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84R-321 if""" -, RaSOLUTION NO. 84R- 321 ,..-.. A RESiUTION OF TIE CITY COUNCIL OF THE CITY OF AN 1M ESTABLISHING WAGES, HOURS AND OTHER TERMS' CONDITICDNS OF EMPLOYMENT FOR EMPLOYEES IN CIA SIFICATIONS ASSIGNED TO THE FIRE EMPLOYEES UNIT, . PEALING RESOLUTION NO. 83R-486 WHEREAS, Ordinanc~ 3040 of the City of Anaheim establishes the emp1oyer-eap1oyee relations .ystem for the City; and WHEREAS, Section 1006.110 of Ordinance 3040 requires Memorandums of Understanding to be presente to the City Councilor its statutory representative for determinaion; and WHEREAS, the City!Counci1 of the City of Anaheim finds the adopting of a new Memorandum of Underftanding executed on August 16, 1984 is in the best interest of the City oflAnaheimo NOW, THEREFORE, B* IT RESOLVED by the City Council of theCltyof Anaheia that the Memorandum .f Understanding between the City of Anaheim and the Anaheim Fire Fighters ASmCiation executed by the City Manag..ent Representative and the Anahe Fire Fighters Association officials on August 16, 198448. c:lefined ,in the d cumentattached hereto and incorporated by refereace herein, meets with. the approval of this Council and accordingly is adopted with the effective . te of October 7, 1983. BE IT FURTHER RES~LVED that Resolution No. 83R-486 is hereby repealed. I , BE I7'FUB1HaR RESOLVED that the effective date of this resolution shall be the 7th day of Octo~r 1983. ATTEST: ~ ~ S-lL ~OP TIE CITY O!'~ ~\ APPROVED AS TO FORM: ~~~ CITY OF ANAHEIM 202'3E ,,....., ...-.., STATE OF CALIFORNIA ) COUNTY OF ORANGE ) SSe CITY OF ANAHEIM ) I, LEONORA N. SOHL, City C1e k of the City of Anaheia, do hereby certify that the foregoing Resolution No. 84R-321 was introduced and adopted at a regular meetina provided by law, of he City Council of the City of Anaheim held on the 21st day of August, 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 PURTHER. certify that t e Mayor of the City of Anaheim signed said Reso1\tt:1on No. &4l-321 on th 21st day of Auaust, 1984. IN WI~SS WHERE OF, I have hffeunto set my hand and affixed, the seal of the City of AD4he1m this 21st da of August, 1984. ,;.,.. '> I CI~F~TRE?n~ ! (SEAL) I, LEQlORA N. SOHL, City C1e~k of the City of Anaheim, do hereby certify the foregoing is the origina 'of Resolution No. 84R-321 cJuly paased and adopted by the Anaheim City .ounci1 on August 21, 1984. ~~ 1I(~ CITY CLERK that ~.~ ~ ") ~ r- -. ., SUMMARYi SIGNIFICANT CHANGES TO THE GES, HOURS AND WORKING CO ITIONS OF EMPLOYEES IN THE FI FIGHTERS BARGAINING UNIT 1. Tem of Agreement 1.1 A fifty-one month ~8reement e.ding January 8, 1988. 2 . Wages 2.1 2.2 2.3 2.4 2.5 2.6 During 1984, no Ct' " e from th',e current adopted level. Effective January 1, 1985 plus 4% Effective July 12,1985 plus 3% Effective January ,1986 plus 3% Effective July 11,t1986 plus 3% Effective January " 1987 plus 5% or .666% CPI whichever is higher 2A.January 11, 1985 increase! Paramedic bonus to 13% of "E" Step FireFighter I. 3. City Comprehensive Medic~ Plan 3.1 3.2 3.3 3.4 3.5 3.6 r Increase SUPP1eme~; a1 Accident Limit to $1,000. Increase Chiroprac or limit to t1,OOO with 40 visit maximum. Add miDor depende child to pregnancy coverage. . Increase limit on lcoho1ic treatment to two per ten (10) year period. : Employee contribu~, ~ during calendar year 1985 will be limited to the following sch e: Single Two Party Family $25.00 35.00 40.00 Employee contribu~~ons durina calendar year 1986 will be limited to the following sch~u1e: Single Two Party Family 150.00 60.00 65.00 3.7 Employee contributlons during calendar year 1987 will be limited to the following sch;ciule: Single Two Party Family $75.00 85.00 90.00 4. Group Life - PTD Benefi-= 4.1 Add benefit for ~ five year declining life insurance policy (less retired paid up ~fe policy) for permanently and totally disabled employees. 5. PeDSion Plan - ( -- ~ 5.1 Add the 1959 Survi~r Benefit for new employees hired on or after the date this amen~nt is approved by PERS. 6.1 6. COllpensatory Time Add a provision t~ provides for compensatory time for 40 hour employees under th~ following conditions: 6.11 Compensatory jtime is earned at straight time. 6.12 Must be desi~ted as compensatory time when earned. : 6.13 6.14 6.15 Once designat:jed to another t~ There will b~ a year to anot1:~r as compensatory time, it cannot be converted of overtime. maximum carryover from one payroll payroll year of forty (40) hours. Compensatory !~ime off shall be granted in accordance with the vacation sch~ling rules. t 6.2 Add a section that Iprovides for compensatory time for 56 hour employees under th~ following conditions. 6.21 6.22 6.23 6.24 6.25 6.26 6.27 ,..-.., Compensatory itime is earned at straight time. Must be desi~ted as compensatory time when earned. Once designa~ed as compensatory time, it cannot be converted to another t~e of overtime. There will b~ a maximum carryover from one payroll year to another payr911 year of one hundred and twenty (120) hours. Compensatory itime off shall be granted in accordance with the vacation sch~uling rules. Employees mu~t arrange for their own relief when taking compensatory !time off. This programJwi11 be reviewed at the end of one year for administrati ,e problems. ~, ~ r'" - 7 . Holidays 7.1 Add an additional ~oliday designated as Admission Day, September 9th. 8. Effective January 1, 198~ .either (a) $150 uniform allowance annually or (2) City replacement of ~iforms as needed (administered by AFA). Meabers to select one ap~roach for the entire unit. 1462E EXHIBIT TO 84R -321 MEMORANDUM OF UNDERSTANDING HEIWEELLIBE_LIIY_QE_ANAHEIM AND ANABEIM _EISE _EIGHIEE'E _AEE4LIAIIQN 0020f120583 INDEX PAGE ARTICLE 1 Preamble 1 ARTICLE 2 AFA Recognition 2 ARTICLE 3 Scope - ARTICLE 4 Management Rights - 4 ARTICLE 5 Employee Rights 5 ARTICLE 6 Check -Off 6 ARTICLE 7 AFA Representatives 6 COMPENSATION AND PAY PROVISIONS ARTICLE 8 General 10 ARTICLE 9 Classification 10 ARTICLE 10 Appropriate Salary Steps 11 10.0 Merit Pay Schedule 11 10.1 Merit Pay Approval 12 10.2 Merit Pay Reduction 13 10.3 New Hires 13 10.4 Downward Reclassification 13 10.5 Lateral Reclassification 14 10.6 Upward Reclassification 14 10.7 Demotion 14 10.8 Pay Adjustment 15 10.9 Pay Adjustment Timing 15 ARTICLE 11 Incentive Pay 16 ARTICLE 12 Salary Relationships 17 i 0020f120583 1NOLX PAGE ARTICLE 13 Hours of Work and Pay Day 19 ARTICLE 14 Adjusted Hours 20 ARTICLE 15 Temporary Upgrading of Employees 20 ARTICLE 16 Payroll Deductions - 22 EMPLOYMENT PROVISIONS ARTICLE 17 General 24 ARTICLE 18 Appointments and Promotions 26 ARTICLE 19 Employments Lists 29 ARTICLE 20 Probation 30 ARTICLE 21 Outside Employment 32 ARTICLE 22 Service Awards 32 ARTICLE 23 Training 33 ARTICLE 24 Suspension, Demotion and Dismissal 33 ARTICLE 25 Layoff and Re- employment 34 ARTICLE 26 Transfer 39 ARTICLE 27 Reinstatement 39 ARTICLE 28 Voluntary Demotion 40 LEAVE PROVISIONS ARTICLE 29 Bereavement Leave 42 ARTICLE 30 Holidays 43 ARTICLE 31 Industrial Accident Leave 46 ARTICLE 32 Jury Duty and Court Appearances 46 ARTICLE 33 Leave without Pay 47 ii 0020f120583 1NUtX PAGE ARTICLE 34 Military Leave 49 ARTICLE 35 Sick Leave 49 ARTICLE 36 Vacation 58 PREMIUM PAY PROVISIONS ARTICLE 37 Overtime 65 ARTICLE 38 Bi- Lingual Pay 67 ARTICLE 39 Call -Out 68 ARTICLE 40 Shift Differentials 69 ARTICLE 41 Situational Manning 70 ARTICLE 42 Stand By 71 - ARTICLE 43 Travel and Mileage Expense 72 WORK RULES ARTICLE 44 Communicable Diseases 73 ARTICLE 45 Meal Allowance 74 ARTICLE 46 Uniforms and Laundry 75 GRIEVANCES ARTICLE 47 Grievance Procedure 76 47.4 Grievance Steps 77 47.5 Arbitration Rules 79 ARTICLE 48 Insurance 61 ARTICLE 49 Physical Examinations 104 0020f120583 1 NL)t. X PAGE ARTICLE 50 Safety Committee 105 ARTICLE 51 No Strike 106 ARTICLE 52 Construction 106 ARTICLE 53 Savings Clause - 107 ARTICLE 54 Duration 107 SIGNATURES 108 APPENDIX A Wages 109 iv 0020f120583 • MEMORANDUM OF UNDERSTANDING BEIWEEd_I8E_CIIY_QEANE HELM AND 8d8HEId_EIBE_8SS12.CIAIIQN 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 City of Anaheim, (hereinafter called "ANAI- E:IM ") and Anaheim Fire Association (hereinafter called "AFA ") 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 the AFA. The AFA agrees to recommend acceptance by its members of all of the terms conditions of employment as set forth herein, and the staff officials of ANAHEIM agree to recommend to the Anaheim City -1- nnnAci Council that all of the terms and conditions of employment as set forth herein be incorporated in full in a resolution of the City Council. Upon the adoption of such a resolution, all the terms and conditions of this Memorandum so incorporated shall become effective without any further action by either party. ARTICLE 2 AFA RECOGNITION 2.0 ANAHEIM hereby recognizes the AFA 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, provided that upon request of the employee, the AFA shall be kept fully informed and have the right to be present at all such meetings between ANAHEIM and the individual. ARTICLE 3 SCOPE 3.0 All officers and positions of ANAHEIM are divided into the classified service and the exempt service. The exempt service shall include the following: 3.01 All elected officials and members of boards and commissions. -2- 0006f120583 3.02 The City Manager and the City Attorney. 3.03 Volunteer personnel and personnel appointed to serve without pay. 3.04 Architects, consultants, counsel, and others rendering temporary professional service. 3.05 Such positions involving seasonal or part -time employment as may be specifically placed in the exempt service by the Human Resources Director 3.1 The classified service shall include all other positions that are not specifically placed in the exempt service by this Article. 3.2 The provisions of this article and agreement shall apply only to the classified service unless otherwise specifically provided. -3- 0006f120583 ARTICLE 4 MANAGEMENT RIGHTS 4.0 Management retains, exclusively, all its inherent rights, functions, duties and responsibilities except where - specifically limited in this chapter. The rights of Management include, but are not limited to, the exclusive right to consider 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 emergencies; and exercise complete control and discretion over - its organization and the technology of performing its work. 4.1 ANAHEIM in the exercise of its above enumerated rights will not recommend any revision or modifications to this agreement without first meeting and conferring in good faith on such recommendations with the AFA. -4- 0007f120583 4.2 In cases of emergency when the City Council determines that an ordinance, resolution or rule or regulation must be adopted immediately without prior notice or meeting with the AFA, ANAHEIM will provide such notice at the earliest - practicable time following the adoption of such ordinance, resolution, rule or regulation. 4.3 ANAHEIM shall not be required to meet and confer in good faith on any subject preempted by Federal or State law or by the City Charter nor shall ANAHEIM be required to meet and confer in good faith on Management or Employee Rights as herein defined. Proposed amendments to this Article are excluded from the scope of meeting and conferring. ARTICLE 5 EMPLOYEE RIGHTS 5.0 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 representation on all matters of employer- employee relations. Employees also have the right to refuse to join or participate 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, -5- 0007f120583 intimidated, restrained, coerced, or discriminated against by ANAHEIM or by any employee organization because of his exercise of these rights. ARTICLE 6 CHECK -OFF 6.0 ANAHEIM agrees to check -off for the payment of the regular monthly AFA dues and to deduct such payments from the wages of all AFA members and employees when authorized to do so by said members and employees, and remit such payments to the AFA 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 AFA, shall constitute payment of said dues by such members and employees of the AFA. ARTICLE 7 AFA REPRESENTATIVES 7.0 AFA representatives are those elected or appointed in accordance with the constitution and bylaws of the AFA. 7.01 The AFA shall notify the City Management Representative, in writing, of the names and job class titles of its officers, Unit Representatives and other officials each time an election is held or new appointments are made. -6- 0007f 1 PO 7.02 An employee elected or appointed as an officer, director or representative of the AFA shall be required to work full time in his respective job class. 7.1 Officers, directors and representatives (subject to the provisions of PARAGRAPH 7.02) of the AFA shall be permitted to visit employee work locations for the purpose of observing conditions under which employees are working, provided such visit shall not interfere with the normal operations of the department or with established safety requirements. 7.11 Such officers, directors and representatives shall not enter any work location without the knowledge of the appropriate manager. 7.12 Solicitation of membership and all activities concerned with the internal management of the AFA, 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 at times during which involved employees are expected to provide service to the City. -7- 0007f120583 7.2 In the event that the AFA 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, directors and representatives or other officials of the AFA shall be allowed reasonable time off without loss of compensation or other benefits. 7.21 Such officers, directors and representatives and officials shall not leave their duty or work station or assignment without the knowledge of the appropriate manager. 7.22 Such meetings are subject to scheduling in a manner consistent with operating needs and work schedules. 7.3 ANAHEIM shall furnish bulletin boards at mutually agreeable, specific locations for the purpose of posting notices pertaining to AFA business. 7.31 All materials must be dated and must identify the AFA. 7.32 If the AFA does not abide by these provisions it will forfeit its right to have materials posted on ANAHEIM'S bulletin boards. -8- nnn7f 1 ance� 7.4 ANAI-EIM shall allow the AFA to conduct meetings in City facilities. 7.41 Such meetings shall be scheduled in accordance_-with regulations governing use of public meeting rooms at City facilities. -9- 0007f120583 ARTICLE 8 GENERAL 8.0 Wages for the various classifications shall be set forth in Appendix "A" attached to this Memorandum and by this reference made a part hereof. ARTICLE 9 CLASSIFICATION 9.0 The Human Resources Director shall be responsible for recommending classification of all positions in the classified 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 qualification requirements, the same test of competence, and the same salary schedule. 9.01 A job class may contain one or more positions. 9.02 Classification of all positions in the classified service shall require approval of the City Manager. 9.1 A position may be reclassified on the basis of changes in or reevaluation of the duties, responsibilities, and /or qualification requirements of the position. -10- 0008f120983 9.11 The Human Resources Director shall be responsible for recommending such reclassifications as he finds to be necessary. 9.12 A reclassification shall become effective upon action by the City Manager on a Personnel Action Form. 9.13 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. ARTICLE 10 APPROPRIATE SALARY STEP 10.0 Regular, full time employees shall be eligible for consideration for merit pay increases as follows: 10.01 To the "Q" step of the salary schedule after completion of six months of service in the "P" step. 10.02 To the "R" step after completion of six months of service in the "Q" step. -11- 0008f120983 10.03 To the "J" step after completion of six months of service in the "R" step. 10.04 To the "A" step after completion of six months of service in the "J" step. 10.05 To the "B" step after completion of six months of service in the "A" step. 10.06 To the "C" step after completion of six months of service in the "B" step. 10.07 To the "D" step after completion of twelve months of service in the "C" step. 10.08 To the "E" step after completion of twelve months of service in the "D" step. 10.1 In such cases as may occur wherein an employee shall demonstrate exceptional ability and proficiency 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. -12- 0008f120983 10.2 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. 10.3 Certain job classes in the classified service, upon recommendation of the Human Resources Director and approval of the City Council 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 completion of six months of service in the "C" step. They shall be eligible for consideration for merit pay increases to the "E" step after completion of six months of service in the "D" step. 10.4 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. 10.41 The effective date of the merit pay increases shall be the first day of the pay period following approval as provided in PARAGRAPH 10.1 and completion of the minimum required service in the next lower step as provided in PARAGRAPH 18.0. -13- 0008f120983 10.5 An employee may be reduced by one or more steps on the basis of unsatisfactory work performance or conduct. • 10.51 The employee may be returned to his former salary step at such time as deemed appropriate. 10.6 Newly hired employees shall normally be compensated at the lowest step of the salary schedule of the job class for which they were hired. ANAHEIM may hire at a higher step in the salary schedule. 10.61 The provisions of this section shall also apply to reemployed and reinstated employees. 10.7 An incumbent employee reclassified with his position to a lower job class shall retain his rate of pay and his anniversary 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 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 -14- 0008f120983 the "Y" step, at which time the employee shall be placed in the "E" step. 10.8 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. 10.9 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 47., or when the "A" step of the higher salary schedule is more than 47. 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 17.0. 10.91 An employee shall be placed at the entry level step in the salary range when promoted to Firefighter. 10.10 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 47.. The employee shall be given a new anniversary date for purposes of merit pay increases in accordance with the provisions of PARAGRAPH 17.0. -15 000Bf120983 10.11 An employee in a job class which is assigned to a different 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. 10.12 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 provisions 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 11 INCENTIVE PAY 11.0 ANAHEIM and AFA agree that incentive pay shall be in accordance with Appendix "A ". Qualifications for incentive pay shall be established by the Fire Chief after meeting and conferring with the AFA. -16- 0008f120983 ARTICLE 12 SALARY RELATIONSHIPS 12.0 ANAHEIM and AFA agree that wages for all classifications represented by the AFA shall be based on the salary relationships shown below: CLBSS LQMEUI8IIQN Fire Captain I 1.301 X new Firefighter I rate Fire Captain II 1.025 X new Fire Captain I rate Fire Captain III 1.05 X new Fire Captain I rate Fire Captain IV 1.075 X new Fire Captain I rate Fire Engineer I 1.133 X new Firefighter I rate Fire Engineer II 1.025 X new Fire Engineer I rate Fire Engineer III 1.05 X new Fire Engineer I rate Fire Engineer IV 1.075 X new Fire Engineer I rate Fire Inspector I 1.05 X new Fire Engineer rate (closest 40 hour rate) Fire Inspector II 1.025 X new Fire Inspector I rate Fire Inspector III 1.05 X new Fire Inspector I rate Fire Inspector IV 1.075 X new Fire Inspector I rate " I Firefighter I 100% Firefighter II 1.025 X new Firefighter I rate Firefighter III 1.05 X new Firefighter I rate Firefighter IV 1.075 X new Firefighter I rate -17 0008f120983 CLBSS CQtlEUI8IlQd Firefighter - Prevention I 1.05 X new Firefighter I rate (closest 40 hour rate) Firefighter - Prevention II 1.025 X new Firefighter I- Prevention rate (closest 40 hour rate) Firefighter - Prevention III 1.05 X new Firefighter I - Prevention rate (closest 40 hour rate) Firefighter - Prevention IV 1.075 X new Firefighter I - Prevention rate (closest 40 hour rate) Paramedics Assignment Pay .10 of Firefighter I "E" Step EFF 1-1I-v5 ,13 4 F FS E,, S}er- 5'1 -18- ARTICLE 13 HOURS OF WORK AND PAY DAY 13.0 The average regular work week for employees in classifications in Appendix A; with the exception of certain designated personnel in Fire suppression shall be forty (40) hours. 13.01 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. 13.1 The regular work schedule for certain designated personnel in Fire Suppression shall be eight (8) twenty -four hour shifts in a twenty -four day cycle. The average work week of such designated personnel shall be defined as a fifty -six (56) hour work week. 13.11 For employees with an average work week of fifty -six (56) hours the monthly rate shall be the hourly rate times 2,912 divided by 12. 13.2 Regular salaries and compensation of all Anaheim employees shall be paid on a biweekly basis. -19- 0008f120983 ARTICLE 14 ADJUSTED HOURS 14.0 An employee with an average regular work week of 56 hours shall be eligible for 112 hours biweekly pay when the employee is at work or on paid leave for all regularly scheduled work shifts during the pay period. Such employees on leave without pay shall have 24 hours pay deducted from the 112 hours biweekly pay for each work shift not worked during a pay period. Such employees appointed other than at the beginning of a pay period, or separated other than at the end of a pay period shall be paid for actual hours worked or a maximum of 112 hours, whichever is less. ARTICLE 15 TEMPORARY UPGRADING OF EMPLOYEES 15.0 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. 15.1 If any employee is temporarily assigned to perform work at a lower rated job classification, his rate of pay shall not be changed. Such temporary assignments of work shall be made at the discretion of ANAHEIM. 15.2 All holiday and vacation and sick leave shall be paid at the employee's regular rate of pay. -20- 0008f120983 15.3 ANAHEIM and AFA agree that parallel moves may be made within classifications or positions left vacant in order to avoid the necessity of working an employee at a higher rated job classification. 15.4 The determination of those persons qualified to work in higher rated classifications shall be established by ANAHEIM. Assignments to higher rated classifications shall be made at the sole discretion of ANAHEIM. 15.5 Under normal circumstances employees who are upgraded for a minimum of 12 hours on a 24 -hour shift shall normally be upgraded in the following order: 15.51 on current eligibility list for the upgrade classification 15.52 currently certified by Anaheim Fire Department for the upgrade classification 15.53 as designated by management 15.6 Employees temporarily upgraded to the following job classes shall receive a five percent (5 %) pay differential for -21- 0008f120963 all time worked in the higher job class during normal working hours if they are assigned to work in the higher job class for a period of four (4) working hours or longer. Employees temporarily upgraded to any of these job classes shall receive a five percent (5%) pay differential for all time worked in the higher job class during other than normal working hours. Fire Captain I Fire Engineer I 15.7 Employees temporarily upgraded to a management job class shall receive a five percent (57.) pay differential or the minimum rate of the management salary range whichever is higher. 15.8 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 16 PAYROLL DEDUCTIONS 16.0 Deductions of authorized amounts may be made from employees' pay for the following purposes: 16.1 Withholding Tax; -22- 0008f120983 16.2 Contributions to retirement benefits; 16.3 Contribution to survivors' benefits; 16.4 Payment of life insurance and accidental death and dismemberment insurance premium; 16.5 Payment of non - industrial disability insurance premium; 16.6 Payment of hospitalization and major medical insurance premium; 16.7 Payment to or savings in the Anaheim Area Credit Union; 16.8 Contributions to the United Way; 16.9 Payment of membership dues to ANAHEIM Fire Association. 16.10 Purchase of United States Savings Bonds; and 16.11 Other purposes as may be authorized by the City Council. -23- 0008f120983 ARTICLE 17 GENERAL 17.0 It is hereby the declared personnel policy of ANAHEIM that: - 17.01 Employment by ANAHEIM shall be based on merit and fitness, free of personal and political considerations. 17.02 Appointments, promotions, and other actions requiring the application of the merit principle shall be based on systematic tests and /or evaluations. 17.03 Positions having similar duties and responsibilities shall be classified and compensated on a uniform basis. 17.04 Tenure of employees shall be subject to good behavior, satisfactory work performance, necessity for the performance of work, and the availability of funds. -24- 0009f120983 17.1 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 responsibility for authorizing such action. All full -time employees shall receive a true copy of any personnel action taken concerning their status of employment. 17.2 Job Bulletins regarding classifications represented by the AFA shall be sent to the AFA during recruitment periods. 17.3 ANAHEIM shall be the sole judge of the testing, qualification and acceptance procedures of all applicants for employment 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 union or non -union 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. 17.4 ANAHEIM agrees to announce the procedure and weighted value of each test that will be utilized of each formal promotional examination sixty (60) or more days in advance of the last day to apply for any promotional recruitment. ANAHEIM -25- 0009f120983 agrees that promotional examinations will not be scheduled between June 15 and September 15. - 17.5 ANAHEIM and AFA agree that minimum qualifications for promotional examinations will be as designated by the Human Resources Director after consultation with the Fire Chief and that minimum qualifications of candidates applying for promotional examinations will be met by the last day to apply. ARTICLE 18 APPOINTMENTS AND PROMOTIONS 18.0 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 ANAF-EIM, test fairly the qualifications of candidates. 18.1 Minimum standards of employment for each job class shall be established by ANAHEIM. 18.2 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 -26- 0009f120983 Rehabilitation Administration Regulation. Promotions shall be on a 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' qualification, record of performance, and seniority, in that order. 18.21 Advancement to a higher paid job class shall constitute a promotion. 18.3 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 qualifications without regard to race, color, 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. 18.4 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 -27- 0009f120983 of final evaluation, and appointment from that list shall normally follow rank order. 18.5 The Fire Chief, with the concurrence of the Human Resources Director, may order names removed from an eligibility list for good and sufficient reasons. 18.6 In the absence of appropriate employment lists, a provisional appointment may be made by ANAHEIM 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 established 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. 18.7 Appointments to certain grant funded positions as designated by the City Manager may be made without competitive examinations and /or evaluations. Such appointments may be made by ANAHEIM. 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 -28- 0009f120983 employment under the grant, said grant funded appointee shall be terminated from City employment. ARTICLE 19 _ EMPLOYMENT LISTS 19.0 Employment lists, in order of their priority, shall be re- employment lists and eligibility lists. 19.1 Eligibility lists shall be created in accordance with the provisions of ARTICLE 18. 19.11 Eligibility lists may contain the names of one or more persons eligible for employment. 19.12 Open competitive eligibility lists shall remain in effect for a period of one year or until depleted. 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. 19.13 Promotional eligibility lists shall remain in effect for a period of two years or until depleted. -29- 0009f 120983 ARTICLE 20 PROBATION 20.0 Employees appointed from eligibility lists, reinstated employees and employees reassigned 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 with the exception of the Fire Fighter 1 classification who 20.01 shall have a regular period of probation which begins on the date of appointment and ends twenty -six complete biweekly pay periods after completion of recruit training. 20.02 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. 20.03 Upon successful completion of a probationary period, an employee shall be granted regular status -30- 0009f120983 in the classification in which the probationary period is served. 20.1 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. ' 20.11 An employee rejected 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. 20.2 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. -31- 0009f120983 ARTICLE 21 OUTSIDE EMPLOYMENT 21.0 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 22 SERVICE AWARDS 22.0 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. -32- 0009f 120983 22.01 For purposes of this RULE, the term "years of service" shall be defined as continuous, full -time service. ARTICLE 23 TRAINING 23.0 The Human Resources Director shall encourage the improvement of service by providing employees with opportunities for training, including training for advancement and for general fitness for public service. 23.01 Reimbursement to employees for costs incurred for formalized training shall be in accordance with regulations established by the City Manager. ARTICLE 24 SUSPENSION, DEMOTION, AND DISMISSAL 24.0 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. 24.1 When in the judgment of the appropriate department head, an employee's work performance or conduct justifies disciplinary action short of demotion or dismissal, the -33 0009f120983 employee may be suspended without pay. 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. No employee shall be suspended for more than six months at any one time. 24.2 An employee may be demoted or dismissed upon recommendation of a division head or other appropriate supervisor whenever in the judgment of the appropriate department head, the employee's work or misconduct so warrants. Upon taking such action, the department head shall file with the employee and the Human Resources Director a written notification containing a statement of the substantial reasons for the action and the effective date of the action. • 24.21 Employees in classifications listed in Appendix A may be placed on Administrative leave with pay at the discretion of Fire Department management with the concurrence of the City Manager when the best interest of the City of Anaheim is served by keeping employees suspected to have engaged in misconduct away from the workplace. ARTICLE 25 LAYOFF AND RE EMPLOYMENT 25.0 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. -34- 0009f 120983 25.01 An employee whose positions has been abolished due to lack of work or lack of funds shall be re- assigned 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 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 reassigned 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. 25.02 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 department in his job class or in an equivalent or lower job class -35- 0009f120983 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 department, he may be placed in any salary step of the appropriate salary schedule that does not provide an increase in salary. Employees reassigned to vacant positions in an equivalent or lower job class in any other division or department 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. 25.1 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 -36- 0009f120983 department seniority. Names on re employment lists shall remain for a period not to exceed one (1) year. 25.2 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. 25.3 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 10. 25.31 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 35, SICK LEAVE. 25.4 AFA agrees that ANAHEIM may amend this article without further discussion with the AFA. Notwithstanding the amendment specified above, ANAHEIM and the AFA agree that ANAHEIM will notify the AFA of any pending layoffs which affect employees in the classifications set forth in Appendix "A ". AFA shall have -37- 0009f120983 the right at that time to request meet and confer meetings for the purpose of determining layoff procedures to be used. 25.5 The provisions of this rule shall apply only to regular, full time employees in the classified service. Employees appointed to certain grant- funded positions as designated by the City Manager under Article 18.7 and probationary employees shall be excluded from the provisions of this Article. ARTICLE 26 TRANSFER 26.0 A change of an employee's place of employment from one department to another shall be considered a transfer. A transfer shall be initiated by request of the employee. 26.01 A transferred employee shall retain his rate of pay and his anniversary date for purposes of merit pay increases. 26.02 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 18 and shall serve a new -38 0009f120983 probationary period in accordance with the provisions of ARTICLE 20. 26.1 Transfers for the betterment of employees and the best interests of ANAHEIM shall be encouraged by all echelons of management. ARTICLE 27 REINSTATEMENT 27.0 An employee who terminates his employment in good standing may be reinstated to a vacant position in his former fob class within three years of his termination date without going through the competitive processes. 27.01 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 anniversary 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. -39- 0009f120983 27.02 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. 27.1 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 qualifications. 27.2 The provisions of this article shall apply to regular, full -time employees. ARTICLE 28 VOLUNTARY DEMOTION 28.0 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 10. 28.1 Voluntary demotions as a result of impending layoff shall be in accordance with the provisions of ARTICLE 25. 28.2 An employee may request a voluntary demotion for any reason. Such a voluntary demotion shall require the approval -40- 0009f120983 of ANAHEIM. 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 ARTICLE 10. 28.21 Voluntary demotions in accordance with the Vocational Rehabilitation Administration Regulation shall be in accordance with the provisions of PARAGRAPH 26.2. 28.3 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 voluntary demotion without requalifying by competitive processes. 28.31 An employee reinstated to his former job class from 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 "P" -41- 0009f120983 or "Q" 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 29 BEREAVEMENT LEAVE 29.0 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. 29.01 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 grandparent, child, brother, or sister of the employee's spouse, regardless of residence. -42- 0009f120983 29.02 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 30 HOLIDAYS 30.0 The following days shall be recognized as holidays, and regular full -time 40 hour 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 September 9th, Admission Day November 11, Veterans 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. 30.1. The following days shall be recognized as flexible holidays; and regular, full -time 40 hour employees shall accrue -43- 0009f120983 additional paid vacation in accordance with PARAGRAPH 36.0 in lieu of having the following holidays off with pay. February 12, Lincoln's Birthday - Good Friday September 9, Admission Day Employee's Birthday 30.2 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. 30.3 Employees may be required to work on any of the above holidays or days observed in lieu of those holidays. Any 40 hour 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. Employees in the following job classes shall be exempt from the provisions of this Paragraph. Fire Captain I Fire Captain II Fire Captain III -44- 0009f120983 Fire Captain IV Fire Engineer I Fire Engineer II Fire Engineer III Fire Engineer IV Firefighter I Firefighter II Firefighter III Firefighter IV 30.4 A 56 hour employee in any of the Fire Department job classes listed in PARAGRAPH 30.3 shall receive additional compensation equivalent to i /10th of his regular biweekly compensation for each holiday listed in PARAGRAPH 30.0. Employees in these classifications shall also have the option to accumulate 11.2 hours per holiday and to take time off in 24 hours increments. Under the option, any hours accrued but not taken will be paid off at the employee's regular hourly rate of pay as of the end of the pay period including October 1. Selection of the Holiday option shall be made on September i of each year. No employee who is on suspension or unpaid leave of absence during a holiday pay period shall receive additional compensation or accumulate hours during that pay period. • -45- 0009f120983 30.5 In order to be eligible for holiday pay, a 40 hour 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. 30.51 No 40 hour 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 compensation for said holiday or day observed in lieu of the holiday. ARTICLE 31 INDUSTRIAL ACCIDENT LEAVE 31.0 ANAHEIM will provide employees with Industrial Accident Leave as required by law. ARTICLE 32 JURY DUTY AND COURT APPEARANCES 32.0 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. -46- 0009f120963 32.01 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. 32.02 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. ARTICLE 33 LEAVE WITHOUT PAY 33.0 Any employee who is absent from work and who is not on leave with pay shall be considered to be on leave without pay. 33.01 An employee on leave without pay shall receive no compensation and shall accumulate no vacation or sick leave while on such leave. 33.02 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 -47- 0009f120983 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 up to a maximum of (6) six months shall require the = approval of the employee's department head. 33.03 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. 33.04 Any employee who is absent from work in excess of (6) six months on leave without pay shall be separated from ANAHEIM service. 33.05 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 10.0 provided that he returns to a position in a lower job class, his salary step -48- 0009f120983 status shall be determined in accordance with the provisions of ARTICLE 28. ARTICLE 34 - MILITARY LEAVE 34.0 ANAHEIM'S policy relating to military leave and compensation 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 35 SICK LEAVE 35.0 Employees shall accrue annual Sick Leave with pay in accordance with the following provisions: 35.01 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. 35.02. .Regular, full -time employees with an average regular work week of fifty -six (56) hours shall accrue paid sick leave at the rate of four (4) hours for each complete biweekly pay period. In addition, each such employee shall be credited with -49- 0009f120983 eighteen (18) hours at the close of the final complete biweekly pay period of each fiscal year. 35.03 Paid sick leave shall continue to accrue in accordance with the above provisions during any period of leave with pay except that employees who remain on Industrial Accident Leave after exhausting State mandated 4850 benefits shall accumulate no Sick Leave. 35.04 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. 35.1 Each employee shall have one (1) hour deducted from his accrued sick leave time for each hour of sick leave taken. An employee with a regular work day of eight (8) hours shall have eight (8) hours deducted from his accrued sick leave time for -50- 0009f120983 each regularly scheduled working day that he is on paid sick leave. An employee assigned to work twenty -four (24) hour shifts shall have twenty -four (24) hours deducted from his accrued sick leave time for each complete shift missed while on paid sick leave. The minimum amount of Sick Leave that may be taken at any given time shall be one hour. 35.2 Sick Leave that is accrued, but not taken, shall be accumulated. 35.21 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 (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. 35.22 Regular, full -time employees in the classified service with an average regular work week of fifty -six (56) hours shall be paid at their regular hourly rate of pay for hours accumulated beyond two hundred and forty -five (245) but not used according -51- nnnociznoon to the following formula: one hundred and nine (109) hours minus total sick leave hours used during the calendar year equals hours paid. Payment shall be made in January of each year._ Employees who terminate employment for any reason during the year shall receive cash payment for unused sick leave beyond two hundred and forty -five (245) hours based on the following formula: 4.192 times complete pay periods worked minus sick hours used. A maximum of two hundred and forty -five (245) hours shall carry over from year to year. 35.3 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 disability benefit of net sixty percent (60 %) 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. 35.31 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 -52- 0009f120983 current disabling condition; a pension plan toward which ANAHEIM contributed. 35.32 Total disability means an employee's complete - inability to engage in his /her regular occupation. 35.33 Benefits are not payable unless the employee is regularly seen and treated by a licensed physician or medical practitioner who certifies to the continuing disability. 35.4 In the event that any paid holiday occurs during a period when any employee (except for 56 hour employees) 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. 35.5 An employee eligible for paid sick leave shall be granted such leave for the following reasons: 35.51 Illness of the employee or physical incapacity of the employee due to illness or injury. -53- 0009f120983 35.52 Enforced quarantine of the employee in accordance with community health regulations. 35.53 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 ANAHEIM and the employee's department or division. 35.54 Temporary disabilities caused by pregnancy and childbirth. 35.55 Up to twenty -four (24) hours of sick leave per calendar year shall be granted for illness of the employee's immediate family. 35.6 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. 35.7 In the event that an employee is absent on sick leave in excess of twenty -four (24) consecutive working hours, the -54- 0009f120983 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. 35.8 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. 35.9 Employees who retired in calendar year 1984 or thereafter shall receive service credit for all hours up to one hundred and seventy -five, for (40) hour employees and up to two hundred and forty -five hours for (56) hour employee. 35.10 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 continuous total disability under the following conditions: 35.11 All periods of total disability must be due to the same cause or causes; and -SS- 0009f120983 35.12 All recurring periods of total disability that qualify as one period of continuous total disability for the insured LTD plan, shall qualify as one period of continuous total disability for the ANA! -AIM Disability Plan and shall not require a new one -month waiting period before ANAHEIM Disability Benefits will be paid; and 35.13 Commencement of the benefit period for the insured LTD plan shall automatically terminate benefits from the ANAHEIM Disability Plan. ARTICLE 36 VACATION 36.0 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 outlined in ARTICLE 30. 36.01 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 -56- 0009f120983 vacation at the close of the final complete biweekly pay period of each fiscal year (106 hours or 13.25 working days per year). 36.02 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). 36.03 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). 36.04 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). 36.05 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 -57- 0009f120983 complete biweekly pay period (208 hours or 26 working days per year). 36.1 Regular full -time employees in the classified service with an average regular work week of fifty -six (56) hours shall accrue annual vacation with pay in accordance with the following provisions: 36.11 For the first four (4) 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 twenty -five (25) hours of paid vacation at the close of the final complete biweekly pay period of each fiscal year (129 hours or 5.375 shifts a year). 36.12 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 plus sixteen (16) hours of paid vacation at the close of the final complete biweekly pay period of each fiscal year (146 hours or 6.083 shifts a year). -58- 0009f120983 36.13 Upon completion of eight (8) 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, plus two (2) hours of paid vacation at the close of the final complete biweekly pay period of each fiscal year (184 hours or 7.666 shifts a year). 36.14 Upon completion of fourteen (14) 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 plus eleven (11) hours of paid vacation at the close of the final complete biweekly pay period of each fiscal year (219 hours or 9.125 shifts a year). 36.15 Upon completion of nineteen (19) years of continuous, full -time service, such employees shall accrue paid vacation at the rate of nine (9) hours for each complete biweekly pay period plus twenty -two (22) hours of paid vacation at the close of the final complete biweekly pay period of each fiscal year (256 hours or 10.666 shifts a year). -59- 0009f120983 36.2 Paid vacations shall continue to accrue in accordance with the above provisions during any period of leave with_pay, except after exhausting State mandated 4850 benefits shall accumulate no vacation. All vacations shall be scheduled and taken in accordance with the best interests of the City 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. 36.3 An employee shall be eligible to take any accrued vacation upon completion of thirteen (13) complete biweekly pay periods of service. 36.4 Each employee shall have one (1) hour deducted from his accrued vacation time for each hour of vacation taken. Vacation which is accrued, but not taken, shall be accumulated. 36.5 Maximum vacation accumulations for employees with an average regular work week of forty (40) hours shall be as follows: 36.51 For employees accruing vacation at the rate of one hundred six (106) hours for every twenty -six (26) -60- 0009f120983 complete biweekly pay periods, the maximum amount of vacation that may be accumulated shall be one hundred ninety (190) hours. 36.52 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. 36.53 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. 36.54 For employees accruing vacation at the rate of one hundred eighty-two (162) 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. 36.55 For employees accruing vacation at the rate of two hundred eight (206) hours for every twenty -six (26) complete biweekly pay periods, the maximum amount -61- 0009f120963 of vacation that may be accumulated shall be three hundred ninety (390) hours. 36.6 Maximum vacation accumulations for employees with an average regular work week of fifty -six (56) hours shall be as follows: 36.61 For employees accruing vacation at the rate of one hundred twenty -nine (129) hours for every twenty -six (26) complete biweekly pay periods, the maximum amount of vacation that may be accumulated shall be two hundred seventy (270) hours. 36.62 For employees accruing vacation at the rate of one hundred forty -six (146) hours for every twenty -six (26) complete biweekly pay periods, the maximum amount of vacation that may be accumulated shall be three hundred ten (310) hours. 36.63 For employees accruing vacation at the rate of one hundred eighty -four (184) 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. -62- 0009f120983 36.64 For employees accruing vacation at the rate of two hundred nineteen (219) hours for every twenty -six (26) complete biweekly pay periods, the maximum amount of vacation that may be accumulated shall be four hundred sixty (460) hours. 36.65 For employees accruing vacation at the rate of two hundred fifty -six (256) hours for every twenty -six (26) complete biweekly pay periods, the maximum amount of vacation that may be accumulated shall be five hundred forty (540) hours. 36.7 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. 36.8 In the event that any recognized holiday occurs during any employee's vacation, (with the exception of 56 hour employees), 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. -63- 0009f120983 ARTICLE 37 OVERTIME 37.0 A full -time 40 hour employee who performs authorized work in excess of his normal work period, regular work week, work day or shift shall be compensated for such work at the rate of one and one -half times his regular hourly rate of pay. 37.01 Overtime shall be calculated to the nearest one - quarter hour of overtime worked, except any overtime of less than one -half (1/2) hour duration shall be calculated to the nearest one -half (1/2) hour. 37.02 All overtime must be authorized by the appropriate division head. 37.03 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. 37.04 Paramedic training required for maintenance of certification or recertification shall be compensated at one and one -half times the employees regular rate of pay (40 hour rate). -b4- 0009f120983 37.1 A full time, 56 hour employee who performs work not covered under the Situational Manning Policy, ARTICLE S3, shall be compensated at the rate of one and one -half times his regular rate of pay (56 hour rate). 37.11 Overtime shall be calculated to the nearest one - quarter hour of overtime worked, except any overtime of less than one -half (1 /2) hour duration shall be calculated to the nearest one -half (1/2) hour. 37.12 All overtime must be authorized by the appropriate division head. 37.13 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. 37.14 Paramedic training required for maintenance of certification or recertification shall be compensated at one and one -half times the employees regular rate of pay (56 hour rate). 37.2 All 56 hour employees who earn overtime may elect to take as compensatory time under the following provisions: -65- 37.21 Compensatory time is earned at straight time. 37.22 Must be designated as compensatory time when earned. 37.23 Once this time is designated as compensatory, it cannot be converted to another type of overtime. 37.24 There will be a maximum carryover from one payroll year to another payroll year of one hundred and twenty hours (120). 37.25 Compensatory time off shall be granted in accordance with ARTICLE 36, Vacations. 37.3 All 40 hour employees who earn overtime may elect to take as compensatory time under the following provisions: 37.31 Compensatory time is earned at straight time. 37.32 Must be designated as compensatory time when earned. 37.33 Once this time is designated as compensatory, it cannot be converted to another type of overtime. 37.34 There will be a maximum carryover from one payroll year to another payroll year of forty hours (40). 37.35 Compensatory time off shall be granted in accordance with ARTICLE 36, Vacations. ARTICLE 36 BI LINGUAL PAY 38.0 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 $11.54 per bi- weekly pay period in addition to their regular pay. 38.01 The appropriate department head shall designate which positions shall be assigned bilingual duties. 38.02 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. 38.03 Bilingual pay eligibility shall continue in accordance with the above provisions during any period of leave with pay. - . -,��- ARTICLE 39 CALL -OUT 39.0 Call out compensation shall be in accordance with the following provisions: 39.01 All emergency call -out time shall be calculated to the nearest one - quarter (1/4) hour of time worked. 39.02 For 40 hour employees, 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 callout. 39.03 Forty -five minutes time shall be added to the time worked to compensate the employee for travel time incurred for each emergency callout. 39.04 Off -duty 56 hour personnel who are called out for emergency work shall be guaranteed a minimum of four (4) hours work, calculated from the time of personal notification until the end of said work period, unless the work continues into the regular scheduled shift. Pay for such emergency work will be at the rate of one and one half times the regular rate of pay. -68- 0009f120983 39.1 Employees subpoenaed to appear during off -duty hours for court matters within the scope of their employment and who receive such subpoenas after 5:00 p.m. of the calendar day prior to the date of court appearance shall receive overtime compensation according to emergency callout provisions. 39.2 Employees subpoenaed to appear during off -duty hours for court matters within the scope of their employment and who receive such subpoena before 5:00 P.M. the calendar day prior to the date of court appearance shall receive overtime compensation according to the planned overtime provisions. 39.3 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 prearranged overtime, except when such overtime occurs immediately before or after a regular work period. ARTICLE 40 SHIFT DIFFERENTIALS 40.0 All eight -hour periods, regularly scheduled to begin at 3:00 p.m., or thereafter, but before 3 :00 a.m. shall be designated as night shift. 40.01 A premium of 5.0% of the employee's regular hourly rate of pay shall be paid for work performed in the night shift. -69- 0009f 120983 40.02 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. 40.03 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. 40.04 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. 40.1 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 41 SITUATIONAL MANNING 41.0 Employees in the following job classes who are assigned to perform overtime work in accordance with the situational manning concept shall be compensated for such overtime work at their regular hourly rate of pay. -70- 0009f120963 Fire Captain I Fire Captain II Fire Captain III Fire Captain IV Fire Engineer I Fire Engineer II Fire Engineer III Fire Engineer IV Firefighter I Firefighter II Firefighter III Firefighter IV 41.1 ANAHEIM and AFA agree that if there are insufficient volunteers to meet appropriate staffing levels as determined by ANAHEIM, ANAHEIM may require employees to work situational manning shifts. In the event that additional fire companies are put in service during the term of this agreement, and ANAHEIM elects to staff these new companies by situational manning; or if total suppression strength drops below 171 employees; the AFA shall have the right to reopen the mandatory situational manning issue. ARTICLE 42 STAND BY 42.0 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. -71- 0009f120983 ARTICLE 43 TRAVEL AND MILEAGE EXPENSE 43.0 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. 43.1 ANAHEIM'S Mileage Reimbursement rate will be adjusted quarterly upward or downward in accordance with change in the Private Transportation Index* (A11 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: Mileage Index Beimtiursemeni_Bate 278.1 21e up to 100 miles 18e over 100 miles 305.9 23e up to 100 miles 20e over 100 miles 336.5 25e up to 100 miles 22e over 100 miles Mileage Index Beimtzursement _Eats -72 0009f120983 370.2 27e up to 100 miles 24e over 100 miles 407.2 29e up to 100 miles 26e over 100 miles * 1967 = 100 43.2 The first complete quarter shall be from April through June 1981. 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. ARTICLE 44 COMMUNICABLE DISEASES 44.0 ANAHEIM and AFA recognize that firefighting personnel are exposed to a higher than average risk form Communicable Disease; therefore, those personnel exposed to such risks should submit Industrial Accident claims with as much information as is available, within 24 hours of occurrence or as soon as known. ANAHEIM agrees to process such claims within seven days of submission. -73- 0009f120983 ARTICLE 45 MEAL ALLOWANCE 45.0 The City shall provide an employee in appendix A with an average work week of forty hours (40) adequate meals under -the following conditions. 45.01 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. 45.02 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. 45.03 An employee shall be provided an adequate meal if he works two (2) hours overtime beyond the normal quitting time. 45.04 An employee shall receive one meal if he is scheduled to work overtime two (2) hours before a regular day. -74- 0009f120983 45.05 An employee shall be provided an adequate meal at four (4) hour intervals during the performance of emergency overtime work. 45.06 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. 45.07 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 46 UNIFORMS AND LAUNDRY 46.0 Uniformed personnel of the Fire Department shall be furnished an initial set of uniforms in accordance with regulations established by the City Manager. Thereafter the providing of uniforms will be in accordance with PARAGRAPH 46.1 below. 46.1 ANAHEIM agrees to pay to every employee working in a classification listed in Appendix "A" $150 per year as compensation for purchase, maintenance and laundry of work shirts, pants and jackets, sheets and pillow cases. -75- 46.2 Effective January 1, 19es the AFA has the option of retaining Paragraph 46.1 or having the City replace uniforms on an as needed basis (administered by the AFA). ARTICLE 47 GRIEVANCE PROCEDURE 47.0 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. 47.1 Any violation of this Memorandum as alleged by ANAHEIM shall be resolved between authorized representatives of ANAHEIM and the AFA. 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. 47.2 Employees shall have the right to be represented in grievance matters in the following manner: 47.21 Employees shall have the right to represent themselves individually in grievance matters. 47.22 Employees may designate a representative to represent them in grievance matters. 47.23 No supervisor shall be represented in grievance matters by an employee whom he supervises. 47.24 No employee shall be represented in grievance - matters by a supervisor for whom he works. 47.3 All expenses of any arbitration shall be borne equally by ANAF-EIM and the AFA. 47.4 Employee grievances shall be handled in the following manner: 47.41 Eitst _Ste2� 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 ten (10) calendar day after the occurrence of the incident causing athe grievance. The division head shall deliver his answer within ten (10) calendar days after submission of the grievance to him. 47.42 Secoad_SteE.. If the grievance is not satisfactorily adjusted in the First Step, it shall be submitted in writing to the employee's -77- 0012f120983 department head within ten (10) calendar 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 and /or his designated representative within ten (10) calendar 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 ten (10) calendar days after said meeting. 47.43 Ibird_Etea. If the grievance is not satisfactorily adjusted in the Second Step it may be submitted in writing to Arbitration. 47.44 In order to request arbitration, the Grievant and /or his representative shall serve written notice to the other party within thirty (30) calendar days after the third step answer specifying the grievance to be submitted. The parties shall thereafter attempt to resolve the issue and select the arbitrator. If an Arbitrator -78- 0012f 120983 cannot be agreed upon the parties shall request a panel from the American Arbitration Association. 47.5 The arbitrator's decision shall be final and bindin9_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. 47.6 The arbitrator will be requested by the parties to render his decision in writing as quickly as possible but in no event later than thirty (30) days after the conclusion of the hearings, unless the parties agree otherwise. 47.7 Any grievance not presented and /or carried forward by the employee and /or his designated representative within the time limits specified in Paragraphs 47.41, 47.42, and 47.44 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. -79- 0012f120983 47.8 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. 47.9 In the case of suspension, demotion or dismissal, the arbitrator is empowered to make an award up to and including making the employee whole for any economic loss suffered. -80- 0012f120993 ARTICLE 46 INSURANCE 46.0 Active Employees -_ 48.01 Health Insurance 48.011 ANAHEIM agrees to sponsor the following Medical Plans during the term of this agreement. (a) City Medical Plan (b) Kaiser Foundation Health Plan (c) Family Health Plan (d) INA Plan (e) General Medical Centers Health Plan 48.012 ANAHEIM and Employee Contributions 48.012.0 ANAHEIM Contributions 48.0120.1 For all H.M.O. plans sponsored I'. mj11 , .,y a monthly amount equal to 100% of -81- 0013f120483 the Kaiser monthly rate for the calendar years 1984, 1985, 1986 and 1987. 48.0120.2 For the self funded City Medical Plan, ANAHEIM will during the yelkiLS 1 Icrf f /MS. . ?f36 - and 1987 pay a monthly amount equal to the following: Single 114.36 • Two Party 191.96 Family 258.51 48.0120.3 For the various Dental Plans, ANAHEIM will during years 1984, 1985, 1986 and 1987 pay an amount equal to 1001: of the 1984 monthly Safeguard rate. 48.0121 Employee Contributions • 48.0121.1 Employees who select an HMO other than Kaiser • :'11 be required to contribute an amount equal to 1007. of the e ::: -'ss amount over the Kaiser monthly rate. -82- 0013f120983 48.0121.2 Employees who select a Dental ;.art .7. l;ay11•,) r1 li 11 be required to contribute an amount equal to 100% or the excess amount over the Safeguard monthly rate. 48.0121.3 For the self funded City Medical ett.v."-w calendar year 1984 will be required to contribute m' I_h1Y amount as follows: Single $ 0 Two Party $ 10 Family $ 15 46.0121.4 For the self funded City Medical Plan and the Safeguard Dental Plan, during the calendar year 1985, employees will be required to contribute an amount equal to any increase in ANAW.TM's cost for those plans in this year but in no F^:.4.7 ::,; ; the employee's contribution exceed the following: -63- 0013f120963 Single $ 25.00 Two Party $ 35.00 Family $ 40.00 48.0121.5 For the self funded City Medical Plan, and the Safeguard r: Plan, during the calendar year 1986, employees will be required to contribute an amount equal to any increase in ANAHE "'^ ityst for these plans in this year, .ava 1 the w• employees contribution exceed the following: Single $ 50.00 Two Party $ 60.00 Family $ 65.00 48.0121.6 For the salf funded City Medical plan and the Safeguard Dental plan, during the -84- 0013f120983 calendar year 1987, employees will be required tc an amount equal to any increase in Anaheim's cost_for these plans in this year, but in no event shall the employee's contribution exceed the following: Single $ 75.00 Two Party $ 85.00 Family $ 90.00 48.0121.7 In the event the cost of the self funded City Medical Plan and /or the Safeguard Dental Plan increases in 1985, 1986 or 1967 go beyond that amount covered by the increased employee contribution described in PARAGRAPHS 48.0121.4, 46.0121.5 and 48.0121.6, the City contribute 100% of the excess amount. -85 0013f120983 48.0122 In the event that the cost of the self funded City Medical Plan decreases below the premium rates established for 1984, savings from any such decreases shall be used to offset 1985, 1986 or 1987 employee contributions. 48.013 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 agreed to by the parties. The provisions of the City Medical Plan shall become effective January 1, 1984. 8_LQmEtetienaiYe_Plan - will include charges for hospital, physicians, drugs, and all other medical care subject to one (1) deductible and one (1) coinsurance amount. -86- 0013f120983 Qeductitie - $200 per person per calendar year, maximum of two (2) deductibles per family, deductible applied to charges incurred in a calendar year. Laineusance - 80% of first $5,000 of eligible charges, 100% of eligible charges over $S,000 for the remainder of the calendar year. daximum_Lifetime_Benefita - $1,000,000 per person. SuR - 100;: of first $1000 (no deductible), charges over $1000 assumed under general plan provisions subject to deductible. Medical care must be received within 72 hours of accident. Vision_Bare - Benefits of Vision Service Plan. QutEaiient_ienial_Bealtb - Benefits of California Psychological Health Plan; Visits *1-5 @ 100 %; visits 6-10 @ 857.; visits 11 -15 @ 70X; balance @ 507.. -87- 0013f120983 81cobQ1LQrus_8buse_Qare - Two (2) treatment cycles per patient in any ten year period. - MandatQrx _Seacnd_QEiniQn_fQr_Electiy.e S1lrseL/ - will require confirming second opinion for full plan benefits for all elective surgery. Non- compliance reduces benefits to SO of the benefit otherwise payable. "Elective Surgery" is defined as operations or surgical procedures which are not considered to be emergency or life - threatening 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. Procedures considered elective are: tonsilectomy, adnoidectomy, cholecystectomy, hysterectomy, prostatectomy, hemorrhoidectomy, herniotomy, cateract -88- 0013f120983 extraction, cornary bypass, laminectorry, ligation striping of vericous veins, myringotomy, submucus resection, thyroidectomy, typanoplasty, bunionectomy, hip surgery, reattachment of the retina, ocular muscle -- surgery for strabismus, gastroenterotomy, knee surgery, mammoplasty, excision of neurorna, 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. Qui2atieni _sur2erY - 100% coverage with no deductible for surgical facility charges. Surgeons charges paid under regular schedule subject to deductible. dossiial _Ere= admi= sion_tesiins - 100% coverage with no deductible. Qxeneric_Qrugs - 100% coverage with no deductible. Licensed _aursical_eenter_af_81iernate fiiribins_Lenier - 100% coverage with no deductible. -89- 0013f120 ?p3 do5Eital_Bharse5 - 1007. coverage with no deductible. Hospice charges are covered if following hospitalization or in -lieu of hospitalization. -_ BEErQYed_dQme_dealth_eare - 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_InaeaiiQna - 100% coverage with no deductible. Annual_Eb ical_Exam - $1S0 allowance, maximum one (1) per employee per calendar year with no deductible. No coverage for charges over $150. No coverage for dependents. doaritalization_ Pre= Buthorication _and _Loncurrent_BeYiew - requires post- admission review of emergency admissions, pre - authorization of non - emergency admissions and concurrent reviews of all hospitalization extensions. Non - compliance reduces benefit to 507. of the benefits otherwise payable. -90- 0013f120983 • eb.iro2ractic _Care_Limitj - Service of a licensed chiropractor shall be limited to the charges for the detection and correction 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 reasonable with a maximum payment of $1000 per person per calendar year. ClaternitY_Senefite - shall be limited to the employee or legal spouse or minor dependant child of the employee. limn= SLtsical_Ireatment _of_Eeei - specifically EXCLUDED are charges for care of: (1) Treatment of weak, strained, or flat feet or instability or imbalance of the feet, -91- 0013f1an407,, (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 _8udit_of_doz2ital_flillinsa - 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). 4 6.014 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. 48.015 Proof of marriage will be required of all employees enrolled in any City Medical plan to enroll a dependant spouse. 48.016 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. 48.017 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 modifications. 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. 48.02 Life Insurance 48.021 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 -93- 0013f120983 disbursal of any such funds shall be made. 46.022 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. 46.023 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 monthe, but less than a complete year of service up to a maximum of $2,000.00. 48.024 Permanent _and_Imtal_Qisatiliti_Life Inzurance_Benefit_ 46.0241 Employees eligible to retire: Such employee who is permanently and totally disabled shall receive the following Life Insurance benefit: -94- 0013f120983 48.0241.1 $100.00 paid up life insurance for each year of service as provided under the Retired Life Insurance Program. -_ 48.0241.2 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 original value each month until the face value of such insurance reaches zero (5 years). 48.0241.3 The permanently and totally disabled employee will pay no premium during the term of this benefit. 48.0241.4 Employees not eligible to retire: Such employee shall receive the following Life Insurance benefit: 48.0241.5 Decreasing term life insurance in the amount of the employee's Basic Life insurance. Such term -95- 0013f1209883 insurance shall decrease by 1/60 of the original amount each month until the face value reaches zero (5 years). 48.0241.6 The permanently and totally disabled employee shall pay nC premium during the term of this benefit. 48.0242 This language expresses the intent of the parties. The precise language will be prepared by insurance attorneys. 48.03 Long Term Disability Benefits 48.031 ANAHEIM agrees to pay the cost of long term disability insurance premiums during the term of this Memorandum. 48.032 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. -96- 0013f1209883 48.033 ANAHEIM shall only provide long term disability for non - occupational disabling conditions. 48.04 Dental Plans 48.041 ANAHEIM agrees to continue sponsorship of the fee for service dental plan. 48.042 ANAHEIM agrees to continue sponsorship of prepaid dental plans. 48.043 ANAHEIM shall limit its monthly contribution to all dental plans to the following schedule: . Single 11.00 2 -Party 17.10 Family 24.66 48.05 Short Term Disability 48.051 ANAHEIM agrees to continue sponsorship of the employee paid short -term disability insurance coverage for presently enrolled employees during the term of this Memorandum. -97- 0013f120983 • 48.052 ANAHEIM agrees to provide the existing Short Term Disability plan. ANAHEIM agrees to pay ANAHEIM'S portion of -- medical, dental, life, and optical insurance during absence due to illness or injury up to six months. 48.06 Pensions 48.061 The City will amend its contract with PERS to provide the following benefits for new employees. (a) 2% at age 55 (b) 3 year final averaging (c) 1959 Survivor Benefit (d) No other optional benefits • 48.062 ANAHEIM shall contribute a portion of 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. -98- 0013f120983 48.063 ANAHEIM shall contribute a portion of the cost of employee survivors' benefits in accordance with the provisions of the above contract. 48.1 Retired Employees 48.11 New employees hired on or after January 1, 1984 shall not be eligible to participate in this City sponsored retired employee medical plans. 48.12 Current Retired Employees 48.121 Health Insurance plans will be provided to current retirees in accordance with PARAGRAPH 48.011 above. 48.122 Retire 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 48.13 Employees who retire subsequent to January 1, 1984 and prior to December 31, 1987. -99- 0013f120983 48.131 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. 48.1311 Must be eligible to retire, and 48.1312 Must have completed at least 5 years of continuous, Full -Time City of ANAHEIM service on date of retirement, and 48.1313 Must be currently enrolled as a subscriber at time of separation from City service. 48.1314 an must be awarded a disability retirement by PERS. 48.132 Retiree contributions to the various plans will be in accordance with the following schedule: Single $15.00 monthly 2 -Party $1S.00 monthly Family $45.00 monthly 48.14 Employees who retire on or after January 1, 1988. 48.141 Retirees in this group who meet the requirements set fourth below will be eligible to maintain membership in the group health plan he /she is enrolled in at the time of retirement. -100 - 0013f120983 48.1411 Must have completed at least 5 years of continuous, Full -Time City of ANAHEIM service on date of retirement, and _ 48.1412 Must have been awarded a retirement from Public Employees' Retirement System as the reason for termination from City service, and 48.1413 PERS retirement benefits must commence no later than the first day of the month following the date of separation from City service, and, 48.1414 Must be currently enrolled as a subscriber at time of separation from City service. 48.142 The City will contribute towards the premium costs of such plans up to the City contribution for the City health plan in the year prior to retirement. 48.15 Provisions applicable to all three groups. 48.151 Surviving spouse of retiree can continue coverage under same terms. -101 - 0013f120483 48.152 Once cancelled for any reason, cannot re- enroll. 48.153 Coverage will be cancelled for non - payment of monthly fees after 3 months in arrears. 48.154 There will be Coordination of Benefits where other insurance coverage exists, and City retiree plan shall be secondary if retiree takes other employment which provides medical coverage. 48.156 Vision care benefits of the Vision Service Plan are EXCLUDED from the benefits for the Retired Group. 48.157 Retirees may only change health plans during the annual open enrollment period. • -102 - 0013f120983 ARTICLE 49 PHYSICAL EXAMINATIONS 49.0 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. 49.1 In order to be eligible for promotion or transfer to a job class in a category requiring greater physical qualification than his present job class, any employee must pass the appropriate physical examination. 49.2 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 department head to undergo a physical examination. 49.21 Any employee who fails to pass a physical examination required under the provisions of PARAGRAPH 49.2 may be transferred or demoted to a position requiring lesser physical qualifications, recommended for disability retirement, or terminated. • -103- 001 5f 121283 49.3 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. 49.31 Exceptions to the provisions of PARAGRAPH 49.3 may be made only in the case of out -of -state candidates for employment. In such cases, the physician performing the examination may be a physician licensed by the state in which the candidate resides. 49.4 ANAHEIM shall pay for any physical examination required under the provisions of this ARTICLE. ARTICLE 50 SAFETY COMMITTEE 50.0 ANAHEIM and the AFA agree that a Safety Committee will be established in the Fire Department. ANAHEIM and the AFA agree that one -half of the membership of the Safety Committee shall be employees elected by non - supervisory employees. The Safety Committee shall be composed of employees in classifications established by the Fire Chief. • -104- 0015f121283 ARTICLE 51 NO STRIKE 51.0 The AFA agrees that under the terms of this Memorandum, the AFA and /or its members shall not conduct any strikes, slowdowns 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 interpretation of the terms or conditions of this Memorandum or any matter subject to review through the GRIEVANCE PROCEDURE. ARTICLE 52 CONSTRUCTION 52.0 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 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. -105- 0015f121283 ARTICLE 53 SAVINGS CLAUSE 53.0 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 54 DURATION 54.0 The terms of this Memorandum are to remain in full force and effect until the 8th day of January, 1988. Upon adoption of a resolution approving this Memorandum and the terms hereof by the City Council of the City of Anaheim, this Memorandum -100- lqA1 OO15f121283 shall be in full force and effect as of the 7th day of October, 1983. STAFF OFFICIALS OF THE ANAHEIM FIRE ASSOCIATION CITY OF ANAHEIM A MUNICIPAL CORPORATION I - ill By Al _— — ,-- --- - -- B y __ L-- B Y - -- _ Bye 1 ' , Ar. i / _ By G �.„ BY —� - - -- By --- - - - - - -- - BY -- ---. -- -- _____ By -- - - - - -- - BY__ -_ -- - By -- By BY - - -_ By By BY___------------------------ 1 By - -- - --- By Dated 9- 1.L �� _ Da ted___ G - -107 - 0015f121283 FIRE EMPLOYEES UNIT APPENDIX "A" WAGES - 40 HOUR October 7, 1983 SCHEDULE LLBLE _NUMEB_ UQLELY_BBIE MDUIdLY_BBIE =ire Captain I 1698 D -E 16.17 - 16.98 $2802.80 - 2943.20 =ire Captain II 1740 D -E 16.57 - 17.40 $2872.13- 3016.00 =ire Captain III 1784 D -E 16.99 - 17.84 $2944.93- 3092.27 =ire Captain IV 1826 D -E 17.39 - 18.26 $3014.27 - 3165.07 =ire Engineer I 1478 E 14.78 $ 2561.87 "ire Engineer II 1515 E 15.15 $ 2626.00 =ire Engineer III 1553 E 15.53 $ 2691.87 -ire Engineer IV 1589 E 15.89 $ 2754.27 - ire Inspector I 1552 D -E 14.78 - 15.52 $2561.87 - 2690.13 - ire Inspector II 1591 D -E 15.51 - 15.91 $2626.00 - 2754.73 - ire Inspector III 1630 D -E 15.52 - 16.30 $2690.13-2825.33 - ire Inspector IV 1668 D -E 15.89 - 16.68 $2754.27 - 2891.20 ire Fighter I 1315 P -E 8.90 - 13.15 $1542.67 - 2279.33 ire Fighter II 1347 D -E 12.83 - 13.47 $2223.87 - 2334.80 ire Fighter III 1380 D -E 13.14 - 13.80 $2277.60 - 2392.00 ire Fighter IV 1412 D -E 13.45 - 14.12 $2331.33 - 2447.47 ire Fighter - 1381 D -E 13.15 - 13.81 $2279.33 - 2393.73 Prevention I ire Fighter - 1416 D -E 13.49 - 14.16 $2338.27 - 2454.40 Prevention II -109 - 29f020684 SCHEDULE QLASS _NU EE_ HQUELY_RBIE MOINIHLY_BBIE Fire Fighter Prevention III 1450 D -E 13.81 - 14.50 $2393.73- 2513.33 Fire Fighter Prevention IV 487 D -E 14.14 - 14.85 - $2450.93- 2574.00 Paramedic Assignment Pay 1.32 The City shall pay 6% of the employee contribution towards PERS. -110 - 0029f020684 FIRE EMPLOYEES UNIT APPENDIX "A" WAGES - 56 HOUR October 7, 1983 SCHEDULE LLASS _NUMBER_ BQUBLY_RGTE MNTELY_RGIE =ire Captain I 1213 D-E 11.55 - 12.13 $2802.80-2943.55 =ire Captain II 1243 D-E 11.84 - 12.43 $2873.17-3016.35 =ire Captain III ' 1274 D-E 12.13 - 12.74 $2943.55-3091.57 =ire Captain IV 1304 D-E 12.42 - 13.04 $3013.92-3164.37 =ire Engineer I 1056 E 10.56 $ 2562.56 =ire Engineer II 1082 E 10.82 $ 2625.65 =ire Engineer III 1109 E 11.09 $ 2691.17 =ire Engineer IV 1135 E 11.35 $ 2754.27 =ire Fighter I 939 P-E 6.36 - 9.39 $1543.26-2278.64 - ire Fighter II 962 D-E 9.16 - 9.62 $2222.83-2334.35 =ire Fighter III 986 D-E 9.39 - 9.86 $2278.64-2392.69 'ire Fighter IV 1009 D-E 9.61 - 10.09 $2332.03-2448.51 `aramedic Assignment . ay .94 he City shall pay 6% of the employee contribution towards PERS. -111- FIRE EMPLOYEES UNIT APPENDIX "A" WAGES - 40 HOUR January 11, 1985 SCHEDULE eLBSS _NUMBER_ d4UBLY_RBIE MQUIbLY RATE "ire Captain I 1767 D -E 16.83 - 17.67 $2917.20- 3062.80 -ire Captain II 1811 D -E 17.25 - 18.11 $2990.00- 3139.07 :ire Captain III 1855 D -E 17.67 - 18.55 $3062.80 - 3215.33 -ire Captain IV 1900 D -E 18.09 - 19.00 $3135.60 - 3293.33 - ire Engineer I 1539 E 15.39 $ 2667.60 - ire Engineer II 1577 E 15.77 $ 2733.47 - ire Engineer III 1616 E 16.16 $ 2801.07 ire Engineer IV 1654 E 16.54 $ 2866.93 ire Inspector I 1616 D -E 15.39 - 16.16 $2667.60 - 2801.07 ire Inspector II 1656 D -E 15.77 - 16.56 $2733.47 - 2870.40 ire Inspector III 1697 D -E 16.16 - 16.97 $2801.07 - 2941.47 ire Inspector IV 1737 D -E 16.54 - 17.37 $2866.93 - 3010.80 ire Fighter I 1368 P -E 9.26 - 13.68 $1605.07 - 2371.20 :re Fighter II 1402 D -E 13.35 - 14.02 $2314.00 - 2430.13 ire Fighter III 1436 D -E 13.68 - 14.36 $2371.20 - 2489.07 re Fighter IV 1471 D -E 14.01 - 14.71 $2428.40 - 2549.73 :re Fighter - 1436 D -E 13.68 - 14.36 $2371.20- 2489.07 Prevention I re Fighter - 1472 D -E 14.02 - 14.72 $2430.13 - 2551.47 Prevention II -112- 29f020684 SCHEDULE CLASS _UMBER_ HQUBLY_RBIE tlQUItlLY_88IE Fire Fighter 1508 D -E 14.36 - 15.08 Prevention III $2489.07 - 2613.@7 Fire Fighter 1544 D -E 14.70 - 15.44 Prevention IV $2548.00- 2676.00 Paramedic Assignment Pay 1.78 The City shall pay 67. of the employee contribution towards PERS. -113- 0029f020684 FIRE EMPLOYEES UNIT APPENDIX "A" WAGES - 56 HOUR January 11, 1985 SCHEDULE QLBES _NUMBER_ BDUBLY_BBIE MQNIELY_88IE =ire Captain I 1262 D -E 12.02 - 12.62 $2916.85- 3062.45 "ire Captain II 1294 D -E 12.32 - 12.94 $2989.65 - 3140.11 =ire Captain III 1325 D -E 12.62 - 13.25 $3062.45- 3215.33 =ire Captain IV 1357 D -E 12.92 - 13.57 $3135.25- 3292.99 =ire Engineer I 1099 E 10.99 $ 2666.91 =ire Engineer II 1126 E 11.26 $ 2732.43 =ire Engineer III 1154 E 11.54 $ 2800.37 =ire Engineer IV 1181 E 11.81 $ 2865.89 -ire Fighter I 977 P -E 6.61 - 9.77 $1604.03 - 2370.85 -ire Fighter II 1001 D -E 9.53 - 10.01 $2312.61- 2429.09 "ire Fighter III 1026 D -E 9.77 - 10.26 $2370.85- 2489.76 -ire Fighter IV 1050 D -E 10.00 - 10.50 $2426.67 - 2548.00 'aramedic Assignment 'aY 1.27 he City shall pay 6% of the employee contribution towards PERS. -114 - D29f020684 FIRE EMPLOYEES UNIT APPENDIX "A" WAGES - 40 HOUR July 12, 1985 SCHEDULE CLBSS _NUMBER_ BQUELY_BBIE MQUIHLY_86IE =ire Captain I 1820 D -E 17.33 - 18.20 $3003.87 - 3154.67 =ire Captain II 1866 D -E 17.77 - 18.66 $3080.13 - 3234.40 =ire Captain III 1911 D -E 18.20 - 19.11 $3154.67- 3312.40 =ire Captain IV 1957 D -E 18.64 - 19.57 $3230.93- 3392.13 =ire Engineer I 1585 E 15.85 $ 2743.33 =ire Engineer II 1625 E 16.25 $ 2816.67 -ire Engineer III 1664 E 16.64 $ 2884.27 -ire Engineer IV 1704 E 17.04 $ 2953.60 =ire Inspector I 1664 D -E 15.85 - 16.64 $2747.33 - 2884.27 "ire Inspector II 1706 D -E 16.25 - 17.06 $2816.67 - 2957.07 "ire Inspector III 1747 D -E 16.64 - 17.47 $2884.27- 3028.13 'ire Inspector IV 1789 D -E 17.04 - 17.89 $2953.60 - 3100.93 ire Fighter I 1304 P -E 9.54 - 14.09 $1653.60 - 2442.27 ire Fighter II 1444 D -E 13.75 - 14.44 $2383.33 - 2502.93 - ire Fighter III 1479 D -E 14.09 - 14.79 $2442.27 - 2563.60 ire Fighter IV 1515 D -E 14.43 - 15.15 $2501.20- 2626.00 'ire Fighter - 1479 D -E 14.09 - 14.79 $2442.27 - 2563.60 Prevention I ire Fighter - 1516 D -E 14.44 - 15.16 $2502.93- 2627.73 Prevention II -115 - :29f020684 SCHEDULE CLBES _NUMBER_ dQUELY_88IE MNIBLY_SBIE Fire Fighter 1553 D -E 14.79 - 15.53 $2563.60 - 2691.87 Prevention III Fire Fighter 1590 D -E 15.14 - 15.90 $2624.27- 2756.00 Prevention IV Paramedic Assignment Pay 1.83 The City shall pay 6% of the employee contribution towards PERS. -116 - 0029f020684 FIRE EMPLOYEES UNIT APPENDIX "A" WAGES - 56 HOUR July 12, 1985 SCHEDULE LL8ES _NUMBER_ EQUBLY_BBIE MQNMILY_BBIE 'ire Captain I 1300 D -E 12.38 - 13.00 $ 3154.67 "ire Captain II 1333 D -E 12.70 - 13.33 $3081.87- 3234.75 "ire Captain III 1365 D -E 13.00 - 13.65 $3154.67- 3312.40 =ire Captain IV 1398 D -E 13.31 - 13.98 $3229.89 - 3392.48 - ire Engineer I 1132 E 11.32 $ 2746.99 - ire Engineer II 1160 E 11.60 $ 2814.93 - ire Engineer III 1189 E 11.89 $ 2885.31 ire Engineer IV 1217 E 12.17 $ 2953.25 ire Fighter I 1006 P -E 6.81 - 10.06 $ 2441.23 ire Fighter II 1031 D -E 9.82 - 10.31 $2382.99- 2501.89 ire Fighter III 1056 D -E 10.06 - 10.56 $2441.23 - 2562.56 ire Fighter IV 1081 D -E 10.30 - 10.81 $2499.47- 2623.23 aramedic Assignment 3y 1.31 le City shall pay 6% of the employee contribution towards PERS. -117- 29f020684 FIRE EMPLOYEES UNIT APPENDIX "A" WAGES - 40 HOUR January 10, 1986 SCHEDULE LL8$5 _WWII EE_ hQURLY RATE MONTHLY RATE =ire Captain I 1875 D -E 17.86 - 18.75 $3095.73 - 3250.00 =ire Captain II 1922 D -E 18.30 - 19.22 $3172.00 - 3331.47 =ire Captain III 1969 D -E 18.75 - 19.69 $3250.00 - 3412.93 -ire Captain IV 2016 D -E 19.20 - 20.16 $3328.00- 3494.40 "ire Engineer I 1632 E 16.32 $ 2828.80 'ire Engineer II 1673 E 16.73 $ 2899.87 =ire Engineer III 1714 E 17.14 $ 2970.93 =ire Engineer IV 1754 E 17.54 $ 304(7.27 =ire Inspector I 1714 D -E 16.32 - 17.14 $2828.80 - 2970.93 =ire Inspector II 1757 D -E 16.73 - 17.57 $2899.87- 3045.47 'ire Inspector III 1800 D -E 17.14 - 18.00 $2970.93 - 3120.00 =ire Inspector IV 1843 D -E 17.55 - 18.43 $3042.00 - 3194.53 =ire Fighter I 1451 P -E 9.83 - 14.51 $1703.87 - 2515.07 =ire Fighter II 1487 D -E 14.16 - 14.87 $2454.40- 2577.93 =ire Fighter III 1524 D -E 14.51 - 15.24 $2515.07- 2641.60 =ire Fighter IV 1560 D -E 14.86 - 15.60 $2575.73 - 2704.00 =ire Fighter - 1524 D -E 14.51 - 15.24 $2515.07 - 2641.60 Prevention I =ire Fighter - 1562 D -E 14.88 - 15.62 $2579.20 - 2707.47 Prevention II -118 - )029f020684 SCHEDULE LLBSS _NUMBER_ 8QUELY_BBIE MONIHLY_BBIE Fire Fighter 1600 D -E 15.24 - 16.00 $2641.60- 2773.33 Prevention III Fire Fighter 1638 D -E 15.60 - 16.38 $2704.00- 2839.20 Prevention IV Paramedic Assignment Pay 1.89 _ The City shall pay 6% of the employee contribution towards PERS. -119 - 0029f020684 FIRE EMPLOYEES UNIT APPENDIX "A" WAGES - 56 HOUR January 10, 1986 SCHEDULE LLAES _NUM BEE_ UQLiELY_BBIE MQNIELY_BBIE =ire Captain I 1339 D -E 12.75 - 13.39 $3094.00- 3249.31 =ire Captain II 1372 D -E 13.07 - 13.72 $3171.65- 3329.39 =ire Captain III 1406 D -E 13.39 - 14.06 $3249.31 - 3411.89 =ire Captain IV 1439 D -E 13.70 - 14.39 $3324.53 - 3491.97 =ire Engineer I 1166 E 11.66 $ 2829.49 =ire Engineer II 1195 E 11.95 $ 2899.87 =ire Engineer III 1224 E 12.24 $ 2970.24 =ire Engineer IV 1253 E 12.53 $ 3040.61 =ire Fighter I 1036 P -E 7.01 - 10.36 $1701.09 - 2514.03 =ire Fighter II 1062 D -E 10.00 - 10.62 $2453.36 - 2577.12 =ire Fighter III 1088 D -E 10.36 - 10.88 $2514.03 - 2640.21 =ire Fighter IV 1114 D -E 10.61 - 11.14 $2574.69 - 2703.31 'aramedic Assignment 'ay 1.35 The City shall pay 6% of the employee contribution towards PERS. -120 - 029f020684 FIRE EMPLOYEES UNIT APPENDIX "A" WAGES - 40 HOUR July 11, 1986 SCHEDULE LLBSS _LIUCIBEE_ HQUBLY_BAIE CIDNIEJLY_BBIE =ire Captain I 1931 D -E 18.39 - 19.31 $3187.60- 3347.07 =ire Captain II 1979 D -E 18.85 - 19.79 $3267.33- 3430.27 =ire Captain III 2028 D -E 19.31 - 20.28 $3347.07 - 3515.20 =ire Captain IV 2076 D -E 19.77 - 20.76 $3426.80 - 3598.40 =ire Engineer I 1682 E 16.82 $ 2915.47 = ire Engineer II 1724 E 17.24 $ 2988.27 =ire Engineer III 1766 E 17.66 $ 3061.07 =ire Engineer IV 1808 E 18.08 $ 3133.87 =ire Inspector I 1766 D -E 16.82 - 17.66 $2915.47 - 3061.07 =ire Inspector II 1810 D -E 17.24 -18.10 $2988.27 - 3137.33 =ire Inspector III 1854 D -E 17866 - 18.54 $3061.07 - 3213.60 =ire Inspector IV 1898 D -E 18.08 - 18.98 $3133.87- 3289.87 =ire Fighter I 1495 P -E 10.12 - 14.95 $1754.13- 2591.33 =ire Fighter II 1532 D -E 14.59 - 15.32 $2528.93- 2655.47 =ire Fighter III 1570 D -E 14.95 - 15.70 $2591.33 - 2721.33 =ire Fighter IV 1607 D -E 15.30 - 16.07 $2652.00 - 2785.47 =ire Fighter - 1570 D -E 14.95 - 15.70 $2591.33 - 2721.33 Prevention I :ire Fighter - 1609 D -E 15.32 - 16.09 $2655.47 - 2788:93 Prevention II -121- 029f020684 SCHEDULE LLBSS NUMBER_ UGLY BAIE MOWIELY_B62E Fire Fighter 1649 D -E 15.70 - 16.49 $2721.33- 2858.27 Prevention III Fire Fighter 1688 D -E 16.08 - 16.88 $2287.20 - 2925.87 - Prevention IV Paramedic Assignment Pay 1.94 The City shall pay 6% of the employee contribution towards PERS. -122 - 0029f020694 FIRE EMPLOYEES UNIT APPENDIX "A" WAGES - 56 HOUR July 11, 1986 SCHEDULE LLBES _NUMBEB_ EQLBLY_B IE dQt1IdLY_B8IE =ire Captain I 1379 D -E 13.13 - 13.79 $3186.21- 3346.37 =ire Captain II 1413 D -E 13.46 - 14.13 $3266.29 - 3428.88 =ire Captain III 1448 D -E 13.79 - 14.48 $3346.37- 3513.81 =ire Captain IV 1482 D -E 14.11 - 14.82 $3424.03 - 3596.32 =ire Engineer I 1200 E 12.00 $ 2912.00 =ire Engineer II 1230 E 12.30 $ 2984.80 =ire Engineer III 1260 E 12.60 $ 3057.60 =ire Engineer IV 1290 E 12.90 $ 3130.40 =ire Fighter I 1067 P -E 7.22 - 10.67 $1752.05 - 2589.25 =ire Fighter II 1094 D -E 10.42 - 10.94 $2528.59 - 2654.77 =ire Fighter III 1120 D -E 10.67 - 11.20 $2589.25 - 2717.87 =ire Fighter IV 1147 D -E 10.92 - 11.47 $2649.92 - 2783.39 'aramedic Assignment 'a y 1.39 The City shall pay 6% of the employee contribution towards PERS. WAGES January 9, 1987 through January 7, 1988 Effective January 9, 1987 the City of Anaheim shall grant all classifications a general salary increase of 66.6677. of the increase in the Consumer Pvice =ndex for All Urban Consumers for the Los Angeles area for the 12 month (one rear) period ending November 30, 1987; or S% whichever is higher. -123 - )029f020684