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94-105
RESOLUTION NO. 94R - 105 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANAHEIM APPROVING A MEMORANDUM OF UNDERSTANDING ESTABLISHING TERMS AND CONDITIONS OF EMPLOYMENT FOR EMPLOYEES IN CLASSIFICATIONS ASSIGNED TO THE FIREFIGHTERS UNIT REPRESENTED BY THE ANAHEIM FIREFIGHTERS ASSOCIATION. WHEREAS, Chapter 1.06 of the Anaheim Municipal Code establishes the employer - employee relations system for the City; and WHEREAS, Section 1.06.100 of Chapter 1.06 requires Memoranda of Understanding to be presented to the City Council for determination; and WHEREAS, the City Council of the City of Anaheim finds that approval of a new Memorandum of Understanding executed on June 8, 1994, between the City of Anaheim and the Anaheim Firefighters %w Association 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 Firefighters Association executed by the City Management Representative and the Anaheim Firefighters Association on June 8, 1994, as set forth in the document attached hereto and incorporated by reference herein, be, and the same is hereby, approved and that the effective date of such Memorandum of Understanding shall be December 31, 1993. BE IT FURTHER RESOLVED that Resolution No. 93R -50 is hereby repealed effective December 30, 1993. THE FOREGOING RESOLUTION is approved and adopted by the City Council of the City of Anaheim this 21st day of June, 1994. v` MAY R OF THE CITY OF AtOHEIM ATTEST* CITY CLERK OF THE CITY OF ANAHEIM APPROVED AS TO FORM: CITY ATTORNEY OF THE, ITY 6F ANAHEIM DH:br 93191.WP5 /Resolution STATE OF CALIFORNIA ) COUNTY OF ORANGE CITY OF ANAHEIM ) I, LEONORA N. SOHL, City Clerk of the City of Anaheim, do hereby certify that the foregoing Resolution No. 94R -105 was introduced and adopted at a regular meeting provided by law, of the Anaheim City Council held on the 21st day of June, 1994, by the following vote of the members thereof: AYES: COUNCIL MEMBERS: Feldhaus, Simpson, Pickler, Hunter, Daly NOES: COUNCIL MEMBERS: None ABSENT: COUNCIL MEMBERS: None AND I FURTHER CERTIFY that the Mayor of the City of Anaheim signed said Resolution No. 9413-105 on the 22nd day of June, 1994. IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City of Anaheim this 22nd day of June, 1994. CITY CLERK OF THE CITY OF 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. 94R -105 was duly passed and adopted by the City Council of the City of Anaheim on June 21, 1994. Na CITY CLERK OF THE CITY OF ANAHEIM *awl TABLE OF CONTENTS f3-M. EMPLOYMENT PROVISIONS ARTICLE 18 General 1 14 ARTICLE 1 Preamble 16 ARTICLE 2 AFA Recognition [ ARTICLE 3 Scope 1 ARTICLE 4 Management Rights 2 ARTICLE 5 Employee Rights 3 ARTICLE 6 Check -Off 3 ARTICLE 7 AFA Representatives 4 COMPENSATION AND PAY PROVISIONS 20 ARTICLE 8 General 6 ARTICLE 9 Classification h ARTICLE 10 Appropriate Salary Step 7 ARTICLE 12 Checkoff 7 ARTICLE 11 Incentive Pay 10 ARTICLE 12 Salary Relationships 10 ARTICLE 13 Hours of Work and Pay Day 1 t ARTICLE 14 Alternate Work Schedule 11 ARTICLE 15 Adjusted Hours 12 ARTICLE 16 Temporary Upgrading of Employees 12 ARTICLE 17 Payroll Deductions 14 EMPLOYMENT PROVISIONS ARTICLE 18 General 1 14 ARTICLE 19 Appointments and Promotions 16 ARTICLE 20 Employment Lists 17 ARTICLE 21 Probation 18 ARTICLE 22 Outside Employment '19 ARTICLE 23 Service Awards 19 ARTICLE 24 Training 20 ARTICLE 25 Salary Step Reduction, Suspension, Demotion & Dismissal 20 ARTICLE 26 Layoff and Reemployment 22 ARTICLE 27 Transfer 24 ARTICLE 28 Reinstatement 25 ARTICLE 29 Voluntary Demotton 47 ARTICLE 43 LEAVE PROVISIONS 48 ARTICLE 30 Bereavement Leave 27 ARTICLE 31 Holidays 27 ARTICLE 32 Industrial Accident Leave 29 ARTICLE 33 Jury Duty and Court Appearances 30 ARTICLE 34 Leave Without Pay 30 ARTICLE 35 Military Leave 32 ARTICLE 36 Sick Leave 32 ARTICLE 37 Vacation 36 ARTICLE 38 Paid Leave Program 39 PREMIUM PAY PROVISIONS ARTICLE 39 Overtime 44 ARTICLE 40 Fair Labor Standards Act 46 ARTICLE 41 Bilingual Pay 47 ARTICLE 42 Call Out 47 ARTICLE 43 Shift Differentials 48 ARTICLE 44 Staffing 49 ARTICLE 45 Situational Staffing 49 ARTICLE 46 Hazardous Materials Program 50 ARTICLE 47 Stand By 51 ARTICLE_ 48 Travel and Mileage Expense 52 WORK RULES ARTICLE 49 Tobacco Products 52 ARTICLE 50 Communicable Dlseasns 52 ARTICLE 51 Meal Allowance 53 ARTICLE 52 Uniforms and Laundry 54 RM GRI VANCES ARTICLE 53 Grievance Procedure 54 WAGES APPENDIX "A" Wages 81 "M✓ December 30, 1994 - March 21, 1996 40 Hour 82 56 Hour 83 March 22, 1996 - July 11, 1996 40 Hour 84 56 Hour 85 APPENDIX "B" PERS Local Safety Members Percentage of Final Compensation 86 APPENDIX "C' Post Retirement Medical Benefits Percentage of Premium Costs 87 TE INSURANCE_ ARTICLE 54 Insurance 57 ARTICLE 55 Post Retirement Medical Benefits 6%i MISCELLANEOUS ARTICLE 56 Joint Committee on Medical Programs 71 ARTICLE 57 Physical Examinations 71 ARTICLE 58 Exposure Record Program 72 ARTICLE 59 Fitness, Annual Medical, Substance Awareness 72 ARTICLE 60 Permanent Light Duty Program 73 ARTICLE 61 Safety Committee 78 ARTICLE 62 No Strike 78 ARTICLE 63 Discussion 78 ARTICLE 64 Construction 79 ARTICLE 65 Savings Clause 79 ARTICLE 66 Duration 80 Signatures 60 WAGES APPENDIX "A" Wages 81 "M✓ December 30, 1994 - March 21, 1996 40 Hour 82 56 Hour 83 March 22, 1996 - July 11, 1996 40 Hour 84 56 Hour 85 APPENDIX "B" PERS Local Safety Members Percentage of Final Compensation 86 APPENDIX "C' Post Retirement Medical Benefits Percentage of Premium Costs 87 TE ARTICLE f P LEAIVIt1LE 1.1 The wages, hours and conditions of empioyment that are set forth In this Memorandum have been discussed and jointly proposed by and between the City of Anaheim, (hereinafter called "ANAHEIM ") and the Anaheim Firefightors Association (hereinafter ca)led "AFA ") and shah apply to all the employees of ANAHEIM working In the classitications set forth in Appendix "A" 1.2 The terms and conditions of employment that are setforth in the Memorandum have been discussed in good faith between the staff officials of ANAHEIM and the AFA. The AFA 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 City Council that iv all of the terms and conditions of employment as set forth herein be Incorporated In full in a resolution of the City Council. Upon the adoption of such a resolution, all the terms and conditions of this Memorandum so Incorporated shall become effective without any further action by either party. ARTICLE 2 AFA RECOGNiT N 2.1 ANAHEIM hereby recognizes the AFA as the bargaining representative for all its members to the fullest extent allowable under California law applying to public employees. As - "E./ public employees, such employees shall have the right to discuss individual problems of employment with ANAHEIM, provided that upon request of the employee, the AFA shall be kept fully informed and have the right to be present at all such meetings between ANAHEIM and the individual. ARTICLE 3 SCOPE 3.1 All officers and positions of ANAHEIM are divided Into the classified service and the exempt service. The exempt service shall Include the following; 3.11 All elected officials n,:d ma ZAtrin'Li of the boards and commissions. 3.12 The City Manager, City Attorney, City Treasurer and City Clerk. 3.13 Volunteer personnel and parsonnel appointed to serve without pay, 3.14 Architects, consultants, counsel, and others rendering 3c+x porary professional service. 3.15 Such positions Involving seasonal or part -time employment as may be specifically placed in the exempt service bythe Human Resources; [Director. 3.2 The classified service shall include all other positions that are not specifically placed In the exempt service by this Article. 3.3 The provisions of this Article and Memorandum shall apply only to the Alassiflod service unless otherwise specifically provided. ARTICLE 4 MANAi >EEf.ENT R1Qj T1 4.1 Management retains, exclusively, all Its inherent rights, functions, duties and responsibilities except where specifically limited to this Article. The rights of Management include, Tr' 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 ha 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. 2 4.2 ANAHEIM In the exercise of =irt• ateve oninnerated rights will not recommend any revision or modifications to this Memorandum without first meeting and conferring in good faith on such recommendations with the AFA. 4.3 In cases of emergency when the City Council determines th,91 an ordinance, resoiutionjule or regulation must be adopted Immediately without prior notice or n:eejing with the AFA, ANAHEIM will provide such notice at the earliest practicable time foilowing the adoption of such ordinance, resolution, rule or regulation. 4.4 ANAHEIM shall not be required to moat and confer in good faith on any subject preempted by Federal or State law or by the City Charter nor shall ANAHEIM be required to meet and confer in good faith on Management or Employee Rights as herein defined. Proposad amendments to this Article are excluded trom the scope of meeting and conferring. ARTICLE 5 EMPLQYEE RIGHTS 5.1 Employees shall have all rights granted to public employees under California law. Employees shall have the right to form, join and participate in the activities of employee organizations of their own choosing for the purpose of representation on all matters of employer - employee relations. Employees also have the right to refuse to join or participate In the activities of employee organizations and shall have the right to represent themselves Individually in their employment relations with ANAHEIM. No aneployee shall be Interfered with. Intimated, restrained, coerced, or discriminated against by ANAHEIM or by any employee organization because of his exercise of these rights. ARTICLE 6 QEF 6.1 ANAHEIM agrees to check -off for the payment of the regular monthly AFA dues and to deduct such payment from the wages of all AFA members and employees when authorized to do so by said members and employees, and remit such payments to the AFA In accordance with the terms of signed authorizations of such members and employees. The deduction of such dues 3 and the remittal of same by ANAHEIM to th(; AiM, ghat c instituto payment of said dales by such members and employees of the AFA. ARTICLE 7 +'¢. 7.1 AFA representatives area those elected or appointed in accordance sith the constitution and bylaws of the AFA. 7.11 The AFA shall notify the City Management Representative, in writing of the names and job classification titles of Its officers, unit representatives, or ;1*MV, other officials each time an election Is held or new appointments are made. 7.12 An employee elected or appointed as an officer, director or representative of the AFA shati be required to work full time In his respective job classification. 7.2 Officers, directors and representatives (subject to the provision of ARTICLE 7.12) of the AFA shall be permitted to visit employee work locations for the purpose of observing conditions under which employees are working, provided such visit shall not interfere with the normal operations of the department or with established safety requirements. 7.21 Such officers, directors and representatives shall not outer any work location without the knowledge of the appropriate manager. 7.22 Solicitation of membership and all activities concerned with the Internal management of the AFA such as collecting dues, holding membership meetings, preparation of petitions or grievance material, preparation of proposals, campaigning for oi`iice, conducting elections and distributing literature, shall not be conducted at times during which Involved employees are expected to provide service to ANAHEIM. 7.3 In the event that the AFA is formally meeting and conferring with representatives of ANAHEIM on matters within the scope of representation during regular City business hours, a 4 reasonable number of officers, directors anri reprskintgtives or other officials of the AFA shall be allowed reasonable time off without loss of compensation or other benefits. 7.31 Such officers, directors, representatives and officials shall not leave their duty or work station or .assignment without the kno;n of the appropriate manager. 7.32 Such meetings are subject to scheduling In a manner consistent with operating needs and work schedules. 7.4 ANAHEIM shall furnish bulletin boards at mutually agreeable, specific locations for the purpose of posting notices pertaining to AFA business. `ter' 7.41 All materials must be dated and must Identify the AFA. 7.42 If the AFA does not abide by these provisions it will forfeit its right to have materials posted on ANAHEIM'S bulletin boards. 7.5 ANAHEIM shall allow the AFA to conduct meetings in City facilities. 7.51 Such meetings shall be scheduled in accordance with regulations governing use of public meeting rooms at City facilities. 7.6 ANAHEIM agrees that due to the unique work schedules of employees assigned to firefighter work, the officers, employee representatives and officials of the AFA shall be allowed time off without loss of compensation or other benefits for activities concerned with the internal management of the AFA. 7.61 ANAHEIM agrees to provide a combined total of up to 460 hours per year of paid released time from normal work assignments to the officers, employee representatives and officials of the AFA. The AFA agrees to reimburse ANAHEIM on an hour -for -hour basis at the employee's regular rate of pay for all hours of released time taken by the officers, employee representatives and officials of the AFA. 5 7.611 Such officers, employee representatives and officials shall not leave their duty or work station or assignment without the knowledge of the approprlat© SaUllion Chief. 7.612 Such meetings are subject to scheduling In a manner consistent, with operating needs and work schedules. ARTICLE 8 E9BEBA 8.1 wages for the various classifications shall be set forth In Appendix "A" attached to New this Memorandum and by this reference made a part hereof. ARTICLE 9 CLASSIFICATI ©N 9.1 The Human Resources Director shall be responsible for recommending classification of all positions In the classified service on the basis of the kind and level of the duties and responsibilities of the positions, to the end that all positions to the same classification 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. *W- 9.11 A job classification may contain one or more positions. 9.12 Classification of all positions in the classified service shall require the approval of the City Manager. 9.2 A position may be reclassified on the basis of changes in or reevaluation of the duties, responsibilities, and /or qualification requirements of the position. 9.21 The Human Resources Director shall be responsible for recommending such reclassification as he finds to be necessary. 6 9.22 A reclassification shall become effective upon action by the City Manager on a Personnel Action Form. 9.23 Incumbents may or may not be reclassified with their positions, based upon the recommendation of the Human Resources Director, the Firs Chief, and the approval of the City Manager, ARTICLE 10 APM E - 9 -1 ATT UALM ME 10.1 Regular, full time employees in the classified service shall be eligible for consideration for merit pay Increases as follows: 10.11 To the "o" step of the salary schodule after completion of six months of service in the "P" step. 10.12 To the "R" step after completion of six months of service In the "0" step. 10.13 To the "J" step after completion of six months of service In the "R" step. 10.14 To the "A" step after completion of six months of service in the "J" step. 10.16 To the "B" step after completion of six months of service in the "A" step. 10.16 To the "C" step after completion of six months of service in the "B" step. 10.17 To the "D" step after completion of twelve months of serv;ce in the "C" step. 10.18 To the "E" stop after completion of twelve months of service in the "D" step. 10.2 In such cases as may occur wherein an employee shall domonstrate exceptional ability and proficiency In performance of his assigned dirties, said employee may be given a special merit advancement to the next higher stop without regard to the minimum length of service provisions contained in this Article upon the approval of the Fire Chief. h 10.3 For purposes of this Article, "six mornths" shall be,66nstrued to mean thirtson (13) complete biweekly pay periods; and "one year" shall be construed to mean twenty six (26) complete biweekly pay periods. 10.4 Certain job classifications In the cBasslfied service, upon recommendation of the Human Resources Director and approval of the City Council shall be designated by the "S" before schedule numbers. Employees in these classifications 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. 10.5 Merit pay increases shall be granted upon approval of the Fire Chief for continued -AW meritorious and efficient service and continued improvement by the employee In the effective performance of the duties of his position. 10.51 The effective date of the merit pay increases shall be the first day of the pay period following approval as provided in ARTICLE 10.5 and completion of the minimum required service in the next lower step as provided in ARTICLE 10.1. 10.6 Newly hired employees shall normally be compensated at the lowest step of the salary schedule of the job classification for which they were hired. ANAHEIM may hire at a higher step In the salary schedule. 10.61 The provisions of this Article shall also apply to reemployed and reinstated employees. 10.7 An incumbent employee reclassified with his position to a lower job classification shall retain his regular hourly 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 regular hourly rate of pay. If the "E" step of the salary schedule of the lower job classification 1s lower than the Incumbent's regular hourly rate of pay, the regular hourly rate of pay shall be Identified as the "Y" step of the lower salary schedule. An employee compensated at the "Y" step because of a downward reclassification shall remain In the "Y" step, untii such time as his job classification is 8 assigned to a salary schedule in which the 'T" 3te15 It +.jii talent to or higher than the "Y" step, at which time the employee shall be placed In the "E" step. 10.8 An Incumbent employee reclassified with his position to an equivalent job classification shall retain his regular hourly rate of pay and his anniversary date for purposes of merit pay Increases. 10.9 An employee who Is promoted or reclassified with fits position to a higlrhi:r Job classification shall be placed in the step of the higher salary schedule that will provide a pay Increase of not less than four percent (4 %) except when the "E " step of the higher salary schedule provides a pay Increase of less than four percent (4 %), or when the "A" step of the higher salary schedule Is more than four percent (4 %) higher than the employee's current regular hourly rate 4. of pay. The employee shall be given a new anniversary date for purposes of merit pay increases In accordance with the provisions of ARTICLE 10.1. 10.91 An employee shall be placed at the entry level step in the salary range when promoted to Fire Fighter. 10.10 An employee who is demoted shall be placed in the step of the lower salary schedule that will provide a reduction in pay of not less than four percent (4 %). The employee shall be given a new anniversary date for purposes of merit pay Increases In accordance wi.:h the provisions of ARTICLE 10.1. 10.11 An employee in a job classification 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. 10.12 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 Articles of this Memorandum, and shall take place In the following order of precedence: (1) adjustment to same salary step In newly authorized salary schodule;.(2) merit pay advancement or reduction in salary step; (3) promotion, demotion, or reclassification. E ARTICLE 11 INCENTIVE PAY 11.1 ANAHEIM and the AFA agree that Incentive pay shall be In accordance with Appendix "A ". Qualifications for incentive pay shall be established by the Fire Chiet after meeting and conferring with the AFA. 11.2 ANAHEIM and the AFA agree to reopen on Incentive pay no later than February 1, 1995 with agreed upon changes to salary relationships and wages In Appendix "A" to be erfective April 1, 1995. ARTICLE 12 S ALARY E&t - !IONaLJIP$ 12.1 ANAHEIM and the AFA agree that wages for all classifications represented by the AFA shall be based on the salary relationships shown below: CLASSIFICATION Fire /Arson Investigator I (closest 40 hour rate) COMPUTATION, 1.125 x Fire 'Fighter I rate Fire Captain t rw' Fire Engineer I Fire Fighter I Sr. Fire /Arson Investigator I (closest 40 hour rate) Level II's Level III's Level IV's 1.50 x Fire Fighter I rate 1.125 x Fire Fighter I rate 1.00 1.30 x Fire Fighter I rate 1.025 x Level I rates 1.050 x Level I rates 1.075 x Level I rates 10 Paramedics Assignment Hazardous Materials Assignment Firefighter Fire/ Arson investigation Assignment ARTICLE: 13 15 x Fire Fighter I "E" Stop 13 x Fire Fighter I "E" Step .13 x Fire Fighter I "E" Step HOURS FQ WQR K_ANp_PA -PAY 13.1 The average, regular work week for employees in the ciassifled service In classifications in Appendix "A "; with the exception of certain designated personnel In Fire Suppression shall be forty (40) hours. 13.11 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. 13.2 The regular work schedule for certain designated personnel in Fire Suppression shall be eight (8) twenty four (24) hour shifts In a twenty four (24) day cycle. The average work week of such designated personnel shall be defined as a fifty six (56) hour work week. 13.21 For all employees with an average work week of fifty six (56) hours, the monthly rate shall be the hourly rate times 2,9 t2 divided by 12. 13.3 Regular salaries and compensation of all ANAHEIM employees shall be paid on a biweekly basis. ARTICLE '14 A TERN V 1K_ HEDIILE, 14.1 ANAHEIM and the AFA agree that an Flre,Arson Investigator of the Fire Department may work a ten (10) hour day and a forty (40) hour week. 14.11 The work day shall consist of ten (10) hours of work plus a one (1) hour unpaid lunch period. 11 14.12 The work week shall consist of ('our (4) days In each week of the biweekly pay period. Such schedule shall be worked out with Fire Department management. 14.13 Fire /Arson Investigators who perform authorized work In excess of the regular work week or work day as defined In this Article shall be compensated for such work at the rate of one and one half (1 thnes their regular hourly rate of pay. 14.14 An Fire /Arson Investigator who door, not work on those Holidays as set forth In ARTICLE 31 - Holidays shall be required to submit a vacation request for two (2) hours for each Holiday not worked, 14.15 Such alternate work schedule may be revoked by either party upon notice In writing to the other party. ARTICLE 15 ADJUS FD H'JOR.a 15.1 A regular, full -time employee In the classified service with an average, regular work week of fifty six (56) hours shall be eligible for one hundred twelve (112) hours biweekly pay when the employee Is at work or on leave with pay for all regularly scheduled work shifts during the pay period. Such employees on leave without pay shall have twenty four (24) hours deducted from the one hundred twelve (112) hours biweekly pay for each work shift not worked during a pay V period. Such employees appointed other than at the beginning of a pay period, or separated other than at the end of a pay period shall be paid for actual hours worked or a maximum of one hundred twelve (112) hours, whichever is less. ARTICLE 16 TEMPORARY OF EMPLOYEE 16.1 Temporary upgrading shall be defined asthe temporary assignment of an employee to work In a job classification which Is assigned to a salary schedule higher than his regular job classification. 12 16.2 If any employee In temporarily assigned to perform work at a lower ratad job classification, his regular hourly rate of pay shall not be changed. Such temporary assignment of work shall be made at the discretion of ANAHEIM. 16.3 All holiday, vacation, sick leave and paid leave shall be paid at an employee's regular hourly rate of pay. 16.4 ANAHEIM and the AFA agree that parallel moves maybe made within classifications or positions left vacant in order to avoid the necessity of working an employee at a higher rated job classification. 16.5 The determination of those persons qualified to work in higher rated classifications shall be established by ANAHEIM. Assignments to higher rated classifications shall be made at the sole discretion of ANAHEIM. 16.6 Under normal circumstances ompioyses who are upgraded for a minimum oftwelve (12) hours on a twenty four (24) hour shift shall normally be upgraded in the following order: 16.61 on current eligibility list for the upgrade classification 16.62 currently certified by the Fire Department for the apgrade classification 16.63 as designated by management 16.7 Employees temporarily upgraded to the following job classifications shall receive a five percent (5 %) pay differential for all time worked in the higher job classification* during normal working hours if they are assigned to work in the higher job classification for a period of four (4) working hours or longer. Employees temporarily upgraded to any of those job classifications shall receive a five percent (5 %) pay differential for all time worked in the higher job classification during other than normal working hours. Fire Captain i Fire Engineer I 16.6 Employees temporarily upgraded to a managemont job classification shall receive a five percent (5 %) pay differential or the minimum rate of the management salary range whichever is higher. 13 16.9 Upgrade to a vacant position shall he limited to six months uxcept in cases of extended leave with pay, Industrial accident leave or leave without pay. ARTICLE 17 PAYROLL_ D ED IONS `W 17.1 Deductions of authorized amounts may be made from employees' pay for the following purposes: 17.11 Withholding Tax; 17.12 Contributions to retirement benefits; 17.13 Contribution to survivors' benefits; 17.14 Payment of life insurance and accidental death and dismemberment Insurance premium; 17.15 Payment of non - industrial disability Insurance premium; 17.16 Payment of hospitalization and major medical Insurance premium; 17.17 Payment to or savings In the Anaheim Area Credit Union; 17.18 Contributions to the United Way; 17.19 Payment of membership dues to the AFA; 17.110 Purchase of United States Savings Bonds; and 17.111 Other purposes as may be authorized by the City Council, ARTICLE 18 GENERAL 18.1 It is hereby the declared personnel policy of ANAHEIM that: 18.11 Employment by ANAHEIM shall be based on merit and fitness, free of personal and political consideration. 18.12 Appointments, promotions, and other actions requiring the application of the merit principle shall be based on systematic tests andior evaluations. 14 18.13 Positions having slmiiuy ft,iS yF rn l responsibilities shall be classified and compensated on a uniform baste. 18.14 Tenure of employees shall be subject to good behavior, satisfactory work performance, necessity for the performance of work, and the availabiilty of funds. 18.2 Any action concerning an employee's status of employment shall be proses „ad on a Personnel Action Form. Such status shall become effective upon action by a manatioment employee who has responsibility for authorizing such action. All full -time employees shall moolve a true copy of any personnel action taken concerning their status of employment. }, 18.3 Job Bulletins regarding classifications represented by the AFA shall be stint to the AFA during recruitment periods. 18.4 ANAHEIM shall be the sole judge of the testing, qualification and acceptance procedures of all applicants for employment and promotion and ANAHEIM retains the sight to reject any applicant for employment; PROVIDED, HOWEVER, that no test or qual'aficatlon procedures utilized by ANAHEIM or refusal to accept for employment shall be done to discriminate for or against an applicant because of union or nonunion 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. 18.5 ANAHEIM agrees to announce the procedure and weighted value of each test that Nup” will be utilized of each formal promotional examination sixty (60) or more days In advance of the last day to apply for any promotional recruitment. ANAHEIM agrees that promotional examinations will not be scheduled between June 15th and September 15th. 18.6 ANAHEIM and the AFA agree that minimum qualifications for promotional examinations will be as designated by the Human Resources Director after consultation with the Fire Chief and that minimum qualifications of candidates applying for promotional examinations will be met by the last day to apply. i5 I'ii t1'ft✓1�tti , Y �; APPOINTE -MQ Q1LO N j 19.1 Appointments and promotions shall tie 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 seloction techniques which will, In the opinion of ANAHEIM, test fairly the qualifications of candidates. 19.2 Minimum standards of empioyment for tzach job classification shall be established by ANAHEIM. 19.3 Vacancies in positions above the entry level shall be filled by promotion whenever one or more qualified candidates are available, oxc:ept whon a qualified, work disabled employee Is placed in such position according to the Vocatirinal Rehabilitation Administration Regulation. Promotions shall be on a competitive basis except whan 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' qualification, record of performance, and seniority, in that order. 19.31 Advancement to a higher paid job classification shall constituter a promotion. 19.32 Employees promoted to Fire Engineer shall be placed In the "E" step of the salary schedule, Inn 19.4 Examinations for appointments and promotions shall be in such form ag, 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, 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. 19.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job classification. At such times as a Eire Department management evaluation is included in the establishment of a promotional eligibility list, the list 1s shall rank the eligible candidates in the order of, final evaluation, and appointment from that list shall normally follow rank order. 19.6 The Fire Chief, with the concurrenco of the Human Resources Dirortor, may order names removed from an eligibility list for good and sufficient reasons. 19.7 In the absence of appropriate employment lists, a provisional appointment may be made by ANAHEIM of a person meeting the minimwt3 qualifications for the position. An eligibility list shall be established within six months for any regular, full -tame position filled by provisional appointment. In the event that any provisional appointee fails to quality on the .aligibility list as established within six months of his provisional appointment, said provisional appointee shall have his employment terminated at the close of the first complete biweekly pay period following the establishment of the eligibility list. 19.8 Appointments to certain grant funded positions n a designated by the City Manager may be made without competitive examinations and /or evaluations. Such appointments may be made by ANAHEIM. In the event that a grant funded appointee fails to complete Gampatltive examinations and /or evaluations and Is not appointed to a City funded position during his period of employment under the grant, said grant funded appointee shall be terminated from ANAHEIM employment. ARTICLE. 20 EMPLOY LJ.STS 20.1 Employment lists, In order of their priority, shall be reomployment INts and eligibility lists. 20.2 Eligibility lists shall be created in accordance with the provisions of ARTICLE 19 - Appolntments and Promotions. 20.21 Eligibility lists may contain the names of one or more persons eligible for employment, 17 20.22 Open competitive el;glbllity fasts 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 'he extended by the Human Resources Director for a period root to exceed one (1) additional year. 20.23 Promotional eligibility lists shall remain in effect for a period of truo years or until depleted. ARTICLE 21 j?R EATiQ?! 21.1 Employees appointed from eligibility lists, reinstated employees and employees reassigned according to the Vocational Rehabilitation Administration Regulation, shall be subject to a period of probation. The regular period of probation shall be thirteen (13) complete biweekly pay periods with the exception of the Fire Fighter I classification who shall have a regular period of probation which begins on the date of appointment and ends twenty six (20) complete bivtookly pay periods after completion of recruit training. 21.11 In the event an employee Is assigned to light duty status or Is absont 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 %111W complete biweekly pay period assigned to light duty status or is absent duo to such Illness or injury. 21.12 Upon successful completion of a probationary period, an employee shall be granted regular status In the classification In which the probationary poriod Is served. 21.2 The work and conduct of probationary employees shall be subject to close scrutiny and evaluation, and, if found to be below standards satisfactory to the appointing authority, the Fire Chief may reject the probationer at any time during the probationary period. Such rejections 18 shall not be subject to review or appeal unlass such a rejection Is alleged to be contrary to the provisions of any state or federal laws. 21.21 An employee rejected 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. 21.3 An employee shall be retained beyond the end of the probationary period only If the Fire Chief affirms that the services of the employee have boon found to bs satisfactory. ARTICLE 22 OUTSIDE FMPL_ -QN NT 22.1 An employee may engage in employment other than his job with ANAHf W, If ;he Fire Chief determines that such outside employment does not interfere with the performance of assigned duties and does not constitute a conflict of intereet. ARTICLE 23 S ERVIC E AWARDS 23.1 Service awards, in the form of service pins or the equivalent, shall be presented NOW 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. MI.] C' Such a service award shall also be presented tv any employed upon his retifownM. 23.11 For purposes of this Articie, the torm "years of servict6" shall be definod as continuous, full -time service. ARTICLE 24 Y9A1NLN 24.1 The Human Resources Director shall encourage the improvement of service by providing employees with opportunities for training, including training for advancement and for general fitness for public service. 24.11 Reimbursement to employees for costs incurred for formalized lialning shall be in accordance with regulations established by the City Managor„ 24.12 ANAHEIM agrees to pay the difrorence between Class 'B" and "'C" Drivers License in the evert a Class "b" license is state or dispaernent mandated and the employee rccelves such license after January 1, 1930. 24.13 ANAHEIM agrees to pa; $206 for each Paramedic He.cort'ification vompletod on or after July 6, 1990. V ARTICLE 25 SALARY S REDt! TI Pi, LJSPFNSICSN,!;E!&OrIrIQ Ai30'DI�llfil SF t, 25.1 The tenure of every empioyeu Shall be conditioned on good behavior and satisfactory work performance. Any employee may he suspended, demoted, or dismissed for good and sufficient cause. 25.2 When In the judgment of file Fire Chief, an employee's work performanca of conduct justifies disciplinary action short of dnmotloo or dismissal, the ompioyee may be: 20 25.21 Suspended without pay, Jp*n taking such action, the FWi Chief shall file with the employee and the Labor Relations Director a written notification containing a statement of the substantial reasons for the action. No employee shall bo suspended for more than six months at any one time. 25.22 Reduced by one or more salary steps on the basis of unsatisfactory work performance or conduct. The employee may be returned to his former salary step at such time as doomed appropriate. 25.3 An employee may be demoted or dismissed upon of a Battalion Chief, whenever, in the judgment of the Battalion Chief, the employee's work or misconduct so warrants. Upon taking such action, the Fire Chief shall file with the employee and the Labor -%W Relations Director a written notification containing a statement of the substantial reaz(ms for tha action and the effective date of the action. 25.31 Employees In classifications listed In Appendix 70 may be placed on administrative leave with pay at the discretion of 'Fire Department management with the concurrence of the City Manager when the best Interest of ANAHEIM is served by keeping employees suspected to have engaged in misconduct away from the work place. 25.4 An employee may appeal disciplinary actions under provisions of :Article 58, Grievances General `NNO" 25.5 When an employee is dismissed as provided in the Article, ANAHEIM and the AFA agree to the following accelerated procedure under the provisions of Article 57, Grievance Procedure; 25.51 ANAHEIM and tho AFA �groe that only one Post Skelly hsaring by the appropriate Executive or Administrative Manager shall be hold. This hearing shall be held within ton working days after the dismissal is grieved unless mutually extended. 21 25.52 If the grievance Is t!ae,p peNted to Third Step to be submitted to an Impartial arbitrator for a final and binding decision, ANAHEIM and the AFA agree to: 25.521 Develop a standing fast of mutually approved arbitrators. 25.5211 This list shall include no more than five mutually approved arbitratore. 25.5212 ANAHEIM and the AFA agree to re- establish the list of arbitrators once each yoarin January. yr 25.5213 ANAHEIM and the AFA my remove arbitrators trkwo this list at anytimo. 25.522 Select the arbitrator from the standing list that has the oarliest, reasonable available hearing date, unless the parties mutuvHy agree to select another arbitrator from the list. 25.523 Stipulate to the following submission language when a dismissal is submitted to an Impartial arbitrator. "Was (name of employee) dismissed for good and sufficient cause? If not, what shall the remedy be ?" ARTICLE 26 LAYOFF AND REf: MFLOYM£NT 26.1 Layoff for lack of work or lack of funds shall be on the basis of an evaivatlan of qualifications, and seniority within the affected job classification and the Fire Department. 26.11 An employee whose position has been abolished due to lack of work or lack of funds shall be reassigned by the Fire Chief to any position within the Fire Department in an equivalent or lower job classification for which he meets the minimum requirements and has department canlority over other 22 employees in the jQ�, lflatytion. If the employee whose po:dtion has been abolished doss no hii s fepartment seniority over other employees In equivalent or lower classifications, he may be reassigned by the Fire Chief to any vacant position within the Fire Department In an equivalent or lower job classification, for, .which he meets the minimum requiraments. Employees so reassigned shall be placed In the salary step of the appropriate salary schedule nbsost to their regular hourly ril of pay. Employees so reassigned shall be reinstated to their farmer job classification and salary atop status when positions in their former job classification wlthln the Fire Department becomes vacant, Such reinstatement shat! he on the basis of department seniority. 26.12 Whenever an employee whose position has been abolished :annot be reassigned to a vacant position within the Fire (Department, he shall be reassigned by the City Manager to any vacant position in any other division or department in his job classification or in an equivalent or lower job classification for which he meets the minimurts qualifications for employment. If an empioyeo Is reassigned to a vacant pusltion within his job classification In any other division or department, he shall reha.In his rate of pay. If an employee is reassigned to a vacant position in an equivalent or lower job classification in any other division or department, he may be placed in any salary step of the appropriate saiary schedule that dues not provide an increase In salary. 'Employees reassigned to vacant positiwis in an equivalent or lower job classification In any other division or department shall be reinstated to their former job classification and salary step stratus when positions in their former job classification within the Fire Department becomes vacant. Such reinstatement shall be on the beisis of department seniority. 26.2 Whenever an employee whose position has been abolished is not reassigned to any vacant position, he shall be placed on the reemployment list for his job classification. persons on the reemployment list shall be reemployed with their former salary step status when positions in their job classification within the Fire Department from which they ware laid off becomes vacant. Reemployment shall be on the basis of department seniority. Nam as on reemployment lists shall remain for a period not to exceed one (1) year. 23 26.3 Whenever an employee Is rs uyttgti fa x vacant position In the same classification, an equivalent classification, or lower classification as heroin provided, he shall retain the same anniversary date for purposes of merit pay Increases. 26.4 Whenever an employee Is relnrtemd to a vacant position In his former job classification, or reemployed as herein provided, he shall be given a new anniversary date for purposes of merit pay increases in accordance with the provisions of ARTICLE 16- Appropriate Salary Step. 26.41 An employee reinstated from the reemployment list shall be conc,id,,ared to have continuous service and may be credited with ktu7 ,amount of accumulated sick le - uvo he had accrued at the time of layoff, if bu siects to remit to ANAHEIM any payment received under the provisions: oi,AFITICLE *AW 36, Sick Leave. 26.5 The AFA agrees that ANAHEIM may amend this Article without further dl,acusslon with the AFA. Notwithstanding the amendment specified above, ANAHEIM and the AFA agree that ANAHEIM will notify the AFA of any pending layoffs which affect employees, In the classifications set forth In Appendix "A ". The AFA shall have the right at that time to request meet and ccnfel meetings for the purpose of determining layoff procedures to be used. 26.6 The provisions of this Article ,hall apply only to regular, full time amployea s in the classified service. Employees appointed to certain grant funded positions as dosignated by the City Manager under ARTICLE 19.8 and probationary employees shall be oxcludod from the provisions of this Article. ARTICLE 27 TRA!q-yQEF1 27.1 A change of an employee's place of employment from one department to another shall be considered a transfer. A transfer shah be initiated by request of the employee. 27.11 A transferred employee nhall retain his regular hourly rats of pay and his anniversary date for purposes e' merit pay increases. 24 y 27.12 In order to be transferred to a rob ciasslfloation witig minhnum standards of employment substantially diffaront from those of his own job classification, an employee shall be required to demonstrate his uAgIbIlity for empicyanant in accordance with the provisions of ARTICLE 18 - a.lspointman3s; and Promotions and shall sorvo a nrw probationary period in accordance with the provisions of ARTICLE 21 - Probation. 27.2 Transfers for the betterment of employees and the best Interests of ANAtfM , shall be encouraged by all echelons of management. ARTICLE.. 28 REI 28.1 An employee who terminates his employment In good standing may be reinstated to a vacant position In his former job classification within three (3) years of has termination date without going through the competitive processes. 28.11 An employee reinstated within thirty (30) days of his tea mination 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 torminaaion. 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 now anniversary date shall q%W be the first day of the next biwerkly pay porlod followlnrg rainstatoment. 28.12 An employee reinstated after thirty (30) days of his terin� nation date may be considered to have broken service for purposes of salary step status, and shall be considered to have broken service for ail other employee benefits. 28.2 An employee may be reinstated under the provisions of tho Vocational Rehabilitation Administrative Regulation to any vacant position for which he meets the minimum qualifications. 28.3 The provisions of this Article shall apply to reguiar, full -time employees. 25 A;T" 1_iCG MAUNTAR`L4EMOE N 29.1 If an employee takes a voluntary demotion as a result of a downward reclassification of his position, his salary step status shall be in accordance with qhe provisions of AR'rICLE 10 - Appropriate Salary Step. 29.2 Voluntary demotions as a result of Impending layoff shall be In accordance vAlh the provisions of ARTICLE 26 - Layoff and Reemployment. 29.3 An employee may request a voluntary demotion for any reason. %uch a voluntary demotion shall require the approval of ANAHEIM. An employee taking such a voluntary demotion may be placed In any salary stop of the appropriate salary schedule that doss 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 10 - Appropriate Salary Step. 29.31 Voluntary demotions in accordance with the Vocational Rehabilitation Administration Regulation shall be In accordance with the provisions of ARTICLE 29.3. 29.4 An employee who has taken a voluntary demotion to a lower job classification may be reinstated to a vacant position in his former job classification within three (3) years of the effective date of the voluntary demotion without requalifying by competitive processes. ftw' 29.41 An employee reinstated to his former job classification from a voluntary demotion shall retain his regular hourly rate of pay. If his regular l.ourly rate of pay Is not Included In the salary schedule of his former job classification, he shall be placed in the salary step of that salary schedule wWch Is closest to his regular hourly rate of pay. He shall retain his anniversary date for purposes of merit pay increases; however, if he is placed In the "P" or "C" step of the salary schedule, he shall be eligible for a merit pay increase after thirteen (13) complete biweekly pay periods or his regular anniversary date, whichever Is sooner. 26 BEFi[l 9.EAVE 30.1 In the event a death occurs In the immediate famliy of a full -time 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 iolative by blood or marrlage who Is a member of the employee's household, under the same roof, and any parent, foster parent, stepparent, spouse, child, brother, or sister of the employee, or any parent, foster parent or stepparent of the employee's spouse, regardless of residence. 30.2 In the event a death occurs among other family members of an employee, the employee shall be granted bereavement leave with pay for up to a maximum of eight (8) working hours. Other family members shall be defined as grandparent, grandchild, daughtar- In-law, NOW son-in -law not under the same roof of the employee, and any grandparent, grandchild, child, brother, or sister of the employee's spouse, regardless of residence. 30.21 Employees assigned to Fire Suppression (56 hour) shall be granted Bereavement Leave with pay for up to one regularly scheduled shift for each occurrence among other family members. 30.3 Bereavement leave may be used only at the time a death occurs, or to make burial arrangements and /or to attend funeral or memorial services. ARTICLE 31 N Li DAya 31.1 The following days shall be recognized as holidays, and regular full -time employees in the classified service with an average, regular work week of forty (40) hours shall have these holidays off with pay: January 1st, Now Year's Day Third Monday in January, Martin Luther King's Birthday Third Monday In February, President's Day Last Monday In May, Memoriai Day 27 July 4th, Independowcd 'bay First Monday In September, Labor Day November 11, Veterans 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. 31.2 The following days shall be recognized as flexible holidays; and regular, full -time employees in the classified with an average, regular workweek of forty (40) hours shall accrue additional paid vacation In accordance with ARTICLE 37.1 In lieu of having the following holidays off with pay. Good Friday September 9, Admission Day Employee's Birthday 1/2 day Christmas Eve Day After Christmas 31.3 In the event that any of the above holidays fall on an employee's schodapied day off, said employee shall observe the preceding work day or the following work day as schodulod by the Fire Chief to provide maximum regular service to the public. 31.4 Employees may be required to work on any of the above holidays or days cbses'ved in lieu of those holidays. Any forty (40) hour employee required to work on any of the above holidays or days observed In lieu of those holidays shall receive additional compansatlon equivalent to one and one half (1%) times his regular hourly rate of pay. Employees In the following Job classifications shall be exempt from the provisions of this Article. Fire Captain I Fire Captain Il Fire Captain 111 Fire Captain IV Fire Engineer I Fire Engineer 11 Fire Engineer III Fire Engineer IV Firefighter I Firefighter II Firefighter III Firefighter IV 28 31.5 A fifty six (56) hour employee, In any of the fire Department job classifications listed In ARTICLE 31.4 shall receive additional compensation equivalent to 1/1011v of his regular, biweekly compensation for each holiday listed in ARTICLE 31.1., and for February 12th, Lincoln's Birthday and September 9th - Admission Day. Employees In these, classifications shall have the option to accumulate 11..2 hours per holiday. Under this option, any hours accrued will be paid off at the employee's regular hourly rate of pay ;:is et the Pnd of the pay period Including October 1st. Selection of the holiday option shall bo made on September 1st of each year. No csnployes who Is on suspension or unpaid leave of absence during a holiday pay period shall receive additional compensation or accumulate hours during that pay period. 31.51 An employee who Is on an approved Industrial Accident Leave of absence shall receive additional compensation In accordance with the provisions of ARTICLE 31.5. 31.6 In order to be eligible for holida y pay, a forty (40) hour employee must be either at work or on a paid leave of absence on the regularly scheduled work day Immediately preceding the holiday or day observed in lieu of the hoiiday and the regularly scheduled work day Immediately following the holiday or day cbsarved In lieu of the holiday. 31.61 No forty (40) hour employee who Is on suspension or unpaid leave of absence on eitherthe regularly scheduled work day Immediately preceding or Immediately following the holiday or day observed in ileu of the holiday shall receive compensation fos° said holiday or day observed in lien of the v holiday. ARTICLE 32 INDUSTR A CCIDE NT LEAVE 32.1 ANAHEIM will provide employees with Industrial Accident Leave as required by law. 29 lLTY r,h1[t_+_QUFtswJ? MQE!j 33.1 In the event a regular, full -time employee in the cuss fled service Is duly summoned to any court for the purpose of performing jury duty, he shall receive his regular hourly rate of pay for any regularly scheduled working hours spent in actual pertormapme of such service, 33.11 Whenever an employee Is duly summoned to appear as a witness, except where the eoreployce is a litigant or a defendant in a criminal case or any action brought about as a result of his own misconduct, he „halt iscelve his regular hourly rate of pay for any regularly scheduled working hours spent In actual performance of such service. 33.12 Employees recelving 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 34 LEAVE WIIHS2 pAY 34.1 Any employee who is absent from viwk and who Is not ors pald ;save thrie shall be considered to be on leave without pay. 34.11 Regular, full -time employees In the classified seivk o with an average, regular work week of forty (40) hours shall receivo no compensation and shall accumulate no vacation or sick leave wiillo on leave wltis ut pay. 34.12 Regular, full - time employees in toe classified service with an avor.age, regular work week of fifly .six (56) hours shall receive no compensation and shall accrue no paid leave while on leave without pay. 34.13 An employee who has need to be absent from work and who is not eligible for paid leave time may request to be placed on ieave without pay. Leave without pay for a period not to exceed forty (40) working hours may be 30 granted by the amployee's tuition Chief.. Leave without pay In vxcass of forty (40) hours up to a maxinjum of six (6) months shah require the approval of the Firo Chiof. 34.14 In the event that leave without pay Is granted an employee for reasons of Illness or physical Incapacity due to illness or Injury, ANA3fEW shalt continue to pay for any hospitalization and major medical insurance previously paid for by ANAHEIM for a maximum of six (6) cornploto months. ANAHEIM shall waive the payment of employee premiums for any ANAI-MIM sponsored medical, denW and life Insurance benofit plans fora maximum of six (6) complete months. 34.15 An employee who Is absent from work in excess of six !6) monttIF on leave without pay shall be separated from ANAHEIM service. 34.16 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 Suave was In excess of two (2) complem biweekly pay periods, the employee's anniversary date for purposes of merit pay Increasoo shall be changed to conform with the provisions of ARTICLE 10- Appropriate aalary Stop provided that he roturns to it position In a lower job classificatic,n, his salary step status shall be determined In accordance with the prow +slons of ARTICLE 29 - Voluntary Uamotion. 34.17 An employee considered exempt under ARTICLE 40 - Fair Labor .standards Act, shall be granted paid time off to provide full pay for any' d ray when insufficient accrued leave time Is available to cover flee remainder of the day. 31 ARTICLE 35 MILITARY LEAVE 35.1 ANAHEIM'S policy relating to military leave and compensation, therefore, shall be In accordance with the provisions of the Military and Veterans Code of the State of California, and with all Federal provisions (Public Law 93 -508). ARTICLE 36 L I1 1 HEAVE 36.1 Regular, full -time employees in the classified service with are avoragu. regular work r , week of forty (40) hours shall receive annual sick leave with pay In accordance with tho following provisions: 36.11 An employee shall accrue paid sick leave at the rate of three (3) hours for each complete biweekly pay goriod. 36.12 Paid sick leave shall continue to accrue In accordance with the above provisions during any period of leave with pay except that employees who remain on Industrial Accident Leave after exhausting State mandated 4850 benefits shall accumulate no sick leave. 36.13 1 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', shawl receive maximum corrtpehsaCon 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 ana his regular basic rate of pay. 36.14 An employee shall have one hall ( hour deducted front his accrued sink leave time for each ens half (12) hour of sick leave taken. An employee with a regular work day of eight (P,) hours shall have eight (8) hours deducted 32 from his accrued slru i Nl . jw each regularly schoduted working day that he Is on paid slck leave. 36.15 The minimum amount of nick 7eNaa that may be taken at any given time shall be one half ( hour, 36.2 Sick leave that is accrued, but not taken, shall be accumulated. 36.21 An employee shall be paid at his regular hourly rate of pay for all hours accumulated beyond one hundred seventy five (175) in each calendar year. Payment shall be made in Jamiwy of each year. or upon the employee's termination of employment for any reason. A maximum of ono hundred seventy five (175) hours shall carry over from year to year. 36.22 ANAHEIM shall pay to an employee upon the employee's termination of employment due to retirement In accordance with Article 54 or layoff in accordance with Article 26 all hours accumulated up to the maximum of one hundred seventy -five (175) hours that may be carried over from year to year. If an employee dies vihile employed, ANAHEIM shall pay to his /her beneficiary, as designated by the Public Employas's F?etiremant System records, the cash equivalent of all hours accumulated up to the maximum of one hundred seventy -five (1 75) hours that may be carried over from year to year, 36.3 An employee who has completed sir, (6) months as a regular roll time employee and Is continuously and totally disabled for more than one (1) calendar month, shall recoivo a disability benefit of net sixty percent (60 %) of his base rate of pay after withholding taxes, and less deductible benefits. Such disability benefit shrill continue during total disability up to a maArnum of six months from date of disability. 36.31 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. 33 36.32 Total disability means an employee's complete inability to engagA In his regular occupation. 36.33 Benefits are not payable tiniess„ „the employee is regularly seen and treated by a licensed physlclbn or medical practitioner who certifies to the continuing disability. 36.34 ANAHEIM shall waive the payment of employee premiums for any ANAHEIM sponsored medical, dental and life Insurance borofit plans during any biweekly pay period during which short term disability benefita are paid. 36.4 In the event that any paid holiday occurs during a period when auy employes 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 schedWed to work. 36.5 An employee eligible fot paid sick leave shall be granted such leave for the following reasons: 36.51 Illness of the employee or physical incapacity of the employee due to Illness or injury. 36.52 Enforced quarantine of the employee In accordance with community health regulations. 36.53 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 Battalion! Chief or the Fire Chief and will be granted In accordance with the best Interest of the Fire Department. 36.54 Temporary disabilities caused by pregnancy slid childbirth. 36.55 Illness of the employee's imnnedb4a family. 34 36.6 An employee who cannot perform his; assigned duties due tc illness or physical Incapacity shall Inform his Battalion Chief of the fact and the reason therefore as soon as possible. Failure to do so within a reasonable thne may be caarse''+ denial of sick leave with pay. 36.7 In the event that an employee is absent on sick leave In excess of twenty four (24) consecutive working hours, the Fire Chief 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. 36.8 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. , 36.81 An employee who has more than ten (10) years of continuous City service may elect once each calendar year to receive all or a pertion of his Employee Sick Leave Trust Fund amount. When requested, such p; y; nwrts may be diverted to the ompioyea's deferred compensation sccount, within the limits established by law, or paid by separale check subject to standardized withholding taxes. when partial payment is requested, the amount shall not be less than twenty five percent (25`YA) of the balance, and a maximum of four such partial payments shall, be allowed, with the fourth payment paying the entire remaining balance In the account. %r✓ 36.82 Not withstanding, the provisions of this Article, an omployee may alect to transfer his Interest In the Sick Leave Trust Fund to one of the deferred compensation providers offered by ANAHEIM whon such employee Iswithin three (3) years of anticipated retirement. Such transfer of Interest Is forfeitable to ANAHEIM in the event the employee terminates employment for any reason (other than death, layoff or retirement) prior to accruing five (5) years of continuous City service and attaining age 50. 36.9 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: 35 36.91 All periods of total disability must be due to the Lame cause or causes; and 36.92 All recurring periods of total disability that qualify as one period of continuous total disability for the Insured LTD plan, shall quality as one period of continuous total disability for the ANAHEIM Disability Plan and shall not require a new one month waiting period before ANAHEIM Disability Benefits will be paid; and 36.93 Commencement of the benefit period for the insured LTD plan shall automatically terminate benefits from the ANAHEIM Disability Plan. ARTiCLE 37 !JACATION 37.1 Regular, fall -time employees in the classified service with an average, regular vrork weak of forty (40) hours shall receive annual vacation with pay to accordance with the following provisions which Include vacation earned at the rate of one (1) hour for each completo biweekly pay period, In lieu of the designated flexible hrlidsys outlined In ARTICLE 3 i.2. 37.11 An employes shall accrue vacation time with pay In accordance, with the following provisions: 37.111 For the first four (4) years of continuous, full -time service such employees shall accrue paid vacation st the rata of four (4) hours for each complete biweekly pay period plus two (2) hours of pal:± vacation at the close of the final complete biweekly pay period of each fiscal year ('106 hours or 13.25 working days per year). The maximum amount of vacation that may be accumulated shall be one hundred ninoly (19C) hours. 37.112 Upon compi9tion of four (4) years of contlnur)us, full -time service, such employees shall ai ;cruo paid vacation m the rate of five (5) hours for aach complete 'biweekly pay period (130 hours or 16.25 36 j ,,,, y , . m,... r- working days Fier year), The maximum aroow t of vacation that may be accumulated shall be two hundred tody (240) hours. 37.113 Upon completion of eight (8) years of continuous, full -time service, such employaes shall accrue paid vacation at the ,rate of six (6) hours for onrh complete biweekly pay period (155 hours or 19.5 working days per year). The maximum amount of vacation that may be accumulated shall be two hundred nlnoty (290) hours, 37.114 Upon completion of fourteen (14) years of continuous, full -time service such employees 9"11 accrue paid vacation at the rate of seven (7) hours for sack complete biweekly pay period (162 hours h.d or 22,75 working days per year). The maximum amount of vacation that may be accumulated shall be three hundred forty (340) hours. 37.115 Upon completion of nineteen (19) years of continuous, full -tlme service, such employees :,hall accrue paid vacation at the rate of eight (8) hours for aach complete biweekly pay period (208 hours or 26 worldnR days per year). The maximum amount of vacation that may he accumulated shall be three hundred ninety (:90) hours. 37.2 Paid vacations shall continue to accrue In accordance with the provisions of ARTICLE 37.11, during any period of leave with pay, except after exhausting State rnararfated 4850 benefits an employee shall accumulate no vacation. All vacations shall be scheduled and taken rte+ in accordance with the best Interests of ANAHEIM and the Fire Department. 37,3 Employees in classifications listed in Appendix "A ", employed during the first pay period In July 1994 (July 1, 1994 through July 14, 1994) shall accrue fifty-two (52) hours of vacation during that pay period in addition to their regular accrual. An employee who retires on or after January 1, 1994 and prior to December 31, 1995 who has elected to receive three years of additional Anaheim service credit in accordance with Article 55.1454 shall have fifty -two (52) hours of vacation or the equivalent value in cash deducted during their last tray period at work. 37 37.4 An employee shall be eligible trcirn wusssi 17, 1994 to September 22, 1994 to request to be compensated at his or her regular hourly rate of pay for all or a purtioo of vacation hours accrued but not taken, subject to the following provlsions. 37.41 An employee's requvat la subject to the approval of the employee's department head. 37.42 Requests submitted during any bi- weekly pay period shall be tr<risl on the payday for that pay period. 37.43 A maximum of one (1) such payment shall be allowed.. 37.44 When requested. such payments may be diverted to the omployee's Deferred Compensation account, within limits estahiishrsd by law. 37.5 An employee on an approved 4850 leave shall accrue and%or w..'hedule vacation In accordance with the following: 37.51 When disability and accrued vacation occur concurrently, payment In lieu of vacation will be made biweekly for any vacation accrued during an approved 4850 leave. 37.52 When disability and scheduled vacation occur concurrently, the prevlously scheduled vacation will be s:ancelled. 37.6 The minimum amount of vacation that may be taken at any given time shall be one half ('h) hour. 37.61 The maximum amount of vacation that may be taken at any given ihne shall be that amount that has accrued to the employee concerned. 37.62 An employee shall be ellgiLls to take any accrued vacation upon completion of thirteen (13) complete biweekly pay periods of full -time service. 01 37.63 Each employee shalt havo one half ( %) hour deducted from his accrued vacation time for each one half (112) hour of vacation taken. Vacation which Is accrued, but not taken, shall be accumulated. 37.7 Upon termination, an employee shall be compensated at his regular hourly rate of pay for any vacation accrued but not taken, provided that he has successfully completed t1ildeen (13) complete biweekly pay periods of full -time service. 37.8 In the event that any recognixad holiday occurs during any employee's vacation, the holiday shall not be charged against the erployee'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. 37.9 An employee shall be eligible on an annual basis to be compensated at his regular hourly rate of pay for up to one (1) week (40 hours) of vacation accrued but not taken, subject to the following provisions: 37.91 A minimum of eighty (80) hours of vacation must have been used during the previous payroll year. 37.92 An employee's request for annual vacation payoff, shall require the approval of the Fire Chief. 37.93 Payment shall be made in January of each year. ARTICLE 38 PAID LEAVE I RQaRAR1 38.1 ANAHEIM and the AFA agree to establish a paid leave program for regular, full -time employees in the classified service with an average, regular work week of fifty six (56) hours In accordance with the following provisions: 38.11 Employees shall accrue paid leave time fn accordance with the following conditions: 39 38.111 For the first foor'(4) years of continuous, full -time service, such employees shall accrue pald leave at the rate of 9.75 hours for each complete biweekly pay period (253.5 hours or 10.5625 shifts per year). 38.112 Upon completion of four (4) years of continuous, full -time service, such employees rhafl accrue paid leave at the rate of 10.5 hours for each complete biweekly pay period (273.0 hours or 11.375 shifts per year). 38.113 Upon completion of eight (8) years of continuous, full-time service, such employees shall accrue paid leave at the rate of 12.0 hours for each complete biweekly pay period (312.0 hours or 13.0 shifts per year). 38.114 Upon completion of fourteen (14) years of continuous, full -time service, such employees shall accrue paid leave at the rate of 1:9.25 hours for each complete biweekly pay period (344.5 hours or 14.3542 shifts per year). 38.115 Upon completion of nineteen (19) years of continuous, full -time service, such employees shall accrue paid "save at the rate of 14.75 hours for each complete biweekly pay period (361.13 hours or 15.9792 shifts per year). 38.2 Employees In classifications listed in Appendix "A ", employed during the first pay period in July 1994 (July 1, 1994 through July 14, 1994) shall accrue seventy -two (72) hours of paid leave during that pay period In addition to their regular accrual. An employee who retires on or after January 1, 1994 and prior to December 31, 1995 who has elected to receive three years of additional Anaheim service credit In accordance with Article 55.1454 shall have seventy -two (72) hours of paid leave or the equivalent value In cash deducted during their last pay period at work. 40 38.3 An employee requesting paid lvkA +a liroa for an absence, from work an a result of 0 any injury or Illness which comes under the State California Worker's Compensation Insurance and Safety Act after eligibility for Industrial Acaldent Leave has ended shall receive maximum compensation from ANAHEIM in an amount equal to th; difference between temporary disability payments mandated by the State of California Worker's Compensation Insurance and Safoty Act and his regular basic rate of pay. 38.4 Paid leave time shall contlnue to accrue In accordance with the ;above provisions during any period of leave with pay except that employees who remain cn Industrial Accident Leave after exhausting State mandated 4850 benefits shall accumulate no paid leave Limo. 38.5 Paid leave time In excess of three (3) consecutive work shifts shalt require the prior N authorization of the Fire Chief or a certification from a licensed medical practitionev that the employee is disabled and unable to work. Paid leave time for reasons other than illness or injury shall be scheduled and taken in the bast interests of ANAHEIM and the Fire �)epartmant. Failure on the part of the employee to comply with these requirements may be considered grounds for disciplinary action. 38.6 An employee shall have one half (' /z) hour deducted from his accrued uaki leave time for each one half (' /z) hour of paid leave time taken. 38.7 The minimum amount of paid leave time that may be taken at any time Is one (1) hour. 38.8 The maximum amount of paid leave time that may be taken at any timo shaii be that amount that has accrued to the employee. 38.9 An employee who utilizes paid leave time under the provisions of this article shall Inform their immediate supervisor of the fact and the reason as soon as possible and shall ensure that their position is manned in accordance with Fire Department operating policies. 38.10 In the event that an employea loaves work during working hours and Is placed on paid leave time prior to the close of the work day, such paid leave time shall be calculated to the nearest hour. 41 38.11 Paid leave time which Is aer }dp, Li ) net token shall be paid undor the following conditions: 38.111 Upon termination, the employee shall be paid for all I ouvs . ccrued but not used In excess of two hundred !orty five (245). In the, ovsnt the employee retires from ANAHEIM service, all hours accrued but not used shall be reported as unused sick leave for additional service credit In s.cordance with the contract between ANAHEIM and the Public 'Employees Aollrement System, or, at the option of the employee, paid in -,ash at the employee's regular hourly rate of pay. *✓ 38.112 An employee shall be pall at his regular hourly rate of ;gay for all paid leave time hours accrued but not used In excess of three hundred fifty (350) hours (or at the employees option in excess of seven hundred fifty (750) flours) in each calendar year payment shall be made in January of each year. 38.113 An employee may be paid at his regular hourly rate of pay for all or a portion of paid leave time hours accrued but not used in excess of two hundred forty five (245) hours upon submission of a written and signed request to the rinance Department, Payroll Offico„ Requests submitted during any bl- weekly pay period shall be paid on the payday for that pay period. A maximum of four such payments shall be allowed each calendar year. When requested, such payments may be diverted to the P,mployes's Deferred Compensation account, within limits established by lamv. 38.12 In the event an employee's work schodule changes from a forty (40) hour assignment to a fifty -six (58) hour assignment, the paid leave account shall be established as follows: 38.121 Sick leave and vacation hours accumulated shall be added together, multiplied by the ratio of 56/40 (1.4), and rounded to the next highest whole hour. 42 38.122 The employee's paid leave accaunl: shall be credited with the Sours resulting from this calculation and shall be immediately available for use. 38.13 In the event an employee's work acieaduie changes from a fifty aN (5.6) hour assignment to a forty (40) hour assignment, paid leave time accrued but not taken shall be converted as follows; 38.131 Hours In the employee's paid leave time account shall be voduced by multiplying the balance by the ratio of 40/56 (.7143) rounded to next highest whole hour. 38.132 The employee's account balance for sick leave with giaay shall be reedited <„ with all hours to a maximum of or;a hundred seventy live (175) and shall bo available for Immediate use. 38.133 The employee's account balance for vacation with pay shalt be credited with any hours remaining and shall be immediately available for use.. 38.14 Paid leave time shall be used under the provialons of thh; Articte for absences as the result of a nonoccupational illness or Injury for up to ten (10) reg;.0arly scheduled nv *ek shifts per occurrence. In the event such an absence exceeds ten ('10) rogularly saaheduled warl; OMs, an employee may, at his option, use accrued paid leave time In lieu of Ilia dls.4i: r ity banofit described in ARTICLE 38.114. When exercising such an option, the ramployes shall exthaust all accrued paid leave time prior to receiving any disability benefit for the remainder s4 the "a'f't) benefit period. 38.15 An employee who Is continuously and totally disabled for more than tell regularly schedule work shifts shall be eligible to receive a disability benefit of not sixty percent (60%) of his 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 (6) months trom date of disability. 38.151 Deductible benefits include salary or other compensation paid by any employer, Worker's Compensation Act, or similar lain including benefits for partial or total disability, whether permanent or temporary if benefits being 43 received are for the uurient disabling condition; a pgnnion plan toward which ANAHEIM contributed. 38.152 Total disability mecns ran. arnp;oyee`s complete inability to engage In his regular occupation, 38.153 Benefits are not payablo unless the employee Is rej,ularly seen and treated by a licensed physician or medical practitioner who certifies to the continuing disability. 38.16 If two or more periods of total disability occur during a specific sir, month elimination period for the Insured LTD plan, all such > ariods shall bo considen..ad as vine period N...% of continuous total disability under the following conditions 38.161 All periods of total disability must be due to the same caaise or causca; and 38.162 All recurring periods of total disability that quality , a s one period of continuous total disability for the insured LTD plan, shall ,qual'sfy air one period of continuous total +lsability for the ANAHEIM Disability plan and shall not require a new one month waiting period before ANAHFIM Disability Benefits will be paid; and 38.163 Commencement of the benefit period for the Insured L'I'D plan shalt automatically terminate benefits from the ANAHEIM Dls;abil ty flan. `MWPII 38.17 An employee who is continuously and totally disabled for more than six (6) montho shall receive long term disability benefits In accordance with the provisions of ARTICLE 54.12. ARTICLE 39 OVERTIME 39.1 Regular, full -time employees In the classified service who work air average, regular work weak of forty (40) hours who perform autho +axed work in excess of his normal work period, 44 I . regular work week, work day or shift shah be compensated for such work at the rate of one and one half (1 1 12) times the regular hourly rata of pay. 39.11 Overtime shall be caiculated to the nearest one quarter 11%) hour of overtime worked, except any overtime of less than vnk hail ( 1 F.) hour duration shall be rraiculatoad to ilia nearest one half ( %) hour. 39.12 All overtime must be authoe9xod by the Battalion Chief. 39.13 Notwithstanding tine .above overtime provlsione, thore shall be no compensation for the 'tins spent In attending meetings of any Mild which are for the purpose of education or training. 39.14 Paramedic training required for maintenance of certification or recertification shall be compensated at one and unss halr (1'!a) tines his regular hourly rate of pay (forty (49) hour rate). 39.2 Regular, full-time employees in the vlassified service with an average, rerqular ivork week of fifty six (56) hours who performs authorized work in excess of his normal wort; period, regular work week, work day or shift, shall he compensated at the rate of one and one half (i times his regular hourly rate of pay (fifty s;x (56; hour rate). For the purpose of this Artiris, spacial assignment pay shall be Included in the regular hourly rate. 39.21 Overtime shall be calculated to the nearest one gl.W'1er ( 1 14) hour of overtime % %OW worked, except any overtime of less than one half ( 1 12) hour dum bon shall be calculated to the nearest one half ( 1 /2) hour. 39.22 All overtime must he authorized toy ilia Baftailon thief. 39.23 Notwithstanding tho abovo overtime provisions, there shall be no compensation for the time .spent In attending mae!ings of any kind which are for the purpose of education or training. 45 As': "11CLE 40 FAIR LA% .�T/kTS[1�fi�3t;,AS! 40.1 ANAHEIM and the .AFA accrue can IwYplemantation of the Fair Laiaor Stamlards Act (FLSA) as follows 40.11 Fire Engineers and Fire Fighterp_ are nonexempt under 1 4012 For the term of this Memorandum and on a non- precedendal bads rror the purpose of this Article only, Fire Captains are considered exemp'l.. 40.13 Fire Captains shall earn time and one half (i for nil overtime hours sv' worked for situational manning and shall be compensated for hours 54, 55 and 56 according to the saire tsrins and conditions as Fire Engineers acid Fire Fighters. 40.14 All voluntary committee vve.wk by Fire Captains drill be considered noncompensabie. 40.2 ANAHEIM agrees not to Increase staffing to eliminate overtims for situational manning. 40.3 ANAHEIM and the AFA agree that this Article shall be reoppne d for the purpose of negotiating all wages, hours and terms and conditions of employment if, the File Laboe 3iandards NOW Act Is amended to change the overtime standards. ARTICLE 41 B11-IN(aVAL PAY' 41.1 An employee required to speak,, read and/or write in Spanish or other languages designated by the Fire Chief, as well as English as part of the regular duties of his position will be compensated at the rate of sixty dollars ($60.00) per biweekly pay period in addition to his regular basic rate of pay. 46 41.1 1 The Fire Chief shat) Wn ,,lch positions simli b3 assigned bilingual duties based on than Aro,Lop gilt i +nt noeds. 41.12 An employee recopving bllln;prsal pay may be assigned anri; or reasslgned by the Fire Chief to positions i.r maximize the delivery of billropual service based on Fire Department need::.. 41.19 Employees, currentl j reruiaing trilingual pay shall tako a test of :.-J rpetonr:y to recertify eligibility for Bilingual Pay during 13 and thum3fter every three years a rere !'�fGcaflorr shall be required. New, ARTICLE 42 CALL OUX 42.1 Cali out compensation shah be In act;ordance with the toilowing provizsioos; 42.11 All emergency call Qut tilrICL shall i:e calculated to tho nearest Cale quarter ( hour of time worired. 42.12 For forty (44) hour ernployees•, a minimum of two (2) hours (iuchidinyt travel time) of pay at the rate of o::o and one halt (1 tintas the errmioveo's regular hourly rate of pay shill be guaranteed for cacti eraarg ncy call out. marl, 42.13 Forty five (45) minutes tlmo Shall be added to the ! :nw worked to compensate the ernployoe for travwI time incurred ior each etnrix ,ency cA5 out, 42.14 Off duty fifty six (56) 'tour einployees who are ca'ileed out tot emergency work shall be nuaranteed a minimum of four (4) hours work, calculated from the time of personal notification until the and of said work periou, unless the work continues into the regular schoduled ;shift. Pay for such emergency work vvill b3 at the rate of time and one t alf (1 1 12) times their regular hourly rate of pay. 47 42.2 An employee subpoenaed'' ap pattr.duiring off duty hours for court matters within the scope of their employment and who receive such subpoenas after 5:00 P.M. of the calendar day prior to the date of court appearance shall receive overtime compe:isafion according to emergency call out provisions. 42.3 An employee subpoenaed to appear during off duty hours for :^purl matters within the scope of his employment and who receives such subpoena before 5:00 PJ4. the calendar day prior to the date of court appearance ;airail receive overtime compensation accorJmg to the planned overtime provisions. 42.4 A minimum of two (2) hours pay at the rate of one and one half (0h) times the employee's regular hourly rate of pay shall be guaranteed for prearranged overtime, excupt when 1 44ar such overtime occurs Immediately before or after a regular work period. ARTICLE 43 S HIFT DIFE - 43.1 All eight (8) hour periods, regularly scheduled to begin at 3:00 P.M., or thereafter, but before 3:00 A.M. shall be designated as night ahift. 43.11 A premium of five percent (5.0%) of the employee's regular hourly rate of pay shall be paid for work pertormed in the night shift. 1 43.12 A premium of five percent (5.0%) of the employee's regular hourly rate of pay shall be paid for each hour worked between 3 :00 A.M. and 6:00 A.M. 43.13 When a shift premium Is applicable to time worked at the overUrne raly of pay, the overtimo rate shale be applied to the applicable shift premium. 43.14 When an employee Is MgUired to work coutinuotisl?I without a break beyond the end of his night shift, the ovortime rate+ shall be ap died to the applicable shift premium. 48 43.2 Shift premium shall be payaWo wild for hours actually worked awl shall not be paid for non -work time, such as vacations, holldayA ;'sick leave, etc. ARTICLE 44 SR'AFFING 44.1 ANAHEIM and the AFA agroe that each Fire Company shall bo assigned regular full -time personnel consisting of three (3) Captains, threo (3) Engineers, and six (6) Fire Fighters (i.e. Fifteen (15) units would include forty five (45) Captains, forty five (45) Engineers: grad ninety (90) Fire Fighters). 44.2 ANAHEIM and the AFA agree that this Article shall remain In effect through July 11, 1996. ARTiCL.E. 45 ITLIATIMMAL 53AFFINU 45.1 Employees in the following Job classifications who are asslgnedtop erforrnowirtime work In accordance with the situational staffing concept shall be compensated for such overtims work at the rate of one and one half (1 times their regular hourly rate of pay (fifty six (56) hour rate). For the purpose of this Article only, special assignment pay shall be included in the regular hourly rate. Fire Captain I Fire Captain 11 Fire Captain III Fire Captain IV Fire Engineer I Fire Engineer II Fire Engineer III Fire Engineer IV FlreFighter i' FlreFighter It F'ireFighter III FlreFighter IV 45.2 ANAHEIM and the AFA, agree that if there are insufficient volunteers to meet appropriate staffing levels as determined by ANAHEIM, ANAHEIM may require employees to work situational staffing shifts. In the event that additional fire companies are put In service during the 49 term of this Memorandum, and ANAHERAf :;lest$ 1-a ;tell these new companies by situational staffing; or If total suppression strength drops below (one hundrod sovonty one) 171 erployees; the AFA shall have the right to reopen the mandatory altuational staffing issue. AR'TIC'LE 46 HAZARD(a�, _WIATERi 41 FAR RA 46.1 Regular, full -time employees in the classified service shall be eilgible to ,participate In the Hazardous Materials Program In aecordanco with tho following provisions: 46.11 The Fire Department shall de?ernilno the standards and procaihires for selection of employees assigned to the Hazardous Materials Program. %NNW 46.12 Upon successful completion of the Hazardous Materials Academy, ouch employee assigned to Hazardous Materials duties shall be eligible for Hazardous Materials Assignment Pay as outlined in ARTICLE 12, Salary Relationships. 46.13 The effective date of Hazardous Materials Assignment Pay shall bo the first day of the pay period following approval of the Fire Chief. 46.14 Employees selected for the Hazardous Materials Program shall agree to a three (3) year minimum assignment to the Program. N111100 46.15 Employees assigned must successfully complete trainiurf to the level of Hazardous Materials Technician 1. 46.16 Employees assignod must agree to successfully complete any additional training as directed by the Fire Dopartment. 46.17 The number of employees assigned to the Program shall be determined by the Fire Chief. 46.16 The assignment of duties of all employees in the Hazardous Materials Program shall be directed by the Fire Chief. 50 46.19 Each employee assigned to the Hazardous MaterlaisA Program ,hall be eligible for a Haz -Mat baseline and medical surveillance examinatlLn upon entry Into the program, annually while assigned to tho program and upon exit from the program. 46.110 Said examinations shall be by a phyzlr:imn recogn" zed as a toxicologist knowledgeable In fire service Illness and injury 46.111 Employees shall sign a disclosuro torm permitting the examining physician to notify the Fire Chief or his designated representative that the employee Is "Fit" or "Unfit" for duty and pormKting release of the results of the annual evaluation to the Fha Chief or hia designated representative when the employee Is found to be'Unfit" for duty. 46.112 Employees exposed 6eactiy or indirectly to hazardous material may he tested with the needed toxicological examinations and r3hail receive medical treatment as required. 46.2 ANAHEIM agrees to continue this program unioss it no Icngar Is pr Onc,.al to do so. ANAHEIM agrees to notify the AFA of Its Intent to modify or to rescind this Articlu. It rosclnded, all pay, benefits, and working conditions will automatically cease. ARTICLE 4" STAND BY 47.1 An employee assigned to standby duty for purposes of being on call to handle emergency situations arlsing at times other than during normal working hours shall be guaranteed two (2) hours of pay at his regular hourly rate of gray for each calond.ar day of such standby duty. 51 ARTICLE 48 TRAVEL P_,ND MiLC & Q2..t kXPEN_6F 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 he effective the first day of the second month after the date of the publication by the Internal Revenue Service, 48.3 All requests for mileage reimbursement shall 'Include the date, point of departure, point of destination and the actual miles traveled. Actual miles traveled shall bs measured from the work site to the destination to the work site. If travel originates from home, Ilion a base NEW mileage rate of home to work site and /or work site to home will be subtracted from total miles traveled and the net mileage reported for reimbursement. ARTICLE 49 TOBACCO PR ODUCTS 49.1 ANAHEIM and the AEA agree that all employees hired after 02- 01 -88, in classifications listed In Appendix "A ", as a condltion of employment with ANAHEIM agree to not use tobacco products at any time during their tenure. 1%W ARTICLE 50 COMMUNICABLE DISEASES 50.1 ANAHEIM and the AFA recognize that fire fighting personnel are exposed to a higher than average risk from Communicable Disease; therefore, those personnel exposed to such risks should submit Industrial Accident claims with as much Information as is available, within twenty four (24) hours of occurrence or as soon as known. ANAHEIM agrees to process such claims within seven days of submission. 50.2 ANAHEIM agrees to make available to all employees in Appendix "A ", ally preventative vaccines approved by the Fire Chief. 52 ARTICi <h.ri 1 MEAL AL 1A�4_ MME. 51.1 Regular, full -time employees In the ciasslPed service with an average, regular work week of forty (40) hours, In classifications listed In ?Appendix "A ", shall be provided adequate meals under the following conditions: 51.11 An employee shall ba provided with two adequate meals If he Is called out on emergency overtime work one (1) hour before a schoduled work day. If a meal has been earned under another section of this Article within two (2) hours of the scheduled work day, only one (1) meal shall be provided under this Article. +ter 51.12 An employee shall be provided one (1) meal If he Is called to emergency overtime work within one and one half (1 hours after normal quitting time and works beyond two and one half (2 hours after normal quitting time. 51.13 An employee shall be provided an adequate meal if he works two (2) hours overtime beyond the normal quitting time. 51.14 An employee shall receive one meal If he Is scheduled to work overtime two (2) hours before a regular day. 51.15 An employee shall be provided arr adequate meal at four (4) hour Intervals v during the performance of emergency overtime work. 51.16 Meal time shall be compensated at the appropriate overtime rate and shall normally be limitod to ona half (%) hour with a maxhnum of forty -five (45) minutes paid meal time. 51.17 An employee may at his request, be compensated for meals at the rate of one half ( hour of overtime pay per meal. 53 ART'l,Cl E 52 UNIFOkfl�is f��il {4ENt)gY 52.1 ANAHEIM shall provide new employees two now NOMEX 11 uniform sets, one regulation uniform jacket with cloth badgo and one reg uniform belt as outlined in the Uniform Committee's staff report dated August 15, 1908. 52.2 Effective January 1994, ANAHEIM agrees to pay to every ernployee working in a classification listed in Appendix "A ", $400 per year and effective January 1996, ANAHEIM agrees to pay to every employee working In a classification listed In Appendix 'W', $500 per year as compensation for purchase, maintenance and laundry of work shirts, pants arid jackets, sheets and pillow cases. At such time as the Fire Chief requires modification of uniforms, ANAHEIM agrees VAW,. to meet and confer on the uniform allowance. ARTICLE 53 GRIEVANCE pn - =1 QRE 53.1 Any alleged violation of the terms and conditions of this Memorandum 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 Art €cle. 53.11 Article 25.5 provides For an accelerated procedure under the provisions of this Article when an employee is dismissed. 53.2 Any violation of this Memorandum as alleged by ANAHEIM shall be resolved between authorized representatives of ANAHEIM and the AFA. 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. 53.3 Employees shall have the right to be represented In grievance matters In the following manner: 54 53.31 Employees shall have the right to represent themselves Individually in grievance matters. 53.32 Employees may designate a representative to represent them in grievance matters. 53.33 No supervisor shall be represented In grievance matters by an employee whom he supervises. 53.34 No employee shall be roprerentad In grievance matters by a supervisor for whom he works. 53.4 All expenses of any arbitration shall be borne equally by ANAHEIM and the AFA. 53.5 Employee grievances shall be handled in the following manner: 53.51 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 Battalion Chief, within ten (10) calendar days after the occurrence of the Incident causing the grievance. The Battalion Chief shall deliver his answer within ten (10) calendar days after submission of the grievance to him. 53.511 Grievances resulting from the actions of s department other than an employees work unit shall be heard by an appropriate administrative manager from that department. 53.52 Secgnd Step. If the grievance is not satisfactorily adjusted In the First Step, It shall be submitted In writing to the Fire Chief within ten (10) calendar days after the Battalion Chief's answer Is received by the employee and /or his designated represenictive. 'rho Fire Chief shall meet with the employee and /or his designated representative within ten (10) calendar days after submission of the grievance to hiraa. The 55 Fire Chief shall'revlevi the grip aanod and may affirm, rdverss, 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 ten (10) calendar days after said meeting. 53.521 Grievances resulting from the actions of adepartment other than an employees work unit shall be heard by an appropriate Administrative or Executive Manager from that departmont.. 53.53 Third Step. If the grievance is not satisfactorily adjusted In the Second Step it may be submitted In writing to Arbitration. Nr.✓ 53.531 The parties (ANAHEIM and AFA) may mutually agree to submit a grievance to non - binding mediation, prior to submission to arbitration. This language is not Intended to Impede or delay the arbitration process. 53.54 In order to request arbitration, the grievant and /or his representative shall serve written notice to ilia other party within thirty (30) calendar days after the second step answer specifying the grievance to be submitted. The parties shall thereafter attempt to resolve the Issue and select the arbitrator. If an arbitrator cannot be agreed upon the parties shall request a panel from the American Arbitration Association. tee.' 53.6 The arbitrator's decision shall be final and binding on both parties, it 1°,eing 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 betwoeit the parties and that the arbitrator's award shall be consistent with and controlled by this Memorandum, Ordinances and Chart r of ANAHEIM. and the laws and Constitution of the State of California. 53.7 The arbitrator will be requested by the patties 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. 66 53.8 Any grievance not presented and /or carried forward by the employea and /or his designated representative within the time limits specified In ARTICLES 53.,51, 53.52, and 53.54 shall be deemed null and void, provided, however, the employee and /or his designated representative and the ANAHEIM reprsw ntativo may agree to continue said time limits. , %NW 53.9 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 bw a matter subject to review through the grievance procedure. ' 53.10 In the case of suspension, demotion or dlsmissai, the arbitrator Is empowered to make an award up to and including making the employee whole for any ec�anomlc loss suffered. ARTICLE 54 INSURANCE 54.1 Active Employees 54.11 Health Plans 54.111 ANAHEIM agrees to sponsor the prepaid and /or insurance health plans recommended by the Joint Committee on Modical Programs and sponsored by the City Council. a 54.1111 ANAHEIM shall contribute towards the monthly cost of health coverage to the various medical plans as fohawa- Employee Medical Plan Ali Other tivalth Plans not to exceed 110% of Kaiser monthly rate through June 30, 1994. not to encaud 100% of Kaiser monthly rats through June 30, 1994. 57 ANAHEIM and the AFA agree to re -upon the provisions of Article 54.1 no later than April 30, 1994 with agreed upon changes to be effective July 1, 1994 through the remainder of the term of this Memorandum. 54.112 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 part of this Memorandum by reference, 54.113 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 one plan shall pay no health Insurance premium while both spouses are employed by ANAHEIM. 54.114 Proof of marriage will be required of all employees enro0ad In any City Medical plan to enroll a dependent spouse. 54.115 The Master contract between ANAHEIM and the plan administrator shall govern in the ovent of any disputes over any matter within the provisions of the contract. 54.116 The benefit schadulas for the prepaid HMO health plans will not be modified unilaterally by ANAHEIM, except that each company may, from time to time, snake 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 Memorandum In effect on the date the fee Increase is affective shall be applied to the new fees. 58 54.12 54.121 Life Insurance In the event that eligible survivors of an amployoe who died as the direct and proximate result of personal Injury sustained in the line of duty elects to continua health benefit coverage under COBRA, ANAHEIM shall rontinue to pay for any hospitalisation and major medical Insurance previmisly paid for by ANAHEIIN for a maximum of thirty (36) complete months or until survivors are eligible for health benefit coverage by another employer, whichever occurs first. 54.122 For Life Insurance ANAHEIM agrees to provide group term life Insurance during the term of this Memorandum accordinr0 to the following schedule: Anrgu6l Aalarl Volumna $ 0-$5,000 $ 5.000 $ 5,001 -$10,000 $10,000 $10,001 -$15,000 $15,000 $15,001 ° $20,000 $20,000 $20,001 -$25,000 $25,000 $25,001 -$30,000 $30,000 $30,001 -$35,030 $35,000 $35.001 -$40,000 $40,000 $40,001 -$45,000 $45,000 $45,001 - and greater $50,000 V 54.1221 ANAHEIM agrees to provide supplemental term life Insurance equal to the amount provided In accordance with this Article. One hundred per cent (100%) of the cost of the supplemental term life Insurance shall be pald by the employee. 54.123 Dependent coverage with an Insurance volume up to $1000 per dependent may be added to the life Insurance coverage at the option of the employee. 59 54,124 ANAi #Elfut i t +F cohiTW'11 �p one half (Y2) of the Cost of the premium for the group torn. life Insurance and dependent coverage. The employee shall ccntribule the difference between the ANAHEIM contribution and the totai premium costa 54.125 An employee who retires shall receive a pair! -up fife. insurance policy, paid 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 maxhnum of $2,000.00. 54.126 ANAHEIM shall pay a $10,000 death benefit in addition to other life %%00 and death benefits to the eligible survrfvors of an employee who disd as a result of the direct and proxinMto personal injury sustained in the line of duty. 54.127 Permanent and rotas Disability Life Insuranc. Benefit 54.1271 Employees eligible to retire: Such employea who is permanently and totally disabled shall receive the following Life Insurance benefit: 'r✓ 54.12711 $100.00 paid up Ilia, insurance for each year of service as provided under the Rot'ired Life Insurance Program, 54.12712 Decreasing term life insurance in the amount of the employee's 13asic Life Insurance less the paid up life insurance described above. SUCh term life Insurance shall decrease by '1160 of the original value each month until the face value of such Insurance reaches zero (5 years). 60 54.12713 The permanently and totally disabled employee will pay no premium during the term of this benefit. 54.12714 Employees not eligible to retire: Such employee shall receive the following Life Insurance benefit: %WW 54.12715 Decreasing term life Insurance In the amount of the employee's Basic Life Insurance. Such term Insurance shall decrease by 1/60 of the original amount each month until the face value reaches zero (5 years). 54. 1 ,2716 The permanently and totally disabled employee shall pay no premium during the term of this benefit. 54.128 54.13 54.131 This language expresses the Intent of the parties. The precise language wili be prepared by Insurance attorneys. Long Term Disability Benefits ANAHEIM agrees to pay the cost of the long term disability Insurance premiums during the term of this Memorandum. 54.132 ANAHEIM shall pay the premium for employee group long term disability Insurance coverage In accordance with the provisions of any contract between ANAHEIM and any company or companies providing such coverage. 54.133 ANAHEIM shall only provide long term disability for non - occupational disabling conditions. 61 54.14 Dental Plans 54.141 ANAHEIM agrees to continue sponsorship of the fee for service dental plan. 54.142 ANAHEIM agrees to continue sponsorship of prepaid dental plans. 54.143 ANAHEIM shall during the term of this Memorandum pay an amount equal to 100 of the current monthly Safeguard rate. In the event the Safeguard Dental Plan is cancelled during the term of this agreement, ANAHEIM shall during the remaining term of this agreement pay the rate In effect at the time of cancellation. 54.15 Short Te Disa 54.151 ANAHEIM agrees to continue sponsorship of the employee paid short term disability Insurance coverage for presently enrolled employees during the term of this Memorandum. 54.152 ANAHEIM agrees to provide the existing Short Term Disability plan. ANAHEIM agrees to pay ANAhEiM'S portion of medical, dental, life, and optical Insurance souring absence due to i;lness or In up to six months. 54.16 Pensions 54.161 ANAHEIM agreez that amendments to its' contract and the basic PERS contract shall also become a part of this Memorandum by reference. 54.162 ANAHEIM shall contribute a portion of the cost of employee retirement benefits In accordance with the provisions of the contract between ANAHEIM and the Public Employees' Retirement System. 62 54.163 ANAHEIM steak contrtheite a portion of the cost of employee survivors' benefits In accordance with the provisions of the above contract. 54.164 Employees covered by this Article may elect to receive additional compensation in the form of taxable wages and contribute up to a maximum of two percent of the cost, of employee retirement benefits until June 16, 1994. Such election shall be Irrevocable and the employee must be within three years of his .anticipated retirement date. 54.165 The additional compensation available under this Article shall be i y such that tho total cost to ANAHEIM for the employee's wage and pension benefits Is equal to the cost ANAHEIM -would have paid if the employee had not elected to receive additional compensation. 54.1651 Thi3 opt €on shall not be available subsequent to June 16, 1994. On June 17, 1994, omployeas who previously exercised this option shall stop receiving the additional compensation :and stop making their own retirement contr €butions pursuant to that election. 54.1652 Effective June 17, 1994, ANAHEIM shall Implement the provisions of Section 414(h)(2) of the Internal Revenue Code to establish an "employer pickup" program for the purpose of providing favorable tax treatment for statutorily required employee retirement contributions to PEAS. 58.1653 In accordance with that program, the base salary of each employee shall be Increased by an amount equal to the value of 2% of the statutorily required 9% employee retirement contribution to PERS (i.e. 219 of the entire required employee retirement 63 coptribution to PERS). This remuneration paid out of finds controlled by ANAHEIM for services partoi med during normal working hours, Including time during which the employee is excused bocause of a paid leave of absence, shall be regarded as part of the normai monthly rate of pay or bass gay of the employee, and therefore, I ; or her "pay rate" wlthh- t4a meaning of Sections 200 22 arid 20023 of the California Government Code, as amended effective July 1, '1994. As such, this addidonai base salary ::hall be reported to PERS as "compensation earnable," and shall be treated as base salary, or wages, for all purposes, Inctudingi, but not lhnited to,, calculating overtime compensation, bonuses and assignment pay, except that It shall not be Inctuded in the calculations for determining the value of payments for cashing oul acrurnWated leave balance.% In addition, the salary increase shall be regarded as deterred Income, not ordinary income, for federal and state income tax pwpo;.'as, both withholding and reporting. Coincidental with this salary Incrcare, each employee shah pay 2% of the stah5.orily mcluirod 9% employao retirement contribution to PER (P.;3,,2/9 of the entire required employee retirement ventrlbutlon to PrRS). However, pursuant to sert timi 414(h)(2) of the 'nfarnal Revenue Code, chose employee payments shall be "picked up" by ANAHEIM and, thus, regarded as employer contributions. 56.1654 The remaining 7% of the statutorily required 9% employee retirement con'yribation to PERS (i.e. 7(9 of the entire required employee retirement contribution to PERS) shall continue to be paid by ANAHEIM as 64 employer paid member contributions authorized by Section 20615 of the Californla (3overnment Code. `these contributions shall not be inclutf9d In the wngns of the employees for any purposes Including reporting tie compensation earnable of employees to FFFIS, calculating overtime payments, 'bonuses, axsignment pay or cash out of accumulated leave balances, or for any other purpose. '%mo 56.1655 The " empioyer pickup" program Implemented effective June 17, 1994, shai apply uniformly to all employees covered by this agreement and no Individual shall have any option to deviate fram this arrangement. 54.1656 ANAHEIM and AFA agree that ANAHEIM has exercised reasonable diligence In resenrching and hraplementing the employer pickup program. ANAHEIM shall not be held responsible for any changes in state or federal tax lzw, any public or privato rulings, or any Interpretations of':o%iating law or regulation that may affect tho tax treatment of pension contributions authorized .candor this agreement. '%Nor 54.166 The contract between PERS and ANAHEIM as it applies to employees In classifications listed In Appendix "A" shalt become a part of this Momor:andum by reference. ANAHEIM agrees to amend Its contract with PEES to provide the following benefits: 58.1661 Fouafh ievel 1959 Sundvor Benefits (government Code Siw%cn 21382.5). 58.166 2 Pre- Retirement Optional Settlement 2 Death Benefit. 65 ARI UE 56 POST RETI RE-t4E T- UFDi.Q ®ENEFI 55.1 Regular, full -time employoos in the clw sifted service in classifications listed in Appendix "A ', who are enrolled as a subscriber In an ANAHEIM sponsored health plan at the time of separation from ANAHEIM service shall be aligiblo to participate In any ANAHEIM sponsored health (medical benefits only) plan as a retiree. 55.11 Employees who retired prior to January 'l, 1985, who were eligibla for post retirement health benefits at the time of their separation froni ANAHEIM service and who maintain continuous membership in good standing shall pay monthly premiums In accordance with the followings scheduie: Single coverage 15.00 mcnWy Two party covet ago 15.00 monthly Family coverage 45.00 monthly 55.12 The surviving spouse of the retiree may continue coverage under the same terms and conditions. 55.13 Employees who were hired prior to January 1, 1934, and who rctirs on or after January 1, 1988, and prior to January 1, 1994, and who meat the requirements desrr'sbed beIG%v shall be eligible to participate in any ANAHEIM sponsored health plan. 55.131 The employee must leave completed at least five (5) years of continuous, full time ANAHEIM service on the data of retirement, and 55.132 The employee must have been awarded a retirement from the Public Employees' Retirement System ( "PERS ") as the reason for separation from ANAHEIM service, and M 55.133 PERS retirwnotwb;6bOfts must commence no later than the first day of the month following. the data of aeparaticn from ANAHEIM service. 55,134 ANAHEIM shall contribute towards the premium costs of any ANAHEIM sponsored health plan elected by the employee up to the amount contributod by ANAHEIM towards the cost of the Employee Medical Plan Option i In the year prior to the employee's retirement. 55.135 The surviving spouse of the retiree may continue covarago under the same terms and conditions. N61M., 55.14 Employees who retire on or after January 1, 1988, and who swat the requirements described beiov, shall be eligible to participate in any ANAHEIM sponsored health plan. 55141 The employees must have completed at ieas3 ton (10) years of continuous, full time ANAHEIM service on the date of retirement, and 55.142 The employee must have been awarded a retirement i:rotn PERS as the reason for separation hom ANAHEIM service, and 55.143 PERS retirement benefits must commence no later than ttke first day of the month following the date of separation from ANAHEIM service, OR 55.144 The employee must nave been awarded a disability retirement (Ordinary or Industrial) Erom PERS as the reason for separation from ANAHEIM service. 55.145 ANAHEIM shalt contribute towards the premium costs of the ANAHEIM sponsored health plan elected by the employee according to the following srhedprie: 67 55.1451 7dP,3o?Vt4 Retieoments, the contribution shall be a percentage of the annual Single or Two Party contribution made by ANAHEIM on behalf of active employees, the percentage equal to 1.2 times the Saitety PE2S retirement schedule, to a maximum contribution of 95% based on the employee's age and consecutive years of Anahaim sorvic4 ai the time of retirement. ANAHEIM service shall be "icuiated to the nearest complete one quarter year consistent with the provisions of Article 55.17. 55.141511 An employee who retires on or after January - owe 1, 1993, may also arse the seventy five percent (75%) portion o" sick leave hours transferred to an employee's Sick Leave Trust fund Account on December ;I % 1980 to calculate additional ANAHEIM service credit. Such sick leave hours shall be converted to additional service credit in accordance with the service credit conversion formula used by the Public Employees Refirom®nt System at date of retirement. The additional service credit shall be added to ANAHEIM service and then calculated to the nearest complete one quarter year. Additlory<:1 ANAHEIM service credit received under this provision shall Increase the ;: ontribution made by ANAHEIM up to a maximum of five percent 6%) abovathe benefit provided underArticie 55.1451 to a maximum combined total contribution of 95 %. 55.1452 for DisablUty Retirements, the contribution shall be a percentage of the annual Single or Two Party contribution made by ANAHEIM on behalf of active C �4 employees, the percentage equal to2 each year of service to a maximum contribution 95% based on the employee's consecutive years of Anaheim service at the time of retirement. ANAHEIM service snail be calculated to the nearest cori plete one quarter year consistent with the provisions of Article 55,17. 55.1453 In the event an employee is eligible aor both a Service and a Disability Retirement benefit tinder this Article, the employee shall receive the Service Retirement benefit. 55.1454 An employee who retires on or after January,+ 1, 1994 and prior to December 31, 1995 may upon his/her request receive three years of additional ANAHEIM service credit. 55.146 The ANAHEIM contribution shall be based on the Two party rate only for those employees who properly enroll a dependent spouse or other family members prior to retirement, and shall continue only as long as the retiree maintains coverage for such dependents in ANAHEIM sponsored health plans. Nothing In this Article shall prevent a retiree from properly enrolling new dependents at the retiree's cost. 55.147 The full value of any MediCare credits provided to ANAHEIM or MediCare surcharges Imposed on ANAHEIM by virtue of a retiree's participation or nonparticipation in MediCare shall be passed on to the retiree in the form of reduced or Increased premium costs. 55.148 The surviving spouse of the retiree may continue coverage under the same terms and conditions provided that the surviving spouse was properly enrolled at the time of the employee's retirement and 69 that dependent Coverage was continuously maintained during the employee's rotireme. ^,t. 55.15 Any employee who retires from ANAHEIM aervice and who Is eligible to receive a benefit under this Article may elect either benefit at the time of retirement. Such atection shall ba Irrevocable. 55.16 The following conditions shall apply to all retirees who have post retirement medical benefit coverage under this Article: 55.161 Once cancelled for any reason, coverage :shall not be roinstated. NW 55.162 ANAHEIM agrees to notify the APA when coverage may be cancelled for nonpayment of less. Coverage shall be cancelled for non payment of tees after three months In arrears, 55.163 There shall be Coordination of Benefits wharo other Insrorance exists. 55.164 Retirees may change plans and add dependents only during the annual open enrollment period, except that tho surviving spnusa of a retiree may not enroll a now spouse. 55.165 Vision Care benefits provided under the Employoi Med6 ;.at plan are excluded !from benefits for retired employees. 55.17 Employees who have completed five or more years of caantinuoua full -limo ANAHEIM service and who tormirtate employment with ANAHEIM and are subsequently reinstated within three years of their date of separation shall be credited with prior service for the purpose of calculating continuous full -time ANAHEIM service upon completion of all of ?ho vesting requirements in Article 55.14. 70 ARTICLE 56 J OIN T OMMi f o" t NiFarT.pt�AL._��DQBA -� t 56.1 ANAHEIM and the AFA agree, Ire 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 providing medical rare programs, plan design, and investigate cost containment systems, all for the purpose of achieving adequate low cost medical care for the employees of ANAHEIM. 56.2 Serving on the committee with Human Resources Department staff and operating department management staff will be two members from the Anaheim Firefighters Association. 56.3 This committee will moot as often Ps Is necessary during the term of this Memorandum and will report to the Human Fie:;nurre�, Director on a periodic basis lt. ' lindings and recommendations for change to ANAHEIM'a present medical plans. A report ,half be propared setting forth specific recommendations as to alternatives, plan desIgii and cost otdalrmont provisions. The report shall be forwarded to the City Manager for revie.ay. 56.4 Because of the complexity of the problem and the diverse interests of the respective organizations,. the parties recognize that It is Incumbent upon ail rosirk ors, of the committee to work in a spirit of harmony and cooperation to achieve what should be beneficial to all concerned. ARTICLE 57 ! HYSj-QA EXA 57.1 In order to be eligible for employment with ANAHEIM.. candidates shall be required to pass a physical examination, the character of which shall be in accordance with standards established by the Human Resources Director. 57.2 In order to be eligible for promotion or transfer to a job classification In a category requiring greater physical qualification. than his present job classification, an employee shall pass the appropriate physical examination. 71 57.3 An employee who returns to work after sir) :absence In excess of forty eight (48) consecutive working hours due to illness or physical incapacity may be required by the Fire Chief to undergo a physical examination. 57.31 An employee who fails to pass a physical examinatioi7 required under the provisions of ARTICLE 57.3, may be transferred or demoted to a position requiring lesser physical qualifications, recommended for Waability retirement, or terminated., 57.4 All physical examinations roqu'irad under the provisions of this Articla shall be performed by a physician In active practica Ucunsed by California State Law and within tha scope of his practice as defined by California State Law. 57.41 Exceptions to the provisions of ARTICLE 57.4. may be made only in the case of out -of -state candidates for employment. In such cases, the physician performing the examination may be a physician Iiconsod by the state in which the candidate resides. 57.5 ANAHEIM shall pay for any physical oxamination required under the provisions of this Article. ARTICLE 58 EXPOSURE RECORD PROGRAM 58.1 ANAHEIM agrees to maintain an In -house Exposure Record Program. ARTICLE 59 FITNE ANN AU L_, ME P�ICA1 , S LLBSTAN CE L ARE NE$ . 59.1 ANAHEIM and the AFA agree that a mandatory health and weliness program shall be maintained for the term of this Memorandum. Each person represented by the AFA shall be given an annual fitness and medical evaluation. ANAHEIM shall pay for the evaluation: 72 59.11 Employees shall sign ;t descl:l urq form permitting the examining physician to notity the Fire Chief or his designated representative that the employee Is "Fit" or "Unfit" for duty and permitting release of the results of the annual evaluation to the Fire Chlat or his designated representative when the employee Is found to be "Unfit" for duty. 59.2 A Health and Wellness Committeo shall be established in the Fire Department. Three members of this committee shall be appointed by the AFA. The Fire Chief shall appoint his representatives. The purpose of this Committee shall be to research, evaluate and recommend health and wellness training programs, rehabilitation programs and equipment purchases to the Fire Chief. 59.3 After consultation with this Committee, the Fire Chief shall determine the nvaivatlon process and the minimum performance standards. Employee participation in health and wellness training and rehabilitation programs Is a condition of satisfactory work performance. Employees who fail to meet the minimum standards shall be required to participate in a rehabilitation program and correct deficiencies. The Fire Chief may reassign employees during rehabilitation. ARTICLE 60 PERMANE LI ,BHT DUTY PROGRAM 60.1 ANAHEIM and the AFA agree that the mandatory Permanent Light Duty Program shall be administered In accordance with the following conditions: En 60.11 Upon notification by an ANAHEIM approved physician (ANAHEIM may select, at its' discretion, the employee's treating physician as an ANAHEIM approved physician) of permanent work restrictions, and /or the permanent and stationary status for an accepted industrial Injury of an AFA safety employee that precludes the employee from performing the full range of duties of his classification. ANAHEIM may, after conferring with the employee, select an appropriate available Permanent Light Duty Program assignment. 73 60.111 An ANAHEIN physician will be provided with a detailed job analysis of the modified duties to which the employee wN be assigned. Medical approval shall be obtained before the employee begins these duties. if the physician does not approve the initial modified duties selected, ANAHEIM may redesign the Permanent Light Duty Program assignment to accommodate the employee's medical restrictions, or select an alternate Permanent Light Duty Program assignment. 60.112 The employee will retain his current rank or classification regardless of Permanent Light Duty Program assignment. ;NMPII 60.113 Any employee pasficipating In the Permanent Light Duty Program may, at any time, request to be considered for reassigned to another Permanent Light Duty Program assignment. 60.114 Participation In the Permanent Light Duty Program will be considered return to usual and customary occupation for purposes of vocational rehabilitation. 60.2 Employees assigned to the Permanent Light Duty Program shall be compensated at their normal hourly rate of pay including educational incentive pay and special assignment pay. 60.21 Employees at different rates of pay may be placed In similar Permanent Light Duty Program assignments. 60.22 The hours worked by employees assigned to the Permanent Light Duty Program will be in accordance with the provisions of ARTICLE 13 - Hours of Work and Pay Day. 60.3 The following may be available as Permanent Light Duty Program assignments, and may be modified to accommodate medical work restrictions: Services Officer Services Aldo 74 Administrative Qt! ataia Administrative Aide Assistant Training Officer Training Assistant Assistant FIro,Arson Investigator Fire Safety Inspector Small Too; Hepah Person, Battalion Chtef Aide (56 hr) 60.31 Any employee participating in the Permanent Light Duty Program below the position of Fire Captain shall not be required to perform then dainties of services officer, administrative captain or assistant training off;coe. Now 60.4 Assignment to the Permanent Light Duty Program will continue unless the following occurs: 60.41 ANAHEIM can no longer accommodate the omp;oyee s medical work restrictions and the employee receives a disability retirement. 60.42 The employee is medically released to full range of dutios on a lull -timo basis. 60.43 The employee Is promoted to a higher classification in a regular positron that the employee Is medically qualified to perform. 60.44 ANAHEIM approves an employee generated disability retirement and retires employee. 60.45 ANAHEIM and the AFA agree to moot and confer at such time that all the Permanent Light Duty Program assignments are filled, or at least one (1) year prior to ANAHEIM terminating the Permanent Light Duty Program. 60.5 Promotional opportunities will occur via the normal promotional process. 75 60.51 Candidates who succtl&3ful1y,coniplate the promotional process sha:i be ranked on the eligibility list in the normal fashion. When a vacancy occurs In a suppression Captain position, and a participant in the Permanent Light Duty Program is ranked next on the list, the Permanent Light Duty Program participant would be promoted to an available designated Permanent Light Duty Program Captain assignment. The next candidate on the list would fill the vacancy in suppression. Promotions will be made only If a vacancy exists In a following designated Permanent Light Duty Program Captain assignment: Services officer Administrative captain Assistant Training Officer 60.6 ANAHEIM agrees to fill up to twelve (12) Permanent Light Dut j Program assignments. 60.61 All Permanent Light Duty Program ,assignments shall be filled ?n the order of importance as Identified by the Fire Chief. 60.62 Reassignment of safety personnel may be made as necessary tc create openings for Permanent Light Duty Program assign meats and/or promotions when deemed necessary by the Fire Chief. 60.7 If an employee's permanent work restrictions aro such that they would he better suited to a position not Identified In this Article, ANAHEIM and the AFA agrau to meet and confer. 60.8 All Permanent Light Duty Program assignments will be to productive work, and shall only occur when the duties of the assignment can be modified to accommodate the permanent work restrictions medically placed on the employee. 60.9 ANAHEIM and the AFA agree that amployees working In Permanent Light Duty Program assignments will be held to the same rules and regulations regarding job performance after consideration of physical restrictions as all those employees In a safety classification represented by the AFA. 76 60.10 This Article applies only to those Affrpioileoig in 1, safety classiflcatlon as deslgnaled by PERS and represented by the AFA. 60.11 ANAHEIM will, after discussion with the AFA, revise AR 2.67 to accommodate the terms and conditions of this Article. 60.12 Employees assigned to the Permanent Light Duty Program under the provlslons of this Article shall be provided with Permanent Light Duty Program Extended Dlsability benefits under the following condition: 60.121 Any employee who has been at work in a Permanent Light Duty Program assignment for all scheduled work hours for thirty (30) consecutive % calendar days shall receive a one (1) time Permanent Light Duty Program extended Disability Benefit balance credit of one thousand (1.000) hours for employees on a forty (40) hour schedule and one thousand four hundred (1400) hours for employees on a fifty six (56) hour schedule, which will be available for medical appointment or periods of temporary disability from work do to the medlca: condition for which the employee was assigned to the Permanent Light Duty Program for which Labor Code 4850 benefits have been previously paid. 60.122 Labor Code 4850 Benefits must be exhausted pri•ar to the ,AMzafion of Permanent Light Duty Program Extended Benefits. fir' 60.123 Permanent Light Duly Program Extended Disability Benefits shidi be paid at a net sixty percent (60%) of the employees base sate of pay, after withholding taxes less deductible benefits as identified in ARTICLE 36.181 -Sick Leave. 60.124 An employee shall have ane (1) hour deducted from his Permanent Light Duty Program Extended Disability Benefit balance for each hour of such leave taken. The minimurn amount of Permanent, Light Duty Program Extended Disability Benefit leave that may be taken at any given three shall be one (1) hour. 77 60.125 Eligibility to use the Permanoot Light Duty Program Extended Disability Benefit must be supported by a physician's certification certifying the need for the employee to remain otf work and Indicating the medical condition(s) which caused the necessity. Ai! eligibility for utilization of Permanoirt Light Duty Program Extended Disability Benefit Is subject to review by a physician selected by ANAHEIM. Failure to promptly provide a physician's certification during any period of absence may result In denial of benefits. 60.13 Disputes arising out of this Article are subject to the Grievance Procedure. ARTICLE 61 Lam' SA FETY CO MMITTEE 61.1 ANAHEIM and the AFA agree that a Safety Committee shall be established In the Fire Department. ANAHEIM and the AFA agree that one half ( of the membership of the Safety Committee shall be employees elected by non- supervisory employees. The Safety Committee shall be composed of employees in classifications established by the Fire Chief. ARTICLE 62 NQ T$ BIKE 62.1 The AFA agrees that under the terms of this Memorandum, the AFA and /or Its members shall not conduct any strikes, slowdowns or other work stoppages against ANAHEIM, or to withdraw from assignments to standby duty during any grievance or dispute which may arise out of the application or Interpretation of the terms and conditions of the Memorandum or any matter subject to review through the GRIEVANCE PROCEDURE. ARTICLE 63 Di C SS(QlN 63.1 It is the Intent of both parties to maintain an open line of communication for the betterment of employer- employee relations. Any Issue not pertaining to grievances or grievance Issues may be discussed by the AFA or ANAHEIM at either parties request. 78 63.2 During the term of this agreement the following issues shall be discussed; For Cause Substance Testing Temporary Light Duty Assignments for Non - Industrial Injured employees Staffing 63.3 If the discussion process results In an agreement between the City Management Representative and AFA to amend this Memorandum of Understanding, such agresment shall be Incorporated in a written letter of understanding, signed by the City Management Representative and AFA representatives. The matters Incorporated In the Letter of Understanding shall be presented to the City Council, or Its statutory representative, for deterrnination. _' ARTICLE 64 CDN5Ti � ICON 64.1 Nothing in this Memorandum 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 Memorandum. The provisions of this Memorandum 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 1362. ARTICLE 65 SAVINGS CI A IUSSE 65.1 The resolution of ANAHEIM shall provide that If any provision of this Memorandum or the resolution is at any time, or In any way, held to be contrary to any law by any court of proper jurisdiction, the remainder of this Memorandum and the remainder of the resolution shalt not be affected thereby, and shall remain In full force and off act. 79 ARTICLE 66 DURATION 66.1 The terms of this Memorandum are to remain in full force and effect until the 11th day of July 1996. Upon adoption of a resolution approving this Memorandum and the terms hereof by the City Council of ANAHEIM , this Memorandum shall be i n u force and of s full f d effect as 'f t 31 t day of December 1993. STAFF OFFICIALS OF THE CITY OF At ANAHEIM, a municipal corporation By Zj lj By v< c @1 BY B1 By B1 B1 B "'' BY BI By BI Dated: Do 93125mou.afa /wp5 80 IAHEIM FIREFIGHTERS ASSOC IAT10N ded: '' APPENDIX "l1;' VA 915 Effective December 30, 1994 a minimum of 3.0% Wage Increase shall be Impiomented in accordance with the provisions of Articlo 1 2 Salary Relatiunships. If the increase In tha employer contribution rate attributable to the P.E.R.S, contract amendment Is ;ass than ,214 for implementing Section 21365.6 Pre- AeUremont Optional Settlement 2 Heath Benefit Fka only a wage Increase will be implemented In accordance wl'th the following formulae 136 to .218 3.2590 .052 to .135 3.50% .051 or less 3,7!1% 81 APPEWBIX -A- UAG15 40 HOUR DECEMER 30, 1994 thicuD7a MARCH 21, 19% CLASSIFICATION FIRE /ARSON INVESTIGATOR I FIRE /ARSON INVESTIGATOR II FIRE /ARSON INVESTIGATOR III FIRE /ARSON INVESTIGATOR IV FIRE CAPTAIN 1 FIRE CAPTAIN 11 FIRE CAPTAIN III FIRE CAPTAIN IV FIRE ENGINEER I FIRE ENGINEER 11 FIRE ENGINEER III FIRE ENGINEER IV FIRE FIGHTER I FIRE FIGHTER 11 FIRE FIGHTER III FIRE FIGHTER IV SENIOR ARSON INVESTIGATOR I SENIOR ARSON INVESTIGATOR 11 SENIOR ARSON INVESTIGATOR III SENIOR ARSON INVESTIGATOR IV SCHEDULE/ STEP _ 2464 D -E 2526 D-E 2587 D -E 2649 D -E 2847 D -E 2918 D -E 2989 D-E 3061 D-E 2464 D-E 2526 D -E 2587 D-E 2649 D -E 2190 P -E 2245 R-E 2300 R-E 2354 R -E 2847 D -E 2918 D -E 2989 D-E HOURLY RAT" $23.47 - $24.64 $24.06 - $25.26 $24.64 - $25.37 x25,23 - $26.49 $27.11 - $28.47 $27.79 - $29.18 $28,47 - $29.89 $29.15 - 1 130.61 $23.47 - $24.64 $24.06 - $25.26 $24.61 - $45.87' $25.23 - $26.49 $14.82 - $21.90 $16.75 - $22.45 $17.16 - $23.00 $17.57 - $23.54 $27.11 - $;8.47 $27.79 - $29.18 $28.47 - $29.8) MONTHLY-BATFS $4,068.13 - $4,270.93 $4,170.40 - $4,378.40 $4,270.93 - $4,484.13 $4,373.20 - $4,591.60 $4,699.07 - $4,934.80 3061 D-E PARAMEDIC ASSIGNMENT PAY HAZARDOUS MATERIALS ASSIGNMENT PAY FIREFIGHTER FIRE /ARSON INVESTIGATION ASSIGNMENT PAY $29.15 - $36.61 $3.29 $2.85 $2.85 $4,816.93 - $5.,057.87 $4,934.80 - $5,180.93 $5,052.67 - $5,305.7; $4,068.13 - 54,270,93 $4,170.40 - $4,378.40 $4,270.93 - $4,484.13 $4,373.20 - $4,591.60 $2,568.80 - $3,796,,00 $2,903.33 - $3,891.33 $2,974.40 - $3,986.67 $3,045.47 - $4,080.27 $4,699.07 - $4,934.30 $4,816.93 - $5,057.87 $4,934.80 - $5,180.93 $5,052.67 - $5,305.13 MWAL RATES $48,.817.60 - $51,251.20 850,044.80 - $52,540.80 $51,251.20 - $53,809.60 $5 -. $55,099.20 556,588.80 - $59,217.60 $57,11113.20 - $60,694.40 $59,217.60 - $62,171.20 $60,632.00 - $63,668.80 $48,817.60 - $51,251.20 $50,044.80 - $52,540.80 $5',251.20 - $53,809.60 $52,478.40 - $55,099.20 $30,8125.60 - $45,552.00 $34,840.00 - $46,696.00 $35,692.80 $47,840.00 $36,545.60 - $48,963..20 $56,388.80 $59,217.60 $17,801.20 - 160,694.40 $9,217.60 - $62,171.20 S6G,63 - $63,668.80 32- CLASSIFICAT FIRE CAPTAIN I FIRE CAPTAIN 11 APPENDIX. "A" URGES 56 INNR DECEMDER 30, 1994 1hrwoh MARCH 21, 1996 FIRE CAPTAIN 111 FIRE CAPTAIN IV FIRE ENGINEER I FIRE ENGINEER 11 FIRE ENGINEER III FIRE ENGINEER IV FIRE FIGHTER I FIRE FIGHTER II FIRE FIGHTER III FIRE FIGHTER IV SCHEDULE/ STEP 2033 D-E 2084 D -E 2135 D -E 2185 D -E 1760 D -E 1804 D -E 1848 D -E 1892 D -E 1564 P -E 1603 R -E 1642 R -E 1681 R -E PARAMEDIC ASSIGNMENT PAY HAZARDOUS MATERIALS ASSIGNMENT PAY FIREFIGHTER FIRE /ARSON INVESTIGATION ASSIGNMENT PAY HOURLY RAC_', $19.36 - $20.33 $19.85 - $20.84 $20.33 - $21.35 $20.81 - $21.85 $16.76 - $17.60 $17.18 - $18.04 $17.60 - $18.48 $18.02 - $18.92 $10.59 - $15.64 $11.96 - $16.03 $12.25 - $16.42 $12.54 - $16.81 $2.35 E2.03 $2.03 MONTHLY RA $4,698.03 - $4,933.41 $4,816.93 - 55,057.17 $4,933.41 - $5,180.93 $5,049.89 - $5,302.27 $4,067.09 $4.,270.93 $4,169.01 - $4,377.71 $4,270.93 - $4,484.43 $4,372.85 - $4,591.25 $2,569.84 - $3,795.31 $2,902.29 $3,889.95 $2,972.67 - $3,984.59 $3,C43.04 - $4,079.23 MK RAYLS $56,376.32 - $59,200.96 $57,803.20 - $60,686.08 $59,200.96 - $62,171.20 $60,598.72 - $63,627.20 $48,805.12 - $51,251.20 450,028.16 - $52,532.48 $51,251.20 - $53,813.76 $52,474.24 - 555,095.04 830,838.08 - 345,543.68 $34,827.52 - $46,679.36 335,672.00 - 547,815.0E $35,516.48 - $48,950.72 83- A;�PE1d3H1I "A' MARCH 22, "1996 throtih JULY 11, 1996 SCHFDULEf STEP 2537 D -E 2600 0 -E 2664 D -E 2727 D-E 2932 D -E 3005 D-E 3079 D -E 3152 D -E 2537 D -E 2600 D-E 2664 D -E 2727 D-E 2255 P -E 2311 R-E 2368 R -E 2424 R -E 2932 D -E 3005 D -E 3079 D -E 3152 D -E HGIR_7 R4TF_ 524.16 - $'5.37 $24.76 - $26.00 :525.37 - '526.64 $25.97 - $27.27 $27.92 $29.32 $28.62 - $. }0.05 $29.32 - $30.74 $30.02 $31.52 $24.16 $25.337 $24.76 - $26.00 $25.37 - $26.64 $25.97 - $27.27 $15.26 - $22.55 $17.25 - $23.11 $17.67 - $23.68 $18.09 - $24.24 $27.92 $29.32 $28.62 - $30.05 $29.32 - $30.19 $30.02 '$31.52 PARAMEDIC ASSIGNMENT PAY $3.38 HAZARDOUS MATERIALS ASSIGNMENT PAY a FIREFIGHTER FIRE/ARSON INVESTIGATION ASSIGNMENT PAY $2.93 M17N THLY RATES $4,187.73 - $4,397.47 $4,291.73 - $4,506.67 $4,397.47 - $4,617.60 $4,501.47 - $4,726.80 $4,839.47 - $5,082.13 $4,960.80 - $5,208.67 $5,082.13 - $5,336.93 $5,203.47 - $5 $4,187.73 - $4,397.47 $4,291.73 - $4,506.67 $4,397.47 - $4,617.60 $4,501.47 - $4,726.80 $2,645.07 - $3,908.67 $2,990.00 - $4,005.73 $3,062.80 - $4,104.53 $3,135.60 - $4,201.60 $4,839.47 - $5,082.13 $4,960.80 - $5,208.,7 $5,082.13 - $5336.93 $5,203.47 - $5,463.47 IIN"L RATES 350,252.80 - $52,769.60 $51,500.:80 - $54,080.OG $52,769.60 - $55,411.20. $54,017.60 - $56,721.60 $58,073.60 - $60,985.6, $59,529.60 - $62,504.00 $60,985.60 - $64,043.20 562,441.60 $65,561.60 $50,252.80 $52,769.60 551,500.80 - $54,080.00 $52,769.60 - $55,411.20 $54,017.60 - $56,721.60 $31,740.80 - $46,904.00 $35,880.00 - $48,068.80 $36,753.60 - $4;,254,40 $37,627.20 - $50,419.20 $58,073.60 - $60,985.60 $59,529.60 - $62,504.OG $60,965.60 - $64,043.20 $62,441.60 - $65,561.60 -84- CLASSIFICATION FIRE /ARSON INVESTIGATOR I FIRE /ARSON INVESTIGATOR 11 FIRE /ARSON INVESTIGATOR III FIRE/ARSON INVESTIGATOR IV FIRE CAPTAIN I FIRE CAPTAIN 11 FIRE CAPTAIN 111 FIRE CAPTAIN IV _ FIRE ENGINEER I FIRE ENGINEER 11 FIRE ENGINEER III FIRE ENGINEER IV FIRE FIGHTER .I FIRE FIGHTER 11 FIRE FIGHTER III FIRE FIGHTER IV SENIOR ARSON INVESTIGATOR 1 SENIOR ARSON INVESTIGATOR 11 SENIOR ARSON INVESTIGATOR 111 SENIOR ARSON INVESTIGATOR IV A;�PE1d3H1I "A' MARCH 22, "1996 throtih JULY 11, 1996 SCHFDULEf STEP 2537 D -E 2600 0 -E 2664 D -E 2727 D-E 2932 D -E 3005 D-E 3079 D -E 3152 D -E 2537 D -E 2600 D-E 2664 D -E 2727 D-E 2255 P -E 2311 R-E 2368 R -E 2424 R -E 2932 D -E 3005 D -E 3079 D -E 3152 D -E HGIR_7 R4TF_ 524.16 - $'5.37 $24.76 - $26.00 :525.37 - '526.64 $25.97 - $27.27 $27.92 $29.32 $28.62 - $. }0.05 $29.32 - $30.74 $30.02 $31.52 $24.16 $25.337 $24.76 - $26.00 $25.37 - $26.64 $25.97 - $27.27 $15.26 - $22.55 $17.25 - $23.11 $17.67 - $23.68 $18.09 - $24.24 $27.92 $29.32 $28.62 - $30.05 $29.32 - $30.19 $30.02 '$31.52 PARAMEDIC ASSIGNMENT PAY $3.38 HAZARDOUS MATERIALS ASSIGNMENT PAY a FIREFIGHTER FIRE/ARSON INVESTIGATION ASSIGNMENT PAY $2.93 M17N THLY RATES $4,187.73 - $4,397.47 $4,291.73 - $4,506.67 $4,397.47 - $4,617.60 $4,501.47 - $4,726.80 $4,839.47 - $5,082.13 $4,960.80 - $5,208.67 $5,082.13 - $5,336.93 $5,203.47 - $5 $4,187.73 - $4,397.47 $4,291.73 - $4,506.67 $4,397.47 - $4,617.60 $4,501.47 - $4,726.80 $2,645.07 - $3,908.67 $2,990.00 - $4,005.73 $3,062.80 - $4,104.53 $3,135.60 - $4,201.60 $4,839.47 - $5,082.13 $4,960.80 - $5,208.,7 $5,082.13 - $5336.93 $5,203.47 - $5,463.47 IIN"L RATES 350,252.80 - $52,769.60 $51,500.:80 - $54,080.OG $52,769.60 - $55,411.20. $54,017.60 - $56,721.60 $58,073.60 - $60,985.6, $59,529.60 - $62,504.00 $60,985.60 - $64,043.20 562,441.60 $65,561.60 $50,252.80 $52,769.60 551,500.80 - $54,080.00 $52,769.60 - $55,411.20 $54,017.60 - $56,721.60 $31,740.80 - $46,904.00 $35,880.00 - $48,068.80 $36,753.60 - $4;,254,40 $37,627.20 - $50,419.20 $58,073.60 - $60,985.60 $59,529.60 - $62,504.OG $60,965.60 - $64,043.20 $62,441.60 - $65,561.60 -84- CLASSIFICATION FIRE CAPTAIN I FIRE CAPTAIN 11 FIRE CAPTAIN 111 FIRE CAPTAIN IV FIRE ENGINEER I FIRE ENGINEER 11 FIRE ENGINEER III FIRE ENGINEER IV FIRE FIGHTER 1 FIRE FIGHTER 11 FIRE FIGHTER III FIRE FIGHTER IV APPEWIX 'A" PAGES �f HOUR MARCH 22, ii Dk tfirU July 11, 1996 SCHEDULE/ STEP YOPNB:If RBTfS 2094 D-E $19.94 - $.20.94 2146 D -E $20.44 . $21.46 2199 D -E $20.94 - $21.99 2251 D -E $21.44 - 522,51 1812 D -E $17.26 - $18.12 1857 D -E A17.69 - $18.57 1903 D -E $18.12 - 519.03 1948 D -E $18.55 519.48 1611 P -E $10.90 - $16.11 1651 R -E $12.32 51631 1692 R-E $12.63 - $16..92 1732 R -E $12,92 517.32 PARAMEDIC ASSIGNMENT PAY HAZARDOUS MATERIALS ASSIGNMENT PAY FIREFIGHTER FIRE /ARSON INVESTIGATION ASSIGNMENT PAY $2.42 $2.09 $2.09 N OIITHLT RA $4,838,77 - $5,081,44 $4,960.11 - $5,207,63 $5,081.44 - $5,336.24 $5,202.77 - $5,.462.43 $4,188,43 - $4,397.12 $4,292.77 - $4,506.32 $4,397.12 - $4,617.95 $4,501.47 - $4,727.15 $2,645.07 - $3,909.36 $2,989.65 - $4,006.43 $3,064.88 - $4,105.92 $3,135.25 - $4,202.99 6 LWJAL RATE $58,065.28 - $60,97 ?.28 $59,521.28 - $62,491.52 $60,97"1,28 - $64,034.88 $62,433.28 - $65,549.12 $50,261.12 - $52,765.44 $51,513.28 554,075.84 $52,765.44 - $55,415.36 $54,017.60 - 556,725. 7 6 $31,740.80 - $46,912.32 $35,875.84 - $48,077.12 S36,7'Y8.56 - 449, 537,623.04 - 550,435.84. -85- APOMM "8 " P.E.R.S. LOUL SAFEIR'NERSERS PERCENTAGE OF FINAL COMPENSATION YEARS OF SERVICE 50 51 52 53 54 55 56 57 58 59 60 10 20.00 21.40 22.80 24.20 25.50 27.Ott 27.00 27.00 27.00 27..00 27.00 11 22.00 23.54 25.08 26.62 28.16 29.70 29.70 29.70 29.70 29.70 29.70 12 24.00 25.68 27.36 29.04 30.72 32.40 32.40 32.40 32.40 32.40 32.40 13 26.00 27.82 29.64 31.46 33.28 35.10 35.10 35.10 35.10 35.10 35.10 14 28.00 29.96 31.92 33.88 35.84 37.80 37.80 37.80 37.80 37.80 31.60. 15 30,00 32.10 34.20 36.30 38.40 40,50 40.50 40.50 40.50 40.50. 40.50 16 32,00 34.24 36.48 38.72 40.96 43,20 43.20 43.20 43.20 43.20 43.20 17 34,00 36.38 38.76 41.14 43.52 45.90 45.90 45.90 45.90 45.:90 45.90 18 36.00 38.52 41..04 43.56 46.08 48.60 48.60 48.60 48.60 48.60 48.60 19 38.00 40.66 43.32 45.98 48.64 51.30 51.30 51.30 51.30 51.30 51.30 20 40.00 42.80 45.60 48.40 51.20 54.00 54.00 54.00 54.00 54.00 54.00 21 42.00 44.94 47.88 50.82 53.76 56.70 56.70 56.70 56.70 56.70 56.70 22 44,00 47.08 50.16 53.24 56.32 59 40 59.40 59.40 59.40 59.40 59.40 23 46.00 49.22 52.44 55.66 58.88 62.10 62.10 62.10 62.10 62.10 52.10 24 48.00 51.36 54.72 58.08 61.44 64.80 64.80 64.80 64.80 64.80 54.80 25 50.00 53.50 57.00 60.50 64.00 67.50 67.50 67,50 67.50 67.50 67.50 26 52.00 55.64 59.28 62.92 66.56 70..20 70.20 70,20 70.20 70.20 70.20 27 54.00 57.78 61.56 65.34 69. 1 12 72.90 72.90 72.90 72.90 72.90 72.90 28 56.00 59.92 63.84 67.76 71.68 75 75 75 75 75 75 29 58.00 62.06 66.12 70.13 74,24 75 75 75 75 75 75 30 60.00 64.20 68.40 72.60 75 75 75 75 75 75 75 31 65.34 70.68 75 75 75 75 75 75 75 75 32 72.96 75 75 75 75 75 75 75 75 m .86- h4 °FERO:X ., POST RFIIRE.MENT MOICA1. BENEFITS PERCENTAGE. OF PREM1118 CGS1S. iwmlw 50 51 52 53 54 55 58 57 58 59 2.000% 2.140% 2.280% 2.420% 2.560% 2.700% 2.700% 2.700% .2.700% 2.700% 60 2.700% 10 24.000% 25.680% 27.360% 29.040% 30.720% 32.400% 32.400% 32.400% 32.400% 32.400% 32.400% 11 26.400% 28.248% 30.096% 31.944% 33.792% 35.640% 35.540% 35.640% 35.640% 35.640% 35.640% 12 28.800% 30.816% 32.8329 34.848% 36.864% 38.890% 313.880% 36.860% 36.880% 38.880% 38.860% 13 32.200% 33.384% 35.568% 37.752% 39.936 42.120% 42.12.0% 42.120% 42.120% 42.120% 42.120% 14 33.600% 35.952% 38.304% 40.656% 43.008% 45.360% 45.360% 45.360% 45,360% 45.360% 45.360% 15 36.000% 38.520% 41.040% 43.560% 46.080% 48.600% 48.600% 48.600% 48.600% 48.600% 48.600% 16 38.400% 41.088% 43,776% 46.464% 49.152% 51.840% 51.840% 51.840% 51.840% 51.840% 51.840% 17 40.800% 43.656% 46.512% 49.368% 52.224% 55.0805, 55.080% 55.080% 55.080% 55.080% 55.080% 18 43.200% 46.224% 49.248% 52.272% 55.296 ° 58.320% 58.320% 58.320% 58.320% 58.320% 53.320% 19 45.600% 48.792% 51.984% 55.176% 58.306% 81.560% 61.560% 61.560% 61.560% 61.560% 61.560% 20 48.000% 51.360% 54.720% 58.080% 61.440% 64.800% 64.800% 64.800% 64.800% 64.800% 64.800% 21 50.400% 53.928% 57.456% 60.984% 64.53?% 68.040% 68,040% 88.040% 68.040% 68.040% 68.040% 22 52.800% 56.496% 60.192% 63.888% 67.584% 71.280%. 71.280% 71.280% 71.280% 71.280% 71.280% 23 55.2009 59.064% 62.928% 66.792% 70.656% 74.520% 74,520% 74.520% 74.520% 74.520% 14.521% 24 57.600% 61.632% 65.664% 69.696% 73.728 %: 77.760% 77.760% 77.760% 77.760% 77.760% 77.760% 25 60.000% 64.200% 68.400% 72.600% 76.800% 81_000%o Oi.000% 81.000% 81.000% 81.000% 81.000% 26 62.400% 66.768% 71.136% 75.504% 79.872% 84.240% 84.240% 84.240% 84.240% 64.240% 84.240% 27 64.800% 69.336% 73.872% 78.408% 82.944% 87.480% 87.480% 87.480% 87.480% 87 -.480% 87.480% 28 67.200% 71.904% 76.608% 81.312% 86.016% 90.720% 90.720% 90.720% 90.720% 90.720% 90.720% 29 69.600% 74,472% 79.344% 84.216% 89.088% 93.980% 93.960% 93.960% 93,960% 93.960% 43.960% 30 72.000% 77.040% 82.080% 87.120% 92.160% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 31 74.400% 79,608% 84.816% 90.024% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 32 76.800% 82,176% 87.552% 92.928% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 33 79.200% 84.744% 90.288% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 34 81.600% 87.312% 93.024% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 35 84.000% 89.880% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 95..000% 36 86.400% 92.448% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 37 88.800% 95,000% 95.000% 95.000% 95.000%. 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 38 91.200% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 39 93.600% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 40 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% 95.000% -87-