RES-2026-007RESOLUTION NO. 2026 - 0 0 7
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, CREATING, DELETING,
AND/OR MODIFYING CERTAIN
CLASSIFICATIONS FOR EMPLOYEES IN
CLASSIFICATIONS REPRESENTED BY THE
ANAHEIM MUNICIPAL EMPLOYEES
ASSOCIATION, CLERICAL EMPLOYEES AND
SUPERSEDING RESOLUTION NOS. 2022-137,
2025-007 AND 2025-077
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, obsolete classifications represented under the Anaheim Municipal
Employees Association, Clerical Employees, were deleted by Resolution No. 2025-007; and
WHEREAS, the Memorandum of Understanding between the City of Anaheim and
the Anaheim Municipal Employees Association, Clerical Employees, adopted by Resolution No.
2022-137, expired July 3, 2025; 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, Clerical Employees, executed on January 8, 2026, is in the best
interest of the City of Anaheim.
WHEREAS, the Human Resources Director has recommended in a staff report
dated February 24, 2026, that the need exists to modify pay policies and create, delete and/or
modify certain classifications within the Anaheim Municipal Employees Association, Clerical
Employees, effective the pay period beginning February 27, 2026; and
WHEREAS, the City Council of the City of Anaheim does find that modifying
pay policies that creating, deleting and/or modifying such classifications within the Anaheim
Municipal Employees Association, Clerical 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, Clerical Employees and the City of Anaheim executed by the City Management
Representative and the Anaheim Municipal Employees Association, Clerical Employees, on
January 8, 2026, 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 4, 2025 through June 30, 2027.
SECTION 2.
That effective the pay period beginning February 27, 2026, the plan of
compensation within the City's personnel system shall be amended to reflect the following salary
relationship changes:
Classification Salary Relationship
Data Entry Operator 1.0000 x Data Entry Operator
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. 2022-137, 2025-007, and
2025-077 are hereby superseded effective July 4, 2025.
THE FOREGOING RESOLUTION is approved and adopted by the City Council
of the City of Anaheim this 241' day of February 2026 by the following roll call vote:
AYES: Mayor Aitken and Council Members Leon, Balius,
Rubalcava, Kurtz, Maahs and Meeks
NOES: None
ABSENT: None
ABSTAIN: None
31
CITY
OF TIT&MY OF AN
MEMORANDUM OF UNDERSTANDING
between the
ANAHEIM MUNICIPAL EMPLOYEES
ASSOCIATION
CLERICAL EMPLOYEES
and the
CITY OF ANAHEIM
July 4, 2025 — June 30, 2027
TABLE OF CONTENTS
ARTICLE 1 -
PREAMBLE............................................................................................... I
ARTICLE2 -
PURPOSE...................................................................................................
1
ARTICLE 3 -
AMEA RECOGNITION.............................................................................
1
ARTICLE 4 -
MANAGEMENT RIGHTS........................................................................
1
ARTICLE 5 -
EMPLOYEE RIGHTS.............................:..................................................
2
ARTICLE 6 -
NOTIFICATION
I
ARTICLE 7 -
CONSULTATION......................................................................................
2
ARTICLE 8 -
MEET AND CONFER...............................................................................
3
ARTICLE 9 -
MEMORANDUM OF UNDERSTANDING .............................................
3
ARTICLE 10
-DISCUSSION ...........................................................................................
3
ARTICLE 11
- CHECK-OFF............................................................................................
4
ARTICLE 12
- AMEA ORGANIZATION.......................................................................
4
ARTICLE 13
- COMPENSATION...................................................................................
5
ARTICLE 14
- APPROPRIATE SALARY STEP............................................................
6
ARTICLE 15
- SALARY RELATIONSHIPS...................................................................
8
ARTICLE 16
- HOURS OF WORK AND PAY...............................................................
8
ARTICLE 17
- TEMPORARY UPGRADE......................................................................
9
ARTICLE 18
- PAYROLL DEDUCTIONS......................................................................
9
ARTICLE 19
- GENERAL..............................................................................................
10
ARTICLE 20
- SENIORITY............................................................................................
11
ARTICLE 21
- APPOINTMENTS AND PROMOTIONS ..............................................
11
ARTICLE 22
- EMPLOYMENT LISTS.........................................................................
13
ARTICLE 23
- PROBATION..........................................................................................
14
ARTICLE 24
- OUTSIDE EMPLOYMENT...................................................................
15
ARTICLE 25
- SERVICE AWARDS..............................................................................
15
ARTICLE 26
- TRAINING.............................................................................................
16
ARTICLE 27
- SALARY STEP REDUCTION, SUSPENSION, DEMOTION, AND
DISMISSAL..........................................................................................
16
ARTICLE 28
- REASSIGNMENT, LAYOFF AND RE-EMPLOYMENT ...................
18
ARTICLE 29
- TRANSFER............................................................................................
20
ARTICLE 30
- REINSTATEMENT................................................................................
20
ARTICLE 31
- VOLUNTARY DEMOTION.................................................................
21
ARTICLE 32
- BEREAVEMENT LEAVE.....................................................................
22
ARTICLE33
- HOLIDAYS............................................................................................
22
ARTICLE 34
- INDUSTRIAL ACCIDENT LEAVE .....................................................
25
ARTICLE 35
- JURY DUTY AND COURT APPEARANCES .....................................
26
ARTICLE 36
- LEAVE WITHOUT PAY.......................................................................
26
ARTICLE 37
- MILITARY LEAVE...............................................................................
27
ARTICLE 38
- SICK LEAVE.........................................................................................
27
ARTICLE 39
- VACATION............................................................................................
31
ARTICLE 40
- OVERTIME - GENERAL......................................................................
33
ARTICLE 41
- BILINGUAL PAY..................................................................................
34
ARTICLE 42
- CALL-OUT.............................................................................................
35
ARTICLE 43 — SHIFT DIFFERENTIALS......................................................................
36
ARTICLE 44 — SHORT SHIFT CHANGE AND SHIFT TRADING .............................
36
ARTICLE 45 — STANDBY..............................................................................................
37
ARTICLE 46 — TRAVEL AND MILEAGE EXPENSE ..................................................
37
ARTICLE 47 — MEAL ALLOWANCES.........................................................................
37
ARTICLE 48 — CERTIFICATION PAY.........................................................................
38
ARTICLE 49 — GRIEVANCE — GENERAL...................................................................
40
ARTICLE 50 — INSURANCE — ACTIVE EMPLOYEES ...............................................
44
ARTICLE 51 — POST RETIREMENT MEDICAL BENEFITS ......................................
48
ARTICLE 52 — PHYSICAL EXAMINATIONS.............................................................
52
ARTICLE 53 — JOINT COMMITTEE ON MEDICAL PROGRAMS ............................
53
ARTICLE 54 — NOTIFICATION OF CONTRACTING OUT .......................................
54
ARTICLE55 —NO STRIKE............................................................................................
54
ARTICLE 56 — CONSTRUCTION..................................................................................
54
ARTICLE 57 — SAVINGS CLAUSE...............................................................................
54
ARTICLE 58 —OTHER PROVISIONS..........................................................................
54
ARTICLE 59 — LONGEVITY PAY.................................................................................
55
ARTICLE 60 — DURATION............................................................................................
56
APPENDIX "A" — SPECIAL PROVISIONS..................................................................
57
APPENDIX`B" — WAGES.............................................................................................
58
JULY 4, 2025 - JUNE 18, 2026....................................................................................58
AUGUST 29, 2025 - JUNE 18, 2026............................................................................60
JUNE19, 2026..............................................................................................................61
APPENDIX "C" — SALARY RELATIONSHIPS............................................................
63
APPENDIX "D" — LETTERS OF UNDERSTANDING.................................................
65
Fire Communications Work Schedule..........................................................................65
Police Communications Twelve Plan............................................................................67
TrainingDuty Assignment Pay.....................................................................................69
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
Anaheim Municipal Employees Association, Clerical Employees 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 the 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 terms and conditions of
employment as set forth herein, and staff officials of ANAHEIM agree to recommend
to the Anaheim City Council that all terms and conditions of employment as set forth
herein be incorporated in full by resolution of the City Council. Upon the adoption of
such resolution, all 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 — AMEA 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 — MANAGEMENT RIGHTS
4.1 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, and 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 other legitimate reasons; maintain the
efficiency of ANAHEIM's operations; determine the methods, means, and personnel
by which ANAHEIM's operations are to be conducted; determine the content of job
classifications; take all necessary actions to carry out its mission in emergencies; and
exercise complete control and discretion over its organization and the technology of
performing its work.
ARTICLE 5 — EMPLOYEE RIGHTS
5.1 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 their exercise of
these rights.
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 the 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 meeting and conferring.
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ARTICLE 8 — MEET AND CONFER
8.1 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 meeting
and conferring process and the use of such impasse procedure is mutually agreed upon
by the City Management Representative and AMEA.
8.2 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
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 9 — MEMORANDUM OF UNDERSTANDING
9.1 When the meeting and conferring process results in agreement between the City
Management Representative and AMEA such agreement shall be incorporated in a
written MOU, signed by the City Management Representative and AMEA
representatives. The matters incorporated in the MOU shall be presented to the City
Council, for determination.
ARTICLE 10 — DISCUSSION
10.1 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.
10.2 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 business manager or business
representative of AMEA may be present.
10.2.1 Upon request of AMEA or ANAHEIM, the parties will meet to discuss issues
relating to the assignment of employees to work shifts in the Fire Dispatch
Center.
10.3 If the parties are not able to resolve the issues after three (3) meetings, the issues will
be considered dropped, unless both parties agree to meet additional times.
10.4 If the discussion process results in an agreement between the City Management
Representative and AMEA to amend this MOU, such agreement shall be incorporated
3
in a written Letter of Understanding (hereinafter "LOU"), signed by the City
Management Representative and AMEA representatives. The matters incorporated in
the LOU shall be presented to the City Council, for determination when necessary.
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 when
authorized to do so by AMEA, and remit such payments to AMEA in accordance with
the terms of signed authorizations of such members. 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 to AMEA.
ARTICLE 12 — AMEA ORGANIZATION
12.1 AMEA representatives are those elected or appointed in accordance with the
Constitution and Bylaws of AMEA.
12.1.1 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.
12.1.2 An employee elected or appointed as an officer or employee representative of
AMEA shall be required to work full-time in their respective job class and shall
not interrupt the work of other employees.
12.2 Officers and representatives (subject to the provisions of ARTICLE 12.1.2) of 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 interrupt
the work of such employees or interfere with the normal operations of the department
or with established safety requirements.
12.2.1 Such officers and representatives shall not enter any work location without the
knowledge of the Department Head, Division Head, or other appropriate
supervisor and City Management Representative.
12.2.2 Solicitation of membership and all activities concerned with the internal
management of 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.
12.3 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
4
hours, a reasonable number of officers, employee representatives, or other officials of
AMEA shall be allowed reasonable time off without loss of compensation or other
benefits.
12.3.1 Such officers, employee representatives, and other representatives shall not
leave their duties, work stations, or assignments without the knowledge of their
appropriate manager or supervisor and City Management Representative.
12.3.2 Such meetings are subject to scheduling in a manner consistent with operating
needs and work schedules.
12.3.3 ANAHEIM agrees to provide a combined total of up to one thousand forty
(1,040) hours per year of paid release time from normal work assignments to
the President and board members of AMEA for all activities concerned with the
internal management of the AMEA. For the purpose of this Section, "combined
total" shall be understood to mean the sum of paid release time hours taken by
representatives of AMEA full-time Clerical and General Units, in any
combination. 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.
12.4 ANAHEIM shall furnish a bulletin board at mutually agreeable, specific locations for
the purpose of posting notices pertaining to AMEA business.
12.4.1 All materials must be dated and must identify AMEA.
12.4.2 ANAHEIM reserves the right to determine what reasonable portion of bulletin
boards is to be allocated to AMEA materials.
12.4.3 If AMEA does not abide by these provisions, it will forfeit its right to have
materials posted on ANAHEIM's bulletin boards.
12.5 ANAHEIM shall allow AMEA to conduct meetings in City facilities.
12.5.1 Such meetings shall be scheduled in accordance with regulations governing use
of public meeting rooms at City facilities.
12.6 ANAHEIM agrees to distribute at the Employee Orientation meeting to employees
hired in classifications listed in Appendix `B", an informational brochure
provided by AMEA.
ARTICLE 13 — COMPENSATION
13.1 The City Management Representative shall be responsible for recommending wages,
rates, and salary schedules for each job class in Appendix `B".
13.2 Prior to any such recommendations, the City Management Representative and
representatives of 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 AMEA.
13.3 At such time as agreement is reached for such classifications, the City Management
Representative and AMEA shall jointly submit a written MOU, which shall not be
binding, to the City Council for determination.
13.4 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
of ANAHEIM will not recommend any revision or modifications to this MOU without
first meeting and conferring on such recommendations with AMEA.
13.5 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 14 — APPROPRIATE SALARY STEP
14.1 Regular, full-time employees shall be eligible for consideration for merit pay increases
as follows:
14.1.1 To the second (2nd) step of the salary schedule after completion of six (6)
months of service in the first step.
14.1.2 To the third (3") step after completion of six (6) months of service in the second
step.
14.1.3 To the fourth (4d') step after completion of six (6) months of service in the third
step.
14.1.4 To the fifth (5`J') step after completion of six (6) months of service in the fourth
step.
14.1.5 To the sixth (6d') step after completion of six (6) months of service in the fifth
step.
14.1.6 To the seventh (7') step after completion of six (6) months of service in the
sixth step.
14.1.7 To the eighth (8ti') step after completion of one (1) year of service in the seventh
step.
14.1.8 To the ninth (0) step after completion of one (1) year of service in the eighth
step.
14.1.9 In such cases as may occur wherein an employee shall demonstrate exceptional
ability and proficiency in performance of 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.
14.2 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 the position.
14.2.1 The effective date of the merit pay increases shall be the first day of the pay
period following approval as provided in ARTICLE 14.2 and completion of the
minimum required service in the next lower step as provided in ARTICLE 14.1.
14.3 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. ANAHEIM may hire at a
higher step in the salary schedule.
14.3.1 The provisions of this ARTICLE shall also apply to re-employed and reinstated
employees.
14.4 An incumbent employee reclassified to a lower job class shall retain the current base
rate of pay and anniversary date for purposes of merit pay increases, or shall be placed
in the step of the lower salary schedule closest to the current base rate of pay. If the
ninth step of the salary schedule of the lower job class is lower than the incumbent's
rate of pay, the rate of pay shall be identified as the "Y" step of the lower salary
schedule. An employee compensated at the "Y" step because of a downward
reclassification shall remain in the "Y" step, until such time as the job class is assigned
to a salary schedule in which the ninth step is equivalent to or higher than the "Y" step,
at which time the employee shall be placed in the ninth (9th) step.
14.5 An incumbent employee reclassified to an equivalent job class shall retain the current
base rate of pay and anniversary date for purposes of merit pay increases.
14.6 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 step of the higher salary schedule provides a
pay increase of less than four percent (4%), or when the fifth step of the higher salary
schedule is more than four percent (4%) higher than the employee's current rate of pay.
The employee shall be given a new anniversary date for purposes of merit pay increases
in accordance with the provisions of ARTICLE 14.1.
7
14.7 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 four percent (4%). The employee
shall be given a new anniversary date for purposes of merit pay increases in accordance
with the provisions of ARTICLE 14.1.
14.8 An employee in a job class which is assigned to a different salary schedule as a result
of a pay adjustment shall retain the same salary step status in the newly authorized
salary schedule and shall retain the same anniversary date for purposes of merit pay
increases.
14.9 When more than one (1) personnel action involving changes in an employee's salary
step status becomes effective on the same day, all such changes shall be in accordance
with the provisions of the preceding paragraphs of this 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 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 in Appendix "C" - Salary
Relationships.
ARTICLE 16 — HOURS OF WORK AND PAY
16.1 The average regular workweek for employees in classifications in Appendix `B" shall
be forty (40) hours.
16.1.1 For all employees with an average regular workweek of forty (40) hours, the
monthly rate shall be the hourly rate times two thousand eighty (2,080) divided
by twelve (12).
16.2 Regular salaries and compensation of employees shall be paid on a biweekly basis.
16.3 All holiday, vacation, and sick leave shall be paid at the employee's regular hourly rate
of pay.
16.4 ANAHEIM and AMEA agree that in certain instances alternatives to the traditional
work schedule for the convenience of employees may be appropriate. Such schedules
may be installed under the following guidelines:
16.4.1 ANAHEIM or AMEA may request a study of the feasibility of providing
alternate work schedules in specific work groups.
E-]
16.4.2 ANAHEIM agrees to complete the study within seventy-five (75) days of the
request.
16.4.3 ANAHEIM and AMEA agree to initiate discussions regarding the findings of
the study within thirty (30) days after the study's completion.
16.4.4 Alternate work schedules shall not reduce service to the public.
16.4.5 Such schedules may be revoked by either party upon notice to the other party.
16.4.6 Such schedules may continue by mutual agreement of both parties.
16.4.7 Such alternate work schedules shall be created by Letter of Understanding.
ARTICLE 17 — TEMPORARY UPGRADE
17.1 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 the
employee's 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 duties
assigned to the higher level classification, shall receive a seven and one-half percent
(7%%) pay differential or the minimum salary of the higher level classification
(whichever is greater) for all time worked in the higher job classification.
17.2 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.
17.3 Bargaining unit employees temporarily upgraded to a management class shall receive
a fifteen percent (15%) pay differential or the minimum salary of the management class
(whichever is greater).
17.4 The Department Head, or designee, may temporarily upgrade an employee for a period
of six (6) consecutives months. The Human Resources Director may extend a
temporary upgrade appointment for an additional six (6) consecutive months. In no
case shall an employee be temporarily upgraded in excess of twelve (12) consecutive
months.
ARTICLE 18 — PAYROLL DEDUCTIONS
18.1 Deductions of authorized amounts may be made from employees' pay for the following
purposes:
18.1.1 Withholding Tax;
N
18.1.2 Contributions to retirement benefits;
18.1.3 Contributions to survivors' benefits;
18.1.4 Payment of life insurance and accidental death and dismemberment insurance
premium;
18.1.5 Payment of non -industrial disability insurance premium;
18.1.6 Payment of hospitalization and major medical insurance premium;
18.1.7 Contributions to the City Employees Annual Charities Fund Drive;
18.1.8 Payment of membership dues to the Anaheim Municipal Employees
Association; and
18.1.9 Other purposes as may be authorized by the City Council.
18.2 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 19 — GENERAL
19.1 It is hereby the declared personnel policy of ANAHEIM that:
19.1.1 Employment by ANAHEIM shall be based on merit and fitness, free of personal
and political considerations.
19.1.2 Appointments, promotions, and other actions requiring the application of the
merit principle shall be based on systematic tests and/or evaluations.
19.1.3 Positions having similar duties and responsibilities shall be classified and
compensated on a uniform basis.
19.1.4 Tenure of employees shall be subject to good behavior, satisfactory work
performance, necessity for the performance of work, and the availability of
funds.
19.1.5 Any action concerning an employee's status of employment shall be processed
on a Personnel Action Form. Such status shall become effective upon action by
a management employee who has responsibility for authorizing such action. All
full-time employees shall receive a true copy of any personnel action taken
concerning their status of employment.
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19.2 Job bulletins prepared by Human Resources regarding regular, full-time classifications,
shall be sent to and posted on bulletin boards designated for that purpose.
19.3 Job bulletins regarding classifications represented by AMEA shall be sent to the
AMEA during recruitment periods.
19.4 ANAHEIM shall be the sole judge of the testing, qualification, and acceptance
procedures of all applicants for employment and promotion, and ANAHEIM retains
the right to reject any applicant for employment; provided, however, that no test or
qualification procedure 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 any protected category under state or federal law,
including race, religion, color, national origin, ancestry, physical disability, mental
disability, medical condition, genetic information, marital status, sex, gender, gender
identity, gender expression, age, sexual orientation, and military and veteran status,
except where age or lack of physical disability is a bona fide occupational qualification.
ARTICLE 20 - SENIORITY
20.1 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.
20.1.1 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.
20.1.2 If the employees have the same last name, the employee's first name and then
middle name shall be used.
20.2 Seniority shall be a primary consideration in determining shift selection and vacation,
subject to operational needs, staffing requirements, and timing of the request.
ARTICLE 21— APPOINTMENTS AND PROMOTIONS
21.1 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.
21.1.1 Notwithstanding any other provision of this ARTICLE, vacant full-time
positions in the classified service which would otherwise be filled by open
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recruitment may be filled by appointing non -probationary employees currently
employed in the equivalent part-time classification.
21.2 Minimum standards of employment for each job class shall be approved by the Human
Resources Director.
21.3 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 promote from within,
promotions shall be on a competitive basis except when the Human Resources Director
finds that the number of employees qualified for promotion is insufficient to justify
competition. Appropriate consideration shall be given to promotional candidates'
qualifications, record of performance, and seniority, in that order. When a qualified,
work -disabled employee is available, consideration will be provided according to the
Vocational Rehabilitation Administrative Regulation.
21.3.1 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 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.
21.3.2 Advancement to a higher paid job class shall constitute a promotion. A job class
shall be considered higher paid if the salary range maximum exceeds that of the
employee's current classification
21.3.3. Whenever a management evaluation is to be part of the promotional selection
process for classifications listed in Appendix `B," employees will be notified
on the job bulletin at the time promotional examinations are announced the
weights to be assigned to qualifications, record of performance, and seniority.
21.4 Examinations for appointments and promotions shall be in such form as will fairly test
the abilities and aptitudes of candidates for the duties to be performed, so that such
appointments and promotions will be solely based on qualifications without regard to
political affiliation or belief, membership in or attitude toward any employee
organization, or any protected category under state or federal law, including race,
religion, color, national origin, ancestry, physical disability, mental disability, medical
condition, genetic information, marital status, sex, gender, gender identity, gender
expression, age, sexual orientation, and military and veteran status, except where age
or lack of physical disability is a bona fide occupational qualification.
21.5 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.
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21.5.1 Employees shall be given written notice of their rank order on promotional
eligibility lists.
21.6 When an appointment is to be made to a vacancy, the Human Resources Director shall
submit to the appropriate Department Head the names on the appropriate employment
list. Appointments to vacant positions shall be made by the appropriate Department
Head, with the concurrence of the Human Resources Director.
21.6.1 The appropriate Department Head, with the concurrence of the Human
Resources Director, may order names removed from an eligibility list for good
and sufficient reasons. Employees shall be given written notice of removal of
their names from eligibility lists.
21.7 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 (6) 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 (6) months of provisional
appointment, said provisional appointee shall have their employment terminated at the
close of the first complete biweekly pay period following the establishment of the
eligibility list.
21.8 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 their period of employment under the grant, said grant -
funded appointee shall be terminated from City employment.
ARTICLE 22 — EMPLOYMENT LISTS
22.1 Employment lists, in order of their priority, shall be re-employment lists and eligibility
lists.
22.2 Re-employment lists shall contain the names of regular, full-time employees laid off in
good standing for lack of funds or work.
22.2.1 Names on re-employment lists shall remain for a period not to exceed two (2)
years.
22.3 Eligibility lists shall be created in accordance with the provisions of ARTICLE 21 —
APPOINTMENTS AND PROMOTIONS.
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22.3.1 Eligibility lists may contain the names of one (1) or more persons eligible for
employment.
22.3.2 Open competitive eligibility lists shall remain in effect for a period of six (6)
months or until depleted, whichever occurs first. 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 an
additional six (6) months.
22.3.3 Promotional eligibility lists shall remain in effect for a period of six (6) months
or until depleted, whichever occurs first. The Human Resources Director may
extend the promotional eligibility list for an additional six (6) months.
ARTICLE 23 — PROBATION
23.1 Employees appointed or promoted from eligibility lists, reinstated, re-employed, and
voluntarily demoted 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 twelve (12) months.
23.1.1 Certain designated job classes in the classified service shall have a regular
period of probation, which begins on the date of appointment and ends eighteen
(18) months thereafter. These jobs classes shall be:
Fire Dispatcher I
Police Dispatcher I
23.1.2 In the event an employee is assigned to light duty status or is absent from work
due to a lengthy illness or injury or other reason resulting in protected leave
time during the probationary period, said employee's probationary status may
be extended, subject to the discretion of the appropriate Department Head,
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 status or lost due to such illness, injury, or protected leave time.
23.1.3 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 23.1.2 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.
23.1.4 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 Fire Dispatcher I and Police Dispatcher I
classification shall not be granted regular status but will be promoted in
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accordance with ARTICLE 21 — APPOINTMENTS AND PROMOTIONS or
rejected in accordance with this ARTICLE.
23.1.5 The probationary period for the classifications of Fire Dispatcher II, Police
Dispatcher II, Police Records Specialist I and Police Records Specialist II may
be extended by an additional six (6) months at the discretion of the appropriate
Department Head. ANAHEIM shall notify AMEA when taking such action.
23.2 The work and conduct of probationary employees shall be subject to close scrutiny and
evaluation, and if found to be below standards satisfactory to the appointing authority,
the appropriate Department Head may reject the probationer at any time during the
probationary period. Such rejections shall not be subject to review or appeal unless
such a rejection is alleged to be contrary to the provisions of any state or federal laws.
23.2.1 An employee rejected or laid off during the probationary period from a position
to which they have been promoted or transferred shall be returned to the
classification in which they held regular status unless the reasons for the failure
to complete the probationary period would be cause for dismissal.
23.2.2 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.
23.3 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 24 — OUTSIDE EMPLOYMENT
24.1 An employee may engage in employment other than their position with ANAHEIM if
the Department Head determines that such outside employment does not interfere with
the performance of assigned duties and does not constitute a conflict of interest or
conflict with any other reasons as set forth in Administrative Regulation 233.
ARTICLE 25 — SERVICE AWARDS
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
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Thirty (30) years of service
Thirty-five (35) years of service
Forty (40) years of service
Such a service award shall also be presented to an employee upon retirement.
25.1.1 For purposes of this ARTICLE, the tern "years of service" shall be defined as
continuous, full-time service.
ARTICLE 26 — TRAINING
26.1 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.
26.1.1 Reimbursement to employees for costs incurred for formalized training shall be
in accordance with regulations established by the City Manager.
26.2 Each employee 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 Department Head or designee, 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 27 — SALARY STEP REDUCTION, SUSPENSION, DEMOTION, AND
DISMISSAL
27.1 The tenure of every employee shall be conditioned on good behavior and satisfactory
work performance. An employee may have their salary step reduced or be suspended,
demoted, or dismissed for good and sufficient cause.
27.2 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 following disciplinary actions may be imposed on the
employee following the conclusion of pre -disciplinary due process:
27.2.1 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;
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27.2.2 Salary reduced by no more than two (2) steps in lieu of suspension. 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 their former salary step at such time as deemed appropriate
by the appropriate Department Head or Administrative Manager.
27.3 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
proposing 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 proposed action and the
effective date of the action.
27.4 In the disciplinary process, ANAHEIM shall conform 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:
27.4.1 Provide written notification to the employee of the proposed discipline at least
six (6) working days prior to the date the discipline is proposed to be
implemented. The notification shall include:
27.4.1.1 The discipline that is proposed;
27.4.1.2 The grounds for imposing disciplinary action;
27.4.1.3 The actions, omissions, or conduct of the employee upon which the
proposed discipline is based; and
27.4.1.4 An invitation to respond either orally or in writing prior to the
proposed effective date of the discipline.
27.4.2 Provide copies of documents considered which support the proposed discipline.
27.4.3 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.
27.4.4 ANAHEIM and AMEA recognize and understand that failure to comply with
ARTICLE 27.4 shall not invalidate a disciplinary action, but may result in
penalties upon ANAHEIM, as reflected in decisions of the California appellate
courts.
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27.5 When an employee is dismissed as provided in this ARTICLE, ANAHEIM and AMEA
agree to the following accelerated procedure under the provisions of ARTICLE 48 —
GRIEVANCE GENERAL:
27.5.1 ANAHEIM and AMEA agree that only one (1) post -Skelly hearing by the
appropriate Department Head or Administrative Manager shall be held. This
hearing shall be held within twenty-one (21) calendar days after the dismissal
is grieved unless mutually extended.
27.5.2 If the grievance is then appealed to Step III to be submitted to an impartial
arbitrator for a final and binding decision, ANAHEIM and AMEA agree to:
27.5.2.1 Develop a standing list of mutually approved arbitrators.
27.5.2.1.1 This list shall include no more than five (5) mutually
approved arbitrators.
27.5.2.1.2 ANAHEIM and AMEA agree to reestablish the list of
arbitrators once each year in January.
27.5.2.1.3 ANAHEIM or AMEA may remove arbitrators from this
list at any time.
27.5.2.2 Select the arbitrator from the standing list that has the earliest,
reasonable available hearing date, unless the parties mutually agree
to select another arbitrator from the list.
27.5.2.3 Stipulate to the following submission language when a dismissal is
submitted to an impartial arbitrator: "Was (name of employee)
dismissed for good and sufficient cause? If not, what shall be the
remedy?"
ARTICLE 28 — REASSIGNMENT, LAYOFF AND RE-EMPLOYMENT
28.1 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.
28.1.1 An employee whose position has been abolished due to lack of work or lack of
funds shall be reassigned by the Department Head to any position within the
division or department in an equivalent or lower job class for which the
employee meets the minimum requirements and has City seniority over other
employees in the job class. An apprentice job class is considered equivalent to
the journey level job class for purposes of this ARTICLE. If the employee
whose position has been abolished does not have City seniority over other
employees in equivalent or lower classes, the employee may be reassigned by
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the Department Head to any vacant position within the department in an
equivalent or lower job class, for which the employee meets the minimum
requirements. An employee so reassigned shall be placed in the salary step of
the appropriate salary schedule closest to their base rate of pay that does not
provide an increase in salary. An employee so reassigned shall be reinstated to
their former job class and salary step status when positions in their former job
class (within the division or department) become vacant within one (2) year of
such reassignment. Such reinstatement shall be on the basis of City seniority.
28.1.2 Whenever an employee whose position has been abolished cannot be reassigned
to a vacant position within the division or department, the employee shall be
reassigned by the City Manager to any vacant position in any other division or
department in their job class or in an equivalent or lower job class for which the
employee meets the minimum qualifications for employment. If an employee
is reassigned to a vacant position within their job class in any other division or
department, the employee shall retain their base 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, the employee shall be placed in the salary step closest
to their current step of the appropriate salary schedule that does not provide an
increase in salary. An employee reassigned to a vacant position in an equivalent
or lower job class in any other division or department shall be reinstated to their
former job class and salary step status when positions in their former job class
(within the former division or department) become vacant within one (2) year
of such reassignment. Such reinstatement shall be on the basis of City seniority.
28.2 Whenever an employee whose position has been abolished is not reassigned to any
vacant position, the employee shall be placed on the re-employment list for their job
class. Persons on the re-employment list shall be re-employed with their former salary
step status when positions in his/her job class (within the division or department from
which they were laid off) become vacant. Re-employment shall be on the basis of City
seniority. Names on re-employment lists shall remain for a period not to exceed one
(2) year.
28.3 Whenever an employee is reassigned to a vacant position in the same class, an
equivalent class, or lower class as herein provided, the employee shall retain the same
anniversary date for purposes of merit pay increases.
28.4 Whenever an employee is reinstated to a vacant position in their former job class, or
re-employed as herein provided, the employee shall be given a new anniversary date
for purposes of merit pay increases in accordance with the provisions of ARTICLE 14
— APPROPRIATE SALARY STEP.
28.5 An employee reinstated from the re-employment list shall be considered to have
continuous service and may be credited with the amount of accumulated sick leave the
employee had accrued at the time of layoff if the employee elects to remit to
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ANAHEIM any payment received under the provisions of ARTICLE 38 — SICK
LEAVE.
28.6 ANAHEIM and AMEA agree that ANAHEIM will notify AMEA of layoffs, which
affect employees represented by AMEA at the same time or prior to notification of
employees.
28.7 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 21.8, and newly hired probationary
employees shall be excluded from the provisions of this ARTICLE.
ARTICLE 29 — TRANSFER
29.1 A change of an employee's place of employment from one 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
their own job class shall also be considered a transfer.
29.1.1 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.
29.1.2 A transferred employee shall retain their rate of pay and anniversary date for
purposes of merit pay increases.
29.1.3 In order to be transferred to a job class with minimum standards of employment
substantially different from those of their own job class, an employee shall be
required to demonstrate eligibility for employment in accordance with the
provisions of ARTICLE 21 -- APPOINTMENTS AND PROMOTIONS and
shall serve a new probationary period in accordance with the provisions of
ARTICLE 23 PROBATION.
ARTICLE 30 — REINSTATEMENT
30.1 An employee who terminates employment in good standing may be reinstated to a
vacant position in their former job class within two (2) year of the termination date
without re -qualifying for employment by competitive processes.
30.1.1 An employee reinstated within thirty (30) days of the 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 the
employee had at the time of termination. The employee shall be placed in their
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former salary step and shall retain their anniversary date for purposes of merit
pay increases. If the 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.
30.1.2 An employee reinstated after thirty (30) days of the 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.
30.2 An employee may be reinstated under the provisions of the Vocational Rehabilitation
Administrative Regulation to any vacant position for which the employee meets the
minimum qualifications.
30.3 The provisions of this ARTICLE shall apply to regular, full-time employees.
ARTICLE 31— VOLUNTARY DEMOTION
31.1 If an employee takes a voluntary demotion as a result of a downward reclassification
of their position, their salary step status shall be in accordance with the provisions of
ARTICLE 14.4.
31.2 Voluntary demotions as a result of impending layoff shall be in accordance with the
provisions of ARTICLE 28 - REASSIGNMENT, LAYOFF, AND RE-
EMPLOYMENT.
31.3 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 shall be placed in the salary step closest to their current step of the appropriate
salary schedule that does not provide an increase in salary. The employee shall be given
a new anniversary date for purposes of merit pay increases in accordance with
provisions of ARTICLE 14.1.
31.3.1 Voluntary demotions in accordance with the Vocational Rehabilitation
Administration Regulation shall be in accordance with the provisions of
ARTICLE 31 — VOLUNTARY DEMOTION.
31.4 An employee who has taken a voluntary demotion to a lower job class maybe reinstated
to a vacant position in the former job class within two (2) year of the effective date of
the voluntary demotion without re -qualifying by competitive processes.
31.4.1 An employee reinstated to their former job class from a voluntary demotion
shall retain their base rate of pay. If the base rate of pay is not included in the
salary schedule of the former job class, the employee shall be placed in the
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salary step of that salary schedule which is closest to their base rate of pay. The
employee shall retain their anniversary date for purposes of merit pay increases;
however, if the employee is placed in the fifth or sixth step of the salary
schedule, the employee shall be eligible for a merit pay increase after six (6)
months or their regular anniversary date, whichever is sooner.
ARTICLE 32 — BEREAVEMENT LEAVE
32.1 In the event a death occurs in the family of a full-time employee, the employee shall be
granted bereavement leave with pay for up to a maximum of five (5) consecutive work
shifts.
32.2 "Family member" shall be defined as: spouse, registered domestic partner, child
(including stillborn), parent, foster parent, stepparent, stepchild, sibling, grandparent,
grandchild, parent -in-law, daughter-in-law, or son-in-law of the employee or the
employee's spouse or registered domestic partner.
32.2.1 For the purposes of this ARTICLE, "family member" may also include one
designated person per year with a significant personal relationship to the
employee, to be defined as related by blood or whose association with the
employee is equivalent to a family relationship. City may require reasonable
verification of the death and the relationship of the designated person to the
employee. Misrepresentation of such relationship for purpose of obtaining
bereavement leave may result in disciplinary action.
32.3 Bereavement leave must be completed within three (3) months of the date of death. In
the event services are unable to be completed within this timeframe, an employee may
request additional time; such request shall be granted whenever practicable, not to
exceed one (1) year from date of death.
32.4 ANAHEIM guarantees that in addition to the above, employees may use all 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.
32.5 As used in this ARTICLE, registered domestic partner means that a Declaration of
Domestic Partnership has been filed with the California Secretary of State.
ARTICLE 33 — HOLIDAYS
33.1 The following days shall be recognized as holidays, and regular full-time employees
shall have these holidays off with pay:
January 1 st, New Year's Day
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Third Monday in January, Martin Luther King Jr.'s Birthday
Third Monday in February, President's Day
Last Monday in May, Memorial Day
July 4th, Independence Day
First Monday in September, Labor Day
November 1 Ith, Veteran's Day
Fourth Thursday in November, Thanksgiving Day
Friday after Thanksgiving Day
December 25th, Christmas Day
Every day designated by the City Council for a public feast, thanksgiving, or
holiday.
33.2 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.
33.3 Employees may be required to work on any of the above holidays or days observed in
lieu of those holidays. An 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 (1 %2) times the regular rate of pay.
33.4 In the event that any of the recognized City holidays fall on a weekend, all field
employees shall observe the same day.
33.5 When an employee working in the Police Department classifications listed in
ARTICLE 33.5.3 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.
33.5.1 In the event the holiday falls on the employee's regularly 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. All hours
worked in excess of four (4) hours shall be compensated at one and one-half
(1'/2) times the employee's regular rate of pay, including shift differential, if
applicable.
33.5.2 In the event a holiday falls on the employee's regularly scheduled eight (8) hour
work day, all hours worked shall be compensated at one and one-half (1 %2) times
the employee's regular hourly rate of pay, including shift differential, if
applicable.
33.5.3 These provisions apply to:
Police Communications Supervisor
Police Communications Operator
Police Dispatcher I
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Police Dispatcher II
33.6 An employee assigned to the Fire Communications Work Schedule shall receive an
additional twelve (12) hours pay at their regular rate of pay for each holiday listed in
ARTICLE 33.1.
33.7 In order to be eligible for holiday pay, an employee must be either at work or on paid
leave of absence on the regularly scheduled work day immediately preceding the
holiday or day observed in lieu of the holiday and the regularly scheduled work day
immediately following the holiday or day observed in lieu of the holiday. No employee
who is on suspension or unpaid leave of absence on either the regularly scheduled
workday immediately preceding or immediately following the holiday or day observed
in lieu of the holiday shall receive compensation for said holiday or day observed in
lieu of the holiday.
33.8 For employees assigned by management to work the Nine Plan alternate schedule:
33.8.1 If the holiday falls on an employee's nine (9) hour workday, the employee will
receive only eight (8) hours of holiday pay. The employee shall be required to
submit a request for one (1) 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 (1) hour in addition
to his/her 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 his/her their
regular hourly rate of pay.
33.8.2 In the event an employee does not request to make up the hour or is not
authorized to make up the hour and does not have sufficient vacation time to
cover the hour, or in the event the employee is not eligible for vacation, the
employee shall be charged one (1) hour of authorized leave without pay.
33.9 For employees assigned by management to work the Ten Plan alternate schedule:
33.9.1 If the holiday falls on an employee's ten (10) hour workday, the employee will
receive only eight (8) hours of holiday pay. The employee shall be required to
submit a request for two (2) hours of vacation to be charged to that day, unless,
at management's discretion, the employee requests in advance and receives
written authorization to make up those hours by working up to two (2) hours in
addition to their regular work shift on some other day or days during that same
work period. AMEA and ANAHEIM agree that such additional hours worked
shall not be considered overtime and the employee shall be paid at their regular
hourly rate of pay.
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33.9.2 In the event an employee does not request to make up the hours or is not
authorized to make up the hours and does not have sufficient vacation time to
cover the hours, or in the event the employee is not eligible for vacation, the
employee shall be charged two (2) hours of authorized leave without pay.
33.10 Each bargaining unit member employed as of January 1 of each calendar year receive
two (2) Floating Holidays for use during the calendar year. The Floating Holidays
have no monetary value, cannot be cashed out and must be used by the end of the
calendar year.
ARTICLE 34 — INDUSTRIAL ACCIDENT LEAVE
34.1 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 Workers' Compensation
Insurance and Safety Act, such absence shall be considered to be Industrial Accident
Leave.
34.2 An 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 Workers' Compensation Insurance and
Safety Act and eighty percent (80%) of their regular hourly rate of pay.
34.2.1 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.
34.3 Industrial Accident Leave shall begin on the first day of such absence as defined in
ARTICLE 34.1.
34.3.1 Industrial Accident Leave shall continue during all absences due to a single
injury, but not to exceed one (1) year of accumulated absence.
34.3.2 Industrial Accident Leave benefits provided by this ARTICLE shall apply to
each injury or disease as defined in ARTICLE 34.1.
34.3.3 The effective date of a permanent disability rating as awarded by the Workers'
Compensation Appeals Board ends eligibility for Industrial Accident Leave for
that particular injury or disease.
34.3.4 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.
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34.3.5 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.
34.4 No employee shall have accrued sick leave deducted while on Industrial Accident
Leave. Vacation and sick leave shall continue to accrue for an employee on Industrial
Accident Leave in accordance with the provisions of ARTICLE 38 - SICK LEAVE
and ARTICLE 39 - VACATION.
ARTICLE 35 — JURY DUTY AND COURT APPEARANCES
35.1 In the event any full-time employee is duly summoned to any court for the purpose of
performing jury duty, the employee shall receive their regular compensation for any
regularly scheduled working hours spent in actual performance of such service.
35.1.1 Whenever an employee is duly summoned to appear as a witness on a matter
arising out of the employee's course and scope of work, the employee shall
receive their regular compensation for any regularly scheduled working hours
spent in actual performance of such service.
35.1.2 Employees receiving witness fees shall remit such fees to the Finance Director
in order to be considered at work for payroll purposes during time spent as such
witnesses.
35.2 Employees are expected to fulfill their civic duty when called for jury service. To
ensure employee safety and operational effectiveness, employees who serve jury duty
shall not be required to work a night shift immediately before or following their jury
service if that shift ends within eight (8) hours prior to the start of jury service or begins
within eight (8) hours after release from jury service. This provision shall excuse no
more than one shift for each day of jury service.
Management retains discretion to adjust schedules temporarily if operationally feasible
to accommodate jury duty obligations. Nothing in this section guarantees a permanent
or recurring schedule change.
ARTICLE 36 — LEAVE WITHOUT PAY
36.1 An employee who is absent from work and who is not on leave with pay shall be
considered to be on leave without pay.
36.1.1 An employee on leave without pay shall not receive compensation and shall not
accumulate vacation or sick leave while on such leave.
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36.1.2 An employee who has a 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.
36.1.3 In the event that leave without pay is granted an employee for reasons of illness
or physical incapacity due to illness or injury, ANAHEIM shall continue to pay
for any hospitalization and major medical insurance previously paid for by
ANAHEIM for a maximum of six (6) complete months. ANAHEIM shall waive
the payment of employee premiums for any ANAHEIM sponsored medical,
dental, and life insurance benefit plans for a maximum of six (6) months.
36.1.4 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.
36.1.5 An employee returning to work from leave without pay shall be placed in the
same salary step the employee was in prior to such leave. If such leave was in
excess of two (2) 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 14.1 provided that the employee returns to a position
in the same job class. If the employee returns to a position in a lower job class,
the salary step status shall be determined in accordance with the provisions of
ARTICLE 31 — VOLUNTARY DEMOTION.
ARTICLE 37 — NIILITARY LEAVE
37.1 ANAHEIM's policy relating to military leave and compensation 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).
37.1.1 During any term of deployment, employees shall be considered to be on leave
without pay (LWOP) and shall receive no accruals.
ARTICLE 38 — SICK LEAVE
38.1 Employees shall accrue annual sick leave with pay in accordance with the following
provisions:
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38.1.1 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.
38.1.2 Paid sick leave shall continue to accrue in accordance with the above provisions
during any period of leave with pay.
38.1.3 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 Workers'
Compensation Insurance and Safety Act after eligibility for Industrial Accident
Leave has ended shall receive maximum compensation from ANAHEIM in an
amount equal to the difference between temporary disability payments
mandated by the State of California Workers' Compensation Insurance and
Safety Act and their regular hourly rate of pay.
38.2 Each employee shall have one-half (%2) hour deducted from their accrued sick leave
time for each one-half (%2) hour of sick leave taken. The minimum amount of sick leave
that may be taken at any given time shall be one-half (%2) hour.
38.2.1 An employee may, at their option, elect to use vacation time to bridge the period
after sick leave is exhausted and prior to short term disability (hereinafter
"STD") commencing.
38.3 Sick leave that is accrued, but not taken, shall be accumulated.
38.3.1 Regular, full-time employees with an average regular work week of forty (40)
hours shall be paid at their regular hourly rate of pay for all hours accumulated
beyond one hundred seventy-five (175) in each calendar year. Payment shall be
made in January of each year, or upon the employee's termination of
employment for any reason. A maximum of one hundred seventy-five (175)
hours shall carry over from year to year.
38.3.2 ANAHEIM shall pay to an employee upon the employee's termination of
employment due to retirement in accordance with ARTICLE 50 -
INSURANCE - ACTIVE EMPLOYEES or layoff in accordance with
ARTICLE 28 - 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 the employee's beneficiary, as designated by the
California Public Employees' Retirement System (hereinafter "PERS")
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.
38.4 An employee who has completed six (6) months as a regular, full-time employee and
is continuously and totally disabled for more than one (1) calendar month shall receive
a short term disability leave benefit of gross sixty percent (60%) of their base rate of
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pay, less withholding taxes and deductible benefits. Such disability benefit shall
continue during total disability up to a maximum of six (6) months from date of
disability. Upon completion of thirty (30) 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. The STD plan administrator may require
proof of continued disability beyond the thirty (30) days of absence. Short term
disability benefits shall continue beyond sixty (60) days of absence only upon
submission of the report of physical examination by the treating physician or medical
practitioner.
38.4.1 Deductible benefits include salary or other compensation paid by: 1) any
employer; 2) Workers' 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; and 3) a pension plan toward
which ANAHEIM contributed.
38.4.2 Total disability means an employee's complete inability to engage in their
regular occupation.
38.4.3 Benefits are not payable unless the employee is regularly seen and treated by a
licensed physician or medical practitioner who certifies to the continuing
disability.
38.4.4 ANAHEIM shall waive the payment of employee premiums for any
ANAHEIM sponsored medical, dental, and life insurance benefit plans during
any biweekly pay period during which short term disability benefits are paid.
38.5 In the event that any paid holiday occurs during a period when an 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 an employee's accrued sick
leave shall be those hours that the employee is regularly scheduled to work.
38.6 An employee eligible for paid sick leave shall be granted such leave for the following
reasons, in addition to any other reasons required by law:
38.6.1 Illness of the employee or physical incapacity of the employee due to illness or
injury.
38.6.2 Enforced quarantine of the employee in accordance with community health
regulations.
38.6.3 Medical and dental appointments during work hours. Use of sick leave for
scheduled medical and dental appointments shall require prior approval of the
Peg
employee's supervisor and will be granted in accordance with the best interest
of ANAHEIM and the employee's department or division.
38.6.4 Temporary disabilities caused by pregnancy and childbirth.
38.6.5 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.
38.6.5.1 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.
38.7 An employee who cannot perform their assigned duties due to illness or physical
incapacity shall inform the immediate supervisor of the fact as soon as possible. Failure
to do so within a reasonable time may be cause of denial of sick leave with pay.
38.8 In the event that an employee is absent on sick leave in excess of three (3) consecutive
work shifts, 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 performing the
duties of the position. Failure on the part of the employee to comply with such a
requirement may be considered cause for disciplinary action.
38.9 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 (%) hour.
38.10 If two (2) or more periods of total disability occur during a specific six (6)-month
elimination period for the insured long term disability (hereinafter "LTD") plan, all
such periods shall be considered as one (1) period of continuous total disability under
the following conditions:
38.10.1 All periods of total disability must be due to the same cause or causes; and
38.10.2 All recurring periods of total disability that qualify as one (1) period of
continuous total disability for the insured LTD plan, shall qualify as one (1)
period of continuous total disability for the ANAHEIM Disability Plan and
shall not require a new one (1)-month waiting period before ANAHEIM
Disability Benefits will be paid; and
38.10.3 Commencement of the benefit period for the insured LTD plan shall
automatically terminate benefits from the ANAHEIM Disability Plan.
ce
ARTICLE 39 — VACATION
39.1 Regular, full-time employees with an average workweek of forty (40) hours shall
receive annual vacation with pay in accordance with the following provisions:
39.1.1 For the first four (4) years of continuous, full-time service, such employees shall
accrue paid vacation at the rate of four (4) hours for each complete biweekly
pay period plus 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).
39.1.2 Upon completion of four (4) 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).
39.1.3 Upon completion of eight (8) 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).
39.1.4 Upon completion of fourteen (14) 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).
39.1.5 Upon completion of nineteen (19) years of continuous, full-time service, such
employees shall accrue paid vacation at the rate of eight (8) hours for each
complete biweekly pay period (208 hours or 26 working days per year).
39.1.6 Upon completion of twenty-four (24) years of continuous, full-time service,
such employees shall accrue paid vacation at the rate of nine (9) hours for each
complete biweekly pay period (234 hours or 29.25 working days per year).
39.2 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. The minimum amount
of vacation that may be taken at any given time shall be one-half (%2) hour.
39.3 An employee shall be eligible to take any accrued vacation upon completion of six (6)
months of City service.
39.4 Each employee shall have one-half (%) hour deducted from their accrued vacation time
for each one-half (%2) hour of vacation taken. Vacation which is accrued, but not taken,
shall be accumulated.
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39.5 Maximum vacation accumulations for employees with an average regular workweek
of forty (40) hours shall be as follows:
39.5.1 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.
39.5.2 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.
39.5.3 For employees accruing vacation at the rate of one hundred fifty-six (156) hours
for every twenty-six (26) complete biweekly pay periods, the maximum amount
of vacation that may be accumulated shall be three hundred twelve (312) hours.
39.5.4 For employees accruing vacation at the rate of one hundred eighty-two (182)
hours for every twenty-six (26) complete biweekly pay periods, the maximum
amount of vacation that may be accumulated shall be three hundred sixty-four
(364) hours.
39.5.5 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.
39.5.6 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.
39.6 Upon termination, an employee shall be compensated by check at their current regular
hourly rate of pay for any vacation accrued but not taken.
39.7 In the event that any recognized holiday occurs during an employee's vacation, the
holiday shall not be charged against the employee's accrued vacation. The only
vacation hours that shall be charged against an employee's accrued vacation shall be
those hours that the employee is regularly scheduled to work.
39.8 An employee shall have the ability to be compensated for accrued vacation in either
two (2) separate increments of up to sixty (60) hours each or one (1) increment of up
to one hundred twenty (120) hours, subject to the following provisions:
39.8.1 A minimum of forty (40) hours of vacation must have been used during the
previous twelve (12) months.
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39.8.2 An employee's request for the annual vacation payoff is subject to the approval
of the employee's Department Head.
39.8.3 The employee's balance cannot drop below forty (40) hours as a result of the
request.
ARTICLE 40 — OVERTIME - GENERAL
40.1 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 %2) times their regular hourly rate of pay.
40.1.1 Overtime shall be calculated to the nearest one -quarter (%) hour of overtime
worked, except any overtime of less than one-half (%2) hour duration shall be
calculated to the nearest one-half ('/z) hour.
40.1.2 All overtime must be authorized by the appropriate Division Head.
40.1.3 ANAHEIM will make reasonable efforts to ensure mandatory overtime is
distributed in a fair and equitable manner.
40.2 Full-time employees who perform authorized work in excess of sixteen (16)
consecutive hours shall be compensated at the rate of two (2) times their regular hourly
rate of pay for all additional consecutive hours worked in excess of sixteen (16) in any
workday or shift.
40.3 All employees who earn overtime may elect to be paid by check for any overtime
worked or to be paid at the rate of one-half ('/2) times their regular hourly rate and
accrue one (1) hour of compensatory time earned for each hour of overtime worked,
subject to the following conditions:
40.3.1 Compensatory time must be so designated at the time it is earned and once
designated, may not be converted to another form of overtime.
40.3.2 An employee shall have the option of accruing up to a maximum of one hundred
twenty (120) hours compensatory time per fiscal year. Such compensatory time
shall be paid off to a balance of eighty (80) hours twice per fiscal year.
Compensatory time shall be paid off on the last payday in December and on the
last payday in June each fiscal year.
40.3.3 An employee who separates service for any reason or promotes out of the
bargaining unit shall be paid at their current regular hourly rate of pay for all
compensatory time accrued but not taken.
40.3.4 Requests for compensatory time off shall be reviewed and approved in
accordance with ARTICLE 39.2.
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40.4 Notwithstanding the overtime provisions of ARTICLE 40 — OVERTIME —
GENERAL, there shall be no compensation for the time spent in attending meetings of
any kind which are for the purpose of education or training, unless required by law.
ARTICLE 41— BILINGUAL PAY
41.1 Effective the first full pay period after approval of the MOU by City Council,
employees 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 eighty-five dollars ($85) per pay period in addition to their regular pay.
41.2 Effective the first full pay period after approval of the MOU by City Council,
employees 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 hundred fifteen dollars ($115) per pay
period in addition to their regular rate of pay.
41.3 Effective the first full pay period after approval of the MOU by City Council,
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 hundred
twenty-five dollars ($125) per pay period in addition to their regular pay.
Fire Dispatcher I
Fire Dispatcher II
Fire Communications Shift Supervisor
Police Dispatcher I
Police Dispatcher II
Police Communications Operator
Police Communications Supervisor
Senior Fire Dispatcher
Senior Police Dispatcher
41.4 Effective the first full pay period after approval of the MOU by City Council,
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 hundred eighty-five dollars ($185) per pay period in addition to their regular
pay.
Fire Dispatcher I
Fire Dispatcher II
Fire Communications Shift Supervisor
Police Dispatcher I
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Police Dispatcher II
Police Communications Operator
Police Communications Supervisor
Senior Fire Dispatcher
Senior Police Dispatcher
41.5 Employees who work in the classification listed below and who are required to
interpret, transcribe and/or translate oral and written statements of victims, witnesses
and/or suspects 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 a rate of
ninety dollars ($90) per pay period in addition to their regular pay.
Senior Office Specialist
41.6 The appropriate Department Head shall designate which positions shall be assigned
bilingual duties and which languages shall be eligible for bilingual pay.
41.7 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.
41.8 Bilingual pay eligibility shall continue in accordance with the above provisions during
any period of leave with pay.
41.9 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.
ARTICLE 42 — CALL -OUT
42.1 Call -out compensation shall be in accordance with the following provisions:
42.1.1 All emergency call -out time shall be calculated to the nearest one -quarter (Y4)
hour of time worked.
42.1.2 When an employee is called out for emergency work, the employee shall be
paid at the rate of one and one-half (1%) times their regular hourly rate of pay
for such emergency work.
42.2 A minimum of three (3) hours (including travel time) of pay at the rate of one and one-
half (1%2) times the employee's base hourly rate of pay shall be guaranteed for each
emergency call -out.
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42.3 Forty-five (45) minutes time shall be added to the time worked to compensate the
employee for travel time incurred for each emergency call -out.
42.4 A minimum of two (2) hours pay at the rate of one and one-half (1%2) times the
employee's base hourly rate of pay shall be guaranteed for planned overtime, except
when such overtime occurs immediately before or after a regular work period.
ARTICLE 43 — SHIFT DIFFERENTIALS
43.1 All shifts that are regularly scheduled to begin on or after 2:30 p.m., but before 3:00
a.m., shall be designated as night shift.
43.1.1 A premium of five percent (5%) of the employee's regular hourly rate of pay
shall be paid for work performed in the night shift.
43.2 A premium of five percent (5%) of the employee's regular hourly rate of pay shall be
paid for each hour worked between 3:00 a.m. and 6:00 a.m.
43.3 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.
43.3.1 When an employee is required to work continuously without a break beyond the
end of the night shift, the overtime rate shall be applied to the applicable shift
premium.
43.4 Shift premium shall be payable only for hours actually worked and shall not be paid
for non -work time, such as vacations, holidays, sick leave, etc.
ARTICLE 44 — SHORT SHIFT CHANGE AND SHIFT TRADING
44.1 Short shift changes as defined herein shall be compensated at the rate of one and one-
half (1'h) times the employee's regular rate of pay.
44.1.1 The first work day on a new schedule after transfer from one schedule of
working days to another without notification of such transfer at least twenty-
four (24) hours in advance of the starting time of the new schedule.
44.1.2 The first shift after transfer from one working shift to another without
notification of such transfer at least twenty-four (24) hours in advance of the
starting time of the new shift.
44.1.3 Whenever required to transfer from one schedule of working days to another
without eight (8) hours off between shifts more than once in a workweek.
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44.1.4 No overtime compensation shall be paid for any hours worked on a second shift
in any twenty-four (24) hour period, which hours are worked as a result of the
regular shift rotation or which hours are worked as a result of shift changes or
changes in days off mutually agreed upon by employees for their convenience.
Any changes in days off must be in the same workweek.
ARTICLE 45 — STANDBY
45.1 An employee assigned to standby duty for the purpose of being on call to handle
emergency situations arising at times other than during normal working hours shall be
guaranteed two (2) hours of pay at the regular hourly rate of pay for each calendar day
of such standby duty. Effective the first full pay period after approval of the MOU by
City Council, an employee assigned to standby duty on a recognized City -holiday shall
receive three (3) hours of pay at the regular hourly rate of pay for each standby shift
occurring on a holiday.
45.1.1 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, or
when an employee is carried over from a single subpoena from a morning
session to an afternoon session on the same day 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.
45.1.2 An employee who is called for a court appearance on their off -duty time shall
be paid one (1) hour of travel time round trip (or thirty (30) minutes each way)
to make the court appearance, regardless of actual travel time.
ARTICLE 46 — TRAVEL AND MILEAGE EXPENSE
46.1 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.
46.2 ANAHEIM's mileage reimbursement rate will be the standard mileage rate established
by the Internal Revenue Service.
46.3 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 47 — MEAL ALLOWANCES
47.1 The City shall provide an employee adequate meals under the following conditions:
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47.1.1 An employee shall be provided two (2) adequate meals if 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 (1) meal shall be provided under this
Section.
47.1.2 An employee will be provided one (1) meal if called back to emergency
overtime work within one and one-half (1 %) hours after normal quitting time
and works beyond two and one-half (2'/2) hours after normal quitting time.
47.1.3 An employee shall be provided one (1) adequate meal if the employee works
two (2) hours overtime beyond the normal quitting time.
47.1.4 An employee shall receive one (1) meal if scheduled to work overtime two (2)
hours before a regular day.
47.1.5 An employee shall be provided one (1) adequate meal at four (4) hour intervals
during the performance of emergency overtime work.
47.1.6 Mealtime shall be compensated at the appropriate overtime rate and shall
normally be limited to one-half (%) hour with a maximum of forty-five (45)
minutes paid mealtime.
47.1.7 An employee may request to be compensated for meals at the rate of one-half
(%2) hour of overtime pay per meal.
ARTICLE 48 — CERTIFICATION PAY
48.1 Employees in the following job classes shall receive emergency medical dispatcher
certification pay upon certification as an Emergency Medical Dispatcher by the Orange
County Emergency Medical Services:
Fire Communications Shift Supervisor
Fire Dispatcher I
Fire Dispatcher II
Senior Fire Dispatcher
48.1.1 The effective 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, they will be eligible for emergency medical
dispatcher certification pay until the 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.
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48.1.2 Effective the first full pay period after approval of this MOU by City Council,
emergency medical dispatcher certification pay shall be one dollar and fifty
cents ($1.50) per hour, effective the first biweekly 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.
48.2 Employees in the following job classes shall receive Auto Parts Specialist certification
pay upon certification as a Parts Specialist by the National Institute for Automotive
Service Excellence:
Parts Supervisor
48.2.1 Auto Parts Specialist certification pay will be paid once each fiscal year during
the pay period that includes November 16. Upon an employee's initial
certification, they 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.
48.2.2 Auto Parts Specialist certification pay shall be five hundred dollars ($500).
48.2.3 Probationary employees are not eligible for Auto Parts Specialist certification
pay.
48.2.4 Only full-time regular employees are eligible for Auto Parts Specialist
certification pay.
48.3 An employee whose position requires possession of a Class "A" driver license shall
receive Class "A" certification pay of four hundred dollars ($400) once each fiscal year
on the first payday in January.
48.3.1 Probationary employees are not eligible for Class "A" certification pay.
48.3.2 Only regular, full-time employees whose position requires possession of a Class
"A" driver license and who possess a Class "A" license in good standing during
the last full pay period of the calendar year are eligible for Class "A"
certification pay.
48.4 Employees in the following job classes shall receive dispatcher certification pay upon
obtaining a POST Professional Public Safety Dispatcher certificate through the
Commission on Peace Officer Standards and Training (POST):
Communications Operator
Police Dispatcher II
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Senior Police Dispatcher
Police Communications Supervisor
48.4.1 . The effective date of Dispatcher certification pay shall be the first day of the
biweekly pay period following verification of eligibility. Eligibility for
certification pay will continue only if the employee is re -certified as provided
by POST, or equivalent recognized state or national professional association.
48.4.2 Effective the first full pay period after approval of the MOU by City Council,
Dispatcher certification pay shall be as follows:
1. Eighty dollars and sevety seven cents ($80.77) per biweekly pay
period, equivalent to one hundred seventy-five dollars ($175) a
month, for Dispatcher Intermediate Certificate;
2. One hundred thirty-eight dollars and forty -six cents ($138.46) per
biweekly pay period, equivalent to three hundred dollars ($300) per
month, for Dispatcher Advanced Certificate; and
Two hundred seven dollars and sixty-nine cents ($207.69) per
biweekly pay period, equivalent to four hundred fifty dollars ($450)
per month, for Dispatcher Supervisory Certificate.
a. Dispatcher Supervisory Certificate pay shall only available to
employees in the Police Communications Supervisor classification.
Certification pays in this Section shall not pyramid.
48.4.3 Probationary employees are not eligible for dispatcher certification pay.
ARTICLE 49 — GRIEVANCE — GENERAL
49.1 The dispute resolution procedures set forth in this ARTICLE are intended for use by
ANAHEIM and AMEA as the parties to this MOU. No grievance may be brought under
this ARTICLE unless specifically authorized in writing by AMEA. Nothing herein is
intended to restrict or limit an employee from exercising any right under the law,
independent of this MOU.
49.2 Any alleged violation of the terms and conditions of this Agreement, any alleged
improper treatment of an employee, or any alleged violation of commonly accepted
safety practices and procedures brought forward by 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 AMEA may mutually agree that any
alleged violation of the MOU that requires interpretation of the MOU language or a
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past practice shall first be submitted to non -binding mediation, prior to any submission
to arbitration. This language is not intended to impede or delay the arbitration process.
49.2.1 ARTICLE 27.5 provides for an accelerated procedure under the provisions of
this ARTICLE when an employee is dismissed.
49.2.2 Disputes related to benefits and procedures provided for under the Workers'
Compensation Laws of California or which fall within the jurisdiction of the
Workers' Compensation Appeals Board are not subject to the grievance
procedure.
49.2.3 Employees' rights to representation in grievance matters under the provisions
of ARTICLE 49.2 shall be limited in the following manner:
49.2.3.1 No supervisor shall be represented in grievance matters by an
employee whom the supervisor may supervise.
49.2.3.2 No employee shall be represented in grievance matters by a
supervisor for whom the employee may work.
49.2.4 Performance evaluations of an overall rating of "Valued Contributor" shall not
be subject to review through the grievance process nor through the
administrative review procedure set forth in ARTICLE 49.2.5.
49.2.5 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.
49.2.5.1 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
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 shall review the disciplinary action and may
affirm, reverse, or modify, as deemed appropriate, the disciplinary
action. The Department Head's determination shall be delivered in
writing within fourteen (14) calendar days after the administrative
review. The Department Head's determination shall be final and
binding.
49.3 The staff officials of ANAHEIM will not recommend any revision or modification to
the grievance procedure without first discussing such recommendations with AMEA.
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49.4 Any violation of this MOU as alleged by ANAHEIM shall be resolved between
authorized representatives of ANAHEIM and 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 fmal and binding decision.
49.5 All expenses of any arbitration shall be borne equally by ANAHEIM and AMEA.
49.6 Employee grievances submitted by AMEA to ANAHEIM shall be handled in the
following manner:
49.6.1 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 a manager, within
fourteen (14) 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.
49.6.1.1 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.
49.6.2 Step Il. 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 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 at Step II. 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.
49.6.2.1 Grievances resulting from the actions of a department other than an
employee's work unit shall be heard by an appropriate Department
Head or Administrative Manager from that department.
49.6.3 Step III. 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 or, if the
City Manager and AMEA agree, it shall be submitted to the City Manager, or
designee, for a final and binding decision. Such submission must occur within
thirty (30) calendar days after the Step II answer is received.
49.6.3.1 The parties (ANAHEIM and AMEA) may mutually agree to submit
a grievance to non -binding mediation, prior to submission to
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arbitration. This language is not intended to impede or delay the
arbitration process.
49.7 If submitted to the City Manager, the City Manager, or designee, shall meet with the
employee and up to two (2) AMEA representatives within twenty-one (21) calendar
days after submission of the grievance at Step III. The City Manager, or designee, may
affirm, reverse, or modify as deemed appropriate, the disposition made at Step II.
49.8 The City Manager, or designee, shall deliver a decision to AMEA within ten (10)
calendar days after said meeting, and such decision shall be final and binding on both
parties.
49.9 In order to proceed to arbitration, either ANAHEIM or AMEA shall serve written
notice to the other party specifying the grievance to be submitted.
49.9.1 Such written notice must be submitted no later than thirty (30) calendar days
after the Step II answer is received by the other party.
49.9.2 ANAHEIM and AMEA shall thereafter attempt to resolve the issue and select
an impartial arbitrator. If an arbitrator cannot be agreed upon, ANAHEIM and
AMEA shall request a panel from the American Arbitration Association or any
other mutually agreed upon provider. If ANAHEIM and/or AMEA fail(s) to
submit jointly, or separately, the issue to the agreed upon arbitrator, the
American 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.
49.10 The arbitrator's decision shall be final and binding on both ANAHEIM and AMEA, it
being agreed that the arbitrator shall have no powers to add to or subtract from, nor to
modify any of the terms of any MOU between ANAHEIM and AMEA and that the
arbitrator's award shall be consistent with and controlled by this MOU, Ordinances and
Charter of the City of Anaheim, and the laws and Constitution of the State of California.
49.11 The parties will request the arbitrator to render a decision in writing as quickly as
possible, but in no event later than thirty (30) calendar days after the conclusion of the
hearings, unless the parties agree otherwise.
49.11.1 Any grievance not presented and/or carried forward by 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.
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49.12 Any adoption, deletion, or revision of ANAHEIM policy as may be suggested or
recommended by any employee or employee organization shall not be considered to be
a matter subject to review through the grievance procedure.
49.13 An employee who has been suspended, demoted, or dismissed may be reinstated to
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 reinstated,
by either the City Manager or an impartial arbitrator, in any amount up to payment for
the full period of time involved. In implementing a Step III award, the City Manager
shall order the payment of back pay to a reinstated employee in the amount provided
in the Step III award. It shall be conclusively presumed that there is no award of back
pay to a reinstated employee unless specifically set forth in the Step III award. Any
earnings of the reinstated employee from other employment during a period of
suspension or separation shall be deducted from the amount of back pay awarded.
ARTICLE 50 — INSURANCE — ACTIVE EMPLOYEES
50.1 Health Insurance
ANAHEIM agrees to offer prepaid and/or insured health plans recommended by the
Joint Committee on Medical Programs and approved by the City Council. Health
Maintenance Organization (hereinafter "HMO") benefit schedules shall be
standardized to the extent possible.
50.1.1 All eligible employees must enroll in a medical and dental plan offered by the
City or show acceptable proof of alternate coverage. Any employee who fails
to elect medical and dental plan coverage by the end of the enrollment period
will be automatically enrolled by ANAHEIM in a single party coverage for
medical and dental plans with the lowest monthly cost to the employee.
50.1.2 ANAHEIM and Employee Contributions
50.1.2.1 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 seventy-five percent
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(75%) of the amount of the health premium increase that exceeds the
percent change in the CPI-W for the year ending May 2004).
50.1.2.2 Employees shall be required to pay any difference between the total
monthly cost of the selected health plan selected and the City's
contribution set forth in ARTICLE 50.1.2.1. Premiums shall be
automatically deducted from the employee's regular pay. In the event
of insufficient earnings to cover such deduction, the City may
provide an alternative payment method. Failure to pay required
premiums within sixty (60) days following written notice shall result
in the termination of coverage for the employee and all covered
dependents, effective on the first day of the month as provided by the
City.
50.1.2.3 Employees who are covered by other health plans shall present proof
of such coverage in order to receive one hundred twenty-five dollars
($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 thirty (30)
calendar days, the employee may enroll immediately in any plan
offered by ANAHEIM upon proof of loss of health coverage. Health
coverage will be effective the beginning of the following month.
Employees may re-elect the "opt -out" option annually during open
enrollment, or may enroll in a City sponsored health plan.
50.1.3 For all medical plans, ANAHEIM employees who are married or in a registered
domestic partnership shall be allowed only one (1) medical plan and only one
(1) dental plan to cover all family members. ANAHEIM employees who are
married or in a registered domestic partnership covered by the same plan shall
pay no health insurance premium while both spouses or registered domestic
partners are employed by ANAHEIM, or may alternatively elect the "opt -out"
payment provided in Article 50.1.2.3.
50.1.4 Proof of dependent eligibility shall be required to enroll any dependent in the
employee's selected medical plan. This includes, but is not limited to, a
marriage certificate for a spouse and/or a Declaration of Domestic Partnership
with the California Secretary of State for a domestic partner.
50.1.5 The Master contract between ANAHEIM and the plan administrator shall
govern in the event of any disputes over any matter within the provisions of the
contract.
50.1.6 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,
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make revisions to master contract language or impose minor benefit
modifications.
50.1.7 ANAHEIM and AMEA agree to reopen the contract at the request of either
party for purposes of addressing any potential changes to health insurance in
the event the City is subject to a penalty, tax, fine, or increased medical costs
as a result of requirements of the Federal Affordable Care Act.
50.2 Life Insurance
ANAHEIM agrees to provide fifty thousand dollars ($50,000) of Basic group term life
insurance during the term of this MOU.
Dependent coverage with an insurance volume of ten thousand dollars ($10,000) per
dependent may be added to the life insurance coverage at the option of the employee.
50.2.1 ANAHEIM agrees to provide supplemental term life insurance of up to four
hundred fifty thousand dollars ($450,000) in increments of fifty thousand
dollars ($50,000). One hundred percent (100%) of the cost of the supplemental
term life insurance shall be paid by the employee.
50.2.2 ANAHEIM shall contribute one-half (%2) the cost of the premium for group
term life insurance and dependent coverage. The employee shall contribute the
difference between the ANAHEIM contribution and the total premium cost.
50.2.3 An employee who retires shall receive a paid -up life insurance policy, paid for
wholly by ANAHEIM, with a face value of one hundred dollars ($100) for each
complete year of service and fifty dollars ($50) for more than six (6) months,
but less than a complete year of service up to a maximum of two thousand
dollars ($2,000).
50.2.4 Permanent and Total Disability Life Insurance Benefit
50.2.4.1 Employees eligible to retire: Such employee who is permanently and
totally disabled shall receive the following life insurance benefit:
(a) One hundred dollars ($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 one sixtieth
(1/60) of the adjusted value each month until the face value of
such insurance reaches zero (0) (5 years).
M.
(c) The permanently and totally disabled employee will pay no
premium during the term of this benefit.
50.2.4.2 Employees not eligible to retire shall receive the following life
insurance benefit:
(a) Decreasing term life insurance in the amount of the employee's
basic life insurance. Such term insurance shall decrease by one
sixtieth (1/60) of the original amount each month until the face
value reaches zero (0) (5 years).
(b) The permanently and totally disabled employee shall pay no
premium during the term of this benefit.
50.3 Long Term Disability Benefits
50.3.1 ANAHEIM agrees to pay for long term disability insurance during the term of
this MOU.
50.3.2 An employee shall not be eligible to receive long term disability benefits until
completed one (1) year of service.
50.4 Dental Plans
50.4.1 ANAHEIM agrees to continue sponsorship of the fee for service dental plan.
50.4.2 ANAHEIM agrees to continue sponsorship of prepaid dental plans.
50.4.3 The City's contribution towards the cost of Dental plans shall be set annually
by the City Council. Employees shall continue to be responsible for paying any
portion of the premium cost that exceeds the City's annual contribution amount.
50.5 Short Term Disability
50.5.1 ANAHEIM agrees to continue sponsorship of the employee paid short term
disability insurance coverage for presently enrolled employees during the term
of this MOU.
50.5.2 ANAHEIM agrees to provide the existing short term disability plan in
accordance with ARTICLE 38.4. 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.
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50.6 Pensions
50.6.1 ANAHEIM amended its contract with the California Public Employees'
Pension Retirement System (Ca1PERS) effective December 2, 2005, to provide
Government Code Section 21354.5 ("2.7 @ 55") retirement benefits to
miscellaneous employees.
50.6.1.1 Employees shall contribute a total of twelve percent (12%) of
compensation earable as defined by Government Code Section
20636. This amount is cromprised of. (a) the eight percent (8%)
statutory member contribution to CalPERS, 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).
50.6.2 ANAHEIM shall contribute a portion of the cost of employee survivors'
benefits in accordance with the provisions of the above contract.
50.6.3 The contract between PERS and ANAHEIM and all the amendments thereto as
it applies to employees in classifications listed in Appendix `B" shall become
a part of this MOU by reference.
50.6.4 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
Ca1PERS.
50.6.5 ANAHEIM and AMEA agree that any provision of ARTICLE 50.6.4, as
amended herein, that are contrary to or inconsistent with the lawful provisions
of the California Public Employees' Pension Reform Act of 2013 shall be
modified so as to cause them to be consistent with those lawful provisions
through a LOU that amends the MOU, as amended herein, and incorporated
with the MOU.
50.7 Deferred Compensation
50.7.1 ANAHEIM and AMEA agree that employees in classifications represented by
AMEA may participate in deferred compensation programs offered by
ANAHEIM.
ARTICLE 51— POST RETIREMENT MEDICAL BENEFITS
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51.1 Retired employees who are receiving a post -retirement medical benefit from
ANAHEIM on the date the City Council approves this MOU shall continue to receive
such benefit in accordance with the provisions of the MOU between ANAHEIM and
AMEA that was in effect at the time of their retirement.
51.2 Regular, full-time employees in the classified service in classifications listed in
Appendix `B", who are enrolled as subscribers in an ANAHEIM sponsored health plan
at the time of separation from ANAHEIM service shall be eligible to participate in any
ANAHEIM sponsored health plan (medical and dental) as retirees subject to the
following terms and conditions:
51.2.1 The employee must be credited with at least ten (10) years of continuous, full-
time ANAHEIM service on the date of retirement, and
51.2.2 The employee must have been awarded a retirement from PERS as the reason
for separation from ANAHEIM service, and
51.2.3 PERS retirement benefits must commence no later than the first day of the
month following the date of separation from ANAHEIM service, or
51.2.4 The employee must have been awarded a disability retirement (Ordinary or
Industrial) from PERS as the reason for separation from ANAHEIM service.
51.2.5 ANAHEIM shall provide separate contributions toward the premium costs of
the ANAHEIM sponsored medical and/or dental plans elected by the employee
according to the following schedule:
51.2.5.1 For service retirements, the contributions shall be a percentage of the
annual contributions made by ANAHEIM on behalf of active
employees, the percentage equal to one and one-half (1 %Z) times the
miscellaneous "2% @ 60" PERS retirement schedule to a maximum
contribution of ninety-five percent (95%) based on the employee's
age and consecutive years of Anaheim service at the time of
retirement. ANAHEIM service and the retiree's age shall be
calculated to the nearest complete one -quarter (%) year.
51.2.5.2 For disability requirements, the contribution shall be a percentage of
the annual contributions made by ANAHEIM on behalf of active
employees, the percentage equal to two percent (2%) for each year
of service to a maximum contribution of ninety-five percent (95%)
based on the employee's consecutive years of Anaheim service shall
be calculated to the nearest complete one quarter (1 /4) year.
51.2.5.3 In the event an employee is eligible for both a Service and a Disability
Retirement Benefit under this ARTICLE, the employee shall receive
the Service Retirement Benefit.
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51.2.5.4 The ANAHEIM contribution shall be based on the Two Party or
Family rate only for those employees who properly enroll a
dependent spouse and/or other family members prior to retirement
and shall continue only as long as the retiree maintains coverage for
such dependents in ANAHEIM sponsored health plans. Nothing in
this ARTICLE shall prevent a retiree from properly enrolling new
dependents at the retiree's cost.
51.2.5.5 The full value of any Medicare credits provided to ANAHEIM or
Medicare surcharges imposed on ANAHEIM by virtue of a retiree's
participation or non -participation in Medicare shall be passed on to
the retiree in the form of reduced or increased premium costs.
51.2.5.6 The surviving spouse or registered domestic partner of the retiree
may continue coverage under the same terms and conditions
provided that the surviving spouse was properly enrolled at the time
of the employee's retirement and that dependent coverage was
continuously maintained during the employee's retirement.
51.2.6 Employees who retire on or after January 1, 2006 shall be credited with
ANAHEIM service accrued through December 31, 2005 for the purpose of
determining eligibility and benefit levels under the provisions of ARTICLE
51.2. No employee who has less than ten (10) complete years of credited
ANAHEIM service as of December 31, 2005 shall be provided benefits under
ARTICLE 51.2.
51.2.7 The following provisions shall apply to employees who retire on or after
January 1, 2006 and who are receiving post -retirement medical benefits under
the provisions of ARTICLE 51.2:
51.2.7.1 Only ANAHEIM service accrued through December 31, 2005 shall
be credited to the employee in determining ANAHEIM's percentage
contribution towards the premium costs of the plan(s) elected by the
retiree.
51.2.7.2 Retirees shall be required to enroll in Medicare parts "A" and `B"
upon establishing eligibility. Failure to enroll when eligible will
result in cancellation of coverage.
51.2.8 The following conditions shall apply to all retirees who have post -retirement
medical benefit coverage under this Section:
51.2.8.1 Once canceled for any reason, coverage shall not be reinstated.
51.2.8.2 Coverage shall be canceled for non-payment of fees after three (3)
months in arrears.
W,
51.2.8.3 There shall be coordination of benefits where other insurance exists.
51.2.8.4 Retirees may change plans and add dependents only during the
annual open enrollment period, except that the surviving spouse or
registered domestic partner of a retiree may not enroll a new spouse
or registered domestic partner.
51.3 EMPLOYEES HIRED ON OR AFTER JANUARY 1, 1996
Regular, full-time employees in the classified service in classifications listed in
Appendix "B", hired on or after January 1, 1996 shall participate in an Integral Part
Trust ("RHS plan") designed to provide reimbursement of qualified medical expenses
upon retirement or separation from City service. "Qualified medical expenses" are
those expenses authorized under the provisions of Internal Revenue Code Section 213,
excepting only those expenses the parties mutually agree to exclude.
51.3.1 When an employee is hired into a classification represented by AMEA,
ANAHEIM shall make an initial employer contribution of three thousand
dollars ($3,000) into the employee's Retirement Health Savings ("RHS")
account.
51.3.2 The City shall make a contribution to the individual account of each employee
in a classification represented by AMEA who has an established RHS account
of two percent (2%) of that employee's base biweekly compensation.
Effective the first full biweekly pay period after approval of this MOU by City
Council, for employees covered in this Section, ANAHEIM shall
increase its contribution to the individual account of each employee
in a classification represented by AMEA from two percent (2%) to
three percent (3%) of the employee's base biweekly compensation.
51.3.3 Employees shall be fully vested for all ANAHEIM contributions made on their
behalf after five (5) full years of continuous ANAHEIM service.
51.3.4 ANAHEIM and AMEA agree that each employee shall be required to
contribute two percent (2%) of gross biweekly pay to their individual RHS
Account.
Effective the first biweekly pay period after approval of this MOU by City
Council, for employees covered in this Section, the employee
contribution to their individual RHS Account shall be reduced from
two percent (2%) to one percent (1%) of the employee's gross
biweekly pay.
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51.3.5 An employee who separates City service for any reason will be eligible to
withdraw funds for reimbursement of eligible medical expenses without regard
to the employee's age or years of service. Employee premium contributions for
employer provided group health insurance provided by other employers are not
an eligible medical expense.
51.3.6 Employees hired on or after January 1, 1996 who have completed ten (10) years
of consecutive ANAHEIM service and who are awarded a retirement from
PERS as the reason for separation from ANAHEIM service shall be allowed
access to ANAHEIM sponsored group health plans as a retiree.
51.4 EMPLOYEES HIRED PRIOR TO JANUARY 1, 1996
Regular, full-time employees in the classified service in classifications listed in
Appendix `B", hired prior to January 1, 1996 shall participate in an Integral Part Trust
("RHS plan") designed to provide reimbursement of qualified medical expenses upon
retirement or separation from City service. "Qualified medical expenses" are those
expenses authorized under the provisions of Internal Revenue Code Section 213,
excepting only those expenses the parties mutually agree to exclude.
51.4.1 ANAHEIM shall contribute one percent (1 %) of the employee's base biweekly
compensation to each employee's RHS Account.
Effective the first biweekly pay period after approval of this MOU by City
Council, for employees covered in this Section, ANAHEIM shall
contribute two percent (2%) of the employee's base biweekly
compensation to each employee's RHS Account.
51.4.2 An employee who separates City service for any reason will be eligible to
withdraw funds for reimbursement of eligible medical expenses without regard
to the employee's age or years of service. Employee premium contributions for
employer provided group health insurance provided by other employers are not
an eligible medical expense.
ARTICLE 52 — PHYSICAL EXAMINATIONS
52.1 In order to be eligible for employment with ANAHEIM, candidates shall be required
to pass a physical examination, the character of which shall be in accordance with
standards established by the Human Resources Director.
52.2 In order to be eligible for promotion or transfer to a job class in a category requiring
substantially different physical qualifications than the employee's present job class, an
employee must pass the appropriate physical examination.
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52.3 An 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 the
Department Head to undergo a physical examination.
52.3.1 An employee who fails to pass a physical examination required under the
provisions of ARTICLE 52.3 shall engage in an appropriate interactive process
with ANAHEIM in compliance with Administrative Regulation 251.
52.4 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.
52.4.1 Exceptions to the provisions of ARTICLE 52.4 may be made only in the case
of out-of-state candidates for employment. In such cases, the physician
performing the examination may be a physician licensed by the state in which
the candidate resides.
52.5 ANAHEIM shall pay for any physical examination required under the provisions of
this ARTICLE.
ARTICLE 53 — JOINT COMMITTEE ON MEDICAL PROGRAMS
53.1 The parties to this Agreement, in recognition of the need to provide an adequate level
of medical care coverage at a reasonable cost to ANAHEIM and its employees hereby
agree to the formation of a committee to analyze current ANAHEIM sponsored medical
programs, review alternative approaches to plan design and providing medical care
programs, and investigate cost containment systems, all for the purpose of achieving
adequate low-cost medical care for the employees of ANAHEIM.
53.2 Serving on the committee with Human Resources Department staff and operating
department management staff will be two (2) members from the Anaheim Municipal
Employees Association (Clerical Employees Unit).
53.3 This committee will meet as often as is necessary during the life of this Agreement and
will report to the Human Resources Director on a periodic basis its findings and
recommendations for changes to ANAHEIM's present medical programs. A report
shall be prepared setting forth specific recommendations as to alternatives, plan design,
and cost containment provisions. The report shall be forwarded to the City Manager for
review.
53.4 Because of the complexity of the problem and the diverse interests of the respective
organizations, the parties 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.
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ARTICLE 54 — NOTIFICATION OF CONTRACTING OUT
54.1 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.
54.1.1 Such notification will be given before a decision to contract out is made; and
54.1.2 AMEA will have an opportunity to comment prior to a determination by
ANAHEIM to enter into contracting arrangements.
ARTICLE 55 — NO STRIKE
55.1 The AMEA agrees that under the terms of this MOU, AMEA and/or its members shall
not conduct any strikes, slowdowns, or other work stoppages against ANAHEIM, or to
withdraw from assignments to standby duty during any grievance or dispute which may
arise out of the application or interpretation of the terms or conditions of this MOU or
any matter subject to review through the grievance procedure.
ARTICLE 56 — CONSTRUCTION
56.1 Nothing in this Agreement shall be construed to deny any person or employee the rights
granted by federal and state laws and City Charter provisions. The rights, powers, and
authority of the City Council in all matters, including the right to maintain any legal
action, shall not be modified or restricted by this Agreement. The provisions of this
Agreement are not intended to conflict with the provisions of Chapter 10, Division 4,
Title 1 of the Government Code of the State of California (sections 3500, et seq.) as
amended in 1982.
ARTICLE 57 — SAVINGS CLAUSE
57.1 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 58 — OTHER PROVISIONS
58.1 ANAHEIM shall not charge employees to replace lost or damaged proximity cards.
54
ARTICLE 59 — LONGEVITY PAY
59.1 Effective the first full pay period of Fiscial Year 26/27, the City shall provide Longevity
Pay as follows:
1. All members with completion of 10 years or more of consecutive full-
time service with the City of Anaheim shall receive an increase of 3% of base salary
per pay period.
2. All members with completion of 20 years or more of consecutive full-
time service with the City of Anaheim, shall receive an additional increase of 3% of
base salary per pay period, for total maximum Longevity Pay increase of 6%.
55
ARTICLE 60 — DURATION
60.1 The terms of this MOU are to remain in full force and effect through June 30, 2027.
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 ANAHEIM MUNICIPAL EMPLOYEES
OF THE CITY OF ANAHEIM, ASSOCIATION, CLERICAL EMPLOYEES
a Municipal Corporation
By By
By: By: W: 0/t�
By: �. �'' By:
�.
c
By: ! By:
By: By:
By:
By:
By:
By:
By:
Dated: 2 / �� 1 rLd2 (P
X:
APPENDIX "A" — SPECIAL PROVISIONS
A.1 Effective the pay period which includes July 4, 2025, ANAHEIM shall provide a base
salary increase of nine percent (9.0%). Only those employees serving in classifications
represented by this MOU who are active City employees on or after the first day of the
pay period following Council adoption shall be eligible to receive any compensation
associated with this wage increase.
A.2 Effective the pay period which includes July 1, 2026, ANAHEIM shall provide a base
salary increase of three percent (3.0%).
A.3 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.
57
Code
Classification
Grade
E24
Accounting Specialist
B1000
E25
Accounting Technician
B1040
E27
Box Office Specialist
B1020
125
Clerk
B1305
M63
CLETS/NCIC Specialist
B1550
094
Collections Specialist
B1010
168
Data Entry Operator
B1110
K40
Departmental Records Coordinator
B1365
M18
Detention Facility Assistant
B1530
K55
Fire Communications Shift Supervisor
B1460
247
Fire Dispatcher I
B1420
K50
Fire Dispatcher II
B1440
K59
Guest Services Specialist I
B1315
K47
Guest Services Specialist II
B1300
E32
Housing Loan Processor
B1345
275
Intermediate Clerk
B1320
E26
Library Bookmobile Clerk
B1720
E33
Library Circulation Specialist
B1350
E34
Library Clerk
B1310
012
Library Customer Services Clerk
B1315
K70
Licensing Specialist
B1345
K63
Office Specialist I
B1315
E22
Office Specialist II
B1300
E21
Office Supervisor
B1380
110
Parts Supervisor
B1770
E20
Payroll Specialist
B1020
E19
Payroll Technician
B1040
H87
Personnel Specialist
B1370
E14
Police Communications Operator
B1410
F73
Police Communications Supervisor
B1470
K69
Police Dispatcher I
B1430
426
Police Dispatcher II
B1400
026
Police Facility Maintenance Coordinator
B1600
APPENDIX "B" - WAGES
JULY 4, 2025 - JUNE 18, 2026
9.0% Increase
Step
Hourly
Rates
4
9
$26.40
$33.70
4
9
$33.01
$42.13
4
9
$29.05
$37.07
4
9
$20.40
$26.03
5
9
$33.52
$40.74
4
9
$27.73
$35.39
4
9
$23.05
$29.42
4
9
$28.79
$36.74
4
9
$28.72
$36.66
5
9
$44.66
$54.28
3
9
$30.60
$41.01
3
9
$34.21
$45.84
4
9
$21.59
$27.56
4
9
$23.99
$30.62
4
9
$26.39
$33.68
4
9
$22.79
$29.09
4
9
$25.34
$32.34
4
9
$26.54
$33.87
4
9
$20.51
$26.18
4
9
$21.59
$27.56
4
9
$26.39
$33.68
4
9
$21.59
$27.56
4
9
$23.99
$30.62
5
9
$32.75
$39.81
4
9
$37.26
$47.56
4
9
$29.05
$37.07
4
9
$33.01
$42.13
4
9
$29.39
$37.51
4
9
$28.36
$36.19
5
9
$49.62
$60.31
5
9
$35.73
$43.43
5
9
$39.70
$48.25
4
9
$30.23
$38.58
JULY
4, 2025
- JUNE 18, 2026
9.0%
Increase
58
Monthly Rates
$4,576.00
$5,841.33
$5,721.73
$7,302.53
$5,035.33
$6,425.47
$3,536.00
$4,511.87
$5,810.13
$7,061.60
$4,806.53
$6,134.27
$3,995.33
$5,099.47
$4,990.27
$6,368.27
$4,978.13
$6,354.40
$7,741.07
$9,408.53
$5,304.00
$7,108.40
$5,929.73
$7,945.60
$3,742.27
$4,777.07
$4,158.27
$5,307.47
$4,574.27
$5,837.87
$3,950.27
$5,042.27
$4,392.27
$5,605.60
$4,600.27
$5,870.80
$3,555.07
$4,537.87
$3,742.27
$4,777.07
$4,574.27
$5,837.87
$3,742.27
$4,777.07
$4,158.27
$5,307.47
$5,676.67
$6,900.40
$6,458.40
$8,243.73
$5,035.33
$6,425.47
$5,721.73
$7,302.53
$5,094.27
$6,501.73
$4,915.73
$6,272.93
$8,600.80
$10,453.73
$6,193.20
$7,527.87
$6,881.33
$8,363.33
$5,239.87
$6,687.20
Annual Rates
$54,912.00
$68,660.80
$60,424.00
$42,432.00
$69,721.60
$57,678.40
$47, 944.00
$59,883.20
$59,737.60
$92,892.80
$63,648.00
$71,156.80
$44,907.20
$49,899.20
$54,891.20
$47,403.20
$52, 707.20
$55,203.20
$42,660.80
$44,907.20
$54,891.20
$44,907.20
$49,899.20
$68,120.00
$77,500.80
$60,424.00
$68,660.80
$61,131.20
$58,988.80
$103,209.60
$74,318.40
$82,576.00
$62,878.40
$70,096.00
$87,630.40
$77,105.60
$54,142.40
$84,739.20
$73,611.20
$61,193.60
$76,419.20
$76,252.80
$112,902.40
$85,300.80
$95,347.20
$57,324.80
$63,689.60
$70,054.40
$60,507.20
$67,267.20
$70,449.60
$54,454.40
$57,324.80
$70, 054.40
$57,324.80
$63,689.60
$82,804.80
$98,924.80
$77,105.60
$87,630.40
$78,020.80
$75,275.20
$125,444.80
$90,334.40
$100,360.00
$80,246.40
Code
Classification
Grade
Step
Hourly
Rates
439
Police Records Specialist I
B1510
4
9
$22.98
$29.33
E17
Police Records Specialist II
B1500
4
9
$25.54
$32.59
E13
Police Records Supervisor
B1560
4
9
$34.48
$44.00
AN
Police Training and Records Coordinator
B1040
4
9
$33.01
$42.13
013
Principal Library Clerk
B1355
5
9
$28.97
$35.21
E15
Principal Office Specialist
B1370
4
9
$29.39
$37.51
E18
Property and Evidence Supervisor
B1620
5
9
$36.50
$44.37
K45
Property and Evidence Technician
B1600
4
9
$30.23
$38.58
E12
Senior Accounting Specialist
B1020
5
9
$30.50
$37.07
535
Senior Clerk
B1345
4
9
$26.39
$33.68
M95
Senior Collections Specialist
B1030
5
9
$31.89
$38.76
278
Senior Fire Dispatcher
B1445
3
9
$37.62
$50.42
K61
Senior Guest Services Specialist
B1325
5
9
$26.45
$32.15
E10
Senior Library Clerk
B1330
5
9
$26.57
$32.30
174
Senior Licensing Specialist
B1395
5
9
$36.53
$44.40
E07
Senior Office Specialist
B1360
4
9
$28.19
$35.98
K71
Senior Police Dispatcher
B1450
5
9
$43.67
$53.08
K72
Senior Police Records Specialist
B1540
5
9
$32.18
$39.11
K42
Senior Property and Evidence Technician
B1610
5
9
$34.12
$41.47
E09
Senior Storekeeper
B1700
5
9
$31.30
$38.05
622
Storekeeper
B1730
4
9
$26.84
$34.25
144
Training Coordinator
B1385
4
9
$33.23
$42.41
K49
Wardrobe Specialist
B1710
4
9
$23.85
$30.44
Note: Any steps that are less than the California State minimum wage shall be automatically reset equal to the new state minimum wage
59
Monthlv Rates
$3,983.20
$5,083.87
$4,426.93
$5,648.93
$5,976.53
$7,626.67
$5,721.73
$7,302.53
$5,021.47
$6,103.07
$5,094.27
$6,501.73
$6,326.67
$7,690.80
$5,239.87
$6,687.20
$5,286.67
$6,425.47
$4,574.27
$5,837.87
$5,527.60
$6,718.40
$6,520.80
$8,739.47
$4,584.67
$5,572.67
$4,605.47
$5,598.67
$6,331.87
$7,696.00
$4,886.27
$6,236.53
$7,569.47
$9,200.53
$5,577.87
$6,779.07
$5,914.13
$7,188.13
$5,425.33
$6,595.33
$4,652.27
$5,936.67
$5,759.87
$7,351.07
$4,134.00
$5,276.27
Annual Rates
$47,798.40
$61,006.40
$53,123.20
$67,787.20
$71,718.40
$91,520.00
$68,660.80
$87,630.40
$60,257.60
$73,236.80
$61,131.20
$78,020.80
$75,920.00
$92,289.60
$62,878.40
$80,246.40
$63,440.00
$77,105.60
$54,891.20
$70,054.40
$66,331.20
$80,620.80
$78,249.60
$104,873.60
$55,016.00
$66,872.00
$55,265.60
$67,184.00
$75,982.40
$92,352.00
$58,635.20
$74,838.40
$90,833.60
$110,406.40
$66,934.40
$81,348.80
$70,969.60
$86,257.60
$65,104.00
$79,144.00
$55,827.20
$71,240.00
$69,118.40
$88,212.80
$49,608.00
$63,315.20
AUGUST 29, 2025 - JUNE 18, 2026
7.0% Increase for
DISPATCHER BENCHMARK
Code
Classification
Grade
Step
Hourly
Rates
Monthly
Rates
Annual Rates
K55
Fire Communications Shift Supervisor
B1460
5
9
$47.78
$58.08
$8,281.87
$10,067.20
$99,382.40
$120,806.40
247
Fire Dispatcher I
B1420
3
9
$32.75
$43.89
$5,676.67
$7,607.60
$68,120.00
$91,291.20
K50
Fire Dispatcher II
B1440
3
9
$36.60
$49.05
$6,344.00
$8,502.00
$76,128.00
$102,024.00
E14
Police Communications Operator
B1410
4
9
$30.34
$38.72
$5,258.93
$6,711.47
$63,107.20
$80,537.60
F73
Police Communications Supervisor
B1470
5
9
$53.10
$64.54
$9,204.00
$11,186.93
$110,448.00
$134,243.20
K69
Police Dispatcher I
B1430
5
9
$38.23
$46.47
$6,626.53
$8,054.80
$79,518.40
$96,657.60
426
Police Dispatcher II
B1400
5
9
$42.48
$51.63
$7,363.20
$8,949.20
$88,358.40
$107,390.40
278
Senior Fire Dispatcher
B1445
3
9
$40.26
$53.95
$6,978.40
$9,351.33
$83,740.80
$112,216.00
K71
Senior Police Dispatcher
B1450
5
9
$46.72
$56.79
$8,098.13
$9,843.60
$97,177.60
$118,123.20
JUNE 19, 2026
3.0% Increase
Code
Classification
Grade
Step
Hourly
Rates
Monthly
Rates
Annual Rates
E24
Accounting Specialist
B1000
4
9
$27.20
$34.71
$4,714.67
$6,016.40
$56,576.00
$72,196.80
E25
Accounting Technician
B1040
4
9
$34.00
$43.39
$5,893.33
$7,520.93
$70,720.00
$90,251.20
E27
Box Office Specialist
B1020
4
9
$29.92
$38.18
$5,186.13
$6,617.87
$62,233.60
$79,414.40
125
Clerk
B1305
4
9
$21.01
- $26.81
$3,641.73
$4,647.07
$43,700.80
$55,764.80
M63
CLETS/NCIC Specialist
B1550
5
9
$34.52
- $41.96
$5,983.47
$7,273.07
$71,801.60
$87,276.80
094
Collections Specialist
B1010
4
9
$28.56
$36.45
$4,950.40
$6,318.00
$59,404.80
$75,816.00
168
Data Entry Operator
B1110
4
9
$23.74
$30.30
$4,114.93
$5,252.00
$49,379.20
$63,024.00
K40
Departmental Records Coordinator
B1365
4
9
$29.66
$37.85
$5,141.07
$6,560.67
$61,692.80
$78,728.00
M18
Detention Facility Assistant
B1530
4
9
$29.59
- $37.77
$5,128.93
$6,546.80
$61,547.20
$78,561.60
K55
Fire Communications Shift Supervisor
B1460
5
9
$49.22
$59.83
$8,531.47
$10,370.53
$102,377.60
$124,446.40
247
Fire Dispatcher I
B1420
3
9
$33.73
- $45.20
$5,846.53
$7,834.67
$70,158.40
$94,016.00
K50
Fire Dispatcher II
B1440
3
9
$37.70
$50.52
$6,534.67
$8,756.80
$78,416.00
$105,081.60
K59
Guest Services Specialist I
B1315
4
9
$22.24
$28.39
$3,854.93
$4,920.93
$46,259.20
$59,051.20
K47
Guest Services Specialist II
B1300
4
9
$24.71
- $31.54
$4,283.07
$5,466.93
$51,396.80
$65,603.20
E32
Housing Loan Processor
B1345
4
9
$27.18
$34.69
$4,711.20
$6,012.93
$56,534.40
$72,155.20
275
Intermediate Clerk
B1320
4
9
$23.47
$29.96
$4,068.13
$5,193.07
$48,817.60
$62,316.80
E26
Library Bookmobile Clerk
B1720
4
9
$26.10
$33.31
$4,524.00 -
$5,773.73
$54,288.00
$69,284.80
E33
Library Circulation Specialist
B1350
4
9
$27.33
$34.88
$4,737.20
$6,045.87
$56,846.40
$72,550.40
E34
Library Clerk
B1310
4
9
$21.13
$26.97
$3,662.53
$4,674.80
$43,950.40
$56,097.60
012
Library Customer Services Clerk
B1315
4
9
$22.24
$28.39
$3,854.93
$4,920.93
$46,259.20
$59,051.20
K70
Licensing Specialist
B1345
4
9
$27.18
$34.69
$4,711.20
$6,012.93
$56,534.40
$72,155.20
K63
Office Specialist I
B1315
4
9
$22.24
$28.39
$3,854.93
$4,920.93
$46,259.20
$59,051.20
E22
Office Specialist II
B1300
4
9
$24.71
$31.54
$4,283.07 -
$5,466.93
$51,396.80
$65,603.20
E21
Office Supervisor
B1380
5
9
$33.73
$41.00
$5,846.53
$7,106.67
$70,158.40
$85,280.00
110
Parts Supervisor
B1770
4
9
$38.38
$48.99
$6,652.53
$8,491.60
$79,830.40
$101,899.20
E20
Payroll Specialist
B1020
4
9
$29.92
$38.18
$5,186.13
$6,617.87
$62,233.60
$79,414.40
E19
Payroll Technician
B1040
4
9
$34.00
$43.39
$5,893.33
$7,520.93
$70,720.00
$90,251.20
H87
Personnel Specialist
B1370
4
9
$30.28
$38.64
$5,248.53
$6,697.60
$62,982.40
$80,371.20
E14
Police Communications Operator
B1410
4
9
$31.25
$39.89
$5,416.67
$6,914.27
$65,000.00
$82,971.20
F73
Police Communications Supervisor
B1470
5
9
$54.69
$66.48
$9,479.60
$11,523.20
$113,755.20
$138,278.40
K69
Police Dispatcher I
B1430
5
9
$39.37
$47.86
$6,824.13
$8,295.73
$81,889.60
$99,548.80
426
Police Dispatcher II
B1400
5
- 9
$43.75
- $53.18
$7,583.33
$9,217.87
$91,000.00
$110,614.40
026
Police Facility Maintenance Coordinator
B1600
4
- 9
$31.14
- $39.74
$5,397.60
$6,888.27
$64,771.20
$82,659.20
61
RUNE 19, 2026
3.0% Increase
Code
Classification
Grade
Step
Hourly
Rates
439
Police Records Specialist I
B1510
4
9
$23.67
$30.21
E17
Police Records Specialist II
B1500
4
9
$26.30
$33.57
E13
Police Records Supervisor
B1560
4
9
$35.51
$45.32
AD4
Police Training and Records Coordinator
B1040
4
9
$34.00
$43.39
013
Principal Library Clerk
B1355
5
9
$29.84
$36.27
E15
Principal Office Specialist
B1370
4
9
$30.28
$38.64
E18
Property and Evidence Supervisor
B1620
5
9
$37.60
$45.70
K45
Property and Evidence Technician
B1600
4
9
$31.14
$39.74
E12
Senior Accounting Specialist
B1020
5
9
$31.41
$38.18
535
Senior Clerk
B1345
4
9
$27.18
$34.69
M95
Senior Collections Specialist
B1030
5
9
$32.84
$39.92
278
Senior Fire Dispatcher
B1445
3
9
$41.47
$55.57
K61
Senior Guest Services Specialist
B1325
5
9
$27.25
$33.12
E10
Senior Library Clerk
81330
5
9
$27.37
$33.27
174
Senior Licensing Specialist
B1395
5
9
$37.62
$45.73
E07
Senior Office Specialist
B1360
4
9
$29.04
$37.06
K71
Senior Police Dispatcher
B1450
5
9
$48.13
$58.50
K72
Senior Police Records Specialist
B1540
5
9
$33.14
$40.28
K42
Senior Property and Evidence Technician
B1610
5
9
$35.15
$42.72
E09
Senior Storekeeper
B1700
5
9
$32.24
$39.19
622
Storekeeper
B1730
4
9
$27.64
$35.27
144
Training Coordinator
B1385
4
9
$34.22
$43.68
K49
Wardrobe Specialist
B1710
4
9
$24.56
$31.35
Note: Any steps that are less than the California State minimum wage shall be automatically reset equal to the new state minimum wage.
62
Monthly Rates
$4,102.80
$5,236.40
$4,558.67
$5,818.80
$6,155.07
$7,855.47
$5,893.33
$7,520.93
$5,172.27
$6,286.80
$5,248.53
$6,697.60
$6,517.33
$7,921.33
$5,397.60
$6,888.27
$5,444.40
$6,617.87
$4,711.20
$6,012.93
$5,692.27
$6,919.47
$7,188.13
$9,632.13
$4,723.33
$5,740.80
$4,744.13
$5,766.80
$6,520.80
$7,926.53
$5,033.60
$6,423.73
$8,342.53
$10,140.00
$5,744.27
$6,981.87
$6,092.67
$7,404.80
$5,588.27
$6,792.93
$4,790.93
$6,113.47
$5,931.47
$7,571.20
$4,257.07
$5,434.00
Annual Rates
$49,233.60
$62,836.80
$54,704.00
$69,825.60
$73,860.80
$94,265.60
$70,720.00
$90,251.20
$62,067.20
$75,441.60
$62,982.40
$80,371.20
$78,208.00
$95,056.00
$64,771.20
$82,659.20
$65,332.80
$79,414.40
$56,534.40
$72,155.20
$68,307.20
$83,033.60
$86,257.60
$115,585.60
$56,680.00
$68,889.60
$56,929.60
$69,201.60
$78,249.60
$95,118.40
$60,403.20
$77,084.80
$100,110.40
$121,680.00
$68,931.20
$83,782.40
$73,112.00
$88,857.60
$67,059.20
$81,515.20
$57,491.20
$73,361.60
$71,177.60
$90,854.40
$51,084.80
$65,208.00
APPENDIX "C" — SALARY RELATIONSHIPS
Classifications bolded and underlined are the benchmarked classifications (10001o).
ACCOUNTING SPECIALIST
Accounting Technician ............................
Box Office Specialist ........................................
Collections Specialist ..............................
Payroll Specialist ...................................
Payroll Technician ............................................
Police Training and Records Coordinator........
Senior Accounting Specialist ...........................
Senior Collections Specialist ............................
DATA ENTRY OPERATOR
OFFICE SPECIALIST II
.............1.2500 x Accounting Specialist
.................1.1000 x Accounting Specialist
........... 1.0560 x Accounting Specialist
............. 1.1000 x Accounting Specialist
.................1.2500 x Accounting Specialist
................. 1.2500 x Accounting Specialist
................ 1.1000 x Accounting Specialist
.................1.1500 x Accounting Specialist
Clerk...................................................................
0.8500 x Office Specialist II
Departmental Records Coordinator ...............................
1.2000 x Office Specialist 11
Guest Services Specialist I .........................................
0.9000 x Office Specialist Il
Guest Services Specialist II ........................................
1.0000 x Office Specialist II
Housing Loan Processor...........................................................1.1000
x Office Specialist 11
Intermediate Clerk ...................................................
0.9500 x Office Specialist 11
Library Circulation Specialist ......................................
1.1060 x Office Specialist 11
Library Clerk.........................................................
0.8550 x Office Specialist 11
Library Customer Services Clerk ..................................
0.9000 x Office Specialist 11
Licensing Specialist..................................................1.1000
x Office Specialist 11
Office Specialist I ....................................................
0.9000 x Office Specialist II
Office Supervisor....................................................
1.3000 x Office Specialist II
Personnel Specialist..................................................1.2250
x Office Specialist 11
Principal Library Clerk..............................................1.1500
x Office Specialist 11
Principal Office Specialist..........................................1.2250
x Office Specialist 11
Senior Clerk..........................................................
1.1000 x Office Specialist 11
Senior Guest Services Specialist ...................................
1.0500 x Office Specialist 11
Senior Library Clerk.................................................1.0550
x Office Specialist II
Senior Licensing Specialist .........................................
1.4500 x Office Specialist 11
Senior Office Specialist.............................................1.1750
x Office Specialist II
Training Coordinator ................................................
1.3850 x Office Specialist 11
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POLICE DISPATCHER II
Fire Communications Shift Supervisor .......................... 1.1250 x Police Dispatcher II
Fire Dispatcher I ....................................................
0.8500 x Police Dispatcher II
Fire Dispatcher II ...................................................
0.9500 x Police Dispatcher II
Police Communications Operator ...........................................
0.7500 x Police Dispatcher II
Police Communications Supervisor..............................1.2500
x Police Dispatcher II
Police Dispatcher I..................................................0.9000
x Police Dispatcher II
Senior Fire Dispatcher .............................................
1.0450 x Police Dispatcher II
Senior Police Dispatcher...........................................1.1000 x Police Dispatcher II
POLICE RECORDS SPECIALIST II
CLETS/NCIC Specialist..................................1.2500
x Police Records Specialist II
Detention Facility Assistant..............................1.1250
x Police Records Specialist II
Police Records Specialist I ...............................
0.9000 x Police Records Specialist II
Police Records Supervisor................................1.3500 x Police Records Specialist II
Senior Police Records Specialist ........................
1.2000 x Police Records Specialist II
PROPERTY & EVIDENCE TECHNICIAN
Police Facility Maintenance Coordinator ...........
1.0000 x Property & Evidence Technician
Property & Evidence Supervisor ..................1.1500
x Property & Evidence Technician
Senior Property & Evidence Technician ............
1.0750 x Property & Evidence Technician
SENIOR STOREKEEPER
Library Bookmobile Clerk ..........................................
0.8500 x Senior Storekeeper
Parts Supervisor......................................................1.2500
x Senior Storekeeper
Storekeeper...........................................................
0.9000 x Senior Storekeeper
Wardrobe Specialist .................................................
0.8000 x Senior Storekeeper
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APPENDIX "D" — LETTERS OF UNDERSTANDING
Fire Communications Work Schedule
LETTER OF UNDERSTANDING
BETWEEN THE
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION
CLERICAL UNIT
AND THE
CITY OF ANAHEIM
The Anaheim Municipal Employees Association (AMEA), Clerical
Unit, and the City of Anaheim, after meeting and conferring, have
reached an understanding on the wages, hours, and other terms and
conditions of employment for employees assigned by management to
work at the Fire Communications Center, as follows:
1. YiRE COMWNICATIOSs WORK SCM RULE
ANAHEIM and AMEA agree that employees may be assigned to a
Fire Communications alternate work schedule in order to reduce
trips to and from work. Such an alternate work schedule shall
not reduce service to the public.
ANAHEIM and the Anaheim Municipal Employees Association agree
that the regular work schedule for employees assigned to the
Fire Communications schedule by management shall be five (S)
twelve (12) hour work days and two (2) ten hour work days in
each bi-weekly pay period. The schedule shall be designed and
implemented by management. A work period of seven consecutive
calendar days shall be assigned to each employee assigned to
the Fire Communications Twelve Plan. Each employee will be
scheduled by management to work a regular work schedule of
forty hours in each work period. Employees may submit a
request to trade shifts within their seven consecutive
calendar day work period. All shift trades shall be scheduled
and taken in accordance with the best interests of ANAHEIM and
shall not result in any overtime or Fair Labor Standards Act
premium payment to either alpployee. Employees may be assigned
to or from the Fire Communications Twelve Plan work schedule
or from one work schedule to another only effective at the
beginning of a bi-weekly pay period.
Employees who perform authorized work in excess of the regular
work day or work week as defined in the Letter of
Understanding and who are otherwise eligible for overtime pay
shall be compensated f or such work at the rate of one and one-
half (1-1/2) times their regular hourly rate of pay.
The Fire Communications Twelve plan work schedule may be
revoked at any time by either party upon written notice to the
other party. Return to a work schedule of ten (10) eight (8)
hour shifts each bi-weekly pay period will occur at the
beginning of the first pay period after the notice of
revocation has been received.
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Fire Communications Work Schedule
Firs Commsunications Work Schedule
Pate 2.
2. APP0INTXZNTS
The provisions of Article 22 Appointments and Promotions are
waived for appointments made on July 1, 1994.
3. REABSIGNKZNT BZNI0RITY
For a period of ten (10) years from July 1, 1994 to June is,
2004, the employees in the Fire Communications Center shall
retain their City of orange Fire Department seniority date or
their City of Anaheim whichever is earlier for purposes of
layoff and reassignment. During the same ten year period
eaployees in the Fire Communications Center shall be
considered a department for purposes of applying the
provisions of Article 29, Reassignment, Layoff and Re-
employment. Thereafter, the employees in the Fire
Communications Center shall retain the City of Anaheim Fire
Department seniority as their seniority date.
4. ![EET WED CONFSA OPEY I88UES
ANAHEIM and AMU agree to continue the meet and confer process
concerning the following issues:
Appendix "A" Wages
Article 17 Salary Relationships
Article 59 Certification Pay
Article 14 Compensation
Article 33 Bereavement Leave
Article 34 Holidays
Article 40 Vacation
Article 24 Probation
5. XEKORA iDUX OF UNDEABT7WDING
All remaining terms and conditions of employment shall be in
accordance with the provisions of the Memorandum of
Understanding between the Anaheim Municipal Employees
Association, Clerical Employees and the City of Anaheim
(October 8, 1993 through October 3, 1996)
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Police Communications Twelve Plan
LETTER OF UNDERSTANDING
BETWEEN THE
ANAHEIM MUNICIPAL EKPLOYEI°.S ASSOCIATION
CLERICAL UNIT
AND THE
CITY OF ANANEIM
The Anaheim Municipal Employees Association (AMEA),I Clerical Unit,
and the City of Anaheim, after meeting and conferring, have reached
an understanding on the wages, hours, and other terms and
conditions of employment for employees assigned by management to
work the Police Communications Twelve Plan, as follows:
ANAHEIM and AREA agree that employees may be assigned to a Police
Communications Twelve Plan alternate work schedule in order to
reduce trips to and from work. such an alternate work schedule
shall not reduce service to the public.
ANAHEIM and the Anaheim Municipal Employees Association agree that
the regular work schedule .for employees assigned to the Police
Communications Twelve plan by management shall be six (6) twelve
(12) hour work days and one (1) eight (8) hour work day in each bi-
weekly pay period. A one-half (1/2) hour non -paid meal period
shall be scheduled each work day. The schedule shall be designed
and implemented by management. A work period of seven consecutive
calendar days shall be assigned to each employee assigned to the
Police Communications Twelve Plan. Each employee will be scheduled
by management to work a regular work schedule of forty hours in
each work period. Employees may be assigned to or from the police
Communications Twelve Plan work schedule only effective at the
beginning of a bi-weekly pay period.
Employees who perform authorized work in excess of the regular work
day or work week as defined in the Letter of Understanding and who
are otherwise eligible for overtime pay shall be compensated for
such work at the rate of one and one-half (1-1/2) times their
regular hourly rate of pay.
Employees who do not work on the holiday or day observed in lieu of
the holiday as set forth in Article 34 of the Memorandum of
Understanding shall be required to submit a vacation request for
four (4) hours for each holiday not worked. Any employee required
to work on the holiday or day observed in lieu of the holiday shall
receive an additional twelve (12) hours pay at his regular rate of
pay or.shall accrue twelve (12) hours holiday time per holiday.
Employees eligible for "ismediate family" bereavement leave in
accordance with Article 33.1 shall be. granted bereavement leave
with pay for up to maximum of thirty-six (36) working hours.
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Police Communications Twelve Plan
Employees eligible for "other family members" bereavement leave in
accordance with Article 33.1.1. shall be granted bereavement leave
with pay for up to a maximum of twelve (12) working' hours.
Employees shall have one (1) hour deducted from their accrued -sick
leave, vacation, or industrial accident leave for each hour of
leave taken. Employees with a regular work day of twelve (12)
hours shall be twelve (12) hours deducted from their accrued sick
leave, vacation, or industrial accident leave for each regularly
scheduled working day that they are on paid leave.
The Police Communications Twelve Plan work schedule will be subject
to a six month trial period beginning December 3, 1993. During the
trial period an intensive evaluation will be made of effectiveness,
efficiency, sick leave use, overtime use, employee safety and
fatigue.
The Police Communications Twelve plan work schedule may be revoked
at any time by either party upon written notice to the other party.
Return to a work schedule of ten (10) eight (8) hour shifts each
bi-weekly pay period will occur at the beginning of the first pay
period after the notice of revocation has been received.
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Training Duty Assignment PaN
LETTER OF UNDERSTANDING
between the
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION, GENERAL EMPLOYEES,
and the
CITY OF ANAHEIM
The Anaheim Municipal Employees Association ("AMEA"), General Employees, and the City of
Anaheim ("ANAHEIM"), hereinafter referred to collectively as the "PARTIES" have met and
conferred in accordance with Appendix "A" Special Provisions, Article A.7., within the January
5, 2018 through June 23, 2022 Memorandum of Understanding ("MOU") between the AMEA and
ANAHEIM, and reached an agreement with regard to the new provision of Training Duty
Assignment Pay. The PARTIES have agreed to the following terms and conditions:
Effective the first full pay period following City Council approval, employees who
work in a classification in the Police Department listed below and who are
temporarily assigned as a primary trainer for new employees shall receive a five
percent (5%) pay differential above their base pay for each hour training duties are
actually performed. To be eligible for the differential as a primary trainer, the
employee must be the individual required to complete the daily trainee evaluation
for any training duty assignment, Training duties will be assigned in a minimum
of two (2) hour increments.
Employees serving in the designated classifications are eligible for Training Duty
Assignment Pay. The Police Chief may approve eligibility for additional
classifications not listed below as he/she deems appropriate. An employee
temporarily assigned to perform training duties may be removed from such
assignment at the sole discretion of the Police Chief.
Forensic Specialist 11
Traffic Controller
Senior Police Services Representative
The PARTIES further agree that Appendix `A" — Salary Relationships shall be updated as
provided herein on Attachment 1.
Finally, the PARTIES acknowledge that discussions on revisions to Article 41.1 did not result in
agreement and as such, the discussions shall be included in the upcoming successor MOU
negotiations.
The remainder of the MOU between the AMEA, General Employees, and ANAHEIM shall not be
affected hereby and shall remain in full force and effect.
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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. 2026-007 adopted at a regular meeting provided by law, of the Anaheim
City Council held on the 2411 day of February, 2026 by the following vote of the members thereof:
AYES: Mayor Aitken and Council Members Leon, Balius, Kurtz, Rubalcava
Maahs and Meeks
NOES: None
ABSTAIN: None
ABSENT: None
IN WITNESS WHEREOF, I have hereunto set my hand this 2511 day of February, 2026.
CL9RK OF THE CITY OF ANAHEIM
(SEAL)