98-091 RESOLUTION NO. 98R- 91
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
ANAHEIM AMENDING RESOLUTION NO. 98R-11 NUNC PRO TUNC.
WHEREAS, on January 27, 1998, the City Council of the City of Anaheim adopted
Resolution No. 98R-11 which approved a Memorandum of Understanding between the
Anaheim Municipal Employees Association, Clerical Unit and the City of Anaheim; and
WHEREAS, through inadvertence and clerical error the Memorandum of Understanding
between the Anaheim Municipal Employees Association, Clerical Unit was submitted with
various clerical errors; and
WHEREAS, the City Council finds that it is in the best interest of the City of Anaheim to
correct said Resolution No. 98R-11, nunc pro tunc, to reflect the true intent of the City Council.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Anaheim that
• the attached Memorandum of Understanding is corrected nunc pro tunc and the same is
hereby substituted in place and stead of the original Memorandum of Understanding attached
as Exhibit "A" to Resolution No. 98R-11 and that the effective date of such Memorandum of
Understanding attached hereto shall be October 4, 1996 through September 28, 2000.
BE IT FURTHER RESOLVED that except to the extend amended herein Resolution
No. 98R-11 shall remain in full force and effect.
THE FOREGOING RESOLUTION is approved and adopted by the City Council of the
City of Anaheim this 19th day of May 1998.
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MAY ROFTHECITYOFANAl IM
6 ATTEST:
CITY CLERK OF THE CITY OF ANAHEIM
APPROVED AS TO FORM:
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CITY ATTORNEY OF THE CITY OF ANAHEIM
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MEMORANDUM of UNDERSTANDING
between the
ANAHEIM MUNICIPAL EMPLOYEES
ASSOCIATION
CLERICAL EMPLOYEES
and the
CITY OF ANAHEIM
October 4, 1996 through September 28, 2000
TABLE OF CONTENTS
Page
ARTICLE 1 Preamble 1
ARTICLE 2 Purpose 1
ARTICLE 3 AMEA Recognition 2
ARTICLE 4 Scope 2
ARTICLE 5 Management Rights 3
ARTICLE 6 Employee Rights 3
ARTICLE 7 Notification 4
ARTICLE 8 Consultation 4
ARTICLE 9 Meet and Confer 4
ARTICLE 10 Memorandum of Understanding 5
ARTICLE 11 Discussion 5
ARTICLE 12 Check-Off 6
ARTICLE 13 AMEA Organization 6
COMPENSATION AND PAY PROVISIONS
ARTICLE 14 Compensation 8
ARTICLE 15 Classification 9
ARTICLE 16 Appropriate Salary Step 9
ARTICLE 17 Salary Relationships 12
ARTICLE 18 Hours of Work and Pay Day 15
ARTICLE 19 Temporary Upgrade 15
ARTICLE 20 Payroll Deductions 17
EMPLOYMENT PROVISIONS
ARTICLE 21 General 18
ARTICLE 22 Appointments and Promotions 19
ARTICLE 23 Employment Lists 22
ARTICLE 24 Probation 23
ARTICLE 25 Outside Employment 24
ARTICLE 26 Service Awards 24
ARTICLE 27 Training 25
ARTICLE 28 Salary Step Reduction, Suspension, Demotion & Dismissal 25
ARTICLE 29 Reassignment, Layoff and Re-employment 28
ARTICLE 30 Transfer 30
ARTICLE 31 Reinstatement 31
ARTICLE 32 Voluntary Demotion 31
LEAVE PROVISIONS
Page
ARTICLE 33 Bereavement Leave 32
ARTICLE 34 Holidays 34
ARTICLE 35 Industrial Accident Leave 36
ARTICLE 36 Jury Duty and Court Appearances 37
ARTICLE 37 Leave Without Pay 38
ARTICLE 38 Military Leave 39
ARTICLE 39 Sick Leave 39
ARTICLE 40 Vacation 44
PREMIUM PAY PROVISIONS
ARTICLE 41 Overtime - General 46
ARTICLE 42 Bilingual Pay 47
ARTICLE 43 Call-Out 47
ARTICLE 44 Shift Differentials 48
ARTICLE 45 Short Shift Change 48
ARTICLE 46 Stand By 49
ARTICLE 47 Travel and Mileage Expense 49
ARTICLE 48 Meal Allowances 50
ARTICLE 49 Certification Pay 51
GRIEVANCES
ARTICLE 50 Grievance - General 52
INSURANCE
ARTICLE 51 Insurance 56
ARTICLE 52 Post Retirement Medical Benefits 61
MISCELLANEOUS
ARTICLE 53 Physical Examinations 65
ARTICLE 54 Joint Committee on Medical Programs 66
ARTICLE 55 Agency Shop 67
ARTICLE 56 Notification of Contracting Out 67
ARTICLE 57 No Strike 67
ARTICLE 58 Construction 68
ARTICLE 59 Savings Clause 68
ARTICLE 60 Duration 68
WAGES
APPENDIX "A" Wages
Labor Market Wage Equity Issues App. 1-1
October 4, 1996 through January 8, 1998 App. 2-1
January 9, 1998 through December 9, 1999 App. 3-1
December 10, 1999 through September 28, 2000 App. 4-1
ALTERNATE WORK SCHEDULES
Nine Plan
Ten Plan
Fire Communications Twelve Plan
Police Communications Twelve Plan
iv AMEA Clerical 10/4/96-9/28/00
ARTICLE 1
PREAMBLE
1.1 The wages, hours and conditions of employment that are set forth in this
Memorandum have been discussed and jointly proposed by and between the staff
officials of the City of Anaheim. (hereinafter called "ANAHEIM") and Anaheim
Municipal Employees Association, Clerical Employees Unit (hereinafter called
"AMEA") and shall apply to all the employees of ANAHEIM working in the
classifications set forth in Appendix "A"
1.2 The terms and conditions of employment that are set forth in the Memorandum
have been discussed in good faith between the staff officials of ANAHEIM and
AMEA. AMEA agrees to recommend acceptance by its members of all of the terms
and conditions of employment as set forth herein, and the staff officials of
ANAHEIM agree to recommend to the Anaheim City Council that all of the terms
and conditions of employment as set forth herein be incorporated in full in a
resolution of the City Council. Upon the adoption of such a resolution, all the terms
and conditions of this Memorandum so incorporated shall become effective without
any further action by either party.
ARTICLE 2
PURPOSE
2.1 The objectives of the parties to this agreement are to promote full communication
between ANAHEIM and its employees and to promote the improvement of
employer-employee relations within the municipal government by providing a
uniform basis for recognizing the right of employees to join organizations of their
own choice and be represented by such organizations in their employment
relationships with ANAHEIM.
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ARTICLE 3
AMEA RECOGNITION
3.1 ANAHEIM hereby recognizes the AMEA as the bargaining representative for all its
members to the fullest extent allowable under California law applying to public
employees. As public employees, such employees shall have the right to discuss
individual problems of employment with ANAHEIM, provided that upon request of
the employee, the AMEA shall be kept fully informed and have the right to be
present at all such meetings between ANAHEIM and the individual.
ARTICLE 4
SCOPE
4.1 All officers and positions of ANAHEIM are divided into the classified service and the
exempt service. The exempt service shall include the following:
4.11 All elected officials and members of boards and commissions.
4.12 The City Manager, City Attorney, City Treasurer and City Clerk.
4.13 Volunteer personnel and personnel appointed to serve without pay.
4.14 Architects, consultants. counsel, and others rendering temporary
professional service.
4.15 Such positions involving seasonal or part-time employment as may be
specifically placed in the exempt service by the Human Resources Director.
4.2 The classified service shall include all other positions that are not specifically placed
in the exempt service by this Article.
4.3 The provisions of this Article and agreement shall apply only to the classified
service unless otherwise specifically provided.
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ARTICLE 5
MANAGEMENT RIGHTS
5.1 Management retains, exclusively, all its inherent rights, functions, duties and
responsibilities except where specifically limited in this document. The rights of
Management include, but are not limited to, the exclusive right to consider the
merits. necessity or organization of any service or activity provided by law. or
administrative order: determine the mission of its constituent departments,
commissions and boards; set standards of service, determine the procedures and
standards of selection for employment and promotion; direct its employees; take
disciplinary action; relieve its employees from duty because of lack of work or for
other legitimate reasons; maintain the efficiency of ANAHEIM'S operations;
determine the methods, means and personnel by which ANAHEIM'S operations are
to be conducted; determine the content of job classifications; take all necessary
actions to carry out its mission in emergencies; and exercise complete control and
discretion over its organization and the technology of performing its work.
ARTICLE 6
EMPLOYEE RIGHTS
6.1 Employees shall have all rights granted to public employees under California law.
Employees shall have the right to form, join and participate in the activities of
employee organizations of their own choosing for the purpose of representation on
all matters of employer-employee relations. Employees also have the right to
refuse to join or participate in the activities of employee organizations and shall
have the right to represent themselves individually in their employment relations
with ANAHEIM. No employee shall be interfered with. intimidated, restrained.
coerced. or discriminated against by ANAHEIM or by any employee organization
because of his/her exercise of these rights.
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ARTICLE 7
NOTIFICATION
7.1 Reasonable written notice shall be given by the City Management Representative to
AMEA, of any proposed ordinance, resolution, rule or regulation directly relating to
matters within the scope of representation to be presented to the City Council for
determination, and AMEA shall be given the opportunity to meet with the City
Management Representative prior to submission to the City Council for
determination.
7.2 In cases of emergency when the City Council determines that an ordinance,
resolution, rule or regulation must be adopted immediately without prior notice or
meeting with AMEA, the City Management Representative shall provide such notice
at the earliest practicable time following the adoption of such ordinance, resolution,
rule or regulation.
ARTICLE 8
CONSULTATION
8.1 The City Management Representative, after consultation in good faith with
representatives of AMEA, may recommend adoption of reasonable rules and
regulations for the administration of employer-employee relations. The City
Management Representative shall consult in good faith with representatives of
AMEA on employer-employee relations matters which affect them, including those
that are not subject to meeting and conferring.
ARTICLE 9
MEET AND CONFER
9.1 The City Management Representative and Representatives of AMEA, shall have
the mutual obligation personally to meet and confer in order to exchange freely
information, opinions and proposals and to endeavor to reach agreement on
matters within the scope of representation. Nothing herein precludes the use of any
impasse procedure authorized by law whenever an agreement is not reached
4 AMEA Clerical 10/4/96-9/28/00
during the meeting and conferring process and the use of such impasse procedure
is mutually agreed upon by the City Management Representative and AMEA.
9.2 The City Management Representative shall not be required to meet and confer in
good faith on any subject preempted by Federal or State Law or by the City Charter
nor shall he be required to meet and confer in good faith on Management or
Employee Rights as herein defined. Proposed amendments to this Article are
excluded from the scope of meeting and conferring.
ARTICLE 10
MEMORANDUM OF UNDERSTANDING
10.1 When the meeting and conferring process results in agreement between the City
Management Representative and AMEA such agreement shall be incorporated in a
written memorandum of understanding, signed by the City Management
Representative and AMEA representatives. The matters incorporated in the
memorandum shall be presented to the City Council. or its statutory representative,
for determination.
ARTICLE 11
DISCUSSION
11.1 It is the intent of both parties to maintain an open line of communication for the
betterment of employer-employee relations. Any issue not pertaining to grievances or
grievable issues may be discussed by AMEA or ANAHEIM at either party's request.
11.2 A party requesting a discussion may orally or in writing notify the other party of the
subject to be discussed. Thereafter, a meeting shall be promptly arranged, at which
meeting not more than two AMEA members and the business manager or business
representative of the AMEA may be present.
11.3 The Parties agree to meet and confer in March and April 1998 to discuss:
Pilot Compensatory Time Program/Overtime-General.
11.4 If the parties are not able to resolve the issues after three meetings, the issues will be
considered dropped, unless both parties agree to meet additional times.
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11.5 If the discussion process results in an agreement between the City Management
Representative and AMEA to amend this Memorandum of Understanding, such
agreement shall be incorporated in a written letter of understanding, signed by the City
Management Representative and AMEA representatives. The matters incorporated in
the Letter of Understanding shall be presented to the City Council, or its statutory
representative, for determination.
ARTICLE 12
CHECK-OFF
12.1 ANAHEIM agrees to check-off for the payment of the regular monthly AMEA dues
and to deduct such payments from the wages of all AMEA members and
employees when authorized to do so by said members and employees, and remit
such payments to the AMEA in accordance with the terms of signed authorizations
of such members and employees. The deduction of such dues and the remittal of
same by ANAHEIM to the AMEA, shall constitute payment of said dues and
initiation fees by such members and employees of the AMEA.
ARTICLE 13
AMEA ORGANIZATION
13.1 AMEA representatives are those elected or appointed in accordance with the
constitution and bylaws of the AMEA.
13.11 The AMEA shall notify the City Management Representative. in writing. of
the names and job class titles of its officers, Employee Representatives and
other representatives each time an election is held or new appointments are
made.
13.12 An employee elected or appointed as an officer or Employee
Representatives of the AMEA shall be required to work full time in his/her
respective job class and shall not interrupt the work of other employees.
13.2 Officers and representatives (subject to the provisions of Article 13.12 above) of the
AMEA shall be permitted to visit employee work locations for the purpose of
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observing conditions under which employees are working, provided such visit shall
not interrupt the work of such employees, interfere with the normal operations of the
department or with established safety requirements.
13.21 Such officers and representatives shall not enter any work location without
the knowledge of the department head, division head, or other appropriate
supervisor.
13.22 Solicitation of membership and all activities concerned with the internal
management of the AMEA, such as collecting dues, holding membership
meetings, preparation of petitions or grievance material, preparation of
proposals, campaigning for office, conducting elections and distributing
literature, shall not be conducted during working hours.
13.3 In the event that the AMEA is formally meeting and conferring with representatives
of ANAHEIM on matters within the scope of representation during regular City
business hours, a reasonable number of officers, Employee Representatives or
other officials of the AMEA shall be allowed reasonable time off without loss of
compensation or other benefits.
13.31 Such officers, Employee Representatives and representatives shall not
leave their duty or work station or assignment without the knowledge of the
appropriate manager or supervisor.
13.32 Such meetings are subject to scheduling in a manner consistent with
operating needs and work schedules.
13.33 ANAHEIM agrees to provide a combined total of up to five hundred (500)
hours per year of paid release time from normal work assignments to the
President and Board members of the AMEA for all activities concerned with
the internal management of the AMEA. AMEA agrees to reimburse
ANAHEIM on an hour-for-hour basis at the employee's regular rate of pay
for all hours of released time taken by the AMEA President and Board
members.
13.4 ANAHEIM shall furnish a bulletin board at mutually agreeable, specific locations for
the purpose of posting notices pertaining to AMEA business.
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13.41 All materials must be dated and must identify the AMEA.
13.42 ANAHEIM reserves the right to determine what reasonable portion of bulletin
boards are to be allocated to AMEA materials.
13.43 If the AMEA does not abide by these provisions it will forfeit its right to have
materials posted on ANAHEIM'S bulletin boards.
13.5 ANAHEIM shall allow the AMEA to conduct meetings in City facilities.
13.51 Such meetings shall be scheduled in accordance with regulations governing
use of public meeting rooms at City facilities.
13.6 ANAHEIM agrees to distribute at the Employee Orientation meeting to employees
hired in classifications listed in Appendix "A". an informational brochure provided by
the AMEA.
ARTICLE 14
COMPENSATION
14.1 The City Management Representative shall be responsible for recommending
wages, rates, and salary schedules for each job class in Appendix "A."
14.2 Prior to any such recommendations, the City Management Representatives and
representatives of the AMEA shall meet and confer in good faith to endeavor to
reach agreement on matters concerning wages, hours, and other terms and
conditions of employment in such classifications represented by AMEA.
14.3 At such time as agreement is reached for such classifications, the City Management
Representative and the AMEA shall jointly submit a written memorandum of such
understanding, which shall not be binding, to the City Council for determination.
14.4 Wages for the various classifications shall be set forth in Appendix "A" attached to
this Memorandum and by this reference made a part hereof. The City Management
Representative of ANAHEIM will not recommend any revision or modifications to
this agreement without first consulting on such recommendations with the AMEA.
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ARTICLE 15
CLASSIFICATION
15.1 The Human Resources Director shall be responsible for recommending
classification of all positions in the classified service on the basis of the kind and
level of the duties and responsibilities of the positions, to the end that all positions
in the same class shall be sufficiently alike to permit use of a single descriptive title,
the same qualification requirements, the same test of competence, and the same
salary schedule.
15.11 A job class may contain one or more positions.
15.12 Classification of all positions in the classified service shall require approval
of the City Manager.
15.2 A position may be reclassified on the basis of changes in or reevaluation of the
duties, responsibilities, and/or qualification requirements of the position.
15.21 The Human Resources Director shall be responsible for recommending such
reclassification as he finds to be necessary.
15.22 A reclassification shall become effective upon action by the City Manager on
a Personnel Action Form.
15.23 Incumbents may or may not be reclassified with their positions, based upon
the recommendation of the Human Resources Director, the appropriate
department head, and the approval of the City Manager.
ARTICLE 16
APPROPRIATE SALARY STEP
16.1 Regular, full-time employees shall be eligible for consideration for merit pay
increases as follows:
16.11 To the "Q" step of the salary schedule after completion of six months of
service in the "P" step.
16.12 To the "R" step after completion of six months of service in the "Q" step.
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16.13 To the "J" step after completion of six months of service in the "R" step.
16.14 To the "A" step after completion of six months of service in the "J" step.
16.15 To the "B" step after completion of six months of service in the "A" step.
16.16 To the "C" step after completion of six months of service in the "B" step.
16.17 To the "D" step after completion of one year of service in the "C" step,
except as provided in ARTICLE 16.111.
16.18 To the "E" step after completion of one year of service in the "D" step,
except as provided in ARTICLE 16.111.
16.19 In such cases as may occur wherein an employee shall demonstrate
exceptional ability and proficiency in performance of his/her assigned
duties, said employee may be given a special merit advancement to the
next higher step without regard to the minimum length of service
provisions contained in this Article upon the approval of the employee's
department head.
16.110 For purposes of this Article "six months" shall be construed to mean
thirteen (13) complete biweekly pay periods; and "one year" shall be
construed to mean twenty-six (26) complete biweekly pay periods.
16.111 Certain job classes shall be designated by an "S" before schedule
numbers. Employees in these classes shall be eligible for consideration
for merit pay increases to the "D" step after completion of six months of
service in the "C" step. They shall be eligible for consideration for merit
pay increases to the "E" step after completion of six months of service in
the "D" step.
16.2 Merit pay increases shall be granted upon approval of the employee's department
head for continued meritorious and efficient service and continued improvement by
the employee in the effective performance of the duties of his/her position.
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16.21 The effective date of the merit pay increases shall be the first day of the pay
period following approval as provided in Article 16.2 and completion of the
minimum required service in the next lower step as provided in Article 16.1.
16.3 Newly hired employees shall normally be compensated at the lowest step of the
salary schedule of the job class for which he/she was hired. ANAHEIM may hire at
a higher step in the salary schedule.
16.31 The provisions of this Article shall also apply to re-employed and reinstated
employees.
16.4 An incumbent employee reclassified with his position to a lower job class shall
retain his/her rate of pay and his/her anniversary date for purposes of merit pay
increases, or shall be placed in the step of the lower salary schedule closest to
his/her rate of pay. If the "E" step of the salary schedule of the lower job class is
lower than the incumbent's rate of pay, the rate of pay shall be identified as the "Y"
step of the lower salary schedule. An employee compensated at the "Y" step
because of a downward reclassification shall remain in the "Y" step, until such time
as his/her job class is assigned to a salary schedule in which the "E" step is
equivalent to or higher than the "Y" step, at which time the employee shall be
placed in the "E" step.
16.5 An incumbent employee reclassified with his/her position to an equivalent job class
shall retain his/her rate of pay and his/her anniversary date for purposes of merit
pay increases.
16.6 An employee who is promoted or reclassified with his/her position to a higher job
class shall be placed in the step of the higher salary schedule that will provide a pay
increase of not less than 4% except when the "E" step of the higher salary schedule
provides a pay increase of less than 4%, or when the "A" step of the higher salary
schedule is more than 4% higher than the employee's current rate of pay. The
employee shall be given a new anniversary date for purposes of merit pay
increases in accordance with the provisions of Article 16.1.
16.61 An employee promoted to a formal apprenticeship classification may be
appointed above the entry level step and may remain in the step to which
he/she is appointed longer than the time provided in Article 16.1.
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16.7 An employee who is demoted shall be placed in the step of the lower salary
schedule that will provide a reduction in pay of not less than 4%. The employee
shall be given a new anniversary date for purposes of merit pay increases in
accordance with the provisions of Article 16.1.
16.8 An employee in a job class which is assigned to a different salary schedule as a
result of a pay adjustment shall retain his/her same salary step status in the newly
authorized salary schedule and shall retain the same anniversary date for purposes
of merit pay increases.
16.9 When more than one personnel action involving changes in an employee's salary
step status become effective on the same day, all such changes shall be in
accordance with the provisions of the preceding paragraphs of the Article, and shall
take place in the following order of precedence:
(1) adjustment to same salary step in newly authorized salary schedule:
(2) merit pay advancement or reduction in salary step;
(3) promotion, demotion, or reclassification.
ARTICLE 17
SALARY RELATIONSHIPS
17.1 ANAHEIM and AMEA agree that wages for all classifications represented by AMEA
shall be based on the salary relationships shown below. The wages in "Appendix
A" reflect an agreed upon phased implementation plan to these salary relationships.
ACCOUNTING SPECIALIST
Accounting Technician 1.250 x Accounting Specialist
Box Office Specialist 1.100 x Accounting Specialist
Collections Specialist 1.050 x Accounting Specialist
Collections Supervisor 1.250 x Accounting Specialist
Payroll Specialist 1.100 x Accounting Specialist
Payroll Technician 1.250 x Accounting Specialist
Sr. Accounting Specialist 1.100 x Accounting Specialist
JTP Specialist 1.050 x Accounting Specialist
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FIRE DISPATCHER II
Fire Dispatcher I .900 x Fire Dispatcher II
Fire Communications Shift Supervisor 1.150 x Fire Dispatcher II
OFFICE SPECIALIST II
Booking & Sched Specialist 1.250 x Office Specialist II
Building Permit Rep 1.100 x Office Specialist II
Clerk .850 x Office Specialist II
Council Agenda Administrator 1.30 x Office Specialist II
Customer Services Specialist I .900 x Office Specialist II
Customer Services Specialist II 1.000 x Office Specialist II
Data Entry Operator 1.050 x Office Specialist II
Data Entry Supervisor 1.200 x Office Specialist II
Data Processing Clerk 1.000 x Office Specialist II
Department/Motor Vehicle Specialist 1.225 x Office Specialist II
Departmental Records Coordinator 1.200 x Office Specialist II
Guest Services Specialist I .900 x Office Specialist II
Guest Services Specialist II 1.000 x Office Specialist II
Housing Intake Specialist 1.050 x Office Specialist II
Housing Loan Processor 1.100 x Office Specialist II
Intermediate Clerk .950 x Office Specialist II
Library Circulation Specialist 1.100 x Office Specialist II
Library Clerk .850 x Office Specialist II
Library Technical Services Specialist 1.200 x Office Specialist II
Licensing Specialist 1.100 x Office Specialist II
Licensing Supervisor 1.250 x Office Specialist II
Office Specialist I .900 x Office Specialist II
Office Supervisor 1.300 x Office Specialist II
Principal Office Specialist 1.225 x Office Specialist II
Recreation Personnel Specialist 1.225 x Office Specialist II
Senior Clerk 1.100 x Office Specialist II
Senior Customer Services Specialist 1.050 x Office Specialist II
Senior Data Entry Operator 1.100 x Office Specialist II
Senior Guest Services Specialist 1.050 x Office Specialist II
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Senior Library Clerk 1.050 x Office Specialist II
Senior Office Specialist 1.175 x Office Specialist II
Senior Word Processing Operator 1.150 x Office Specialist II
Word Processing Operator 1.075 x Office Specialist II
Word Processing Supervisor 1.350 x Office Specialist II
POLICE DISPATCHER II
Police Communications Operator .750 x Police Dispatcher II
Police Communications Supervisor 1.250 x Police Dispatcher II
Police Dispatcher I .900 x Police Dispatcher II
Senior Police Dispatcher 1.100 x Police Dispatcher II
POLICE RECORDS SPECIALIST II
CLETS/NCIC Specialist 1.25 x Police Records Spec. II
Detention Facility Assistant 1.125 x Police Records Spec. II
Police Records Spec/Matron 1.100 x Police Records Spec. II
Police Records Specialist I .900 x Police Records Spec. II
Police Records Supervisor 1.350 x Police Records Spec. II
Senior Police Records Specialist 1.200 x Police Records Spec. II
PROPERTY & EVIDENCE CLERK
Property & Evidence Supervisor 1.150 x Property & Evidence Clerk
Senior Property & Evidence Clerk 1.075 x Property & Evidence Clerk
SENIOR STOREKEEPER
Automotive Parts Specialist .850 x Senior Storekeeper
Bookmobile Operator .850 x Senior Storekeeper
Storekeeper .900 x Senior Storekeeper
Supply Clerk/Driver .800 x Senior Storekeeper
Wardrobe Specialist .800 x Senior Storekeeper
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ARTICLE 18
HOURS OF WORK AND PAY DAY
18.1 The average regular work week for employees in classifications in Appendix "A"
shall be forty (40) hours.
18.11 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.
18.2 Regular salaries and compensation of employees shall be paid on a biweekly basis.
18.3 ANAHEIM agrees to pay annual sick leave payoff, by separate checks.
18.4 All holidays and vacation and sick leave shall be paid at the employees regular rate
of pay.
18.5 ANAHEIM and the AMEA agree that in certain instances alternatives to the
traditional work schedule for the convenience of employees may be appropriate.
Such schedules may be installed under the following guidelines:
18.51 ANAHEIM or the AMEA may initiate discussions regarding such alternate
work schedules.
18.52 Alternate work schedules shall not reduce service to the public.
18.53 Such schedules may be revoked by either party upon notice to the other
party.
18.54 Such schedules may continue by mutual agreement of both parties.
18.55 Such alternate work schedules shall be created by Letter of Understanding.
ARTICLE 19
TEMPORARY UPGRADE
19.1 Temporary upgrading shall be defined as the temporary assignment of an
employee to work in a job class which is assigned to a salary schedule higher than
his/her regular job class.
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19.2 Employees temporarily upgraded to certain job classes shall be compensated at the
lowest step in the higher salary schedule that will provide a premium of not less
than 4.0% of the employee's regular hourly rate of pay for each hour worked in the
higher job class during normal working hours if they are assigned to work in the
higher job class for a minimum of (2) hours of each day. Employees temporarily
upgraded to job classes during other than normal working hours shall be
compensated at the lowest step on the higher salary schedule that will provide an
upgrade premium of not less than 4.0% of the employee's regular hourly rate of pay
for all time worked in the higher job class. The "E" step in the higher salary
schedule shall be the maximum upgrade premium when the "E" step of the higher
salary schedule provides an upgrade premium of less than 4.0%. Such job classes
shall be designated in Appendix "A" by a "U2" before schedule numbers.
19.21 Employees upgraded to the job classes listed below shall be paid in
accordance with paragraph 19.1; provided however that a minimum of one
(1) complete work shift must be worked before payment will be made from
the first hour. Such job classes shall be designated in Appendix "A" by a
"UFS" before schedule numbers.
Confidential Positions:
Administrative Assistant
Claims Assistant
Council Administrative Assistant
Executive Secretary
Office Supervisor- Confidential
Planning Commission Support Supervisor
Principal Office Specialist - Confidential
Purchasing Assistant
Secretary
Senior Clerk - Confidential
Senior Office Specialist - Confidential
Senior Secretary
Appendix "A" positions:
Collections Supervisor
16 AMEA Clerical 10/4/96-9/28/00
Data Entry Supervisor
Department Motor Vehicle Specialist
Fire Dispatcher II
Office Supervisor
Police Communications Supervisor
Police Dispatcher II
Police Records Supervisor
Property and Evidence Supervisor
Principal Office Specialist
Senior Accounting Specialist
Senior Clerk
Senior Data Entry Operator
Senior Office Specialist
Word Processing Supervisor
19.22 The following job classes shall be paid an additional '/2% pay in lieu of
upgrade pay.
Library Circulation Specialist
Library Clerk
Library Technical Services Specialist
Senior Library Clerk
19.3 Bargaining unit employees temporarily upgraded to a management class
designated with a "U" shall receive a 5.0% increase or the minimum rate of the
management salary range whichever is higher. All other upgrading rules as
contained in Article 19.2 will be applicable.
19.4 Upgrade to a vacant position shall be limited to six months, except in cases of
extended sick leave, industrial accident leave or leave without pay.
ARTICLE 20
PAYROLL DEDUCTIONS
20.1 Deductions of authorized amounts may be made from employees' pay for the
following purposes:
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20.11 Withholding Tax;
20.12 Contributions to retirement benefits;
20.13 Contribution to survivors' benefits;
20.14 Payment of life insurance and accidental death and dismemberment
insurance premium;
20.15 Payment of non-industrial disability insurance premium;
20.16 Payment of hospitalization and major medical insurance premium;
20.17 Payment to or savings in the Anaheim Area Credit Union;
20.18 Contributions to United Way;
20.19 Payment of membership dues to the Anaheim Municipal Employees'
Association.
20.110 Purchase of United States Savings Bonds; and
20.111 Other purposes as may be authorized by the City Council.
ARTICLE 21
GENERAL
21.1 It is hereby the declared personnel policy of ANAHEIM that:
21.11 Employment by ANAHEIM shall be based on merit and fitness, free of
personal and political considerations.
21.12 Appointments, promotions, and other actions requiring the application of the
merit principle shall be based on systematic tests and/or evaluations.
21.13 Positions having similar duties and responsibilities shall be classified and
compensated on a uniform basis.
21.14 Tenure of employees shall be subject to good behavior, satisfactory work
performance, necessity for the performance of work, and the availability of
funds.
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21.15 Any action concerning an employee's status of employment shall be
processed on a Personnel Action Form. Such status shall become effective
upon action by a management employee who has responsibility for
authorizing such action. All full-time employees shall receive a true copy of
any personnel action taken concerning their status of employment.
21.2 Job Bulletins prepared by Human Resources regarding full-time regular
classifications shall be sent to and posted on Bulletin Boards designated for that
purpose.
21.3 Job Bulletins regarding classifications represented by the AMEA shall be sent to the
AMEA during recruitment periods.
21.4 ANAHEIM shall be the sole judge of the testing, qualification and acceptance
procedures of all applicants for employment and promotion and ANAHEIM retains
the right to reject any applicant for employment; PROVIDED, HOWEVER, that no
test or qualification procedures utilized by ANAHEIM or refusal to accept for
employment shall be done to discriminate for or against an applicant because of
AMEA or non-AMEA membership or because of race, color, creed. national origin.
religion, sex, age or physical disability, except where age or lack of physical
disability is a bona fide occupational qualification.
ARTICLE 22
APPOINTMENTS AND PROMOTIONS
22.1 Appointments and promotions shall be based on merit and fitness to be ascertained
so far as practicable by competitive examinations. Examinations shall be used and
conducted to aid in the selection of qualified employees, and shall consist of
recognized selection techniques which will, in the opinion of the Human Resources
Director. test fairly the qualifications of candidates.
22.11 Notwithstanding any other provision of this Article. vacant positions in the
classified service which would otherwise be filled by open recruitment may
be filled by appointing part-time employees currently employed in part-time
classification with full-time equivalent classifications.
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22.2 Minimum standards of employment for each job class shall be recommended by the
Human Resources Director and approved by the City Manager.
22.3 At such times as the appointing authority with concurrence of the Human
Resources Director determines that it is in the best interests of the City to promote
from within, promotions shall be on a competitive basis except when the Human
Resources Director finds that the number of employees qualified for promotion is
insufficient to justify competition. Appropriate consideration shall be given to
promotional candidates' qualifications, record of performance, and seniority, in that
order. When a qualified, work-disabled employee is available, consideration will be
provided according to the Vocational Rehabilitation Administrative Regulation.
22.31 At such times as the appointing authority with concurrence of the Human
Resources Director determines that it is in the best interests of the City to
recruit from both inside and outside the organization, City employee
candidates who choose to compete shall be evaluated on the same basis as
non-employee candidates.
22.32 Advancement to a higher paid job class shall constitute a promotion.
22.33 Whenever a management evaluation is to be part of the promotional
selection process for classifications listed in Appendix "A", employees will be
notified on the job flyer at the time promotional examinations are announced
the weights to be assigned to qualifications, record of performance and
seniority.
22.4 Examinations for appointments and promotions shall be in such form as will fairly
test the abilities and aptitudes of candidates for the duties to be performed, so that
such appointments and promotions will be solely based on qualifications without
regard to race, color, creed, national origin, religious or political affiliation or belief,
membership in or attitude toward any employee organization, sex, age, or physical
disability, except where sex, age, or lack of physical disability is a bona fide
occupation qualification.
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22.5 Candidates who qualify for employment or promotion shall be placed on an
eligibility list for the appropriate job class. At such times as a department
management evaluation is included in the establishment of a promotional eligibility
list, the list shall rank the eligible candidates in the order of final evaluation, and
appointments from that list shall normally follow rank order.
22.51 Employees shall be given written notice of his rank order on promotional
eligibility lists.
22.6 When an appointment is to be made to a vacancy, the Human Resources Director
shall submit to the appropriate department head the names on the appropriate
employment list. Appointments to vacant positions shall be made by the
appropriate department head, with the concurrence of the Human Resources
Director.
22.61 The appropriate department head, with the concurrence of the Human
Resources Director, may order names removed from an eligibility list for
good and sufficient reasons. Employees shall be given written notice of
removal of their names from eligibility lists.
22.7 In the absence of appropriate employment lists, a provisional appointment may be
made by the appropriate department head (with the approval of the Human
Resources Director) of a person meeting the minimum qualifications for the
position. An eligibility list shall be established within six months for any regular,
full-time position filled by provisional appointment. In the event that any provisional
appointee fails to qualify on the eligibility list as established within six months of his
provisional appointment, said provisional appointee shall have his employment
terminated at the close of the first complete biweekly pay period following the
establishing of the eligibility list.
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22.8 Appointments to certain grant funded positions as designated by the City Manager
may be made without competitive examinations and/or evaluations. Such
appointments may be made by the appropriate department head (with the approval
of the Human Resources Director and the City Manager). In the event that a grant
funded appointee fails to complete competitive examinations and/or evaluations
and is not appointed to a city funded position during his period of employment
under the grant, said grant funded appointee shall be terminated from City
employment.
ARTICLE 23
EMPLOYMENT LISTS
23.1 Employment lists, in order of their priority, shall be re-employment lists and eligibility
lists.
23.2 Re-employment lists shall contain the names of regular, full-time employees laid off
in good standing for lack of funds or work.
23.21 Names on re-employment lists shall remain for a period not to exceed one
(1) year.
23.3 Eligibility lists shall be created in accordance with the provisions of ARTICLE 22 -
APPOINTMENTS AND PROMOTIONS.
23.31 Eligibility lists may contain the names of one or more persons eligible for
employment.
23.32 Open competitive eligibility lists shall remain in effect for a period of one
year or until depleted. Eligibility lists containing less than three (3) names
may be considered depleted. Eligibility lists may be extended by the Human
Resources Director for a period not to exceed one (1) additional year.
23.33 Promotional eligibility lists shall remain in effect for a period of two years or
until depleted.
22 AMEA Clerical 10/4/96-9/28/00
ARTICLE 24
PROBATION
24.1 Employees appointed from eligibility lists, reinstated employees and employees
reassigned according to the Vocational Rehabilitation Administrative Regulation
shall be subject to a period of probation. The regular period of Probation shall be
thirteen (13) complete biweekly pay periods unless otherwise specified for certain
designated job classes.
24.11 Certain designated job classes in the classified service shall have a regular
period of probation which begins on the date of appointment and ends
twenty-six (26) complete biweekly pay periods after the date of
appointment. These job classes shall be:
Police Dispatcher I
Fire Communications Shift Supervisor
Fire Dispatcher I
Fire Dispatcher II
24.12 In the event an employee is assigned to light duty status or is absent from
work due to a lengthy illness or injury during his/her probationary period,
said employee's probationary status may be extended beyond the regular
period of probation in the amount of one complete biweekly pay period for
each complete biweekly pay period assigned to light duty status or lost due
to such illness or injury.
24.13 Upon successful completion of a probationary period, an employee shall be
granted regular status in the classification in which the probationary period is
served.
24.2 The work and conduct of probationary employees shall be subject to close scrutiny
and evaluation, and if found to be below standards satisfactory to the appointing
authority, the appropriate department head may reject the probationer at any time
during the probationary period. Such rejections shall not be subject to review or
appeal unless such a rejection is alleged to be contrary to the provisions of any
state or federal laws.
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24.21 An employee rejected or laid off during the probationary period from a
position to which he/she has been promoted or transferred shall be returned
to the classification in which he/she has regular status unless the reasons
for his/her failure to complete his probationary period would be cause for
dismissal.
24.22 The appropriate department head shall request the Human Resources
Department to prepare a Personnel Action Form to separate or return to a
former classification any employee to be rejected during a probationary
period.
24.3 An employee shall be retained beyond the end of the probationary period only if the
appropriate department head affirms that the services of the employee have been
found to be satisfactory.
ARTICLE 25
OUTSIDE EMPLOYMENT
25.1 An employee may engage in employment other than his/her job with ANAHEIM, if
his/her department head determines that such outside employment does not
interfere with the performance of assigned duties and does not constitute a conflict
of interest.
ARTICLE 26
SERVICE AWARDS
26.1 Service awards, in the form of service pins or the equivalent, shall be presented to
employees in classifications listed in Appendix "A" for:
Five (5) years of service; Twenty-five (25) years of service;
Ten (10) years of service; Thirty (30) years of service;
Fifteen (15) years of service; Thirty-five (35) years of service;
Twenty (20) years of service; Forty (40) years of service.
Such service awards shall also be presented to any employee upon their
retirement.
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26.11 For purposes of this Article, the term "years of service", shall be defined as
continuous, full-time service.
ARTICLE 27
TRAINING
27.1 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.
27.11 Reimbursement to employees for costs incurred for formalized training shall
be in accordance with regulations established by the City Manager.
27.2 Each employee in a classification listed in Appendix A" shall be allowed the
opportunity to enroll in an ANAHEIM sponsored training course at least once each
calendar year. To be approved, courses must be in one of the five (5) critical
competency areas identified in the City's 5-Year Training Plan (Interpersonal
Communication. Leadership. Computer and Technology. cross-Functional Work
and Teams, or Critical Thinking). In the event an employee requests a course that
is not included in the City Training Catalog, the Human Resources Director shall
determine whether the course curriculum satisfies one or more of the required
critical competency areas.
ARTICLE 28
SALARY STEP REDUCTION, SUSPENSION, DEMOTION, AND DISMISSAL
28.1 The tenure of every employee shall be conditioned on good behavior and
satisfactory work performance. Any employee may have their salary step reduced
or be suspended, demoted, or dismissed for good and sufficient cause.
28.2 When in the judgment of the appropriate Department Head or Administrative
Manager, an employee's work performance or conduct justifies disciplinary action
short of demotion or dismissal, the employee may be,
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28.21 Suspended without pay. Upon taking such action, the appropriate
Department Head or Administrative Manager shall file with the employee
and the Human Resources Director a written notification containing a
statement of the substantial reasons for the action. No employee shall be
suspended for more than thirty (30) calendar days at any one time, except
as provided for in Article 28.31, or;
28.22 Salary reduced by one or more steps. Upon taking such action, the
appropriate Department Head or Administrative Manager shall file with the
employee and the Human Resources Director a written notification
containing a statement of the substantial reasons for the action. The
employee may be returned to his/her former salary step at such time as
deemed appropriate by the appropriate Department Head or Administrative
Manager.
28.3 An employee may be demoted or dismissed upon recommendation of an
appropriate manager or supervisor whenever in the judgment of the appropriate
Department Head or Administrative Manager, the employee's work or misconduct
so warrants. Upon taking such action, the appropriate Department Head or
Administrative Manager shall file with the employee and the Human Resources
Director a written notification containing a statement of the substantial reasons for
the action and the effective date of the action.
28.31 Suspension without pay pending further action shall be the status of
dismissed employees appealing dismissal under provisions of ARTICLE 50 -
GRIEVANCE GENERAL. Such suspension shall not exceed ninety (90)
calendar days.
28.4 In the disciplinary process, ANAHEIM shall confirm with the procedural due process
requirements of Skelly v. State Personnel Board. At such time as Skelly due
process is required, prior to the determination that discipline will be imposed, the
appropriate Department Head or Administrative Manager, at a minimum shall:
28.41 Provide written notification to the employee of the proposed discipline at
least six working days prior to the date the discipline is proposed to be
implemented. The notification shall include:
26 AMEA Clerical 10/4/96-9/28/00
28.411 The discipline that is proposed.
28.412 The grounds for imposing disciplinary action.
28.413 The actions. omissions. or conduct of the employee upon which the
proposed discipline is based.
28.414 An invitation to respond either orally or in writing prior to the
proposed effective date of the discipline.
28.42 Provide copies of documents considered which support the proposed
discipline.
28.43 Provide written notification of the final determination after consideration of
the employee's response or after the opportunity to respond if the employee
chooses not to respond.
28.44 ANAHEIM and the AMEA recognize and understand that failure to comply
with Article 28.4 shall not invalidate a disciplinary action, but may result in
penalties upon ANAHEIM, as reflected in decisions of the California
appellate courts.
28.5 When an employee is dismissed as provided in this Article, ANAHEIM and the
AMEA agree to the following accelerated procedure under the provisions of
ARTICLE 50 - GRIEVANCE GENERAL:
28.51 ANAHEIM and the AMEA agree that only one post-skelly hearing by the
appropriate Department Head or Administrative Manager shall be held. This
hearing shall be held within ten working days after the dismissal is grieved
unless mutually extended.
28.52 If the grievance is then appealed to Third Step to be submitted to an
impartial arbitrator for a final and binding decision, ANAHEIM and the AMEA
agree to:
28.521 Develop a standing list of mutually approved arbitrators.
28.5211 This list shall include no more than five mutually
approved arbitrators.
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28.5212 ANAHEIM and the AMEA agree to reestablish the list of
arbitrators once each year in January.
28.5213 ANAHEIM or the AMEA may remove arbitrators from this
list at anytime.
28.522 Select the arbitrator from the standing list that has the earliest,
reasonable available hearing date, unless the parties mutually
agree to select another arbitrator from the list.
28.523 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 29
REASSIGNMENT, LAYOFF AND RE-EMPLOYMENT
29.1 Layoff for lack of work or lack of funds shall be on the basis of an evaluation of
qualifications, and seniority within the affected job class.
29.11 An employee whose position has been abolished due to lack of work or lack of
funds shall be reassigned by his/her department head to any position within
his/her division or department in an equivalent or lower job class for which
he/she meets the minimum requirements and has City seniority over other
employees in the job class. An apprentice job class is considered equivalent to
the journey level job class for purposes of this Article. If the employee whose
position has been abolished does not have City seniority over other employees
in equivalent or lower classes, he/she may be reassigned by his/her department
head to any vacant position within the department in an equivalent or lower job
class, for which he/she meets the minimum requirements. Employees so
reassigned shall be placed in the salary step of the appropriate salary schedule
closest to his/her rate of pay. Employees so reassigned shall be reinstated to
his/her former job class and salary step status when positions in his/her former
job class (within his/her division or department) become vacant. Such
reinstatement shall be on the basis of City seniority.
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29.12 Whenever an employee whose position has been abolished cannot be
reassigned to a vacant position within his/her division or department, he/she
shall be reassigned by the City Manager to any vacant position in any other
division or department in his/her job class or in an equivalent or lower job class
for which he/she meets the minimum qualifications for employment. If an
employee is reassigned to a vacant position within his/her job class in any other
division or department. he/she shall retain his/her rate of pay. If an employee is
reassigned to a vacant position in an equivalent or lower job class in any other
division or department, he/she may be placed in any salary step of the
appropriate salary schedule that does not provide an increase in salary.
Employees reassigned to vacant positions in an equivalent or lower job class in
any other division or department shall be reinstated to his/her former job class
and salary step status when positions in his/her former job class (within his/her
former division or department) become vacant. Such reinstatement shall be on
the basis of City seniority.
29.2 Whenever an employee whose position has been abolished is not reassigned to any
vacant position, he/she shall be placed on the re-employment list for his/her job class.
Persons on the re-employment list shall be re-employed with his/her former salary step
status when positions in his/her job class (within the division or department from which
they were laid off) become vacant. Re-employment shall be on the basis of City
seniority.
29.3 Whenever an employee is reassigned to a vacant position in the same class, an
equivalent class, or lower class as herein provided, he/she shall retain the same
anniversary date for purposes of merit pay increases.
29.4 Whenever an employee is reinstated to a vacant position in his/her former job class, or
re-employed as herein provided, he/she shall be given a new anniversary date for
purposes of merit pay increases in accordance with the provisions of ARTICLE 16 -
APPROPRIATE SALARY STEP.
29.5 An employee reinstated from the re-employment list shall be considered to have
continuous service and may be credited with the amount of accumulated sick leave
he/she had accrued at the time of layoff if he/she elects to remit to ANAHEIM any
payment received under the provisions of ARTICLE 39, SICK LEAVE.
29 AMEA Clerical 10/4/96-9/28/00
29.6 ANAHEIM and the AMEA agree that ANAHEIM will notify the AMEA of layoffs which
affect employees represented by the AMEA at the same time or prior to notification of
employees.
29.7 The provisions of this Article shall only apply to regular full-time employees in the
classified service. Employees appointed to certain grant-funded positions as
designated by the City Manager under ARTICLE 22.7, and newly hired probationary
employees shall be excluded from the provisions of this Article.
ARTICLE 30
TRANSFER
30.1 A change of an employee's place of employment from one division to another or
from one department to another shall be considered a transfer. A change of an
employee's place of employment to a vacant position in a job class on the same
salary schedule as his/her own job class shall also be considered a transfer.
30.11 A transfer from one division to another or from one department to another
shall require the approval of the head of the division or department to which
the employee is transferring and the Human Resources Director. Such a
transfer shall be initiated by request of the employee to the Human
Resources Director.
30.12 A transferred employee shall retain his/her rate of pay and his/her
anniversary date for purposes of merit pay increases.
30.13 In order to be transferred to a job class with minimum standards of
employment substantially different from those of his/her own job class. an
employee shall be required to demonstrate his/her eligibility for employment
in accordance with the provisions of ARTICLE 22 - APPOINTMENTS AND
PROMOTIONS and shall serve a new probationary period in accordance
with the provisions of ARTICLE 24 - PROBATION.
30.2 Transfers for the betterment of employees and the best interests of ANAHEIM shall
be encouraged by all echelons of management.
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ARTICLE 31
REINSTATEMENT
31.1 An employee who terminates his/her employment in good standing may be
reinstated to a vacant position in his/her former job class within three (3) years of
his/her termination date without re-qualifying for employment by competitive
processes.
31.11 Employees reinstated within thirty days of their termination date shall be
considered to have continuous service, shall not serve a new probationary
period and shall be credited with the amount of accumulated sick leave they
had at the time of termination. They shall be placed in their former salary
step and shall retain their anniversary date for purposes of merit pay
increases. If their anniversary date has occurred during the period of their
absence, their new anniversary date shall be the first day of the next
biweekly pay period following reinstatement.
31.12 Employees reinstated after thirty days of their termination date shall serve a
new probationary period and may be considered to have broken service for
purposes of salary step status, and shall be considered to have broken
service for all other employee benefits.
31.2 An employee may be reinstated under the provisions of the Vocational
Rehabilitation Administrative Regulation to any vacant position for which he/she
meets the minimum qualifications.
31.3 The provisions of this Article shall apply to regular, full-time employees.
ARTICLE 32
VOLUNTARY DEMOTION
32.1 If an employee takes a voluntary demotion as a result of a downward
reclassification of his position, his/her salary step status shall be in accordance with
the provisions of Article 16.4.
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32.2 Voluntary demotions as a result of impending layoff shall be in accordance with the
provisions of ARTICLE 29 - REASSIGNMENT. LAYOFF AND RE-EMPLOYMENT.
32.3 An employee may request a voluntary demotion for any reason. Such a voluntary
demotion shall require the approval of the department head under whom the
employee will serve and the Human Resources Director. An employee taking such
a voluntary demotion may be placed in any salary step of the appropriate salary
schedule that does not provide an increase in salary. He/she shall be given a new
anniversary date for purposes of merit pay increases in accordance with provisions
of ARTICLE 16.1.
32.31 Voluntary demotions in accordance with the Vocational Rehabilitation
Administration Regulation shall be in accordance with the provisions of
ARTICLE 32 - VOLUNTARY DEMOTION.
32.4 An employee who has taken a voluntary demotion to a lower job class may be
reinstated to a vacant position in his/her former job class within three years of the
effective date of the voluntary demotion without re-qualifying by competitive
processes.
32.41 An employee reinstated to his/her former job class from a voluntary
demotion shall retain his/her rate of pay. If his/her rate of pay is not included
in the salary schedule of his/her former job class, he/she shall be placed in
the salary step of that salary schedule which is closest to his/her rate of pay.
He/she shall retain his/her anniversary date for purposes of merit pay
increases; however, if he/she is placed in the "A" or "B" step of the salary
schedule, he/she shall be eligible for a merit pay increase after thirteen
complete biweekly pay periods or his/her regular anniversary date,
whichever is sooner.
ARTICLE 33
BEREAVEMENT LEAVE
33.1 In the event a death occurs in the immediate family of a full-time employee, the
employee shall be granted bereavement leave with pay for up to a maximum of
twenty-four (24) working hours. "Immediate family" shall be defined as any relative
32 AMEA Clerical 10/4/96-9/28/00
by blood or marriage who is a member of the employee's household, under the
same roof, and any parent, foster parent, step-parent, spouse, child, grandchild,
brother, or sister of the employee, or any parent, foster parent or step-parent or
grandchild of the employee's spouse, regardless of residence. Police
Communications Twelve Plan employees shall be granted bereavement leave with
pay for up to a maximum of thirty-six (36) working hours.
33.11 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, daughter-in-law, son-in-law not under the same roof of the
employee; and any grandparent, child, brother, or sister of the employee's
spouse, regardless of residence. Police Communications Twelve Plan
employees shall be granted bereavement leave with pay up to a maximum
of twelve (12) working hours.
33.12 Bereavement leave may be used only at the time a death occurs, or to make
burial arrangements and/or to attend funeral or memorial services.
33.13 ANAHEIM guarantees, that in addition to the above, employees may use all
available sick leave or vacation on the books up to forty (40) hours. If no
sick leave or vacation is on the books, ANAHEIM guarantees the employee
the ability to use leave without pay up to forty (40) hours.
33.2 Employees in the classifications of Fire Dispatcher I, Fire Dispatcher II and Fire
Communications Shift Supervisor who are eligible for"immediate family"
bereavement leave in accordance with Article 33.1 above shall be granted
bereavement leave with pay for up to a maximum of thirty-six (36) working hours.
Employees in the classifications of Fire Dispatcher I, Fire Dispatcher II and Fire
Communications Shift Supervisor who are eligible for"other family members"
bereavement leave in accordance with Article 33.2 above shall be granted
bereavement leave with pay for up to a maximum of twelve (12) working hours.
33 AMEA Clerical 10/4/96-9/28/00
ARTICLE 34
HOLIDAYS
34.1 The following days shall be recognized as holidays, and regular full-time employees
shall have these holidays off with pay:
January 1st, New Year's Day
Third Monday in January, Martin Luther King's Birthday
Third Monday in February, President's Day
Last Monday in May, Memorial Day
July 4th, Independence Day
First Monday in September, Labor Day
November 11, Veteran's Day
Fourth Thursday in November, Thanksgiving Day
Friday after Thanksgiving
December 25th, Christmas Day
Every day designated by the City Council for a public feast, thanksgiving or holiday.
34.2 In the event that any of the above holidays fall on an employee's scheduled day off,
said employee shall observe the preceding work day or the following work day as
scheduled by the department head to provide maximum regular service to the
public.
34.3 Employees may be required to work on any of the above holidays or days observed
in lieu of those holidays. Any employee required to work on any of the above
holidays or days observed in lieu of those holidays shall receive additional
compensation equivalent to one and one-half times his/her regular rate of pay.
34.4 In the event that any of the recognized City holidays falls on weekends all field
employees shall observe the same day.
34.5 When an employee working in the Police Department classifications listed in Article
34.53 below is required to work on any of the above listed holidays or days
observed in lieu of those holidays, the employee shall receive compensation in
addition to eight (8) hours regular holiday pay.
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34.51 In the event the holiday falls on the employee's regularly scheduled twelve
(12) hour day, the first four (4) hours worked shall be compensated at the
employee's regular hourly rate of pay, including shift differential, if
applicable. All hours worked in excess of four (4) hours shall be
compensated at one and one-half (1.5) times the employee's regular rate of
pay, including shift differential, if applicable.
34.52 In the event a holiday falls on the employee's regularly scheduled eight (8)
hour work day, all hours worked shall be compensated at one and one-half
(1.5) times the employee's regular hourly rate of pay, including shift
differential, if applicable.
34.53 These provisions apply to:
Police Dispatcher I
Police Dispatcher II
Police Communications Supervisor
Police Communications Operator
34.6 Employees working in the Police Department classifications listed in Article 34.53
above may elect to accrue credit for overtime hours worked on a holiday in lieu of
payment for those holiday work hours. Article 34.5 above describes circumstances
under which an employee working on a holiday may be entitled to accrue credit for
hours of holiday overtime at the rate of one and one-half (1.5) hour per hour
worked. In such circumstances, the employee may elect to either be paid at the
rate of one and one-half (1.5) hour for each overtime hour worked or accrue credit
for holiday work time which is recorded at the rate of one and one-half (1/2) hour for
each overtime hour worked. At the close of the pay period that includes November
16 each year an employee shall be compensated at their current regular hourly rate
of pay for each hour of holiday time accrued.
34.7 An employee assigned to the Fire Communications Work Schedule shall receive an
additional twelve (12) hours pay at their regular rate of pay or shall accrue twelve
(12) hours holiday time for each holiday listed in Article 34.1 above.
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34.8 Once each year an employee shall be compensated in cash by separate check at
their current rate of pay for any holiday time off accrued by not taken at the close of
the biweekly pay period that includes November 16.
34.9 Upon termination, an employee shall be compensated in cash at their current rate
of pay for any holiday time off accrued but not taken.
34.10 In order to be eligible for holiday pay, an employee must be either at work or on
paid leave of absence on the regularly scheduled work day immediately preceding
the holiday or day observed in lieu of the holiday and the regularly scheduled work
day immediately following the holiday or day observed in lieu of the holiday. No
employee who is on suspension or unpaid leave of absence on either the regularly
scheduled work day immediately preceding or immediately following the holiday or
day observed in lieu of the holiday shall receive compensation for said holiday or
day observed in lieu of the holiday.
ARTICLE 35
INDUSTRIAL ACCIDENT LEAVE
35.1 In the event that any full-time employee is absent from work as a result of any injury
or disease which comes under the State of California Worker's Compensation
Insurance and Safety Act, such absence shall be considered to be Industrial
Accident Leave.
35.2 Any employee on Industrial Accident Leave shall receive compensation from
ANAHEIM in an amount equal to the difference between temporary disability
payments mandated by the State of California Worker's Compensation Insurance
and Safety Act and 80% of his/her regular basic rate of pay.
35.21 In the event that an employee who has received or is receiving Industrial
Accident Leave benefits files a civil legal action against a third party for
allegedly causing or contributing to the cause of the injury which resulted in
the absence from work, the employee is required to inform the Risk
Management Center of the filing of such legal action.
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35.3 Industrial Accident Leave shall begin on the first day of such absence as defined in
Article 35.1 above.
35.31 Industrial Accident Leave shall continue during all absences due to a single
injury, but not to exceed one year of accumulated absence.
35.32 Industrial Accident Leave benefits provided by this Article shall apply to each
injury or disease as defined in Article 35.1 above.
35.33 The effective date of a permanent disability rating as awarded by the
Worker's Compensation Appeals Board ends eligibility for industrial accident
leave for that particular injury or disease.
35.34 A written statement from the treating physician that the employee's condition
is permanent and stationary or separation from ANAHEIM service ends
eligibility for Industrial Accident Leave for that particular injury or disease.
35.35 Industrial Accident Leave for absence due to injury or disease as defined in
this Article shall be granted to employees only upon presentation of a
physician's certificate of treatment.
35.4 No employee shall have accrued sick leave deducted while on Industrial Accident
Leave. Vacation and sick leave shall continue to accrue for any employee on
Industrial Accident Leave in accordance with the provisions of ARTICLE 39 - SICK
LEAVE and ARTICLE 40 - VACATION.
ARTICLE 36
JURY DUTY AND COURT APPEARANCES
36.1 In the event any full-time employee is duly summoned to any court for the purpose
of performing jury duty, he/she shall receive their regular compensation for any
regularly scheduled working hours spent in actual performance of such service.
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36.11 Whenever an employee is duly summoned to appear as a witness, except
where the employee is a litigant or a defendant in a criminal case or any
action brought about as a result of his own misconduct, he/she shall receive
their regular compensation for any regularly scheduled working hours spent
in actual performance of such service.
36.12 Employees receiving witness fees shall remit such fees to the City Treasurer
in order to be considered at work for payroll purposes during time spent as
such witnesses.
ARTICLE 37
LEAVE WITHOUT PAY
37.1 Any employee who is absent from work and who is not on leave with pay shall be
considered to be on leave without pay.
37.11 An employee on leave without pay shall receive no compensation and shall
accumulate no vacation or sick leave while on such leave.
37.12 An employee who has need to be absent from work and who is not eligible
for leave with pay may request to be placed on leave without pay. Leave
without pay for a period not to exceed forty (40) working hours may be
granted by the employee's division head. Leave without pay in excess of
forty (40) hours shall require the approval of the employee's department
head.
37.13 In the event that leave without pay is granted an employee for reasons of
illness or physical incapacity due to illness or injury, ANAHEIM shall continue
to pay for any hospitalization and major medical insurance previously paid
for by ANAHEIM for a maximum of six (6) complete months. ANAHEIM shall
waive the payment of employee premiums for any ANAHEIM sponsored
medical, dental and life insurance benefit plans for a maximum of six (6)
months.
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37.14 An employee may be granted leave without pay not to exceed six (6)
months. An extension of leave without pay beyond six (6) months is
permitted only when leave without pay is granted an employee for reasons
of illness or physical incapacity and a determination has been made by the
Human Resources Department that return to work is likely.
37.15 An employee returning to work from leave without pay shall be placed in the
same salary step he/she was in prior to such leave. If such leave was in
excess of two complete biweekly pay periods, the employee's anniversary
date for purposes of merit pay increases shall be changed to conform with
the provisions of Article 16.1 provided that he/she returns to a position in
his/her same job class. If the employee returns to a position in a lower job
class, his/her salary step status shall be determined in accordance with the
provisions of ARTICLE 32 - VOLUNTARY DEMOTION.
ARTICLE 38
MILITARY LEAVE
38.1 ANAHEIM'S policy relating to military leave and compensation therefore, shall be in
accordance with the provisions of the Military and Veterans Code of the State of
California, and with all Federal provisions (Public Law 93-508).
ARTICLE 39
SICK LEAVE
39.1 Employees shall accrue annual Sick Leave with pay in accordance with the
following provisions:
39.11 Regular, full-time employees with an average regular work week of forty (40)
hours shall accrue paid sick leave at the rate of three (3) hours for each
complete biweekly pay period.
39.12 Paid sick leave shall continue to accrue in accordance with the above
provisions during any period of leave with pay.
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39.13 An employee requesting sick leave for an absence from work as a result of
any injury or disease which comes under the State of California Worker's
Compensation Insurance and Safety Act after eligibility for Industrial
Accident Leave has ended shall receive maximum compensation from
ANAHEIM in an amount equal to the difference between temporary disability
payments mandated by the State of California Worker's Compensation
Insurance and Safety Act and their regular basic rate of pay.
39.2 Each employee shall have one-half (%) hour deducted from their accrued sick leave
time for each one-half (%) hour of sick leave taken. The minimum amount of sick
leave that may be taken at any given time shall be one-half (%) hour.
39.21 An employee may, at his option, elect to use vacation time to bridge the
period after sick leave is exhausted and prior to STD commencing.
39.3 Sick leave that is accrued, but not taken, shall be accumulated.
39.31 Regular, full-time employees with an average regular work week of forty (40)
hours shall be paid at their regular hourly rate of pay for all hours
accumulated beyond one hundred seventy-five (175) in each calendar year.
Payment shall be made in January of each year, or upon the employee's
termination of employment for any reason. A maximum of one hundred
seventy-five (175) hours shall carry over from year to year.
39.32 ANAHEIM shall pay to an employee upon the employee's termination of
employment due to retirement in accordance with ARTICLE 51 -
INSURANCE or layoff in accordance with ARTICLE 29 - REASSIGNMENT,
LAYOFF AND RE-EMPLOYMENT, all hours accumulated up to the
maximum of one hundred seventy-five (175) hours that may be carried over
from year to year. If an employee dies while employed, ANAHEIM shall pay
to his/her beneficiary, as designated by the Public Employee's Retirement
System records, the cash equivalent of all hours accumulated up to the
maximum of one hundred seventy-five (175) hours that may be carried over
from year to year.
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39.4 An employee who has completed six (6) months as a regular full-time employee and
is continuously and totally disabled for more than one (1) calendar month, shall
receive a short term disability leave benefit of net sixty percent (60%) of their base
rate of pay, after withholding taxes, and less deductible benefits. Such disability
benefit shall continue during total disability up to a maximum of six months from
date of disability. Upon completion of thirty (30) and/or ninety (90) days of absence
while receiving short term disability benefits, an employee shall be required to
undergo a physical examination by the treating physician or medical practitioner
and shall submit a report of such examination explaining the nature and extent of
the disabling illness or injuries and the prognosis and date of expected return to
work. Short term disability benefits shall continue beyond sixty (60) and/or one
hundred and twenty (120) days of absence only upon submission of the report of
physical examination by the treating physician or medical practitioner.
39.41 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.
39.42 Total disability means an employee's complete inability to engage in their
regular occupation.
39.43 Benefits are not payable unless the employee is regularly seen and treated
by a licensed physician or medical practitioner who certifies to the continuing
disability.
39.44 ANAHEIM shall waive the payment of employee premiums for any ANAHEIM
sponsored medical, dental and life insurance benefit plans during any
biweekly pay period during which short term disability benefits are paid.
39.5 In the event that any paid holiday occurs during a period when any employee is on
paid sick leave, the holiday shall not be charged against the employee's accrued
sick leave. The only sick leave hours that shall be charged against any employee's
accrued sick leave shall be those hours that the employee is regularly scheduled to
work.
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39.6 An employee eligible for paid sick leave shall be granted such leave for the
following reasons:
39.61 Illness of the employee or physical incapacity of the employee due to illness
or injury.
39.62 Enforced quarantine of the employee in accordance with community health
regulations.
39.63 Medical and dental appointments during work hours. Use of sick leave for
scheduled medical and dental appointments shall require prior approval of
the employee's supervisor and will be granted in accordance with the best
interest of the City of ANAHEIM and the employee's department or division.
39.64 Temporary disabilities caused by pregnancy and childbirth.
39.65 Illness of the employee's immediate family.
39.7 An employee who cannot perform his/her assigned duties due to illness or physical
incapacity shall inform his/her immediate supervisor of the fact and the reason
therefore as soon as possible. Failure to do so within a reasonable time may be
cause of denial of sick leave with pay.
39.8 In the event that an employee is absent on sick leave in excess of twenty-four (24)
consecutive working hours, the employee's department head or division head may
require that the employee submit a written statement by a physician licensed by the
State of California certifying that the employee's condition prevented the employee
from performing the duties of their position. Failure on the part of the employee to
comply with such a requirement may be considered cause for disciplinary action.
39.9 In the event that an employee becomes ill during working hours and is placed on
paid sick leave prior to the close of the work day, such paid sick leave shall be
calculated to the nearest one-half(%) hour.
39.10 Effective December 19, 1980, accrued Sick Leave hours shall be entered in a new
sick leave plan and regular full-time employees with an average regular work week
of forty (40) hours who were employees as of that date, shall have up to one
hundred seventy-five (175) hours transferred to the usable Sick Leave Account.
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The remainder (over 175 hours) shall be credited as follows: seventy-five percent
(75%) to be reported as service credit at retirement; twenty-five percent (25%)
converted to cash value at the employee's current (December 19, 1980) regular
hourly rate of pay and paid with interest at retirement, layoff or to his/her
beneficiary, as designated by Public Employee's Retirement System records if the
employee dies while employed.
39.101 Employees who retire shall receive service credit for all hours up to
one hundred seventy-five.
39.102 An employee who has more than ten (10) years of continuous City service may
elect once each calendar year to receive all or a portion of his/her Employee Sick
Leave Trust Fund amount. When requested, such payments may be diverted to
the employee's Deferred Compensation account, within limits established by law, or
paid in cash by separate check subject to standardized withholding taxes. When
partial payment is requested, the amount shall not be less than 25% of the balance,
and a maximum of four (4) such partial payments shall be allowed with the fourth
payment paying the entire remaining balance in the account.
39.11 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:
39.111 All periods of total disability must be due to the same cause or causes:
and
39.112 All recurring periods of total disability that qualify as one period of
continuous total disability for the insured LTD plan, shall qualify as one
period of continuous total disability for the ANAHEIM Disability Plan and
shall not require a new one-month waiting period before ANAHEIM
Disability Benefits will be paid; and
39.113 Commencement of the benefit period for the insured LTD plan shall
automatically terminate benefits from the ANAHEIM Disability Plan.
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ARTICLE 40
VACATION
40.1 Regular, full-time employees with an average work week of forty (40) hours shall
receive annual vacation with pay in accordance with the following provisions.
40.11 For the first four years of continuous, full-time service such employees shall
accrue paid vacation at the rate of four (4) hours for each complete biweekly
pay period plus two (2) hours of paid vacation at the close of the final
complete biweekly pay period of each fiscal year (106 hours or 13.25
working days per year).
40.12 Upon completion of four years of continuous, full-time service, such
employees shall accrue paid vacation at the rate of five (5) hours for each
complete biweekly pay period (130 hours or 16.25 working days per year).
40.13 Upon completion of eight years of continuous, full-time service, such
employees shall accrue paid vacation at the rate of six (6) hours for each
complete biweekly pay period (156 hours or 19.5 working days per year).
40.14 Upon completion of fourteen years of continuous, full-time service such
employees shall accrue paid vacation at the rate of seven (7) hours for each
complete biweekly pay period (182 hours or 22.75 working days per year).
40.15 Upon completion of nineteen years of continuous, full-time service, such
employees shall accrue paid vacation at the rate of eight (8) hours for each
complete biweekly pay period (208 hours or 26 working days per year).
40.2 Paid vacations shall continue to accrue in accordance with the above provisions
during any period of leave with pay. All vacations shall be scheduled and taken in
accordance with the best interests of ANAHEIM and the department or division in
which the employee is employed. The maximum amount of vacation that may be
taken at any given time shall be that amount that has accrued to the employee
concerned. The minimum amount of vacation that may be taken at any given time
shall be one-half(%) hour.
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40.3 An employee shall be eligible to take any accrued vacation upon completion of
thirteen (13) complete biweekly pay periods of service.
40.4 Each employee shall have one-half(%) hour deducted from their accrued vacation
time for each one-half('/2) hour of vacation taken. Vacation which is accrued, but
not taken, shall be accumulated.
40.5 Maximum vacation accumulations for employees with an average regular work
week of forty (40) hours shall be as follows:
40.51 For employees accruing vacation at the rate of one hundred six (106) hours
for every twenty-six (26) complete biweekly pay periods, the maximum
amount of vacation that may be accumulated shall be two hundred twelve
(212) hours.
40.52 For employees accruing vacation at the rate of one hundred thirty (130)
hours for every twenty-six (26) complete biweekly pay periods, the maximum
amount of vacation that may be accumulated shall be two hundred sixty
(260) hours.
40.53 For employees accruing vacation at the rate of one hundred fifty-six (156)
hours for every twenty-six (26) complete biweekly pay periods, the maximum
amount of vacation that may be accumulated shall be three hundred twelve
(312) hours.
40.54 For employees accruing vacation at the rate of one hundred eighty-two
(182) hours for every twenty-six (26) complete biweekly pay periods, the
maximum amount of vacation that may be accumulated shall be three
hundred sixty four (364) hours.
40.55 For employees accruing vacation at the rate of two hundred eight (208)
hours for every twenty-six (26) complete biweekly pay periods, the maximum
amount of vacation that may be accumulated shall be four hundred sixteen
(416) hours.
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40.6 Upon termination, an employee shall be compensated in cash at their current rate
of pay for any vacation accrued but not taken, provided the employee has
successfully completed their probationary period.
40.7 In the event that any recognized holiday occurs during any employee's vacation, the
holiday shall not be charged against the employee's accrued vacation. The only
vacation hours that shall be charged against any employee's accrued vacation shall
be those hours that the employee is regularly scheduled to work.
40.8 An employee shall be eligible on an annual basis to be compensated at their
regular rate of pay for up to two (2) weeks (80 hours) vacation accrued by not
taken, subject to the following provisions:
40.81 A minimum of eighty (80) hours of vacation must have been used during the
previous payroll year.
40.82 An employee's request for the annual vacation payoff is subject to the
approval of the employees department head.
40.83 Payment shall be made in January of each year.
ARTICLE 41
OVERTIME - GENERAL
41.1 A full-time employee who performs authorized work in excess of their normal work
period, regular work week, work day or shift shall be compensated for such work at
the rate of one and one-half (1%) times their regular hourly rate of pay.
41.11 Overtime shall be calculated to the nearest one-quarter (1/4) hour of overtime
worked, except any overtime of less than one-half (%) hour duration shall be
calculated to the nearest one-half ('A) hour.
41.12 All overtime must be authorized by the appropriate division head.
41.2 Notwithstanding the overtime provisions of ARTICLE 41, there shall be no
compensation for the time spent in attending meetings of any kind which are for the
purpose of education or training, unless required by law.
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ARTICLE 42
BILINGUAL PAY
42.1 Employees required to speak, read and/or write in Spanish or other languages, as well
as English, and including sign language, as part of the regular duties of their position will
be compensated at the rate of sixty dollars ($60.00) per pay period in addition to their
regular pay.
42.11 The appropriate department head shall designate which positions shall be
assigned bilingual duties and which languages shall be eligible for bilingual pay.
42.12 The Human Resources Director shall conduct a test of competency for
employees whose positions have been assigned bilingual duties to certify these
employees eligible for bilingual pay, except that operating departments with
authorized bilingual certifiers may conduct their own test of bilingual competency
and notify the Human Resources Director of the outcome of the test.
42.13 Bilingual pay eligibility shall continue in accordance with the above provisions
during any period of leave with pay.
ARTICLE 43
CALL-OUT
43.1 Call out compensation shall be in accordance with the following provisions:
43.11 All emergency call-out time shall be calculated to the nearest one-quarter
(1%) hour of time worked.
43.12 When an employee is called out for emergency work, they shall be paid at the rate
of one and one-half times their regular rate of pay for such emergency work.
43.2 A minimum of three (3) hours (including travel time) of pay at the rate of one and
one-half times the employee's regular rate of pay shall be guaranteed for each
emergency call-out.
43.3 Forty-five minutes time shall be added to the time worked to compensate the
employee for travel time incurred for each emergency call-out.
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43.4 A minimum of two (2) hours pay at the rate of one and one-half times the
employee's regular rate of pay shall be guaranteed for planned overtime, except
when such overtime occurs immediately before or after a regular work period.
ARTICLE 44
SHIFT DIFFERENTIALS
44.1 All eight-hour periods, regularly scheduled to begin at 3:00 p.m.. or thereafter, but
before 3:00 a.m. shall be designated as night shift, provided however that
ANAHEIM employees in classifications set forth in Appendix "A" who work the
2:30 p.m. to 11:00 p.m. shift at the Anaheim Police Department will also be
designated as being on the night shift.
44.11 A premium of five percent (5.0%) of the employee's regular hourly rate of
pay shall be paid for work performed in the night shift.
44.12 A premium of five percent (5.0%) of the employee's regular hourly rate of
pay shall be paid for each hour worked in his regular rate of pay between
3:00 a.m. and 6:00 a.m.
44.13 When a shift premium is applicable to time worked at the overtime rate of pay, the
overtime rate shall be applied to the applicable shift premium.
44.131 When an employee is required to work continuously without a break
beyond the end of his night shift, the overtime rate shall be applied to
the applicable shift premium.
44.14 Shift premium shall be payable only for hours actually worked and shall not
be paid for non-work time, such as vacations, holidays, sick leave, etc.
ARTICLE 45
SHORT SHIFT CHANGE
45.1 Short shift changes as defined herein shall be compensated at the rate of one and
one-half the employee's regular rate of pay.
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45.11 The first work day on a new schedule after transfer from one schedule of
working days to another without notification of such transfer at least
twenty-four (24) hours in advance of the starting time of the new schedule.
45.12 The first shift after transfer from one eight (8) hour working shift to another
without notification of such transfer at least twenty-four (24) hours in
advance of the starting time of the new shift.
45.13 Whenever required to transfer from one schedule of working days to another
with but eight (8) hours off between shifts more than once in a work week.
45.14 No overtime compensation shall be paid for any hours worked on a second
shift in any twenty-four (24) hour period, which hours are worked as a result
of the regular shift rotation or which hours are worked as a result of shift
changes or changes in days off mutually agreed upon by employees for
their convenience. Any changes in days off must be in the same work week.
ARTICLE 46
STAND BY
46.1 An employee assigned to standby duty for purposes of being on call to handle
emergency situations arising at times other than during normal working hours shall
be guaranteed two (2) hours of pay at their regular hourly rate of pay for each
calendar day of such standby duty.
ARTICLE 47
TRAVEL AND MILEAGE EXPENSE
47.1 Travel expense allowance for employees while on City business shall be provided in
accordance with regulations established by the City Manager and/or the City
Council.
47.2 ANAHEIM'S mileage reimbursement rate will be the standard mileage rate
established by the Internal Revenue Service.
49 AMEA Clerical 10/4;96-9.2800
47.3 Any increase or decrease shall be effective the first day of the second month after
the date of publication by the Internal Revenue Service.
ARTICLE 48
MEAL ALLOWANCES
48.1 The City shall provide an employee adequate meals under the following conditions.
48.11 An employee shall be provided with two adequate meals if the employee is
called out on emergency overtime work one (1) hour before a scheduled
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 meal shall be
provided under this section.
48.12 An employee will be provided one meal if the employee is called back to
emergency overtime work within one and one-half (1%) hours after normal
quitting time and works beyond two and one-half (2%) hours after normal
quitting time.
48.13 An employee shall be provided an adequate meal if the employee works two
(2) hours overtime beyond the normal quitting time.
48.14 An employee shall receive one meal if the employee is scheduled to work
overtime two (2) hours before a regular day.
48.15 An employee shall be provided an adequate meal at four (4) hour intervals
during the performance of emergency overtime work.
48.16 Meal time shall be compensated at the appropriate overtime rate and shall
normally be limited to one-half (%) hour with a maximum of forty-five minutes
paid meal time.
48.17 An employee may at their request, be compensated for meals at the rate of
one-half (%) hour of overtime pay per meal.
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ARTICLE 49
CERTIFICATION PAY
49.1 Employees in the following job classes shall receive emergency medical dispatcher
certification pay upon certification as an Emergency Medical Dispatcher by the National
Academy of Emergency Medical Dispatch of the United States of America:
Fire Communications Shift Supervisor
Fire Dispatcher I
Fire Dispatcher II
49.11 The effective date of emergency medical dispatcher certification pay shall be the
first day of the pay period following verification of eligibility. Upon an employee's
initial; certification, the employee will be eligible for emergency medical
dispatcher certification pay until his/her certification expires. Eligibility for
certification pay will continue only if the employee is periodically recertified as
provided by the County of Orange Emergency Medical Services/State of
California.
49.12 Emergency medical dispatcher certification pay shall be S.58 per hour, effective
the first pay period following City Council approval. Employees employed on
July 1, 1994, shall be eligible to receive emergency medical dispatcher
certification pay immediately upon verification of eligibility.
49.2 Employees in the following job classes shall receive Auto Parts Specialist certification
pay upon certification as a Parts Specialist by the National Institute for Automotive
Service Excellence:
Automotive Parts Specialist
49.21 Auto parts specialist certification pay will be paid once each fiscal year during
the pay period that includes November 16. Upon an employee's initial
certification, the employee will be eligible for auto parts specialist certification
pay for that fiscal year immediately upon submission of verification. Eligibility for
annual certification pay will continue only if the employee is recertified as
provided by The National Institute for Automotive Service Excellence.
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49.22 Auto parts specialist certification pay shall be $500.00
49.23 Probationary employees are not eligible for Auto Parts Specialist certification
pay.
49.24 Only full-time regular employees are eligible for Auto Parts Specialist certification
pay.
ARTICLE 50
GRIEVANCE - GENERAL
50.1 The dispute resolution procedures set forth in this Article are intended for use by
ANAHEIM and the AMEA as the parties to this Memorandum of Understanding. No
grievance may be brought under this Article unless specifically authorized in writing
by the AMEA. Nothing herein is intended to restrict or limit any employee from
exercising any right he or she may otherwise possess under the law, independent
of this Memorandum of Understanding.
50.2 Any alleged violation of the terms and conditions of this agreement or any alleged
improper treatment of an employee, or any alleged violation of commonly accepted
safety practices and procedures brought forward by the AMEA shall be considered
to be a matter subject to review through the grievance procedure and settled in
accordance with the provisions of this Article. ANAHEIM and the AMEA may
mutually agree that any alleged violation of the memorandum of understanding that
requires interpretation of the MOU language or a past practice shall first be
submitted to non-binding mediation, prior to any submission to arbitration. This
language is not intended to impede or delay the arbitration process.
50.21 Article 28.5 provides for an accelerated procedure under the provisions of
this Article when an employee is dismissed.
50.22 Disputes related to benefits and procedures provided for under the Workers'
Compensation Laws of California, or which fall within the jurisdiction of the
Workers' Compensation Appeals Board are not subject to the grievance
procedure.
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50.23 Employees rights to representation in grievance matters under the provisions
of Article 50.2 above shall be limited in the following manner:
No supervisor shall be represented in grievance matters by an employee whom
he or she may supervise.
No employee shall be represented in grievance matters by a supervisor for
whom he or she may work.
50.3 The staff officials of ANAHEIM will not recommend any revision or modification to
the grievance procedure without first discussing such recommendations with the
AMEA.
50.4 Any violation of this Memorandum as alleged by ANAHEIM shall be resolved
between authorized representatives of ANAHEIM and the AMEA. In the event that
the parties cannot resolve the dispute, the dispute shall, upon the request of either
ANAHEIM or AMEA, be referred to an impartial arbitrator for a final and binding
decision.
50.5 All expenses of any arbitration shall be borne equally by ANAHEIM and the AMEA.
50.6 Employee grievances submitted by AMEA to ANAHEIM shall be handled in the
following manner:
50.61 First Step. An attempt shall be made to adjust all grievances on an informal
basis between the employee, his or her AMEA representative, and a
supervisor in the employee's chain of command, up to and including his or
her manager, within seven (7) working days after the occurrence of the
incident involved in the grievance. The manager shall deliver his or her
answer within seven (7) working days after conducting the Step I meeting.
50.611 Grievances resulting from the actions of a department other than an
employee's work unit shall be heard by an appropriate Administrative
Manager from that department.
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50.62 Second Step. If the grievance is not adjusted to the satisfaction of the
AMEA in the First Step, it shall be submitted in writing to the employee's
department head or Administrative Manager within seven (7) working days
after the Step One answer is received by AMEA. The Department Head or
Administrative Manager shall meet with the employee and his or her AMEA
representative within ten (10) working days after submission of the
grievance to him. The Department Head or Administrative Manager shall
review the grievance and may affirm, reverse, or modify as deemed
appropriate, the disposition made at the First Step and the Second Step
answer shall be delivered to the AMEA within seven (7) working days after
said meeting.
50.621 Grievances resulting from the actions of a department other than an
employee's work unit shall be heard by an appropriate Department
Head or Administrative Manager from that department.
50.63 Third Step. If the AMEA is not satisfied with the answer to the Second Step,
it shall be submitted to an impartial arbitrator for a final and binding decision
or, if the City Manager and the AMEA agree, it shall be submitted to the City
Manager for a final and binding decision. Such submission must occur
within thirty (30) days after the Second Step answer is received.
50.631 The parties (ANAHEIM and AMEA) may mutually agree to submit a
grievance to non-binding mediation, prior to submission to arbitration.
This language is not intended to impede or delay the arbitration
process.
50.7 If submitted to the City Manager, the City Manage{or his/her assistant shall meet
with the employee and his/her AMEA representative within ten (10) working days
after submission of the grievance to him/her. The City Manager or his/her assistant
may affirm, reverse, or modify as deemed appropriate, the disposition made at the
Second Step.
50.8 The City Manager or his/her assistant shall deliver his or her decision to the AMEA
within five (5) working days after said meeting, and such decision shall be final and
binding on both parties.
54 AMEA Clerical 10/4/96-9/28/00
50.9 In order to proceed to arbitration, either ANAHEIM or AMEA shall serve written
notice to the other party specifying the grievance to be submitted.
50.91 Such written notice must be submitted no later than thirty (30) calendar days
after the Step Two answer is received by the other party.
50.92 ANAHEIM and AMEA shall thereafter attempt to resolve the issue and select
an impartial arbitrator. If an arbitrator cannot be agreed upon, ANAHEIM and
AMEA shall request a panel from the American Arbitration Association or any
other mutually agreed upon provider. If ANAHEIM and/or AMEA fail(s) to
submit jointly. or separately, the issue to the agreed upon arbitrator, the
American Arbitration Association or any other mutually agreed upon provider
within thirty (30) calendar days after the written notice to proceed to
arbitration is received, then either ANAHEIM or AMEA may take action to
compel arbitration. Failure to take action to compel arbitration within sixty
(60) calendar days after written notice to the other party specifying the
grievance to be submitted will conclusively be deemed abandonment of the
right to compel arbitration.
50.10 The arbitrator's decision shall be final and binding on both ANAHEIM and AMEA, it
being agreed that the arbitrator shall have no powers to add to or subtract from, nor
to modify any of the terms of any memorandum of understanding between
ANAHEIM and the AMEA and that the arbitrator's award shall be consistent with
and controlled by this Memorandum, Ordinances and Charter of the City of
Anaheim, and the laws and Constitution of the State of California.
50.11 The arbitrator will be requested by the parties to render his decision in writing as
quickly as possible but in no event later than thirty (30) calendar days after the
conclusion of the hearings, unless the parties agree otherwise.
50.111 Any grievance not presented and/or carried forward by the AMEA within
the time limits specified in this Article shall be deemed null and void,
provided, however, AMEA and ANAHEIM may agree to continue said time
limits.
55 AMEA Clerical 10/4/96-9/28/00
50.12 Any adoption, deletion, or revision of ANAHEIM policy as may be suggested or
recommended by any employee or employee organization shall not be considered
to be a matter subject to review through the grievance procedure.
50.13 An employee who has been suspended, demoted, or dismissed may be reinstated
to their position as a result of a successful appeal through the grievance procedure.
In the event of such reinstatement, the employee shall be returned to their former
status of employment, including reinstatement of seniority and accrued fringe
benefits. In such cases, the City Manager may order the payment of back pay to an
employee reinstated. by either the City Manager or an impartial arbitrator, in any
amount up to payment for the full period of time involved. In implementing a Step III
award, the City Manager shall order the payment of back pay to a reinstated
employee in the amount provided in the Step III award. It shall be conclusively
presumed that there is no award of back pay to a reinstated employee unless
specifically set forth in the Step III award. Any earnings of the reinstated employee
from other employment during their period of suspension shall be deducted from
the amount of back pay awarded.
ARTICLE 51
INSURANCE
51.1 Health Insurance
51.11 ANAHEIM agrees to offer the Kaiser Foundation Health Plan and other prepaid
and/or insured health plans recommended by the Joint Committee on Medical
Programs and approved by the City Council. Health Maintenance Organization
(HMO) benefit schedules shall be standardized to the extent possible, and shall
require a $5 copayment for outpatient and physician services, and for
prescription drugs.
51.12 ANAHEIM and Employee Contributions
51.121 ANAHEIM Contributions
51.1211 100% of the monthly rate of all approved HMO plans but not
to exceed 100% of the Kaiser monthly rate.
56 AMEA Clerical 10/4/96-9/28/00
51.1212 100% of the monthly rate of all other health plans but not to
exceed 110% of the Kaiser monthly rate.
Employees who are covered by other health plans may
present proof of such coverage in order to receive $100 per
month in lieu of health benefits provided herein. In the event
an employee who has elected this option loses health
coverage for any reason, and notifies ANAHEIM of such loss
within five (5) working days, he/she may enroll immediately in
any plan offered by ANAHEIM. Employees may re-elect the
opt-out" option annually during open enrollment, or may
enroll in a City sponsored health plan.
51.1213 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 canceled
during the term of this agreement, ANAHEIM shall during the
remaining term of this agreement pay the rate in effect at the
time of cancellation.
51.122 Employee Contributions
51.1221 Employees who select a prepaid or insured medical plan
other than Kaiser shall be required to pay the difference
between the total cost of the plan and the City contribution
schedule established in ARTICLE 50.121.
51.1222 Employees who select a dental plan other than Safeguard
will be required to contribute an amount equal to 100% of the
excess amount over the 1984 Safeguard monthly rate.
51.13 The Employee Medical Plan shall be described in a booklet which shall become
a part of this Memorandum by reference. ANAHEIM and the AMEA-agree that
the Employee Medical Plan shall be replaced by an acceptable alternative plan
on or before January 1, 1997.
57 AMEA Clerical 10/4/96-9/28/00
51.14 For all medical plans, married Anaheim employee couples shall be allowed only
one medical plan and only one dental plan to cover all family members, and
married Anaheim employee couples covered by a single enrollment shall pay no
health insurance premium while both spouses are employed by ANAHEIM, or
may alternatively elect the "opt-out" payment provided in section 50.1212.
51.15 Proof of marriage will be required of all employees enrolled in any City Medical
plan to enroll a dependent spouse.
51.16 The Master contract between ANAHEIM and the plan administrator shall govern
in the event of any disputes over any matter within the provisions of the contract.
51.17 The benefit schedules for the prepaid HMO health plans will not be modified
unilaterally by ANAHEIM, except that each company may, from time to time,
make revisions to master contract language or impose minor benefit
modifications.
51.2 Life Insurance
51.21 For Life Insurance ANAHEIM agrees to provide group term life insurance during
the term of this Memorandum according to the following schedule:
Annual Salary Volume
$ 0- $ 5000 $ 5,000
5,001 - 10,000 $10,000
10,001 - 15,000 $15,000
15,001 -20,000 $20,000
20,001 or above $25,000
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.
51.211 ANAHEIM agrees to provide supplemental term life insurance equal to
the amount provided in accordance with Article 51.21. One hundred
percent (100%) of the cost of the supplemental term life insurance
shall be paid by the employee.
58 AMEA Clerical 10/4/96-9/28/00
51.22 ANAHEIM shall contribute one-half (1/2) the cost of the premium for group term
life insurance and dependent coverage. The employee shall contribute the
difference between the ANAHEIM contribution and the total premium cost.
51.23 An employee who retires shall receive a paid-up life insurance policy, paid for
wholly by ANAHEIM, with a face value of$100.00 for each complete year of
service and $50.00 for more than six months, but less than a complete year of
service up to a maximum of $2,000.00
51.24 Permanent and Total Disability Life Insurance Benefit.
51.241 Employees eligible to retire: Such employee who is permanently and
totally disabled shall receive the following Life Insurance benefit:
(a) S100 paid up life insurance for each year of service as provided
under the Retired Life Insurance Program.
(b) Decreasing term life insurance in the amount of the employee's
Basic Life insurance less the paid up life insurance described
above. Such term life insurance shall decrease by 1/60 of the
adjusted value each month until the face value of such insurance
reaches zero (5 years).
(c) The permanently and totally disabled employee will pay no
premium during the term of this benefit.
51.242 Employees not eligible to retire: Such employee shall receive the
following Life Insurance benefit:
(a) Decreasing term life insurance in the amount of the employee's
Basic Life Insurance. Such term insurance shall decrease by 1/60
of the original amount each month until the face value reaches
zero (5 years).
(b) The permanently and totally disabled employee shall pay no
premium during the term of this benefit.
59 AMEA Clerical 10/4/96-9/28/00
51.3 Long Term Disability Benefits
51.31 ANAHEIM agrees to pay for long term disability insurance during the term of this
Memorandum.
51.32 An employee shall not be eligible to receive long term disability benefits until
he/she has completed one (1) year of service.
51.4 Dental Plans
51.41 ANAHEIM agrees to continue sponsorship of the fee for service dental plan.
51.42 ANAHEIM agrees to continue sponsorship of prepaid dental plans.
51.5 Short Term Disability
51.51 ANAHEIM agrees to continue sponsorship of the employee paid short-term
disability insurance coverage for presently enrolled employees during the term
of this Memorandum.
51.52 ANAHEIM agrees to provide the existing Short Term Disability plan in
accordance with 39.3. ANAHEIM agrees to pay ANAHEIM'S portion of medical,
dental, life, and optical insurance while absent due to illness or injury and while
collecting short term disability benefits.
51.6 Pensions
51.61 ANAHEIM agrees to amend its' contract with PERS to provide the following
benefits:
a) Military Buyback (Government Code Section 20930.3).
b) Fourth Level 1959 Survivor Benefits (Government Code Section 21382.5).
51.611 ANAHEIM agrees to implement procedures to amend the PERS
Miscellaneous Plan for Anaheim City, Employer Number 303, to reflect a
retirement benefit level to be effective July 7, 2000, of 2% at 55
contingent upon agreement being reached by March 20, 1998, with all
bargaining units representing miscellaneous employees.
60 AMEA Clerical 10/4/96-9/28/00
If agreement is not reached by March 20, 1998, with all bargaining units
representing miscellaneous employees, ANAHEIM will not amend the
PERS Miscellaneous Plan for Anaheim City, Employer Number 303, to
reflect a retirement benefit level to be effective July 7, 2000, of 2% at 55.
ANAHEIM will instead implement a 3% General Wage Adjustment to be
effective July 7. 2000, for all classifications listed in Appendix"A."
51.62 ANAHEIM shall contribute 7% (seven percent) of the employee contribution for
retirement benefits for employees currently making a 7% (seven percent)
contribution and ANAHEIM shall contribute 9% (nine percent) of the employee
contribution for retirement benefits for employees currently making a 9% (nine
percent) contribution in accordance with the provisions of the contract between
ANAHEIM and the Public Employees' Retirement System.
51.63 ANAHEIM shall contribute a portion of the cost of employee survivors' benefits in
accordance with the provisions of the above contract.
51.64 The contract between PERS and ANAHEIM and all the amendments there to as
it applies to employees in classifications listed in Appendix "A" shall become a
part of this Memorandum by reference.
ARTICLE 52
POST RETIREMENT MEDICAL BENEFITS
52.1 Regular, full-time employees in the classified service in classifications listed in Appendix
"A", who are enrolled as subscriber in an ANAHEIM sponsored health plan at the time of
separation from ANAHEIM service shall be eligible to participate in any ANAHEIM
sponsored health (medical benefits only) plan as a retiree. As of January 1, 1995,
regular, full-time employees in the classified service in classifications listed in Appendix
"A", who are enrolled as subscriber in an ANAHEIM sponsored dental plan at the time of
separation from ANAHEIM service and all retirees who were actively employed on or
after January 1, 1988, who are enrolled as a subscriber in any ANAHEIM sponsored
health plan shall also be eligible to participate in any ANAHEIM sponsored dental plan
as a retiree.
61 AMEA Clerical 10/4/96-9/28/00
52.11 Employees who retired prior to January 1, 1988, who were eligible for post
retirement health benefits at the time of their separation from ANAHEIM service
and who maintain continuous membership in good standing shall pay monthly
premiums in accordance with the following schedule:
Single coverage S15.00 monthly
Two-party coverage $15.00 monthly
Family coverage $45.00 monthly
52.12 The surviving spouse of the retiree may continue coverage under the same
terms and conditions.
52.13 Employees who were hired prior to January 1, 1984, and who retire on or after
January 1, 1988, and prior to January 1, 1994, and who meet the requirements
described below shall be eligible to participate in any ANAHEIM sponsored
medical and/or dental plan.
52.131 The employees must have completed at least five (5) years of
continuous. full time ANAHEIM service on the date of retirement, and
52.132 The employee must have been awarded a retirement from the Public
Employees' Retirement System ("PERS") as the reason for separation
from ANAHEIM service, and
52.133 PERS retirement benefits must commence no later than the first day of
the month following the date of separation from ANAHEIM service.
52.134 ANAHEIM shall contribute towards the premium costs of any
ANAHEIM sponsored health plan elected by the employee up to the
amount contributed by ANAHEIM towards the cost of the Employee
Medical Plan Option I in the year prior to the employee's retirement.
52.135 ANAHEIM shall contribute towards the premium costs of any
ANAHEIM sponsored dental plan elected by the employee up to the
amount contributed by ANAHEIM towards the cost of the Safeguard
Dental Plan in the year prior to the employee's retirement.
62 AMEA Clerical 10/4/96-9/28/00
52.136 The surviving spouse of the retiree may continue coverage under the
same terms and conditions.
52.14 Employees who retire on or after January 1, 1988, and who meet the
requirements described below shall be eligible to participate in any ANAHEIM
sponsored health plan.
52.141 The employees must have completed at least ten (10) years of
continuous, full time ANAHEIM service on the date of retirement, and
52.142 The employee must have been awarded a retirement from PERS as the
reason for separation from ANAHEIM service, and
52.143 PERS retirement benefits must commence no later than the first day of
the month following the date of separation from ANAHEIM service, OR
52.144 The employee must have been awarded a disability retirement (Ordinary
or Industrial) from PERS as the reason for separation from ANAHEIM
service.
52.145 ANAHEIM shall provide separate contributions towards the premium
costs of the ANAHEIM sponsored medical and/or dental plans elected
by the employee according to the following schedule:
52.1451 For Service Retirements, the contributions shall be a
percentage of the annual contributions made by ANAHEIM
on behalf of active employees, the percentage equal to one
and one-half(1.5) times the miscellaneous 2% at 60 PERS
retirement schedule to a maximum contribution of 95%
based on the employee's age and consecutive years of
Anaheim service at the time of retirement. ANAHEIM service
and the retiree's age shall be calculated to the nearest
complete one quarter year.
63 AMEA Clerical 10/4/96-9/28/00
52.1452 For Disability Retirements, the contribution shall be a
percentage of the annual contributions made by ANAHEIM
on behalf of active employees, the percentage equal to 2%
for each year of service to a maximum contribution of 95%
based on the employee's consecutive years of Anaheim
service shall be calculated to the nearest complete one
quarter year.
52.1453 In the event an employee is eligible for both a Service and a
Disability Retirement benefit under this Article, the employee
shall receive the Service Retirement benefit.
52.1454 The ANAHEIM contribution shall be based on the Two party
or Family rate only for those employees who properly enroll a
dependent spouse and/or other family members prior to
retirement, and shall continue only as long as the retiree
maintains coverage for such dependents in ANAHEIM
sponsored health plans. Nothing in this Article shall prevent
a retiree from properly enrolling new dependents at the
retiree's cost.
52.1455 The full value of any MediCare credits provided to ANAHEIM
or MediCare surcharges imposed on ANAHEIM by virtue of a
retiree's participation or non-participation in MediCare shall
be passed on to the retiree in the form of reduced or
increased premium costs.
52.1456 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 that dependent coverage was
continuously maintained during the employee's retirement.
52.15 Any employee who retires from ANAHEIM service and who is eligible to receive
a benefit under this Article may elect any benefit for which they are eligible at the
time of retirement. Such election shall be irrevocable.
64 AMEA Clerical 10/4/96-9/28/00
52.16 The following conditions shall apply to all retirees who have post retirement
medical benefit coverage under this Article:
52.161 Once canceled for any reason coverage shall not be reinstated.
52.162 Coverage shall be canceled for non payment of fees after three months
in arrears.
52.163 There shall be Coordination of Benefits where other insurance exists.
52.164 Retirees may change plans and add dependents only during the annual
open enrollment period, except that the surviving spouse of a retiree
may not enroll a new spouse.
52.165 Vision Care benefits provided under the Employee Medical Plan are
excluded from benefits for retired employees.
ARTICLE 53
PHYSICAL EXAMINATIONS
53.1 In order to be eligible for employment with ANAHEIM, candidates shall be required
to pass a physical examination, the character of which shall be in accordance with
standards established by the Human Resources Director.
53.2 In order to be eligible for promotion or transfer to a job class in a category requiring
greater physical qualification than his present job class, any employee must pass
the appropriate physical examination.
53.3 Any employee who returns to work after an absence in excess of forty-eight (48)
consecutive working hours due to illness or physical incapacity may be required by
his/her department head to undergo a physical examination.
53.31 Any employee who fails to pass a physical examination required under the
provisions of Article 53.3 may be transferred or demoted to a position
requiring lesser physical qualifications, recommended for disability
retirement, or terminated.
65 AMEA Clerical 10/4/96-9/28/00
53.4 All physical examinations required under the provisions of this Article shall be
performed by a physician in active practice licensed by California State Law and
within the scope of his practice as defined by California State Law.
53.41 Exceptions to the provisions of Article 53.4 may be made only in the case of
out-of-state candidates for employment. In such cases. the physician
performing the examination may be a physician licensed by the state in
which the candidate resides.
53.5 ANAHEIM shall pay for any physical examination required under the provisions of
this Article.
ARTICLE 54
JOINT COMMITTEE ON MEDICAL PROGRAMS
54.1 The parties to this agreement, in recognition of the need to provide an adequate
level of medical care coverage at a reasonable cost to ANAHEIM and its employees
hereby agree to the formation of a committee to analyze current ANAHEIM
sponsored medical programs, review alternative approaches to plan design and
providing medical care programs, and investigate cost containment systems, all for
the purpose of achieving adequate low-cost medical care for the employees of
ANAHEIM.
54.2 Serving on the committee with Human Resources Department staff and operating
Department management staff will be two members from the Anaheim Municipal
Employees Association (Clerical Employees Unit).
54.3 This committee will meet as often as is necessary during the life of this agreement
and will report to the Human Resources Director on a periodic basis its findings and
recommendations for changes to ANAHEIM'S present medical programs. A report
shall be prepared setting forth specific recommendations as to alternatives, plan
design, and cost containment provisions. The report shall be forwarded to the City
Manager for review.
66 AMEA Clerical 10/4/96-9/28/00
54.4 Because of the complexity of the problem and the diverse interests of the
respective organizations, the parties recognize that it is incumbent upon all
members of the committee to work in a spirit of harmony and cooperation to
achieve what should be beneficial to all concerned.
ARTICLE 55
AGENCY SHOP
55.1 ANAHEIM agrees to implement an agency shop in accordance with Section 3502.5
of the Government Code.
ARTICLE 56
NOTIFICATION OF CONTRACTING OUT
56.1 ANAHEIM agrees to notify the AMEA of possible contracting out of City work or
services if such contracting out will have a significant long term impact on work
performed by employees in classifications represented by the AMEA.
56.11 Such notification will be given before a decision to contract out is made; and
56.12 AMEA will have an opportunity to comment prior to a determination by
ANAHEIM to enter into contracting arrangements.
ARTICLE 57
NO STRIKE
57.1 The AMEA agrees that under the terms of this Memorandum, AMEA and/or its
members shall not conduct any strikes, slow-downs or other work stoppages
against ANAHEIM, or to withdraw from assignments to standby duty during any
grievance or dispute which may arise out of the application or interpretation of the
terms or conditions of this Memorandum or any matter subject to review through the
grievance procedure.
67 AMEA Clerical 10/4/96-9/28/00
ARTICLE 58
CONSTRUCTION
58.1 Nothing in this agreement shall be construed to deny any person or employee the
rights granted by Federal and State laws and City Charter provisions. The rights,
powers and authority of the City Council in all matters, including the right to
maintain any legal action, shall not be modified or restricted by this agreement. The
provisions of this agreement are not intended to conflict with the provisions of
Chapter 10, Division 4, Title 1 of the Government Code of the State of California
(Sections 3500, et seq.) as amended in 1982.
ARTICLE 59
SAVINGS CLAUSE
59.1 The resolution of ANAHEIM shall provide that if any provision of this Memorandum
or the resolution is at any time, or in any way, held to be contrary to any law by any
court of proper jurisdiction, the remainder of this Memorandum and the remainder of
the resolution shall not be affected thereby, and shall remain in full force and effect.
ARTICLE 60
DURATION
60.1 The terms of this Memorandum are to remain in full force and effect until the 28th day of
September 2000. Upon adoption of a resolution approving this Memorandum and the
terms hereof by the City Council of the City of Anaheim, this Memorandum shall be in
full force and effect as of the 4th day of October, 1996.
68 AMEA Clerical 10/4/96-9/28/00
STAFF OFFICIALS OF THE ANAHEIM MUNICIPAL EMPLOYEES
CITY OF ANAHEIM, a ASSOCIATION
Municipal Corporation CLERICAL EMPLOYEES
By: ,�• . '. By: ,1:. _.t
arArlAr :,I. 4, f l
By: e..�J�_ . - - N:sk �!
BY: 1 /i. .. 1 /i 4d- t�Mir �
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69 AMEA Clerical 10/4/98-9/28/00
APPENDIX "A" WAGES
LABOR MARKET WAGE EQUITY ISSUES
Effective October 1, 1999, ANAHEIM and UNION agree to meet and confer concerning labor
market wage equity issues. ANAHEIM and UNION agree that modifications to Appendix A"
Wages effective December 10, 1999, or thereafter shall be recommended only when there is
mutual agreement. ANAHEIM and UNION agree that any agreement reached shall be created
by Letter of Understanding and submitted to the City Council for determination.
App. 1-1
APPENDIX"A"
WAGES
OCTOBER 4, 1996 THROUGH JANUARY 8, 1998
Classification Sched/Step Hourly Rates Monthly Rates Annual Rates
Accounting Specialist 1490 J - E $11.67 - $14.90 $2,022.80 - $2,582.67 $24,273.60 - $30,992.00
Accounting Technician 1863 J - E $14.60 - $18.63 $2,530.67 - $3,229.20 $30,368.00 - $38,750.40
Automotive Stock Clerk 1532 J - E $12.00 - $15.32 $2,080.00 - $2,655.47 $24,960.00 - $31,865.60
Booking & Sched Specialist 1675 J - E $13.12 - $16.75 $2,274.13 - $2,903.33 $27,289.60 - $34,840.00
Bookmobile Operator U2 1532 J - E $12.00 - $15.32 $2,080.00 - $2,655.47 $24,960.00 - $31,865.60
Box Office Specialist 1639 J - E $12.84 - $16.39 $2,225.60 - $2,840.93 $26,707.20 - $34,091.20
Building Permit Rep 1474 J - E $11.55 - $14.74 $2,002.00 - $2,554.93 $24,024.00 - $30,659.20
Clerk 1139 J - E $8.92 - $11.39 $1,546.13 - $1,974.27 $18,553.60 - $23,691.20
CLETS/NCIC Specialist U2 1765 A - E $14.52 - $17.65 $2,516.80 - $3,059.33 $30,201.60 - $36,712.00
Collections Specialist 1565 J - E $12.26 - $15.65 $2,125.07 - $2,712.67 $25,500.80 - $32,552.00
Collections Supervisor UFS 1863 A - E $15.33 - $18.63 $2,657.20 - $3,229.20 $31,886.40 - $38,750.40
Council Agenda Administrator 1742 A - E $14.33 - $17.42 $2,483.87 - $3,019.47 $29,806.40 - $36,233.60
Customer Services Specialist I 1206 J - E $9.45 - $12.06 $1,638.00 - $2,090.40 $19,656.00 - $25,084.80
Customer Services Specialist II 1340 J - E $10.50 - $13.40 $1,820.00 - $2,322.67 $21,840.00 - $27,872.00
Data Entry Operator U2 1407 J - E $11.02 - $14.07 $1,910.13 - $2,438.80 $22,921.60 - $29,265.60
Data Entry Supervisor UFS 1608 A - E $13.23 - $16.08 $2,293.20 - $2,787.20 $27,518.40 - $33,446.40
Data Processing Clerk 1340 J - E $10.50 - $13.40 $1,820.00 - $2,322.67 $21,840.00 - $27,872.00
Department/Motor Vehicle Spec UFS 1642 J - E $12.87 - $16.42 $2,230.80 - $2,846.13 $26,769.60 - $34,153.60
Departmental Records Coordinator 1608 J - E $12.60 - $16.08 $2,184.00 - $2,787.20 $26,208.00 - $33,446.40
Detention Facility Assistant U2 1589 J - E $12.45 - $15.89 $2,158.00 - $2,754.27 $25,896.00 - $33,051.20
Fire Communications Shift Supervisor U2 2183 A - E $17.96 - $21.83 $3,113.07 - $3,783.87 $37,356.80 - $45,406.40
Fire Dispatcher I 1708 R - E $12.75 - $17.08 $2,210.00 - $2,960.53 $26,520.00 - $35,526.40
Fire Dispatcher II UFS 1898 R - E $14.16 - $18.98 $2,454.40 - $3,289.87 $29,452.80 - $39,478.40
Guest Services Specialist I 1206 J - E $9.45 - $12.06 $1,638.00 - $2,090.40 $19,656.00 - $25,084.80
Guest Services Specialist II 1340 J - E $10.50 - $13.40 $1,820.00 - $2,322.67 $21,840.00 - $27,872.00
Housing Intake Specialist U2 1407 J - E $11.02 - $14.07 $1,910.13 - $2,438.80 $22,921.60 - $29,265.60
Housing Loan Processor 1474 J - E $11.55 - $14.74 $2,002.00 - $2,554.93 $24,024.00 - $30,659.20
Intermediate Clerk 1273 J - E $9.97 - $12.73 $1,728.13 - $2,206.53 $20,737.60 - $26,478.40
JTP Specialist 1565 J - E $12.26 - $15.65 $2,125.07 - $2,712.67 $25,500.80 - $32,552.00
Library Circulation Specialist 1474 J - E $11.55 - $14.74 $2,002.00 - $2,554.93 $24,024.00 - $30,659.20
Library Clerk 1139 J - E $8.92 - $11.39 $1,546.13 - $1,974.27 $18,553.60 - $23,691.20
Library Technical Services Specialist 1608 J - E $12.60 - $16.08 $2,184.00 - $2,787.20 $26,208.00 - $33,446.40
Licensing Specialist 1474 J - E $11.55 - $14.74 $2,002.00 - $2,554.93 $24,024.00 - $30,659.20
Licensing Supervisor U2 1675 A - E $13.78 - $16.75 $2,388.53 - $2,903.33 $28,662.40 - $34,840.00
Office Specialist I 1206 J - E $9.45 - $12.06 $1,638.00 - $2,090.40 $19,656.00 - $25,084.80
Office Specialist II 1340 J - E $10.50 - $13.40 $1,820.00 - $2,322.67 $21,840.00 - $27,872.00
App. 2-1 AMEA CLERICAL 10/4/96 to 9/28/00
APPENDIX "A"
WAGES
OCTOBER 4, 1996 THROUGH JANUARY 8, 1998
Classification Sched/Step Hourly Rates Monthly Rates Annual Rates
Office Supervisor UFS 1742 A - E $14.33 - $17.42 $2,483.87 - $3,019.47 $29,806.40 - $36,233.60
Payroll Specialist 1639 J - E $12.84 - $16.39 $2,225.60 - $2,840.93 $26,707.20 - $34,091.20
Payroll Technician 1863 J - E $14.60 - $18.63 $2,530.67 - $3,229.20 $30,368.00 - $38,750.40
Police Communications Operator U2 1424 J - E $11.16 - $14.24 $1,934.40 - $2,468.27 $23,212.80 - $29,619.20
Police Communications Supervisor UFS 2373 A - E $19.52 - $23.73 $3,383.47 - $4,113.20 $40,601.60 - $49,358.40
Police Dispatcher I U2 1708 R - E $12.75 - $17.08 $2,210.00 - $2,960.53 $26,520.00 - $35,526.40
Police Dispatcher II UFS 1898 R - E $14.16 - $18.98 $2,454.40 - $3,289.87 $29,452.80 - $39,478.40
Police Records Specialist I 1271 J - E $9.96 - $12.71 $1,726.40 - $2,203.07 $20,716.80 - $26,436.80
Police Records Specialist II 1412 J - E $11.06 - $14.12 $1,917.07 - $2,447.47 $23,004.80 - $29,369.60
Police Records Specialist/Matron U2 1553 A - E $12.78 - $15.53 $2,215.20 - $2,691.87 $26,582.40 - $32,302.40
Police Records Supervisor UFS 1906 J - E $14.93 - $19.06 $2,587.87 - $3,303.73 $31,054.40 - $39,644.80
Pnnicpal Office Specialist UFS 1642 J - E $12.87 - $16.42 $2,230.80 - $2,846.13 $26,769.60 - $34,153.60
Property & Evidence Clerk 1739 J - E $13.63 - $17.39 $2,362.53 - $3,014.27 $28,350.40 - $36,171.20
Property & Evidence Supervisor UFS 2000 A - E $16.45 - $20.00 $2,851.33 - $3,466.67 $34,216.00 - $41,600.00
Recreation Clerical Support Supervisor UFS 1809 A - E $14.88 - $18.09 $2,579.20 - $3,135.60 $30,950.40 - $37,627.20
Recreation Personnel Specialist U2 1642 J - E $12.87 - $16.42 $2,230.80 - $2,846.13 $26,769.60 - $34,153.60
Senior Accounting Specialist UFS 1639 A - E $13.48 - $16.39 $2,336.53 - $2,840.93 $28,038.40 - $34,091.20
Senior Clerk UFS 1474 J - E $11.55 - $14.74 $2,002.00 - $2,554.93 $24,024.00 - $30,659.20
Senior Customer Services Specialist 1407 A - E $11.58 - $14.07 $2,007.20 - $2,438.80 $24,086.40 - $29,265.60
Senior Data Entry Operator UFS 1474 A - E $12.13 - $14.74 $2,102.53 - $2,554.93 $25,230.40 - $30,659.20
Senior Guest Services Specialist 1407 A - E $11.58 - $14.07 $2,007.20 - $2,438.80 $24,086.40 - $29,265.60
Senior Library Clerk 1407 A - E $11.58 - $14.07 $2,007.20 - $2,438.80 $24,086.40 - $29,265.60
Senior Office Specialist UFS 1575 J - E $12.34 - $15.75 $2,138.93 - $2,730.00 $25,667.20 - $32,760.00
Senior Police Dispatcher 2088 A - E $17.18 - $20.88 $2,977.87 - $3,619.20 $35,734.40 - $43,430.40
Senior Police Records Specialist 1694 A - E $13.94 - $16.94 $2,416.27 - $2,936.27 $28,995.20 - $35,235.20
Senior Properly & Evidence Clerk 1869 A - E $15.38 - $18.69 $2,665.87 - $3,239.60 $31,990.40 - $38,875.20
Senior Storekeeper 1802 A - E $14.83 - $18.02 $2,570.53 - $3,123.47 $30,846.40 - $37,481.60
Senior Word Processing Operator 1541 A - E $12.68 - $15.41 $2,197.87 - $2,671.07 $26,374.40 - $32,052.80
Storekeeper 1622 .1 - E $12.71 - $16.22 $2,203.07 - $2,811.47 $26,436.80 - $33,737.60
Supervising Telephone Operator UFS 1447 J - E $11.34 - $14.47 $1,965.60 - $2,508.13 $23,587.20 - $30,097.60
Supply Clerk/Driver 1442 J - E $11.30 - $14.42 $1,958.67 - $2,499.47 $23,504.00 - $29,993.60
Wardrobe Specialist 1442 J - E $11.30 - $14.42 $1,958.67 - $2,499.47 $23,504.00 - $29,993 60
Word Processing Operator U2 1441 A - E $11.86 - $14.41 $2,055.73 - $2,497.73 $24,668.80 - $29,972.80
Word Processing Supervisor UFS 1809 A - E $14.88 - $18.09 $2,579.20 - $3,135.60 $30,950.40 - $37,627.20
App. 2-2 AMEA CLERICAL 10/4/96 to 9/28/00
APPENDIX "A"
WAGES
JANUARY 9, 1998 THROUGH DECEMBER 9, 1999
Classification Sched/Step Hourly Rates Monthly Rates Annual Rates
Accounting Specialist 1535 J - E $12.03 - $15.35 $2,085.20 - $2,660.67 $25,022.40 - $31,928.00
Accounting Technician 1919 J - E $15.04 - $19.19 $2,606.93 - $3,326.27 $31,283.20 - $39,915.20
Automotive Parts Specialist 1578 J - E $12.36 - $15.78 $2,142.40 - $2,735.20 $25,708.80 - $32,822.40
Booking & Sched Specialist 1725 J - E $13.52 - $17.25 $2,343.47 - $2,990.00 $28,121.60 - $35,880.00
Bookmobile Operator U2 1578 J - E $12.36 - $15.78 $2,142.40 - $2,735.20 $25,708.80 - $32,822.40
Box Office Specialist 1689 J - E $13.23 - $16.89 $2,293.20 - $2,927.60 $27,518.40 - $35,131.20
Building Permit Rep 1518 J - E $11.89 - $15.18 $2,060.93 - $2,631.20 $24,731.20 - $31,574.40
Clerk 1173 J - E $9.19 - $11.73 $1,592.93 - $2,033.20 $19,115.20 - $24,398.40
CLETS/NCIC Specialist U2 1818 A - E $14.96 - $18.18 $2,593.07 - $3,151.20 $31,116.80 - $37,814.40
Collections Specialist 1612 J - E $12.63 - $16.12 $2,189.20 - $2,794.13 $26,270.40 - $33,529.60
Collections Supervisor UFS 1919 A - E $15.79 - $19.19 $2,736.93 - $3,326.27 $32,843.20 - $39,915.20
Council Agenda Administrator 1794 A - E $14.76 - $17.94 $2,558.40 - $3,109.60 $30,700.80 - $37,315.20
Customer Services Specialist I 1242 J - E $9.73 - $12.42 $1,686.53 - $2,152.80 $20,238.40 - $25,833.60
Customer Services Specialist II 1380 J - E $10.81 - $13.80 $1,873.73 - $2,392.00 $22,484.80 - $28,704.00
Data Entry Operator U2 1449 J - E $11.35 - $14.49 $1,967.33 - $2,511.60 $23,608.00 - $30,139.20
Data Entry Supervisor UFS 1656 A - E $13.62 - $16.56 $2,360.80 - $2,870.40 $28,329.60 - $34,444.80
Data Processing Clerk 1380 J - E $10.81 - $13.80 $1,873.73 - $2,392.00 $22,484.80 - $28,704.00
Department/Motor Vehicle Spec UFS 1691 J - E $13.25 - $16.91 $2,296.67 - $2,931.07 $27,560.00 - $35,172.80
Departmental Records Coordinator 1656 J - E $12.98 - $16.56 $2,249.87 - $2,870.40 $26,998.40 - $34,444.80
Detention Facility Assistant U2 1636 J - E $12.82 - $16.36 $2,222.13 - $2,835.73 $26,665.60 - $34,028.80
Fire Communications Shift Supervisor U2 2248 A - E $18.49 - $22.48 $3,204.93 - $3,896.53 $38,459.20 - $46,758.40
Fire Dispatcher I 1760 R - E $13.13 - $17.60 $2,275.87 - $3,050.67 $27,310.40 - $36,608.00
Fire Dispatcher II UFS 1955 R - E $14.59 - $19.55 $2,528.93 - $3,388.67 $30,347.20 - $40,664.00
Guest Services Specialist I 1242 J - E $9.73 - $12.42 $1,686.53 - $2,152.80 $20,238.40 - $25,833.60
Guest Services Specialist II 1380 J - E $10.81 - $13.80 $1,873.73 - $2,392.00 $22,484.80 - $28,704.00
Housing Intake Specialist U2 1449 J - E $11.35 - $14.49 $1,967.33 - $2,511.60 $23,608.00 - $30,139.20
Housing Loan Processor 1518 J - E $11.89 - $15.18 $2,060.93 - $2,631.20 $24,731.20 - $31,574.40
Intermediate Clerk 1311 J - E $10.27 - $13.11 $1,780.13 - $2,272.40 $21,361.60 - $27,268.80
JTP Specialist 1612 J - E $12.63 - $16.12 $2,189.20 - $2,794.13 $26,270.40 - $33,529.60
Library Circulation Specialist 1518 J - E $11.89 - $15.18 $2,060.93 - $2,631.20 $24,731.20 - $31,574.40
Library Clerk 1173 J - E $9.19 - $11.73 $1,592.93 - $2,033.20 $19,115.20 - $24,398.40
Library Technical Services Specialist 1656 J - E $12.98 - $16.56 $2,249.87 - $2,870.40 $26,998.40 - $34,444.80
Licensing Specialist 1518 J - E $11.89 - $15.18 $2,060.93 - $2,631.20 $24,731.20 - $31,574.40
Licensing Supervisor U2 1725 A - E $14.19 - $17.25 $2,459.60 - $2,990.00 $29,515.20 - $35,880.00
Office Specialist I 1242 J - E $9.73 - $12.42 $1,686.53 - $2,152.80 $20,238.40 - $25,833.60
App. 3-1 AMEA CLERICAL 10/4/96 to 9/28/00
APPENDIX "A"
WAGES
JANUARY 9, 1998 THROUGH DECEMBER 9, 1999
Classification Sched/Step Hourly Rates Monthly Rates Annual Rates
Office Specialist II 1380 J - E $10.81 - $13.80 $1,873.73 - $2,392.00 $22,484.80 - $28,704.00
Office Supervisor UFS 1794 A - E $14.76 - $17.94 $2,558.40 - $3,109.60 $30,700.80 - $37,315.20
Payroll Specialist 1689 J - E $13.23 - $16.89 $2,293.20 - $2,927.60 $27,518.40 - $35,131.20
Payroll Technician 1919 J - E $15.04 - $19.19 $2,606.93 - $3,326.27 $31,283.20 - $39,915.20
Police Communications Operator U2 1466 J - E $11.49 - $14.66 $1,991.60 - $2,541.07 $23,899.20 - $30,492.80
Police Communications Supervisor UFS 2444 A - E $20.11 - $24.44 $3,485.73 - $4,236.27 $41,828.80 - $50,835.20
Police Dispatcher I U2 1760 R - E $13.13 - $17.60 $2,275.87 - $3,050.67 $27,310.40 - $36,608.00
Police Dispatcher II UFS 1955 R - E $14.59 - $19.55 $2,528.93 - $3,388.67 $30,347.20 - $40,664.00
Police Records Specialist I 1309 J - E $10.26 - $13.09 $1,778.40 - $2,268.93 $21,340.80 - $27,227.20
Police Records Specialist II 1454 J - E $11.39 - $14.54 $1,974.27 - $2,520.27 $23,691.20 - $30,243.20
Police Records Specialist/Matron U2 1599 A - E $13.16 - $15.99 $2,281.07 - $2,771.60 $27,372.80 - $33,259.20
Police Records Supervisor UFS 1963 J - E $15.38 - $19.63 $2,665.87 - $3,402.53 $31,990.40 - $40,830.40
Prinicpal Office Specialist UFS 1691 J - E $13.25 - $16.91 $2,296.67 - $2,931.07 $27,560.00 - $35,172.80
Property & Evidence Clerk 1791 J - E $14.03 - $17.91 $2,431.87 - $3,104.40 $29,182.40 - $37,252.80
Property & Evidence Supervisor UFS 2060 A - E $16.95 - $20.60 $2,938.00 - $3,570.67 $35,256.00 - $42,848.00
Recreation Personnel Specialist U2 1691 J - E $13.25 - $16.91 $2,296.67 - $2,931.07 $27,560.00 - $35,172.80
Senior Accounting Specialist UFS 1689 A - E $13.90 - $16.89 $2,409.33 - $2,927.60 $28,912.00 - $35,131.20
Senior Clerk UFS 1518 J - E $11.89 - $15.18 $2,060.93 - $2,631.20 $24,731.20 - $31,574.40
Senior Customer Services Specialist 1449 A - E $11.92 - $14.49 $2,066.13 - $2,511.60 $24,793.60 - $30,139.20
Senior Data Entry Operator UFS 1518 A - E $12.49 - $15.18 $2,164.93 - $2,631.20 $25,979.20 - $31,574.40
Senior Guest Services Specialist 1449 A - E $11.92 - $14.49 $2,066.13 - $2,511.60 $24,793.60 - $30,139.20
Senior Library Clerk 1449 A - E $11.92 - $14.49 $2,066.13 - $2,511.60 $24,793.60 - $30,139.20
Senior Office Specialist UFS 1622 J - E $12.71 - $16.22 $2,203.07 - $2,811.47 $26,436.80 - $33,737.60
Senior Police Dispatcher 2151 A - E $17.70 - $21.51 $3,068.00 - $3,728.40 $36,816.00 - $44,740.80
Senior Police Records Specialist 1745 A - E $14.36 - $17.45 $2,489.07 - $3,024.67 $29,868.80 - $36,296.00
Senior Property & Evidence Clerk 1925 A - E $15.84 - $19.25 $2,745.60 - $3,336.67 $32,947.20 - $40,040.00
Senior Storekeeper 1856 A - E $15.27 - $18.56 $2,646.80 - $3,217.07 $31,761.60 - $38,604.80
Senior Word Processing Operator 1587 A - E $13.06 - $15.87 $2,263.73 - $2,750.80 $27,164.80 - $33,009.60
Storekeeper 1670 J - E $13.08 - $16.70 $2,267.20 - $2,894.67 $27,206.40 - $34,736.00
Supply Clerk/Driver 1485 J - E $11.64 - $14.85 $2,017.60 - $2,574.00 $24,211.20 - $30,888.00
Wardrobe Specialist 1485 J - E $11.64 - $14.85 $2,017.60 - $2,574.00 $24,211.20 - $30,888.00
Word Processing Operator U2 1484 A - E $12.21 - $14.84 $2,116.40 - $2,572.27 $25,396.80 - $30,867.20
Word Processing Supervisor UFS 1863 A - E $15.33 - $18.63 $2,657.20 - $3,229.20 $31,886.40 - $38,750.40
App. 3-2 AMEA CLERICAL 10/4/96 to 9/28/00
APPENDIX "A"
WAGES
DECEMBER 10, 1999 THROUGH SEPTEMBER 28, 2000
Classification Sched/Step Hourly Rates Monthly Rates Annual Rates
Accounting Specialist 1581 J - E $12.39 - $15.81 $2,147.60 - $2,740.40 $25,771.20 - $32,884.80
Accounting Technician 1976 J - E $15.48 - $19.76 $2,683.20 - $3,425.07 $32,198.40 - $41,100.80
Automotive Parts Specialist 1625 J - E $12.73 - $16.25 $2,206.53 - $2,816.67 $26,478.40 - $33,800.00
Booking & Sched Specialist 1776 J - E $13.92 - $17.76 $2,412.80 - $3,078.40 $28,953.60 - $36,940.80
Bookmobile Operator U2 1625 J - E $12.73 - $16.25 $2,206.53 - $2,816.67 $26,478.40 - $33,800.00
Box Office Specialist 1739 J - E $13.63 - $17.39 $2,362.53 - $3,014.27 $28,350.40 - $36,171.20
Building Permit Rep 1563 J - E $12.25 - $15.63 $2,123.33 - $2,709.20 $25,480.00 - $32,510.40
Clerk 1208 J - E $9.47 - $12.08 $1,641.47 - $2,093.87 $19,697.60 - $25,126.40
CLETS/NCIC Specialist U2 1873 A - E $15.41 - $18.73 $2,671.07 - $3,246.53 $32,052.80 - $38,958.40
Collections Specialist 1660 J - E $13.01 - $16.60 $2,255.07 - $2,877.33 $27,060.80 - $34,528.00
Collections Supervisor UFS 1976 A - E $16.26 - $19.76 $2,818.40 - $3,425.07 $33,820.80 - $41,100.80
Council Agenda Administrator 1847 A - E $15.20 - $18.47 $2,634.67 - $3,201.47 $31,616.00 - $38,417.60
Customer Services Specialist I 1279 J - E $10.02 - $12.79 $1,736.80 - $2,216.93 $20,841.60 - $26,603.20
Customer Services Specialist II 1421 J - E $11.13 - $14.21 $1,929.20 - $2,463.07 $23,150.40 - $29,556.80
Data Entry Operator U2 1492 J - E $11.69 - $14.92 $2,026.27 - $2,586.13 $24,315.20 - $31,033.60
Data Entry Supervisor UFS 1705 A - E $14.03 - $17.05 $2,431.87 - $2,955.33 $29,182.40 - $35,464.00
Data Processing Clerk 1421 J - E $11.13 - $14.21 $1,929.20 - $2,463.07 $23,150.40 - $29,556.80
DepartmenUMotor Vehicle Spec UFS 1741 J - E $13.64 - $17.41 $2,364.27 - $3,017.73 $28,371.20 - $36,212.80
Departmental Records Coordinator 1705 J - E $13.36 - $17.05 $2,315.73 - $2,955.33 $27,788.80 - $35,464.00
Detention Facility Assistant U2 1685 J - E $13.20 - $16.85 $2,288.00 - $2,920.67 $27,456.00 - $35,048.00
Fire Communications Shift Supervisor U2 2316 A - E $19.05 - $23.16 $3,302.00 - $4,014.40 $39,624.00 - $48,172.80
Fire Dispatcher I 1813 R - E $13.53 - $18.13 $2,345.20 - $3,142.53 $28,142.40 - $37,710.40
Fire Dispatcher II UFS 2014 R - E $15.03 - $20.14 $2,605.20 - $3,490.93 $31,262.40 - $41,891.20
Guest Services Specialist I 1279 J - E $10.02 - $12.79 $1,736.80 - $2,216.93 $20,841.60 - $26,603.20
Guest Services Specialist II 1421 J - E $11.13 - $14.21 $1,929.20 - $2,463.07 $23,150.40 - $29,556.80
Housing Intake Specialist U2 1492 J - E $11.69 - $14.92 $2,026.27 - $2,586.13 $24,315.20 - $31,033.60
Housing Loan Processor 1563 J - E $12.25 - $15.63 $2,123.33 - $2,709.20 $25,480.00 - $32,510.40
Intermediate Clerk 1350 J - E $10.58 - $13.50 $1,833.87 - $2,340.00 $22,006.40 - $28,080.00
JTP Specialist 1660 J - E $13.01 - $16.60 $2,255.07 - $2,877.33 $27,060.80 - $34,528.00
Library Circulation Specialist 1563 J - E $12.25 - $15.63 $2,123.33 - $2,709.20 $25,480.00 - $32,510.40
Library Clerk 1208 J - E $9.47 - $12.08 $1,641.47 - $2,093.87 $19,697.60 - $25,126.40
Library Technical Services Specialist 1705 J - E $13.36 - $17.05 $2,315.73 - $2,955.33 $27,788.80 - $35,464.00
Licensing Specialist 1563 J - E $12.25 - $15.63 $2,123.33 - $2,709.20 $25,480.00 - $32,510.40
Licensing Supervisor U2 1776 A - E $14.61 - $17.76 $2,532.40 - $3,078.40 $30,388.80 - $36,940.80
Office Specialist I 1279 J - E $10.02 - $12.79 $1,736.80 - $2,216.93 $20,841.60 - $26,603.20
Office Specialist II 1421 J - E $11.13 - $14.21 $1,929.20 - $2,463.07 $23,150.40 - $29,556.80
APP. 4-1 AMEA CLERICAL 10/4/96 to 9/28/00
APPENDIX "A"
WAGES
DECEMBER 10, 1999 THROUGH SEPTEMBER 28, 2000
Classification Sched/Step Hourly Rates Monthly Rates Annual Rates
Office Supervisor UFS 1847 A - E $15.20 - $18.47 $2,634.67 - $3,201.47 $31,616.00 - $38,417.60
Payroll Specialist 1739 J - E $13.63 - $17.39 $2,362.53 - $3,014.27 $28,350.40 - $36,171.20
Payroll Technician 1976 J - E $15.48 - $19.76 $2,683.20 - $3,425.07 $32,198.40 - $41,100.80
Police Communications Operator U2 1511 J - E $11.84 - $15.11 $2,052.27 - $2,619.07 $24,627.20 - $31,428.80
Police Communications Supervisor UFS 2518 A - E $20.72 - $25.18 $3,591.47 - $4,364.53 $43,097.60 - $52,374.40
Police Dispatcher I U2 1813 R - E $13.53 - $18.13 $2,345.20 - $3,142.53 $28,142.40 - $37,710.40
Police Dispatcher II UFS 2014 R - E $15.03 - $20.14 $2,605.20 - $3,490.93 $31,262.40 - $41,891.20
Police Records Specialist I 1348 J - E $10.56 - $13.48 $1,830.40 - $2,336.53 $21,964.80 - $28,038.40
Police Records Specialist II 1498 J - E $11.74 - $14.98 $2,034.93 - $2,596.53 $24,419.20 - $31,158.40
Police Records Specialist/Matron U2 1648 A - E $13.56 - $16.48 $2,350.40 - $2,856.53 $28,204.80 - $34,278.40
Police Records Supervisor UFS 2022 J - E $15.84 - $20.22 $2,745.60 - $3,504.80 $32,947.20 - $42,057.60
Prinicpal Office Specialist UFS 1741 J - E $13.64 - $17.41 $2,364.27 - $3,017.73 $28,371.20 - $36,212.80
Property & Evidence Clerk 1845 J - E $14.46 - $18.45 $2,506.40 - $3,198.00 $30,076.80 - $38,376.00
Property & Evidence Supervisor UFS 2122 A - E $17.46 - $21.22 $3,026.40 - $3,678.13 $36,316.80 - $44,137.60
Recreation Personnel Specialist U2 1741 J - E $13.64 - $17.41 $2,364.27 - $3,017.73 $28,371.20 - $36,212.80
Senior Accounting Specialist UFS 1739 A - E $14.31 - $17.39 $2,480.40 - $3,014.27 $29,764.80 - $36,171.20
Senior Clerk UFS 1563 J - E $12.25 - $15.63 $2,123.33 - $2,709.20 $25,480.00 - $32,510.40
Senior Customer Services Specialist 1492 A - E $12.27 - $14.92 $2,126.80 - $2,586.13 $25,521.60 - $31,033.60
Senior Data Entry Operator UFS 1563 A - E $12.86 - $15.63 $2,229.07 - $2,709.20 $26,748.80 - $32,510.40
Senior Guest Services Specialist 1492 A - E $12.27 - $14.92 $2,126.80 - $2,586.13 $25,521.60 - $31,033.60
Senior Library Clerk 1492 A - E $12.27 - $14.92 $2,126.80 - $2,586.13 $25,521.60 - $31,033.60
Senior Office Specialist UFS 1670 J - E $13.08 - $16.70 $2,267.20 - $2,894.67 $27,206.40 - $34,736.00
Senior Police Dispatcher 2215 A - E $18.22 - $22.15 $3,158.13 - $3,839.33 $37,897.60 - $46,072.00
Senior Police Records Specialist 1798 A - E $14.79 - $17.98 $2,563.60 - $3,116.53 $30,763.20 - $37,398.40
Senior Property & Evidence Clerk 1983 A - E $16.31 - $19.83 $2,827.07 - $3,437.20 $33,924.80 - $41,246.40
Senior Storekeeper 1912 A - E $15.73 - $19.12 $2,726.53 - $3,314.13 $32,718.40 - $39,769.60
Senior Word Processing Operator 1634 A - E $13.44 - $16.34 $2,329.60 - $2,832.27 $27,955.20 - $33,987.20
Storekeeper 1721 J - E $13.48 - $17.21 $2,336.53 - $2,983.07 $28,038.40 - $35,796.80
Supply Clerk/Driver 1530 J - E $11.99 - $15.30 $2,078.27 - $2,652.00 $24,939.20 - $31,824.00
Wardrobe Specialist 1530 J - E $11.99 - $15.30 $2,078.27 - $2,652.00 $24,939.20 - $31,824.00
Word Processing Operator U2 1528 A - E $12.57 - $15.28 $2,178.80 - $2,648.53 $26,145.60 - $31,782.40
Word Processing Supervisor UFS 1918 A - E $15.78 - $19.18 $2,735.20 - $3,324.53 $32,822.40 - $39,894.40
APP. 4-2 AMEA CLERICAL 10/4/96 to 9/28/00
LETTER OF UNDERSTANDING
BETWEEN THE
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION
CLERICAL UNIT
AND THE
CITY OF ANAHEIM
The Anaheim Municipal Employees Association and the City of
Anaheim, after meeting and conferring, have reached an
understanding on the wages, hours, and other terms and
conditions of employment for employees assigned by management to
work the Nine Plan, as follows:
NINE PLAN
ANAHEIM and the Anaheim Municipal Employees Association agree
that employees may be assigned to a Nine Plan alternate work
schedule in order to reduce trips to and from work. Such an
alternate work schedule shall not reduce service to the public.
ANAHEIM and the Anaheim Municipal Employees Association agree
that the regular work schedule for employees assigned to the
Nine Plan by management shall be eight (8) nine (9) hour work
days and one (1) eight hour work day in each bi-weekly pay
period. Such schedule shall be designed and implemented by
management. A work period of seven consecutive calendar days
shall be assigned to each employee assigned to the Nine Plan.
An employee will be scheduled by management to work a regular
work schedule of forty hours in each work period.
Employees who perform authorized work in excess of the regular
work day or work week as defined in the Letter of Understanding
and who are otherwise eligible for overtime pay shall be
compensated for such work at the rate of one and one half
(1-1/2) times their regular hourly rate of pay.
Employees who do not work on the holiday or day observed in lieu
of the holiday as set forth in Article 34 of the Memorandum of
Understanding shall be required to submit a vacation request for
one (1) hour for each holiday not worked.
Employees eligible for bereavement leave as set forth in Article
33 of the Memorandum of Understanding shall be required to
submit a vacation request for one (1) hour for each work day of
bereavement leave.
Employees shall have one (1) hour deducted from their accrued
sick leave, vacation, or industrial accident leave for each hour
of leave taken. Employees with a regular work day of nine (9)
hours shall have nine (9) hours deducted from their accrued sick
leave, vacation, or industrial accident leave for each regularly
scheduled working day that they are on paid leave. Employees
with a regular work day of eight (8 . 0) hours shall have eight
(8.0) hours deducted from their accrued sick leave, vacation, or
industrial accident leave for each regularly scheduled working
day that they are on paid leave.
Employees may be assigned to or from the Nine Plan work schedule
only effective at the beginning of a bi-weekly pay period.
The Nine Plan work schedule may continue by mutual agreement of
both parties. The Nine Plan work schedule may be revoked by
either party upon notice to the other party.
STAFFICIALS OF THE• ANAHEIM MUNICIPAL EMPLOYEES
CITY • ANAHEIM, a A ASSCCIATION CLERICAL UNIT
.
Munic 1 •al Co ••ra •n /
By i649L 1 '. 4.-e- e-rt--'�
By By
By By
By By
Dated: -7.- (c - 7, Dated: �1---,4 /D /f�f'f
i
090
LETTER OF UNDERSTANDING
between the
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION, CLERICAL UNiT
and the
CITY OF ANAHEIM
The Anaheim Municipal Employees Association, Clerical Unit and the City of Anaheim, after
meeting and conferring, have reached an understanding on the wages, hours, and other
terms and conditions of employment for Public Utilities Department Clerical employees in
the Conservation Unit assigned by management to work a TEN PLAN, as follows:
TEN PLAN
ANAHEIM and the Anaheim Municipal Employees Association, Clerical Unit agree that
such employees may be assigned to a TEN PLAN alternate work schedule. Such an alternate
work schedule shall not reduce service to the public.
ANAHEIM and the Anaheim Municipal Employees Association agree that the regular work
schedule for employees assigned to the TEN PLAN by management shall be eight (8) ten (10)
hour work days in each biweekly pay period. Such schedule shall be designed and
implemented by management. A work period of seven consecutive calendar days shall be
assigned to each employee assigned to the TEN PLAN. An employee will be scheduled by
management to work a regular work schedule of forty hours in each work period.
Employees who perform authorized work in excess of the regular work day or work week
as defined in this Letter of Understanding and who are otherwise eligible for overtime
pay shall be compensated for such work at the appropriate overtime rate as set forth in
Article 41 of the Memorandum of Understanding.
Employees who do not work on the holiday or day observed In lieu of the holiday as
set forth in Article 34 of the Memorandum of Understanding shall be required to submit a
vacation request for two (2) hours for each holiday not worked.
Employees eligible for bereavement leave as set forth in Article 33 of the Memorandum
of Understanding shall be required to submit a vacation request for two (2) hours for
each work day of bereavement leave.
Employees shall have one (1) hour deducted from their accrued sick leave, vacation,
or Industrial accident leave for each hour of leave taken. Employees with a regular work
day of ten (10) hours shall have ten (10) hours deducted from their accrued sick leave,
vacation, or Industrial accident leave for each regularly scheduled working day that they
are on paid leave.
Employees may be assigned to or from the TEN PLAN work schedule only effective at the
beginning of a biweekly pay period.
AMEA-Clerical Ten Plan
PAGE 2.
The TEN PLAN work schedule may continue by mutual agreement of both parties. The
TEN PLAN work schedule may be revoked by either party upon ninety (90) days written
notice to the other party.
STAFF OFFICIALS OF THE CITY OF ANAHEIM MUNICIPAL EMPLOYEES
ANAH op a Municipal Corporation ASSOCIATION, CLERICAL UNIT
/ / •
By AL./� L�� B �.L _//4 &• „OA. . i
By By
Dated: Dated:?-1.�. z_4_ /511 —
0634br/C
LETTER OF UNDERSTANDING
BETWEEN THE
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION
CLERICAL UNIT
AND THE
CITY OF ANAHEIM
The Anaheim Municipal Employees Association (RHEA) , Clerical
Unit, and the City of Anaheim, after meeting and conferring, have
reached an understanding on the wages, hours, and other terms and
conditions of employment for employees assigned by management to
work at the Fire Communications Center, as follows :
1. FIRE COMMUNICATIONS WORK SCHEDULE
ANAHEIM and AMEA agree that employees may be assigned to a
Fire Communications alternate work schedule in order to reduce
trips to and from work. Such an alternate work schedule shall
not reduce service to the public.
ANAHEIM and the Anaheim Municipal Employees Association agree
that the regular work schedule for employees assigned to the
Fire Communications schedule by management shall be five (5)
twelve (12) hour work days and two (2) ten hour work days in
each bi-weekly pay period. The schedule shall be designed and
implemented by management. A work period of seven consecutive
calendar days shall be assigned to each employee assigned to
the Fire Communications Twelve Plan. Each employee will be
scheduled by management to work a regular work schedule of
forty hours in each work period. Employees may submit a
request to trade shifts within their seven consecutive
calendar day work period. All shift trades shall be scheduled
and taken in accordance with the best interests of ANAHEIM and
shall not result in any overtime or Fair Labor Standards Act
premium payment to either employee. Employees may be assigned
to or from the Fire Communications Twelve Plan work schedule
or from one work schedule to another only effective at the
beginning of a bi-weekly pay period.
Employees who perform authorized work in excess of the regular
work day or work week as defined in the Letter of
Understanding and who are otherwise eligible for overtime pay
shall be compensated for such work at the rate of one and one-
half (1-1/2) times their regular hourly rate of pay.
The Fire Communications Twelve plan work schedule may be
revoked at any time by either party upon written notice to the
other party. Return to a work schedule of ten (10) eight (8)
hour shifts each bi-weekly pay period will occur at the
beginning of the first pay period after the notice of
revocation has been received.
Fire Communications Work Schedule
Page 2.
2 . APPOINTMENTS
The provisions of Article 22 Appointments and Promotions are
waived for appointments made on July 1, 1994 .
3 . REASSIGNMENT SENIORITY
For a period of ten (10) years from July 1, 1994 to June 18 ,
2004 , the employees in the Fire Communications Center shall
retain their City of Orange Fire Department seniority date or
their City of Anaheim whichever is earlier for purposes of
layoff and reassignment. During the same ten year period
employees in the Fire Communications Center shall be
considered a department for purposes of applying the
provisions of Article 29 , Reassignment, Layoff and Re-
employment. Thereafter, the employees in the Fire
Communications Center shall retain the City of Anaheim Fire
Department seniority as their seniority date.
4 . MEET AND CONFER OPEN ISSUES
ANAHEIM and AMEA agree to continue the meet and confer process
concerning the following issues:
Appendix "A" Wages
Article 17 Salary Relationships
Article 59 Certification Pay
Article 14 Compensation
Article 33 Bereavement Leave
Article 34 Holidays
Article 40 Vacation
Article 24 Probation
5. MEMORANDUM OF UNDERSTANDING
All remaining terms and conditions of employment shall be in
accordance with the provisions of the Memorandum of
Understanding between the Anaheim Municipal Employees
Association, Clerical Employees and the City of Anaheim
(October 8 , 1993 through October 3 , 1996)
Fire Communications Work Schedule
Page 3.
STAFF OFFICIALS OF THE ANAHEIM MUNICIPAL EMPLOYEES
CITY OF ANAHEIM, a Municipal ASSOCIATION, Clerical Unit
Corporation /� ,\
By: A.14 By ��L . .�... . .. /
r ./
By: fR 1,t4 (11-
Wit By:
By: By:
By: By:
Dated: 08/7Y Dated: ��Q///,'"41(
DH946288R.OT
LETTER OF UNDERSTANDING
BETWEEN THE
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION
CLERICAL UNIT
AND THE
CITY OF ANAHEIM
The Anaheim Municipal Employees Association (AMEA) , Clerical Unit,
and the City of Anaheim, after meeting and conferring, have reached
an understanding on the wages, hours, and other terms and
conditions of employment for employees assigned by management to
work the Police Communications Twelve Plan, as follows:
POLICE COMMUNICATIONS TWELVE PLAN
ANAHEIM and AMEA agree that employees may be assigned to a Police
Communications Twelve Plan alternate work schedule in order to
reduce trips to and from work. Such an alternate work schedule
shall not reduce service to the public.
ANAHEIM and the Anaheim Municipal Employees Association agree that
the regular work schedule for employees assigned to the Police
Communications Twelve plan by management shall be six (6) twelve
(12) hour work days and one (1) eight (8) hour work day in each bi-
weekly pay period. A one-half (1/2) hour non-paid meal period
shall be scheduled each work day. The schedule shall be designed
and implemented by management. A work period of seven consecutive
calendar days shall be assigned to each employee assigned to the
Police Communications Twelve Plan. Each employee will be scheduled
by management to work a regular work schedule of forty hours in
each work period. Employees may be assigned to or from the police
Communications Twelve Plan work schedule only effective at the
beginning of a bi-weekly pay period.
Employees who perform authorized work in excess of the regular work
day or work week as defined in the Letter of Understanding and who
are otherwise eligible for overtime pay shall be compensated for
such work at the rate of one and one-half (1-1/2) times their
regular hourly rate of pay.
Employees who do not work on the holiday or day observed in lieu of
the holiday as set forth in Article 34 of the Memorandum of
Understanding shall be required to submit a vacation request for
four (4) hours for each holiday not worked. Any employee required
to work on the holiday or day observed in lieu of the holiday shall
receive an additional twelve (12) hours pay at his regular rate of
pay or .shall accrue twelve (12) hours holiday time per holiday.
Employees eligible for "immediate family" bereavement leave in
accordance with Article 33 . 1 shall be granted bereavement leave
with pay for up to maximum of thirty-six (36) working hours.
Employees eligible for "other family members" bereavement leave in
accordance with Article 33 . 1. 1. shall be granted bereavement leave
with pay for up to a maximum of twelve (12) working hours .
Employees shall have one (1) hour deducted from their accrued sick
leave, vacation, or industrial accident leave for each hour of
leave taken. Employees with a regular work day of twelve (12)
hours shall be twelve (12) hours deducted from their accrued sick
leave, vacation, or industrial accident leave for each regularly
scheduled working day that they are on paid leave.
The Police Communications Twelve Plan work schedule will be subject
to a six month trial period beginning December 3 , 1993 . During the
trial period an intensive evaluation will be made of effectiveness,
efficiency, sick leave use, overtime use, employee safety and
fatigue.
The Police Communications Twelve plan work schedule may be revoked
at any time by either party upon written notice to the other party.
Return to a work schedule of ten (10) eight (8) hour shifts each
bi-weekly pay period will occur at the beginning of the first pay
period after the notice of revocation has been received.
STAFF OFFICIALS OF THE ANAHEIM MUNICIPAL EMPLOYEES
CITY OF ANAHEIM, a Municipal ASSOCIATION, Clerical Unit ,
Corporation
By: ,N4
Ydp Bye ; a .
By:
By: B �
By: By:
Dated: tP,i4eh 1, /773 Dated: i:
93093.wp5
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss.
CITY OF ANAHEIM
I, LEONORA N. SOHL, City Clerk of the City of Anaheim, do hereby certify that the foregoing
Resolution No. 98R-91 was introduced and adopted at a regular meeting provided by law, of
the Anaheim City Council held on the 19th day of May, 1998, by the following vote of the
members thereof:
AYES: MAYOR/COUNCIL MEMBERS: McCracken, Tait, Zemel, Lopez, Daly
411
NOES: MAYOR/COUNCIL MEMBERS: None
ABSENT: MAYOR/COUNCIL MEMBERS: None
AND I FURTHER CERTIFY that the Mayor of the City of Anaheim signed said Resolution
No. 98R-91 on the 19th Day of May, 1998.
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City
of Anaheim this 19th day of May, 1998.
1111 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. 98R-91 was duly passed and adopted by the City Council of
the City of Anaheim on May 19th, 1998.
CITY CLERK OF THE CITY OF ANAHEIM