1985-533RESOLUTION N0. 85R- 533
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
ANAHEIM ESTABLISHING WAGES, HOURS AND OTHER TERMS
AND CONDITIONS OF EMPLOYMENT FOR EMPLOYEES IN
CLASSIFICATIONS ASSIGNED TO THE CLERICAL EMPLOYEES
UNIT, REPEALING RESOLUTION N0. 84R-71, AND AMENDMENTS THERETO
WHEREAS, Ordinance 3040 of the City of Anaheim establishes the
employer-employee relations system for the City; and
WHEREAS, Section 1.06.110 of Ordinance 3040 requires Memorandums of
Understanding to be presented to the City Council or its statutory
representative for determination; and
WHEREAS, the City Council of the City of Anaheim finds the adopting
of a new Memorandum of Understanding executed on December 16, 1985 is in the
best interest of the City of Anaheim.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of
Anaheim that the Memorandum of Understanding between the City of Anaheim and
the Anaheim Municipal Employees Association executed by the City Managemen*_
Representative and the Anaheim Municipal Employees Association officials on
December 16, 1985 as defined in the document attached hereto and incorporated
by reference herein, meets with the approval of this Council and accordingly
is adopted with the effective date of October 4, 1985.
BE IT FURTHER RESOLVED that Resolution No. 84R-71 and Amendments
Thereto are hereby repealed.
BE IT FURTHER :RESOLVED that the effective date of this resolution
shall be the 4th day of October 1985.
THE
this .17th.
ATTEST:
wy~~ /IQ .
~~,CITY CLE1tK OF
FOREGOING RESOLUTION is approved and signed by me
day of December, 1985.
-- _;. _..
---~-~
MAYOR OF THE CITY'OF AHEIM
APPROVED AS TO FORM:
,~,,;~; CITY ATTORNEY OF THE CITY OF ANAHEIM
3041E/0125E
CLERK
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss.
CITY OF ANAHEIM )
I, LEONORA N. SOHL, City Clerk of the City of Anaheim, do hereby certify that
the foregoing Resolution No. 85R-533 was introduced and adopted at a regular
meeting provided by law, of the City Council of the City of Anaheim held on
the 17th day of December, 1985, by the following vote of the members thereof:
AYES: COUNCIL MEMBERS: Kaywood, Overholt, Bay, Pickler and Roth
NOES: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: None
AND I FURTHER certify that the Mayor of the City of Anaheim signed said
Resolution No. 85R-533 on the 17th day of December, 1985.
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the seal of the
City of Anaheim this 17th day of December, 1985.
~~ j/~~ •
CITY CLERK OF THE CITY 0 ANAHEIM
(SEAL)
I, LEONORA N. SOHL, City Clerk of the City of Anaheim, do hereby certify that
the foregoing is the original of Resolution No. 85R-533 duly passed and
adopted by the Anaheim City Council on December 17, 1985.
~~~y /~l•
ITY CLERK
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._ ,. : ~ e ~ ~ t~
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MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF ANAHEIM
AND
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION,
CLERICAL EMPLOYEES
Y
INDEX
PAGE
ARTICLE 1 Preamble 1
ARTICLE 2 Purpose 2
ARTICLE 3 AMEA Recognition 2
ARTICLE 4 Scope 3
ARTICLE 5 Management Rights 4
ARTICLE 6 Employee Rights 4
ARTICLE 7 Notification 5
ARTICLE 8 Consultation 5
ARTICLE 9 Meet and Confer 6
ARTICLE 10 Memorandum of Understanding 6
ARTICLE 11 Discussion 7
ARTICLE 12 Check Off 7
ARTICLE 13 AMEA Organization 8
13.0 Union Officials 8
13.1 Access Rights 8
13.2 Meeting and Conferring 9
13.3 Bulletin Boards 10
13.4 Meeting Facilities 10
COMPENSATION & PAY PROVISIONS
ARTICLE 14 Compensation 11
ARTICLE 15 Classification 11
ARTICLE 16 Classification Issues 13
i
INDEX
(Continued)
PAGE
ARTICLE 17 Appropriate Salary Step 14
17.0 Merit Pay Schedule 15
17.1 Merit Pay Approval 16
17.2 Merit Pay Reduction 16
17.3 New Hires 16
17.4 Downward Reclassification 17
17.5 Lateral Reclassification 17
17.6 Upward Reclassification 17
17.7 Demotion 18
17.8 Pay Adjustment 18
17.9 Pay Adjustment Timing 18
ARTICLE 18 Salary Relationships 19
ARTICLE 19 Hours of Work and Pay Day 21
ARTICLE 20 Temporary Upgrade 22
ARTICLE 21 Payroll Deductions 25
EMPLOYMENT PROVISIONS
ARTICLE 22 General 26
ARTICLE 23 Appointments and Promotions 27
ii
INDEX
(Continued)
PAGE
ARTICLE 24 Employment Lists 30
ARTICLE 25 Probation 31
ARTICLE 26 Outside Employment 33
ARTICLE 27 Service Awards 33
ARTICLE 28 Training 34
ARTICLE 29 Suspension, Demotion, and Dismissal 34
ARTICLE 30 Lay Off and Re-Employment 35
ARTICLE 31 Transfer 38
ARTICLE 32 Reinstatement 39
ARTICLE 33 Voluntary Demotion 40
LEAVE PROVISIONS
ARTICLE 34 Bereavement 41
ARTICLE 35 Holidays 42
ARTICLE 36 Industrial Accident Leave 44
ARTICLE 37 Jury Duty and Court Appearances 46
ARTICLE 38 Leave Without Pay 46
ARTICLE 39 Military Leave 48
ARTICLE 40 Sick Leave 48
ARTICLE 41 Vacation 54
iii
INDEX
(Continued)
PAGE
PREMIUM PAY PROVISIONS
ARTICLE 42 Overtime General 58
ARTICLE 43 Bi-Lingual Pay 58
ARTICLE 44 Call Out 59
ARTICLE 45 Shift Differential 60
ARTICLE 46 Short Shift Change 61
ARTICLE 47 Stand By 62
ARTICLE 48 Travel and Mileage Expense 62
ARTICLE 49 Meal Allowances 63
GRIEVANCES
ARTICLE 50 Grievances General 64
ARTICLE 51 Grievance Procedure Representation 69
ARTICLE 52 Insurances 70
ARTICLE 53 Physical Examinations 83
ARTICLE 54 Joint Committee On Medical Programs 85
ARTICLE 55 No Strike 86
ARTICLE 56 Construction 86
ARTICLE 57 Savings Clause 86
ARTICLE 58 Transfer Of Classifications 87
ARTICLE 59 Duration 88
APPENDIX A Wage Rates 94
iv
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF ANAHEIM
AND
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION,
CLERICAL CITY EMPLOYEES
ARTICLE 1
PREAMBLE
1.0 The wages, hours and conditions of employment that are set forth in this
Memorandum have been discussed and jointly proposed by and between the staff
officials of the City of Anaheim, (hereinafter called "ANAHEIM") and Anaheim
Municipal Employees Association, Clerical Employees Unit (hereinafter called
"AMEA") and shall apply to all the employees of ANAHEIM working in the
classifications set forth in Appendix "A".
1.1 The terms and conditions of employment that are set forth in the
Memorandum have been discussed in good faith between the staff officials of
ANAHEIM and AMEA. AMEA agrees to recommend acceptance by its members of all
of the terms and conditions of employment as set forth herein, and the staff
officials of ANAHEIM agree to recommend to the Anaheim City Council that all
of the terms and conditions of employment as set forth herein be incorporated
in full in a resolution of the City Council.
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Upon the adoption of such a resolution, all the terms and conditions of this
Memorandum so incorporated shall become effective without any further action
by either party.
ARTICLE 2
PURPOSE
2.0 The objectives of the parties to this agreement are to promote full
communication between ANAHEIM and its employees and to promote the improvement
of employer-employee relations within the municipal government by providing a
uniform basis for recognizing the right of employees to join organizations of
their own choice and be represented by such organizations in their employment
relationships with ANAHEIM.
ARTICLE 3
AMEA RECOGNITION
3.0 ANAHEIM hereby recognizes the AMEA as the bargaining representative for
all its members to the fullest e$tent allowable under California law applying
to public employees. As public employees, such employees shall have the right
to discuss individual problems of employment with ANAHEIM, provided that upon
request of the employee, the AMEA shall be kept fully informed and have the
right to be present at all such meetings between ANAHEIM and the individual.
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ARTICLE 4
SCOPE
4.0 All officers and positions of ANAHEIM are divided into the classified
service and the exempt service. The exempt service shall include the
following:
4.01 All elected officials and members of boards and commissions.
4.02 The City Manager, City Attorney, City Treasurer and City Clerk.
4.03 Volunteer personnel and personnel appointed to serve without pay.
4.04 Architects, consultants, counsel, and others rendering temporary
professional service.
4.05 Such positions involving seasonal or part-time employment as may
be specifically placed in the exempt service by the Human
Resources Director
4.1 The classified service shall include all other positions that are not
specifically placed in the exempt service by this Article.
4.2 The provisions of this article and agreement shall apply only to the
classified service unless otherwise specifically provided.
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ARTICLE S
MANAGEMENT RIGHTS
5.0 Management retains, exclusively, all its inherent rights, functions,
duties and responsibilities except where specifically limited in this
document. The rights of Management. include, but are not limited to, the
exclusive right to consider the merits, necessity or organization of any
service or activity provided by law, or administrative order; determine the
mission of its constituent departments, commissions and boards; set standards
of service, determine the procedures and standards of selection for employment
and promotion; direct its employees; take disciplinary action; relieve its
employees from duty because of lack of work or for other legitimate reasons;
maintain the 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 6
EMPLOYEE RIGHTS
6.0 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
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in the activities of employee organizations and shall have the right to
represent themselves individually in their employment relations with ANAHEIM.
No employee shall be interfered with, intimidated, restrained, coerced, or
discriminated against by ANAHEIM or by any employee organization because of
his exercise of these rights.
ARTICLE 7
NOTIFICATION
7.0 Reasonable written notice shall be given by the City Management
Representative to AMEA, of any proposed ordinance, resolution, rule or
regulation directly relating to matters within the scope of representation to
be presented to the City Council for determination, and AMEA shall be given
the opportunity to meet with the City Management Representative prior to
submission to the City Council for determination.
7.1 In cases of emergency when the City Council determines that an
ordinance, resolution, rule or regulation must be adopted immediately without
prior notice or meeting with AMEA, the City Management Representative shall
provide such notice at the earliest practicable time following the adoption of
such ordinance, resolution, rule or regulation.
ARTICLE 8
CONSULTATION
8.0 The City Management Representative, after consultation in good faith
with representatives of AMEA, may recommend adoption
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of reasonable rules and regulations for the administration of
employer-employee relations. The City Management Representative shall consult
in good faith with representatives of AMEA on employer-employee relations
matters which affect them, including those that are not subject to meeting and
conferring.
ARTICLE 9
MEET AND CONFER
9.0 The City Management Representative and representatives of AMEA, shall
have the mutual obligation personally to meet and confer in order to exchange
freely information, opinions and proposals and to endeavor to reach agreement
on matters within the scope of representation. Nothing herein precludes the
use of any impasse procedure authorized by law whenever an agreement is not
reached during the meeting and conferring process and the use of such impass
procedure is mutually agreed upon by the City Management Representative and
AMER.
9.1 The City Management Representative shall not be required to meet and
confer in good faith on any subject preempted by Federal or State Law or by
the City Charter nor shall he be required to meet and confer in good faith on
Management or Employee Rights as herein defined. Proposed amendments to this
article are excluded from the scope of meeting and conferring.
ARTICLE 10
MEMORANDUM OF UNDERSTANDING
10.0 When the meeting and conferring process results in agreement between the
City Management Representative and AMEA
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such agreement shall be incorporated in a written memorandum of understanding,
signed by the City Management Representative and AMEA representatives. The
matters incorporated in the memorandum shall be presented to the City Council,
or its statutory representative, for determination.
ARTICLE 11
DISCUSSION
11.0 It is the intent of both parties to maintain an open line of
communication for the betterment of employer-employee relations. Any issue
not pertaining to grievances or grievable issues may be discussed by AMEA or
ANAHEIM at either party's request.
11.1 A party requesting a discussion may orally or in writing notify the
other party of the subject to be discussed. Thereafter a meeting shall be
promptly arranged, at which meeting not more than two AMEA members and the
business manager or business representative of the AMEA may be present.
11.2 If the parties are not able to resolve the issues after three meetings,
the issues will be considered dropped, unless both parties agree to meet
additional times.
ARTICLE 12
CHECK-OFF
12.0 ANAHEIM agrees to check-off for the payment of the regular monthly AMEA
dues and to deduct such payments from the
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wages of all AMEA members and employees when authorized to do so by said
members and employees, and remit such payments to the AMEA in accordance with
the terms of signed authorizations of such members and employees. The
deduction of such dues and the remittal of same by ANAHEIM to the AMEA, shall
constitute payment of said dues and initiation fees by such members and
employees of the AMEA.
ARTICLE 13
AMEA ORGANIZATION
13.0 AMEA representatives are those elected or appointed in accordance
with the constitution and bylaws of the AMER.
13.01 The AMEA shall notify the City Management Representative, in
writing, of the names and job class titles of its officers,
Employee Representatives and other representatives each time an
election is held or new appointments are made.
13.02 An employee elected or appointed as an officer or Employee
Representatives of the AMEA shall be required to work full time
in his respective job class and shall not interrupt the work of
other employees.
13.1 Officers and representatives (subject to the provisions of ARTICLE
13.02) of the AMEA shall be permitted to visit employee work locations for the
purpose of observing conditions under which employees are working, provided
such visit shall not interrupt the work of such employees, interfere with the
normal operations of the department or with established safety requirements.
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13.11 Such officers and representatives shall not enter any work
location without the knowledge of the department head, division
head, or other appropriate supervisor.
13.12 Solicitation of membership and all activities concerned with the
internal management of the AMEA, such as collecting dues,
holding membership meetings, preparation of petitions or
grievance material, preparation of proposals, campaigning for
office, conducting elections and distributing literature, shall
not be conducted during working hours.
13.2 In the event that the AMEA is formally meeting and conferring with
representatives of ANAHEIM on matters within the scope of representation
during regular City business hours, a reasonable number of officers, Employee
Representatives or other officials of the AMEA shall be allowed reasonable
time off without loss of compensation or other benefits.
13.21 Such officers, Employee Representatives and representatives
shall not leave their duty or work station or assignment without
the knowledge of the appropriate manager or supervisor.
13.22 Such meetings are subject to scheduling in a manner consistent
with operating needs and work schedules.
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13.23 ANAHEIM agrees to provide a combined total of up to
three-hundred (300) hours per year of paid released time from
normal work assignments to the President and Board members of
the Anaheim Municipal Employees Association for all activities
concerned with the internal management of the AMEA. AMEA agrees
to reimburses ANAHEIM on an hour-for-hour basis at the
employee's regular rate of pay for all hours of released time
taken by the AMEA President and Board members.
13.3 ANAHEIM shall furnish a bulletin board at mutually agreeable,
specific locations for the purpose of posting notices pertaining to AMEA
business.
13.31 All materials must be dated and must identify the AMEA.
13.32 ANAHEIM reserves the right to determine what reasonable portion
of bulletin boards are to be allocated to AMEA materials.
13.33 If the AMEA does not abide by these provisions it will forfeit
its right to have materials posted on ANAHEIM'S bulletin boards.
13.4 ANAHEIM shall allow the AMEA to conduct meetings in City facilities.
13.41 Such meetings shall be scheduled in accordance with regulations
governing use of public meeting rooms at City facilities.
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ARTICLE 14
COMPENSATION
14.0 The City Management Representative shall be responsible for
recommending wages, rates, and salary schedules for each job class in Appendix
..A...
14.1 Prior to any such recommendations, the City Management
Representatives and representatives of the AMEA shall meet and confer in good
faith to endeavor to reach agreement on matters concerning wages, hours, and
other terms and conditions of employment in classifications represented by
such AMEA.
14.2 At such time as agreement is reached for such classifications, the
City Management Representative and the AMEA shall jointly submit a written
memorandum of such understanding, which shall not be binding, to the City
Council for determination.
14.3 Wages for the various classifications shall be set forth in Appendix
"A" attached to this Memorandum and by this reference made a part hereof. The
City Management Representative of ANAHEIM will not recommend any revision or
modifications to without first consulting on such recommendations with the
AMER.
ARTICLE 15
CLASSIFICATION
15.0 The Human Resources Director shall be responsible for recommending
classification of all positions in the classified
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service on the basis of the kind and level of the duties and responsibilities
of the positions, to the end that all positions in the same class shall be
sufficiently alike to permit use of a single descriptive title, the same
qualification requirements, the same test of competence, and the same salary
schedule.
15.01 A fob class may contain one or more positions.
15.02 Classification of all positions in the classified service shall
require approval of the City Manager.
15.1 A position may be reclassified on the basis of changes in or
reevaluation of the duties, responsibilities, and/or qualification
requirements of the position.
15.11 The Human Resources Director shall be responsible for
recommending such reclassifications as he finds to be necessary.
15.12 A reclassification shall become effective upon action by the City
Manager on a Personnel Action Form.
15.13 Incumbents may or may not be reclassified with their positions,
based upon the recommendation of the Human Resources Director,
the appropriate department head, and the approval of the City
Manager.
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ARTICLE 16
CLASSIFICATION ISSUES
16.0 ANAHEIM and AMEA agree that ANAHEIM will, at the request of the AMEA,
submit classification issues in the Clerical Unit to Personnel Research Center
for review and recommendations during such time as PRC and ANAHEIM have a
Clerical Unit Maintenance agreement.
16.1 ANAHEIM and AMEA agree to discuss such recommendations. AMEA and the
CITY agree that no classification issue will be submitted more than once in
any three year period under the provisions of this Article.
16.2 Any charges by PRC for such reviews will be divided equally between AMEA
and the CITY.
16.3 ANAHEIM agrees to submit the review of the Senior Storekeeper series
under the provisions of this Article upon ratification of this agreement.
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ARTICLE 17
APPROPRIATE SALARY STEP
17.0 Regular, full-time employees shall be eligible for consideration for
merit pay increases as follows:
17.01 To the "R" step after completion of six months of service in the
"Q" step.
17.02 To the "J" step after completion of six months of service in the
"R" step.
17.03 To the "A" step after completion of six months of service in the
"J" step.
17.04 To the "B" step after completion of six months of service in the
"A" step.
17.05 To the "C" step after completion of six months of service in the
"B" step.
17.06 To the "D" step after completion of one year of service in the
"C" step, except as provided in Article 17.11.
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17.07 To the "E" step after completion of one year of service in the
"D" step, except as provided in Article 17.11.
17.08 In such cases as may occur wherein an employee shall demonstrate
exceptional ability and proficiency in performance of his
assigned duties, said employee may be given a special merit
advancement to the next higher step without regard to the minimum
length of service provisions contained in this ARTICLE upon the
approval of the employee's department head.
17.09 For purposes of this ARTICLE "six months" shall be construed to
mean thirteen complete biweekly pay periods; and "one year" shall
be construed to mean twenty-six complete biweekly pay periods.
17.10 Certain job classes shall be designated by an "S" before schedule
numbers. Employees in these classes shall be eligible for
consideration for merit pay increases to the "D" step after
completion of six months of service in the "C" step. They shall
be eligible for consideration for merit pay increases to the "E"
step after completion of six months of service in the "D" step.
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17.1 Merit pay increases shall be granted upon approval of the employee's
department head for continued meritorious and efficient service and continued
improvement by the employee in the effective performance of the duties of his
position.
17.11 The effective date of the merit pay increases shall be the first
day of the pay period following approval as provided in Article
17.1 and completion of the minimum required service in the next
lower step as provided in Article 17.0.
17.2 An employee may be reduced by one or more steps on the basis of
unsatisfactory work performance or conduct. Such action shall require the
specific recommendation of the employee's department head.
17.21 The employee shall be notified by his department head not later
than two calendar weeks prior to the effective date of the
action. The notice shall contain a statement of the substantial
reasons for the action, and shall inform the employee that he may
file a reply with the department head.
17.22 The employee may be returned to his former salary step such time
as deemed appropriate by his department head.
17.3 Newly hired employees shall normally be compensated at the lowest step
of the salary schedule of the job class for which he was hired. ANAHEIM may
hire at a higher step in the salary schedule.
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17.31 The provisions of this ARTICLE shall also apply to reemployed and
reinstated employees.
17.4 An incumbent employee reclassified with his position to a lower job
class shall retain his rate of pay and his anniversary date for purposes of
merit pay increases, or shall be placed in the step of the lower salary
schedule closest to his rate of pay. If the "E" 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 his job class is assigned to
a salary schedule in which the "E" step is equivalent to or higher than the
"Y" step, at which time the employee shall be placed in the "E" step.
17.5 An incumbent employee reclassified with his position to an equivalent
job class shall retain his rate of pay and his anniversary date for purposes
of merit pay increases.
17.6 An employee who is promoted or reclassified with his position to a
higher job class shall be placed in the step of the higher salary schedule
that will provide a pay increase of not less than 4'6 except when the "E" step
of the higher salary schedule provides a pay increase of less than 4'6, or when
the "A" step of the higher salary schedule is more than 4% higher than the
employee's current rate of pay. The employee shall be given a new anniversary
date for purposes of merit pay increases in accordance with the provisions of
Article 17.0.
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17.61 An employee promoted to a formal apprenticeship classification
may be appointed above the entry level step and may remain in the
step to which he is appointed longer than the time provided in
Article 17.0.
17.7 An employee who is demoted shall be placed in the step of the lower
salary schedule that will provide a reduction in pay of not less than 4%. The
employee shall be given a new anniversary date for purposes of merit pay
increases in accordance with the provisions of Article 17.0.
17.8 An employee in a job class which is assigned to a different salary
schedule as a result of a pay adjustment shall retain his same salary step
status in the newly authorized salary schedule and shall retain the same
anniversary date for purposes of merit pay increases.
17.9 When more than one personnel action involving changes in an employee's
salary step status become effective on the same day, all such changes shall be
in accordance with the provisions of the preceding sections of the Rule, 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.
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ARTICLE 18
SALARY RELATIONSHIPS
ANAHEIM and AMEA agree that wages for all classifications represented by AMEA
shall be based on the salary relationships shown below. The wages in
"Appendix A" reflect an agreed upon phased implementation plan to these salary
relationships.
ACCOUNTING SPECIALIST
Accounting Technician
Box Office Specialist
Cashier
Cashier Supervisor
Payroll Specialist
Payroll Technician
Senior Accounting Specialist
OFFICE SPECIALIST
Building Permit Representative
Clerk
Council Agenda Coordinator
Data Control Specialist
Data Entry Operator
Data Processing Clerk
Departmental Records Specialist
Housing Eligibility Specialist
1.25 x Accounting Specialist
1.10 x Accounting Specialist
1.00 x Accounting Specialist
1.20 x Accounting Specialist
1.10 x Accounting Specialist
1.25 x Accounting Specialist
1.10 x Accounting Specialist
1.10 x Office Specialist
.85 x Office Specialist
1.25 x Office Specialist
1.15 x Office Specialist
1.05 x Office Specialist
1.00 x Office Specialist
1.20 x Office Specialist
1.10 x Office Specialist
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Intermediate Clerk .95 x Office Specialist
Library Circulation Specialist 1.10 x Office Specialist
Library Clerk .80 x Office Specialist
Library Technical Serv. Spec. 1.20 x Office Specialist
Meeting Room Representative 1.20 x Office Specialist
Office Specialist/Transcribes 1.05 x Office Specialist
Office Supervisor 1.30 x Office Specialist
Principal Office Specialist 1.225 x Office Specialist
Radio Operator .90 x Office Specialist
Senior Bldg. Permit Representative 1.20 x Office Specialist
Senior Clerk 1.10 x Office Specialist
Senior Data Control Specialist 1.20 x Office Specialist
Senior Data Entry Operator 1.10 x Office Specialist
Senior Library Clerk 1.00 x Office Specialist
Senior Office Specialist 1.15 x Office Specialist
Senior Telephone Operator/Recep.
Senior Word Processing Operator
Telephone Operator/Recertionist
Typist Clerk
Word Processing Operator
Word Processing Supervisor
Word Processing Trainer
POLICE RECORDS SPECIALIST
Police Records Clerk
Police Records Specialist/Matron
Police Records Supervisor
1.00 x Office Specialist
1.15 x Office Specialist
.90 x Office Specialist
.90 x Office Specialist
1.075 x Office Specialist
1.35 x Office Specialist
1.20 x Office Specialist
.90 x Police Records Specialist
1.10 x Police Records Specialist
1.25 x Police Records Specialist
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SENIOR STOREKEEPER
"°~ Automotive Stock Clerk .85 x Senior Storekeeper
Bookmobile Operator .85 x Senior Storekeeper
Event Services Assistant .90 x Senior Storekeeper
Property and Supply Clerk .85 x Senior Storekeeper
Property and Supply Supervisor 1.00 x Senior Storekeeper
Senior Property & Supply Clerk .90 x Senior Storekeeper
Storekeeper .90 x Senior Storekeeper
Supply Clerk/Driver .80 x Senior Storekeeper
Wardrobe Assistant .80 x Senior Storekeeper
POLICE DISPATCHER
Police Communications Operator .75 x Police Dispatcher
STENOGRAPHER
ARTICLE 19
HOURS OF WORK AND PAY DAY
19.0 The average regular work week for employees in classifications in
Appendix A shall be forty (40) hours.
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19.01 For all employees with an average regular work week of forty (40)
hours, the monthly rate shall be the hourly rate times 2,080
.,~--~--~ divided by 12.
19.1 Regular salaries and compensation of employees shall be paid on a
biweekly basis.
19.2 ANAHEIM agrees to pay annual sick leave payoff, by separate checks.
19.3 All holidays and vacation and sick leave shall be paid at the employees
regular rate of pay.
ARTICLE 20
TEMPORARY UPGRADE
20.0 Temporary upgrading shall be defined as the temporary assignment of
an employee to work in a job class which is assigned to a salary schedule
higher than his regular job class.
20.1 Employees temporarily upgraded to certain job classes shall be
compensated at the lowest step in the higher salary schedule that will provide
a premium of not less than 4.OX of the employee's regular hourly rate of pay
for each hour worked in the higher job class during normal working hours if
they are assigned to work in the higher job class for a minimum of (2) hours
w~_ of each day.
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Employees temporarily upgraded to job classes during other than normal working
hours shall be compensated at the lowest step on the higher salary schedule
..~.. that will provide an upgrade premium of not less than 4.0% of the employee's
regular hourly rate of pay for all time worked in the higher job class. The
"E" step in the higher salary schedule shall be the maximum upgrade premium
when the "E" step of the higher salary schedule provides an upgrade premium of
less than 4.0%. Such job classes shall be designated in Appendix "A" by a
"U2" before schedule numbers.
20.11 Employees upgraded to the job classes listed below shall be paid
in accordance with paragraph 20.1; provided however that a
minimum of twelve (12) hours or longer must be worked before
payment will be made from the first day. Such job classes shall
be designated in Appendix "A" by a "U12" before schedule numbers.
Confidential Positions:
Administrative Secretary
Office Supervisor - Confidential
Principal Office Specialist - Confidential
Secretary
Senior Clerk-Confidential
Senior Office Specialist - Confidential
Senior Secretary
Planning Commission Secretary
Appendix "A" positions:
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Cashier Supervisor
Office Supervisor
,~--~.
Police Records Supervisor
Property and Supply Supervisor
Principal Office Specialist
Senior Accounting Specialist
Senior Data Entry Operator
Senior Clerk
Senior Data Control Specialist
Senior Office Specialist
Senior Telephone Operator/Receptionist
Word Processing Supervisor
20.12 The following job classes shall be paid an additional 1/2% pay
in lieu of upgrade pay.
Library Circulation Specialist
Library Clerk
Library Technical Services Specialist
Senior Library Clerk
20.2 Bargaining unit employees temporarily upgraded to a management class
designated with a "U" shall receive a 5.0% increase or the minimum rate of the
management salary range whichever is higher. All other upgrading rules as
contained in paragraph 20.1 will be applicable.
20.3 Upgrade to a vacant position shall be limited to six months, except
in cases of extended sick leave, industrial accident leave or leave without
pay.
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ARTICLE 21
PAYROLL DEDUCTIONS
-~-~^~ 21.0 Deductions of authorized amounts may be made from employees• pay for
the following purposes:
21.1 Withholding Tax;
21.2 Contributions to retirement benefits;
21.3 Contribution to survivors' benefits;
21.4 Payment of life insurance and accidental death and dismemberment
insurance premium;
21.5 Payment of non-industrial disability insurance premium;
21.6 Payment of hospitalization and major medical insurance premium;
21.7 Payment to or savings in the Anaheim Area Credit Union;
21.8 Contributions to United Way;
21.9 Payment of membership dues to the Anaheim Municipal Employees'
Association.
21.10 Purchase of United States Savings Bonds; and
21.11 Other purposes as may be authorized by the City Council.
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ARTICLE 22
GENERAL
22.0 It is hereby the declared personnel policy of ANAHEIM that:
22.01 Employment by ANAHEIM shall be based on merit and fitness, free
of personal and political considerations.
22.02 Appointments, promotions, and other actions requiring the
application of the merit principle shall be based on systematic
tests and/or evaluations.
22.03 Positions having similar duties and responsibilities shall be
classified and compensated on a uniform basis.
22.04 Tenure of employees shall be subject to good behavior,
satisfactory work performance, necessity for the performance of
work, and the availability of funds.
22.05 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
delegated 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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22.1 Job Bulletins regarding classifications represented by the AMEA shall
be sent to the AMEA during recruitment periods.
22.2 ANAHEIM shall be the sole judge of the testing, qualification and
acceptance procedures of all applicants for employment and promotion and
ANAHEIM retains the right to reject any applicant for employment; PROVIDED,
HOWEVER, that no test or qualification procedures utilized by ANAHEIM or
refusal to accept for employment shall be done to discriminate for or against
an applicant because of AMEA or non-AMEA membership or because of race, color,
creed, national origin, religion, sex, age or physical disability, except
where age or lack of physical disability is a bona fide occupational
qualification.
ARTICLE 23
APPOINTMENTS AND PROMOTIONS
23.0 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.
23.1 Minimum standards of employment for each job class shall be
recommended by the Human Resources Director and approved by the City Manager.
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23.2 Vacancies in positions above the entry level shall be filled by
~^~, promotion whenever one or more qualified candidates are available, except when
a qualified, work-disabled employee is placed in such position according to
the Vocational Rehabilitation Administration Regulation. 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.
23.21 Advancement to a higher paid job class shall constitute a
promotion.
23.3 Examinations for appointments and promotions shall be in such form as
will fairly test the abilities and aptitudes of candidates for the duties to
be performed, so that such appointments and promotions will be solely based on
qualifications without regard to race, color, creed, national origin,
religious or political affiliation or belief, membership in or attitude toward
any employee organization, sex, age, or physical disability, except where sex,
age, or lack of physical disability is a bona fide occupation qualification.
23.4 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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23.5 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.
23.51 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.
23.6 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 sig 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 sig months of his provisional
appointment, said provisional appointee shall have his employment terminated
at the close of the first complete biweekly pay period following the
establishing of the eligibility list.
23.7 Appointments to certain grant funded positions as designated by the City
Manager may be made without competitive
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examinations and/or evaluations. Such appointments may be made by the
appropriate department head (with the approval of the Human Resources Director
'"~ and the City Manager). In the event that a grant funded appointee fails to
complete competitive examinations and/or evaluations and is not appointed to a
city funded position during his period or employment under the grant, said
grant funded appointee shall be terminated from City employment.
ARTICLE 24
EMPLOYMENT LISTS
24.0 Employment lists, in order of their priority, shall be re-employment
lists and eligibility lists.
24.1 Re-employment lists shall contain the names of regular, full-time
employees laid off in good standing for lack of funds or work.
24.11 Names on re-employment lists shall remain for a period not to
exceed one (1) year.
24.2 Eligibility lists shall be created in accordance with the provisions of
ARTICLE 23.
24.21 Eligibility lists may contain the names of one or more persons
eligible for employment.
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24.22 Open competitive eligibility lists shall remain in effect for a
period of one year or until depleted. Eligibility lists
~,,,,~ containing less than three (3) names may be considered depleted.
Eligibility lists may be extended by the. Human Resources Director
for a period not to exceed one (1) additional year.
24.23 Promotional eligibility lists shall remain in effect for a period
of two years or until depleted.
ARTICLE 25
PROBATION
25.0 Employees appointed from eligibility lists, reinstated employees and
employees reassigned according to the Vocational Rehabilitation Administrative
Regulation shall be subject to a period of probation. The regular period of
Probation shall be thirteen (13) complete biweekly pay periods unless
otherwise specified for certain designated job classes.
25.01 In the event an employee is assigned to light duty status or is
absent from work due to a lengthy illness or injury during his
probationary period, said employee's probationary status may be
extended beyond the regular period of probation in the amount of
one complete biweekly pay period for each complete biweekly pay
period assigned to light duty status or lost due to such illness
or injury.
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25.02 Upon successful completion of a probationary period, an employee
shall be granted regular status in the classification in which
!'"'' the probationary period is served.
25.1 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.
25.11 An employee rejected or laid off during the probationary period
from a position to which he has been promoted or transferred
shall be returned to the classification in which he has regular
status unless the reasons for his failure to complete his
probationary period would be cause for dismissal.
25.12 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.
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24.2 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 26
OUTSIDE EMPLOYMENT
26.0 An employee may engage in employment other than his job with ANAHEIM, if
his department head determines that such outside employment does not interfere
with the performance of assigned duties and does not constitute a conflict of
interest.
ARTICLE 27
SERVICE AWARDS
27.0 Service awards, in the form of service pins or the equivalent, shall be
presented to employees in classifications listed in Appendix "A" for:
Five (5) years of service;
Ten (10) years of service;
Fifteen (15) years of service;
Twenty (20) years of service;
Twenty-five (25) years of service;
Thirty (30) years of service;
Thirty-five (35) years of service;
Forty (40) years of service.
Such a service award shall also be presented to any employee upon his
retirement.
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27.01 For purposes of this ARTICLE, the term "years of service", shall
be defined as continuous, full-time service.
ARTICLE 28
TRAINING
28.0 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.
28.01 Reimbursement to employees for costs incurred for formalized
training shall be in accordance with regulations established by
the City Manager.
ARTICLE 29
SUSPENSION, DEMOTION, AND DISMISSAL
29.0 The tenure of every employee shall be conditioned on good behavior and
satisfactory worlc performance. Any employee may be suspended, demoted, or
dismissed for good and sufficient cause.
29.1 When in the judgment of the appropriate department head, an employee's
work performance or conduct 3ustifies disciplinary action short of demotion or
dismissal, the employee may be suspended without pay. Upon taking such
action, the department head shall file with the employee and the Human
Resources Director a written notification containing a statement of the
substantial reasons for the action. No employee shall be suspended for more
than thirty (30) calendar days at any one time, except as provided for in_
PARAGRAPH 29.21.
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29.2 An employee may be demoted or dismissed upon recommendation of a
division head or other appropriate supervisor whenever in the judgment of the
~~''"~' appropriate department head, the employee's work or misconduct so warrants.
Upon taking such action, the department head shall file with the employee and
the Human Resources Director a written notification containing a statement of
the substantial reasons for the action and the effective date of the action.
29.21 Suspension without pay pending further action shall be the status
of dismissed employees appealing dismissal under provisions of
ARTICLE 50, Grievance Procedure. Such suspension shall not
exceed 90 calendar days.
ARTICLE 30
LAYOFF AND RE-EMPLOYMENT
30.0 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 and
the affected division or department.
30.01 An employee whose positions has been abolished due to lack of
work or lack of funds shall be reassigned by his department head
to any position within his division or department in an
equivalent or lower job class for which he meets the minimum
requirements and has department 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
department seniority over other employees in equivalent or lower
-35-
classes, he may be reassigned by his department head to any vacant position
within the department in an equivalent or lower job class, for which he meets
,~~ the minimum requirements. Employees so reassigned shall be placed in the
salary step of the appropriate salary schedule closest to their rate of pay.
Employees so reassigned shall be reinstated to their former job class and
salary step status when positions in their former job class (within their
division or department) become vacant. Such reinstatement shall be on the
basis of department seniority.
30.02 Whenever an employee whose position has been abolished cannot be
reassigned to a vacant position within his division or
department, he shall be reassigned by the City Manager to any
vacant position in any other division or department in his job
class or in an equivalent or lower job class for which he meets
the minimum qualifications for employment. If an employee is
reassigned to a vacant position within his job class in any other
division or department, he shall retain his rate of pay. If an
employee is reassigned to a vacant position in an equivalent or
lower job class in any other division or department, he may be
placed in any salary step of the appropriate salary schedule that
does not provide an increase in salary. Employees reassigned to
vacant positions in an equivalent or lower job class in any other
division or department shall be reinstated to their former job
class and salary step status when positions in their former job
class (within their former division or department) become
vacant. Such reinstatement shall be on the basis of department
seniority.
-36-
30.1 Whenever an employee whose position has been abolished is not reassigned
to any vacant position, he shall be placed on the re-employment list for his
''"`"~ job class. Persons on the re-employment list shall be re-employed with their
former salary step status when positions in their job class (within the
division or department from which they were laid off) become vacant.
Re-employment shall be on the basis of department seniority.
30.2 Whenever an employee is reassigned to a vacant position in the same
class, an equivalent class, or lower class as herein provided, he shall retain
the same anniversary date for purposes of merit pay increases.
30.3 Whenever an employee is reinstated to a vacant position in his former
job class, or re-employed as herein provided, he shall be given a new
anniversary date for purposes of merit pay increases in accordance with the
provisions of ARTICLE 17.
30.4 An employee reinstated from the re-employment list shall be considered
to have continuous service and may be credited with the amount of accumulated
sick leave he had accrued at the time of layoff if he elects to remit to
ANAHEIM any payment received under the provisions of ARTICLE 40, SICK LEAVE.
30.5 ANAHEIM and the AMEA agree that ANAHEIM will notify the AMEA of layoffs
which affects employees represented by the AMER.
30.6 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 23.7,
and newly hired probationary employees shall be excluded from the provisions
of this ARTICLE.
z~
ARTICLE 31
TRANSFER
31.0 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 his own job class shall also be
considered a transfer.
31.01 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.
31.02 A transferred employee shall retain his rate of pay and his
anniversary date for purposes of merit pay increases.
31.03 In order to be transferred to a job class with minimum standards
of employment substantially different from those of his own job
class, an employee shall be required to demonstrate his
eligibility for employment in accordance with the provisions of
ARTICLE 23 and shall serve a new probationary period in
accordance with the provisions of ARTICLE 25.
31.1 Transfers for the betterment of employees and the best interests of
A.'~AHEIM shall be encouraged by all echelons of management.
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ARTICLE 32
REINSTATEMENT
32.0 An employee who terminates his employment in good standing may be
reinstated to a vacant position in his former job class within three years of
his termination date without requalifying for employment by competitive
processes.
32.01 An employee reinstated within thirty days of his termination date
shall be considered to have continuous service and shall be
credited with the amount of accumulated sick leave he had at the
time of termination. He shall be placed in his former salary
step and shall retain his anniversary date for purposes of merit
pay increases. If his anniversary date has occurred during the
period of his absence, his new anniversary date shall be the
first day of the next biweekly pay period following reinstatement.
32.02 An employee reinstated after thirty days of his termination date
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.
32.1 An employee may be reinstated under the provisions of the Vocational
Rehabilitation Administrative Regulation to any vacant position for which
he/she meets the minimum qualifications.
32.2 The provisions of this ARTICLE shall apply to regular, full-time
employees.
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ARTICLE 33
VOLUNTARY DEMOTION
33.0 If an employee takes a voluntary demotion as a result of a downward
reclassification of his position, his salary step status shall be in
accordance with the provisions of ARTICLE 17.4.
33.1 Voluntary demotions as a result of impending layoff shall be in
accordance with the provisions of ARTICLE 30.
33.2 An employee may request a voluntary demotion for any reason. Such a
voluntary demotion shall require the approval of the department head under
whom the employee will serve and the Human Resources Director. An employee
taking such a voluntary demotion may be placed in any salary step of the
appropriate salary schedule that does not provide an increase in salary. He
shall be given a new anniversary date for purposes of merit pay increases in
accordance with provisions of ARTICLE 17.0
33.21 Voluntary demotions in accordance with the Vocational
Rehabilitation Administration Regulation shall be in accordance
with the provisions of ARTICLE 33.
33.3 An employee who has taken a voluntary demotion to a lower job class may
be reinstated to a vacant position in his former job class within three years
` ~ of the effective date of the voluntary demotion without requalifying by
competitve processes.
-40-
33.31 An employee reinstated to his former job class from a voluntary
~ demotion shall retain his rate of pay. If his rate of pay is not
included in the salary schedule of his former job class, he shall
be placed in the salary step of that salary schedule which is
closest to his rate of pay. He shall retain his anniversary date
for purposes of merit pay increases; however, if he is placed in
the "A" or "E" step of the salary schedule, he shall be eligible
for a merit pay increase after thirteen complete biweekly pay
periods or his regular anniversary date, whichever is sooner.
ARTICLE 34
BEREAVEMENT LEAVE
34.0 In the event a death occurs in the immediate family of a full-time
employee, the employee shall be granted bereavement leave with pay for up to a
maximum of twenty-four (24) working hours. "Immediate family" shall be
defined as any relative by blood or marriage who is a member of the employee's
household, under the same roof, and any parent, foster parent, step-parent,
spouse, child, brother, or sister of the employee, or any parent, foster
parent or step-parent of the employee's spouse, regardless of residence.
34.01 In the event a death occurs among other family members of an
employee, the employee shall be granted bereavement leave with
pay for up to a maximum of eight (8) working hours. Other
family members shall be defined as grandparent, grandchild, not
under the same roof of the employee; and any grandparent,
grandchild, child, brother, or sister of the employee's spouse,
regardless of residence.
- 41 -
34.02 Bereavement leave may be used only at the time a death occurs,
or to make burial arrangements and/or to attend funeral or
.~~'"-" memorial services.
ARTICLE 35
HOLIDAYS
35.0 The following days shall be recognized as holidays, and regular
full-time employees shall have these holidays off with pay:
January lst, New Year's Day
Third Monday in February, President's Day
Last Monday in May, Memorial Day
July 4th, Independence Day
First Monday in September, Labor Day
November 11, Veteran's Day
Fourth Thursday in November, Thanksgiving Day
Friday after Thanksgiving
December 25th, Christmas Day
Every day designated by the City Council for a public feast,
thanksgiving or holiday.
35.1 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.
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35.2 Employees may be required to work on any of the above holidays or
~'"'~ days observed in lieu of those holidays. Any employee required to work on any
of the above holidays or days observed in lieu of those holidays shall receive
additional compensation equivalent to one and one-half times his regular rate
of pay.
35.3 In the event that any of the recognized City holidays falls on
weekends all field employees shall observe the same day.
35.4 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 work day 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.
35.5 The following days shall be recognized as flezible holidays; and
regular, full-time employees shall accrue additional paid vacation in
accordance with ARTICLE 41 in lieu of having the following holidays off with
pay:
Martin Luther King's Birthday
February 12, Lincoln's Birthday
Good Friday
September 9, Admission Day
Employee's Birthday
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ARTICLE 36
,~.-~ INDUSTRIAL ACCIDENT LEAVE
36.0 In the event that any full-time employee is absent from work as a
result of any injury or disease which comes under the State of California
Worker's Compensation Insurance and Safety Act, such absence shall be
considered to be Industrial Accident Leave.
36.1 Any employee on Industrial Accident Leave shall receive compensation
from ANAHEIM in an amount equal to the difference between temporary disability
payments mandated by the State of California Worker's Compensation Insurance
and Safety Act and 80% of his/her regular basic rate of pay.
36.11 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.
36.2 Industrial Accident Leave shall begin on the first day of such
absence as defined in ARTICLE 36.
36.21 Industrial Accident Leave shall continue during all absences due
to a single injury, but not to exceed one year of accumulated
absence.
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36.22 Industrial Accident Leave benefits provided by this ARTICLE
.~^ shall apply to each injury or disease as defined in ARTICLE 36.
36.23 The effective date of a permanent disability rating as awarded
by the Worker's Compensation Appeals Board ends eligibility for
industrial accident leave for that particular injury or disease.
36.24 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.
36.25 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.
36.3 No employee shall have accrued sick leave deducted while on
Industrial Accident Leave. Vacation and sick leave shall continue to accrue
for any employee on Industrial Accident Leave in accordance with the
provisions of ARTICLE 40 and ARTICLE 41.
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ARTICLE 37
~.~--,. JURY DUTY AND COURT APPEARANCES
37.0 In the event any full-time employee is duly summoned to any court for
the purpose of performing jury duty, he shall receive his regular compensation
for any regularly scheduled working hours spent in actual performance of such
service.
37.01 Whenever an employee is duly summoned to appear as a witness,
except where the employee is a litigant or a defendant in a
criminal case or any action brought about as a result of his own
misconduct, he shall receive his regular compensation for any
regularly scheduled working hours spent in actual performance of
such service.
37.02 Employees receiving witness fees shall remit such fees to the
Collection Officer in order to be considered at work for payroll
purposes during time spent as such witnesses.
ARTICLE 38
LEAVE WITHOUT PAY
38.0 Any employee who is absent from work and who is not on leave with pay
shall be considered to be on leave without pay.
38.01 An employee on leave without pay shall receive no compensation
and shall accumulate no vacation or sick leave while on such
leave.
-46-
38.02 An employee who has need to be absent from work and who is not
eligible for leave with pay may request to be placed on leave
without pay. Leave without pay for a period not to exceed (40)
working hours may be granted by the employee's division head.
Leave without pay in excess of (40) hours shall require the
approval of the employee's department head.
38.03 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.
38.04 An employee may be granted leave without pay not to exceed six
(6) months.
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38.05 An employee returning to work from leave without pay shall be
placed in the same salary step he was in prior to such leave. If
,~'"" such leave was in excess of two complete biweekly pay periods,
the employee's anniversary date for purposes of merit pay
increases shall be changed to conform with the provisions of
ARTICLE 17.1 provided that he returns to a position in his same
job class. If the employee returns to a position in a lower job
class, his salary step status shall be determined in accordance
with the provisions of ARTICLE 33.
ARTICLE 39
MILITARY LEAVE
39.0 ANAHEIM'S policy relating to military leave and compensation therefore,
shall be in accordance with the provisions of the Military and Veterans Code
of the State of California, and with all Federal provisions (Public
Law 93-508).
ARTICLE 40
SICK LEAVE
40.0 Employees shall accrue annual Sick Leave with pay in accordance with the
following provisions:
40.01 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.
-48-
40.02 Paid sick leave shall continue to accrue in accordance with the
,f''~~ above provisions during any period of leave with pay.
40.03 An employee requesting sick leave for an absence from work as a
result of any injury or disease which comes under the State of
California Worker's Compensation Insurance and Safety Act after
eligibility for Industrial Accident Leave has ended shall receive
maximum compensation from ANAHEIM in an amount equal to the
difference between temporary disability payments mandated by the
State of California Worker's Compensation Insurance and Safety
Act and his regular basic rate of pay.
40.1 Each employee shall have one (1) hour deducted from his accrued sick
leave time for each hour of sick leave taken. The minimum amount of Sick
Leave that may be taken at any given time shall be one hour.
40.2 Sick leave that is accrued, but not taken, shall be accumulated.
40.21 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.
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40.3 An employee who has completed six (6) months as a regular full-time
f'~'~ employee and is continuously and totally disabled for more than one (1)
calendar month, shall receive a short term disability leave benefit of net
sixty percent (60°6) of his/her base rate of pay, after withholding taxes, and
less deductible benefits. Such disability benefit shall continue during total
disability up to a maximum of six months from date of disability. Upon
completion of thirty (30) and/or ninety (90) days of absence while receiving
short term disability benefits, an employee shall be required to undergo a
physical examination by the treating physician or medical practitioner and
shall submit a report of such examination explaining the nature and extent of
the disabling illness or injuries and the prognosis and date of expected
return to work. Short term disability benefits shall continue beyond sixty
(60) and/or one hundred and twenty (120) days of absence only upon submission
of the report of physical examination by the treating physician or medical
practitioner.
40.31 Deductible benefits include salary or other compensation paid by
any employer; Worker's Compensation Act or similar law including
benefits for partial or total disability, whether permanent or
temporary if benefits being received are for the current
disabling condition; a pension plan toward which ANAHEIM
contributed.
40.32 Total disability means an employee's complete inability to engage
in his/her regular occupation.
-SO-
40.33 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.
40.4 In the event that any paid holiday occurs during a period when any
employee is on paid sick leave, the holiday shall not be charged against the
employee's accrued sick leave. The only sick leave hours that shall be
charged against any employee's accrued sick leave shall be those hours that
the employee is regularly scheduled to work.
40.5 An employee eligible for paid sick leave shall be granted such leave for
the following reasons:
40.51 Illness of the employee or physical incapacity of the employee
due to illness or injury.
40.52 Enforced quarantine of the employee in accordance with community
health regulations.
40.53 Medical and dental appointments during work hours. Use of sick
leave for scheduled medical and dental appointments shall require
prior approval of the employee's supervisor and will be granted
in accordance with the best interest of the City of ANAHEIM and
the employee's department or division.
40.54 Temporary disabilities caused by pregnancy and childbirth.
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40.55 Up to twenty-four (24) hours of sick leave per calendar year
,~"''~' shall be granted for illness of the employee's immediate family.
40.6 An employee who cannot perform his assigned duties due to illness or
physical incapacity shall inform his immediate supervisor of the fact and the
reason therefore as soon as possible. Failure to do so within a reasonable
time may be cause of denial of sick leave with pay.
40.7 In the event that an employee is absent on sick leave in excess of
twenty-four (24) consecutive working hours, the employee's department head or
division head may require that the employee submit to him a written statement
by a physician licensed by the State of California certifying that the
employee's condition prevented him from performing the duties of his
position. Failure on the part of the employee to comply with such a
requirement may be considered for disciplinary action.
40.8 In the event that an employee becomes ill during working hours and is
placed on paid sick leave prior to the close of the work day, such paid sick
leave shall be calculated to the nearest hour.
40.9 Effective December 19, 1980 accrued Sick Leave hours shall be entered in
a new Sick Leave plan and regular full-time employees with an average regular
work week of forty (40) hours who were employees as of that date, shall have
up to one hundred seventy-five (175) hours transferred to the usable Sick
Leave account.
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The remainder (over 175 hours) shall be credited as follows: seventy-five
percent (75%) to be reported as service credit at retirement; twenty-five
~~ percent (25%) converted to cash value at the employee's current (December 19,
1980) regular hourly rate of pay and paid with interest at retirement, layoff
or to his/her beneficiary, as designated by Public Employee's Retirement
System records if the employee dies while employed.
40.91 Employees who retire shall receive service credit for all hours
up to one hundred seventy-five.
40.92 An employee who has more than five (5) years of continuous City
service and is age 50 or older may elect once each calendar year
to receive all or a portion of his/her Employee Sick Leave Trust
Fund amount. When requested, such payments may be diverted to
the employee's Deferred Compensation account, within limits
established by law or paid in cash by separate check subject to
standardized withholding taxes. When partial payment is
requested, the amount shall not be less than 25% of the balance,
and a maximum of four (4) such partial payments shall be allowed
with the fourth payment paying the entire remaining balance in
the account.
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40.10 If two or more periods of total disability occur during a specific
~'"'" six-month elimination period for the insured LTD plan, all such periods shall
be considered as one period of continuous total disability under the following
conditions:
40.101 All periods of total disability must be due to the same cause or
causes; and
40.102 All recurring periods of total disability
period of continuous total disability for
shall qualify as one period of continuous
the ANAHEIM Disability Plan and shall not
waiting period before ANAHEIM Disability
and
that qualify as one
the insured LTD plan,
total disability for
require a new one-month
aenefits will be paid;
40.103 Commencement of the benefit period for the insured LTD plan shall
automatically terminate benefits from the ANAHEIM Disability Plan.
ARTICLE 41
VACATION
41.0 Regular, full-time employees with an average work week of forty (40)
hours shall receive annual vacation with pay in accordance with the following
provisions which include vacation earned at the rate of one (1) hour for each
complete biweekly pay period, in lieu of the designated flexible holidays out-
lined in ARTICLE 35.
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41.01 For the first four years of continuous, full-time service such
`"~~ em to ees shall accrue
p y 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).
41.02 Upon completion of four years of continuous, full-time service,
such employees shall accrue paid vacation at the rate of five (5)
hours for each complete biweekly pay period (130 hours or 16.25
working days per year).
41.03 Upon completion of eight years of continuous, full-time service,
such employees shall accrue paid vacation at the rate of six (6)
hours for each complete biweekly pay period (156 hours or 19.5
working days per year).
41.04 Upon completion of fourteen years of continuous, full-time
service such employees shall accrue paid vacation at the rate of
seven (7) hours for each complete biweekly pay period (182 hours
or 22.75 working days per year).
41.05 Upon completion of nineteen years of continuous, full-time
service, such employees shall accrue paid vacation at the rate of
eight (8) hours for each complete biweekly pay period (208 hours
or 26 working days per year).
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41.1 Paid vacations shall continue to accrue in accordance with the above
f,,,~--- provisions during any period of leave with pay. All vacations shall be
scheduled and taken in accordance with the best interests of ANAHEIM and the
department or division in which the employee is employed. The maximum amount
of vacation that may be taken at any given time shall be that amount that has
accrued to the employee concerned. The minimum amount of vacation that may be
taken at any given time shall be one (1) hour.
41.2 An employee shall be eligible to take any accrued vacation upon
completion of thirteen (13) complete biweekly pay periods of service.
41.3 Each employee shall have one (1) hour deducted from his accrued vacation
time for each hour of vacation taken. Vacation which is accrued, but not
taken, shall be accumulated.
41.4 Maximum vacation accumulations for employees with an average regular
work week of forty (40) hours shall be as follows:
41.41 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 one hundred ninety (190) hours.
41.42 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 forty (240) hours.
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41.43 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 two hundred ninety (290) hours.
41.44 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 forty (340) hours.
41.45 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 three hundred ninety (390) hours.
41.5 Upon termination, an employee shall be compensated in cash at his
current rate of pay for any vacation accrued but not taken, provided that he
has successfully completed his probationary period.
41.6 In the event that any recognized holiday occurs during any employee's
vacation, the holiday shall not be charged against the employee's accrued
vacation. The only vacation hours that shall be charged against any
employee's accrued vacation shall be those hours that the employee is
regularly scheduled to work.
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ARTICLE 42
~,°'.__'
GENERAL OVERTIME
42.0 A full-time employee who performs authorized work in excess of his
normal work period, regular work week, work day or shift shall be compensated
for such work at the rate of one and one-half times his regular hourly rate of
pay.
42.01 Overtime shall be calculated to the nearest one-quarter
hour of overtime worked, except any overtime of less than
one-half (1/2) hour direction shall be calculated to the
nearest one-half (1/2) hour.
42.02 All overtime must be authorized by the appropriate division
head.
42.1 Notwithstanding the above overtime provisions, there shall be no
compensation for the time spent in attending meetings of any kind which are
for the purpose of education or training.
ARTICLE 43
BI-LINGUAL PAY
43.0 Employees required to speak, read and/or write in Spanish or other
languages as well as English as part of the regular duties of their position
will be compensated at the rate of twenty-five dollars (25.00) per pay period
in addition to their regular pay.
43.01 The appropriate department head shall designate which positions
shall be assigned bilingual duties and which languages shall be
eligible for bilingual pay.
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43.02 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.
43.03 Bilingual pay eligibility shall continue in accordance with the
above provisions during any period of leave with pay.
ARTICLE 44
CALL-OUT
44.0 Call out compensation shall be in accordance with the following
provisions:
44.01 All emergency call-out time shall be calculated to the nearest
one-quarter (1/4) hour of time worked.
44.02 When an employee is called out for emergency work, he shall be
paid at the rate of one and one-half times his regular rate of
pay for such emergency work.
44.1 A minimum of two (2) hours (including travel time) of pay at the rate
of one and one-half times the employee's regular rate of pay shall be
guaranteed for each emergency call-out.
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44.2 Forty-five minutes time shall be added to the time worked to
,~"`~^ compensate the employee for travel time incurred for each emergency call-out.
44.3 A minimum of two (2) hours pay at the rate of one and one-half times
the employee's regular rate of pay shall be guaranteed for planned overtime,
except when such overtime occurs immediately before or after a regular work
period.
ARTICLE 45
SHIFT DIFFERENTIALS
45.0 All eight-hour periods, regularly scheduled to begin at 3:00 p.m., or
thereafter, but before 3:00 a.m. shall be designated as night shift, provided
however that ANAHEIM employees in classifications set forth in Appendix "A"
who work the 2:30 p.m. to 11:00 p.m. shift at Anaheim Police Department will
also be designated as being on the night shift.
45.01 A premium of S.Oy of the employee's regular hourly rate of pay
shall be paid for work performed in the night shift.
45.02 A premium of 5.0% of the employee's regular hourly rate of pay
shall be paid for each hour worked in his regular rate of pay
between 3:00 a.m. and 6:00 a.m.
45.03 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.
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' } ~
45.031 When an employee is required to work continuously
`,.-- without a break beyond the end of his night shift, the
overtime rate shall be applied to the applicable shift
premium.
45.04 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 46
SHORT SHIFT CHANGE
46.0 Short shift changes as defined herein shall be compensated at the
rate of one and one-half the employee's regular rate of pay.
46.01 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.
46.02 The first shift after transfer from one eight (8) hour working
shift to another without notification of such transfer at least
twenty-four (24) hours in advance of the starting time of the
new shift.
46.03 Whenever required to transfer from one schedule of working days
to another with but eight (8) hours off between shifts more than
once in a work week.
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46.04 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 work week.
ARTICLE 47
STAND BY
47.0 An employee assigned to standby duty for purposes of being on call to
handle emergency situations arising at times other than during normal working
hours shall be guaranteed two (2) hours of pay at his regular hourly rate of
pay for each calendar day of such standby duty.
ARTICLE 48
TRAVEL AND MILEAGE EXPENSE
48.0 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.
48.1 ANAHEIM'S Mileage Reimbursement rate will be the standard mileage rate
established by the Internal Revenue Service
48.2 Any increase or decrease shall be effective the first day of the second
month after the date of publication by the Internal Revenue Service.
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ARTICLE 49
MEAL ALLOWANCES
49.0 The City shall provide an employee adequate meals under the following
conditions.
49.01 An employee shall be provided with two adequate meals if he is
called out on emergency overtime work one (1) hour before a
scheduled work day. If a meal has been earned under another
section of this rule within two (2) hours of the scheduled work
day, only one meal shall be provided under this section.
49.02 An employee will be provided one meal if he is called back to
emergency overtime work within one and one-half (1-1/2) hours
after normal quitting time and works beyond two and one-half
(2-1/2) hours after normal quitting time.
49.03 An employee shall be provided an adequate meal if he works two
(2) hours overtime beyond the normal quitting time..
49.04 An employee shall receive one meal if he is scheduled to work
overtime two (2) hours before a regular day.
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49.05 An employee shall be provided an adequate meal at four (4) hour
intervals during the performance of emergency overtime work.
49.06 Meal time shall be compensated at the appropriate overtime rate
and shall normally be limited to one-half (1/2) hour with a
maximum of forty-five minutes paid meal time.
49.07 An employee may at his request, be compensated for meals at the
rate of one-half (1/2) hour of overtime pay per meal.
ARTICLE 50
GRIEVANCE GENERAL
50.0 Any alleged violation of the terms and conditions of this agreement or
any alleged improper treatment of an employee, or any alleged violation of
commonly accepted safety practices and procedures shall be considered to be a
matter subject to review through the grievance procedure and settled in
accordance with the provisions of this article.
50.1 The staff officials of ANAHEIM will not recommend any revision or
modification to the grievance procedure without first discussing such
recommendations with the AMER.
50.2 Any violation of this Memorandum as alleged by ANAHEIM shall be resolved
between authorized representatives of ANAHEIM
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and the AMER. In the event that the parties cannot resolve the dispute, the
dispute shall, upon the request of either party, be referred to the arbitrator
~~''"~~ for a final and binding decision.
50.3 All expenses of any arbitration shall be borne equally by ANAHEIM and
the AMER.
50.4 Employee grievances shall be handled in the following manner:
50.41 First Step. An attempt shall be made to adjust all grievances on
an informal basis between the employee and/or his designated
representative and a supervisor in the employee's chain of
command, up to and including his division head, within five (5)
working days after the occurrence of the incident involved in the
grievance. The division head shall deliver his answer within
five (5) working days after submission of the grievance to him.
50.42 Second Step. If the grievance is not satisfactorily adjusted in
the First Step, it shall be submitted in writing to the
employee's department head within five (5) working days after the
division head's answer is received by the employee and/or his
designated representative. The department head shall meet with
the employee
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and/or his designated representative within ten (10) working days
after submission of the grievance to him. The department head
;'"'~'' shall review the grievance and may affirm, reverse, or modify as
he deems appropriate, the disposition made at the First Step and
shall deliver his answer to the employee and/or his designated
representative within five (5) working days after said meeting.
50.43 Third Step. If the grievance is not satisfactorily adjusted in
the Second Step, it shall be submitted to an impartial arbitrator
for a final and binding decision. or, if the City Manager and the
employee and/or his designated representative agree, it shall be
submitted to the City Manager for a final and binding decision.
Such submission must occur within thirty (30) days after the
department head's answer is received.
50.5 If submitted to the City Manager, the City Manager or his assistant
shall meet with the employee and/or his designated representative within ten
(10) working days after submission of the grievance to him. The City Manager
or his assistant may affirm, reverse, or modify as he deems appropriate, the
disposition made at the Second Step.
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50.6 The City Manager or his assistant shall deliver his decision to the
employee and/or his designated representative within five (5) working days
°~~ after said meeting, and such decision shall be final and binding on both
parties.
50.7 In order to request arbitration, either party shall serve written notice
to the other party specifying the grievance to be submitted. The parties
shall thereafter attempt to resolve the issue and select the arbitrator. If
such written notification and selection of the arbitrator is not completed
within thirty (30) days after the department head's answer is received by the
employee and/or his designated representative, then either party may take
action to compel arbitration. Failure to take action to compel arbitration
within thirty (30) days will conclusively be deemed abandonment of the right
to compel arbitration.
50.8 The arbitrator's decision shall be final and binding on both parties, it
being agreed that the arbitrator shall have no powers to add to or subtract
from nor to modify any of the terms of any memorandum of understanding between
the parties and that the arbitrator's award shall be consistent with and
controlled by this agreement, Ordinances and Charter of the City of Anaheim,
and the laws and Constitution of the State of California.
50.9 The arbitrator will be requested by the parties to render his decision
in writing as quickly as possible but in no event later than thirty (30) days
after the conclusion of the hearings, unless the parties agree otherwise.
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50.91 Any grievance not presented and/or carried forward by the
°~' employee and/or his designated representative within the time
limits specified in this ARTICLE shall be deemed null and void,
provided, however, the employee and/or his designated
representative and the ANAHEIM representative may agree to
continue said time limits.
50.10 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.
50.11 An employee who has been suspended, demoted, or dismissed may be
reinstated to his position as a result of a successful appeal through the
grievance procedure. In the event of such reinstatement, the employee shall
be returned to his former status of employment, including reinstatement of
seniority and accrued fringe benefits. In such cases, the City Manager may
order the payment of back pay to a reinstated employee in any amount up to
payment for the full period of time involved. In implementing an arbitrator's
award, the City Manager shall order the payment of back pay to a reinstated
employee in the amount provided in the arbitrator's award. It shall be
conclusively presumed that there is no award of back pay to a reinstated
employee unless specifically set forth in the written order of the City
Manager. Any earnings of the reinstated employee from other employment during
his period of suspension shall be deducted from the amount of back pay ordered
by the City Manager.
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ARTICLE 51
GRIEVANCE PROCEDURE REPRESENTATION
51.0 Employees shall have the right to be represented in grievance matters in
the following manner:
51.01 Employees shall have the right to represent themselves
individually in grievance matters.
51.02 Employees may designate a representative to represent them in
grievance matters.
51.03 No supervisor shall be represented in grievance matters by an
employee whom he may supervise.
51.04 No employee shall be represented in grievance matters by a
supervisor for whom he may work.
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ARTICLE 52
INSURANCE
52.0 Active Employees
52.01 Health Insurance
52.011 ANAHEIM agrees to sponsor the City Medical
Plan, Kaiser Foundation Health Plan, and
other prepaid and/or insured health plans
recommended by the Joint Committee on Medical
Programs and approved by the City Council.
52.012 Anaheim and Employee Contributions
52.0121 Anaheim Contributions
52.01211 For all H.M.O. plans sponsored by
Anaheim, Anaheim will pay a
monthly amount equal to 100 of
the Kaiser monthly rate for calendar years 1985, 1986 &
1987
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52.01212 For the self funded City Medical
Plan, Anaheim will, during the
calendar years 1985, 1986 and
1987, pay a monthly amount equal
to the following:
Single 114.36
Tao Party 191.96
Family 258.51
52.01213 For all other prepaid and/or
insured health plans recommended
by the Joint Committee on Medical
Programs and approved by the City
Council, Anaheim will pay a
monthly amount equal to 100'6 of
the Kaiser monthly rate for
calendar years 1985, 1986 & 1987.
52.01214 For the various dental plans,
Anaheim will during the calendar
years 1985, 1986, & 1987 pay an
amount equal to 100;L of the
monthly 1984 Safeguard rate.
Single 11.00
Two Party 17.10
Family 24.66
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52.0122 Employee Contributions
52.01221 Employees who select an H.M.O.
other than Kaiser shall be
required to contribute an amount
equal to 100% of the excess
amount over the Kaiser monthly
rate.
52.01222 Employees who select a dental
plan other than Safeguard will be
required to contribute an amount
equal to 100% of the excess
amount over the 1984 Safeguard
monthly rate.
52.01223 For the self funded City Medical
Plan anc~ the Safeguard Dental
Plan for calendar year 1985,
employees will be required to
contribute an amount equal to any
increase in Anaheim's cost for
those plans in this year, but in
no event shall the employee's
contribution exceed the following:
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Single ~ 1.65
Two Party $12.91
Family $18.94
52.01224 For the self funded City Medical
Plan and the Safeguard Dental
Plan for calendar year 1986,
employees will be required to
contribute an amount equal to any
increase in Anaheim's cost for
those plans in this year, but in
no event shall the employees
contribution exceed the following:
Single $15.67
Two Party $60.00
Family $65.00
52.01225 For the self funded City Medical
Plan and the Safeguard Dental
Plan for calendar year 1987,
employees will be required to
contribute an amount equal to any
increase in Anaheim's cost for
those plans in this year, but in
no event shall the employees
contribution exceed the following:
Single $60.00
Two-party $85.00
Family $90.00
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52.01226 Employees who select other
prepaid and/or insured health
plans approved by the Joint
Committee on Medical Programs and
approved by the City Council
shall be required to contribute
an amount equal to 100% of the
excess amount over the Kaiser
monthly rate
52.013 The City Medical Plan shall be described in a
booklet which shall become a part of this
memorandum by reference. Changes recommended
by the Joint Committee on Medical Programs and
approved by the City Council shall also become
a part of this memorandum by reference
ANAHEIM and AMEA agree that this article
(52.013) shall become effective only after and
only as long as the same provision above is
included in negotiated ANAHEIM agreements with
full-time employee units of representation.
ANAHEIM agrees that if other units of
representation for full-time employees adopt
the same provision above, ANAHEIM will meet
with AMEA prior to the implementation of
ARTICLE 52.013 to discuss the composition and
methods of the Joint Committee on Medical
Programs.
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52.014 For all medical plans, married Anaheim employee
couples shall be allowed only one medical plan
and only one dental plan to cover all family
members, and married Anaheim employee couples
covered by a single enrollment shall pay no
health insurance premium while both spouses are
employed by Anaheim.
52.015 Proof of marriage will be required of all
employees enrolled in any City Medical plan to
enroll a dependent spouse.
52.016 The Master contract is between the City and the
plan administrator shall govern in the event of
any disputes over any matter within the
provisions of the contract.
52.017 The benefit schedules for the prepaid HMO
health plans will not be modified unilaterally
by the City of Anaheim, except that each
company may, from time to time, make revisions
to master contract language or impose minor
benefit modifications. If an imposed benefit
modification results in a monthly fee increase,
the cost-sharing provisions of this MOU in
effect on the date the fee increase is
effective shall be applied to the new fees.
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52.02 Life Insurance
52.021 ANAHEIM agrees to absorb any increased cost
of life insurance premiums during the term
of this Memorandum.
52.022 An employee who retires shall receive a
paid-up life insurance policy, paid for
wholly by ANAHEIM, with a face value of
$100.00 for each complete year of service
and $50.00 for more than six months, but
less than a complete year of service up to a
maximum of $2,000.00
52.023 Permanent and Total Disability Life
Insurance Benefit
52.0231 Employees eligible to retire: Such
employee who is permanently and
totally disabled shall receive the
following Life Insurance benefit:
(a) $100 paid up life insurance for
each year of service as provided
under the Retired Life Insurance
Program.
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(b) Decreasing term life insurance
in the amount of the employee's
Basic Life insurance less the paid
up life insurance described above.
Such term life insurance shall
decrease by 1/60 of the adjusted
value each month until the face
value of such insurance reaches zero
(5 years).
(c) The permanently and totally
disabled employee will pay no
premium during the term of this
benefit.
52.0232 Employees not eligible to retire:
Such employee shall receive the
following Life Insurance benefit:
(a) Decreasing term life insurance
in the amount of the employee's
Basic Life Insurance.
Such term insurance shall decrease
by 1/60 of the original amount each
month until the face value reaches
zero (5 year).
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(b) The permanently and totally
disabled employee shall pay no
premium during the term of this
benefit.
52.03 Long Term Disability Benefits
52.031 ANAHEIM agrees to pay for long term
disability insurance during the term of this
Memorandum.
52.032 An employee shall not be eligible to receive
long term disability benefits until he/she
has completed one (1) year of service.
52.04 Dental Plans
52.041 ANAHEIM agrees to continue sponsorship of
the fee for service dental plan.
52.042 ANAHEIM agrees to continue sponsorship of
prepaid dental plans.
52.05 Short Term Disability
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52.051 ANAHEIM agrees to continue sponsorship of
the employee paid short-term disability
insurance coverage for presently enrolled
employees during the term of this Memorandum.
52.052 ANAHEIM agrees to provide the existing Short
Term Disability plan in accordance with
40.3. ANAHEIM agrees to pay ANAHEIM'S
portion of medical, dental, life, and
optical insurance while absent due to
illness or injury and while collecting short
term disability benefits.
52.06 Pensions
52.061 ANAHEIM shall contribute all the cost of
employee retirement benefits in accordance
with the provisions of the contract between
the City of Anaheim and the Public
Employees' Retirement System.
52.062 ANAHEIM shall contribute a portion of the
cost of employee survivors' benefits in
accordance with the provisions of the above
contract.
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52.1 Retired Employees
52.11 New employees hired on or after January 1, 1984
shall not be eligible to participate in this City
sponsored retired employee medical plans.
52.12 Current Retired Employees
52.121 Health Insurance plans will be provided to
current retirees in accordance with ARTICLE
52.011 above.
52.122 Retiree contributions to the various medical
plans will be in accordance with the following
schedule:
Single $15.00 monthly
2-Party $15.00 monthly
Family $45.00 monthly
52.13 Employees who retire subsequent to January 1, 1984 and
prior to January 1, 1988.
52.131 Retirees in this group who meet the requirements
set forth below will be eligible to maintain
membership in the group health plan he/she is
enrolled in at the time of retirement.
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52.1311 Must be eligible to retire, and
52.1312 Must have completed at least 5 years of
continuous, Full-Time City of ANAHEIM
service on date of retirement, and
52.1313 Must be currently enrolled as a subscriber
at time of separation from City service.
52.1314 Or must be awarded a disability retirement
by PERS.
52.132 Retiree contributions to the various plans will be
in accordance with the following schedule:
Single X15.00 monthly
2-Party X15.00 monthly
Family $45.00 monthly
52.14 Employees who retire on or after January 1, 1988.
52.141 Retirees in this group who meet the requirements
set forth below will be eligible to maintain
membership in the group health plan he/she is
enrolled in at the time of retirement.
52.1411 Must have completed at least 5 years of
continuous, Full-Time City of ANAHEIM
service on date of retirement, and
- 81 -
52.1412 Must have been awarded a retirement from
Public Employees' Retirement System as the
reason for termination from City service,
and
52.1413 PERS retirement benefits must commence no
later than the first day of the month
following the date of separation from City
service, and,
52.1414 Must be currently enrolled as a subscriber
at time of separation from City service.
52.142 The City will contribute towards the premium costs
of such plans up to the City contribution for the
City MMedical Plan in the year prior to retirement.
52.15 Provisions applicable to all three groups.
52.151 Surviving spouse of retiree can continue coverage
under same terms.
52.152 Once cancelled for any reason, cannot re-enroll.
52.153 Coverage will be cancelled for non-payment of
monthly fees after 3 months in arrears.
-82-
52.154 There will be Coordination of Benefits where other
insurance coverage exists, and City retiree plan
shall be secondary if retiree takes other employ-
went which provides medical coverage.
52.156 Vision care benefits of the Vision Service Plan
are EXCLUDED from the benefits for the Retired
Group.
52.157 Retirees may only change health plans during the
annual open enrollment period.
ARTICLE 53
PHYSICAL EXAMINATIONS
53.0 In order to be eligible for employment with ANAHEIM,
candidates shall be required to pass a physical examination,
the character of which shall be in accordance with standards
established by the Human Resources Director.
53.1 In order to be eligible for promotion or transfer to a
job class in a category requiring greater physical
qualification than his present job class, any employee must
pass the appropriate physical examination.
53.2 Any employee who returns to work after an absence in
excess of forty-eight (48) consecutive working hours due to
illness or physical incapacity may be required by his
department head to undergo a physical examination.
-83-
53.21 Any employee who fails to pass a physical
examination required under the provisions of
PARAGRAPH 53.2 may be transferred or demoted to a
position requiring lesser physical qualifications,
recommended for disability retirement, or
terminated.
53.3 All physical examinations required under the provisions
of this ARTICLE shall be performed by a physician in active
practice licensed by California State Law and within the scope
of his practice as defined by California State Law.
53.31 Exceptions to the provisions of PARAGRAPH 53.3 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 she state in which the
candidate resides.
53.4 ANAHEIM shall pay for any physical examination required
under the provisions of this ARTICLE.
-84-
ARTICLE 54
JOINT COMMITTEE ON MEDICAL PROGRAMS
54.0 The parties to this agreement, in recognition of the need to provide an
adequate level of medical care coverage at a reasonable cost to ANAHEIM and its
employees hereby agree to the formation of a committee to analyze current
ANAHEIM sponsored medical programs, review alternative approaches to plan
design and providing medical care programs, and investigate cost containment
systems, all for the purpose of achieving adequate low-cost medical care for
the employees of ANAHEIM.
54.1 Serving on the committee with Human Resources Department staff and
operating Department management staff will be one member from the Anaheim
Municipal Employees Association (Clerical Employees Unit). On the date Article
52.013 becomes effective two members from the Anaheim Municipal Employees
Association (Clerical Employees Unit) will serve on the committee.
54.2 This committee will meet as often as is *~ecessary during the life of this
agreement and will report to the Human Resources Director on a periodic basis
its findings and recommendations for changes to ANAHEIM'S present medical
programs. A report shall be prepared setting forth specific recommendations as
to alternatives, plan design, and cost containment provisions. The report
shall be forwarded to the City Manager for review.
54.3 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.
-85-
ARTICLE 55
NO STRIKE
55.0 The AMEA agrees that under the terms of this Memorandum, AMEA and/or its
members shall not conduct any strikes, slow-downs or other work stoppages
against ANAHEIM, or to withdraw from assignments to standby duty during any
grievance or dispute which may arise out of the application or interpretation
of the terms or conditions of this Memorandum or any matter subject to review
through the GRIEVANCE PROCEDURE.
ARTICLE 56
CONSTRUCTION
56.0 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
57.0 The resolution of ANAHEIM shall provide that if any provision of
this Memorandum or the resolution is at any time, or in any way, held to be
contrary to any law by any court of proper jurisdiction, the remainder of this
Memorandum and the remainder of the resolution shall not be affected thereby,
and shall remain in full force and effect.
-86-
ARTICLE 55
NO STRIKE
55.0 The AMEA agrees that under the terms of this Memorandum, AMEA and/or its
members shall not conduct any strikes, slow-downs or other work stoppages
against ANAHEIM, or to withdraw from assignments to standby duty during any
grievance or dispute which may arise out of the application or interpretation
of the terms or conditions of this Memorandum or any matter subject to review
through the GRIEVANCE PROCEDURE.
ARTICLE 56
CONSTRUCTION
56.0 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
57.0 The resolution of ANAHEIM shall provide that if any provision of
this Memorandum or the resolution is at any time, or in any way, held to be
contrary to any law by any court of proper jurisdiction, the remainder of this
Memorandum and the remainder of the resolution shall not be affected thereby,
and shall remain in full force and effect.
ARTICLE 58
TRANSFER OF CLASSIFICATIONS
58.0 Effective October 4, 1985, the following classifications will be
transferred from the General City Employees Unit into the Clerical Employees
Unit.
Automotive Stock Clerk
Bookmobile Operator
Building Permit Representative
Event Services Assistant
Police Dispatcher
Property & Supply Clerk
Radio Operator
Senior Building Permit Representative
Senior Property & Supply Clerk
Storekeeper
Wardrobe Assistant
-87-
ARTICLE 59
DURATION
59.0 The terms of this Memorandum are to remain in full force and
effect until the 15th day of October, 1987. Upon adoption of a resolution
approving this Memorandum and the terms hereof by the City Council of the City
of Anaheim, this Memorandum shall be in full force and effect as of the 4th
day of October, 1985.
STAFF OFFICIALS OF THE
CITY OF ANAHEIM, a
ANAHEIM MUNICIPAL EMPLOYEES
ASSOCIATION
municipal corporation
By
By~i __ ~ /
By r ~~
,,
ay~~r .~
By
By.
By
By
By
-88-
Dated { 2-I b - g,~
APPENDIX "A"
'°'~"" WAGES
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION
CLERICAL EMPLOYEES UNIT
10/0 4/85 through 2/20/86
SCHEDULE
CLASSIFICATION NUMBER HOURLY RATE MONTHLY RATE
Accounting Specialist 953 J-E 7.47 - 9.53 1294.80-1651.87
Accounting Technician 1191 J-E 9.33 -11.91 1617.20-2064.40
Automotive Stock Clerk 986 J-E 7.73 - 9.86 1339.87-1709.07
Bookmobile Operator 986 J-E 7.73 - 9.86 1339.87-1709.07
Boz Office Specialist 1048 J-E 8.21 -10.48 1423.07-1816.53
Building Permit Representative 956 J-E 7.49 - 9.56 1298.27-1657.07
Cashier 953 J-E 7.47 - 9.53 1294.80-1651.87
Cashier Supervisor U12 1144 A-E 9.41 -11.44 1631.07-1982.93
Clerk 739 J-E 5.79 - 7.39 1003.60-1280.93
Council Agenda Coordinator 1086 J-E 8.51 -10.86 1475.07-1882.40
Data Control Specialist 999 J-E 7.83 - 9.99 .1357.20-1731.60
Data Entry Operator U2 912 J-E 7.15 - 9.12 1239.33-1580.80
Data Processing Clerk 869 J-E 6.81 - 8.69 1180.40-1506.27
Departmental Records Specialist 1043 J-~ 8.17 -10.43 1416.13-1807.87
Event Services Assistant 1044 J-E 8.18 -10.44 1417.87-1809.60
Housing Eligibility Specialist 956 J-E 7.49 - 9.56 1298.27-1657.07
Intermediate Clerk 826 J-E 6.47 - 8.26 1121.47-1431.73
Library Circulation Specialist 956 J-E 7.49 - 9.56 1298.27-1657.07
Library Clerk 695 J-E 5.45 - 6.95 944.67-1204.67
Library Tech. Services Specialist 1043 J-E 8.17 -10.43 1416.13-1807.87
Meeting Room Representative 1043 J-E 8.17 -10.43 1416.13-1807.87
Office Specialist 869 J-E 6.81 - 8.69 1180.40-1506.27
Office Specialist/Transcriber 912 J-E 7.15 - 9.12 1239.33-1580.80
Office Supervisor U12 1130 A-E 9.30 -11.30 1612.00-1958.67
Payroll Specialist 1048 J-E 8.21 -10.48 1423.07-1816.53
Payroll Technician 1191 J-E 9.33 -11.91 1617.20-2064.40
Police Communications Operator 888 J-E 6.96 - 8.88 1206.40-1539.20
Police Dispatcher 1184 R-E 8.84 -11.84 1532.27-2052.27
Police Records Clerk 823 J-E 6.45 - 8.23 1118.00-1426.53
Police Records Specialist 914 J-E 7.16 - 9.14 1241.07-1584.27
Police Records Spec./Matron U2 1005 A-E 8.27 -10.05 1433.47-1742.00
~---.Police Records Supervisor U12 1143 J-E 8.96 -11.43 1553.07-1981.20
rincipal Office Specialist U12 1065 J-E 8.34 -10.65 1445.60-1846.00
roperty and Supply Clerk 986 J-E 7.73 - 9.86 1339.87-1709.07
Property and Supply Supervisor U12 1160 A-E 9.54 -11.60 1653.60-2010.67
-89-
SCHEDULE
CLASSIFICATION NUMBER HOURLY RATE MONTHLY RATE
-'"",Radio Operator 782 J-E 6.13 - 7.82 1062.53-1355.47
enior Accounting Specialist U12 1048 A-E 8.62 -10.48 1494.13-1816.53
,enior Building Permit Rep. 1043 A-E 8.58 -10.43 1487.20-1807.87
Senior Clerk U12 956 J-E 7.49 - 9.56 1298.27-1657.07
Senior Data Control Specialist U12 1043 A-E 8.58 -10.43 1487.20-1807.87
Senior Data Entry Operator U12 956 A-E 7.87 - 9.56 1364.13-1657.07
Senior Library Clerk 869 A-E 7.15 - 8.69 1239.33-1506.27
Senior Office Specialist U12 999 J-E 7.83 - 9.99 1357.20-1731.60
Senior Property and Supply Clk. 1044 A-E 8.59 -10.44 1488.93-1809.60
Senior Storekeeper 1160 A-E 9.54 -11.60 1653.60-2010.67
Senior Telephone Opr./Recep. U12 869 J-E 6.81 - 8.69 1180.40-1506.27
Senior Word Processing Operator 999 A-E 8.22 - 9.99 1424.80-1731.60
Stenographer 977 J-E 7.66 - 9.77 1327.73-1693.47
Storekeeper 1044 J-E 8.18 -10.44 1417.87-1809.60
Supply Clerk/Driver 928 J-E 7.27 - 9.28 1260.13-1608.53
Telephone Operator/Receptionist U2 782 J-E 6.13 - 7.82 1062.53-1355.47
Typist Clerk 782 J-E 6.13 - 7.82 1062.53-1355.47
Wardrobe Assistant 928 J-E 7.27 - 9.28 1260.13-1608.53
Word Processing Operator U2 934 A-E 7.68 - 9.34 1331.20-1618.93
Word Processing Supervisor U12 1173 A-E 9.65 -11.73 1672.67-2033.20
Word Processing Trainer U2 1043 J-E 8.17 -10.43 1416.13-1807.87
Special 2% Additional Earnings
For the period October 4, 1985 to October 16, 1986 employees in the following
classification will receive 2.0°G special additional earnings above the salary schedule
provided that they were employed in the classification on October 3, 1985. An employee
in a classification on October 3, 1985 who leaves that classification will only be paid
to the date of departure. Employees who enter one of the following job classifications
after October 3, 1985 are not eligible for the special additional earnings.
Police Records Clerk
Special 2.5% Additional Earnings
For the period October 4, 1985 to October 16, 1986 employees in the following
classification will receive 2.5°6 special additional earnings above the salary schedule
provided that they were employed in the classification on October 3, 1985. An employee
in a classification on October 3, 1985 who leaves that classification will only be paid
to the date of departure. Employees who enter one of the following job classifications
after October 3, 1985 are not eligible for the special additional earnings.
_..~ 'rincipal Office Specialist
-90-
b ,, v
Special 3.0% Additional Earnings
For the period October October 4, 1985 to October 16, 1986 employees in the following
°" classification will receive 3% special additional earnings above the salary schedule
rovided that they were employed in the classification on October 3, 1985. An employee
_n a classification on October 3, 1985 who leaves that classification will only be paid
to the date of departure. Employees who enter one of the following job classifications
after October 3, 1985 are not eligible for the special additional earnings.
Intermediate Clerk
2972E/0145E Pgs. 1 thru 3
- 91 -
APPENDIX "A"
WAGES
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION
CLERICAL EMPLOYEES UNIT
02/21/86 through 10/16/86
SCHEDULE
CLASSIFICATION NUMBER HOURLY RATE MONTHLY RATE
Accounting Specialist 1014 J-E 7.94 -10.14 1376.27-1757.60
Accounting Technician 1268 J-E 9.94 -12.68 1722.93-2197.87
Automotive Stock Clerk 1051 J-E 8.24 -10.51 1428.27-1821.73
Bookmobile Operator 1051 J-E 8.24 -10.51 1428.27-1821.73
Box Office Specialist 1115 J-E 8.74 -11.15 1514.93-1932.67
Building Permit Representative 1003 J-E 7.86 -10.03 1362.40-1738.53
Cashier 1014 J-E 7.94 -10.14 1376.27-1757.60
Cashier Supervisor U12 1217 A-E 10.01 -12.17 1735.07-2109.47
Clerk 775 J-E 6.07 - 7.75 1052.13-1343.33
Council Agenda Coordinator 1140 J-E 8.93 -11.40 1547.87-1976.00
Data Control Specialist 1049 J-E 8.22 -10.49 1424.80-1818.27
Data Entry Operator U2 958 J-E 7.51 - 9.58 1301.73-1660.53
Data Processing Clerk 912 J-E 7.15 - 9.12 1239.33-1580.80
Departmental Records Specialist 1094 J-E 8.57 -10.94 1485.47-1896.27
Event Services Assistant 1113 J-E 8.72 -11.13 1511.47-1929.20
Housing Eligibility Specialist 1003 J-E 7.86 -10.03 1362.40-1738.53
Intermediate Clerk 866 J-E 6.79 - 8.66 1176.93-1501.07
Library Circulation Specialist 1003 J-E 7.86 -10.03 1362.40-1738.53
Library Clerk 730 J-E 5.72 - 7.30 991.47-1265.33
Library Technical Services Spec. 1094 J-E $.57 -10.94 1485.47-1896.27
Meeting Room Representative 1094 J-E 8.57 -10.94 1485.47-1896.27
Office Specialist 912 J-E 7.15 - 9.12 1239.33-1580.80
Office Specialist/Transcribes 958 J-E 7.51 - 9.58 1301.73-1660.53
Office Supervisor U12 1186 A-E 9.76 -11.86 1691.73-2055.73
Payroll Specialist 1115 J-E 8.74 -11.15 1514.93-1932.67
Payroll Technician 1268 J-E 9.94 -12.68 1722.93-2197.87
Police Communications Operator 968 J-E 7.58 - 9.68 1313.87-1677.87
Police Dispatcher 1291 R-E 9.64 -12.91 1670.93-2237.73
Police Records Clerk 864 J-E 6.77 - 8.64 1173.47-1497.60
Police Records Specialist 960 J-E 7.52 - 9.60 1303.47-1664.00
Police Records Spec./Matron U2 1056 A-E 8.69 -10.56 1506.27-1830.40
Police Records Supervisor U12 1200 J-E 9.40 -12.00 1629.33-2080.00
Principal Office Specialist U12 1117 J-E 8.75 -11.17 1516.67-1936.13
Property and Supply Clerk 1051 J-E 8.24 -10.51 1428.27-1821.73
Property and Supply Supervisor U12 1237 A-E 10.18 -12.37 1764.53-2144.13
Radio Operator 821 J-E 6.43 - 8.21 1114.53-1423.07
Senior Accounting Specialist U12 1115 A-E 9.17 -11.15 1589.47-1932.67
senior Building Permit Rep. 1094 A-E 9.00 -10.94 1560.00-1896.27
Senior Clerk U12 1003 J-E 7.86 -10.03 1362.40-1738.53
Senior Data Control Specialist U12 1094 A-E 9.00 -10.94 1560.00-1896.27
Senior Data Entry Operator U12 1003 A-E 8.25 -10.03 1430.00-1738.53
Senior Library Clerk 912 A-E 7.50 - 9.12 1300.00-1580.80
Senior Office Specialist U12 1049 J-E 8.22 -10.49 1424.80-1818.27
Senior Property and Supply Clk. 1113 A-E 9.16 -11.13 1587.73-1929.20
Senior Storekeeper 1237 A-E 10.18 -12.37 1764.53-2144.13
Senior Telephone Oper./Recep. U12 912 J-E 7.15 - 9.12 1239.33-1580.80
Senior Word Processing Operator 1049 A-E 8.63 -10.49 1495.87-1818.27
92
CLASSIFICATION
Stenographer
Storekeeper
Supply Clerk/Driver
Telephone Operator/Recep.
Typist Clerk
Wardrobe Assistant
Word Processing Operator
Word Processing Supervisor
Word Processing Trainer
SCHEDULE
NUMBER HOURLY RATE
1026 J-E 8.04 -10.26
1113 J-E 8.72 -11.13
990 J-E 7.76 - 9.90
U2 821 J-E 6.43 - 8.21
821 J-E 6.43 - 8.21
990 J-E 7.76 - 9.90
U2 980 A-E 8.06 - 9.80
U12 1231 A-E 10.13 -12.31
U2 1094 J-E 8.57 -10.94
-93-
MONTHLY RATE
1393.60-1778.40
1511.47-1929.20
1345.07-1716.00
1114.53-1423.07
1114.53-1423.07
1345.07-1716.00
1397.07-1698.67
1755.87-2133.73
1485.47-1896.27
2972E/0145E-Pgs. 3 & 4
APPENDIR "A"
WAGES
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION
CLERICAL EMPLOYEES UNIT
10/17/86 through 10/15/87
CLASSIFICATION
Accounting Specialist
Accounting Technician
Automotive Stock Clerk
Bookmobile Operator
Boz Office Specialist
Building Permit Representative
Cashier
Cashier Supervisor
Clerk
Council Agenda Coordinator
Data Control Specialist
Data Entry Operator
Data Processing Clerk
Departmental Records Specialist
Event Services Assistant
Housing Eligibility Specialist
Intermediate Clerk
Library Circulation Specialist
Library Clerk
Library Technical Services Spec
Meeting Room Representative
Office Specialist
Office Specialist/Transcriber
Office Supervisor
Payroll Specialist
Payroll Technician
Police Communications Operator
Police Dispatcher
Police Records Clerk
Police Records Specialist
Police Records Spec/Matron
Police Records Supvr
Principal Office Specialist
...___. Property and Supply Clerk
Property and Supply Supervisor
Radio Operator
Senior Accounting Specialist
Senior Building Permit Rep
Senior Clerk
Senior Data Control Specialist
Senior Data Entry Operator
Senior Library Clerk
U12
U2
U12
U2
U12
U12
U12
U12
U12
U12
U12
SCHEDULE
NUMBER HOURLY RATE MONTHLY RATE
1067 J-E
1334 J-E
1107 J-E
1107 J-E
1174 J-E
1056 J-E
1067 J-E
1280 A-E
816 J-E
1200 J-E
1104 J-E
1008 J-E
960 J-E
1152 J-E
1172 J-E
1056 J-E
912 J-E
1056 J-E
768 J-E
1152 J-E
1152 J-E
960 J-E
1008 J-E
1248 A-E
1174 J-E
1334 J-E
1019 J-E
1359 R-E
909 J-E
1010 J-E
1111 A-E
1263 J-E
1176 J-E
1107 J-E
1302 A-E
864 J-E
1174 A-E
1152 A-E
1056 J-E
1152 A-E
1056 A-E
960 A-E
8.36 - 10.67
10.45 - 13.34
8.67 - 11.07
8.67 - 11.07
9.20 - 11.74
8.27 - 10.56
8.36 - 10.67
10.53 - 12.80
6.39 - 8.16
9.40 - 12.00
8.65 - 11.04
7.90 - 10.08
7.52 - 9.60
9.03 - 11.52
9.18 - 11.72
8.27 - 10.56
7.15 - 9.12
8.27 - 10.56
6.02 - 7.68
9.03 - 11.52
9.03 - 11.52
7.52 - 9.60
7.90 - 10.08
10.27 - 12.48
9.20 - 11.74
10.45 - 13.34
7.98 - 10.19
10.14 - 13.59
7.12 - 9.09
7.91 - 10.10
9.14 - 11.11
9.90 - 12.63
9.21 - 11.76
8.67 - 11.07
10.71 - 13.02
6.77 - 8.64
9.66 - 11.74
9.48 - 11.52
8.27 - 10.56
9.48 - 11.52
8.69 - 10.56
7.90 - 9.60
1449.07-1849.47
1811.33-2312.27
1502.80-1918.80
1502.80-1918.80
1594.67-2034.93
1433.47-1830.40
1449.07-1849.47
1825.20-2218.67
1107.60-1414.40
1629.33-2080.00
1499.33-1913.60
1369.33-1747.20
1303.47-1664.00
1565.20-1996.80
1591.20-2031.47
1433.47-1830.40
1239.33-1580.80
1433.47-1830.40
1043.47-1331.20
1565.20-1996.80
1565.20-1996.80
1303.47-1664.00
1369.33-1747.20
1780.13-2163.20
1594.67-2034.93
1811.33-2312.27
1383.20-1766.27
1757.60-2355.60
1234.13-1575.60
1371.07-1750.67
1584.27-1925.73
1716.00-2189.20
1596.40-2038.40
1502.80-1918.80
1856.40-2256.80
1173.47-1497.60
1674.40-2034.93
1643.20-1996.80
1433.47-1830.40
1643.20-1996.80
1506.27-1830.40
1369.33-1664.00
-94-
SCHEDULE
CLASSIFICATION NUMBER HOURLY RATE
~?enior Office Specialist U12 1104 J-E 8.65 - 11.04
anior Property and Supply Clk 1172 A-E 9.64 - 11.72
,enior Storekeeper 1302 A-E 10.71 - 13.02
Senior Telephone Operator/Recep U12 960 J-E 7.52 - 9.60
Senior Word Processing Operator 1104 A-E 9.08 - 11.04
Stenographer 1080 J-E 8.46 - 10.80
Storekeeper 1172 J-E 9.18 - 11.72
Supply Clerk/Driver 1042 J-E 8.16 - 10.42
Telephone Operator/Receptionist U2 864 J-E 6.77 - 8.64
Typist Clerk 864 J-E 6.77 - 8.64
Wardrobe Assistant 1042 J-E 8.16 - 10.42
Word Processing Operator U2 1032 A-E 8.49 - 10.32
Word Processing Supervisor U12 1296 A-E 10.66 - 12.96
Word Processing Trainer U2 1152 J-E 9.03 - 11.52
2972E/0145E-Pgs. 8 & 9
MONTHLY RATE
1499.33-1913.60
1670.93-2031.47
1856.40-2256.80
1303.47-1664.00
1573.87-1913.60
1466.40-1872.00
1591.20-2031.47
1414.40-1806.13
1173.47-1497.60
1173.47-1497.60
1414.40-1806.13
1471.60-1788.80
1847.73-2246.40
1565.20-1996.80
-95-