56 - 12.83 7.65 - 9.76 6.90 - 8.39 6.57 - 8.39 6.57 - 8.39 7.25 - 8.81 1326.00 - 1691.73 1197.73 - 1528.80 1197.73 - 1528.80 1197.73 - 1528.80 1050.40 - 1339.87 1208.13 - 1542.67 1185.60 - 1513.20 1050.40 - 1339.87 1305.20 - 1665.73 1270.53 - 1622.40 1197.73 - 1528.80 1393.60 - 1778.40 1830.40 - 2223.87 1326.00 - 1691.73 1196.00 - 1454.27 1138.80 - 1454.27 1138.80 - 1454.27 1256.67 - 1527.07 1182 J -E 669 J -E 753 J -E 690 J -E 669 J -E 738 A -E 897 A -E 669 J -E 885 A -E 961 J -E 882 J -E 1156 B -E 1156 B -E 839 J -E 936 J -E 961 J -E 976 A -E 1005 A -E 961 J -E 961 J -E 1011 A -E 964 A -E 976 A -E 1359 A -E 1095 A -E 1076 B -E 9.26 - 11.82 5.24 - 6.69 5.90 - 7.53 5.41 - 6.90 5.24 - 6.69 6.07 - 7.38 7.38 - 8.97 5.24 - 6.69 7.28 - 8.85 7.53 - 9.61 6.91 - 8.82 9.99 - 11.56 9.99 - 11.56 6.57 - 8.39 7.33 - 9.36 7.53 - 9.61 8.03 - 9.76 8.27 - 10.05 7.53 - 9.61 7.53 - 9.61 8.32 - 10.11 7.93 - 9.64 8.03 - 9.76 11.18 - 13.59 9.01 - 10.95 9.29 - 10.76 1605.07 - 2048.80 908.27 - 1159.60 1022.67 - 1305.20 937.73 - 1196.00 908.27 - 1159.60 1052.13 - 1279.20 1279.20 - 1554.80 908.27 - 1159.60 1261.87 - 1534.00 1305.20 - 1665.73 1197.73 - 1528.80 1731.60 - 2003.73 1731.60 - 2003.73 1138.80 - 1454.27 1270.53 - 1622.40 1305.20 - 1665.73 1391.87 - 1691.73 1433.47 - 1742.00 1305.20 - 1665.73 1305.20 - 1665.73 1442.13 - 1752.40 1374.53 - 1670.93 1391.87 - 1691.73 1937.87 - 2355.60 1561.73 - 1898.00 1610.27 - 1856.07 CLASSIFICATION Senior Telephone Operator Senior Typist Clerk Stenographer Clerk Stock Clerk e Librarian -phone Operator iypist Clerk Typist Clerk Police Word Processing Operator I Word Processing Operator II Word Processing Operator Trainee Word Processing Trainer MONTHLY RATE 1144.00 - SCHEDULE 1305.20 - 1665.73 1232.40 - NUMBER 1270.53 - HOURLY RATE U 842 J -E 6.60 - 8.42 U 961 J -E 7.53 - 9.61 1371.07 907 J -E 7.11 - 9.07 - 1748.93 936 J -E 7.33 - 9.36 946 J -E 7.41 - 9.46 783 J -E 6.14 - 7.83 773 J -E 6.06 - 7.73 881 J -E 6.90 - 8.81 U 873 A -E 7.18 - 8.73 961 A -E 7.91 - 9.61 839 J -E 6.57 - 8.39 U 1009 J -E 7.91 - 10.09 MONTHLY RATE 1144.00 - 1459.47 1305.20 - 1665.73 1232.40 - 1572.13 1270.53 - 1622.40 1284.40 - 1639.73 1064.27 - 1357.20 1050.40 - 1339.87 1196.00 - 1527.07 1244.53 - 1513.20 1371.07 - 1665.73 1138.80 - 1454.27 1371.07 - 1748.93 ANAHEIM shall continue to pay seven percent (7.0%) of all Clerical Unit employees' PERS contributions effective October 5, 1984. 97