88-166RESOLUTION NO. 88R-166
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF ANAHEIM ADOPTING PERSONNEL RULES
APPLICABLE TO EMPLOYEES IN MANAGEMENT,
CONFIDENTIAL AND NON-REPRESENTED PART-TIME
CLASSIFICATIONS.
WHEREAS, the Human Resources Director has recommended in
a staff report dated April 19, 1988, that existing Personnel Rules
be amended and that such amended rules be applicable only to
employees in management, confidential, and non-represented
part-time classifications; and
WHEREAS, the need exists to rescind all existing
personnel rules and concurrently adopt new personnel rules 1
through 31; and
WHEREAS, the City Council of the City of Anaheim finds
and determines that the rescission of all existing personnel rules
and the adoption of recommended new rules applicable to employees
in management, confidential, and non-represented part-time
employees is in the best interests of the City of Anaheim.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the
City of Anaheim that all existing Personnel Rules be, and they are
hereby, rescinded and that new Personnel Rules 1 through 31, a
copy of which is attached and incorporated herein by this
reference, are hereby adopted.
BE IT FURTHER RESOLVED that the effective date of this
Resolution is April 29, 1988.
THE FOREGOING RESOLUTION is approved and adopted by the
City Council of the City of Anaheim this26th day of April, 1988.
MAYOR OF THE CITY 0 ANAHEIM
ATTEST:
CITY CLERK OF THE CITY OF ANAHEIM
ROF/jd
2419L
041988
SLATE 0~' C,~LLZFORNia )
~0UN:Z OF 01<Ai~IGE ) ss.
CiTY OF ANAHEIM )
1, LEONOKA N. SOHL, City Clerk of the City of Anaheim, do hereby certify that
the foregoing Resolution No. UgR-loo was introduced and adopted at a regular
meeting provided by law, of the City Council of the City of Anaheim held on
the Zot~ day of April,
AYES:
NOES:
7~JSENT:
COUNCIL MEP~ERS:
COUNCIL i~EMBERS:
GOUNC±L ~MBERS:
by rue following vote of the members thereof:
Ehrle, Hunter, Kaywood, and Bay
None
Fickler
~i~O i FORTHbIt certify tint the Mayor of the ~ity of Anaheim signed said
Kesolution No. 86R-loo on the Z/tn day of April, 19~8.
iN wiTNESS WHEREOF, I nave hereunto set my ~mnd and affixed the seal of the
City of Anaheim tl~is ZTtn day of April, 19~8.
CITY CLEF, K OF THE CITY OF ANAHEIM
(SEmL)
i, LEONORA N. SOHL, City Cler~ of the ~ity of Anaheim, do hereby certify that
the foregoing is t~e original of Resolution No. 88~-1~6 duly passed and
adopted oy the Ana~eim ~ity ~ouncii on April 20, 198~.
CiTY CLEtLK 0F THE CiTY OF kN~kHEIM
PERSONNEL RULES COVERING
MANAGEMENT
AND
CDNFIDENTIAL
EMPLOYEES
AND
NON-REPRESENTED
PART TIME EMPLOYEES
Revised 04/14/88
PERSONNEL RULES
TABLE OF CONTENTS
APRIL 1988
RUI,E
RULE
RULE
RULE
RULE
RULE
RUI,E
RULE
RULE
RULE
RULE
RULE
RULE
RULE
RUI,E
RULE
RULE
RULE
RUI,E
RULE
RUEE
RULE
l
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
PURPOSE AND GENERAl, PROVISIONS
CLASSIFICATION
COMPENSATION
APPROPRIATE SALARY STEP
HOURS OE WORK AND PAY DAY
PREMIUM PAY
APPOINTMENTS AND PROMOTIONS
EMPLOYMENT LISTS
PROBATION
SUSPENSION, DEMOTION AND DISMISSAL
LAYOFF AND RE-EMPLOYMENT
REINSTATEMENT
VOI,UNTARY DEMOTION
TRANSFER
HOLIDAYS
VACATION
SICK LEAVE
INDUSTRIAL ACCIDENT LEAVE
BEREAVEMENT LEAVE
MILITARY LEAVE (AND ADDENDUM)
.JURY DUTY
LEAVE ~ITHOUT PAY
RULE
RULE
RULE
RUEE
RULE
RULE
RULE
RULE
RULE
23
24
25
26
27
28
29
30
PERQUISITES
TRAVEl, EXPENSE ALLOWANCES
SERVICE AWARDS
TRAINING
PAYROLL DEDUCTIONS
PHYS1UA1, EXAMINATIONS
OUTSIDE EMPLOYMENT
NEPOTISM
GRIEVANCE PROCEDURE
RULE 1. PURPOSE AND GENERAL PROVISIONS
Section ].0 The objectives of lhese rules are to facilitate
efficient aod economical services to the public and to provide
for' a fair and eqaitable system of personnel management in the
municipal government.
Section 1.1 These rules set forth, in detail, those procedures
which insure similar treatment for those who compete for
employment: and promotion, and define the obligations, rights,
privileges, benefits, aod prohibitions which are placed upon all
confidential, management, and non-represented part-time
employees of the City.
Section 1.2 It is hereby the declared personnel policy of the
City of Anaheim that:
1 .21
Employment by the City of Anaheim shall be based on
merit and fitness, free of personal and political
considerations.
.22
Appointments, promotions, and other actions
requiring the application of the merit principle
shall be based on systematic tests and/or
evaluations.
1.23 Positions having similar duties and
responsibilities shall be classified and
compensated on a uniform basis.
1 .24
Tenure of employees covered by these rules shall be
sabject to good behavior, satisfactory ~ork
performance, aecessity for the performance of work,
and the availability of funds.
Section 1.3 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 the City Manager or
by a management employee who the City Manager has delegated
responsibility for authorizing such action. All full-time and
part-time employees shall receive a true copy of any personnel
action taken concerning their status of employment.
Section I .4 If any section, subsection, sentence, clause, or
phrase of these RULES is found to be illegal, such findings
shall not affect the validity of the remaining portions of these
RULES.
RulelF/mmc
Revised 04/14/88
RULE 2. CLASSIFICATION
Section 2.0 The Human Resources Director shall be responsible
for recommending classificatiou of all confidential, management
arid non represented part time positions on the basis of the
kind aed level of the duties and responsibilities of the
positions, to tile end that all positions in the same class shall
be sufficiently alike to permit use of a single descriptive
title, the same qualification reqnJrements, the same test of
competence, and the same salary schedule or salary range.
2.01 A job class may contain one or more positions.
2,02
Classification of all confidential and non
represented part-time positions shall require
approval of the City Manager. Classification of
all managemeet positions shall require concurrence
of the Management Compensation Steering Committee
and approval of the City Manager.
Section 2.1 A position may be reclassified on the basis of
changes in or re-evaluation of the duties, responsibilities and/
or qualification requirements of the position.
2.11
The Human Resources Director shall be responsible
for recommeading such reclassifications as he finds
to be necessary.
2.12
A reclassification sha]l become effective upon
action by the City Manager on a Personnel Action
Form.
2.13
Incumbents may or may not be reclassified with
their positions, based upon the recommendation of
the liuman Resources Director, the appropriate
Executive Manager, and the approval of the City
Manager'.
2.14
Reclassification of
require concurrence
Steering Committee
Manager.
management positions shall
of the Management Compensation
and approval of the City
Rule2F/mmc
Revised 04/14/88
RULE 3. COMPENSATION
Se('t ion 3.0 The Haman Resoarces Director, under the direction
of the City Manager shall be responsible for recommending wages,
rales, and salary schedules and/or salary ranges for each
confidential, managemeet, and son represented part-time job
classification, the City Manager, City Attorney, City Clerk and
the City Treasurer.
Ru]e3F/mmc
Revised 04/14/88
RULE 4. APPROPRIATE SALARY
Se(tion 4.0 The pay plans for the City of Anaheim shall be as
provided in tile various Salary Resolutions.
CONFIDENTIAL CLASSES:
Section 4.1 Regular, full--time confidential employees shall be
eligible for consideration for merit pay increases as follows:
4.11
To the "Q" step of the salary schedule after
completion of six months of service in the "P"
step.
4.12 To the 'R" step after completion of six months of
service in the 'Q' step.
4.13 To the ,,j, step after completion of six months of
service in the "R" step.
4.14 To the 'A' step after completion of six months of
service in the 'J" step.
4.15 To the 'B" step after completion of six months of
service in the 'A' step.
4.16 To the 'C" step after completion of six months of
service in the 'B' step.
4,17 To the "D" step after completion of twelve months
of service in the 'C" step.
4.18 To the "E" step after completion of twelve months
of service in the "D" step.
Section 4.2 In such cases as may occur wherein an employee
shall demonstrate exceptional ability and proficiency in
performance of his assigned duties, said employee may be given a
special merit advancement to the next higher step without regard
to the minlmnm length of service provisions contained in these
rules upon the approval of tile employee's Executive Manager.
Sectinn 4.3 For purposes of Rule 4, "six months" shall be
construed to meao thirteen complete biweekly pay periods; and
"twelve months" shall be construed to mean twenty-six biweekly
pay periods.
Section 4.4 Certain job classes, upon recommendation of the
Human Resources Director and approval of the City Council shall
be designated in the Resolution establishing rates for job
classes by an 'S' before schedule numbers. Employees in these
(:lasses shall be eligible for consideration for merit pay
increases to tile "B" step after completion of six months of
service in the "C' step, They shall be eligible for
cossideration for merit pay increases to tile "E' step after
completion of six months of service in the 'D" step.
Tv
Section 4.5 Merit pay increases shall be grauted upon approval
ef the employee's Executive Manager for continued meritorious
and efficient service and contieued improvement by the employee
in lhe effective performance of the duties of his position.
4.51
Tile effective date of the merit pay increases
shall be the first day of the pay period following
approval as provided in Section 4.4 and completion
of the minimum required service in the next lower
step as provided in Section 4.1.
Section 4.6 An employee may be reduced by one or more steps on
the basis of unsatisfactory work performance or conduct. Such
action shall require the specific recommendation of the
employee's Executive Manager.
The employee shall be notified by his Executive
Manager not later than two calendar weeks prior to
the effective date of the action. The notice
shall contain a statement of the substantial
reasons for the action and shall inform the
employee that he may file a reply with the
Executive Manager.
4,62
The employee may be returned to his former salary
step at such time as deemed appropriate by his
Executive Manager.
Section 4.7 Newly hired employees shall normally be
compensated at the lowest step of the salary schedule of the job
class for which they were hired. The City may hire at a higher
step in tile salary schedule through the "B" step without
approval of the City Manager. Salary steps "C", "D" and "E"
require approval of the City Manager.
4.71 The provisions of this rule shall also apply to
re-employed and reinstated employees.
Section 4.8 An incumbent employee reclassified with his
position to a lower job class shall retain his rate of pay and
his anniversary date foF purposes of merit pay increases, or
shall be placed in the step of the lower salary schedule closest
tc his rate of pay. If the "E" step of the salary schedule of
the lower job class is lower than the incumbent's rate of pay,
the rate of pay shall be identified as the "Y" step of the lower
salary schedule. Ao employee compensated at the "Y" step
hecause of a downward reclassification shall remain in the "Y"
step until such time as his job class is assigned to a salary
schedule in which the "E" step is equivalent to or higher than
the "Y" step, at which time the employee shall be placed in the
'E" step.
4 81
An incumbent employee reclassified with his
position te an equivalent job class shall retain
his )'ate of pay and his anniversary date for
purposes of merit pay increases.
Seclion 4.9 An employee who is promoted or reclassified with
his positiou 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 lowest step of the higher salary schedule is more than
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 Section 4.1.
Section 4.10 An employee who is demoted shall be placed in the
step of the lower salary schedule that will provide a reduction
in pay of not less than 4%. The employee shall be given a new
anuiversary date for purposes of merit pay increases in
accordance with the provisions of Section 4.1.
Section 4.1l An employee in a job class which is assigned to a
different salary schedule as a result of a pay adjustment shall
retain his same salary step status in the newly authorized
salary schedule and shall retain the same anniversary date for
purposes of merit pay increases.
MANAGEMENT CLASSIFICATIONS:
Section 4.12 Management Job classes shall be allocated to
salary ranges providing annual compensation according to the
salary strocture listed in the salary resolutions. The midpoint
of a salary range shall be considered the market value with
ranges set at 80% to 120% of the midpoint.
Section 4,13 Management employees shall receive a management
package equal to eight percent (8%). The employee shall have
the choice of receiving the management package in City-paid
contribution to the Public Employees Retirement System, of the
required employee coutribution or the equivalent amount in
deterred compensation or additional earnings.
131
Employees hired to work on a part-time basis in
any of the management classifications will be
compensated at the rate of pay established for the
full ~time classification. If the part-time
employee is eligible for retirement benefit they
shall receive the 8% Management Package. If the
employee is not eligible for retirement benefit,
they shall ouly receive the 1% additional earnings
option of the Management Package.
Section 4.14 Management employees shall be covered by the
Management Pay for' Performance 1'lan. The City ConncJl shall
authorize the basic merit pool fands to be used for management
merit pay adjustments. The City Manager shall establish the
Merit Pay increase Guide iu accordance with the merit pool funds
established by the City Coancl] and shall implement management
merit pay adjustments.
Section 4.15 Management employees shall
following management pay policies.
be covered by the
4.151
A management employee, whose current actual salary
is below the minimum of the range for his
classification, and whose performance is
competent, will be placed at the minimum rate of
the range at the time the salary structure is
adjusted.
4.152
Newly hired management employees shall be
compensated at any rate within the lower third of
the salary range for their job classification as
authorized by the appointing authority. When
economic conditJoes, unusual employment
conditions, or exceptional qualifications of a
candidate for employment indicate a higher rate
would be in the City's best interests, the City
Manager may authorize hiring at a higher rate in
the salary range but this higher rate generally
shall not be above the midpoint.
4,153
An employee who is promoted to a management job
class shall be placed at a salary in the
management salary range which provides a 10% pay
increase, as long as it does not exceed the
midpoint. If a 10% increase would place the
employee's salary beyond the midpoint, the
employee shall receive a minimum of 5% increase or
an increase between 5% and 10% in order to bring
the employee to the midpoint.
4.153]
An employee promoted to the classif-
ication of Chief Utilities Systems
Operator, Electrical General Supervisor,
Facility Maintenance Supervisor, Fire
Battalion Chief, Police Lieutenant,
Street Cleaning Supervisor, Street
Maintenance Supervisor, Water General
Supervisor or Water Production General
Sopervisor will be placed at a salary in
the management salary range which
provides a 15% increase as long as it
does not exceed the midpoint. If a 15~
increase would place the employee's
salary beyond the midpoint, the employee
shall receive a minimum of 5~ increase or
an iacrease between 5% and 15~ in order
to bring the employee to the midpoint.
4.]532
Prcmoled employees shall serve a six
mooth probationary period. Employees
promoted into the Executive Group shall
serve a twelve month probationary period.
4.154
Aa employee rejected during the probationary
period from a management job shall be returned to
the classification in which he has regular status
and to bis former salary level, unless the reasons
for his failure to complete probation would be
cause for dismissal from City service.
4.155
An employee, who takes a voluntary demotion or who
is demoted as a disciplinary action from a
management job class to a management or
non-management job class, shall be placed in the
highest step of the lower salary schedule/range
which provides a pay reduction of between 5% and
10% based upon the percent given at time of
promotion to the management job class.
4.156
An employee, whose position has been abolished due
to lack of work or lack of funds and who is
reassigned to another position, shall be placed at
a rate of pay in the new salary schedule/range
which does not provide an increase in pay.
4.157
A probationary management employee will be
evaluated prior to completion of his probationary
period, based upon the six month performance
agreement established at the date of his
appointment to the management classification.
Such an employee may be eligible for a pay
increase of up to 5% based upon his performance
evaluation. A manager may elect to pass a
management employee on probation, and extend the
review date for purposes of a pay increase based
upon performance.
4.157~
An Execative Manager shall be eligible
for a pay increase of up to 5% at the end
of six (6) months based upon performance
but will serve a probationary period of
twelve months. No additional
compensation will be granted at the end
of the probationary period.
4.158 A management employee may receive a reduction in
salary on the basis of unsatisfactory work
performance or conduct.
Section 4.16 An exempt management employee may be appointed by
the City Manager to serve in an acting capacity during an
unplaoned absence from work of tbirty (30) calendar days or more
ef another exempt management employee. Management employees who
are granted acting pay by the City Manager shall receive a 5%
increase in pay or the minimum rate of the higher salary range
while in an "acting" capacity.
4 . 161
Provisional appointments to a management job
classification shall be for a period of up to
twelve months. Sections covering new appointments
and promotions shall be used to determine the
appropriate rate of pay. The employee wi]] be
eligible for a six month salary review even though
they are in a provisional status.
Section 4.17 Reclassifications for management employees will
occur as follows:
4.171
An incumbent, who is reclassified with his
poistion to a management job class at a higher
range, will be considered to be promoted and
covered under those provisions except they will
not serve a probationary period.
4.172
An incumbent, who is reclassified with his
position to a management job class with no change
in salary range, will retain his rate of pay. The
reclassified employee will be eligible for up to a
5% salary adjustment at the end of six months.
4.173
An incumbent, who is reclassified with his
position to a management job class at a lower
range, shall retain his rate of pay in the new
range. If his current rate is higher than the new
salary range maximum, the rate of pay shall be
identified as a "Y" rate. An employee compensated
at the "Y" rate shall remain there until such time
as the "¥" rate is within the salary range for the
position.
4.1731
If a management classification is
reassigned to a bargaining unit, the new
"E" step shall be the midpoint of the
salary range established for the
management class. The incumbent's rate
of pay shall be the base rate plus the
Management Package. If the incumbent's
rate of pay is beyond tile established "E"
step, this rate shall be the "Y" step.
The employee shall remain there until
such time as the "Y" step is within the
salary range for the position.
4.174
A management employee who's salary range is
adjusted upward or downward based upon labor
market sha] 1 retain his/her current rate of pay.
Section 4.18 Merit pay iacreases and pay adjustments for
Executive Managers shall require approval of the City Manager.
An Executive Manager denied a merit increase or pay adjustment
shall be compensated at his present rate of pay.
4.181
Merit pay increases for the City Manager, City
Attorney, City Clerk and City Treasurer shall
require approval of the City Council.
Section 4.19 Employees hired to work in the classification of
Maeagement Intern will be considered full-time employees for the
purpose of benefits (PERS exempt) and other rules and policies
except RULE 11 Layoff and Re-Employment. This classification is
part of the Management Intern Program and will have a fixed term
not to exceed one year from date of hire.
Section 4.20 The City Manager, City Attorney,
City Treasurer shal also be subject to the
Sections 4.12 through 4.20 of this RULE.
City Clerk and
provisions of
PART TIME CLASSIFICATIONS:
Section 4.21 Part-time employees in job classes designated in
the Resolution establishing rates for job classes by an "A"
before schedule numbers shall be eligible for consideration for
merit pay increases as follows:
4.211 To the "Q" step of the salary schedule after
completion of 520 work hours in the "P' step.
4.212 To the "R" step of the salary schedule after
completion of 520 work hours in the "Q" step.
4.213 To the "J" step of the salary schedule after
completion of 520 work hours in the "R' step.
4.214 To the "A" step of the salary schedule after
completion of 520 work hours in the "J" step.
4.215 To the "B" step of the salary schedule after
completion of 520 work hours in the "A" step.
4.216 To the "C" step of the salary schedule after
completion of 520 work hours in the "B" step.
4.217 To the "D" step of the salary schedule after
completion of 520 work hours In the "C" step.
4.218 To the "E" step of the salary schedule after
completion of 520 work hours in the "D" step.
Section 4.22 Part time employees in job classes designated in
the Resolotion establishing rates for job classes by a "B"
before schedule numbers shall be eligible for consideration for
merit pay increases as follows:
4.221 To the 'Q" step of the salary schedule after
completion of 1040 work hours in the "P" step.
4.222 To tile "R" step of the salary schedule after
completion of 1040 work hours in the "Q" step.
4.223 To the "J" step of the salary schedule after
completion of 1040 work hours in the "R" step.
4.224 To the "A" step of the salary schedule after
comp]etlon of 1040 work hours in the "J" step.
4.225 To tile "B" step of the salary schedule after
completion of 1040 work hours in the "A" step.
4.226 To the "C" step of the salary schedule after
completion of 1040 work hours in the "B" step.
4.227 To the "D" step of the salary schedule after
completion of 2080 work hours in the "C" step.
4.228 To the "E" step of the salary schedule after
completion of 2080 work hours in the "D" step.
Section 4.23 Part time employees in job classes designated in
the Resolutien establishing rates for job classes by a "C"
before schedule numbers shall be eligible for consideration for
merit pay increases as follows:
4 231 To the "Q" step of the salary schedule after
completion of 1040 work hours in the "P" step.
4 232 To tile "R" step of the salary schedule after
completion of 1040 work hours in the "Q" step.
4 233 To the "J" step of the salary schedule after
completion of 1040 work heurs in the "R" step.
4 234 To the "A" step of the salary schedule after
completion of 1040 work hours in the "J' step.
4 235 To the "B" step of the salary schedule after
completion of 1040 work hours in the "A" step,
4 236 To the "C" step of the salary schedule after
completion of 1040 work hours in the "B" step.
237 To the "D" step of tile salary schedule after
completion of J040 work hours in the "C" step.
238 To the "E" step of the salary schedule after
completion of 1040 work hours in the "D" step.
Section 4.24 An incumbent employee reclassified with his
position to a lower Job class shall be placed in the step of the
lower salary schedule closest to his rate of pay without
providing an increase. An incumbent employee in a part-time
management job class shall be covered under the same provisions
as Sections 4.153 and 4.1531.
Section 4.25 A part-time employee who is promoted or
reclassified with his position to a higher part-time 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 lowest 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 Section 4.].
4.251 An employee who is promoted into a part-time
management classification from another part-time
classification or from a part-time management job
class to another part-time management job class
shall be covered under the provisions of Section
4.153.
Section 4.26 When more than one personnel action involving
changes in an employee's salary step status become effective on
the same day, ali such changes shall be in accordance with the
provisions of the preceding sections of the Rule, and shall take
place in the roi]owing order of precedence: (1) adjustment to
same salary step in newly authorized salary schedule; (2) merit
pay advancement or rednctlon in salary step; and (3) promotion,
demotion, or reclassification. This section shall apply to all
confidentia], management and non--represented part-time
employees.
Rule4F/mmc
Revised 04/14/88
RULE 5 HOURS OF ~ORK AND PAY DAY
Se.lion 5.0 The average regnlar werk week for full-time
coafidential and management employees in the classified service
with the exception of certain designated personnel in the Fire
Department, shall be forty (40) hours.
5.01
For all employees with an average regular work week of
forty (40) hours, the monthly rate shall be the hourly
rate times 2080 divided by 12.
5.02
In certain instances alternatives to the traditional
work schednle for the convenience of the employee may
be appropriate. Such schedules may be installed under
the following gaidelines:
5.021 The City or the employee may initiate a request
regarding such alternate work schedules.
5.022 Alternate work schedules shall not reduce service
to the public.
5.023 Sach schedules may be revoked by either party
upoe notice to the other party.
5.024 Such schedules may continue by mutual agreement
of both parties.
Section 5.1 The regular work schedule for certain designated
personnel in the Fire Department shall be eight (8) twenty-four
hour shifts in a twenty four day cycle. The average work week
of such designated personnel shall be defined as a fifty-six
(56) hour work week.
5.11
For employees with an average work week of fifty-slx
(56) hours the monthly rate shall be the hourly rate
times 2912 divided by 12.
5.12
An employee with an average regular work week of 56
hours shall be eligible for 112 hours biweekly pay when
the employee is at work or on paid leave for all
regular]y scheduled work shifts during the pay period.
Such employees on leave without pay shall have 24 hours
pay deducted from the 112 hours biweekly pay each work
shift not worked during a pay period. Such employees
appointed other than at the beginning of a pay period,
or separated other than at the end of a pay period
shall be paid for actual hours worked or a maximum of
112 hours, whichever is less.
Section 5.2
confident:iai,
shall be paid
Regular salaries and compensation of all
management and non-represented part-time employees
on a biweekly basis.
5.21
Executive Mauagers shall Furnish the Finance Department
with payroll and attendance records of their various
departments, dnly certified for payment and approved by
them as to the employees in their respective
departments, the day after the close of the payroll
period.
5.22
Prior to issuance of any payroll checks, the regular
payroll register shall be audited by the Human
Resources Director for compliance with applicable City
personnel rules and regulations. Any unauthorized
payment appearing on the payroll register shall be
withheld by order of the Human Resources Director.
5.222 The payroll register for' the event payroll system
shall be audited by Executive Managers with
employees paid through the event payroll system
for compliance with applicable City personnel
rules and regulations. Any unauthorized payment
appearing on the payroll register shall be
withheld by order of that Executive Manager.
5.23 The Finance Director shall issue payroll checks for the
payment of authorized salaries and compensation.
5.231 The City shall pay annual sick leave payoff or
vacation buy back by separate check.
5.232 All holidays, vacation and sick leave shall be
paid at the employees regular rate of pay.
Annual sick leave and vacation buy back shall be
paid at the employees base rate of pay.
5.24 Payrolls, duly certified as aforesaid, shall be
presented to the City Council for ratification and
approval at the first or any regular meeting of the
City Council succeeding the delivery of such payroll
checks.
Rule5F/mmc
Revised 04/14/88
RULE 6. PREMIUM PAY
Seciion 6.0 A fail lime Confidential employee ia the
classified service who performs authorized work in excess of his
normal work period, regular work week, work day or shift shall
be compensated for such work at the rate of one and one-half
times his regular hourly rate of pay. Management employees
shall be compensated for overtime hoars worked only as provided
for in Sections 6.05, 6.051 and 6.06. A temporary, seasonal, or
pact-time employee in the exempt service who performs authorized
werk irt excess of forty (40) hours in his regular work week
shall be compensated for such overtime work at the rate of one
and one-half times his rega]ar hourly rate of pay.
6.01
Overtime shall be calculated to the nearest
one-quarter hour of overtime worked, except any
overtime of less that one-half (1/2) hour duration
shall be calculated to the nearest one-half (1/2)
hour.
6.02
Ail overtime must be authorized by the appropriate
Administrative Manager.
6.03
Certain job classes in the classified service
shall be exempt from the above overtime provisions
upon the recommendation of the Human Resources
Director and the approval of the City Council.
These job classes shall be designated in the
resolution establishing rates for job classes by
an "X" before schedule or salary range numbers.
Compensatory time off (at the rate of straight
time) for overtime worked by employees in these
job classes may be authorized and administered by
the appropriate Executive Manager. Compensatory
time off shall be authorized during a partial work
day or shift absence when the employee is no
longer eligible to receive any other authorized
paid leave.
6.04
Notwithstanding the above overtime provisions,
there shall be no compensation (overtime pay or
compensatory time accumulated) for the time spent,
outside normal work hours, in attending meetings
of any kind which are for the purpose of education
or training. Police Lieutenants shall be
compensated at their regular hourly rate of pay
for required court appearances during off-duty
honrs, Police Lieutenants and Police Captains
shall be compensated at their regular hourly rate
of pay for those selected supervisory work
functions performed while engaged in internal
secarlty for Anaheim Stadium Rock Concert events.
6.05
6,06
6. 04 ~t
The ciassificatinn of Fire Battalion
Chief assigned to situational manning and
the Police Lieuteeant serving as Watch
Commander shall be compensated at the
rate ef one and one-half times their
hourly rate of pay for all overtime hours
worked while serving in that capacity.
6.042
Certain part-time classifications working
in designated Recreation Programs shall
be exempt from overtime. The programs of
Playgrounds, Day Camp and Pearson Park
Theatre have been designated as meeting
the Recreation Emp]oyee Exemption as
specified in Section 260 of the Fair
Labor Standards Act. Specified part-time
employees working in these programs shall
be compensated at the straight time
hourly rate for all hours worked,
Management employees in exempt job classes may be
compensated for overtime work authorized by the
appropriate Executive Manager at the rate of one
and one half times their regular hourly rate of
pay provided that such employees have been
assigned by the appropriate Executive Manager to
perform work normally performed by employees in
non-exempt job classes. The classification of
Plan Check Supervisor may be paid at the overtime
rate for overtime work authorized by the Executive
Manager and performed in response to a developer's
request to expedite plan checking. The overtime
rate shall be one and one--half times the hourly
base rate,
Non-represented part-time employees in the
classifications listed below shall be guaranteed a
minimum of four (4) hours paid at their current
hourly rate. For time worked in excess of four
(4) hours, employees shall be paid straight time
overtime based on the applicable hourly rates to
be computed in quarier-hour units.
Assistant Box Office Treasurer-Convention
Center
Bnx Office Treasurer-Convention Center
Head Ticket Taker-Stadium
Head Ticket Seller-Stadium
Head Usher Convention Center
Head Usher Stadium
Crowd Control Supervisor
P/T Telephone Operator/Receptionist-
Convention Center and Stadium ONLY
P/T Secnrity Guard-Convention Center and
Stadium ONLY
Scoreboard Operator
Head Parking Lot Attendent-Conventlon Center
Head Parking Lot Attendent-Stadium
Head Parking Lot Cashier-Convention Center
Head Parking Lot Cashier Stadium
6.061
Non-represented part-time employees in
the classifications listed below who
work separate events at both locations
(Anaheim Stadium and Convention Center)
on the same day, the four (4) hour
guarantee stated in Section 6.07 shall
apply to each said event.
Head Parking Lot Attendent-Convention
Center
Head Parking Lot Attendent-Stadium
Head Parking Lot Cashier-Convention
Center
Head Parking Lot Cashier-Stadium
Section 6.1 A full-time confidential 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 three (3) hours of pay at his regular
hourly rate of pay for each calendar day of such standby duty.
Section 6.2 Call out compensation for full-time confidential
employees shall be in accordance with the following provisions:
6.21
When an employee is called out for emergency work,
he shall be paid at the rate of one and one-half
times his regular rate of pay for such emergency
work,
6.22
All emergency call out time shall be calculated to
the nearest one-quarter (1/4) hour of time worked.
6.23
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.
6 . 231
Employees subpoenaed to appear during
off-duty hours as a prosecution witness
for court matters within the scope of
their employment and who receive such
subpoenas after 5:00 p.m. of the
calendar day prior to the date of court
appearance shall receive overtime
compensation according to emergency call
out provisions
6,24
A minimum of two (2) bouts 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.
6.241
Confidential employees sabpoenaed to
appear during off-duty hours as a
prosecution witness for court matters
within the scope of their employment and
who receive such subpoena before 5:00
p.m. the calendar day prior to the date
of court appearance shall receive
overtime compensation according to the
planned overtime provisions.
6.25
Forty five minutes time shall be added to the time
worked to compensate the employee for travel time
incurred for each emergency call out.
6.26
Management employees shall be exempt from the
provisions of Section 6,2.
Sectiou 6.3 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.
6.31
A premium of 5.0% of the employee's regular hourly
rate of pay shall be paid for work performed in
the night shift.
6.32
A premium of 5.0% of the employee's regular hourly
rate of pay shall be paid for each hour worked in
his regular rate of pay between 3:00 A.M. and 6:00
A.M.
6.33
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.
6.34
6.35
Section 6.4
temporary as
is assigned
class.
6.41
6.331
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.
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,
et(:.
Management and part-time employees shall be exempt
from the provisions of Section 6.3.
Temporary upgrading shall be defined as the
signment of an employee to work in a job class which
to a salary schedule higher than his regular job
Confidential 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 that 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 two (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 in the
Resolution establishing rates for Job classes by a
"U2" before schedule numbers.
6.411
Employees upgraded to the job classes
listed below shall be paid in accordance
with paragraph 6.31, provided however
that a minimum of twelve (12) hours or
longer mnst be worked before payment
will be made from the first day. Such
job classes shall be designated in the
Resolution by a "U12" before schednle
numbers.
Administrative Secretary
Office Supervisor - Confidential
Principal Office Specialist-Confidential
Section 6.5 Employees
management job classes
numbers shall receive a
management salary range,
worked in the management
are assigned to work for a
6.51
Secretary
Senior Clerk Confidential
Senior Office Specialist-Confidential
Senior Secretary
Planning Commission Secretary
temporarily upgraded to certain
designated by a "U" before salary range
5% increase or the minimum rate of the
whichever is higher, for each hour
class during normal work hours if they
minimum of two (2) hours each day.
Employees temporarily upgraded to the positions of
Police Lieutenant or Fire Marshal shall receive a
5~ increase or the minimum of the range of the job
class, whichever is higher, for all time worked in
the higher (:lass during normal work hours if they
are assigned to work in the higher classification
for a period of one complete work shift (8 working
hours) or longer.
6.52
6.53
6.54
Employees temporarily upgraded to Fire Battalion
Chief shall receive a 5% increase or the minimum
of the range of the job class, whichever is
higher, for all time worked In the higher job
class dnring normal working hours if they are
assigned to work in the higher job class for a
period of four (4) working hours or longer.
Employees temporarily upgraded to Branch Librarian
or Children's Service Librarian shall receive a 5%
increase or the minimum of the range of the job
class, whichcver is higher, for ail time worked in
the higher class during normal work hours, if they
are assigned to work in the management class for a
period of twelve (12) hours or longer.
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,
Section 6.6 Full-time confidential and management employees
required to speak, read and/or write in Spanish or other
]angoages as well as English as part of the regular duties of
their position will be compensated at the rate stated in the
salary reso]utinns per pay period except while on STD or Leave
Without Pay over forty (40) hours in a pay period in addition to
lhcir regnlar pay.
6.61
The appropriate
which positions
duties.
Executive Manager shall
shall be assigned
designate
bilinguai
6.62
The Hnman Resources Director shall conduct a test
of competency for employees whose positions have
been assigned bilingual duties to certify these
employees eligible for biliugual 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.
6.63
The effective date of bilingual pay certification
shall be the first day of the pay period following
the passing of the bilingual test by the employee
as provided in Section 6,62. Bilingual pay
eligibility shall continue in accordance with the
above provisions during any period of leave with
pay.
Scction 6.7 Non-represented part-time employees required to
speak, read and/or write in Spanish or other languages as well
as English as part of the regalar duties of their position will
be compensated at the rate stated in the salary resolution for
al I huurs worked in addition to their regular pay.
6.71
Section 6.8
Sections 6.61, 6.62 and 6.63 above shall also
apply to nou represented part-time employees.
An employee assigned to the Fire Battalion Chief /
Operations Division Chief, Fire Battalion Chief / Training
Division Chief or Fire Battalion Chief / Administrative Division
Chief position shall receive assignment pay equal to ten percent
(10%) of the Fire Battalion Chief salary range midpoint for all
hoots except Short Term Disability (STD) or Leave Without Pay
(LW) over 40 hours per pay period, while assigned to the
position,
6,81
An employee assigned to the position of Fire
Marshal shall receive assignment pay equal to
seven and one--half percent (7 1/2%) of the Fire
Marshal salary range midpoint for all hours except
Short Term Disability (STD) or Leave Without Pay
(LW) over 40 hours per pay period while assigned
to the position.
Section 6.9 The City
City Treasurer shall
RULE.
Manager, City Attorney, City Clerk and
also be subject to the provisions of this
Rale6F/mmc
Revised 04/14/88
RULE 7. APPOINTMENTS AND PROMOTIONS
Section 7.0
management
based on
practicable
ased and
employees.
which wi]],
fairly
Appnintments and promotions of confidential,
aad non represented part--time employees shall be
merit and fitness to be ascertained so far as
by competitive examinations. Examinations shall be
conducted to aid in the selection of qualified
and shall consist of recognized selection techniques
Jn the opinion of the Human Resources Director, test
the qualifications of candidates.
7.01
Notwithstanding any other provision of this
Personnel Rule 7, vacant positions in the
classified service may be filled by appointing
part time employees currently employed in
part time classifications with the same full-time
equivalent classifications.
Section 7.1 Minimum standards of employment for each job class
shall be recommended by the Human Resources Director and
approved by the City Manager.
Section 7.2 Vacancies in positions above the entry level shall
be filled by prnmotion whenever one or more qualified candidates
are available, except when a qualified, work-disabled employee
is placed in such position according to the Vocational
Rehabilitation Administrative Regulation. Promotions shall be
on a competitive basis except when the Human Resources Director
finds that the number of employees qnalified for promotion is
insufficient to justify competition. Appropriate consideration
shall be given to promotional candidates' qualifications, record
of performance, and seniority, in that order.
7.21
Advancement to a higher paid job class shall
constitute a promotion.
Section 7.3 Examinations for appointments and promotions shall
be in such form as wi]] fairly test the abilities and aptitudes
of candidates for the duties to be performed, so that such
appointments and promotions will be solely based on
qualifications without regard to race, color, national origin,
religious or political affiliation or belief, membership in or
attitude toward any employee organization, sex, age, or physical
disability, except where sex, age, or lack of physical
disability is a bona fide occupational qualification.
may use the "Promotion Without
provisions of 7.2 under the following
Departments
Competition"
conditions:
7.311
When the position is one which has been
budgeted at the "journey" level and is
currently underfi]]ed by a trainee, the
Executive Manager need only notify the
Human Resources Director, in writing, that
the employee be promoted and a statement
that the employee neets all of the minimum
requirements for the higher level position.
Section 7.4 Candidates who qualify for employment or promotion
shall be placed on an eligibility list for the appropriate job
class. At such times as a department management evaluation is
included in tile establishment of a promotional eligibility list,
the ]]st shall rank the e]igible candidates in the order of
final evaluation and appointments from that list shall normally
follow rank order.
7.41
Employees shall be given written notice of their
rank order on promotional eligibility lists.
Section 7.5 When an appointment is to be made to a vacancy,
the Humau Resources Director shall submit to the appropriate
Executive Manager the names on the appropriate employment list.
Appointments to vacant positions shall be made by the
appropriate Executive Manager, with the concnrrence of the Human
Resources Director.
7.51
The appropriate Executive Manager, with the
concurrence of the Human Resources Director, may
order names removed frum an eligibility list for
good and sufficient reasons. Employees shall be
given written notice of removal of their names
from eligibility lists.
Section 7.6 Any appointment or promotion to an Executive
Manager position shall be made by the City Manager with the
approval of the City Council.
Section 7.7 In the absence of appropriate employment lists, a
provisional appointment may be made by the appropriate Executive
Manager with the approval of the Human Resources Director and
the City Manager of a person meeting the minimum qualifications
for tile position. For Confidential classifications, an
eligibility list shall be established within six months of any
regular, full-time position filled by provisional appointment.
For Management classifications, an eligibility list shall be
established within twelve (12) months of any regular, full-time
position filled by provisional appointment. In the event that
any prov~siona] appointee fails to qnalify on the eligibility
list as established within the appropriate time frames of his
provisional appointment, said provisional appointee shall have
his employment terminated no later than the close of the first
complete biweekly pay period following the establishing of the
eligibility list.
Section 7.8 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 Executive Manager with the approval of the
Hmnan Resources Director. In the event that a grant-funded
appointee falls 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.
Rule7F/mmc
Revised 04/14/88
RULE 8. EMPLOYMENT LISTS
Section 8.0 Employment lists, in order of their priority,
shall be re-employment lists and eligibility lists.
Section 8.] Re-employment lists shall contain the names of
regalar, full-time employees laid off in good standing for lack
of funds or work.
Names on re-employment lists shall remain for a
period not to exceed one (1) year.
Section 8.2 Eligibility lists shall be created in accordance
with the provisions of RULE 7.
8.21
Eligibility lists may contain the names of one or
more persons eligible for employment.
8.22
Open competitive eligibility lists shall remain in
effect for a period of one year or until
depleted. Eligibility lists containing less than
three (3) names may be considered depleted.
Eligibility lists may be extended by the Human
Resoorces Director for a period not to exceed one
(1) additional year.
8.23
Promotional eligibility lists shall remain in
effect for a period of two (2) years or until
depleted. Promotional eligibility lists cannot be
extended.
Rule8F/mmc
Revised 04/14/88
RULE 9. PROBATION
Section 9.0 Full-time confidential and management employees
appointed from eligibility lists, appointed through the
"Promotion Withont Competition process, 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.
9.01 Executive Managers shall
period of twenty-six (26)
periods.
serve a probationary
complete biweekly pay
9.02
Employees in the part-time classifications of
Police Reserve and Police Reserve-Special shall
serve a probationary period of twenty-six (26)
complete biweekly pay periods.
9.03
Non-represented part-time employees shall serve a
probationary period of twenty-slx (26) complete
biweekly pay periods or until 1040 hours are
worked, whichever is sooner.
9.04
In the event an employee is aseigned to light duty
status or is absent from work due to a lengthy
illness or injury during his probationary period,
said employee's probationary status may be
extended beyond the regular period of probation in
the amount of one complete biweekly pay period for
each complete biweekly pay period assigned to
light duty status or lost due to such illness or
injury.
9.05
Upon successful completion of
period, an employee shall be
status in the classification
probatiooary period is served.
a probationary
granted regular
in which the
Section 9.1 The work and conduct of probationary employees
shall be subject to close scrutiny and evaluation, and, if found
to be be]ow standards satisfactory to the appointing authority,
the appropriate Executive Manager 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 federa]
law or the Personnel Ordinance and/or Personnel Resolution.
9.11
An employee rejected or laid off during the
probationary period from a position to which he
has been promoted or transferred shall be returned
to the classification in which he has regular
status unless the reasons for his failure to
complete his probationary period would be cause
for dismissal from City service.
9.12
The appropriate Executive Manager shall request
the Human Resources Department to prepare a
Personnel Action Form to separate or return to a
former classification arty employee to be rejected
during a probationary period.
Section 9.2 An employee sha]] be retained beyond the end of
the probationary period only if the appropriate Executive
Manager affirms that the services of the employee have been
found to be satisfactory.
Rule9F/mmc
Revised 04/14/88
RULE 10. SUSPENSION. DEMOTION AND DISMISSAL
Section 10.0 The tenure of every full-time confidential,
management and non-represeated part-time employee shall be
conditioned on good behavior and satisfactory work performance.
Any employee may be suspended, demoted or dismissed for good and
sufficient cause.
10.01
When in the judgment of the appropriate Executive
Manager, a confidential, management or non
represented part--time employee's work performance
or conduct justifies disciplinary action short of
demotion or dismissal, the employee may be
suspended without pay. Upon taking such action,
the Executive 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)
caleudar days at any one time, except as provided
for in Section 10.021.
10.011
For purposes of this RULE, the term
"Suspension" as applied to non -
represented part time employees shall be
defined as to not be scheduled to work
for a designated number of days, not to
exceed thirty (30) calendar days.
10.02
A confidential, management or non - represented
part-time employee may be demoted or dismissed
upon recommendation of an Administrative Manager
nr other appropriate supervisor whenever in the
judgment of the appropriate Executive Manager, the
employee's work or misconduct so warrants. Upon
taking such action, the Executive 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.
10.021
Suspension without pay pending farther
action shall be the status of dismissed
full--time employees appealing dismissal
under provisions of Rule 31, Grievance
Procedure. Such suspension shall not
exceed ninety (90) calendar days.
10.03
The demotion or dismissal of any Execlltive Manager
shall require the approval of the City Council
before such action is taken by the City Manager.
RulelOF/mmc
Revised 04/14/88
RULE 11. LAYOFF AND RE-EMPLOYMENT
Section 11.0 l,ayoff 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.
11.01
An employee whose position has been abolished due
to lack of work or lack of funds shall be
reassigned by his department head to any position
within his division or department in an equivalent
or lower job class for which he meets the minimum
requirements and has City seniority over other
employees in the job class. If the employee whose
position has been abolished does not have City
seaiority over other employees in equivalent or
lower classes, he may be reassigned by his
department head to any vacant position within the
department in an equivalent or lower job class,
for which he meets the minimum requirements.
11.011
Emp]nyees in confidential job classes so
reassigned shall be placed in the salary
step of the appropriate salary schedule
closest to their rate of pay. Employees
so reassigned shall be reinstated to
their former job class and salary step
status when positions in their former job
class (within their division or
department) become vacant. Such
reinstatement shall be on the basis of
City seniority.
11.012
Employees in management job classes
reassigned to another management job
class shall retain their current rate of
pay if ii. falls within the salary range
of the classification reassigned to.
Otherwise, their rate of pay will be
adjusted to the maximum of the salary
range for the new classification.
11.013
Employees in management job classes
reassigned to a bargaining unit
classification will be placed In the
closest salary step of the new job class
which does not provide an increase using
the actual hourly rate (including the 1%
additional earniags).
11.014
Employees in bargaining unit classifi-
cations who are reassigned to a manage-
merit job classification where the salary
range midpoint is equal to or less than
the "E' step of the bargaining unit
classification shall retain their current
rate of pay provided it fa]is within the
salary range of the management classifi-
cation. Otherwise, the rate of pay will
be adjusted to the maximum of the salary
range. The 1% additional earnings for
management classifications will not be
used in the calculation for determining
the appropriate rate of pay.
11.02
Whenever an empleyee whose position has been
abolished cannot be reassigned to a vacant
position within his division or department, he
shall be reassigned by the City Manager to any
vacant position in any other division or
department in his job class or ill an equivalent or
lower job class for which he meets the minimum
qualifications for employment. The appropriate
rate of pay will be the same as outlined in
Sections 11.011, 11.012, 11.013 and 11.014.
Employees reassigned to vacant positions in an
eqnivalent or lower job class in any other
division or department shal] be reinstated to
their former job class and salary step status when
positions in their former Job class (within their
former division or department) become vacant.
Such reinstatement shall be on the basis of City
seniority.
Section 11.1 Whenever an employee whose position has been
abolished is not reassigned to any vacant position, he shall be
placed on the re-employment list far his job class. Persons on
the re-employment list shall be re employed with their former
salary step status when positions in their job class (within the
division or department from which they were laid off) become
vacant. Re employment shall be on the basis of City seniority.
Section 11.2 Whenever an employee is reassigned to a vacant
pesition in the same class, an eqalvalent class, or lower class
as herein provided, he shall retain the same anniversary date
fop purposes of merit pay increases.
Section 11.3
position in
provided, he
of merit pay
4.
Whenever an employee is reinstated to a vacant
his former job class, or re employed as herein
shall be given a new auniversary date for purposes
increases in accerdance with the provisions of RULE
11 .31
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 has accrued at the time of layoff if
he elects to remit te the City any payment
received under the provisions of RULE 17, SICK
LEAVE.
Section 11.4 The provisions of this RULE shall apply only to
regular, full time confidential and management employees in the
classified service. Employees appointed to certain grant funded
positions as designated by the City Manager under Section 7.7
shall be excluded from the provisions of this RULE.
RulellF/mmc
Revised 04/14/88
RULE 12~ REINSTATEMENT
Section 12.0 A frill time confidential or management employee
who terminates his employment in good standing may be reinstated
to a vacant position in his former job class within three years
of his termination date without requalifying for employment by
competitive processes.
12.01
An employee reinstated within thirty (30) days of
his termination date shall be considered to have
continuous service and shall be credited with the
amount of accumulated sick leave he had at the
time of termination. He shall be placed in his
former salary status step/range and shall retain
his anniversary date for purposes of merit pay
increases. If his anniversary date has occurred
during the period of his absence, his new
anniversary day shall be the first day of the next
biweekly pay period following reinstatement.
12.02
An employee reinstated after thirty days of his
termination date may be considered to have broken
service for purposes of salary status, and shall
be considered to have broken service for all other
employee benefits.
Section 12.1 An employee may be reinstated under the provisions
of the Vocational Rehabilitation Administrative Regulation to
any vacant position for which he/she meets the minimum
qaalifications.
Section 12.2 The provisions of this RULE shall apply only to
regular full-time confidential and management employees in the
classified service.
Rulel2F/mmc
Revised 04/14/88
RULE 13. VOLUNTARY DEMOTION
Sect Jori 13.0 If an employee takes a voluntary demotion as a
result of a downward reclassification of his/her position, the
salary step slatus shall be in accordance with the provisions of
Section 4.7 or 4.183.
Section 13.1 Voluntary demotions as a result of impending
layoff shall be in accordance with the provisions of RULE 11.
Section 13.2 An employee may request a voluntary demotion for
any reason. Such a voluntary demotion shall require the
approval of the Executive Manager under whom the employee will
serve and tile Human Resources Director. An employee taking such
a voluntary demotion may be placed in any salary 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
Section 4.1.
13.27
Voluntary
Vocatioeal
Regulation
provisions
demotions in accordance with the
Rehabilitation Administrative
shall be in accordance with the
of Section 13.2.
Section 13.3 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 requalifying by
competitive processes.
13.31
An employee reinstated to his/her former job class
from a voluntary demotion shall retain their rate
of pay, If the rate of pay is not included in the
salary schedule/range of his/her former job class,
he/she shall be placed in the salary of that
salary schedule/range which is closest to their
rate of pay. He/she shall retain their
anniversary date for purposes of merit pay
increases; however, if he/she is placed in the
"P", "Q", "R", "J", "A" or "B" step of the salary
schedule they shall be eligible for a merit pay
increase after thirteen complete biweekly pay
periods or their regular anniversary date,
whichever is sooner.
Section 13.4 The
regular full-time
classified service.
provisions of this RULE shall apply only to
confidential and management employees in the
Rulel3F/mmc
Revised 04/14/88
RULE 14. TRANSFER
Secllou 14.0 A change of all employee's place of employment from
one control center 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/range as his own job class shall also be
considered a transfer.
14.01
A transfer from one control center to another or
from one department to another shall require the
approval of 1he head of the division or department
to which tile employee is transferring and the
Human Resources Director. Such a transfer shall
be initiated by request of the employee to the
Human Resources Director.
14.02
A transferred employee shall retain his rate of
pay and his anniversary date for purposes of merit
pay increases.
14.03
In order to be transferred to a job class with
minimum standards of employment substantially
different from those of his own job class, an
employee shall be required to demonstrate his
eligibility for employment in accordance with the
provisions of Rule 7 and shall serve a new
probationary period in accordance with the
provisions of Rule 9.
Section 14.] For management classifications, a change of
employee's job classification to another job classification in
the same salary range as his/her own job class shall be
considered a transfer.
14.11
When a department is considering filling a vacant
management position through a transfer from
outside the department, the availability of the
position will be announced by the department prior
to initiating the transfer. The Executive Manager
will determine the best manner in which to make
the announcement, but must ensure that the
announcement is made on a city-wide basis and that
snfficient time is available for interested
employees to contact the department to request
that they be considered.
]4.12
Execulive Managers shall retain the right to fill
their positious through the transfer if they
determine it is in the best interest of their
department to do so after the announcement has
been made and employees have had the opportunity
to express their interest in the position.
14.13
Executive Managers must conduct an evaluation of
each employee's qualifications and notify the
Human Resources Director, in writing, to receive
concurrence that the transferred employee meets
the minimum qualifications for the position.
Section 14.2 Transfers for the betterment of employees and the
best interests of the City shall be encouraged by all echelons
of management.
Section 14.3 The provisions of this RULE shall apply only to
regular, full-time confidential and management employees in the
classified service.
Rulel4F/mmc
Revised 04/14/88
RULE 15. HOLIDAYS
Section 15.0 Thc fo]lowing days shall be recognized as
holidays, and regular full-time confidential and management
employees in the classified service, with the exception of Fire
Battalion Chief assigned to suppression as outlined in Section
15.2, shall have these holidays off with pay.
January 1st, New Year's Day
Third Monday in February, President's Day
Last Monday In May, Memorial Day
July 4th, Independence Day
First Monday in September, Labor Day
November llth, 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
Section 15.1 In the event that any of the above holidays fall
on an employee's scheduled day off, said employee shall observe
the preceding work day or the fo]lowing work day as scheduled by
the Executive Manager to provide maximum regular service to the
public.
Section 15.2 Certain designated employees may be required to
work on any of the above holidays or days observed in lieu of
those holidays. A confidential employee required to work on any
of the above holidays or days observed in lieu of those holidays
shall receive additional compensation equivalent to one and
one-half times his regular rate of pay. A management employee
required to work on any of the above holidays or days observed
in lieu of these holidays shall receive compensatroy time off
(at the rate of stralght time) for time worked. Fire Battalion
Chiefs assigned to Suppression and Job classes exempt from
overtime provisions of RULE 6, PREMIUM PAY, shall be exempt from
the provisions of this Section.
Section 15.3 Fire Battalion Chiefs assigned to Suppression
shall receive additional compensation equivalent to I/lOth of
his regular biweekly compensation for each holiday listed in
Section 15.0 and for September 9 (Admission Day). Employees in
this classification shall also have the option to accumulate
11.2 hours per holiday. Under the option, any hours accrued but
not taken will be paid off at the employee's regular hourly rate
of pay as of the end of the pay period including October 1st.
Upen termination, a Fire Battalion Chief assigned to Suppression
shall be compeusated in cash at his current rate of pay for any
hoars accrued but not taken. Selection of the Holiday option
shall be made on September 1st of each year. No employee who is
on suspension or unpaid leave of absence during a holiday pay
period shall receive additional compensation or accumulate hours
during that pay period.
Section 15.4 In order to be eligible for holiday pay, an
employee must be either at work or on paid leave of absence on
the regularly scheduled work day immediately preceding the
holiday or day observed in lieu of the holiday and the regularly
scheduled work day immediately following the holiday or day
observed in lieu of the holiday, No employee who is on
suspension or unpaid leave of absence on either the regularly
scheduled wurk 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.
Section 15.5 The following days shall be recognized as flexible
holiday; and regular, full-time confidential and management
employees in the classified service, shall accrue additional
paid vacation in accordance with Section 16.0 in lieu of having
the following holidays off with pay:
Martin Luther ging's Birthday
February 12, Lincoln's Birthday
Good Friday
September 9, Admission Day
Employee's Birthday
1/2 Day Christmas Eve
Day After Christmas
Section 15.6 Non-represented part-time employees in the
classifications listed in Section 15.63 shall receive pay at the
rate of one and one half times their regular hourly rate of pay
for the following:
New Year's Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Christmas Day
Major League Baseball World Series
American League Baseball Playoff Games
National Football League Pro Bowl Games
National Football League Division Playoff Games
National Football Leagae Conference Championship
National Football League Super Bowl
Games
15.61
In case of rain-out or cancellation of event, it
ANAHEIM does not give reasonable notice, either
personally or through public communications,
employees will receive two (2) hours pay if the
employee reports to work and four (4) hours pay if
the gates are open.
15.62
Employees shall be paid at a rate one and one-half
times their regular hourly rate for all hours in
excnss of eight (8) at. a single event or forty
(40) in any one work week.
15.63 These classifications are:
Assistant Box Office Treasurer-Convention Center
Box Office Treasurer-Convention Center
Head Ticket Taker-Stadium
Head Ticket Seller-Stadium
Head Usher-Convention Center
Head Usher-Stadium
Crowd Control Supervisor
P/T Telephone Operator/Receptionist-Convention
Center and Stadium ONLY
P/T Security Guard-Convention Center and Stadlam
ONLY
Scoreboard Operator
Section 15,7 Non-represented
classifications listed below
one and one-half times their
days specified in Section 15.6
part-time employees in the
shall receive pay at the rate of
regular hourly rate of pay for the
Head Parking Lot Attendent-Conventlon Center
Head Parking Lot Attendent Stadium
Head Parking Lot Cashier-Convention Center
Head Parking Lot Cashier-Stadium
15.71
Non-represented part-time employees in the
classifications listed in Section 15.73 shall be
paid time and one-half based on the applicable
hourly rates to be computed in quarter-hour units
for time worked in excess of eight (8) hours per
day or forty (40) hours in one week. This
overtime provision shall apply whenever an
employee shall have actually worked in excess of
eight (8) hours in elgher one or both locations
(Stadium or Convention Center) during the same
day, For time worked in excess of four (4) hours
at a Stadium Rock Concert, employees shall be paid
time and one-half their regular hourly rate.
15 . 72
In case of rain-.out or cancellation of event, and
if ANAHEIM does oot give reasonable notice either
personally or through pnblic communication,
ANAHEIM will pay to per diem employees one-half
(1/2) days' pay if the employee reports for work
and full pay if the gates are open, and to hourly
employees two {2 hours' pay if the employee
reports to work and four (4) hours' pay if the
gates are open.
Section 15.8 The City
City Treasurer shall
RULE.
Manager City Attorney, City Clerk and
also be subject to the provisions of this
rulelSF/mmc
Revised 04/14/88
RULE 16. VACATION
Seclion 16.0 Full-time confidential and management employees in
the classified service with an average work week of forty (40)
heurs shall receive annual vacation with pay in accordance with
the following provisions which include vacation earned at the
rate of one (1) hour for each complete biweekly pay period, in
lieu of the designated flexible holidays outlined in Section
15.5.
16.01
For the first four years of continuoas, 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 for 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).
16.02
Upon completion of four years of continuous,
full ~time service, such employees shall accrue
paid vacation at the rate of five (5) hours for
each complete biweekly pay period (130 hours or
16.25 working days per year).
16.03
Upon completion of eight years of continuous,
full-time service, such employees shall accrue
paid vacation at the rate of six (6) hours for
each complete biweekly pay period (156 hours or
19.5 working days per year).
16.04
Upon completion of fourteen years of continuous,
full time service such employees shall accrue paid
vacation at the rate of seven (7) hours for each
complete biweekly pay period (182 hours or 22.75
working days per year).
16.05
Upon completion of nineteen years of continuous,
full-time service, such employees shall accrue
paid vacation at the rate of eight (8) hours for
each complete biweekly pay period (208 hours or 26
working days per year).
Section 16.1
service with
hours shall
the following
Full-time management employees in the classified
an average regular work week of fifty-six (56)
accrae annual vacation with pay in accordance with
provisions:
16.11
For the first four (4) years of continuous,
foil-time service such employees shall accrue paid
vacation at the rate of four (4) hours for each
complete biweekly pay period plus twenty-five (25)
hours of paid vacation at the close of the final
complete biweekly pay period of each fiscal year
(129 hours er 5.375 shifts a year).
16.12
Upon comp]etinn uf 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 plus sixteen (16)
hours of paid vacation at the close of the final
complete biweekly pay period of each fiscal year
(146 hours or 6,083 shifts a year).
16. 13
Upon completion of eight (8) 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, plus two (2)
hours of paid vacation at the close of the final
complete biweekly pay period of each fiscal year
(184 hours or 7.666 shifts a year).
16.14
Upon completion of fourteen (14) 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 plus
eleven (11) hours of paid vacation at the close of
the final complete biweekly pay period of each
fiscal year {219 hours or 9.125 shifts a year).
16.15
Upon completion of nineteen (19) years of
continuous, full-time service, such employees
shall accrue paid vacation at the rate of nine (9)
hours for each complete biweekly pay period plus
twenty-two (22) hours of paid vacation at the
close of the final complete biweekly pay period of
each fiscal year (256 hours or 10.666 shifts a
year).
Seclion 16.2 Employees working in part time classifications
listed below who work eight-hundred (800) or more hours in any
calendar year shall be paid three percent (34) of his/her gross
earniugs as vacation benefits. The calendar year shall be
defined as the period for which wages earned are reported for
tax purposes,
Assistant Box Office Treasurer-Convention Center
Box Office Treasurer-Conveution Center
Crowd Control Supervisor
lfead Ticket Taker-Stadium
Head Ticket Seller-Stadium
Head Usher Convention Center
llead Usher~Stadium
P/T Telephone Operator/Receptionist-Convention Center and
Stadium ONLY
P/T Security Guard Convention Center and Stadium ONLY
Scoreboard Operator
Section 16.3 Paid vacations shall continue to accrue in
act:ordance with the above provisions during any period of leave
with pay, except that Public Safety employees who remain on
Industrial Accident Leave in accordance with Personnel Rule 18
INDUSTRIAL ACCIDENT LEAVE after exhausting State mandated 4850
benefits shall accnmulate no vacation. All vacations shall be
scheduled and taker in accordance with the best interests of the
City of Anaheim and the department or division in which the
employee is employed. The maximum amount of vacation that may
be taken at any giw~n time shall be that amount that has accrued
to the employee concecoed. The minimum amount of vacation that
may be taken at any given time shall be one-half (1/2) hour.
Section 16.4 An employee shall be eligible to take any accrued
vacution upon completion of thirteen (13) complete biweekly pay
periods of service.
Section 16.5 Each employee sha]] have one-half (1/2) hour
deducted from his accrued vacation time for each one-half (1/2)
hoot of vacation taken. An employee with a regular work day of
eight (8) hours shall have eight (8) hours deducted from his
accrued vacation time for each day of vacation taken. An
employee with a regular work shift of twenty-four (24) hours
shall have twenty four (24) hours deducted from his accrued
vacation time for each shift of vacation taken. Vacation which
is accrued, but not taken, shall be accumulated.
Section 16.6 Maximum vacation accumulations for confidential
and management employees with an average regular work week of
forty (40) hours shall be as follows:
16.61
For employees accruing vacation at the rate of one
hundred six (106) hours for every twenty-six (26)
complete biweekly pay periods, the maximum amount
of vacation that may be accumulated shall be one
hundred ninety (190) hours.
16.62
For employees accruing vacation at the rate of one
hundred thirty (130) hours for every twenty-six
(26) complete biweekly pay periods, the maximum
amount of vacation that may be accumulated shall
be two hundred forty (240) hours.
16.63
For employees accruing vacation at the rate of one
hundred fifty-six (156) hours for every twenty-six
(26) complete biweekly pay periods, the maximum
amount of vacation that may be accumulated shall
be two hundred ninety (290) hours.
16.64
For employees accruing vacation at the rate of one
hundred eighty two (182) hours for every
tweaty six (26) complete biweekly pay periods, the
maximum amount of vacation that may be accumulated
shall be three hundred forty (340) hours.
16.65
For employees accruing vacation at the rate of two
hundred eight (208) hours for every twenty-six
(26) complete biweekly pay periods, the maximum
amount of vacation that may be accumulated shall
be three handred ninety (390) hours.
Section 16.7 Haximum vacation accumulations for management
employees with an average regular work week of fifty-six (56)
hours shall be as follows:
]6.71
For employees accruing vacation at the rate of one
hundred twenty-nine (129) hours for every
twenty-six (26) complete biweekly pay periods, the
maximum amount of vacation that may be accumulated
shall be two hundred seventy (270) hours.
16.72
For employees accruing vacation at the rate of one
hundred forty-slx (146) hours for every twenty-six
(26) complete biweekly pay periods, the maximum
amount of vacation that may be accumulated shall
be three hundred ten (310) hours.
16.73
For employees accruing vacation at the rate of one
hundred eighty-four (184) hours for every
twenty-six (26) complete biweekly pay periods, the
maximum amount of vacation that may be accumulated
shall be three hundred ninety (390) hours.
16.74
For employees accruing vacation at the rate of two
hundred nineteen (219) hours for every twenty-six
(26) complete biweekly pay periods, the maximum
amount of vacation that may be accumulated shall
be four huadred sixty (460) hours.
16,75
For employees accruing vacation at the rate of two
hundred fifty-six (256) hours for every twenty-six
(26) complete biweekly pay periods, the maximum
amount of vacation that may be accumulated shall
be five hundred forty (540) hours.
Section 16.8 Upon termination, a confidential or management
employee shall be compensated in cash at his current base rate
of pay for any vacation accrued but not taken. Upon termination
the employee shall be compensated for the full accrual for the
final pay period.
Seclion 16.9 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 [o work.
Section 16.10 Any employee in a classification designated as
coefidential or management shall be provided the option on an
annual basis of being compeusated at his/her regular rate of pay
for up to one (1) week of vacation accrued but not taken,
subject to the following provisions:
16,101
For employees with an average work week of forty
(40} hours, a minimum of eighty (80) hours of
vacation must have been used during the previous
payroll year. A maxiumu of forty (40) hours may
be paid in cash.
16.102
For employees with an average work week of
fifty-slx (56) hours, a minimum of one hundred
twelve (112) hours of vacation must have been used
during the previoas payroll year. A maximum of
fifty-six (56) hours may be paid in cash.
16.103
The employee's Executive Manager must approve the
employee's request for the annual vacation
pay-off.
16.104 Payment shall be made in January of each year.
Section 16.11 The City Manager, City Attorney, City Clerk and
City Treasurer shall also be subject to the provisions of this
RULE.
Rulel6F/mmc
Revised 04/14/88
RULE 17. SICK LEAVE
Section ]7.0 Full-time confJdentiul and mauagement employees in
the classified service shall accrue annual Sick Leave with pay
in accordance with the following provisions:
17 .01
Regular, full-time employees with an average
regular work week of forty (40) hours shall accrue
paid sick leave at the rate of three (3) hours for
each complete biweekly pay period.
17.02
Regular, full-time employees in the classified
service with an average regular werk week of
fifty-six (56) hours shall accrue paid sick leave
at the rate of four (4) honrs for each complete
biweekly pay period. In addition, each such
employee shall be credited with eighteen (18)
hours at the close of the final complete biweekly
pay period of each fiscal year.
17.03
Paid sick leave shall continue to accrue in
accordance with the above provisions during any
period of leave with pay, except that Public
Safety employees who remain on Industrial Accident
Leave in accordance with Personnel Rule 18,
Industrial Accident Leave, after exhausting State
mandated 4850 benefits shall accumulate no Sick
Leave.
17.04
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 the
City in an amount equal to the difference between
temporary disability payments mandated by the
State of California Worker's Compensation
Insurance aed Safety Act and his regular basic
rate of pay.
Section 17.1 Each employee shall have one-half (1/2) hour
deducted from his accrued sick leave time for each one-half
(1/2) hour of sick leave taken. An employee with a regular work
day of eight (8) hours shall have eight (8) hours deducted from
his accrued sick leave time for each regularly scheduled working
day that he is on paid sick leave. An employee assigned to work
twenty-four (24) hour shifts shall have twenty-four (24) hours
deducted from his accrued sick leave time for each complete
sbift missed while on paid leave. The minimum amount of Sick
I, eave that may be taken at any given time shall be one-half
(1/2) hour.
17.11
An emp]eyee may, at his option, elect to use
vacation time to bridge the period after Sick
Leave is exhausted and prior to STD commencing.
Section 17.2 Sick Leave that is accrued, but not taken, shall
be accumalated.
17.21
Regular, full-time confidential or management
employees with an average regular work week of
forty (40 hours shall be paid at their regular
hourly rate of pay for ail 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.
17.22
Regular, full time management employees in the
classified service with an average regular work
week of fifty six (56) hours shall be paid at
their regular hourly rate of pay for hours
accumulated beyond two hundred and forty-five
(245) but not used according to the following
formula: one hundred and nine (109) hours minus
total sick leave hours used during the calendar
year equals hours paid. Payment shall be made in
January of each year. Employees who terminate
employment for any reason daring the year shall
receive cash payment for unused sick leave beyond
twn hundred and forty- five (245) hours based on
the following formula: 4.192 times complete pay
periods worked minus sick honrs used. A maximum
of two hundred and forty-five (245) hours shall
carry over from year to year.
Section 17.3 A confidential or management 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 benefit of net
sixty percent (60%) of his/her base rate of pay, after
wilhholding taxes, and ]ess deductible benefits. Such
disability benefit shall continue during total disability up to
a maximom 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 injury and the prognosis and date of
expected return to work. Short term disability benefits shall
cuntieue beyond sixty (60) and/or one hundred and twenty (120)
days of absence only upon submission of the report of physical
examioation by the [rearing physician or medical practitioner.
17.31
Dedactible benefits include salary or other
compensation paid by any employer; Worker's
Compeosation 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 the City contributed.
17.32 Total disability means an employee's complete
inability to engage in his/her regular occupation.
17.33
Benefits are not payable unless the employee is
regularly seen and treated by a licensed physician
or medical practitioner who certifies to the
continuing disability.
Section 17.4 In the event that any paid holiday occurs during a
period when any confidential or management 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.
Section 17.5 An employee eligible for paid sick leave shall be
granted such leave for the following reasons:
17.51 Illness of the employee or physical incapacity of
the employee due to illness or injury.
17.52 Enforced quarantine of the employee in accordance
with community health regulations.
17.53
Medical and dental appointments during work
hours. Use of sick leave for scheduled medical
and dental appointments shall require prior
approval of the employee's supervisor and will be
granted in accordance with the best interests of
the City of Anaheim and the employee's department
or division,
17.54 Temporary disabilities caused by pregnancy and
childbirth.
17.55
Up to forty-eight (48) hours of sick leave per
calendar year shall be granted for illness of the
employee's immediate family.
Section 17.6 A confidential or management employee who cannot
perform his assigned duties due to illness or physical
incapacity shall ioform his immediate supervisor of the fact and
the reason therefore as soon as possible. Failure to do so
within a reasonable time may be cause of denial of sick leave
with pay.
Section 17.7 In the event that an employee is absent on sick
leave in excess ef twenly four (24) consecutive working hours,
the employee's Executive Manager or Administrative Manager may
require that the employee sabmil te him a written statement by a
physician licensed by the State of California certifying that
the employee's condition prevented him from performing the
duties of his position. Failure on the part of the employee to
comply with such a requirement may be considered cause for
disciplinary action.
Section 17.8 In the event that an employee becomes i]l during
working hours and is placed on paid sick leave prior to the
close of the work flay, such paid sick leave shall be calculated
to the nearest one-half 1/2) hour.
Section 17.9 Effective December 19, 1980, accrued Sick Leave
hours shall be entered ~n a new Sick Leave plan.
17.91
Regular full time confidential and management
employees with an average regular work week of
forty (40) hotlrS who were employees as of that
date shall have op to one hundred seventy-five
(175) hours transferred to the usable Sick Leave
account. 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 hcur]y rate of pay and paid with interest
at retirement, layoff or
as designated by Public
System records if the
employed. Employees who
year 1984 or thereafter
credit for all honrs
seventy-five (175).
to his/her beneficiary,
Employee's Retirement
employee dies while
retire during calendar
shall receive service
up to one hundred
17.92
Regular full time management employees with an
average regular work week of fifty-six (56) hours
shall have up to two hundred forty-five (245)
hours credited to a usable Sick Leave account.
The remainder (over 245 hours) shall be credited
as follows: seventy-five percent (75%) to be used
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.
Employees who retire in calendar year 1984 or
thereafter shall receive service credit for all
honrs up to two hundred forty-five (245).
17.93
An employee in a classification designated as
confideutial or management who has more than five
(5) years of continaous City service and is age 50
or older may elect once each calendar year to
receive all or a portion of his/her Employee Sick
Leave Trust Fund accouut. When requested, such
payments may be diverted to the employee's
Deferred Compensation account, or paid in cash by
separate check subject to standardized mlthholding
taxes. When partial payment is requested, the
amoant shall not be less than 25% of the balance,
and a maximum of four (4) such partial payments
shall be alit}wed with the fourth payment paying
tbe entire remaining balance in the account.
Section 17.10 If two or more periods of total disability occur
during a specific six-month elimination period for the insured
LTD plan, all such periods shall be considered as one period of
continuous total disability under the following conditions:
17.101 All periods of total disability must be due to the
same cause or causes; and
17.102
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 ANADEIM Disability Plan and shall not require
a new one--month waiting period before ANAHEIM
Disability Benefits will be paid; and
17.103
Commencement of the benefit period for the insured
LTD plan shall automatically terminate benefits
from the ANAHEIM Disability Plan.
Sec, tion 17.11 The City
City Treasurer shall
RULE ,
Manager, City Attorney, City Clerk and
also be subject to the provisions of this
Rulel7F/mmc
Revised 04/14/88
RifLE ]8. INDUSTRIAL ACCIDENT LEAVE
Section 18.0 In the erect that any full -time confidential or
management employee in tile classified service is absent from
wnrk 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.
Section 18,1 Any full-time confidential or management employee
on Industrial Accident Leave shall receive compensation from the
City in an amount equal to the difference between temporary
disability payments mandated by the State of California Worker's
Compensation Insurance and Safety Act and his/her regular basic
rate of pay.
Section 18.2 Any full-time Safety Management employee on
Industrial Accident Leave shall receive compensation from the
City in an amoant eqaal to the difference between temporary
disability payments mandated by the State of California Worker's
Compensation Insurance and Safety Act and his/her regular basic
rate of pay.
Section 18.3 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
contributiag 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.
Section 18.4 Industrial Accident Leave shall begin on the first
day of such absence as defined in Section 18.0.
18.41
Industrial Accident Leave shall continue during
all absences due to a single injury, but not to
exceed one year of accumulated absence.
18,42
Industrial Accident Leave benefits provided by
this RULE shall apply to each injury or disease as
defined in Section 18.0.
18.43
The effective date of a permanent disability
rating as awarded by tile Worker's Compensation
Appeals Board ends disability for Industrial
Accident Leave for that particular injury or
disease.
18.44
A written statement from the treating physician
that the employee's condition is permanent and
stationary or separation from City service ends
eligibility for Industrial Accident Leave for that
par~ica]ar injory or disease.
18.45
Industrial Accident Leave for absence due to
iujury or disease as defined in Section 18.0 shall
be granted to employees only upon presnntation of
a physiciaa's certificate of treatment.
Section 18.5 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 RULE 16 and RULE 17.
Section 18.6 The City Manager, City Attorney, City Clerk and
City Treasurer shall also be subject to the provisions of this
RULE .
rulel8F/mmc
Revised 04/14/88
RULE 19. BEREAVEMENT LEAVE
Section 19.0 ltl the event a death occurs in the immediate
family of a full-time coafidential or management employee in the
classified service, the employee shall be granted bereavement
leave ~ith pay for up to a maximum of twenty-four (24) working
honrs. "Immediate family" shall be defined as any relative by
blood or marriage who is a member of the employee's household,
under the same roof, and any parent, foster parent, step-parent,
spouse, child, brother, or sister of the employee, or any
parent, foster parent or step-parent of the employee's spouse,
regardless of residence.
19.01
In the event a death occars among other family
members of a full-time confidential or management
employee in the classified service, the employee
shall be granted bereavement leave with pay for up
to a maximam of eight (8) working hours. Other
family members shall be defined as grandparent,
grandchild, not under the same roof of the
employee, and any grandparent, grandchild, child,
brother, or sister of the employee's spouse,
regardless of residence.
19.02
Bereavement leave may be used only at the time a
death occurs, or to make burial arrangements
and/or attend funeral or memorial services.
19.03
The City will guarantee, that in addition to the
above, employees may use all available vacation on
the books up to forty (40) hours. If no vacation
is on the books, the City gaarantees the employee
the ability to use leave without pay up to forty
(40) hoars.
Section 19.1 The City
City Treasurer shall
RPI, E.
Manager, City Attorney, City Clerk and
also be subject to the provisions of this
rulel9F/mmc
Revised 04/14/88
RULE 20, MILITARY LEAVE
Section 20.0 City policy relaling to military leave and
compensation, therefore, for full-time confidential and
managemenl employees in the classified service and the City
Manager, City Attorney, City Clerk and City Treasurer shall be
in accordance with the provisions of the Military and Veterans
Code of the State of California, aud with all Federal provisions
(Public Law 93-508).
rule2OF/mmc
Revised 04/14/88
ADDENDUM TO PERSONNEL RULE 20 - MILITARY LEAVE
The fnllowlng are excerpts from the Military and
Veterans Code of the State of California which apply to
the City of Anaheim:
SEC'rION 395. TEMPORARY MILITARY LEAVE OF ABSENCE: PUBLIC
EMPLOYEES
Any public employee who is a member of the reserve corps of the
armed forces of the United States or of the National Guard or
the Naval Militia shall be entitled to a temporary military
leave of absence while engaged in military duty ordered for
purposes of active military training, encampment, naval cruises,
special exercises or like activity as such member, providing
that the period of ordered duty does not exceed 180 calendar
days, including time involved in going to and returning from
such duty, and provided that military leave of absence is not
authorized for periods of inactive military duty.
lie shall have an absolute right to be restored to his former
office, or position and status formerly had by him in the same
locality and in the same office, board, commission, agency, or
institution of the public agency upon the termination of such
temporary military duty. If the office or position has been
abolished or otherwise ceased to exist during his absence, he
shall be reinstated to a position of like seniority, status, and
pay if such position exists, or if no such position exists he
shall have the same rights and privileges that he would have if
he occupied the position when it ceased to exist and had not
taken temporary military leave of absence.
Any public employee who has been in the service of the public
agency from which the leave is taken for a period of not less
than one year immediately prior to the date upon which his
temporary military leave of absence begin, shall receive the
same vacation, sick leave, and holiday privileges and the same
rights and privileges to promotion, continuance in office,
employment, reappointment to office, or re employment that he
would have enjoyed had he not been absent therefrom; excepting
that an incomplete probationary period, if any, in the public
agency mast be completed upon reinstatement as provided by ]aw
or rule of the agency. For tbe purposes of this section, in
determining the one year of service in a public agency ail
service of said public employee in recognized military service
sha]I be counted as public agency service.
SECTION 395.01 COMPENSATION OF PUBLIC EMPLOYEES ON TEMPORARY
MILITARY LEAVE OF ABSENCE
Aay public employee who is on temporary military leave of
absence and whe has been in the service of the public agency
from which the leave is taken for a period of not less than one
year immediately prior to the day an which the absence begins
shall be entitled to receive his salary or compensation as such
public employee for the first 30 calendar days of any such
absence. Pay for such purposes shall not exceed 30 days in any
fiscal year. For the pnrpeses of this section, in determining
the one year of public agency service, all service of said
public employee in the recognized military service shall be
counted as public agency service.
SECTION 395.02 SALARY OF PUBLIC EMPI, OYEE WHILE ABSENT; "OFFICER"
AND "EMPLOYEE" DEFINED
Every officer and employee of a public agency who is on military
leave other than temporary military leave of absence who has
been in the service of such public agency for a period of not
less than one year immediately prior to the date of which the
absence begins shall be enfltled to receive his salary or
compensation as such officer or employee for the first 30
calendar days while engaged in the performance of ordered
military duty.
As used in this section only, the terms "officer" and "employee"
mean an officer or employee who:
(a) Is ordered into actiw~ military duty as a member of a
reserve component of the armed forces of the United
States;
(b) Is ordered into actiw; federal military duty as a
member of the National Guard or Naval Militia; or
(c) Is inducted, enlists, enters or is otherwise ordered or
called into active duty as a member of the armed forces
of the United States.
SECTION 395.03 MAXIMUM PAY ALLOWANCE UNDER SECTION 395.01 AND
395.02.
No more than the pay for a period of 30 calendar days shall be
allowed under the provisions of Sections 395.01 and 395.02, or
both, for any one military leave of absence or during any one
fiscal year.
SECTION 3!)5. 11 PUBLIC EMPLOYEES; RETURN TO POSITION AFTER
TERMINATION OF ACTIVE SERVICE
(a) Notwithstanding any other provision of law to the
contrary, any officer or employee of the State not subject to
Civil Service or any Public Officer, deputy, assistant, or
employee of any city, county, city and county, school district,
water district, irrigation district, or any other district,
political corporation, political snbdivision, or governmental
agency thereof who, io time of war or national emergency as
preclaimed by Lhe President or Congress, or when any of the
armed forces of the United States are serving outside of the
United States or their territories pursuant to order or request
of the the United Nations, or while any national conscription
act is in effnct, leaves or has left his office or position
prior to the end of the war, or the termination of the national
emergency or during the effective period of any such order or
reqaest of tbe United Nations or prior to the expiration of the
Nat Jonai Conscription Act, to join the armed forces of the
United States and who does or did without unreasonable and
unnecessary delay join the armed forces or, being a member of
any reserve force or cops of any of the armed forces of the
United States or of the militia of this State, is or was ordered
to duty therewith by competent military authority and served or
serves in compliance with such orders, shall have a right, if
released, separated or discharged under conditions other than
dishonorable, to retarn to and re. enter upon the office or
position within three months after the termination of bis active
service with the armed forces, bnt not later than six months
after the end of the war or national emergency or military or
police operations under the United Nations or after the Governor
finds and proclaims that, for the purposes of this section, the
war, national emergency, or United Nations military or police
operation no longer exists, or after expiration of the National
Conscription Act, if the term for which he was elected or
appointed has oot ceded during his absence; provided, that such
right to return to and re enter upon the office or position
shall mot extend to or be granted to such officer or employee of
ti~e State not subject to Civil Service or any public officer,
deputy, assistant, or employee of any city, county, city and
eonnty, school district, water district, irrigation district or
any other district, political corporation, political subdivision
or governmental agency thereof, who shall fail to return to and
re-enter upon his office or position within 12 months after the
first date npon which he could terminate or could cause to have
terminated his active service with the armed forces of the
United States or of the militia of this state. He shall also
l~ave a right to retarn to and re-enter upon the office or
position during terminal leave from the armed forces and prior
to discharge, separation or release therefrom.
~b) Upon such return and re-entry to the office or
empJoyment the officer or employee shall have all of the rights
and privileges in, connected with, or arising out of the office
or emplnyment which he would have enjoyed if he had not been
absent therefrom; provided, however, such officer or employee
shall not be entitled to sick leave, vacation or salary for the
period during which he was on leave from such governmental
service and in the service of the armed forces of the United
States.
If the office or position has been abolished or otherwise
has ceased to exist during his absence, be shall be reinstated
in ~ position of like seniority, status and pay if such position
exists, or to a comparable vacant position for which he is
qna]ified.
(c) Any officer or employee nther than a probationer who is
restored to his office or employment pursuant to this act shall
not be discharged from such office or position without cause
within one year after such restoration, and shall be entitled to
participate in insurauce or other benefits offered by the
employing governmental agency pursuant to established rules and
practices relating to such officers or employees on furlough or
leave of absence in effect at the time such officer or employee
lef~ his office or position to join the armed forces of the
United States.
(d) Nolwilhstanding any other pruvisions of this code, any
enlisted person who was involuntarily ordered to active duty
(other than for training) for a stated duration shall not lose
any right or benefit conferred under the provisions of this code
if he voluntarily elects to complete the period of such duty.
rule2OF/mmc
Revised 04/14/88
RULE 21. JURY DUTY AND COUR'r APPEARANCES
Se(:lion 21.0 In the eveut any full--time confidential or
management employee in tile classified service is duly summoned
to any court for the purpose of performing jury duty, he shall
receive his regular compensation for ally regularly scheduled
working hours spent in actual performance of such service.
21.01
Whenever an employee is duly summoned to appear as
a witness, except where the employee ls a litigant
or a defendant in a criminal case or any action
breught abont as a result of his own misconduct,
he shall receive his regular compensation for any
regularly scheduled working heurs spent in actual
performance of such service.
21.011
Whenever an employee is summoned to appear
as a witness for court matters within the
scope of his employment, he shall be
compensated in accordance with provisions
concerning compensation fop normal
performance of duties.
21.012
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.
Section 21.1 The City
City Treasurer shall
RULE
Manager. City Attorney. City Clerk and
also be subject t.o the provisions of this
rule2lF/mmc
Revised 04/14/88
RULE 22. LEAVE WITIIOUT PAY
Sectien 22,0 Any full time confidential er
who is absent from work and who is not on
be considered to be on leave without pay.
management employee
leave with pay shall
22
01
An employee on leave without pay shall receive no
compensation and, if on leave without pay for over
forty (40) hours in a pay period, shall accumulate
no vacation or sick leave whi]e on such leave.
22
O2
An employee wllo 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
Administrative Manager. Leave without pay in
excess of forty (40) hours shall require the
approval ef the employee's Exeeative Manager.
22
O3
In the event that leave without pay is granted an
employee for reasons of illness or physical
incapacity due to illness or injury, the City of
Anaheim shall continue to pay for any
hospitalization and major medical insurance
previously paid fnr by the City, for a maximum of
six (6) complete months.
22.04 An employee may he granted leave without pay not
to exceed six months.
22.05
An employee returning to work from leave without
pay shall be placed in the same salary step
(range/hourly rate for management employees) he
was in prior to such leave. If such leave was in
excess of two complete biweekly pay periods, the
employee's anniversary date for purposes of merit
pay increases shall be changed to conform with the
provisions of Section 4.1, provided that he
returns to a position in his same job class. If
the employee returns to a position in a lower job
class, his salary step/range status shall be
determined in accordance with the provisions of
RUI,E ~3.
Section 22.1 The City
City Treasurer shall
RUI,E .
Manager, City Attorney, City Clerk and
also be subject to the provisions of this
rule22F/mmc
Revised 04/14/88
RULE 23. INSURANCE, PENSIONS, AND PERQUISITES
Sectinn 23.0 The foI]nw]ng sba]] be provided for all active
t'ul]-time coofideatial and management employees:
23.0] Hca]th Insurance
23.011 The City shall sponsor the City Medical
P/an, 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.
23.012 City and Employee Contributions
23.0121 City Contributions
23.01211
For all prepaid and/or
insured plans sponsored by
the City, the City will
pay a monthly amount equal
to 100% of the Kaiser
monthly rate,
23.01212
For the various dental
plan, the City will pay an
amount equal to 100% of
the monthly Safeguard
rate.
23.0122 Employee Contributions
23.01221
Employees who select a
prepaid and/or insured
health plan other than
Kaiser shall be required
to contribute an amount
equal to 100% of the
excess amount over the
Kaiser monthly rate.
Employees who select the
self-funded City Medical
Plan shall be required to
pay the difference between
tbe total cost of the plan
and the City contribution
schedule established for
the General Employees
Unlt.
23.013
23.014
23.015
23.016
23.01222
Employees who select a
deetal plan other than
Safegnard will be required
to contribute an amount
eqoa] to 100% of the
excess amount over the
Safeguard monthly rate.
23.01223
For the self-funded City
Medical Plan, employees
will be required to
contribute a monthly
amount equal to the
difference between the
City contribution amounts
established in Section
23.01212 of this RULE and
the total cost of the
plan, but in no event
shall the employees'
contribntion exceed the
contributions established
for employees in the
General City Employees
Unit of Representation.
The City Medical Plan shall be
described in a booklet which shall
become a part of this RULE by
reference. Changes recommended by
the Joint Committee on Medical
Programs and approved by the City
Council shall also become part of
this RULE by reference,
For all medical plans, married City
employee couples shall be allowed
only one medical plan and only one
dental plan to cover all family
members, and married City employee
couples covered by a single
enrollment shall pay no health
insurance premium while both
spouses are employed by the City.
Proof of marriage will be required
of all employees enrolled in any
City medical plan to enroll a
dependent spouse.
The Master contract between the
City and the plan administrator
shall govern in the event of any
disputes over any matter within the
provisions of the contract.
23.02
Life Insurance
23.02I
The Cily shall make available Group
Term Life Insurance to all
employees covered by this RULE.
23.022
8asic Life Iusurance shall be
available based upon the employee's
annual salary according to the
following schedule:
Annual Salary
Volume
$ 0 5,000 $ 5,000
5,000 10,000 10,000
10,000 15,000 15,000
15,000 20,000 20,000
20,001 & greater 25,000
23.023
Dependent Coverage wi th an
insurance value up to $1,000 per
dependent may be added to the Basic
Life Insurance coverage at the
option of the employee.
23.024
The City shall contribute one-half
(1/2) the cost of the premium for
Basic Life Insorance and Dependent
coverage. The employee shall
contribute the difference between
tile City contribution and the total
premium cost, bnt in no event shall
the employee's contribution exceed
the contributions established for
employees in the General City
Employees Unit of Representation.
23.025
The City shall make available
Sopplemental Term Life Insurance to
management employees.
23.0251
The employee's allowable
coverage under this
colaponent shall be limited
so that the Basic Life
coverage and the
supplemental Life coverage
together do no exceed two
(2) times the employee's
base annual salary rounded
up to tile nearest $1,000.
The Supplemental Life
coverage shall be adjusted
each January.
23.026
23.027
23.028
23.0252
The City shall contribute
the full cost of the
premium for the
Supplemental Life coverage
for Executive and
Administrative managers.
23.0253
The City shall contribute
one-half (1/2) the cost of
the premium for the
Supplemental Life coverage
for all other management
employees. The employee
shall contribute the
difference between the
City contribution and the
full cost of the premium.
The City shall
Accidental Death
Insurance in the
to all management
make available
and Dismemberment
amount of $50,000
employees.
23.0261
The City shall make no
contribution towards the
cost of the premium for
this component. The
employee shall contribute
the full cost of the
premium.
Ally employee who retires shall
receive a paid up life insurance
policy, paid for wholly by the
City, 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.
Employees who are permanently and
totally disabled shall receive
Permanent and Total Disability Life
insurance under the following
conditions:
23.03
23. 028]
Employees eligible to
retire shall receive the
following Life Insurance
benefit:
(a) $100 paid up life
iusurance for each year of
service as provided under
the Retired Life Insurance
Program.
(b) Decreasing term life
inserance 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 1/6(I 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.
23.0282
Employees not eligible to
retire shall receive the
following Life Insurance
benefit:
(a) Decreasing term life
insurance in the amount of
the employee's Basic Life
Insurance. Such term
insurance shall decrease
by 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.
Loeg Term Disability Benefits
23. (131
The City sha]l provide
disability insurance
employees covered by this
long term
for all
RULE.
23.04
23.05
23.06
23, O32
The City shall pay the premium for
employee group long term disability
insurance coverage in accordance
with the provisions of ally contract
between the City and any company or
compauies providiag such coverage.
Dental Plans
23.041
The city shall sponsor the
California Dental Service Plan, the
Safeguard Dental Plan, and other
prepaid aed/or insured dental plans
recommended by the Joint Committee
on Medical Programs and approved by
the Ci]y Council.
Short Term Disability
23.05]
The City shall provide the existing
Short Term Disability plan in
accordance with RULE 17. The City
shall pay the City's portion of
medical, dental, life, and optical
insurance while the employee
collects short term disability
benefits.
Pensions
23.06]
Tile City shall contribute all the
cost of employee retirement
benefits to a maximum of 8~ of PERS
eligible wages in accordance with
ibc provisions of the contract
between the City of Anaheim and the
Public Employees' Retirement
System.
23. 062
The City shall contribute a portion
of the cost of employee survivors'
benefits in accordance with the
provisions of the above contract.
23.063
Management employees covered by
this RULE may, at their option,
eleci to receive additional
compensation in tbe form of taxable
wages and contribute the cost of
employee retirement benefits in
accordance with the provision of
the contract between the City of
Anaheim and the PubJic Employees
Retirement System.
Section 23.1
23.11
23,12
23.13
23, 0631
The additional cempen--
sation available under
Section 23.063 shall be
such that the total cost
te the City for the
employee's wage and
pension benefits is equal
to the cost the City would
have paid if the employee
had not elected to receive
additional compensation.
Retired Employees
Employees covered by this RULE hired on or after
January 1, 1984, shall not be eligible to
participate in City-sponsored retired employee
medical plans.
Employees covered by this RULE who retire prior to
January 1, 1988, and who meet the requirements set
forth below shall be eligible to participate in
Health Insurance Plans in accordance with Sections
23.011 and 23.013 above.
23.121 The employee must be eligible to retire,
and
23.1211
The employee must have completed at
least 5 years of continuous,
full time City of ANAHEIM service
on date of retirement, and
23.1212
The employee must be currently
eorolled as a subscriber at time of
separation from City servicc.
23.1213 Or the employee must be awarded a
disabi]ily retirement by PERS.
23.122
Retiree
will be
schedule:
contributions to the various plans
in accordance with the following
Single
Two Party
Family
$15.00 monthly
$15.00 monthly
$45.00 monthly
Employees covered by this RULE who retire on or
after January 1, 1988 and who meet the
requirements set forth below shall be eligible to
participate in Health Insurance Plans in
accordance with Sections 23.011 and 23.013 above.
23.]31
The employee must [lave completed at least 5
years of contieuous, full time City of
ANAIlEIM service ou date of retirement, and
23.132
The employee must have been awarded a
retirement from Public Employees'
Retirement System as the reason for
termination from City service, and
23.133
PERS retirement benefits must commence no
later than the first, day of the month
following tile date of separation from City
service, and
23.134
The employee must be currently enrolled as
a subscriber at time elf separation from
City service,
23.14
The City will contribute towards the premium costs
of such plans up to the City contribution for the
City Medical Plan iu the year prior to retirement.
23.15 Provisions applicable to both groups.
23,151 The surviving spouse of the retiree can
continue coverage under same terms.
23.152 Once caacel]ed for any reason, the retiree
and/or surviving spouse cannot re-enroll.
23.153 Coverage wi]] be cancelled for non-payment
of monthly fees after 3 months in arrears.
23.154 There will be Conrdination of Benefits
where other insurance coverage exists.
23.155
Vision care benefits of the Vision Service
Plan and EXCLUDED from the benefits for the
Retired Group.
23.156 Retirees may only change health plans
during the annua] open enrollment period.
Section 23.2 Uniformed personnel of the Police and Fire
l)epartments and certain other designated personnel shall be
furnished uuiforms in accordance with regulations established by
the City Manager.
Seci ion 23.3 The (;ity shall provide
employee in the classified service
following cnndilions:
a full-time confidentla]
adeqaate meals under the
An employee shall be provided with two adequate
meaJs if he is called out on emergency overtime
work one (1) hour before a scheduled work day. If
a meal has been earned under another section of
this rule within two (2) hours of the scheduled
work day, only oue meal shall be provided under
lhis section.
23.32
An employee will be provided one meal if he is
called back to emergency overtime work within one
and one half (1 1/2) hoars after normal quitting
time and works beyond two and one-half (2 1/2)
hours after normal quitting time.
23.33
An employee shall be provided an adequate meal if
be works two (2) hours overtime beyond the normal
quitting time.
23.34
An employee shall receive one meal if he is
scheduled to work overtime two (2) hours before a
regn]ar day.
23.35
An employee shall be provided an adequate meal at
four (4) hour intervals during the performance of
emergency overiime work.
23.36
Meal time shall be compensated at the appropriate
evertime rate and shall normally be limited to
one-half (1/2) hour with a maximum limit of
forty five minutes paid meal time.
23 . 37
An employee, may at his request, be compensated
for meals at the rate of one-half (1/2) hour of
overtime pay per meal.
Sec'lion 23.4 The City
standard mileage rate
Service.
Mileage Reimbursement rate will be the
established by the Internal Revenue
23.41
Any increase or decrease shall be effective the
first day of the second month after the date of
publication by the Internal Revenue Service.
Section 23.5 Management classifications as designated in the
resolution are eligible to receive either a City-owned vehicle
or an automobile allowance itl an amount approved by City
Council.
Se(:tion 23.6 The City Manager, City Attorney, City Clerk and
City Treasurer shall also be subject to the provisions of this
RIJ1,E except that the City Council may from time to time
authorize exceptions.
rule23F/mmc
Revised 04/14/88
RULE 24. TRAVEL EXPENSE ALLOWANCES
Seciion 24.0 Trave] expense allowance for full-time confiden-
tial and management employees while on City business shall be
provided in accordance with regulations established by the City
Manager and/ur the City Council.
Seclion 24.1 The City Manager, City Attorney, City Clerk and
City Treasurer shall also be subject to the provisions of this
RULE .
role24F/mmc
Revised 04/14/88
RULE 25. SERVICE A~ARDS
Section 25.0 Service awards, in the form of service pins or the
equivalent shall be presented to full time confidential and
management employees in the classified service for:
Five (5) years of service;
Ten (10) years of service;
Fifteen (15) years of service;
Twenty (20) years of service;
Twenty-five (25) years of service;
Thirty (30) years of service;
Thirty-five (35) years of service;
Forty (40) years of service.
Section 25.1 Such a service award shall also be presented to
any full-time confidential and management employee in the
classified service upon his retirement.
25.11
For purposes of this RULE, the term "years of
service," as applied to employees in the
classified service, shall be defined as
continuous, full--time service.
Section 25.2 The provisions of this RULE shall apply also to
the City Manager, City Attorney, City Clerk, City Treasurer,
members of the City Council. and dnly appointed members of any
City board or commission.
ru]e25F/mmc
Revised 04/14/88
RULE 26. TRAINING
Secl~on 26.0 The Human Resources Director shall encourage the
improvement of service by providing employees with opportunities
for lraining, including lraining for advancement and for general
fitness for public service.
26.01
Reimbursement to full time confidential and
management employees for costs incurred for
formalized training shall be in accordance with
regulations established by the City Manager.
rule26F/mmc
Revised 04/14/88
RULE 27. PAYROLL DEDUCTIONS
Set:lion 27.0 I)eductioas of authorized amounts
employee's pay for' the followiog purposes:
27.01 Withholding Tax;
27.02
27.03
27.04
27.05
27.06
27.07
27.08
27.09
27.010
27.011
Contribotion
Contribution
Payment of
to retirement
to survivors '
life Insurance
may be made from
benefits;
benefit;
and accidental death and
dismemberment insurance premium;
Payment of non industrial disability insurance
premium;
Payment of hospitalization and major medical
insurance premium:
Payment to or savings in the Anaheim Area Credit
Union;
Contributions to the United Way;
Payment of membership dues to recognized employee
organizations;
Purchase of United States Savings Bonds; and
Other purposes as may be aothorized by the City
Council.
cule27F/mmc
Revised 04/14/88
RULE 28, PHYSICAL EXAMINATIONS
Seclion 28.0 la order t{~ be eligible for employment with the
City of Anaheim. candidates shall be required to pass a physical
examination, the chat'acter nf which shall be in accordance with
the sl:andards established by the Human Resources Director.
Section 28.1 ]n order to be eligible for promotion or transfer
to a job cIass in a category requiring greater physical
qualifications, than his present job class, an employee must
pass the appropriate physical examination.
Section 28.2 The City Manager, City Attorney, City Clerk, City
Treasurer, Executive Managers, and other employees as may be
designated by the City Manager shall undergo a physical
examination once each calendar year.
28.21
In the event thal any Executive Manager fails to
pass an annual examination, his employment status
shall be determined by lhe City Council, following
a recommendation by the City Manager.
28.22
In the evenl that any other employee designated in
Section 28.2 fails to pass an annual physical
examination, the employee's Executive Manager,
with the concurrence of the Human Resources
Director, shall prescribe assignment of duties to
fit: the employee's physical condition. If no
appropriate position is vacant, such employee
shall be recommended for disability retirement if
he is eligible.
Section 28.3 Any full time confidential or management employee
in the classified service 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 Executive
Manager to undergo a physical examination.
28~31
Any employee who fails to pass a physical
examination required under the provisions of
Section 28.3 may be transferred or demoted to a
position requiring lesser physical qualifications,
recommended for disability retirement or
termiuated.
Set:t ion 28.4 Ali physical examJnalions required under the
provisions of thls RULE shall be performed by a physician in
aclive practice licensed by California State La~ and ~ithin the
scope of his practice as defined by California State Law.
28.41
Exceptions te the provisions of Section 28.4 may
be made only in the case of out-of-state
candidates for employment. In such cases, the
physician perfot'miag the examination may be a
physician licensed by the state in which the
candidate resides.
Section 28.5 The Cily of Anaheim shall pay for any physical
examination requited under the provisions of this RULE,
Section 28.6 Members of the City Council may undergo a physical
examination once each calendar year. Such physical examinations
shall be paid for by the City of Anaheim.
rule28F/mmc
Revised 04/14/88
RU[,E 29. OUTSIDE EMPLOYMENT
Section 29.0 A full time confidential or management employee in
the classified sevvice may engage in employment other than his
jnb with the City of Anaheim, if his Executive Manager
determines that such outside employment does not interfere with
the performanee nf assigned duties and does nnt constitute a
conflict of interest.
Section 29.1 The City Manager, City Clerk and City Treasurer
may engage in employment other than his job with the City of
Anaheim, it the City Council determines that such outside
employment does not interfere with the performance of assigned
dulies and does not constitute a conflict of interest.
rule29F/mmc
Revised 04/14/88
RULE 30. NEPOTISM
Seclinn 30.(I The City Council shall riot appoint to a salaried
position under the City government any person who is a relative
by blood or marriage within the third degree of any one or more
of the members of such City Council, nor shall the City Manager
or any Execntive Manager or nther officer having appointive
power appoint any relative of his or of any Council Member
wilbin such degree to any such position.
rule3OF/mmc
Revised 04/14/88
RULE 31, GRIEVANCE PROCEDURE
Secl ion 31.0 Grievances for confidential and
employees shall be handled in the following manner:
31.01
First Step: An attempt shall be made to adjust
all grievances on an informal basis between the
employee and/or his designated representative and
a supervisor in the employee's chain of command,
up to and including his division head, within
seven (71 working days after the occurrence of the
incident involved in the grievance. The division
head shall deliver his answer within seven (7)
working days after submission of the grievance to
him.
31.02
Second Step: If the grievance is not
satisfactorily adjusted in the First Step, it
shall be submitted in writing to the employee's
department head within seven (7) working days
after the division head's answer is received by
the employee and/or his designated represen-
tative. The Execntive Manager shall meet with the
employee and/or his designated representative
within ten (10) working days after submission of
tile grievance to him. The Executive Manager shall
review the grievance and may affirm, reverse, or
modify as he deems appropriate, the disposition
made at the First Step and shall deliver his
answer to the employee and/or his designated
representative within seven (7) working days after
said meeting.
31.03
Third Step: If the grievance is not satisfact-
orily adjusted in the Second Step, it shall be
snbmitted to an impartial arbitrator for a final
and binding decision or, if the City Manager and
the employee and/or his designated representative
agree, it shall be submitted to the City ~anager
for a final and binding decision. Such submission
must occur within thirty (30) days after the
Executive Manager's answer iS received.
Section 31.1 If submitted to tile City Manager, the City ~anager
or his assistant shall meet with the employee and/or his
designated representative within ten (10) working days after
submission of the grievance to him. The City ~anager or his
assistant may affirm, reverse, or modify as he deems
appropriate, the disposition made at the Second Step.
Sec(lan 31 .2 Tile City Manager or his assistant shall deliver
bis decision tn thc employee and/or his designated
representative wi(bin five (5) working days after said meeting,
and sach decision shall be final and binding on both parties.
Section 31.3 in order to request arbitration, either party
sba] I serve written notice to the other party specifying the
grievance to be submitted. The parties shall thereafter attempt
lo resolve the issue and sclect the arbitrator. If snch written
notification and selection of the arbitrator is not completed
wilhin thirty (30) days after the Executive Manager's auswer is
received by the employee and/or his designated representative,
~ hen either party may take action to compel arbitration.
Failare to take action to compel arbitration within thirty (30)
clays will conclusively be deemed abandoumeut of the right to
compel arbitration. All expenses of the arbitration shall be
borne equally by the par[ les.
Section 31.4 The arbitrator's decision shall be final and
binding on both parties.and that the arbitrator's award shall be
consistent with and controlled by the Personnel Rules,
Ordiaances and Charter of the City of Anaheim and the laws and
Constitution of tile State of California.
Seclion 31.5 The arbitrator will be requested by the parties to
feeder his decision in writing as quickly as possible but in no
event later thau thirty (30) days after the conclusion of the
hearings, unless the parties agree otherwise.
31.51
Any grievance not presented aud/or carried forward
by the employee and/or his designated
representative within tile time limits specified in
Sections 31.01, 31.02 and 31.03 shall be deemed
null and reid, provided, however, the employee
and/or his desiguated representative and the City
representative may agree to continue said time
limits.
Section 31.6 With regards to any fnll-time confidential or
management employee of the classified service, any alleged
violation of the Personnel Ordiuance or Personnel Resolution,
any alleged improper treatment of an employee, or any alleged
vielalion of commonly accepted safety practices and procedures
shall be considered to be a matter subject to review through the
grievance procedure.
31.61 No supervisor shall be represented in grievance
matters by an employee whom he may supervise.
Se( tion 31.7 Any adoption, deletion, or review of City policy
as may be suggested or recommended by an employee or' employee
organization shall not: be considered to be a matter subject to
review through the grievan(:e procednre.
Secl ion 31 .8 An employee who has been suspended, demoted, or
dismissed may be relnstatcd to his position as a result of a
successful appeal through the grievance procedure. In the event
of sach reinstatement, the emplnyee shall be returned to his
former status of employment, including reinstatement of
seniority and accrued fringe benefits. In such cases, the City
Manager may order tile payment of back pay to a reinstated
employee in any am~unt up to payment for' the full period of time
involved. In implementing an arbitrator's award, the City
~lanager shall order' the paymenl of back pay to a reinstated
employee in tile amount provided in the arbitrator's award. It
shall be cnni:lusively presnmed that there is no award of back
pay to a reinstated employee unless specifically set forth in
the writtea order of the City Manager. Any earnings of the
reinstated employee from other employment during bis period of
snspension shall be deducted from lhe amonnt of back pay ordered
by the City Manager unless contrary to the provisions of an
arbJ trator ' s award.
rule31F/mmc
Revised 04/14/88