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2005-161RESOLUTION N0.2005 - 161 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANAHEIM ADOPTING A MEMORANDUM OF UNDERSTANDING ESTABLISHING TERMS AND CONDITIONS OF EMPLOYMENT FOR EMPLOYEES IN CLASSIFICATIONS ASSIGNED TO THE GENERAL EMPLOYEES UNIT REPRESENTED BY THE ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION. WHEREAS, Chapter 1.06 of the Anaheim Municipal Code establishes the employer- employee relations system for the City; and WHEREAS, Chapter 1.06, Section 1.06.100 requires Memorandum of Understanding to be presented to the City Council for determination; and WHEREAS, the City Council of the City of Anaheim finds that approval of a new Memorandum of Understanding executed on August 11, 2005, between the Anaheim Municipal Employees Association, General Employees Unit and the City of Anaheim is in the best interest of the City of Anaheim. NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Anaheim that the Memorandum of Understanding between the Anaheim Municipal Employees Association, General Employees Unit and the City of Anaheim executed by the City Management Representative and the Anaheim Municipal Employees Association on August 11, 2005, as set forth in the document attached hereto and incorporated by reference herein, be and the same is hereby adopted and that the effective date of such Memorandum of Understanding shall be July 1, 2005 and January 8, 2009. BE IT FURTHER RESOLVED that the Resolution No. 2005-89 is hereby repealed effective July 1, 2005. F:IOT7278SL.DOC H:ISTAFFREPISF7277SL.DOC THE FOREGOING RESOLUTION is approved and adopted by the City Council of the City of Anaheim this 23rd day of August 2005. AYES: Mayor Pringle, Council Memhers Sidhu, Hernandez, Galloway, Chavez NOES: None ABSENT; None ABSTAIN: None MAYOR OF THE CI ANAHEIM ATTEST: ;' L IN CLE OF HE CITY OF ANAHEIM APPROVED AS TO FO JACK L.11~l~ITE, CITY ~' / ~ F:10T7278SL.DOC H:ISTAFFREP1SF7277SL.DOC ~/ ~/ ~~ MEMORANDUM OF UNDERSTANDING between the ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION GENERAL EMPLOYEES and the CITY OF ANAHEIM ]uly i, 2005 through ]anuary 8, 2009 ~/ ~/ r~i TABLE OF CONTENTS P~ ARTICLE 1 Preamble 1 ARTICLE 2 Pur se 1 ARTICLE 3 AMEA R c~oani_ lion 2 ARTICLE 4 Scope 2 ARTICLE 5 Managem_ ent Rights 3 ARTICLE 6 Employee Rights 3 ARTICLE 7 Notifica ° on 4 ARTICLE 8 Consul lion 4 ARTICLE 9 Meet and Confer 4 ARTICLE 10 Memorandum of Understanding 5 ARTICLE 11 Di_~ 5 ARTICLE 12 Check- 6 ARTICLE 13 AMEA Qr an~0_n 6 COMPENSATION AND PAY PROVISIONS ARTICLE 14 Compensation ARTICLE 15 Classification ARTICLE 1b A~. ~ropriate Salary Stec ARTICLE 17 Salary Relationships ARTICLE 18 Hours of Work and Pay Day, ARTICLE 19 Temporary Up ry ade ARTICLE 20 Payroll Ded='an_s EMPLOYMENT PROVISIONS ARTICLE 21 General ARTICLE 22 Ano ntments and Promotions ARTICLE 23 Em~lovment Lists 8 9 10 12 19 20 21 22 23 25 AMEA General 7/112005 -11812009 ARTICLE 24 Probation 26 ARTICLE 25 Outside Employment 27 ARTICLE 26 Service Awards 27 ARTICLE 27 Trainin 28 ARTICLE 28 Salary Step Reduction, Suspension, Demotion & Dismissal 28 ARTICLE 29 Reassignment, Layoff and Re-employment 32 ARTICLE 3Q Transfer 34 ARTICLE 31 Rei_nsta_t~ment 34 ARTICLE 32 Voluntary Demotion 35 LEAVE PROVISION ARTICLE 33 Bereavement Leave 36 ARTICLE~34 Holida s 37 ARTICLE 35 Industrial Accident Leave 39 ARTICLE 36 ]ury Duffy and Court Appear_ es q4 ARTICLE 37 Leave Without Pay 41 ARTICLE 38 Military Leave 42 ARTICLE 39 Sick Le ve 42 ARTICLE 40 Va. cation 47 PREMIUM PAY PROVISIONS ARTICLE 41 Overtime -General 50 ARTICLE 42 Bilingua Pay 5Z ARTICLE,43 Call-Out 53 ARTICLE 44 Shift Differentials 53 ARTICLE 45 Short Shift Change 54 ARTICLE 4fi Stand 55 ARTICLE 47 Travel and Mileage Expense 55 ARTICLE 48 Meal Allowances 55 ii AMEA General 7!112005 -11812009 MISCELLANEOUS ARTICLE 49 Grievance -General 56 ARTICLE 50 Insurance -Active Employees 60 ARTICLE 51 Post Retirement Medical Benefits 66 ARTICLE 52 Physical Examinations 71 ARTICLE 53 Joint Committee on Medical Proara~ms_ 72 ARTICLE 54 A~Sho-.p, 72 ARTICLE 55 Notification of Contracting Out 73 ARTICLE 56 No Strik 73 ARTICLE 57 Uniforms and Hand Tools 73 ARTICLE 58 Ce_, r~t'~fica~ion Pay 74 ARTICLE 59 State Licensin4 79 ARTICLE 60 Safety Committee 80 ARTICLE 61 Training Committee 80 ARTICLE 62 Construction 81 ARTICLE 63 Savings C_ lause 81 ARTICLE 64 Duration 82 APPENDD( "A" Wages Special Provisions July 1, 2005 through January 12, 2006 January 13, 2006 through January 11, 2007 January 12, 2007 through February 7, 2008 February 8, 2~8 through January 8, 2009 LETTER OF UNDERSTANDING Amended Police Dept. Compensatory Time Program 83 xx roc roc roc 102 iii AMEA General 7/112005 -118!2049 ARTICLE 1 PBE~~ 1.1 The wages, hours and conditions of employment that are set forth in this Memorandum have been discussed and jointly proposed by and between the staff officials of the City of Anaheim, (hereinafter called "ANAHEIM") and Anaheim Municipal Employees Association, General City Employees Unit (hereinafter called "AMEA") and shall apply to all the employees of ANAHEIM working in the classifications set forth in Appendix "A". 1.2 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 AMER. AMEA agrees to recommend acceptance by its members of all of the terms and conditions of employment as set forth herein, and the staff officials of ANAHEIM agree to recommend to the Anaheim City Council that all of the terms and conditions of employment as set forth herein be incorporated in full in a resolution of the City Council. 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 Z P 2.1 The objectives of the parties to this agreement are to promote full communication between ANAHEIM and its employees and to promote the improvement of employer-employee relations within the municipal government by providing a uniform basis for recognizing the right of employees to join organizations of his own choice and be represented by such organizations in his employment relationships with ANAHEIM, ARTICLE 3 AMEA RECOGNITION 3.1 ANAHEIM hereby recognizes the AMEA as the bargaining representative for all its members to the fullest extent allowable under California law applying to public employees. As public employees, such employees shall have the right bo discuss individual problems of employment with ANAHEIM, provided that upon request of the employee, the AMEA shall be kept fully informed and have the right to be present at all such meetings between ANAHEIM and the individual. ARTICLE 4 S=PE 4.1 All officers and positions of ANAHEIM are divided into the classified service and the exempt service. The exempt service shall include the following: AMEA General 711!2005 -1!8!2009 4.1,1 All elected officials and members of boards and commissions. 4.1.2 The City Manager, City Attorney, City Treasurer and City Clerk. 4.1.3 Volunteer personnel and personnel appointed to serve without pay. 4.1.4 Architects, consultants, counsel, and others rendering temporary professional service. 4.1.5 Such positions involving seasonal or past-time employment as may be specifically placed in the exempt service by the Human Resources Director. 4.2 The classified service shall indude all other positions that are not specifically placed in the exempt service by this ARTICLE. 4.3 The provisions of this ARTICLE and Agreement shall apply only to the classified service unless otherwise specifically pro~ded. ARTICLE 5 MANAGEMENT RIGHTS 5.1 Management retains, exclusively, all its inherent rights, functions, duties and responsibilities except where specifically limited in this document. The rights of Management include, but are not limited to, the exclusive right to consider the merit, 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 dassifications; 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, ARTICLE 6 EMPLOYEE RIGHTS 6. i 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 his 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 his employment relations with ANAHEIM. No employee shall be interFered with, intimidated, restrained, coerced, or discriminated 2 AMEA General 71112005 -11812009 against by ANAHEIM or by any employee organization because of his exercise of these rights. ARTICLE 7 NOTIFICATION 7.1 Reasonable written notice shall be given by the city Management Representative to AMEA, of any proposed ordinance, resolution, rule or regulation direcdy relating to matters within the scope of representation to be presented to the C'>ty Council for determination, and AMEA shall be given the opportunity to meet with the City Management Representative prior to submission to the City Counal for determination. 7.2 ~n cases of emergency when the City Council determines that an ordinance, resolution, rule or regulation must be adopted immediately without prior notice or meeting with AMEA, the City Management Representative shall provide such notice at the earliest practicable time following the adoption of such ordinance, resolution, rule or regulation. ARTICLE 8 CONSULTATION 8.1 The City Management Representative, after consultation in good faith with representatives of AMEA, may recommend adoption of reasonable rules and regulations for the administration of employer-employee relations. The City Management Representative shall consult in good faith with representatives of AMEA on employer -employee relations matters which affect them, including those that are not subject to meeting and conferring. ARTICLE 9 MEET AND CONFER 9. i The City Management Representative and Representatives of AMEA, shall have the mutual obligation personally to meet and confer in order to exchange freely information, opinions and proposals and to endeavor to reach agreement on matters within the scope of representation. Nothing herein precludes the use of any impasse procedure authorized by law whenever an agreement is not reached during the meeting and conferring process and the use of such impasse procedure is mutually agreed upon by the City Management Representative and AMEA, 9.2 The City Management Representative 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 he 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. 3 AMEA General 7!1!2005 -11812009 ARTICLE 10 MEMORANDUM OF UNDERSTANDING 10.1 When the meeting and conferring process results in agreement between the City Management Representative and AMEA such agreement shall be incorporated in a written memorandum of understanding, signed by the City Management Representative and AMEA representatives. The matters incorporated in the memorandum shall be presented to the City Council, or its statutory representative, for determination. ARTICLE 11 11. i It is the intent of both parties to maintain an open line of communication for the bettem~ent of employer-employee relations. Any issue not pertaining to grievances or grievable issues may be discussed by AMEA or ANAHEIM at either party's request. 1i.2 A party requesting a discussion may orally or in writing notify the other party of the subject to be discussed. Thereafter, a meeting shall be promptly arranged, at which meeting not more than two AMEA members and the business manager or business representative of the AMEA may be present. 11.3 If the parties are not able to resolve the issues after three meetings, the issues will be considered dropped, unless both pardes agree to meet additional times. 11.4 If the discussion process results in an agreement between the City Management Representative and AMEA to amend this Memorandum of Understanding, such agreement shall be incorporated in a written letter of understanding, signed by the City Management Representative and AMEA representatives. The matters incorporated in the Letter of Understanding shall be presented to the City Council, or its statutory representative, for determination. ARTICLE iZ ~. 12.1 ANAHEIM agrees to check-off for the payment of the regular monthly AMEA dues and to deduct such payments from the wages of all AMEA members and employees when authorized to do so by said members and employees, and remit such payments to the AMEA in accordance with the terms of signed authorizations of such members and employees. The deduction of such dues and the remittal of same by ANAHEIM to the AMEA shall constitute payment of said dues and initiation fees by such members and employees to the AMEA. ARTICLE 13 AMEA ORGANIZATION 4 AMEA General 711/2005 -11812009 13.1 AMEA representatives are those elected or appointed in accordance with the constitution and bylaws of the AMEA. 13.1.1 The AMEA shall notify the City Management Representative, in writing, of the names and job doss tides of its officers, Employee Representatives and other representatives each time an elec.t'ron is held or new appointments are made. 13.1.2 An employee elected or appointed as an officer or Employee Representatives of the AMEA shall be required to work full time in his respective job class and shall not interrupt the work of other employees. 13.2 Officers and representatives (subject to the provisions of ARTICLE 13.1.2) of the AMEA shall be permitted to visit employee work locations for the purpose of observing conditions under which employees are wor~ng, provided such visit shall not interrupt the work of such employees, interfere with the normal operations of the department or with established safety requirements. 13.2.1 Such officers and representatives shall not enter any work location without the knowledge of the department head, division head, or other appropriate supervisor. 13.2.2 Solicitation of membership and all activities concerned with the internal management of the AMEA, such as collecting dues, holding membership meetings, preparation of petitions or grievance material, preparation of proposals, campaigning for office, conducting elections and distributing literature, shall not be conducted during working hours. 13.3 In the event that the AMEA is formally meeting and conferring with representatives of ANAHEIM on matters within the scope of representation during regular City business hours, a reasonable number of officers, Employee Representatives orother officials of the AMEA shall be allowed reasonable time off without loss of compensation or other benefits. 13.3.1 Such officers, Employee Representatives and representatives shall not leave his duty or work station or assignment without the knowledge of the appropriate manager or supervisor, 13.3.2 Such meetings are subject to scheduling in a manner consistent with operating needs and work schedules. 13.3.3 ANAHEIM agrees to provide a combined total of up to five hundred (500) hours per year of paid released time from normal work assignments to the President and Board members of the Anaheim Municipal Employees Association for all activities concerned with the internal management of the AMER. AMEA agrees to reimburse ANAHEIM on an hour-for-hour basis at the employee's regular rate of pay far ali hours of released time taken by the AMEA President and Board members. 5 AMEA General 711/2005 -11812009 13.4 ANAHEIM shall furnish a bulletin board at mutually agreeable, specific locations for the purpose of posting notices pertaining to AMEA business. 13.4.1 All materials must be dated and must identify the AMER. 13.4.2 ANAHEIM reserves the right to determine what reasonable portion of bulletin boards are to be allocated to AMEA materials. 13.4.3 If the AMEA does not abide by these provisions it will forfeit its right to have materials posted on ANAHEIM'S bulletin boards. 13.5 ANAHEIM shall allow the AMEA ~ conduct meetings in City facilities. 13.5.1 Such meetings shall be scheduled in accordance with regulations governing use of public meeting rooms at City facilities. 13.6 ANAHEIM agrees to distribute at the Employee Orientation meeting to employees hired in classifications listed in Appendix "A", an informational brochure provided by the AMER. ARTICLE 14 COMPENSATION 14.1 The City Management Representative shall be responsible for recommending wages, rates, and salary schedules for each job class in Appendix "A". 14.2 Prior to any such recommendations, the City Management Representatives and representatives of the AMEA shall meet and confer in good faith to endeavor to reach agreement on matters concerning wages, hours, and other terms and conditions of employment in classifications represented by such AMER. 14.3 At such time as agreement is reached for such classifications, the City Management Representative and the AMEA shall jointly submit a written memorandum of such understanding, which shall not be binding, to the city Council for determination. 14.4 Wages for the various classifications shall be set fords in Appendix "A" attached to this Memorandum and by this reference made a park hereof. The City Management Representative of ANAHEIM will not recommend any revision or modifications t4 this Agreement without first insulting on such recommendations with the AMER. ARTICLE 15 CLASSIFICATION 15.1 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 dunes and responsibilities of the positions, to the end that all positions in the same class shall be 6 AMEA General 71112005 -11812009 sufficiently alike to permit use of a single descriptive title, the same qualification requirements, the same test of competence, and the same salary schedule. 15.1.1 A job class may contain one or more positions. 15.1.2 Classification of all positions in the classified service shall require approval of the City Manager. 15.2 A position may be reclassified on the basis of changes in or reevaluation of the duties, responsibilities, andjorqualification requirements of the position. 15.2.1 The Human Resources Director shall be responsible for recommending such reclassification as he or she finds to be necessary. 15.2.2 A reclassification shall become effecfive upon action by the City Manager on a Personnel Action Form. 15.2.3 Incumbents may or may not be reclassified with his positions, based upon the recommendation of the Human Resources Director, the appropriate department head, and the approval of the City Manager. ARTICLE 16 APPROPRIATE SALARY STEP 16.1 Regular, full-time employees shall be eligible for consideration for merit pay increases as follows: 16.1.1 To the 2"~ step of the salary schedule after completion of six months of service in the 1~ step. 16.1.2 To the 3"~ step after completion of six months of service in the 2"~ step. 16.1.3 To the 4~' step after completion of six months of service in the 3'~ step. 16.1.4 To the 5ti' step after completion of six months of service in the 4~' step. 16.1.5 To the 6~' step after completion of six months of service in the 5~' step. 16.1.6 To the 7~' step after completion of six months of service in the 6th step. 16.1.7 To the 8~' step after completion of one year of service in the 7ti' step, except as provided in ARTICLE 16.1.11. 16.1.8 To the 9~' step after completion of one year of service in the 8~' step, except as provided in ARTICLE 16.1.11. 16.1.9 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 7 AMEA General 7/112005 -11812009 without regard to the minimum length of service provisions contained in this ARTICLE upon the approval of the employee's department head. 16.1.10 Certain job classes shall be designated by an "S" before schedule numbers. Employees in these classes shall be eligible for consideration for merit pay increases to the 8~' step after completion of six months of service in the 7~' step. They shad be eligible for consideration for merit pay increases to the 9~' step after completion of six months of service in the 8~' step. 16.2 Merit pay increases shall be granted upon approval of the employee's department head for continued meritorious and efficient service and continued improvement by the employee in the effective performance of the duties of his position. 16.2.1 The effective date of the merit pay increases shall be the first day of the pay period following approval as provided in ARTICLE 16.2 and completion of the minimum required service in the next lower step as provided in ARTICLE 16.1. 16.3 Newly hired employees shall normally be compensated at the lowest step of the salary schedule of the job class for which he was hired. ANAHEIM may hire at a higher step in the salary schedule. 16.3.1 The provisions of this ARTICLE shall also apply to re-employed and reinstated employees. 16.4 An incumbent employee reclassified with his position to a lower job class shall retain his rate of pay and his anniversary date for purposes of merit pay increases, or shall be placed in the step of tie lower salary schedule closest to his rate of pay. If the 9~' 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 "~' 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 9th step is equivalent to or higher than the "~' step, at which time the employee shall be placed in the 9~' step. 16.5 An incumbent employee reclassified with his position to an equivalent job class shall retain his rate of pay and his anniversary date for purposes of merit pay increases. 16.6 An employee who is promoted or reclassified with his position ~ 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 9~' step of the higher salary schedule provides a pay increase of less than 4%, or when the 5~' step of the higher salary schedule is more than 4% higher than the employee's current rate of pay. The employee shall be given a new anniversary date for purposes of merit pay increases in accordance with the provisions of ARTICLE 16.1. 16.6.1 An employee promoted to a formal apprenticeship classification may be appointed above the entry level step and may remain in the step to which he is appointed longer than the time provided in ARTICLE 16.1. 8 AMEA General 71112005 -11812009 16.7 An employee who is demoted shall be placed in the step of the lower salary schedule that will provide a reduction in pay of not less than 4%. The employee shall be given a new anniversary date for purposes of meet pay increases in accordance with the provisions of ARTICLE 16.1. 16.8 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. 16.9 When more than one personnel action involving changes in an employee's salary step status become effective on the same day, all such changes shall be in accordance with the provisions of the preceding paragraphs of the ARTICLE, and shall take place in the following order of precedence: (1) adjustment to same salary step in newly authorized salary schedule; (2} merit pay advancement or reduction in salary step; (3) promotion, demotion, or reclassification. ARTICLE 17 SALARY RELATIONSHIPS 17.1 ANAHEIM and AMEA agree that wages for all classifications represented by AMEA shall be based on the salary relationships shown below. The rates in "Appendix A" reflect an agreed upon implementation plan to these salary relationships. ASSISTANT ENGINEER - A Traffic Engineering Investigator Traffic Signal System Engineer 1.000 x Assistant Engineer - A 1.000 x Assistant Engineer - A ASSISTANT PLANNER Planning Aide Park Planning Aide Park Planning Assistant Tree Services Specialist BUILDING INSPECTO,R,~I Building Inspecction Supervisor Building Inspector I Building Inspector III BUILDING PERMIT TECHNICIAN II Building Permit Technician I Permit Counter Supervisor .850 x Assistant Planner .850 x Assistant Planner 1.000 x Assistant Planner .765 x Assistant Planner 1.150 x Building Inspector II .850 x Building Inspector II 1.050 x Building Inspector II .925 x Building Permit Technician II 1.125 x Building Permit Technician II COMMON ITY PRESERVATION OFFICER II Community Preservation Officer I .850 x Community Preservation Officer II Senior Community Preservation Officer 1.100 x Community Preservation Officer II 9 AMEA General 71112005 -11812009 CONSTRUCTION INSPECTOR II Conshvction Inspector I .850 x Construction Inspector II Cross Connection Control Specialist I .850 x Consavction Inspectior II Cross Connection Control Specialist II 1.050 x Consavction Inspector II Senior Consavction Inspector 1.100 x Construction Inspector II CUSTODIAN Housekeeping Supervisor 1.380 x Custodian Lead Custiodian -Floors 1.180 x Custodian Service Lead Worker 1.200 x Custodian Service Shift Supervisor 1.380 x Custodian FIRE INSPECTOR II Fre Inspector I .850 x Fre Inspector II Hazardous Materials Specialist I .950 x Fre Inspector II Hazardous Materials Specialist II 1.100 x ire Inspector II Senior Hazardous Materials Specialist 1.225 x Fre Inspector II HOUSING SPECIALIST II Family Self Sufficiency Specialist 1.050 x Housing Speaalist II Family Self-Sufficiency Supervisor 1.200 x Housing Speaalist II Housing Counselor I 1.125 X Housing Specialist II Housing Counselor II 1,350 x Housing Speicialist II Housing loan Counselor I 1.125 x Housing Specialist II Housing Loan Counselor II 1.350 x Housing Specialist II Housing Rehab Counselor I 1.050 x Housing Specialist IIHousing Rehab Counselor II 1.225 x Housing Specialist II Housing Specialist I .900 x Housing Specialist II Occupancy Specialist .850 x Housing Specialist II Program Integrity Specialist 1.150 x Housing Specialist II Relocation Specialist 1.250 x Housing Specialist II Senior Housing Rehab Counselor 1.350 x Housing Specialist II Senior Housing Specialist 1.100 x Housing Specialist II Senior Program Integrity Specialist 1.250 x Housing Specialist II Worl~orce Center Assistant 1.000 x Housing Specialist II Workforce Development Assistant 1.000 x Housing Specialist II IDENTIFICATION TECHNICIAN II Criminal Research Specialist 1.075 x Identification Technician II Forensic Services Supervisor 1.400 x Identification Technician II Forensic Specialist I 1.100 x Identification Technician II Forensic Specialist II 1.200 x Identification Techniaan II Identification Technician I .800 x Identification Technician II Media Production Specialist 1.100 x Identification Techniaan II Police Firearms Instivctor I .875 x Identification Technician II Police Frearms Instructor II 1.025 x Identification Techniaan II Police Photographer .875 x Identification Techniaan II Police Photographer Safety ,875 x Identification Technician II Senior Police Frearms Instructor 1,125 x Identification Technician II 10 AMEA General 71112005 -1!812009 LAB R Tree Trimmer Assistant "C" Step = "E" Step Laborer Li@BABIAti Circulation Services Supervisor 1.200 x Librarian Library Assistant ,900 x Librarian Library Graphic Artist 1,000 x Librarian Library Public Access Systems Coordinator 1,250 x Librarian library Technician ,800 x Librarian Principal Librarian 1.200 x Librarian Reference and Technology Librarian 1.200 x Librarian Senior Librarian 1,100 x Librarian OFFSET PRESS OPERATOR Bindery Worker ,830 x O~Set Press Operator Graphic Designer 1.250 x Offset Press Operator Layout Composer 1.000 x Offset Press Operator Reprographics Equipment Operator 1.000 x Offset Press Operator Senior Offset Press Operator 1.100 x Offset Press Operator Senior Reprographics Equipment Operator 1.100 x Offset Press Operator PARK MAINTENANCE WORKER I Golf Course Maintenance Worker 1.000 x Park Maintenance Worker I Landscape Inspector 1.200 x Park Maintenance Worker I Lead Golf Course Maintenance Worker 1.150 x Park Maintenance Worker I Park Maintenance Worker II 1.075 x Park Maintenance Worker I Parks Field Coordinator 1.35 x Park Maintenance Worker I Parks Feld Supervisor 1.35 x Park Maintenance Worker I PLANS EXAMINER II Fre Safety Specialist I .750 x Plans Examiner II Fire Safety Specialist II .875 x Plans Examiner II Plan Checker I .800 x Plans Examiner II Plan Checker II .875 x Plans Examiner II Plans Examiner I .950 x Plans Examiner II Senior Fre Safety Speciaiist .975 x Plans Examiner II POLICE SERVICES REPRESENTATNE II Crime Prevention Specialist I .850 x Police Services Rep. II Crime Prevention Specialist II 1.000 x Police Services Rep. II Police Services Representative I .850 x Police Services Rep. II Public Education Program Specialist 1.000 x Police Services Rep. II Sr. Crime Prevention Specialist 1,125 x Police Services Rep. II Sr. Police Services Representative 1.125 x Police Services Rep. II TrafF~c Control Supervisor 1.20 x Police Services Rep. II Traffic Controller .800 x Police Services Rep. II ~ 1 AMEA General 71112005 -11812009 PROGRAMMER II Housing 5~rstem Specialist 1.000 x Programmer II Programmer Analyst 1.100 x Programmer II Programmer I .850 x Programmer II Signal System Engineer 1.200 x Programmer II Systems Analyst 1.150 x Programmer II Systems Programmer 1.150 x Programmer II Systems Specialist I .750 x Programmer II Systems Specialist II .900 x Programmer II Voice Communications Network Technician I .850 x Programmer II Voice Communications Network Technician II 1.000 x Programmer II REAL PROPERTY SPECIA_ Real Property Specialist I .850 x Real Property Specialist II RECREATION SERVICES SPECIALIST Community Services Ou~each Worker .850 x Recreation Services Spec. Community Services Specialist 1.000 x Recreation Services Spec. Event Services Specialist 1.100 x Recreation Services Spec. SECURITY GUARD Event Crowd Control Supervisor 1.250 x Security Guard Lead Security Guard 1.150 x Security Guard Security Supervisor 1.250 x Security Guard SENIOR COMPUTER OPERATOR Computer Operator I .750 x Senior Computer Operator Computer Operator II .875 x Senior Computer Operator Data Control Specialist .875 x Senior Computer Operator Lead Computer Operator 1.100 x Senior Computer Operator Senior Data Control Specialist .925 x Senior Computer Operator SENIOR ENGINEERING AIDE CADJGIS Operator 1.000 x Senior Engineering Aide Engineering Aide .850 x Senior Engineering Aide Engineering Representative 1.200 x Senior Engineering Aide GIS Operator I 1.000 x Senior Engineering Aide GIS Operator II 1.150 x Senior Engineering Aide Landscape Designer I .750 x Senior Engineering Aide Landscape Designer II 1.000 x Senior Engineering Aide Planning Graphics Technician .850 x Senior Engineering Aide Principal Engineering Aide 1.150 x Senior Engineering Aide Principal Planning Graphics Technician 1.050 x Senior Engineering Aide Principal Traffic Engineering Aide 1.150 x Senior Engineering Aide Senior CAD/GiS Operator 1.150 x Senior Engineering Aide Senior Planning Graphic Technician 1.000 x Senior Engineering Aide Senior Traffic Engineering Aide 1.000 x Senior Engineering Aide Senior Traffic Signal Technician 1.325 x Senior Engineering Aide ~ 2 AMEA General 7/112005 -11812009 Traffic Engineering Aide Traffic Signal System Operator Traffic Signal Technician I Traffic Signal Technician II Traffic Signal Technician III SENIOR UTILITIES ENGINEERING AIDE Principal Utilities Engineering Aide Principal Water Engineering Aide Senior Water Engineering Aide Utilities Engineering Aide Water Engineering Representative SKILLED CRAFT'S WONtICER II Cabinet Maker Lead Facilities Maintenance Worker Maintenance locksmith Maintenance Painter Parts/Supply Coordinator Senior Skilled Crafts Worker Senior Welder-Fabricator Skilled Crafts Worker I Skilled Craft Worker Trainee Welder STREET MAINTENANCE WORKER Heavy Equipment Operator Streets Lead Resort Maintenance Worker lead Street Maintenance Worker Public WOrks Operations Crew Supervisor Resort Maintenance Worker Sewer Machine Operator SURVEY -TECHNICIAN II Survey Technician I Surrey Party Chief TREE TRIMMER Lead Tree Trimmer Tree Services Coordinator VEHICLE TECHNICIAN III Auto Parts Supervisor Motorcycle Technician Fleet Supervisor -Automotive Fleet Supervisor -Equipment Fleet Supervisor - VF Fleet Supervisor -Welder/Hydraulic Vehicle Technician I .850 x Senior Engineering Aide 1.150 x Senior Engineering Aide .850 x Senior Engineering Aide 1.150 x Senior Engineering Aide 1.275 x Senior Engineering Aide 1.150 x Senior Utilities Engineering Aide 1.150 x Senior Utilities Engineering Aide 1.000 x Sr, Utilities Engineering Aide .850 x Sr, Utilities Engineering Aide 1.200 x Sr, Utilities Engineering Aide 1.050 x Skilled Crafts Worker II 1.200 x Skilled Crafts Worker II 1.050 x Skilled Crafts Worker II 1.000 x Skilled Craft Worker II 1.000 x Skilled Craft Worker II 1.200 x Skilled Crafts Worker II 1.100 x Skilled Crafts Worker II .950 x Skilled Crafts Worker II 1.150 x Skilled Crafts Worker II 1.000 x Skilled Crafts Worker II 1.170 x Street Maintenance Worker 1.050 x Lead Street Maint. Worker 1.180 x Heavy Equipment Operator Streets 1.050 x Lead Street Maint. Worker 1,000 Street Maintenance Worker 1.070 x Heavy Equipment Operator Streets 0.850 x Survey Technician II 1.150 x Survey -Technician II 1.100 x Tree Trimmer 1.175 x Tree Trimmer 1.150 x Vehicle Technician III 1.025 x Vehicle Technician III 1.150 x Vehicle Technician III 1.200 x Vehicle Technician III 1.200 x Vehicle Technician III 1.250 x Vehicle Technician III 0.785 x Vehicle Technician III 13 AMEA General 71112405 -11812009 Vehicle Technician II 0.850 x Vehicle Technician III Vehicle Technician N 1.050 x Vehicle Technician III Vehicle Technician V 1.092 x Vehicle Technician III ARTICLE 18 HOIURS OF WORK AND PAY DAY 18.1 The average regular workweek for employees in classifications in Appendix "A" shall be forty (40) hours. 18.1.1 For all employees with an average regular workweek of forty (40) hours, the monthly rate shall be the hourly rate times 2,080 divided by 12. 18.2 Regular salaries and compensation of employees shall be paid on a biweekly basis. 18.3 ANAHEIM agrees to pay annual sick leave payoff, by separate checks. 18.4 All holidays and vacation and sick leave shall be paid at the employees' regular rate of pay. 18.5 ANAHQM and the AMEA agree that in certain instances alternatives to the traditional work schedule for the convenience of employees may be appropriate. Such schedules may be installed under die following guidelines: 18.5.1 ANAHEIM or the AMEA may request a study of the feasibility of providing alternate work schedules in specific work groups. 18.5.2 ANAHEIM agrees to complete the study within 15 days of the request. 18.5.3 ANAHEIM and the AMEA agree to initiate discussions regarding the findings of the study within 30 days after the study's completion. 18.5.4 Alternate work schedules shall not reduce service to the public. 18.5.5 Such schedules may be revoked by either pargr upon notice to the other party. 18.5.fi Such schedules may continue by mutual agreement of both parties. 18.5.7 Such alternate work schedules shall be created by Letter of Understanding. ARTICLE 19 TEMPORARY UPGRADE 19.1 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 sd~edule higher than his regular job class. Employees who are temporarily upgraded for two (2) hours or more, and who are responsible for the full range duties assigned to the higher level 14 AMEA General 7/112005 -11812009 classification, shall receive a seven and one-half percent (71/z%) pay differential for all time worked in the temporary assignment. 19.2 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 ANAHEIM. 19.3 Bargaining unit employees temporarily upgraded to a management class shall receive a fifteen percent (15°/0) pay differential. 19.4 Bargaining unit employees temporarily upgraded to the management classes of library Services Manager shall receive a fifteen percent (15%) pay differential if they are assigned to work in the management class a minimum of one (1) complete work shift. ARTICLE 20 PAYROLL DEDUCTIONS 20.1 Deductions of authorized amounts may be made from employees' pay for the following purposes; 20.2 Withholding Tax; 20.3 Contributions to retirement benefits; 20.4 Contribution to survivors' benefits; 20.5 Payment of life insurance and accidental death and dismemberment insurance premium; 20.6 Payment of non-industrial disability insurance premium; 20.7 Payment of hospitalization and major medical insurance premium; 20.8 Payment to or savings in Orange County`s Credit Union; 20.9 Contributions to the city Employees Annual Charities Fund Drive; 20.10 Payment of membership dues to the Anaheim Municipal Employees' Association. 20.11 Purchase of United States Savings Bonds; and 20.12 Other purposes as may be authorized by the City Council. 15 AMEA General 71112005 -1!812009 ARTICLE 21 21.1 It is hereby the declared personnel policy of ANAHEIM that: 21.1.1 Employment by ANAHEIM shall be based on merit and fitness, free of personal and political con~derations. 21.1.2 Appointments, promotions, and other actions requiring the application of the merit principle shall be based on systematic tests and/or evaluations. 21.1.3 Positions having similar duties and responsibilities shall be classified and compensated on a uniform basis. 21.1.4 Tenure of employees shall be subject to good behavior, satisfactory work performance, necessity for the performance of work, and the availability of funds. 21.1.5 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 conceming his status of employment. 21.2 fob Bulletins prepared by Human Resources regarding full-time regular classifications shall be sent to and posted on Bulletin Boards designated for that purpose. 21.3 ]ob Bulletins regarding classifications represented by the AMEA shall be sent to the AMEA during recruitment periods. 21.4 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. ARTICLE 12 APPOINTMENTS AND PROMOTIONS 22.1 Appointments and promotions shall be based on merit and fitness to be ascertained so far as practicable by competitive examinations, Examinations shall be used and conducted to aid in the selection of qualified employees, and shall consist of recognized selection techniques, which will, in the opinion of the Human Resources Director, test fairly the qualifications of candidates. 22.1.1 Notwithstanding any other provision of this ARTICLE, vacant positions in the classified service which would otherwise be filled by open recruitment may be 16 AMEA General 711/2005 -11812009 filled by appointing part-time employees currently employed in part-time classification with full-time equivalent classifications. 22.2 Minimum standards of employment for each job class shall be recommended by the Human Resources Director and approved by the City Manager. 22.3 At such times as the appointing authority with concurrence of the Human Resources Director determines that it is in the best ingests of the City to promote from within, 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' qualifications, record of performance, and seniority, in that order. When a qualified, work-disabled employee is available, consideration will be provided according to the Vocational Rehabilitation Administrative Regulation. 22.3. ~ At such times as the appointing authority with concurrence of the Human Resources Director detem~ines that it is in the best interests of the City to recruit from both inside and outside the organization, City employee candidates who choose to compete shall be evaluated on the same basis as non-employee candidates. 22.3.2 Advancement to a higher paid job class shall constitute a promotion. 22.3,3 Whenever a management evaluation is to be part of the promotional selection process for classifications listed in Appendix "A", employees will be notified on the job flyer at the time promotional examinations are announced the weights to be assigned to qualifcations, record of performance and seniority. 22.4 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, creed, national origin, religious or political affiliation or belief, membership in or attitude toward any employee organization, sex, age, or physical disability, except where sex, age, or lack of physical disability is a bona fide occupation qualification. 22.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job class. At such times as a department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointments from that list shall normally follow rank order. 22.5.1 Employees shall be given written notice of his rank order on promotional eligibility lists. 22.6 When an appointment is to be made to a vacancy, the Human Resources Director shall submit to the appropriate department head the names on the appropriate employment list. Appointments to vacant positions shall be made by the appropriate department head, with the concurrence of the Human Resources Director. 17 AMEA General 71112005 -11812009 22.6.1 The appropriate department head, with the concurrence of the Human Resources Director, may order names removed from an eligibility list for good and sufficient reasons. Employees shall be given written notice of removal of their names from eligibility lists. 22.7 In the absence of appropriate employment lists, a provisional appointment may be made by the appropriate department head {with the approval of the Human Resources Director} of a person meeting the minimum qualifications for the position. An eligibility list shall be established within six months for any regular, full-time position filled by provisional appointment. In the event that any provisional appointee fails to qualify on the eligibility list as established within six months of his provisional appointment, said provisional appointee shall have his employment terminated at the dose of the first complete biweekly pay period following the establishing of the eligibility list. 22.8 Appointments to certain grant funded positions as designated by the City manager may be made without competitive examinations and/or evaluations, Such appointmer~ may be made by the appropriate department head (with the approval of the Human Resources Director and the City Manager}. In the event that a grant funded appointee fails to complete competitive examinations and/or evaluations and is not appointed to a city funded position during his period of employment under the grant, said grant funded appointee shall be terminated from City employment. ARTICLE 23 EMPLOYMENT LISTS 23.1 Employment lists, in order of their priority, shall be re-employment lists and eligibility lists. 23.2 Re-employment lists shall contain the names of regular, full-time employees laid off in good standing for lack of funds or work. 23.2.1 Names on re-employment lists shall remain for a period not to exceed one (i} year. 23.3 Eligibility lists shall be cxeated in accordance with the provisions of ARTICLE 22 - APPOINTMENTS AND PROMOTIONS. 23.3.1 Eligibility lists may contain the names of one or more persons eligible for employment. 23.3.2 Open competitive eligibility lists shall remain in effeect 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. 23.3.3 Promotional eligibility lists shall remain in effect for a period of two (2} years or until depleted. 18 AMEA General 7/112005 -1/812009 ARTICLE 14 PR ATI N 24.1 Employees appointed from eligibility lists, reinstated employees and employees reassigned according to the Vocational Rehabilitation Administrative Regulation shall be subject to a period of probation. The regular period of Probation shall be six ~6~ months unless otherwise specified for cer~in designated job classes. 24.1.1 Certain designated job classes in the classified service shall have a regular period of probation which begins on the date of appointment and ends twelve (12) months thereafter. These job classes shall be: Code Enforcement Officer I and Code Enforcement Officer II. 24.1.2 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 staffs 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. 24.1.3 Upon successful completion of a probationary period, an employee shall be granted regular status in the classification in which the probationary period is served. 24.2 The work and conduct of probationary employees shall be subject to close scrutiny and evaluation, and, if found to be below standards satisfactory to the appointing authority, the appropriate department head may reject the probationer at any time during the probationary period. Such rejections shall not be subject to review or appeal unless such a rejection is alleged to be contrary to the provisions of any state or federal laws. 24.2.1 An employee rejected or laid off during the probationary period from a position to which he has been promoted or transferred shall be returned to the classification in which he has regular status unless the reasons for his failure to complete his probationary period would be cause for dismissal. 24.2.2 The appropriate department head shall request the Human Resources Department to prepare a Personnel Action Form to separate or return to a former classification any employee to be rejected during a probationary period. 24.3 An employee shall be retained beyond the end of the probationary period only if the appropriate department head affirms that the services of the employee have been found to be satisfactory. ARTICLE 25 OUTSIDE EMPLOYMENT 25.1 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 dunes and does not constitute a conflict of interest. 19 AMEA General 71112005 -11812009 ARTICLE 26 SERVICE AWARDS 26.1 Service awards, in the form of service pins or the equivalent, shall be presented to employees in classifications listed in Appendix "A" for; Fve (5) years of service; Twenty-five (25) years of service Ten (10) years of service; Thirty (30) years of service Ffteen {15) year's of service; Thirty-five (35) years of service Twenty {20) years of service; Forty {40) years of service. Such a service award shall also be presented to any employee upon his/her retirement. 26.1.1 For purposes of this ARTICLE, the term "years of service," shall be defined as continuous, full-time service. ARTICLE 27 IN N 27.1 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. 27.1.1 Reimbursement to employees for cosh incurred for formalized training shall be in accordance with regulations established by the City Manager. 27.2 Each employee in a classification listed in Appendix "A"shall be allowed the opportunity to enroll in an ANAHEIM sponsored training course at least once each calendar year. To be approved, courses must be in one of the five {5) critical competency areas identified in the City's 5-Year Training Plan (Interpersonal Communication, I..eadership, Computer and Technology, Cross-Functional Work and Teams, or Critical Thinking). In the event an employee requests a course that is not included in the City Training Catalog, the Human Resources Director shall determine whether the course curriculum satisfies one or more of the required critical competency areas, ARTICLE 28 SALARY STEP REDUCTION, SUSPENSION, DEMOTION, AND DISMISSAL 28.1 The tenure of every employee shall be conditioned on good behavior and satisfactory work performance. Any employee may have his salary step reduced or be suspended, demoted, or dismissed for good and sufficient cause. 28.2 When in the judgment of the appropriate Department Head or Administrative Manager, an employee's work performance or conduct justifies disciplinary action short of demotion or dismissal, the employee may be; 28.2. i Suspended without pay. Upon talang such action, the appropriate Department Head or Administrative Manager shall file with the employee and 20 AMEA General 7/112005 -11812009 the Human Resources Director a written notification containing a statement of the substantial reasons for the action. No employee shall be suspended for more than thirty (30) calendar days at any one time, or; 28.2.2 Salary reduced by one or more steps. Upon taking such action, the appropriate D~artment Head or Administrative Manager shall file with the employee and the Human Resources Director a written notification containing a statement of the substantial reasons for the action. The employee may be returned to his former salary step at such time as deemed appropriate by the appropriate Department Head or Administrative Manager. . 28.3 An employee may be demoted or dismissed upon recommendation of an appropriate manager or supervisor whenever in the judgment of the appropriate Department Head or Administrative Manager, the employee`s work or misconduct sa warrants. Upon taking such action, the appropriate Department Head or Administtative Manager shall file with the employee and the Human Resources Director a written notification containing a statement of the substantial reasons for the action and the effective date of the action. 28.4 In the disciplinary process, ANAHEIM shall conform to tie procedural due process requirements of Skelly V. State Personnel Board. At such time as Skelly due process is required, prior to the determination that discipline will be imposed, the appropriate Department Head or Administrative Manager, at a minimum shall; 28.4. i Provide written notification to the employee of the proposed discipline at least six working days prior to the date the discipline is proposed to be implemented. The notification shall include: 28.4.1.1 The discipline that is proposed. 28.4.1.2 The grounds for imposing disciplinary action. 28.4.1.3 The actions, omissions, or conduct of the employee upon which the proposed discipline is based. 28.4.1.4 An invitation to respond ether orally or in writing prior to the proposed effective date of the discipline. 28.4.2 Provide copies of document considered which support the proposed discipline. 28.4.3 Provide written notification of the final determination after consideration of the employee's response or after the opportunity to respond if the employee chooses not to respond. 28.4.4 ANAHEIM and the AMEA recognize and understand that failure to comply with ARTICLE 28,4, shall not invalidate a disciplinary action, but may result in penalties upon ANAHEIM, as reflected in decisions of the California appellate courts. 21 AMEA General 711!2005 -118!2009 28.5 When an employee is dismissed as provided in this ARTICLE, ANAHEIM and the AMEA agree to the following accelerated procedure under the provisions of ARTICLE 49 - GRIEVANCE -GENERAL; 28.5.1 ANAHEIM and the AMEA agree that only one Post Skelly hearing by the appropriate Department Head or Administrative Manager shall be held. This hearing shall be held within ten working days after the dismissal is grieved unless mutually extended. 28.5.2 If the grievance is then appealed to Third Step to be submitted to an impartial arbitrator for a final and binding decision, ANAHEIM and the AMEA agree to: 28.5.2.1 Develop a standing list of mutually approved arbitrators. 28.5.2.1.1 This list shall include no more than five mutually approved arbitrators. 28.5.2.1.2 ANAHEIM and the AMEA agree to reestablish the list of arbitrators once each year in ]anuary. 28.5.2.1.3 ANAHEIM or the AMEA may remove arbitrators from this list at anytime, 28.5.2.2 Select the arbitrator from the standing list that has the earliest, reasonable available hearing date, unless the parses mutually agree to select another arbitrator from the list. 28.5.2.3 Stipulate to the following submission language when a dismissal is submithed to an impartial arbitrator; "Was (name of employee) dismissed for good and sufficient cause? If not, what shall the remedy be?~~ ARTICLE 29 REASSIGNMENT. LAYOFF AND RE-EMPLOYMENT 29.1 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. 29.1.1 An employee whose position has been abolished due to lack of work or lack of funds shall be reassigned by his/her department head to any position within hisjher division or department in an equivalent or lower job class for which he/she meets the minimum requirements and has City seniority over other employees in the job class. An apprentice job class is considered equivalent to the journey level job class for purposes of this ARTICLE. If the employee whose position has been abolished does not have City seniority over other employees in equivalent or lower classes, he/she may be reassigned by his/her department head to any vacant position within the department in an equivalent or lower job class, for which he/she meets the minimum requirements. Employees so reassigned shall be placed in the salary step of the appropriate salary schedule closest to his rate of pay. Employees so reassigned shall be 22 AMEA General 711/2005 -11812009 reinstated to their former job class and salary step status when positions in their former job class (within his division or department) become vacant. Such reinstatement shall be on the basis of City seniority. 29.1.2 Whenever an employee whose position has been abolished cannot be reassigned to a vacant position within his division or department, the employee shall be reassigned by the City Manager to any vacant position in any other division or department in hisJher job class or in an equivalent or lower job class for which he/she meets the minimum qualifications for employment. If an employee is reassigned to a vacant position within his/her job class in any other division or department, he/she shall retain his/her 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/she 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 his former division or department} become vacant. Such reinstatement shall be on the basis of City seniority. 29.2 Whenever an employee whose position has been abolished is not reassigned to any vacant position, the employee shall be placed on the re-employment list for hisJher 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 City seniority. 29.3 Whenever an employee is reassigned to a vacant position in the same class, an equivalent class, or lower class as herein provided, the employee shall retain the same anniversary date for purposes of merit pay increases. 29.4 Whenever an employee is reinstated to a vacant position in their former job class, or re-employed as herein provided, the employee shall be given a new anniversary date for purposes of merit pay increases in accordance with the provisions of ARTICLE 16 - APPROPRIATF SALARY STEP. 29.5 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 the employee had accrued at the time of layoff, if the employee elects to remit to ANAHEIM any payment received under the provisions of ARTICLE 39 -SICK LEAVE. 29.6 ANAHEIM and the AMEA agree that ANAHEIM will notify the AMEA of layoffs, which affect employees represented by the AMEA at the same time or prior to notification of employees. 29.7 The provisions of this ARTICLE shall only apply to regular full-time employees in the classified service. Employees appointed to certain grant-funded positions as designated by the City Manager under ARTICLE 22.7, and newly hired probationary employees shall be excluded from the provisions of this ARTICLE. 23 AMEA General 71112005 -11812009 ARTICLE 30 N FER 30.1 A change of an employee's place of employment from one division to another or from one departrnent to another shall be considered a transfer, A d~ange of an employee's place of employment to a vacant position in a job class on the same salary schedule as his own job class shall also be considered a transfer. 30.1.1 A transfer from one division to another or from one department to another shall require the approval of the head of the division or department to which the employee is transferring and the Human Resources Director, Such a transfer shall be initiated by request of the employee to the Human Resources Director. 30.1.2 A transferred employee shall retain his/her rate of pay and his/her anniversary date for purposes of merit pay increases. 30.1.3 In order to be transferred to a job class with minimum standards of employment substantially different from those of his own job class, an employee shall be required to demonstrate his eligibility for employment in accordance with the provisions of ARTICLE 22 -APPOINTMENTS AND PROMOTIONS and shall serve a new probationary period in accordance with the provisions of ARTICLE 24 -PROBATION. 30,2 Transfers for the betterment of employees and the best interests of ANAHEIM shall be encouraged by all echelons of management. ARTICLE 31 REINSTATEMENT 31.1 An employee who terminates his empbyment in good standing may be reinstated to a vacant position in his/her former job class within three years of his/her termination date without re-qualifying for employment by competitive processes. 31,1.1 An employee reinstated within thirty days of his termination date shall be considered to have continuous service, shall not serve a new probationary period and shall be credited with the amount of accumulated sick leave they had at the time of termination. They 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. 31.1.2 An employee reinstated after thirty days of his termination date shall serve a new probationary period and 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, 24 AMEA General 7/112005 -11812009 31.2 An employee may be reinstated under the provisions of the Vocational Rehabilitation Administrative Regulation to any vacant position for which hejshe meets the minimum qualifications. 31.3 The provisions of this ARTICLE shall apply to regular, full-time employees. ARTICLE 32 VOLUNTARY DEMOTION 32.1 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 1fi.4. 32.2 Voluntary demotions as a result of impending layoff shall be in accordance with the provisions of ARTICLE 29 -REASSIGNMENT, LAYOFF AND RE-EMPLOYMENT. 32.3 An employee may request a voluntary demotion for any reason. Such a voluntary demotion shall require the approval of the department head under whom the employee will serve and the Human Resources Director. An employee taking such a voluntary demotion may be placed in any salary step of the appropriate salary schedule that does not provide an increase in salary. They shall be given a new anniversary date for purposes of merit pay increases in accordance with provisions of ARTICLE 16.1. 32.3.1 Voluntary demotions in accordance with the Vocational Rehabilitation Administration Regulation shall be in accordance with the provisions of ARTICLE 32 -VOLUNTARY DEMOTION. 32.4 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 effectiive date of the voluntary demotion without re-qualifying by competfive processes. 32.4.1 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 5~' or 6~' step of the salary schedule, he shall be eligible for a merit pay incxease after six (b) months or his regular anniversary date, whichever is sooner, ARTICLE 33 BEREAV ENT LEAVE 33,1 In the event a death occurs in the immediate family of a full-time employee, the employee shall be grantied bereavement leave with pay for up to a maximum of three (3) consecutive work shifts. "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 or registered domestic partner, child, grandchild, brother, or sister of the employee, or any parent, fos~r parent or 25 AMEA General 71112405 -11812009 step-parent of the em~oyee's spouse or registered domestic partner, regardless of residence. 33.2 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 one (1) work shift. Other family members shall be defined as grandparent, daughter-in- law, son-in-law not under the same roof of the employee; and any grandparent, grandchild, child, brother, or sister of the employee's spouse or registered domestic partner, regardless of residence. 33.3 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. 33.4 ANAHEIM guarantees, that in addition to the above, employees may use all available sick leave or vacation on the books up to forty X40) hours. If no sick leave or vacation is on the books, ANAHEIM guarantees the employee the ability to use leave w~hout pay up to forty (40} hours. 33.5 As used in this Article, registered domestic partner means that Declaration of Domestic Partnership has been filed with the California Secretary of State, ARTICLE 34 H DAY 34.1 The following days shall be recognized as holidays, and regular full-time employees shall have these holidays off with pay; January 1st, New Year's Day Third Monday in January, Martin Luther King's Birthday bird Monday in February, President's Day Last Monday in May, Memorial Day July 4th, Independence Day First Monday in September, Labor Day November 11, Veteran's Day Fourth Thursday in November, Thanksgiving Day Friday after Thanksgiving December 25th, Christmas Day Every day designated by the City Council for a public feast, thanksgiving or holiday. 34.2 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. 34.3 Employees may be required to work on any of the above holidays or days observed in lieu of those holidays. Any employee required to work on any of the above holidays or days observed in lieu of those holidays shat! receive additional compensation equivalent to one and one-half times his regular rate of pay. 26 AMEA General 7/112005 -11812009 34.4 In the event that any of the recognized City holidays falls on weekends all field employees shall observe the same day. 34.5 Once each year an employee shall be compensated in cash by separate check at his current rate of pay for any holiday time off accrued but not taken at the close of the bi- weekly pay period that includes November 16. 34.6 Upon termination, an employee shall be compensated in cash at his current rate of pay far any holiday time off accrued but not taken. 34.7 In order to be eligible for holiday pay, an employee must be either at work or on paid leave of absence on the regularly scheduled work day immediately preceding the holiday or day observed in lieu of the holiday and the regularly scheduled work day immediately following the holiday or day observed in lieu of the holiday. No employee who is on suspension or unpaid leave of absence on either the regularly scheduled workday 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. 34.8 For employees assigned by management to work the Nine Plan alternate schedule; 34.8.1 If the holiday falls on an employee's nine-hour workday, the employee will receive only 8 hours of holiday pay. The employee shall be required to submit a request for one hour of vacation to be charged to that day, unless, at management's discretion, the employee requests in advance and receives written authorization to make-up that hour by working one hour in addition to their regular work shift on some other day during that same work period. AMEA and ANAHEIM agree that such additional hour worked shall not be considered overtime and the employee shall be paid at their regular hourly rate of pay. 34.8.2 In the event an employee does not request to make-up the hour or is not authorized to make-up the hour and does not have sufficient vacation time to cover the hour, or in the event the employee is not eligible for vacation, the employee shall be charged one hour of authorized leave without pay. 34.9 For employees assigned by management to work the Ten Plan alternate schedule: 34.9.1 If the holiday falls on an employee's ten-hour workday, the employee will receive only 8 hours of holiday pay. The employee shall be required to submit a request for two (2) hours of vacation to be charged to that day, unless, at management's discretion, the employee requests in advance and receives written authorization to make-up those hours by working one or more hours in addition to their regular work shift on some other day or days during that same work period. AMEA and ANAHEIM agree that such additional hours worked shall not be considered overtime and the employee shall be paid at their regular hourly rate of pay. 34.9.2 In the event an employee does not request to make-up the hours or is not authorized to make-up the hours and does not have sufficient vacation time 27 AMEA General 71112005 -11812009 to cover the hours, or in the event the employee is not eligible for vacation, the employee shall be charged two hours of authorized leave without pay. ARTICLE 35 INDUSTRIAL ACCID HT LEAVE 35.1 In the event that any full-time employee is absent from work as a result of any injury or disease which comes under the State of California Worker's Compensation Insurance and Safety Act, such absence shall be considered to be Industrial Accident Leave. 35.2 Any employee on Industrial Accident Leave shall receive compensation from ANAHEIM in an amount equal to the difference between temporary disability payments mandated by the State of Califomia Worker's Compensation Insurance and Safety Act and 80% of his/her regular basic rate of pay. 35.2.1 In the event that an employee who has received or is receiving Industrial Accident Leave benefits files a civil legal action against a third party for allegedly causing ar contributing to the cause of the injury which resulted in the absence from work, the employee is required to inform the Risk Management Center of the filing of such legal action. 35.3 Industrial Accident Leave shall begin on the first day of such absence as defined in ARTICLE 35.1. 35.3.1 Industrial Accident Leave shall continue during all absences due to a single injury, but not to exceed one year of accumulated absence. 35.3.2 Industrial Accident Leave benefits provided by this ARTICLE shall apply to each injury or disease as defined in ARTICLE 35.1. 35.3.3 The effective date of a permanent disability rating as awarded by the Worker's Compensation Appeals Board ends eligibility for industrial accident leave for that particular injury or disease. 35.3.4 A written statement from the treating physician that the employee's condition is permanent and stationary or separation from ANAHEIM service ends eligibility for Industrial Accident Leave for that particular in}ury or disease. 35.3.5 Industrial Accident Leave for absence due to injury or disease as defined in this ARTICLE shall be granted to employees only upon presentation of a physician's certificate of treatment. 35.4 No employee shall have accrued sick leave deducted while on Industrial Accident Leave. Vacation and sick leave shall continue to accrue for any employee on Industrial Accident Leave in accordance with the provisions of ARTICLE 39 -SICK LEAVE and ARTICLE 40 -VACATION. 28 AMEA General 711!2005 -118!2009 ARTICLE 36 BURY DUTY AND COURT APPEARANCES 3b.1 In the event any full-time employee is duly summoned to any court for the purpose of performing jury duty, he shall receive his regular compensation for any regularly scheduled working hours spent in actual performance of such service. 36.1.1 Whenever an employee is duly summoned to appear as a witness, except where the employee is a litigant or a defendant in a criminal case or any action brought about as a result of his own misconduct, he shall receive his regular compensation for any regularly scheduled working hours spent in actual performance of such service. 36.1.2 Employees receiving witness fees shall remit such fees to the City Treasurer in order to be considered at work for payroll purposes during time spent as such witnesses. ARTICLE 37 LEAVE WITHOUT PAY 37.1 Any employee who is absent from work and who is not on leave with pay shall be considered to be on leave without pay. 37.1.1 An employee on leave without pay shall receive no compensation and shall accumulate no vacation or sick leave while on such leave. 37.1.2 An employee who has need to be absent from work and who is not eligible for leave with pay may request to be placed on leave without pay. Leave without pay for a period not to exceed (40) working hours may be granted by the employee's division head, Leave without pay in excess of (40) hours shall require the approval of the employee's department head. 37.1.3 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. ANAHEIM shall waive the payment of employee premiums for any ANAHEIM sponsored medical, dental and life insurance benefit plans for a maximum of six ~6) months. 37.1.4 An employee may be granted leave without pay not to exceed six (6) months. An extension of leave without pay beyond six months is permitted only when leave without pay is granted an employee for reasons of illness or physical incapacity and a determination has been made by the Human Resources Department that return to work is likely. 37.1.5 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 29 AMEA General 7/1/2005 -11812009 provisions of ARTICLE 16 -APPROPRIATE SALARY STEP provided that he returns to a position in his same job class. If the employee~retums to a position in a lower job Bass, his salary step status shall be determined in accordance with the provisions of ARTICLE 32 -VOLUNTARY DEMOTION. ARTICLE 38 MILITARY LEAVE 38.1 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 39 IL 39.1 Employees shall accrue annual Sick Leave with pay in accordance with the following provisions; 39.1.1 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. 39.1.2 Paid sick leave shall continue to accrue in accordance with the above provisions during any period of leave with pay. 39.1.3 An employee requesting sick leave for an absence from work as a result of any injury or disease which comes under the State of California Worker's Compensation Insurance and Safety Act after eligibility for Industrial Accident Leave has ended shall receive maximum compensation from ANAHEIM in an amount equal to the difFerence between temporary disability payments mandated by the State of California Worker's Compensation Insurance and Safety Act and his regular basic rate of pay. 39.2 Each employee shall have one-half (1/2) hour deducted from their accrued sick leave time for each one-half (ij2) hour of sick leave taken. The minimum amount of Sick Leave that may betaken at any given time shall be one-half (iJ2} hour, 39.2.1 An employee may, at their option, elect to use Vacation lime to bridge the period after Sick Leave is exhausted and prior to STD commencing. 39.3 Sick leave that is accrued, but not taken, shall be accumulated. 39.3.1 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 30 AMEA General 7/1/2005 -118/2009 employment for any reason. A maximum of one hundred-seventy-five (175) hours shall carry over from year to year. 39.3.2 ANAHEIM shall pay to an employee upon the employee's termination of employment due to retirement in accordance with ARTICLE 51 -POST RETIREMENT MEDICAL BENEFITS or layoff in accordance with ARTICLE 29 - REASSIGNMENT, L~4YOFF AND RE-REMPLOYMENT, all hours accumulated up to the maximum of one hundred seventy-five (175) hours that may be carried over from year to year. If an employee dies while employed, ANAHEIM shall pay to his/her beneficiary, as designated by the Public Employee's Retirement System records, the cash equivalent of all hours accumulated up to the maximum of one hundred seventy-five (175) hours that may be can~ied over from year to year, 39.4 An employee who has completed six (6) months as a regular full-time employee and is continuously and totally disabled for more than one (1) calendar month, shall receive a short term disability leave benefit of net sixty percent (60%} of their 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. Upon completion of thirty (30) and/or ninety (90) days of absence while receiving short term disability benefits, an employee shall be required to undergo a physical examination by the treating physician or medical practitioner and shall submit a report of such examination explaining the nature and extent of the disabling illness or injuries and the prognosis and date of expected return to work. Short term disability benefits shall continue beyond sixty (b0) andJor one hundred and twenty (120) days of absence only upon submission of the report of physical examination by the treating physician or medical practitioner. 39.4.1 Deductible benefiits include salary or other compensation paid by any employer; Worker's Compensation Act or similar law including benefits for partial or total disability, whether permanent or temporary if benefits being received are for the current disabling condition; a pension plan toward which ANAHEIM contributed. 39.4.2 Total disability means an employee's complete inability to engage in their regular occupation. 39,4,3 Benefl~ are not payable unless the employee is regularly seen and heated by a licensed physician or medical practitioner who certifies to the continuing disability, 39.4.4 ANAHEIM shall waive the payment of employee premiums for any ANAHEIM sponsored medical, dental and life insurance benefit plans during any biweekly pay period during which short term disability benefits are paid. 39.5 In the event that any paid holiday occurs during a period when any employee is on paid sick leave, the holiday shall not be charged against the employee's accrued sick leave. The only sick leave hours that shall be charged against any employee's accrued sick leave shall be those hours that the employee is regularly scheduled to work. 31 AMEA General 711/2005 -11812oas 39,6 An employee eligible for paid sick leave shall be granted such leave far the following reasons: 39.6.1 Illness of the employee or physical incapacity of the employee due to illness or injury. 39.6.2 Enforced quarantine of the employee in accordance with community health regulations. 39.6.3 Medical and dental appointments during work hours. Use of sick leave for scheduled medical and dental appointments shall require prior approval of the employee's supervisor and will be granted in accordance with the best interest of the City of ANAHEIM and the employee's department or division. 39.6.4 Temporary disabilities caused by pregnancy and childbirth. 39.6.5 To attend to the illness of the employee's immediate family. "Immediate family" means a child, parent, or spouse of the employee regardless of residence. 39.6.5.1 In addition ANAHEIM shall allow employees who do not have sufliaent accrued vacation, or other forms of paid leave available, to use their accrued sick leave in the event of a medical emergency or serious illness of any other member of the employee's household, under the same roof, and any grandchild, brother, or sister of the employee, regardless of residence. 39,7 An employee who cannot perform his assigned duties due to illness or physical incapacity shall inform his immediate supervisor of the fact and the reason therefore as soon as possible. Failure to do so within a reasonable time may be cause of denial of sick leave with pay. 39.8 In the event that an employee is absent on sick leave in excess of twenty-four (24} consecutive working hours, the employee's department head or division head may require that the employee submit to him a written statement by a physician licensed by the State of California cettifying that the employee's condition prevented him from performing the duties of his position. Failure on the part of the employee to comply with such a requirement may be considered for disciplinary action. 39.9 In the event that an employee becomes ill during working hours and is placed on paid sick leave prior to the close of the workday, such paid sick leave shall be calculated to the nearest one half (1J2) hour. 39.10 Effective December 19,1980 accrued Sick leave hours shall be entered in a new Sick leave plan and regular full-lime employees with an average regular work week of forty (40} hours who were employees as of that date, shall have up. to one hundred seventy-five (175} hours transferred to the usable Sick Leave account. The remainder (over 175 hours} shall be credited as follows: seventy-five percent (75%) to be reported as service credit at retirement; twenty-five percent (25%) converted to cash value at the employee's current (December 19, 1980) regular hourly rate of pay and 32 AMEA General 711/2005 -11812009 paid with interest at retirement, layoff or to their beneficiary, as designated by Public Employee's Retirement System records if the employee dies while employed. 39.10.1 Employees who retire shall receive service credit for all hours up to one hundred seventy-five. 39.10.2 An employee who has more than ten (10) years of continuous City service may elect ~ receive all or a portion of their Employee Sick Leave Trust Fund amount. Such payments shall be paid in cash by separate check subject to standardized withholding taxes. When partial payment is requested, the amount shall not be less than 25% of the balance, and a maximum of four (4) such partial payments shall be allowed with the fourth payment paying the entire remaining balance in the account. 39.10.2.1 Beginning with tax year 2004 and thereaf~r, employees may no longer elect to receive a portion of the Sick Leave Trust Fund amount and shall be paid any remaining balance only upon separation from City service. 39.11 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: 39.11.1 All periods of total disability must be due to the same cause or causes; and 39.11.2 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 ANAHEIM Disability Plan and shall not require a new one-month waiting period before ANAHEIM Disability Benefits will be paid; and 39.11.3 Commencement of the benefit period for the insured LTD plan shall automatically terminate benefits from the ANAHEIM Disability Pian. ARTICLE 40 v n 40.1 Regular, full-~me employees wig an average workweek of forty (40) hours shall receive annual vacation with pay in accordance with the following provisions 40.1.1 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 of paid vacation at the close of the final complete biweekly pay period of each fiscal year (106 hours or 13.25 working days per year). 40.1.2 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 or 1b.25 working days per year). 33 AMEA General 7/112005 -11812009 40.1.3 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 or 19.5 working days per year). 40.1.4 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 or 22.75 working days per year). 40.1.5 Upon completion of nineteen years of continuous, full-time service, such employees shall accrue paid vacation at the rate of eight (8) hours for each complete biweekly pay period (208 hours or 26 working days per year). 40.1.6 Upon completion of twenty-four years of continuous, full-time service, employees shall accrue paid vacation at the rate of nine (9) hours for each complete biweekly pay period (234 hours or 29.25 working days per year). 40.2 Paid vacations shall continue to accrue in accordance with the above provisions during any period of leave with pay. All vacations shall be scheduled and taken in accordance with the best interests of ANAHEIM and the department or division in which the employee is employed. The maximum amount of vacation that may be taken at any given lime 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 (~/z) hour. 40.3 An employee shall be eligible to take any accrued vacation upon completion of six (6) months of service. 40.4 Each employee shall have one-half (~/z) hour deducted from their accrued vacation time for each one-half (1/z) hour of vacation taken. Vacation, which is accrued, but not taken, shall be accumulated. 40.5 Maximum vacation accumulations for employees with an average regular workweek of forty (40) hours shall be as follows: 40.5.1 For employees accruing vacation at the rate of eighty (80) hours for every twenty-six (26) complete biweekly pay periods, the maximum amount of vacation that may be accumulated shall be one hundred sixty (160) hours. 40.5.2 For employees accruing vacation at the rate of one hundred six (lOfi) hours for every twenty-six (26) complete biweekly pay periods, the maximum amount of vacation that may be accumulated shall be two hundred twelve (212) hours. 40.5.3 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. 40.5.4 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 three hundred twelve (312) hours. 34 AMEA General 7/112005 -11812009 40.5.5 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. 40.5.6 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. 40.5.7 For employees accruing vacation at the rate of two hundred thirtjr-four (234) hours for every twenty-six (26) complete biweekly pay periods, the maximum amount of vacation that may be accumulated shall be four hundred sixty-eight (468) hours. 40.6 Upon termination, an employee shall be compensated in cash at his current rate of pay for any vacation accrued but not taken, provided that he has successfully completed his probationary period. 40.7 In the event that any recognized holiday occurs during any employee's vacation, the holiday shall not be charged against the employee's accrued vacation. The only vacation hours that shall be charged against any employee's accrued vacation shall be those hours that the employee is regularly scheduled to work. 40.8 An employee shall have the ability to be compensatied 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: 40.8.1 A minimum of forty (40) hours of vacation must have been used during the previous twelve months. 40.8.2 An employee's request for the annual vacation payoff is subject to the approval of the employee's department head. 40.8.3 The employee's balance cannot drop below forty (40} hours as a result of the request. ARTICLE 41 OVERTIME - GENERaI 41.1 A full-time 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. 41.1.1 Overtime shall be calculated to the nearest one-quarter hour of overtime worked, except any overtime of less than one-half (1/z} hour duration shall be calculated to the nearest one-half (1/z) hour. 41.1.2 All overtime must be authorized by the appropriate dhrision head. 35 AMEA General 71112005 -11812009 41.2 Notwithstanding the above overtime provisions of ARTICLE 41- OVERTIME -GENERAL there shall be no compensation for the time spent in attending meetings of any kind which are for the purpose of education or training, unless required bylaw. 41.3 Certain job dosses in the classified service shall be exempt from the above overtime provisions upon the recommendation of the Human Resources Director and the approval of the City Council, These job classes shall be designated in the resolution establishing rates for job classes by an "X" before schedule numbers. Compensatory time off (at the rate of straight time) for overtime worked by employees in these job classes may be authorized and administered by the appropriate department head, Compensatory time off' shall be authorized during a partial work day or shift absence when the employee is no longer eligible to receive any other authorized paid leave. 41.4 Whenever a developer requests expedited plan checking and agrees to pay the cast of any overtime entailed in the process, the Plan Check Engineer will be paid overtime in accordance with ARTICLE 41,1. 41,5 When employees in the following job classes perform overtime work between the hours of 12:00 midnight and 8:00 a.m., they shall be paid at the rate of two times their regular rate of pay for each hour worked between the hours of 12:00 midnight and 8;00 a.m.: Fleet Supervisor - WelderjHydraulic Resort Maintenance Worker Heavy Equipment Operator -Streets Senior Skilled Crafts Worker laborer Senior Welder -Fabricator Lead Facility Maintenance Worker Sewer Machine Operator Lead Resort Maintenance Worker Skilled Crafts Worker I and II Lead Street Maintenance Worker Skilled CrafCs Worker Trainee Lead Tree Trimmer Street Maintenance Worker Motor Sweeper Operator Tree Trimmer Park Maintenance Worker I Tree Trimmer Assistant Park Maintenance Worker II Vehicle Technician N Parks Field Supervisor Vehicle Technician V Public Works Operations Crew Supervisor Welder 41.6 If, after working sixteen (16) consecutive hours or more, employees in the classifications listed in 41.5 above are released from work by their supervisor, they shall be paid at their regular rate of pay for up to six (6) regularly scheduled work hours which fal! in such rest period. If required to continue working during such regularly scheduled work hours, they shall be paid their regular overtime rate (time and one-half) rather than their regular rate of pay (straight time) for such hours worked. ARTICLE 42 BILINGUAL PAY 42.1 Employees required to speak, read and/or write in Spanish or other languages, as well as English, and including sign language as part of the regular duties of their position will be compensated at the rate of five percent (5°/a) of their regular biweekly rate of 36 AMEA General 7/112005 -11812009 pay or sixty dollars ($fi0.00) whichever is greater, per pay period in addition to their regular pay. 42.1. i The appropriate department head shall designate which positions shall be assigned bilingual dudes and which languages shall be eligible for bilingual pay, 42.1.2 The Human Resources Director shall conduct a test of competency for employees whose positions have been assigned bilingual duties to certify these employees eligible for bilingual pay, except that operating departments with authorized bilingual certifiers may conduct their own test of bilingual competency and notify the Human Resources Director of the outcome of the test. 42.1.3 Bilingual pay eligibility shall continue in accordance with the above provisions during any period of leave with pay. 42.1.4 Bilingual pay eligibility shall continue only as long as the employee's Department Head afl"irms an ongoing need for the assigned bilingual duties, and only so long as the employee demonstrates continuing competency through a proficiency examination once every three (3) years. ARTICLE 43 L- T 43.1 Call out compensation shall be in accordance with the following provisions: 43.1.1 All emergency call-out time shall be calculated to the nearest one-quarter (1/4) hour of time worked. 43.1.2 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, provided however, that Vehicle Technician N's called out between twelve (12) midnight and eight (8) a.m. to support Utility Field Forces during emergencies shall be paid two times their regular rate of pay for all hours worked between twelve (12) midnight and eight (8) a.m. 43.2 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. 43.3 Forty-five minutes time shall be added to the time worked to compensate the employee for travel time incurred for each emergency call-out. 43.4 A minimum of two (2) hours pay at the rate of one and one-half times the employee's regular rate of pay shall be guaranteed for planned overtime, except when such overtime occurs immediately before or after a regular work period. 37 AMEA General 7!1!2005 -11812009 ARTICLE 44 SHIFT DIFFERENTIALS 44.1 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, provided however that ANAHEIM employees in classifications set forth in Appendix "A" who work the 2:30 p.m. ~ 11:00 p.m. shift at the Anaheim POlice Department will also be designated as being on the night shift. 44.1.1 A premium of 5.0°/0 of the employee's regular hourly rate of pay shall be paid for work performed in the night shift. 44.1,2 A premium of 5.0% of the employee's regular hourly rate of pay shall be paid for each hour worked in his regular rate of pay between 3:00 A.M. and 6:00 A.M. 44.1.3 When a shift premium is applicable to time worked at the overtime rate of pay, the overtime rate shall be applied to the applicable shift premium. 44.1.3.1 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. 44.1.4 Shift premium shall be payable for hours actually worked and shall not be paid for non-work time, such as vacation, holidays, sick leave. etc. ARTICLE 45 SHORT SHIFT CHANGE 45.1 Short shift changes as defined herein shall be compensated at the rate of one and one- halfthe employee's regular rate of pay. 45.1.1 The first work day on a new schedule after transfer from one schedule of working days to another without notification of such transfer at least twenty- four (24) hours in advance of the starting time of the new schedule. 45.1.2 The first shift after transfer from one eight (8) hour working shift to another without notification of such transfer at least twenty-four (24~ hours in advance of the starting time of the new shift. 45.1.3 Whenever required to transfer from one schedule of working days to another with but eight (8) hours off between shifts more than once in a workweek. 45.1.4 No overtime compensation shall be paid for any hours worked on a second shift in any twenty-four (24) hour period, which hours are worked as a result of the regular shift rotation or which hours are worked as a result of shift changes or changes in days off mutually agreed upon by employees for their convenience. Any changes in days off must be in the same workweek. 38 AMEA General 7/112005 -11812009 ARTICLE 4s NDBY 46.1 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 stand by duty. ARTICLE 47 TRAVEL AND H~ILEAGE EXPENSE 47.1 Travel expense allowance for employees while on City business shall be provided in accordance with regulations established by the City Manager and/or the C'lty Council. 47.2 ANAHEIM'S Mileage Reimbursement rate will be the standard mileage rate established by the Internal Revenue Service. 47.3 Any increase or decrease shall be effective the first day of the second month after the date of publication by the Internal Revenue Service. ARTICLE 48 MEAL ALLOWANCES 48.1 The City shall provide an employee adequate meals under the following conditions. 48.1.1 An employee shall be provided with two adequate meals if he is called out on emergency overtime work one (1} hour before a scheduled workday. If a meal has been earned under another section of this rule within two (2} hours of the scheduled workday, only one meal shall be provided under this section. 48. i.2 An employee will be provided one meal if he is called back to emergency overtime work within one and one-half (1-~/~) hours after normal quitting time and works beyond two and one-half (2-1/z} hours after normal quitting time. 48.1.3 An employee shall be provided an adequate meal if he works two (2) hours overtime beyond ~e normal qu~tang Mme, 48.1.4 An employee sha11 receive one meal if he is scheduled to work overtime two (2) hours before a regular day. 48.1.5 An employee shall be provided an adequate meal at four (4) hour intervals during the performance of emergency overtime work. 48.1.6 Mealtime shall be compensated at the appropriate overtime rate and shall normally be limited to one-half (1/z) hour with a maximum of forty-five minutes paid mealtime. 39 AMEA General 71112005 -1!812009 48.1.7 An employee may, at his request, be compensated for meals at the rate of one- half (~/z) hour of overtime pay per meal. ARTICLE 49 GRIEVANCE -GENERAL 49.1 The dispute resolution procedures set forth in this ARTICLE are intended for use by ANAHEIM and the AMEA as the parries to this Memorandum of Understanding. No grievance may be brought under this ARTICLE unless specifically authorized in writing by the AMEA. Nothing herein is intended to restrict ar limit any employee from exercising any right he or she may otherwise possess under the law, independent of this Memorandum of Understanding. 49.2 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 brought forward by the AMEA shall be considered to be a matter subject to review through the grievance procedure and settled in accordance with the provisions of this ARTICLE. ANAHEIM and the AMEA may mutually agree that any alleged violation of the memorandum of understanding that requires interpretation of the MOU language or a past practice shall first be submitted to non-binding mediation, prior to any submission to arbitration. This language is not intended to impede or delay the arbitration process. 49.2.1 ARTICLE 28,5 provides for an accelerated procedure under the provisions of this ARTICLE when an employee is dismissed. 49.2.2 Disputes related to benefits and procedures provided for under the Workers' Compensation Laws of California, or which fall within the jurisdiction of the Workers' Compensation Appeals Board are not subject to the grievance procedure. 49.2.3 Employees' rights to representation in grievance matters under the provisions of ARTICLE 49.2 above shall be limited in the following manner: No supervisor shall be represented in grievance matters by an employee whom he or she may supervise. No employee shall be represented in grievance matters by a supervisor for whom he or she may work. 49.3 The staff officials of ANAHEIM will not recommend any revision or modification to the grievance procedure without first discussing such recommendations with the AMEA. 49.4 Any violation of this Memorandum as alleged by ANAHEIM shall be resolved between authorized representatives of ANAHEIM and the AMER. In the event that the parties cannot resolve the dispute, the dispute shall, upon the request of either ANAHEIM or AMEA, be referred to an impartial arbitrator for a final and binding decision. 49.5 All expenses of any arbitration shall be borne equally by ANAHEIM and the AMER. 40 AMEA General 71112005 -11812009 49.6 Employee grievances submitted by AMEA to ANAHEIM shall be handled in the following manner: 49.6.1 Firs_ t Ste. An attempt shall be made to adjust all grievances on an informal basis between the employee, his or her AMEA representative, and a supervisor in the employee's chain of command, up to and induding his or her manager, within seven (7) working days after the occurrence of the inddent involved in the grievance. The manager shall deliver his or her answer within seven (7) working days after conducting the Step I meeting. 49.6.1.1 Grievances resulting from the aeons of a department other than an employee's work unit shall be heard by an appropriate Administrative Manager from that department. 49.6.2 Second Steo. If the grievance is not adjusted to the satisfaction of the AMEA in the Frst Step, it shall be submitted in writing to the employee's department head or Administrative Manager within seven (7) working days after the Step One answer is received by AMER. The Department Head or Administrative Manager shall meet with the employee and his or her AMEA representative within ten (10) working days after submission of the grievance to him. The Department Head or Administrative Manager shall review the grievance and may affirm, reverse, or modify as deemed appropriate, the disposition made at the First Step and the Second Step answer shall be delivered to the AMEA within seven (7) working days after said meeting. 49.6.2.1 Grievances resulting from the actions of a department other than an employee's work unit shall be heard by an appropriate Department Head or Administrative Manager from that department. 49.6.3 Third. If the AMEA is not satisfied with the answer to the Second Step, it shall be submitted to an impartial arbitrator for a final and binding decision or, if the City Manager and the AMEA agree, it shall be submitted to the City Manager for a final and binding decision. Such submission must occur within thirty (30) days after the Second Step answer is received. 49.6.3.1 The parties (ANAHEIM and AMEA) may mutually agree to submit a grievance to non-binding mediation, prior to submission to arbitration. This language is not intended to impede or delay the arbitration process. 49.7 If submitted to the City Manager, the City Manager or his assistant shall meet with the employee and his AMEA representative within ten (10) working days after submission of the grievance to him. The City Manager or his assistant may afFrm, reverse, or modify as deemed appropriate, the disposition made at the Second Step. 49.8 The City Manager or his assistant shall deliver his or her decision to the AMEA within five (5) working days after said meeting, and such decision shall be final and binding on both parties. 41 AMEA General 71112005 -11812009 49.9 In order to proceed to arbitration, either ANAHEIM or AMEA shall serve written notice to the other party specifying the grievance to be submitted. 49.9.1 Such written notice must be submitted no later than thirty (30) calendar days after the Step Two answer is received by the other party. 49.9.2 ANAHEIM and AMEA shall thereafter attempt to resolve the issue and select an impartial arbitrator. If an arbitrator cannot be agreed upon, ANAHEIM and AMEA shall request a panel from the American Arbitration Association or any other mutually agreed upon provider. If ANAHEIM and/or AMEA fail(s) to submit jointly, or separately, the issue to the agreed upon arbitrator, the American Arbih~ation Association or any other mutually agreed upon provider within thirty (30) calendar days after the written notice to proceed to arbitration is received, then either ANAHEIM or AMEA may take action to compel arbitration. Failure to take action to compel arbitration within sixty (60) calendar days afrer written notice to the other party specifying the grievance to be submitted will conclusively be deemed abandonment of the right to compel arbitration. 49.10 The arbitrator's decision shall be final and binding on both ANAHEIM and AMEA, it being agreed that the arbitrator shall have no power's to add to or subtract from, nor to modify any of the terms of any memorandum of understanding between ANAHEIM and the AMEA and that the arbitrator's award shall be consistent with and controlled by this Memorandum, Ordinances and Charter of the City of Anaheim, and the laws and Constitution of the State of California. 49.11 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) calendar days after the conclusion of the hearings, unless the parties agree otherwise. 49.11.1 Any grievance not presented and/or carried forward by the AMEA within the time limits specified in this ARTICLE shall be deemed null and void, provided, however, AMEA and ANAHEIM may agree to continue said time limits. 49.12 Any adoption, deletion, or revision of ANAHEIM policy as may be suggested or recommended by any employee or employee organization shall not be considered to be a matter subject to review through the grievance procedure. 49.13 An employee who has been suspended, demoted, or dismissed may be reinstated to his position as a result of a successful appeal through the grievance procedure. In the event of such reinstatement, the employee shall be returned to his former status of employment, including reinstatement of seniority and accrued fringe benefits. In such cases, the City Manager may order the payment of back pay to an employee reinstated, by either the City Manager or an impartial arbitrator, in any amount up to payment for the full period of time involved. In implementing a Step III award, the City Manager shall order the payment of back pay to a reinstated employee in the amount provided in the Step III award. It shall be conclusively presumed that there is no award of back pay to a reinstated employee unless specifically set forth in the Step III award. Any earnings of the reinstated employee from other employment 42 AMEA Generai 7/1/2005 -11812009 during his period of suspension shall be deducted from the amount of back pay awarded. ARTICLE 50 INSURANCE -ACTIVE EMPLOYEES 50,1 Health Insurance ANAHEIM agrees to offer the Kaiser Foundation Health Plan and other prepaid and/or insured health plans recommended by the ]oint Committee on Medical Programs and approved by the City Council. Health Maintenance Organization (HMO) benefit schedules shall be standardized to the extent possible, and shall require a $10 co- paymentfor outpatient and physician services until January 1, 2007, at which time the co-payment shall be increased to $15. 50.1.1 ANAHEIM and Employee Contributions 50.1.1.1 Effective 2005 ANAHEIM shall increase its contribution to the premiums for the various health plans each January. This contribution shall be based on the Consumer Price Index, All Items Index -Urban Wage Earners and Clerical Employees (CPI-W), for the area identified as Los Angeles -Riverside -Orange County. The increase in ANAHEIM'S contribution shall be equal to the percent change for the year ending May of the prior calendar year plus seventy-five percent (75°/0) of any amount above the CPI-W. (For example, the City's increase in contribution for calendar year 2005 shall equal the percent change in the CPI-W for the year ending May 2004, plus 75°/0 of the amount of the health premium increase that exceeds the percent change in the CPI-W for the year ending May 2004. 50.1.1.2 Employees shall be required to pay any difference between the total monthly cost of the health plan selected and the ANAHEIM contribution set forth in 50.1.1.1. 50.1.1.3 Employees who are covered by other health plans may present proof of such coverage in order to receive $125 per month in lieu of health benefits provided herein. In the event an employee who has elected this option loses health coverage for any reason, and notifies ANAHEIM of such loss within five (5) working days, he/she may enroll immediately in any plan offered by ANAHEIM. Employees may re-elect the "opt-out" option annually during open enrollment, or may enroll in a City sponsored health plan. 50.1.1.4 ANAHEIM shall during the term of this Memorandum pay an amount equal to 100°/a of the current monthly Safeguard rate. In the event the Safeguard Dental Plan is canceled during the term of this agreement, ANAHEIM shall during the remaining term of this agreement pay the rate in effect at the time of cancellation. 43 AMEA General 7112005 -11812009 50.1.1.4.1 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 1984 Safeguard monthly rate. 50.1.2 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 a single enrollment shall pay no health insurance premium while both spouses are employed by ANAHEIM, or may alternatively elect the "opt-out" payment provided in section 50.1.1.4. 50.1.3 Proof of marriage will be required of all employees enrolled in any city Medical plan to enroll a dependent spouse. Effective July 1, 2005, ANAHEIM shall provide health coverage to couples who have filed a Declaration of Domestic Partnership with the California Secretary of State ("Registered Domestic Partners'. 50.1.4 The Master contract between ANAHEIM and the plan administrator shall govern in the event of any disputes over any matter within the provisions of the contract. 50.1.5 The benefit schedules for the prepaid HMO health plans will not be modified unilaterally by Ai'VAHEIM, except that each company may, from time to time, make revisions to master contract language or impose minor benefit modifications. 50.1.6 Effective January 1, 2006, the PharmaCare prescription drug co-payment shall be changed to $10/$25/$30 ($10 for generic formulary; $25 for non-generic formulary; and $30 for non-formulary). 50.2 ANAHEIM agrees to provide $50,000 of Basic group term life insurance during the term of this Memorandum. Dependent coverage with an insurance volume of $10,000 per dependent may be added to the life insurance coverage at the option of the employee. 50.2.1 ANAHEIM agrees to provide supplemental term life insurance of up do $450,000 in increments of $50,000. One hundred percent (100/0) of the cost of the supplemental term life insurance shall be paid by the employee. 50.2.2 ANAHEIM shall contribute one-half (1/2) the cost of the premium for group term life insurance and dependent coverage. The employee shall contribute the difference between the ANAHEIM contribution and the total premium cost. 50.2.2.1 AMEA and ANAHEIM agree that effective July 1, 2002, the employee's contribution for the premium for group term life insurance for the employee shall be paid from the Life Insurance Rebate account. ANAHEIM shall continue to contribute one-half of the cost of the premium for dependent coverage and the employee 44 AMEA General 71112005 -11812009 shall continue to contribute the difference between the Anaheim contribution and the total premium cost for dependent coverage. 50.2.2.2 AMEA and ANAHEIM agree that payment of the employee's contribution for the premium for group term life insurance from the Life Insurance Rebate account shall continue through )une 30, 2006, or until the account is depleted, whichever occurs first. 50.2.3 An employee who retires shall receive apaid-up life insurance policy, paid for wholly by ANAHEIM, with a face value of $100.00 for each complete year of service and $50.00 for more than six months, but less than a complete year of service up to a maximum of $2,000.00 50.2.4 Permanent and Total Disability Life Insurance Benefit. 50.2.4.1 Employees eligible to retire: Such employee who is permanently and totally disabled shall receive the fallowing Life Insurance benefit: (a) $100 paid up life insurance for each year of service as provided under the Retired Life insurance Program. (b) Decreasing term life insurance in the amount of the employee's Basic Life insurance less the paid up life insurance described above. Such term life insurance shall decrease by iJ60 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. 50.2.4.2 Empbyees not eligible to retire: Such employee shall receive the following Life Insurance benefit: (a) Decreasing term life insurance in the amount of the employee's Basic Life Insurance. Such term insurance shall decrease by 1/60 of the original amount each month until the face value reaches zero (5 years). (b) The permanently and totally disabled employee shall pay no premium during the term of this benefit. 50.3 Long Term Disability Be= 50.3.1 ANAHEIM agrees to pay for long term disability insurance during the term of this Memorandum. 50.3.2 An employee shall not be eligible to receive long-term disability benefits until he/she has completed one (1) year of service. 50.4 Dental Plans 45 AMEA General 711!2005 -11812009 50,4,1 ANAHEIM agrees to continue sponsorship of the fee for service dental plan. 50.4.2 ANAHEIM agrees to continue sponsorship of prepaid dental plans. 50.5 Short Term Disability 50.5.1 ANAHEIM agrees to continue sponsorship of the employee paid short-term disability insurance coverage for presently enrolled employees during the term of this Memorandum, 50.5.2 ANAHEIM agrees to provide the existing Short Term Disability plan in accordance with ARTICLE 39,3. ANAHEIM agrees to pay ANAHEIM'S portion of medical, dental, life, and optical insurance while absent due to illness or injury and while collecting short term disability benefits. 50.6 Pensions 50.6.1 ANAHEIM agrees to implement procedures to amend the PERS Miscellaneous Plan for Anaheim City, Employer Number 303, to provide Govemment Code §21354.5 2.7 55 retirement benefits to be effective on or before December 29, 2005 contingent upon agreement being reached with all bargaining units representing miscellaneous employees. 50.6.1.1 ANAHEIM and AMEA agree that the incremental cost to implement Government Cade §21354.5 (" 2.7@55`~ retirement benefits of 6.4°/0 of employee compensation shall be paid by employees through a reduction in the City's contribution to post-retirement medical benefit reserving costs of approximately 3.9°/0 of employee compensation, and a reduction in general salary adjustments of 2.5% over the term of this Agreement. 50.6.1.2 ANAHEIM and AMEA agree that the incremental cost to implement Govemment Code §21354.5 x`2.7@55`~ retirement benefits shall be the ongoing defined contribution by ANAHEIM. 50.6.1.3 ANAHEIM and AMEA agree that it is the intent of the parties that any variances in the employer rate attributable to the imp~ementabion of Government Code §21354,5("2,7@55'~ retirement benefits shall accrue to the employee. All proportional costs above the 2005/06 employer rate of 15.063°/o shall be paid by the employee, All proportional reductions below the 2005/06 employer rate of 15.063% shall be paid to the employee. "Proportional costs" and "proportional reductions" mean the ratio between the unmodified 2005/06 PERS employer rate of 8.fi26% and the modified PERS employer rate of 15.063%; such that 42.6°/0 of any variance from the 2005/06 PERS employer rate of 15.0630/0 shall accrue to the employee. 46 AMEA General 711/2005 -11812009 50.6.1.4 A rate variance shall be calculated for a fiscal year based upon the CaIPERS employer rate assessed for the PERS Miscellaneous Plan for Anaheim City, Employer Number 303. If the rate exceeds 15.063°/0, employees shall pay the proportional difference in the form of a biweekly payroll deduction, If the rate is less than 15.0630/0 (to the floor of 8.626°/0), employees shall receive the proportional difference in the form of an addition to the employee's biweekly pay check. Adjustments to pay under the provisions of this Section shall be based upon biweekly PERS reportable compensation. 50.6.2 ANAHEIM shall contribute 7% (seven percent) of the employee contribution for retirement benefits for employees currently making a 7°/0 (seven percent) contribution and ANAHEIM shall contribute 9°/0 (nine percent) of the employee contribution for retirement benefits for employees currently making a 90/0 (nine percent) contribution in accordance with the provisions of the contract between ANAHEIM and the Public Employees' Retirement System. 50.6.2.1 Effective the first day of the pay period following City Council adoption of this Agreement, ANAHEIM shall report 3.5% of the 7°/0 PERS employee contribution paid by ANAHEIM to the CaIPERS as compensation earned in accordance with Govemment Code §20636(c)(4). 50.6.2.2 Effective June 30, 2006, ANAHEIM shall report the 7°/o PERS employee contribution paid by ANAHEIM to the CaIPERS as compensation earned in accordance with Govemment Code §20636(c)(4). 50.6.3 ANAHEIM shall contribute a portion of the cost of employee survivors' benefits in accordance with the provisions of the above contract. 50.6.4 The contract between PERS and ANAHEIM and all the amendments there to as it applies to employees in classifications listed in Appendix "A" shall become a part of this Memorandum by reference. ARTICLE 51 POST RETIREMENT MEDICAL BENEFITS 51.1 Retired employees who are receiving apost-retirement medical benefit from ANAHEIM on the date the City Council approves this Memorandum of Understanding shall continue to receive such benefit in accordance with the provisions of the Memorandum of Understanding between ANAHEIM and AMEA that was in effect at the time of their retirement. 51.2 Regular, full-time employees in the classified service in classifications listed in Appendix "A", who are enrolled as subscriber in an ANAHEIM sponsored health plan at the time of separation from ANAHEIM service shall be eligible to participate in any ANAHEIM sponsored health plan (medical and dental) as a retiree subject to the following terms and conditions: 4l AMEA General 7/112005 -1!812009 51.2.1 The employee must be credited with at least ten (10) years of continuous, full time ANAHEIM service on the date of retirement, and 51.2.2 The employee must have been awarded a retirement from the Public Employees' Retirement System ("PERS") as the reason for separation from ANAHEIM service, and 51.2.3 PERS retirement benefits must commence no later than the first day of the month following the date of separation from ANAHEIM service, OR 51.2.4 The employee must have been awarded a disability retirement (Ordinary or Industrial) from PERS as the reason for separation from ANAHEIM service. 51.2.5 ANAHEIM shall provide separate contributions towards the premium costs of the ANAHEIM sponsored medical andJor dental plans elected by the employee according to the following schedule: 51.2.5.1 For Service Retirements, the contributions shall be a percentage of the annual contributions made by ANAHEIM on behalf of active employees, the percentage equal to one and one-half (1.5) times the miscellaneous 2°/o at fi0 PERS retirement schedule to a maximum contribution of 95% based on the employee's age and consecutive years of Anaheim service at the time of retirement. ANAHEIM service and the retiree's age shall be calculated to the nearest complete one-quarter year. 51.2.5.2 For Disability Retirements, the contribution shall be a percentage of the annual contributions made by ANAHEIM on behalf of active employees, the percentage equal to 2°/° for each year of service to a maximum contribution of 959~o based on the employee's consecutive years of Anaheim service shall be calculated to the nearest complete one quarter year. 51.2.5.3 In the event an employee is eligible for both a Service and a Disability Retirement benefit under this ARTICLE, the employee shall receive the Service Retirement benefit. 51.2.5.4 The ANAHEIM contribution shall be based on the Two party or Family rate only for those employees who properly enroll a dependent spouse andJor other family members prior to retirement, and shall continue only as long as the retiree maintains coverage for such dependents in ANAHEIM sponsored health plans. Nothing in this ARTICLE shall prevent a retiree from properly enrolling new dependents at the retiree's cost. 51.2.5.5 The full value of any Medicare credits provided to ANAHEIM or Medicare surcharges imposed on ANAHEIM by virtue of a retiree's participation or non-participation in Medicare shall be passed on to the retiree in the form of reduced or increased premium costs. 48 AMEA General 1/112005 -11812009 51.2.5.6 The surviving spouse or registered domestic partner of the retiree may continue coverage under the same terms and conditions provided that the surviving spouse was properly enrolled at the time of the employee's retirement and that dependent coverage was continuously maintained during the employee's retirement. 51.2.6 Employees who retire on or after January 1, 2006 shall be credited with ANAHEIM service accrued through December 31, 2005 for the purpose of determining eligibility and benefit levels under the provisions of Section 52.2 above. No employee who has less than ten (10) complete years of credited ANAHEIM service as of December 31, 2005 shall be provided benefits under Section 52.2 above. 51.2.7 The following provisions shall apply to employees who retire on or after January 1, 2006 and who are receiving post-retirement medical benefits under the provisions of Section 52.2; 51.2.7.1 Only ANAHEIM service accrued through December 31, 2005 shall be credited to the employee in determining ANAHEIM's percentage contribution towards the premium costs of the plan(s) elected by the retiree. 51.2.7.2 Retirees shall be required to enroll in Medicare parrs A and B upon establishing eligibility. Failure to enroll when eligible will result in cancellation of coverage. 51.2.7.3 Under no circumstances shall the City contribute towards the costs of any dependents, except a spouse or registered domestic partner who was properly enrolled at the time Of the employee's retirement. 51.2.8 The following conditions shall apply to all retirees who have post retirement medical benefit coverage under this Section: 51.2.8.1 Once canceled for any reason, coverage shall not be reinstated. 51.2.8.2 Coverage shall be canceled for non-payment of fees after three months in arrears. 51.2.8.3 There shall be Coordination of Benefits where other insurance exists. 51.2.8.4 Retirees may change plans and add dependents only during the annual open enrollment period, except that the surviving spouse or registered domestic partner of a retiree may not enroll a new spouse or registered domestic partner. 51.3 Regular, full-lime employees in the classified service in classifications listed in Appendix "A", hired on or after January 1,1996 shall participate in an Integral Part Trust ("RHS plan") designed to provide reimbursement of qualified medical expenses upon retirement or separation from City service. "Qualified medical expenses" are those expenses authorized under the provisions of Internal Revenue Code Section 213, excepting only those expenses the parses mutually agree to exclude. 49 AMEA General 7/112005 -11812009 51.3.1 When an employee is hired into a classification represented by the AMEA, ANAHEIM shall make an initial employer contribution of three thousand dollars ($3,000) into the employee`s Retirement Health Savings ("RHS") account. 51.3.2 On December 26, 2008, and annually thereafter, the City shall make a contribution to the individual account of each employee in classification represented by the AMEA who has an established RHS account. The contribution shall be equal to one percent (1.0°/a) of the average annual base compensation of all full time employees in the miscellaneous service, excepting employees in classifications represented by the IBEW. The average annual base compensation shall be calculated by annualizing the includable biweekly payroll for the pay period that includes the first of December each year, and dividing by the number of includable employees. 51.3.3 Employees shall be fully vested for all ANAHEIM contributions made on their behalf including contributions made pursuant to Section 51.6 below, after five {5) full years of continuous ANAHEIM service. 51.3.4 Except as modified by Section 52.4 below, ANAHEIM and AMEA agree that, effective January 13, 2006, each eligible employee shall be required to contribute three percent (3.0°/0) of his/her gross biweekly pay to hisJher individual RHS Account. 51.3.5 Employees shall be given an opportunity each year to elect to con~ibute (in increments of ~/z hour) sick leave hours to be eamed prospectively in the upcoming calendar year. Employees shall be required to accrue a minimum of one (1) hour of earned Sick Leave time per pay period. The remaining balance eamed per pay period sha11 be available for deferral to the individual employee's RHS Account as designated by the employee. Such deferrals shall be converted to cash at the employee`s regular hourly rate of pay, and deposited to the employee`s individual RHS Account as they are earned. Contributions under the provisions of this paragraph shall be designated as pre-tax contributions. 51.3.6 Employees shall be given an opportunity each year to elect to contribute (in increments of ~/z hour) vacation leave hours to be earned prospectively in the upcoming calendar year. Employees shall be required to accrue a minimum of three (3) hours of earned Vacation Leave time per pay period. The remaining balance earned per pay period shall be available for deferral to the individual employee's RHS Account as designated by the employee. Such deferrals shalt be converted to cash at the employee's regular hourly rate of pay, and deposited to the employee's individual RHS Account as they are earned. Contributions under the provisions of this paragraph shall be designated as pre- tax contributions. 51.3.7 Any employee who separates City service for any reason will be eligible to withdraw funds for reimbursement of eligible medical expenses without regard to the employee's age or years of service. Employee premium contributions for employer-provided group health insurance provided by other employers are not an eligible medical expense. 50 AMEA General 7/1/2005 -11812009 51.3.8 Employees hired on or after January 1, 1996 who have completed ten (10} years of consecutive ANAHEIM service, and who are awarded a retirement from PERS as the reason for separation from ANAHEIM service shall be allowed access to ANAHEIM sponsored group health plans as a retiree. 51.4 Employees hired on or after January 1,1996 and before January 1, 2002 shall make an employee contribution to their individual RHS Account according to the following schedule: 51.4.1 Effective January 13, 2006, such employees shall contribute one percent (1.0°/0} 0f his/her gross biweekly pay to his/her individual RHS Account. 51.4.2 Effective January 12, 2007, such employees shall contribute two percent (2.0%) of his/her gross biweekly pay tohis/her individual RHS Account. 51.4.3 Effective February 8, 2008, such employees shall contribute three percent (3.0%) of his/her gross biweeklypay tohis/her individual RHS Account. 51.5 Employees hired prior to January i, 1996 may elect to partidpate in a voluntary Retirement Health Savings plan. An election to participate shall be irrevocable. All provisions of Section 52.3 of this Article shall apply to the voluntary plan, except that employees shall be required to contribute one percent (1.0%) of their gross biweekly pay to their individual RHS Account. 51.6 In addition to the employer obligations outlined in Section 52.3 above, ANAHEIM shall make a one time employer contribution to the RHS Account of each employee in a classification in Appendix "A" who was hired on or after January 1, 1996 and prior to January 1, 2002 and who is an active employee on January 13, 2006. The contributions required by this Section shall be deposited to each eligible employee's account no later than January 20, 2006. The contribution shall be seventy dollars ($70.00) for each compete month of full time service calculated from the employee's date of hire to December 31, 2005; except that under no circumstances shall the contribution be less than three thousand dollars ($3,000.00). ARTICLE 52 PHYSICAL EXAMINATIONS 52.1 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. 52.2 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. 52.3 Any employee who returns to 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. 51 AMEA General 1/1/2005 -11812009 52.3.1 Any employee who fails to pass a physical examination required under the provisions of ARTICLE 52.3 may be transferred or demoted to a position requiring lesser physical qualifications, recommended for disability retirement, or terminated. 52.4 All physical examinations required under the provisions of this ARTICLE shall be performed by a physician in active practice licensed by California Staff Law and within the scope of his practice as defined by California State Law. 52.4.1 Exceptions to the provisions of ARTICLE 52.4 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. 52.5 ANAHEIM shall pay for any physical examination required under the provisions of this ARTICLE. ARTICLE 53 ]DINT COMMITTEE ON MEDICAL PROGRAMS 53.1 The parties to this agreement, in recognition of the need to provide an adequate level of medical care coverage at a reasonable cost to ANAHEIM and its employees hereby agree to the formation of a committee to analyze current ANAHEIM sponsored medical programs, review alternative approaches to plan design and providing medical care programs, and investigate cost containment systems, all for the purpose of achieving adequate low-cost medical care for the employees of ANAHEIM. 53.2 Serving on the committee with Human Resources Department staff and operating Department management staff will be two members from the Anaheim Municipal Employees Association General Employees Unit). 53.3 This committee will meet as often as is necessary during the life of this agreement and will report to the Human Resources Director on a periodic basis its findings and recommendations for changes to ANAHEIM'S present medical programs. A report shall be prepared setting forth specific recommendations as to alternatives, plan design, and cost containment provisions. The report shall be forwarded to the City Manager for review. 53.4 Because of the complexity of the problem and the diverse interests of the respective organizations, the parses recognize that it is incumbent upon all members of the committee to work in a spirit of harmony and cooperation to achieve what should be beneficial to all concerned. ARTICLE 54 AGENCY SHOP 54.1 ANAHEIM agrees to implement an agency shop in accordance with Section 3502.5 of the Government Code. 52 AMEA General 7/1/2005 -1!812009 ARTICLE 55 NOTIFICATION OF CONTRACTING OUT 55.1 ANAHEIM agrees to notify the AMEA of possible contracting out of City work or services if such contracting out will have a significant long term impact on work performed by employees in classifications represented by AMEA. 55.1.1 Such notification will be given before a decision to contract out is made; and 55.1.2 AMEA will have an opportunity to comment prior to a determination by ANAHEIM to enter into contracting arrangements, ARTICLE 56 ~~~ 56.1 The AMEA agrees that under the terms of this Memorandum, the AMEA and/or its members shall not conduct any strikes, slowdowns or other work stoppages against ANAHEIM, or to withdraw from assignment to standby duty during any grievance or dispute which may arise out of the application ar interpretation of the terms or conditions of this Memorandum or any matter subject to review through the grievance procedure. ARTICLE 57 UNIFORMS AND HAND TOOLS 57.1 ANAHEIM agrees to replace hand tools used by the employees of the Fleet Maintenance Division that are damaged, broken or worn out, in the course of their employment. 57.2 ANAHEIM reserves the right to establish the minimum quality of tools to be replaced and to require the broken, damaged, or worn out tool to be turned in for replacement. 57.3 ANAHEIM agrees to provide coveralls for employees of the Fleet Maintenance Division of the Maintenance Department. 57.4 Employees in the Street Division, Public Works Department, assigned to the asphalt group shall be provided clothing allowances as follows; 57.4.1 The clothing allowance will be paid once a year to those employees assigned to the asphalt crew on the date the clothing allowances are paid. 57.4.2 The annual clothing allowance shall be $350.00. 57.4.3 Probationary employees are not eligible for clothing allowances. 57.4.4 Only full-time regular employees are eligible for clothing allowance. 57.5 ANAHEIM agrees to provide six (6) orange shirts initially and six (6) annually thereafter for Streets and Sanitation employees of the Public Works Department, such shirts to be 53 AMEA General 71112005 -11812009 laundered and maintained by employees. Asphalt crew employees will be required to wear these shirts while at work. ARTICLE 58 CERTIFICATION PAY 58.1 Employees in the following job classes shall receive mechanic certification pay upon certification as a Master Automobile Technician, Master Heavy-Duty Truck Technician or Master Auto Body Technician by the National Institute for Automotive Service Excellence: Vehicle Technician III Fleet Supervisor -- Automotive Vehicle Technician N Fleet Supervisor-- VF Motorcycle Technician Fleet Supervisor -- Equipment 58.1.1 Mechanic certification pay will be paid once each fiscal year during the pay period that includes November 16. Upon an employee's initial certification, the employee will be eligible for mechanic certification pay for that fiscal year immediately upon submission of verification. Eligibility for annual certification pay will continue only if the employee is re-cer~fied as provided by The National Institute for Automotive Service Excellence. 58.1.2 Mechanic certification pay shall be $1,000.00. 58.1.3 Probationary employees are not eligible for mechanic certification pay. 58.1.4 Onlyfull-time regular employees are eligible for mechanic certification pay. 58.2 Employees in the following job classes shall receive inspection certification pay upon certification as Combination Inspector, Electrical Inspector, Plumbing Inspector, Building Inspector or Mechanical Inspector by the International Conference of Building Officials; Building Inspector I Building Inspector II Building Inspector III Building Inspection Supervisor 58.2.1 Inspection certification pay will be paid once each fiscal year during the pay period that includes November 16. Upon an employee's initial certification, the employee will be eligible for inspection certification pay for that fiscal year immediately upon submission of verification. Eligibility for annual certification pay will continue only if the employee is re-certified as provided by the International Code Council (ICC), or equivalent recognized state or national professional association. 58.2.2 Inspection certification pay shall be $1000.00. There shall be an additional $500.00 for {h}er-mete each additional specialty certificate to a ma~amum of four (4). 54 AMEA General 111/2005 -11812009 58.2.3 Inspection certification pay shall be $1,500 for a Combination Inspector Certificate. There shall be an additional $1,500 for two (2) or more Combination Inspector certificates. Certification pay under the provisions of this Section shall be in lieu of any certification pay an employee may eligible for under Section 58.2.2 above. 58.2.4 Probationary employees are not eligible for inspection certification pay. 58.2.5 Only full-time regular employees are eligible for inspection certification pay 58.2.fi Effective November 8, 2002, employees in classifications listed in Section 58.2 who maintain certification in good standing as provided by the ICC shall receive $38.46 per pay period in lieu of the annual $1,000 certification pay. Employees who possess two (2) er-mere specialty cerEfications, or a Combination Inspector certificate, and who maintain certification in good standing as provided by the ICC shall receive $57.69 per pay period in lieu of the annual $1,500 certification pay. Employees who pOSSess three (3) specialty certifications, and who maintain certification in good standing as provided by the ICC shall receive $76.92 per pay period in lieu of the annual $2,000 certification pay. Employees who possess four (4) or more specialty certifications, and who maintain certification in good standing as provided by the ICC shall receive $96.15 per pay period in lieu of tine annual $2,500 certification pay. Employees who possess two (2) or more Combination Inspector certifications, and who maintain certification in good standing as provided by the ICC shall receive $115.38 per pay period in lieu of the annual $3,000 certification pay. 58.3 Employees in the following job classes shall receive plan checking or fire inspector certification pay upon certification as Plans Examiner or Uniform Fire Code Inspector by the International Conference of Building Officials: Fre Safety Specialist I Fire Inspector I Fre Safety Specialist II Fire Inspector II Senior Fire Safety Specialist Plan Checker II 58.3.1 Plan checking or fire inspector certification pay will be paid once each fiscal year during the pay period that includes November 16, Upon an employee's initial certification, the employee will be eligible for plan checking or fire inspector certification pay for that fiscal year immediately upon submission of verification. Eligibility for annual certification pay will continue only if the employee is re- certified as provided by the International Code Council, or equivalent recognized state or national professional association. 58.3.2 Plan checking or fire inspector certification pay shall be $1000.00. There shall be no additional compensation for multiple certifications. A maximum of $1000.00 certification pay is paid each fiscal year if an employee is eligible for both inspection certification pay and plan checking certification pay. 55 AMEA General 711/2005 -11812009 58.3.3 Probationary employees are not eligible for plan checking or fire inspector certification pay. 58.3.4 Only full-time regular employees are eligible for plan checking or fire inspector certification pay. 58.4 Employees in the following job classes shall receive Tree Trimming certification pay upon certification as a Certified Arborist by the International Society of Arboriculture: Lead Tree Trimmer Tree Trimmer Assistant - (Upon completion of the Tree Trimmer Training Program) Tree Trimmer Tree Services Coordinator 58,4,1 Tree trimming certification pay will be paid once each fiscal year during the pay period that includes November 16. Upon an employee's initial certification, the employee will be eligible for tree trimming certification pay for that fiscal year immediately upon submission of verification. Eligibility for annual certification pay will continue only if the employee is re-certified as provided by the International Society of Arboriculture. 58.4.2 Tree trimming certification pay shall be $500.00. 58.4,3 Probationary employees are not eligible for tree trimming certification pay, 58,4,4 Only full-time regular employees are eligible for tree trimming certification pay. 58.5 Employees in the following job classes shall receive Auto Parts Specialist certification pay upon certification as a Parts Specialist by the National Institute for Automotive Service Excellence: Auto Parts Supervisor 58.5.1 Auto Parts Specialist certification pay will be paid once each fiscal year during the pay period that includes November ifi, Upon an employee's initial certification, the employee will be eligible for Auto Parts Specialist certification pay for that fiscal year immediately upon submission of verification. Eligibility for annual cerGficafion pay will con~nue only if the employee is re-certified as provided by The National Institute for Automotve Service Excellence. 58.5.2 Auto parts specialist ceraflcation pay shall be $500.00 58.5.3 Probationary employees are not eligible for Auto Parts Specialist certification pay. 58.5.4 Only full-time regular employees are eligible for Auto Parts Specialist certification pay. 56 AMEA General 7/1/2005 -11812009 .,,.~. ,. ..,1,., .,..... ,. v .. -x... .~: ~~ ....... c~..~..w rh ... ..~{r~.... ~ ., . ~._..,.,..,~._.......r_.~.....w.~r.w....+....w..... w..~~ .,,....r.:~..oi..,.~.w.. 58.6 Employees in the following job classes shall receive Tree Worker certification pay upon certification as a Certified Tree Worker by the Western Chapter International Society of Arboriculture: Lead Tree Trimmer Tree Trimmer Assistant - (Upon completion of the Tree Trimmer Training Program) Tree Trimmer Tree Services Coordinator 58.6.1 Tree worker certification pay will be paid once each fiscal year during the pay period that includes November 16. Upon an employee's initial certification, the employee will be eligible for tree worker certification pay for that fiscal year immediately upon submission of verification. Eligibility for annual certification pay will continue only if the employee is re-certified as provided by the western Chapter International Society of Arboriculture. 58.6.2 Tree worker certification pay shall be $250.00. 58.6.3 Probationary employees are not eligible for tree worker certification pay. 58.6.4 Only full-time regular employees are eligible for tree worker certification pay. 58.7 Employees in the following job classes shall receive Fire Mechanic certification pay upon certification as a Fre Mechanic by the California State Fire Marshal; Fleet Supervisor -- Equipment Vehide Technician N 58.7.1 Fire mechanic certification pay will be paid once each fiscal year during the pay period that includes November 16. Upon an employee's initial certification, the employee will be eligible for Fre Mechanic certification pay for that fiscal year immediately upon submission of verification. Eligibility for annual certification pay will continue only if the employee is re-certified as provided by the California State Fire Marshal. 58.7.2 Fre mechanic certifica~on pay shall be $250.00 for Level i and $500.00 for Level II. 58.7.3 Probationary employees are not eligible for fire mechanic certification pay. 58.7.4 Only full-time regular employees are eligible for fire mechanic certification pay. 58.8 Employees in the following job classes shall receive Code Enforcement Officer certification pay upon obtaining a P.O.S.T. certificate of completion in a Code Enforcement Officer training basic course: Code Enforcement Officer I Code Enforcement Officer II Senior Code Enforcement Officer 57 AMEA General 711/2005 -11812009 58.8.1 Code Enforcement Officer certification pay will be paid once each fiscal year during the pay period that includes November 16. Upon an employee's initial certification, the employee will be eligible for Code Enforcement Officer certification pay for that fiscal year immediately upon submission of verification. Eligibility far annual certification pay will continue only if the employee is re- certified as provided by P.O.S.T. 58.8.2 Code Enforcement Officer certification pay shall be $500.00 for Basic P.O.S.T. Certificate and shall be $1,000.00 for Advanced P.O.S.T. Certificate. 58.8.3 Probationary employees are not eligible for Code Enforcement Officer certification pay. 58.8.4 Only full-time regular employees are eligible for Code Enforcement Officer certification pay. 58.9 Employees in the following job classes shall receive Permit Technician Certification pay for possession of a Permit Technician Certification. Permit Technician II Permit counter Supervisor 58.9.1 Permit Technician certification pay will be paid once each fiscal year during the pay period that includes November 16. Upon an employee's initial certification, the employee will be eligible for Permit Techniaan certification pay for that fiscal year immediately upon submission of verification. Eligibility for annual certification pay will continue only as Tong as the employee maintains certification in good standing as provided by the International Code Council, or equivalent recognized state or national professional assoaation. 58.9.2 Permit Technician certification pay shall be $500 58.9.3 Probationary employees are not eligible for Permit Technician certification pay. 58.9.4 Only full-time regular employees are eligible for Permit Technician certification pay. ARTICLE 59 STATE LICENSING 59.1 When ANAHEIM determines that the duties of a position require a Drivers License other than the class "C" California Drivers License, then ANAHEIM will provide employees assigned to such positions (a) training in vehicle operation, (b) a vehicle to be used in the testing process, (c) payment of any required medical examination, and (d) payment for the difference in cost between such Drivers Ucense and a class "C" Drivers License. 58 AMEA General 7/1/2005 -11812009 59.2 In the event ANAHEIM assigns employees duties requiring application of pesticides for which possession of a state license becomes required by the state or ANAHEIM, then ANAHEIM shall upon request of AMEA reopen this agreement and meet and confer concerning compensation for such required license. ARTICLE 60 SAFETY COMMITTEE 60.1 ANAHEIM and the AMEA agree that a Safety Committee will be established in the following divisions: Building and PlanningJZoning Parks Fleet Maintenance Water -Field Maintenance Operations 60.2 ANAHEIM and the AMEA agree that one-half of the membership of the Safety Committee in each division shall be employees elected by non-supervisory employees in that division. The Safety Committee in each division shall be composed of employees in classifications established by the Deparh~nent Head. ARTICLE 61 TRAINING COMMITTEE 61.1 ANAHEIM and the AMEA agree that a Training Committee will be established in the following departments: Public Works Community Services 61.2 ANAHEIM and the AMEA agree that one-half of the membership of the Training Committee in each department shall be employees elected by non-supervisory employees in that department. The Training Committee in each department shall be composed of employees in classifications established by the Department Head, ARTICLE 62 CONSTRUCTION 62.1 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. 59 AMEA General 71112005 -11812009 ARTICLE 63 SAVINGS CLAUSE 63.1 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 64 D TI N 65.1 The terms of this Memorandum are to remain in full force and effect until the 8th day of January 2009. Upon adoption of a resolution approving this Memorandum and the terms hereof by the City Council of the City of Anaheim, this Memorandum shall be in full force and effect as of the 1~ day of July 2005. STAFF OFFICIALS OF THE CITY OF ANAHEIM aM By' By: ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATIO , E RAL EMPLOYEES By' ~. . ~,. ~ ~~ By, By; By; By: ~~ '' `"'` By: By: By; By: By: By. By: By: Dated. ~- 60 AMEA General 71112005 -11812009 APPENDIX "A" WAGES SPECIAL PROVISIONS A.1 Labor Cost Containment ANAHEIM and AMEA, in recognition of the unprecedented fiscal challenges facing the California public sector, have agreed to work collaboratively in developing and implementing strategies to ensure ANAHEIM's long-term financial health. The parties agree that aone-time, twenty four {24) month "labor cost moratorium" period is one appropriate strategy in reducing the structural deficit and restoring ANAHEIM's fiscal well being, ANAHEIM and AMEA agree to implement a "labor cost moratorium" subject to the following provisions: A.1.1 The intent of the "labor cost moratorium" shall be met if the net additional economic cost attributable to any agreement or salary resolution is zero percent ~0°l0) or less during the first twelve (12) months, and is no more than 31/z% over the first 24 months of successor agreements for represented full time units, and for fiscal years 2004/05 and 2005/06 for non-represented full time units. A.1.2 The "labor cost moratorium" period for AMEA shall be from January 2, 2004, through January 12, 2006. A.1.3 If one or more other full time units do not participate in a 24 month labor cost moratorium as defined in section A.2.1 above, AMEA shall be eligible for aone-time "equity payment". The "equity payment" shall be a lump sum payment to each employee in a classification represented by the AMEA at the time the payment is made calculated against the employee's 2004 gross wages for the highest amount above 3'/z°/a granted any other full time bargaining unit in the first 24 months of successor agreements, or granted non-represented employees during fiscal years 2004/05 and 2005/06. A.1.4 The "equity payment" provisions agreed to in Section A.2.3 above shall not be imposed in the event the Anaheim Firefighters Association demands interest arbitration in accordance with the provisions of the Anaheim City Charter, and is awarded economic increases in excess of those provided for under Section A.2.1 above. A.1.5 The "successor agreements" referred to in Section A.2.1 above are those agreements, including extension of current agreements, to be negotiated between ANAHEIM and the other full time employee organizations that will be effective: • July 1, 2005, for employees represented by the Anaheim Firefighters Association, Local 2899; • 1 61 AMEA General 711/2005 -11812009 • January 13, 2006, for employees represented by the Anaheim Police Association. A.1.b It is the express intent of the parties that the provisions of this Section of Appendix "A" (Section A.2 et. seq.) of this Memorandum of Understanding shall lapse on January 10, 2008 or when the successor agreements referred to in Section A,2,5 are reached, whichever comes first. No changes may be made to this Section absent the mutual, written consent of the parses. 62 AMEA General 7/112005 -11812009 APPENDIX "A" WAGES July 1, 2005 through January 12, 2006 Classification SchedlStep Hourly Rates ,~ Assistant Engineer A X 3282 4 - 9 $25.72 - $32.82 Assistant Planner X 2797 5 - 9 $23.01 - $27.97 Auto Parts Supervisor U2 2660 4 - 9 $20.84 - $26.60 Bindery Worker U2 1520 4 - 9 $11.91 - $15.20 Building Inspection Supervisor XU2 3417 5 - 9 $28.11 - $34.17 Building Inspector I 2748 4 - 9 $21.53 - $27.48 Building Inspector II 2971 4 - 9 $23.28 - $29.71 Building Inspector III 3120 5 - 9 $25.67 - $31.20 Building Permit Technician I 2256 4 - 9 $17.68 - $22.56 Building Permit Technician II U2 2439 5 - 9 $20.07 - $24.39 Cabinet Maker U2 2450 4 - 9 $19.20 - $24.50 CADIGIS Operator 2491 4 - 9 $19.52 - $24.91 Circulation Services Supervisor X 3193 5 - 9 $26.27 - $31.93 Community Preservation Officer I 2304 4 - 9 $18.05 - $23.04 Community Preservation Officer II 2710 4 - 9 $21.23 - $27.10 Community Services Outreach Worker 1907 4 - 9 $14.94 - $19.07 Community Services Specialist X 2244 4 - 9 $17.58 - $22.44 Computer Operator I 1616 5 - 9 $13.29 - $16.16 Computer Operator II U2 1885 4 - 9 $14.77 - $18.85 Construction Inspector I 2423 4 - 9 $18.98 - $24.23 Construction Inspector II 2851 4 - 9 $22.34 - $28.51 Crime Prevention Specialist I 1769 5 - 9 $14.55 - $17.69 Crime Prevention Specialist II 2081 4 - 9 $16.31 - $20.81 Criminal Research Specialist X 2685 5 - 9 $22.09 - $26.85 Cross Connection Control Specialist I 2423 4 - 9 $18.98 - $24.23 Cross Connection Control Specialist I I 2994 4 - 9 $23.46 - $29.94 Custodian S 1567 1 - 9 $10.61 - $15.67 Data Control Specialist 1885 4 - 9 $14.77 - $18.85 Engineering Aide 2117 4 - 9 $16.59 - $21.17 Engineering Representative U2 2989 4 - 9 $23.42 - $29.89 Event Crowd Control Supervisor U2 2059 5 - 9 $16.94 - $20.59 Event Services Specialist 2468 5 - 9 $20.30 - $24.68 Family Self-Sufficiency Specialist X 2486 5 - 9 $20.45 - $24.86 63 Monthly Rates $4,458.13 - $5,688.80 $3,988.40 - $4,848.13 $3,612.27 - $4,610.67 $2,064.40 - $2,634.67 $4,872.40 - $5,922.80 $3,731.87 - $4,763.20 $4,035.20 - $5,149.73 $4,449.47 - $5,408.00 $3,064.53 - $3,910.40 $3,478.80 - $4,227.60 $3,328.00 - $4,246.67 $3,383.47 - $4,317.73 $4,553.47 - $5,534.53 $3,128.67 - $3, 993.60 $3,619.87 - $4,697.33 $2,589.60 - $3,305.47 $3,047.20 - $3,889.60 $2,303.60 - $2,801.07 $2,560.13 - $3,267.33 $3,289.87 - $4,199.87 $3,872.27 - $4,941.73 $2,522.00 - $3,066.27 $2,827.07 - $3,607.07 $3,828.93 - $4,654.00 $3,289.87 - $4,199.87 $4,066.40 - $5,189.60 $1,839.07 - $2,716.13 $2,560.13 - $3,267.33 $2,875.60 - $3,669.47 $4,059.47 - $5,180.93 $2,936.27 - $3,568.93 $3,518.67 - $4,277.87 $3,544.67 - $4,309.07 Annual Rates $53,497.60 - $68,265.60 $47,860.80 - $58,117.60 $43,347.20 - $55,328.00 $24,772.80 - $31,616.00 $58,468.80 - $71,073.60 $44,782.40 - $57,158.40 $48,422.40 - $61, 796.80 $53,393.60 - $64,896.00 $36,774.40 - $46,924.80 $41,745.60 - $50,731.20 $39,936.00 - $50,960.00 $40,601.60 - $51,812.80 $54,641.60 - $66,414.40 $37,544.00 - $47,923.20 $44,158.40 - $56,368.00 $31,075.20 - $39,665.60 $36,566.40 - $46,675.20 $27,643.20 - $33,612.80 $30,721.60 - $39,208.00 $39,478.40 - $50,398.40 $46,467.20 - $59,300.80 $30,264.00 - $36,795.20 $33,924.80 - $43,284.80 $45,947.20 - $55,848.00 $39,478.40 - $50,398.40 $48,796.80 - $62,275.20 $22,068.80 - $32,593.60 $30,721.60 - $39,208.00 $34,507.20 - $44,033.60 $48,713.60 - $62,171.20 $35,235.20 - $42,827.20 $42,224.00 - $51,334.40 $42,536.00 - $51,708.80 AMEA General 7/1!2005 -1/8/2009 e APPENDIX "A" WAGES July 1, 2005 through January 12, 2006 Classification SchedlStep Hourly Rates Monthly Rates Family Self-Sufficiency Supervisor XU2 2842 5 - 9 $23.38 - $28.42 $4,052.53 - $4,926.13 Fire Inspector I 2401 4 - 9 $18.81 - $24.01 $3,260.40 - $4,161.73 Fire Inspector II 2825 4 - 9 $22.13 - $28.25 $3,835.87 - $4,896.67 Fire Safety Specialist I 2807 4 - 9 $21.99 - $28.07 $3,811.60 - $4,865.47 Fire Safety Specialist II 3275 4 - 9 $25.66 - $32.75 $4,447.73 - $5,676.67 Fleet Supervisor -Automotive U2 2660 8 - 9 $25.33 - $26.60 $4,390.53 - $4,610.67 Fleet Supervisor -Equipment U2 2776 8 - 9 $26.44 - $27.76 $4,582.93 - $4,811.73 Fleet Supervisor - VF U2 2776 8 - 9 $26.44 - $27.76 $4,582.93 - $4,811.73 Fleet Supervisor - WelderlHydraulic U2 2891 8 - 9 $27.53 - $28.91 $4,771.87 - $5,011.07 Forensic Services Supervisor U2 3497 5 - 9 $28.77 - $34.97 $4,986.80 - $6,061.47 Forensic Specialist I 2748 4 - 9 $21.53 - $27.48 $3,731.87 - $4,763.20 Forensic Specialist II 2998 5 - 9 $24.66 - $29.98 $4,274.40 - $5,196.53 GIS Operator I 2491 5 - 9 $20.49 - $24.91 $3,551.60 - $4,317.73 GIS Operator II 2865 5 - 9 $23.57 - $28.65 $4,085.47 - $4,966.00 Golf Course Maintenance Worker 1972 1 - 9 $13.35 - $19.72 $2,314.00 - $3,418.13 Graphic Designer X 2289 4 - 9 $17.93 - $22.89 $3,107.87 - $3,967.60 Hazardous Materials Specialist I 2684 4 - 9 $21.03 - $26.84 $3,645.20 - $4,652.27 Hazardous Materials Specialist II 3108 4 - 9 $24.35 - $31.08 $4,220.67 - $5,387.20 Heavy Equipment Oper Streets U2 2307 4 - 9 $18.08 - $23.07 $3,133.87 - $3,998.80 Housekeeping Supervisor SU2 2162 8 - 9 $20.59 - $21.62 $3,568.93 - $3,747.47 Housing Counselor I 2664 4 - 9 $20.87 - $26.64 $3,617.47 - $4,617.60 Housing Counselor II X 3197 5 - 9 $26.30 - $31.97 $4,558.67 - $5,541.47 Housing Loan Counselor I 2664 4 - 9 $20.87 - $26.fi4 $3,617.47 - $4,617.60 Housing Loan Counselor II X 3197 5 - 9 $26.30 - $31.97 $4,558.67 - $5,541.47 Housing Rehab Counselor I 2486 4 - 9 $19.48 - $24.86 $3,376.53 - $4,309.07 Housing Rehab Counselor II X 2901 5 - 9 $23.87 - $29.01 $4,137.47 - $5,028.40 Housing Specialist I 2131 4 - 9 $16.70 - $21.31 $2,894.67 - $3,693.73 Housing Specialist II X 2368 5 - 9 $19.48 - $23.68 $3,376.53 - $4,104.53 Housing System Specialist 2801 4 - 9 $21.95 - $28.01 $3,804.67 - $4,855.07 Identification Tech I 1998 4 - 9 $15.65 - $19.98 $2,712.67 - $3,463.20 Identification Technician II 2498 4 - 9 $19.57 - $24.98 $3,392.13 - $4,329.87 Laborer S 1712 1 - 9 $11.59 - $17.12 $2,008.93 - $2,967.47 Landscape Designer I 1868 4 - 9 $14.64 - $18.68 $2,537.60 - $3,237.87 64 Annual Rates $48,630.40 - $59,113.60 $39,124.80 - $49,940.80 $46,030.40 - $58,760.00 $45,739.20 - $58,385.60 $53,372.80 - $68,120.00 $52,686.40 - $55,328.00 $54,995.20 - $57,740.80 $54,995.20 - $57,740.80 $57,262.40 - $60,132.80 $59,841.60 - $72,137.60 $44,782.40 - $57,158.40 $51,292.80 - $62,358.40 $42,619.20 - $51,812.80 $49,025.60 - $59,592.00 $27,768.00 - $41,017.60 $37,294.40 - $47,611.20 $43,742.40 - $55,827.20 $50,648.00 - $64,646.40 $37,606.40 - $47,985.60 $42,827.20 - $44,969.60 $43,409.60 - $55,411.20 $54,704.00 - $66,497.60 $43,409.60 - $55,411.20 $54,704.00 - $66,497.60 $40,518.40 - $51,708.80 $49,649.60 - $60,340.80 $34,736.00 - $44,324.80 $40,518.40 - $49,254.40 $45,656.00 - $58,260.80 $32,552.00 - $41,558.40 $40,705.60 - $51,958.40 $24,107.20 - $35,609.60 $30,451.20 - $38,854.40 AMEA General 7/1/2005 -11812009 APPENDIX "A" WAGES July 1, 2005 through January 12, 2006 Classification SchedlStep Hourly Rates Landscape Designer II 2491 4 - 9 $19.52 - $24.91 Landscape Inspector U2 2366 7 - 9 $21.46 - $23.66 Layout Composer 1831 4 - 9 $14.35 - $18.31 Lead Computer Operator U2 2369 5 - 9 $19.49 - $23.69 Lead Custodian Floors U2 1849 7 - 9 $16.77 - $18.49 Lead Facilities Maint Worker U2 2800 6 - 9 $24.19 - $28.00 Lead Golf Course Maintenance Worker U2 2268 7 - 9 $20.57 - $22.68 Lead Resort Maintenance Worker U2 2858 5 - 9 $23.51 - $28.58 Lead Security Guard SU2 1894 8 - 9 $18.04 - $18.94 Lead Street Maint Worker U2 2722 5 - 9 $22.39 - $27.22 Lead Tree Trimmer U2 2379 8 - 9 $22.66 - $23.79 Librarian X 2661 4 - 9 $20.85 - $26.61 Library Assistant 2395 5 - 9 $19.70 - $23.95 Library Graphic Artist X 2661 4 - 9 $20.85 - $26.61 Library Public Access Coordinator X 3326 5 - 9 $27.36 - $33.26 Library Technician 2129 5 - 9 $17.52 - $21.29 Maintenance Locksmith U2 2450 4 - 9 $19.20 - $24.50 Maintenance Painter 2333 4 - 9 $18.28 - $23.33 Media Production Spec 2748 4 - 9 $21.53 - $27.48 Motor Sweeper Operator U2 2238 4 - 9 $17.54 - $22.38 Motorcycle Technician U2 2371 4 - 9 $18.58 - $23.71 Occupancy Specialist 2013 5 - 9 $16.56 - $20.13 Offset Press Operator SU2 1831 4 - 9 $14.35 - $18.31 Park Maintenance Worker I U2 1972 4 - 9 $15.45 - $19.72 Park Maintenance Worker II U2 2120 5 - 9 $17.44 - $21.20 Park Planning Aide X 2377 5 - 9 $19.56 - $23.77 Park Planning Assistant X 2797 5 - 9 $23.01 - $27.97 Parks Field Coordinator U2 2662 7 - 9 $24.15 - $26.62 Parks Field Supervisor U2 2662 7 - 9 $24.15 - $26.62 PartslSupply Coordinator 2333 4 - 9 $18.28 - $23.33 Permit Counter Supervisor U2 2744 5 - 9 $22.58 - $27.44 Plan Checker I 2994 5 - 9 $24.63 - $29.94 Plan Checker II U2 3275 4 - 9 $25.66 - $32.75 Monthly Rates $3,383.47 - $4,317.73 $3,719.73 - $4,101.07 $2,487.33 - $3,173.73 $3,378.27 - $4,106.27 $2,906.80 - $3,204.93 $4,192.93 - $4,853.33 $3,565.47 - $3,931.20 $4,075.07 - $4,953.87 $3,126.93 - $3,282.93 $3,880.93 - $4,718.13 $3,927.73 - $4,123.60 $3,614.00 - $4,612.40 $3,414.67 - $4,151.33 $3,614.00 - $4,612.40 $4,742.40 - $5,765.07 $3,036.80 - $3,690.27 $3,328.00 - $4,246.67 $3,168.53 - $4,043.87 $3,731.87 - $4,763.20 $3,040.27 - $3,879.20 $3,220.53 - $4,109.73 $2,870.40 - $3,489.20 $2,487.33 - $3,173.73 $2,678.00 - $3,418.13 $3,022.93 - $3,674.67 $3,390.40 - $4,120.13 $3,988.40 - $4,848.13 $4,186.00 - $4,614.13 $4,186.00 - $4,614.13 $3,168.53 - $4,043.87 $3,913.87 - $4,756.27 $4,269.20 - $5,189.60 $4,447.73 - $5,676.67 A........1 ~~~~~ $40,601.60 - $51,812.80 $44,636.80 - $49,212.80 $29,848.00 - $38,084.80 $40,539.20 - $49,275.20 $34,881.60 - $38,459.20 $50,315.20 - $58,240.00 $42, 785.60 - $47,174.40 $48,900.80 - $59,446.40 $37,523.20 - $39,395.20 $46,571.20 - $56,617.60 $47,132.80 - $49,483.20 $43,368.00 - $55,348.80 $40,976.00 - $49,816.00 $43,368.00 - $55,348.80 $56,908.80 - $69,180.80 $36,441.60 - $44,283.20 $39,936.00 - $50,960.00 $38,022.40 - $48,526.40 $44, 782.40 - $57,158.40 $36,483.20 - $46,550.40 $38,646.40 - $49,316.80 $34,444.80 - $41,870.40 $29,848.00 - $38,084.80 $32,136.00 - $41,017.60 $36,275.20 - $44,096.00 $40,684.80 - $49,441.60 $47,860.80 - $58,177.60 $50,232.00 - $55,369.60 $50,232.00 - $55,369.60 $38,022.40 - $48,526.40 $46,966.40 - $57,075.20 $51,230.40 - $62,275.20 $53,372.80 - $68,120.00 65 AMEA General 7/1/2005 -118/2009 APPENDIX "A" WAGES July 1, 2005 through January 12, 2006 Classification SchedlStep Hourly Rates Monthly Rates Annual Rates Planning Aide X 2377 4 - 9 $18.62 - $23.77 $3,227.47 - $4,120.13 $38,729.60 - $49,441.60 Planning Graphics Technician 2117 4 - 9 $16.59 - $21.17 $2,875.60 - $3,669.47 $34,507.20 - $44,033.60 Plans Examiner I X 3556 4 - 9 $27.86 - $35.56 $4,829.07 - $6,163.73 $57,948.80 - $73,964.80 Plans Examiner II X 3743 4 - 9 $29.33 - $37.43 $5,083.87 - $6,487.87 $61,006.40 - $77,854.40 Police Firearms Instructor I 2186 4 - 9 $17.13 - $21.86 $2,969.20 - $3,789.07 $35,630.40 - $45,468.80 Police Firearms Instructor II 2560 5 - 9 $21.06 - $25.60 $3,650.40 - $4,437.33 $43,804.80 - $53,248.00 Police Photographer 2186 6 - 9 $18.88 - $21.86 $3,272.53 - $3,789.07 $39,270.40 - $45,468.80 Police Photographer Safety 2186 6 - 9 $18.88 - $21.86 $3,272.53 - $3,789.07 $39,270.40 - $45,468.80 Police Services Rep II 2081 5 - 9 $17.12 - $20.81 $2,967.47 - $3,607.07 $35,609.60 - $43,284.80 Police Services Representative I 1769 4 - 9 $13.86 - $17.69 $2,402.40 - $3,066.27 $28,828.80 - $36,795.20 Principal Eng Aide 2865 5 - 9 $23.57 - $28.65 $4,085.47 - $4,966.00 $49,025.60 - $59,592.00 Principal Librarian XU2 3193 5 - 9 $26.27 - $31.93 $4,553.47 - $5,534.53 $54,641.60 - $66,414.40 Principal Planning Graphics Tech U2 2616 4 - 9 $20.50 - $26.16 $3,553.33 - $4,534.40 $42,640.00 - $54,412.80 Principal Traffic Engineering Aide 2865 5 - 9 $23.57 - $28.65 $4,085.47 - $4,966.00 $49,025.60 - $59,592.00 Principal Utilities Eng Aide 2865 5 - 9 $23.57 - $28.65 $4,085.47 - $4,966.00 $49,025.60 - $59,592.00 Principal Water Eng Aide 2865 5 - 9 $23.57 - $28.65 $4,085.41 - $4,966.00 $49,025.60 - $59,592.00 Program Integrity Specialist X 2723 5 - 9 $22.40 - $27.23 $3,882.67 - $4,719.87 $46,592.00 - $56,638.40 Programmer Analyst X 3081 4 - 9 $24.14 - $30.81 $4,184.27 - $5,340.40 $50,211.20 - $64,084.80 Programmer I X 2381 4 - 9 $18.66 - $23.81 $3,234.40 - $4,127.07 $38,812.80 - $49,524.80 Programmer II X 2801 4 - 9 $21.95 - $28.01 $3,804.67 - $4,855.07 $45,656.00 - $58,260.80 Public Education Program Specialist 2081 4 - 9 $16.31 - $20.81 $2,827.07 - $3,607.07 $33,924.80 - $43,284.80 Public Works Operations Crew Spvr U2 2858 5 - 9 $23.51 - $28.58 $4,075.01 - $4,953.87 $48,900.80 - $59,446.40 Real Property Specialist I X 2837 4 - 9 $22.23 - $28.37 $3,853.20 - $4,917.47 $46,238.40 - $59,009.60 Real Property Specialist II X 3338 4 - 9 $26.15 - $33.38 $4,532.67 - $5,785.87 $54,392.00 - $69,430.40 Recreation Services Specialist X 2244 4 - 9 $17.58 - $22.44 $3,04720 - $3,889.60 $36,566.40 - $46,675.20 Reference & Technology Librarian X 3193 5 - 9 $26.27 - $31.93 $4,553.47 - $5,534.53 $54,641.60 - $66,414.40 Relocation Specialist xU2 2960 5 - 9 $24.35 - $29.60 $4,220.67 - $5,130.67 $50,648.00 - $61,568.00 Reprographics Equipment Operator U2 1831 4 - 9 $14.35 - $18.31 $2,487.33 - $3,173.73 $29,848.00 - $38,084.80 Resort Maintenance Worker U2 1972 4 - 9 $15.45 - $19.72 $2,678.00 - $3,418.13 $32,136.00 - $41,017.60 Security Guard S 1647 8 - 9 $15.69 - $16.47 $2,719.60 - $2,854.80 $32,635.20 - $34,257.60 Security Supervisor U2 2059 5 - 9 $16.94 - $20.59 $2,936.27 - $3,568.93 $35,235.20 - $42,827.20 Senior CADIGIS Operator 2865 5 - 9 $23.57 - $28.65 $4,085.47 - $4,966.00 $49,025.60 - $59,592.00 Senior Community Preservation Officer 2981 5 - 9 $24.52 - $29.81 $4,250.13 - $5,167.07 $51,001.60 - $62,004.80 66 AMEA General 71112005 -118/2009 APPENDIX "A" WAGES July 1, 2005 through January 12, 2006 Classification Sc_IS, tep Hourly Rates Monthly Rates Senior Computer Operator U2 2154 5 - 9 $17.72 - $21.54 $3,071.47 - $3,733.60 Senior Construction Inspector 3136 5 - 9 $25.80 - $31.36 $4,472.00 - $5,435.73 Senior Crime Prevention Specialist U2 2341 5 - 9 $19.26 - $23.41 $3,338.40 - $4,057.73 Senior Data Control Specialist U2 1992 5 - 9 $16.39 - $19.92 $2,840.93 - $3,452.80 Senior Engineering Aide 2491 5 - 9 $20.49 - $24.91 $3,551.60 - $4,317.73 Senior Fire Safety Specialist 3649 5 - 9 $30.02 - $36.49 $5,203.47 - $6,324.93 Senior Hazardous Materials Specialist 3461 5 - 9 $28.47 - $34.61 $4,934.80 - $5,999.07 Senior Housing Rehab Counselor X 3197 5 - 9 $26.30 - $31.97 $4,558.67 - $5,541.47 Senior Housing Specialist XU2 2605 5 - 9 $21.43 - $26.05 $3,714.53 - $4,515.33 Senior Librarian XU2 2927 5 - 9 $24.08 - $29.27 $4,173.87 - $5,073.47 Senior Offset Press Operator SU2 2014 5 - 9 $16.57 - $20.14 $2,872.13 - $3,490.93 Senior Planning Graphics Technician 2491 5 - 9 $20.49 - $24.91 $3,551.60 - $4,317.73 Senior Police Services Rep U2 2341 5 - 9 $19.26 - $23.41 $3,338.40 - $4,057.73 Senior Police Firearms Inst U2 2810 5 - 9 $23.12 - $28.10 $4,007.47 - $4,870.67 Senior Program Integrity Specialist XU2 2960 5 - 9 $24.35 - $29.60 $4,220.67 - $5,130.67 Senior Repro Equipment Operator U2 2014 5 - 9 $16.57 - $20.14 $2,872.13 - $3,490.93 Senior Skilled Crafts Worker 2800 5 - 9 $23.04 - $28.00 $3,993.60 - $4,853.33 Senior Traffic Eng Aide 2491 5 - 9 $20.49 - $24.91 $3,551.60 - $4,317.73 Senior Traffic Signal Tech 3301 5 - 9 $27.16 - $33.01 $4,707.73 - $5,721.73 Senior Utilities Engineering Aide 2491 5 - 9 $20.49 - $24.91 $3,551.60 - $4,317.73 Senior Water Eng Aide 2491 5 - 9 $20.49 - $24.91 $3,551.60 - $4,317.73 Senior Welder Fabricator 2566 4 - 9 $20.11 - $25.66 $3,485.73 - $4,447.73 Service Lead Worker SU2 1880 4 - 9 $14.73 - $18.80 $2,553.20 - $3,258.67 Service Shift Supervisor SU2 2162 8 - 9 $20.59 - $21.62 $3,568.93 - $3,747.47 Sewer Machine Operator U2 2468 4 - 9 $19.34 - $24.68 $3,352.27 - $4,277.87 Signal System Engineer X 3361 4 - 9 $26.33 - $33.61 $4,563.87 - $5,825.73 Skilled Crafts Worker I 2216 4 - 9 $17.36 - $22.16 $3,009.07 - $3,841.07 Skilled Crafts Worker II 2333 4 - 9 $18.28 - $23.33 $3,168.53 - $4,043.87 Skilled Crafts Worker Trainee 1866 7 - 9 $16.93 - $18.66 $2,934.53 - $3,234.40 Street Maintenance Worker U2 1972 4 - 9 $15.45 - $19.72 $2,678.00 - $3,418.13 Survey Party Chief U2 3106 5 - 9 $25.55 - $31.06 $4,428.67 - $5,383.73 Survey Technician I 2296 4 - 9 $17.99 - $22.96 $3,118.27 - $3,979.73 Survey Tecnician II U2 2701 5 - 9 $22.22 - $27.01 $3,851.47 - $4,681.73 67 Annual Rates $36,857.60 - $44,803.20 $53,664.00 - $65,228.80 $40,060.80 - $48,692.80 $34,091.20 - $41,433.60 $42,619.20 - $51,812.80 $62,441.60 - $75,899.20 $59,217.60 - $71,988.80 $54,704.00 - $66,497.60 $44,574.40 - $54,184.00 $50,086.40 - $60,881.60 $34,465.60 - $41,891.20 $42,619.20 - $51,812.80 $40,060.80 - $48,692.80 $48,089.60 - $58,44$.00 $50,648.00 - $61,568.00 $34,465.60 - $41,891.20 $47,923.20 - $58,240.00 $42,619.20 - $51,812.80 $56,492.80 - $68,660.80 $42,619.20 - $51,812.80 $42,619.20 - $51,812.80 $41,828.80 - $53,372.80 $30,638.40 - $39,104.00 $42,827.20 - $44,969.60 $40,227.20 - $51,334.40 $54,766.40 - $69,908.80 $36,108.80 - $46,092.80 $38,022.40 - $48,526.40 $35,214.40 - $38,812.80 $32,136.00 - $41,017.60 $53,144.00 - $64,604.80 $37,419.20 - $47,756.80 $46,217.60 - $56,180.80 AMEA General 71112005 -11812009 s I I i a a APPENDIX "A" WAGE S July 1, 2005 through January 12, 2006 Classification SchedlSte Hourly Rates Monthly Rates Systems Analyst X 3221 4 - 9 $25.24 - $32.21 $4,314.93 - $5,583.07 Systems Programmer X 3221 5 - 9 $26.50 - $32.21 $4,593.33 - $5,583.07 Systems Specialist I 2101 4 - 9 $16.46 - $21.01 $2,853.07 - $3,641.73 Systems Specialist II 2521 4 - 9 $19.75 - $25.21 $3,423.33 - $4,369.73 Traffic Control Supervisor U2 2497 4 - 9 $19.56 - $24.97 $3,390.40 - $4,328.13 Traffic Controller 1665 4 - 9 $13.05 - $16.65 $2,262.00 - $2,886.00 Traffic Engineering Aide 2117 4 - 9 $16.59 - $21.17 $2,875.60 - $3,669.47 Traffic Engineering Investigator 3282 4 - 9 $25.72 - $32.82 $4,458.13 - $5,688.80 Traffic Signal System Oper 2865 4 - 9 $22.45 - $28.65 $3,891.33 - $4,966.00 Traffic Signal Systems Engr X 3282 4 - 9 $25.72 - $32.82 $4,458.13 - $5,688.80 Traffic Signal Tech I 2117 4 - 9 $16.59 - $21.17 $2,875.60 - $3,669.47 Traffic Signal Tech II 2865 4 - 9 $22.45 - $28.65 $3,891.33 - $4,966.00 Traffic Signal Tech III 3176 5 - 9 $26.13 - $31.76 $4,529.20 - $5,505.07 Tree Services Specialist X 2140 5 - 9 $17.61 - $21.40 $3,052.40 - $3,709.33 Tree Services Coordinator U2 2542 5 - 9 $20.91 - $25.42 $3,624.40 - $4,406.13 Tree Trimmer U2 2163 7 - 9 $19.62 - $21.63 $3,400.80 - $3,749.20 Tree Trimmer Assistant S 1887 7 - 9 $17.12 - $18.87 $2,961.47 - $3,210.80 Utilities Eng Aide 2117 4 - 9 $16.59 - $21.17 $2,875.60 - $3,669.47 Vehicle Technician I 1816 1 - 9 $12.29 - $18.16 $2,130.27 - $3,147.73 Vehicle Technician II 1966 1 - 9 $13.31 - $19.66 $2,307.07 - $3,407.73 Vehicle Technician III 2313 4 - 9 $18.12 - $23.13 $3,140.80 - $4,009.20 Vehicle Technician IV U2 2429 4 - 9 $19.03 - $24.29 $3,298.53 - $4,210.21 Vehicle Technician V U2 2526 4 - 9 $19.79 - $25.26 $3,430.27 - $4,378.40 Voice Communications Network Tech I 2381 4 - 9 $18.66 - $23.81 $3,234.40 - $4,127.07 Voice Communications Network Tech II 2801 5 - 9 $23.04 - $28.01 $3,993.60 - $4,855.07 Water Eng Representative U2 2989 5 - 9 $24.59 - $29.89 $4,262.27 - $5,180.93 Welder 2333 4 - 9 $18.28 - $23.33 $3,168.53 - $4,043.87 Workforce Center Assistant X 2368 4 - 9 $18.55 - $23.68 $3,215.33 - $4,104.53 Workforce Development Assistant X 2368 4 - 9 $18.55 - $23.68 $3,215.33 - $4,104.53 68 Annual Rates $52,499.20 - $66,996.80 $55,120.00 - $66,996.80 $34,236.80 - $43,700.80 $41,080.00 - $52,436.80 $40,684.80 - $51,937.60 $27,144.00 - $34,632.00 $34,507.20 - $44,033.60 $53,497.60 - $68,265.60 $46,696.00 - $59,592.00 $53,497.60 - $68,265.60 $34,507.20 - $44,033.60 $46,696.00 - $59,592.00 $54,350.40 - $66,060.80 $36,628.80 - $44,512.00 $43,492.80 - $52,873.60 $40,809.60 - $44,990.40 $35,609.60 - $39,249.60 $34,507.20 - $44,033.60 $25,563.20 - $37,772.80 $27,684.80 - $40,892.80 $37,689.60 - $48,110.40 $39,582.40 - $50,523.20 $41,163.20 - $52,540.80 $38,812.80 - $49,524.80 $47,923.20 - $58,260.80 $51,147.20 - $62,171.20 $38,022.40 - $48,526.40 $38,584.00 - $49,254.40 $38,584.00 - $49,254.40 AMEA General 7/112005 -11812009 APPENDIX "A" WAGES January 13, 2006 through January 11, 2007 Classification SchedlStep Hourly Rates Monthly Rates Annual Rates Assistant Engineer A X 3380 4 - 9 $26.48 - $33.80 $4,589.87 - $5,858.67 $55,078.40 - $70,304.00 ~ Assistant Planner X 2881 5 9 $23.70 - $28.81 $4,108.00 - $4,993.73 $49,296.00 - $59,924.80 Auto Parts Supervisor U2 2739 4 - 9 $21.46 - $27.39 $3,719.73 - $4,747.60 $44,636.80 - $56,971.20 Bindery Worker U2 1565 4 - 9 $12.26 - $15.65 $2,125.07 - $2,712.67 $25,500.80 - $32,552.00 ~ Building Inspection Supervisor XU2 3519 5 - 9 $28.95 - $35.19 $5,018.00 - $6,099.60 $60,216.00 - $73,195.20 ~ Building Inspector I 2831 4 - 9 $22.18 - $28.31 $3,844.53 - $4,907.07 $4fi,134.40 - $58,884.80 Building Inspector II 3060 4 - 9 $23.98 - $30.60 $4,156.53 - $5,304.00 $49,878.40 - $63,648.00 Building Inspector III 3213 5 - 9 $26.43 - $32.13 $4,581.20 - $5,569.20 $54,974.40 - $66,830.40 Building Permit Technician I 2324 4 - 9 $18.21 - $23.24 $3,156.40 - $4,028.27 $37,876.80 - $48,339.20 Building Permit Technician II U2 2512 5 - 9 $20.67 - $25.12 $3,582.80 - $4,354.13 $42,993.60 - $52,249.60 Cabinet Maker U2 2523 4 - 9 $19.77 - $25.23 $3,426.80 - $4,373.20 $41,121.60 - $52,478.40 CADIGIS Operator 2566 4 - 9 $20.11 - $25.66 $3,485.73 - $4,447.73 $41,828.80 - $53,372.80 ~ Circulation Services Supervisor X 3289 5 - 9 $27.Ofi - $32.89 $4,690.40 - $5,700.93 $56,284.80 - $68,411.20 ~ Community Preservation Officer I 2372 4 - 9 $18.59 - $23.72 $3,222.27 - $4,111.47 $38,667.20 - $49,337.60 Community Preservation Officer II 2791 4 - 9 $21.87 - $27.91 $3,790.80 - $4,837.73 $45,489.60 - $58,052.80 Community Services Outreach Worker 1964 4 - 9 $15.39 - $19.64 $2,667.60 - $3,404.27 $32,011.20 - $40,851.20 Community Services Specialist X 2311 4 - 9 $18.11 - $23.11 $3,139,07 - $4,005.73 $37,668.80 - $48,068.80 f Computer Operator I 1664 5 - 9 $13.69 - $16.64 $2,372.93 - $2,884.27 $28,475.20 - $34,611.20 Computer Operator II U2 1942 4 - 9 $15.22 - $19.42 $2,638.13 - $3,366.13 $31,657.60 - $40,393.60 Construction Inspector I 2496 4 - 9 $19.56 - $24.96 $3,390.40 - $4,326.40 $40,684.80 - $51,916.80 Construction Inspector II 2937 4 - 9 $23.01 - $29.37 $3,988.40 - $5,090.80 $47,860.80 - $61,089.60 Crime Prevention Specialist I 1822 5 - 9 $14.99 - $18.22 $2,598.27 - $3,158.13 $31,179.20 - $37,897.60 ~ Crime Prevention Specialist II 2143 4 - 9 $16.79 - $21.43 $2,910.27 - $3,714.53 $34,923.20 - $44,574.40 Criminal Research Specialist X 2766 5 - 9 $22.76 - $27.66 $3,945.07 - $4,794.40 $47,340.80 - $57,532.80 Cross Connection Control Specialist I 2496 4 - 9 $19.56 - $24.96 $3,390.40 - $4,326.40 $40,684.80 - $51,916.80 Cross Connection Control Specialist II 3084 4 - 9 $24.16 - $30.84 $4,187.73 - $5,345.60 $50,252.80 - $64,147.20 Custodian S 1614 1 - 9 $10.92 - $16.14 $1,892.80 - $2,797.60 $22,713.60 - $33,571.20 Data Control Specialist 1942 4 - 9 $15.22 - $19.42 $2,638.13 - $3,366.13 $31,657.60 - $40,393.60 Engineering Aide 2181 4 - 9 $17.09 - $21.81 $2,962.27 - $3,780.40 $35,547.20 - $45,364.80 Engineering Representative U2 3079 4 - 9 $24.12 - $30.79 $4,180.80 - $5,336.93 $50,169.60 - $64,043.20 Event Crowd Control Supervisor U2 2120 5 - 9 $17.44 - $21.20 $3,022.93 - $3,674.67 $36,275.20 - $44,096.00 Event Services Specialist 2542 5 - 9 $20.91 - $25.42 $3,624.40 - $4,406.13 $43,492.80 - $52,873.60 Family Self-Sufficiency Specialist X 2561 5 - 9 $21.07 - $25.61 $3,652.13 - $4,439.07 $43,825.60 - $53,268.80 69 AMEA General 711!2005 -11812009 AP PENDIX "A" WAGES January 13, 2006 through Janu ary 11, 2007 Classification 1 SchedlStea Hourly Rates Monthly Rates Annual Rates Family Self-Sufficiency Supervisor XU2 2927 5 - 9 $24.08 - $29.27 $4,173.87 - $5,073.47 $50,086.40 - $60,881.60 ' Fire Inspector I 2474 4 - 9 $19.38 - $24.74 $3,35920 - $4,288.27 $40,310.40 - $51,459.20 Fire Inspector II 2910 4 - 9 $22.80 - $29.10 $3,952.00 - $5,044.00 $47,424.00 - $60,528.00 Fire Safety Specialist I 2891 4 - 9 $22.65 - $28.91 $3,926.00 - $5,011.07 $47,112.00 - $60,132.80 Fire Safety Specialist II 3373 4 - 9 $26.43 - $33.73 $4,581.20 - $5,846.53 $54,974.40 - $70,158.40 Fleet Supervisor -Automotive U2 2739 8 - 9 $26.09 - $27.39 $4,52227 - $4,747.60 $54,26720 - $56,971.20 Fleet Supervisor -Equipment U2 2858 8 - 9 $27.22 - $28.58 $4,718.13 - $4,953.87 $56,617.60 - $59,446.40 Fleet Supervisor - VF U2 2858 8 - 9 $27.22 - $28.58 $4,718.13 - $4,953.87 $56,617.60 - $59,446.40 Fleet Supervisor - WeldedHydraulic U2 2978 S - 9 $28.36 - $29.78 $4,915.73 - $5,161.87 $58,986.80 - $61,942.40 Forensic Services Supervisor U2 3602 5 - 9 $29.63 - $36.02 $5,135.87 - $6,243.47 $61,630.40 - $74,921.60 Forensic Specialist I 2830 4 - 9 $22.17 - $28.30 $3,842.80 - $4,905.33 $46,113.60 - $58,864.00 j Forensic Specialist II 3088 5 - 9 $25.41 - $30.88 $4,404.40 - $5,352.53 $52,852.80 - $64,230.40 GIS Operator 1 2566 5 - 9 $21.11 - $25.66 $3,659.07 - $4,447.73 $43,908.80 - $53,372.80 GIS Operator II 2951 5 - 9 $24.28 - $29.51 $4,208.53 - $5,115.07 $50,502.40 - $61,380.80 Golf Course Maintenance Worker 2031 1 - 9 $13.75 - $20.31 $2,383.33 - $3,520.40 $28,600.00 - $42,244.80 Graphic Designer X 2358 4 - 9 $18.48 - $23.58 $3,203.20 - $4,08720 $38,438.40 - $49,046.40 Hazardous Materials Specialist I 2765 4 - 9 $21.66 - $27.65 $3,754.40 - $4,792.67 $45,052.80 - $57,512.00 Hazardous Materials Specialist II 3201 4 - 9 $25.08 - $32.01 $4,347.20 - $5,548.40 $52,166.40 - $66,580.80 Heavy Equipment Oper Streets U2 2376 4 - 9 $18.62 - $23.76 $3,227.47 - $4,118.40 $38,729.60 - $49,420.80 Housekeeping Supervisor SU2 2227 8 - 9 $21.21 - $22.27 $3,676.40 - $3,860.13 $44,116.80 - $46,321.60 Housing Counselor I 2744 4 - 9 $21.50 - $27.44 $3,726.67 - $4,756.27 $44,720.00 - $57,075.20 Housing Counselor II X 3293 5 - 9 $27.09 - $32.93 $4,695.60 - $5,707.87 $56,347.20 - $68,494.40 ~ Housing Loan Counselor I 2744 4 - 9 $21.50 - $27.44 $3,726.67 - $4,756.27 $44,720.00 - $57,075.20 Housing Loan Counselor II X 3293 5 - 9 $27.09 - $32.93 $4,695.60 - $5,707.87 $56,34720 - $68,494.40 Housing Rehab Counselor I 2561 4 - 9 $20.07 - $25.61 $3,478.80 - $4,439.07 $41,745.60 - $53,268.80 Housing Rehab Counselor II X 2988 5 - 9 $24.58 - $29.88 $4,260.53 - $5,17920 $51,126.40 - $62,150.40 Housing Specialist I 2195 4 - 9 $17.20 - $21.95 $2,981.33 - $3,804.67 $35,776.00 - $45,656.00 Housing Specialist II X 2439 5 - 9 $20.07 - $24.39 $3,478.80 - $4,227.60 $41,745.60 - $50,731.20 Housing System Specialist 2885 4 - 9 $22.60 - $28.85 $3,917.33 - $5,000.67 $47,008.00 - $60,008.00 Identification Tech I 2058 4 - 9 $16.13 - $20.58 $2,795.87 - $3,56720 $33,550.40 - $42,806.40 Identification Technician II 2573 4 - 9 $20.16 - $25.73 $3,494.40 - $4,459.87 $41,932.80 - $53,578.40 Laborer S 1763 1 - 9 $11.93 - $17.63 $2,067.87 - $3,055.87 $24,814.40 - $36,670.40 Landscape Designer) 1925 4 - 9 $15.08 - $19.25 $2,613.87 - $3,336.67 $31,366.40 - $40,040.00 ~p AMEA General 7/1/2005 -1/8/2009 APPENDIX "A" WAGES January 13, 2006 through January 11, 2007 Classification SchedlStep Hourly Rates Mon,, gates Annual Rates Landscape Designer II 2566 4 - 9 $20.11 - $25.66 $3,485.73 - $4,447.73 Landscape Inspector U2 2431 7 - 9 $22.10 - $24.37 $3,830.67 - $4,224.13 Layout Composer 1886 4 - 9 $14.78 - $18.86 $2,561.87 - $3,269.07 Lead Computer Operator U2 2441 5 - 9 $20.08 - $24.41 $3,480.53 - $4,231.07 Lead Custodian Floors U2 1905 7 - 9 $17.28 - $19.05 $2,995.20 - $3,302.00 Lead Facilities Maint Worker U2 2884 6 - 9 $24.91 - $28.84 $4,317.73 - $4,998.93 Lead Golf Course Maintenance Worker U2 2336 7 - 9 $21.19 - $23.36 $3,672.93 - $4,049.07 Lead Resort Maintenance Worker U2 2944 5 - 9 $24.22 - $29.44 $4,198.13 - $5,102.93 Lead Security Guard SU2 1950 8 - 9 $18.57 - $19.50 $3,218.80 - $3,380.00 Lead Street Maint Worker U2 2804 5 - 9 $23.07 - $28.04 $3,998.80 - $4,860.27 Lead Tree Trimmer U2 2451 8 - 9 $23.34 - $24.51 $4,045.60 - $4,248.40 Librarian X 2741 4 - 9 $21.48 - $27.41 $3,723.20 - $4,751.07 Library Assistant 2467 5 - 9 $20.30 - $24.67 $3,518.67 - $4,276.13 Library Graphic Artist X 2741 4 - 9 $21.48 - $27.41 $3,723.20 - $4,751.07 Library Public Access Coordinator X 3426 5 - 9 $28.19 - $34.26 $4,886.27 - $5,938.40 Library Technician 2193 5 - 9 $18.04 - $21.93 $3,126.93 - $3,801.20 Maintenance Locksmith U2 2523 4 - 9 $19.77 - $25.23 $3,426.80 - $4,373.20 Maintenance Painter 2403 4 - 9 $18.83 - $24.03 $3,263.87 - $4,165.20 Media Production Spec 2830 4 - 9 $22.17 - $28.30 $3,842.80 - $4,905.33 Motor Sweeper Operator U2 2305 4 - 9 $18.06 - $23.05 $3,130.40 - $3,995.33 Motorcycle Technician U2 2442 4 - 9 $19.13 - $24.42 $3,315.87 - $4,232.80 Occupancy Specialist 2073 5 - 9 $17.05 - $20.73 $2,955.33 - $3,593.20 Offset Press Operator SU2 1886 4 - 9 $14.18 - $18.86 $2,561.87 - $3,269.07 Park Maintenance Worker I U2 2031 4 - 9 $15.91 - $20.31 $2,757.73 - $3,520.40 Park Maintenance Worker II U2 2183 5 - 9 $17.96 - $21.83 $3,113.07 - $3,183.87 Park Planning Aide X 2449 5 - 9 $20.15 - $24.49 $3,492.67 - $4,244.93 Park Planning Assistant X 2881 5 - 9 $23.70 - $28.81 $4,108.00 - $4,993.73 Parks Field Coordinator U2 2742 7 - 9 $24.87 - $27.42 $4,310.80 - $4,752.80 Parks Field Supervisor U2 2742 7 - 9 $24.87 - $27.42 $4,310.80 - $4,152.80 PartslSupply Coordinator 2403 4 - 9 $18.83 - $24.03 $3,263.87 - $4,165.20 Permit Counter Supervisor U2 2826 5 - 9 $23.25 - $28.26 $4,030.00 - $4,898.40 Plan Checker I 3084 5 - 9 $25.37 - $30.84 $4,397.47 - $5,345.60 Plan Checker II U2 3373 4 - 9 $26.43 - $33.73 $4,581.20 - $5,846.53 $41,828.80 - $53,372.80 $45,968.00 - $50,689.60 $30,742.40 - $39,228.80 $41,766.40 - $50,772.80 $35,942.40 - $39,624.00 $51,812.80 - $59,987.20 $44,075.20 - $48,588.80 $50,377.60 - $61,235.20 $38,625.60 - $40,560.00 $47,985.60 - $58,323.20 $48,547.20 - $50,980.80 $44,678.40 - $57,012.80 $42,224.00 - $51,313.60 $44,678.40 - $57,012.80 $58,635.20 - $71,260.80 $37,523.20 - $45,614.40 $41,121.60 - $52,478.40 $39,166.40 - $49,982.40 $46,113.60 - $58,864.00 $37,564.80 - $47,944.00 $39,790.40 - $50,793.60 $35,464.00 - $43,118.40 $30,742.40 - $39,228.80 $33,092.80 - $42,244.80 $37,356.80 - $45,406.40 $41,912.00 - $50,939.20 $49,296.00 - $59,924.80 $51,729.60 - $57,033.60 $51,729.60 - $57,033.60 $39,166.40 - $49,982.40 $48,360.00 - $58,780.80 $52,769.60 - $64,147.20 $54,974.40 - $70,158.40 71 AMEA General 7/1/2005 -11812009 APPENDIX "A" WAGES January 13, 2006 through January 11, 2007 v Classification SchedlStep Hourly Rates Monthly Rates Annual Rates Planning Aide X 2449 4 - 9 $19.19 - $24.49 $3,326.27 - $4,244.93 $39,915.20 - $50,93920 Planning Graphics Technician 2181 4 - 9 $17.09 - $21.81 $2,962.27 - $3,780.40 $35,547.20 - $45,364.80 Plans Examiner I X 3662 4 - 9 $28.69 - $36.62 $4,972.93 - $6,347.47 $59,675.20 - $76,169.60 Plans Examiner II X 3855 4 - 9 $30.21 - $38.55 $5,236.40 - $6,682.00 $62,836.80 - $80,184.00 Police Firearms Instructor I 2251 4 - 9 $17.64 - $22.51 $3,057.60 - $3,901.73 $36,691.20 - $46,820.80 Police Firearms Instructor II 2637 5 - 9 $21.69 - $26.37 $3,759.60 - $4,570.80 $45,115.20 - $54,849.60 Police Photographer 2251 6 - 9 $19.45 - $22.51 $3,371.33 - $3,901.73 $40,456.00 - $46,820.80 Police Photographer Safety 2251 6 - 9 $19.45 - $22.51 $3,371.33 - $3,901.73 $40,456.00 - $46,820.80 Police Services Rep II 2143 5 - 9 $17.63 - $21.43 $3,055.87 - $3,714.53 $36,670.40 - $44,574.40 Police Services Representative I 1822 4 - 9 $14.28 - $18.22 $2,475.20 - $3,158.13 $29,702.40 - $37,897.60 Principal Eng Aide 2951 5 - 9 $24.28 - $29.51 $4,206.53 - $5,115.07 $50,502.40 - $61,380.80 Principal Librarian XU2 3289 5 - 9 $27.06 - $32.89 $4,690.40 - $5,700.93 $56,284.80 - $68,411.20 Principal Planning Graphics Tech U2 2694 4 - 9 $21.11 - $26.94 $3,659.07 - $4,669.60 $43,908.80 - $56,035.20 Principal Traffic Engineering Aide 2951 5 - 9 $24.28 - $29.51 $4,208.53 - $5,115.07 $50,502.40 - $61,380.80 Principal Utilities Eng Aide 2951 5 - 9 $24.28 - $29.51 $4,208.53 - $5,115.07 $50,502.40 - $61,380.80 Principal Water Eng Aide 2951 5 - 9 $24.28 - $29.51 $4,208.53 - $5,115.07 $50,502.40 - $61,380.80 Program Integrity Specialist X 2805 5 - 9 $23.08 - $28.05 $4,000.53 - $4,862.00 $48,006.40 - $58,344.00 Programmer Analyst X 3174 4 - 9 $24.87 - $31.74 $4,310.80 - $5,501.60 $51,729.60 - $66,019.20 Programmer I X 2452 4 - 9 $19.21 - $24.52 $3,329.73 - $4,250.13 $39,956.80 - $51,001.60 Programmer II X 2885 4 - 9 $22.60 - $28.85 $3,917.33 - $5,000.67 $47,008.00 - $60,008.00 Public Education Program Specialist 2143 4 - 9 $16.79 - $21.43 $2,910.27 - $3,714.53 $34,923.20 - $44,574.40 Public Works Operations Crew Spvr U2 2944 5 - 9 $24.22 - $29.44 $4,198.13 - $5,102.93 $50,377.60 - $61,235.20 Real Property Specialist I X 2922 4 - 9 $22.89 - $29.22 $3,967.60 - $5,064.80 $47,611.20 - $60,777.60 Real Property Specialist II X 3438 4 - 9 $26.94 - $34.38 $4,669.60 - $5,959.20 $56,035.20 - $71,510.40 Recreation Services Specialist X 2311 4 - 9 $18.11 - $23.11 $3,139.07 - $4,005.73 $37,668.80 - $48,068.80 Reference & Technology Librarian X 3289 5 - 9 $27.06 - $32.89 $4,690.40 - $5,700.93 $56,284.80 - $68,411.20 Relocation Specialist XU2 3049 5 - 9 $25.08 - $30.49 $4,347.20 - $5,284.93 $52,166.40 - $63,419.20 Reprographics Equipment Operator U2 1886 4 - 9 $14.78 - $18.86 $2,561.87 - $3,269.07 $30,742.40 - $39,228.80 Resort Maintenance Worker U2 2031 4 - 9 $15.91 - $20.31 $2,757.73 - $3,520.40 $33,092.80 - $42,244.80 Security Guard S 1696 8 - 9 $16.15 - $16.96 $2,799.33 - $2,939.73 $33,592.00 - $35,276.80 Security Supervisor U2 2120 5 - 9 $17.44 - $21.20 $3,022.93 - $3,674.67 $36,275.20 - $44,096.00 Senior CADIGIS Operator 2951 5 - 9 $24.28 - $29.51 $4,208.53 - $5,115.07 $50,502.40 - $61,380.80 Senior Community Preservation Officer 3070 5 - 9 $25.26 - $30.70 $4,378.40 - $5,321.33 $52,540.80 - $63,856.00 72 AMEA General 71112005 -11812009 APPENDIX "A" WAGES January 13, 2006 through January 11, 2007 Classification SchedlSte Hourly Rates Monthly Rates Senior Computer Operator U2 2219 5 - 9 $18.26 - $22.19 $3,165.07 - $3,846.27 Senior Construction Inspector 4 3231 5 - 9 $26.58 - $32.31 $4,607.20 - $5,600.40 Senior Crime Prevention Specialist U2 2411 5 - 9 $19.84 - $24.11 $3,438.93 - $4,179.07 Senior Data Control Specialist U2 2053 5 - 9 $16.89 - $20.53 $2,927.60 - $3,558.53 ~ Senior Engineering Aide 2566 5 - 9 $21.11 - $25.66 $3,659.07 - $4,447.73 Senior Fire Safety Specialist 3759 5 - 9 $30.93 - $37.59 $5,361.20 - $6,515.60 ~~ Senior Hazardous Materials Specialist 3565 5 - 9 $29.33 - $35.65 $5,083.87 - $6,179.33 Senior Housing Rehab Counselor X 3293 5 - 9 $27.09 - $32.93 $4,695.60 - $5,707.87 Senior Housing Specialist XU2 2683 5 - 9 $22.07 - $26.83 $3,825.47 - $4,650.53 ~ Senior Librarian XU2 3015 5 - 9 $24.80 - $30.15 $4,298.67 - $5,226.00 Senior Offset Press Operator SU2 2075 5 - 9 $17.07 - $20.75 $2,958.80 - $3,596.67 Senior Planning Graphics Technician 2566 5 - 9 $21.11 - $25.66 $3,659.07 - $4,447.73 Senior Police Services Rep U2 2411 5 - 9 $19.84 - $24.11 $3,438.93 - $4,179.07 Senior Police Firearms Inst U2 2895 5 - 9 $23.82 - $28.95 $4,128.80 - $5,018.00 Senior Program Integrity Specialist XU2 3049 5 - 9 $25.08 - $30.49 $4,347.20 - $5,284.93 Senior Repro Equipment Operator U2 2075 5 - 9 $17.07 - $20.75 $2,958.80 - $3,596.67 Senior Skilled Crafts Worker 2884 5 - 9 $23.73 - $28.84 $4,113.20 - $4,998.93 Senior Traffic Eng Aide 2566 5 - 9 $21.11 - $25.66 $3,659.07 - $4,447.73 Senior Traffic Signal Tech 3400 5 - 9 $27.97 - $34.00 $4,848.13 - $5,893.33 Senior Utilities Engineering Aide 2566 5 - 9 $21.11 - $25.66 $3,659.07 - $4,447.73 Senior Water Eng Aide 2566 5 - 9 $21.11 - $25.66 $3,659.07 - $4,447.73 ~ Senior Welder Fabricator 2643 4 - 9 $20.71 - $26.43 $3,589.73 - $4,581.20 ~ Service Lead Worker SU2 1937 4 - 9 $15.18 - $19.37 $2,631.20 - $3,357.47 ° Service Shift Supervisor SU2 2227 8 - 9 $21.21 - $22.27 $3,676.40 - $3,860.13 Sewer Machine Operator U2 2542 4 - 9 $19.92 - $25.42 $3,452.80 - $4,406.13 Signal System Engineer X 3462 4 - 9 $27.13 - $34.62 $4,702.53 - $6,000.80 Skilled Crafts Worker I 2283 4 - 9 $17.89 - $22.83 $3,100.93 - $3,957.20 Skilled Crafts Worker II 2403 4 - 9 $18.83 - $24.03 $3,263.87 - $4,165.20 Skilled Crafts Worker Trainee 1922 7 - 9 $17.43 - $19.22 $3,021.20 - $3,331.47 Street Maintenance Worker U2 2031 4 - 9 $15.91 - $20.31 $2,757.73 - $3,520.40 Survey Party Chief U2 3199 5 - 9 $26.32 - $31.99 $4,562.13 - $5,544.93 Survey Technician I 2365 4 - 9 $18.53 - $23.65 $3,211.87 - $4,099.33 Survey Tecnician II U2 2782 5 - 9 $22.89 - $27.82 $3,967.60 - $4,822.13 Annual Rates $37,980.80 - $46,155,20 $55,286.40 - $67,204.80 $41,267.20 - $50,148.80 $35,131.20 - $42, 702.40 $43,908.80 - $53,372.80 $64,334.40 - $78,187.20 $61,006.40 - $74,152.00 $56,347.20 - $68,494.40 $45,905.60 - $55,806.40 $51,584.00 - $62,712.00 $35,505.60 - $43,160.00 $43,908.80 - $53,372.80 $41,267.20 - $50,148.80 $49,545.60 - $60,216.00 $52,166.40 - $63,419.20 $35,505.60 - $43,160.00 $49,358.40 - $59,987.20 $43,908.80 - $53,372.80 $58,177.60 - $70, 720.00 $43,908.80 - $53,372.80 $43,908.80 - $53,372.80 $43,076.80 - $54,974.40 $31,574.40 - $40,289.60 $44,116.80 - $46,321.60 $41,433.60 - $52,873.60 $56,430.40 - $72,009.60 $37,211.20 - $47,486.40 $39,166.40 - $49,982.40 $36,254.40 - $39,977.60 $33,092.80 - $42,244.80 $54,745.60 - $66,539.20 $38,542.40 - $49,192.00 $47,611.20 - $57,865.60 73 AMEA General 71112005 -11812009 APPENDIX "A" WAGES January 13, 2006 through January 11, 2007 Classification SchedlSte Hourly Rates Monthly Rates s. Systems Analyst X 3318 4 - 9 $26.00 - $33.18 $4,506.67 - $5,751.20 Systems Programmer X 3318 5 - 9 $27.30 - $33.18 $4,732.00 - $5,751.20 ~ Systems Specialist I 2164 4 - 9 $16.96 - $21.64 $2,939.73 - $3,750.93 } Systems Specialist II 2597 4 - 9 $20.35 - $25.97 $3,527.33 - $4,501.47 Traffic Control Supervisor U2 2572 4 - 9 $20.15 - $25.72 $3,492.67 - $4,458.13 Traffic Controller 1714 4 - 9 $13.43 - $17.14 $2,327.87 - $2,970.93 Traffic Engineering Aide 2181 4 - 9 $17.09 - $21.81 $2,962.27 - $3,780.40 Traffic Engineering Investigator 3380 4 - 9 $26.48 - $33.80 $4,589.87 - $5,858.67 ~ Traffic Signal System Oper 2951 4 - 9 $23.12 - $29.51 $4,007.47 - $5,115.07 Traffic Signal Systems Engr X 3380 4 - 9 $26.48 - $33.80 $4,589.87 - $5,858.67 f Traffic Signal Tech I 2181 4 - 9 $17.09 - $21.81 $2,962.27 - $3,780.40 Traffic Signal Tech II 2951 4 - 9 $23.12 - $29.51 $4,007.47 - $5,115.07 5 Traffic Signal Tech III 3272 5 - 9 $26.92 - $32.72 $4,666.13 - 5,671.47 Tree Services Specialist X 2204 5 - 9 $18.13 - $22.04 $3,142.53 - $3,820.27 ~ Tree Services Coordinator U2 2618 5 - 9 $21.54 - $26.18 $3,733.60 - $4,537.87 I Tree Trimmer U2 2228 7 - 9 $20.21 - $22.28 $3,503.07 - $3,861.87 Tree Trimmer Assistant S 1944 7 - 9 $17.63 - $19.44 $3,055.87 - $3,369.60 Utilities Eng Aide 2181 4 - 9 $17.09 - $21.81 $2,962.27 - $3,780.40 Vehicle Technician I 1870 1 - 9 $12.66 - $18.70 $2,194.40 - $3,241.33 ~ Vehicle Technician II 2025 1 - 9 $13.71 - $20.25 $2,376.40 - $3,510.00 Vehicle Technician III 2382 4 - 9 $18.66 - $23.82 $3,234.40 - $4,128.80 ' Vehicle Technician IV U2 2501 4 - 9 $19.60 - $25.01 $3,397.33 - $4,335.07 ~ Vehicle Technician V U2 2601 4 - 9 $20.38 - $26.01 $3,532.53 - $4,508.40 Voice Communications Network Tech I 2452 4 - 9 $19.21 - $24.52 $3,329.73 - $4,250.13 Voice Communications Network Tech II 2885 5 - 9 $23.74 - $28.85 $4,114.93 - $5,000.67 Water Eng Representative U2 3079 5 - 9 $25.33 - $30.79 $4,390.53 - $5,336.93 Welder 2403 4 - 9 $18.83 - $24.03 $3,263.87 - $4,165.20 Workforce Center Assistant X 2439 4 - 9 $19.11 - $24.39 $3,312.40 - $4,227.60 Workforce Development Assistant X 2439 4 - 9 $19.11 - $24.39 $3,312.40 - $4,227.60 Annual Rates $54,080.00 - $69,014.40 $56,784.00 - $69,014.40 $35,276.80 - $45,011.20 $42,328.00 - $54,017.60 $41,912.00 - $53,497.60 $27,934.40 - $35,651.20 $35,547.20 - $45,364.80 $55,078.40 - $70,304.00 $48,089.60 - $61,380.80 $55,078.40 - $70,304.00 $35,547.20 - $45,364.80 $48,089.60 - $61,380.80 $55,993.60 - $68,057.60 $37,710.40 - $45,843.20 $44,803.20 - $54,454.40 $42,036.80 - $46,342.40 $36,670.40 - $40,435.20 $35,547.20 - $45,364.80 $26,332.80 - $38,896.00 $28,516.80 - $42,120.00 $38,812.80 - $49,545.60 $40,768.40 - $52,020.80 $42,390.40 - $54,100.80 $39,956.80 - $51,001.60 $49,379.20 - $60,008.00 $52,686.40 - $64,043.20 $39,166.40 - $49,982.40 $39,748.80 - $50,731.20 $39,748.80 - $50,731.20 74 AMEA General 7/112005 -1/812009 APPENDIX "A" WAGES January 12, 2007 through February 7, 2008 Classification SchedlStep Hourly Rates Monthly Rates Annual Rates Assistant Engineer A X 3465 4 - 9 $27.15 - $34.65 $4,706.00 - $6,006.00 $56,472.00 - $72,072.00 Assistant Planner X 2953 5 - 9 $24.29 - $29.53 $4,210.27 - $5,118.53 $50,523.20 - $61,422.40 Auto Parts Supervisor U2 2808 4 - 9 $22.00 - $28.08 $3,813.33 - $4,867.20 $45,760.Op - $58,406.40 Bindery Worker U2 1604 4 - 9 $12.57 - $16.04 $2,178.80 - $2,780.27 $26,145.60 - $33,363.20 Building Inspection Supervisor XU2 3608 5 - 9 $29.68 - $36.08 $5,144.53 - $6,253.87 $61,734.40 - $75,046.40 Building Inspector I 2902 4 - 9 $22.74 - $29.02 $3,941.60 - $5,030.13 $41,299.20 - $60,361.60 Building Inspector II 3137 4 - 9 $24.58 - $31.37 $4,260.53 - $5,437.47 $51,126.40 - $65,249.60 Building Inspector III 3294 5 - 9 $27.10 - $32.94 $4,697.33 - $5,709.60 $56,368.00 - $68,515.20 Building Permit Technician I 2382 4 - 9 $18.66 - $23.82 $3,234.40 - $4,128.80 $38,812.80 - $49,545.60 Building Permit Technician II U2 2575 5 - 9 $21.18 - $25.75 $3,671.20 - $4,463.33 $44,054.40 - $53,560.00 Cabinet Maker U2 2586 4 - 9 $20.26 - $25.86 $3,511.73 - $4,482.40 $42,140.80 - $53,788.80 CADIGIS Operator 2630 4 - 9 $20.61 - $26.30 $3,572.40 - $4,558.67 $42,868.80 - $54,704.00 Circulation Services Supervisor X 3372 5 - 9 $27.74 - $33.72 $4,808.27 - $5,844.80 $57,699.20 - $70,137.60 Community Preservation Officer I 2432 4 - 9 $19.06 - $24.32 $3,303.73 - $4,215.47 $39,644.80 - $50,585.60 Community Preservation Officer II 2861 4 - 9 $22.42 - $28.61 $3,886.13 - $4,959.07 $46,633.60 - $59,508.80 Community Services Outreach Worker 2014 4 - 9 $15.78 - $20.14 $2,735.20 - $3,490.93 $32,822.40 - $41,891.20 Community Services Specialist X 2369 4 - 9 $18.56 - $23.69 $3,217.07 - $4,106.27 $38,604.80 - $49,275.20 Computer Operator I 1706 5 - 9 $14.04 - $17.06 $2,433.60 - $2,957.07 $29,203.20 - $35,484.80 Computer Operator II U2 1990 4 - 9 $15.59 - $19.90 $2,702.27 - $3,449.33 $32,427.20 - $41,392.00 Construction Inspector I 2559 4 - 9 $20.05 - $25.59 $3,475.33 - $4,435.60 $41,704.00 - $53,227.20 Construction Inspector II 3010 4 - 9 $23.58 - $30.10 $4,087.20 - $5,217.33 $49,046.40 - $62,608.00 Crime Prevention Specialist I 1867 5 - 9 $15.36 - $18.67 $2,662.40 - $3,236.13 $31,948.80 - $38,833.60 Crime Prevention Specialist II 2197 4 - 9 $17.21 - $21.97 $2,983.07 - $3,808.13 $35,796.80 - $45,697.60 Criminal Research Specialist X 2835 5 - 9 $23.32 - $28.35 $4,042.13 - $4,914.00 $48,505.60 - $58,968.00 Cross Connection Control Specialist I 2559 4 - 9 $20.05 - $25.59 $3,475.33 - $4,435.60 $41,704.00 - $53,227.20 Cross Connection Control Specialist II 3161 4 - 9 $24.77 - $31.61 $4,293.47 - $5,479.07 $51,521.60 - $65,748.80 Custodian S 1654 1 - 9 $11.20 - $16.54 $1,941.33 - $2,866.93 $23,296.00 - $34,403.20 Data Control Specialist 1990 4 - 9 $15.59 - $19.90 $2,702.27 - $3,449.33 $32,427.20 - $41,392.00 Engineering Aide 2236 4 - 9 $17.52 - $22.36 $3,036.80 - $3,875.73 $36,441.60 - $4fi,508.80 Engineering Representative U2 3156 4 - 9 $24.73 - $31.56 $4,28fi.53 - $5,470.40 $51,438.40 - $65,644.80 Event Crowd Control Supervisor U2 2173 5 - 9 $17.88 - $21.73 $3,099.20 - $3,766.53 $37,190.40 - $45,198.40 Event Services Specialist 2606 5 - 9 $21.44 - $26.06 $3,716.27 - $4,517.07 $44,595.20 - $54,204.80 Family Self-Sufficiency Specialist X 2625 5 - 9 $21.60 - $26.25 $3,744.00 - $4,550.00 $44,928.00 - $54,600.00 75 AMEA General 711/2005 -11812009 APPENDIX "A" WAGES January 12, 2007 through February 7, 2008 Classification SchedlSte Hourly Rates Monthly Rates Annual Rates Family Self-Sufficiency Supervisor XU2 3000 5 - 9 $24.68 - $30.00 $4,277.87 - $5,200.00 $51,334.40 - $62,400.00 Fire Inspector I 2536 4 - 9 $19.87 - $25.36 $3,444.13 - $4,395.73 $41,329.60 - $52,748.80 Fire Inspector II 2983 4 - 9 $23.37 - $29.83 $4,050.80 - $5,170.53 $48,609.60 - $62,046.40 Fire Safety Specialist I 2963 4 - 9 $23.22 - $29.63 $4,024.80 - $5,135.87 $48,297.60 - $61,630.40 Fire Safety Specialist II 3457 4 - 9 $27.09 - $34.57 $4,695.60 - $5,992.13 $56,347.20 - $71,905.60 Fleet Supervisor -Automotive U2 2808 8 - 9 $26.74 - $28.08 $4,634.93 - $4,867.20 $55,619.20 - $58,406.40 Fleet Supervisor -Equipment U2 2930 8 - 9 $27.90 - $29.30 $4,836.00 - $5,078.67 $58,032.00 - $60,944.00 Fleet Supervisor - VF U2 2930 8 - 9 $27.90 - $29.30 $4,836.00 - $5,078.67 $58,032.00 - $60,944.00 Fleet Supervisor - WelderlHydraulic U2 3053 8 - 9 $29.08 - $30.53 $5,040.53 - $5,291.87 $60,486.40 - $63,502.40 Forensic Services Supervisor U2 3692 5 - 9 $30.37 - $36.92 $5,264.13 - $6,399.47 $63,169.60 - $76,793.60 Forensic Specialist I 2901 4 - 9 $22.73 - $29.01 $3,939.87 - $5,028.40 $47,278.40 - $60,340.80 Forensic Specialist II 3164 5 - 9 $26.03 - $31.64 $4,511.87 - $5,484.27 $54,142.40 - $65,811.20 GIS Operator I 2630 5 - 9 $21.64 - $26.30 $3,750.93 - $4,558.67 $45,011.20 - $54,704.00 GIS Operator II 3025 5 - 9 $24.89 - $30.25 $4,314.27 - $5,243.33 $51,771.20 - $62,920.00 Golf Course Maintenance Worker 2082 1 - 9 $14.09 - $20.82 $2,442.27 - $3,608.80 $29,307.20 - $43,305.60 Graphic Designer X 2416 4 - 9 $18.93 - $24.16 $3,281.20 - $4,187.13 $39,374.40 - $50,252.80 Hazardous Materials Specialist I 2834 4 - 9 $22.21 - $28.34 $3,849.73 - $4,912.27 $46,196.80 - $58,947.20 Hazardous Materials Specialist II 3281 4 - 9 $25.71 - $32.81 $4,456.40 - $5,687.07 $53,476.80 - $68,244.80 Heavy Equipment Oper Streets U2 2436 4 - 9 $19.09 - $24.36 $3,308.93 - $4,222.40 $39,707.20 - $50,668.80 Housekeeping Supervisor SU2 2283 8 - 9 $21.74 - $22.83 $3,768.27 - $3,957.20 $45,219.20 - $47,486.40 Housing Counselor I 2813 4 - 9 $22.04 - $28.13 $3,820.27 - $4,875.87 $45,843.20 - $58,510.40 Housing Counselor II X 3375 5 - 9 $27.77 - $33.75 $4,813.47 - $5,850.00 $57,761.60 - $70,200.00 Housing Loan Counselor I 2813 4 - 9 $22.04 - $28.13 $3,820.27 - $4,875.87 $45,843.20 - $58,510.40 Housing Loan Counselor II X 3375 5 - 9 $27.77 - $33.75 $4,813.47 - $5,850.00 $57,761.60 - $70,200.00 Housing Rehab Counselor I ~ 2625 4 - 9 $20.57 - $26.25 $3,565.47 - $4,550.00 $42,785.60 - $54,600.00 Housing Rehab Counselor II X 3063 5 - 9 $25.20 - $30.63 $4,368.00 - $5,309.20 $52,416.00 - $63,710.40 Housing Specialist I 2250 4 - 9 $17.63 - $22.50 $3,055.87 - $3,900.00 $36,670.40 - $46,800.00 Housing Specialist II X 2500 5 - 9 $20.57 - $25.00 $3,565.47 - $4,333.33 $42,785.60 - $52,000.00 Housing System Specialist 2957 4 - 9 $23.17 - $29.57 $4,016.13 - $5,125.47 $48,193.60 - $61,505.60 Identification Tech I 2110 4 - 9 $16.53 - $21.10 $2,865.20 - $3,657.33 $34,382.40 - $43,888.00 Identification Technician II 2637 4 - 9 $20.66 - $26.37 $3,581.07 - $4,570.80 $42,972.80 - $54,849.60 Laborer S 1807 1 - 9 $12.23 - $18.07 $2,119.87 - $3,132.13 $25,438.40 - $37,585.60 Landscape Designer I 1973 4 - 9 $15.46 - $19.73 $2,679.73 - $3,419.87 $32,156.80 - $41,038.40 76 AMEA General 71112005 -11812009 APPENDIX "A" WAGES January 12, 2007 through February 7, 2008 Classification Schedl_;p Hourly Rates Monthl Rates Annual Rates Landscape Designer II 2630 4 - 9 $20.61 - $26.30 $3,572.40 - $4,558.67 $42,868.80 - $54,704.00 Landscape Inspector 1 U2 2498 7 - 9 $22.66 - $24.98 $3,927.73 - $4,329.87 $47,132.80 - $51,958.40 Layout Composer 1933 4 - 9 $15.15 - $19.33 $2,626.00 - $3,350.53 $31,512.00 - $40,206.40 Lead Computer Operator U2 2501 5 - 9 $20.58 - $25.01 $3,567.20 - $4,335.07 $42,806.40 - $52,020.80 Lead Custodian Floors U2 1952 7 - 9 $17.71 - $19.52 $3,069.73 - $3,383.47 $36,836.80 - $40,601.60 Lead Facilities Maint Worker U2 2956 6 - 9 $25.54 - $29.56 $4,426.93 - $5,123.73 $53,123.20 - $61,484.80 Lead Golf Course Maintenance Worker U2 2394 7 - 9 $21.71 - $23.94 $3,763.07 - $4,149.60 $45,156.80 - $49,795.20 ' Lead Resort Maintenance Worker k U2 3018 5 - 9 $24.83 - $30.18 $4,303.87 - $5,231.20 $51,646.40 - $62,774.40 Lead Security Guard SU2 1999 8 - 9 $19.04 - $19.99 $3,300.27 - $3,464.93 $39,603.20 - $41,579.20 Lead Street Maint Worker U2 2874 5 - 9 $23.64 - $28.74 $4,097.60 - $4,981.60 $49,171.20 - $59,779.20 Lead Tree Trimmer U2 2512 8 - 9 $23.92 - $25.12 $4,146.13 - $4,354.13 $49,753.60 - $52,249.60 Librarian X 2810 4 - 9 $22.02 - $28.10 $3,816.80 - $4,870.67 $45,801.60 - $58,448.00 Library Assistant 2529 5 - 9 $20.81 - $25.29 $3,607.07 - $4,383.60 $43,284.80 - $52,603.20 Library Graphic Artist X 2810 4 - 9 $22.02 - $28.10 $3,816.80 - $4,870.67 $45,801.60 - $58,448.00 Library Public Access Coordinator X 3513 5 - 9 $28.90 - $35.13 $5,009.33 - $6,089.20 $60,112.00 - $73,070.40 Library Technician 2248 5 - 9 $18.49 - $22.48 $3,204.93 - $3,896.53 $38,459.20 - $46,758.40 Maintenance Locksmith U2 2586 - 4 9 $20.26 - $25.86 11.73 $3,5 - 482.40 $4, 42140.80 - $ 53 788.80 $ , 1 Maintenance Painter 2463 4 - 9 $19.30 - $24.63 $3,345.33 - $4,269.20 $40,144.00 - $51,230.40 j Media Production Spec 2901 4 - 9 $22.73 - $29.01 $3,939.87 - $5,028.40 $47,278.40 - $60,340.80 Motor Sweeper Operator U2 2363 4 - 9 $18.51 - $23.63 $3,208.40 - $4,095.87 $38,500.80 - $49,150.40 Motorcycle Technician U2 2503 4 - 9 $19.61 - $25.03 $3,399.07 - $4,338.53 $40,788.80 - $52,062.40 Occupancy Specialist 2125 5 - 9 $17.48 - $21.25 $3,029.87 - $3,683.33 $36,358.40 - $44,200.00 Offset Press Operator SU2 1933 4 - 9 $15.15 - $19.33 $2,626.00 - $3,350.53 $31,512.00 - $40,206.40 Park Maintenance Worker I U2 2082 4 - 9 $16.31 - $20.82 $2,827.07 - $3,608.80 $33,924.80 - $43,305.60 Park Maintenance Worker II U2 2238 5 - 9 $18.41 - $22.38 $3,191.07 - $3,879.20 $38,292.80 - $46,550.40 Park Planning Aide X 2510 5 - 9 $20.65 - $25.10 $3,579.33 - $4,350.67 $42,952.00 - $52,208.00 Park Planning Assistant X 2953 5 - 9 $24.29 - $29.53 $4,210.27 - $5,118.53 $50,523.20 - $61,422.40 Parks Field Coordinator U2 2811 7 - 9 $25.50 - $28.11 $4,420.00 - $4,872.40 $53,040.00 - $58,468.80 Parks Field Supervisor U2 2811 7 - 9 $25.50 - $28.11 $4,420.00 - $4,872.40 $53,040.00 - $58,468.80 Parts/Supply Coordinator 2463 4 - 9 $19.30 - $24.63 $3,345.33 - $4,269.20 $40,144.00 - $51,230.40 Permit Counter Supervisor U2 2897 5 - 9 $23.83 - $28.97 $4,130.53 - $5,021.47 $49,566.40 - $60,257.60 Plan Checker I 3161 5 - 9 $26.01 - $31.61 $4,508.40 - $5,479.07 $54,100.80 - $65,748.80 Plan Checker II U2 3457 4 - 9 $27.09 - $34.57 $4,695.60 - $5,992.13 $56,347.20 - $71,905.60 77 AMEA General 7/1/2005 -11812009 APPENDIX "A" WAGES January 12, 2007 through February 7, 2008 Classification SchedlStep Hourly Rates Monthly Rates Annual Rates Planning Aide X 2510 4 - 9 $19.67 - $25.10 $3,409.47 - $4,350.67 $40,913.60 - $52,208.00 Planning Graphics Technician 2236 4 - 9 $17.52 - $22.36 $3,036.80 - $3,875.73 $36,441.60 - $46,508.80 Plans Examiner I X 3753 4 - 9 $29.41 - $37.53 $5,097.73 - $6,505.20 $61,172.80 - $78,062.40 Plans Examiner II X 3951 4 - 9 $30.96 - $39.51 $5,366.40 - $6,848.40 $64,396.80 - $82,180.80 Police Firearms Instructor I 2307 4 - 9 $18.08 - $23.07 $3,133.87 - $3,998.80 $37,606.40 - $47,985.60 Police Firearms Instructor II 2703 5 - 9 $22.24 - $27.03 $3,854.93 - $4,685.20 $46,259.20 - $56,222.40 Police Photographer 2307 6 - 9 $19.93 - $23.07 $3,454.53 - $3,998.80 $41,454.40 - $47,985.60 Police Photographer Safety 2307 6 - 9 $19.93 - $23.07 $3,454.53 - $3,998.80 $41,454.40 - $47,985.60 Police Services Rep II 2197 5 - 9 $18.07 - $21.97 $3,132.13 - $3,808.13 $37,585.60 - $45,697.60 Police Services Representative I 1867 4 - 9 $14.63 - $18.67 $2,535.87 - $3,236.13 $30,430.40 - $38,833.60 Principal Eng Aide 3025 5 - 9 $24.89 - $30.25 $4,314.27 - $5,243.33 $51,771.20 - $62,920.00 Principal Librarian XU2 3372 5 - 9 $27.74 - $33.72 $4,808.27 - $5,844.80 $57,699.20 - $70,137.60 Principal Planning Graphics Tech U2 2762 4 - 9 $21.64 - $27.62 $3,750.93 - $4,787.47 $45,011.20 - $57,449.60 Principal Traffic Engineering Aide 3025 5 - 9 $24.89 - $30.25 $4,314.27 - $5,243.33 $51,771.20 - $62,920.00 Principal Utilities Eng Aide 3025 5 - 9 $24.89 - $30.25 $4,31427 - $5,243.33 $51,771.20 - $62,920.00 Principal Water Eng Aide 3025 5 - 9 $24.89 - $30.25 $4,314.27 - $5,243.33 $51,771.20 - $62,920.00 Program Integrity Specialist X 2875 5 - 9 $23.65 - $28.75 $4,099.33 - $4,983.33 $49,192.00 - $59,800.00 Programmer Analyst X 3253 4 - 9 $25.49 - $32.53 $4,418.27 - $5,638.53 $53,019.20 - $67,662.40 Programmer I X 2513 4 - 9 $19.69 - $25.13 $3,412.93 - $4,355.87 $40,955.20 - $52,270.40 Programmer II X 2957 4 - 9 $23.17 - $29.57 $4,016.13 - $5,125.47 $48,193.60 - $61,505.60 Public Education Program Specialist 2197 4 - 9 $17.21 - $21.97 $2,983.07 - $3,808.13 $35,796.80 - $45,697.60 Public Works Operations Crew Spvr U2 3018 5 - 9 $24.83 - $30.18 $4,303.87 - $5,231.20 $51,646.40 - $62,774.40 Real Property Specialist I X 2995 4 - 9 $23.47 - $29.95 $4,068.13 - $5,191.33 $48,817.60 - $62,296.00 Real Property Specialist II X 3524 4 - 9 $27.61 - $35.24 $4,785.73 - $6,108.27 $57,428.80 - $73,299.20 Recreation Services Specialist X 2369 4 - 9 $18.56 - $23.69 $3,217.07 - $4,106.27 $38,604.80 - $49,275.20 Reference & Technology Librarian X 3372 5 - 9 $27.74 - $33.72 $4,808.27 - $5,844.80 $57,699.20 - $70,137.60 Relocation Specialist XU2 3125 5 - 9 $25.71 - $31.25 $4,456.40 - $5,416.67 $53,476.80 - $65,000.00 Reprographics Equipment Operator U2 1933 4 - 9 $15.15 - $19.33 $2,626.00 - $3,350.53 $31,512.00 - $40,206.40 Resort Maintenance Worker U2 2082 4 - 9 $16.31 - $20.82 $2,827.07 - $3,608.80 $33,924.80 - $43,305.60 Security Guard S 1738 8 - 9 $16.55 - $17.38 $2,868.67 - $3,012.53 $34,424.00 - $36,150.40 Security Supervisor U2 2173 5 - 9 $17.88 - $21.73 $3,099.20 - $3,766.53 $37,190.40 - $45,198.40 Senior CADIGIS Operator 3025 5 - 9 $24.89 - $30.25 $4,314.27 - $5,243.33 $51,771.20 - $62,920.00 Senior Community Preservation Officer 3147 5 - 9 $25.89 - $31.47 $4,487.60 - $5,454.80 $53,851.20 - $65,457.60 78 AMEA General 71112005 -1/8/2009 `A I APPENDIX "A" WAGES January 12, 2007 through Febr uary 7, 2008 Classification SchedlStep Hourly Rates Monthly Rates Annual Rates } Senior Computer Operator U2 2274 5 - 9 $18.71 - $22.74 $3,243.07 - $3,941,60 $38,916.80 - $47,299.20 Senior Construction Inspector 3311 5 - 9 $27.24 - $33.11 $4,721.60 - $5,739.07 $56,659.20 - $68,868.80 ~ Senior Crime Prevention Specialist U2 2472 5 - 9 $20.34 - $24.72 $3,525.60 - $4,284.80 $42,307.20 - $51,417.60 Senior Data Control Specialist U2 2103 5 - 9 $17.30 - $21.03 $2,998.67 - $3,fi45.20 $35,984.00 - $43,742.40 Senior Engineering Aide 2630 5 - 9 $21.64 - $26.30 $3,750.93 - $4,558.67 $45,011.20 - $54,704.00 Senior Fire Safety Specialist 3852 5 - 9 $31.69 - $38.52 $5,492.93 - $6,676.80 $65,915.20 - $80,121.60 Senior Hazardous Materials Specialist 3654 5 - 9 $30.06 - $36.54 $5,210.40 - $6,333.60 $62,524.80 - $76,003.20 Senior Housing Rehab Counselor X 3375 5 - 9 $27.77 - $33.75 $4,813.47 - $5,850.00 $57,761.60 - $70,200.00 Senior Housing Specialist XU2 2750 5 - 9 $22.62 - $27.50 $3,920.80 - $4,766.67 $47,049.60 - $57,200.00 Senior Librarian XU2 3091 5 - 9 $25.43 - $30.91 $4,407.87 - $5,357.73 $52,894.40 - $64,292.80 Senior Offset Press Operator SU2 2126 5 - 9 $17.49 - $21.26 $3,031.60 - $3,685.07 $36,379.20 - $44,220.80 Senior Planning Graphics Technician 2630 5 - 9 $21.64 - $26.30 $3;750.93 - $4,558.67 $45,011.20 - $54,704.00 ~. Senior Police Services Rep U2 2472 5 - 9 $20.34 - $24.72 $3,525.60 - $4,284.80 $42,307.20 - $51,417.60 Senior Police Firearms Inst U2 2967 5 - 9 $24.41 - $29.67 $4,231.07 - $5,142.80 $50,772.80 - $61,713.60 Senior Program Integrity Specialist XU2 3125 5 - 9 $25.71 - $31.25 $4,456.40 - $5,416.67 $53,476.80 - $65,000.00 Senior Repro Equipment Operator U2 2126 5 - 9 $17.49 - $21.26 $3,031.60 - $3,685.07 $36,379.20 - $44,220.80 ~ Senior Skilled Crafts Worker 2956 5 - 9 $24.32 - $29.56 $4,215.41 - $5,123.73 $50,585.60 - $61,484.80 T i En Aide Senior raff c g 2630 5 - 9 $21.64 - $26.30 $3,750.93 - $4,558.67 $45,011.20 - $54,704.00 Senior Traffic Signal Tech 3485 5 - 9 $28.67 - $34.85 $4,969.41 - $6,040.67 $59,633.60 - $72,488.00 Senior Utilities Engineering Aide 2630 5 - 9 $21.64 - $26.30 $3,750.93 - $4,558.67 $45,011.20 - $54,704.00 Senior Water Eng Aide 2630 5 - 9 $21.64 - $26.30 $3,750.93 - $4,558.67 $45,011.20 - $54,704.00 Senior Welder Fabricator 2709 4 - 9 $21.23 - $27.09 $3,679.87 - $4,695.60 $44,158.40 - $56,347.20 ~ Service Lead Worker SU2 1985 4 - 9 $15.55 - $19.85 $2,695.33 - $3,440.67 $32,344.00 - $41,288.00 Service Shift Supervisor SU2 2283 8 - 9 $21.74 - $22.83 $3,768.27 - $3,957.20 $45,219.20 - $47,486.40 Sewer Machine Operator U2 2607 4 - 9 $20.43 - $26.07 $3,541.20 - $4,518.80 $42,494.40 - $54,225.60 Signal System Engineer X 3548 4 - 9 $27.80 - $35.48 $4,818.67 - $6,149.87 $57,824.00 - $73,798.40 Skilled Crafts Worker I 2340 4 - 9 $18.33 - $23.40 $3,177.20 - $4,056.00 $38,126.40 - $48,672.00 Skilled Crafts Worker II 2463 4 - 9 $19.30 - $24.63 $3,345.33 - $4,269.20 $40,144.00 - $51,230.40 Skilled Crafts Worker Trainee 1970 7 - 9 $17.87 - $19.70 $3,097.47 - $3,414.fi7 $37,169.60 - $40,976.00 Street Maintenance Worker U2 2082 4 - 9 $16.31 - $20.82 $2,827.07 - $3,608.80 $33,924.80 - $43,305.60 Survey Party Chief U2 3280 5 - 9 $26.98 - $32.80 $4,676.53 - $5,685.33 $56,118.40 - $68,224.00 Survey Technician I 2424 4 - 9 $18.99 - $24.24 $3,291.60 - $4,201.60 $39,499.20 - $50,419.20 Survey Tecnician II U2 2852 5 - 9 $23.46 - $28.52 $4,066.40 - $4,943.47 $48,796.80 - $59,321.60 79 AMEA General 71112005 -11812009 APPENDIX "A" WAGES January 12, 2007 through February 7, 2008 Classification SchedlStep Hourly Rates Monthly Rates Annual Rates Systems Analyst X 3401 4 - 9 $26.65 - $34.01 $4,619.33 - $5,895.07 $55,432.00 - $70,740.80 Systems Programmer X 3401 5 - 9 $27.98 - $34.01 $4,849.87 - $5,895.07 $58,198.40 - $70,740.80 ~ Systems Specialist I 2218 4 - 9 $17.38 - $22.18 $3,012.53 - $3,844.53 $36,150.40 - $46,134.40 Systems Specialist II 2661 4 - 9 $20.85 - $26.61 $3,614.00 - $4,612.40 $43,368.00 - $55,348.80 Traffic Control Supervisor U2 2636 4 - 9 $20.65 - $26.36 $3,579.33 - $4,569.07 $42,952.00 - $54,828.80 { Traffic Controller 1758 4 - 9 $13.77 - $17.58 $2,386.80 - $3,047.20 $28,641.60 - $36,566.40 Traffic Engineering Aide 2236 4 - 9 $17.52 - $22.36 $3,036.80 - $3,875.73 $36,441.60 - $46,508.80 Traffic Engineering Investigator 3465 4 - 9 $27.15 - $34.65 $4,706.00 - $6,006.00 $56,472.00 - $72,072.00 Y Traffic Signal System Oper 3025 4 - 9 $23.70 - $30.25 $4,108.00 - $5,243.33 $49,296.00 - $62,920.00 Traffic Signal Systems Engr X 3465 4 - 9 $27.15 - $34.fi5 $4,706.00 - $6,006.00 $56,472.00 - $72,072.00 Traffic Signal Tech I 2236 4 - 9 $17.52 - $22.36 $3,036.80 - $3,875.73 $36,441.60 - $46,508.80 ` Traffic Signal Tech II 3025 4 - 9 $23.70 - $30.25 $4,108.00 - $5,243.33 $49,296.00 - $62,920.00 Traffic Signal Tech III 3353 5 - 9 $27.59 - $33.53 $4,782.27 - $5,811.87 $57,387.20 - $69,742.40 Tree Services Specialist X 2259 5 - 9 $18.58 - $22.59 $3,220.53 - $3,915.60 $38,646.40 - $46,987.20 Tree Services Coordinator U2 2684 5 - 9 $22.08 - $26.84 $3,827.20 - $4,652.27 $45,926.40 - $55,827.20 ~ Tree Trimmer U2 2284 7 - 9 $20.72 - $22.84 $3,591.47 - $3,958.93 $43,097.60 - $47,507.20 Tree Trimmer Assistant S 1992 7 - 9 $18.07 - $19.92 $3,132.13 - $3,452.80 $37,585.60 - $41,433.60 Utilities Eng Aide 2236 4 - 9 $17.52 - $22.36 $3,036.80 - $3,875.73 $36,441.60 - $46,508.80 ~ Vehicle Technician I 1917 1 - 9 $12.98 - $19.17 $2,249.87 - $3,322.80 $26,998.40 - $39,873.60 ` Vehicle Technician II 2076 1 - 9 $14.05 - $20.76 $2,435.33 - $3,598.40 $29,224.00 - $43,180.80 Vehicle Technician III 2442 4 - 9 $19.13 - $24.42 $3,315.87 - $4,232.80 $39,790.40 - $50,793.60 Vehicle Technician IV U2 2564 4 - 9 $20.09 - $25.64 $3,482.27 - $4,444.27 $41,787.20 - $53,331.20 ~ Vehicle Technician V U2 2667 4 - 9 $20.90 - $26.67 $3,622.67 - $4,622.80 $43,472.00 - $55,473.60 Voice Communications Network Tech I 2513 4 - 9 $19.69 - $25.13 $3,412.93 - $4,355.87 $40,955.20 - $52,270.40 Voice Communications Network Tech II 2957 5 - 9 $24.33 - $29.57 $4,217.20 - $5,125.47 $50,606.40 - $61,505.60 Water Eng Representative U2 3156 5 - 9 $25.96 - $31.56 $4,499.73 - $5,470.40 $53,996.80 - $65,644.80 Welder 2463 4 - 9 $19.30 - $24.63 $3,345.33 - $4,269.20 $40,144.00 - $51,230.40 Workforce Center Assistant X 2500 4 - 9 $19.59 - $25.00 $3,395.60 - $4,333.33 $40,747.20 - $52,000.00 Workforce Development Assistant X 2500 4 - 9 $19.59 - $25.00 $3,395.60 - $4,333.33 $40,747.20 - $52,000.00 80 AMEA General 7/1/2005 -1/8/2009 APPENDIX "A" WAGES February 8, 2008 through Janaury 8, 2009 Classification Sched/Step Hourl,,,,~Ra= Assistant Engineer A X 3560 4 - 9 $27.89 - $35.60 Assistant Planner X 3034 5 - 9 $24.96 - $30.34 Auto Parts Supervisor U2 2885 4 - 9 $22.60 - $28.85 Bindery Worker U2 1648 4 - 9 $12.91 - $16.48 Building Inspection Supervisor XU2 3706 5 - 9 $30.49 - $37.06 Building Inspector I 2981 4 - 9 $23.36 - $29.81 Building Inspector tl 3223 4 - 9 $25.25 - $32.23 Building Inspector III 3384 5 - 9 $27.84 - $33.64 Building Permit Technician I 2448 4 - 9 $19.18 - $24.48 Building Permit Technician II U2 2646 5 - 9 $21.77 - $26.46 Cabinet Maker U2 2658 4 - 9 $20.83 - $26.58 CAD/GIS Operator 2702 4 - 9 $21.17 - $27.02 Circulation Services Supervisor X 3464 5 - 9 $28.50 - $34.64 Community Preservation Officer I 2499 4 - 9 $19.58 - $24.99 Community Preservation Officer II 2940 4 - 9 $23.04 - $29.40 Community Services Outreach Worker 2069 4 - 9 $16.21 - $20.69 Community Services Specialist X 2434 4 - 9 $19.07 - $24.34 Computer Operator I 1753 5 - 9 $14.42 - $17.53 Computer Operator II U2 2045 4 - 9 $16.02 - $20.45 Construction Inspector I 2629 4 - 9 $20.60 - $26.29 Construction Inspector II 3093 4 - 9 $24.23 - $30.93 Crime Prevention Specialist I 1918 5 - 9 $15.78 - $19.18 Crime Prevention Specialist II 2257 4 - 9 $17.68 - $22.57 Criminal Research Specialist X 2913 5 - 9 $23.97 - $29.13 Cross Connection Control Specialist I 2629 4 - 9 $20.60 - $26.29 Cross Connection Control Specialist II 3248 4 - 9 $25.45 - $32.48 Custodian S 1699 1 - 9 $11.50 - $16.99 Data Control Specialist 2045 4 - 9 $16.02 - $20.45 Engineering Aide 2297 4 - 9 $18.00 - $22.97 Engineering Representative U2 3242 4 - 9 $25.40 - $32.42 Event Crowd Control Supervisor U2 2233 5 - 9 $18.37 - $22.33 Event Services Specialist 2677 5 - 9 $22.02 - $26.77 Family Self Sufficiency Specialist X 2697 5 - 9 $22.19 - $26.97 Monthly Rates $4,834.27 - $6,170.67 $4,326.40 - $5,258.93 $3,917.33 - $5,000.67 $2,237.73 - $2,856.53 $5,284.93 - $6,423.73 $4,049.07 - $5,167.07 $4,376.67 - $5,586.53 $4,825.60 - $5,865.60 $3,324.53 - $4,243.20 $3,773.47 - $4,586.40 $3,610.53 - $4,607.20 $3,669.47 - $4,683.47 $4,940.00 - $6,004.27 $3,393.87 - $4, 331.60 $3,993.60 - $5,096.00 $2,809.73 - $3,586.27 $3,305.47 - $4,218.93 $2,499.47 - $3,038.53 $2,776.80 - $3,544.67 $3,570.67 - $4,556.93 $4,199.87 - $5,361.20 $2,735.20 - $3,324.53 $3,064.53 - $3,912.13 $4,154.80 - $5,049.20 $3,570.67 - $4,556.93 $4,411.33 - $5,629.87 $1,993.33 - $2,944.93 $2,776.80 - $3,544.67 $3,120.00 - $3,981.47 $4,402.67 - $5,619.47 $3,184.13 - $3,870.53 $3,616.80 - $4,640.13 $3,846.27 - $4,674.80 A.-.-...1 ~~1~~ $58,011.20 - $74,048.00 $51,916.80 - $63,107.20 $47,008.00 - $60,008.00 $26,852.80 - $34,278.40 $63,419.20 - $77,084.80 $48,588.80 - $62,004.80 $52,520.00 - $67,038.40 $57,907.20 - $70,387.20 $39,894.40 - $50,918.40 $45,281.60 - $55,036.80 $43,326.40 - $55,286.40 $44,033.60 - $56,201.60 $59,280.00 - $72,051.20 $40,726.40 - $51,979.20 $47,923.20 - $61,152.00 $33,716.80 - $43,035.20 $39,665.60 - $50,627.20 $29,993.60 - $36,462.40 $33,321.60 - $42,536.00 $42,848.00 - $54,683.20 $50,398.40 - $64,334.40 $32,822.40 - $39,894.40 $36,774.40 - $46,945.60 $49,857.60 - $60,590.40 $42,848.00 - $54,683.20 $52,936.00 - $67,558.40 $23,920.00 - $35,339.20 $33,321.60 - $42,536.00 $37,440.00 - $47,777.60 $52,832.00 - $67,433.60 $38,209.60 - $46,446.40 $45,801.60 - $55,681.60 $46,155.20 - $56,097.60 81 AMEA General 71112005 --11812009 APPENDIX "A" WAGES February 8, 2008 through Janaury 8, 2009 Classification SchedlStep Hourly R„ etas Monthly Rates Annual Rates R Family Self-Sufficiency Supervisor XU2 3083 5 - 9 $25.36 - $30.83 $4,395.73 - $5,343.87 $52,748.80 - $64,126.40 Fire Inspector I 2605 4 - 9 $20.41 - $26.05 $3,537.73 - $4,515.33 $42,452.80 - $54,184.00 Fire Inspector II 3065 4 - 9 $24.02 - $30.65 $4,163.47 - $5,312.67 $49,961.60 - $63,752.00 t. Fire Safety Specialist I 3045 4 - 9 $23.86 - $30.45 $4,135.73 - $5,278.00 $49,628.80 - $63,336.00 k Fire Safety Specialist II 3553 4 - 9 $27.84 - $35.53 $4,825.60 - $6,158.53 $57,907.20 - $73,902.40 Fleet Supervisor -Automotive U2 2885 8 - 9 $27.48 - $28.85 $4,763.20 - $5,000.fi7 $57,158.40 - $60,008.00 Fleet Supervisor -Equipment U2 3011 8 - 9 $28.68 - $30.11 $4,971.20 - $5,219.07 $59,654.40 - $62,628.80 ' Fleet Supervisor - VF U2 3011 8 - 9 $28.68 - $30.11 $4,971.20 - $5,219.07 $59,654.40 - $62,628.80 Fleet Supervisor - WelderlHydraulic U2 3136 8 - 9 $29.87 - $31.36 $5,177.47 - $5,435.73 $62,129.60 - $65,228.80 ~ Forensic Services Supervisor U2 3794 5 - 9 $31.21 - $37.94 $5,409.73 - $6,576.27 $64,916.80 - $78,915.20 Forensic Specialist I 2981 4 - 9 $23.36 - $29.81 $4,049.07 - $5,167.07 $48,588.80 - $62,004.80 Forensic Specialist II 3252 5 - 9 $26.75 - $32.52 $4,636.67 - $5,636.80 $55,640.00 - $67,641.60 ' GIS Operator I 2702 5 - 9 $22.23 - $27.02 $3,853.20 - $4,683.47 $46,238.40 - $56,201.60 ~ GIS Operator II 3107 5 - 9 $25.56 - $31.07 $4,430.40 - $5,385.47 $53,164.80 - $64,625.60 Golf Course Maintenance Worker 2139 1 - 9 $14.48 - $21.39 $2,509.87 - $3,707.60 $30,118.40 - $44,491.20 Graphic Designer X 2483 4 - 9 $19.45 - $24.83 $3,371.33 - $4,303.87 $40,456.00 - $51,646.40 Hazardous Materials Specialist I 2912 4 - 9 $22.82 - $29.12 $3,955.47 - $5,047.47 $47,465.60 - $60,569.60 r Hazardous Materials Specialist II 3372 4 - 9 $26.42 - $33.72 $4,579.47 - $5,844.80 $54,953.60 - $70,137.60 Heavy Equipment Oper Streets U2 2503 4 - 9 $19.61 - $25.03 $3,399.07 - $4,338.53 $40,788.80 - $52,062.40 Housekeeping Supervisor SU2 2345 8 - 9 $22.33 - $23.45 $3,870.53 - $4,064.67 $46,446.40 - $48,776.00 Housing Counselor I 2890 4 - 9 $22.64 - $28.90 $3,924.27 - $5,009.33 $47,091.20 - $60,112.00 Housing Counselor II X 3468 5 - 9 $28.53 - $34.68 $4,945.20 - $6,011.20 $59,342.40 - $72,134.40 ~ Housing Loan Counselor I 2890 4 - 9 $22.64 - $28.90 $3,924.27 - $5,009.33 $47,091.20 - $60,112.00 Housing Loan Counselor I I X 3468 5 - 9 $28.53 - $34.68 $4,945.20 - $6,011.20 $59,342.40 - $72,134.40 Housing Rehab Counselor I 2697 4 - 9 $21.13 - $26.97 $3,662.53 - $4,674.80 $43,950.40 - $56,097.60 Housing Rehab Counselor II X 3147 5 - 9 $25.89 - $31.47 $4,487.fi0 - $5,454.80 $53,851.20 - $65,457.60 Housing Specialist I 2312 4 - 9 $18.12 - $23.12 $3,140.80 - $4,007.47 $37,689.60 - $48,089.60 Housing Specialist II X 2569 5 - 9 $21.14 - $25.69 $3,664.27 - $4,452.93 $43,971.20 - $53,435.20 Housing System Specialist 3038 4 - 9 $23.80 - $30.38 $4,125.33 - $5,265.87 $49,504.00 - $63,190.40 Identification Tech I 2168 4 - 9 $16.99 - $21.68 $2,944.93 - $3,757.87 $35,339.20 - $45,094.40 Identification Technician II 2710 4 - 9 $21.23 - $27.10 $3,679.87 - $4,697.33 $44,158.40 - $56,368.00 Laborer S 1857 1 - 9 $12.57 - $18.57 $2,178.80 - $3,218.80 $26,145.60 - $38,625.60 Landscape Designer I 2027 4 - 9 $15.88 - $20.27 $2,752.53 - $3,513.47 $33,030.40 - $42,161.60 g2 AMEA General 71112005 -11812009 APPENDIX "A" WAGES February 8, 2008 through Janaury 8, 2009 Classification SchedlStep ~~ Hourly Rates ~~ Landscape Designer II 2702 4 - 9 $21.17 - $27.02 Landscape Inspector U2 2567 7 - 9 $23.28 - $25.67 Layout Composer 1986 4 - 9 $15.56 - $19.86 Lead Computer Operator U2 2571 5 - 9 $21.15 - $25.71 Lead Custodian Floors U2 2005 7 - 9 $18.19 - $20.05 Lead Facilities Maint Worker U2 3031 6 - 9 $26.23 - $30.37 Lead Golf Course Maintenance Worker U2 2460 7 - 9 $22.31 - $24.60 Lead Resort Maintenance Worker U2 3102 5 - 9 $25.52 - $31.02 Lead Security Guard SU2 2054 8 - 9 $19.56 - $20.54 Lead Street Maint Worker U2 2954 5 - 9 $24.30 - $29.54 Lead Tree Trimmer U2 2582 8 - 9 $24.59 - $25.82 Librarian X 2881 4 - 9 $22.62 - $28.87 Library Assistant 2598 5 - 9 $21.37 - $25.98 Library Graphic Artist X 2887 4 - 9 $22.62 - $28.87 Library Public Access Coordinator X 3609 5 - 9 $29.69 - $36.09 Library Technician 2310 5 - 9 $19.00 - $23.10 Maintenance Locksmith U2 2658 4 - 9 $20.83 - $26.58 Maintenance Painter 2531 4 - 9 $19.83 - $25.31 Media Production Spec 2981 4 - 9 $23.36 - $29.81 Motor Sweeper Operator U2 2428 4 - 9 $19.02 - $24.28 Motorcycle Technician U2 2572 4 - 9 $20.15 - $25.72 Occupancy Specialist 2184 5 - 9 $17.97 - $21.84 Offset Press Operator SU2 1986 4 - 9 $15.56 - $19.86 Park Maintenance Worker I U2 2139 4 - 9 $16.76 - $21.39 Park Maintenance Worker II U2 2299 5 - 9 $18.91 - $22.99 Park Planning Aide X 2579 5 - 9 $21.22 - $25.79 Park Planning Assistant X 3034 5 - 9 $24.96 - $30.34 Parks Field Coordinator U2 2888 7 - 9 $26.20 - $28.88 Parks Field Supervisor U2 2888 7 - 9 $26.20 - $28.88 PartslSupply Coordinator 2531 4 - 9 $19.83 - $25.31 Permit Counter Supervisor U2 2977 5 - 9 $24.49 - $29.77 Plan Checker I 3248 5 - 9 $26.72 - $32.48 Plan Checker II U2 3553 4 - 9 $27.84 - $35.53 83 Monthly Rates $3,669.47 - $4,683.47 $4,035.20 - $4,449.47 $2,697.07 - $3,442.40 $3,666.00 - $4,456.40 $3,152.93 - $3,475.33 $4,546.53 - $5,264.13 $3,867.07 - $4,264.00 $4,423.47 - $5,376.80 $3,390.40 - $3,560.27 $4,212.00 - $5,120.27 $4,262.27 - $4,475.47 $3,920.80 - $5,004.13 $3,704.13 - $4,503.20 $3,920.$0 - $5,004.13 $5,146.27 - $6,255.60 $3,293.33 - $4,004.00 $3,610.53 - $4,607.20 $3,437.20 - $4,381.07 $4,049.07 - $5,167.07 $3,296.80 - $4,208.53 $3,492.67 - $4,458.13 $3,114.80 - $3,785.60 $2,697.07 - $3,442.40 $2,905.07 - $3,707.60 $3,277.73 - $3,984.93 $3,678.13 - $4,470.27 $4,326.40 - $5,258.93 $4,541.33 - $5,005.87 $4,541.33 - $5,005.87 $3,437.20 - $4,387.07 $4,244.93 - $5,160.13 $4,631.47 - $5,629.87 $4,825.60 - $6,158.53 Annual Rates $44,033.60 - $56,201.60 $48,422.40 - $53,393.60 $32,364.80 - $41,308.80 $43,992.00 - $53,476.80 $37,835.20 - $41,704.00 $54,558.40 - $63,169.60 $46,404.80 - $51,168.00 $53,081.60 - $64,521.60 $40,684.80 - $42,723.20 $50,544.00 - $61,443.20 $51,147.20 - $53,705.60 $47,049.60 - $60,049.60 $44,449.60 - $54,038.40 $47,049.60 - $60,049.60 $61,755.20 - $75,067.20 $39,520.00 - $48,048.00 $43,326.40 - $55,286.40 $41,246.40 - $52,644.80 $48,588.80 - $62,004.80 $39,561.60 - $50,502.40 $41,912.00 - $53,497.60 $37,377.60 - $45,427.20 $32,364.80 - $41,308.80 $34,860.80 - $44,491.20 $39,332.80 - $47,819.20 $44,137.60 - $53,643.20 $51,916.80 - $63,107.20 $54,496.00 - $60,070.40 $54,496.00 - $60,070.40 $41,246.40 - $52,644.80 $50,939.20 - $61,921.60 $55,577.60 - $67,558.40 $57,907.20 - $73,902.40 AMEA General 7/1/2005 -11812009 APPENDIX "A" WAGES February 8, 2008 through Janaury 8, 2009 Classification Sch~L Hourly Rates Planning Aide X 2579 4 - 9 $20.21 - $25.79 Planning Graphics Technician 2297 4 - 9 $18.00 - $22.97 Plans Examiner I X 3857 4 - 9 $30.22 - $38.57 Plans Examiner II X 4060 4 - 9 $31.81 - $40.60 Police Firearms Instructor I 2371 4 - 9 $18.58 - $23.71 Police Firearms Instructor II 2778 5 - 9 $22.85 - $27.78 Police Photographer 2371 6 - 9 $20.48 - $23.71 Police Photographer Safety 2371 6 - 9 $20.48 - $23.71 Police Services Rep II 2257 5 - 9 $18.57 - $22.57 Police Services Representative I 1918 4 - 9 $15.03 - $19.18 Principal Eng Aide 3107 5 - 9 $25.56 - $31.07 Principal Librarian XU2 3464 5 - 9 $28.50 - $34.64 Principal Planning Graphics Tech U2 2837 4 - 9 $22.23 - $28.37 Principal Traffic Engineering Aide 3107 5 - 9 $25.56 - $31.07 Principal Utilities Eng Aide 3107 5 - 9 $25.56 - $31.07 Principal Water Eng Aide 3107 5 - 9 $25.56 - $31.07 Program Integrity Specialist X 2954 5 - 9 $24.30 - $29.54 Programmer Analyst X 3342 4 - 9 $26.19 - $33.42 Programmer I X 2582 4 - 9 $20.23 - $25.82 Programmer II X 3038 4 - 9 $23.80 - $30.38 Public Education Program Specialist 2257 4 - 9 $17.68 - $22.57 Public Works Operations Crew Spvr U2 3102 5 - 9 $25.52 - $31.02 Real Property Specialist I X 3078 4 - 9 $24.12 - $30.78 Real Property Specialist II X 3621 4 - 9 $28.37 - $36.21 Recreation Services Specialist X 2434 4 - 9 $19.07 - $24.34 Reference & Technology Librarian X 3464 5 - 9 $28.50 - $34.64 Relocation Specialist XU2 3211 5 - 9 $26.42 - $32.11 Reprographics Equipment Operator U2 1986 4 - 9 $15.56 - $19.86 Resort Maintenance Worker U2 2139 4 - 9 $16.16 - $21.39 Security Guard S 1786 8 - 9 $17.01 - $17.86 Security Supervisor U2 2233 5 - 9 $18.37 - $22.33 Senior CADIGIS Operator 3107 5 - 9 $25.56 - $31.07 Senior Community Preservation Officer 3234 5 - 9 $26.61 - $32.34 Monthly Rates $3,503.07 - $4,470.27 $3,120.00 - $3,981.47 $5,238.13 - $6,685.47 $5,513.73 - $7,037.33 $3,220.53 - $4,109.73 $3,960.67 - $4,815.20 $3,549.87 - $4,109.73 $3,549.87 - $4,109.73 $3,218.80 - $3,912.13 $2,605.20 - $3,324.53 $4,430.40 - $5,385.47 $4,940.00 - $6,004.27 $3,853.20 - $4,917.47 $4,430.40 - $5,385.47 $4,430.40 - $5,385.47 $4,430.40 - $5,385.47 $4,212.00 - $5,120.21 $4,539.60 - $5,792.80 $3,506.53 - $4,475.47 $4,125.33 - $5,265.87 $3,064.53 - $3,912.13 $4,423.47 - $5,376.80 $4,180.80 - $5,335.20 $4,917.47 - $6,276.40 $3,305.47 - $4,218.93 $4,940.00 - $6,004.27 $4,579.47 - $5,565.73 $2,697.07 - $3,442.40 $2,905.07 - $3,707.60 $2,948.40 - $3,095.73 $3,184.13 - $3,870.53 $4,430.40 - $5,385.47 $4,612.40 - $5,605.60 Annual Rates $42,036.80 - $53,643.20 $37,440.00 - $47,177.60 $62,$57.60 - $80,225.60 $66,164.80 - $84,448.00 $38,646.40 - $49,316.80 $47,528.00 - $57,782.40 $42,598.40 - $49,316.80 $42,598.40 - $49,316.80 $38,625.60 - $46,945.60 $31,262.40 - $39,894.40 $53,164.80 - $64,625.60 $59,280.00 - $72,051.20 $46,238.40 - $59,009.60 $53,164.80 - $64,625.60 $53,164.80 - $64,625.60 $53,164.80 - $64,625.60 $50,544.00 - $61,443.20 $54,475.20 - $69,513.60 $42,078.40 - $53,705.60 $49,504.00 - $63,190.40 $36,774.40 - $46,945.60 $53,081.60 - $64,521.60 $50,169.60 - $64,022.40 $59,009.60 - $75,316.80 $39,665.60 - $50,627.20 $59,280.00 - $72,051.20 $54,953.60 - $66,788.80 $32,364.80 - $41,308.80 $34,860.80 - $44,491.20 $35,380.80 - $37,148.80 $38,209.60 - $46,446.40 $53,164.80 - $64,625.60 $55,348.80 - $67,267.20 84 AMEA General 71112005 -11812009 APPENDIX "A" WAGES February 8, 2008 through Janaury 8, 2009 Classification SchedlStep Hourly Rates Senior Computer Operator U2 2337 5 - 9 $19.23 - $23.37 Senior Construction Inspector 3402 5 - 9 $27.99 - $34.02 Senior Crime Prevention Specialist U2 2539 5 - 9 $20.89 - $25.39 Senior Data Control Specialist U2 2162 5 - 9 $17.79 - $21.62 Senior Engineering Aide 2702 5 - 9 $22.23 - $27.02 Senior Fire Safety Specialist 3959 5 - 9 $32.57 - $39.59 Senior Hazardous Materials Specialist 3755 5 - 9 $30.89 - $37.55 Senior Housing Rehab Counselor X 3468 5 - 9 $28.53 - $34.68 Senior Housing Specialist XU2 2826 5 - 9 $23.25 - $28.26 Senior Librarian XU2 3176 5 - 9 $26.13 - $31.76 Senior Offset Press Operator SU2 2185 5 - 9 $17.98 - $21.85 Senior Planning Graphics Technician 2702 5 - 9 $22.23 - $27.02 Senior Police Services Rep U2 2539 5 - 9 $20.89 - $25.39 Senior Police Firearms Inst U2 3049 5 - 9 $25.08 - $30.49 Senior Program Integrity Specialist XU2 3211 5 - 9 $2fi.42 - $32.11 Senior Repro Equipment Operator U2 2185 5 - 9 $17.98 - $21.85 Senior Skilled Crafts Worker 3037 5 - 9 $24.99 - $30.37 Senior Traffic Eng Aide 2702 5 - 9 $22.23 - $27.02 Senior Traffic Signal Tech 3580 5 - 9 $29.45 - $35.80 Senior Utilities Engineering Aide 2702 5 - 9 $22.23 - $27.02 Senior Water Eng Aide 2702 5 - 9 $22.23 - $27.02 Senior Welder Fabricator 2784 4 - 9 $21.81 - $27.84 Service Lead Worker SU2 2039 4 - 9 $15.98 - $20.39 Service Shift Supervisor SU2 2345 8 - 9 $22.33 - $23.45 Sewer Machine Operator U2 2678 4 - 9 $20.98 - $26.78 Signal System Engineer X 3646 4 - 9 $28.57 - $36.46 Skilled Crafts Worker ( 2404 4 - 9 $18.84 - $24.04 Skilled Crafts Worker II 2531 4 - 9 $19.83 - $25.31 Skilled Crafts Worker Trainee 2025 7 - 9 $18.37 - $20.25 Street Maintenance Worker U2 2139 4 - 9 $16.76 - $21.39 Survey Party Chief U2 3370 5 - 9 $27.73 - $33.70 Survey Technician I 2491 4 - 9 $19.52 - $24.91 Survey Technician II U2 2930 5 - 9 $24.11 - $29.30 Monthly Rates $3,333.20 - $4,050.80 $4,851.60 - $5,896.80 $3,620.93 - $4,400.93 $3,083.60 - $3,747.47 $3,853.20 - $4,683.47 $5,645.47 - $6,862.27 $5,354.27 - $6,508.67 $4,945.20 - $6,011.20 $4,030.00 - $4,898.40 $4,529.20 - $5,505.07 $3,116.53 - $3,787.33 $3,853.20 - $4,683.47 $3,620.93 - $4,400.93 $4,347.20 - $5,284.93 $4,579.47 - $5,565.73 $3,116.53 - $3,787.33 $4,331.60 - $5,264.13 $3,853.20 - $4,683.47 $5,104.67 - $6,205.33 $3,853.20 - $4,683.47 $3,853.20 - $4,683.47 $3,780.40 - $4,825.60 $2,769.87 - $3,534.27 $3,870.53 - $4,064.67 $3,636.53 - $4,641.87 $4,952.13 - $6,319.73 $3,265.60 - $4,166.93 $3,437.20 - $4,387.07 $3,184.13 - $3,510.00 $2,905.07 - $3,707.60 $4,806.53 - $5,841.33 $3,383.47 - $4,317.73 $4,179.07 - $5,078.67 Annual Rates $39,998.40 - $48,609.60 $58,219.20 - $70,761.60 $43,451.20 - $52,811.20 $37,003.20 - $44,969.60 $46,238.40 - $56,201.60 $67,745.60 - $82,347.20 $64,251.20 - $78,104.00 $59,342.40 - $72,134.40 $48,360.00 - $58,780.80 $54,350.40 - $66,060.80 $37,398.40 - $45,448.00 $46,238.40 - $56,201.60 $43,451.20 - $52,811.20 $52,166.40 - $63,419.20 $54,953.60 - $66,788.80 $37,398.40 - $45,448.00 $51,979.20 - $63,169.60 $46,238.40 - $56,201.60 $61,256.00 - $74,464.00 $46,238.40 - $56,201.60 $46,238.40 - $56,201.60 $45,364.80 - $57,907.20 $33,238.40 - $42,411.20 $46,446.40 - $48,776.00 $43,638.40 - $55,702.40 $59,425.60 - $75,836.80 $39,187.20 - $50,003.20 $41,246.40 - $52,644.80 $38,209.60 - $42,120.00 $34,860.80 - $44,491.20 $57,678.40 - $70,096.00 $40,601.60 - $51,812.80 $50,148.80 - $60,944.00 85 AMEA General 71112005 -11812009 APPENDIX "A" WAGES February 8, 2008 through Janaury 8, 2009 Classification SchedlStep Hourly Rates Systems Analyst X 3494 4 - 9 $27.38 - $34.94 Systems Programmer X 3494 5 - 9 $28.75 - $34.94 Systems Specialist I 2279 4 - 9 $17.86 - $22.79 Systems Specialist II 2734 4 - 9 $21.42 - $27.34 Traffic Control Supervisor U2 2708 4 - 9 $21.22 - $27.08 Traffic Controller 1806 4 - 9 $14.15 - $18.06 Traffic Engineering Aide 2297 4 - 9 $18.00 - $22.97 Traffic Engineering Investigator 3560 4 - 9 $27.89 - $35.60 Traffic Signal System Oper 3107 4 - 9 $24.34 - $31.07 Traffic Signal Systems Engr X 3560 4 - 9 $27.89 - $35.60 Traffic Signal Tech I 2297 4 - 9 $18.00 - $22.97 Traffic Signal Tech II 3107 4 - 9 $24.34 - $31.07 Traffic Signal Tech III 3445 5 - 9 $28.34 - $34.45 Tree Services Specialist X 2321 5 - 9 $19.10 - $23.21 Tree Services Coordinator U2 2758 5 - 9 $22.69 - $27.58 Tree Trimmer U2 2347 7 - 9 $21.29 - $23.47 Tree Trimmer Assistant S 2047 7 - 9 $18.57 - $20.41 Utilities Eng Aide 2297 4 - 9 $18.00 - $22.97 Vehicle Technician I 1970 1 - 9 $13.33 - $19.70 Vehicle Technician II 2133 1 - 9 $14.44 - $21.33 Vehicle Technician III 2509 4 - 9 $19.66 - $25.09 Vehicle Technician IV U2 2634 4 - 9 $20.64 - $26.34 Vehicle Technician V U2 2740 4 - 9 $21.47 - $27.40 Voice Communications Network Tech I 2582 4 - 9 $20.23 - $25.82 Voice Communications Network Tech II 3038 5 - 9 $24.99 - $30.38 Water Eng Representative U2 3242 5 - 9 $26.67 - $32.42 Welder 2531 4 - 9 $19.83 - $25.31 Workforce Center Assistant X 2569 4 - 9 $20.13 - $25.69 Workforce Development Assistant X 2569 4 - 9 $20.13 - $25.69 Monthly Rates $4,745.87 - $6,056.27 $4,983.33 - $6,056.27 $3,095.73 - $3,950.27 $3,712.80 - $4,738.93 $3,678.13 - $4,693.87 $2,452.67 - $3,130.40 $3,120.00 - $3,981.47 $4,834.27 - $6,170.67 $4,218.93 - $5,385.47 $4,834.27 - $6,170.67 $3,120.00 - $3,981.47 $4,218.93 - $5,385.47 $4,912.27 - $5,971.33 $3,310.67 - $4,023.07 $3,932.93 - $4,780.53 $3,690.27 - $4,068.13 $3,218.80 - $3,548.13 $3,120.00 - $3,981.47 $2,310.53 - $3,414.67 $2,502.93 - $3,697.20 $3,407.73 - $4,348.93 $3,577.60 - $4,565.60 $3,721.47 - $4,749.33 $3,506.53 - $4,475.47 $4,331.60 - $5,265.87 $4,622.80 - $5,619.47 $3,437.20 - $4,387.07 $3,489.20 - $4,452.93 $3,489.20 - $4,452.93 Annual Rates $56,950.40 - $72,675.20 $59,800.00 - $72,675.20 $37,148.80 - $47,403.20 $44,553.60 - $56,867.20 $44,137.60 - $56,326.40 $29,432.00 - $37,564.80 $37,440.00 - $47,777.60 $58,011.20 - $74,048.00 $50,627.20 - $64,625.60 $58,011.20 - $74,048.00 $37,440.00 - $47,777.60 $50,627.20 - $64,625.60 $58,947.20 - $71,656.00 $39,728.00 - $48,276.80 $47,195.20 - $57,366.40 $44,283.20 - $48,817.60 $38,625.60 - $42,577.60 $37,440.00 - $47,177.60 $27,726.40 - $40,976.00 $30,035.20 - $44,366.40 $40,892.80 - $52,187.20 $42,931.20 - $54,787.20 $44,657.60 - $56,992.00 $42,078.40 - $53,705.60 $51,979.20 - $63,190.40 $55,473.60 - $67,433.60 $41,246.40 - $52,644.80 $41,870.40 - $53,435.20 $41,870.40 - $53,435.20 86 AMEA General 7/112005 -11812009 APPENDIX "A" WAGES February 8, 2008 through Janaury 8, 2009 LETTER OF UNDERSTANDING between the ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION, GENERAL EMPLOYEES and the CITY OF ANAHEIM The Anaheim Municipal Employees Association (AMEA), General Employees, and the City of Anaheim (ANAHEIM) after meeting and conferring, have reached an understanding on the wages, hours and other terms and conditions of employment for employees working in the Police Department designated by management to participate in a Compensatory Time Program. The PARTIES have reached an understanding as follows: 1. The Compensatory Time Program will be limited to AMEA bargaining unit classifications that are unique to the Anaheim Police Department. 2. The Compensatory Time Program may be revoked at any time by either party upon written notice to the other party. In the event ANAHEIM notices the AMEA of its intent to revoke the program ANAHEIM will, at the request of the AMEA, meet to discuss its decision and to consider any comments the AMEA may bring forward. A final decision by ANAHEIM to revoke the Compensatory Time Program shall not be subject to review or appeal. 3. The Chief of Police shall have authority to suspend participation in the Compensatory Time Program by any work secction, or any classification, or any individual employee in the event that temporary orshort-term stafFng levels or other work anomalies result in employees not having a reasonable expectation of taking compensatory time off. The Chiefs decision shall be communicated to the AMEA in writing and shall not be subject to review or appeal. 4. Compensatory time at the overtime rate for employees may be authorized by the appropriate supervisor in lieu of pay on the basis of the best interests of the Anaheim Police Department and ANAHEIM. The employee shall have the option of being paid in cash for any overtime work performed, or accepting the half-time portion in pay and accumula~ng the straight time. 5. Employees shall have the option of accruing up to a maximum of twenty-four (24) hours compensatory time per year. Such compensatory time shall be paid off to a balance of twelve (12) hours on the last payday in June of each year. A terminating employee shall be compensated at the employee's current rate of pay for accrued compensatory time. 6. All employee who earn overtime may elect to take overtime as compensatory time under the following provisions: • Compensatory time must be so designated at the time it is earned 87 AMEA General 711/2005 -11812009 APPENDIX "A" WAGES February 8, 2008 through Janaury 8, 2009 • Once designated as compensatory time, it cannot be converted to another type of overtime • Request for compensatory time off shall be reviewed and approved in accordance with Article 40.2 (Vacation) STAFF OFFICIALS of the CITY OF ANAHEIM, ANAHEIM MUNICIPAL EMPLOYEES a Municipal Corporation ASSOCIATION, General Employees By: By; By: By. By' By. By: By' By' By' By: By: Dated: By: " By' By: Dated: 88 AMEA General 71112005 -11812009