2005-159RESOLUTION N0.2005- X59
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANAHEIM
AMENDING RESOLUTION N0.92R-17 WHICH ESTABLISHED
PERSONNEL RULES FOR MANAGEMENT, CONFIDENTIAL AND
NON-REPRESENTED PART-TIME CLASSIFICATIONS
WHEREAS, the Human Resources Director has recommended in a staff report
dated August 23, 2005, that Resolution No. 92R-17 be amended in the manner hereinafter set
forth, and
WHEREAS, the City Council of the City of Anaheim does find that amending
Resolution No. 92R-17 is in the best interest of the City of Anaheim; and
~~ WHEREAS, as a result thereof, the need exists to amend Resolution No. 92R-17
which established Personnel Rules for Management, Confidential and Part-Time Non-
Represented classifications.
NOW, THEREFORE BE IT RESOLVED by the City Council of the City of
Anaheim as follows:
1. That, Sections 4.1, 4.4, 4.7, 4.8, 4.15, 4.16, 4.17, and 4.18 of Personnel Rule 4,
Appropriate Salary Step, be amended by changing the reference for Steps "P" - "E" to Steps "1" - "9"
2. That, Sections 6.4 and 6.5 of Personnel Rule 6, Premium Pay, be
amended to read as follows:
"6.4 Temporary upgrading shall be defined as the temporary assignment of an
employee to perform the work of a job class which is assigned to a salary
schedule higher than his regular job class.
6.41 Employees who are temporarily upgraded to a Confidential job
classification for two (2) hours or more, and who are responsible for the
full range of duties assigned to the higher level classification, shall
receive a seven and one-half percent (7'/~%) pay differential for all time
worked in the temporary assignment.
6.42 Confidential employees temporarily upgraded to a management
classification for a minimum of one (1 }complete work shift, shall receive
a fifteen percent (15%) pay differential.
6.43 An employee must be qualified for the higher position in order to be paid
for upgrading. The determination of those persons qualified to work in
higher rated classifications shall be established by the City.
6.5 A management employee temporarily upgraded to another management jab
class at a higher salary range shall receive a seven and one half percent
(7%2%}pay differential if they are assigned to work in the higher class for a
minimum of one (1) complete work shift, except as noted below.
6.51 Employees temporarily upgraded to the positions of Police Lieutenant or
Fire Marshal shall receive a seven and one half percent (7%%) pay
I:IVKILMUR10T4063VK.D0C
differential for all time worked in the higher class during normal work
hours if they are assigned to work in the higher classification for a period
of one complete work shift (8 working hours) or longer.
6.52 Employees temporarily upgraded to Fire Battalion Chief shall receive a
seven and one half percent (7%%) pay differential for 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.
6.53 Employees temporarily upgraded under this Section 6.5 must be
responsible for the full range of duties assigned to the higher level
classification. An employee must also be qualified for the higher
position in order to be paid for upgrading. The determination of those
persons qualified to work in higher rated classifications shall be
established by the City.
6.54 Upgrade to a vacant position shall be limited to six months, except in
cases of extended sick leave, industrial accident leave or leave without
w. pay.
6.55 Upgrade pay is not available for Administrative and Executive positions.
Temporary coverage for such positions shall be in accordance with
Management Pay Policy 20, Acting Appointment and shall require pre-
approval of the City Manager."
3. That, Section 9.0 and Sub-Sections 9.01, 9.02, and 9.03 of Personnel Rule 9,
Probation, be amended by changing the reference for "thirteen (13) complete biweekly pay periods"
to "six (6) months, and "twenty-six (26) complete biweekly pay period" to "twelve (12) months."
4. That, Section 13.31 of Personnel Rule 13, Voluntary Demotion, be amended by
changing the reference for "P~, "Q"„ "R", "J", "A" or "B" to "1 St through 6~' step", and "thirteen (13)
complete biweekly pay periods" to "six (6) months."
5. That, Section 16.4 of Personnel Rule 16, Vacation, be amended by changing the
reference for "thirteen (13) complete biweekly pay periods" to "six (6) months.
6. That, Sections 23.21, 23.22, 23.23, 23.24, 23.24.1, 23.24.2, 23.24.3 and 23.24.4 of
Personnel Rule 23, Insurance, Pensions and Perquisites, be amended to read as follows and the
remaining Sub-Sections be renumbered for proper sequence:
"23.21 The City shall make available $50,000 of Basic Group Term Life
Insurance to full-time employees covered by this RULE.
23.22 The City shall contribute one-half (112) the cost of the premium for Basic
group life insurance and dependent coverage. The employee shall
contribute the difference between the City contribution and the total
premium costs, but in no event shall the employee's contribution exceed
the contributions established for employees in the General City
Employees Unit of Representation.
23.23 The City shall make available supplemental term life insurance to
Confidential employees of up to $450,000 in increments of $50,000. One
hundred percent (100%} of the cost of the supplemental term life
insurance shall be paid by the employee.
1:1VKILMUR10T4063VK.DOC
23.24 The City shall make available Supplemental Term Life Insurance to
management employees as follows:
23.24.1 The employee's allowable coverage under this component shall be
limited so that the Basic Life coverage and the Supplemental Life
coverage together do not exceed two (2) times the employee's
base annual salary rounded up to the nearest $50,000. The
supplemental Life coverage shall be adjusted each January.
23.24.2 The City shall contribute the full cost of the premium for the
Supplemental Life coverage far Executive and Administrative
managers.
23.24.3 The City shall contribute one-half (112) the cost of the premium for
the Supplemental Life coverage for all other management
employees. The employee shall contribute the difference between
the City contribution and the full cost of the premium.
23.24.4 Management and Confidential employees and City Council
members may also elect Supplemental Life "Level 2" coverage.
This coverage is fully paid by the employee with no City
contribution. Management and Confidential employees may select
"Level 2" insurance of $50,000 - $550,000 in increments of
$50,000. Benefit amounts are subject to a combined basic and
supplemental life maximum of the lesser of seven (7) times base
annual salary or $700,000. To qualify for "Level 2" Supplemental
Life, eligible Management and Confidential employees must enroll
in Basic Life and Supplemental Life coverage. City Council
members are eligible for $50,000 of Supplemental Life "Level 2"
coverage at 100% City Council member paid with no City
contribution.
If a Management and Confidential employee or City Council
member elects "Level 2~ coverage, then they may elect
Supplemental spouselregistered domestic partner (as defined by
California law) and/or dependent life coverage. Employees and
City Council members will pay 100% of these costs with no City
contribution. Spouse/registered domestic partner amounts are
$25,000 to $275,000 in increments of $25,000, provided that the
spouselregistered domestic partner amount of insurance does not
exceed 50% of the employee's amount. Dependent child coverage
is $10,000.
7. That Sections 21.07 and 27.08 of Personnel Rule 27, Payroll Deductions, be
amended to read as follows:
"27.07 Payment to or savings in Orange County's Credi# Union;
27.08 Contributions to the City Employee's Annual Charities Fund Drive;
BE IT FURTHER RESOLVED that the effective date of this Resolution shall be upon
adoption by adoption by City Council.
1:1VKILMURIOT4063VK.DOC
AND, BE IT FURTHER RESOLVED that except as amended herein, Resolution
No. 92R-11 shall remain I full force and effect.
THE FOREGOING RESOLUTION is approved and adopted by the City Council
of the City of Anaheim this 23rd day of Aueust , 2005, by the following roll call vote:
AYES: Mayor Pringle, Council Members Sidhu, Hernandez, Galloway, Chavez
NOES: None
ABSENT: None
ABSTAIN: None
ATTE T:
IN CLE K OF HE CITY OF ANAHEIM
MAYOR OF TH F ANAHEIM
APPROVED
JACK L. WH
BY:
v
I:IVKI LMUR10T4063VK. DOC
RULE 4. APPRQPRIATE SALARY
Section 4.o The pay plans for the City of Anaheim shall be as provided in the various Salary Resolutions.
CQNFIDENTIAL CLASSES:
Section 4.1 Regular, full-time confidential employees shall be el~ible for consideration for merit pay increases as
follows:
4.11 To the " " 2"~ step of the salary schedule after completion of six months ofservice inthe "R"- 1~
step.
4.12 To the " " 3'~ step after oomplet~n of six months of service in the "Q"- 2"d step.
4.13 To the "~ 4tn step after completion of six months of service in the ~" 3"~ step.
4.14 To the-A" Stn step after completion of six months of service in the ~ 4tn step.
4.15 To the ~ 6th step after completion of six months of service in the ~ 5t' step.
4.16 Ta the " " 7~' step after completion of six months of service in the " " ,,,step.
4.17 To the "~" 8`n step after completion of twelve months of service in the " ' 7~' step.
4.18 Ta the "€" 9~' step after completion of twelve months of service in the ~ $~,~ step.
Section 4.2 In such cases as may occur wherein an empbyee shall demonstrate exceptional ability and proficiency
in performance of his assignerd dutiesF 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 these rules upon the approval of ~
employee's Executive Manager.
Section 4.3 For purposes of Rule 4, "six months" shall be construed th mean thirteen complete biweekly pay
periods; and "twelve months" shall be construed tomeantwenty-six biweekly pay periods.
Section 4.4 Certain job classes, upon recommendat~n of the Human Resources Director and approval of the City
Council shall be designated in the Resolutbn establishing rates for job classes by an "S" before schedule numbers.
Employees in these classes shall be eligible for consideration far merit pay increases tothe "Q"- ~„ step after
completion of six months of service in the ~ 7th step. They shall be eligible for consideratk~n for merit pay
increases to the "€" 9th step after completion of six months of service in the ~ Stn step.
Section 4.5 Merit pay increases shall be granted upon approve! of the employee`s Executive Manager far continued
meritorious and efficient service and continued improvement by the employee in the effective performance of the
duties of his position.
4.51 The effective date of the merit pay increases shall be the first day of the pay period following
approval as provided in Section 4.4 and completion of the minimum required service in the next
lowel• step as provided in Section 4.~.
Section 4.6 An employee maybe reduced by one ar more steps on the basis of unsatisfactory work performance or
conduct. Such action shall require the specific recommen~tion of the employee's Executive Manager.
4.61 The employee shall be notified by his Executive Manager rrot later than two calendar weeks prior to
the effective date of the action. The notice shall contain a statement of the substan#ial reasons for
the action and shall inform the employee that he may file a reply with the Executive Manger.
4.62 The employee maybe returned to his former salary step at such time as deemed appropriate by his
Executive Manager.
Section 4.7 Newly hired employees shall normally be compensated at the lowest step of the salary schedule of the
job class for which they were hired. The City may hire at a higher step in the salary schedule through the ~ r~,„step
without approval of the City Manager. Salary steps " ", " " ~ 7 .8tn, and 9th require approval of the City
Manager.
Rule 4. Appropriate 3aZary
Page 2
4.71 The provisions of this rule shall also apply to re-empbyed and reinstated emp~yees.
Section 4.8 An incumbent employee reclassified with his position to a bwer job class shall retain his rate of pay and
his anniversary date for purses of merit pay increases, or shall be pla~eti inthe step of the lower salary schedule
closest to his rate of pay. If theme step of the salary schedule of the bwer jab class is lower than the
incumbent's rate of pay, the rate of pay shall be identifred as the "Y" step of the lower salary schedule. Art employee
compensated at the "Y" step because of a downward reclassiflcationsholl remain inthe "Y" step until such time as
his jab class is assigned to a salary schedule in which the " " gth step is equivalent to or higher than the'"Y" step, at
which time the employee shall be placed in the ~ 9t' step.
4.81 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.
Section 4.9 An employee who is promoted or reclassified with his position to a higher ~b class shall be placed in
the step of the higher sa~ry schedule that will provide a pay increase of not less than 4°b except when the "E" step
of the higher salary schedule provides a pay increase of less than 4~a or, when the lowest step of the h~her salary
schedule is mare than 4~6 higher than the employee's current rate of pay, the new rate of pay shall be the bwest
step of the higher salary schedule. The employee shall be given a new anniversary date for purses of merit pay
increases in accordance with the provisions of Section 4.1.
Section 4.10 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 4°~. The employee shall be given a new anniversary date for purposes of merit
pay increases in accordance with the provisions of Section 4.1.
Section 4.11 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 inthe newly authorized salary schedule and shall retain the same
anniversary date for purposes of merit pay increases.
IUA_, NAGEMENT CLASSIFICATIONS:
Section 4.12 Management job classes shall be al{ocated to salary ranges providing annual c~mpensat~n according
tQ the salary structure listed in the salary resolutions.
Section 4.13 Management employees shall be covered by Pay Policies established by Resolution.
Section 4.14 The City Manager, City Attorney, City Clerk and City Treasurer shall also be subject to the provisions of
this RULE.
PART TIME CLASSIFICATIONS:
Section 4.15 Part-time employees in jab classes designated in the Resolution establishing rates far jab lasses by
an "A" before schedule numbers shall be eligible for consideration for merit pay increases as follows:
4.151 To the " " 2"~ step of the salary schedule after completion of 520 work hours in the "R"- 1'' step,
4.152 To the ~ 3~ step after completion of 520 work hours in the ~ 2"~ step.
4.153 To the ;~ 4th step after completion of 520 work hours in the "~ ~ step.
4.154 To the ~4"- 5t' step after completion of 520 work hours in the "d" 4th step.
4.155 To the "~"- 6th step after completion of 520 work hours inthe-A"- ~, step.
4.156 To the " " 7th step after completion of 520 work hours in the "€~ 6t' step.
4.157 To the " "Stn step after completion of 520 work hours inthe ° " 7~' step,
4.158 To the "~"- 9~' step after completion of 520 work hours in the ~ 8t' step.
Section 4.16 Part-time empbyees in job classes designated in the Resoluflon establishing rates for jab classes by a
"B" before schedule numbers shall be eligible for consideration for merit pay increases as follows:
yule 4. Appropriate Salary
Page 3
4.161 To the " ~ " 2"~ step of the salary schedule after complet~n of 1040 work hours in the "~ 1 ~ step,
4.162 To the " " 3~ step after completion of 1040 work hours in the $ 2"~ step.
4.163 To the ~" 4~' step afEer completion of 1044 work hours in the ~ 3~ step
4.164 To the ~ 5~h step after completion of 1040 work hours in the "~ 4~h step
4.165 To the "~" 6th step after completion of 1440 work hours in the ~ ~ step
4.166 To the " " 7~' step after completion of 1040 work hours in the ~ step.
4.167 To the-B"- 8'~ step after completion of 2480 wodc hours in the ~"- 7~' step.
4.168 To the " " 9"' step after completion of 2080 work hours in fihe "S" 8~' step.
Section 4.17 Part time employees in job classes designated in the Resolution establishing rates for job classes by a
"C"before schedule numbers shall be eligible for consideration for medt pay increases as fol~ws:
4.171 To the " " 2~ step of the salary schedule after completion of 1444 work hours in the "lam 1~ step.
4.172 To the "~" 3`~ step after completion of 1040 work hours in the "~ 2"d step.
4.173 To the ~"- 4~' step after completion of 1440 work hours in theme 3~~ step,
4.174 To the " " 5~' step after completion of 1044 work hours in the ~ 4t~ step.
4.175 To the " " 6th step after completion of 1040 worfc hours in the "Ar 5~' step,
4.176 To the " " 7th step after com~etion of 1040 work hours in the ~ 6~' step.
4.177 To the ~" 8~' step after completion of 1444 work hours in the " " 7~' step.
4.178 To the ~- 9~' step after completion of 1040 work hours in the ~ 8ih step.
4.18 Part-time employees in jab classes designated in the Resolution establishing rates far job classes by a "D°
before schedule numbers shall be eligible for consideration for merit pay increases as follows:
4.181 To the " " 2'~ step of the salary schedule after completion of 784 work hours in the "lam 1~ step.
4.182 To the-R" 3'~ step after completion of 780 work hours in the ~ 2"~ step,
4.183 To the ~ 4~' step after completion of 784 work hours in the "~ 3'd Step.
4,1&4 To the ~ 5~' step after oompletion of 780 work hours in the "~ 4~' step.
4.185 To the ~ 6th step after completion of 780 work hours in the "~ 5~' step.
4.186 To the " " 7~' step after completion of 780 wank furs in the ~ 6~' step.
4.187 To the " " 8~' step after completion of 780 work hours in the "~"- 7~' step.
4.188 To the "L= 9~' step after completion of 780 work hours in the ~ 8~' step.
Section 4.19 An incumbent employee redassified with his position ~ a lower job class shall be placed in the step of
the laver salary schedule closest to his rate of ~y without providing an increase. An incumbent employee in a
part time management job class shall be covered under the provisions as stated in the appropriate salary resolution
covering the equivalent full-time classification.
Section 4.20 Apart-time employee who is promoted or reclassified with his position to a higher part-time job class
shall be placed in the step of the higher salary schedule that will provide a pay increase of riot less than 4~ except
Rule 4. Appropriate Sa~.ary
Page 4
when the "~ 9"' step of the higher salary sch~ule provides a pay increase of less than 4~ ar, when the lowest step
of the h~her salary schedu~ is more than 4~ higher than the employee's current ra#e of pay, the new rate of pay
shall be the lowest step of the higher salary schedule. The em{~oyee shall be given a rs3w anniversary date far
purposes of merit pay increases in accordance with the provisions of Section 4.1.
4.201 An empbyee who is promoted into apart-time management classif'icatian from another part-time
classification or from a park time management job class to another part time management jab
lass shall be covered under the provisions as stated in the appropriate salary resolution covering
the equivalent full-time classification.
Section 4.21 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 fallowing order of precec~nce; (1} adjustment to same salary step in newly
authorized salary schedule; (2} merit pay advancement ar reduction in salary step; and (3}promotion, demotion, ar
reclassification. This section shall apply to all confidential, management and non-represented part-time employees.
Doc: Ruie4Flvkilmurlconve~Jpersonnel
Revised 04!1411988 (Resolution No. 88R-166}
Revised 211992
Revised 7!1994
Revised 611997
Revised 7!2005
Revised 812005
RULE 6. PREMIUM PAY
Section 6.0 A full-time Confidential employee in the classified service 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. Management employees shall be compensated far overtime hours worked
only as provided for in Sections 6.041, 6.042, 6.05, 6.051 and 6.06. A temporary, seasonal, or part-time employee in the
exempt service who perfom~s authorized work in excess of forty (40) hours in his regular work week shall be
compensated for such overtime work at the rate of one and one-half times his regular hourly rate of pay.
6.01 Overtime shall be calculated to the nearest one-quarter hour of overtime worked, except any overtime of
less than one-half (112) hour duration shall be calculated to the nearest one-half (112} hour.
6.02 All overtime must be authorized by the appropriate Administrative Manager.
6.03 Job classes in the classified service with an ~X"before schedule or salary range numbers shall be
exempt from the above overtime provisions.
6.04 Notwithstanding the above overtime provisions, there shall be no compensation (overtime pay for the
time spent, outside normal work hours, in attending meetings of any kind which are for the purpose of
education or training. Police Lieutenants shall be compensated at their regular hourly rate of pay for
required court appearances during off-duty hours. Police Lieutenants and Police Captains shall be
compensated at their regular hourly rate of pay for those selected supervisory work functions performed
while engaged in internal security for Anaheim Stadium Rock Concert events.
6.041 The classification of Fire Battalion Chief assigned to situational manning, the Police
Lieutenant serving as Watch Commander and the classifications of Power Resources
Scheduler I and Power Resources Scheduler II shall be compensated at the rate of one and
one-half times their hourly rate of pay for all overtime hours worked while serving in that
capacity.
6.042 Certain part-time classifications working in designated Recreation Programs shall be
exempt from overtime. The programs of Aquatics, Playgrounds, Day Camp and Pearson
Park Theater have been designated as meeting the Recreation Employee Exemption as
specified in Section 260 of the Fair Labor Standards Act. Specified part-time employees
working in these programs shall be compensated at the straight time hourly rate for all
hours worked.
6.05 Management employees in exempt job classes may be compensated for overtime work authorized by the
appropriate Executive Manager at the rate of one and one half times their regular hourly rate of pay
provided that such employees have been assigned by the appropriate Executive Manager to perform
work normally performed byemployees innon-exempt job classes. The classification of Plan Check
Supervisor may be paid at the overtime rate for overtime work authorized by the Executive Manager and
agreed to by the developer performed in response to a developer's request to expedite plan checking.
The overtime rate shall be one and one-half times the hourly base rate.
6.06 Non-represented part-time employees in the classifications listed bebw shall be guaranteed a minimum
of four (4) hours paid at their current hourly rate. Far time worked in excess of four (4}hours, employees
shall be paid straight time overtime based on the applicable hourlyrates to becomputed inquarter-hour
units.
Assistant Box Office Treasurer-Convention Center
Box Office Treasurer-Convention Center
Convention Center Concessionaire
Head Usher
Crowd Control Supervisor
PIT Telephone OperatorlReceptianist- Convention Center ONLY
PIT Security Guard-Convention Center ONLY
Head Parking Lot Attendant
Head Parking Lot Cashier
Section 6.1 A full-time Non-exempt Confidential employee assigned to standby duty for purposes of being on call to
handle emergency situations arising at times other than during nom~al 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.
RULE 6. PREMIUM PAY
Page 2
Section 6.2 Call out compensation for full-time Non-exempt Confidential employees shall be in accordance with the
following provisions:
6.21 When an employee is called out for emergency work, he shall be paid at the rate of one and one-half
times his regular rate of pay for such emergency work.
6.22 All emergency call-out time shall be calculated to the nearest one-quarter (114) hour of time worked.
6.23 A minimum of three {3}hours (including travel time} of pay at the rate of one and one-half times the
employee's regular rate of pay shall be guaranteed for each emergency call-out.
6.231 Employees subpoenaed to appear during off-duty hours as a prosecution witness 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 call out provisions
6.24 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 far planned overtime, except when such overtime occurs immediately before
or after a regular work period.
6.241 Non-exempt Confidential employees subpoenaed to appear during off-duty hours as a
prosecution witness 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.
6.25 Forty-five minutes time shall be added to the time worked to compensate the employee for travel time
incurred for each emergency call-out.
6.26 Management and Exempt Confidential employees shall be exempt from the provisions of Section 6.2.
Section 6.3 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.
6.31 A premium of 5.0% of the employee's regular hourly rate of pay shall be paid for work performed in the
night shift.
6.32 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.
6.33 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.
6.331 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.
6.34 Shift premium shall be payable only far hours actually worked and shall not be paid for non-work time,
such as vacations, holidays, sick leave, etc.
6.35 Management, Exempt Confidential and part-time employees shall be exempt from the provisions of
Section 6.3.
Section 6.4 Temporary upgrading shall be defined as the temporary assignment of an employee to perform the work of
ie a job class which is assigned to a salary schedule higher than his regular job class.
6.41
0 1
0 1
N 11
11 N
N 11
RULE 6. PREMIUM PAY
Page 3
6.41 Emglovees who are temporarily upgraded to a Confidential job classification for two (2) hours or more and
who are responsible for the full range of duties assigned to the higher level classification shall receive a
seven and one-half percent (7 %°~}pay differential for all time worked in the temporary assignment
6.42 Confidential employees temporarily upgraded to a management classification for a minimum of one (1)
complete work shift, shall receive a fifteen percent (15%) pay differential
6.43 An employee must be aualified for the higher position in order to be paid for upgrading The determination
of those persons Qualified to work in higher rated classifications shall be established by the City
Section 6.5 A Management employees temporarily upgraded to se~taia another management job classes at a higher
" " salary range hers shall receive a
' ' ' .seven and one-half (7%°~Lpay differential if
then are assigned to work in the higher class for a minimum of one (1) complete work shift, except as noted below.
6.51 Employees temporarily upgraded to the positions of Police Lieutenant or Fire Marshal shall receive a
° ,seven
and one half percent (7'/z%) pay differential for all time worked in the higher class during normal work
hours if they are assigned to work in the higher classification for a period of one complete work shift (8
working hours} or longer.
6.52 Employees temporarily upgraded #o Fire Battalion Chief shall receive a #we-perce~°~f~easa e~
' ' ,seven and one-half percent (7%:%) paX
differential for 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.
6.53 Emglovees temporarily u~p, raded under this Section 6.5 must be responsible for the full range of duties
assigned to the higher level classification. An employee must also be aualified for the higher positron
in order to be paid for upgrading. The determination of those persons aualified to work in higher rated
classifications shall be established by the Citv.
o
, ,
~AI~18tA VIIAFI~~Ii#~
6.54 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.
6.55 Upgrade nay is not available for Administrative and Executive positions Temporary coverage for such
positions shall be in accordance with Management Pay Policy 20 Acting Appointment and shall
reauirepre-approval of the City Manager.
Section 6.6 Full-time Exempt and Non-exempt Confidential and management employees required to speak, read andlor
write in Spanish ar other languages as well as English as part of the regular duties of their position will be compensated
at the rate stated in the salary resolutions per pay period except while on STD or Leave Without Pay aver forty (40} hours
in a pay period, in addition to their regular pay.
RULE 6. PREMIUM FAY
Page 4
6.61 The appropriate Executive Manager shall designs#e which positions shall be assigned bilingual duties
and which language shall be eligible for bilingual pay.
6.62 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 cer#ifiers may conduct their own test of bilingual
competency and notify the Human Resources Director of the outcome of the test.
6.63 The effective date of bilingual pay certification shall be the first day of the pay period following the
passing of the bilingual test by the employee as provided in Section 6.62. Bilingual pay eligibility shall
continue in accordance vrith the above provisions during any period of leave with pay.
Section 6.7 Nan-represented part-time employees required to speak, read and/or write in Spanish or other languages as
well as English as part of the regular duties of their position will be compensated at the rate stated in the salary resolution
far all hours worked in addition to their regular pay.
6.71 Sections 6.61, 6.62 and 6.63 above shall also apply to non-represented part-time employees.
Section 6.8 Certain Management employees may or may not be paid Management Standby Pay based upon the
recommendation of the Human Resources Director, the appropriate Executive Manager, and the approval of the City
Manager.
6.81 Standby pay will be either $75, $150, or $225 for a seven {7}consecutive day standby assignment as
recommended by the Human Resources Director.
6.82 Standby pay eligibility will be evaluated on an individual basis.
Section 6.9 The City Manager, City Attorney, City Clerk and City Treasurer shall also be subject to the provisions
of this RULE.
Doc: Rule6Flvkilmurlconvertlpersonnel
Revised 04/14/88 (Resolution 88R-166)
Revised 2192
Revised 4194
Revised 6194
Revised 6198
Revised 6100
Revised 06118104
Revised 0712004
Revised 812005
RUSE 9. PROBATION
Section 9.0 Full-time confidential and managemerrt employees appointed from eligibility lists, appointed through the
"Promotion Without Competition "process, reinstated employees, and em~oyees reassigned according to the
Vocational Rehabilitation Administrative Regulation shall be subject to a period of probation. The regular period of
Probation shall be six 6 months unless otherwise spec`rfred for certain
designated job classes.
9.01 All Management employees shall serve a probationary period of
pay-pe~ieds-twelve f 121 months
9.02 Employees in the part-time classifications of Police Reservist and Police Reserv~t-Spec~l shall serve
a probationary period of , ~,1~m_ no thy.
9.03 Non-represented part-#ime employees shall serve a probationary period of tc-~8}~ser~lete
biweekly-pa~per~ds tw 12 months or until 1040 hours are worked, whichever is sooner.
9.04 In the event an employee is assigned to light duty status or is absent from work due to a ler~thy
illness or injury during his probationary period, said employee's probationary status maybe extended
beyond the regular period of probation in the arraunt 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.
9.05 Upon successful completion of a probationary period, an em~yee shall be granted regular status in
the class'ffication in which the probationary period is served.
Section 9.1 The work and conduct of probationary employees in Confidential, Management and part time
Unrepresented job classifications shall be subject to close scrutiny and evaluatbn, and, if found to be be~w
standards satisfactory to the appointing authority, the appropriate Executive Manager 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 law or the Personnel Ordinance andlor
Personnel Resolution.
9.11 A Confidential or Management employee rejected or laid off during the probationary period from a
position to which he has bin promoted or transfen~ed shall be returned to the classiticatian in which
he has regular status unless the reasons for his failure to complete his probationary period would be
cause for dismissal from City service. Part-Time Unrepresented employees shall not be returned to
their former position if they are rejected or laid off during the probationary period.
9.12 The appropriate Executive Manager shall request the Human Resources Department to prepare a
Personnel Action Form to separate or return to a former classification any empbyee to be rejected
during a probationary period.
Section 9.2 An employee shall be retained beyond the end of the probationary period only ff the appropriate
Executive Manager affirms that the services of the employee have been found to be satisfactory.
Doc: Rule9F/vkilmurfconvedlpersannel
Revised 04f1988 (Resolution No. 88R-166
Revised 2f1992
Revised fi11998
Revised 7!2005
RULE 13. VQLUNTARY DEMQTIQN
Section 13.0 If an employee takes a voluntary demotion the salary step status shall be in aocordance with the
provisions of Section 4.10 or as stat~l in the salary resolution covering management classifications.
Section 13.1 Voluntary demotions as a result of impending layoff shall be in accordance with the provisions of RULE 11.
Section 13.2 An employee may request a voluntary demotion for any reason. Such a voluntary demotion shall
require the approval of the Executive Manager under whom the employee will serve and the Human Resources
Director, An employee taking such a voluntary demotion may be placed in any salary of the appropriate salary
schedule that does not provide an increase in salary, He/she shall be given a new anniversary date for purposes of
merit pay increases in accordance with provisions of Section 4.1.
13.21 Voluntary demotions in accordance with the Vocational Rehabilita#ion Administrative
Regulation shall be in accordance with the provisions of Section 13.2.
Section 13.3 An employee who has taken a voluntary demotion to a cower job class may be reinstated to a vacant
position in hislher former job class within three years of the effective date of the voluntary demotion without
requalifying by competitive processes.
13.31 An employee reinstated to hislher former job class from a voluntary demot~n shall retain
hislher rate of pay. If the rate of pay is rrot included in the salary schedulelrange of hislher
fanner job class, helshe shall be placed in the salary of that salary schedulefrange which is
closest to hislher rate of pay. Helshe'shall retain hislher,annipersaryclate fop purposes of merit
pay increases; however, if helshe is placed in the ° , ^ , ° , ~ , ~ ^~ ° 1_.,~,h,6
step of the salary schedule helshe shall be eligible for a merit pay increase after thi~een
six 6 months or hislher regular anniversary date, whichever is
sooner.
Section 13.4 The provisions of this RULE shall apply only to regular full-time confidential and management
employees in the classified service.
Doc: Rulel3Flvlulmurlconvertlpersonnel
Revised Q411988 (Resolution No. 88R-166}
Revised 211992
Revised 712005
RULE 16. VACATION
Section 16.0 Full-time confidential and management employees in the classified service with an average work
week of forty {40}hours shall receive annual vacation with pay in accordance with the following provisions (except for
those classifications listed under Section 16.1 of this RULE):
16.0.1 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 for paid vacation
at the close of the final complete biweekly pay period of each fiscal year (106 hours per year).
16.0.2 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 per year).
16.0.3 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 per year).
16.0.4 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 per year).
16.0.5 Upon completion of nineteen years of con#inuous, full-time service, such employees shall accrue paid
vacation at the rate of eight (8) hours for each complete biweekly pay period (208 hours per year}.
16.0.6 Upon completion oftwenty-four (24) years of continuous, full-time service, employees shall accrue paid
vacation at the rate of nine (g) hours for each complete biweekly pay period {234 hours per year).
Section 16.1 Management employees in the classifications ofChief of Police, Deputy Chief of Police, Police
Captain, Police Lieutenant, Detention Facility Manager, Fire Chief, Fire Division Chief, Fire Marshal, Fire Battalion
Chief 40 Hours and Deputy Fire Marshal shall receive annual vacation pay in accordance with the following
provisions:
16.1.1 Employees hired on or after March 6, 2001, for the first four years of continuous, full-time service shall
accrue paid vacation at the rate of three (3) 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 (80
hours per year). The ma~amum amount of vacation that may be accrued is 160 hours.
16.1.2 Upon completion of four years of continuous, full-time service, such employees shall accrue paid
vacation at the rate of four {4}hours for each complete biweekly pay period plus two (2) hours of
paid vacation at the close of the final complete biweekly pay period of each fiscal year (106
hours). The maximum amount of vacation that may be accrued is 260 hours.
16.1.3 Upon completion of eight years of continuous, full-time service, such employees shall accrue paid
vacation at the rate of five (5) hours far each complete biweekly pay period 130 hours). The
maximum amount of vacation that may be accrued is 312.
16.1.4 Upon completion of fourteen years of continuous, full-time service, such employees shall ague
paid vacation at the rate of six (6) hours for each complete biweekly pay period 156 hours). The
maximum amount of vacation that may be accrued is 364 hours.
16.1.5 Upon completion of twenty 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).
The maximum amount of hours that may be accrued is 416 hours.
16.1.6 Upon completion of twenty-five years of continuous, full-time service, such employees shall
accrue paid vacation at the rate of eight (8) hours far each complete biweekly pay period 208
hours). The maximum amount of vacation that may be accrued is 468 hours.
Section 16.2 Employees working in part-time classifications listed below who work eight-hundred (800) or more
hours in any calendar year shall be paid three percent (3%) of hislher gross earnings as vacation benefits. The
calendar year shall be defined as the period for which wages earned are reported for tax purposes.
Rule 16. Vacation
Page 2
Assistant Box Office Treasurer
Box Office Treasurer
Convention Center Concessionaire
Convention Center Relief Events Supervisor
Crowd Control Supervisor
Head Parking Lot Attendant
Head Parking Lot Cashier
Head Usher
P1T Guest Services Specialist II
PIT Lead Security Guard -Convention Center ONLY
PIT Telephone OperatorlReceptionist-Convention Center ONLY
PIT Security Guard-Convention Center ONLY
Section 16.3 Paid vacations shall continue to accrue in accordance with the above provisions during any period
of leave with pay, except that Public Safety employees who remain on Industrial Accident Leave in accordance with
Personnel Rule 18 INDUSTRIAL ACCIDENT LEAVE 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 maybe 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-half (112) hour.
Section 16.4 An employee shall be eligible to take any accrued vacation upon completion of #~sea-(~3)
six 6 months of service.
Section 16.5 Each Non-exempt Confidential employee shall have one-half (112) hour deducted from his/her accrued
vacation time for each one-half (1I2) hour of vacation taken. Non-exempt Confidential employees shall have the number
of hours or his/her regular work day deducted from his accrued vacation time for each day of vacation taken.
Section 16.6 Maximum vacation accumulations for confidential and management employees with an average
regular work week of forty (40) hours shall be as follows (except as provided far in Sections 16.1):
16.6.1 For employees accruing vacation at the rate of one hundred six (106) hours for everytwenty-six
(26) complete biweekly pay periods, the maximum amount of vacation that may be accumulated
shall be two hundred twelve {212) hours.
16.6.2 For employees accruing vacation at the rate of one hundred thirty (130) hours for everytwenty-six
(26) complete biweekly pay periods, the maximum amount of vacation that may be accumulated
shall be two hundred sixty {260) hours.
16.6.3 For employees accruing vacation at the rate of one hundred fift)r-six (156) hours for every
twenty-six (26) complete biweekly pay periods, the maximum amount of vacation that may be
accumulated shall be three hundred twelve (312) hours.
16.6.4 For employees accruing vacation at the rate of one hundred eighty-two (182) hours for every
twenty-six (26) complete biweekly pay periods, the maximum amount of vacation that may be
accumulated shall be three hundred sixty-four (364) hours.
16.6.5 For employees accruing vacation at the rate of two hundred eight (208) hours for everytwenty-six
(26) complete biweekly pay periods, the maximum amount of vacation that may be accumulated
shall be four hundred sixteen (416) hours.
16.6.6 For employees accruing vacation at the rate of two hundred thirty-four (234) hours everytwenty-six
(26) complete biweekly pay periods, the maximum amount of vacation that may be accumulated
shall be four hundred sixty-eight (468) hours.
Section 16.7 Upon termination, a confidential or management employee shall be compensated in cash at his
current base rate of pay for any vacation accrued but not taken. Upon termination the employee shall be
compensated for the full accrual for the final pay period.
Section 16.8 In the event that any recognized holiday occurs during any employee's vacation, the holiday shall
not be charged against the employee's accrued vacation. The only vacation hours that shall be charged against any
employee's accrued vacation shall be those hours that the employee is regularly scheduled th work.
Doc: vkilmurmomefrutel6Fpolicerevised
Rule 16, Vacation
Page 3
Section 16.9 Any employee in a classification designated as Confidential shall be compensated for accrued
vacation in either two separate increments of up to forty (40) hours each or one increment of up to eighty (80) hours
subject to the following provisions:
16.9.1 A minimum of forty (40) hours of vacation must have been used during the previous twelve months
16.9.2 The employee's request for the annual vacation payoff is subject th the approval of the empbyee's
department head.
16.9.3 The employee's balance cannot drop below forty (40) hours as a result of the request.
Section 16.10 Any employee in a classification designated as Management shall have the ability to be
compensated for accrued vacation hours at any time throughout the year, subject to the following provisions:
16.10.1 The employee must have used forty (40) hours of vacation during the previous twelve months.
16.10.2 The employee's balance cannot drop below eighty (80) hours as a result of the request.
16.10.3 The employee's Executive Manager must approve the employee's reques# for the vacation pay-off.
16.10.4 Effective June 30, 2006, the annual vacation cash-out shall be limited th eighty (80) hours in a
twelve (12) month period.
16.10.5 Management employees are not eligible for vacation payoff as defined in Section 16.9 of this
Personnel Rule.
Section 16.11 Management employees in the classifications of Chief of Police, Deputy Chief of Police, Police
Captain, Police Lieutenant, Detention Facility Manager, Fire Chief, Fire Division Chief, Fire Marshal, Fire Battalion
Chief-40 Hours and Deputy Fire Marshal may request to be compensated for up to sixty (60) vacation hours twice per
calendar year subject to the following provisions:
16.11.1 The employee must have used a minimum of forty (40) hours of vacation during the preceding
twelve (12) months.
16.11.2 The employee's vacation balance cannot drop below eight (80) hours as a result of the request.
16.11.3 The Chief of Police and Fire Chief or the Chief s designee must approve the respective employee's
request for vacation pay-off. The Chief of Police and Fire Chief must obtain approval from the City
Manager for hislher own request.
16.11.4 Employees covered under this Section 16.11 shall not be eligible for provisions stated under Section 16.10.
Section 16.12 The Human Resources Direc#or may recommend, and the City Manager may approve, cone-time
crediting of the vacation time bank for new hires in Management level job classes upon completion of six (6) months
in the position.
16.12.1 For new hires assigned to Executive or Administrative Management level positions, the maximum
number of hours which may be credited is 120.
16.12.2 For new hires assigned to Middle Management, Supervisory or Professional level positions, the
maximum number of hours which may be credited is 80.
Section 16.1 The City Manager, City Attorney, City Clerk and City Treasurer shall also be subject to the
provisions of this RULE.
Section 16.14 This rule does not apply to management employees w
hours, with the adoption of Rule 32, Paid Leave Program.
Doc: Rulel6Flvkilmurlconvertlpersonnel Revised 6/1995
Revised 04114/1988 (Resolution No. 88R-166) Revised 6!1997
Revised 211992 Revised 611998
Revised 411994 Revised 612000
~ith an average work week of fifty-six (56)
Revised 112001 Revised 612404
Revised 612002 Revised 612005
Revised 812002 Revised 712005
Revised 1012003
I}oc: vkilmurfhome/rulel6Fpolicerevised
RULE 23. INSURANCE, PENSIONS, AND PERQUISITES
Section 23.0 The #allowing shall be provided for all active full-time confidential and management employees:
23.1 Health Insurance
23.11 The City shall offer the Kaiser Foundation Health Plan, and other prepaid and/or insured health
plans recommended by the Joint Committee on Medical Programs and approved by the City
Council. Health Maintenance Organization (HMO) benefit schedules shall require a $10 co-
payment for outpatient and physician services.
23.12 City and Employee Contributions
23.12.1 The City shall contribute towards the monthly cost of health coverage to the various
medical plans through 2002 as follows:
^ Approved HMO Plans 100% of the monthly rate
^ All Other Health Plans 130% of the Kaiser monthly rate
23.12.10 Effective 2003, the City shall increase its contribution to the premiums
for the various health plans each January. This contribution shall be
based an the Consumer Price Index, All Items Index -Urban Wage
Earners and Clerical Employees (CPI-W), for the area identified as
Las Angeles -Riverside -Orange County. The increase in the City's
contribution shall be equal to the percent change for the year ending
July of the prior calendar year plus seventy-five percent {75%} of any
amount above the CPI-W. (For example, the City's increase in
contribution for calendar year 2003 shall equal the percent change in
the CPI-W for the year ending May 2004, plus 75% of the amount of
the health premium increase that exceeds the percent change in the
CPI-W for the year ending May 2004}.
23.12.2 Employee Contributions
23.12.21 Employees shall be required to contribute an amount equal to
100% of the excess amount over what is allowed under Section
23.12.10 of this RULE.
23.12.22 Employees, who are covered by another health plan, including
the dependent spouse of married City employee couples, may
present proof of such coverage in order to receive $125 per
month in lieu of City provided health benefits. In the event an
employee who has elected this option loses health coverage for
any reason, and notifies the City of such loss within five (5)
working days, helshe may enroll immediately in any City plan.
Employees may re-elect this option annually during open
enrollment, or may enroll in a City plan.
23.12.3 For all medical plans, City employee couples shall be allowed only one medical plan
and only one dental plan to cover all family members and marred City employee
couples covered by a single enrollment pay no health insurance premium while both
spouses are employed by the City. Or, may alternatively elect the "opt-out' payment
provided in Section 23.12.22.
23.12.3.1 Effective July 1, 2005, the City shall provide health cove rage to couples
who have filed a Declaration of Domestic Partnership with the California
Secretary of State ("Registered Domestic Partner).
23.12.4 Proof of marriage will be required of all employees enrolled in any City medical plan
to enroll a dependent spouse.
Personnel Rule 23 -Insurance, Pensions and Perquisites
Page 2
23.12.5 The Master contract between the City and the plan administrator shall govern in the
event of any disputes over any matter within the provisions of the contract.
23.13 Regular part-time employees in job classifications listed below, who are hired to work up to thirty
{30}hours per week on an ongoing basis (maxmum 1,560 hours in any fiscal year) shall be
provided health and welfare benefits as long as they remain employed and available to work up to
1,5fi0 hours per year. Job classifications eligible under the provisions of this Section 23.13 are as
follows:
Crowd Control Supervisor
Head Parking lot Attendant
Head Parking Lot Cashier
Head Usher
23.13.1 The City shall pay a monthly premium not to exceed 88% of monthly premium, to
maintain coverage in the single party Kaiser Plan for eligible employees enrolled in the
plan prior to November 24, 2000. All additional premiums shall be the responsibility of
the eligible employee.
23.13.2 For employees who enroll in the Kaiser Plan on or after November 24, 2000, the City's
maximum contribution towards an employee's purchase of the Kaiser Plan shall be:
First 2 years of coverage 50% of the single party rate
More than 2 years of coverage 75% of the single party rate
All additional premiums shall be the responsibility of the eligible employee.
23.13.3 Employees become eligible for coverage on the first day of the month following one
complete calendar month after appointment to regular part time status in accordance
with Section 23.13 above.
23.2 Life Insurance
23.21 The City shall make available $50.000 of Basic Group Term Life Insurance to full-time_employees
covered by this RULE.
Aral-S
$-~~AA--
$~9;AAa-~ alary
-$~A-,AAA
$~A9A ape
$48;AA0
$~~gge
$45;AA~-
$2A;AA~- $29;998
~-gr~ate~ $996
$25;~AA
vkilmumaylHRDsharedlllRule23FRevisedARP
Personnel Rule 23 -Insurance, Pensions and Perquisites
Page 3
23.23 The City shall contribute one-half (112) the cost of the premium far Basic rou life insurance and
dependent coverage. The employee shall contribute the difference between the City contribution
and the total premium costs, but in no event shall the employee's contribution exceed the
contributions established for employees in the General City Employees Unit of Representation.
23.23.1 Dependent coverage with an insurance value up to $10,000 per dependent may be added
to the Basic Life Insurance coverage at the option of the employee.
23.24 The City shall make available supplemental term life insurance to Confidential employees eq~te
. . of uo to $450.000 in increments of S50 000 One hundred
percent (100%) of the cost of the supplemental term life insurance shall be paid by the employee.
23.25 The City shall make available Supplemental Term Life Insurance to management employees as
follows:.
23.25.1 The employee's allowable coverage under this component shall be limited sa that
the Basic Life coverage and the Supplemental Life coverage together do not exceed
two (2) times the employee's base annual salary rounded up to the nearest $=~9AA
50 000. The Supplemental Life coverage shall be adjusted each January.
23.25.2 The City shall contribute the full cost of the premium for the Supplemental Life
coverage for Executive and Administrative managers.
23.25.3 The City shall contribute one-half (112) the cost of the premium for the Supplemental
Life coverage for all other management employees. The employee shall contribute
the difference between the City contribution and the full cost of the premium.
23.25.4 Management and Confidential employees and City Council members may also elect
Supplemental Life "Level 2"coverage. This coverage is fully paid by the employee
with no City Contribution. Management and Confidential employees may select
"Level 2" insurance of $50,000 - $5A~A9A 550 000 in increments of $50,000.
Benefit amounts are subject to a combined basic and supplemental life ma~amum of
the lesser of seven (7) times base annual salary or $6A0;9A9 700 000. To qualify
for "Level 2"Supplemental Life, eligible Management and Confidential employees
must enroll in Basic Life and Supplemental Life coverage. City Council members
are eligible for $50,000 of Supplemental Life "Level 2" coverage at 100% City
Council member paid with no City Contribution.
If a Management and Confidential employee or City Council member elects °Level 2"
coverage, then they may elect Supplemental spouselregistered domestic partner (as
defined by California law} and/or dependent life coverage. Employees and City
Council members will pay 100 % of these costs with na City contribution.
Spouselregistered domestic partner amounts are $25,000 to $~,~ 275 000 in
increments of $25,000, provided that the spouselregistered domestic partner amount
of insurance does not exceed 50°/a of the employee's amount. Dependent child
coverage is $10,000.
23.27 Any employee who retires shall receive apaid-up life insurance policy, paid for wholly by the City,
with a face value of $100.00 for each complete year of service and $50.00 for more than six months,
but less than a complete year of service up to a maximum of $2,000.
vkilmurray/HRDshared/llRuie23FRevisedARP
Personnel Rule 23 -Insurance, Pensions and Perquisites
Page 4
23.28 Employees who are permanently and totally disabled shall receive Permanent and Total Disability
Life Insurance under the following conditions:
23.28.1 Employees eligible to retire shall receive the following Life Insurance benefit:
(a) $100 paid up life insurance far each year of service as provided under the
Retired Life Insurance Program.
(b) Decreasing term life insurance in the amount of the employee's Basic Life
Insurance less the paid up life insurance described above. Such term life
insurance shall decrease by 1160 of the adjusted value each month until the
face value of such insurance reaches zero {5 years).
(c) The permanently and totally disabled employee will pay no premium during
the term of this benefit.
23.28.2 Employees not eligible to retire shall receive the following Life Insurance benefit:
{a} Decreasing term life insurance in the amount of the employee's Basic Life
Insurance. Such term insurance shall decrease by 1160 of the original
amount each monthly until the face value reaches zero (5 years).
(b) The permanently and totally disabled employee shall pay no premium during
the term of this benefit.
23.3 Long Term Disability Benefits
23.31 The City shall provide long term disability insurance far all employees covered by this RULE.
23.32 The City shall pay the premium for employee group long term disability insurance coverage in
accordance with the provisions of any contract between the City and any company or companies
providing such coverage.
23.4 Dental Plans
23.41 The City shall sponsor the Delta Dental Plan, the Safeguard Dental Plan, and other prepaid andlor
insured dental plans recommended by the Joint Committee on Medical Programs and approved by
the City Council.
23.42 Employees who select a dental plan other than Safeguard will be required to contribute an amount
equal to 100% of the excess amount over the Safeguard monthly rate.
23.5 Short Term Disability
23.51 The City shall provide the existing Short Term Disability plan in accordance with RULE 17. The
City shall pay the City's portion of medical, dental, life and optical insurance while the employee
collects shop term disability benefits.
23.6 Pensions
23.61 For Miscellaneous Plan Employees in the Public Employees Retirement System assigned to the
Confidential orNon-Represented Part Time Units, the City shall contribute 7% (seven peroent) of
the employee contribution for retirement benefits in accordance with the provisions of the contract
between the City of Anaheim and the Public Employees' Retirement System.
23.62 For Miscellaneous Plan Employees in the Public Employees Retirement System assigned to
Management job classifications, the following shall apply:
^ Effective June 23, 2000, 3.5% of the statutorily required employee PERS pension contributions
shall be paid by the City of Anaheim as employee paid member contributions. Far the purpose of
internal Revenue Code Section 414(h)(2), these contributions shall be considered a reduction in
vkilmurraylHRDsharedll/Ruie23FRevisedARP
Personnel Rule 23 -Insurance, Pensions and Perquisites
Page 5
salary and shall be included in an employee's wages for the purpose of PERS reportable
compensation, overtime calculations, and al other purposes with the exception of state and
federal income tax withholding.
^ Effective June 22, 2001, the entire statutorily required employee PERS pension contributions
shall be paid by the City of Anaheim as employer paid member contributions in accordance with
Government Code Section 20691.
23.62 For Safety Plan Employees in the Public Employees Retirement System assigned to the Fire Safety
Management Unit, each employee shall pay the statutorily required employee PERS pension contributions.
However, pursuant to Section 414(h)(2) of the Internal Revenue Code, those employee payments shall be
"Picked up" by the City and, thus, regarded as employer contributions.
23.62.1 Effective November 11, 2001, the City's contract with the Public Employees Retirement
System, Fire Safety Plan, shall be amended to provide Government Code §21362.2
benefits ("3% (~ 50").
23.62.2 Effective June 18, 2004, employees covered under this Section 23.62 shall also be
required to pay 2.5°~ of the employer PERS rate as a result of the "3% ~ 50" retirement
benefit.
23.63 For Safety Plan Employees in the Pubic Employees Retirement System assigned to the Police
Safety Management Unit, each employee shall pay the statutorily required employee PERS
pension contributions. However, pursuant to Section 414(h)(2) of the Intemal Revenue Code, those
employee payments shall be "picked up" by the City and, thus, regarded as employer contributions.
23.63.1 Effective July 6, 2001, the City's contract with the Public Employees Retirement System,
Police Safety Plan, shall be amended to provide Govemment Code §21362.2 benefits
23.63.2 Effective October 28, 2003, employees covered under this Section 23.63 shall also be
required to pay 2.5% of the employer PERS rate as a result of the "3% (~ 50"
retirement benefit.
23.64 Upon amendment of the City's contract with the Public Employees Retirement Systems,
Miscellaneous Plan employees shall be eligible for 1) A Pre-Re#irement Optional Settlement 2
Death Benefit and 2) The current $500 Retiree Death Benefit will be replaced with a $5,000 Retiree
Death Benefit.
23.64.1 Effective July 4, 2003, the City's contract with the Public Employees Retirement
System Police Safety Plan shall be amended to provide the Pre-Retirement Optional
Settlement 2 Death Benefit (Govemment Code §21548), and replace the current five
hundred dollar ($500) Retiree Death Benefit with a five thousand dollar ($5,000)
Retiree Death Benefit (Govemment Code §21 fi23.5).
23.7 Retirement Health Savings Plan:
23.71 Full-time employees covered by this RULE, including City Attorney, City Clerk, City Manager and
City Treasurer, who is hiredlappointed on or after January 1, 2002, shall participate in the Retirement Health
Savings Plan.
23.71.1 The City shall establish an Integral Part Trust for reimbursement of qualified medical
expenses. Qualified medical expenses are those expenses authorized in the Plan
document.
vkilmurraylHRDshared/URule23FRevisedARP
Personnel Rule 23 -Insurance, Pensions and Perquisites
Page 6
23.71.2 Each employee shall be required to con#ribute 1.5% of his or her gross biweekly pay to
the employee's individual member account.
23.71.3 The City shall make aone-time lump sum employer contribution of three thousand
dollars ($3,000) into an employee's individual member account upon the employee's
hire with the City. This amount is designated as a City contribution.
23.71.4 The Plan shall require a 5 year vesting period (cliff vesting) for any City provided
contributions.
23.71.4.1 If an employee terminates employment with the City prior to
completion of the 5 year vesting period, the initial $3,000 City
contribution plus earnings on the $3,000 shall revert back to the Plan
to offset future employer contributions as specified in the Plan
Document.
23.72 Employees covered under this Section 23.7 may elect to contribute, in one-half hour increments,
sick leave hours, vacation hours andlor paid leave hours under the following conditions:
Sick Leave -Employees shall be required to bank a minimum of one (1 } hour of eamed sick leave
per pay period to their individual sick leave accrual account. The remaining balance eamed per
pay period shall be available for deferral to the Retirement Health Savings Plan as designated by
the employee.
Vacation -Employees shall be required to bank a minimum of three (3} hours of earned vacation
per pay period to their individual vacation accrual account. The remaining balance eamed per pay
period shall be available for deferral to the Retirement Health Savings Plan as designated by the
employee.
Paid Leave -Employees shall be required to bank a minimum of six (6) hours of eamed paid leave
per pay period to their individual paid leave accrual account. The remaining balance eamed per
pay period shall be available for deferral to the Retirement Health Savings Plan as designated by
the employee.
23.71.1 Such hours shall be designated prospectively and eamed in the following calendar
year. This election must be done by November 30~' for the following year's
contributions.
23.72.2 The cash conversion of such hours shall be at the employee's base hourly rate and shall be
deposited into the employee's individual member account at the close of each biweekly pay
period.
23.73 Employees are eligible to withdraw funds for reimbursement of qualified medical expenses
including the employee's share of medical insurance premiums for plans provided by the City at
age 50 and after five years of service with the City.
23.74 Employees who separate City service for any reason will be eligible to withdraw vested funds for
reimbursement of eligible medical expenses without regard to the employee's age or years of
service. Employee contribu#ions for employer-provided group health insurance provided by other
employers are not an eligible medical expense for the purpose of this plan.
23.75 Employees covered under this Section 23.7, who have completed at least ten (10) years of
consecutive City service, and who are awarded a retirement from PERS as their reason for
separation from City service shall be allowed access to City sponsored group health plans as one
of their coverage options.
23.76 Upon the death of an employee, the surviving spouse andlor eligible dependents are immediately
eligible to maintain the individual member account and to utilize any vested portion to fund eligible
vkilmurraylHRDshared11/Ruie23FRevisedARP
Personnel Rule 23 -Insurance, Pensions and Perquisites
Page 7
medical benef~s.
23.77 If any provision of Section 23.7 of this Rule is at any time or in any way held to be contrary to any
law by any court of proper jurisdiction or expressly prohibited by a Private Letter Ruling by the
Internal Revenue Service, the remaining provisions shall not be effected thereby, and shall remain
in full force and effect.
23.78 Members of the City Council and Redevelopment f~gency are not eligible under the provisions of
Section 23.7 of this RULE.
23.8 Full-time employees covered under this Rule including City Attorney, City Clerk, City Manager, and City
Treasurer, hiredlappointed prior to January 1, 2002, are eligible to participate in the Retirement Health
Savings Plan as defined in Sections 23.81 through 23.91 of this Rule.
23.81 Employees hired prior to January 1, 2002, shall be allowed the opportunity to elect to participate in
the Plan. Once made, this election shall be irrevocable. Such election may be made at any time.
Mandatory compensation contributions shall begin the pay period following sign-up as defined
under Section 23.82 of this Rule. Contributions from sick leave hours, vacation hours, andlor paid
leave hours shall be in accordance with Section 23.85 of this Rule.
23.82 Employees in the Plan shall be required to contribute 1 °h of his or her gross biweekly pay to the
employee's individual member account.
23.83 No lump-sum City contribution is provided.
23.84 Employees are immediately vested since all funds are from employee contributions.
23.85 Employees covered under this Section 23.8 may elect to contribute, in one-half hour increments,
sick leave hours, vacation hours and/or paid leave hours under the following conditions:
Sick Leave -Employees shall be required to bank a minimum of one {1) hour of earned sick leave
per pay period to their individual sick leave accrual accoun#. The remaining balance earned per
pay period shall be available for defen~al to the Retirement Health Savings Plan as designated by
the employee.
Vacation -Employees shall be required to bank a minimum of three {3) hours of earned vacation
per pay period to their individual vacation accrual account. The remaining balance earned per pay
period shall be available far deferral to the Retirement Health Savings Plan as designated by the
employee.
Paid Leave -Employees shall be required to bank a minimum of six (6) hours of earned paid leave
per pay period to their individual paid leave accrual account. The remaining balance earned per
pay period shall be available for deferral to the Retirement Health Savings Plan as designated by
the employee.
23.85.1 Such hours shall be designated prospectivel~r and earned in the following calendar year.
This election must be done by November 30 for the following year's contributions.
23.85.2 The cash conversion of such hours shall be at the employee's base hourly rate and shall be
deposited into the employee's individual member account at the close of each biweekly pay
period.
23.86 Employees are eligible to withdraw funds far reimbursement of qualified medical expenses
including the employee's share of medical insurance premiums for plans provided by the City at
age 50 and after five years of service with the City.
23.87 Employees who separate City service for any reason will be eligible to withdraw vested funds for
reimbursement of eligible medical expenses without regard to the employee's age or years of
vkilmurraylHRDsharedlURule23FRevisedARP
Personnel Rule 23 -Insurance, Pensions and Perquisites
Page e
service. Employee contribu#ions for employer-provided group health insurance provided by other
employers are not an eligible medical expense for the purpose of this plan.
23.88 Employees covered under this Section 23.8, who have completed at least ten (10) years of
consecutive City service, and who are awarded a retirement from PERS as their reason for
separation from City service shall be allowed access to City sponsored group health plans as one
of their coverage options.
23.89 Upan the death of an employee, the surviving spouse andlor eligible dependents are immediately
eligible to maintain the individual member account and t4 util¢e any vested portion to fund eligible
medical benefits.
23.90 If any provision of Section 23.8 of this Rule is at any time or in any way held to be contrary to any
law by any court of proper jurisdiction or expressly prohibited by a Private Letter Ruling by the
Internal Revenue Service, the remaining provisions shall not be effected thereby, and shall remain
in full force and effect.
23.91 Members of the City Council and Redevelopment Agency are not eligible under the provisions of
Section 23.8 of this RULE.
23.9 Uniformed personnel of the Police and Fire Departments and certain other designated personnel shall be
furnished uniforms in accordance with regulations established by the City Manager.
23.10 The City shall provide afull-time confidential employee in the class'rfied service adequate meals under the
following conditions:
23.10.1 An employee shall be provided with two adequate meals if he is called out on emergency
overtime work within 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.
23.10.2 An employee will be provided one meal if he is called back th emergency overtime work
within one and one-half 1 %) hours after normal quitting time and works beyond two and
one-half (11% hours after normal quitting time.
23.10.3 An employee shall be provided an adequate meal if he works two {2) hours overtime beyond
the normal quitting time.
23.10.4 An employee shall receive one meal if he is scheduled to work overtime two (2) hours before
a regular day.
23.10.5 An employee shail be provided an adequate meal at four (4) hour intervals during the
performance of emergency overtime work.
23.10.6 Meal time shall be compensated at the appropriate overtime rate and shall normally be
limited to one-half (112} hour with a maximum limit offorty-five minutes paid meal time.
23.10.7 An employee may, at his request, be compensated for meals at the rate of one-half (112)
hour of overtime pay per meal.
23.11 The City Mileage Reimbursement rate will be the standard mileage rate established by the Internal Revenue
Service.
23.11.1 Any increase or decrease shall be effective the first day of the second month after the date
of publication by the Internal Revenue Service.
vkilmurraylHRDsharedlVRule23FRevisedARP
Personnel Rule 23 -Insurance, Pensions and Perquisites
Page 9
23.12 Management classifications as designated in the Resolution are eligible to receive either aCity-owned
vehicle or an automobile allowance in an amount approved by City Council.
23.13 The City Manager, City Attorney, City Clerk and City Treasurer shall also be subject to the provisions of this
RULE except that the City Council may from time to time authorize exceptions.
Doc: Rule23FIHRDsharedlvkilmur/personnel rules
Revised 0411411988 -Resolution No. 88R-16fi
Revised 211992
Revised 711994
Revised 811994
Revised 212001
Revised 712002
Revised 1012003
Revised 611812004
Revised 611712005
Revised 812005
vkilmurraylHRDsharedll/Rule23FRevisedARP