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2005-162RESOLUTION N0.2005 -~~ A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANAHEIM ADOPTING A MEMORANDUM OF UNDERSTANDING ESTABLISHING TERMS AND CONDITIONS OF EMPLOYMENT FOR EMPLOYEES IN CLASSIFICATIONS ASSIGNED TO THE CLERICAL EMPLOYEES UNIT REPRESENTED BY THE ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION. 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, Clerical 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, Clerical Employees Unit and the City of Anaheim executed by the City Management Representative and the Anaheim Municipal Employees Association on August 1 ~1, 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 BE IT FURTHER RESOLVED that the Resolution No. 2005-88 is hereby repealed effective July 1, 2005. F:10T7278SL.DOC H:ISTAFFREP1SF7277SL. DOC THE FOREGOING RESOLUTION is approved and adopted by the City Council of the City of Anaheim this 23rd day of August 2005, by the following roll call vote: AYES: Mayor Pringle, Council Members Sidhu, Hernandez, Galloway, Chavez NOES: None ABSENT: None ABSTAIN: None W. MAYOR OF THE 0 ANAHEIM ATTEST: . I CLE OF HE CITY OF ANAHEIM APPROVED AS TO FORM: JACK L. TE, CIT ORN ,~ ,ter ~ ~. . ~~~ F:10T7218SL.DOC H:ISTAFFREPISF7277SL.DOC Fire Ca~~,~, u~~ Sch~~le :ge 3. ~T~~t ~~` ~~I~, ~ Municipal dC~'~1, ~1a Cazpcr~ttion ~ ~~ ~ ,7 • ~~ ~. ~~r •,~„~., ~~. Hy~ ~_ ~`i.. ~~c~e~: G~~ ~ ~'~~ 'fed: eat.ar 74 AMEA Clerical 7/1/2005 -1/8/2009 °® o ~: fl ® ®® fl® ®® • MEMORANDUM of UNDERSTANDING ®: ~; . ®~ . between the ®~ .; ~ . ®; ~. ANAHEIM I~UNI IPAL C EMPL YE 0 E 5 ®~ ®® ASSOCIATI N ®~ 0 ®: CLEi~I L EMP ®~~ CA L YEE ~: 0 5 ;; ~~ ®: ®. . ;; and the ®; ;; °® CITY F A1VA ®e 0 HELM .; ~, :~ ~® ~ :: ~: ~® °o s ~ ®: ®° ®° f; E~ ~s ®• E; i+ ~i ~' °° ~ ]ul 1 2005 throw h ]anua 8 2009 '° y- ~ ~- . ~; ®: .m ®. ,~ ~~ ®® ~: ~o ®: ®. :: ® .. :. TABLE OF CONTENTS P~Ca ARTICLE 1 Preamble 1 ARTICLE 2 Purpose 1 ARTICLE 3 AM, EA Recoan_ ition 2 ARTICLE 4 Scope 2 ARTICLE 5 Mana ement Rights 3 ARTICLE 6 Employee Rights 3 ARTICLE 7 Not~'fication 4 ARTICLE 8 Consulta pion 4 ARTICLE 9 Meet and Confer 4 ARTICLEIO Memorandum of Understanding 5 ARTICLE 11 Discussion 5 ARTICLE 12 Check-Off 6 ARTICLE 13 AMEA Or anization 6 COMPENSATION AND PAY PROVISIONS ARTICLE 14 Compen_, radon g ARTICLE 15 Classification 9 ARTICLE ib Appropriate Salary Step 10 ARTICLE 17 Salary Relationships 13 ARTICLE 18 Hours of Work and Pay Day 15 ARTICLE 19 Temporary U rode 16 ARTICLE 20 Payroll Deductions 16 EMPLOYMENT PROVISIONS ARTICLE 21 General 17 ARTICLE 22 Appointments and Promotions 18 ARTICLE 23 Employment Lists 20 AMEA C~erigl 71115005 -118!2009 ARTICLE 24 Probation 22 ARTICLE 25 Outside Employment 23 ARTICLE 26 Service Awards 24 ARTICLE 27 Training 24 ARTICLE 28 Salary Step Reduction, Suspe_l Demotion, & Dismissal 25 ARTICLE 29 Reassi nment, Layoff, and Re-employment 27 ARTICLE 30 Transfer 29 ARTICLE 31 Reinstatement 30 ARTICLE 32 Voluntary Demotion 31 LEAVE PROVISIONS ARTICLE 33 Bereavement Leave 32 ARTICLE 34 Holida r~s 33 ARTICLE 35 Industrial Accident Leave 36 ARTICLE 36 Jury Duty and Court Appearances 37 ARTICLE 37 Leave Without Pay 38 ARTICLE 38 Military Leave 39 ARTICLE 39 Sick Leave 39 ARTICLE 40 Vacation 44 PREMIUM PAY PROVISIONS ARTICLE 41 Overtime -General 48 ARTICLE 42 Bilingual Pay, 49 ARTICLE 43 Call-Out 49 ARTICLE 44 Shift Differentials 50 ARTICLE 45 Short Shift Chance 51 ARTICLE 46 Sta_ n~ 51 ARTICLE 47 Travel and Mileaae^Expense 52 ARTICLE 48 Meal Allowances 52 ARTICLE 49 Certification PaX 53 II AMEA Clerical 71115005 -11812009 GRIEVANCES ARTICLE 50 Grievance -General INSURANCE ARTICLE 51 Insurance -Active Employees ARTICLE 52 Post Retirement Medical Benefits MISCELLANEOUS ARTICLE 53 Physical Examinations ARTICLE 54 Joint Committee on Medical Prog-rams ARTICLE 55 A ec~ncy Shop ARTICLE 56 Notification of Contracting Out ARTICLE 57 No Strike ARTICLE 58 Construction ARTICLE 59 Savin s Claude ARTICLE 60 Re-0 eners ARTICLE 61 Duration APPENDIX "A" Wages Special Provisions July 1, 2005 through January 12, 2006 ]anuary 13, 2006 through January 11, 2007 January 12, 2007 through February 7, 2008 February 8, 2008 through January 8, 2009 LETTER OF UNDERSTANDING Police Dept. Compensatory Time Program ~amended~ 54 58 64 68 69 70 70 70 70 71 71 72 84 AMEA Clerical 711!5005 -118!2009 ARTICLE 1 PREAM LE 1.1 The wages, hours and conditions of employment that are set forth in this Memorandum have been discussed and joindy proposed by and between the staff officials of the City of Anaheim, (hereinafter called "ANAHEIM") and Anaheim Municipal Employees Association, Clerical Employees Unit (hereinafter called "AMEA") and shall apply to all the employees of ANAHEIM working in the classifications set forth in Appendix "A". 1.2 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 AMEA. AMEA agrees to recommend acceptance by its members of all of the terms and conditions of employment as set forth herein, and the staff officials of ANAHEIM agree to recommend to the Anaheim City Council that all of the terms and conditions of employment as set forth herein be incorporated in full in a resolution of the City Council. 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 1 P ~E 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 their own choice and be represented by such organizations in their employment relationships with ANAHEIM. ARTICLE 3 AMEA RECOGNITION 3,1 ANAHEIM hereby recogn¢es the AMEA as the bargaining representative for all its members to the fullest extent allowable under California law applying to public employees. As public employees, such employees shall have the right to discuss individual problems of employment with ANAHEIM 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: 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. AMEA gerical 7/1/2005 -1/8/2009 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 part-time employment as may be specifically placed in the exempt service by the Human Resources Director, 4,2 The classified service shall include 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 provided. 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 merits, necessity or organization of any service or activity provided by law, or administrative order; determine the mission of its constituent departments, commissions and boards; set standards of service, determine the procedures and standards of selection for employment and promotion; direct its employees; take disciplinary action; relieve its employees from duty because of lack of work or for other legitimate reasons; maintain the efF~ciency of ANAHEIM'S operations; determine the methods, means and personnel by which ANAHEIM'S operations are to be conducted; determine the content of job classifications; take all necessary actions to carry out its mission in emergencies; and exercise complete control and discretion over its organization and the technology of performing its work. ARTICLE 6 EMPLOYEE RIGHTS b,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 their own choosing for the purpose of representation on all matters of employer-employee relations. Employees also have the right to refuse to join or participate in the activities of employee organizations and shall have the right to represent themselves individually in their employment relations with ANAHEIM. No employee shall be interfered with, intimidated, restrained, coerced, or discriminated against by ANAHEIM or by any employee organization because of his/her exercise of these rights. 2 AMEA gerical 7/iJ2005 - i/8J2009 .~ ~. .... , v,...,... _v . ... _.. ....... . ,.., .. . , .. .~. , .. .. ... ... ,... ~. _ ..... , ..... .,..,._....,,...,....~,..._ . 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 directly relating to matters within the scope of representation to be presented to the City Council for determination, and AMEA shall be given the opportunity to meet with the City Management Representative prior to submission to the City Council for determination. 7,2 In cases of emergency when the City Council determines that an ordinance, resolution, rule or regulation must be adopted immediately without prior notice or meeting with AMEA, the city Management Representative shall provide such notice at the earliest practicable time following the adoption of such ordinance, resolution, rule or regulation. ARTICLE 8 C_~T_ 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 9.1 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 AMER. 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. 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 3 AMEA Clerical 7/1/2005 -1J$/z009 AMEA representatives, The matters incorporated in the memorandum shall be presented to the City Council, or its statutory representative, for determination. ARTICLE 11 DISCU6SION 11.1 It is the intent of both parties to maintain an open line of communication for the betterment of employer-employee relations, Any issue not pertaining to grievances or grievable issues may be discussed by AMEA or ANAHEIM at either party's request. 11,2 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. 11.2.1 Upon request of the AMEA, the parties will meet to discuss issues relating to the assignment of employees to work shifts in the Fre Dispatch Center, 11.3 If the parties are not able to resolve the issues after three meetings, the issues will be considered dropped, unless both parses agree to meet additional times. 11.4 If the discussion process results in an agreement between the pity 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 ifis statutory representative, for determination, ARTICLE 12 H I~ - F 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 of the AMEA, ARTICLE 13 AMEA ORGANIZATION 13.1 AMEA representatives are those elected or appointed in accordance with the constitution and bylaws of the AMEA, 4 AMEA Clerical 7/1/2005 -1/8/2009 13.1.1 The AMEA shall notify the City Management Representative, in writing, of the names and job class titles of its officers, Employee Representatives and other representatives each time an election is held or new appointments are made. 13.1.2 An employee elected or appointed as an officer or Employee Representatives of the AMEA shall be required to work full time in his/her 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 above) of the AMEA shall be permitted to visit employee work locations for the purpose of observing conditions under which employees are working, provided such visit shall not intenvpt 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 intemal 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 or other officials of the AMEA shall be allowed reasonable time off without loss of compensation or other benefts. 13.3.1 Such officers, Employee Representatives and representatives shall not leave their duty or workstation 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 fNe hundred (500) hours per year of paid release time from normal work assignments to the President and Board members of the AMEA for all activities concerned with the intemal management of the AMER. AMEA agrees to reimburse ANAHEIM on an hour-for-hour basis at the employee's regular rate of pay for all hours of released time taken by the AMEA President and Board members. 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. 5 AMEA Clerical 7/1/2005 -1/8/2009 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 to 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 such classifications represented by 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 forth in Appendix "A" attached ~ this Memorandum and by this reference made a part hereof. The City Management Representative of ANAHEIM will not recommend any revision or modifications to this agreement without first consulting on such recommendations with the AMER. ARTICLE i5 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 duties and responsibilities of the positions, to the end that all positions in the same class shall be sufficiently alike to permit use of a single descriptive title, the same qualification requirements, the same test of competence, and the same salary schedule. 15.1.1 A job class may contain one or more positions. 15.1.2 Classification of afl positions in the classified service shall require approval of the City Manager. 6 AMEA geriCal 7/1/2005 -1/8/2009 15.2 A position may be reclassified on the basis of changes in or reevaluation of the duties, responsibilities, and/or qualification requirements of the position. 15.2.1 The Human Resources Director shall be responsible for recommending such reclassification as he finds to be necessary. 15.2.2 A reclassification shall become effective upon action by the City Manager on a Personnel Action Form. 15.2.3 Incumbents may or may not be reclassified with their positions, based upon the recommendation of the Human Resources Director, the appropriate department head, and the approval of the City Manager. ARTICLE 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 sa months of service in the "P" 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 5~' step after completion of six months of service in the 4th step. 16.1.5 To the 6~' step after completion of sa months of service in the 5th step. 16.1.6 To tie 7~' step after completion of sac months of service in the 6~' step. 16.1.7 To the 8~' step after completion of one year of service in the 7~' step, except as provided in ARTICLE 16.1.11. 16.1.8 To the 9~' step after comple~on 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/her assigned duties, said employee may be given a special merit advancement to the next higher step without regard to the minimum length of service provisions contained in this ARTICLE upon the approval of the employee's department head. 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 shall be eligible for consideration for merit pay increases to the 9~' step after completion of six months of service in the 8~' step. 7 AMEA aerial 7/1/2005 -1/8/2009 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/her 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 dass for which he/she 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/her rate of pay and his/her anniversary date for purposes of merit pay increases, or shall be placed in the step of the lower salary schedule closest to his/her 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 "Y" step of the lower salary schedule. An employee compensated at the "~' step because of a downward reclassification shall remain in the "1(" step, until such time ashis/her job class is assigned to a salary schedule in which the 9~' 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/her position to an equivalent job dass shall retain his/her rate of pay and his/her anniversary date for purposes of merit pay increases. 16.6 An employee wha is promoted or reclassified with his/her position to a higher job class shall be placed in the step of the higher salary schedule that will provide a pay increase of not less than 4°/o except when the 9~' step of the higher salary schedule provides a pay increase of less than 4%, or when the 5th step of the higher salary schedule is more than 4°/o 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/she is appointed longer than the time provided in ARTICLE 16.1. 16,7 An employee who is demoted shall be placed in the step of the lower salary schedule that will provide a reduction in pay of not less than 4%. The employee shall be given a new anniversary date for purposes of merit pay increases in accordance with the provisions of 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/her same salary step status in the newly authorized salary schedule and shall retain the same anniversary date for purposes of merit pay increases. 8 AMEA Clerical 7/1/Z005 -1/8/2009 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 wages in "Appendix A" reflect an agreed upon phased implementation plan to these salary relationships. ACCOUNTING SPECIALIST Accounting Technician 1.250 x Accounting Specialist Box Office Specialist 1.100 x Accounting Specialist Collections Specialist 1.050 x Accounting Specialist Collections Supervisor 1.250 x Accounting Specialist Payroll Specialist 1.100 x Accounting Specialist Payroll Technician 1.250 x Accounting Speaalist Sr. Accounting Specialist 1.100 x Accounting Specialist Senior Collections Specialist 1.150 x Accounting Specialist DATA PROCESSING CLERK Data Entry Operator 1.050 x Data Processing Clerk Senior Data Entry Operator 1.100 x Data Processing Clerk OFFICE SPECIALIST II Booking & Scheduling Specialist 1.250 x Office Specialist II Clerk .850 x Office Specialist II Community Preservation Office Coordinator 1.400 x Office Specialist II Customer Services Specialist I .900 x Office Specialist II Customer Services Specialist II 1.000 x Office Specialist II Departmental Records Coordinator 1.200 x Office Specialist II Guest Services Specialist I .900 x Office Specialist II Guest Services Specialist II 1.000 x Office Specialist II Housing Loan Processor 1.100 x Office Specialist II Intermediate Clerk .950 x Office Specialist II Library Circulation Specialist 1.106 x Office Specialist II Library Clerk .855 x Office Specialist II Library Customer Services Clerk .900 x Office Specialist II Licensing Specialist 1.100 x Office Specialist II Licensing Supervisor 1.250 x Office Specialist II Office Specialist I .900 x Office Specialist II Office Supervisor 1.300 x Office Specialist II Principal Library Clerk 1.150 x Office Specialist II Principal Office Specialist 1.225 x Office Specialist II 9 AMEA Clerical 7/1/2005 -1/8/2009 Recreation Personnel Specialist Senior Clerk Senior Guest Services Specialist Senior Library Clerk Senior Office Specialist Senior Word Processing Operator Word Processing Operator Word Processing Supervisor POLICE DISPATCHER II Fire Dispatcher I Fire Dispatcher II Fire Communications Shift Supervisor Police Communications Operator Police Communications Supervisor Police Dispatcher I Senior Police Dispatcher POLICE RECORDS SPECIALIST II CLETSJNCIC Specialist Detention Facility Assistant Police Records SpecJMa~on Police Records Specialist I Police Records Supervisor Senior Police Records Specialist PROPERTY & EVIDENCE TECHNICIAN Properly & Evidence Supervisor Sr. Property & Evidence Technician Poiice Facility Maintenance Coordinator SENIOR STOREKEEPER Automotive Parts Specialist Bookmobile Operator Storekeeper Supply Clerk/Driver Wardrobe Specialist 1.225 x Office Specialist II 1.100 x Office Speciaiist II 1.050 x Office Specialist II 1.055 x Office Specialist II 1.175 x Office Specialist II 1.150 x Office Specialist II 1.075 x Office Specialist II 1.350 x Office Specialist II .850 x Police Dispatcher II .950 x Poiice Dispatcher II 1.125 x Poiice Dispatcher II .750 x Poiice Dispatcher II 1.250 x Poiice Dispatcher II .900 x Poiice Dispatcher II 1.100 x Police Dispatcher II 1.25 x Police Records Specialist II 1.125 x Poiice Records Specialist II 1.100 x Police Records Specialist II .900 x Police Records Specialist II 1.350 x Poiice Records Specialist II 1.200 x Poiice Records Specialist II 1.150 x Property & Evidence Technician 1.075 x Property & Evidence Technician 1.000 x Property & Evidence Technician .850 x Senior Storekeeper .850 x Senior Storekeeper .900 x Senior Storekeeper ,800 x Senior Storekeeper .800 x Senior Storekeeper ARTICLE 18 HOURS 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. 10 AMEA Clerical 7/1/2005 -1/8/2009 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 ANAHEIM and the AMEA agree that in certain instances aitematives to the traditional work schedule for the convenience of employees may be appropriate. Such schedules may be installed under the following guidelines: 18.5.1 ANAHEIM or the AMEA 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 75 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 party upon notice to the other party. 18.5.6 Such schedules may continue by mutual agreement of both parses. 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 schedule higher than his/her regular job class. , Employees who are temporarily upgraded for a period of two (2) consecutive hours or more, and who are responsible for the full range of dudes assigned to the higher level classification, shall receive a seven and one- half percent differential for all time worked in the higher job classification. 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. 11 AMEA gerical 7/1/2005 -18/2009 ARTICLE 20 PAYROLL DEDUCTIONS 20.1 Deductions of authorized amounts may be made from employees' pay for the following purposes: 20.1.1 Withholding Tax; 20.1.2 Contributions to retirement benefits; 20.1.3 Contribution to survivors' benefits; 20.1.4 Payment of life insurance and accidental death and dismemberment insurance premium; 20.1.5 Payment ofnon-industrial disability insurance premium; 20.1.6 Payment of hospitalization and major medical insurance premium; 20.1.7 Payment to or savings in Orange County`s Credit Union; 20.1.8 Contributions to the City Employees Annual Charities Fund Drive; 20.1.9 Payment of membership dues to the Anaheim Municipal Employees' Association. 20.1.10 Purchase of United States Savings Bonds; and 20.1,11 Other purposes as may be authorized by the City Council. ARTICLE 21 EN RA 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 considerations. 21.1.2 Appointments, promotions, and other actions requiring the application of the merit principle shall be based on systematic tests andJor 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 staffs shall become effective upon action by a management employee who has responsibility for authorizing such action. Ali full-time employees shall receive a true copy of any personnel action taken concerning their status of employment, 21.2 ]ob 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 12 AMEA C~ericai 7/1/2005 -1/8/2009 any applicant for employment; PROVIDED, HOWEVER, that no test or qualification procedures utilized by ANAHEIM or refusal to accept for employment shall be done to discriminate for or against an applicant because of AMEA or non-AMEA membership or because of race, color, creed, national origin, religion, sex, age or physical disability, except where age or lack of physical disability is a bona fide occupational qualification. ARTICLE 22 APPOfINTMENTS 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 section 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 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 interest 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 insufFcient ~ 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. 22.3.1 At such times as the appointing authority with concurrence of the Human Resources Director determines 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 weighty to be assigned to qualifications, 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 candidaties 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 13 AMEA Clerical 7J1J2005 -1J8/2009 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 Direc~r 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. 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 suffiaent 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 close 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 appointments may be made by the appropriate department head (with the approval of the Human Resources Director and the City Manager). In the event that a grant funded appointee fails to complete competitive examinations and/or evaluations and is not appointed to a city funded position during his period of employment under the grant, said grant funded appointee shall be terminated from City employment. ARTICLE 13 EMPLOYMENT LISTS 23. i 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. 14 AMEA Clerical 7/1/2005 -1/8/2009 23.2.1 Names on re-employment lists shall remain for a period not to exceed one (1) year. 23.3 Eligibility lists shall be created in accordance with the provisions of ARTICLE 22 - APPOINTMENTSAND PROMOTIONS. 23.3.1 Eligibility lists may contain the names of one or more persons eligible for employment. 23.3.2 Open competitive eligibility fists shall remain in effect for a period of one year or until depleted. Eligibility lists containing less than three (3) names may be considered depleted, Eligibility lists may be extended by the Human Resources Director for a period not to exceed one (1) additional year, 23.3.3 Promotional eligibility lists shall remain in effect for a period of two years or until depleted. ARTICLE Z4 PR TI 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 certain 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: Police Dispatcher II Fire Communications Shift Supervisor Fre Dispatcher I Fre Dispatcher 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/her probationary period, said employee's probationary status may be extended beyond the regular period of probation in the amount of one complete biweekly pay period for each complete biweekly pay period assigned to light duty status or lost due to such illness or injury. 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; except that employees in the Police Dispatcher I classification shall not be granted regular status but will be promoted in accordance with Article 22 or rejected in accordance with this Article. 24.1.4 The probationary period for the classifications of Police Dispatcher II, Police Records Specialist I and Police Records Specialist II may be extended by an 15 AMEA Gerical 7/1/2005 -1J8/2009 additional six (6) months at the discretion of the Police Chief. ANAHEIM shall notify the AMEA when taking such action. 24.2 The work and conduct of probationary employees shall be subject to close scrutiny and evaluation, and if found ~ 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/she has been promoted or transferred shall be returned to the classification in which he/she has regular status unless the reasons for his/her 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/her jab with ANAHEIM, if his/her department head determines that such outside employment does not interfere with the performance of assigned duties and does not constitute a conflict of interest. ARTICLE 26 SERVICE AWARDS 26.1 Service awards, in the form of service pins or the equivalent, shall be presented to employees in classifications listed in Appendix "A" for: Five (5) years of service; Twenty-five (25) years of service; Ten (10) years of service; Thirty (30) years of service; Fifteen (15) years of service; Thirty-five (35) years of service; Twenty (20) years of service; Forty (40} years of service. Such service awards shall also be presented to any employee upon their retirement. 26.1.1 For purposes of this ARTICLE, the term "years of service" shall be defined as continuous, full-time service. 16 AMEA gerical 7/1/2005 -1/8/2009 ARTICLE 27 T 27,1 The Human Resources Director shall encourage the improvement of service by providing employees with opportunities for training, induding training for advancement and for general fitness for public service, 27.1.1 Reimbursement to employees for costs 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 ANAHQM 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, Leadership, 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 their 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; 28.2.1 Suspended without pay. Upon taking such action, the appropriate Department 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. 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 Department 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/her 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 so warrants. Upon taking such action, the appropriate Department 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 and the effective date of the action. 17 AMEA gerical 7/1/2005 - i/a/loos 28.4 In the disciplinary process, ANAHEIM shall confine with the procedural due process requirements of Skelly v. State Personnel Board. At such time as Skelly due process is required, prior to the determination that discipline will be imposed, the appropriate Department Head or Administrative Manager, at a minimum shall: 28.4.1 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 either orally or in writing prior to the proposed effective date of the disapline. 28.4.2 Provide copies of documents 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. 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 50 - GRIEVANCEGENERAL: 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 arb~rators once each year in January. 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 pares mutually agree to select another arbitrator from the list. 18 AMEA gerical 7/1/2005 -1/8/2009 28.5.2.3 Stipulate to the following submission language when a dismissal is submitted to an impartial arbittator: "Was (name of employee) dismissed for good and sufficient cause? If not, what shall the remedy be?" ARTICLE 29 REASSIGNMENT. LAYORFAND 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 his/her division or department in an equivalent or lower job class for which he/she meets the minimum requirements and has qty seniority over other employees in the job class. An apprentice job doss is considered equivalent to the journey level job doss 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/her rate of pay. Employees so reassigned shall be reinstated to his/her former job class and salary step status when positions in his/her former job class (within his/her 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/her division or department, he/she shall be reassigned by the City Manager to any vacant position in any other division or department in his/her 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 his/her former job class and salary step status when positions in his/her former job class (within his/her 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, he/she shall be placed on the re-employment list for his/her job class. Persons on the re-employment list shall be re-employed with his/her former salary step status when positions in his/her job class (within the division or department from which they were laid of'~ become vacant. Re-employment shall be on the basis of cty seniority. 19 AMEA aerial 7/1/2005 -1/8/2009 29.3 Whenever an employee is reassigned to a vacant position in the same class, an equivalent class, or lower lass as herein provided, he/she shall retain the same anniversary date for purposes of merit pay increases. 29.4 Whenever an employee is reinstated to a vacant position in hisJher former job class, or re-employed as herein provided, he/she shall be given a new anniversary date for purposes of merit pay increases in accordance with the provisions of ARTICLE 16 - APPROPRIATE 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 he/she had accrued at the time of layoff if he/she 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 lime 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. ARTICLE 30 T N 30.1 A change of an employee's place of employment from ane division to another or from one department to another shall be considered a transfer. A change of an employee's place of employment to a vacant position in a job class on the same salary schedule as his/her awn 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 hisJher own job class, an employee shall be required to demonstrate his/her 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. 20 AMEA Clerical 7/1/2005 -1/8/2009 ARTICLE 31 REINSTATEMENT 31.1 An employee who terminates his/her employment in good standing may be reinstated to a vacant position in his/her former job class within three (3) years of his/her termination date without re-qualifying for employment by competitive processes. 31.1.1 Employees reinstated within thirty days of their 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 their former salary step and shall retain their anniversary date for purposes of merit pay 'increases. If their anniversary date has occurred during the period of their absence, their new anniversary date shall be the first day of the next biweekly pay period following reinstatement. 31.1.2 Employees reinstated after thirty days of their 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. 31.2 An employee may be reinstated under the provisions of the Vocational Rehabilitation Administrative Regulation to any vacant position for which he/she meets the minimum qualifications. 31.3 The provisions of this ARTICLE shall apply ~ 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/her salary step status shall be in accordance with the provisions of ARTICLE 16,4, 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. He/she shall be given a new anniversary date for purposes of merit pay increases in accordance with provisions of ARTICLE 16.1. 21 AMEA gerical 7/1/2005 -1/6/2009 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/her former job class within three years of the effective date of the voluntary demotion without re-qualifying by competitive processes. 32.4.1 An employee reinstated to his/her former job class from a voluntary demotion shall retain his/her rate of pay. If his/her rate of pay is not included in the salary schedule of his/her former job class, he/she shall be placed in the salary step of that salary schedule which is closest to his/her rate of pay. He/she shall retain his/her anniversary date for purposes of merit pay increases; however, if he/she is placed in the 5a' or 6~' step of the salary schedule, he/she shall be eligible for a merit pay increase after six (b) months or his/her regular anniversary date, whichever is sooner. ARTICLE 33 BEREAVEMENT LEAVE 33.1 In the event a death occurs in the immediate family of a full-time employee, the employee shall be granted bereavement leave with pay for up to a maximum of 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, foster parent, or step-parent of the employee'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 a!I available sick leave or vacation on the books up to forty (40) hours. If no sick leave or vacation is on the books, ANAHEIM guarantees the employee the ability to use leave without pay up to forty (40) hours. 33.5 As used in this Article, registered domestic partner means that a Declaration of Domestic Partnership has been filed with the California Secretary of State. 22 AMA Clerical 7/1/2005 -1/8J2009 ARTICLE 34 H DY 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 Yew's Day Third Monday in January, Martin Luther King's Birthday Third Monday in February, President's Day Last Monday in May, Memorial Day )uly 4th, Independence Day Frst 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 designatied 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 shall receive additional compensation equivalent to one and one-half times his/her regular rate of pay. 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 When an employee working in the Police Department classifications listed in ARTICLE 34.5,3 below is required to work on any of the above listed holidays or days observed in lieu of those holidays, the employee shall receive compensation in addition to eight (8) hours regular holiday pay. 34.5.1 In the event the holiday falls on the employee's regulal~y scheduled twelve (12) hour day, the first four (4) hours worked shall be compensated at the employee's regular hourly rate of pay, including shift differential, if applicable. Afl hours worked in excess of four (4) hours shall be compensated at one and one-half (1.5) times the employee's regular rate of pay, including shift differential, if applicable. 34.5.2 In the event a holiday falls on the employee's regularly scheduled eight (8) hour work day, all hours worked shall be compensated atone and one-half (1.5) times the employee's regular hourly rate of pay, including shift differential, if applicable. 34.5.3 These provisions apply to: Police Dispatcher I Police Dispatcher II 23 AMEA Clerical 7/1/2005 -1/8/2009 Police Communications Supervisor Police Communications Operator 34.6 Employees working in the Police Department classifications listed in ARTICLE 34.5.3 above may elect to accrue credit for overtime hours worked on a holiday in lieu of payment for those holiday work hours, ARTICLE 34.5 above describes circumstances under which an employee working on a holiday may be entitled to accrue credit for hours of holiday overtime at the rate of one and one-half (1.5) hour per hour worked. In such circumstances, the employee may elect to either be paid at the rate of one and one-half (1.5) hour for each overtime hour worked or accrue credit for holiday work time which is recorded at the rate of one and one-half (1/2) hour for each overtime hour worked. At the close of the pay period that includes November 16 each year an employee shall be compensated at their current regular hourly rate of pay for each hour of holiday time accrued. 34.7 An employee assigned to the Fre Communications Work Schedule shall receive an additional twelve (12) hours pay at their regular rate of pay or shall accrue twelve (12) hours holiday time for each holiday listed in ARTICLE 34.1 above. 34.8 Once each year an employee shall be compensated in cash by separate check at their current rate of pay for any holiday time off accrued by not taken at the close of the biweekly pay period that includes November 16. 34.9 Upon termination, an employee shall be compensated in cash at their current rate of pay for any holiday time ofF accrued but not taken. 34,10 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. 34.11 For employees assigned by management to work the Nine Plan alternate schedule: 34.11.1 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. 34.11.2 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 24 AMEA Clerical 7/1/1005 -1/8/2009 vacation, the employee shall be charged one hour of authorized leave without pay. 34.12 For employees assigned by management to work the Ten Plan alternate schedule; 34.12.1 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 hours of vacation to be charged to that day, unless, at management's discretion, the employee request 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 overdme and the employee shall be paid at their regular hourly rate of pay. 34.12.2 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 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 ACCIDENT 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 California Worker's Compensation Insurance and Safety Act and 80°/0 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 or 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 above. 35.3.1 Industrial Accident Leave shall continue during a!I 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 above. 25 AMA Clerical 7/1/2005 -1/8/2009 35.3.3 The efifective 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 injury 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 Na 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. ARTICLE 36 ]URY DUTY AND COURT APPEARANCES 3fi.1 In the event any full-time employee is duly summoned to any court for the purpose of performing jury duty, he/she shall receive their regular compensation for any regularly scheduled working hours spent in actual performance of such service. 3b.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/she shall receive their regular compensation for any regularly scheduled working hours spent in actual performance of such service. 3fi.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 HEAVE W~1'NOUT 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 forty (40) working hours may be granted by the employee's division head. Leave without pay in excess of forty (40) hours shall require the approval of the employee's department head. 26 AMEA Gerical 7/1/2005 -1/8/2009 . ..... .. .IiF4 . .. ... ~ .. .a. .~ a..s. r~.....~..r• V..v... .. vs. .~~ 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 ma~amum 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 (6} 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/she was in prior to such leave. If such leave was in excess of two complete biweekly pay periods, the employee's anniversary date for purposes of merit pay increases shall be changed to conform with the provisions of ARTICLE 16.1 provided that he/she returns to a position in his/her same job class. If the employee returns to a position in a lower job class, his/her 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 I ~C VE 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 27 AMFA gerical 7/1/2005 -1/8/2009 by the State of California Worker's Compensation Insurance and Safety Act and their regular basic rate of pay. 39.2 Each employee shall have one-half (~/z) hour deducted from their accrued sick leave time for each one-half (~/~) hour of sick leave taken, The minimum amount of sick leave that may betaken at any given time shall be one-half (~/z} hour, 39.2.1 An employee may, at his option, elect to use vacation time 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 acxumulated beyond one hundred seventy-five (175) in each calendar year. Payment shall be made in January of each year, or upon the employee's termination of employment for any reason. A maximum of one hundred seventy-five (175) hours shall carry over from year to year. 39.3.2 ANAHEIM shall pay to an employee upon the employee's termination of employment due to retirement in accordance with ARTICLE 51-- INSURANCE or layoff in accordance with ARTICLE 29 -- REASSIGNMENT, LAYOFF AND RE- EMPLOYMENT, 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 carried over from year to year. 39.4 An employee who has completed six (fi) 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) and/or 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 benefits include salary or other compensation paid by any employer; Worker's Compensation Act or similar law including benefits for partial or total disability, whether permanent or temporary if benefits being received are for the current disabling condition; a pension plan toward which ANAHEIM contributed. 28 AMEA gerical 7/1/2005 -1/8/2009 39.4.2 Total disability means an employee's complete inability to engage in their regular occupation. 39.4.3 Benefits are not payable unless the employee is regularly seen and treated by a licensed physiaan or medical practitioner who certifies to the continuing disability. 39.4.4 ANAHEIM shall waive the payment of employee premiums for any ANAHQM 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. 39.6 An employee eligible for paid sick leave shall be granted such leave for 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 dente! 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 sufficient 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 hisJher assigned duties due to illness or physical incapacity shall inform his/her 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 a written statement by a physician licensed by the State of California certifying that the employee's condition prevented the employee from 29 AMEA (~ericai 7/iJ2005 - iJ8/2009 performing the duties of their position. Failure on the part of the employee to comply with such a requirement maybe considered cause 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(/z) hour. 39.10 Effective December 19, 1960, accrued Sick Leave hours shall be entered in a new sick leave plan and regular ful!-time 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 a~edited as follows: seventy-five percent (75%) to be reported as service credit at retirement; twenty-five percent (25%) converted to cash value at the employee's current (December 19,1980) regular hourly rate of pay and paid with interest at retirement, layoff or to his/her beneficiary, as designated by Public Employee's Retirement S~rstem 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 to receive ail or a portion of his/her Employee Sick Leave Trust Fund amount. Such payments shall be paid in cash by separate check subject to standardized withholding taxes. When pardal payment is requested, the amount shall not be less than 25°/0 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. i Beginning with tax year 2004 and thereafter, 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 fior 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 Plan. 30 AMEA Gerical 7/1 j2005 -1 j8/2009 ARTICLE 40 VA TI N 40.1 Regular, full-time employees with 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-lime service 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 16.25 working days per year). 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 accnae 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 time shall be that amount that has accrued to the employee concerned. The minimum amount of vacation that may be taken at any given time shall be ane-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: 31 area aerica~ ~/i/2oos - i/s/2aos 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 (106) 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 every twenty-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 everytwenty-six (26) complete biweekly pay periods, the maximum amount of vacation that may be accumulated shall be three hundred twelve (312) hours. 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 every twenty-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 thirty-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 their current rate of pay for any vacation accrued but not taken, provided the employee has successfully completed their 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 compensated for accrued vacation in either two separate increments of up to forty (40) hours each or one increment of up to eighty (80} hours, subject to the following provisions: 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 approve! of the employees department head. 32 AMEA gerical 7/1/2005 -1/8/2009 40.8.3 The employee's balance cannot drop below forty (40) hours as a result of the request. ARTICLE 41 OVERTIME -GENERAL 41.1 A full-time employee who performs authorized work in excess of their normal work period, regular work week, work day or shift shall be compensated for such work at the rate of one and one-half (1~/z) times their regular hourly rate of pay. 41.1.1 Overtime shall be calculated to the nearest one-quarter (1/4) hour of overtime worked, except any overtime of less than one-half (1/z) hour duration shall be calculated to the nearest one-half (~/~) hour. 41.1.2 All overtime must be authorized by the appropriate division head. 41.2 Notwithstanding the overtime provisions of ARTICLE 41, 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. ARTICLE 42 BILINGUAL PAY 42.1 Employees required to speak, read and/or write in Spanish or other languages, as well as English, and induding sign language, as part of the regular duties of their position will be compensated at the rate of five percent (5°Yo) of their regular biweekly rate of pay or $fi0.00, whichever is greater, per pay period in addition to their regular pay. 42.1.1 The appropriate department head shall designate which positions shall be assigned bilingual duties 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 affirms 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. 33 AMEA QeriCal 7/1/2005 - iJB/2009 ARTICLE 43 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/a) hour of time worked. 43.1.2 When an employee is called out for emergency world they shall be paid at the rate of one and one-half times their regular rate of pay for such emergency work. 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 fior each emergency call-out. 43.3 Forty-five minutes time shat! 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 overdme occurs immediately before or after a regular work period. 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 classificafions set forth in Appendix "A" who work the 2:30 p.m. to 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 five percent (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 five percent (5.0°/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 only for hours actually worked and shall not be paid for non-work dme, such as vacations, holidays, sick leave, etc. 34 AMEA Oerical 7Ji/2005 -1/8/2009 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 lime 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 atleasttwenty-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 shifty more than once in a workweek. 45.1.4 No overtime compensation shall be paid for any hours worked on a second shift in anytwenty-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. ARTICLE 46 DIY 46.1 An employee assigned to standby duty for purposes of being on call to handle emergency s~uations arising at times other than during normal working hours shall be guaranteed - ~ --~- two (2) hours of pay at their regular hourly rate of pay for each calendar day of such standby duty, ARTICLE 47 TRAVEL AHD MILEAGE EXPENSE 47.1 Travel expense allowance for employees while on City business shall be provided in accordance with regulations established by the City Manager andJor the City Council. 47.2 ANAHEIM'S mileage reimbursement rate will be the standard mileage rate established by the Intemal 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. 35 AMEA gerical 7/1/1005 -1/8/2009 48.1.1 An employee shall be provided with two adequate meals if the employee 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 ARTICLE within two (2) hours of the scheduled workday, only one meal shall be provided under this section. 48.1.2 An employee will be provided one meal if the employee is called back to emergency overtime work within one and one-half (1~/z) hours after normal quitting time and works beyond two and one-half {2~/z) hours after normal quitting time. 48.1.3 An employee shall be provided an adequate meal if the employee works two (2) hours overtime beyond the normal quitting time. 48.1.4 An employee shall receive one meal if the employee 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 (~/z) hour with a maximum of forty-five minutes paid mealtime. 48.1.7 An employee may at their request, be compensated for meals at the rate of one- half (~/z) hour of overtime pay per meal. ARTICLE 49 CERTIFICATION PAY 49.1 Employees in the following job classes shall receive emergency medical dispatcher certification pay upon certification as an Emergency Medical Dispatcher by the National Academy of Emergency Medical Dispatch of the United States of America; Fre Communications Shift Supervisor Fre Dispatcher I Fre Dispatcher II 49.x.1 The effecctive date of emergency medical dispatcher certification pay shall be the first day of the pay period following verification of eligibility. Upon an employee's initial; certification, the employee will be eligible for emergency medical dispatcher certification pay until his/her certification expires. Eligibility for certification pay will continue only if the employee is periodically re-certified as provided by the County of Orange Emergency Medical Services/State of California. 49.1.2 Emergency medical dispatcher certification pay shall be 75~-per hour, effective the first pay period following City Council approval. Employees employed on July 1,1994, shall be eligible to receive emergency medical dispatcher certification pay immediately upon verification of eligibility. 36 AMEA Clerical 7/1/2005 -1j8j2009 49.2 Employees in the following job classes shall receive Auto Parts Specialist certification pay upon certification as a ParrCs Specialist by the National Institute for Automotive Service Excellence: Automotive Parts Specialist. 49.2.1 Auto parrts specialist 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 auto parts specialist 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 National Institute for Automotive Service Excellence. 49.2.2 Auto parts specialist certification pay shall be $500.00 49.2.3 Probationary employees are not eligible for Auto Parts Specialist certification pay. 49.2.4 Only full-time regular employees are eligible for Auto Parts Specialist certification pay. ARTICLE 50 GRIEVANCE -GENERAL 50.1 The dispute resolution procedures set forth in this ARTICLE are intended for use by ANAHEIM and the AMEA as the parties to this Memorandum of Understanding. No grievance may be brought under this ARTICLE unless specifically authorized in writing by the AMER. Nothing herein is intended to restrict or limit any employee from exerasing any right he or she may otherwise possess under the law, independent of this Memorandum of Understanding. 50.2 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. 50.2.1 ARTICLE 28.5 provides for an accelerated procedure under the provisions of this ARTICLE when an employee is dismissed. 50.2.2 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. 50.2.3 Employees` rights to representation in grievance matters under the provisions of ARTICLE 50.2 above shall be limited in the following manner: 37 AMEA gencal 7/1/2005 -1/8/2009 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, 50,3 The staff officials of ANAHEIM will not recommend any revision or modification to the grievance procedure without first discussing such recommendations with the AMER. 50.4 Any violation of this Memorandum as alleged by ANAHEIM shall be resolved between authorized representatives of ANAHEIM and the AMEA. 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. 50.5 All expenses of any arbitration shall be home equally by ANAHEIM and the AMER. 50.6 Employee grievances submitted by AMEA to ANAHEIM shall be handled in the following manner: 50.6.1 Fi_,.rst Step. 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 including his or her manager, within seven (~ working days after the occurrence of the incident involved in the grievance. The manager shall deliver his or her answer within seven (7} working days after conducting the Step I meeting. 50.6.1.1 Grievances resulting from the actions of a department other than an employee's work unit shall be heard by an appropriate Administrative Manager from that department. 50,6,2 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 Adminisb~ative Manager within seven (~ 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 a~irm~ reverse, or modify as deemed appropriate, the disposition made at the Frst Step and the Second Step answer shall be delivered to the AMEA within seven (7) working days after said meeting. 50.6.2.1 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. 50.6.3 Third Ste . 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. 38 AMEA aerial 7/1/2005 -1/8/2009 50.b.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. 50.7 If submitted to the City Manager, the City Manager or hisJher assistant shall meet with the employee and his/her AMEA representative within ten (10) working days after submission of the grievance to him/her. The City Manager or his/her assistant may affirm, reverse, or modify as deemed appropriate, the disposition made at the Second Step. 50.8 The City Manager or hisJher assistant shall deliver his or her deasion to the AMEA within five (5) working days after said meeting, and such decision shall be final and binding on both parries. 50.9 In order to proceed to arbitration, either ANAHEIM or AMEA shall serve written notice ~ the other party specifying the grievance to be submitted. 50.9.1 Such written notice must be submitted no later than thirty (30) calendar days after the Step Two answer is received by the other party. 50.9.2 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 Arbitration 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 after written notice to the other party specifying the grievance to be submitted will conclusively be deemed abandonment of the right to compel arbitration. 50.10 The arbitrator's decision shall be final and binding on both ANAHEIM and AMEA, it being agreed that the arbitrator shall have no powers to add to or subtract from, nor to modify any of the terms of any memorandum of understanding between 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. 50,11 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. 50.11.1 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. 50.12 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. 39 AMEA gerical 7/1/200 - i/8/Z009 50.13 An employee who has been suspended, demoted, or dismissed may be reinstated to their position as a result of a successful appeal through the grievance procedure. In the event of such reinstatement, the employee shall be returned to their 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 reinstatied, 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 during their period of suspension shall be deducted from the amount of back pay awarded. ARTICLE 51 INSURANCE - A EMPLOYEES 51.1 Health Insurance ANAHEIM agrees to offer the Kaiser Foundation Health Plan and other prepaid and/or insured health plans recommended by the Joint Committee on Medical Programs and approved by the City Council, Health Maintenance Organization (HMO) benefit schedules shall be standardized to the extent possible, and shall require a $10 co-payment for outpatient and physician services until January 1, 2007, at which time the co-payment shall be increased to $15. 51.1.1 ANAHEIM and Employee Contributions 51.1.1.1 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%) 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% of that amount of the health premium increase that exceeds the percent change in the CPI-W for the year ending May 2004). 51.1.1.2 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 Section 51.1.1.1. 51.1.1.3 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 dad, he/she may enroll 40 AMFA Clerical 7J1/2005 -1J6/2009 .... .~Y ...n .~-.~. i ~... •.. ~4. .. ....J .. ... .. ._.~ .> ~•w.. r' i. ..~J. rr .. r..~.... ..mys.. +.+r.- ..w ... 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. 51.1.1.4 ANAHEIM shall during the term of this Memorandum pay an amount equal to 100°/0 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. 51.1.1.4.1 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. 51.2 51.1.2 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 51.1.1.4. 51.1.3 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'. 51.1.4 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. 51.1.5 The benefit schedules for the prepaid HMO health plans will not be modified unilaterally by ANAHEIM, except that each company may, from time to time, make revisions to master contract language or impose minor benefit modifications. 51.1.6 Effective January 1, 2006, the PharmaCare prescription drug co-payment shall be changed to $10/$25J$30 ($10 for generic formulary; $25 for non-generic formulary; and $30 for non-formulary). ANAHEIM agrees to provide $50,000 of Banc group teen 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. 51.2.1 ANAHEIM agrees to provide supplemental term life insurance of up to $450,000 in increments of $50,000. One hundred percent (100%) of the cost of the supplemental term life insurance shall be paid by the employee. 51.2.2 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 41 AMEA gerical 7J1 j2005 -1/8J2009 51.2,2,1 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 Ufe Insurance Rebate account. ANAHEIM shall continue to contribute one-half of the cost of the premium for dependent coverage and the employee shall continue to contribute the difference between the Anaheim contribution and the total premium cost for dependent coverage. 51.2.2.2 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 June 30, 2006, or until the account is depleted, whichever occurs first. 51.2.3 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 51.2.4 Permanent and Total Disability Life Insurance Benefit. 51.2.4.1 Employees eligible to retire: Such employee who is permanently and totally disabled shall receive the following Ufe Insurance benefit: (a} $100 paid up life insurance for each year of service as provided under the Retired Life Insurance Program. (b) Decreasing term life insurance in the amount of the employee's Basic Life insurance less the paid up life insurance described above. Such term life insurance shall decrease by 1/60 of the adjusted value each month until the face value of such insurance reaches zero (5 years). (c) The permanently and totally disabled employee will pay no premium during the term of this benefit. 51.2.4.2 Employees not eligible to retire: Such .employee shall receive the following Life Insurance benefit: (a) Decreasing term life insurance in the amount of the employee's Basic Life Insurance. Such term insurance shall decrease by 1/60 of the original amount each month until the face value reaches zero (5 years). (b) The permanently and totally disabled employee shall pay no premium during the term of this benefit. 51.3 Lona Term Disability Benefi 51.3,1 ANAHEIM agrees to pay for long term disability insurance during the term of this Memorandum. 42 AMEA gerical 7JiJ2005 - iJ8/2009 51.3.2 An employee shall not be eligible to receive long-term disability benefits until he/she has comple~d one (i) year of service. 51.4 Dental Plans 51,4,1 ANAHEIM agrees to continue sponsorship of the fee for service dental plan, 51.4.2 ANAHEIM agrees to continue sponsorship of prepaid dental plans. 51,5 Short Term Disability 51.5.1 ANAHEIM agrees to continue sponsorship of the employee paid short term disability insurance coverage for presently enrolled employees during the term of this Memorandum. 51.5.2 ANAHEIM agrees to provide the existing Shart Tenn 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, 51.6 Pensions 51.6.1 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. 51.6.1.1 ANAHEIM and AMEA agree that the incremental cost to implement Govemment Code §21354.5 x'2.7@55~ retirement benefits of 6.4% 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% of employee compensation, and a reduction in general salary adjustments of 2.5% over the term of this Agreement. 51.6.1.2 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. 51.6.1.3 ANAHEIM and AMEA agree that it is the intent of the parties that any variances in the employer rate attributable to the implementation of Govemment 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% 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 8,626% and the modified PERS employer rate of 15.063%; such that 43 AMEA aerial 7j1/2005 -18/2009 42.696 of any variance from the 2005/06 PERS employer rate of 15.063°/o shall accrue to the employee. 51.6.1.4 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%, employees shall pay the proportional difference in the form of a biweekly payroll deduction. If the rate is less than 15.063% (ta 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. 51.6.2 ANAHEIM shall contribute 7% (seven percent) of the employee contribution for retirement benefits for employees currently making a 70/0 (seven percent} contribution and ANAHEIM shall contribute 9% (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. 51.6.2.1 Effective the first day of the pay period following City Council adoption of this Agreement, ANAHEIM shall report 3.5% of the 7% PERS employee contribution paid by ANAHEIM to the CaIPERS as compensation earned in accordance with Government Code §20636(c)(4). 51.6.2.2 Effective June 30, 2006, ANAHEIM shall report the 7% PERS employee contribution paid by ANAHEIM to the CaIPERS as compensation earned in accordance with Government Code §20636{c){4). 51.6.3 ANAHEIM shall contribute a portion of the cost of employee survivors' benefits in accordance with the provisions of the above contract. 51.6.4 The contract between PERS and ANAHEIM and all the amendments thereto as it applies to employees in classifications listed in Appendix "A" shall become a part of this Memorandum by reference. ARTICLE 52 POST RETIREMENT MEDICAL BENEFITS 52.1 Retired employees who are receiving a post 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. 52.2 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 44 AMEA Clerical 7/1/2005 -1/8/2009 sponsored health plan (medical and dental) as a retiree subject to the following terms and conditions; 52.2.1 The employee must be credited with at least ten (10) years of continuous, full time ANAHEIM service on the date of retirement, and 52.2.2 The employee must have been awarded a retirement from the Public Employees' Retirement System ("PERS") as the reason for separation from ANAHEIM service, and 52.2.3 PERS retirement benefits must commence no later than the first day of the month following the date of separation from ANAHEIM service, OR 52.2.4 The employee must have been awarded a disability retirement (Ordinary or Industrial) from PERS as the reason for separation from ANAHEIM service. 52.2.5 ANAHEIM shall provide separate contributions towards the premium cosh of the ANAHEIM sponsored medical and/or dental plans elected by the employee according to the following schedule; 52.2.5.1 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 60 PERS retirement schedule to a maximum contribution of 95°/o 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- quarteryear. 52.2.5.2 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°/o for each year of service to a maximum contribution of 95°/a based on the employee's consecutive years of Anaheim service shall be calculated to the nearest complete one quarter year. 52.2,5.3 In the event an employee is eligible for both a Servi~ and a Disability Retirement benefit under this ARTICLE, the employee shall receive the Service Retirement benefit. 52.2.5.4 The ANAHEIM contribution shall be based on the Two party or Family rate only for those employees who properly enroll a dependent spouse and/or other family members prior to retirement, and shall continue only as long as the retiree maintains coverage for such dependent in ANAHEIM sponsored health plans. Nothing in this ARTICLE shall prevent a retiree from properly enrolling new dependents at the retiree's cost. 52.2.5.5 The full value of any Medicare credits provided to ANAHEIM or Medicare surcharges imposed on ANAHEIM by virkue of a retiree's 45 AMEA gerical 7/i j2005 -1/8/2009 participation or non-participation in Medicare shall be passed on to the retiree in the form of reduced or increased premium costs. 52.2.5.6 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. 52.2.6 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. 52.2.7 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: 52.2.7.1 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. 52.2.7.2 Retirees shall be required to enroll in Medicare parts A and B upon establishing eligibility. Failure to enroll when eligible will result in cancellation of coverage. 52.2.7.3 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. 52.2.8 The following conditions shall apply to all retirees who have post retirement medical benefit coverage under this Section: 52.2.8.1 Once canceled for any reason, coverage shall not be reinstated. 52.2.8.2 Coverage shall be canceled for non-payment of fees after three months in arrears. 52.2.8.3 There shall be Coordination of Benefits where other insurance exist. 52.2.8.4 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. 52.3 Regular, full-time 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 46 AME~- aerial 7/i/zoas -1/s~2oo~ authorized under the provisions of Internal Revenue Code Section 213, excepting only those expenses the parties mutually agree to exclude. 52.3.1 When an employee is hired into a dassification 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. 52.3.2 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 (1.0/0) of the average annual base compensation of atl 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 indudable employees. 52.3.3 Employees shall be fully vested for all ANAHEIM contributions made on their behalf including contributions made pursuant to Section 52.6 below, after five (5) full years of continuous ANAHQM service. 52.3.4 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%) of his/her gross biweekly pay to his/her individual RHS Account. 52.3.5 Employees shall be given an opportunity each year to elect to contribute (in increments of ~/z hour) sick leave hours to be earned 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 earned per pay period shall 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. 52.3,6 Employees shall be given an opportunity each year to elect to contribute (in increments of ~lz 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 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. 52.3.7 Any employee who separates City service for any reason will be eligible to withdraw funds for reimbursement of eligible medical expenses without regard ~ the employee's age or years of service. Employee premium contributions for 47 AMEA Gerical 7/1/2005 -1~8J2009 employer-provided group health insurance provided by other employers are not an eligible medical expense. 52.3.8 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. 52.4 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; 52.4.1 Effective January 13, 2006, such employees shall contribute one percent (1.00/0) of his/her gross biweekly pay tohis/her individual RHS Account. 52.4.2 Effective January 12, 2007, such employees shall contribute two percent (2.0°/0) of his/her gross biweekly pay to his/her individual RHS Account. 52,4.3 Effective February 8, 2008, such employees shall contribute three percent (3.0°/0) of his/her gross biweekly pay ~ his/her individual RHS Account. 52.5 Employees hired prior to January 1, 1996 may elect to participate 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 ~ contribute one percent (1.0%) of their gross biweekly pay to their individual RHS Account. 52.6 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 ]anuary 20, 2006. The contribution shall be seventy dollars ($70.00) for each complete month of full time service calculated from the employee's date of hire to December 31, 2005; except that under no circumstances shall tfie contribution be less than three thousand dollars ($3,000.00). ARTICLE 53 PHYSICAL EXAMINATIONS 53.1 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. 53.2 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. 53.3 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/her department head to undergo a physical examination. 48 AM~a aericai ~/1/2005 -1/8/2009 53.3.1 Any employee who fails to pass a physical examination required under the provisions of ARTICLE 53.3 may be transferred or demoted to a position requiring lesser physical qualifications, recommended for disability retirement, or terminated, 53.4 All physical examinations required under the provisions of this ARTICLE shall be performed by a physician in active practice licensed by California State Law and within the scope of his practice as defined by California State Law. 53.4.1 Exceptions to the provisions of ARTICLE 53.4 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. 53.5 ANAHEIM shall pay for any physical examination required under the provisions of this ARTICLE. ARTICLE 54 JOINT COMMITTEE ON MEDICAL PROGRAMS 54.1 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. 54.2 Serving on the committee with Human Resources Department staff and operating Department management staff will be two members from the Anaheim Municipal Employees Association (Clerical Employees Unit}. 54.3 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. 54.4 Because of the complexity of the problem and the diverse interests of the respective organizations, the parries 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. 49 AMEA gerical 7/1!2005 -1/8/2009 ARTICLE 55 AGENCY SHOP 55.1 ANAHQM agrees to implement an agency shop in accordance with Section 3502.5 of the Govemment Code. ARTICLE 56 NOTIFICATION OF CONTRACTING OUT 56.1 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 the AMEA. 56.1.1 Such notification will be given before a decision to contract out is made; and 56.1.2 AMEA will have an opportunity to comment prior to a determination by ANAHEIM to enter into contracting arrangements. ARTICLE 57 N 57.1 The AMEA agrees that under the terms of this Memorandum, AMEA andJor its members shall not conduct any strikes, slow-downs or other work stoppages against ANAHEIM, or to withdraw from assignments to standby duty during any grievance or dispute which may arise out of the application or interpretation of the terms or conditions of this Memorandum or any matter subject to review through the grievance procedure. ARTICLE 58 CONSTRUCTION 58.1 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 anion, 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, Tide 1 of the Govemment Code of the State of California (Sections 3500, et seq.) as amended in 1982. ARTICLE 59 SAVINGS CLAUSE 59.1 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, 50 AMEA Clerical 7Ji/2005 -1/8/2009 ARTICLE 60 D RATI N 61.1 The terms of this Memorandum are to remain in full force and effect until the 8~' 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, a Municipal Corporation By ~__ By ,- ~.. By. . By: - ~'~'~""' '~ By: By: Dated: By: By' By: By: By: By: By: By: By: Dated: ' ~~' 51 AMEA Clerial 7/1/2005 -1/8/2009 ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION, CLERICAL EMPLOYEES 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 moratoriums 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%) or less during the first twelve (12) months, and is no more than 31/z% over the first twenty-four (24) months of successor agreements for represented full-time units, and for fiscal years 2004/05 and 2005J06 for non- represented full-time units. A.1.2 The "labor cost moratorium" period for AMEA shall be 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.21 above, AMEA shall be eligible for a one-time "equity payment." The "equity payment" shall be a ump 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% granted any other full-time bargaining unit in the first twenty-four (24) months of successor agreement, 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 tl~e Anaheim Freighters 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: • ]uly 1, 2005, for employees represented by the Anaheim Firefighters Association Local, No. 2899; 52 AMEA Clerical 7/12005 - iJS/2009 • January 13, 2006, for employees represented by the Anaheim Police Association. A.1.6 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 SeCrion A.2.5 are reached, whichever comes first. No changes may be made to this Section absent the mutual, written consent of the parties. 53 AMEA Clerical 7/iJ2005 -1/8J2009 54 AMEA Gerical 7j1J2005 -1Js/2009 s E APPENDIX "A" WAGES July 1, 2005 through January 12, 2006 Classification SchedlStep Hourly Rates Accounting Specialist U2 1963 4 - 9 $15.38 $19.63 Accounting Technician 2454 4 - 9 $19.23 - $24.54 Automotive Parts Specialist 1883 4 - 9 $14.75 - $18.83 Booking & Sched Specialist 2184 4 - 9 $17.11 - $21.84 Bookmobile Operator U2 1883 4 - 9 $14.75 - $18.83 Box Office Specialist 2159 4 - 9 $16.92 - $21.59 Clerk 1485 4 - 9 $11.64 - $14.85 CLETSINCIC Specialist U2 2323 5 - 9 $19.11 - $23.23 Code Enforcement Office Coordinator UFS 2446 5 - 9 $20.12 - $24.46 Collections Specialist 2061 4 - 9 $16.15 - $20.61 Collections Supervisor UFS 2454 5 - 9 $20.19 - $24.54 Customer Services Specialist I 1572 4 - 9 $12.32 - $15.72 Customer Services Specialist II 1747 4 - 9 $13.69 - $17.47 Data Entry Operator U2 1745 4 - 9 $13.67 - $17.45 Data Processing Clerk 1662 4 - 9 $13.02 - $16.62 Departmental Records Coordinator 2096 4 - 9 $16.42 - $20.96 Detention Facility Assistant U2 2090 4 - 9 $16.38 - $20.90 Fire Communications Shift Supervisor U2 3160 5 - 9 $26.00 - $31.60 Fire Dispatcher I 2388 3 - 9 $17.82 - $23.88 Fire Dispatcher II UFS 2669 3 - 9 $19.92 - $26.69 Guest Services Specialist I 1572 4 - 9 $12.32 - $15.72 Guest Services Specialist II 1747 4 - 9 $13.69 - $17.47 Housing Loan Processor 1922 4 - 9 $15.06 - $19.22 Intermediate Clerk 1660 4 - 9 $13.01 - $16.60 Library Circulation Specialist 1932 4 - 9 $15.14 - $19.32 Library Clerk 1494 4 - 9 $11.71 - $14.94 Library Customer Services Clerk U 1572 4 - 9 $12.32 - $15.72 Licensing Specialist 1922 4 - 9 $15.06 - $19.22 Licensing Supervisor UFS 2184 5 - 9 $17.97 - $21.84 Office Specialist I 1572 4 - 9 $12.32 - $15.72 Office Specialist II 1747 4 - 9 $13.69 - $17.47 Office Supervisor UFS 2271 5 - 9 $18.68 - $22.71 Payroll Specialist 2159 4 - 9 $16.92 - $21.59 55 Monthly Rates $2,665.87 - $3,402.53 $3,333.20 - $4,253.60 $2,556.67 - $3,263.87 $2,965.73 - $3,785.60 $2,556.67 - $3,263.87 $2,932.80 - $3,742.27 $2,017.60 - $2,574.00 $3,312.40 - $4,026.53 $3,487.47 - $4,239.73 $2,799.33 - $3,572.40 $3,499.60 - $4,253.60 $2,135.47 - $2,724.80 $2,372.93 - $3,028.13 $2,369.47 - $3,024.67 $2,256.80 - $2,880.80 $2,846.13 - $3,633.07 $2,839.20 - $3,622.67 $4,506.fi7 - $5,477.33 $3,088.80 - $4,139.20 $3,452.80 - $4,626.27 $2,135.47 - $2,724.80 $2,372.93 - $3,028.13 $2,610.40 - $3,331.47 $2,255.07 - $2,877.33 $2,624.27 - $3,348.80 $2,029.73 - $2,589.60 $2,135.47 - $2,724.80 $2,610.40 - $3,331.47 $3,114.80 - $3,785.60 $2,135.47 - $2,724.80 $2,372.93 - $3,028.13 $3,237.87 - $3,936.40 $2,932.80 - $3,742.27 Annual Rates $31,990.40 - $40,830.40 $39,998.40 - $51,043.20 $30,680.00 - $39,166.40 $35,588.80 - $45,427.20 $30,680.00 - $39,166.40 $35,193.60 - $44,907.20 $24,211.20 - $30,888.00 $39,748.80 - $48,318.40 $41,849.60 - $50,876.80 $33,592.00 - $42,868.80 $41,995.20 - $51,043.20 $25,625.60 - $32,697.60 $28,475.20 - $36,337.60 $28,433.60 - $36,296.00 $27,081.60 - $34,569.60 $34,153.60 - $43,596.80 $34,070.40 - $43,472.00 $54,080.00 - $65,728.00 $37,065.60 - $49,670.40 $41,433.60 - $55,515.20 $25,625.60 - $32,697.60 $28,475.20 - $36,337.60 $31,324.80 - $39,977.60 $27,060.80 - $34,528.00 $31,491.20 - $40,185.60 $24,356.80 - $31,075.20 $25,625.60 - $32,697.60 $31,324.80 - $39,977.60 $37,377.60 - $45,427.20 $25,625.60 - $32,697.60 $28,475.20 - $36,337.60 $38,854.40 - $47,236.80 $35,193.60 - $44,907.20 AMEA gerical 7/1/2005 - i/8jz009 APPENDIX "A" WAGES July 1, 2005 through January 12, 2006 Classification SchedlSte Hourly Rates Monthly Rates Payroll Technician 2454 4 - 9 $19.23 - $24.54 $3,333.20 - $4,253.60 ` Police Communications Operator U2 2107 4 - 9 $16.51 - $21.07 $2,861.73 - $3,652.13 Police Communications Supervisor UFS 3511 5 - 9 $28.89 - $35.11 $5,007.60 - $6,085.73 Police Dispatcher I U2 2528 5 - 9 $20.80 - $25.28 $3,605.33 - $4,381.87 Police Dispatcher II UFS 2809 5 - 9 $23.11 - $28.09 $4,005.73 - $4,868.93 Police Facili#y Maintenance Coordinator 2246 4 - 9 $17.60 - $22.46 $3,050.67 - $3,893.07 Police Records Specialist I 1672 4 - 9 $13.10 - $16.72 $2,270.67 - $2,898.13 Police Records Specialist II 1858 4 - 9 $14.56 - $18.58 $2,523.73 - $3,220.53 Police Records SpecialistlMatron U2 2044 5 - 9 $16.82 - $20.44 $2,915.47 - $3,542.93 Police Records Supervisor UFS 2508 4 - 9 $19.65 - $25.08 $3,406.00 - $4,347.20 Principal Library Clerk U 2009 5 - 9 $16.53 - $20.09 $2,865.20 - $3,482.27 Principal Office Specialist UFS 2140 4 - 9 $16.77 - $21.40 $2,906.80 - $3,709.33 ~~ Property & Evidence Supervisor U2 2583 5 - 9 $21.25 - $25.83 $3,683.33 - $4,477.20 Property & Evidence Technician 2246 4 - 9 $17.60 - $22.46 $3,050.67 - $3,893.07 Recreation Personnel Specialist U2 2140 4 - 9 $16.77 - $21.40 $2,906.80 - $3,709.33 Senior Accounting Specialist UFS 2159 5 - 9 $17.76 - $21.59 $3,078.40 - $3,742.27 Senior Clerk UFS 1922 4 - 9 $15.06 - $19.22 $2,610.40 - $3,331.47 Senior Collections Specialist U2 2257 5 - 9 $18.57 - $22.57 $3,218.80 - $3,912.13 Senior Data Entry Operator UFS 1828 5 - 9 $15.04 - $18.28 $2,606.93 - $3,168.53 Senior Guest Services Specialist 1834 5 - 9 $15.09 - $18.34 $2,615.60 - $3,178.93 Senior Library Clerk 1843 5 - 9 $15.16 - $18.43 $2,627.73 - $3,194.53 ~ Senior Office Specialist UFS 2053 4 - 9 $16.09 - $20.53 $2,788.93 - $3,558.53 Senior Police Dispatcher U2 3090 5 - 9 $25.42 - $30.90 $4,406.13 - $5,356.00 ° Senior Police Records Specialist U2 2230 5 - 9 $18.35 - $22.30 $3,180.67 - $3,865.33 Senior Property & Evidence Technician 2414 5 - 9 $19.86 - $24.14 $3,442.40 - $4,184.27 Senior Storekeeper 2215 5 - 9 $18.22 - $22.15 $3,158.13 - $3,839.33 Senior Word Processing Operator 2009 5 - 9 $16.53 - $20.09 $2,865.20 - $3,482.27 Storekeeper 1994 4 - 9 $15.62 - $19.94 $2,707.47 - $3,456.27 Supply ClerklDriver 1772 4 - 9 $13.88 - $17.72 $2,405.87 - $3,071.47 Wardrobe Specialist 1772 4 - 9 $13.88 - $17.72 $2,405.87 - $3,071.47 Word Processing Operator U2 1878 5 - 9 $15.45 - $18.78 $2,678.00 - $3,255.20 Word Processing Supervisor UFS 2358 5 - 9 $19.40 - $23.58 $3,362.67 - $4,087.20 Annual Rates $39,998.40 - $51,043.20 $34,340.80 - $43,825.60 $60,091.20 - $73,028.80 $43,264.00 - $52,582.40 $48,068.80 - $58,427.20 $36,608.00 - $46,716.80 $27,248.00 - $34,777.60 $30,284.80 - $38,646.40 $34,985.60 - $42,515.20 $40,872.00 - $52,166.40 $34,382.40 - $41,787.20 $34,881.60 - $44,512.00 $44,200.00 - $53,726.40 $36,608.00 - $46,716.80 $34,881.60 - $44,512.00 $36,940.80 - $44,907.20 $31,324.80 - $39,977.60 $38,625.60 - $46,945.60 $31,283.20 - $38,022.40 $31,387.20 - $38,147.20 $31,532.80 - $38,334.40 $33,467.20 - $42,702.40 $52,813.60 - $64,272.00 $38,168.00 - $46,384.00 $41,308.80 - $50,211.20 $37,897.60 - $46,072.00 $34,382.40 - $41,787.20 $32,489.60 - $41,475.20 $28,870.40 - $36,857.60 $28,870.40 - $36,857.60 $32,136.00 - $39,062.40 $40,352.00 - $49,046.40 56 AMEA gerical 7J1J2005 -1/8/2009 APPENDIX "A" WAGES January 13, 2006 through January 11, 2007 Classification SchedlStep Hourly Rates Accounting Specialist U2 2022 4 - 9 $15.84 - $20.22 Accounting Technician 2528 4 - 9 $19.81 - $25.28 Automotive Parts Specialist 1939 4 - 9 $15.19 - $19.39 Booking 8~ Sched Specialist F 2249 4 - 9 $17.62 - $22.49 Bookmobile Operator U2 ~ 1939 4 - 9 $15.19 - $19.39 r Box Office Specialist 2224 4 - 9 $17.43 - $22.24 Clerk 1529 4 - 9 $11.98 - $15.29 CLETSINCIC Specialist U2 2393 5 - 9 $19.69 - $23.93 Code Enforcement Office Coordinator UFS 2519 5 - 9 $20.72 - $25.19 } Collections Specialist 2123 4 - 9 $16.63 - $21.23 Collections Supervisor UFS 2528 5 - 9 $20.80 - $25.28 Customer Services Specialist I 1619 4 - 9 $12.69 - $16.19 : Customer Services Specialist II 1799 4 - 9 $14.10 - $17.99 Data Entry Operator U2 1798 4 - 9 $14.09 - $17.98 Data Processing Clerk 1712 4 - 9 $13.41 - $17.12 3 Departmental Records Coordinator 2159 4 - 9 $16.92 - $21.59 Detention Facility Assistant U2 2153 4 - 9 $16.87 - $21.53 Fire Communications Shift Supervisor U2 3255 5 - 9 $26.78 - $32.55 ~ Fire Dispatcher I 2459 3 - 9 $18.35 - $24.59 Fire Dispatcher II UFS 2148 3 - 9 $20.51 - $27.48 Guest Services Specialist I 1619 4 - 9 $12.69 - $16.19 E Guest Services Specialist II 1199 4 - 9 $14.10 - $17.99 Housing Loan Processor 1979 4 - 9 $15.51 - $19.79 Intermediate Clerk 1709 4 - 9 $13.39 - $17.09 Library Circulation Specialist 1990 4 - 9 $15.59 - $19.90 Library Clerk 1538 4 - 9 $12.05 - $15.38 Library Customer Services Clerk U 1619 4 - 9 $12.69 - $16.19 Licensing Specialist 1979 4 - 9 $15.51 - $19.79 Licensing Supervisor UFS 2249 5 - 9 $18.50 - $22.49 Office Specialist I 1619 4 - 9 $12.69 - $16.19 Office Specialist II 1199 4 - 9 $14.10 - $17.99 Office Supervisor UFS 2339 5 - 9 $19.24 - $23.39 Payroll Specialist 2224 4 - 9 $17.43 - $22.24 Monthly Rates $2,745.60 - $3,504.80 $3,433.73 - $4,381.87 $2,632.93 - $3,360.93 $3,054.13 - $3,898.27 $2,632.93 - $3,360.93 $3,021.20 - $3,854.93 $2,076.53 - $2,650.27 $3,412.93 - $4,147.87 $3,591.41 - $4,366.27 $2,882.53 - $3,679.87 $3,605.33 - $4,381.87 $2,199.60 - $2,806.27 $2,444.00 - $3,118.27 $2,442.27 - $3,116.53 $2,324.40 - $2,967.47 $2,932.80 - $3,742.27 $2,924.13 - $3,731.87 $4,641.87 - $5,642.00 $3,180.67 - $4,262.27 $3,555.07 - $4,763.20 $2,199.60 - $2,806.27 $2,444.00 - $3,118.27 $2,688.40 - $3,430.27 $2,320.93 - $2,962.27 $2, 702.27 - $3,449.33 $2,088.67 - $2,665.87 $2,199.60 - $2,806.27 $2,688.40 - $3,430.27 $3,206.67 - $3,898.27 $2,199.60 - $2,806.27 $2,444.00 - $3,118.27 $3,334.93 - $4,054.27 $3,021.20 - $3,854.93 Annual Rates $32,947.20 - $42,057.60 $41,204.80 - $52,582.40 $31,595.20 - $40,331.20 $36,649.60 - $46,779.20 $31,595.20 - $40,331.20 $36,254.40 - $46,259.20 $24,918.40 - $31,803.20 $40,955.20 - $49,774.40 $43,097.60 - $52,395.20 $34,590.40 - $44,158.40 $43,264.00 - $52,582.40 $26,395.20 - $33,675.20 $29,328.00 - $37,419.20 $29,307.20 - $37,398.40 $27,892.80 - $35,609.60 $35,193.60 - $44,907.20 $35,089.60 - $44,782.40 $55,702.40 - $67,704.00 $38,168.00 - $51,147.20 $42,660.80 - $57,158.40 $26,395.20 - $33,675.20 $29,328.00 - $37,419.20 $32,260.80 - $41,163.20 $27,851.20 - $35,547.20 $32,427.20 - $41,392.00 $25,064.00 - $31,990.40 $26,395.20 - $33,675.20 $32,260.80 - $41,163.20 $38,480.00 - $46,719.20 $26,395.20 - $33,675.20 $29,328.00 - $37,419.20 $40,019.20 - $48,651.20 $36,254.40 - $46,259.20 57 AMEA Gerical 7/1/2005 -1/8/2009 APPENDIX "A" WAGES January 13, 2006 through January 11, 2007 Classification SchedlSte Hourly Rates Payroll Technician 2528 4 - 9 $19.81 - $25.28 Police Communications Operator U2 2170 4 - 9 $17.00 - $21.70 Police Communications Supervisor UFS 3616 5 - 9 $29.75 - $36.16 Police Dispatcher I U2 2604 5 - 9 $21.42 - $26.04 Police Dispatcher II UFS 2893 5 - 9 $23.80 - $28.93 Police Facility Maintenance Coordinator 2313 4 - 9 $18.12 - $23.13 Police Records Specialist I 1723 4 - 9 $13.50 - $17.23 Police Records Specialist II 1914 4 - 9 $15.00 - $19.14 Police Records SpecialistlMatron U2 2105 5 - 9 $17.32 - $21.05 Police Records Superv~or UFS 2584 4 - 9 $20.25 - $25.84 Principal Library Clerk U 2069 5 - 9 $17.02 - $20.69 Principal Office Specialist UFS 2204 4 - 9 $17.27 - $22.04 Property & Evidence Supervisor U2 2660 5 - 9 $21.88 - $26.60 Property & Evidence Technician 2313 4 - 9 $18.12 - $23.13 Recreation Personnel Specialist U2 2204 4 - 9 $17.27 - $22.04 Senior Accounting Specialist UFS 2224 5 - 9 $18.30 - $22.24 Senior Clerk UFS 1979 4 - 9 $15.51 - $19.79 Senior Collections Specialist U2 2325 5 - 9 $19.13 - $23.25 Senior Data Entry Operator UFS 1883 5 - 9 $15.49 - $18.83 Senior Guest Services Specialist 1889 5 - 9 $15.54 - $18.89 Senior Library Clerk 1898 5 - 9 $15.61 - $18.98 Senior Office Specialist UFS 2114 4 - 9 $16.56 - $21.14 Senior Police Dispatcher U2 3182 5 - 9 $26.18 - $31.82 Senior Police Records Specialist U2 2297 5 - 9 $18.90 - $22.97 Senior Property & Evidence Technician 2486 5 - 9 $20.45 - $24.86 Senior Storekeeper 2281 5 - 9 $18.77 - $22.81 Senior Word Processing Operator 2069 5 - 9 $17.02 - $20.69 Storekeeper 2053 4 - 9 $16.09 - $20.53 Supply ClerklDriver 1825 4 - 9 $14.30 - $18.25 Wardrobe Specialist 1825 4 - 9 $14.30 - $18.25 Word Processing Operator U2 1934 5 - 9 $15.91 - $19.34 Word Processing Supervisor UFS 2429 5 - 9 $19.98 - $24.29 58 Monthly Rates $3,433.73 - $4,381.87 $2,946.67 - $3,761.33 $5,156.67 - $6,267.73 $3,712.80 - $4,513.60 $4,125.33 - $5,014.53 $3,140.80 - $4,009.20 $2,340.00 - $2,986.53 $2,600.00 - $3,317.60 $3,002.13 - $3,648.67 $3,510.00 - $4,478.93 $2,950.13 - $3,586.27 $2,993.47 - $3,820.27 $3,792.53 - $4,610.67 $3,140.80 - $4,009.20 $2,993.47 - $3,820.27 $3,172.00 - $3,854.93 $2,688.40 - $3,430.27 $3,315.87 - $4,030.00 $2,684.93 - $3,263.87 $2,693.60 - $3,274.27 $2,705.73 - $3,289.87 $2,870.40 - $3,664.27 $4,537.87 - $5,515.47 $3,276.00 - $3,981.47 $3,544.67 - $4,309.07 $3,253.47 - $3,953.73 $2,950.13 - $3,586.27 $2,788.93 - $3,558.53 $2,478.67 - $3,163.33 $2,478.67 - $3,163.33 $2,757.73 - $3,352.27 $3,463.20 - $4,210.27 Annual Rates $41,204.80 - $52,582.40 $35,360.00 - $45,136.00 $61,880.00 - $75,212.80 $44,553.60 - $54,163.20 $49,504.00 - $60,174.40 $37,689.60 - $48,110.40 $28,080.00 - $35,838.40 $31,200.00 - $39,811.20 $36,025.60 - $43,784.00 $42,120.00 - $53,747.20 $35,401.60 - $43,035.20 $35,921.60 - $45,843.20 $45,510.40 - $55,328.00 $37,689.60 - $48,110.40 $35,921.60 - $45,843.20 $38,064.00 - $46,259.20 $32,260.80 - $41,163.20 $39,790.40 - $48,360.00 $32,219.20 - $39,166.40 $32,323.20 - $39,291.20 $32,468.80 - $39,478.40 $34,444.80 - $43,971.20 $54,454.40 - $66,185.60 $39,312.00 - $47,777.60 $42,536.00 - $51,708.80 $39,041.60 - $47,444.80 $35,401.60 - $43,035.20 $33,467.20 - $42,702.40 $29,744.00 - $37,960.00 $29,744.00 - $37,960.00 $33,092.80 - $40,227.20 $41,558.40 - $50,523.20 AMA Clerical 7/1/2005 -1/8/2009 APPENDIX "A" WAGES January 12, 2007 through February 7, 2008 Classification SchedlStep Hourly Rates Accounting Specialist U2 2073 4 - 9 $16.24 - $20.73 y Accounting Technician 2591 4 - 9 $20.30 - $25.91 Automotive Parts Specialist 1987 4 - 9 $15.57 - $19.87 Booking & Sched Specialist 2305 4 - 9 $18.06 - $23.05 Bookmobile Operator U2 1987 4 - 9 $15.57 - $19.87 t Box Office Specialist 2280 4 - 9 $17.86 - $22.80 Clerk 1567 4 - 9 $12.28 - $15.67 CLETSlNCIC Specialist U2 2453 5 - 9 $20.18 - $24.53 Code Enforcement Office Coordinator UFS 2582 5 - 9 $21.24 - $25.82 ~ Collections Specialist 2177 4 - 9 $17.06 - $21.77 Collections Supervisor UFS 2591 5 - 9 $21.32 - $25.91 Customer Services Specialist I 1660 4 - 9 $13.01 - $16.60 Customer Services Specialist II 1844 4 - 9 $14.45 - $18.44 Data Entry Operator U2 1843 4 - 9 $14.44 - $18.43 ~ Data Processing Clerk 1755 4 - 9 $13.75 - $17.55 Departmental Records Coordinator r 2213 4 - 9 $17.34 - $22.13 Detention Facility Assistant U2 2207 4 - 9 $17.29 - $22.07 Fire Communications Shift Supervisor U2 3336 5 - 9 $27.45 - $33.36 j Fire Dispatcher I 2520 3 - 9 $18.80 - $25.20 Fire Dispatcher II UFS 2817 3 - 9 $21.02 = $28.17 Guest Services Specialist I 1660 4 - 9 $13.01 - $16.60 ~ Guest Services Specialist II 1844 4 - 9 $14.45 - $18.44 ~ Housing Loan Processor 2028 4 - 9 $15.89 - $20.28 Intermediate Clerk 1752 4 - 9 $13.73 - $17.52 Library Circulation Specialist 2039 4 - 9 $15.98 - $20.39 Library Clerk 1577 4 - 9 $12.36 - $15.77 Library Customer Services Clerk U 1660 4 - 9 $13.01 - $16.60 Licensing Specialist 2028 4 - 9 $15.89 - $20.28 Licensing Supervisor UFS 2305 5 - 9 $18.96 - $23.05 Office Specialist I ~ 1660 4 - 9 $13.01 - $16.60 Office Specialist II 1844 4 - 9 $14.45 - $18.44 Office Supervisor UFS 2397 5 - 9 $19.72 - $23.97 Payroll Specialist 2280 4 - 9 $17.86 - $22.80 Monthly Rates $2,814.93 - $3,593.20 $3,518.67 - $4,491.07 $2,698.80 - $3,444.13 $3,130.40 - $3,995.33 $2,698.80 - $3,444.13 $3,095.73 - $3,952.00 $2,128.53 - $2,716.13 $3,497.87 - $4,251.87 $3,681.60 - $4,475.47 $2,957.07 - $3,773.47 $3,695.47 - $4,491.07 $2,255.07 - $2,877.33 $2,504.67 - $3,196.27 $2,502.93 - $3,194.53 $2,383.33 - $3,042.00 $3,005.60 - $3,835.87 $2,996.93 - $3,825.47 $4,758.00 - $5,782.40 $3,258.67 - $4,368.00 $3,643.47 - $4,882.80 $2,255.07 - $2,877.33 $2,504.67 - $3,196.27 $2,754.27 - $3,515.20 $2,379.87 - $3,036.80 $2,769.87 - $3,534.27 $2,142.40 - $2,733.47 $2,255.07 - $2,877.33 $2,754.27 - $3,515.20 $3,286.40 - $3,995.33 $2,255.07 - $2,877.33 $2,504.67 - $3,196.27 $3,418.13 - $4,154.80 $3,095.73 - $3,952.00 Annual Rates $33, 779.20 - $43,118.40 $42,224.00 - $53,892.80 $32,385.60 - $41,329.60 $37,564.80 - $47,944.00 $32,385.60 - $41,329.60 $37,148.80 - $47,424.00 $25,542.40 - $32,593.60 $41,974.40 - $51,022.40 $44,179.20 - $53,705.60 $35,484.80 - $45,281.60 $44,345.60 - $53,892.80 $21,060.80 - $34,528.00 $30,056.00 - $38,355.20 $30,035.20 - $38,334.40 $28,600.00 - $36,504.00 $36,067.20 - $46,030.40 $35,963.20 - $45,905.60 $51,096.00 - $69,388.80 $39,104.00 - $52,416.00 $43,721.60 - $58,593.60 $27,060.80 - $34,528.00 $30,056.00 - $38,355.20 $33,051.20 - $42,182.40 $28,558.40 - $36,441.60 $33,238.40 - $42,411.20 $25,708.80 - $32,801.60 $27,060.80 - $34,528.00 $33,051.20 - $42,182.40 $39,436.80 - $47,944.00 $27,060.80 - $34,528.00 $30,056.00 - $38,355.20 $41,017.60 - $49,857.60 $37,148.80 - $47,424.00 59 AMEA Gerical 7/1/Z005 -1/8/2009 E APPENDIX "A" WAGES January 12, 2007 through February 7, 2008 Classification SchedlStep Hourly Rates Payroll Technician 2591 4 - 9 $20.30 - $25.91 Police Communications Operator U2 2224 4 - 9 $17.43 - $22.24 Police Communications Supervisor UFS 3706 5 - 9 $30.49 - $37.06 Police Dispatcher I U2 2669 5 - 9 $21.96 - $26.69 Police Dispatcher II UFS 2965 5 - 9 $24.39 - $29.65 Police Facility Maintenance Coordinator 2371 4 - 9 $18.58 - $23.71 Police Records Specialist I 1766 4 - 9 $13.84 - $17.66 Police Records Specialist II 1962 4 - 9 $15.37 - $19.62 Police Records SpecialistlMatron U2 2158 5 - 9 $17.75 - $21.58 Police Records Supervisor UFS 2649 4 - 9 $20.76 - $26.49 Principal Library Clerk U 2121 5 - 9 $17.45 - $21.21 Principal Office Specialist UFS 2259 4 - 9 $17.70 - $22.59 Property & Evidence Supervisor U2 2727 5 - 9 $22.44 - $27.27 Property & Evidence Technician 2371 4 - 9 $18.58 - $23.71 Recreation Personnel Specialist U2 2259 4 - 9 $17.70 - $22.59 Senior Accounting Specialist UFS 2280 5 - 9 $18.76 - $22.80 Senior Clerk UFS 2028 4 - 9 $15.89 - $20.28 Senior Collections Specialist U2 2384 5 - 9 $19.61 - $23.84 Senior Data Entry Operator UFS 1931 5 - 9 $15.89 - $19.31 Senior Guest Services Specialist 1936 5 - 9 $15.93 - $19.36 Senior t,ibrary Clerk 1945 5 - 9 $16.00 - $19.45 Senior Office Specialist UFS 2167 4 - 9 $16.98 - $21.67 Senior Police Dispatcher U2 3262 5 - 9 $26.84 - $32.62 Senior Police Records Specialist U2 2354 5 - 9 $19.37 - $23.54 Senior Property & Evidence Technician 2549 5 - 9 $20.97 - $25.49 Senior Storekeeper 2338 5 - 9 $19.23 - $23.38 Senior Word Processing Operator 2121 5 - 9 $17.45 - $21.21 Storekeeper 2104 4 - 9 $16.49 - $21.04 Supply Clerk/Driver 1870 4 - 9 $14.65 - $18.70 Wardrobe Specialist 1870 4 - 9 $14.65 - $18.70 Word Processing Operator U2 1982 5 - 9 $16.31 - $19.82 Word Processing Supervisor UFS 2489 5 - 9 $20.48 - $24.89 60 Monthly Rates $3,518.67 - $4,491.07 $3,021.20 - $3,854.93 $5,284.93 - $6,423.73 $3,806.40 - $4,626.27 $4,227.60 - $5,139.33 $3,220.53 - $4,109.73 $2,398.93 - $3,061.07 $2,664.13 - $3,400.80 $3,076.67 - $3,740.53 $3,598.40 - $4,591.60 $3,024.67 - $3,676.40 $3,068.00 - $3,915.60 $3,889.60 - $4,726.80 $3,220.53 - $4,109.73 $3,068.00 - $3,915.60 $3,251.73 - $3,952.00 $2,754.27 - $3,515.20 $3,399.07 - $4,132.27 $2,754.27 - $3,347.07 $2,761.20 - $3,355.73 $2,773.33 - $3,371.33 $2,943.20 - $3,756.13 $4,652.27 - $5,654.13 $3,357.47 - $4,08027 $3,634.80 - $4,418.27 $3,333.20 - $4,052.53 $3,024.67 - $3,676.40 $2,858.27 - $3,646.93 $2,539.33 - $3,241.33 $2,539.33 - $3,241.33 $2,827.07 - $3,435.47 $3,549.87 - $4,314.27 Annual Rates $42,224.00 - $53,892.80 $36,254.40 - $46,259.20 $63,419.20 - $77,084.80 $45,676.80 - $55,515.20 $50,731.20 - $61,672.00 $38,646.40 - $49,316.80 $28,787.20 - $36,732.80 $31,969.60 - $40,809.60 $36,920.00 - $44,886.40 $43,180.80 - $55,099.20 $36,296.00 - $44,116.80 $36,816.00 - $46,987.20 $46,675.20 - $56,721.60 $38,646.40 - $49,316.80 $36,816.00 - $46,987.20 $39,020.80 - $47,424.00 $33,051.20 - $42,182.40 $40,788.80 - $49,587.20 $33,051.20 - $40,164.80 $33,134.40 - $40,268.80 $33,280.00 - $40,456.00 $35,318.40 - $45,073.60 $55,827.20 - $67,849.60 $40,289.60 - $48,963.20 $43,617.60 - $53,019.20 $39,998.40 - $48,630.40 $36,296.00 - $44,116.80 $34,299.20 - $43,763.20 $30,472.00 - $38,896.00 $30,472.00 - $38,896.00 $33,924.80 - $41,225.60 $42,598.40 - $51,771.20 AMEA gerical 7/1/2005 -1/8/2009 r APPENDIX "A" WAGES February 8, 2008 through January 8, 2009 Classification i SchedlSte~ Hourly Monthly Rates Accounting Specialist U2 2130 4 - 9 $16.69 - $21.30 $2,892.93 - $3,692.00 Accounting Technician 2663 4 - 9 $20.87 - $26.63 $3,617.47 - $4,615.87 Automotive Parts Specialist 2042 4 - 9 $16.00 - $20.42 $2,773.33 - $3,539.47 Booking & Sched Specialist 2369 4 - 9 $18.56 - $23.69 $3,217.07 - $4,106.27 Bookmobile Operator U2 2042 4 - 9 $16.00 - $20.42 $2,773.33 - $3,539.47 Box Office Specialist 2343 4 - 9 $18.36 - $23.43 $3,182.40 - $4,061.20 Clerk 1611 4 - 9 $12.62 - $16.11 $2,187.47 - $2,792.40 CLETSINCIC Specialist U2 2520 5 - 9 $20.73 - $25.20 $3,593.20 - $4,368.00 Code Enforcement Office Coordinator UFS 2653 5 - 9 $21.83 - $26.53 $3,783.87 - $4,598.53 Collections Specialist 2237 4 - 9 $17.53 - $22.37 $3,038.53 - $3,877.47 Collections Supervisor UFS 2663 5 - 9 $21.91 - $26.63 $3,797.73 - $4,615.87 Customer Services Specialist I 1706 4 - 9 $13.37 - $17.06 $2,317.47 - $2,957.07 Customer Services Specialist II 1895 4 - 9 $14.85 - $18.95 $2,574.00 - $3,284.67 Data Entry Operator U2 1893 4 - 9 $14.83 - $18.93 $2,570.53 - $3,281.20 Data Processing Clerk 1803 4 - 9 $14.13 - $18.03 $2,449.20 - $3,125.20 Departmental Records Coordinator 2274 4 - 9 $17.82 - $22.74 $3,088.80 - $3,941.60 Detention Facility Assistant U2 2268 4 - 9 $17.77 - $22.68 $3,080.13 - $3,931.20 Fire Communications Shift Supervisor U2 3428 5 - 9 $28.20 - $34.28 $4,888.00 - $5,941.87 Fire Dispatcher I 2590 3 - 9 $19.33 - $25.90 $3,350.53 - $4,489.33 Fire Dispatcher II UFS 2895 3 - 9 $21.60 - $28.95 $3,744.00 - $5,018.00 Guest Services Specialist I 1706 4 - 9 $13.37 - $17.06 $2,317.47 - $2,957.07 ` Guest Services Specialist II 1895 4 - 9 $14.85 - $18.95 $2,574.00 - $3,284.fi7 Housin Loan Processor ~ g 2085 4 - 9 $16.34 - $20.85 $2,832.27 - $3,614.00 Intermediate Clerk 1800 4 - 9 $14.10 - $18.00 $2,444.00 - $3,120.00 Library Circulation Specialist 2096 4 - 9 $16.42 - $20.96 $2,846.13 - $3,633.07 Library Clerk 1620 4 - 9 $12.69 - $16.20 $2,199.60 - $2,808.00 Library Customer Services Clerk U 1706 4 - 9 $13.37 - $17.06 $2,317.47 - $2,957.07 Licensing Specialist ~ 2085 4 - 9 $16.34 - $20.85 $2,832.21 - $3,614.00 Licensing Supervisor UFS 2369 5 - 9 $19.49 - $23.69 $3,.378.27 - $4,106.27 Ofnce Specialist I 1706 4 - 9 $13.37 - $17.06 $2,317.47 - $2,957.07 Office Specialist II 1895 4 - 9 $14.85 - $18.95 $2,574.00 - $3,284.67 Office Supervisor UFS 2464 5 - 9 $20.27 - $24.64 $3,513.47 - $4,270.93 Payroll Specialist 2343 4 - 9 $18.36 - $23.43 $3,182.40 - $4,061.20 Annual Rates $34,715.20 - $44,304.00 $43,409.60 - $55,390.40 $33,280.00 - $42,473.60 $38,604.80 - $49,275.20 $33,280.00 - $42,473.60 $38,188.80 - $48,734.40 $26,249.60 - $33,508.80 $43,118.40 - $52,416.00 $45,406.40 - $55,182.40 $3fi,4fi2.40 - $46,529.60 $45,572.80 - $55,390.40 $27,809.60 - $35,484.80 $30,888.00 - $39,416.00 $30,846.40 - $39,374.40 $29,390.40 - $37,502.40 $37,065.60 - $47,299.20 $36,961.60 - $47,174.40 $58,656.00 - $71,302.40 $40,206.40 - $53,872.00 $44,928.00 - $60,216.00 $27,809.60 - $35,484.80 $30,888.00 - $39,416.00 $33,987.20 - $43,368.00 $29,328.00 - $37,440.00 $34,153.60 - $43,596.80 $26,395.20 - $33,696.00 $27,809.60 - $35,484.80 $33,987.20 - $43,368.00 $40,539.20 - $49,275.20 $27,809.60 - $35,484.80 $30,888.00 - $39,416.00 $42,161.60 - $51,251.20 $38,188.80 - $48,734.40 61 AMEA Clerical 7/i j2005 -1/8/2009 APPENDIX"A" WAGES February 8, 2008 through January 8, 2009 Classification SchedlSteu Hourly Rates ,~ Payroll Technician 2663 4 - 9 $20.87 - $26.63 ' Police Communications Operator U2 2285 4 - 9 $17.90 - $22.85 Police Communications Supervisor UFS 3809 5 - 9 $31.34 - $38.09 Police Dispatcher I U2 2742 5 - 9 $22.56 - $27.42 ~ Police Dispatcher II UFS 3047 5 - 9 $25.07 - $30.47 Police Facility Maintenance Coordinator 2436 4 - 9 $19.09 - $24.36 Police Records Specialist I 1814 4 - 9 $14.21 - $18.14 Police Records Specialist II 2016 4 - 9 $15.80 - $20.16 { Police Records SpecialistlMatron U2 2218 5 - 9 $18.25 - $22.18 Police Records Supervisor UFS 2722 4 - 9 $21.33 - $27.22 Principal Library Clerk U 2179 5 - 9 $17.93 - $21.79 Principal Office Specialist UFS 2321 4 - 9 $18.19 - $23.21 ` Pro e & Evidence Su ervisor ~ P ~Y P U2 2801 5 - 9 $23.04 - $28.01 Property & Evidence Technician 2436 4 - 9 $19.09 - $24.36 Recreation Personnel Specialist U2 2321 4 - 9 $18.19 - $23.21 Senior Accounting Specialist UFS 2343 5 - 9 $19.28 - $23.43 Senior Clerk UFS 2085 4 - 9 $16.34 - $20.85 Senior Collections Specialist U2 2450 5 - 9 $20.16 - $24.50 Senior Data Entry Operator UFS .1983 5 - 9 $16.31 - $19.83 ' Senior Guest Services Specialist 1990 5 - 9 $16.37 - $19.90 Senior Library Clerk 1999 5 - 9 $16.45 - $19.99 Senior Office Specialist UFS 2227 4 - 9 $17.45 - $22.27 ~ Senior Police Dispatcher U2 3352 5 - 9 $27.58 - $33.52 Senior Police Records Specialist U2 2419 5 - 9 $19.90 - $24.19 Senior Property & Evidence Technician 2619 5 - 9 $21.55 - $26.19 Senior Storekeeper 2402 5 - 9 $19.76 - $24.02 Senior Word Processing Operator 2179 5 - 9 $17.93 - $21.79 Storekeeper 2162 4 - 9 $16.94 - $21.62 Supply ClerklDriver 1922 4 - 9 $15.06 - $19.22 Wardrobe Specialist 1922 4 - 9 $15.06 - $19.22 Word Processing Operator U2 2037 5 - 9 $16.76 - $20.37 Word Processing Supervisor UFS 2558 5 - 9 $21.04 - $25.58 Monthly Rates $3,617.47 - $4,615.87 $3,102.67 - $3,960.67 $5,432.27 - $6,602.27 $3,910.40 - $4,752.80 $4,345.47 - $5,281.47 $3,308.93 - $4,222.40 $2,463.07 - $3,144.27 $2,738.67 - $3,494.40 $3,163.33 - $3,844.53 $3,fi97.20 - $4,718.13 $3,107.87 - $3,776.93 $3,152.93 - $4,023.07 $3,993.60 - $4,855.07 $3,308.93 - $4,222.40 $3,152.93 - $4,023.07 $3,341.87 - $4,061.20 $2,832.27 - $3,614.00 $3,494.40 - $4,246.67 $2,827.07 - $3,437.20 $2,837.47 - $3,449.33 $2,851.33 - $3,464.93 $3,024.67 - $3,860.13 $4,780.53 - $5,810.13 $3,449.33 - $4,192.93 $3,735.33 - $4,539.60 $3,425.07 - $4,163.47 $3,107.87 - $3,776.93 $2,936.27 - $3,747.47 $2,610.40 - $3,331.47 $2,610.40 - $3,331.47 $2,905.07 - $3,530.80 $3,646.93 - $4,433.87 Annual Rates $43,409.60 - $55,390.40 $37,232.00 - $47,528.00 $65,187.20 - $79,227.20 $46,924.80 - $57,033.60 $52,145.60 - $63,377.60 $39,707.20 - $50,668.80 $29,556.80 - $37,731.20 $32,864.00 - $41,932.80 $37,960.00 - $46,134.40 $44,366.40 - $56,617.60 $37,294.40 - $45,323.20 $37,835.20 - $48,276.80 $47,923.20 - $58,260.80 $39,707.20 - $50,668.80 $37,835.20 - $48,276.80 $40,102.40 - $48,734.40 $33,987.20 - $43,368.00 $41,932.80 - $50,960.00 $33,924.80 - $41,246.40 $34,049.60 - $41,392.00 $34,216.00 - $41,579.20 $36,296.00 - $46,321.60 $57,366.40 - $69,721.60 $41,392.00 - $50,315.20 $44,824.00 - $54,475.20 $41,100.80 - $49,961.60 $37,294.40 - $45,323.20 $35,235.20 - $44,969.60 $31,324.80 - $39,977.60 $31,324.80 - $39,971.60 $34,860.80 - $42,369.60 $43,763.20 - $53,206.40 62 AMA Clerical 7'/1/2005 -1/8/2009 Page 63 Intentionally left blank LETTER OF UNDERSTANDING between the ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION, CLERICAL EMPLOYEES and the CITY OF ANAHEIM The Anaheim Municipal Employees Association (AMEA), Clerical 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 section, or any classification, or any individual employee in the event that temporary or short-term staffing levels or other work anomalies result in employees not having a reasonable expectation of taking compensatory time off. The Chief s 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 accumulating 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. s~ a~~ aerica~ ~~1~2005 -1~e~2ao9 b. All employee who earn overdme may elect to take overtime as compensatory time under the following provisions: • Compensatory time must be so designated at the time it is earned • 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 C1TY OF ANAHEIM, ANAHEIM MUNICIPAL EMPLOYEES a Municipal Corporation ASSOCIATION, Clerical Employees By' By' By: By: By' By' By: By: By; By; By; By: Dated: By: By; By; Dated: 65 AMEA Qerical 7/1/2005 -1/8/2009 ~~~ ~~~ . .. ~ °~ ~~ Tea ~naha~a i~~icipal ~iapl~ay ~soc;~atia~ ~ ~~~y. a. aheim, a#ter meat ~! ~~~ ~~ ~~ad: ~er~ta~df ~q as a ~q~s, '~a j ~ ~ ~~~ex a~ o+ars~~~t~ans a! ~mplayaaa~t !or atop ass+~ ~r .~q+~ .to work tie Fine, Flan, as loll: A~ .and the dim ~c~:~a.l ~,+ce~s ~i~t3~a that ampla~e+~s may be aa~fq:~d ~ a ~'i ~ gate m~ ach~.• fn ardet to rmdr~a! trite to ~. ~~ ~ fah an aitert+s wto~rk s~t~a~~ sl~~ nat xedar~ ser~~c~ t~v~ ~ p~l~~~~, 1w3~~ a~1d 'Cbe ~neim ~,C#paI ~mp7-maa ~saa~iatiaa .~ mat th+~ rYar wank ach+~~;e ..lox ae~i~~ a~s~gn ~~ ~ ~ir~+a Piat~ by manage~snt ~~, be eht ~~:,~ ~ .~~ ~a~ ~~k c~aya//yy~~a~osfn''e (1~ +aigh~ ~"~ ~~/~i~~ ~~h b~i~~~- :~~~~y` r+lr~+MA .7Y~ ~~ede ~~ d~~ ~~~ `~i ma~gt. ~ word f od of sa~!+~ ~r~ait~a~tiv~ ~cl:~r ~r~s. shall be assi~ed to anch aa~a~~ t3~~ ~;~ ~!~,~, ~ r~ysa will be s~e~~od ma~a±~am+~ t+~ a rear work e~hedale Hof Ka=ty h~ sn each r~ ~. Emplo~-rs ~rha .gezfot~m autha~rizea w ~n ~ cif t zegar s~axk day ar tk weed ae dales i~ ~~' of ~~i~~.d~g and ~ha are tatherwia~ a1iq:l~e #~ ~~~ ~` :~1 be com~at+~d !~ a Mork ~ the ~et-e ~~ a ~,!` (3-~/~ ~ times Chair xac„~1ar ha~rly rate ~af pad. h~ploye+~e who Qo not irar~[ ~ t 1#.d ~s dad obs~rvad ~ iien of the ht~ifday ae set ltartb in ~ti:+~ 9~ o~~ tha ~emara~ of ~ndat~~ ~hal~ zaq~~f„~d ~~it a r~~+~ti ~nr ©~+e ~1~ h for ~ ~~i~-d~~ Aot~ t~-Q~', '~mpio~ees eiigb~la ~ !ar heteaveare~t 1ea~re am north ~ ~e 3~ of the traiulum of ~ad+tandi~a~ .eha3~. ~ ~i to submit a vecati~ regaemt !vs Qae~t Cl~ .~aur lv~ +e~a~b wcc :clay a.f berea~re~a+ent leava, E~aplcyees shall hs~te one ~I; bast ota~ .!~ weir acarited sack leava, vaeatian ~ or indystr, a~~,dent have ~Q= eat b of lasve takea~ Em~la~ees mith a regular teak d ~f Ana ~'9;~ ~owrs ehail ha~'a ~i~o ~ ~) h~ ~ded~ ~ Liar ~ ~ a~~d ~a~c~ ~eanre, vacatitm~~ or ~r~s~tyci~rx sca~aa~ lea. f sash ~a~iy. scheduled t~rking der that t- ~-ra: ~t ~~i~ i~+eRa~~re:. ~;~ with a regu3ar work day of a~ight {8 . ~~ ~ia+~s shall have sight 6fi AMEA gerical 7/1/2005 -1/8/2009 ~8. ~~ ~oa~s +~sdnd ! 3s aca~d .~~ ~+~a~ni, t~~ c~ il~s~ar~al ~c~.t ~;aaYr .~' +~a~ tl~ar.'~~' ilie>~~ dad ~ ~h~Y are an p~icl ~a~ Faapl~y~s ~a~- ~ ass~d #~ or ~ ~a ~lu~i~ .~ !mac ~~;e ar~-y ~`~eckti~ at b~giag o~ : ~~~-+~ ~ fad. T ~~ ~~a~ c sus ~ ~#~ ~.. t of bit p~rtfes~ ~i~~e ~iip k ~+~ b~ ~~r! ~ e#th~r ~ ~ i+~e t~ due +r~h~ ~!. s~ cis ~ Cam' .~~, a ~,c ~ ~ r~ ~' ~~ gx ~ate+d: ~ 1~,., ~~ a~~ ~- t~~~~: 67 AMEA Clerical 7/1!2005 -1/8/2009 ~~ ~~~ ~p ~r tit s' bi~IMM1! ~~~ ~II~i1i~r~IK. ~~ ~ ~~~ ~IS1! ~d . ~~ ~~"~ ~"ho Anoh~trn ~uni~p~.~ro~fa~ss As~~a~, C~1 ~~ fir. +oit.~1~. ~iMr° ~n~rotin~ sn~ ~'~ rsss sn ond~~ .r~ ~ ,+ac tsremt ~~d opn~ +af'a~pku~t ~'~ #~ tont~,rl~ ~q ....... .... . #~ cnrs~ion E~n~ rni ~ ~~on:~ !o w+drk ~~T'~1'..~PE„ ~~ ~: AtFt~ sad ~ ~p~ ~~~ .ro~~ tip ~I~: . :cwt ampl,~ s~sy ~ ~~~ ~v ~ '~ ~ rn~- work .#p~rad+: ~ ~ rn~ work so nd~r ~ ~rir ~ per. ~snd des kn Il~n~ Em ~' p~ ~ plof~ A~oc~tan • t ~r ~r . ~hsduto for s~ p ~ to ~ ~~~~~ ~ ~~~ - ~ ~ ~ .4~~ ttaur arc d ~a ~ ns1~y' .~-Y psrti~d. ~ ~ ~ ~~dd~.~ ~i~l~r~ued ~ ~n~ng~~rr~ ~ we ~srGrd of ~ o~ ~t~lnd~r~ d ...bs ssst~nfd t4 ~c~ •~s ~. ~~ ~'. ~~o~po ~~~ ~Cd m~gsraont ~ mark ~ n work ~ ~ ~forbr irov~ tr o#~eti..~a~ic: Psi. ~mpaos w~ Pp su~ort~rd wgrk ~~ texas ~ r~i~,r ~~: o< ao d+rtfln~ kn leis 1.~~-t of ~~~ srtd ~w~o urd own ~~ :~ i PsY shy ~ ean~,~d iar >trd~ wok at !~s sP~' orrs~ ~ ..ia. l~iela ~'f of t~ ~~orwn of ~d+snstsndf~~. E~npl~rs~t who do ~ warts. sn ~ 1d~ ar der ~d in t ~ .os art lorfh to ` , ~ ~ ~ ~omer~ndron ~' ~nds~np. ~Inr~ qd -~~ ~, r~on ~-quud ~"ar ~lwo ~ ~ ~r + ~ ~ ~. E~p~ay~ •li+~ for ~r~~t ~annr ~s .~ ~o~rth ~ ~iot~r ~~ ~~ ]~ of ~U~dirs~•n~ s ~ nqo fe- ~ a ~ .~~ ~-~ fwa .~~~Or ~~ worfC ds~ a~ 6~-~ ~. . ~a~i~~- ~ ~ +al~ ~1} !lour mod t 'fir ~::~: ~:~ ar h-eh,s~rta~t waa~ tom; fawr ss~ : +af .~ ~ .~ ~ ~~:~:~ man, or u~r~ utfdunt tu~w ~ row se~W~d wi~:e~~ r or! oa ~ arses. ~nplss m~ bar ~sd h~ :~ f~ ~ 3'~N P#~ wgrlt i~. ~ ~: ~ .f~ baQlrtn~n~ at s hiw~o paf p~+d. ~~ 68 AMEA GeriCa~ 7/1/2005 - i/8/Z009 1W1E;Arr~u xfn Pf~n PIKE ~ T~I- T~ PLJIN rro~lc d~~ ronE t~ ~+u+~ n ~t° :Pqw, Tyr TEN Pl;~N w~rlc ~+al~ ~ ~Y ~ :~+rokk~d ~!~ a- I~rt~ r+gwt ~tair~y S"~'' ~'A~ ~' T~ COY t?F ~ ~ ~ M ~~ tiat~d: rt• ~' ...r. ~. E~IPI; ~~~~~ r.. ~~'~._.' 6 9 AMEA Gerical 1 j2/04---1/12/06 ~~~ ~~ ~~~ ~~~ ~~~ ~~ ~~ ~~ ~~ the y.b~ei~ ~~! ic~pald_la~~res As~+nai~tiaa ~]-1~ ~~ ~~ar~,~,.~.;~~,~s d W~~ ~.t~ (~~4 ~~~ii4* ~~ft~ ~t end ~~Zr~~.f ~ r~i an tu~sretand~~rg oa the ~ra~~, ~3~o#~i aid other ~~e e canditio~ o~ employment ~~r e~r3~v~aae ~ass~~ ~b~ ~~t to work tha Faiic~e Comaruniastiar~s ~.`trslv`+~ ~1an~, ~t~c ~al~'~. 7~t attd ~ agree that ~plaes ~~ : as~gn~ ~ Wiliam C~~,csta.ons Twr~el~-e Fly s1t+a~r~tate word se~~ in orb ~to reduc~- trite ~ s ~rvm wok. ~8uch sn alb work ~ s~~le shah, not redace sex~'tri~ce tv the puhlia. 1~iNIM ate! the Ar~ah~eim ~1~i+~ipe1 iloy~es .Aesca:at~;on:.a~ Est the rlar wox~c ~e~dt~e . ~'~r ~ ~~~ ~ ~~Fvi~ cammunicati~a 'TKSIve plan man~tgent shl ~ . ~ ~ ~ ~.~ t~~ ~ lZ ~ 4aur work daft and one (1) +~f ~~st t B~ hour pork +~~~ ,i•~ +a~a ~~,- ~'~~` Pei period:. ~ -half ~ 1/~~~ ~ haur ~,e-,~a~~ gal ~: sha1.~, he srh~3u~,ed each work day. ~+~ schech~:~e: ~~~ ~~ dee~;~ad and ~,ement ~r ma~rag~,~ent. h wow ~:a3. a~ sevat~ , . :.: oelendar days sail be assigned to ~~tCb~ srloyee ~~ '! 'the Falit~ Cormat~,icati;ons ~walve ]~1~. ~a~h ~, ~wll.ha ~~! by manas~e~me~nt to woz~k a .rear xaar~t ~ul.e ~~ ~~~- ;ham .3 each work perriod. ~mployaes may be ass~-g~d tv csr ~raaa the .g~rtias co~ur~icatiana~ ~s1ve Flan wark seh+ad~3,e Qnly e~~~ive ~t the haga~nni~q o~ a bi~+seekly ps~r period. employees who ~rxform auor. w+~r~c in exam o~ ~e ~ w~~k dsy or ~wark week as d!l~ned. f ~'t t~ Lett' o~ ~ad~~~'1~ ~d ~t 8r~ otherw3.se ~ligi~~e ~Qr ~il~t~e Y eha11 ~ C+~t~~ ~~" Such 1~a~k. at the rate t~~ ~~ and a~e~~al~ ~.~~~ f ~.~ t~,1~s !' r+lar houxlp x~te of ps,~r. Emp~.oye why do not woxk Qn t~b;e hol,ldsy or day +~e+ad .i~ feu of the hol~Y as set forth inn ~'ti+cle 3~ v~ 'the ~~~~. ~o~ U~nde~taadis~ shah. ba r+~gu~.rad to submit a vacaticA retest. ~Q~ ~oetr ~~~ hoots far eaah holfday ~t ta-arked. ~ la~ee rfred to work vn the tvli~dmy oar day a~sd in lion a~ tha .~hoi1 :~.da~ X11 receive as additional #~welva (13~ bags pay apt hf~ reamer Vie. ark Fay or .shall awe twel~re ~ i2 ~ hours ha~,~,day t ~+ ba~,~,y. emplo~-ees eligible far "i~ediats ~amf~],y'~ .~~svht 1~v~e in acca~rdance ws,th Artfcl~e 33.x, smell grant ~ar~t~~rt~t ~ with pay for up - ma~rimum a! thirty-s:~,x ~~6~~ wr~~Cg~ ho~. 70 AMEA gerical 7/1/2005 -1/8/2009 Emplv~eee e~,i,~~le ~Qr ~a'~h~z ~aa•~:l"~ ~rab+exa'" ',set lsawm . acc~rdanc~r ~r3tt~ ~~~le 3~~,~.1. sh$ll1 bs g~~nt+ed b!e~teeA~ with ~a~ tar ~vp to a maximo~ ~~ tw~~s. (~~,~~~ w~r~g" ~tr~. ka~loyees shall hays ans ~ l~f barar dedoated ~~~am t~~x aged ~~:ck Yaa!~a, vacat3.o~s, ar i.r~du~a~ia:~ accidt 1 ~vr ems h~ o~ leava tak+u~. ~rployaes with m ~ dad o~ t1~ °(~~,:~~ boots sba~.I be ts+eLvm (1~.~ hours dah~td x~~ '~.t ~~ 9i~k Ll~aaF1~^,~ ~v/a~~ay~tyiroz~, ar indkv~at~ia~l alc~idsN~lt ~,aaw~ ~f~r :~ch .~,arip~ SC~~~uls~ R~I#i~ ~~~ t~i~t ~~ il+~r ~ ~'I ski ~i ~ ~ '~v~i. r The Palice Comaa#nicat3 T~roive ~1~ w~r~ scr~~$ ~-~.ll, ,bps ,~~ tQ a sit uont~t trial .~eriod~ bi~%n~ ~ambs~ 3~., ~;~~~ . t~~ trial ion an intst~sitrr o'~~.u~tion will be meda o~ ai'~~~t~fvansss~ s~'~lcien~'ll, ai~ck lea~l-e 1t~, ~vsrtia~e uee., +sap~lt~y+~ sat~ut~ ~d ~8t ~,~ . The Police Coa~aicatians Twelve plan s~ork sehe~lh may rava~t at and time by e3thex~ party up~r~ wr~.tten nati~ce to~ the arkh gart~ ,Ruturr~ to a work scb~idule o~ ten {lp~ e~i~ht (8~) hair ah~i;~ts each b1~r~~eelCly ~eY ~er~.vd w131 .D~cc~ at th+e g~lmt~' ~f t~#e .eft .1- p®riad after the nctic$ o~ re~ocatior~ haffi bash ~~eivs+~.. 5TAF1~' OFP~CIA~S Q~ T1i£ CITY 0~' Jsi~i~tHEiM, a ~tunicipsl ~atatx+~n _.. ~ '. . 8y ~yw ~~i dated:, 1.,,,1,,^,,....... ~'~ ~~~ .~ A~SbCIAT~~~~ e~i. ~~i~ w. ~Y' ~~ ~ ~ ill .. i ~~ ~i 71 AMEA Clerical 7/1/2005 -1/8/2009 ~ETTF G~' ~~G ~~'~r ~~ ~~'~'Y CAF ~~ The ~.ahefm nicipa3 ~plny ~sma~iat~imr~ ~A:} :, ~Clarr,~; ~'r~it, aa4 'the pity v~ ~ ~naha, aft~z meetr aid cor~rr3t~g, .hart x$a~hed an ~urder~tans~ cm the w~t~es,. h~bt~.~ ~~tl ~ot~er t~ aid ~c~dtia~ts of ~ ,aloy~nt fmr loyees aseied. ~y~~~~anagat ta~ work at the FYre Coei~at~,a meter, ae fa'1°°~:~~: 3. ~"SR8 GtJRI "' T~+CR~ ~3R~ ~C$ AHEIM and A agree that +~mplay~eas .may .hie .ae~i~, to a Fire Cammunicatiana alternate word a~h+euZa i~n order ~, to e trips to and! groat word. S~ n alt+~a~e work shelve ~ahal.i not r~tu~e seervi~e to the public. ~~~fi and the Anahefm ~nici1 E~pl~ye~s ~c;~,ati~n ~,~ that the radar work schedule ft~r ~:cty+ h~ssig~ to the Fire +~~fcaticns siedule hY ~~t shall fib ~g~~ '~el~re l ~~ ~ h work daym and twa ~ ~ ~ tan ham ~, days in each h3~re~,y Y Iaeriad. Th~a ac~ed~a shall be ~des.i~~e~~ :. a~mplemeated~ ~ management « A ~ per~ad` ~.~ s~ r,~,v~e calendar .days shall he assigned tc ea+ch e~g~,~~ee a~sigt tr, the Fire ~~s~,caticas T~elwe plea. schedml ~ '~Y~e. till be~ ~' geaent to vark a regml~~ wv~~ t~;ie e~ f or'ty houx`$ In ~-Ch W~~C pat'icd. E1~y+ees "~~ ~t ~ request to trade. s,~ts ra~lthin their ~hrten canseive calendar da~- work period. A~.1 sh~„ft aides shall he sr~iled and taken in accordance ~r~;th the :hest facets cf R~tA+t~~arid shall not result in say avestima of F~-ir boz ~n,~erds premier pay, aex~t to exth lempi,a~ree. ~mp~oy~es y aes~,~ned to or from th+e Fire ~~.cat~,aus 3`ve~,v~e plan work male. ar from one work s~edule to soother ®nly e~ectir~a at the beclinninq o~ a hi-~wr~e~ly paY paziad • ~rpla~rees who perform amtbariaad ~roxRk in e~t~ehs of the r;,lar work ~y oat r~or'k ~rh,e~c as de~'fn~ed i:h~ the ~ette~ of ~'nd~r~tal~ing and a ar±a +~'~erw~,se exf gi~1e ~vr ovtr~ma pay ehail he ca~apens.ated for such work at a rat® Of' nAS ~tnd 4n@~ ha~,~ (~,-1,~~~ times ~cheir rsc~Tar hourly rata of pay. The Fire ~anicat~,ans .Twelve plan ~woxk schule may Yee r+avoke~d at ar~y timm efther party ~ writt~ .notice t~ the a-ther party. Return to a w~trk ath+~dula a~ tan ~`1~~~ ~eie~ht ~8'j hour shifts each bf..weakly pair peril will occux at the heg'inning o! the first pay period afte~~ the notice o~f ~revacatian hits been received, 72 AMEA Clerical 7/1/2005 - 3/8/2009 Firs ~ic~t~o~ ~1o~c Scludr~le Fags ~. 2. ~!1~'1',''.8 ~'he p~cavrisians a.~ Article ~~ A~ir~~ta d Fx~t~t~:,~s ~~ waived f+or apiritm s~d~e ~~ ~.~ l~F~ , 3 = A~1s~~~ilT ~C~"Y For a pex3ad of ten ~ ~a~ years ~z~ ~,, ~.4 to ~,~ ~;~ , ~' ~#~0~, a +~m~lo~aes its t~s F`~ire meet; ~~ s,31 ratan their ~~;t~r o~ c~raage Fire ~t sia~ri ate car t~-e ~r ~it~ of l~eim w~f c~tever i~ earl,i .~az ~~ o,~ layot~ end - zeass~f c,~merit. ~wri~g tote ~e tee year psr~~r~ e~loy~ees its tha ~'~ra ~omm~ia~it~,o~ meter. X11 ~+~ cons idarad ~- ~epazer~t ~o~ P~ ~~ aP~~y~i ate pro~vie~cns c~~ l~rticle ~9 j asaig~e~t, I~l#f ~ - +~Pi~t ; 'Teter, 'fie e~ioye~s a F' C~x,cs~~to~ss tez s~ai~. retain ~t~ o`t ~At~~im Fire ~zent senicrit~r as tfr se~~;arity c~tte~ ~EI3d and. ~ ~ '~ CO~t~!',~g! ~ ~'~4 f+i~" ~s con~c~i~g #~s fo~lloo~i~g issaes: A~~m~ "A" ~mg ~Arti~le ~? ~~;ary laticns~s A-~ti~Ze ~9 Calf ~~tfon y ~irtiala 14 Coa~pe~,~~, Artia~e 33 ~i~~ea'~~'t I~tve 1~rticla 34 ~~1 A~icl~r ~~ ~1a-cm-ti+rr~ Article ~:4 F~ati~n ~. ~~ ~- ~o~s~~ A11 rin~,ng tests ~d co~i~ia o~ es~iat ~l~ .fie ~~ aecordeacs with a pra~rie~ions o! ~ ~~~r~+d~to~ A~sociatic~n, Clerf~a~ Eep~;vya~-s dad ~ City of ~+~ ~~ohez 8, I~~~ tugs a~tar ~ # ~~:F~~ 73 AMEA aerial 7/1/2005 -1/8/2009