86R-334
RESOLUTION NO. 86R- 334
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANAHEIM
ADOPTING A MEMORANDUM OF UNDERSTANDING ESTABLISHING TERMS
AND CONDITIONS OF EMPLOYMENT FOR EMPLOYEES IN CLASSIFICATIONS
ASSIGNED TO THE UTILITIES EMPLOYEES UNIT REPRESENTED BY THE
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, LOCAL UNION NO. 47,
REPEALING RESOLUTIONS NOS. 84R-72 AND 84R-458
WHEREAS, Ordinance 3040 of the City of Anaheim establishes the
employer-employee relations system for the City; and
WHEREAS, Section 1.06.110 of Ordinance 3040 requires Memorandums of
Understanding to be presented to the City Councilor its statutory
representative for determination; and
WHEREAS, the City Council of the City of Anaheim finds the adopting
of a new Memorandum of Understanding executed on July 14, 1986 is in the best
interest of the City of Anaheim.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of
Anaheim that the Memorandum of Understanding between the City of Anaheim and
the International Brotherhood of Electrical Workers, Local Union No. 47,
executed by the City Management Representative and the International
Brotherhood of Electrical Workers, Local Union No. 47 officials on July 14,
1986 as defined in the document attached hereto and incorporated by reference
herein, meets with the approval of this Council and accordingly is adopted
with the effective date of April 18, 1986.
BE IT FURTHER RESOLVED that Resolution Nos. 84R-72 and 84R-458 are
hereby repealed; and
BE IT FURTHER RESOLVED that the effective date of this resolution
shall be the 18th day of April 1986.
THE
1 ')th
FOREGOING RESOLUTION is approved and signed by me this
~;~
o OF THE CITY OF AHEI
day of
ATTEST:
!~)A..I.{ ~ /
,
CITY CLERK OF THE
/'
4 '/
,,-~-Z_____)
CITY OF ANAHEIM
APPROVED AS TO FORM:
.7 /. f
/ ) ., .4'-Z-Itf:-/7,4.~ ~;
,.f>:,: CITY ATTORNEY OF THE CITY OF ANAHEIM
3363E/0182E
CLERK
STATE OF CALIFORNIA
COUNTY OF ORANGE SSe
CITY OF ANAHEIM
I, LEONORA N. SOHL, City Clerk of the City of Anaheim, do hereby certify that
the foregoing Resolution No. 86R-334 was introduced and adopted at a regular
meeting provided by law, of the City Council of the City of Anaheim held on
the 15th day of July, 1986, by the following vote of the members thereof:
A YES:
COUNCIL MEMBERS: Kaywood, Overholt, Bay, Pickler and Roth
NOES:
COUNCIL MEMBERS: None
ABSENT:
COUNCIL MEMBERS: None
AND I FURTHER certify that the Mayor of the City of Anaheim signed said
Resolution No. 86R-334 on the 15th day of July, 1986.
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the seal of the
City of Anaheim this 15th day of July, 1986.
~~-=:J --7-4 ~ ~ .t7'
NA-71-A4""f /( ~
CITY CLERK OF THE CITY OF ANAHEIM
(SEAL)
I, LEONORA N. SOHL, City Clerk of the City of Anaheim, do hereby certify that
the foregoing is the original of Resolution No. 86R-334 duly passed and
adopted by the Anaheim City Council on July 15, 1986.
.---;
\ /.. /. / --- ?~ 9<<
,7~./ ~;j , ..
~c::( _
CITY CLERK
.~",_<__,.__~".^"",""_,~,,c ,,,,.:. _',.'1> ,."".._~.
l-"""'-""~':"""""'''.'''''_''"_''''''''''''__''b''''_~''''__'
~-,,". '''''_.~'_.,
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF ANAHEIM
AND
LOCAL UNION NO. 47, INTERNATIONAL BROTHERHOOD
OF ELECTRICAL WORKERS, A.F.L.-C.I.O.
ARTICLE 1
PREAMBLE
1.0 The wages, hours and conditions of employment that are set forth in this
Memorandum have been discussed and jointly proposed by and between the City of
Anaheim, (hereinafter called "ANAHEIM") and Local Union No. 47, International
Brotherhood of Electrical Workers, A.F.L .-C. 1.0. (hereinafter called "UNION")
and shall apply to all the employees of ANAHEIM working in the classifications
set forth in Appendix "A".
1.1 The terms and conditions of employment that are set forth in the
memorandum have been discussed in good faith between the staff officials of
ANAHEIM and the UNION. The UNION agrees to recommend acceptance by its
members of all of the terms and conditions of employment as set forth herein,
and the staff officials of ANAHEIM agree to recommend to the Anaheim City
Council that all of the terms and conditions of employment as set forth herein
be incorporated in full in a resolution of the City Council.
Upon the
adoption of such a resolution, all the terms and conditions of this Memorandum
so incorporated shall become effective without any further action by either
party.
ARTICLE 2
PURPOSE
2.0 The objectives of the parties to this agreement are to promote full
communication between ANAHEIM and its employees and to promote the improvement
of employer-employee relations within the municipal government by providing a
uniform basis for recognizing the right of employees to join organizations of
their own choice and be represented by such organizations in their employment
relationships with ANAHEIM.
ARTICLE 3
UNION RECOGNITION
3.0 ANAHEIM hereby recognizes the UNION as the bargaining representative for
all its members to the fullest extent allowable under California law applying
to public employees. As public employees, such employees shall have the right
to discuss individual problems of employment with ANAHEIM, provided that upon
request of the employee, the UNION shall be kept fully informed and have the
right to be present at all such meetings between ANAHEIM and the individual.
ARTICLE 4
SCOPE
4.0 All officers and positions of ANAHEIM are divided in to the classified
service and the exempt service.
following:
The exempt service shall include the
4.01
4.02
All elected officials and members of boards and commissions.
The City Manager, City Attorney, City Treasurer and City Clerk.
4.03
4.04
4.05
Volunteer personnel and personnel appointed to serve without pay.
Architects, consultants, counsel, and others rendering temporary
professional service.
Such positions involving seasonal or part-time employment as may
be specifically placed in the exempt service by the Human
Resources Director
4.1 The classified service shall include all other positions that are not
specifically placed in the exempt service by this Article.
4.2 The provisions of this article and agreement shall apply only to the
classified service unless otherwise specifically provided.
ARTICLE 5
MANAGEMENT RIGHTS
5.0 Management retains, exclusi vely, all its inherent rights, functions,
duties and responsibilities except where specifically limited in this
document.
The rights of Management include, but are not limited to, the
exclusive right to consider the merits, necessity or organization of any
service or ac ti vi ty provided by law, or adminis tra ti ve order; determine the
mission of its constituent departments, commissions and boards; set standards
of service, determine the procedures and standards of selection for employment
and promotion; direct its employees; take disciplinary action; relieve its
employees from duty because of lack of work or for other legitimate reasons;
maintain the efficiency of ANAHEIM'S operations; determine the methods, means
and personnel by which ANAHEIM'S operations are to be conducted; determine the
content of job classifications; take all necessary actions to carry out its
mission in emergencies; and exercise complete control and discretion over its
organization and the technology of performing its work.
ARTICLE 6
EMPLOYEE RIGHTS
b.O Employees shall have all rights granted to public employees under
California law. Employees shall have the right to form, join and participate
in the activities of employee organizations of their own choosing for the
purpose of representation on all matters of employer-employee relations.
Employees also have the right to refuse to join or participate in the
activities of employee organizations and shall have the right to represent
themselves individually in their employment relations with ANAHEIM. No
employee shall be interfered with, intimidated, restrained, coerced, or
discriminated against by ANAHEIM or by any employee organization because of
his exercise of these rights.
ARTICLE 7
NOTIFICATION
7.0 Reasonable written notice shall be given by the City Management
Representative to the UNION affected, of any proposed ordinance, resolution,
rule or regulation directly relating to matters within the scope of
representation to be presented to the City Council for determination, and the
UNION shall be given the opportunity to meet with the City Management
Representative prior to submission to the City Council for determination.
7.1 In cases of emergency when the City Council determines that an
ordinance, resolution, rule or regulation must be adopted immediately without
prior notice or meeting with the UNION, the City Management Representative
shall provide such notice at the earliest practicable time following the
adoption of such ordinance, resolution, rule or regulation.
ARTICLE 8
CONSULTATION
8.0 The City Management Representative, after consultation in good faith
with representatives of the UNION, may recommend adoption of reasonable rules
and regulations for the administration of employer-employee relations. The
City
Management
Representative
shall
consult
in
good
faith
with
representatives of the UNION on employer-employee relations matters which
affect them, including those that are not subject to meeting and conferring.
ARTICLE 9
MEET AND CONFER
9.0 The Ci ty Management Representa ti ve and representa ti ves of the UNION,
shall have the mutual obligation personally to meet and confer in order to
exchange freely information, opinions and proposals and to endeavor to reach
agreement on matters within the scope of representation.
Nothing herein
precludes the use of any impasse procedure authorized by law whenever an
agreement is not reached during the meeting and conferring process and the use
of such impass procedure is mutually agreed upon by the City Management
Representative and the UNION.
9.1 The City Management Representative shall not be required to meet and
confer in good faith on any subject preempted by Federal or State Law or by
the City Charter nor shall he be required to meet and confer in good faith on
Management or Employee Rights as herein defined. Proposed amendments to this
article are excluded from the scope of meeting and conferring.
_.~,""__,_"__.,M.~...___~_.~~__~
ARTICLE 10
MEMORANDUM OF UNDERSTANDING
10.0 When the meeting and conferring process results in agreement between the
City Management Representative and the UNION such agreement shall be
incorporated in a written memorandum of understanding, signed by the City
Management Representative and UNION representatives. The matters incorporated
in the memorandum shall be presented to the City Council, or its statutory
representative, for determination.
ARTICLE 11
DISCUSSION
11.0 It is the intent of both parties to maintain an open line of
communication for the betterment of employer-employee relations. Any issue
not pertaining to grievances or grievable issues may be discussed by the UNION
or ANAHEIM at either party's request.
11.1 A party requesting a discussion may orally or in writing notify the
other party of the subject to be discussed. Thereafter a meeting shall be
promptly arranged, at which meeting not more than two UNION members and the
business manager or business representative of the UNION may be present.
11.2 If the parties are not able to resolve the issues after three meetings,
the issues will be considered dropped, unless both parties agree to meet
additional times.
ARTICLE 12
CHECK-OFF
12.0 ANAHEIM agrees to check-off for the payment of the regular monthly UNION
dues and the regular UNION initiation fee, and to deduct such payments from
the wages of all UNION members and employees when authorized to do so by said
members and employees, and remit such payments to the UNION in accordance with
the terms of signed authorizations of such members and employees. The
deduction of such dues and initiation fees, the remittal of same by ANAHEIM to
the UNION, shall constitute payment of said dues and initiation fees by such
members and employees of the UNION.
ARTICLE 13
UNION ORGANIZATION
13.0 UNION representatives are those elected or appointed in accordance with
the cons ti tution and bylaws of the UNION. ANAHEIM recognizes the UNION's
right to appoint or elect shop stewards.
13.01
The UNION shall notify the City Management Representative, in
writing, of the names and job class titles of its officers, Shop
Stewards and other representatives each time an election is held
or new appointments are made.
13.02
An employee elected or appointed as an officer or Shop Steward
of the UNION shall be required to work full time in his
respecti ve job class and shall not interrupt the work of other
employees.
~---"''''---'--=-~'-''''.-'''---~_'-'''--'>~-
13.1 Officers and representatives (subject to the provisions of Paragraph
13.02) of the UNION shall be permitted to visit employee work locations for
the purpose of observing conditions under which employees are working,
provided such visit shall not interrupt the work of such employees, interfere
with the normal operations of the department or with established safety
requirements.
13.11
13.12
Such officers and representatives shall not enter any work
location without the knowledge of the department head, division
head, or other appropriate supervisor.
Solicitation of membership and all activities concerned with the
internal management of the UNION, such as collecting dues,
holding membership meetings, preparation of petitions or
grievance material, preparation of proposals, campaigning for
office, conducting elections and distributing literature, shall
not be conducted during working hours.
13.2 In the event that the UNION is formally meeting and conferring with
representatives of ANAHEIM on matters within the scope of representation
during regular City business hours, a reasonable number of officers, shop
stewards or other representatives of the UNION shall be allowed reasonable
time off without loss of compensation or other benefits.
13. 21
Such officers, shop stewards and representatives shall not leave
their duty or work station or assignment without the knowledge
of the department head, division head or other appropriate
manager or supervisor.
" -,--~""""..~--,.,,~,..<._,_._~~~~-".,"--".~,,
13.22
Such meetings are subject to scheduling in a manner consistent
with operating needs and work schedules.
13.3 ANAHEIM shall furnish portions of bulletin boards at mutually agreeable,
specific locations for the purpose of posting notices pertaining to UNION
business.
13.31
All materials must be dated and must identify the UNION.
13.32
ANAHEIM reserves the right to determine what reasonable portion
of bulletin boards are to be allocated to UNION materials.
13.33
If the UNION does not abide by these provisions it will forfeit
its right to have materials posted on ANAHEIM'S bulletin boards.
13.4 ANAHEIM shall allow the UNION to conduct meetings in City facilities.
13.41
Such meetings shall be scheduled in accordance with regulations
governing use of public meeting rooms at City facilities.
13.5 Effective March 12, 1986, 1be City and Union agree to the following:
The City will pay the regular hourly rate for regularly scheduled
work hours for five (5) committee members, when they are attending
the meet and confer sessions.
The Ci ty will pay employees who are released from work for Union
business at Union expense and will bill the Local at the employees
regular rate of pay.
On days when the Union and City schedule meet and confer sessions
shift workers on the bargaining committee will be scheduled to work
the day shift.
When City employees are off work for Union business at Union
expense, the City and the Union will jointly and severally be
responsible for Workers' Compensation and General Liability.
ARTICLE 14
COMPENSATION
14.0 The City Management Representative shall be responsible for recommending
wages, rates, and salary schedules for each job class in Appendix A.
14.1 Prior to any such recommendations, the City Management Representative
and representatives of the UNION shall meet and confer in good faith to
endeavor to reach agreement on matters concerning wages, hours, and other
terms and conditions of employment in classifications represented by such
UNION.
14.2 At such time as agreement is reached for such classifications, the City
Management Representative and the UNION shall jointly submit a written
memorandum of such understanding, which shall not be binding, to the City
Council for determination.
14.3 Wages and hours of work for the various classifications shall be set
forth in Appendix "A" attached to this Memorandum and by this reference made a
part hereof. The City Management Representative of ANAHEIM will not recommend
any revision or modifications to this agreement without first consulting on
such recommendations with the UNION.
14.4 The parties acknowledge that ANAHEIM intends to base future negotiating
strategies upon the principle of differential adjustments and the UNION will
maintain its positions of across the board, non-differential bargaining.
14.5 Employees in Public Utilities Department Classifications listed in
Appendix "A", employed during the pay period beginning July 11, 1986 and
ending July 24, 1986, shall be paid three hundred and twenty-five dollars
($325) during that pay period in addition to their regular pay. Employees in
Maintenance Department Classifications listed in Appendix "A" employed during
the pay period beginning July 11, 1986 and ending July 24, 1986, shall be paid
five hundred dollars ($500) during that pay period in addition to their
regular pay.
ARTICLE 15
CLASSIFICATION
15.0 The Human Resources Director shall be responsible for recommending
classification of all positions in the classified service on the basis of the
kind and level of the duties and responsibilities of the positions, to the end
that all positions in the same class shall be sufficiently alike to permit use
of a single descriptive title, the same qualification requirements, the same
test of competence, and the same salary schedule.
15.01
A job class may contain one or more positions.
15.02
Classification of all positions in the classified service shall
require approval of the City Manager.
15.1 A position may be reclassified on the basis of changes in or
reevaluation
of
the
duties,
responsibilities,
and/or
qualification
requirements of the position.
15.11
15.12
15.13
The
Human Resources
Director shall be responsible
for
recommending such reclassifications as he finds to be necessary.
A reclassification shall become effective upon action by the
City Manager on a Personnel Action Form.
Incumbents mayor may not be reclassified with their positions,
based upon the recommendation of the Human Resources Director,
the appropriate department head, and the approval of the City
Manager.
ARTICLE 16
APPROPRIATE SALARY STEP
16.0 Regular, full-time employees shall be eligible for consideration for
merit pay increases as follows:
16.01
16.02
16.03
16.04
To the "J" step of the Salary Schedule after completion of six
months of service in the "R" step.
To the "A" step after completion of six months of service in the
"J" step.
To the "B" step after completion of six months of service in the
"A" step.
To the "c" step after completion of six months of service in the
"B" step.
16.05
16.06
16.07
16.08
16.09
To the "D" step after completion of one year of service in the
"c" step, except as provided in Article 16.09.
To the "E" step after completion of one year of service in the
"D" step, except as provided in Article 16.09.
In such cases as may occur wherein an employee shall demonstrate
exceptional ability and proficiency in performance of his
assigned duties, said employee may be given a special merit
advancement to the next higher step without regard to the
minimum length of service provisions contained in this ARTICLE
upon the approval of the employee's department head.
For purposes of this ARTICLE "six months" shall be construed to
mean thirteen complete biweekly pay periods; and "one year"
shall be construed to mean twenty-six complete biweekly pay
periods.
Certain job classes shall be designated by an "s" before
schedule numbers. Employees in these classes shall be eligible
for consideration for merit pay increases to the liD" step after
completion of six months of service in the "c" step. They shall
be eligible for consideration for merit pay increases to the
"E" step after completion of six months of service in the "D"
step.
,<.;,.,c-e....-c+....._.,"_,,""'-.... ._.......~...___"'_..,.._~_,,_ _
16.1 Merit pay increases shall be granted upon approval of the employee's
department head for continued meritorious and efficient service and continued
improvement by the employee in the effective performance of the duties of his
position.
16.11
TIle effective date of the merit pay increases shall be the first
day of the pay period following approval as provided in Article
16.1 and completion of the minimum required service in the next
lower step as provided in Article 16.0.
16.2 An employee may be reduced by one or more steps on the basis of
unsatisfactory work performance or conduct. Such action shall require the
specific recommendation of the employee's department head and the Human
Resources Director and the approval of the City Manager.
16.21
The employee may be returned to his former salary step at such
time as deemed appropriate.
16.3 Newly hired employees shall normally be compensated at the lowest step
of the salary schedule of the job class for which they were hired. ANAHEIM
may hire at a higher step in the salary schedule.
16.31
The provisions of this ARTICLE shall also apply to re-employed
and reinstated employees.
~""-.O",_,,'___C_,,'"'''''_F.''''-''''_''_''''''__<_,__",'"'''
16.4 An incumbent employee reclassified with his position to a lower job
class shall retain his rate of pay and his anniversary date for purposes of
merit pay increases, or shall be placed in the step of the lower salary
schedule closest to his rate of pay. If the "E" step of the salary schedule
of the lower job class is lower than the incumbent's rate of pay, the rate of
pay shall be identified as the "y" step of the lower salary schedule. An
employee compensated at the "y" step because of a downward reclassification
shall remain in the "y" step, until such time as his job class is assigned to
a salary schedule in which the "E" step is equivalent to or higher than the
"y" step, at which time the employee shall be placed in the "E" step.
16.5 An incumbent employee reclassified with his position to an equivalent
job class shall retain his rate of pay and his anniversary date for purposes
of merit pay increases.
16.6 An employee who is promoted or reclassified with his position to a
higher job class shall be placed in the step of the higher salary schedule
that will provide a pay increase of not less than 4% except when the "E" step
of the higher salary schedule provides a pay increase of less than 4%, or when
the "A" step of the higher salary schedule is more than 4% higher than the
employee's current rate of pay. The employee shall be given a new anniversary
date for purposes of merit pay increases in accordance with the provisions of
Article 16.0.
16.61
An employee promoted to a formal apprenticeship classification
may be appointed above the entry level step and may remain in
the step to which he is appointed longer than the time provided
in Article 16.0.
~"'_""".";"""._;-"'-'~""-""'-"'-"~~",-'~."'"~,,,,..,,.,,,>._..,,.,,..
16.7 An employee who is demoted shall be placed in the step of the lower
salary schedule that will provide a reduction in pay of not less than 4%. The
employee shall be given a new anniversary date for purposes of merit pay
increases in accordance with the provisions of Article 16.0.
16.8 An employee in a job class which is assigned to a different salary
schedule as a result of a pay adjustment shall retain his same salary step
status in the newly authorized salary schedule and shall retain the same
anniversary date for purposes of merit pay increases.
16.9 When more than one personnel action involving changes in an employee's
salary step status become effective on the same day, all such changes shall be
in accordance with the provisions of the preceding paragraphs of the ARTICLE,
and shall take place in the following order of precedence: (1) merit pay
advancement or reduction in salary step; (2) adjustment to same salary step in
newly authorized salary schedule; (3) promotion, demotion, or reclassification.
ARTICLE 17
SALARY RELATIONSHIPS
ANAHEIM and UNION agree that wages for all classifications represented
by IBEW shall be based on the salary relationships shown below:
Line Mechanic (100%)
Apprentice Electric Meter Technician (85%)
Apprentice Line Mechanic (85%)
Apprentice Substation Electrician (85%)
Area Distribution Operator (85%)
."'_';".~O'>>'_"'""""''''''".''"._'''~.'''''________'''_'''''_
Cable Splicer (100%)
Electrical Helper (70%)
Electric Meter Supervisor (110%)
Electric Meter Technician (95%)
Line Crew Supervisor (115%)
Senior Utilities Troubleshooter (110%)
Service Crew Supervisor
Substation Electrician
(110%)
(100%)
Substation Electrician Supervisor (115%)
Substation Test Technician (105%)
Substation Test Technician Supervisor (115%)
Transformer Repairer (90%)
Underground Line Crew Supervisor (115%)
Underground Service Crew Supervisor (110%)
Utilities Systems Operator (105%)
Senior Utilities Systems Operator (115%)
Utilities Troubleshooter (105%)
Utilities Yard Working Supervisor (90%)
Warehouse and Toolroom Worker
(100%)
Senior Warehouse and Toolroom Worker (110%)
Customer Service Representative (100%)
Senior Customer Service Representative (110%)
Meter Reader (100%)
Utilities Service Worker (107%)
Senior Utilities Service Worker (112.5%)
Maintenance Pipefitter (100%)
Apprentice Maintenance Pipefitter (85%)
Apprentice Water Production Technician (90%)
Equipment Operator (98%)
Water Production Technician (108%)
Water Production Technician Supervisor (118%)
Water Laborer (78%)
Maintenance Pipefitter Working Supervisor (120%)
Water Meter Repairer I (90%)
Water Meter Repairer II (93%)
Water Meter Working Supervisor (107%)
Water Service Working Supervisor (110%)
Facility and Event Electrician (100%)
Lead Facility and Event Electrician (110%)
HVAC Mechanic (93%)
Apprentice HVAC Mechanic (75%)
Lead HVAC Mechanic (110%)
18.0 The average regular work week for employees iu clasSificatious iu
Appendix A; shall be forty (40) hours.
ARTICLE 18
HOURS OF WORK AND PAY DAY
18.01
For all employees with an average regular work week of forty
(40) hours, the monthly rate shall be the hourly rate times
2,080 divided by 12.
18.1 Regular salaries and compensation of all employees shall be paid ou a
biweekly basis.
18.2 ANAHEIM agrees to pay annual sick leave payoff, by separate checks.
ARTICLE 19
ADJUSTED HOURS
19.0 ANAHEIM and the UNION recognize the need for a system of adjusted hours
for employees whose work schedule does uot correspoud to the estahlished work
week for payroll purposes.
19.1 The system of adjusted hours permits such employees to accrue up to
tweutY-four (24) Positive adjusted hours (hours worked, but uot paid) or
twentY-four (24) negative adjusted hours (hours paid, but not worked).
19.2 ANAHEIM and the UNION agree that an employee who transfers to a job
where adjusted hours are not used, or who leaves ANAHEIM employment will have
any accrued adjusted hours balance adjusted to zero by paying the employee at
his/her current rate for any positive balance or by docking his/her pay for
any negative balance.
19.3 Affected employees may review payroll documents prior to adjusting
balances to zero.
ARTICLE 20
TEMPORARY UPGRADE
20.0 Temporary upgrading shall be defined as the temporary assignment of an
employee to work in a job class which is assigned to a salary schedule higher
than his regular job class.
20.1 Employees temporarily upgraded to certain job classes shall be
compensated at the lowest step in the higher salary schedule that will provide
a premium of not less than 4.0% 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 premium of less than 4.0%. Such job classes shall be
designated in Appendix A by a "u" before schedule numbers.
20.2 Employees temporarily upgraded to a higher paying position in a
management class shall receive a 5% increase or the minimum rate of the
management salary range, whichever is higher. All other upgrading rules as
contained in this ARTICLE will be applicable.
20.3 Upgrade to a vacant position shall be limited to six months, except in
cases of extended sick leave, industrial accident leave or leave without pay.
20.4 If any employee is temporarily assigned to perform work at a lower rated
job classification, his rate of pay shall not be changed. Such temporary
assignments of work shall be made at the discretion of ANAHEIM.
20.5 All holiday and vacation and sick leave shall be paid at the employee's
regular rate of pay.
20.6 ANAHEIM and UNION agree that parallel moves may be made within
classifications in order to avoid the necessity of working an employee at a
higher rated job classification.
20.7 An employee must be qualified for the higher position in order to be
paid for upgrading.
If not fully qualified, his time will be considered
on-the-job training. The determination of those persons qualified to work in
higher rated classifications shall be established by ANAHEIM. It is intended
by both parties that lists of employees qualified for temporary upgrading
shall be established and that employees selected to work temporarily at a
higher rated job classification shall be selected from said lists.
Assignments to higher rated classifications shall be made from lists at the
sole discretion of ANAHEIM, except as provided below:
20.71
When a supervisory position (as listed below) in an Electric
Utility crew is to be filled by temporary upgrade, the senior
available qualified employee normally assigned to the crew shall
be assigned to the upgrade.
Electric Service Crews (Service Crew Supervisor)
Electric Line Crews (Line Crew Supervisor)
Electric Underground Line Crews (Underground Line Crew
Supervisor)
Electric Underground Service Crews (Underground Service Crew
Supervisor)
Electric Meter Shop Crews (Electric Meter Supervisor)
Electric Test Crews (Substation Test Technician Supervisor)
Electric Substation Maintenance Crews (Substation Electrician
Supervisor)
20.8 Line Mechanics will be given the opportunity to request assignment to
the following positions at least once each year:
Senior Line Mechanic on a line crew
Bucket Truck Line Mechanic
Line Mechanic on a service crew
20.81
Line Mechanics shall be assigned to the above positions in order
of decreasing seniority. Normally the reassignments will be
effective the first day of the first pay period after
February 1. Line Mechanics assigned to bucket trucks will
normally not be permitted to participate in upgrade. When a
line crew, service crew, or bucket truck temporarily is not in
service for any reason, Line Mechanics will be temporarily
reassigned without regard to any seniority provisions.
20.9 When a supervisory position (as listed below) in a Water Division Crew
is to be filled by temporary upgrade, the senior available qualified employee
normally assigned to the crew shall be assigned to the upgrade.
Water Line Crews (Maintenance Pipefitter Working Supervisor)
Water Service Crews (Water Service Working Supervisor)
Water Meter Crews (Water Meter Repairer II)
Water Meter Shop (Water Meter Working Supervisor)
Water Pump Crews (Pump Repairer Supervisor)
20.10 When an employee responds to an emergency callout in an upgrade position
to supervise a crew and is subsequently relieved and assigned to be a journey
level worker, the employee shall remain compensated at the upgrade rate until
the job is completed.
ARTICLE 21
PAYROLL DEDUCTIONS
21.0 Deductions of authorized amounts may be made from employees' pay for the
following purposes:
21.1 Withholding Tax;
21.2 Contributions to retirement benefits;
21.3 Contribution to survivors' benefits;
21.4 Payment of life insurance and accidental death and dismemberment
insurance premium;
21.5 Payment of non-industrial disability insurance premium;
21.6 Payment of hospitalization and major medical insurance premium;
21.7 Payment to or savings in the Anaheim Area Credit Union;
21.8 Contributions to the United Way;
21.9 Payment of membership dues to I.B.E.W. Local Union #47.
21.10 Purchase of United States Savings Bonds; and
21.11 Other purposes as may be authorized by the City Council.
21.12 Deduction for Local Unions 47's Political Action Committee.
"""'-""._"'-"'--'-"~."----~-'--""~',"".__.-
ARTICLE 22
GENERAL
22.0 It is hereby the declared personnel policy of ANAHEIM that:
22.01
22.02
22.03
22.04
Employment by ANAHEIM shall be based on merit and fitness, free
of personal and political considerations.
Appointments, promotions, and other actions requiring the
application of the merit principle shall be based on systematic
tests and/or evaluations.
Positions having similar duties and responsibilities shall be
classified and compensated on a uniform basis.
Tenure of employees shall be subject to good behavior,
satisfactory work performance, necessity for the performance of
work, and the availability of funds.
22.1 Any action concerning an employee's status of employment shall be
processed on a Personnel Action Form. Such status shall become effective upon
action by a management employee who has responsibility for authorizing such
ac tion. All full-time employees shall receive a true copy of any personnel
action taken concerning their status of employment.
22.2 ANAHEIM will notify the UNION, and the UNION shall refer such skilled
and experienced personnel to ANAHEIM for necessary testing.
22.3 Job Bulletins regarding classifications represented by the UNION shall
be sent to the UNION during recruitment periods.
22.4 ANAHEIM shall be the sole judge of the testing, qualification and
acceptance procedures of all applicants for employment and promotion and
ANAHEIM retains the right to reject any applicant for employment; PROVIDED,
HOWEVER, that no test or qualification procedures utilized by ANAHEIM or
refusal to accept for employment shall be done to discriminate for or against
an applicant because of union or non-union membership or because of race,
color, creed, national origin, religion, sex, age or physical disability,
except where age or lack of physical disability is a bonafide occupational
qualification.
ARTICLE 23
APPOINTMENTS AND PROMOTIONS
23.0 Appointments and promotions shall be based on merit and fitness to be
ascertained so far as practicable by competitive examinations. Examinations
shall be used and conducted to aid in the selection of qualified employees,
and shall consist of recognized selection techniques which will, in the
opinion of the Human Resources Director, test fairly the qualifications of
candidates.
23.1 Minimum standards of employment for each job class shall be recommended
by the Human Resources Director and approved by the City Manager.
23.2 Vacancies in positions above the entry level shall be filled by
promotion whenever one or more qualified candidates are available, except when
a qualified, work-disabled employee is placed in such position according to
the Vocational Rehabilitation Administration Regulation. Promotions shall be
on a competitive basis except when the Human Resources Director finds that the
,~",,,,,,,,""'_'_""N_""'''~'_'_~,,,>__",''
number of employees qualified for promotion is insufficient to justify
competition.
Appropria te consideration shall be gi ven to promotional
candidates' qualification, record of performance, and seniority, in that order.
23.21
Advancement to a higher paid job class shall constitute a
promotion.
23.22
Employees will be notified at the time promotional examinations
for classifications listed in Appendix "A" are announced, the
weights to be assigned to qualification, record of performance
and seniority whenever a management evaluation is to be part of
the selection process.
23.3 Examinations for appointments and promotions shall be in such form as
will fairly test the abilities and aptitudes of candidates for the duties to
be performed, so that such appointments and promotions will be solely based on
qualifications without regard to race, color, creed, national origin,
religious or political affiliation or belief, membership in or attitude toward
any employee organization, sex, age, or physical disability, except where sex,
age, or lack of physical disability is a bona fide occupation qualification.
23.4 Candidates who qualify for employment or promotion shall be placed on an
eligibility list for the appropriate job class. At such times as a department
management evaluation is included in the establishment of a promotional
eligibility list, the list shall rank the eligible candidates in the order of
final evaluation, and appointment from that list shall follow rank order.
'"..-..=w......._~_..,.....',_._..__'''''"~~
23.5 When an appointment is to be made to a vacancy, the Human Resources
Director shall submit to the appropriate department head the names on the
appropriate employment list. Appointments to vacant positions shall be made
by the appropriate department head, with the concurrence of the Human
Kesources Director.
23.51
The appropriate department head, with the concurrence of the
Human Resources Director, may order names removed from an
eligibility list for good and sufficient reasons.
23.6 In the absence of appropriate employment lists, a provisional
appointment may be made by ANAHEIM of a person meeting the minimum
qualifications for the position. An eligibility list shall be established
within six months for any regular, full-time position filled by provisional
appointment. In the event that any provisional appointee fails to qualify on
the eligibility list as established within six months of his provisional
appointment, said provisional appointee shall have his employment terminated
at the close of the first complete biweekly pay period following the
establishing of the eligibility list.
23.7 Appointments to certain grant funded positions as desig- nated by the
City Manager may be made without competitive examinations and/or evaluations.
Such appointments may be made by the appropriate department head (with the
approval of the Human Resources Director and the City Manager). In the event
that a grant funded appointee fails to complete competitive examinations
and/or evaluations and is not appointed to a ANAHEIM funded position during
his period or employment under the grant, said grant funded appointee shall be
terminated from City employment.
'''''''"''"'-''.~''~=-'''''''''""--'.'--'-'--'--_.-...,.,..,..,_..
ARTICLE 24
EMPLOYMENT LISTS
24.0 Employment lists, in order of their priority, shall be re-employment
lists and eligibility lists.
24.1 Re-employment lists shall contain the names of regular, full-time
employees laid off in good standing for lack of funds or work.
24.11
Names on re-employment lists shall remain for a period not to
exceed one (1) year.
24.2 Eligibility lists shall be created in accordance with the provisions of
ARTICLE 23.
24.21
Eligibility lists may contain the names of one or more persons
eligible for employment.
24.22
Open competitive eligibility lists shall remain in effect for a
period of one year or until depleted. Eligibility lists
containing less than three (3) names may be considered
depleted.
Eligibility lists may be extended by the Human
Resources Director for a period not to exceed one (1) additional
year.
24.23
Promotional eligibility lists shall remain in effect for a
period of two years or until depleted.
ARTICLE 25
PROBATION
25.0 Employees appointed from eligibility lists, reinstated employees and
employees reassigned according to the Vocational Rehabilitation Administrative
Regulation shall be subject to a period of probation. The regular period of
probation shall be thirteen (13) complete biweekly pay periods unless
otherwise specified for certain designated job classes.
25.02
25.03
In the event an employee is assigned to light duty status or is
absent from work due to a lengthy illness or injury during his
probationary period, said employee's probationary status may be
extended beyond the regular period of probation in the amount of
one complete biweekly pay period for each complete biweekly pay
period assigned to light duty status or lost due to such illness
or injury.
Upon successful completion of a probationary period, an employee
shall be granted regular status in the classification in which
the probationary period is served.
25.1 The work and conduct of probationary employees shall be subject to close
scrutiny and evaluation, and, if found to be below standards satisfactory to
the appointing authority, the appropriate department head may reject the
probationer at any time during the probationary period. Such rejections shall
not be subject to review or appeal unless such a rejection is alleged to be
contrary to the provisions of this agreement.
"'-""'''';''''~''''''''''---''''-''-''''''''.~----
25.11
An employee rejected during the probationary period from a
posi tion to which he has been promoted or transferred shall be
returned to the classification in which he has regular status
unless the reasons for his failure to complete his probationary
period would be cause for dismissal.
25.2 An employee shall be retained beyond the end of the probationary period
only if the appropriate department head affirms that the services of the
employee have been found to be satisfactory.
ARTICLE 26
OUTSIDE EMPLOYMENT
26.0 An employee may engage in employment other than his job with ANAHEIM, if
his department head determines that such outside employment does not interfere
with the performance of assigned duties and does not constitute a conflict of
interest.
ARTICLE 27
SERVICE AWARDS
27.0 Service awards, in the form of service pins or the equivalent, shall be
presented to employees in classifications listed in Appendix A for:
Five (5) years of service;
Ten (10) years of service;
Fifteen (15) years of service;
Twenty (20) years of service;
Twenty-five (25) years of service;
Thirty (30) years of service;
Thirty-five (35) years of service;
Forty (40) years of service.
,.,_..,.....c..."~~,,.-......."'__..____.______~
Such a service award shall also be presented to any employee upon his
retirement.
27.01
For purposes of this ARTICLE, the term "years of service" shall
be defined as continuous, full-time service.
ARTICLE 28
TRAINING
28.0 The Human Resources Director shall encourage the improvement of service
by providing employees with opportunities for training, including training for
advancement and for general fitness for public service.
28.1 Reimbursement to employees for costs incurred for formalized training
shall be in accordance with regulations established by the City Manager.
ARTICLE 29
SUSPENSION, DEMOTION, AND DISMISSAL
29.0 The tenure of every employee shall be conditioned on good behavior and
satisfactory work performance. Any employee may be suspended, demoted, or
dismissed for good and sufficient cause.
29.l When in the judgment of the appropriate department head, an 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 department head shall file with the employee and the Human
Resources Director a written notification containing a statement of the
substantial reasons for the action. No employee shall be suspended for more
than thirty (30) days at anyone time.
29.2 An employee may be demoted or dismissed upon recommendation of a
(iivision head or other appropriate supervisor whenever in the judgment of the
appropria te department head, the employee's work or misconduct so warrants.
Upon taking such action, the department head shall file with the employee and
the Human Resources Director a written notification containing a statement of
the substantial reasons for the action and the effective date of the action.
29.21
Suspension without pay pending further action shall be the
status
of
dismissed
employees
appealing
dismissal under
provisions of ARTICLE 63, Grievance Procedure. Such suspension
shall not exceed 90 calendar days.
'~.'_"'''''-''''--''__'_'''-~---_..~.,.,..,.''~-
ARTICLE 30
LAYOFF AND RE-EMPLOYMENT
30.0 Layoff for lack of work or lack of funds shall be on the basis of an
evaluation of qualifications, and seniority within the affected job class and
the affected division or department.
30.01
An employee whose 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 equiva-
lent or lower job class for which he meets the minimum
requirements and has department seniority over other employees
in the job class.
An apprentice job class is considered
equivalent to the journey level job class for purposes of this
ARTICLE. If the employee whose position has been abolished does
not have department seniority over other employees in equivalent
or lower classes, he may be reassigned by his department head to
any vacant position within the department in an equivalent or
lower job class, for which he meets the minimum requirements.
Employees so reassigned shall be placed in the salary step of
the appropriate salary schedule closest to their rate of pay.
Employees so reassigned shall be reinstated to their former job
class and salary step status when positions in their former job
class (within their division or department) become vacant. Such
reinstatement shall be on the basis of department seniority.
30.02
Whenever an employee whose position has been abolished cannot be
reassigned to a vacant position within his division or
department, he shall be reassigned by the City Manager to any
vacant position in any other division or department in his job
class or in an equivalent or lower job class for which he meets
the minimum qualifications for employment. If an employee is
reassigned to a vacant position within his job class in any
other division or department, he shall retain his rate of pay.
If an employee is reassigned to a vacant position in an
equivalent or lower job class in any other division or
department, he may be placed in any salary step of the
appropriate salary schedule that does not provide an increase in
salary. Employees reassigned to vacant positions in an
equivalent or lower job class in any other division or depart-
ment shall be reinstated to their former job class and salary
step status when positions in their former job class (within
their former division or department) become vacant. Such
reinstatement shall be on the basis of department seniority.
30.1 Whenever an employee whose position has been abolished is not reassigned
to any vacant position, he shall be placed on the re-employment list for his
job class. Persons on the re-employment list shall be re-employed with their
former salary step status when positions in their job class (within the
division or department from which they were laid off) become vacant.
Re-employment shall be on the basis of department seniority.
30.2 Whenever an employee is reassigned to a vacant position in the same
class, an equivalent class, or lower class as herein provided, he shall retain
the same anniversary date for purposes of merit pay increases.
30.3 Whenever an employee is reinstated to a vacant position in his former
job class, or re-employed as herein provided, he shall be given a new
anni versary date for purposes of merit pay increases in accordance with the
provisions of Article 16.
30.4 An employee reinstated from the re-employment list shall be considered
to have continuous service and may be credited with the amount of accumulated
sick leave he had accrued at the time of layoff if he elects to remit to
ANAHEIM any payment received under the provisions of Article 40, SICK LEAVE.
30.5 The provisions of this ARTICLE shall apply only to regular, full-time
employees in the classified service. Employees appointed to certain grant
funded positions as designated by the City Manager under Article 23.7, shall
be excluded from the provisions of this ARTICLE.
ARTICLE 31
TRANSFER
31. 0 A change of an employee's place of employment from one division to
another or from one department to another shall be considered a transfer. A
change of an employee's place of employment to a vacant position in a job
class on the same salary schedule as his own job class shall also be
considered a transfer.
31. 01
31. 02
31.03
A transfer from one division to another or from one department
to another shall require the approval of the head of the
division or department to which the employee is transferring and
the Human Resources Director.
Such a transfer shall be
initiated by request of the employee to the Human Resources
Director.
A transferred employee shall retain his rate of pay and his
anniversary date for purposes of merit pay increases.
In order to be transferred to a job class with minimum standards
of employment substantially different from those of his own job
class, an employee shall be required to demonstrate his
eligibility for employment in accordance with the provisions of
Article 23 and shall serve a new probationary period in
accordance with the provisions of Article 25.
31.1 Transfers for the betterment of employees and the best interests of
ANAHEIM shall be encouraged by all echelons of management.
ARTICLE 32
REINSTATEMENT
32.0 An employee who terminates his employment in good standing may be
reinstated to a vacant position in his former job class within three years of
his termination date without going through the competitive processes.
32.01
32.02
An employee reinstated within thirty days of his termination
date shall be considered to have continuous service and shall be
credited with the amount of accumulated sick leave he had at the
time of termination. He shall be placed in his former salary
step and shall retain his anniversary date for purposes of merit
pay increases. If his anniversary date has occurred during the
period of his absence, his new anniversary date shall be the
first
day of
the next
biweekly
period
following
pay
reinstatement.
An employee reinstated after thirty days of his termination date
may be considered to have broken service for purposes of salary
step status, and shall be considered to have broken service for
all other employee benefits.
32.1 An employee may be reinstated under the provisions of the Vocational
Rehabilitation Administrative Regulation to any vacant position for which
he/she meets the minimum qualifications.
32.2 The provisions of this article shall apply to regular, full-time
employees.
...,_..---,-=-~,._~-,."".
ARTICLE 33
VOLUNTARY DEMOTION
33.0 If an employee takes a voluntary demotion as a result of a downward
reclassification of his position, his salary step status shall be in
accordance with the provisions of Paragraph 16.4.
33.1 Voluntary demotions as a result of impending layoff shall be in
accordance with the provisions of Article 30.
33.2 An employee may request a voluntary demotion for any reason. Such a
voluntary demotion shall require the approval of the department head under
whom the employee will serve, the Human Resources Director, and the City
Hanager. An employee taking such a voluntary demotion may be placed in any
salary step of the appropriate salary schedule that does not provide an
increase in salary. He shall be given a new anniversary date for purposes of
merit pay increases in accordance with provisions of Article 16.
33.21
Voluntary
demotions
in
accordance
with
the
Vocational
Rehabilitation Administrative Regulation shall be in accordance
with the provisions of Paragraph 33.2.
33.3 An employee who has taken a voluntary demotion to a lower job class may
be reinstated to a vacant position in his former job class within three years
of the effective date of the voluntary demotion without requalifying by
competitive processes.
3.J.3l
An employee reinstated to his former job class from a voluntary
demotion shall retain his rate of pay. If his rate of pay is
not included in the salary schedule of his former job class, he
shall be placed in the salary step of that salary schedule which
is closest to his rate of pay. He shall retain his anniversary
da te for purposes of merit pay increases; however, if he is
placed in the "A" or "B" step of the salary schedule, he shall
be eligible for a merit pay increase after thirteen complete
biweekly pay periods or his regular anniversary date, whichever
is sooner.
ARTICLE 34
BEREAVEMENT LEAVE
34.0 In the event a death occurs in the immediate family of a full-time
employee, the employee shall be granted bereavement leave with pay for up to a
maximum of twenty-four (24) working hours. "Immediate family" shall be
defined as any relative by blood or marriage who is a member of the employee's
household, under the same roof, and any parent, foster parent, step-parent,
spouse, child, brother, or sister of the employee, or any parent, foster
parent or step-parent of the employee's spouse, regardless of residence.
34.01
In the event a death occurs among other family members of an
employee, the employee shall be granted bereavement leave with
pay for up to a maximum of eight (8) working hours. Other
family members shall be defined as grandparent, not under the
same roof of the employee, and any grandparent, child, brother,
or sister of the employee's spouse, regardless of residence.
34.02
Bereavement leave may be used only at the time a death occurs,
or to make burial arrangements and/or to attend funeral or
memorial services.
34.03 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 on the books, the City
guarantees the employee the ability to use leave without pay up
to forty (40) hours.
ARTICLE 35
HOLIDAYS
35.0 The following days shall be recognized as holidays, and regular
full-time employees shall have these holidays off with pay:
January 1st, New Year's Day
Third Monday in February, All President's Day
Last Monday in May, Memorial Day
July 4th, Independence Day
First Monday in September, Labor Day
November 11, Veteran's Day
Fourth Thursday in November, Thanksgiving Day
Friday after Thanksgiving
December 25th, Christmas Day
Every day designated by the City Council for a public feast,
thanksgiving or holiday.
.>;."."..-,-....-,.<._--.,_.
35.1 In the event that any of the above holidays fall on an employee's
scheduled day off, said employee shall observe the preceding work day or the
fOllowing work day as scheduled by the department head to provide maximum
regular service to the public.
35.2 Employees may be required to work on any of the above holidays or days
observed in lieu of those holidays. Any Maintenance Department employee
required to work on any of the above holidays or days observed in lieu of
those holidays, shall receive additional compensation equivalent to one and
one-half times his regular rate of pay.
35.3 Any Public Utilities Department employee required to work on any of the
above holidays or days observed in lieu of those holidays shall receive
additional compensation equivalent to two times his regular rate of pay.
35.4 In the event that any of the recognized holidays falls on weekends all
field employees shall observe the same day.
35.5 In order to be eligible for holiday pay, an employee must be either at
work or on paid leave of absence on the regularly scheduled work day
immediately preceding the holiday or day observed in lieu of the holiday and
the regularly scheduled work day immediately following the holiday or day
observed in lieu of the holiday. No employee who is on suspension or unpaid
leave of absence on either the regularly scheduled work day immediately
preceding or immediately following the holiday or day observed in lieu of the
holiday shall receive compensation for said holiday or day observed in lieu of
the holiday.
.,.."".,..,....._~'_",c_,.".,,__.___,,..>,,_._...,...........,..._
35.6 The following days shall be recognized as flexible holidays; and
regular, full-time employees shall accrue additional paid vacation in
accordance with Article 41 in lieu of having the following holidays off with
pay:
Martin Luther King's Birthday
February 12, Lincoln's Birthday
Good Friday
September 9, Admission Day
Employee's Birthday
ARTICLE 36
INDUSTRIAL ACCIDENT LEAVE
36.0 In the event that any full-time employee is absent from work as a result
of any injury or disease which comes under the State of California Worker's
Compensation Insurance and Safety Act, such absence shall be considered to be
Industrial Accident Leave.
36.1 Any employee on Industrial Accident Leave shall receive compensation
from ANAHEIM in an amount equal to the difference between temporary disability
payments mandated by the State of California Worker's Compensation Insurance
and Safety Act and their regular basic rate of pay.
, '~'..h._.__^.~.___,.",~".,_.___~__,."""",..._~.
36.11
In the event that an employee who has received or is receiving
Industrial Accident Leave benefits files a civil legal action
against a third party for allegedly causing or contributing to
the cause of the injury which resulted in the absence from work,
the employee is required to inform the Risk Management Office of
the filing of such legal action.
36.2 Industrial Accident Leave shall begin on the first day of such absence
as defined in Paragraph 36.0.
36.21
36.22
36.23
36.24
Industrial Accident Leave shall continue during all absences due
to a single injury, but not to exceed one year of accumulated
absence.
Industrial Accident Leave benefits provided by this ARTICLE
shall apply to each injury or disease as defined in Paragraph
36.0.
The effective date of a permanent disability rating as awarded
by the Worker's Compensation Appeals Board ends eligibility for
industrial accident leave for that particular injury or disease.
A written statement from the treating physician that the
employee's condition is permanent and stationary or separation
from ANAHEIM service ends eligibility for Industrial Accident
Leave for that particular injury or disease.
36.25
Industrial Accident Leave for absence due to injury or disease
as defined in this ARTICLE shall be granted to employees only
upon presentation of a physician's certificate of treatment.
36.3 No employee shall have accrued sick leave deducted while on Industrial
Accident Leave.
Vacation and sick leave shall continue to accrue for any
employee on Industrial Accident Leave in accordance with the provisions of
Article 40 and Article 41.
ARTICLE 37
JURY DUTY AND COURT APPEARANCES
37.0 In the event any full-time employee is duly summoned to any court for
the purpose of performing jury duty, he shall receive his regular compensation
for any regularly scheduled working hours spent in actual performance of such
service.
37.1 Whenever an employee is duly summoned to appear as a witness, except
where the employee is a litigant or a defendant in a criminal case or any
action brought about as a result of his own misconduct, he shall receive his
regular compensation for any regularly scheduled working hours spent in actual
performance of such service.
37.11
Employees receiving witness fees shall remit such fees to the
Collection Officer in order to be considered at work for payroll
purposes during time spent as such witnesses.
,~_"""""",''''_''''''~'''h._._ ,,,_;~_-,,,__.,,,,,,
ARTICLE 38
LEAVE WITHOUT PAY
38.0 Any employee who is absent from work and who is not on leave with pay
shall be considered to be on leave without pay.
38.01
38.02
38.03
An employee on leave without pay shall receive no compensation
and shall accumulate no vacation or sick leave while on such
leave.
An employee who has need to be absent from work and who is not
eligible for leave with pay may request to be placed on leave
without pay. Leave without pay for a period not to exceed forty
(40) working hours may be granted by the employee's division
head. Leave without pay in excess of forty (40) hours up to a
maximum of twelve (12) months shall require the approval of the
employee's department head. Any employee who is absent from
work in excess of twelve (12) months on leave without pay shall
be separated from City Service.
In the event that leave without pay is granted an employee for
reasons of illness or physical incapacity due to illness or
injury, ANAHEIM shall continue to pay for any hospitalization
and major medical insurance previously paid for by ANAHEIM for a
maximum of twelve (12) complete months.
40.03
An employee requesting sick leave for an absence from work as a
result of any injury or disease which comes under the State of
California Worker's Compensation Insurance and Safety Act after
eligibility for Industrial Accident Leave has ended shall
receive maximum compensation from ANAHEIM in an amount equal to
the difference between temporary disability payments mandated by
the State of California Worker's Compensation Insurance and
Safety Act and his regular basic rate of pay.
40.1 Each employee shall have one (1) hour deducted from his accrued sick
leave time for each hour of sick leave taken. 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. l~e minimum amount of Sick Leave that may be taken at any given
time shall be one hour.
40.2 Sick leave that is accrued, but not taken, shall be accumulated.
40.21
Regular, full-time employees with an average regular work week
of forty (40) hours shall be paid at their regular hourly rate
of pay for all hours accumulated beyond one hundred seventy-five
(175) in each calendar year. Payment shall be made in January
of each year, or upon the employee's termination of employment
for any reason. A maximum of one hundred seventy-five (175)
hours shall carryover from year to year.
......_~-_..._,."' -......
40.3 An employee who has completed six (6) months as a regular full-time
employee and is continuously and totally disabled for more than one (1)
calendar month, shall receive a disability benefit of net sixty percent (60%)
of his/her base rate of pay, after withholding taxes, and less deductible
benefits. Such disability benefit shall continue during total disability up
to a maximum of six months from date of disability. Upon completion of thirty
(30) and ninety (90) days of absence while receiving short term disability
benefits, an employee will normally be required to submit a report from the
treating physician explaining the nature and extent of the disabling illness
or injuries and the prognosis and date of expected return to work. Failure to
comply may result in termination of this benefit.
40.31
Deductible benefits include salary or other compensation paid by
any employer; Worker's Compensation Act or similar law including
benefits for partial or total disability, whether permanent or
temporary if benefits being received
disabling condition; a pension plan
contributed.
are for the
toward which
current
ANAHEIM
40.32
Total disability means an employee's complete inability to
engage in his/her regular occupation.
40.33
Benefi ts are not payable unless the employee is regularly seen
and treated by a licensed physician or medical practitioner who
certifies to the continuing disability.
~,~_.~..,..,,,.,,..<,,--,",......--,-,..,,^.
40.4 In the event that any paid holiday occurs during a period when any
employee is on paid sick leave, the holiday shall not be charged against the
employee's accrued sick leave. The only sick leave hours that shall be
charged against any employee's accrued sick leave shall be those hours that
the employee is regularly scheduled to work.
40.5 An employee eligible for paid sick leave shall be granted such leave for
the following reasons:
40.51 Illness of the employee or physical incapacity of the employee
due to illness or injury.
40.52 Enforced quarantine of the employee in accordance with community
health regulations.
40.53 Medical and dental appointments during work hours. Use of sick
leave for scheduled medical and dental appointments shall
require prior approval of the employee's supervisor and will be
granted in accordance with the best interest of ANAHEIM and the
employee's department or division.
40.54
Temporary disabilities caused by pregnancy and childbirth.
40.55
Up to thirty-two (32) hours of sick leave per calendar year
shall be granted for illness of the employee's immediate family.
,. .."-._.....=.._.~._"..~.-<~,_..~..-."_-..~..._-_..~-
40.6 An employee who cannot perform his assigned duties due to illness or
physical incapacity shall inform his immediate supervisor of the fact and the
reason therefore as soon as possible. Failure to do so within a reasonable
time may be cause of denial of sick leave with pay.
40.7 In the event that an employee is absent on sick leave, in excess of
twenty-four (24) consecutive working hours the employee's department head or
division head may require that the employee submit to him a written statement
by a physician licensed by the
State of California
certifying that the
the duties of his
comply with such a
employee's condition prevented
position.
Failure on the part
him from performing
of the employee to
requirement may be considered for disciplinary action.
40.8 In the event that an employee becomes ill during working hours and is
placed on paid sick leave prior to the close of the work day, such paid sick
leave shall be calculated to the nearest hour.
40.9 Effective December 19, 1980 accrued Sick Leave hours shall be entered in
a new Sick Leave plan and regular full-time employees with an average regular
work week of forty (40) hours who were employed as of that date shall have up
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 hourly rate of pay and paid with interest at
retirement, layoff or to his/her beneficiary, as designated by Public
Employee's Retirement System records if the employee dies while employed.
40.91
40.92
Employees who retire in calendar year 1984 or thereafter shall
receive service credit for all hours up to one hundred
seventy-five.
An employee who has more than five (5) years of continuous City
service and is age 50 or older may elect once each calendar year
to receive all or a portion of his/her Employee Sick Leave Trust
Fund amount. When requested, such payments may be diverted to
the employee's Deferred Compensation account, within limits
established by law or paid in cash by separate check subject to
standardized withholding taxes. When partial payment is
requested, the amount shall not be less than 25% of the balance,
and a maximum of four (4) such partial payments shall be allowed
with the fourth payment paying the enUre remaining balance in
the account.
40.10 If two or more periods of total disability occur during a specific
six-month elimination period for the insured LTD plan, all such periods shall
be considered as one period of continuous total disability under the following
conditions:
40.11
40.12
All periods of total disability must be due to the same cause or
causes; and
All recurring periods of total disability that qualify as one
period of continuous total disability for the insured LTD plan,
shall qualify as one period of continuous total disability for
the ANAHEIM Disability Plan and shall not require a new
one-month waiting period before ANAHEIM Disability Benefits will
be paid; and
-""-"~.""~~-,.~~-_.~,.._------",,,,,..._.....,
40.13
Commencement of the benefit period for the insured LTD plan
shall automatically terminate benefits from the ANAHEIM
Disability Plan.
ARTICLE 41
VACATION
41.0 Regular, full-time employees with an average work week of forty (40)
hours shall receive annual vacation with pay in accordance with the following
provisions which include vacation earned at the rate of one (1) hour for each
complete biweekly pay period, in lieu of the designated flexible holidays out-
lined in PARAGRAPH 35.0.
41.01
41. 02
41. 03
For the first four years of continuous, full-time service such
employees shall accrue paid vacation at the rate of four (4)
hours for each complete biweekly pay period plus two (2) hours
of paid vacation at the close of the final complete biweekly pay
period of each fiscal year (106 hours or 13.25 working days per
year) .
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).
Upon completion of eight years of continuous, full-time service,
such employees shall accrue paid vacation at the rate of six (6)
hours for each complete biweekly pay period (156 hours or 19.5
working days per year).
._-'-'--"~~----"'-"""";'---''"'"-'--'~''=-'''---_._-,._........>-
41.04
Upon completion of fourteen years of continuous, full-time
service such employees shall accrue paid vacation at the rate of
seven (7) hours for each complete biweekly pay period (182 hours
or 22.75 working days per year).
41.05
Upon completion of nineteen years of continuous, full-time
service, such employees shall accrue paid vacation at the rate
of eight (8) hours for each complete biweekly pay period (208
hours or 26 working days per year).
41.1 Paid vacations shall continue to accrue in accordance with the above
provisions during any period of leave with pay. All vacations shall be
scheduled and taken in accordance with the best interests of ANAHEIM and the
department or division in which the employee is employed. The maximum amount
of vacation that may be taken at any given time shall be that amount that has
accrued to the employee concerned. The minimum amount of vacation that may be
taken at any given time shall be one (1) hour.
41.2 An employee shall be eligible to take any accrued vaca- tion upon
completion of thirteen (13) complete biweekly pay periods of service. Each
employee shall have one (1) hour deducted from his accrued vacation time for
each hour of vacation taken. Vacation which is accrued, but not taken, shall
be accumulated.
41.3 Maximum vacation accumulations for employees with an average regular
work week of forty (40) hours shall be as follows:
41.31
41.32
41.33
41.34
41.35
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.
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.
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.
For employees accruing vacation at the rate of one hundred
eighty-two (182) hours for every twenty-six (26) complete
biweekly pay periods, the maximum amount of vacation that may be
accumulated shall be three hundred forty (340) hours.
For employees accruing vacation at the rate of two hundred eight
(208) hours for every twenty-six (26) complete biweekly pay
periods, the maximum amount of vacation that may be accumulated
shall be three hundred ninety (390) hours.
..--~,>.",..""-",,,.,,._,.,....,;.,,-,~---;<
41.4 Upon termination, an employee shall be compensated in cash at his
current rate of pay for any vacation accrued but not taken, provided that he
has successfully completed his probationary period.
41.5 In the event that any recognized holiday occurs during any employee's
vacation,
vacation.
the holiday shall not be charged against
TIle only vacation hours that shall be
the employee's accrued
employee's
accrued vacation shall be those hours
charged
that the
against any
employee is
regularly scheduled to work.
41.6 Employees who terminate employment with ANAHEIM due to disability, and
if subsequently rehired, shall be credited with prior service for the purpose
of vacation accrual.
41.7 Employees who have completed four years of continuous full-time service
and who terminate employment with ANAHEIM and are subsequently rehired, shall
be credited with prior service for the purpose of vacation accrual upon
completion of five years of additional continuous full-time service.
ARTICLE 42
OVERTIME
42.0 ANAHEIM and UNION recognize the obligation to maintain essential water
and electric public utility services to the residents, homes and businesses of
Anaheim.
Both parties agree that situations hazardous to the public,
interruptions of service, and other emergencies occur outside scheduled
working hours and that people employed in this public service are expected to
work many hours outside of scheduled work periods, and such work may be
required when needed. Employees who are unable to reach the Utilities Service
Center within a reasonable time may be removed by ANAHEIM from the list of
those persons to whom overtime is normally assigned.
---"~~;---"""."'~"-"'",.',.',-,-,"'''''''--"""
42.1 A full-time Public Utilities Department employee who performs authorized
work in excess of his normal work period, regular work week, work day or shift
shall be compensated for such work at the rate of two times his regular hourly
rate of pay, except as provided in Article 42.6.
42.2 A full-time maintenance department employee who performs authorized work
in excess of his normal work period, regular work week, work day or shift
shall be compensated for such work at the rate of one and one-half times his
regular hourly rate of pay.
42.3 Overtime shall be calculated to the nearest one-quarter hour of overtime
worked, except any overtime of less than one-half (1/2) hour duration shall be
calculated to the nearest one-half (1/2) hour.
42.4 All overtime must be authorized by the appropriate division head.
42.5 Notwithstanding the above overtime provisions, there shall be no
compensation for the time spent in attending meetings of any kind which are
for the purpose of education or training.
42.6 When employees perform overtime work as Registered Disaster Service
Workers at the time of a declared disaster under the City of Anaheim Disaster
Plan, they shall be paid at the rate of one and one-half times their regular
rate of pay for each hour worked.
42.7 All employees who earn overtime may elect to take as compensatory time
under the following provisions:
42.71
42 . 72
42.73
42.74
42.75
42.76
Compensatory time is earned at one and one half (1.5) times
for each hour worked.
Must be designated as compensatory time when earned.
Once this time is designated as compensatory, it cannot be
converted to another type of overtime.
There is a maximum of thirty-two (32) hours allowed on the
books.
There is a maximum utilization of thirty-two (32) hours per
payroll year.
Compensatory time off shall be granted in accordance with
Article 41, Vacations.
42.8 Overtime work (except an extention of the regular work period) assigned
with less than eight working hours notice shall be considered call-out.
ARTICLE 43
BI-LINGUAL PAY
43.0 Employees required to speak, read and/or write in Spanish or other
languages as well as English as part of the regular duties of their position
will be compensated at the rate of forty dollars ($40.00) per pay period in
addition to their regular pay.
43.01
43.02
43.03
The appropriate department head shall designate which positions
shall be assigned bilingual duties and which languages shall be
eligible for bilingual pay.
The Human Resources Director shall conduct a test of competency
for employees whose positions have been assigned bilingual
duties to certify these employees eligible for bilingual pay,
except that operating departments with authorized bilingual
certifiers may conduct their own test of bilingual competency
and notify the Human Resources Director of the outcome of the
test.
Bilingual pay eligibility shall continue in accordance with the
above provisions during any period of leave with pay.
ARTICLE 44
CALL-OUT
44.0 Callout compensation shall be in accordance with the following
provisions:
44.1 All emergency call-out time shall be calculated to the nearest
one-quarter (1/4) hour of time worked.
44.2 When a Maintenance Department employee is called out for emergency work,
he shall be paid at the rate of one and one-half times his regular rate of pay
for such emergency work.
44.21
44.22
44.23
For Maintenance Department employees, a minimum of two (2) hours
(including travel time) of pay at the rate of one and one-half
times the employee's regular rate of pay shall be guaranteed for
each emergency callout.
For Maintenance Department employees, forty-five minutes time
shall be added to the time worked to compensate the employee for
travel time incurred for each emergency callout.
For Maintenance Department employees a minimum of two (2) hours
pay at the rate of one and one-half times the employee's regular
rate of pay shall be guaranteed for prearranged overtime, except
when such overtime occurs immediately before or after a regular
work period.
44.3 Public Utilities Department employees shall be guaranteed a minimum of
two (2) hours of pay at the overtime rate for each callout.
44.31
Callout time for these employees shall be calculated from the
time of arrival.
"-..........,.""'~.,-_.^"""----_-...__."._-~"
ARTICLE 45
DISTRIBUTION
45.0 In order that overtime can be equitably distributed among employees in a
given classification, ANAHEIM and UNION agree that overtime will be assigned
pursuant to Public Utilities Department policies except that employees who are
unable to reach the Utilities Service Center within a reasonable time may be
removed by ANAHEIM from the list of those persons to whom overtime is normally
assigned.
45.01
45.02
45.03
45.04
45.05
45.06
Callout lists shall be prepared by each pay period and posted
each pay day.
All overtime worked or declined shall be charged.
Each list will be gone through one time before moving to next
list.
Electric Utilities Crews shall have one list for callout
purposes by classification. Callout lists will consist of Line
Mechanic and Cable Splicer; Overhead and Underground Line Crew
Supervisor; and Overhead and Underground Service Crew Supervisor.
For Line Crew Supervisor the order of calling shall be Line Crew
Supervisor; Service Crew Supervisor; then Line Mechanic and
Cable Splicer.
For Service Crew Supervisor the order of callout shall be
Service Crew Supervisor; Line Mechanic and Cable Splicer.
45.07
Common callout lists will be created for Maintenance Pipefitter
Working Supervisor and Water Service Supervisor.
ARTICLE 46
METER READER RULES
46.0 An employee working in the classification of Meter Reader who has
completed 8.0 units of meter book value shall be compensated at the rate of
two times his/her regular hourly rate of pay for each completed unit of meter
book value or portion thereof that is assigned on the same day. 1. 0 unit =
1. 0 hour
46. 01
An employee working in the classification of Meter Reader who is
assigned to work his/her regularly scheduled day off shall be
compensated at the rate of two times his/her regular hourly rate
of pay for each completed unit of meter book value or portion
thereof.
ARTICLE 47
PREARRANGED OVERTIME
47.0 Prearranged overtime work for Public Utilities Department employees will
not be scheduled for less than four (4) hours, except when such overtime work
occurs immediately prior to or following a regular work period.
47.1 Employees required to work such prearranged overtime immediately prior
to or following their regular work period shall not require assignment from
the overtime list; however, the employees' hours worked shall be added to the
overtime list.
47.11
Employees who are notified of cancellation of planned overtime
after the close of their regularly scheduled work shift
immediately preceding the planned overtime, shall receive
one-half (1/2) hour pay at the appropriate overtime rate.
ARTICLE 48
SHIFT DIFFERENTIAL
48.0 All eight-hour periods, regularly scheduled to begin at 3:00 p.m., or
thereafter, but before 3:00 a.m. shall be designated as night shift.
48.01
48.02
48.03
48.04
A premium of 5.0% of the employee's regular hourly rate of pay
shall be paid for work performed in the night shift.
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.
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.
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.
48.1 Shift premium shall be payable only for hours actually worked and shall
not be paid for non-work time, such as vacations, holidays, sick leave, etc.
ARTICLE 49
SHORT SHIFT CHANGE
49.0 For Maintenance Department employees short shift changes as defined
herein shall be compensated at the rate of one and one-half the employee's
regular rate of pay.
49.1 For Public Utilities Department employees short shift changes as defined
herein shall be compensated at the rate of two times the employee's regular
rate of pay.
49.2 For Public Utili ties Department employees the first work day on a new
schedule after transfer from one schedule of working days to another without
notification of such transfer at least eight (8) work hours in advance of the
starting time of the new schedule.
49.3 For Maintenance Department employees, the first work day on a new
schedule after transfer from one schedule of working days to another without
notification of such transfer at least eight (8) work hours in advance of the
starting time of the new schedule.
49.4 The first shift after transfer from one eight (8) hour working shift to
another without notification of such transfer at least eight (8) work hours in
advance of the starting time of the new shift.
49.5 Whenever required to transfer from one schedule of working days to
another with but eight (8) hours off between shifts more than once in a work
week.
49.6 No overtime compensation shall be paid for any hours worked on a second
shift in any twenty-four (24) hour period, which hours are worked as a result
of the regular shift rotation or which hours are worked as a result of shift
changes or changes in days off mutually agreed upon by employees for their
convenience. Any changes in days off must be in the same work week.
ARTICLE 50
SIXTEEN HOUR RULE
50.0 ANAHEIM and UNION agree that no employee will be denied a res t period
after working sixteen consecutive hours if the employee requests a rest period
because of his physical condition.
50.1 A rest period of six (6) consecutive hours or more shall be considered
to be an interruption of continuous work time.
50.2 Employees shall be paid at the regular rate of pay for all regularly
scheduled work time which falls during the rest period.
50.3 Employees required to return to work during such rest periods shall be
compensated at the overtime rate of pay for all time worked. Such overtime
pay shall be in lieu of, and not in addition to, pay received under the
provisions of Paragraph 50.2.
50.4 Meal time will not be considered as an interruption of consecutive work
time and will not be considered as part of consecutive work time, except when
such meal time is paid meal time. The meal period which occurs during the
regular work hours of employees in these job classes will be included in the
computation of the eight (8) and/or six hour (6) rest period.
50.5 The employee responsible for the crew shall determine when rest periods
shall take place and is responsible for notifying crew members.
50.6 Rest periods of less than eight (8) and/or six (6) consecutive hours
shall be counted as work hours.
50.7 The sixteen hours begins upon arrival at work.
ARTICLE 51
TRAVEL AND MILEAGE EXPENSE
51.0 Travel expense allowance for employees while on City business shall be
provided in accordance with regulations established by the City Manager and/or
the City Council.
51.1 ANAHEIM'S Mileage Reimbursement rate will be the standard mileage rate
established by the Internal Revenue Service. Any increase or decrease shall
be effective the first day of the second month after the date of publication
by the Internal Revenue Service.
ARTICLE 52
MEALS
52.0 Public Utilities Department employees shall be eligible for meal
compensation under the following conditions:
52.01
52.02
52.03
52.04
52.05
52.06
52.07
Compensation for two meals if the employee is called out on
overtime work one (1) hour before a scheduled work day. If
compensation for a meal has been earned under another section
for this article within two (2) hours of the scheduled work day,
compensation for only one meal shall be provided under this
section.
Compensation for one meal if the employee is called back for
overtime work within one and one-half (1 1/2) hours after normal
quitting time and works beyond two and one-half (2 1/2) hours
after normal quitting time.
Compensation for one meal if the employee works two (2) hours
overtime beyond normal quitting time.
Compensation for one meal if the employee is scheduled to work
overtime two (2) hours before a regular day.
Compensation for one meal for every four (4) hours of work
performed during a call-out.
Effective January 27, 1984, meal compensation shall be $10.00
per meal. Effective July 11, 1986, meal compensation shall be
$11.00 per meal. Effective January 8, 1988, meal compensation
shall be $11.50 per meal.
An employee may at his request, be compensated for meals at the
rate of one-half (1/2) hour of overtime pay per meal in lieu of
paid meal compensation.
52.08
52.09
Meal time shall be compensated at the overtime rate and shall
normally be limited to one-half (1/2) hour with a maximum limit
of forty-five (45) minutes paid meal time.
Employees scheduled to work a planned overtime job shall provide
their first meal. A meal time for the first meal on a planned
overtime shall not be compensated and will normally occur after
four (4) hours work. Eligibility for the first city paid meal
shall be after an additional six (6) hours worked, and
thereafter, eligibility for meals shall be at intervals of four
(4) hours worked.
52.010 Eligibility for meal time shall be based on eligibility for meal
compensation, except that when a Public Utilities Department
crew is called out to perform emergency overtime work, ANAHEIM
and UNION agree that work periods for determining eligibility
for meal time will begin upon the arrival of the crew supervisor.
52.011 Payment for meals shall be by check paid each Friday by the end
of the work day for all meals earned through the preceding
Tuesday 8:00 a.m. Effective June 10, 1988, payment for meals
shall be made by check paid each payday for all meals earned
during the pay period. Beginning on or about December 10, 1987,
the City and Union will meet and discuss implementation of this
provision.
~'>'~--""~'''''''''-'''';''-''''''''~--',-,,,,--,->--,,,,,,
52.1 The City shall provide an employee in the Maintenance Department
adequate meals under the following conditions.
52.11 An employee shall be provided with two adequate meals if he is
called out on emergency overtime work one (1) hour before a
scheduled work day. If a meal has been earned under another
section of this rule within two (2) hours of the scheduled work
day, only one meal shall be provided under this section.
52.12 An employee will be provided one meal if he is called back to
emergency overtime work within one and one-half (1-1/2) hours
after normal quitting time and works beyond two and one-half
(2-1/2) hours after normal quitting time.
52.13 An employee shall be provided an adequate meal if he works two
(2) hours overtime beyond the normal quitting time.
52.14 An employee shall receive one meal if he is scheduled to work
overtime two (2) hours before a regular day.
52.15 An employee shall be provided an adequate meal at four (4) hour
intervals during the performance of emergency overtime work.
52.16 Meal time shall be compensated at the appropriate overtime rate
and shall normally be limited to one-half (1/2) hour.
-".-=.&*.".""-~~---........,,,,""~.,.
52.17 An employee may at his request, be compensated for meals at the
rate of one-half (1/2) hour of overtime pay per meal in lieu of
paid meal time and meal compensation.
52.18 Employees scheduled to work a planned overtime job shall provide
their first meal. A meal time for the first meal on a planned
overtime shall not be compensated and will normally occur after
four (4) hours work. Eligibility for the first city paid meal
shall be after an additional six (6) hours worked, and
thereafter, eligibility for meals shall be at intervals of four
(4) hours worked.
52.2 ANAHEIM and UNION agree that the one-half hour lunch period for day
shift field crew employees will begin between 11:30 a.m. and 1:00 p.m. If the
one-half hour lunch period does not begin during that time, no lunch period
will be observed during that work day, and employees will be paid one-half
hour at the overtime rate, and will be permitted to eat while working.
ARTICLE 53
AREA DISTRIBUTION OPERATOR
53.0 Normally, Area Distribution Operators will be assigned to operate pole
switches during emergencies and during substation operations.
ARTICLE 54
CREW MAKEUP
54.0 ANAHEIM and the UNION agree that the number of employees on a crew shall
be determined by ANAHEIM.
54.1 Line Crew Supervisors appointed after October 10, 1980, may be required
to perform any work that is safe, but will not be required to climb utility
poles. Line Crew Supervisors appointed prior to October 10, 1980 shall not be
assigned to a three person crew.
54.2 ANAHEIM will have underground and overhead crews to perform electric
utility work.
54.3 Sufficient personnel will be assigned to the crews to satisfy the needs
of the electric utility safely.
54.4 All electric utility personnel shall receive adequate training and work
experience so that all employees are qualified to perform underground and
overhead work.
54.5 A Line Mechanic permanently assigned to an underground crew shall be
reclassified "Cable Splicer" and paid at the same rate of pay as a Line
Mechanic. Assignments to an underground crew will normally be considered as
permanent.
54.6 Reassignment of Cable Splicer to other work will normally be in order of
increasing seniority, except for training and familiarization purposes.
ARTICLE 55
SERVICE CREWS
55.0 Service Crews shall be supervised by a Service Crew Supervisor.
55.1 Normal makeup of overhead crews shall be the supervisor and one journey
level employee. As the work requires, an electrical helper may be assigned to
the crew.
, .-=~-.,---"_.,..
55.2 Minimum makeup of an underground crew shall be the supervisor and an
Electrical Helper. As the work requires, an Apprentice Line Mechanic (or
higher class) may be assigned to the crew.
55.3 When four (4) or more employees are assigned to a service crew the
supervisor will be considered a Line Crew Supervisor.
ARTICLE 56
LINE CREWS
56.0 Line crews shall be supervised by a Line Crew Supervisor.
Minimum
makeup of an overhead line crew shall be the supervisor and two journey level
Line Mechanics.
As work requires, additional employees may be assigned to
overhead line crews.
56.1 Normal makeup of an underground crew shall be the supervisor, two
journey level employees and one Electrical Helper.
56.2 As work requires, additional personnel may be assigned to either crew.
56.3 Assignment of a Line Mechanic permanently to an underground crew shall
be in order of decreasing seniority.
56.4 From time-to-time, additional personnel may be assigned to underground
crews or underground crew personnel may be assigned to other work.
56.5 Nothing herein shall prohibit substation crews
from installing,
terminating, splicing or maintaining synthetic insulated cable in substations.
ARTICLE 57
LAMP REPLACEMENT
57.0 Lamp replacement at all fire stations with the exception of the
headquarters station, may be performed by personnel other than those in the
1. B . E. W. uni t.
ARTICLE 58
REPLACEMENT OF TOOLS
58.0 ANAHEIM shall pay seventy-five (75%) percent of the City's cost of
replacing the listed personal tools used in the normal course of duties of
Electric Utility Field employees:
58.1 Line Mechanic
58.11
58.12
58.13
58.14
58.15
58.16
58.17
58.18
58.19
Body belt, including pliers, holster and bolt bag
Climbers
Straps and pads
Klein pliers
Skinning knife
Speed wrench (1/2 - 9/16) and (5/8 - 3/4)
Wirestrippers
Side cutters
Phillip screwdrivers
,......,~".,._-_.,~""--~_._...."...._..
58.2 Substation Electrician
58.21
58.22
58.23
58.24
58.25
58.26
58.27
58.28
58.29
Body belt and safety
Klein pliers
Skinning knife
Channel lock pliers
Medium and larger common screw driver
Medium and larger Phillips screw driver
Leather tool pouch with belt
Wirestrippers
Side cutters
58.3 Substation Test Technician
58.301 Spintight, nut drivers
58.302 Screw drivers
58.303 Pliers, needle nose
58.304 Pliers, linemen
58.305 Wrench, 5/32" to 7/16"
58.306 Puller, fuse
58.307 Pliers, side cutters
58.308 Wire stripper
58.309 Hammer, 502
58.310 Punch, center
58.311 Skinning knife
58.312 Hex key set
58.313 Pliers, slip joint
58.314 Phillips screwdrivers
~"-'-'--~'.'-""--"--'--"-""""'--'"
58.4 Electric Meter Technician
58.41 Tool pouch (AEA)
58.42 Belt (for above)
58.43 Screw driver
58.431 Phillips
58.432 Flat (large)
58.433 Flat (small)
58.434 Holding Screw Driver
58.44 Diagonal wire cutters
58.45 Long nose pliers
58.46 Slip joint pliers ("Channel-lock")
58.47 Electricians knife
58.48 Side cutters
58.49 Wires trippers
ARTICLE 59
SENIOR TROUBLE SHOOTER
59.0 The Senior Utilities Troubleshooter shall be on the Utilities
Troubleshooter overtime list and shall perform all Utilities Troubleshooter
duties as required.
59.1 The probable normal working hours for Senior Utilities Troubleshooter
shall be from 11:00 a.m. to 7:00 p.m. except from time-to-time this schedule
may be moved forward or back up to two hours as required by the City.
59.2 In the event the Troubleshooter function is reduced from six to five
positions, all five employees will be on a rotating shift and consist of four
Troubleshooters and one Senior Troubleshooter.
ARTICLE 60
STANDBY DUTY
60.0 A Line Mechanic will be assigned to standby duty.
60.01
The standby Line Mechanics may perform all duties within their
classification.
60.02
Standby Line Mechanics will not be assigned to pre-arranged
overtime.
60.1 A journey level or higher Water employee will be assigned to standby
duty.
60.2 An employee assigned to standby duty for purposes of being on call to
handle emergency situations arising at times other than during normal working
hours shall be guaranteed two (2) hours of pay at his regular hourly rate of
pay for each calendar day of such standby duty.
60.3 Employees assigned to standby will be compensated for actual travel time
a t the overtime rate when driving Ci ty vehicles to and from home up to a
maximum of forty-five (45) minutes each way.
ARTICLE 61
WATER METER REPAIRER DUTIES
61. 0 Employees in the classifications of Water Meter Repairer I and Water
Meter Repairer II will be assigned to install, pull and replace water meters
as part of their regularly assigned duties.
ARTICLE 62
WATER INCENTIVE PAY PROGRAM
62.0 All current Equipment Operators in the water utility who agree to
attempt the program outlined below will be reclassified to Maintenance
Pipefitter.
62.1 All current Equipment Operators in the water utility who decline to
participate in the program outlined below, will remain classified as Equipment
Operators in the Water Utility.
62.3 All current Maintenance Pipefitters in the water utility who decline to
participate in the program outlined below, will remain classified as
Maintenance Pipefitters.
62.4 All incentive pay program participants (Equipment Operators/Maintenance
Pipefitters) will receive an additional three percent (3%) pay upon completion
of the following program requirements; (a) certification as a fully qualified
Maintenance Pipefitter; (b) certification as a fully qualified Equipment
Operator, and (c) possession of a Water Distribution Operator, Grade I
Certificate from the California Section, American Water Works Association.
62.5 Any Equipment Operator who participates in the program for three years
and does not obtain certification as a fully qualified Maintenance Pipefitter
will be reclassified to Equipment Operator at the conclusion of the three
years in the Water Utility.
62.6 Future Apprentice Maintenance Pipefitters must be certified as a fully
qualified Maintenance Pipefitter, be certified as a fully qualified Equipment
Operator, and obtain a Water Distribution Operator, Grade I Certificate from
the California Section, American Water Works Association during the appren-
ticeship and will receive the incentive pay upon appointment to journey level
Maintenance Pipefitter.
62.7 The new job class of Water Service Working Supervisor will be created.
The incumbent Water Service Maintenance Pipefitters will be reclassified to
Water Service Working Supervisors with the understanding that they will gain
requisite certification as a fully qualified Equipment Operator within two
years.
. ~'.~_"__'~___"~"'"__"M'___'_"'~'__"",,~~_____
62.8 Future appointments to Water Service Working Supervisor and Maintenance
Pipefitter Working Supervisor will require achievement of all three
qualifications in the incentive program.
62.9 Water Service Working Supervisors will be paid the Water Service Working
Supervisor rate of pay if they have three or fewer employees on their crew and
will be upgraded and paid the Maintenance Pipefitter Working Supervisor rate
of pay if they have four of more employees on their crew.
ARTICLE 63
GRIEVANCE PROCEDURE
63.0 Any alleged violation of the terms and conditions of this agreement or
any alleged improper treatment of an employee, or any alleged violation of
commonly accepted safety practices and procedures shall be considered to be a
matter subject to review through the grievance procedure and settled in
accordance with the provisions of this article.
63.1 Any violation of this Memorandum as alleged by ANAHEIM shall be resolved
between authorized representatives of ANAHEIM and the UNION. In the event
that the parties cannot resolve the dispute, the dispute shall, upon the
request of either party, be referred to the arbitrator for a final and binding
decision.
63.2 All expenses of any arbitration shall be borne equally by ANAHEIM and
the UNION.
..._."'.,__."A<_,._,."'..".___._.._.___.,,'__....,,'~_......_............_,_~,
63.3 ANAHEIM and the UNION agree that awards of back pay as a result of a
successful appeal from a disciplinary action shall not consider earnings from
outside employment when such employment was obtained prior to the disciplinary
action, in accordance with ARTICLE 26 and to the extent that the earnings from
such employment remained constant during the employee's absence from work.
63.4 Employee grievances shall be handled in the following manner:
63.41
First Step. An attempt shall be made to adjust all grievances
on an informal basis between the employee and/or his designated
representative and a supervisor in the employee's chain of
command, up to and including his division head, within five (5)
working days after the occurrence of the incident involved in
the grievance.
The division head shall deliver his answer
within five (5) working days after submission of the grievance
to him.
63.42
Second Step. If the grievance is not satisfactorily adjusted in
the First Step, it shall be submitted in writing to the
employee's department head or his designated representative
within five (5) working days after the division head's or his
designated representative's answer is received by the employee
and/ or his designated representative.
The department head or
his designated representative shall meet with the employee
and/or his designated representative within ten (10) working
days after submission of the grievance to him. The department
head or his designated representative shall review the grievance
and may affirm, reverse, or modify as he deems appropriate, the
disposition made at the First Step and shall deliver his answer
to the employee and/or his designated representative within five
(5) working days after said meeting.
+~-_. .~~-"-,""'"."~-_...._._-~. -"'--~ ~- -_._'""';...__....._."."""""'--'"..-.~-."._,_._~"...__._~..._"...~-
63.43
Third Step.
the Second
If the grievance is not satisfactorily adjusted in
Step, it shall be submitted to an impartial
arbitrator for a final and binding decision. Such submission
must occur within thirty (30) days after the department head's
answer is received.
63.5 In order to request arbitration, either party shall serve written notice
to the other party specifying the grievance to be submitted.
The parties
shall thereafter attempt to resolve the issue and select the arbitrator. If
such written notification and selection of the arbitrator is not completed
wi thin thirty (30) days after the department head's answer is received by the
employee and/or his designated representative, then either party may take
action to compel arbitration. Failure to take action to compel arbitration
within thirty (30) days will conclusively be deemed abandonment of the right
to compel arbitration.
63.6 The arbitrator's decision shall be final and binding on both parties, it
being agreed that the arbitrator shall have no powers to add to or subtract
from nor to modify any of the terms of any memorandum of understanding between
the parties and that the arbitrator's award shall be consistent with and
controlled by this agreement, Ordinances and Charter of the City of Anaheim,
and the laws and Constitution of the State of California.
63.7 The arbitrator will be requested by the parties to render his decision
in writing as quickly as possible but in no event later than thirty (30) days
after the conclusion of the hearings, unless the parties agree otherwise.
63.8 Any grievance not presented and/or carried forward by the employee
and/or his designated representative within the time limits specified in the
preceding Paragraphs shall be deemed null and void, provided, however, the
employee and/or his designated representative and the ANAHEIM representative
may agree to continue said time limits.
63.9 Any adoption, deletion, or revision of ANAHEIM policy as may be
suggested or recommended by any employee or employee organization shall not be
considered to be a matter subject to review through the grievance procedure.
63.10 An employee who has been suspended, demoted, or dismissed may be
reinstated to his position as a result of a successful appeal through the
grievance procedure. In the event of such reinstatement, the employee shall
be returned to his former status of employment, including reinstatement of
seniority and accrued fringe benefits. In such cases, the City Manager may
order the payment of back pay to a reinstated employee in any amount up to
payment for the full period of time involved. In implementing an arbitrator's
award, the City Manager shall order the payment of back pay to a reinstated
employee in the amount provided in the arbitrator's award. It shall be con-
clusively presumed that there is no award of back pay to a reinstated employee
unless specifically set forth in the written order of the City Manager. Any
earnings of the reinstated employee from other employment during his period of
suspension shall be deducted from the amount of back pay ordered by the City
~'lanager .
~~~.-.._~",=~.._~.........._~.~-","--
ARTICLE 64
GRIEVANCE PROCEDURE REPRESENTATION
64.0 Employees shall have the right to be represented in grievance matters in
the following manner:
64.01
Employees shall have the right to represent themselves
individually in grievance matters.
64.02
Employees may designate a representative to represent them in
grievance matters.
64.03
No supervisor shall be represented in grievance matters by an
employee whom he may supervise.
64.04
No employee shall be represented in grievance matters by a
supervisor for whom he may work.
ARTICLE 65
INSURANCE
65.0 Active Employees
65.01
Health Insurance
65.011
ANAHEIM agrees to
Foundation Health
sponsor the City Medical Plan, Kaiser
Plan and other prepaid and/or insured
health plans recommended by the Joint Committee on Medical
Programs and approved by the City Council.
65.012
65.013
65.014
65.015
65.016
The City Medical Plan shall be described in a booklet which
shall become a part of this memorandum by reference. Changes
recommended by the Joint Committee on medical Programs and
approved by the City Council shall also, become a part of this
memorandum by reference.
For all medical plans, married Anaheim employee couples shall
be allowed only one medical plan and only one dental plan to
cover all family members, and married Anaheim employee couples
covered by a single enrollment shall pay no health insurance
premium while both spouses are employed by Anaheim.
Proof of marriage will be required of all employees when
adding a new spouse to any current medical plan.
The Master contract is between the City and the plan
administrator shall govern in the event of any disputes over
any matter within the provisions of the contract.
The benefit schedules for the prepaid HMO health plans will
not be modified unilaterally by the City of Anaheim, except
tha t each company may, from time to time, make revisions to
master
language
contract
impose
minor
benefit
or
modifications. If an imposed benefit modification results in
a monthly fee increase, the cost-sharing provisions of this
MOU in effect on the date the fee increase is effec- tive
shall be applied to the new fees.
"""--"'------,.
65.017 The
patient/employee
responsibility
under
the
hospital
pre-authorizaton review process is limited to assuring proper
notification has been made to the offices of Cost Care, Inc.
according to the published literature/employee kit supplied by
the City to each employee.
65.02 ANAHEIM and Employee Contributions
65.020 ANAHEIM Contributions
65.0201 For all pre-paid and/or insured plans sponsored by
ANAHEIM, ANAHEIM will pay a monthly amount equal to
100% of the Kaiser monthly rate during the term of
this agreement.
For the self-funded City Medical Plan during the term
of the agreement, the City shall contribute according
to the following schedule:
65.0202
1987 120% of the monthly Kaiser Plan rate
1988 115% of the monthly Kaiser Plan rate
1989 110% of the monthly Kaiser Plan rate
65.0203
For the various Dental Plans, ANAHEIM will during the
term of the agreement pay an amount equal to 100% of
the current monthly Safeguard rate or the 1984 rate
whichever is greater.
65.021 Employee Contributions
65.0211 Employees who select an insured and/or pre-paid plan
other than Kaiser shall be required to contribute an
amount equal to 100% of the excess amount over the
Kaiser monthly rate during the term of this agreement.
65.0212
Employees who select a Dental Plan other than
Safeguard will be required to contribute an amount
equal to 100% of the excess amount over the Safeguard
monthly rate.
65.0213
For the self funded City Medical Plan and the
Safeguard Dental Plan, during the calendar year 1986,
employees will be required to contribute an amount
equal to any increase in ANAHEIM'S cost for those
plans in this year but in no event shall the employees
contribution exceed the following:
Single
Two Party
Family
$20.00
$40.00
$55.00
65.03
Life Insurance
65.031 For Life Insurance ANAHEIM agrees to provide group term life
insurance during the term life insurance during the term of
this memorandum according to the following schedule:
Annual Salary
Volume
$ 0 - $ 5000
5001 - 10000
10001 - 15000
15001 - 20000
20001 - 25000
25001 - 30000
30001 - 35000
35001 - 40000
40001 - 45000
45001 - greater
$ 5000
10000
15000
20000
25000
30000
35000
40000
45000
50000
.......... "...."._-.,.--,~,....,""...-.-,..---.....-
Dependent coverage with an insurance volume up to $1000 per
dependent may be added to the life insurance average at the
option of the employee.
65.0311
ANAHEIM agrees to provide supplemental term life
insurance equal to the amount provided in accordance
wi th Article 65.031.
One hundred percent (100%) of
the cost of the supplemental term life insurance shall
be paid by the employee.
65.032 The City shall contribute one-half (1/2) the cost of the
premium for the group term life insurance and dependent
coverage. The employee shall contribute the difference
between the City contribution and the total premium cost.
65.033 An employee who retires shall receive a paid-up life
insurance policy, paid for wholly by ANAHEIM, with a face
value of $100.00 for each complete year of service and $50.00
for more than six months, but less than a complete year of
service up to a maximum of $2,000.00.
65.034 Permanent and Total Disability Life Insurance Benefit
65.0341
Employees eligible to retire: Such employee who is
permanently and totally disabled shall receive the
following Life Insurance benefit:
65.3411
$100 paid up life insurance for each year of service
as provided under the Retired Life Insurance Program.
65.03412
65.03413
65.0342
65.03421
65.03422
65.0343
Decreasing term life insurance in the amount of the
employee's Basic Life insurance less the paid up life
insurance described above.
Such term life insurance
shall decrease by 1/60 of the original value each
month until the face value of such insurance reaches
zero (5 years).
The permanently and totally disabled employee will pay
no premium during the term of this benefit.
Employees not eligible to re- tire: Such employee shall
receive the following Life Insurance benefit:
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).
The permanently and totally disabled employee shall
pay no premium during the term of this benefit.
This language expresses the intent of the parties.
precise language will be prepared by insurance attorneys.
The
~~-"""'-"''''''"''''''""''""-"'~-,,-~;.,< -..-..,.
65.04 Long Term Disability Benefits
65.041
ANAHEIM agrees to pay the cost of long term
disability insurance premiums during the term of this
Memorandum.
65.042
ANAHEIM shall pay the premium for employee group long
term disability insurance coverage in accordance with
the provisions of any contract between the City of
Anaheim and any company or companies providing such
coverage.
65.05 Dental Plans
65.051 ANAHEIM agrees to continue sponsorship of the fee for
service dental plan.
65.052 ANAHEIM agrees to continue sponsorship of prepaid dental
plans.
66.05 Short Term Disability
65.061 ANAHEIM agrees to continue sponsorship of the employee
paid short-term disability insurance coverage for
presently enrolled employees during the term of this Mem-
orandum.
-~.."._---~..--..---
65.062 ANAHEIM agrees to provide the existing Short Term
Disability plan. ANAHEIM agrees to pay ANAHEIM'S portion
of medical, dental, life, and optical insurance during
absence due to illness or injury up to six months.
65.07 Pensions
65.071 ANAHEIM shall contribute a portion of the cost of
employee retirement benefits in accordance with the
provisions of the contract between the City of Anaheim
and the Public Employees' Retirement System.
65.072 ANAHEIM shall contribute a portion of the cost of
employee survivors' benefits in accordance with the
provisions of the above contract.
65.073 ANAHEIM agrees to pay seven percent (7%) of the PERS
employee contribution for all Public Utilities Department
employees and to pay seven percent (7%) of the PERS
employees contributions for all Maintenance Department
employees covered by this agreement.
65.08 Retired Employees Health Insurance
65.081 ANAHEIM agrees to continue sponsorship of the Retired
Employee Insurance Program during the term of this
Memorandum.
65.082 The City-sponsored retired employee health plan shall be
as outlined for active employees in PARAGRAPH 65.012.
~""'.,,""'."'. ....--...,~....._"'..~----,."._,-,..""..""---~
65.083 Retired employees may continue membership in one of
ANAHEIM's Health Maintenance Organization health benefit
plans.
65.084 Employees who retire prior to February 1, 1984 shall
contribute $15.00 per month for the single or two-party
plan or $45.00 per month for the family plan, regardless of
the plan in which they are enrolled.
65.085 Employees who retire on or after February 1, 1984 will be
required to contribute 5% of ANAHEIM'S cost of any plan
they may elect; provided however, any employee who retires
on or after February 1, 1984 and who enroll in Part A and B
of Medicare shall not be required to make the employee
monthly contribution.
65.09
Eligibility Requirements for Retired Health
65.091 In order to be eligible to remain in one of ANAHEIM'S
medical plans, employees must have attained the age of 55
with 10 years of ANAHEIM service.
65.092 Surviving spouse of retiree can continue coverage under
same terms.
65.093 Once cancelled for any reason, cannot re-enroll.
65.094 Coverage will be cancelled for non-payment of monthly fees
after 3 months in arrears.
65.095 There will be Coordination of Benefits where other
insurance coverage exists, and City retiree plan shall be
secondary if retiree takes other employment which provides
medical coverage.
65.096 Vision care benefits of the Vision Service Plan are
EXCLUDED from the benefits for the Retired Group.
65.097 Retirees may only change health plans during the annual
open enrollment period.
ARTICLE 66
PHYSICAL EXAMINATIONS
66.0 In order to be eligible for employment with ANAHEIM, candidates shall
be required to pass a physical examination, the character of which shall be in
accordance with standards established by the Human Resources Director.
66.1 In order to be eligible for promotion or transfer to a job class in a
category requiring greater physical qualification than his present job class,
any employee must pass the appropriate physical examination.
66.2 Any employee
forty-eight (48)
incapacity may be
examination.
who returns of work after an absence in excess of
consecutive working hours due to illness or physical
required by his department head to undergo a physical
66.21
Any employee who fails to pass a physical examination required
under the provisions of PARAGRAPH 66.2 may be transferred or
demoted to a position requiring lesser physical qualifica-
tions, recommended for disability retirement, or terminated.
66.3 All physical examinations required under the provisions of this ARTICLE
shall be performed by a physician in active practice licensed by California
State Law and within the scope of his practice as defined by California State
Law.
66.31
Exceptions to the provisions of PARAGRAPH 66.3 may be made only
in the case of out-of-state candidates for employment. In such
cases, the physician performing the examination may be a
physician licensed by the state in which the candidate resides.
66.4 ANAHEIM shall pay for any physical examination required under the
provisions of this ARTICLE.
ARTICLE 67
SAFETY COMMITTEE
67.0 ANAHEIM and UNION agree that one-half of the membership of the Safety
Committee shall be composed of employees in classifications within the
bargaining unit. The UNION shall recommend to ANAHEIM employees for
appointment to the Safety Committee. The selection of the classification and
the appointment of the employees shall be the responsibility of the department
head.
ARTICLE 68
JOINT COMMITTEE ON MEDICAL PROGRAMS
68.0 The parties to this agreement, in recognition of the need to provide an
adequate level of medical care coverage at a reasonable cost to ANAHEIM and
its employees hereby agree to the formation of a committee to analyze current
ANAHEIM-sponsored medical programs, review alternative approaches to providing
medical care programs, plan design, and investigate cost containment systems,
all for the purpose of achieving adequate low-cost medical care for the
employees of ANAHEIM.
68.1 Serving on the committee with Human Resources Department staff and
operating Department management staff will be two members from the
International Brotherhood of Electrical Workers.
><.-"'=...,....."^_...~'-.,..-'_._...______,.,.__"O"
68.2 This committee will meet as often as is necessary during the life of
this agreement and will report to the Human Resources Director on a periodic
basis its findings and recommendation for changes to ANAHEIM'S present medical
programs. A report shall be prepared setting forth specific recommendations
as to alternatives, plan design and cost containment provisions. The report
shall be forwarded to the City Manager for review.
68.3 Because of the complexity of the problem and the diverse interests of
the respective organizations, the parties recognize that it is incumbent upon
all members of the committee to work in a spirit of harmony and cooperation to
achieve what should be beneficial to all concerned.
ARTICLE 69
AGENCY SHOP
69.0 ANAHEIM agrees to implement an agency shop in accordance with
Section 3502.5 of the Government Code effective May 1, 1984. The eligible
funds exempt from taxation under Sec- tion 50l( c) (3) shall be The American
Cancer Society, The American Heart Association and The American Lung
Association. Any dispute which may arise out of the application or inter-
pretation of this ARTICLE shall be settled in accordance with the Grievance
Procedure.
_.>.....'n_.__.,_.,_.'^ _"-"'>;-' _>.d-....._'_~....,..._,_.._..,~
ARTICLE 70
NO STRIKE
70.0 The UNION agrees tha t under the terms of this Memorandum, the UNION
and/ or its members shall not conduct any strikes, slowdowns or other work
stoppages against ANAHEIM, or to withdraw from assignments to standby duty
during any grievance or dispute which may arise out of the application or
interpretation of the terms or conditions of this Memorandum or any matter
subject to review through the GRIEVANCE PROCEDURE.
ARTICLE 71
CONSTRUCTION
71.0 Nothing in this agreement shall be construed to deny any person or
employee the rights granted by Federal and State laws and City Charter
provisions. The rights, powers and au thori ty of the Ci ty Council in all
matters, including the right to maintain any legal action, shall not be
modified or restricted by this agreement. The provisions of this agreement
are not intended to conflict with the provisions of Chapter 10, Division 4,
Title 1 of the Government Code of the State of California (Sections 3500, et
seq.) as amended in 1982.
ARTICLE 72
SAVINGS CLAUSE
72.0 The resolution of ANAHEIM shall provide that if any provision of this
Nemorandum or the resolution is at any time, or in any way, held to be
contrary to any law by any court of proper jurisdiction, the remainder of this
Memorandum and the remainder of the resolution shall not be affected thereby,
and shall remain in full force and effect.
. """"...."""--,._'",,,..,-,--,.-_.'-
ARTIl:LE 73
DURATION
73.0 The terms of this Memorandum are to remain in full force and effect
until the 6th day of July, 1989. Upon adoption of a resolution approving this
Hemorandum and the terms hereof by the City Council of the City of Anaheim,
this Memorandum shall be in full force and effect as of the 18th day of April,
1986.
STAFF OFFICIALS
CITY OF ANAHEIM
A ~ICIPAL CORPORATION
I .
INTERNATIONAL BROTHERHOOD
OF ELECTRICAL WORKERS
AFL-CIO - LOCAL UNION #47
~.1 I~
k tf~-'1J;u_~
Dated 7 -l Lf -8'~
0822F
'.."~""".~~_.",.
APPENDIX "A"
WAGES
MAY 15, 1987 THROUGH JUNE 9, 1988
PUBLIC UTILITIES DEPT CLASSIFICATIONS SCHEDULE NUMBER HOURLY RATE MONTHLY RATE
~pprentice Electric Meter
Technician S 1679 A-E 13.81 - 16.79 2393.73 - 2910.27
~pprentice Line Mechanic S 1679 A-E 13.81 - 16.79 2393.73 - 2910.27
Apprentice Maintenance Pipefitter 1281 C-E 11. 62 - 12.81 2014.13 - 2220.40
Apprentice Water Production Tech. 1356 B-E 11.71 - 13.56 2029.73 - 2350.40
Apprentice Substation Electrician S 1679 A-E 13.81 - 16.79 2393.73 - 2910.27
Area Distribution Operator S 1679 A-E 13.81 - 16.79 2393.73 - 2910.27
Cable Splicer 1975 D-E 18.81 - 19.75 3260.40 - 3423.33
Customer Service Representative 1288 A-E 10.60 - 12.88 1837.33 - 2232.53
Electrical Helper S 1383 R-E 10.32 - 13.83 1788.80 - 2397.20
Electric Meter Supervisor U 2173 E 21.73 3766.53
Electric Meter Technician 1876 D-E 17.87 - 18.76 3097.47 - 3251. 73
Equipment Operator SU 1477 A-E 12.15 - 14.77 2106.00 - 2560.13
Line Crew Supervisor U 2271 E 22.71 3936.40
Line Mechanic 1975 D-E 18.81 - 19.75 3260.40 - 3423.33
Maintenance Pipefitter 1507 C-E 13.67 - 15.07 2369.47 - 2612.13
Maintenance Pipefitter Working
Supervisor U 1808 E 18.08 3133.87
Meter Reader S 1336 R-E 9.97 - 13.36 1728.13 - 2315.73
Water Production Tech. 1628 C-E 14.77 - 16.28 2560.13 - 2821.87
Water Production Tech. Supervisor U 1778 E 17.78 3081. 87
Senior Customer Service
Representative U 1417 A-E 11.66 - 14.17 2021. 07 - 2456.13
Senior Utilities Service Worker U 1503 A-E 12.37 - 15.03 2144.13 - 2605.20
Senior Utilities Troubleshooter U 2173 E 21. 73 3766.53
Service Crew Supervisor U 2173 E 21.73 3766.53
Substation Electrician 1975 D-E 18.81 - 19.75 3260.40 - 3423.33
Substation Electrician Supervisor U 2271 E 22. 71 3936.40
Substation Test Technician 2074 A-E 17.06 - 20.74 2957.07 - 3594.93
Substation Test Technician
Supervisor U 2271 E 22.71 3936.40
Transformer Repairer U 1778 E 17.78 3081. 87
Underground Line Crew Supervisor U 227l E 22.71 3936.40
Underground Service Crew Supervisor U 2173 E 21.73 3766.53
Utilities Systems Operator U 2074 B-E 17.92 - 20.74 3106.13 - 3594.93
Senior Utilities Systems Operator U 2271 D-E 21. 63 - 22. 71 3749.20 - 3936.40
Utilities Service Worker U 1430 A-E 11.76 - 14.30 2038.40 - 2478.67
Utilities Troubleshooter U 2074 E 20.74 3594.93
Utilities Yard Working Supervisor U 1778 E 17.78 3081. 87
Water Meter Repairer I S 1356 A-E 11.16 - 13.56 1934.40 - 2350.40
Water Meter Repairer II SU 1402 A-E 11.53 - 14.02 1998.53 - 2430.13
Water Meter Working Supervisor U 1612 A-E 13.26 - 16.12 2298.40 - 2974.13
Water Service Working Supervisor U 1658 E 16.58 2873.87
""""-"""-""_,_""'_""","~'
APPENDIX "A"
WAGES
APRIL 18, 1986 THROUGH MAY 14, 1987
PUBLIC UTILITIES DEPT CLASSIFICATIONS SCHEDULE NUMBER HOURLY RATE
Apprentice Electric Meter
Technician
Jprentice Line Mechanic
.pprentice Maintenance Pipefitter
Apprentice Water Production Tech.
Apprentice Substation Electrician
Area Distribution Operator
Cable Splicer
Customer Service Representative
Electrical Helper
Electric Meter Supervisor
Electric Meter Technician
Equipment Operator
Line Crew Supervisor
Line Hechanic
Maintenance Pipefitter
Maintenance Pipefitter Working
Supervisor
Meter Reader
Water Production Tech.
Water Production Tech. Supervisor
Senior Customer Service
Representative
Senior Utilities Service Worker
Senior Utilities Troubleshooter
Senior Warehouse & Tool Rm. Wkr.
Service Crew Supervisor
Substation Electrician
Substation Electrician Supervisor
Substation Test Technician
Substation Test Technician
Supervisor
Transformer Repairer
Underground Line Crew Supervisor
Underground Service Crew Supervisor
Utilities Systems Operator
Senior Utilities Systems Operator
Utilities Service Worker
Utilities Troubleshooter
Utilities Yard Working Supervisor
Warehouse & Tool Room Wkr.
Water Heter Repairer I
Water Heter Repairer II
Water Heter Working Supervisor
Water Service Working Supervisor
S 1600 A-E
S 1600 A-E
1238 C-E
1310 B-E
S 1600 A-E
S 1600 A-E
1882 D-E
1227 A-E
S 1317 R-E
U 2070 E
1788 D-E
SU 1427 A-E
U 2164 E
1882 D-E
1456 C-E
U 1747 E
S 1291 R-E
1572 C-E
U 1718 E
U 1350 A-E
U 1452 A-E
U 2070 E
U 1354 A-E
U 2070 E
1882 D-E
U 2164 E
1976 A-E
U 2164 E
U 1694 E
U 2164 E
U 2070 E
U 1976 B-E
U 2164 D-E
U 1381 A-E
U 1976 E
U 1694 E
U 1231 A-E
S 1310 A-E
SU 1354 A-E
U 1558 A-E
U 1602 E
13.16 - 16.00
13.16 - 16.00
11.23 - 12.38
11. 32 - 13.10
13.16 - 16.00
13.16 - 16.00
17.92 - 18.82
10.09 - 12.27
9.83 - 13.17
20.70
17.03 - 17.88
11. 74 - 14.27
21.64
17.92 - 18.82
13.21 - 14.56
17.47
9.64 - 12.91
14.26 - 15.72
17.18
11.11 - 13.50
11.95 - 14.52
20.70
11.14 - 13.54
20.70
17.92 - 18.82
21.64
16.26 - 19.76
21.64
16.94
21. 64
20.70
17.07 - 19.76
20.61 - 21. 64
11.36 - 13.81
19.76
16.94
10.13 - 12.31
10.78 - 13.10
11.14 - 13.54
12.82 - 15.58
16.02
MONTHLY RATE
2281.07 - 2773.33
2281.07 - 2773.33
1946.53 - 2145.87
1962.13 - 2270.67
2281.07 - 2773.33
2281.07 - 2773.33
3106.13 - 3262.13
1748.93 - 2126.80
1703.87 - 2282.80
3588.00
2951.87 - 3099.20
2034.93 - 2473.47
3750.93
3106.13 - 3262.13
2289.73 - 2523.73
3028.13
1670.93 - 2237.73
2471.73 - 2724.80
2977.87
1925.73 - 2340.00
2071.33 - 2516.80
3588.00
1930.93 - 2346.93
3588.00
3106.13 - 3262.13
3750.93
2818.40 - 3425.07
3750.93
2936.27
3750.93
3588.00
2958.80 - 3425.07
3572.40 - 3750.93
1969.07 - 2393.73
3425.07
2936.27
1755.87 - 2133.73
1868.53 - 2270.67
1930.93 - 2346.93
2222.13 - 2700.53
2776.80
APPENDIX "A"
WAGES
APRIL 18, 1986 THROUGH MAY 14, 1987
~INTENANCE DEPT. CLASSIFICATIONS SCHEDULE NUMBER
Apprentice HVAC Mechanic
HVAC Mechanic
Facility and Event Electrician
Lead HVAC Mechanic
Lead Facility and Event Electrician
S 1188 A-E
1584 A-E
1703 D-E
U 1742 B-E
U 1873 E
HOURLY RATE
9.77 - 11.88
13.03 - 15.84
16.22 - 17.03
15.05 - 17.42
18.73
MONTHLY RATE
1693.47 - 2059.20
2258.53 - 2745.60
2811.47 - 2951.87
2608.67 - 3019.47
3246.53
ANAHEIM also agrees to continue paying the seven percent (7%) P.E.R.S. contributions for
all employees working in a classification listed in Appendix "A" effective July 11, 1986.
,...-...--....
MAINTENANCE DEPT.
MAY 15,
CLASSIFICATIONS
Apprentice HVAC Mechanic
VAC Mechanic
aci1ity and Event Electrician
Lead HVAC Mechanic
Lead Facility and Event Electrician
APPENDIX "A.'
WAGES
1987 THROUGH JUNE
SCHEDULE NUMBER
S 1233 A-E
1644 A-E
1768 D-E
U 1808 B-E
U 1945 E
9, 1988
HOURLY RATE
10.14 - 12.33
13.53 - 16.44
16.84 - 17.68
15.62 - 18.08
19.45
MONTHLY RATE
1757.60 - 2137.20
2345.20 - 2849.60
2918.93 - 3064.53
2707.47 - 3133.87
3371.33
ANAHEIM also agrees to continue paying the seven percent (7%) P.E.R.S. contributions for
all employees working in a classification listed in Appendix "A" effective July 11, 1986.
MAINTENANCE DEPT.
JUNE 10,
CLASSIFICATIONS
\pprentice HVAC Mechanic
VAC Mechanic
Facility and Event Electrician
Lead HVAC Mechanic
Lead Facility and Event Electrician
APPENDIX "A"
WAGES
1988 THROUGH JULY
SCHEDULE NUMBER
S 1280 A-E
1707 A-E
1836 D-E
U 1878 B-E
U 2020 E
6, 1989
HOURLY RATE
10.53 - 12.80
14.04 - 17.07
17.49 - 18.36
16.22 - 18.78
20.20
MONTHLY RATE
1825.20 - 2218.67
2433.60 - 2958.80
3031.60 - 3182.40
2811.47 - 3255.20
3501.33
ANAHEIM also agrees to continue paying the seven percent (7%) P.E.R.S. contributions for
all employees working in a classification listed in Appendix "A" effective July 11, 1986.
APPENDIX "A"
WAGES
JUNE 10, 1988 THROUGH JULY 6, 1989
PUBLIC UTILITIES DEPT CLASSIFICATIONS SCHEDULE NUMBER HOURL Y RATE MONTHLY RATE
Apprentice Electric Meter
Technician S 1761 A-E 14.49 - 17.61 2511. 60 - 3052.40
.pprentice Line Mechanic S 1761 A-E 14.49 - 17.61 2511.60 - 3052.40
Apprentice Maintenance Pipefitter 1326 C-E 12.03 - 13.26 2085.20 - 2298.40
Apprentice Water Production Tech. 1404 B-E 12.13 - 14.04 2102.53 - 2433.60
Apprentice Substation Electrician S 1761 A-E 14.49 - 17.61 2511. 60 - 3052.40
Area Distribution Operator S 1761 A-E 14.49 - 17.61 2511.60 - 3052.40
Cable Splicer 2072 D-E 19.73 - 20.72 3419.87 - 3591.47
Customer Service Representative 1352 A-E 11.12 - 13.52 1927.47 - 2343.47
Electrical Helper S 1450 R-E 10.82 - 14.50 1875.47 - 2513.33
Electric Meter Supervisor U 2279 E 22.79 3950.27
Electric Meter Technician 1968 D-E 18.74 - 19.68 3248.27 - 3411. 20
Equipment Operator SU 1529 A-E 12.58 - 15.29 2180.53 - 2650.27
Line Crew Supervisor U 2383 E 23.83 4130.53
Line Mechanic 2072 D-E 19.73 - 20.72 3419.87 - 3591.47
Maintenance Pipefitter 1560 C-E 14.15 - 15.60 2452.67 - 2704.00
Maintenance Pipefitter Working
Supervisor U 1872 E 18.72 3244.80
Meter Reader S 1383 R-E 10.32 - 13.83 1788.80 - 2397.28
Water Production Tech. 1685 C-E 15.28 - 16.85 2648.53 - 2920.67
Water Production Tech. Supervisor U 1841 E 18.41 3191.07
Senior Customer Service
Representative U 1487 A-E 12.23 - 14.87 2119.87 - 2577.47
Senior Utilities Service Worker U 1556 A-E 12.80 - 15.56 2218.67 - 2697.07
Senior Utilities Systems Operator U 2383 D-E 22.70 - 23.83 3934.67 - 4130.53
Senior Utilities Troubleshooter U 2279 E 22.79 3950.27
Senior Warehouse & Tool Rm. Wkr. U 1494 A-E 12.29 - 14.94 2130.27 - 2589.60
Service Crew Supervisor U 2279 E 22.79 3950.27
Substation Electrician 2072 D-E 19.73 - 20. 72 3419.87 - 3591.47
Substation Electrician Supervisor U 2383 E 23.83 4130.53
Substation Test Technician 2176 A-E 17.90 - 21. 76 3102.67 - 3771.73
Substation Test Technician
Supervisor U 2383 E 23.83 4130.53
Transformer Repairer U 1865 E 18.65 3232.67
Underground Line Crew Supervisor U 2383 E 23.83 4130.53
Underground Service Crew Supervisor U 2279 E 22.79 3950.27
Utilities Systems Operator U 2176 B-E 18.80 - 21. 76 3258.67 - 3771. 73
Utilities Service Worker U 1480 A-E 12.18 - 14.80 2111. 20 - 2565.33
Utilities Troubleshooter U 2176 E 21. 76 3771. 73
Utilities Yard Working Supervisor U 1865 E 18.65 3232.67
Warehouse & Tool Room Wkr. U 1358 A-E 11.17 - 13.58 1936.13 - 2353.87
Water Meter Repairer I S 1404 A-E 11.55 - 14.04 2002.00 - 2433.60
Water Meter Repairer II SU 1451 A-E 11. 94 - 14.51 2069.60 - 2515.07
Water Meter Working Supervisor U 1669 A-E 13.73 - 16.69 2379.87 - 2892.93
Water Service Working Supervisor U 1716 E 17.16 2974.40
-~""'~"--""""""'~"""""';""-""',""'-'----~,.