RES-2022-138RESOLUTION NO. 2022 - 1 -8
A RESOLUTION OF THE CITY COUNCIL OF
THE CITY OF ANAHEIM ADOPTING A
MEMORANDUM OF UNDERSTANDING
ESTABLISHING TERMS AND CONDITIONS OF
EMPLOYMENT INCLUDING MODIFICATION
OF PAY POLICIES FOR EMPLOYEES IN
CLASSIFICATIONS REPRESENTED BY THE
ANAHEIM MUNICIPAL EMPLOYEES
ASSOCIATION, PART-TIME UNIT AND
SUPERSEDING RESOLUTION NOS. 2006-244,
2019-104 AND 2019-118
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 the Memorandum of
Understanding to be presented to the City Council for determination; and
WHEREAS, the Memorandum of Understanding between the City of Anaheim and
the Anaheim Municipal Employees Association, Part -Time Unit, adopted by Resolution No. 2019-
118, expired June 23, 2022; and
WHEREAS, pay policies for classifications represented under the Anaheim
Municipal Employees Association, Part Time Unit, were adopted by Resolution Nos. 2006-244,
2019-104 and various amendments thereto; and
WHEREAS, the City Council of the City of Anaheim finds that approval of a
successor Memorandum of Understanding between the City of Anaheim and the Anaheim
Municipal Employees Association, Part -Time Unit Employees, executed on November 2, 2022 is
in the best interest of the City of Anaheim.
WHEREAS, the Human Resources Director has recommended in a staff report
dated November 15, 2022, that the need exists to modify pay policies of certain classifications
within the Anaheim Municipal Employees Association, Part -Time Unit Employees, effective the
pay period beginning November 25, 2022; and
WHEREAS, the City Council of the City of Anaheim does find that modifying
pay policies and creating, deleting and/or modifying such classifications within the Anaheim
Municipal Employees Association, Part -Time Unit Employees are in the best interests of the City
of Anaheim.
NOW, THEREFORE BE IT RESOLVED by the City Council of the City of
Anaheim as follows:
SECTION 1.
The Memorandum of Understanding between the Anaheim Municipal Employees
Association, Part -Time Unit Employees, and the City of Anaheim executed by the City
Management Representative and the Anaheim Municipal Employees Association, Part -Time Unit,
on November 2, 2022, 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 June 24, 2022 through July 3, 2025.
SECTION 2.
That effective the pay period beginning November 25, 2022, the plan of
compensation within the City's personnel system shall be amended to reflect the following salary
relationship changes:
Classification
Library Page Driver
PT Code Enforcement Officer I
PT Forensic Specialist I
PT Forensic Specialist II
PT Housing Specialist I
PT Librarian
PT Library Assistant
PT Library Technician
PT Library Bookmobile Clerk
PT Intermediate Clerk
PT Library Clerk
PT Office Specialist I
PT Senior Library Clerk
PT Senior Office Specialist
PT Permit Technician I
PT Fire Dispatcher I
PT Fire Dispatcher II
PT Police Communications Operator
PT Police Communications Supervisor
PT Senior Police Dispatcher
PT Traffic Controller
Salary Relationship
1.0593 x Library Page
0.8500 x PT Code Enforcement Officer II
0.8696 x PT Forensic Specialist II
1.0000 x PT Forensic Specialist II
0.9000 x PT Housing Specialist II
1.0000 x PT Librarian
0.9000 x PT Librarian
0.8000 x PT Librarian
1.0000 x PT Library Bookmobile Clerk
0.9500 x PT Office Specialist II
0.8550 x PT Office Specialist II
0.9000 x PT Office Specialist II
1.0550 x PT Office Specialist II
1.1750 x PT Office Specialist II
0.9250 x PT Permit Technician II
0.8500 x PT Police Dispatcher II
0.9500 x PT Police Dispatcher II
0.7500 x PT Police Dispatcher II
1.2500 x PT Police Dispatcher II
1.1000 x PT Police Dispatcher II
1.0000 x PT Traffic Controller
BE IT FURTHER RESOLVED that the Human Resources Director shall be
delegated with the authority to publish the authorized salary schedule in said Memorandum of
Understanding in any format meeting the requirements of California Code of Regulations section
570.5
BE IT FURTHER RESOLVED that Resolution Nos. 2006-244, 2019-104 and
2019-118 are hereby superseded effective June 24, 2022.
THE FOREGOING RESOLUTION is approved and adopted by the City Council
of the City of Anaheim this 151h day of November, 2022 by the following roll call vote:
AYES: Mayor Pro Tem O'Neil and Council Members Diaz,
Ma'ae, Moreno, Valencia and Faessel
NOES: None
ABSENT: None
ABSTAIN: None
[Mayoral vacancy]
MAYOR PRO T
OF THE CITY OF ANAHEIM
CITY CL RK OF THE CITY OF ANAHEIM
MEMORANDUM OF UNDERSTANDING
between the
ANAHEIM MUNICIPAL
EMPLOYEES ASSOCIATION
17:V71 mll mlKl "
and the
OF ANAHEIM
2022 through July 3, 2025
TABLE OF CONTENTS
ARTICLE1 - PREAMBLE................................................................................................... 1
ARTICLE2 - PURPOSE.......................................................................................................
1
ARTICLE3 - RECOGNITION.............................................................................................
1
ARTICLE 4 - EMPLOYEE RIGHTS....................................................................................
1
ARTICLE 5 - MANAGEMENT RIGHTS............................................................................
2
ARTICLE6 - NOTIFICATION............................................................................................
2
ARTICLE7 - CONSULTATION.........................................................................................
3
ARTICLE 8 - DISCUSSION.................................................................................................
3
ARTICLE 9 - MEET AND CONFER...................................................................................
3
ARTICLE 10 - AMEA ORGANIZATION...........................................................................
4
ARTICLE 11 - CHECK-OFF................................................................................................
5
ARTICLE12 - GENERAL....................................................................................................
6
ARTICLE13 - SENIORITY.................................................................................................
6
ARTICLE 14 - PAYROLL DEDUCTIONS.........................................................................
6
ARTICLE 15 - SALARY RELATIONSHIPS...................................................................... 7
ARTICLE16 - COMPENSATION....................................................................................... 9
ARTICLE 17 - MULTIPLE APPOINTMENTS.................................................................
10
ARTICLE 18 - HOURS OF WORK AND PAY DAY .......................................................
I 1
ARTICLE 19 - APPOINTMENTS AND PROMOTIONS .................................................
12
ARTICLE 20 - PROBATION.............................................................................................
13
ARTICLE21 - TRAINING.................................................................................................
14
ARTICLE 22 - REDUCTION IN FORCE..........................................................................
14
ARTICLE 23 - REINSTATEMENT...................................................................................
15
ARTICLE 24 - OTHER EMPLOYMENT..........................................................................
15
ARTICLE 25 - SERVICE PINS..........................................................................................
15
ARTICLE 26 - BILINGUAL PAY......................................................................................
16
ARTICLE27 - PREMIUM PAY.........................................................................................
17
ARTICLE28 - STANDBY.................................................................................................
19
ARTICLE29 - DISCIPLINE...............................................................................................
19
ARTICLE 30 - GRIEVANCE PROCEDURE....................................................................
20
ARTICLE 31 - EMPLOYEE AVAILABILITY AND LEAVES ........................................
22
ARTICLE 32 - MILITARY LEAVE...................................................................................
23
ARTICLE 33 - TRAVEL AND MILEAGE EXPENSE .....................................................
23
ARTICLE 34 - HEALTH INSURANCE............................................................................
23
ARTICLE 35 - PENSIONS.................................................................................................
25
ARTICLE 36 - PHYSICAL EXAMINATIONS.................................................................
25
ARTICLE 37 - VACATION BENEFIT..............................................................................
26
ARTICLE 38 - NOTIFICATION OF CONTRACTING OUT ...........................................
26
ARTICLE 39 - CONSTRUCTION.....................................................................................
26
ARTICLE 40 - SAVINGS CLAUSE..................................................................................
26
ARTICLE 41 - NO STRIKE................................................................................................
26
ARTICLE 42 - OTHER PROVISIONS..............................................................................
27
ARTICLE 43 - DURATION...............................................................................................
28
APPENDIX "A" - SPECIAL PROVISIONS......................................................................
29
APPENDIX`B" - WAGES.................................................................................................
30
JUNE 24, 2022 - JUNE 22, 2023....................................................................................
30
JUNE 23, 2023 - JUNE 20, 2024....................................................................................
32
JUNE 21, 2024 - JULY 3, 2025......................................................................................
34
ARTICLE 1 - PREAMBLE
1.1 The wages, hours, and conditions of employment that are set forth in this
Memorandum of Understanding (hereinafter "MOU") have been discussed and
jointly proposed by and between the staff officials of the City of Anaheim (hereinafter
"ANAHEIM") and the Anaheim Municipal Employees Association Part -Time Unit
(hereinafter "AMEA") and shall apply to all the employees of ANAHEIM working
in the classifications set forth in Appendix `B".
1.2 The terms and conditions of employment that are set forth in this MOU 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 by the City
Council. Upon adoption of such a resolution, all the terms and conditions of this
MOU, so incorporated, shall become effective without any further action by either
party.
ARTICLE 2 - PURPOSE
2.1 The objectives of the parties to this MOU 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 - RECOGNITION
3.1 ANAHEIM hereby recognizes 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, AMEA shall be kept fully informed and have the right to be present at
all such meetings between ANAHEIM and the individual.
ARTICLE 4 - EMPLOYEE RIGHTS
4.1 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
the exercise of these rights.
ARTICLE 5 - MANAGEMENT RIGHTS
5.1 Management exclusively retains 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 and performance; determine the procedures and
standards of selection for employment, training, and promotion; direct its employees;
establish work schedules and work assignments; evaluate employee performance;
take disciplinary action; relieve its employees from duty because of lack of work or
other legitimate reasons; maintain the efficiency of ANAHEIM's operations;
determine the methods, means, and personnel by which ANAHEIM's operations are
to be conducted; classify and reclassify positions; determine the content of job
classifications; contract out work and transfer work into or out of the unit; take all
necessary action to carry out its mission in emergencies; and exercise complete
control and discretion over its organization and the technology of performing its
work.
5.2 The exercise of the foregoing powers, rights, authority, duties, and responsibilities by
management; the adoption of policies, rules, regulations, and practices in furtherance
thereof; and the use of judgment and discretion in connection therewith, shall be
limited only by the law and by the specific and express terms of this MOU, and then
only to the extent such specific and express terms are in conformance with the law.
ARTICLE 6 - NOTIFICATION
6.1 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.
6.2 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 adoption of such ordinance, resolution, rule,
or regulation.
ARTICLE 7 - CONSULTATION
7.1 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 the meet and confer process.
ARTICLE 8 - DISCUSSION
8.1 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.
8.2 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 (2) AMEA members and the labor representative of
AMEA may be present.
8.3 If the parties are not able to resolve the issue after three (3) meetings, the issue will
be considered dropped, unless both parties agree to meet additional times.
8.4 If the discussion process results in an agreement between the City Management
Representative and AMEA to amend this MOU, such agreement shall be incorporated
in a written Letter of Understanding (hereinafter "LOU"), signed by the City
Management Representative and AMEA representatives. The matter(s) incorporated
in the LOU shall be presented to the City Council for determination when necessary.
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 freely exchange
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 meet
and confer process and the use of such impasse procedure is mutually agreed upon
by the City Management Representative and AMEA.
3
9.1.1 When the meet and confer process results in agreement between the City
Management Representative and AMEA, such agreement shall be
incorporated in a written MOU and shall be signed by the City
Management Representative and AMEA representatives. The matters
incorporated in the MOU shall be presented to the City Council for
determination.
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 be required to meet and confer on management or employee rights as herein
defined. Proposed amendments to this ARTICLE are excluded from the scope of
meet and confer.
ARTICLE 10 - AMEA ORGANIZATION
10.1 AMEA representatives are those elected or appointed in accordance with the
constitution and bylaws of AMEA. ANAHEIM recognizes AMEA's right to appoint
employee representatives.
10.1.1 AMEA shall notify in writing the City Management Representative 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.
10.1.2 An employee elected or appointed as an officer or employee
representative of AMEA shall be required to work as scheduled in their
respective job class and shall not interrupt the work of other employees.
10.2 AMEA officers and representatives (subject to the provisions of ARTICLE 3 -
RECOGNITION) shall be permitted to visit employee work locations for the purpose
of observing working conditions; however, such visits shall not interrupt the work of
such employees, nor interfere with the normal operations of the department or with
established safety requirements.
10.2.1 AMEA officers and representatives shall not enter any work location
without the approval of the Human Resources Department and the
Department Head, Division Head, or other appropriate manager or
supervisor.
10.2.2 Solicitation of membership and all activities concerned with the internal
management of AMEA, such as collecting dues; holding membership
meetings; preparing petitions or grievance material; preparing proposals;
campaigning for office, conducting elections, and distributing literature;
etc., shall.not be conducted during working hours.
4
10.3 In the event that 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 AMEA shall be paid their regular hourly rate of pay when they are
attending the meet and confer sessions for any hours for which they were scheduled
to work.
10.3.1 Such meetings are subject to scheduling in a manner consistent with
operating needs and work schedules. Work schedules will not be
modified to ensure nor to avoid payment to part-time employees attending
meet and confer sessions.
10.3.2 Officers, employee representatives, and representatives of AMEA shall
not leave their duties, work stations, or assignments without the
knowledge of the Department Head, Division Head, or other appropriate
manager or supervisor.
10.3.3 ANAHEIM will pay employees who are released from work for AMEA
business at AMEA expense and will bill AMEA at the employee's regular
hourly rate of pay.
10.4 ANAHEIM shall furnish a bulletin board at mutually agreeable, specific locations for
the purpose of posting notices pertaining to AMEA business and shall determine what
reasonable portion of bulletin boards are to be allocated to AMEA.
10.4.1 All posted materials must be dated and must identify AMEA. If AMEA
does not abide by these provisions, it will forfeit its right to have materials
posted on ANAHEIM's bulletin boards.
10.5 ANAHEIM shall allow AMEA to conduct meetings in City facilities. Such meetings
shall be scheduled in accordance with regulations governing use of public meeting
rooms at City facilities.
ARTICLE 11 - CHECK -OFF
11.1 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-represented members and
employees when authorized to do so by AMEA, and remit such payments to 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
AMEA shall constitute payment of said dues and initiation fees by such members and
employees to AMEA.
61
ARTICLE 12 - GENERAL
12.1 It is hereby the declared personnel policy of ANAHEIM that:
12.1.1 Tenure of employees shall be subject to good behavior, satisfactory work
performance, necessity for the performance of work, and the availability
of funds;
12.1.2 Employment shall be based on merit and fitness, free of personal and
political considerations;
12.1.3 Appointments, promotions, and other actions requiring the application of
the merit principle shall be based on systematic tests and/or evaluations;
12.1.4 Positions having similar duties and responsibilities shall be classified and
compensated on a uniform basis.
12.2 ANAHEIM shall be the sole judge of the testing, qualification, and acceptance
procedures of all applicants for employment and promotion and ANAHEIM retains
the right to reject any applicant for employment; provided, however, that testing
and/or rejection shall not be done to discriminate for or against an applicant because
of AMEA or non-AMEA membership or for any other criteria as defined in
California Government Code Section 12940 et seq., except where such criteria is a
bona fide occupational qualification.
ARTICLE 13 - SENIORITY
13.1 In any employment circumstance, e.g. layoffs, shift selection, annual vacation
bidding, etc., where two (2) or more employees have the same seniority, the
employee's last name on file with the Human Resources Department shall be used
as a tie -breaker using alphabetical order with the employee whose last name
appears in the alphabet first being the tie -breaker.
13.1.1 If an employee has a hyphenated name (e.g. "Doe - Smith"), the first
name shall be used (e.g. "Doe"), and then the second name if necessary.
13.1.2 If the employees have the same last name, the employee's first name and
then middle name shall be used.
ARTICLE 14 - PAYROLL DEDUCTIONS
14.1 Deductions of authorized amounts may be made from employees' pay for the
following purposes:
Ltl
14.1.1 Withholding tax;
14.1.2 Contributions to retirement benefits;
14.1.3 Contribution to survivors' benefits;
14.1.4 Payment of hospitalization and major medical insurance premiums;
14.1.6 Contributions to the City Employees Annual Charities Fund Drive;
14.1.7 Payment of membership dues to AMEA; and
14.1.8 Other purposes as may be authorized by the City Council.
14.2 All employees must make and maintain arrangements for the direct deposit of
paychecks into the financial institution of their choice via electronic fund transfer.
ARTICLE 15 - SALARY RELATIONSHIPS
15.1 ANAHEIM and AMEA agree that wages for all classifications represented by AMEA
shall be based on the salary relationships shown below. The rates in Appendix `B"
reflect an agreed upon implementation plan to these salary relationships.
Classifications bolded and underlined are the benchmarked classifications (100%)
Library Page
Library Page Driver., .................................................1.0593 x Library Page
Park Ranger
Senior Park Ranger ................................................... 1.2500 x Park Ranger
Part -Time Code Enforcement Officer II
Part -Time Code Enforcement Officer I......... 0.8500 x PT Code Enforcement Officer
II
Part -Time Criminal_ Research Specialist
Part -Time Forensic Specialist II
Part -Time Forensic Specialist I .................. 0.8696 x Part -Time Forensic Specialist lI
Part -Time Housing Specialist II
Part -Time Housing Specialist I .............. 0.9000 x Part -Time Housing Specialist II
Part -Time Laborer
7
Part -Time Librarian
Part -Time Library Assistant .....................
Part -Time Library Technician ...................
Part Time Library Bookmobile Clerk
Part -Time Maintenance Coordinator
Part -Time Office Specialist II
........... 0.9000 x Part -Time Librarian
........... 0.8000 x Part -Time Librarian
Part -Time Intermediate Clerk .................. 0.9500 x Part -Time Office Specialist II
Part -Time Library Clerk ......................... 0.8550 x Part -Time Office Specialist II
Part -Time Office Specialist I ......................... 0.9000 x Part -Time Office Specialist II
Part -Time Senior Library Clerk ................ 1.0550 x Part -Time Office Specialist II
Part -Time Senior Office Specialist............ 1.1750 x Part -Time Office Specialist II
Part -Time Permit Technician II
Part -Time Permit Technician I ............... 0.9250 x Part -Time Permit Technician II
Part -Time Police Dispatcher II
Part -Time Fire Dispatcher I ..........................
Part -Time Fire Dispatcher II ..................
Part -Time Police Communications
Operator ....................................
Part -Time Police Communications
Supervisor .................................
Part -Time Police Dispatcher I ......................
Part -Time Senior Police Dispatcher..........
0.8500 x Part -Time Police Dispatcher Il
0.9500 x Part -Time Police Dispatcher 1I
0.7500 x Part -Time Police Dispatcher II
1.2500 x Part -Time Police Dispatcher II
0.9000 x Part -Time Police Dispatcher II
1.1000 x Part -Time Police Dispatcher II
Part -Time Police Records Specialist II
Part -Time Police Records Specialist I...0.9000 x Part -Time Police Records Specialist II
Part -Time Senior Police
Records Specialist ..................1.2000 x Part -Time Police Records Specialist II
Part -Time Property & Evidence Technician
Part -Time Storekeeper
Part -Time Survev Technician I
Part -Time Traffic Controller
Program Specialist
Senior Program Specialist .................................... 1.2655 x Program Specialist
Traffic Control Assistant
E:?
ARTICLE 16 - COMPENSATION
16.1 Wages for the various classifications shall be set forth in Appendix `B" attached to
this MOU and by this reference made a part hereof. The City Management
Representative will not recommend any revision or modifications to this MOU
without first consulting on such recommendation with AMEA.
16.2 Newly hired employees shall normally be compensated at the lowest step of the salary
schedule of the job class for which the employee was hired. When a prospective
employee's experience and qualifications require special consideration, an Executive
Manager may authorize the Human Resources Department to offer a higher step in
the salary schedule. Salary steps greater than the seventh (7th) step require approval
of the Human Resources Director.
16.3 Part -Time employees in classifications listed in Appendix "B" shall be eligible for
consideration for merit pay increases to the next higher salary step after one thousand
and forty (1,040) hours in a salary step.
16.4 An incumbent employee reclassified to a lower job class shall be placed in the step
of the lower salary schedule closest to the current base hourly rate of pay, and shall
retain record of step hours worked for the purpose of merit pay increases. If the ninth
(9th) step of the salary schedule of the lower job class is lower than the incumbent's
base hourly rate of pay, the base hourly rate of pay shall be identified as the "Y" step
of the lower salary schedule. An employee compensated at the "Y" step because of
a downward reclassification shall remain in the "Y" step until such time as the job
class is assigned to a salary schedule -in which the ninth (9th) step is equivalent to or
higher than the "Y" step, at which time the employee shall be placed in the ninth (9th)
step.
16.5 An employee who is promoted or reclassified 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
four percent (4%) except when the ninth (9th) step of the higher salary schedule
provides a pay increase of less than four percent (4%). Consideration for merit pay
increases shall be in accordance with Section 16.3 above and shall be based on step
hours worked in the higher job class.
16.6 An employee who is demoted for cause shall be placed in the step of the lower job
class that will provide a reduction in pay of not less than four percent (4%). An
employee who requests and is granted a voluntary demotion will be placed in the
salary step in the new salary schedule that is closest to their previous hourly rate that
does not provide an increase in the hourly rate. Employees who are demoted, whether
voluntary or for cause, shall be eligible for consideration for merit pay increases in
accordance with Section 16.3 above based on step hours worked in the lower job
class.
E
16.7 Any action concerning an employee's status of employment shall be processed on a
Personnel Action Form. Such status shall become effective upon action by a
management employee who has responsibility for authorizing such action. All
employees shall receive a true copy of any personnel action taken concerning the
status of their employment.
16.8 Non -substantive revisions to republish the information contained in Appendix `B" —
Wages to comply with the requirements of California Code of Regulations Section
570.5 may be made only after notification to AMEA.
ARTICLE 17 - MULTIPLE APPOINTMENTS
17.1 ANAHEIM and AMEA agree that employees working in classifications listed in
Appendix `B" may be appointed to more than one (1) job classification
simultaneously. Employees so appointed will be compensated for the actual hours
worked in each job classification at the applicable salary schedule rate. Employees
may be assigned to one (1) or more classifications that are not within the scope of
representation of AMEA.
17.2 No employee shall be allowed multiple appointments to more than one (1)
department, nor shall an employee be allowed multiple appointments to
classifications assigned to different PERS retirement plans.
17.3 Employees appointed to additional classifications, in accordance with this ARTICLE,
shall normally be placed in the closest salary step of the new classification that does
not provide a decrease in pay.
17.4. An incumbent employee reclassified to a lower job class shall be placed in the step
of the lower salary schedule closest to the current base hourly rate of pay of the
primary appointment, and shall retain record of step hours worked for the purpose of
merit pay increases. If the ninth (0) step of the salary schedule of the lower job class
is lower than the incumbent's base hourly rate of pay, the base hourly rate of pay
shall be identified as the "Y" step of the lower salary schedule. An employee
compensated at the "Y" step because of a downward reclassification shall remain in
the "Y" step until such time as the job class is assigned to a salary schedule in which
the ninth (9th) step is equivalent to or higher than the "Y" step, at which time the
employee shall be placed in the ninth (9th) step.
17.5 An employee who is promoted or reclassified 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
four percent (4%) from the rate of pay of the primary appointment except when the
ninth (9th) step of the higher salary schedule provides a pay increase of less than four
percent (4%). Consideration for merit pay increases shall be in accordance with
Section 17.3 above and shall be based on step hours worked in the higher job class.
10
17.6 An employee who is demoted for cause shall be placed in the step of the lower job
class that will provide a reduction in pay of not less than four percent (4%) from the
rate of pay of the primary appointment. An employee who requests and is granted a
voluntary demotion shall be placed in the salary step closest to the salary step of the
previous job class that does not provide an increase in the hourly rate. Employees
who are demoted, whether voluntary or for cause, shall be eligible for consideration
for merit pay increases in accordance with Section 17.3 above based on step hours
worked in the lower job class.
17.7 The various terms and conditions of employment under this MOU shall apply only
to hours worked in a classification listed in Appendix `B", except that:
17.7.1 The provisions of Section 18.3.1 and 18.3.2 imposing limits on hours
worked in a fiscal year shall apply to the aggregate of hours worked in all
appointments.
17.7.2 Discipline that may be imposed on an employee who has one (1) or more
appointments to a job classification listed in Appendix `B" shall be
considered a matter subject to review through the grievance procedure
under this MOU without regard to the employee's actual assignment at
the time of the incident giving rise to the disciplinary action.
17.8 Eligibility for consideration for merit pay increases shall be based on step hours
worked in each separate classification, and merit pay increases shall be granted only
for the classification in which the employee has established eligibility.
17.9 An employee in the classification of Park Ranger who is assigned responsibility for
training and/or evaluating newly hired employees shall be assigned the additional
classification of Senior Park Ranger, and shall be paid at the first step of the Senior
Park Ranger salary range for all hours spent training and evaluating newly hired
employees.
17.10 An employee in the classification of Traffic Control Assistant who is assigned
responsibility for training and/or evaluating newly hired employees shall be assigned
the additional classification of Part -Time Traffic Controller, and shall be paid at the
first step of the Part -Time Traffic Controller salary range for all hours spent training
and evaluating newly hired employees.
ARTICLE 18 - HOURS OF WORK AND PAY DAY
18.1 Employees shall be scheduled to work as needed and to cover peak periods and
absences of other employees. Hours are irregular and based on need and may be full
days or partial days. Except as provided in Section 18.5 below, there shall be no
minimum number of hours guaranteed.
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18.1.1 ANAHEIM and AMEA agree that availability is a condition of
employment. An employee who does not maintain their availability, does
not report as scheduled, or is otherwise absent without leave may be
subject to discipline up to and including dismissal.
18.2 Regular salaries and compensation of all employees shall be paid on a biweekly basis.
18.3 ANAHEIM has determined a need to set forth criteria for defining groups of
employees engaged in limited employment who are covered by this MOU.
Accordingly, the following categories are hereby established.
18.3.1 Part -Time Non-CaIPERS members: Employees hired to work an
average of less than twenty (20) hours per week on an ongoing basis
(maximum of one thousand (1,000) hours pursuant to the California
Public Employees' Retirement Law (PERL) for exclusion from California
Public Employees' Retirement System (CaIPERS) membership in a fiscal
year) or working in a position excluded from CaIPERS membership by
law or contract exclusion.
18.3.2 Part -Time CaIPERS Employees: Employees hired with prior CaIPERS
membership; who have met CaIPERS membership eligibility (worked one
thousand (1,000) hours in a fiscal year) per Government Code Section
10305(a)(3)(B) of the Public Employees' Retirement Law (PERL); or
otherwise are determined to be eligible per the PERL.
18.4 The number of positions in each category shall vary in accordance with ANAHEIM's
requirements and shall be established by ANAHEIM. Assignment of personnel to
these positions shall be made by ANAHEIM.
18.5 Authorized Hours: Employees in classifications listed in Appendix `B" designated
by a "3" before the schedule number shall be guaranteed a minimum of three (3)
hours paid at their regular hourly rate upon reporting for work, except when
scheduled for meetings or training the guarantee shall be two (2) hours.
ARTICLE 19 - APPOINTMENTS AND PROMOTIONS
19.1 Appointments and promotions shall be based on merit and fitness to be ascertained
so far as practicable by competitive examinations. Examinations shall be used and
conducted to aid in the selection of qualified employees, and shall consist of
recognized selection techniques, which will, in the opinion of the Human Resources
Director, test fairly the qualifications of candidates.
19.2 Minimum standards of employment for each job class shall be recommended by the
Human Resources Director and approved by the City Manager.
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19.3 At such times as the appointing authority with concurrence of the Human Resources
Director determines that it is the best interests of the City to promote from within,
promotions shall be on a competitive basis except when the Human Resources
Director finds that the number of employees qualified for promotion is insufficient to
justify competition.
19.4 Advancement to a higher paid job class shall constitute a promotion.
19.5 Examinations for appointments and promotions shall be in such form as will fairly
test the abilities and aptitudes of candidates for the duties to be performed, so that
such appointments and promotions will be solely based on qualifications without
regard to race, color, creed, national origin, religious, or political affiliation or belief,
membership in or attitude toward any employee organization, sex, age, or physical
disability, except where sex, age, or lack of physical disability is a bona fide
occupation qualification.
ARTICLE 20 - PROBATION
20.1 Employees working in classifications listed in Appendix `B" shall serve a
probationary period of twelve (12) months. Upon successful completion of a
probationary period, an employee shall be considered to have part-time regular status
in the classification in which the probationary period is served.
20.1.1 In the event an employee is assigned to light duty or is absent from work
due to a lengthy illness or injury, or other reason resulting in protected
leave time during the probationary period, said employee's probationary
status may be extended beyond the regular period of probation in the
amount of one (1) complete biweekly pay period for each complete
biweekly pay period assigned to light duty or lost to illness or injury or
protected leave time.
20.1.2 Subject to the discretion of the appropriate Department Head, an
employee's probationary status may be extended beyond the regular
probationary period for reasons other than those addressed in 20.1.1 by
providing the employee advanced written notice. In no event shall a
probationary extension under this provision exceed six (6) months. The
department shall advise AMEA in writing regarding the extension of
probation as soon as practicable.
20.2 The work and conduct of probationary employees shall be subject to close scrutiny.
An employee shall be retained beyond the end of the probationary period only if the
appropriate Executive Manager affirms that the work and conduct of the employee
have been found to be satisfactory. If the work and conduct of a probationary
employee is found to be below standards of the department, the appropriate Executive
Manager may reject the probationer at anytime during the probationary period. Such
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rejections shall not be subject to review or appeal unless such rejection is alleged to
be contrary to the provisions of any state or federal law, and then such review/appeal
will be limited to that which is required by law, ordinance, or resolution.
20.3 ANAHEIM will make every reasonable effort to return an employee rejected or laid
off during the probationary period to the classification in which the employee had
regular status, unless the reasons for their failure to complete the probationary period
would be cause for dismissal. If not returned to former classification, the employee
shall be separated from employment with ANAHEIM.
ARTICLE 21 - TRAINING
21.1 The Human Resources Director shall encourage the improvement of service by
providing employees with opportunities for training, including training for
advancement and for general fitness for public service.
21.1.1 Reimbursement to employees for training costs incurred for formalized
training shall be in accordance with regulations established by the City
Manager.
21.1.2 There shall be no compensation for time spent in meetings for the purpose
of education or training of any kind unless such attendance is required by
the appropriate Executive Manager or the Executive Manager's
designated representative.
21.2 Employees in a classification listed in Appendix `B" shall be allowed the opportunity
to enroll in an ANAHEIM sponsored training course, or a training class that is pre -
approved by the appropriate Executive Manager or the Executive Manager's
designated representative, at least once each calendar year. To be approved, courses
must be in one (1) of the four (4) core competency areas identified in the City's
training plan (Interpersonal Skills, Technical Proficiency, Achieves Results, or
Responsive Customer Service).
ARTICLE 22 - REDUCTION IN FORCE
22.1 ANAHEIM and AMEA agree that ANAHEIM will notify AMEA of a planned
reduction in work hours or layoffs which may affect employees represented by the
AMEA at the same time or prior to notification of individual employees.
22.2 When notice is provided in accordance with Section 22.1 above, ANAHEIM and
AMEA agree to meet and confer regarding the basis upon which work hours will be
reduced or employees will be laid off. If the parties are unable to come to an
agreement within twenty-one (21) calendar days of the date that ANAHEIM provided
notice under this ARTICLE, employees shall be laid off from their position on the
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basis of City seniority, from the least senior to the most senior. "Seniority" shall be
determined on the basis of the employee's City hire date without regard to the number
of actual hours worked.
ARTICLE 23 - REINSTATEMENT
23.1 An employee who terminates employment in good standing may be reinstated to a
vacant position in the former job class within two (2) years of the termination date
without re -qualifying for employment by competitive process.
23.1.1 An employee reinstated within thirty (30) days of the termination date
shall be considered to have continuous service and shall not serve a new
probationary period. The employee shall be placed in their former salary
step and shall retain record of step hours worked for the purpose of merit
pay increases.
23.1.2 An employee reinstated after thirty (30) days of their termination date
shall serve a new probationary period and shall be considered to have
broken service for the purpose of merit pay increases.
ARTICLE 24 - OTHER EMPLOYMENT
24.1 As set forth in Administrative Regulation 233, AMEA agrees that employees may
not engage in other employment that constitutes a conflict of interest as defined by
Section 1126 of the California Government Code. A Department Head, as a
condition of continued employment, may require an employee to terminate the other
employment when the Department Head determines that a conflict of interest exists.
An employee may appeal such a determination to the Human Resources Director
whose decision shall be final and binding.
ARTICLE 25 - SERVICE PINS
25.1 Service awards, in the form of service pins or the equivalent, shall be presented to
employees in classifications listed in Appendix `B" for:
Five (5) years of service;
Ten (10) years of service;
Fifteen (15) years of service;
Twenty (20) years of service;
Twenty-five (25) years of service;
Thirty (30) years of service;
Thirty-five (35) years of service; and
Forty (40) years of service.
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Such service awards shall also be presented to an employee upon retirement.
ARTICLE 26 - BILINGUAL PAY
26.1 Employees required to speak Spanish or other languages (including sign language),
as well as English as part of the regular duties of their position will be compensated
at the rate of eighty-five cents ($0.85) per hour to be included in the regular hourly
rate of pay.
26.2 Employees required to speak, read, and/or write in Spanish or other languages
(including sign language), as well as English as part of the regular duties of their
position will be compensated at the rate of ninety-five cents ($0.95) per hour to be
included in the regular hourly rate of pay.
26.3 Employees who work in a classification listed below and who are required to speak in
Spanish or other languages (including sign language), as well as English as part of their
regular duties of their position will be compensated at the rate of one dollar and fifteen
cents ($1.15) per hour to be included in the regular hourly rate of pay.
Part -Time Police Dispatcher I
Part -Time Police Dispatcher II
Part -Time Police Communications Operator
Part -Time Senior Police Dispatcher
Part -Time Police Communications Supervisor
26.4 Employees who work in a classification listed below and who are required to speak,
read, and/or write in Spanish or other languages (including sign language), as well as
English as part of their regular duties of their position will be compensated at the rate
of one dollar and sixty-five cents ($1.65) per hour to be included in the regular hourly
rate of pay.
Part -Time Police Dispatcher I
Part -Time Police Dispatcher II
Part -Time Police Communications Operator
Part -Time Senior Police Dispatcher
Part -Time Police Communications Supervisor
26.5 The appropriate Executive Manager shall designate which employees shall be
assigned bilingual duties and which language(s) shall be eligible for bilingual pay.
26.6 Human Resources shall conduct a test of competency for employees considered for
assignment to bilingual duties to certify these employees eligible for bilingual pay,
except that departments with authorized bilingual certifiers may conduct their own
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test of bilingual competency and notify the Human Resources Director of the
outcome of the test.
26.7 The effective date of bilingual pay certification shall be the first day of the pay period
following notification to the Human Resources Director of the passing of the
bilingual test by the employee as provided in Section 26.5 above. Employees may
be required to undergo a test of continued competency, upon request of the
employee's department.
ARTICLE 27 - PREMIUM PAY
27.1 An employee working in classifications listed in Appendix `B" who performs
authorized work in excess of forty (40) hours in a regular work week shall be
compensated for such overtime work at the rate of one and one-half (1 %2) times the
employee's regular hourly rate of pay.
27.1.1 Overtime shall be calculated to the nearest one -quarter ('/4) hour of
overtime worked.
27.1.2 All overtime must be authorized in advance by the appropriate
Administrative Manager.
27.2 Employees working in classifications listed in Appendix `B" who perform authorized
work on the following days shall be compensated for such work at the rate of one and
one-half (1'/2) times the employee's regular hourly rate of pay:
January 1 st, New Year's Day
Third Monday in January, Martin Luther King Jr.'s Birthday
Third Monday in February, Presidents' Day
Last Monday in May, Memorial Day
July 4th, Independence Day
First Monday in September, Labor Day
November 1 lth, Veterans Day
Fourth Thursday in November, Thanksgiving Day
December 25th, Christmas Day
27.3 Shift Premium: Employees who work the following assigned shifts shall be
compensated at the rate of seventy-five cents ($0.75) per hour to be included in the
regular hourly rate of pay:
27.3.1 Part -Time Traffic Controllers and/or Traffic Control Assistants shall
receive shift premium for all hours worked between 2:30 p.m. and 12:30
a.m.
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27.3.2 Park Rangers and/or Senior Park Rangers shall receive shift premium for
all hours worked between 5:00 p.m. and 3:00 a.m. on Friday, Saturday,
and Sunday. There shall be no shift premium for any hours worked
between 3:01 a.m. Monday through 4:59 p.m. Friday.
27.3.3 Part -Time Police Dispatchers I and II shall receive shift premium for all
hours worked between 6:00 p.m. and 6:00 a.m., Friday, Saturday, and
Sunday. There shall be no shift premium for any hours worked between
6:01 a.m. Monday through 5:59 p.m. Friday.
27.3.4 Part -Time Code Enforcement Officer I and II shall receive shift premium
for any hours worked between 6:00 p.m. and 6:00 a.m.
27.3.5 Part -Time Fire Dispatcher I and II shall receive shift premium for any
hours worked between 7:00 p.m. and 7:00 a.m.
27.4 Notwithstanding the above overtime provisions, there shall be no overtime pay for
the time spent, outside scheduled work hours, in attending meetings of any kind
which are for the purpose of education or training, unless required by ANAHEIM to
attend such training.
27.5 Employees in the following job classes shall receive Permit Technician certification
pay for possession of a Permit Technician Certification:
Part -Time Permit Technician II
27.5.1 Permit Technician certification pay will be paid once each year during the pay
period that includes November 16. Upon an employee's initial certification,
the employee will be eligible for Permit Technician certification pay for the
future pay period that includes November 16. Eligibility for annual
certification pay will continue only as long as the employee maintains
certification in good standing as provided by the International Code Council
or equivalent recognized state or national professional association.
27.5.2 Permit Technician certification pay shall be two hundred fifty dollars ($250).
27.5.3 Probationary employees are not eligible for Permit Technician certification
pay.
27.6 Employees in the following job classes shall receive Code Enforcement Officer
certification pay upon obtaining a certificate of completion in a Certified Code
Enforcement Officer training program from an accredited college or professionally
recognized state or national certification program:
Part -Time Code Enforcement Officer I
Part -Time Code Enforcement Officer II
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27.6.1 Code Enforcement Officer certification pay will be paid once each year
during the pay period that includes November 16. Upon an employee's initial
certification, the employee will be eligible for Code Enforcement Officer
certification pay for the future pay period that includes November 16.
Eligibility for annual certification pay will continue only if the employee is
re -certified as provided by an accredited college or professionally recognized
state or national certification program.
27.6.2 Code Enforcement Officer certification pay shall be three hundred seventy-
five dollars ($375) for certificate of completion of Module II (Intermediate)
and shall be seven hundred fifty dollars ($750) for certificate of completion
of Module III (Advanced) certificate. Certification pays in this Section shall
not pyramid.
27.6.2.1 Employees receiving pay for Module I (Basic) certification prior
to Council adoption of this MOU shall continue to be eligible for
such pay until employee obtains Module II (Intermediate)
certification.
27.6.3 Probationary employees are not eligible for Code Enforcement Officer
certification pay.
ARTICLE 28 - STANDBY
28.1 An employee assigned to court standby at times other than during their scheduled
work hours for the purpose of being on call as a witness on matters within the scope
of their employment shall be guaranteed two (2) hours of pay at the regular hourly
rate of pay for each calendar day of such standby duty.
28.1.1 An employee assigned to standby duty for the purpose of being on call for
two (2) separate court subpoenas for both a morning and an afternoon
session on the same day, or when an employee is carried over from a
single subpoena from a morning session to an afternoon session, shall be
guaranteed two (2) additional hours of pay at the employee's regular
hourly rate of pay for each calendar day of such standby duty.
ARTICLE 29 - DISCIPLINE
29.1 The tenure of every employee shall be conditioned on good behavior and
satisfactory work performance. An employee may be reduced in salary, suspended,
demoted, or dismissed for good and sufficient cause.
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29.2 When in the judgment of the appropriate Department Head, Division Head, or other
appropriate manager, an employee's work performance or conduct justifies
disciplinary action short of demotion or dismissal, the employee may be reduced in
salary or suspended without pay. Upon taking such action, a written notification
containing a statement of the substantial reasons for the action shall be fled with the
employee and the Human Resources Director. No employee shall be suspended for
more than thirty (30) calendar days at any one time.
29.3 An employee may be demoted or dismissed upon recommendation of a Division
Head or other appropriate supervisor whenever in the judgment of the appropriate
Department Head the employee's work or misconduct so warrants. Upon taking such
action, the Department Head shall file with the employee and the Human Resources
Director a written notification containing a statement of the substantial reasons for
the action and the effective date of the action.
29.4 ANAHEIM and AMEA agree to stipulate to the following submission language when
discipline under this ARTICLE is submitted to an impartial arbitrator: "Was (name
of employee) [reduced in salary, suspended, demoted, or dismissed] for good and
sufficient cause? If not, what shall be the remedy?"
ARTICLE 30 - GRIEVANCE PROCEDURE
30.1 Any grievance or dispute which may arise out of the application or interpretation of
the terms or conditions of this MOU, as alleged by AMEA, shall be considered to be
a matter subject to review through the grievance procedure and shall be settled in
accordance with the procedure set forth immediately herein below, except a dispute
by an applicant regarding employment.
30.2 In those instances where discipline is imposed other than salary step reduction,
suspension, demotion, or dismissal, AMEA may submit a written request for a review
of the disciplinary action through an administrative review procedure.
30.2.1 Administrative Review Procedure:
The written request must be submitted to the Human Resources
Department within fourteen (14) calendar days after receipt of notice
by the employee of the disciplinary action. The Department Head or
Administrative Manager under which the discipline was administered
shall conduct an administrative review within fourteen (14) calendar
days of submission of the written request.
The Department Head or Administrative Manager shall review the
disciplinary action and may affirm, reverse, or modify the disciplinary
action as deemed appropriate. The Department Head or
Administrative Manager's determination shall be delivered in writing
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within fourteen (14) calendar days after the administrative review.
The Department Head or Administrative Manager's determination
shall be final and binding.
30.3 Employee grievances submitted by AMEA to ANAHEIM shall be handled in the
following manner:
30.3.1 Step I. An attempt shall be made to adjust all grievances on an
informal basis between the employee, up to two (2) AMEA
representatives, and a supervisor in the employee's chain of
command, up to and including the employee's manager, within
fourteen (14) calendar days after the occurrence of the incident
involved in the grievance. The manager shall deliver an answer within
fourteen (14) calendar days after conducting the Step I meeting.
30.3.2 Step II. If the grievance is not adjusted to the satisfaction of AMEA
in Step I, it shall be submitted in writing to the employee's
Department Head or Administrative Manager within fourteen (14)
calendar days after the Step I answer is received by AMEA. The
Department Head or Administrative Manager shall meet with the
employee and up to two (2) AMEA representatives within twenty-
one (21) calendar days after submission of the grievance. The
Department Head or Administrative Manager shall review the
grievance and may affirm, reverse, or modify as deemed appropriate,
the disposition made at Step I and the Step II answer shall be delivered
to AMEA within fourteen (14) calendar days after said meeting.
30.3.3 Step Ill. If AMEA is not satisfied with the answer to the Step II, it
shall be submitted to an impartial arbitrator for a final and binding
decision. Such submission must occur within thirty (30) calendar days
after the Step II answer is received.
29.3.3.1 In the event the parties are unable to agree upon the
selection of such impartial arbitrator within ten (10)
calendar days, upon request by either party an arbitrator
shall be selected from a list of prospective arbitrators
submitted by the American Arbitration Association or any
other mutually agreed upon provider.
30.3.4 An arbitrator's decision shall be final and binding on both parties, it
being agreed that said arbitrator shall have no powers to add to or
subtract from the provisions herein, and that the laws of the State of
California shall be controlling at all times.
30.4 All expenses of any arbitration shall be borne equally by ANAHEIM and AMEA.
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30.5 The parties may mutually agree to submit any grievance or dispute covered under the
provisions of this ARTICLE to non -binding mediation, prior to submission to
arbitration. This language is not intended to impede or delay the arbitration process.
ARTICLE 31 - EMPLOYEE AVAILABILITY AND LEAVES
31.1 ANAHEIM and AMEA agree that availability is a condition of employment.
Employees in classifications listed in Appendix `B" shall be required to maintain an
availability of twenty (20) hours per week, except that employees in classifications
listed in Appendix `B" who are enrolled in PERS by virtue of their employment with
ANAHEIM shall be required to maintain an availability of thirty (30) hours per week.
An employee who does not maintain their availability, does not report to work as
scheduled, or who is otherwise absent without leave shall be subject to discipline up
to and including dismissal from their position with ANAHEIM.
31.1.1 Employees may request, and the appropriate Executive Manager may
authorize, a modified availability less than the requirements outlined
above. An employee who does not maintain the modified availability,
does not report to work as scheduled, or who is otherwise absent without
leave shall be subject to discipline up to and including dismissal from their
position with ANAHEIM.
31.2 ANAHEIM and AMEA agree that employees in classifications listed in Appendix
"B" of this MOU who have been continuously employed for a period of at least one
(1) full year, may be eligible for an unpaid leave of absence of up to sixty (60)
calendar days. Such leaves shall be scheduled and taken in the best interests of
ANAHEIM and shall require the prior written approval of the appropriate Executive
Manager or designated representative. ANAHEIM will make every reasonable effort
to return an employee who has been on an authorized leave of absence to the
employee's previous scheduled work days and hours.
31.3 ANAHEIM and AMEA agree that employees in classifications listed in Appendix
"B" of this MOU shall be provided unpaid leave of up to five (5) work shifts in the
event of a death in their immediate family. Bereavement leave must be completed
within three (3) months of the date of death. "Immediate family" for the purposes of
this paragraph shall be defined as parent, foster parent, step-parent, spouse, or
registered domestic partner, child, stepchild, sibling, grandparent, grandchild, parent -
in -law, daughter-in-law or son-in-law of the employee or employee's spouse, or
registered domestic partner. As used herein, "registered domestic partner" means
that a Declaration of Domestic Partnership has been filed with the California
Secretary of State.
31.4 Leaves taken under the provisions of the federal Family Medical Leave Act and/or
the California Family Medical,�Leave Act shall be concurrent with any leave
entitlement an employee may have under the provisions of Section 31.2 above.
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31.5 Part-time employees shall be allowed to use up to a maximum of forty-eight (48)
hours of accrued sick leave in a calendar year. It is the responsibility of such
employees to adhere to all City and Department policies and regulations regarding
attendance and sick leave.
ARTICLE 32 - MILITARY LEAVE
32.1 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.
32.1.1 Notwithstanding Section 32.1, during any term of deployment, employees
shall be considered to be on leave without pay status (LWOP) and shall
accrue no paid leaves. However, such employee will not lose seniority
during military leave.
32.2 Employees serving in the Military Reserve Force shall provide ANAHEIM with their
weekend drill and/or annual training schedule at least four (4) weeks or as soon as
practicable prior to their anticipated absence from work. When such advance notice
is not possible due to unforeseen circumstances, an employee shall notify ANAHEIM
no later than the employee's first work day after the employee is notified of a
scheduled drill or training.
ARTICLE 33 - TRAVEL AND MILEAGE EXPENSE
33.1 Travel expense allowance for employees while on City business shall be provided in
accordance with regulations established by the City Manager and/or the City Council.
33.2 ANAHEIM's Mileage Reimbursement rate will be the standard mileage rate
established by the Internal Revenue Service.
33.3 An increase or decrease shall be effective the first day of the second month after the
date of publication by the Internal Revenue Service.
ARTICLE 34 - HEALTH INSURANCE
34.1 An employee working in a classification listed in Appendix `B" shall be provided
health insurance as long as the employee remains employed and is available to work,
and meets the conditions specified below.
34.2 ANAHEIM agrees to allow eligible part-time employees working in classifications
represented by AMEA to enroll in the ANAHEIM sponsored HMO Plans.
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34.3 An employee working in the classification of Part -Time Senior Park Ranger, Part -
Time Park Ranger, Part -Time Traffic Control Assistant, or Part -Time Traffic
Controller shall be eligible for coverage on the first day of the month following
completion of twenty-six (26) complete biweekly pay periods or one thousand and
forty (1,040) hours worked, whichever is sooner, or upon becoming eligible pursuant
to the Affordable Care Act (ACA).
34.3.1 An employee classified as a Part -Time Property and Evidence Technician
hired prior to March 11, 2015, shall receive health insurance pursuant to
Section 34.3. An employee classified as a Property and Evidence
Technician hired on or after March 11, 2015, shall receive health
insurance pursuant to Section 34.4.
34.4 An employee who is eligible pursuant to the Affordable Care Act (ACA) shall be
provided health insurance, through the HMO Plan, on the first day of the month
following one (1) complete calendar month after appointment to part-time thirty (30)
hour status in accordance with Section 18.3.2 or upon becoming eligible pursuant to
the ACA, and for as long as they maintain eligibility under ACA requirements.
An employee's status in the California Public Employees' Retirement System has no
impact or effect on a part-time employee's eligibility for medical benefits, and is not
a determining factor in providing medical benefits. Furthermore, a part-time
employee hired into a thirty (30) hour position may lose access to medical benefits
during the review period if the employee does not maintain the requisite number of
hours pursuant to the ACA.
34.5 ANAHEIM's maximum contribution towards an employee's purchase of the Kaiser
HMO Plans (employee only) is as follows:
HMO Plan 1 The flat -dollar amount equivalent to seventy-
five percent (75%) of the HMO Plan 2
premium
HMO Plan 2 (Full-time equivalent) Seventy-five percent
(75%) of the single -party premium
An employee shall pay any difference between ANAHEIM's contribution and the
total cost of the HMO Plan.
34.6 An eligible employee pursuant to Section 34.3 above shall be eligible for HMO Plan
1 or Plan 2.
34.7 At any time during the term of this MOU, the PARTIES agree to reopen ARTICLE
34 — Health Insurance, for the sole purpose of conforming with any changes expressly
mandated by the ACA.
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ARTICLE 35 - PENSIONS
35.1 An employee working in a classification listed in Appendix `B" for whom the City
is providing a retirement benefit under Government Code Section 21354.5
(2.7%@55), shall contribute a total of twelve percent (12%) of compensation
eamable as defined by Government Code Section 20636. This amount is comprised
of. (a) the eight percent (8%) statutory member contribution to Ca1PERS, determined
by Government Code Section 20677(a)(3); and (b) an amount equivalent to four
percent (4%) cost sharing of the employer contribution as allowed under Government
Code Section 20516(f).
35.2 ANAHEIM institutes a revised defined benefit plan for covered employees hired on
or after January 1, 2013, consisting of the 2.0% @ 62 defined formula (Government
Code Section 7522.20(a)), with a final compensation period of three (3) consecutive
years (Government Code Section 20037) and the employee paying the full required
member contribution set annually by CalPERS.
ARTICLE 36 - PHYSICAL EXAMINATIONS
36.1 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.
36.2 In order to be eligible for promotion or transfer to a job class in a category requiring
greater physical qualification than the present job class, an employee must pass the
appropriate physical examination.
36.3 An employee who returns to work after an absence in excess of five (5) consecutive
scheduled work shifts due to illness or physical incapacity may be required by the
Department Head to undergo a physical examination. An employee who fails to pass
a physical examination required under the provisions of this ARTICLE may be
transferred or demoted to a position requiring lesser physical qualifications or
terminated.
36.4 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 their practice as defined by California State Law.
36.5 ANAHEIM shall pay for any physical examination required under the provisions of
this ARTICLE.
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ARTICLE 37 - VACATION BENEFIT
37.1 An employee who works eleven hundred (1,100) or more hours in the prior calendar
year will be given each January a lump sum "vacation payment" of three percent
(3%) of their annual gross earnings from the prior calendar year (calendar year
defined as the period for which wages earned are reported for tax purposes).
ARTICLE 38 - NOTIFICATION OF CONTRACTING OUT
38.1 ANAHEIM agrees to notify AMEA of possible contracting out of City work or
services if such contracting out will have a significant long term impact on work
performed by employees in classifications represented by AMEA.
38.1.1 Such notification shall be given before the decision to contract out is
made; and
38.1.2 AMEA will have the opportunity to comment prior to a determination by
ANAHEIM to enter into contracting arrangements.
ARTICLE 39 - CONSTRUCTION
39.1 Nothing in this MOU shall be construed to deny any person or employee the rights
granted by federal and state laws and City Charter provisions. The rights, powers,
and authority of the City Council in all matters, including the right to maintain any
legal action, shall not be modified or restricted by this MOU. The provisions of this
MOU are not intended to conflict with the provisions of Chapter 10, Division 4, Title
1 of the Government Code of the State of California (Sections 3500, et seq.).
ARTICLE 40 - SAVINGS CLAUSE
40.1 The resolution of ANAHEIM shall provide that if any provision of this MOU 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 MOU and the remainder of the resolution
shall not be affected thereby and shall remain in full force and effect.
ARTICLE 41 - NO STRIKE
41.1 It is agreed and understood that under the terms of this MOU, AMEA and/or its
members shall not conduct any strikes, including sympathy strikes, slow -downs, or
work stoppages; nor shall there be any refusal or failure to fully and faithfully perform
job functions and responsibilities, by AMEA or by its officers, stewards, agents, or
unit members during the term of this MOU.
Rep
41.2 AMEA recognizes the duties and obligations of its representatives to comply with
the provisions of this MOU and to make every effort toward inducing employees to
do so. In the event of a strike, work stoppage, or slowdown by employees who are
represented by AMEA, AMEA agrees in good faith to take all necessary steps to
cease such employee action.
41.3 An employee violating this ARTICLE may be subject to disciplinary action up to and
including dismissal. It is understood that in the event this ARTICLE is violated, that
ANAHEIM may pursue any and all legal remedies available to it against an
employee, if the employee violates the terms of this Agreement, and/or AMEA, if
AMEA violates this Agreement.
ARTICLE 42 - OTHER PROVISIONS
42.1 ANAHEIM shall not charge employees to replace lost or damaged proximity cards.
27
ARTICLE 43 - DURATION
43.1 The terms of the MOU are to remain in full force and effect through the third day of
July 2025. Upon adoption of a resolution approving this MOU and the terms hereof
by the City Council of the City of Anaheim, this MOU shall be in full force and effect.
STAFF OFFICIALS OF THE CITY OF
ANAHE , a unicipal Corporation
IM
By' P, i�-
�� t f:
an
Date: u MY
MV
ANAHEIM MUNICIPAL EMPLOYEES
ASSOCIATION, PART-TIME UNIT
By: /--
By:
By:�
f
By:
By:
By:
By:
By:
B.7
By:
By: - By:
L.V L4
APPENDIX "A" - SPECIAL PROVISIONS
A.1 Effective the first day of the pay period that includes July 1, 2022, ANAHEIM shall
provide a base salary increase of four percent (4.0%)
A.2 Effective the pay period that includes July 1, 2023, ANAHEIM shall provide a base
salary increase of three percent (3.0%).
A.3 Effective the pay period that includes July 1, 2024, ANAHEIM shall provide a base
salary increase of three and one half percent (3.5%)
A.4 The following terms referenced in this MOU are defined as follows:
Regular Hourly Rate of Pay — the rate of pay utilized for purposes of the calculation of
overtime under the Fair Labor Standards Act ("FLSA").
Base Rate of Pay - the rate of pay associated with an employee's placement on the
salary schedule for their classification.
4%,
APPENDIX "B" - WAGES
JUNE 24, 2022 - JUNE 22, 2023
4.0% Increase
Code
Classification
Grade
Step
Hourly Rates
959
Library Page
PA220
8
- 9
$15.60
- $16.38
969
Library Page Driver
PA215
8
- 9
$16.52
- $17.35
922
Park Ranger
PA100
6
- 9
$16.65
- $19.28
980
Program Specialist
PA600
4
- 9
$15.60 -
$19.91
P54
PT Code Enforcement Officer I
A1410
4
- 9
$27.20 -
$34.71
P21
PT Code Enforcement Officer II
A1400
4
- 9
$31.99 -
$40.83
S82
PT Criminal Research Specialist
A1940
5
- 9
$33.96 -
$41.28
916
PT Fire Dispatcher I
B1420
3
- 9
$26.33 -
$35.29
P93
PT Fire Dispatcher II
B1440
3
- 9
$29.43 -
$39.44
J74
PT Forensic Specialist I
PA400
4
- 9
$33.10 -
$42.24
B18
PT Forensic Specialist II
PA410
5
- 9
$39.96 -
$48.57
R50
PT Housing Specialist I
A1820
4
- 9
$25.65 -
$32.74
907
PT Housing Specialist 11
A1800
5
- 9
$29.93 -
$36.38
918
PT Intermediate Clerk
B1320
4
- 9
$19.61 -
$25.03
867
PT Laborer
PA150
1
- 9
$17.48 -
$25.82
R89
PT Librarian
PA210
4
- 9
$31.44 -
$40.12
S68
PT Library Assistant
A2120
5
- 9
$29.71 -
$36.11
815
PT Library Bookmobile Clerk
PA245
4
- 9
$21.81 -
$27.84
952
PT Library Clerk
PA200
4
- 9
$17.65 -
$22.53
R23
PT Library Technician
PA230
5
- 9
$26.41 -
$32.10
B29
PT Maintenance Coordinator
A3625
5
- 9
$31.07 -
$37.77
30
JUNE 24, 2022 - JUNE 22, 2023
4.0% Increase
J41
PT Office Specialist I
B1315
4
- 9
$18.59
- $23.72
804
PT Office Specialist II
B1300
4
- 9
$20.65
- $26.35
R85
PT Permit Technician I
A1310
4
- 9
$26.12
- $33.34
B33
PT Permit Technician II
A1300
5
- 9
$29.65
- $36.04
S59
PT Police Communications Operator
PA315
4
- 9
$24.40
- $31.14
S63
PT Police Communications Supervisor
PA325
5
- 9
$42.70 -
$51.90
S62
PT Police Dispatcher I
PA310
5
- 9
$30.74 -
$37.37
831
PT Police Dispatcher II
PA300
5
- 9
$34.16 -
$41.52
R62
PT Police Records Specialist I
PA510
4
- 9
$19.78 -
$25.25
B35
PT Police Records Specialist II
PA500
4
- 9
$21.98 -
$28.05
977
PT Property and Evidence Technician
PA140
4
- 9
$26.01 -
$33.19
S17
PT Senior Library Clerk
PA240
5
- 9
$22.87 -
$27.80
813
PT Senior Office Specialist
B1360
4
- 9
$24.26 -
$30.96
B46
PT Senior Police Dispatcher
PA320
5
- 9
$37.57 -
$45.67
B47
PT Senior Police Records Specialist
PA520
5
- 9
$27.69 -
$33.66
P17
PT Storekeeper
B1730
4
- 9
$23.10 -
$29.48
B65
PT Survey Technician I
A3710
4
- 9
$28.19 -
$35.98
S46
PT Traffic Controller
PA130
4
- 9
$19.67 -
$25.10
P34
Senior Park Ranger
PA120
5
- 9
$19.83 -
$24.10
979
Senior Program Specialist
PA620
4
- 9
$19.74 -
$25.20
992
Traffic Control Assistant
PA110
7
- 9
$17.03 -
$18.78
31
Code
959
969
922
980
P54
P21
S82
916
P93
J74
B18
R50
907
918
867
R89
S68
815
952
R23
B29
J41
Classification
JUNE 23, 2023 - JUNE 20, 2024
3.0% Increase
Grade Step Hourly Rates
Library Page
PA220
8
- 9
$16.07
- $16.87
Library Page Driver
PA215
8
- 9
$17.02
- $17.87
Park Ranger
PA100
6
- 9
$17.16
- $19.86
Program Specialist
PA600
4
- 9
$16.07
- $20.51
PT Code Enforcement Officer I
A1410
4
- 9
$28.00
- $35.74
PT Code Enforcement Officer II
A1400
4
- 9
$32.95
- $42.05
PT Criminal Research Specialist
A1940
5
- 9
$34.98
- $42.52
PT Fire Dispatcher I
B1420
3 -
9
$27.12
- $36.35
PT Fire Dispatcher II
B1440
3 -
9
$30.32
- $40.63
PT Forensic Specialist I
PA400
4 -
9
$34.09
- $43.51
PT Forensic Specialist II
PA410
5 -
9
$41.16
- $50.03
PT Housing Specialist I
A1820
4 -
9
$26.42
- $33.72
PT Housing Specialist II
A1800
5 -
9
$30.83
- $37.47
PT Intermediate Clerk
B1320
4 -
9
$20.20
- $25.78
PT Laborer
PA150
1 -
9
$18.00
- $26.59
PT Librarian
PA210
4 -
9
$32.38 -
$41.32
PT Library Assistant
A2120
5 -
9
$30.60 -
$37.19
PT Library Bookmobile Clerk
PA245
4 -
9
$22.46 -
$28.67
PT Library Clerk
PA200
4 -
9
$18.18 -
$23.20
PT Library Technician
PA230
5 -
9
$27.20 -
$33.06
PT Maintenance Coordinator
A3625
5 -
9
$32.00 -
$38.90
PT Office Specialist I
B1315
4 -
9
$19.14 -
$24.43
32
JUNE 23, 2023 - JUNE 20, 2024
3.0% Increase
804
PT Office Specialist II
B1300
4
- 9
$21.27
- $27.14
R85
PT Permit Technician I
A1310
4
- 9
$26.91
- $34.34
B33
PT Permit Technician II
A1300
5
- 9
$30.54
- $37.12
S59
PT Police Communications Operator
PA315
4
- 9
$25.14
- $32.08
S63
PT Police Communications Supervisor
PA325
5
- 9
$43.98
- $53.46
S62
PT Police Dispatcher I
PA310
5
- 9
$31.67
- $38.49
831
PT Police Dispatcher II
PA300
5
- 9
$35.19
- $42.77
R62
PT Police Records Specialist I
PA510
4
- 9
$20.37
- $26.00
B35
PT Police Records Specialist II
PA500
4
- 9
$22.64 -
$28.89
977
PT Property and Evidence Technician
PA140
4
- 9
$26.79 -
$34.19
S17
PT Senior Library Clerk
PA240
5
- 9
$23.55 -
$28.63
813
PT Senior Office Specialist
B1360
4
- 9
$24.99 -
$31.89
B46
PT Senior Police Dispatcher
PA320
5
- 9
$38.71 -
$47.05
B47
PT Senior Police Records Specialist
PA520
5
- 9
$28.52 -
$34.67
P17
PT Storekeeper
B1730
4
- 9
$23.79 -
$30.36
B65
PT Survey Technician I
A3710
4
- 9
$29.04 -
$37.06
S46
PT Traffic Controller
PA130
4
- 9
$20.25 -
$25.85
P34
Senior Park Ranger
PA120
5
- 9
$20.43 -
$24.83
979
Senior Program Specialist
PA620
4 -
9
$20.34 -
$25.96
992
Traffic Control Assistant
PA110
7 -
9
$17.54 -
$19.34
33
JUNE 21, 2024 - JULY 3, 2025
3.5% Increase
Code
Classification
Grade
Step
Hourly Rates
959
Library Page
PA220
8
- 9
$16.63
- $17.46
969
Library Page Driver
PA215
8
- 9
$17.62
- $18.50
922
Park Ranger
PA100
6
- 9
$17.76
- $20.56
980
Program Specialist
PA600
4
- 9
$16.63
- $21.23
P54
PT Code Enforcement Officer I
A1410
4
- 9
$28.98 -
$36.99
P21
PT Code Enforcement Officer II
A1400
4
- 9
$34.10 -
$43.52
S82
PT Criminal Research Specialist
A1940
5
- 9
$36.21 -
$44.01
916
PT Fire Dispatcher I
B1420
3
- 9
$28.08 -
$37.63
P93
PT Fire Dispatcher II
B1440
3
- 9
$31.39 -
$42.06
J74
PT Forensic Specialist I
PA400
4
- 9
$35.28 -
$45.03
B18
PT Forensic Specialist If
PA410
5
- 9
$42.60 -
$51.78
R50
PT Housing Specialist I
A1820
4
- 9
$27.35 -
$34.90
907
PT Housing Specialist II
A1800
5
- 9
$31.90 -
$38.78
918
PT Intermediate Clerk
B1320
4
- 9
$20.91 -
$26.69
867
PT Laborer
PA150
1
- 9
$18.63 -
$27.52
R89
PT Librarian
PA210
4
- 9
$33.51 -
$42.77
S68
PT Library Assistant
A2120
5
- 9
$31.67 -
$38.49
815
PT Library Bookmobile Clerk
PA245
4
- 9
$23.25 -
$29.67
952
PT Library Clerk
PA200
4
- 9
$18.82 -
$24.02
R23
PT Library Technician
PA230
5
- 9
$28.15 -
$34.22
B29
PT Maintenance Coordinator
A3625
5
- 9
$33.12 -
$40.26
J41
PT Office Specialist I
B1315
4
- 9
$19.81 -
$25.28
34
JUNE 21, 2024 - JULY 3, 2025
3.5% Increase
804
PT Office Specialist II
B1300
4
- 9
$22.01
- $28.09
R85
PT Permit Technician I
A1310
4 -
9
$27.85
- $35.54
B33
PT Permit Technician II
A1300
5 -
9
$31.61
- $38.42
S59
PT Police Communications Operator
PA315
4 -
9
$26.01
- $33.20
S63
PT Police Communications Supervisor
PA325
5 -
9
$45.53
- $55.34
S62
PT Police Dispatcher I
PA310
5 -
9
$32.78
- $39.84
831
PT Police Dispatcher II
PA300
5 -
9
$36.42
- $44.27
R62
PT Police Records Specialist I
PA510
4 -
9
$21.08
- $26.91
B35
PT Police Records Specialist II
PA500
4 -
9
$23.43
- $29.90
977
PT Property and Evidence Technician
PA140
4 -
9
$27.73
- $35.39
S17
PT Senior Library Clerk
PA240
5 -
9
$24.38
- $29.63
813
PT Senior Office Specialist
B1360
4 -
9
$25.86
- $33.01
B46
PT Senior Police Dispatcher
PA320
5 -
9
$40.07
- $48.70
B47
PT Senior Police Records Specialist
PA520
5 -
9
$29.52
- $35.88
P17
PT Storekeeper
B1730
4 -
9
$24.62
- $31.42
B65
PT Survey Technician I
A3710
4 -
9
$30.06
- $38.36
S46
PT Traffic Controller
PA130
4 -
9
$20.96
- $26.75
P34
Senior Park Ranger
PA120
5 -
9
$21.14
- $25.70
979
Senior Program Specialist
PA620
4 -
9
$21.05
- $26.87
992
Traffic Control Assistant
PA110
7 -
9
$18.16
- $20.02
35
CLERK'S CERTIFICATE
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss.
CITY OF ANAHEIM )
I, THERESA BASS, City Clerk of the City of Anaheim, do hereby certify that the foregoing is the
original Resolution No. 2022-138 adopted at a regular meeting provided by law, of the Anaheim
City Council held on the 151 day of November. 2022 by the following vote of the members thereof:
AYES: Mayor Pro Tern O'Neil and Council Members Diaz, Ma'ae, Moreno, Valencia
and Faessel
NOES: None
ABSTAIN: None
ABSENT: None
[Mayoral vacancy]
IN WITNESS WHEREOF, I have hereunto set my hand this 16t' day of November, 2022.
CITY CLERK OF THE CITY OF ANAHEIM
(SEAL)