RES-2021-121RESOLUTION NO. 2021 - 121
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF ANAHEIM ADOPTING A MEMORANDUM
OF UNDERSTANDING ESTABLISHING TERMS AND
CONDITIONS OF EMPLOYMENT FOR EMPLOYEES
REPRESENTED BY THE AMERICAN FEDERATION
OF STATE, COUNTY, AND MUNICIPAL
EMPLOYEES, LOCAL 2002, CONFIDENTIAL UNIT
WHEREAS, Chapter 1.06 of the Anaheim Municipal Code establishes the
employer -employee relations system for the City; and
WHEREAS, Chapter 1.06, Section 1.06.100 requires Memoranda of
Understanding to be presented to the City Council for determination; and
WHEREAS, the American Federation of State, County, and Municipal Employees,
(AFSCME) filed a petition for recognition dated March 29, 2018; and
WHEREAS, AFSCME Local 2002 was certified as the exclusive representative
for six separate bargaining units effective June 12, 2018, which were later consolidated into three
bargaining units including General Management, Professional/Technical Management, and
Confidential effective November 1, 2018; and
WHEREAS, the City Council of the City of Anaheim finds that approval of the
initial Memoranda of Understanding between the City of Anaheim and the American Federation
of State, County, and Municipal Employees, Local 2002, Confidential Unit (AFSCME-CU)
ratified by membership on December 8, 2021, is in the best interest of the City of Anaheim; and
NOW, THEREFORE BE IT RESOLVED by the City Council of the City of
Anaheim that the Memorandum of Understanding between the AFSCME-CU and the City of
Anaheim executed by the City Management Representative and the AFSCME-CU on December
13, 2021, as set forth in the document attached hereto and incorporated by reference herein, be
and the same is hereby adopted and that the effective date of such Memorandum of Understanding
shall be December 24, 2021, through June 30, 2023.
BE IT FURTHER RESOLVED that the Human Resources Director shall be
delegated with the authority to publish the authorized salary schedule in said Memorandum of
Understanding in any format meeting the requirements of California Code of Regulations section
570.5.
//
//
THE FOREGOING RESOLUTION is approved and adopted by the City Council of the
City of Anaheim this 21— day of December, 2021, by the following roll call vote:
AYES: Mayor Pro Tem Faessel and Council Members Diaz,
Ma'ae, Valencia and O'Neil
NOES: None
ABSENT: Mayor Sidhu and Council
Member Moreno
ABSTAIN: None (q�
MAYOR OF THE CITY OF ANAHEIM
PRO TEM
ATTE'
--1'Y CL RK OF THE CITY OF ANAHEIM
Memorandum of Understanding
between the
American Federation of State, county, and
Municipal
Employees, Local 2002,
Confidential 'Unit
and the city of Anaheim
December 24, 2021 through June 30, 2023
Table of Contents
PREAMBLE........................................................................................................................................1
SECTION I: GENERAL ADMINISTRATION................................................................................2
Article1 - Recognition...................................................................................................................2
Article2 - Employee Rights..........................................................................................................2
Article3 - Employer Rights..........................................................................................................2
Article4 - Construction.................................................................................................................2
Article5 - Savings Clause.............................................................................................................3
Article6 - Duration.........................................................................................................................3
Article7 - Notification...................................................................................................................3
Article8 - Consultation.................................................................................................................3
Article9 - Meet And Confer..........................................................................................................4
Article 10 - Memorandum Of Understanding...........................................................................4
Article11 - Discussion...................................................................................................................4
Article 12 - Union Administration...............................................................................................5
Article 13 - New Employee Orientation.....................................................................................6
Article14 - Check Off.....................................................................................................................7
Article 15 - Notification Of Contracting Out............................................................................7
SECTIONII: COMPENSATION.....................................................................................................7
Article 16 - Salary Administration.............................................................................................7
Article 17 - Hours of Work and Payday...................................................................................10
Article18 - Premium Pay............................................................................................................12
SECTIONIII: EMPLOYMENT.....................................................................................................15
Article 19 - Appointments and Promotions............................................................................15
Article20 - Probation...................................................................................................................19
Article 21 - Salary Reduction, Suspension, Demotion, And Dismissal ............................21
Article 22 - Layoff, Reassignment, And Reemployment.....................................................23
Article23 - Reinstatement.........................................................................................................25
Article 24 - Voluntary Demotion...............................................................................................25
Article25 - Transfer.....................................................................................................................26
Article 26 - Post -Offer Medical And Physical Exams............................................................26
SECTIONIV: LEAVES...................................................................................................................27
Article27 - Holidays.....................................................................................................................27
Article28 - Vacation.....................................................................................................................29
Article29 - Sick Leave.................................................................................................................31
Article 30 - Industrial Accident Leave.....................................................................................35
Article 31 - Bereavement Leave................................................................................................36
Article32 - Military Leave...........................................................................................................37
Article 33 - Jury Duty And Court Appearances......................................................................37
Article34 - Leave Without Pay..................................................................................................38
Article 35 — Administrative Leave.............................................................................................39
SECTIONV: BENEFITS................................................................................................................40
Article 36 - Insurance and Pensions.........................................................................
Article 37 - Post Retirement Medical Benefits.......................................................
Article 38 - Miscellaneous Benefits and Services Awards ...................................
Article 39 - Payroll Deductions...................................................................................
Article 40 - Joint Committee On Medical Program ................................................
SECTION VI: MISCELLANEOUS PROVISIONS........................................................
Article 41 - Part -Time Employees..............................................................................
Article 42 - Grievance Procedure ...........................................................................
Article43 - No Strike.................................................................................................
Article 44 - Outside Employment...........................................................................
...................54
Article45 - Personnel Files.........................................................................................................54
Article 46 - Professional Licenses.............................................................................................55
Article 47 - Required Equipment and Apparel.......................................................................55
Article48 - Duration....................................................................................................................56
Appendix ,.A" — Special Provisions...........................................................................................57
Appendix "B" — Represented Classifications and Rates of Pay.........................................58
Appendix "C" — Salary Relationships.......................................................................................64
MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF ANAHEIM
AND THE AMERICAN FEDERATION OF STATE, COUNTY,
AND MUNICIPAL EMPLOYEES, LOCAL 2002,
CONFIDENTIAL UNIT
PREAMBLE
The wages, hours, and other terms and conditions of employment within the lawful scope of
representation of the American Federation of State, County, and Municipal Employees, Local
2002, Confidential Unit (hereinafter called "AFSCME" or "UNION') have been agreed upon by
representatives of the AFSCME and staff officials of City of Anaheim (hereinafter called
"ANAHEIM" or "City') and shall apply to all employees of ANAHEIM working in classifications set
forth in Appendix "B" (bargaining unit classifications). AFSCME agrees to recommend
acceptance by bargaining unit members of all the terms and conditions of employment as set
forth herein, and the staff officials of ANAHEIM agree to recommend to the City Council that all
terms and conditions of employment, as set forth herein, be approved pursuant to California
Government Code §3505.1.
SECTION I: GENERAL ADMINISTRATION
Article 1 - Recognition
1.1 ANAHEIM hereby recognizes AFSCME 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, AFSCME shall
be kept fully informed and have the right to be present at all such meetings between
ANAHEIM and the individual.
Article 2 - Employee llig
2.1 Employees shall have all rights granted to public employees under California law.
Employees shall have the right to form, join, and participate in the activities of employee
organizations of their own choosing for the purpose of representation on all matters of
employer -employee relations. Employees also have the right to refuse to join or
participate in the activities of employee organizations and shall have the right to
represent themselves individually in their employment relations with ANAHEIM. No
employee shall be interfered with, intimidated, restrained, coerced, or discriminated
against by ANAHEIM or by any employee organization because of his/her exercise of
these rights.
Article 3 - Employer Rights
3.1 The Employer retains, exclusively, all its inherent rights, functions, duties, and
responsibilities except where specifically limited in this document. The rights of the
employer include, but are not limited to, the exclusive right to consider the merits,
necessity, or organization of any service or activity provided by law or administrative
order; determine the mission of its constituent departments, commissions, and boards;
set standards of service and performance; determine the procedures and standards of
selection for employment, training, and promotion; direct its employees; establish work
schedules and work assignments; evaluate employee performance; take disciplinary
action; relieve its employees from duty because of lack of work or 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; classify and
reclassify positions; determine the content of job classifications; contract out work and
transfer work into or out of the unit; take all necessary action to carry out its mission in
emergencies; and exercise complete control and discretion over its organization and the
technology of performing its work.
Article 4 - Construction
2
4.1 Nothing in this Memorandum of Understanding (hereinafter "MOU') shall be construed
to deny any person or employee the rights granted by federal and state laws and City
Charter provisions. The rights, powers and authority of the Anaheim City Council in all
matters, including the right to maintain any legal action, shall not be modified or
restricted by this MOU. The provisions of this MOU 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.).
Article 5 - Savinns Clause
5.1 The resolution of ANAHEIM shall provide that if any provision of this MOU 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 MOU and the remainder of the resolution shall
not be affected thereby, and shall remain in full force and effect.
Article 6 - Duration
6.1 This MOU shall be in full force and effect as of the first day of the pay period following
adoption of a resolution approving this MOU and the terms hereof by the City Council of the
City of Anaheim. The terms of this Memorandum are to remain in full force and effect through
the thirtieth (30th) day of June, 2023.
Article 7 - Notification
7.1 Reasonable written notice shall be given by the City Management Representative to
AFSCME, 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 AFSCME shall be given the opportunity to meet with the City
Management Representative prior to submission to the City Council for determination.
7.2 In cases of emergency when the City Council determines that an ordinance, resolution,
rule or regulation must be adopted immediately without prior notice or meeting with
AFSCME, the City Management Representative shall provide such notice at the earliest
practicable time following the adoption of such ordinance, resolution, rule, or regulation.
Article 8 - Consultation
8.1 The City Management Representative, after consultation in good faith with
representatives of AFSCME, 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 AFSCME on employer -
employee relations matters which affect them, including those that are not subject to
meeting and conferring.
Article 9 - Meet And Confer
9.1 The City Management Representative and representatives of AFSCME 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 impasse procedure is mutually agreed upon by ANAHEIM and the
UNION.
9.2 The City Management Representative shall not be required to meet and confer in good
faith on any subject pre-empted by federal or state law or by the Anaheim City Charter
nor shall he/she be required to meet and confer in good faith on Management or
"employee rights" as herein defined. Proposed amendments to this ARTICLE are excluded
from the scope of meeting and conferring.
Article 10 - Memorandum Of Understanding
10.1 When the meeting and conferring process results in agreement between ANAHEIM and
AFSCME, such agreement shall be incorporated in a written MOU, signed by ANAHEIM
Representative(s) and AFSCME representatives. The matters incorporated in the MOU
shall be presented to the City Council, or its statutory representative, for determination.
Article 11 - Discussion
11.1 It is the intent of both parties to maintain an open line of communication for the
betterment of employer -employee relations. Any issue not pertaining to grievances or
grievable issues may be discussed by AFSCME or ANAHEIM at either parry's request.
11.2 A party requesting a discussion may orally or in writing notify the other party of the
subject to be discussed. Thereafter, a meeting shall be promptly arranged at which
meeting not more than two (2) AFSCME members and the business manager or business
representative of AFSCME may be present. Upon notification and with mutual agreement,
either party may include additional representatives.
11.3 If the parties are not able to resolve the issues after three (3) meetings, the issues will
be considered dropped, unless both parties agree to meet additional times.
11.4 If the discussion process results in an agreement between the City Management
Representative and AFSCME to amend this MOU, such agreement shall be incorporated
in a written Letter of Understanding (hereinafter "LOU'D, signed by the City Management
Representative and AFSCME representative(s). The matters incorporated in the Letter of
Understanding shall be presented to the City Council, or its statutory representative, for
determination.
4
Article 12 - Union Administration
12.1 AFSCME representatives are those elected or appointed in accordance with the
constitution and bylaws of AFSCME.
12.2 ANAHEIM recognizes the UNION's right to appoint shop stewards.
12.3 AFSCME shall notify ANAHEIM, in writing, of the names and job classification titles of its
officers, unit representatives, stewards, or other officials each time an election is held or
new appointments are made.
12.4 An employee elected or appointed as an officer, director, or representative of the AFSCME
shall be required to work full-time in his/her respective job classification.
12.5 Officers, directors, and representatives (subject to the provision of this Article) 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 interfere
with the normal operations of the department or with established safety requirements.
12.5.1 Such officers, directors, and representatives shall not enter any work location
without the knowledge of the Department Head, Division Head, or other
appropriate supervisor.
12.6 In the event that the AFSCME formally meets and confers with representatives of
ANAHEIM on matters within the scope of representation during regular City business
hours, a reasonable number of officers, directors, and representatives, or other officials
of the AFSCME shall be allowed reasonable time off without loss of compensation or
other benefits. Stewards and officers shall be granted reasonable time off without loss
of compensation for representing employees in disciplinary matters or otherwise
enforcing this MOU.
12.6.1 Such officers, directors, representatives, or other officials shall not leave their
duties, work stations, or assignments without the knowledge of their appropriate
manager or supervisor.
12.6.2 Such meetings are subject to scheduling in a manner consistent with operating
needs and work schedules.
12.7 ANAHEIM agrees to provide the President and board members of AFSCME reasonable
time off without loss of compensation or benefits for all activities concerned with the
internal management of AFSCME.
12.8 ANAHEIM shall furnish bulletin boards at mutually agreeable, specific locations for the
purpose of posting notices pertaining to AFSCME business.
12.9 ANAHEIM shall allow AFSCME to conduct meetings in City facilities.
12.9.1 Such meetings are shall be scheduled in accordance with regulations governing
use of public meeting rooms at City facilities.
12.10 Within thirty (30) days of the date of hire or by the first pay period of the month following
hire, ANAHEIM shall provide the UNION with the following information of bargaining unit
employees:
• Name
• Hire date
• Job title
• Department
• Work location
• Work cellular number, if provided by the City
• Personal cellular and home phone numbers
• Personal email addresses
• Home address
12.11 The information identified in this section shall be provided to the UNION regardless of
whether the newly hired public employee was previously employed by the public
employer.
12.12 ANAHEIM shall provide the same information of all bargaining unit employees to the
UNION on a quarterly basis.
12.13 Employees' personal information shall not be deemed public record subject to disclosure
to any person or organization other than the UNION.
12.14 Employees may choose not to have their personal information (home address, home
telephone number, personal cellular number, or personal email address) released to the
Union. Employees making such a request must submit a written (including email) request
to the Human Resources Department.
Article 13 - New Employee Orientation
13.1 ANAHEIM shall provide notice of new employee orientations no less than ten (10) calendar
days in advance, to AFSCME. The notification shall include date, time, location, and
name(s) of new employees attending the orientation.
13.2 AFSCME shall be provided up to one-half (1/2) hour during the new employee orientation
sessions to speak with new employees about contractual rights, introduce new employees
to AFSCME, and discuss potential enrollment in membership.
13.3 If an in -person new employee orientation session is not held within thirty (30) days of an
employee's date of hire, the City will allow AFSCME to make arrangements for an in -person
meeting with the new employee during working hours, for up to one-half hour. During the
meeting, the AFSCME representative may discuss enrollment in membership.
6
Article 14 - Check Off
14.1 ANAHEIM agrees to check -off for the payment of the regular monthly AFSCME dues and
to deduct such payments from the wages of all AFSCME members and employees when
authorized to do so by said members and employees, and remit such payments to AFSCME
in accordance with the terms of signed authorizations of such members and employees.
The deduction of such dues and the remittal of same by ANAHEIM to AFSCME shall
constitute payment of said dues and initiation fees by such members and employees to
AFSCME.
Article 15 - Notification Of Contracting Out
15.1 ANAHEIM agrees to notify AFSCME of possible contracting out of City work or services if
such contracting out will have a significant long term impact on work performed by
employees in classifications represented by AFSCME.
15.1.1 Such notification will be given before a decision to contract out is made; and
15.2 AFSCME will have an opportunity to comment prior to a determination by ANAHEIM to
enter into contracting arrangements.
SECTION II: COMPENSATION
Article 16 - Salary Administration
16.1 Purpose
16.1.1 The purpose of this ARTICLE is to maintain a compensation program that will
attract and retain qualified employees at all levels of responsibility. Employee
compensation shall be externally competitive and internally consistent and fair.
16.2 General
16.2.1 Employees shall be assigned to a classification in which the pay rate is determined
by placement on a step in the applicable salary schedule-
16.3 New Hires
16.3.1 Newly hired.Employees shall normally be compensated at the lowest step of the
salary schedule of the job class for which they are hired. When a prospective
employee's experience and qualifications require special consideration, an
Executive Manager may authorize the Human Resources Department to offer a
higher step in the salary schedule. Salary steps greater than the seventh (7th) step
require approval of the Human Resources Director.
16.3.2 The provisions of this Article may also apply to reemployed and reinstated
employees per ARTICLE 23 - REINSTATEMENT.
16.4 Merit Increases —Full -Time Employees
16.4.1 Regular, full-time employees are eligible for individual merit increases effective on
their merit review date. Employees may be determined to be ineligible to receive
a merit increase based upon their overall performance rating. Regular, full-time
hourly employees shall be eligible for consideration for merit pay increases as
follows:
(1) To the second (2nd) step of the salary schedule after completion of six (6)
months of service in the first (1st) step.
(2) To the third (3rd) step after completion of six (6) months of service in the
second (2nd) step.
(3) To the fourth (4th) step after completion of six (6) months of service in the
third (3rd) step.
(4) To the fifth (5th) step after completion of six (6) months of service in the fourth
(4th) step.
(5) To the sixth (6th) step after completion of six (6) months of service in the fifth
(5th) step.
(6) To the seventh (7th) step after completion of six (6) months of service in the
sixth (6th) step.
(7) To the eighth (8th) step after completion of twelve (12) months of service in
the seventh (7th) step.
(8) To the ninth (9th) step after completion of twelve (12) months of service in
the eighth (8th) step.
(9) To the tenth (10th) step after completion of twelve (12) months of service in
the ninth (9th) step.
16.4.2 For purposes of this ARTICLE, "six (6) months" shall be construed to mean thirteen (13)
complete biweekly pay periods; and "twelve (12) months" shall be construed to mean
twenty-six (26) complete biweekly pay periods.
16.4.3 Merit pay increases shall be granted upon approval of the employee's Executive Manager
for continued meritorious and efficient service and continued improvement by the
employee in the effective performance of his/her duties.
16.4.4 The effective date of the merit pay increase shall be the first (1st) day of the pay period
following approval as provided above and completion of the minimum required service in
the next lower step as provided in ARTICLE 16.4.1.
16.5 Merit Increases —Part -Time Employees
16.5.1 Part -Time hourly employees are eligible for individual merit increases effective on
their merit review date. Employees may be determined to be ineligible to receive
a merit increase based upon their overall performance rating. Part -Time hourly
employees shall be eligible for consideration for merit pay increases as follows:
16.5.1.1 Part-time employees hired to work an average of twenty (20) hours per
week on an ongoing basis shall be eligible for merit increases to the
next higher salary step after one thousand forty (1,040) hours in a
salary step.
16.5.1.2 Part-time employees hired to work an average of thirty (30) hours per
week on an ongoing basis shall be eligible for merit increases to the
next higher salary step after one thousand five hundred sixty (1,560)
hours in a salary step.
16.5.1.3 The effective date of the merit pay increase shall be the first (1st) day
of the pay period following approval as provided above and completion
of the minimum required service in the salary step.
16.6 Special Merit Adjustments — All Employees
16.6.1 When an employee demonstrates exceptional ability and proficiency in the
performance of his/her assigned duties, the employee may be given a special merit
advancement to the next higher step, without regard to length of service, upon
the recommendation of the employee's Executive Manager and the approval of the
Human Resources Director. Probationary employees shall not be considered for a
special merit.
16.7 Reclassification
16.7.1 An employee who is reclassified to a higher job classification shall be placed in the
lowest salary step of the salary schedule that provides an increase of at least four
percent (4%).
16.7.2 An employee who is reclassified to a lower job classification shall be placed in the
salary step of the lower salary schedule closest to his/her rate of pay that does
not provide an increase.
16.7.3 An incumbent employee reclassified with his/her position to an equivalent job
classification shall retain his/her rate of pay and his/her merit review date for
purposes of merit pay increases.
16.7.4 An incumbent employee reclassified with his/her position to a higher job
classification shall retain his/her step and his/her merit review date for purposes
of merit pay increases.
16.7.5 An incumbent employee reclassified with his/her position to a lower job
classification shall be placed in the step of the lower salary schedule closest to
his/her rate of pay. If the top step of the salary schedule of the lower job
classification is lower than the incumbent's rate of pay, the rate of pay shall be
identified as the "Y" step of the lower salary range. An employee compensated at
the "Y" step because of a downward reclassification shall remain in the "Y" step
until such time as his/her job classification is assigned to a salary schedule in which
the top step is equivalent to or higher than the "Y" step, at which time the
employee shall be placed in the top step.
16.7.6 An incumbent who is reclassified does not begin a new probationary period.
16.8 Order of Precedence —Personnel Actions
16.8.1 When more than one (1) personnel action involving changes to an employee's
salary step status become effective on the same day, the actions shall take place
in the following order of precedence:
(1) Adjustment to same salary step in newly authorized salary schedule;
(2) Merit pay advancement or reduction in salary step; and
(3) Promotion, demotion, or reclassification.
Article 17 - Hours of Work and Payday
17.1 Forty (40) Hour Work Week.
17.1.1 The average regular work week for full-time employees shall be forty (40) hours.
17.1.1.1 For all full-time employees with an average regular work week of forty
(40) hours, the monthly shall be the hourly rate multiplied by two
thousand eighty (2080) divided by twelve (12).
17.1.1.2 Part -Time employees shall be paid at an hourly rate, which shall be
calculated by dividing the annual rate of the same position by two
thousand eighty (2080) hours.
17.1.1.3 Part-time employees shall be assigned a work week of seven (7)
consecutive days for the purpose of overtime. Part-time employees shall
have no guarantee of hours of work in any given work week.
10
17.1.2 All pay, discipline, and leave provisions will be administered consistent with this
MOU and the Fair Labor Standards Act (FLSA) requirements for exempt positions.
17.2 Alternative Work Schedules. In certain instances, alternatives to the traditional work
schedule may be appropriate. Such schedules may be implemented under the following
guidelines:
17.2.1 Such schedules may be implemented at the request of the employee subject to
City approval or by management when it is determined that a non-traditional
work schedule serves the public interest.
17.2.2 Alternate work schedules shall not reduce service to the public.
17.2.3 Alternate schedules approved at the request of the employee may be adjusted or
revoked by either party upon adequate notice to the other party. Adequate notice
is understood to mean at least one (1) full pay period.
17.2.3.1 The parties agree that any disputes regarding the denials or rescission
of alternative schedules may be addressed as outlined in ARTICLE 11
- DISCUSSION.
17.2.4 Alternate work schedules implemented by management may be revoked by the
City upon adequate notice to all affected employees. Adequate notice is
understood to mean at least one (1) full pay period.
17.2.5 Employees who perform authorized work in excess of the defined alternate work
day or work week and who are otherwise eligible for overtime pay shall be
compensated for such work at the rate of one and one-half (11/2) times their
regular hourly rate of pay in accordance with the provisions of ARTICLE 18 —
PREMIUM PAY.
17.2.6 Non-exempt employees who do not work on the holiday or day observed in lieu
of the holiday, as set forth in ARTICLE 27 — HOLIDAYS, shall be required to submit
a vacation request for each hour beyond eight (8) hours of the defined alternate
work schedule. Alternatively, employees may, with pre -approval of management,
make up hours beyond eight (8) hours on a single work day within the work
period in which the holiday falls. Such additional hours worked shall not be
considered overtime and the employee shall be paid at his/her regular hourly rate
of pay. This make-up of hours shall only apply to holidays.
17.2.7 Employees may be assigned to or revoked from an alternate work schedule only
effective at the beginning of a biweekly pay period.
17.3 Pay Days. Regular salaries and compensation of employees shall be paid on a biweekly
basis.
17.4 All holiday, vacation, and sick leave payments shall be at the employee's regular rate of
pay.
11
Article 18 - Premium Pav
18.1 Exemptions from Overtime
18.1.1 Except as specifically provided in this ARTICLE, all full-time employees in job
classifications with an "X" before the salary schedule are exempt from Overtime.
For the purposes of this ARTICLE, such employees are considered "Exempt."
18.1.2 No employee shall receive overtime pay for the time spent, outside normal work
hours, in attending meetings of any kind which are for the purpose of education
or training unless the employee's Executive Manager specifically requires the
employee's attendance and the employee is otherwise eligible for overtime
compensation.
18.2 Overtime — General
18.2.1 A full-time employee who performs authorized work in excess of his/her normal
work period, regular work week, work day, or shift and is otherwise eligible for
overtime shall be compensated for such work at the rate of one and one-half (1
1/2) times his/her regular hourly rate of pay.
18.2.1.1 All overtime must be authorized by the appropriate Administrative
Manager and/or his/her designee.
18.2.1.2 Overtime of less than one-half (1/2) hour duration shall be calculated as
one-half (1/2) hour. Overtime of one-half (1/2) hour or more shall be
calculated to the nearest one -quarter (1/a) hour of time worked.
18.3 Standby
18.3.1 A full-time non-exempt 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/her regular hourly
rate of pay for each calendar day of such standby duty.
18.4 Call Out
18.4.1 A full-time non-exempt employee called out for emergency work shall be paid at
the rate of one and one-half (11/2) times his/her regular rate of pay for such
emergency work.
18.4.1.1 All emergency call out time shall be calculated to the nearest one -
quarter (1/4) hour of time worked.
12
18.4.1.2 In addition to hours worked, travel time of up to forty-five (45) minutes
shall be paid at the rate one and one-half (11/2) times the employee's
regular rate of pay.
18.4.1.3 A minimum of three (3) hours, inclusive of travel time at the rate of
one and one-half (11/2) times the employee's regular rate of pay, shall
be guaranteed for each emergency call out.
18.4.2 Employees subpoenaed to appear during off duty hours as a prosecution witness
for court matters within the scope of their employment and who receive such
subpoenas after 5:00 p.m. of the calendar day prior to the date of court
appearance shall receive overtime compensation according to emergency call out
provisions.
18.5 Planned Overtime
18.5.1 A full-time non-exempt employee who is assigned planned overtime shall be paid
at the rate of one and one-half (11/2) times his/her regular rate of pay for such
work.
18.5.1.1 A minimum of two (2) hours pay at the rate of one and one-half (11/2)
times the employee's regular rate of pay shall be guaranteed for
planned overtime, except when such overtime occurs immediately
before or after a regular work period.
18.5.1.2 A non-exempt employee subpoenaed to appear during off duty hours
as a prosecution witness for court matters within the scope of his/her
employment and who receives such subpoena before 5:00 p.m. the
calendar day prior to the date of court appearance shall receive
overtime compensation according to the planned overtime provisions.
18.6 Temporary Upgrade
18.6.1 Temporary upgrading shall be defined as the temporary assignment of an
employee to perform the work of a job class which is assigned to a salary schedule
or salary range higher than his/her regular job class.
18.6.1.1 Employees who are temporarily upgraded to a job classification
assigned to a salary step schedule for two (2) hours or more, and who
are responsible for the full range of duties assigned to the higher level
classification, shall receive a seven and one-half percent (71/2%) pay
differential for all time worked in the temporary assignment.
18.6.1.2 Employees temporarily upgraded to a job classification assigned to a
salary range for a minimum of one (1) complete work shift, and who
are responsible for the full range of duties assigned to the higher level
classification, shall receive a fifteen percent (15%) pay differential for
all time worked in the temporary assignment.
13
18.6.1.3 An employee must be qualified for the higher position in order to
receive a pay differential. The determination of those persons qualified
to work in higher rated classifications shall be established by the City.
18.6.1.4 Upgrade to a vacant position shall be limited to six (6) consecutive
months, except in cases of extended sick leave, industrial accident
leave, or leave without pay.
18.7 Bilingual Pay
18.7.1 Employees required to speak in Spanish or other languages (including sign
language), as well as English, as part of their regular duties of their position will
be compensated at the rate of seventy dollars ($70) per pay period in addition to
their regular pay.
18.7.2 Employees required to speak, read, and/or write in Spanish or other languages
(including sign language), as well as English, as part of their regular duties of their
position will be compensated at the rate of ninety dollars ($90) per pay period in
addition to their regular pay.
18.7.3 Employees who are assigned to test other employees for bilingual certification, as
part of their regular duties of their position will be compensated at the rate of one
hundred twenty dollars ($120) per pay period in addition to their regular pay.
18.7.4 The appropriate Executive Manager shall designate which positions shall be
assigned bilingual duties and which language shall be eligible for bilingual pay.
18.7.5 The Human Resources Department shall conduct a competency test for employees
whose positions have been assigned bilingual duties to certify these employees
are eligible for bilingual pay. However, where operating departments have
authorized bilingual certifiers, they may conduct their own bilingual competency
testing and notify the Human Resources Director of such results.
18.7.6 The effective date of bilingual pay certification shall be the first (1st) day of the
pay period following the passing of the bilingual test by the employee as provided
in ARTICLE 18.7.5. Bilingual pay eligibility shall continue in accordance with the
provisions in ARTICLE 18.7 during any period of leave with pay.
18.7.7 Bilingual pay eligibility shall continue only as long as the employee's Executive
Manager affirms an ongoing need for the bilingual duties, and only so long as the
employee demonstrates continuing competency through a proficiency examination
at intervals deemed appropriate by the Human Resources Department.
18.7.8 Employees on Short -Term Disability ("STD' or Leave Without Pay for over forty
(40) hours in a pay period shall not receive bilingual pay.
14
SECTION III: EMPLOYMENT
Article 19 - Appointments and Promotions
19.1 Appointments and promotions will be solely based on qualifications without regard to race,
color, national origin, religious or political affiliation or belief, membership in or attitude
toward any employee organization, gender, age, physical disability, or any other protected
classification prescribed by law, except where gender, age, or lack of physical disability is
a bona fide occupational qualification.
19.1.1 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 abilities and aptitudes of
candidates.
19.2 Recruitment — Open
19.2.1 Unless otherwise indicated at the time a recruitment is announced, recruitments
are open to the general public.
19.2.2 At the conclusion of the filing period (or periodically for a continuous
recruitment), an applicant who has failed to demonstrate that he/she possesses
the minimum requirements for the position shall be removed from further
consideration. For open recruitments for a classification, the remaining applicants
shall be placed on an eligibility list; however, only those remaining applicants
whose qualifications best fit the position shall be referred for consideration.
Eligibility lists for open recruitments for specific positions will include solely those
candidates that have been interviewed. Multiple eligibility lists may exist for a
recruitment.
19.2.2.1 City employees who submit an application in an open recruitment shall
be evaluated on the same basis as external applicants. Successful
candidates may be required to undergo a reference check, background
check and/or pass a post -offer pre -employment medical examination.
19.2.2.2 Eligibility lists created from an open recruitment shall not be ranked.
Such lists may be restricted to the position for which the recruitment is
conducted, or may apply to any vacancies within the City in the specified
classification.
19.2.2.3 Eligibility lists shall remain in effect for a period of six (6) months or until
depleted. Lists containing three (3) or fewer names may be considered
depleted.
19.2.2.4 Eligibility lists may be extended by the Human Resources Director for a
period not to exceed an additional six (6) months.
15
19.3 Recruitment — Promotional
19.3.1 At such times as the "Appointing Authority," with concurrence of the Human
Resources Director, determines that it is in the best interests of the City to promote
from within, promotions shall be on a competitive basis except when the Human
Resources Director finds that the number of employees qualified for promotion is
insufficient to justify competition.
19.3.2 Promotional eligibility lists may be ranked. Such lists may also be restricted to the
position for which the promotional recruitment is conducted, or may apply to any
vacancies within the City in the specified classification.
19.3.2.1 When creating a ranked list, eligible candidates shall be listed in the
order of final evaluation and appointments from that list shall normally
follow rank order. When ranking a promotional eligibility list, appropriate
consideration shall be given to promotional candidates' qualifications,
record of performance, and seniority, in that order. Employees shall be
given written notice of their rank order on promotional eligibility lists.
19.3.2.2 Promotional eligibility lists shall remain in effect for a period of six (6)
months, or until depleted. Lists containing three (3) or fewer names may
be considered depleted.
19.3.2.3 Promotional eligibility lists may be extended by the Human Resources
Director for a period not to exceed an additional six (6) months.
19.3.2.4 The appropriate Executive Manager, with the concurrence of the Human
Resources Director, may order names removed from a promotional
eligibility list for good and sufficient reasons. Employees shall be given
written notice of removal of their names from eligibility lists.
19.4 Promotion Without Competition
19.4.1 An employee may be promoted without qualifying through the competitive
process when he/she is in a classification with a recognized career progression
(e.g. from Utilities Analyst I to Utilities Analyst II), or when the Human Resources
Director determines that the number of employees qualified for promotion is
insufficient to justify competition.
19.4.2 When the position is one with a recognized career progression, the employee's
Executive Manager need only notify the Human Resources Director, in writing,
that the employee meets all of the minimum requirements for the higher -level
position.
19.4.3 When the Human Resources Director determines that that the number of
employees qualified for promotion is insufficient to justify competition, the
Executive Manager of the department with the vacancy shall informally solicit
interest among his/her employees; discuss the position and its requirements with
16
all qualified employees who indicate interest; and consider an employee's record
of performance. The Executive Manager shall provide the results of his/her
informal process and recommendation for promotion to the Human Resources
Director.
19.5 Promotions — General
19.5.1 An employee promoted to a classification assigned to a salary step schedule shall
be placed in the step of the higher salary schedule that will provide a pay increase
of not less than four percent (4%) of base pay, except when the top step of the
higher salary schedule provides a pay increase of less than four percent (4%).
When the lowest step of the higher salary schedule is more than four percent
(4%) higher than the employee's base pay, the new rate of pay shall be the
lowest step of the higher salary schedule. The employee shall be given a new
merit review date for purposes of merit pay increases.
19.5.2 An employee promoted to a classification assigned to a salary range shall be
placed at any rate within the designated salary range which provides a minimum
ten percent (10%) increase. An employee promoted to a management
classification to which the employee was being temporarily upgraded immediately
preceding the promotion in accordance with ARTICLE 18.6 - Temporary Upgrade
shall be placed at any rate within the designated management salary range which
provides a fifteen percent (15%) increase based on the employee's regular rate
of pay excluding the temporary upgrade pay. In no case may the increase cause
the employee's salary to exceed the Control Point. A new merit review date shall
be established in accordance with ARTICLE 16 — SALARY ADMINISTRATION.
Under special circumstances, a new pay rate may be calculated using other forms
of pay recommended by the Human Resources Director and approved by the City
Manager.
19.5.3 The City Manager may, at his/her discretion, provide additional vacation accrual
or vacation balance in accordance with the provisions of ARTICLE 28 — VACATION
to a promoted employee.
19.5.4 The Human Resources Director may recommend pay adjustments or other
remedies to correct pay inequities arising out of the application of these
promotional policies where pay rates are not internally equitable. All
recommendations shall require the approval of the City Manager.
19.6 Acting Appointments
19.6.1 An "Acting Appointment" is the appointment of an employee to a higher -level
position on a temporary basis for an indefinite duration when a legitimate need
exists due to a vacancy or an extended absence of another employee such as
illness, vacation, prolonged jury duty service, military leave, etc. Not all long-term
vacancies require an acting appointment; such appointments are reserved for
positions that must be filled by law or Charter, or for those positions that are
essential to maintain public services and/or efficiency of operations within the
17
City.
19.6.2 An Acting Appointment of a person meeting the minimum qualifications for the
position may be made by the appropriate Executive Manager with the approval
of the City Manager for Administrative Management positions. Acting
appointments to all other management positions shall only be made with the
approval of the Human Resources Director under special circumstances pursuant
to ARTICLE 19.6.1. Requests for Acting Appointments must be submitted in
writing and must include justification for the appointment.
19.6.3 Acting Appointments are subject to the following:
19.6.3.1 An Acting Appointment must cover a period of at least thirty (30) days.
19.6.3.2 A request for an Acting Appointment should be submitted to the Human
Resources Department prior to instituting the acting period. An acting
appointment is not posted.
19.6.3.3 The Acting Appointment must involve the assignment of duties and
responsibilities corresponding to those included in the job description
for the acting position and must be assumed on a full-time basis.
However, in some departments, individuals may take on additional
assignments and responsibilities at a higher level while maintaining
their current job for a limited duration.
19.6.3.4 The appointee in all cases must meet the requirements as provided in
the job description of the acting title. The appointee's background will
be reviewed to ensure that the appointee meets the minimum
requirements.
19.6.3.5 If an incumbent fails to meet the minimum requirements for an acting
appointment but is performing duties associated with the position, an
appropriate acting classification and level of pay, shall be determined
by Human Resources.
19.6.3.6 The normal promotional salary progression will apply in accordance
with ARTICLE 19.5. If the employee is placed in the position through a
competitive process after serving in an acting capacity, the resulting
action will be a status change from acting to probationary and the
employee's merit review date will remain the same.
19.7 Provisional Appointments
19.7.1 A 'Provisional Appointment" is the appointment of a person from outside the
organization to a position on a temporary basis for a limited duration when a
legitimate need exists to fill a vacancy prior to the establishment of an eligibility
list. The Provisional Appointment requires the prior approval of the Human
Resources Director.
18
19.7.2 A Provisional Appointment shall only be allowed in the absence of an eligibility list.
All Provisional Appointments shall be temporary and shall be valid only until an
eligibility list is established for the position. No Provisional Appointment shall be
valid beyond six (6) months without the approval of the City Manager. In no case
shall a Provisional Appointment exceed twelve (12) months.
19.7.3 A Provisional Appointment may be permitted to occupy a vacant position provided
that the appointing authority certifies that the nominee is qualified for appointment
based on an evaluation of experience, training or education, and there are no
reemployment lists for the position.
19.7.4 For purposes of computing the appropriate pay rate, Provisional Appointments
shall be considered new appointments. If the provisional appointee is placed in
the position through a competitive process after serving in a provisional capacity,
the action will be a status change from provisional to probationary and the
appointee's merit review date will remain the same.
19.7.5 In the event that any provisional appointee fails to qualify on the eligibility list or
is not selected as established within the appropriate time of the provisional
appointment, said provisional appointment shall end and the provisional appointee
shall have his/her employment terminated.
19.7.6 If it is not possible to establish an eligibility list for any reason, the City Manager,
upon recommendation from the Human Resources Director, may approve a
provisional appointee to a probationary appointment provided that the department
has interviewed available candidates and determined that the candidates do not
possess the skills needed to fill the vacancy and the Human Resources Director
concurs with such determination.
19.8 Grant -Funded Positions and/or Limited Term Positions
19.8.1 Appointments to certain grant -funded and/or limited -term positions as designated
by the City Manager may be made without competitive examinations and/or
evaluations. Such appointments may be made by the appropriate Executive
Manager with the approval of the Human Resources Director. In the event that a
grant -funded and/or limited -term appointee fails to complete competitive
examinations and/or evaluations and is not appointed to a City -funded position
during his/her period of employment under the grant or limited -term position,
said appointee shall be terminated from City employment.
19.9 Notwithstanding any other provisions of this ARTICLE, vacant positions which would
otherwise be filled by an open recruitment may be filled by appointing a Part-time
employee who is currently employed in a Part -Time classification to a comparable full-
time classification without qualifying the employee through the competitive process.
Article 20 - Probation
19
20.1 Purpose
20.1.1 This ARTICLE allows the Appointing Authority to subject newly hired or promoted
employees to heightened scrutiny, and to reject such an employee at any time
during his/her probationary period if the employee's work and conduct is
determined to be below standards.
20.2 General
20.2.1 Newly appointed employees, employees promoted, employees reinstated after
thirty (30) days in accordance with ARTICLE 23 — REINSTATEMENT; employees
reassigned according to the Vocational Rehabilitation Administrative Regulation;
and employees transferred in accordance with ARTICLE 25 — TRANSFER shall be
subject to a period of probation. The regular period of probation shall be twelve
(12) months.
20.2.1.1 Subject to the discretion of the appropriate Executive Manager, an
employee's probationary status may be extended beyond the regular
probationary period by providing the employee advanced written notice.
20.2.1.2 Upon successful completion of a probationary period, an employee shall
be granted regular status in the classification in which the probationary
period is served.
20.3 Evaluation
20.3.1 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 Executive Manager may reject the
probationer at any time during the probationary period. Such rejections shall not
be subject to review or appeal unless such a rejection is alleged to be contrary to
the provisions of this MOU, any state or federal law or Chapter 1.05 of the City
of Anaheim Municipal Code (Personnel System).
20.3.2 An employee shall be retained beyond the end of the probationary period only if
the appropriate Executive Manager affirms that the services of the employee have
been found to be satisfactory. However, in the event the Executive Manager fails
to either affirm or reject a probationary employee prior to the end of the
employee's probationary period, the employee will be considered to have
satisfactorily completed his/her probationary period and shall be granted regular
status in the classification in which the probationary period is served.
20.4 Probationary Rejection
9C
20.4.1 An employee rejected or laid off during the probationary period from a position to
which he/she has been appointed from outside the organization shall be separated
from City service.
20.4.2 An employee rejected or laid off during the probationary period from a position to
which he/she had been promoted or transferred shall be returned to the
classification in which he/she had regular status unless the reasons for his/her
failure to complete his/her probationary period would be cause for dismissal.
20.4.3 Anaheim will make every reasonable effort to return a part-time employee rejected
or laid off from a position to which he/she had been promoted or transferred to
during the probationary period to the classification in which he/she had regular
status unless the reasons for his/her failure to complete the probationary period
would be cause for dismissal. If not returned to his/her former classification, the
employee shall be separated from City service/employment.
Article 21 - Salary Reduction, Suspension, Demotion, And Dismissal
21.1 The tenure of every employee shall be conditioned on good behavior and satisfactory
work performance. An employee may have his/her salary reduced or be suspended
without pay, demoted, or dismissed for good and sufficient cause.
21.2 When in the judgment of the appropriate Department Head or Administrative Manager,
an employee's work performance or conduct justifies disciplinary action short of demotion
or dismissal, the employee may be:
21.2.1 Suspended without pay. Upon taking such action, the appropriate Department
Head or Administrative Manager shall file with the employee and the Human
Resources Director a written notification containing a statement of the substantial
reasons for the action. No employee shall be suspended without pay for more
than thirty (30) calendar days, or;
21.2.2 Reduced in salary. Upon taking such action, the appropriate Department Head
or Administrative Manager shall file with the employee and the Human Resources
Director a written notification containing a statement of the substantial reasons
for the action. The employee may be returned to his/her former salary at such
time as deemed appropriate by the appropriate Department Head or
Administrative Manager.
21.2.2.1 No employee's salary may be reduced below the minimum salary
required by applicable law or regulation.
21.3 An employee may be demoted or dismissed upon recommendation of an appropriate
manager whenever in the judgment of the appropriate Department Head or
Administrative Manager, the employee's work or misconduct so warrants. Upon taking
such action, the appropriate Department Head or Administrative Manager shall file with
the employee and the Human Resources Director a written notification containing a
21
statement of the substantial reasons for the action and the effective date of the action.
21.4 In the disciplinary process, ANAHEIM shall conform with the procedural due process
requirements of Skelly v. State Personnel Board. At such time as Skelly due process is
required, prior to the determination that discipline will be imposed, the appropriate
Department Head or Administrative Manager at a minimum shall:
21.4.1 Provide written notification to the employee of the proposed discipline at least six
(6) business days prior to the date the discipline is proposed to be implemented.
The notification shall include:
21.4.1.1 The discipline that is proposed;
21.4.1.2 The grounds for imposed disciplinary action;
21.4.1.3 The actions, omissions, or conduct of the employee upon which the
proposed discipline is based; and
21.4.1.4 An invitation to respond either orally or in writing prior to the proposed
effective date of the discipline.
21.4.2 Provide copies of documents considered which support the proposed discipline.
21.4.3 Provide written notification of the final determination after consideration of the
employee's response or after the opportunity to respond, if the employee chooses
not to respond.
21.4.4 Failure to comply with ARTICLE 21.4 shall not invalidate a disciplinary action, but
may result in penalties, upon ANAHEIM, as reflected in decisions of the California
appellate courts.
21.5 When an employee is dismissed as provided in this ARTICLE, the following accelerated
procedure under the provisions of ARTICLE 42 — GRIEVANCE PROCEDURE shall apply:
21.5.1 Only one (1) post -Skelly hearing by a representative from the City Manager's
Office shall be held. This hearing shall be held within ten (10) business days after
the dismissal is grieved, unless mutually extended.
21.5.2 If the grievance is then timely appealed to Step III to be submitted to an impartial
arbitrator for a final and binding decision, ANAHEIM and AFSCME agree to:
21.5.2.1 Develop a standing list of mutually approved arbitrators.
21.5.2.1.1 This list shall include no more than five (5) mutually
approved arbitrators.
21.5.2.1.2 ANAHEIM and AFSCME agree to reestablish the list of
arbitrators once each year in January.
22
21.5.2.1.3 ANAHEIM or AFSCME may mutually remove arbitrators
from this list at any time.
21.5.2.2 Select the arbitrator from the standing list that has the earliest,
reasonable available hearing date, unless the parties mutually agree to
select another arbitrator from the list.
21.5.2.3 Stipulate to the following submission language when a dismissal is
submitted to an impartial arbitrator: "Was (name of employee)
dismissed for good and sufficient cause? If not, what shall be the
remedy?"
Article 22 - Layoff, Reassignment, And Reemployment
22.1 Purpose
22.1.1 Layoffs shall be implemented for a lack of work or a lack of funds and shall be the
basis of an evaluation of employee qualifications and seniority within the affected
job class.
22.1.2. ANAHEIM will notify AFSCME of layoffs, which affect employees represented by
AFSCME at the same time or prior to notification of employees.
22.2 Procedure
22.2.1 An employee whose position has been abolished due to lack of work or lack of
funds shall be reassigned by his/her Executive Manager to the position within
his/her division or department in an equivalent or lower job class closest to his/her
current classification for which he/she meets the minimum requirements and
where he/she has City seniority over other employees in the job class. In the case
of employees having equal City seniority, the tie -breaker will be resolved by a
random lottery. If the employee whose position has been abolished does not have
City seniority over other employees in equivalent or lower classes, he/she may be
reassigned by his/her Executive Manager to any vacant position within the
department in an equivalent or lower job class, for which he/she meets the
minimum requirements.
22.2.1.1 Employees reassigned to a job class without a salary step schedule shall
retain their current merit review date and their current rate of pay if it
falls within the salary range of the classification reassigned. Otherwise,
their rate of pay will be adjusted to the Control Point of the salary range
for the new classification. In no case shall the management employee's
rate of pay exceed the Control Point as a result of such reassignment
in lieu of layoff.
23
22.2.1.2 Employees reassigned to a job class with a salary step schedule will be
placed in the closest salary step of the new job class which does not
provide an increase. The employee's base hourly rate will be used in
calculating the appropriate rate of pay.
22.2.2 Whenever an employee, whose position has been abolished cannot be reassigned
to a position within his/her department, he/she may be reassigned by the City
Manager to any vacant position in any other department in his/her job class or in
an equivalent or lower job class for which he/she meets the minimum qualifications
for employment. Employees reassigned to vacant positions in an equivalent or
lower job class in any other department shall be reinstated to their former job class
and salary step status when positions in their former job class (within their former
department) become vacant. Such reassignment shall be on the basis of City
seniority.
22.2.3 An employee who is reassigned in lieu of layoff to a job classification at the same
salary range shall retain his/her current rate of pay and merit review date.
22.2.4 Whenever an employee is reassigned to a vacant position in the same class, an
equivalent class, or lower class as herein provided, he/she shall retain the same
anniversary date for purposes of merit pay increases.
22.2.5 Whenever an employee is reinstated to a vacant position in his/her former job
class, or re-employed as herein provided, he/she shall be given a new anniversary
date for purposes of merit pay increases in accordance with the provisions of
ARTICLE 16 — SALARY ADMINISTRATION.
22.3 Reemployment
22.3.1 Whenever an employee whose position has been abolished is not reassigned to
another position, he/she shall be separated from City service and placed on the
reemployment list for his/her job class. Persons on the reemployment list shall be
reemployed with their former salary step status when positions in their job class
(within the department from which they were laid off) become vacant.
Reemployment shall be on the basis of City seniority.
22.3.2 Reemployment lists shall contain the names of regular, full-time employees laid off
in good standing for lack of funds.
22.3.2.1 Reemployment lists shall remain in effect for a period of one (1) year.
Reemployment lists shall not be extended.
22.3.3 An employee reinstated from a reemployment list shall be considered to have
continuous service and shall be credited with the amount of accumulated sick leave
he/she had accrued at the time of layoff if he/she elects to remit to the City any
payment received under the provisions of ARTICLE 29 — SICK LEAVE.
24
22.3.4 The provisions of this ARTICLE shall not apply to Part -Time employees and
employees appointed to certain grant -funded and/or limited -term positions as
designated by the City Manager under ARTICLE 19.8.
Article 23 - Reinstatement
23.1 Upon recommendation of the Executive Manager and with approval of the Human
Resources Director, an employee may be reinstated to a vacant position in his/her former
job classification or job family within three (3) years of his/her termination date without
re -qualifying for employment by competitive process.
23.1.1 A full-time employee reinstated within thirty (30) days of his/her termination date
shall be considered to have continuous service; shall not serve a new probationary
period; and shall be credited with the amount of accumulated sick leave he/she
had at the time of termination. He/she shall be placed in his/her former salary
status range and shall retain his/her anniversary date for purposes of merit pay
increases. If his/her anniversary date occurred during the period of his/her
absence, his/her new anniversary day shall be the first (1st) day of the next
biweekly pay period following reinstatement.
23.1.2 A part-time employee reinstated within thirty (30) days of his/her termination date
shall be considered to have continuous service and shall not serve a new
probationary period. He/she shall be placed in his/her former salary range.
23.1.3 A full-time or part-time employee reinstated after thirty (30) days of his/her
termination date shall serve a new probationary period; may be considered to have
broken service for purposes of salary status; and shall be considered to have
broken service for all other employee benefits.
23.2 An employee may be reinstated under the provisions of the Vocational Rehabilitation
Administrative Regulation to any vacant position for which he/she meets the minimum
qualifications.
Article 24 - Voluntary Demotion
24.1 A voluntary demotion is the movement of an employee into a classification with a lower
salary schedule or salary range at the request of the employee.
24.2 A voluntary demotion shall require the approval of the Executive Manager under whom
the employee will serve and the Human Resources Director. An employee taking a
voluntary demotion may be placed in any salary of the appropriate salary range that does
not provide an increase in salary. A new anniversary date shall be given for purposes of
merit pay increases in accordance with provisions of ARTICLE 16 — SALARY
ADMINISTRATION.
25
24.2.1 Voluntary demotions authorized under the provisions of the Vocational
Rehabilitation Administrative Regulation shall be in accordance with the provisions
of this ARTICLE.
24.3 Upon recommendation of the Executive Manager and with approval of the Human
Resources Director, an employee who has taken a voluntary demotion to a lower job class
may be reinstated to a vacant position in his/her former job class, which the employee
had regular status, within three (3) years of the effective date of the voluntary demotion
without re -qualifying by competitive processes.
24.3.1 An employee reinstated to his/her former job class from a voluntary demotion shall
be placed in the salary range at his/her current rate of pay. He/she shall retain
his/her anniversary date for purposes of merit pay increases; however, if he/she
is placed below market in a salary range, he/she shall be eligible for a merit pay
increase after six (6) months or his/her regular anniversary date, whichever is
sooner.
Article 25 - Transfer
25.1 A change of an employee's place of employment from one division to another or from
one department to another shall be considered a "Transfer." Movement of an employee
to a vacant position in a job classification on the same salary range as his/her own job
class shall also be considered a transfer.
25.2 A Transfer requires the approval of the Executive Manager to which the employee is
transferring and the Human Resources Director. A Transfer may be initiated by the City
Manager, Executive Manager, or by request of the employee to the Human Resources
Director.
25.2.1 A transferred employee shall retain his/her rate of pay and his/her anniversary
date for purposes of merit pay increases.
25.2.2 If a Transfer is initiated by request of an employee to a job class with minimum
standards of employment substantially different from those of his/her own job
class, an employee shall be required to demonstrate his/her eligibility for
employment in accordance with the provisions of ARTICLE 19 — APPOINTMENTS
AND PROMOTIONS and he/she shall serve a new probationary period in
accordance with the provisions of ARTICLE 20 — PROBATION.
25.2.3 A scheduled merit increase may be deferred at the discretion of the Executive
Manager for a period of up to six (6) months to allow management to properly
evaluate the transferred employee's work performance and conduct.
Article 26 - Post -Offer Medical And Physical Exams
26
26.1 In order to be eligible for employment with the City, candidates shall be required to pass
a medical evaluation, the character of which is in accordance with the standards
established by the Human Resources Director.
26.2 In order to be eligible for promotion or transfer to a job class in a category requiring
substantially different physical qualifications than his/her present job class, an employee
must pass the appropriate medical examination.
26.3 All physical and medical 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/her practice as defined by California State Law.
26.3.1 Exceptions to the provisions of ARTICLE 26.3 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.
26.4 The City shall pay for any physical and medical examination required under the provisions
of this ARTICLE.
26.5 Any employee who returns to work after an absence in excess of forty (40) consecutive
working hours due to illness or physical incapacity or who has been removed from the
workplace under provisions of Administrative Regulation 277, may be required by his/her
Executive Manager to undergo a medical examination prior to returning to work.
26.6 In the event the post -offer examination determines an employee is unable to perform
the essential functions of a position without accommodation, the City will engage in an
appropriate interactive process in compliance with Administrative Regulation 251.
SECTION IV: LEAVES
Article 27 - Holidays
27.1 Holidays — General
27.1.1 The following days shall be recognized as holidays. Full-time employees shall have
the following holidays off with pay:
■ January 1, New Year's Day
■ Third Monday in January, Martin Luther King, Jr.'s Birthday
■ Third Monday in February, Presidents' Day
■ Last Monday in May, Memorial Day
■ July 4, Independence Day
■ First Monday in September, Labor Day
27
■ November 11, Veteran's Day
■ Fourth Thursday in November, Thanksgiving Day
■ Friday after Thanksgiving
■ December 25, Christmas Day
■ Every day designated by the City Council for a public feast, or holiday
27.1.2 In the event that any of the above holidays fall on an employee's scheduled day
off, said employee shall observe the preceding work day or the following work day
as scheduled by the Department Head, to provide maximum regular service to the
public.
27.1.3 Any employee, otherwise eligible for overtime, 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 (11/2) times his/her regular rate of
pay for each hour worked.
27.1.4 In order to be eligible for holiday pay, an employee must be either at work or on
paid leave of absence on the regularly scheduled work day immediately preceding
the holiday or day observed in lieu of the holiday and the regularly scheduled
work day immediately following the holiday or day observed in lieu of the holiday.
No employee who is on suspension or unpaid leave of absence on either the
regularly scheduled work day immediately preceding or immediately following the
holiday or day observed in lieu of the holiday shall receive compensation for said
holiday or day observed in lieu of the holiday.
27.2 Alternate Work Schedules
27.2.1 For employees assigned to an alternate work scheduled authorized under the
provisions of ARTICLE 17 - HOURS OF WORK AND PAY DAY:
27.2.1.1 If the holiday falls on the workday where the employee is regularly
scheduled to work more than eight (8) hours, the employee will receive
only eight (8) hours of holiday pay. The employee shall be required to
submit a request for vacation to be charged to that day for all regularly
scheduled work hours in excess of eight (8), unless, at management's
discretion, the employee requests in advance and receives written
authorization to make-up the hour(s) by working on some other day
during that same work period. The additional hour(s) worked shall not be
considered as overtime and the employee shall be paid at their regular
hourly rate of pay.
27.2.1.2 In the event an employee does not request to make-up the hour(s) or is
not authorized to make-up the hour and does not have sufficient vacation
time to cover the hour(s), or in the event the employee is not eligible for
vacation, the employee shall be charged authorized leave without pay for
all regularly scheduled hours in excess of eight (8).
28
27.3 Effective January 1, 2022, and each January 1st thereafter, in addition to the holidays
listed above under ARTICLE 27.1.1, each full-time employee will receive one (1) eight
(8)-hour floating holiday per calendar year. The employee will be eligible to use the
floating holiday on or after January 15t of each calendar year. This leave time has no
monetary value, cannot be cashed out and must be used by the end of the calendar
year. The floating holiday shall be scheduled and taken in accordance with the best
interests of the City and the department or division in which the employee is employed.
27.4 Part-time employees are subject to ARTICLE 41 - PART-TIME EMPLOYEES
Article 28 - Vacation
28.1 All vacations shall be scheduled and taken in accordance with the best interests of the
City and the department or division in which the employee is employed. Requests for
vacation and scheduling of vacations shall not be arbitrarily denied or changed.
28.2 An employee shall be eligible to take any accrued vacation upon completion of six (6)
months of service.
28.3 The maximum amount of vacation that may be taken at any given time shall be that
amount that has accrued to the employee concerned.
28.4 In the event that any recognized holiday occurs during an employee's vacation, the holiday
shall not be charged against the employee's accrued vacation. The only vacation hours
that shall be charged against any employee's accrued vacation shall be those hours that
the employee is regularly scheduled to work.
28.5 Paid vacation shall continue to accrue in accordance with the provisions of this ARTICLE
under any period of leave with pay. Employees shall not accrue vacation while on Short -
Term Disability or Long -Term Disability.
28.6 Full-time employees with an average of forty (40) hours shall receive annual vacation with
pay in accordance with the following provisions:
28.6.1 For the first four (4) 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 for paid vacation at the close of the final complete
biweekly pay period of each fiscal year (one hundred six (106) hours per year).
28.6.2 Upon completion of four (4) 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 (one hundred thirty (130) hours per year).
28.6.3 Upon completion of eight (8) 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 (one hundred fifty-six (156) hours per year).
29
28.7
28.6.4 Upon completion of fourteen (14) 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 (one hundred eighty-two (182) hours per year).
28.6.5 Upon completion of nineteen (19) 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 (two hundred eight (208) hours per year).
28.6.6 Upon completion of twenty-four (24) years of continuous, full-time service, such
employees shall accrue paid vacation at the rate of nine (9) hours for each
complete biweekly pay period (two hundred thirty-four (234) hours per year).
Maximum vacation accumulations for full-time employees with an average regular work
week of forty (40) hours shall be as follows:
28.7.1 For employees accruing vacation at the rate of one hundred six (106) hours for
every twenty-six (26) complete biweekly pay periods, the maximum amount of
vacation that may be accumulated shall be two hundred twelve (212) hours.
28.7.2 For employees accruing vacation at the rate of one hundred thirty (130) hours for
every twenty-six (26) complete biweekly pay periods, the maximum amount of
vacation that may be accumulated shall be two hundred sixty (260) hours.
28.7.3 For employees accruing vacation at the rate of one hundred fifty-six (156) hours
for every twenty-six (26) complete biweekly pay periods, the maximum amount of
vacation that may be accumulated shall be three hundred twelve (312) hours.
28.7.4 For employees accruing vacation at the rate of one hundred eighty-two (182)
hours for every twenty-six (26) complete biweekly pay periods, the maximum
amount of vacation that may be accumulated shall be three hundred sixty-four
(364) hours.
28.7.5 For employees accruing vacation at the rate of two hundred eight (208) hours for
every twenty-six (26) complete biweekly pay periods, the maximum amount of
vacation that may be accumulated shall be four hundred sixteen (416) hours.
28.7.6 For employees accruing vacation at the rate of two hundred thirty-four (234) hours
every twenty-six (26) complete biweekly pay periods, the maximum amount of
vacation that may be accumulated shall be four hundred sixty-eight (468) hours.
Exempt Employees:
28.8.1 The minimum amount of vacation that may be taken at any given time shall be
one (1) day.
28.8.2 Employees shall have the number of hours of his/her regular workday deducted
from his/her accrued vacation time for each day of vacation taken.
30
28.9 Non -Exempt Employees:
28.9.1 The minimum amount of vacation that may be taken at any given time shall be
one-half (1/2) hour. Each non-exempt employee shall have one-half (1/2) hour
deducted from his/her accrued vacation time for each one-half (1/2) hour of
vacation taken.
28.9.2 Non-exempt employees shall have the number of hours or his/her regular
workday deducted from his/her accrued vacation time for each one-half (1/2)
hour or workday of vacation taken.
28.10 Upon termination, an employee shall be compensated through payroll at his/her current
base rate of pay for any vacation accrued but not taken. Upon termination, the employee
shall be compensated for the full accrual for the final pay period.
28.11 Upon retirement or layoff, in lieu of compensation, the employee may elect to defer the
full accrual into the 457 deferred compensation plan, subject to the annual maximum
amount limitation. If the full accrual exceeds the annual maximum amount, then any
remaining balance shall be paid in cash.
28.12 Employees shall have the ability to be compensated for accrued vacation hours at any
time throughout the year, subject to the following provisions:
28.12.1 A minimum of forty (40) hours of vacation must have been used during the
previous twelve (12) months.
28.12.2 The employee's Executive Manager must approve the employee's request for the
vacation pay-off.
28.12.3 The employee's vacation balance cannot drop below forty (40) hours as a result
of the request.
28.13 The Human Resources Director may recommend, and the City Manager may approve, a
one-time crediting of the vacation time bank for new hires or newly promoted employees
for use upon completion of six (6) months in the position.
28.14 Part -Time employees shall accrue leave in accordance with ARTICLE 41 - PART-TIME
EMPLOYEES.
Article 29 - Sick Leave
29.1 Full-time employees shall accrue annual sick leave with pay in accordance with the
following provisions:
29.1.1 Full-time employees with an average regular workweek of forty (40) hours shall
accrue paid sick leave at the rate of three (3) hours for each complete biweekly
31
pay period.
29.1.2 Paid sick leave shall continue to accrue in accordance with ARTICLE 29 during
any period of leave with pay.
29.1.3 Employees shall not accrue sick leave while on Short -Term Disability or Long -
Term Disability.
29.1.4 An employee requesting sick leave for an absence from work as a result of any
injury or disease, which is compensable under the State of California Labor Code,
after eligibility for Industrial Accident Leave has ended, shall receive maximum
compensation from the City in an amount equal to the difference between
temporary disability payments mandated by the State of California Labor Code
and his/her regular base rate of pay.
29.2 The number of hours of an employee's regular work day shall be deducted from his/her
accrued sick leave time for each regularly scheduled working day that he/she is on paid
sick leave.
29.3 Exempt employees shall take sick leave in full day increments except only in cases where
Family Medical Leave or Short -Term Disability situations exist.
29.3.1 An employee may, at his/her option, elect to use vacation time to bridge the
period after sick leave is exhausted and prior to Short -Term Disability
commencing.
29.4 Non-exempt employees shall have one-half (1/2) hour deducted from accrued sick leave
time for each one-half (1/2) hour of sick leave taken.
29.4.1 In the event that an employee becomes ill during working hours and is placed on
paid sick leave prior to the close of the work day, such paid sick leave shall be
calculated to the nearest one-half (1/2) hour
29.5 Sick leave that is accrued, but not taken, shall be accumulated.
29.5.1 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 sick leave hours
accumulated beyond one hundred seventy-five (175) hours in each calendar year.
29.5.1.1 Payment shall be made in January of each year, or upon the employee's
termination of employment for any reason.
29.5.1.2 A maximum of one hundred seventy-five (175) hours shall carry over
from year to year.
29.5.2 The City shall pay to a regular, full-time employee, upon the employee's
termination of employment due to retirement or layoff in accordance with
ARTICLE 22 — LAYOFF, REASSIGNMENT, AND REEMPLOYMENT, all hours
32
accumulated up to the maximum of one hundred seventy-five (175) hours that
may be carried over from year to year.
29.5.3 Upon retirement or layoff, in lieu of compensation, the employee may elect to
defer the entire accrual into the 457 deferred compensation plan, subject to the
annual maximum amount limitation, or convert up to one hundred seventy-five
(175) hours to CalPERS service credit.
29.5.3.1 If the entire accrual shall exceed the annual maximum amount, then
any balance would be paid to the employee.
29.5.4 If an employee dies while employed, the City shall pay to his/her beneficiary, as
designated by the CalPERS records, the cash equivalent (paid at base salary rate)
of all hours accumulated up to the maximum of one hundred seventy-five (175)
hours.
29.6 In the event that any paid holiday occurs during a period when an 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.
29.7 An employee eligible for paid sick leave shall be granted such leave for the following
reasons:
29.7.1 Illness of the employee or physical incapacity of the employee due to illness or
injury.
29.7.2 Enforced quarantine of the employee in accordance with community health
regulations.
29.7.3 Medical and dental appointments during work hours. Use of sick leave for
scheduled medical and dental appointments shall require prior approval of the
employee's supervisor and will be granted in accordance with the best interests
of the City and the employee's department or division.
29.7.4 Temporary disabilities caused by pregnancy and childbirth.
29.7.5 To attend to the illness of the employee's family member. "Family member" means
a child (biological, adopted, foster, stepchild, a legal ward, child of a registered
domestic partner, or a child to whom the employee stands in loco parentis), parent
(biological, adopted, foster, stepparent, or legal guardian of an employee or the
employee's spouse or registered domestic partner, or a person who stood in loco
parentis when the employee was a minor child), spouse, registered domestic
partner, grandparent, grandchild, or sibling of the employee regardless of
residence. As used in this ARTICLE, registered domestic partner means that a
Declaration of Domestic Partnership has been filed with the California Secretary of
State.
33
29.8 An employee who cannot perform his/her assigned duties due to illness or physical
incapacity shall inform his/her immediate supervisor of the fact as soon as possible.
Failure to do so within a reasonable time may be cause for denial of sick leave with pay.
29.9 Unless prohibited by law, in the event that an employee is absent in excess of three (3)
or more consecutive working days, the employee's Executive Manager or Administrative
Manager may require that the employee submit to him/her a written statement by a
physician licensed by the State of California certifying that the employee's condition
prevented him/her from performing the duties of his/her position. Failure on the part of
the employee to comply with such a requirement may be considered cause for disciplinary
action.
29.10 Short -Term Disability
29.10.1 Total disability means an employee's complete inability to engage in his/her
regular occupation. An employee who has completed six (6) months as a
regular, full-time employee and is continuously and totally disabled for more
than one (1) calendar month, shall receive a Short -Term Disability benefit of
net sixty percent (60%) of his/her base rate of pay, after withholding taxes,
and less deductible benefits.
29.10.1.1 Such disability benefit shall continue during total disability up to a
maximum of six (6) months, including the thirty (30) day elimination
period, from date of disability.
29.10.1.2 Payment of Short -Term Disability benefits is contingent upon the
continuation of on -going medical treatment.
29.10.1.3 Short -Term Disability benefits shall continue beyond sixty (60)
and/or one hundred twenty (120) days of absence only upon
submission of a "Report of Physical Examination" by the treating
physician or medical practitioner, including certification of
continuing disability and expected return date.
29.10.1.4 Deductible benefits include salary or other compensation paid by any
employer; Workers' Compensation Act or similar law including
benefits for partial or total disability, whether permanent or
temporary, if benefits being received are for the current disabling
condition; and a pension plan toward which the City contributed.
29.10.2 Payment of employee premiums shall be waived for any Anaheim sponsored
medical, dental, and life insurance benefit plans during any biweekly pay period
during which Short -Term Disability benefits are paid.
29.10.2.1 Benefits are not payable unless the employee is regularly seen and
treated by a licensed physician or medical practitioner who certifies
the continuing disability.
34
29.11 Long -Term Disability
29.11.1 An employee who is continuously
months shall receive Long -Term
provisions of this ARTICLE.
and totally disabled for more than six (6)
Disability benefits in accordance with the
29.11.2 If two (2) or more periods of total disability occur during a specific six (6) month
elimination period for the insured Long -Term Disability plan, all such periods
shall be considered as one (1) period of continuous total disability under the
following conditions:
29.11.2.1 All periods of total disability must be due to the same cause or
causes;
29.11.2.2 All recurring periods of total disability that qualify as one period of
continuous total disability for the insured Long -Term Disability
plan, shall qualify as one (1) period of continuous total disability
for the Anaheim Disability Plan and shall not require a new one (1)
month waiting period before Anaheim disability benefits will be
paid; and
29.11.2.3 Commencement of the benefit period for the insured Long -Term
Disability plan shall automatically terminate benefits from the
Anaheim Disability Plan.
29.12 Part -Time Employees shall be provided sick leave in accordance with ARTICLE 41 -
PART-TIME EMPLOYEES.
Article 30 - Industrial Accident Leave
30.1 In the event that any full-time employee is absent from work as a result of any injury or
disease which is found to be compensable under the State of California Labor Code, such
absence shall be considered Industrial Accident Leave.
30.2 Industrial Accident Leave shall begin on the first (1st) day of such absence as defined in
this ARTICLE.
30.2.1 Industrial Accident Leave shall continue during all absences due to a single injury,
but not to exceed one (1) year of accumulated absence.
30.2.2 Industrial Accident Leave benefits provided by this ARTICLE shall apply to each
injury or disease as defined in this ARTICLE.
30.2.3 The effective date of a permanent disability rating as awarded by the Workers'
Compensation Appeals Board ends eligibility for Industrial Accident Leave for that
particular injury or disease.
35
30.2.4 A written statement from the treating physician that the employee's condition is
"Permanent and Stationary" or separation from City service ends eligibility for
Industrial Accident Leave for that particular injury or disease.
30.2.5 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.
30.3 Any full-time employee on Industrial Accident Leave shall receive compensation from the
City in an amount equal to the difference between temporary disability payments
mandated by the State of California Labor Code and his/her regular base rate of pay.
30.4 In the event that an employee who has received or is receiving Industrial Accident Leave
benefits files a civil action in state or federal court against a third party for allegedly
causing or contributing to the cause of his/her injury which resulted in his/her absence
from work, the employee is required to inform the Risk Management Division of such
filing.
30.5 No employee shall have accrued sick leave deducted while on Industrial Accident Leave.
Vacation and Sick Leave shall continue to accrue for any employee on Industrial Accident
Leave in accordance with the provisions of ARTICLE 28 — VACATION and ARTICLE 29 —
SICK LEAVE.
Article 31 - Bereavement Leave
31.1 Bereavement leave may be used only at the time a death occurs, or to make burial
arrangements and/or attend funeral or memorial services.
31.2 In addition to paid bereavement leave as provided for below, employees may use all
unused sick or vacation hours up to five (5) additional working days for bereavement
purposes. If an employee has no sick or vacation on the books, he/she may utilize leave
without pay for these additional five (5) days.
31.3 In the event a death occurs in the immediate family of a full-time Confidential employee,
the employee shall be granted bereavement leave with pay for up to a maximum of three
(3) consecutive work days.
31.3.1 "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 or registered domestic partner, child, grandchild,
brother, or sister of the employee, or any parent, foster parent, or step-parent of
the employee's spouse or registered domestic partner, regardless of residence.
31.3.2 For purposes of this ARTICLE, "Registered Domestic Partner" means that a
Declaration of Domestic Partnership has been filed with the California Secretary of
State.
36
31.4 In the event a death occurs among "other" family members of a full-time Confidential
employee, the employee shall be granted bereavement leave with pay for up to a
maximum of one (1) work day.
31.4.1 Other family members shall be defined as grandparent, daughter-in-law, son-in-
law not under the same roof of the employee, and any grandparent, child,
grandchild, brother, or sister of the employee's spouse or registered domestic
partner, regardless of residence.
Article 32 - Military Leave
32.1 This ARTICLE prescribes City policy relating to military leave and compensation in
accordance with the provisions of the Military and Veterans Code of the State of
California §389-999.5, the Uniformed Services Employment and Reemployment Rights
Act of 1994 (USERRA), 38 U.S.C. §4301-4335, and with all federal provisions (Public
Law §93-508).
32.2 An employee requesting leave under this provision shall provide their Department Head
and the Human Resources Department with a copy of the military orders specifying the
date(s), site, and purpose of the activity or mission.
32.3 Within the limits of such orders, the Department Head may determine when the leave is
to be taken and may modify the employee's work schedule to accommodate the request
for leave.
32.4 An employee who is on active duty and has been employed for at least one (1) year will
receive his/her salary for the first thirty (30) days of military duty.
32.5 An employee who is a member of the California National Guard will receive his/her salary
for the first thirty (30) days of active service regardless of his/her length of service with
the City.
32.6 An employee who is on temporary military duty and has been employed for at least one
(1) year or at least one (1) year of combined military/employment service will receive
his/her salary for the first thirty (30) days of duty.
32.7 Pay shall not exceed thirty (30) days in any fiscal year.
32.8 During any term of deployment, employees shall be considered to be on leave without
pay status (LWOP) and shall accrue no paid leaves.
Article 33 - Jury Duty And Court Appearances
33.1 In the event any full-time employee in the classified service is duly summoned to any
court for the purpose of performing jury duty, he/she shall receive his/her regular
37
compensation for any regularly scheduled working hours spent in actual performance of
such service.
33.2 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/her own misconduct, he/she shall receive his/her regular compensation for
any regularly scheduled working hours spent in actual performance of such service.
33.2.1 Whenever an employee is summoned to appear as a witness for court matters
within the scope of his/her employment, he/she shall be compensated in
accordance with provisions concerning compensation for normal performance of
duties.
33.2.2 Employees receiving witness fees shall remit such fees to the Finance Department
in order to be considered at work for payroll purposes during time spent as such
witnesses.
33.3 In the event any Part -Time employee is summoned to any court for the purpose of
performing jury duty, the employee is released from his/her regularly scheduled working
hours and shall not be compensated for such service.
Article 34 - Leave Without Pay
34.1 Any full-time employee who is absent from work and who is not on leave with pay shall
be considered to be on leave without pay. An employee on leave without pay shall receive
no compensation.
34.2 An employee on leave without pay for over forty (40) consecutive hours in a pay period
shall not accumulate vacation or sick leave while on such leave.
34.3 Non -Medical Leave Without Pay
34.3.1 An employee who has a need to be absent from work and who is not eligible for
leave with pay may request to be placed on leave without pay. Under no
circumstances shall such leave exceed six (6) months.
34.3.2 Leave without pay for a period not to exceed forty (40) working hours may be
granted by the employee's Administrative Manager or Department Head.
34.3.3 Leave without pay in excess of forty (40) hours shall require the approval of the
employee's Department Head.
34.3.4 An employee on non -medical leave without pay in excess of two (2) complete bi-
weekly pay periods shall be responsible for his/her full cost of all benefits he/she
is receiving/enrolled.
34.4 Medical Leave Without Pay
38
34.4.1 In the event that leave without pay is granted to an employee for reasons of illness
or physical incapacity due to illness or injury, the City shall continue to pay for any
hospitalization and major medical insurance previously paid for by the City, for a
maximum of six (6) complete months.
34.4.2 The City shall waive the payment of employee premiums for any City sponsored
medical, dental, and life insurance benefit plans for a maximum of six (6) months.
34.4.3 An employee may be granted leave without pay not to exceed six (6) months. An
extension of leave without pay beyond six (6) months is permitted only when leave
without pay is granted to an employee for reasons of illness or physical incapacity
and a determination has been made by the Human Resources Director that return
to work is likely or that continuation of leave without pay is a reasonable
accommodation of an employee's disability.
34.5 An employee returning to work from leave without pay shall be placed in the same salary
range/hourly rate he/she was in prior to such leave.
34.5.1 If such leave was in excess of two (2) complete biweekly pay periods, the
employee's anniversary date for purposes of merit pay increases shall be changed
to conform with the provisions of ARTICLE 16 — SALARY ADMINISTRATION
provided that he/she returns to a position in his/her same job class.
34.5.2 If the employee returns to a position in a lower job class, his/her salary step/range
status shall be determined in accordance with the provisions of ARTICLE 24 —
VOLUNTARY DEMOTION.
Article 35 - Administrative Leave
35.1 Effective January 1, 2022, and each January 1st thereafter, full-time employees shall
receive sixteen (16) hours of administrative leave.
35.1.1 Full-time employees who begin employment after January 1st but on or before
June 30th of each calendar year shall receive eight (8) hours of administrative leave
for that calendar year and sixteen (16) hours of administrative leave each January
1st thereafter. Full-time employees who begin employment on July 1st through
December 31st shall not receive administrative leave until January 1st of the
following year.
35.2 Administrative leave has no monetary value, cannot be cashed -out and must be used by
the end of the calendar year.
35.3 Administrative leave shall be scheduled and taken in accordance with the best interests
of the City and the department or division in which the employee is employed.
39
35.4 Employees will be eligible to use administrative leave hours upon completion of six (6)
months of service with the City.
35.5 Use of administrative leave does not count towards usage criteria for the cash out of
vacation hours pursuant to ARTICLE 28 — VACATION.
SECTION V: BENEFITS
Article 36 - Insurance and Pensions
36.1 General Provisions
36.1.1 The City Council shall set plan rates and employee contributions for City health
and wellness plans annually.
36.1.2 The master contract between the City and plan administrator shall govern in the
event any disputes arise over any matter within a provision of the contract.
36.1.3 Proof of eligibility will be required of all employees enrolled in any City insurance
plan to enroll a dependent.
36.2 Health Insurance
36.2.1 For full-time employees:
36.2.1.1 The City shall offer prepaid and/or insured health plans recommended by
the Anaheim Health Council and approved by the City Council.
36.2.1.2 Employees become eligible for coverage on the first (1st) day of the
month following one (1) complete calendar month after hire date. Part-
time employees shall be eligible as defined in ARTICLE 41 - PART-TIME
EMPLOYEES.
36.2.1.3 The employee shall contribute the difference between the City
contribution and the total premium costs.
36.2.1.4 Proof of marriage or Declaration of Domestic Partnership shall be
required to enroll an employee spouse or domestic partner in the
employee's selected medical plan.
36.2.1.5 Employees who are covered by another health plan, including the
dependent spouse of married City employee couples, may present proof
of such coverage in order to opt -out of City coverage and receive one
hundred twenty-five dollars ($125) per month in lieu of City provided
health benefits. In the event an employee who has elected this option
loses health coverage for any reason and notifies the City of such loss
40
within thirty (30) calendar days, he/she may enroll in any City plan when
the alternate health coverage ceases. An employee may re-elect the opt -
out option annually during open enrollment or may enroll in a City plan.
36.2.1.6 For all medical plans, married City employee couples shall be allowed
only one (1) medical plan and only one (1) dental plan to cover all family
members. Married City employee couples covered by a single two (2)
party or family plan while both spouses are employed by the City may
elect the opt -out option for the dependent employee.
36.2.1.7 ANAHEIM shall increase its contribution to the premiums for the various
health plans each January. This contribution shall be based on the
Consumer Price Index, All Items Index — Urban Wage Earners and Clerical
Employees (CPI-W), for the areas identified as Los Angeles — Riverside —
Orange County. The increase in ANAHEIM's contribution shall be equal
to the percent change for the year ending May of the prior calendar year
plus seventy-five percent (75%) of any amount above the CPI-W. (For
example, the City's increase in contribution for calendar year 2021 shall
equal the percent change in the CPI-W for the year ending May 2020,
plus seventy-five percent (75%) of the amount of the health premium
increase that exceeds the percent change in the CPI-W for the year
ending May 2020).
36.3 Dental Insurance
36.3.1 The City shall sponsor prepaid and/or insured dental plans recommended by the
Anaheim Health Council and approved by the City Council for all full-time
employees.
36.3.2 The City's contribution towards the cost of Dental plans shall be set annually by
the City Council. Employees shall be required to contribute one hundred percent
(100%) of any excess amount over the contribution set by the City Council.
36.4 Life Insurance
36.4.1 Basic Life Group Term Life Insurance for Basic, Dependent, and Supplemental Life
Insurance Coverage:
36.4.1.1 The City shall make available group term life insurance for basic life,
dependent life, and supplemental life insurance coverage for full-time
employees.
36.4.1.2 The City's dollar contribution to the program and benefits of such
program are specified in the Life Insurance Plan agreed upon by the City
and the City's insurance provider.
36.4.2 Voluntary Accidental Death and Dismemberment Insurance:
41
36.4.2.1 The City shall make available voluntary accidental death and
dismemberment insurance coverage for full-time employees.
36.4.2.2 The City's dollar contribution to the program and benefits of such
program are specified in the Life Insurance Plan agreed upon by the City
and the City's insurance provider.
36.4.3 Paid -Up Life Insurance
36.4.3.1 Any full-time employee who retires shall receive a Paid -up Life Insurance
Policy, paid for wholly by the City, with a face value of one hundred
dollars ($100.00) for each complete continuous year of service and fifty
dollars ($50.00) for more than six (6) months, but less than a complete
year of service up to a maximum of two thousand dollars ($2,000).
36.4.4 Permanent and Total Disability Life Insurance
36.4.4.1 Full-time employees who are permanently and totally disabled shall
receive a waiver of premium for life insurance coverage elected prior to
the disability.
36.4.4.2 Waiver of premiums and continuation of coverage will continue as
specified in the Life Insurance Plan agreed upon by the City and the City's
insurance provider.
36.5 Pension and Deferred Compensation
36.5.1 California Public Employee's Retirement System (CalPERS): For the purpose of this
ARTICLE, employees whose CalPERS membership began prior to January 1, 2013
are designated "Classic" members, and those employees whose CalPERS
membership began on or after January 1, 2013 are designated as Public
Employees' Pension Reform Act (hereinafter, "PEPRA'� members, as determined
by CalPERS.
36.5.1.1 Full-time employees immediately become members of CalPERS in
accordance with the contract between the City and CalPERS and subject
to the California Public Employees' Retirement Law (hereinafter, " PERL'�.
36.5.1.2 Part-time employees working an average of thirty (30) hours per week
on an ongoing basis or who work more than one thousand (1,000) hours
in any given fiscal year shall be eligible to become members of CalPERS
in accordance with the contract between the City and CalPERS and
subject to PERL.
36.5.1.3 Employees who are "Classic" CalPERS members shall contribute the eight
percent (8%) employee contribution rate for retirement benefits and shall
be enrolled in the Public Employee's Retirement defined benefit plan of
2.7% at 55.
42
36.5.1.3.1 A portion of the employer rate shall be paid by the
employee, as provided by the various resolutions
recommended by the Human Resource Director and
approved by City Council. Effective July 3, 2015, the
employee contribution to the employer contribution rate
shall be four percent (4%).
36.5.1.4 Employees who are PEPRA members shall contribute at least fifty percent
(50%) of the normal costs, as established by CalPERS, and shall be
enrolled in the Public Employee's Retirement defined benefit plan of 2%
at 62.
36.5 2 Employees in classifications represented by AFSCME may voluntarily participate in
deferred compensation programs offered by ANAHEIM.
36.6 Retirement Health Savings Plan
36.6.1 The City established the Retirement Health Savings plan to provide for
reimbursement of eligible medical expenses as defined by the Retirement Health
Savings plan document.
36.6.2 Full-time employees shall be enrolled in the City's Retirement Health Savings plan.
36.6.2.1 The City shall contribute one percent (1.0%) of each employee's gross
pay to the applicable employee's individual member account. Effective
the pay period that includes January 7, 2022, the City's contribution shall
increase to a total of two percent (2.0%) of the employee's base pay, to
the applicable individual member account.
36.6.2.2 The employee shall contribute one percent (1%) of his/her gross pay to
the employee's individual member account.
36.6.3 There are no vesting requirements for contributions made to an employee's
individual member account.
Article 37 - Post Retirement Medical Benefits
37.1 Benefit Requirements
37.1.1 Regular, full-time employees covered by this MOU who are enrolled as a subscriber
in a City -sponsored health plan at the time of separation from Anaheim service
shall be eligible to participate in any City sponsored health plan (medical and
dental) as a retiree subject to the following terms and conditions:
37.1.1.1 The employee must be credited with at least five (5) years of
continuous, full-time City service on the date of retirement, and
43
37.1.1.2 The employee must have been awarded a retirement from PERS as the
reason for separation from City service, and
37.1.1.3 PERS retirement benefits must commence no later than the first (1st)
day of the month following the date of separation from City service, or
37.1.1.4 The employee must have been awarded a disability retirement
(Ordinary or Industrial) from PERS as the reason for separation from
City service.
37.2 Contributions
37.2.1 For all regular, full-time employees hired prior to January 1, 1996 who meet the
requirements for participation in any City sponsored health plan as a retiree, the
City shall provide separate contributions towards the premium costs of the City
sponsored medical and/or dental plans elected by the employee according to the
following schedule:
37.2.1.1 For service retirements, the contributions shall be a percentage of the
annual contributions made by Anaheim on behalf of active employees,
the percentage equal to one and one-half (1 1/2) times the
miscellaneous two percent at sixty (2% @ 60) PERS retirement
schedule to a maximum contribution of ninety-five percent (95%)
based on the employee's age at retirement and City service accrued
through December 31, 2005. City service shall be calculated to the
nearest complete one -quarter (1/4) year.
37.2.1.2 For Disability Retirements, the contribution shall be a percentage of the
annual contributions made by Anaheim on behalf of active employees,
the percentage equal to two percent (2%) for each year of service to
a maximum contribution of ninety-five percent (95%) based on the
employees consecutive years of City service for Safety and on City
service accrued through December 31, 2005 for Miscellaneous. City
service shall be calculated to the nearest complete one quarter (1/4)
year.
37.2.1.3 In the event an employee is eligible for both a Service and a Disability
Retirement benefit under this ARTICLE, the employee shall receive the
Service Retirement benefit.
37.2.1.4 The Anaheim contribution shall be based on the Two -Party or Family
rate only for those employees who properly enroll a dependent spouse
or registered domestic partner and/or other family members prior to
retirement and shall continue only as long as the retiree maintains
coverage for such dependents in City sponsored health plans. Nothing
in this ARTICLE shall prevent a retiree from properly enrolling new
dependents at the retiree's cost.
44
37.3 Health Plans
37.3.1 The following conditions shall apply to all retirees who are participating in City
sponsored health plans:
37.3.1.1 Retirees shall be required to
establishing eligibility. Failur
e
37.3.1.2 The full value of any Medicare credits provided to the City or Medicare
surcharges imposed on the City by virtue of a retiree's participation or
non -participation in Medicare shall be passed on to the retiree in the
form of reduced or increased premium costs.
37.3.1.3 The surviving spouse or registered domestic partner of the retiree may
continue coverage under the same terms and conditions provided that
the surviving spouse or registered domestic partner was properly
enrolled at the time of the employee's retirement and that dependent
coverage was continuously maintained during the employee's
retirement.
37.3.1.4 Once cancelled for any reason, coverage shall not be reinstated.
37.3.1.5 Coverage shall be cancelled for non-payment of fees after three (3)
months in arrears.
37.3.1.6 There shall be "Coordination of Benefits" where other insurance exists.
37.3.1.7 Retirees may change plans and add dependents only during an open
enrollment period, except that the surviving spouse or registered
domestic partner of a retiree may not enroll a new spouse or registered
domestic partner.
Article 38 - Miscellaneous Benefits and Services Awards
38.1 Service awards shall be presented to full-time employees for the following years of service:
38.1.1 Five (5)
38.1.2 Ten (10)
38.1.3 Fifteen (15)
38.1.4 Twenty (20)
38.1.5 Twenty-five (25)
38.1.6 Thirty (30)
38.1.7 Thirty-five (35)
38.1.8 Forty (40)
45
38.2 Such service awards shall also be presented to any full-time employee upon his/her
retirement.
38.3 For purposes of this ARTICLE, the term "years of service," shall be defined as continuous,
full-time service.
Article 39 - Payroll Deductions
39.1 Deductions of authorized amounts may be made from employees' pay for the following
purposes:
39.1.1 Federal, State, and Medicare tax withholding;
39.1.2 Contributions to retirement benefits, including retiree health savings;
39.1.3 Contribution to survivors' benefits;
39.1.4 Payment of life insurance and accidental death and dismemberment insurance
premium;
39.1.5 Payment of non -industrial disability insurance premium;
39.1.6 Payment of hospitalization and major medical insurance premium;
39.1.7 Payment to or savings in Orange County's Credit Union;
39.1.8 Contributions to the City Employees Annual Charities Fund Drive;
39.1.9 Payment of membership dues to the American Federation of State, County,
and Municipal Employees, Local 2002;
39.1.10 Voluntary deduction for UNION Political Action Committee;
39.1.11 Payment of Personal Computer Purchase Program Loan;
39.1.12 Payment of Tuition Assistance;
39.1.13 Payment of Deferred Compensation Loans; and
39.1.14 Other purposes as may be authorized by the City Council.
39.2 Employees may only revise or revoke a deduction to the UNION's Political Action
Committee once per year between January 10 and January 20. The provisions of Section
39.1.10 shall sunset upon expiration of this MOU unless extended by mutual agreement.
Article 40 - Joint Committee On Medical Program
40.1 The parties to this Agreement, in recognition of the need to provide an adequate level of
medical care coverage at a reasonable cost to ANAHEIM and its employees hereby agree
to the formation of a committee to analyze current ANAHEIM sponsored medical
46
programs, review alternative approaches to plan design and providing medical care
programs, and investigate cost containment systems, all for the purpose of achieving
adequate low-cost medical care for the employees of ANAHEIM.
40.2 Serving on the committee with Human Resources Department staff and operating
department management staff will be two (2) members from the AFSCME Confidential
Unit.
40.3 This committee will meet as often as is necessary during the life of this Agreement and
will report to the Human Resources Director on a periodic basis its findings and
recommendations for changes to ANAHEIM's present medical programs. A report shall be
prepared setting forth specific recommendations as to alternatives, plan design, and cost
containment provisions. The report shall be forwarded to the City Manager for review.
40.4 Because of the complexity of the problem and the diverse interests of the respective
organizations, the parties recognize that it is incumbent upon all members of the
committee to work in a spirit of harmony and cooperation to achieve what should be
beneficial to all concerned.
SECTION VI: MISCELLANEOUS PROVISIONS
Article 41 - Part -Time Employees
41.1 Categories:
41.1.1 Part -Time Non-CalPERS members — Employees hired to work an average of less
than twenty (20) hours per week on an ongoing basis (maximum of one thousand
(1,000) hours pursuant to the Public Employees' Retirement Law (PERL) for
exclusion from California Public Employees' Retirement System (CalPERS)
membership in a fiscal year) or working in a position excluded from CalPERS
membership by law or contract exclusion.
41.1.2 Part -Time CalPERS members — Employees hired with prior CalPERS membership;
who have met CalPERS membership eligibility (worked one thousand (1000) hours
in a fiscal year) per Government Code Section 20305(a)(3)(B) of the Public
Employee's Retirement Law (PERL); or otherwise are determined to be eligible per
the PERL.
41.2 Premium Pay:
41.2.1 Part -Time employees who perform authorized work in excess of forty (40) hours
during his/her regular work week and is otherwise eligible for overtime shall be
compensated for such work at the rate of one and one-half (1 1/2) times his/her
regular hourly rate of pay for that work week.
47
41.2.1.1 All overtime must be authorized by the appropriate Administrative
Manager and/or their designee.
41.2.2.2 Overtime of less than one-half (1/2) hour duration shall be calculated as
one-half (1/2) hour. Overtime of one-half (1/2) hour or more shall be
calculated to the nearest one -quarter (1/4) hour of time worked.
41.2.3 Notwithstanding the above overtime provisions, there shall be no
overtime pay for the time spent outside scheduled work hours, in
attending meetings of any kind which are for the purposes of education
or training, unless required by ANAHEIM to attend such training or
meeting.
41.2.2 Temporary upgrading shall be paid in accordance with Section II -Compensation,
ARTICLE 18 — PREMIUM PAY.
41.2.3 Bilingual pay:
41.2.3.1 Employees required to speak Spanish or other languages (including
sign language), as well as English as part of their regular duties of
their position will be compensated at the rate of seventy cents ($.70)
per hour in addition to their regular pay.
41.2.3.2 Employees required to speak, read, and/or write in Spanish or other
languages (including sign language), as well as English as part of the
regular duties of their position will be compensated at the rate of ninety
cents ($.90) per hour in addition to their regular pay.
41.2.3.3 Employees who are assigned to test other employees for bilingual
certification, as part of their regular duties of their position, will be
compensated at the rate of one dollar and twenty cents ($1.20) per
hour in addition to their regular pay.
41.3 Health and Welfare:
41.3.1 Deferred Compensation Plan for employees not covered by CalPERS
41.3.1.1 Part-time employees not eligible to enroll in CalPERS are mandatorily
enrolled in the City's deferred compensation plan in accordance with
the Deferred Compensation Plan document.
41.3.1.2 Employees mandatorily enrolled in the plan shall contribute seven and
one-half percent (7 1/2%) of their gross pay.
41.3.2 An employee who is eligible pursuant to the Affordable Care Act (ACA) shall be
provided health insurance through an HMO Plan (HMO 1) designated for
employees in this unit in a part-time HMO plan, on the first day of the month
following one (1) complete calendar month after becoming eligible, for as long as
48
they maintain eligibility under ACA requirements.
41.3.3 Employees eligible for health insurance pursuant to this ARTICLE shall be eligible
for an HMO Plan 2 (full-time equivalent) after two (2) years of employment.
41.3.4 Anaheim's maximum contribution towards an employee's purchase of HMO Plans
(employee only) is as follows:
41.3.4.1 HMO Plan 1 The flat -dollar amount equivalent to 75% of the single -
party HMO Plan 2 premium, but in no event less than the amount
required to meet the affordability standard for coverage required under
the ACA.
41.3.4.2 Kaiser HMO Plan 2 (full-time equivalent) 75% of the single -party
premium.
41.3.5 At the sole discretion of the City, the PARTIES agree to reopen this ARTICLE 40.3
('Health and Welfare') as a result of any changes to the Patient Protection and
Affordable Care Act.
41.4 Vacation Benefit:
41.4.1 Employees working in part-time classifications listed in Appendix B who work
eleven hundred (1,100) or more hours in any calendar year shall be paid three
(3%) of his/her gross earnings as vacation benefits upon separation or during the
first pay period of the next calendar year. The calendar year shall be defined as
the period for which wages earned are reported for tax purposes.
41.5 Employee Availability and Leaves:
41.5.1 Employees hired to work an average of twenty (20) hours per week on an ongoing
basis shall be required to maintain an availability of twenty (20) hours per week.
Employees hired to work an average of thirty (30) hours per week on an ongoing
basis shall be required to maintain an availability of thirty (30) hours per week. An
employee who does not maintain his/her availability, does not report to work as
scheduled, or who is otherwise absent without leave shall be subject to discipline
up to and including dismissal from their position with ANAHEIM.
41.5.2 Part-time employees in classifications listed in Appendix B of this MOU shall be
provided unpaid leave of up to three (3) consecutive work days in the event of a
death in their immediate family for the purpose of making funeral arrangements
and/or attending funeral services. "Immediate family" for the purposes of this
paragraph 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, or registered domestic partner, child, grandchild, brother, or
sister of the employee, or any parent, foster parent, or step-parent of the
employee's spouse, or registered domestic partner, regardless of residence. As
49
used in this ARTICLE, registered domestic partner means that a Declaration of
Domestic Partnership has been filed with the California Secretary of State.
41.5.3 Part-time employees in classifications listed in Appendix B of this MOU who have
been continuously employed for a period of at least one (1) full year may be eligible
for an unpaid leave of absence of up to sixty (60) calendar days. Such leaves shall
be scheduled and taken in accordance with the best interests of ANAHEIM, and
shall require the prior written approval of the Appointing Authority.
41.5.4 Leaves taken under the provisions of the federal Family Medical Leave Act and/or
the California Family Leave Act shall be concurrent with any leave entitlement an
employee may have under the provisions of this ARTICLE.
41.5.5 Employees shall be granted unpaid leave whenever duly summoned to any court
for the purpose of performing jury duty, provided the employee submits
documentation from the court for such duty performed.
41.5.6 ANAHEIM shall provide employees in classifications listed in Appendix B of this
MOU with sick leave benefits in accordance with applicable law, including but not
limited to California's Healthy Workplaces, Healthy Families Act of 2014 (Labor
Code section 245, et seg.).
41.5.6.1 Part-time employees shall be allowed to use up to a maximum of forty-
eight (48) hours of accrued sick leave in a calendar year. It is the
responsibility of such employees to adhere to all City and Department
policies and regulations regarding attendance and sick leave.
Article 42 - Grievance Procedure
42.1 The dispute resolution procedures set forth in this ARTICLE are intended for use by
ANAHEIM and AFSCME as the parties to this MOU. No grievance may be brought under
this ARTICLE unless specifically authorized in writing by AFSCME. Nothing herein is
intended to restrict or limit an employee from exercising any right he/she may otherwise
possess under the law, independent of this MOU.
42.2 Any alleged violation of the terms and conditions of this MOU, violation of the
Administrative Regulations, or any alleged violation of commonly accepted safety
practices and procedures brought forward by AFSCME shall be considered to be a matter
subject to review through the grievance procedure and settled in accordance with the
provisions of this ARTICLE. ANAHEIM and AFSCME may agree that any alleged violation
of the MOU that requires interpretation of the MOU language or a past practice shall
first be submitted to non -binding mediation, prior to any submission to arbitration. This
language is not intended to impede or delay the arbitration process.
42.2.1 ARTICLE 21.5 provides for an accelerated procedure under the provisions of this
ARTICLE when an employee is dismissed.
so
42.2.2 Disputes related to benefits and procedures provided for under the Workers'
Compensation Laws of California or which fall within the jurisdiction of the
Workers' Compensation Appeals Board are not subject to the grievance
procedure.
42.2.3 Employees' rights to representation in grievance matters under the provisions of
ARTICLE 12.5 — UNION ADMINISTRATION, shall be limited in the following
manner:
42.2.3.1 No supervisor shall be represented in grievance matters by an employee
whom he/she may supervise.
42.2.3.2 No employee shall be represented in grievance matters by a supervisor
for whom he/she may work.
42.2.4 Performance evaluations of an overall rating of "Valued Contributor" shall not be
subject to the grievance process nor through the administrative review procedure
set forth in ARTICLE 42.2.5.1.
42.2.5 In those instances where discipline is imposed other than suspension, demotion,
or dismissal, AFSCME may submit a written request for a review of the disciplinary
action through an administrative review procedure.
42.2.5.1 Administrative Review Procedure:
The written request must be submitted to the Human Resources
Department within fourteen (14) calendar days after receipt of notice by
the employee of the disciplinary action. The Department Head under
which the discipline was administered shall conduct an administrative
review within fourteen (14) calendar days of submission of the written
request.
The Department Head shall review the disciplinary action and may affirm,
reverse, or modify, as deemed appropriate, the disciplinary action. The
Department Head's determination shall be delivered in writing within
fourteen (14) calendar days after the administrative review. The
Department Head's determination shall be final and binding.
42.3 Any violation of this MOU as alleged by ANAHEIM shall be resolved between authorized
representatives of ANAHEIM and AFSCME. In the event that the parties cannot resolve
the dispute, the dispute shall, upon the request of either ANAHEIM or AFSCME, be referred
to an impartial arbitrator for a final and binding decision.
42.4 All expenses of any arbitration shall be borne equally by ANAHEIM and AFSCME. Each
party, however, will be responsible for its own cost of representation and related costs of
representation.
51
42.5 Employee grievances submitted by AFSCME to ANAHEIM shall be handled in the following
manner:
42.5.1 Step I. Step I grievances shall be submitted in writing to the Human Resources
Director within seven (7) business days after the occurrence of the incident
involved in the grievance, or within seven (7) business days of the date the
employee should have known of its occurrence through the exercise of reasonable
care and diligence. An attempt shall be made to adjust all grievances on an
informal basis between the employee, his/her AFSCME representative, and the
Department Head, within seven (7) business days after the occurrence of the
incident involved in the grievance. The Department Head shall deliver his/her
response within seven (7) business days after conducting the Step I meeting.
42.5.1.1 Grievances resulting from the actions of a department other than an
employee's work unit shall be heard by the Department Head in which
the grievance is alleged to have occurred.
42.5.1.2 If the Department Head is the employee's next supervisor in the
employee's chain of command, the grievance shall initiate at Step II.
42.5.2 Step II. If the grievance is not adjusted to the satisfaction of AFSCME in Step I, it
shall be submitted in writing to the Human Resources Director within seven (7)
business days after the Step I answer is received by AFSCME. A representative
from the City Manager's Office shall meet with the employee and his/her AFSCME
representative within ten (10) business days after submission of the grievance to
him/her. The representative from the City Manager's Office shall review the
grievance and may affirm, reverse, or modify the Step I decision, as the
representative deems appropriate. The Step II response shall be delivered to
AFSCME within seven (7) business days after said meeting.
42.5.3 Step III. If AFSCME is not satisfied with the response provided at Step II, the
grievance shall be submitted to an impartial arbitrator for a final and binding
decision, provided AFSCME submits its written request for arbitration to the City.
Such submission must occur within thirty (30) calendar days after the Step II
response is received.
42.5.3.1 ANAHEIM and AFSCME may agree to submit a grievance to non -binding
mediation, prior to submission to arbitration. This language is not
intended to impede or delay the arbitration process.
42.6 In order to proceed to arbitration, either ANAHEIM or AFSCME shall serve written notice
to the other party specifying the grievance to be submitted.
42.6.1 Such written notice must be submitted no later than thirty (30) calendar days after
the Step II answer is received by the other party.
42.6.2 ANAHEIM and AFSCME shall thereafter attempt to resolve the issue and select an
impartial arbitrator. If an arbitrator cannot be agreed upon, ANAHEIM and AFSCME
52
shall request a panel from the California State Mediation and Conciliation Service
or any other mutually agreed upon provider. If ANAHEIM and/or AFSCME fail(s) to
submit jointly, or separately, the issue to the agreed upon arbitrator, the California
State Mediation and Conciliation Service, or any other mutually agreed upon
provider within thirty (30) calendar days after the written notice to proceed to
arbitration is received, then either ANAHEIM or AFSCME may take action to compel
arbitration. Failure to take action to compel arbitration within sixty (60) calendar
days after written notice to the other party specifying the grievance to be
submitted will conclusively be deemed abandonment of the right to compel
arbitration.
42.7 The arbitrator's decision shall be final and binding on both ANAHEIM and AFSCME, 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 MOU between ANAHEM and AFSCME and that the
arbitrator's award shall be consistent with and controlled by this MOU, Ordinances and
Charter of the City of Anaheim, and the laws and Constitution of the State of California.
42.7.1 The parties will request the arbitrator to render his/her decision in writing as
quickly as possible, but in no event later than thirty (30) calendar days after the
conclusion of the hearing, unless the parties agree otherwise.
42.7.2 Any grievance not presented and/or carried forward by AFSCME within the time
limits specified in this ARTICLE shall be deemed null and void, provided, however,
AFSCME and ANAHEIM may agree to continue said time limits.
42.7.2.1 If the City does not provide a response to Step I or Step II of the
grievance process within the prescribed deadline, the grievance shall
be deemed denied and will proceed to the next Step.
42.8 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.
42.9 An employee who has been suspended, demoted, or dismissed may be reinstated to
his/her 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/her former status
of employment, including reinstatement of seniority and accrued fringe benefits. In such
cases, the City Manager may order the payment of back pay to an employee reinstated
by an impartial arbitrator in any amount up to payment for the full period of time involved.
In implementing a Step III award, the City Manager shall order the payment of back pay
to a reinstated employee in the amount provided in the Step III award. It shall be
conclusively presumed that there is no award of back pay to a reinstated employee unless
specifically set forth in the Step III award. It shall be conclusively presumed that there is
no award of back pay to a reinstated employee unless specifically set forth in the Step III
award. Any earnings of the reinstated employee from other employment during his/her
period of suspension shall be deducted from the amount of back pay awarded.
53
Article 43 - No Strike
43.1 The UNION agrees that under the terms of this MOU, 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 MOU or any
matter subject to review through the grievance procedure.
Article 44 - Outside Employment
44.1 An employee may engage in employment other than his/her job with ANAHEIM, if his/her
Department Head determines that such outside employment does not interfere with the
performance of assigned duties and does not constitute a conflict of interest, as provided
in Administrative Regulation (AR) 233.
Article 45 - Personnel Files
45.1 Access
45.1.1 An employee, alone or accompanied by a union representative, shall have the right
to review his/her personnel (HR and Departmental) file or authorize his/her union
representative in writing to conduct such a review.
45.1.2 An employee or his/her representative must provide reasonable notice and shall
schedule an appointment with the Department or the Human Resources
Department to inspect and/or to obtain a copy of the records.
45.1.3. Upon request, ANAHEIM shall provide one copy of the record without charge to
an employee or his/her representative within a reasonable timeframe, if properly
authorized by the employee. An employee's written authorization must specify the
records to be released and to whom they are to be released. ANAHEIM may verify
any written authorization inspections.
45.2 Placement of Material in Personnel (H.R. and Departmental) Files
45.2.1 No disciplinary material shall be inserted in an employee's personnel file (HR)
without his/her prior notice.
45.2.2 If an employee's review of his or her official personnel record reveals any
documents that the employee feels are detrimental to his or her record, the
employee shall have the right to place into his or her official record written
comments or explanations concerning these documents.
45.2.3 Any employee may request that material pertinent to his or her employment be
placed into his or her official personnel record.
54
Article 46 - Professional Licenses
46.1 ANAHEIM shall pay for all professional licenses required for employment, including
renewal costs or fees. Subject to Departmental approval, ANAHEIM agrees to pay for
certifications and education courses required for employment; and professional and
occupational licenses, certifications, and education courses that are related to an
employee's position but not required by the minimum training and requirements for the
position.
Article 47 - Required Equipment and Apparel
47.1 Personal Protective Equipment
47.1.1 ANAHEIM agrees to provide Personal Protective Equipment (PPE) to all employees
required to wear and/or utilize PPE, subject to approval of the Departmental Safety
Program Manager and/or the City Safety Manager.
47.1.2 ANAHEIM will replace or reimburse PPE as reasonably required.
47.2 Protective Footwear
47.2.1 Subject to the approval of the applicable department Safety Program Manager
and/or the City Safety Manager, the City shall provide a reimbursement of up to
$200 to all employees who are required to wear protective footwear that meet or
exceed standards established by Cal/OSHA.
47.2.2 The City shall reimburse employees for replacement protective footwear as
reasonably required.
47.2.3 ANAHEIM and AFSCME agree to establish a working group to discuss considering
a protective footwear allowance for specified classifications. At the written request
of either party, the working group shall meet eighteen (18) months after City
Council adoption of this MOU in order to study and evaluate the need for a
protective footwear allowance for specified classifications.
47.3 Uniforms
47.3.1 ANAHEIM agrees to provide uniforms to all employees required to wear specific
uniforms.
47.3.2 ANAHEIM will provide a reasonable number of replacement uniforms as needed.
55
Article 48 - QUrption
48.1 The terms of this MOU are to remain in full force and effect until and including June 30,
2023. Upon adoption of a Resolution approving the terms and conditions of this MOU by
the City Council of the City of Anaheim, this MOU shall be in full force and effect.
STAFF OFFICIALS OF THE CITY OF ANAHEIM,
A Municipal Corporation
By:
f
By:
By:
By:
l3(
Date
56
AMERICAN FEDERATION OF STATE,
COUNTY, AND MUNICIPAL EMPLOYEES,
LOCAL 2002, CONFIDENTIAL UNIT
By:_ '��
By:
By:
f31,
Date
Appendix "A" — Special Provisions
A.1 Effective the first day of the pay period following City Council adoption of this MOU,
ANAHEIM shall provide a base salary increase of three percent (3%).
This increase shall be retroactive to July 9, 2021 for employees who are on payroll as of
the first day of the pay period following City Council adoption of this MOU.
A.2 Effective January 7, 2022 or the first pay period after City Council adoption, whichever
occurs later, the salary schedules for unit classifications will be increased by five percent
(5%) across the board.
A.3 Effective the second pay period following City Council adoption of this MOU, ANAHEIM
shall provide each full-time employee a lump sum equivalent to one percent (1%) of the
employee's annualized base rate of pay in effect on July 8, 2021 for those employees on
payroll as of the effective date of this provision.
Effective the second pay period following City Council adoption of this MOU, ANAHEIM
shall provide each part-time employee a prorated lump sum payment (i.e., 0.75% for 30-
hour employees and 0.50% for 20-hour employees).
The parties agree that the lump sum payment is not compensation earnable and will not
be reported to CalPERS as it is provided in the same year as a salary increase.
A.4 Effective July 8, 2022, ANAHEIM shall provide a base salary increase of three percent
(3%).
A.5 ANAHEIM and AFSCME agree to establish a working group to discuss revisions to the MOU
for the purpose of clarifying the meaning of certain forms of pay, including references to
the "regular hourly rate of pay", "regular base pay", "regular compensation", and similar
references to forms of pay.
The working group(s) shall meet at such times and places as determined necessary by
the parties. Upon reaching mutual agreement, ANAHEIM and AFSCME agree to re -open
the applicable MOU for the sole purpose of implementing the agreed -upon terms.
57
Appendix "B" - Represented Classifications and Rates of Pay
AFSCME CONFIDENTIAL - APPENDIX "B"
JULY 9, 2021- JANUARY 6, 2022
INCORPORATING 3.0% INCREASE
FULL-TIME CLASSIFICATION RATES
Code
Classification
Grade
Step
Hourly
Rates
Monthly
Rates
Annual Rates
Accounting Specialist -
034
Confidential
F1000
4 -
9
$21.10
- $26.93
$3,657.33 -
$4,667.87
$43,888.00 -
$56,014.40
01U
Administrative Assistant
F1250
4 -
9
$28.87
- $36.85
$5,004.13 -
$6,387.33
$60,049.60 -
$76,648.00
Administrative Assistant -
017
Non Exempt
F1250
4 -
9
$28.87
- $36.85
$5,004.13 -
$6,387.33
$60,049.60 -
$76,648.00
H64
Audit Technician
F1020
4 -
9
$26.37
- $33.66
$4,570.80 -
$5,834.40
$54,849.60 -
$70,012.80
K65
Claims Assistant
F1015
4 -
9
$25.64
- $32.73
$4,444.27 -
$5,673.20
$53,331.20 -
$68,078.40
01 Q
Clerk - Confidential
F1105
4 -
9
$16.30
- $20.80
$2,825.33 -
$3,605.33
$33,904.00 -
$43,264.00
Customer Services Spec I -
K62
Confidential
F1110
4 -
9
$17.25
- $22.02
$2,990.00 -
$3,816.80
$35,880.00
- $45,801.60
Customer Services Spec II -
K56
Confidential
F1100
4 -
9
$19.11
- $24.47
$3,322.80 -
$4,241.47
$39,873.60
- $50,897.60
H71
Executive Assistant
F1270
5 -
9
$33.95
- $41.27
$5,884.67 -
$7,153.47
$70,616.00
- $85,841.60
587
Executive Secretary
F1230
4 -
9
$26.56
- $33.90
$4,603.73 -
$5,876.00
$55,244.80
- $70,512.00
G29
HRIS Technician
F1030
5 -
9
$28.80
- $35.01
$4,992.00 -
$6,068.40
$59,904.00
- $72,820.80
Human Resources
180
Technician
F1020
4 -
9
$26.37
- $33.66
$4,570.80 -
$5,834.40
$54,849.60
- $70,012.80
Intermediate Clerk -
360
Confidential
F1115
4 -
9
$18.22
- $23.25
$3,158.13 -
$4,030.00
$37,897.60
- $48,360.00
313
Legal Secretary
F1230
4 -
9
$26.56
- $33.90
$4,603.73 -
$5,876.00
$55,244.80
- $70,512.00
H72
Litigation Specialist
F1240
4 -
9
$28.29
- $36.11
$4,903.60 -
$6,259.07
$58,843.20
- $75,108.80
Office Specialist I -
K57
Confidential
F1110
4 -
9
$17.25
- $22.02
$2,990.00 -
$3,816.80
$35,880.00
- $45,801.60
Office Specialist II -
01P
Confidential
F1100
4 -
9
$19.17
- $24.47
$3,322.80 -
$4,241.47
$39,873.60
- $50,897.60
Office Supervisor -
01N
Confidential
F1150
5 -
9
$26.17
- $31.81
$4,536.13 -
$5,513.73
$54,433.60
- $66,164.80
01M
Personnel Records Specialist
F1010
4 -
9
$23.74
- $30.30
$4,114.93 -
$5,252.00
$49,379.20
- $63,024.00
Personnel Records
K53
Technician
F1020
4 -
9
$26.37
- $33.66
$4,570.80 -
$5,834.40
$54,849.60
- $70,012.80
Principal Office Specialist -
01S
Confidential
F1145
4 -
9
$23.49
- $29.98
$4,071.60 -
$5,196.53
$48,859.20
- $62,358.40
K51
Purchasing Assistant
F1145
4 -
9
$23.49
- $29.98
$4,071.60 -
$5,196.53
$48,859.20
- $62,358.40
521
Secretary
F1200
4 -
9
$23.10
- $29.48
$4,004.00 -
$5,109.87
$48,048.00
- $61,318.40
536
Senior Clerk - Confidential
F1130
4 -
9
$21.09
- $26.92
$3,655.60 -
$4,666.13
$43,867.20
- $55,993.60
Senior Office Specialist -
01J
Confidential
F1140
4 -
9
$22.53
- $28.75
$3,905.20 -
$4,983.33
$46,862.40
- $59,800.00
H73
Senior Secretary
F1220
4 -
9
$24.25
- $30.95
$4,203.33 -
$5,364.67
$50,440.00
- $64,376.00
58
AFSCME CONFIDENTIAL - APPENDIX "B"
JULY 9, 2021- JANUARY 6, 2022
INCORPORATING 3.0% INCREASE
PART-TIME CLASSIFICATION RATES
Code
Classification
Grade
Step
S86
Part Time Audit Technician
F1020
4
- 9
J73
PT Administrative Assistant
F1250
4
- 9
S28
PT Claims Assistant
F1015
4
- 9
R80
PT Clerk - Confidential
F1105
4
- 9
J89
PT Executive Assistant
F1270
5
- 9
925
PT Executive Secretary
F1230
4
- 9
B53
PT Human Resources Technician
F1020
4
- 9
864
PT Legal Secretary
F1230
4
- 9
R61
PT Litigation Specialist
F1240
4
- 9
R34
PT Personnel Records Technician
F1020
4
- 9
R60
PT Purchasing Assistant
F1145
4
- 9
924
PT Secretary
F1200
4
- 9
J70
PT Senior Secretary
F1220
4
- 9
59
Houriv Rates
$26.37
- $33.66
$28.87
- $36.85
$25.64
- $32.73
$16.30
- $20.80
$33.95
- $41.27
$26.56
- $33.90
$26.37
- $33.66
$26.56
- $33.90
$28.29
- $36.11
$26.37
- $33.66
$23.49
- $29.98
$23.10
- $29.48
$24.25
- $30.95
Code
Classification
Accounting Specialist -
034
Confidential
01 U
Administrative Assistant
Administrative Assistant -
017
Non Exempt
H64
Audit Technician
K65
Claims Assistant
01 Q
Clerk - Confidential
Customer Services Spec I -
K62
Confidential
Customer Services Spec II -
K56
Confidential
H71
Executive Assistant
587
Executive Secretary
G29
HRIS Technician
Human Resources
180
Technician
Intermediate Clerk -
360
Confidential
313
Legal Secretary
H72
Litigation Specialist
Office Specialist I -
K57
Confidential
Office Specialist II -
01 P
Confidential
Office Supervisor -
01 N
Confidential
Personnel Records
01 M
Specialist
Personnel Records
K53
Technician
Principal Office Specialist -
01 S
Confidential
K51
Purchasing Assistant
521
Secretary
536
Senior Clerk - Confidential
Senior Office Specialist -
01 J
Confidential
H73
Senior Secretary
AFSCME CONFIDENTIAL - APPENDIX "B"
JANUARY 7, 2022 - JULY 7, 2022
INCORPORATING 5.0% INCREASE
FULL-TIME CLASSIFICATION RATES
Grade
Step
Hourly
Rates
Monthly
Rates
Annual Rates
F1000
4 -
9
$22.16
- $28.28
$3,841.07 -
$4,901.87
$46,092.80
- $58,822.40
F1250
4 -
9
$30.31
- $38.69
$5,253.73 -
$6,706.27
$63,044.80
- $80,475.20
F1250
4 -
9
$30.31
- $38.69
$5,253.73 -
$6,706.27
$63,044.80
- $80,475.20
F1020
4 -
9
$27.70
- $35.35
$4,801.33 -
$6,127.33
$57,616.00
- $73,528.00
F1015
4 -
9
$26.93
- $34.37
$4,667.87 -
$5,957.47
$56,014.40
- $71,489.60
F1105
4 -
9
$17.11
- $21.84
$2,965.73 -
$3,785.60
$35,588.80
- $45,427.20
F1110
4 -
9
$18.12
- $23.12
$3,140.80 -
$4,007.47
$37,689.60
- $48,089.60
F1100
4 -
9
$20.13
- $25.69
$3,489.20 -
$4,452.93
$41,870.40
- $53,435.20
F1270
5 -
9
$35.65
- $43.33
$6,179.33 -
$7,510.53
$74,152.00
- $90,126.40
F1230
4 -
9
$27.89
- $35.59
$4,834.27 -
$6,168.93
$58,011.20
- $74,027.20
F1030
5 -
9
$30.24
- $36.76
$5,241.60 -
$6,371.73
$62,899.20
- $76,460.80
F1020
4 -
9
$27.70
- $35.35
$4,801.33 -
$6,127.33
$57,616.00
- $73,528.00
F1115
4 -
9
$19.13
- $24.41
$3,315.87 -
$4,231.07
$39,790.40
- $50,772.80
F1230
4 -
9
$27.89
- $35.59
$4,834.27 -
$6,168.93
$58,011.20
- $74,027.20
F1240
4 -
9
$29.70
- $37.91
$5,148.00 -
$6,571.07
$61,776.00
- $78,852.80
F1110
4 -
9
$18.12
- $23.12
$3,140.80 -
$4,007.47
$37,689.60
- $48,089.60
F1100
4 -
9
$20.13
- $25.69
$3,489.20 -
$4,452.93
$41,870.40
- $53,435.20
F1150
5 -
9
$27.48
- $33.40
$4,763.20 -
$5,789.33
$57,158.40
- $69,472.00
F1010
4 -
9
$24.93
- $31.82
$4,321.20 -
$5,515.47
$51,854.40
- $66,185.60
F1020
4 -
9
$27.70
- $35.35
$4,801.33 -
$6,127.33
$57,616.00
- $73,528.00
F1145
4 -
9
$24.66
- $31.47
$4,274.40 -
$5,454.80
$51,292.80
- $65,457.60
F1145
4 -
9
$24.66
- $31.47
$4,274.40 -
$5,454.80
$51,292.80
- $65,457.60
F1200
4 -
9
$24.25
- $30.95
$4,203.33 -
$5,364.67
$50,440.00
- $64,376.00
F1130
4 -
9
$22.14
- $28.26
$3,837.60 -
$4,898.40
$46,051.20
- $58,780.80
F1140
4 -
9
$23.65
- $30.19
$4,099.33 -
$5,232.93
$49,192.00
- $62,795.20
F1220
4 -
9
$25.46
- $32.50
$4,413.07 -
$5,633.33
$52,956.80
- $67,600.00
.E
AFSCME CONFIDENTIAL - APPENDIX "B"
)ANUARY 7, 2022 - 7ULY 7, 2022
INCORPORATING 5.0% INCREASE
PART-TIME CLASSIFICATION RATES
Code
Classification
Grade
Step
Houma
Rates
S86
Part Time Audit Technician
F1020
4 -
9 $27.70 -
$35.35
J73
PT Administrative Assistant
F1250
4 -
9 $30.31 -
$38.69
S28
PT Claims Assistant
F1015
4 -
9 $26.93 -
$34.37
R80
PT Clerk - Confidential
F1105
4 -
9 $17.11 -
$21.84
J89
PT Executive Assistant
F1270
5 -
9 $35.65 -
$43.33
925
PT Executive Secretary
F1230
4 -
9 $27.89 -
$35.59
B53
PT Human Resources Technician
F1020
4 -
9 $27.70 -
$35.35
864
PT Legal Secretary
F1230
4 -
9 $27.89 -
$35.59
R61
PT Litigation Specialist
F1240
4 -
9 $29.70 -
$37.91
R34
PT Personnel Records Technician
F1020
4 -
9 $27.70 -
$35.35
R60
PT Purchasing Assistant
F1145
4 -
9 $24.66 -
$31.47
924
PT Secretary
F1200
4 -
9 $24.25 -
$30.95
J70
PT Senior Secretary
F1220
4 -
9 $25.46 -
$32.50
61
AFSCME CONFIDENTIAL - APPENDIX "B"
EFFECTIVE JULY 8, 2022
INCORPORATING 3.0% INCREASE
FULL-TIME CLASSIFICATION RATES
Code
Classification
Grade
Step
Hourly
Rates
Monthly Rates
Annual Rates
Accounting Specialist -
034
Confidential
F1000
4 -
9
$22.82
- $29.13
$3,955.47 -
$5,049.20
$47,465.60 -
$60,590.40
011.1
Administrative Assistant
F1250
4 -
9
$31.22
- $39.85
$5,411.47 -
$6,907.33
$64,937.60 -
$82,888.00
Administrative Assistant -
017
Non Exempt
F1250
4 -
9
$31.22
- $39.85
$5,411.47 -
$6,907.33
$64,937.60 -
$82,888.00
H64
Audit Technician
F1020
4 -
9
$28.53
- $36.41
$4,945.20 -
$6,311.07
$59,342.40 -
$75,732.80
K65
Claims Assistant
F1015
4 -
9
$27.74
- $35.40
$4,808.27 -
$6,136.00
$57,699.20 -
$73,632.00
01Q
Clerk - Confidential
F1105
4 -
9
$17.62
- $22.49
$3,054.13 -
$3,898.27
$36,649.60 -
$46,779.20
Customer Services Spec
K62
I - Confidential
F1110
4 -
9
$18.66
- $23.81
$3,234.40 -
$4,127.07
$38,812.80 -
$49,524.80
Customer Services Spec
K56
II - Confidential
F1100
4 -
9
$20.73
- $26.46
$3,593.20 -
$4,586.40
$43,118.40 -
$55,036.80
H71
Executive Assistant
F1270
5 -
9
$36.72
- $44.63
$6,364.80 -
$7,735.87
$76,377.60 -
$92,830.40
587
Executive Secretary
F1230
4 -
9
$28.72
- $36.66
$4,978.13 -
$6,354.40
$59,737.60 -
$76,252.80
G29
HRIS Technician
F1030
5 -
9
$31.16
- $37.87
$5,401.07 -
$6,564.13
$64,812.80 -
$78,769.60
Human Resources
180
Technician
F1020
4 -
9
$28.53
- $36.41
$4,945.20 -
$6,311.07
$59,342.40
- $75,732.80
Intermediate Clerk -
360
Confidential
F1115
4 -
9
$19.70
- $25.14
$3,414.67 -
$4,357.60
$40,976.00
- $52,291.20
313
Legal Secretary
F1230
4 -
9
$28.72
- $36.66
$4,978.13
- $6,354.40
$59,737.60
- $76,252.80
H72
Litigation Specialist
F1240
4 -
9
$30.60
- $39.05
$5,304.00
- $6,768.67
$63,648.00
- $81,224.00
Office Specialist I -
K57
Confidential
F1110
4 -
9
$18.66
- $23.81
$3,234.40
- $4,127.07
$38,812.80
- $49,524.80
Office Specialist II -
01P
Confidential
F1100
4 -
9
$20.73
- $26.46
$3,593.20
- $4,586.40
$43,118.40
- $55,036.80
Office Supervisor -
01N
Confidential
F1150
5 -
9
$28.30
- $34.40
$4,905.33
- $5,962.67
$58,864.00
- $71,552.00
Personnel Records
01M
Specialist
F1010
4 -
9
$25.68
- $32.77
$4,451.20
- $5,680.13
$53,414.40
- $68,161.60
Personnel Records
K53
Technician
F1020
4 -
9
$28.53
- $36.41
$4,945.20
- $6,311.07
$59,342.40
- $75,732.80
Principal Office Specialist
01S
-Confidential
F1145
4 -
9
$25.39
- $32.41
$4,400.93
- $5,617.73
$52,811.20
- $67,412.80
K51
Purchasing Assistant
F1145
4 -
9
$25.39
- $32.41
$4,400.93
- $5,617.73
$52,811.20
- $67,412.80
521
Secretary
F1200
4 -
9
$24.98
- $31.88
$4,329.87
- $5,525.87
$51,958.40
- $66,310.40
Senior Clerk -
536
Confidential
F1130
4 -
9
$22.81
- $29.11
$3,953.73
- $5,045.73
$47,444.80
- $60,548.80
Senior Office Specialist -
01J
Confidential
F1140
4 -
9
$24.36
- $31.09
$4,222.40
- $5,388.93
$50,668.80
- $64,667.20
H73
Senior Secretary
F1220
4 -
9
$26.22
- $33.47
$4,544.80
- $5,801.47
$54,537.60
- $69,617.60
S86
J73
S28
R80
J89
925
B53
864
R61
R34
R60
924
J70
AFSCME CONFIDENTIAL - APPENDIX "B"
EFFECTIVE JULY 8, 2022
INCORPORATING 3.0% INCREASE
PART-TIME CLASSIFICATION RATES
Classification
Part Time Audit Technician
PT Administrative Assistant
PT Claims Assistant
PT Clerk - Confidential
PT Executive Assistant
PT Executive Secretary
PT Human Resources Technician
PT Legal Secretary
PT Litigation Specialist
PT Personnel Records Technician
PT Purchasing Assistant
PT Secretary
PT Senior Secretary
63
F1020
F1250
F1015
F1105
F1270
F1230
F1020
F1230
F1240
F1020
F1145
F1200
F1220
Step
4 - 9
4 - 9
4 - 9
4 - 9
5 - 9
4 - 9
4 - 9
4 - 9
4 - 9
4 - 9
4 - 9
4 - 9
4 - 9
Hourly Rates
$28.53
- $36.41
$31.22
- $39.85
$27.74
- $35.40
$17.62
- $22.49
$36.72
- $44.63
$28.72
- $36.66
$28.53
- $36.41
$28.72
- $36.66
$30.60
- $39.05
$28.53
- $36.41
$25.39
- $32.41
$24.98
- $31.88
$26.22
- $33.47
Appendix "C" — Salary Relationships
ACCOUNTING SPECIALIST — CONFIDENTIAL
Audit Technician
Claims Assistant
HRIS Technician
Human Resources Technician
Personnel Records Specialist
Personnel Records Technician
OFFICE SPECIALIST II — CONFIDENTIAL
Clerk - Confidential
Customer Services Spec I - Confidential
Customer Services Spec II - Confidential
Intermediate Clerk - Confidential
Office Specialist I - Confidential
Office Supervisor - Confidential
Principal Office Specialist - Confidential
Purchasing Assistant
Senior Clerk - Confidential
Senior Office Specialist - Confidential
SECRETARY
Administrative Assistant
Administrative Assistant - Non Exempt
Executive Assistant
Executive Secretary
Legal Secretary
Litigation Specialist
Senior Secretary
64
1.2500 x
Accounting Specialist - Confidential
1.2153 x
Accounting Specialist - Confidential
1.3000 x
Accounting Specialist - Confidential
1.2500 x
Accounting Specialist - Confidential
1.1250 x
Accounting Specialist - Confidential
1.2500 x
Accounting Specialist - Confidential
0.8500
x Office Specialist II - Confidential
0.9000
x Office Specialist II - Confidential
1.0000
x Office Specialist II - Confidential
0.9500
x Office Specialist II - Confidential
0.9000
x Office Specialist II - Confidential
1.3000
x Office Specialist II - Confidential
1.2250
x Office Specialist II - Confidential
1.2250
x Office Specialist II - Confidential
1.1000
x Office Specialist II - Confidential
1.1750
x Office Specialist II - Confidential
1.2500
x
Secretary
1.2500
x
Secretary
1.4000
x
Secretary
1.1500
x
Secretary
1.1500
x
Secretary
1.2250
x
Secretary
1.0500
x
Secreta ry
CLERK'S CERTIFICATE
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss.
CITY OF ANAHEIM )
I; THERESA BASS, City Clerk of the City of Anaheim, do hereby certify that the foregoing is the
original Resolution No. 2021-121 adopted at a regular meeting provided by law, of the Anaheim
City Council held on the 21st day of December 2021 by the following vote of the members
thereof:
AYES: Mayor Pro Tern Faessel and Council Members Diaz, Ma'ae, Valencia and O'Neil
NOES: None
ABSTAIN: None
ABSENT: Mayor Sidhu and Council Member Moreno
IN WITNESS WHEREOF, I have hereunto set my hand this 22nd day of December. 2021
l rY
CITY C'ERK OF THE CITY OF ANAHEIM
(SEAL)