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RES-2023-081RESOLUTION NO. 2023 - 081 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, GENERAL MANAGEMENT UNIT, AND REPEALING RESOLUTION NO.2021-119 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 the Memorandum of Understanding to be presented to the City Council for determination; and WHEREAS, the Memorandum of Understanding between the City of Anaheim and the American Federation of State, County, and Municipal Employees, Local 2002, General Management Unit ("AFSCME"), adopted by Resolution No. 2021-119, expired on June 30, 2023; and WHEREAS, the City Council of the City of Anaheim finds that approval of a successor Memorandum of Understanding between the City of Anaheim and the AFSCME, executed on September 19, 2023, is in the best interest of the City of Anaheim. NOW, THEREFORE BE IT RESOLVED by the City Council of the City of Anaheim that the Memorandum of Understanding between the AFSCME and the City of Anaheim executed by the City Management Representative and the AFSCME on September 19, 2023, 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 July 1, 2023 through June 30, 2027. 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. BE IT FURTHER RESOLVED that Resolution No. 2021-119 is hereby repealed effective September 29, 2023. H H THE FOREGOING RESOLUTION is approved and adopted by the City Council of the City of Anaheim this 2 6 day of September 2023, by the following roll call vote: AYES: Mayor Aitken and Council Members Rubalcava, Diaz, Leon, Kurtz, Faessel and Meeks NOES: None ABSENT: None ABSTAIN: None CITY F ANAHEIM MAYOR E CITY OF ANAHEIM ATTEST: TY CLERK OF THE CITY OF ANAHEIM Memorandum of Understanding between the American Federation of State, County, and Municipal Employees, Local 2002, General Management Unit and the City of Anaheim July 1, 2023 through June 30, 2027 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........................................................................................ 6 Article 13 - New Employee Orientation.............................................................................. 6 Article14 - Check Off............................................................................................................. 7 Article 15 - Notification Of Contracting Out....................................................................... 7 SECTION II: COMPENSATION.............................................................................................. 7 Article 16 - Salary Administration....................................................................................... 7 Article 17 - Hours of Work and Payday..............................................................................10 Article18 - Premium Pay.....................................................................................................11 SECTION III: EMPLOYMENT...............................................................................................12 Article 19 - Appointments and Promotions.......................................................................12 Article20 - Probation............................................................................................................17 Article 21 - Salary Reduction, Suspension, Demotion, And Dismissal ..........................18 Article 22 - Layoff, Reassignment, And Reemployment..................................................20 Article23 - Reinstatement...................................................................................................22 Article 24 - Voluntary Demotion.........................................................................................23 Article25 - Transfer..............................................................................................................24 Article 26 - Post -Offer Medical And Physical Exams........................................................24 Article27 - Holidays..............................................................................................................26 Article28 - Vacation.............................................................................................................26 Article29 - Sick Leave..........................................................................................................28 Article 30 - Industrial Accident Leave................................................................................32 Article 31 - Bereavement Leave..........................................................................................33 Article32 - Military Leave....................................................................................................33 Article 33 - Jury Duty And Court Appearances.................................................................34 Article 34 - Leave Without Pay............................................................................................35 Article 35 - Administrative Leave........................................................................................36 Article 36 - Insurance and Pensions...................................................................................37 Article 37 - Post -Retirement Medical Benefits.................................................................41 Article 38 - Miscellaneous Benefits and Services Awards...............................................43 Article 39 - Payroll Deductions............................................................................................43 Article 40 - Joint Committee On Medical Program...........................................................44 SECTION VI: MISCELLANEOUS PROVISIONS..................................................................44 Article 41 - Part -Time Employees.......................................................................................44 Article 42 - Grievance Procedure........................................................................................49 Article43 - No Strike............................................................................................................53 Article 44 - Outside Employment........................................................................................63 Article 45 - Personnel Files..................................................................................................53 Article 46 - Professional Licenses.......................................................................................64 Article 47 - Required Equipment and Apparel..................................................................64 Article48 - Duration.............................................................................................................66 Appendix "A" — Special Provisions......................................................................................67 Appendix "B" — Represented Classifications and Rates of Pay......................................69 JULY 7, 2023 - JUNE 20, 2024................................................................................69 JUNE 21, 2024 - JUNE 19, 2025.............................................................................66 JUNE20, 2025............................................................................................................71 MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF ANAHEIM AND THE AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL EMPLOYEES, LOCAL 2002, GENERAL MANAGEMENT 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, General Management (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 Rights 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 the employee's exercise of these rights. Article 3 - Emglloyer RighIs 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'D 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 - Savings 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 (301h) day of June, 2027. 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 they be required to meet and confer in good faith on Employer or Employee Rights as herein defined in ARTICLES 2 and 3. 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 representative(s). The matters incorporated in the MOU shall be presented to the City Council 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 party's request. 11.2 A party requesting a discussion may orally or in writing notify the other party of the subject to be discussed. Thereafter, a meeting shall be promptly arranged at which meeting not more than two (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'�, signed by the City Management Representative(s) and AFSCME representative(s). The matters incorporated in the Letter of Understanding shall be presented to the City Council for determination when necessary. 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 the employee's 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. Release time shall, whenever possible, be requested at least forty-eight (48) hours in advance so as to allow the department to make any necessary adjustments for work coverage. Union release time may be granted if the request is submitted on the date of the union activity and will not be granted if the request is submitted after the date of union activity. 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. 5 12.9 ANAHEIM shall allow AFSCME to conduct meetings in City facilities. 12.9.1 Such meetings 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) calendar 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. 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 represented members when authorized to do so by AFSCME, and remit such payments to AFSCME in accordance with the terms of signed authorizations of such members. 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 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 15.1.2 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 Part-time employees are compensated based on an hourly rate and full-time employees are compensated based on an annual salary rate. Part-time and full- time employees shall be assigned to a classification in which the pay rate is an amount within a specified salary range. 16.2.2 An employee's placement within a salary range is referred to as the employee's compa-ratio, which is determined by dividing the employee's rate of pay into the market point of the applicable salary range. The frequency and amount of increases is partially dependent upon the employee's compa-ratio. 16.3 New Hires 16.3.1 Salary offers shall be between the "Minimum" and "Market" of the applicable salary range and shall reflect the prospective employee's experience and qualifications. Employees hired at the Minimum are presumed to be qualified to perform the duties and responsibilities of the job classification into which they are hired. The Human Resources Director may approve a rate above the Market of the salary range. Appointments above the Control Point are subject to the recommendation of the Human Resources Director and the approval by the City Manager. Under no circumstances may the salary offer exceed the "Maximum Point." 16.3.1.1 New employees shall be paid at no less than the Minimum of the salary range. New employees may be hired above the Minimum of the range only if they possess experience, education, and/or qualifications that exceed the minimum standards established for the position. 16.3.1.2 As set forth in ARTICLE 28 - VACATION, the Human Resources Director may approve a one-time crediting of a vacation time bank and/or may approve an increase in service credits for vacation accrual rates for new hires. 16.4 Merit Increases 16.4.1 Employees are eligible for individual merit increases in accordance with the current "Merit Matrix" within their pay range effective on the first (1st) day of the pay period following their merit review date. Merit increases are not automatically granted. Employees may be determined to be ineligible to receive a merit increase based upon their overall performance rating as stated in the employee's Performance Review Plan. 16.4.2 The City Manager shall determine the Merit Matrix each fiscal year based upon the City's financial condition, the City's ability to pay, market conditions, and any other factors the City Manager may deem appropriate. 16.4.3 Merit increases shall be based upon an employee's overall performance rating as demonstrated in the Performance Review Plan and in accordance with the Merit Matrix. The employee's Department Head shall certify an employee's overall rating to the Human Resources Director for implementation of a merit increase. 16.4.4 Employees are eligible for individual merit increases within their pay range effective on the first (1st) day of the pay period following their merit review date. Merit review dates are set in accordance with the following rules: For employees with a compa-ratio between 80.00%-99.99% 8 Once every six (6) months until attaining a compa-ratio of 100.00%. Once every twelve (12) months For employees with a compa-ratio at or above 100.00% 16.4.5 Merit increases shall be implemented in accordance with the following: 16.4.5.1 An increase up to compa-ratio of one -hundred twenty percent (120.0%) shall be paid to the employee's base salary. 16.4.5.2 Any portion of a merit increase that would result in a compa-ratio exceeding one -hundred twenty percent (120.0%) shall be paid as a lump sum payment. Base salaries shall not exceed one -hundred twenty percent (120.0%) compa-ratio. 16.4.5.3 Lump sum payments are not added to the employee's base pay and are not used in determining highest year compensation for the California Public Employees' Retirement System ("PERS') or for any leave bank payoff. 16.5 Special Adjustments 16.5.1 Employees may be eligible for a special salary adjustment, as approved by the City Manager, with the recommendation of the Human Resources Director. Requests for special salary and equity adjustments must be submitted in writing to the Human Resources Director, state the rationale for special salary adjustment, and be signed by the employee's Department Head. Salary and equity adjustments must be supported in writing and shall only be granted to address significant variances unrelated to tenure or performance among employees in the same or similar job classification. Such special salary adjustments may not result in an employee's compa-ratio exceeding one -hundred twenty percent (120.0%). 16.6 Reclassification 16.6.1 An incumbent who is reclassified to a job classification at a higher range shall be placed at the Minimum of the new range or at a rate in the range which provides a ten percent (10%) base rate of pay increase, provided the rate does not exceed a compa-ratio of 105.00%. If a ten percent (10%) increase places the employee's salary beyond the 105.00% compa-ratio, the employee shall receive a minimum of five percent (5%) increase or an increase between five percent (5%) and ten percent (10%) in order to bring the employee to 105.00% compa-ratio; however, in no case shall the employee's salary exceed the Control Point. The employee shall be given a new merit review date in accordance with ARTICLE 16.4. 16.6.2 An incumbent who is reclassified to a job classification with no change in range shall retain their current rate of pay and merit review date. 16.6.3 An incumbent who is reclassified to a job classification at a lower range shall retain their current rate of pay in the new range. If the current rate is higher than the new range Control Point, the employee's pay rate shall be frozen until such time 101 as the Control Point of the range for the position exceeds the employee's rate of pay. 16.6.4 An incumbent who is reclassified does not begin a new probationary period. Article 17 - Hours of Work and Payday 17.1 Forty (40) Hour Work Week. The average regular work week for full-time employees shall be forty (40) hours. 17.1.1 For all full-time employees with an average regular workweek of forty (40) hours, the monthly rate shall be the annual rate divided by twelve (12). 17.1.2 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. 17.1.3 All pay, discipline, and leave provisions will be administered consistent with this MOU and 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. 17.2.4 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. 17.2.4.1 The parties agree that any disputes regarding the denials or rescission of alternative schedules may be addressed as outlined in ARTICLE 11 - DISCUSSION. 17.2.5 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. 10 17.4 All holiday, vacation, and sick leave payments shall be at the employee's regular hourly rate of pay. Article 18 - Premium Pax 18.1 Standby 18.1.1 Certain employees may be paid 'Management Standby Pay" based upon the recommendation of the Human Resources Director and the appropriate Department Head with approval of the City Manager. 18.1.1.1 Standby Pay will be paid at a daily rate of one and one half (1.5) hour at the employee's base rate of pay for each day of standby duty, and two (2) hours at the employee's base rate of pay for each recognized holiday as defined in ARTICLE 27 — HOLIDAYS. 18.1.1.2 Standby pay eligibility will be evaluated on an individual basis. 18.2 Temporary Upgrade 18.2.1 An employee temporarily upgraded to another job class at a higher salary range shall receive a seven and one-half (71/2%) pay differential if they are assigned to work in the higher classification for a minimum of one (1) complete work shift. 18.2.2 Employees temporarily upgraded under this ARTICLE must be qualified for the higher classification and must also be responsible for the full range of duties assigned to the higher level classification in order to be paid for the upgrade. The determination of those persons qualified to work in higher rated classifications shall be made by the City. 18.2.3 Upgrade pay is not available for Executive positions. Temporary coverage for such positions shall require pre -approval of the City Manager. 18.3 Bilingual Pay 18.3.1 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. 18.3.2 Employees required to speak in Spanish or other languages , 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 if the employee can also read and/or write in Spanish or other languages, as well as English. 11 18.3.3 Any employee receiving compensation under this ARTICLE 18.3.2 shall not concurrently receive compensation under ARTICLE 18.3.1. 18.3.4 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. 18.3.5 The appropriate Department Head shall designate which positions shall be assigned bilingual duties and which language shall be eligible for bilingual pay. 18.3.6 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. 18.3.7 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 18.3.5. Bilingual pay eligibility shall continue in accordance with the provisions in ARTICLE 18.3 during any period of leave with pay. 18.3.8 Bilingual pay eligibility shall continue only as long as the employee's Department Head 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. 18.3.9 Employees on Short -Term Disability ("STD") or Leave Without Pay for over forty (40) hours in a pay period shall not receive bilingual pay. SECTION III: EMPLOYMENT Article 19 - ApRoin ment an l"romotions 19.1 Appointments and promotions will be solely based on qualifications without regard to political affiliation or belief, membership in or attitude toward any employee organization, or any protected category under state or federal law, including race, religion, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, and military and veteran status, except where 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. 12 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 possession of 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. 19.2.3 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. 19.2.3.1 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. 19.2.3.2 Eligibility lists shall remain in effect for a period of six (6) months or until depleted, whichever occurs first. Lists containing two (2) or fewer names may be considered depleted. 19.2.3.3 Eligibility lists may be extended by the Human Resources Director for a period not to exceed an additional six (6) months. 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, 13 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, whichever occurs first. Lists containing two (2) 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 Department Head, 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 the employee 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 Department Head 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 the number of employees qualified for promotion is insufficient to justify competition, the Department Head of the department with the vacancy shall informally solicit interest among department employees; discuss the position and its requirements with all qualified employees who indicate interest; and consider an employee's record of performance. The Department Head shall provide the results of the 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 range shall be placed at any rate within the designated salary range which provides a ten percent (10%) base rate of pay increase. In no case may the increase cause the employee's salary to exceed the Maximum Point. A new merit review date shall be established in accordance with ARTICLE 16 — SALARY ADMINISTRATION. 19.5.1.1 The new pay rate for promotion to Electric Field and Operations Superintendent shall be calculated using the base rate of pay plus the additional "Rubber Gloving Pay," if the employee was Rubber Glove Certified and receiving such pay in the bargaining unit classification at 14 the time of promotion. 19.5.1.2 Under special circumstances, a new pay rate may be calculated using other forms of pay recommended by the Human Resources Director. 19.5.2 Promotions to Administrative Management positions must be approved by the City Manager. 19.5.3 The City Manager may appoint a current City employee to an Administrative Management position at any rate within the designated salary range. 19.5.4 The City Manager may, at their discretion, provide additional vacation accrual or vacation balance in accordance with the provisions of ARTICLE 28 — VACATION to a promoted employee. 19.5.5 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 City. 19.6.2 An Acting Appointment of a person meeting the minimum qualifications for the position may be made by the appropriate Department Head 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 calendar (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. 15 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. 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. 16 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 their 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 Department Head 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 their 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 full-time positions which would otherwise be filled by an open recruitment may be filled by appointing non - probationary employees currently employed in the equivalent Part -Time classification without qualifying the employee through the competitive process. Article 20 - Probation 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 the 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) calendar 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. 17 20.2.1.2 Subject to the discretion of the appropriate Department Head, an employee's probationary status may be extended beyond the regular probationary period by providing the employee advanced written notice. 20.2.1.3 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 Department Head may reject the probationer at any time during the probationary period. Such rejections shall not be subject to review or appeal unless such a rejection is alleged to be contrary to the provisions of this 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 Department Head affirms that the services of the employee have been found to be satisfactory. However, in the event the Department Head 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 the probationary period and shall be granted regular status in the classification in which the probationary period is served. 20.4 Probationary Rejection 20.4.1 An employee rejected or laid off during the probationary period from a position to which the employee was 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 the employee was promoted or transferred shall be returned to the classification in which the employee had regular status unless the reasons for their failure to complete the 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 the employee was promoted or transferred to during the probationary period to the classification in which the employee had regular status unless the reasons for their failure to complete the probationary period would be cause for dismissal. If not returned to their former classification, the employee shall be separated from City service/employment. Article 21 - Salary Reduction, Suspension, Demotion, And Dismissal 18 21.1 The tenure of every employee shall be conditioned on good behavior and satisfactory work performance. An employee may have their 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 designee, 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 designee, 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 designee, 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 their former salary at such time as deemed appropriate by the appropriate Department Head, or designee. 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 the Department Head, or designee, whenever in the judgment of the appropriate Department Head, or designee, the employee's work or misconduct so warrants. Upon taking such action, the appropriate Department Head, or designee, shall file with the employee and the Human Resources Director a written notification containing a statement of the substantial reasons for the action and the effective date of the action. 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 designee, at a minimum shall: 21.4.1 Provide written notification to the employee of the proposed discipline at least ten (10) calendar days, excluding recognized holidays as defined in ARTICLE 27 - HOLIDAYS, 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 19 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 fourteen (14) calendar days, excluding recognized holidays as defined in ARTICLE 27 - HOLIDAYS, 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. 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 ReemplQyment 22.1 Purpose 20 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 the Department Head to the position within the division or department in an equivalent or lower job class closest to the employee's current classification for which the employee meets the minimum requirements and where the employee 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, the employee may be reassigned by the Department Head to any vacant position within the department in an equivalent or lower job class, for which the employee meets the minimum requirements. An employee so reassigned shall be reinstated to their former job class and compa-ratio when positions in their former job class (within the department) become vacant within two (2) years of such assignment. Such reinstatement shall be on the basis of City seniority. 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 base rate of pay if it falls within the salary range of the classification reassigned. Otherwise, their base rate of pay will be adjusted to the Control Point of the salary range for the new classification. In no case shall the employee's base rate of pay exceed the Control Point as a result of such reassignment in lieu of layoff. 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 rate of pay 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 their department, the employee may be reassigned by the City Manager to any vacant position in any other department in the job class or in an equivalent or lower job class for which the employee 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 compa-ratio when positions in their former job class (within their former department) become vacant within two (2) years of such assignment. Such reassignment shall be on the basis of City seniority. 21 22.2.3 An employee who is reassigned in lieu of layoff to a job classification at the same salary range shall retain their current base 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, the employee 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 their former job class, or re-employed as herein provided, the employee 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, the employee shall be separated from City service and placed on the reemployment list for their job class. Persons on the reemployment list shall be reemployed with their former compa-ratio when positions in their job class (within the department from which they were laid off) become vacant within two (2) years of being placed on the reemployment list. 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 work or lack of funds. 22.3.2.1 Reemployment lists shall remain in effect for a period of two (2) years. Reemployment lists shall not be extended. 22.3.3 An employee reemployed from a reemployment list shall be considered to have continuous service and shall be credited with the amount of accumulated sick leave the employee had accrued at the time of layoff if the employee elects to remit to the City any payment received under the provisions of ARTICLE 29 — SICK LEAVE. 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 Department Head and with approval of the Human Resources Director, an employee may be reinstated to a vacant position in their former job classification or job family within two (2) years of their termination date without re - qualifying for employment by competitive process. 23.1.1 A full-time employee reinstated within thirty (30) calendar days of their termination date shall be considered to have continuous service; shall not serve a new probationary period; and shall be credited with the amount of accumulated 22 sick leave the employee had at the time of termination. The employee shall be placed in their former salary status range and shall retain their anniversary date for purposes of merit pay increases. If their anniversary date occurred during the period of absence, the employee's 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) calendar days of their termination date shall be considered to have continuous service and shall not serve a new probationary period. The employee shall be placed in their former salary range. 23.1.3 A full-time or part-time employee reinstated after thirty (30) calendar days of their 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 the employee meets the minimum qualifications. Article 24 - VolluntaLy 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 Department Head 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. 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 Department Head 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 their former job class, which the employee had regular status, within two (2) years of the effective date of the voluntary demotion without re -qualifying by competitive processes. 24.3.1 An employee reinstated to their former job class from a voluntary demotion shall be placed in the salary range at their current base rate of pay. The employee shall retain their anniversary date for purposes of merit pay increases; however, if the employee is placed below market in a salary range, the employee shall be eligible for a merit pay increase after six (6) months or their regular anniversary date, whichever is sooner. 23 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 their current job class shall also be considered a transfer. 25.2 A Transfer requires the approval of the Department Head to which the employee is transferring and the Human Resources Director. A Transfer may be initiated by the City Manager, Department Head, or by request of the employee to the Human Resources Director. 25.2.1 A transferred employee shall retain their base rate of pay and their 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 their current job class, an employee shall be required to demonstrate eligibility for employment in accordance with the provisions of ARTICLE 19 — APPOINTMENTS AND PROMOTIONS and the employee 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 Department Head 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 26.1 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 the employee's 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 their 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. 24 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 the Department Head 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 Agile 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 ■ November 11, Veteran's Day • Fourth Thursday in November, Thanksgiving Day ■ Friday after Thanksgiving ■ December 25, Christmas Day • Any 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 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 25 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 In addition to the holidays listed above under ARTICLE 27.1.1, each full-time employee who is employed as of January 1st of each calendar year will receive one (1) eight (8)- hour floating holiday per calendar year. A new employee will be eligible to use the floating holiday hours upon completion of six (6) months of service with the City. 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. 27.3 Part-time employees are subject to ARTICLE 41 - PART-TIME EMPLOYEES. Article 2 - 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). 26 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). 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). 28.7 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. 27 28.8 The minimum amount of vacation that may be taken at any given time shall be one (1) day. 28.9 Employees shall have the number of hours of their regular workday deducted from their accrued vacation time for each day of vacation taken. 28.10 Upon termination, an employee shall be compensated through payroll at their 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 compensated through payroll. 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 The employee must have used a minimum forty (40) hours of vacation during the previous twelve (12) months. 28.12.2 The employee's vacation balance cannot drop below forty (40) hours as a result of the request. 28.12.3 The employee's Department Head must approve the employee's request for the vacation pay-off. 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 work week of forty (40) hours shall accrue paid sick leave at the rate of three (3) hours for each complete biweekly 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- 28 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 the employee's regular hourly rate of pay. 29.2 The number of hours of an employee's regular work day shall be deducted from their accrued sick leave time for each regularly scheduled working day that the employee is on paid sick leave. 29.3 Employees shall take sick leave in full day increments except only in cases where Family Medical Leave situations exist. 29.3.1 An employee may, at their option, elect to use vacation time to bridge the period after sick leave is exhausted and prior to Short -Term Disability commencing. 29.4 Sick leave that is accrued, but not taken, shall be accumulated. 29.4.1 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. 29.4.1.1 Payment shall be made in January of each year, or upon the employee's termination of employment for any reason. 29.4.1.2 A maximum of one hundred seventy-five (175) hours shall carry over from year to year. 29.4.2 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 accumulated up to the maximum of one hundred seventy-five (175) hours that may be carried over from year to year. 29.4.3 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. 29.4.3.1 If the entire accrual shall exceed the annual maximum amount, then any balance would be paid to the employee. 29.4.4 If an employee dies while employed, the City shall pay to the 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 29 (175) hours. 29.5 In the event that any paid holiday occurs during a period when the 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. 29.6 An employee eligible for paid sick leave shall be granted such leave for the following reasons: 29.6.1 Illness of the employee or physical incapacity of the employee due to illness or injury. 29.6.2 Enforced quarantine of the employee in accordance with community health regulations. 29.6.3 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. 29.6.4 Temporary disabilities caused by pregnancy and childbirth. 29.6.5 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. 29.7 An employee who cannot perform their assigned duties due to illness or physical incapacity shall inform their 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. 29.8 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 Department Head, or designee, may require that the employee submit to a written statement by a physician licensed by the State of California certifying that the employee's condition prevented the employee from performing the duties of their position. Failure on the part of the employee to comply with such a requirement may be considered cause for disciplinary action. 29.9 Short -Term Disability 30 29.9.1 Total disability means an employee's complete inability to engage in the employee's 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 the employee's base rate of pay, after withholding taxes, and less deductible benefits. 29.9.1.1 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. 29.9.1.2 Payment of Short -Term Disability benefits is contingent upon the continuation of on -going medical treatment. 29.9.1.3 Short -Term Disability benefits shall continue beyond sixty (60) 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. 29.9.1.4 Deductible benefits include salary or other compensation paid by 1) any employer; 2) 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 3) a pension plan toward which the City contributed. 29.9.2 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. 29.9.2.1 Benefits are not payable unless the employee is regularly seen and treated by a licensed physician or medical practitioner who certifies the continuing disability. 29.10 Long -Term Disability 29.10.1 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 29.10.2 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: 29.10.2.1 All periods of total disability must be due to the same cause or causes; 31 29.10.2.2 All recurring periods of total disability that qualify as one (1) 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 29.10.2.3 Commencement of the benefit period for the insured Long -Term Disability plan shall automatically terminate benefits from the ANAHEIM Disability Plan. 29.11 Part -Time Employees shall be provided sick leave in accordance with ARTICLE 41 - PART- TIME EMPLOYEES. Article 30 - Industrial Accident Le ve 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. 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 the employee's regular 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 32 causing or contributing to the cause of the employee's injury which resulted in the employee's 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 In the event a death occurs in the immediate family of a full-time employee, the employee shall be granted bereavement leave with pay for up to a maximum of three (3) work days within three (3) months of the death of an immediate family member as defined in ARTICLE 31.1.1. 31.1.1 "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, step child, grandchild, grandparent, sibling, step sibling, parent -in-law, daughter-in-law, or son-in-law of the employee or the employee's spouse or registered domestic partner. 31.1.2 For purposes of this ARTICLE, "Registered Domestic Partner" means that a Declaration of Domestic Partnership has been filed with the California Secretary of State. 31.2 In addition to paid bereavement leave as provided for in ARTICLE 31.1, employees may use unused sick or vacation hours up to five (5) additional working days for bereavement purposes. Such leave must be taken within three (3) months of the death of an immediate family member as defined in ARTICLE 31.1.1. If an employee has no sick or vacation on the books, the employee may utilize leave without pay for these additional five (5) days. 31.3 An employee may extend the time period for using the bereavement leave as provided in this ARTICLE to six (6) months following the death of an immediate family member by notifying the employee's supervisor within the first three (3) months following the family member's death. 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 33 (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 the employee's salary for the first thirty (30) calendar days of military duty. 32.5 An employee who is a member of the California National Guard will receive the employee's salary for the first thirty (30) calendar days of active service regardless of the 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 the employee's salary for the first thirty (30) calendar days of duty. 32.7 Pay shall not exceed thirty (30) calendar 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, the employee shall receive regular 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 for court or any other legal or administrative proceeding (e.g., deposition, arbitration), on matters arising out of the employee's course and scope of work, the employee shall receive their regular compensation for any regularly scheduled working hours spent in actual performance of such service. An employee shall not receive regular compensation where the employee is a litigant or a defendant in a criminal or civil case, or any other action, brought about as a result of their own action. 33.2.1 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. 34 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 the employee's 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 Department Head, or designee. 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 the employee's full cost of all benefits the employee is receiving/enrolled. 34.4 Medical Leave Without Pay 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. 35 34.5 An employee returning to work from leave without pay shall be placed in the same salary range/hourly rate the employee 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 the employee returns to a position in the same job class. 34.5.2 If the employee returns to a position in a lower job class, the employee's salary step/range status shall be determined in accordance with the provisions of ARTICLE 24 — VOLUNTARY DEMOTION. Article 35 - Administrative Leave 35.1 Effective each January 1st, full-time employees shall receive sixteen (16) hours of administrative leave. Effective January 1, 2024, and each January 1st thereafter, full-time employees shall receive twenty-four (24) hours of administrative leave. 35.1.1 Full-time employees who begin employment in an AFSCME represented classification after January 1st but on or before June 30th of each calendar year shall receive sixteen (16) hours of administrative leave for that calendar year and twenty-four (24) hours of administrative leave each January 1st thereafter. Full- time employees who begin employment in an AFSCME represented classification on July 15t through December 31st shall receive eight (8) hours of administrative leave for that calendar year and twenty-four (24) hours of administrative leave each January 1st thereafter. 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. 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. 36 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 All eligible employees must enroll in a medical and dental plan offered by the City or show acceptable proof of alternate coverage. Any employee who fails to elect medical and dental plan coverage by the end of the enrollment period will be automatically enrolled by ANAHEIM in the single party coverage plan for medical and dental with the lowest monthly ANAHEIM contribution. 36.2.1.4 The employee shall contribute the difference between the City contribution and the total premium costs. 36.2.1.5 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. 36.2.1.6 Employees who are covered by another health plan, including the dependent spouse of married City employee couples, shall 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 37 within thirty (30) calendar days, the employee may enroll in any City plan upon proof of loss of health coverage. Health coverage will be effective the first (1st) day of the following month. An employee may re-elect the opt -out option annually during open enrollment or may enroll in a City plan. 36.2.1.7 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 under the same two (2) party or family plan while both spouses are employed by the City may elect the opt -out option for the dependent employee. 36.2.1.8 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. 36.3.3 Employees become eligible for dental coverage on the first (15t) day of the month following one (1) complete calendar month after hire date. 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. 38 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 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 who are not considered "New Members" within the meaning of the Public Employees' Pension Reform Act (hereinafter, "PEPRA'D are referred to as "Classic" members; and those employees who are considered "New Members" within the meaning of PEPRA are considered "PEPRA" members. 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 or those otherwise required to be enrolled in CalPERS shall be enrolled in CalPERS in accordance with the contract between the City and CalPERS and subject to PERL. 39 36.5.1.3 Employees who are "Classic" CalPERS members shall contribute the total eight percent (8%) required member contribution rate for retirement benefits and shall be enrolled in the Public Employees' Retirement defined benefit plan of 2.7% at 55. 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. The employee contribution to the employer contribution rate shall be four percent (4%). 36.5.1.4 Employees who are PEPRA members shall contribute the required amount determined by CalPERS to be fifty percent (50%) of the normal cost of the plan and shall be enrolled in the Public Employees' Retirement defined benefit plan of 2% at 62. 36.5.2 Employees whose compensation exceeds the various statutory limits for compensation reportable to CalPERS, including but not limited to IRC 401(a)(17) and the Public Employees' Pension Reform Act, shall be mandatorily enrolled in a supplemental savings plan established and administered under the authority of City of Anaheim Resolution No. 2010-079. 36.5.3 Employees in classifications represented by AFSCME may participate in any voluntary deferred compensation program offered by ANAHEIM for which they are eligible. 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 Effective July 7, 2023, the City shall contribute an additional one percent (1%) for a total of three percent (3%) of the employee's bi-weekly base salary to the applicable individual member account. Except, however, employees who have separated from City employment before September 29, 2023 shall not be eligible for the increased one percent (1%) contribution. 36.6.2.2 The employee shall contribute one percent (1%) of 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. 40 Article 37 - Post -Retirement Me i I Benefit 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 City 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 37.1.1.2 The employee must have been awarded a service retirement from CalPERS as the reason for separation from City service, and 37.1.1.3 CalPERS 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 from CalPERS 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 the City on behalf of active employees, the percentage equal to one and one-half (11/2) times the miscellaneous two percent at sixty (2% @ 60) CalPERS 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 the City 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 accrued through December 31, 2005. City service shall be calculated to the nearest complete one quarter (1/4) year. 41 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 City 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. 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. Failure cancellation of coverage. enroll in Medicare Parts A and B upon to enroll when eligible will result in 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. 42 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) 38.1.9 Such service awards shall also be presented to any full-time employee upon retirement. 38.1.10 For purposes of this ARTICLE, the term "years of service," shall be defined as continuous, full-time service. 38.2. Executive Physical 38.2.1 Administrative Managers may undergo a medical examination once a year. Middle Managers or other employees as designated by the City Manager may undergo a medical examination in accordance with the guidelines established by the City Manager. Article 39 - Payroll Deductions 39.1 Deductions of authorized amounts may be made from employees' pay for the following purposes: 39.1.1 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 Contributions to the City Employees Annual Charities Fund Drive; 39.1.8 Payment of membership dues to the American Federation of State, County, 43 and Municipal Employees, Local 2002; 39.1.9 Voluntary deduction for UNION Political Action Committee; 39.1.10 Payment of Personal Computer Purchase Program Loan; 39.1.11 Payment of Tuition Assistance; 39.1.12 Payment of Deferred Compensation Loans; and 39.1.13 Other purposes as may be authorized by the City Council. 39.2 All employees must make and maintain arrangements for the direct deposit of paychecks into the financial institution of their choice via electronic fund transfer. 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 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 the Human Resources Department staff and operating department management staff will be two (2) members from the AFSCME General Management 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 Emolovees 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 44 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 the employee's 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 the employee's regular hourly rate of pay for that work week. 41.2.1.1 All overtime must be authorized by the appropriate manager, or designee. 41.2.1.2 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 (1/4) hour of time worked. 41.2.1.3 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 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 the regular duties of their position will be compensated at the rate of seventy cents ($.70) per hour to be included in the regular hourly rate of pay. 41.2.3.2 Employees required to speak in Spanish or other languages, as well as English, as part of the regular duties of their position will be compensated at the rate of ninety cents ($.90) per hour to be included in the regular hourly rate of pay if the employee can also read and/or write in Spanish or other languages, as well as English. 45 41.2.3.3 Any employee receiving compensation under this ARTICLE 41.2.3.2 shall not concurrently receive compensation under ARTICLE 41.2.3.1. 41.2.3.4 Employees who are assigned to test other employees for bilingual certification, as part of the regular duties of their position, will be compensated at the rate of one dollar and twenty cents ($1.20) per hour to be included in the regular hourly rate of 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 hired to work an average of thirty (30) hours per week on an ongoing basis shall be classified as "Thirty (30) Hour Employees." Thirty (30) Hour Employees shall be provided medical insurance on the first day of the month following one (1) complete calendar month after becoming eligible, for as long as they maintain eligibility under the Affordable Care Act (" ACA's requirements so long as they remain employed and available to work thirty (30) hours per week. Thirty (30) Hour Employees may enroll in a Part-time plan or choose to enroll in any of the medical plans offered to full-time employees. The City's maximum contribution towards Thirty (30) Hour Employees' purchase of a medical plan shall be as set forth in ARTICLE 41.3.4. 41.3.3 The parties agree that the City's compliance with affordability requirements shall be measured by the City's offering of a plan designated as the HMO 1 medical insurance plan. The HMO 1 Plan is designated for Part-time employees in this unit who are eligible for medical insurance under the ACA. 41.3.4 ANAHEIM's maximum contribution towards an employee's purchase of medical insurance HMO Plans (employee only) shall be the flat dollar amount equivalent to seventy-five percent (75%) of the single -party premium of the plan designated by the City as HMO 2 Plan, but in no event less than the amount required to meet the affordability standard for coverage required under the ACA for the plan designated as the HMO 1 Plan. 41.3.4.1 Nothing in ARTICLES 41.3.2 to 41.3.4 shall require the City to make higher contributions to premiums for non -HMO 1 Plan medical plans selected by Part-time employees. 46 41.3.5 At the sole discretion of the City, the PARTIES agree to reopen ARTICLE 41.3 ("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 the employee's gross earnings, excluding vacation payout from the preceding calendar year, as vacation benefits upon separation or during the third (3rd) 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 their required 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 shall be provided unpaid leave of up to five (5) work days in the event of a death in their immediate family. Such leave must be taken within three (3) months of the death of an immediate family member as defined in ARTICLE 31.1.1. An employee with available sick leave may use such accrued leave to cover all or a portion of the bereavement leave. A Part-time employee may extend the time period for using the bereavement leave as provided in this ARTICLE to six (6) months following the death of an immediate family member by notifying the employee's supervisor within the first three (3) months following the family member's death. 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 Department Head, or designee. 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 Thirty (30) Hour Part-time Employees shall be granted up to thirty (30) hours of jury duty paid 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. Any additional leave required for jury duty shall be unpaid. 47 41.5.6 ANAHEIM shall provide employees in part-time 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, etseq.). 41.5.6.1 Part-time employees shall earn one (1) hour of paid sick leave for every thirty (30) hours worked, up to a total of twenty-four (24) hours in a calendar year subject to the following provisions: 41.5.6.1.1 Part-time employees shall be allowed to use paid sick leave on or after the ninetieth (90') calendar day of employment. Paid sick leave can only be used on days when the employee is scheduled to work. Paid sick leave cannot be used in the same pay period it is earned. Any use of paid sick leave must be for a minimum of two (2) hours. 41.5.6.1.2 Sick leave hours will be accrued in full hour increments after completion of a full thirty (30) hours of work. For example, if a part-time employee works 45 hours in a pay period, the employee will accrue one (1) hour of paid sick leave for the first thirty (30) hours worked. The remaining fifteen (15) hours will be counted the following pay period. 41.5.6.1.3 Part-time employees may carry over unused accrued sick leave hours from one year to the next, up to a cap of forty-eight (48) hours. 41.5.6.1.4 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. 41.5.6.1.5 Accrued paid sick leave hours will not be paid out upon separation for any reason. 41.6 Part -Time Employees Service Credit: 41.6.1 Part-time employees covered by this MOU who promote to a full-time classification covered by this MOU shall be credited with service time for their hours worked as an AFSCME Part-time employee for purposes of determining the following specific benefits and seniority. One year of service credit will be calculated as 2,080 hours worked. For example, an employee who has been employed by the City in an AFSCME Part-time classification for eight (8) years 48 and who worked 1,560 hours each year for a total of 12,480 hours, upon promotion to a full-time AFSCME classification, shall be credited with six (6) years of service credit for purposes of benefits and seniority listed in the following sub - articles only: 41.6.1.1 Promotional eligibility lists under ARTICLE 19.3.2.1 41.6.1.2 Layoffs, Reassignments, and Reemployment under ARTICLE 22 41.6.1.3 Eligibility to take Vacation under ARTICLE 28.2 41.6.1.4 Vacation accrual under ARTICLE 28.6 41.6.1.5 Service awards and recognition under ARTICLE 38 41.6.1.6 Seniority associated with reinstatement following a successful grievance procedure under ARTICLE 42.9 41.6.2 "Job classification represented by AFSCME" shall be defined as the represented classifications at the time of the Part-time employee's promotion to a full-time classification. The inaugural MOU between AFSCME and ANAHEIM, adopted by City Council on December 21, 2021, shall define job classifications represented by AFSCME for promotions that occurred prior to AFSCME representation of Management and Confidential employees. 41.6.3 Part-time employees in job classifications represented by AFSCME that promoted to a full-time position in job classifications represented by AFSCME on or before the first day of the pay period after City Council adoption of this MOU shall receive service credit in accordance with ARTICLE 41.6 if the employee submits a written request to the Employee Relations Division of the Human Resources Department for such service credit no later than December 31, 2023. The parties agree that any requests received after December 31, 2023 shall not be considered and any rights under this Section shall be waived except when an employee is unavailable to submit the written request due to reasons caused by being on state or federal protected leave. Under this specific exception, the written request must be made within thirty (30) calendar days of the date of the employee's return to work. 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 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 49 language is not intended to impede or delay the arbitration process. 42.2.1 ARTICLE 21.5 — SALARY REDUCTION, SUSPENSION, DEMOTION, AND DISMISSAL provides for an accelerated procedure under the provisions of this ARTICLE when an employee is dismissed. 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 12.6 - 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 the supervisor may supervise. 42.2.3.2 No employee shall be represented in grievance matters by a supervisor for whom the employee is a subordinate. 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, excluding recognized holidays as defined in ARTICLE 27 - HOLIDAYS, 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, excluding recognized holidays as defined in ARTICLE 27 - HOLIDAYS, 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, excluding recognized holidays as defined in ARTICLE 27 - HOLIDAYS, after the administrative review. The Department Head's determination shall be final and binding. 50 42.3 Any violation of this MOU as alleged by ANAHEIM or AFSCME 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. 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 fourteen (14) calendar days, excluding recognized holidays as defined in ARTICLE 27 - HOLIDAYS, after the occurrence of the incident involved in the grievance, or within fourteen (14) calendar days, excluding recognized holidays as defined in ARTICLE 27 - HOLIDAYS, 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, AFSCME representative, and the Department Head, within fourteen (14) calendar days, excluding recognized holidays as defined in ARTICLE 27 - HOLIDAYS, after the occurrence of the incident involved in the grievance. The Department Head shall deliver a written response within fourteen (14) calendar days, excluding recognized holidays as defined in ARTICLE 27 — HOLIDAYS, 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 fourteen (14) calendar days, excluding recognized holidays as defined in ARTICLE 27 - HOLIDAYS, after the Step I answer is received by AFSCME. A representative from the City Manager's Office shall meet with the employee and the employee's AFSCME representative within fourteen (14) calendar days, excluding recognized holidays as defined in ARTICLE 27 - HOLIDAYS, after submission of the Step II grievance. 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 written response shall be delivered to AFSCME within fourteen (14) calendar days, excluding recognized holidays as defined in ARTICLE 27 — HOLIDAYS, 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 51 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 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 a 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 written 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. 52 42.9 An employee who has been suspended, demoted, or dismissed may be reinstated to their position as a result of a successful appeal through the grievance procedure. In the event of such reinstatement, the employee shall be returned to the employee's 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. Any earnings of the reinstated employee from other employment during the period of suspension or separation shall be deducted from the amount of back pay awarded. 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 Article44 - Outside Employment 44.1 An employee may engage in employment other than the employee's position with ANAHEIM, if the employee's 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 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 the employee's personnel (HR and Departmental) file or authorize the employee's union representative in writing to conduct such a review. 45.1.2 An employee or the employee's 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 the employee's 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. 53 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 the employee's prior notice. 45.2.2 If an employee's review of their official personnel record reveals any documents that the employee feels are detrimental to their record, the employee shall have the right to place into their official record written comments or explanations concerning these documents. 45.2.3 Any employee may request that material pertinent to their employment be placed into their official personnel record. Article 4 - Professional 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 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 - Re fired Eguill2ment and Apoarel 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. 54 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 - Duration 48.1 The terms of this MOU are to remain in full force and effect until and including June 30, 2027. 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 1-2 By: Date 56 AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL EMPLOYEES, LOCAL 2002, GENERAL MANAGEMENT UNIT By: By: By: — tLqvmt� By: By: � 2 Date Appendix "A" — Special Provisi ns A.1 ANAHEIM shall provide a base salary increase of five percent (5%) retroactive to July 7, 2023. Only those employees serving in classifications represented by AFSCME who are active City employees on or after September 29, 2023 shall be eligible to receive any compensation associated with this wage increase. A.2 Effective June 21, 2024, ANAHEIM shall provide a base salary increase of five percent (5%). A.3 Effective June 20, 2025, ANAHEIM shall provide a base salary increase of five percent (5%). A.4 ANAHEIM agrees that within sixty (60) calendar days of the City Council's adoption of this MOU, it shall meet and confer with AFSCME to address salary compaction issues that may result from the 2023-2026 memoranda of understandings between ANAHEIM and IBEW General and IBEW Management units. ANAHEIM will not agree to a specific formula at this time as it is awaiting the results of the classification and compensation study. A.5 ANAHEIM and AFSCME agree to establish a working group to discuss the following: 1. Revisions to the MOU for the purpose of clarifying the meaning of which classifications are included in the "Administrative Manager," "Administrative Management" or "Middle Manager" group as used in this MOU. The working group 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. A.6 ANAHEIM and AFSCME agree that during the term of the MOU, ANAHEIM will retain a consultant to conduct a classification and compensation study ("Study') of the classifications represented by AFSCME. The Parties share a joint interest that the Study result in accurate information and analysis. Therefore, the Parties hereby agree to the following regarding the Study process: (i) AFSCME and ANAHEIM will meet to discuss comparable agencies; (ii) AFSCME and ANAHEIM will meet to discuss comparable classifications for those classifications that are being studied. If the Parties are unable to agree on comparable agencies and/or comparable classifications, ANAHEIM will make the final determination. In addition, ANAHEIM will provide a final draft of the Study before it is finalized. ANAHEIM agrees that AFSCME will have an opportunity to provide feedback before the Study is finalized. Finally, the Parties agree to re -open the MOU on the topic of wages only upon written request by either party and no later than ninety (90) calendar days after the issuance of the final Study. The Parties contemplate that this re -opener will also cover general wage increases, if any, that may be agreed to for the last year of this MOU. 57 ANAHEIM and AFSCME also agree to meet and confer regarding any changes to job descriptions (including any changes to minimum qualifications, knowledge, skills, and abilities and working conditions, essential functions, and FLSA designation). A.7 The following terms referenced in this MOU are defined as follows: Regular Hourly Rate of Pay — the rate of pay utilized for purposes of the calculation of overtime under the Fair Labor Standards Act ("FLSA'). Base Rate of Pay — the rate of pay associated with an employee's placement on the salary schedule for their classification. Designee — shall be defined as an employee from a classification in the AFSCME General Management Unit, or a non-AFSCME management unit classification. 58 Appendix "B" - Represented Classifications and Rates of Pav AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES JULY 7, 2023 - JUNE 20, 2024 INCORPORATING 5.0% INCREASE FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES TITLE CODE TITLE MINIMUM 80% MARKET 100% CONTROL 110% MAXIMUM 120% 051 Administrative Services Manager 100,729 125,911 138,502 151,093 158 Assistant Building Official 116,606 145,758 160,334 174,910 H55 Assistant City Attorney 156,264 195,330 214,863 234,396 020 Assistant City Clerk 82,870 103,588 113,947 124,306 AA2 Assistant Customer Services Manager 95,932 119,915 131,907 143,898 054 Assistant Information Systems Manager 105,766 132,207 145,428 158,648 F93 Assistant Purchasing Agent 91,364 114,205 125,626 137,046 124 Assistant Risk Manager 111,054 138,817 152,699 166,580 002 Assistant to the City Manager 122,437 153,046 168,351 183,655 067 Audit Manager 122,437 153,046 168,351 183,655 M58 Budget Manager 122,437 153,046 168,351 183,655 202 Budget Supervisor 105,766 132,207 145,428 158,648 172 Building Inspection Manager 95,932 119,915 131,907 143,898 N13 Building Official 128,558 160,698 176,768 192,838 102 Business Information Systems Manager 141,736 177,170 194,887 212,604 H98 Capital Projects Manager 116,606 145,758 160,334 174,910 F91 Chief Assistant City Attorney - Prosecution 172,282 215,352 236,887 258,422 035 Chief Communications Officer 134,986 168,733 185,606 202,480 G20 Chief Utilities Systems Operator 116,606 145,758 160,334 174,910 AC4 City Engineer 141,736 177,170 194,887 212,604 M80 City Librarian 128,558 160,698 176,768 192,838 103 City Surveyor 100,729 125,911 138,502 151,093 260 Claims Manager 100,729 125,911 138,502 151,093 032 Communications Supervisor 91,364 114,205 125,626 137,046 N28 Community and Sustainability Programs Manager 128,558 160,698 176,768 192,838 030 Community Development Manager 128,558 160,698 176,768 192,838 027 Community Investment Manager 111,054 138,817 152,699 166,580 F53 Community Preservation & Licensing Manager 128,558 160,698 176,768 192,838 E62 Community Preservation Supervisor 91,364 1 114,205 125,626 137,046 497 Community Services Manager 122,437 1 153,046 168,351 183,655 59 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES JULY 7, 2023 - JUNE 20, 2024 INCORPORATING 5.0% INCREASE FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES TITLE CODE TITLE MINIMUM 80% MARKET 100% CONTROL 110% MAXIMUM 120% F96 Community Services Superintendent 95,932 119,915 131,907 143,898 520 Community Services Supervisor 75,166 93,957 103,353 112,748 541 Construction Inspection Supervisor 87,014 108,767 119,644 130,520 115 Construction Services Manager 122,437 153,046 168,351 183,655 282 Controller 128,558 160,698 176,768 192,838 AA4 Crime Analysis Supervisor 82,870 103,588 113,947 124,306 673 Customer Services Manager 111,054 138,817 152,699 166,580 171 Deputy Community Services Director 141,736 177,170 194,887 212,604 130 Deputy Director of Administration & Operations 156,264 195,330 214,863 234,396 204 Deputy Director of Convention Center Sales & Services 156,264 195,330 214,863 234,396 005 Deputy Finance Director 141,736 177,170 194,887 212,604 642 Deputy Fire Marshal 116,606 145,758 160,334 174,910 257 Deputy Planning and Building Director 141,736 177,170 194,887 212,604 222 Deputy Public Works Director 148,823 186,029 204,632 223,235 211 Electric Field & Operations Superintendent 116,606 145,758 160,334 174,910 G23 Electric Field Manager 141,736 177,170 194,887 212,604 G62 Electric Operations Manager 141,736 177,170 194,887 212,604 N73 Electric Systems Planning Manager 148,823 186,029 204,632 223,235 E92 Engineering Manager 122,437 153,046 168,351 183,655 045 Enterprise Administrative Services Manager 116,606 145,758 160,334 174,910 M57 Enterprise Information Technology Manager 116,606 145,758 160,334 174,910 F75 Environmental Services and Safety Manager 122,437 153,046 168,351 183,655 N55 Event Crowd Control Supervisor 61,839 77,299 85,029 92,759 046 Event Services Manager 82,870 103,588 113,947 124,306 133 t Facility Maintenance Manager 82,870 103,588 113,947 124,306 AD6 I Facility Services &Sustainability Manager 82,870 103,588 113,947 124,306 219 Facility Services Supervisor 61,839 77,299 85,029 92,759 043 Financial Accounting Manager 111,054 138,817 152,699 166,580 281 Fire Communications Administration Supervisor 78,924 98,655 108,521 118,386 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES JULY 7, 2023 - JUNE 20, 2024 INCORPORATING 5.0% INCREASE FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES TITLE CODE TITLE MINIMUM 80% MARKET 100% CONTROL MAXIMUM 110% 120% N18 Fire Communications Operations Supervisor 78,924 98,655 108,521 118,386 132 Fire Dispatch Operations Manager 111,054 138,817 152,699 166,580 208 Fire Marshal 128,558 160,698 176,768 192,838 136 Fire Prevention Supervisor 100,729 125,911 138,502 151,093 E87 Fleet and Facility Manager 116,606 145,758 160,334 174,910 285 General Services Officer 134,986 168,733 185,606 202,480 G63 Generation Plant Manager 111,054 138,817 152,699 166,580 039 Golf Manager 105,766 132,207 145,428 158,648 236 Golf Operations Superintendent 95,932 119,915 131,907 143,898 AB8 K37 Government Affairs Manager Housing and Community Development Deputy Director 105,766 132,207 145,428 158,648 141,736 177,170 194,887 212,604 201 Housing Authority Manager 111,054 138,817 152,699 166,580 F08 Housing Coordinator 75,166 93,957 103,353 112,748 AC1 Housing Program Manager 122,437 153,046 168,351 183,655 N57 Housing Programs Administrator 95,932 119,915 131,907 143,898 112 Housing Services Administrator 95,932 119,915 131,907 143,898 029 Housing Services Manager 128,558 160,698 176,768 192,838 M36 Information Systems Manager 122,437 153,046 168,351 183,655 M23 Integrated Resources Manager 148,823 186,029 204,632 223,235 751 Law Office Administrator 100,729 125,911 138,502 151,093 563 Library Services Manager Neighborhood and Human Services Manager 87,014 108,767 119,644 130,520 255 111,054 138,817 152,699 166,580 AD5 Operations Manager 105,766 132,207 145,428 158,648 N08 I Operations Superintendent 95,932 119,915 131,907 143,898 E88 Operations Supervisor 78,924 98,655 108,521 118,386 G07 Park Services Superintendent 95,932 119,915 131,907 143,898 149 Parking Services/Box Office Manager 82,870 103,588 113,947 124,306 AA7 Parking Supervisor 61,839 77,299 85,029 92,759 389 Parks Manager 122,437 153,046 168,351 183,655 E39 Parks Services Supervisor 68,178 85,222 93,744 102,266 N40 Permit Counter Supervisor 75,166 93,957 103,353 112,748 61 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES JULY 7, 2023 - JUNE 20, 2024 INCORPORATING 5.0% INCREASE FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES TITLE CODE TITLE MINIMUM 80% MARKET 100% CONTROL MAXIMUM 120% 161 Plan Check Manager 111,054 138,817 152,699 166,580 031 Planning Services Manager 128,558 160,698 176,768 192,838 G03 Police Communications Manager 100,729 125,911 138,502 151,093 441 Police Records Manager 100,729 125,911 138,502 151,093 170 Police Support Services Administrator 128,558 160,698 176,768 192,838 F48 Principal Electrical Engineer 122,437 153,046 168,351 183,655 109 Principal Human Resources Analyst 111,054 138,817 152,699 166,580 N39 Principal Planner 111,054 138,817 152,699 166,580 M89 Principal Product Development Specialist 128,558 160,698 176,768 192,838 041 Principal Project Planner 111,054 138,817 152,699 166,580 G25 Project Consultant 134,986 168,733 185,606 202,480 N81 Public Works Operations Manager 128,558 160,698 176,768 192,838 503 Purchasing Agent 116,606 145,758 160,334 174,910 021 Records &Information Manager 75,166 93,957 103,353 112,748 N11 Revenue and Licensing Supervisor 75,166 93,957 103,353 112,748 540 Risk Manager 128,558 160,698 176,768 192,838 710 Safety Manager 111,054 138,817 152,699 166,580 G12 Security Supervisor 61,839 77,299 85,029 92,759 157 Senior Library Services Manager 100,729 125,911 138,502 151,093 K36 Special Projects Manager 141,736 177,170 194,887 212,604 N77 Stores &Wardrobe Supervisor 68,178 85,222 93,744 102,266 G38 Street Maintenance and Sanitation Administrator 111,054 138,817 152,699 166,580 001 Substation/Automation Engineering Manager 141,736 177,170 194,887 212,604 N82 Supervising Librarian 78,924 98,655 108,521 118,386 220 Support Services Coordinator 75,166 93,957 103,353 112,748 182 Systems Project Manager 105,766 132,207 145,428 158,648 014 Traffic Office Administrator 68,178 85,222 93,744 102,266 AA3 Transit Planning Manager 122,437 153,046 168,351 183,655 N50 Transmission and Distribution Manager 148,823 186,029 204,632 223,235 A136 Treasury Administrator 87,014 108,767 119,644 130,520 276 Utilities Assistant General Manager 172,282 215,352 236,887 258,422 119 Utilities Chief Risk Manager 148,823 186,029 204,632 223,235 62 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES J U LY 7, 2023 - J U N E 20, 2024 INCORPORATING 5.0% INCREASE FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES TITLE .CODE TITLE MINIMUM 80% MARKET 100% CONTROL 110% MAXIMUM 120% AA5 Utilities Enterprise Risk Supervisor 95,932 119,915 131,907 143,898 106 Utilities Financial Planning Manager 141,736 177,170 194,887 212,604 772 Utilities Financial Services Manager 141,736 177,170 194,887 212,604 686 Utilities Inventory & Facilities Manager 95,932 119,915 131,907 143,898 G49 Utilities Services Supervisor 78,924 98,655 108,521 118,386 215 Utilities Settlements Supervisor 105,766 132,207 145,428 158,648 AC9 Utilities Strategic Planning Manager 116,606 145,758 160,334 174,910 148 Water Engineering Manager 141,736 177,170 194,887 212,604 237 Water Field & Operations Superintendent 111,054 138,817 152,699 166,580 M29 Water Field Operations Manager 141,736 177,170 194,887 212,604 691 Water Field Superintendent 100,729 125,911 138,502 151,093 123 Water Maintenance Scheduler 87,014 108,767 119,644 130,520 755 Water Production Superintendent 111,054 138,817 152,699 166,580 AC5 Water Quality Laboratory Supervisor 111,054 138,817 152,699 166,580 M56 Water Systems Operations Superintendent 128,558 160,698 176,768 192,838 G18 Workers Compensation Manager 100,729 125,911 138,502 151,093 100 Workforce Center Supervisor 82,870 103,588 113,947 124,306 354 Workforce Development Manager 105,766 132,207 145,428 158,648 PART-TIME CLASSIFICATION HOURLY SALARY RANGES _ TITLE TITLE MINIMUM MARKET CONTROL MAXIMUM CODE 80% 100% 110% 120% J38 PT Assistant City Attorney 75.13 93.91 103.30 112.69 R28 PT Audit Manager 58.86 73.58 80.94 88.30 B07 PT Building Official 61.81 77.26 84.98 92.71 B54 PT Capital Projects Manager 56.06 70.08 77.08 84.09 R73 PT Chief Assistant City Attorney - Prosecution 82.83 103.53 113.89 124.24 S66 PT Chief Utilities Systems Operator 56.06 70.08 77.08 84.09 B44 PT Community Preservation Supervisor 43.93 54.91 60.40 65.89 A08 PT Community Services Manager 58.86 73.58 80.94 88.30 J36 PT Community Services Supervisor 36.14 45.17 49.69 54.21 S56 PT Construction Services Manager 58.86 73.58 80.94 88.30 63 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES JULY 7, 2023 - JUNE 20, 2024 INCORPORATING 5.0% INCREASE PART-TIME CLASSIFICATION HOURLY SALARY RANGES TITLE CODE TITLE MINIMUM 80% MARKET 100% _ CONTROL MAXIMUM 110% 120% S73 PT Customer Services Manager 53.39 66.74 73.41 80.09 S16 PT Electric Field & Operations Superintendent 56.06 70.08 77.08 84.09 S90 PT Electric Operations Manager 68.14 85.18 93.70 102.21 863 PT Facility Services/Parking Manager 50.85 63.56 69.92 76.27 B67 PT Fire Dispatch Operation Manager 53.39 66.74 73.41 80.09 S11 PT Golf Operations Superintendent 46.12 57.65 63.42 69.18 B57 PT Housing Coordinator 36.14 45.17 49.69 54.21 R95 PT Housing Programs Administrator 46.12 57.65 63.42 69.18 S91 PT Housing Services Manager 61.81 77.26 84.98 92.71 935 PT Library Services Manager 41.83 52.29 57.52 62.75 R14 PT Operations Supervisor 37.94 47.43 52.17 56.92 B48 PT Parking Services/Box Office Manager 39.84 49.80 54.78 59.76 B27 PT Parking Supervisor 29.73 37.16 40.88 44.60 S36 PT Parks Manager 58.86 73.58 80.94 88.30 B70 PT Principal Planner 53.39 66.74 73.41 80.09 574 PT Principal Project Planner 53.39 66.74 73.41 80.09 P56 PT Project Consultant 64.90 81.12 89.23 97.35 R66 PT Purchasing Agent 56.06 70.08 77.08 84.09 S98 PT Records & Information Manager 36.14 45.17 49.69 54.21 R12 PT Special Projects Manager 68.14 85.18 93.70 102.21 B12 PT Supervising Librarian 37.94 47.43 52.17 56.92 J56 PT Systems Project Manager 50.85 63.56 69.92 76.27 S53 PT Water Field Superintendent 48.43 60.53 66.59 72.64 B36 PT Water Maintenance Scheduler 41.83 52.29 57.52 62.75 R09 PT Water Production Superintendent 53.39 66.74 73.41 80.09 S65 PT Workers Compensation Manager 48.43 60.53 66.59 72.64 P83 PT Workforce Center Supervisor 39.84 49.80 54.78 59.76 64 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES JUNE 21, 2024 - 7UNE 19, 2025 INCORPORATING 5.0% INCREASE FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES TITLE CODE TITLE Administrative Services Manager MINIMUM 80% MARKET 100% CONTROL 110% MAXIMUM 120% 051 105,766 132,207 145,428 158,648 158 Assistant Building Official 122,437 153,046 168,351 183,655 H55 Assistant City Attorney 164,078 205,097 225,607 246,116 020 Assistant City Clerk 87,014 108,767 119,644 130,520 AA2 Assistant Customer Services Manager 100,729 125,911 138,502 151,093 054 Assistant Information Systems Manager 111,054 138,817 152,699 166,580 F93 Assistant Purchasing Agent 95,932 119,915 131,907 143,898 124 Assistant Risk Manager 116,606 145,758 160,334 174,910 002 Assistant to the City Manager 128,558 160,698 176,768 192,838 067 Audit Manager 128,558 160,698 176,768 192,838 M58 Budget Manager 128,558 160,698 176,768 192,838 202 Budget Supervisor 111,054 138,817 152,699 166,580 172 Building Inspection Manager 100,729 125,911 138,502 151,093 N13 Building Official 134,986 168,733 185,606 202,480 102 Business Information Systems Manager 148,823 186,029 204,632 223,235 H98 Capital Projects Manager 122,437 153,046 168,351 183,655 F91 Chief Assistant City Attorney - Prosecution 180,896 226,120 248,732 271,344 035 Chief Communications Officer 141,736 177,170 194,887 212,604 G20 Chief Utilities Systems Operator 122,437 153,046 168,351 183,655 AC4 City Engineer 148,823 186,029 204,632 223,235 M80 City Librarian 134,986 168,733 185,606 202,480 103 City Surveyor 105,766 132,207 145,428 158,648 260 Claims Manager 105,766 132,207 145,428 158,648 032 Communications Supervisor 95,932 119,915 131,907 143,898 N28 Community and Sustainability Programs Manager 134,986 168,733 185,606 202,480 030 Community Development Manager 134,986 168,733 185,606 202,480 027 Community Investment Manager 116,606 145,758 160,334 174,910 F53 Community Preservation & Licensing Manager 134,986 168,733 185,606 202,480 E62 Community Preservation Supervisor 95,932 119,915 131,907 143,898 497 Community Services Manager 128,558 160,698 176,768 192,838 F96 Community Services Superintendent 100,729 125,911 138,502 151,093 520 Community Services Supervisor 78,924 98,655 108,521 118,386 65 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES )UNE 21, 2024 - 3UNE 19, 2025 INCORPORATING 5.0% INCREASE FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES TITLE CODE TITLE MINIMUM 80% MARKET 100% CONTROL 110% MAXIMUM 120% 541 Construction Inspection Supervisor 91,364 114,205 125,626 137,046 115 Construction Services Manager 128,558 160,698 176,768 192,838 282 1 Controller 134,986 168,733 185,606 202,480 AA4 Crime Analysis Supervisor 87,014 108,767 119,644 130,520 673. Customer Services Manager 116,606 145,758 160,334 174,910 171 Deputy Community Services Director 148,823 186,029 204,632 223,235 130 Deputy Director of Administration & Operations 164,078 205,097 225,607 246,116 204 Deputy Director of Convention Center Sales & Services Deputy Finance Director 164,078 205,097 225,607 246,116 005 148,823 186,029 204,632 223,235 642 Deputy Fire Marshal 122,437 153,046 168,351 183,655 257 Deputy Planning and Building Director 148,823 186,029 204,632 223,235 222 Deputy Public Works Director 156,264 195,330 214,863 234,396 211 Electric Field & Operations Superintendent 122,437 153,046 168,351 183,655 G23 Electric Field Manager 148,823 186,029 204,632 223,235 G62 Electric Operations Manager 148,823 186,029 204,632 223,235 N73 Electric Systems Planning Manager 156,264 195,330 214,863 234,396 E92 Engineering Manager 128,558 160,698 176,768 192,838 045 Enterprise Administrative Services Manager 122,437 122,437 128,558 153,046 168,351 183,655 M57 Enterprise Information Technology Manager 153,046 168,351 183,655 F75 Environmental Services and Safety Manager 160,698 176,768 192,838 N55 Event Crowd Control Supervisor 64,931 81,164 89,280 97,397 046 Event Services Manager 87,014 108,767 119,644 130,520 133 Facility Maintenance Manager 87,014 108,767 119,644 130,520 AD6 Facility Services &Sustainability Manager 87,014 108,767 119,644 130,520 219 Facility Services Supervisor 64,931 81,164 89,280 97,397 043 Financial Accounting Manager 116,606 145,758 160,334 174,910 281 Fire Communications Administration Supervisor 82,870 103,588 113,947 124,306 N18 Fire Communications Operations Supervisor 82,870 103,588 113,947 124,306 66 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES JUNE 21, 2024 - JUNE 19, 2025 INCORPORATING 5.0% INCREASE FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES TITLE CODE TITLE MINIMUM 80% MARKET 100% CONTROL 110% MAXIMUM 120% 132 Fire Dispatch Operations Manager 116,606 145,758 160,334 174,910 208 Fire Marshal 134,986 168,733 185,606 202,480 136 Fire Prevention Supervisor 105,766 132,207 145,428 158,648 E87 Fleet and Facility Manager 122,437 153,046 168,351 183,655 285 General Services Officer 141,736 177,170 194,887 212,604 G63 Generation Plant Manager 116,606 145,758 160,334 174,910 039 Golf Manager 111,054 138,817 152,699 166,580 236 Golf Operations Superintendent 100,729 111,054 125,911 138,817 138,502 152,699 151,093 166,580 AB8 Government Affairs Manager Housing and Community Development Deputy Director Housing Authority Manager K37 148,823 186,029 204,632 160,334 223,235 174,910 201 116,606 145,758 F08 Housing Coordinator 78,924 128,558 100,729 98,655 160,698 125,911 108,521 176,768 138,502 118,386 192,838 151,093 AC1 Housing Program Manager N57 Housing Programs Administrator 112 Housing Services Administrator 100,729 125,911 138,502 151,093 029 Housing Services Manager 134,986 168,733 185,606 202,480 M36 Information Systems Manager 128,558 160,698 176,768 192,838 M23 Integrated Resources Manager 156,264 195,330 214,863 234,396 751 Law Office Administrator 105,766 132,207 145,428 158,648 563 Library Services Manager 91,364 114,205 125,626 137,046 255 Neighborhood and Human Services Manager 116,606 145,758 160,334 174,910 ADS Operations Manager 111,054 138,817 152,699 166,580 N08 Operations Superintendent 100,729 125,911 138,502 151,093 E88 Operations Supervisor 82,870 103,588 113,947 124,306 G07 Park Services Superintendent 100,729 125,911 138,502 151,093 149 Parking Services/Box Office Manager 87,014 108,767 119,644 130,520 AA7 Parking Supervisor 64,931 81,164 89,280 97,397 389 Parks Manager 128,558 160,698 176,768 192,838 E39 Parks Services Supervisor 71,586 89,483 98,431 107,380 N40 Permit Counter Supervisor 78,924 98,655 108,521 118,386 161 Plan Check Manager 116,606 145,758 160,334 174,910 031 Planning Services Manager 134,986 168,733 185,606 202,480 67 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES -UNE 21, 2024 - JUNE 19, 2025 INCORPORATING 5.0% INCREASE FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES TITLE CODE TITLE Police Communications Manager MINIMUM 80% MARKET 100% CONTROL 110% MAXIMUM 120% G03 105,766 132,207 145,428 158,648 441 Police Records Manager 105,766 132,207 145,428 158,648 170 Police Support Services Administrator 134,986 168,733 185,606 202,480 F48 Principal Electrical Engineer 128,558 160,698 176,768 192,838 109 Principal Human Resources Analyst 116,606 145,758 160,334 174,910 N39 Principal Planner 116,606 145,758 160,334 174,910 M89 Principal Product Development Specialist 134,986 168,733 185,606 202,480 041 Principal Project Planner 116,606 145,758 160,334 174,910 G25 Project Consultant 141,736 177,170 194,887 212,604 N81 Public Works Operations Manager 134,986 168,733 185,606 202,480 503 Purchasing Agent 122,437 153,046 168,351 183,655 021 Records &Information Manager 78,924 98,655 108,521 118,386 N11 Revenue and Licensing Supervisor 78,924 98,655 108,521 118,386 540 Risk Manager 134,986 168,733 185,606 202,480 710 Safety Manager 116,606 145,758 160,334 174,910 G12 Security Supervisor 64,931 81,164 89,280 97,397 157 Senior Library Services Manager 105,766 132,207 145,428 158,648 K36 Special Projects Manager 148,823 186,029 204,632 223,235 N77 Stores &Wardrobe Supervisor 71,586 89,483 98,431 107,380 G38 Street Maintenance and Sanitation Administrator 116,606 145,758 160,334 174,910 001 Substation/Automation Engineering Manager 148,823 186,029 204,632 223,235 N82 Supervising Librarian 82,870 103,588 113,947 124,306 220 Support Services Coordinator 78,924 98,655 108,521 118,386 182 Systems Project Manager 111,054 138,817 152,699 166,580 014 Traffic Office Administrator 71,586 89,483 98,431 107,380 AA3 Transit Planning Manager 128,558 160,698 176,768 192,838 N50 Transmission and Distribution Manager 156,264 195,330 214,863 234,396 AB6 Treasury Administrator 91,364 114,205 125,626 137,046 276 Utilities Assistant General Manager 180,896 226,120 248,732 271,344 119 Utilities Chief Risk Manager 156,264 195,330 214,863 234,396 AA5 Utilities Enterprise Risk Supervisor 100,729 125,911 138,502 151,093 106 Utilities Financial Planning Manager 148,823 186,029 1 204,632 223,235 68 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES TUNE 21, 2024 - JUNE 19, 2025 INCORPORATING 5.0% INCREASE FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES TITLE CODE TITLE Utilities Financial Services Manager MINIMUM 80% MARKET 100% CONTROL 110% MAXIMUM 120% 772 148,823 186,029 204,632 223,235 686 Utilities Inventory & Facilities Manager 100,729 125,911 138,502 151,093 G49 Utilities Services Supervisor 82,870 103,588 113,947 124,306 215 Utilities Settlements Supervisor 111,054 138,817 152,699 166,580 AC9 Utilities Strategic Planning Manager 122,437 153,046 168,351 183,655 148 Water Engineering Manager 148,823 186,029 204,632 223,235 237 Water Field & Operations Superintendent 116,606 145,758 160,334 174,910 M29 Water Field Operations Manager 148,823 186,029 204,632 223,235 691 Water Field Superintendent 105,766 132,207 145,428 158,648 123 Water Maintenance Scheduler 91,364 114,205 125,626 137,046 755 Water Production Superintendent 116,606 145,758 160,334 174,910 AC5 Water Quality Laboratory Supervisor 116,606 145,758 160,334 174,910 M56 Water Systems Operations Superintendent 134,986 168,733 185,606 202,480 G18 Workers Compensation Manager 105,766 132,207 145,428 158,648 100 Workforce Center Supervisor 87,014 108,767 119,644 130,520 354 Workforce Development Manager 111,054 138,817 152,699 166,580 PART-TIME CLASSIFICATION HOURLY SALARY RANGES TITLE CODE TITLE MINIMUM 80% MARKET 100% CONTROL 110% MAXIMUM 120% J38 PT Assistant City Attorney 78.88 98.60 108.46 118.33 R28 PT Audit Manager 61.81 77.26 84.98 92.71 B07 PT Building Official 64.90 81.12 89.23 97.35 B54 PT Capital Projects Manager 58.86 73.58 80.94 88.30 R73 PT Chief Assistant City Attorney - Prosecution 86.97 108.71 119.58 130.45 S66 PT Chief Utilities Systems Operator 58.86 73.58 80.94 88.30 B44 PT Community Preservation Supervisor 46.12 57.65 63.42 69.18 A08 PT Community Services Manager 61.81 77.26 84.98 92.71 J36 PT Community Services Supervisor 37.94 47.43 52.17 56.92 S56 PT Construction Services Manager 61.81 77.26 84.98 92.71 S73 PT Customer Services Manager 56.06 70.08 77.08 84.09 S16 PT Electric Field & Operations Superintendent 58.86 73.58 80.94 88.30 S90 PT Electric Operations Manager 71.55 89.44 98.38 107.32 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES JUNE 21, 2024 - JUNE 19, 2025 INCORPORATING 5.0% INCREASE PART-TIME CLASSIFICATION HOURLY SALARY RANGES im 863 1 PT Facility Services/Parking Manager MINIMUM 80% MARKET 100% CONTROL 110% MAXIMUM 120% 53.39 66.74 73.41 80.09 B67 PT Fire Dispatch Operation Manager 56.06 70.08 77.08 84.09 S11 PT Golf Operations Superintendent 48.43 60.53 66.59 72.64 B57 PT Housing Coordinator 37.94 47.43 52.17 56.92 R95 PT Housing Programs Administrator 48.43 60.53 66.59 72.64 S91 PT Housing Services Manager 64.90 81.12 89.23 97.35 935 PT Library Services Manager 43.93 54.91 60.40 65.89 R14 PT Operations Supervisor 39.84 49.80 54.78 59.76 B48 PT Parking Services/Box Office Manager 41.83 52.29 57.52 62.75 B27 PT Parking Supervisor 31.22 39.02 42.92 46.83 S36 PT Parks Manager 61.81 77.26 84.98 92.71 B70 PT Principal Planner 56.06 70.08 77.08 84.09 S74 PT Principal Project Planner 56.06 70.08 77.08 84.09 P56 PT Project Consultant 68.14 85.18 93.70 102.21 R66 PT Purchasing Agent 58.86 73.58 80.94 88.30 S98 PT Records & Information Manager 37.94 47.43 52.17 56.92 R12 PT Special Projects Manager 71.55 89.44 98.38 107.32 B12 PT Supervising Librarian 39.84 49.80 54.78 59.76 J56 PT Systems Project Manager 53.39 50.85 66.74 63.56 73.41 69.92 80.09 76.27 S53 PT Water Field Superintendent B36 PT Water Maintenance Scheduler 43.93 54.91 60.40 65.89 R09 PT Water Production Superintendent 56.06 70.08 77.08 84.09 S65 PT Workers Compensation Manager 50.85 63.56 69.92 76.27 P83 PT Workforce Center Supervisor 41.83 52.29 57.52 62.75 70 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES JUNE 20, 2025 INCORPORATING 5.0% INCREASE FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES TITLE CODE TITLE - Administrative Services Manager MINIMUM 80% MARKET 100% CONTROL 110% MAXIMUM 120% 051 111,054 138,817 152,699 166,580 158 Assistant Building Official 128,558 160,698 176,768 192,838 H55 Assistant City Attorney 172,282 215,352 236,887 258,422 020 Assistant City Clerk 91,364 114,205 125,626 137,046 AA2 Assistant Customer Services Manager 105,766 132,207 145,428 158,648 054 Assistant Information Systems Manager 116,606 145,758 160,334 174,910 F93 Assistant Purchasing Agent 100,729 125,911 138,502 151,093 124 Assistant Risk Manager 122,437 153,046 168,351 183,655 002 Assistant to the City Manager 134,986 168,733 185,606 202,480 067 Audit Manager 134,986 168,733 185,606 202,480 M58 Budget Manager 134,986 168,733 185,606 202,480 202 Budget Supervisor 116,606 145,758 160,334 174,910 172 Building Inspection Manager 105,766 132,207 145,428 158,648 N13 Building Official 141,736 177,170 194,887 212,604 102 Business Information Systems Manager 156,264 195,330 214,863 234,396 H98 Capital Projects Manager 128,558 160,698 176,768 192,838 F91 Chief Assistant City Attorney - Prosecution 189,941 237,426 261,169 284,911 035 Chief Communications Officer 148,823 186,029 204,632 223,235 G20 Chief Utilities Systems Operator 128,558 160,698 176,768 192,838 AC4 City Engineer 156,264 195,330 214,863 234,396 M80 City Librarian 141,736 177,170 194,887 212,604 103 City Surveyor 111,054 138,817 152,699 166,580 260 Claims Manager 111,054 138,817 152,699 166,580 032 Communications Supervisor 100,729 125,911 138,502 151,093 N28 Community and Sustainability Programs Manager 141,736 177,170 194,887 212,604 030 Community Development Manager 141,736 177,170 194,887 212,604 027 Community Investment Manager 122,437 153,046 168,351 183,655 F53 Community Preservation & Licensing Manager 141,736 100,729 177,170 125,911 194,887 138,502 212,604 151,093 E62 Community Preservation Supervisor 497 Community Services Manager 134,986 168,733 185,606 202,480 F96 Community Services Superintendent 105,766 132,207 145,428 158,648 520 Community Services Supervisor 82,870 103,588 113,947 124,306 71 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES TUNE 20, 2025 INCORPORATING 5.0% INCREASE FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES TITLE CODE TITL Construction Inspection Supervisor MINIMUM 80% MARKET 100% CONTROL 110% MAXIMUM 120% 541 95,932 119,915 131,907 143,898 115 Construction Services Manager 134,986 168,733 185,606 202,480 282 Controller 141,736 177,170 194,887 212,604 AA4 Crime Analysis Supervisor 91,364 114,205 125,626 137,046 673 Customer Services Manager 122,437 153,046 168,351 183,655 171 Deputy Community Services Director 156,264 195,330 214,863 234,396 130 Deputy Director of Administration & -Operations Deputy Director of Convention Center Sales & Services Deputy Finance Director 172,282 215,352 236,887 215,352 236,887 195,330 214,863 258,422 258,422 204 172,282 005 156,264 234,396 642 Deputy Fire Marshal 128,558 160,698 176,768 192,838 257 Deputy Planning and Building Director 156,264 195,330 4,863 234,396 222 Deputy Public Works Director 164,078 205,097 �225,607 246,116 211 Electric Field & Operations Superintendent 128,558 160,698 176,768 192,838 G23 Electric Field Manager 156,264 195,330 214,863 234,396 G62 Electric Operations Manager 156,264 195,330 214,863 234,396 N73 Electric Systems Planning Manager 164,078 205,097 225,607 246,116 E92 Engineering Manager 134,986 168,733 185,606 202,480 045 M57 F75 Enterprise Administrative Services Manager Enterprise Information Technology Manager Environmental Services and Safety Manager 128,558 128,558 134,986 160,698 176,768 192,838 160,698 _ 168,733 176,768 185,606 192,838 202,480 N55 Event Crowd Control Supervisor 68,178 85,222 93,744 102,266 046 Event Services Manager 91,364 114,205 125,626 137,046 133 Facility Maintenance Manager 91,364 114,205 125,626 137,046 AD6 Facility Services &Sustainability Manager 91,364 114,205 125,626 137,046 219 Facility Services Supervisor 68,178 85,222 93,744 102,266 043 Financial Accounting Manager 122,437 153,046 168,351 183,655 281 Fire Communications Administration Supervisor 87,014 108,767 119,644 130,520 N18 Fire Communications Operations Supervisor 87,014 108,767 119,644 130,520 72 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES JUNE 20, 2025 INCORPORATING 5.0% INCREASE FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES TITLE CODE TITLE MINIMUM 80% MARKET 100% CONTROL 110% MAXIMUM 120% 132 Fire Dispatch Operations Manager 122,437 153,046 168,351 183,655 208 Fire Marshal 141,736 177,170 194,887 212,604 136 Fire Prevention Supervisor 111,054 138,817 152,699 166,580 E87 Fleet and Facility Manager 128,558 160,698 176,768 192,838 285 General Services Officer 148,823 186,029 204,632 223,235 G63 Generation Plant Manager 122,437 153,046 168,351 183,655 039 Golf Manager 116,606 145,758 160,334 174,910 236 Golf Operations Superintendent 105,766 132,207 145,428 158,648 AB8 Government Affairs Manager 116,606 145,758 160,334 174,910 K37 Housing and Community Development Deputy Director 156,264 122,437 195,330 214,863 234,396 201 Housing Authority Manager 153,046 168,351 183,655 F08 Housing Coordinator 82,870 103,588 113,947 124,306 AC1 Housing Program Manager 134,986 168,733 185,606 202,480 N57 Housing Programs Administrator 105,766 132,207 145,428 158,648 112 Housing Services Administrator 105,766 132,207 145,428 158,648 029 Housing Services Manager 141,736 177,170 194,887 212,604 M36 Information Systems Manager 134,986 168,733 185,606 202,480 M23 Integrated Resources Manager 164,078 205,097 225,607 246,116 751 Law Office Administrator 111,054 138,817 152,699 166,580 563 Library Services Manager 95,932 119,915 131,907 143,898 255 Neighborhood and Human Services Manager 122,437 153,046 168,351 183,655 ADS Operations Manager 116,606 145,758 160,334 174,910 N08 Operations Superintendent 105,766 132,207 145,428 158,648 E88 Operations Supervisor 87,014 108,767 119,644 130,520 G07 Park Services Superintendent 105,766 132,207 145,428 158,648 149 Parking Services/Box Office Manager 91,364 114,205 125,626 137,046 AA7 Parking Supervisor 68,178 85,222 93,744 102,266 389 Parks Manager 134,986 168,733 185,606 202,480 E39 Parks Services Supervisor 75,166 93,957 103,353 112,748 N40 Permit Counter Supervisor 82,870 103,588 113,947 124,306 161 Plan Check Manager 122,437 153,046 168,351 183,655 031 Planning Services Manager 141,736 177,170 194,887 212,604 73 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES JUNE 20, 2025 INCORPORATING 5.0% INCREASE FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES TITLE CODE TITLE Police Communications Manager MINIMUM 80% MARKET 100% CONTROL 110% MAXIMUM 120% G03 111,054 138,817 152,699 166,580 441 Police Records Manager 111,054 138,817 152,699 166,580 170 Police Support Services Administrator 141,736 177,170 194,887 212,604 F48 Principal Electrical Engineer 134,986 168,733 185,606 202,480 109 Principal Human Resources Analyst 122,437 153,046 168,351 183,655 N39 Principal Planner 122,437 153,046 168,351 183,655 M89 Principal Product Development Specialist 141,736 177,170 194,887 212,604 041 Principal Project Planner 122,437 153,046 168,351 183,655 G25 Project Consultant 148,823 186,029 204,632 223,235 N81 Public Works Operations Manager 141,736 177,170 194,887 212,604 503 Purchasing Agent 128,558 160,698 176,768 192,838 021 Records &Information Manager 82,870 103,588 113,947 124,306 N11 Revenue and Licensing Supervisor 82,870 103,588 113,947 124,306 540 Risk Manager 141,736 177,170 194,887 212,604 710 Safety Manager 122,437 153,046 168,351 183,655 G12 Security Supervisor 68,178 85,222 93,744 102,266 157 Senior Library Services Manager 111,054 138,817 152,699 166,580 K36 Special Projects Manager 156,264 195,330 214,863 234,396 N77 Stores &Wardrobe Supervisor 75,166 93,957 103,353 112,748 G38 Street Maintenance and Sanitation Administrator 122,437 153,046 168,351 183,655 001 Substation/Automation Engineering Manager 156,264 195,330 214,863 234,396 N82 Supervising Librarian 87,014 108,767 119,644 130,520 220 Support Services Coordinator 82,870 103,588 113,947 124,306 182 Systems Project Manager 116,606 145,758 160,334 174,910 014 Traffic Office Administrator 75,166 93,957 103,353 112,748 AA3 Transit Planning Manager 134,986 168,733 185,606 202,480 N50 Transmission and Distribution Manager 164,078 95,932 205,097 119,915 225,607 131,907 246,116 143,898 AB6 Treasury Administrator 276 Utilities Assistant General Manager 189,941 237,426 261,169 284,911 119 Utilities Chief Risk Manager 164,078 205,097 225,607 246,116 AA5 Utilities Enterprise Risk Supervisor 105,766 132,207 145,428 158,648 106 Utilities Financial Planning Manager 156,264 195,330 214,863 234,396 74 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES JUNE 20, 2025 INCORPORATING 5.0% INCREASE FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES TITLE CODE TITL Utilities Financial Services Manager MINIMUM 80% MARKET 100% CONTROL 110% MAXIMUM 120% 772 156,264 195,330 214,863 234,396 686 Utilities Inventory & Facilities Manager 105,766 132,207 145,428 158,648 G49 Utilities Services Supervisor 87,014 108,767 119,644 130,520 215 Utilities Settlements Supervisor 116,606 145,758 160,334 174,910 AC9 Utilities Strategic Planning Manager 128,558 160,698 176,768 192,838 148 Water Engineering Manager 156,264 195,330 214,863 234,396 237 Water Field & Operations Superintendent 122,437 153,046 168,351 183,655 M29 Water Field Operations Manager 156,264 195,330 214,863 234,396 691 Water Field Superintendent 111,054 138,817 152,699 166,580 123 Water Maintenance Scheduler 95,932 119,915 131,907 143,898 755 Water Production Superintendent 122,437 153,046 168,351 183,655 AC5 Water Quality Laboratory Supervisor 122,437 153,046 168,351 183,655 M56 Water Systems Operations Superintendent 141,736 177,170 194,887 212,604 G18 Workers Compensation Manager 111,054 138,817 152,699 166,580 100 Workforce Center Supervisor 91,364 114,205 125,626 137,046 354 Workforce Development Manager 116,606 145,758 160,334 174,910 PART-TIME CLASSIFICATION HOURLY SALARY RANGES TITLE CODE TITLE MINIMUM 80% MARKET 100% CONTROL 110% MAXIMUM 120% J38 PT Assistant City Attorney 82.83 103.53 113.89 124.24 R28 PT Audit Manager 64.90 81.12 89.23 97.35 B07 PT Building Official 68.14 85.18 93.70 102.21 B54 PT Capital Projects Manager 61.81 77.26 84.98 92.71 R73 PT Chief Assistant City Attorney - Prosecution 91.32 114.15 125.56 136.98 S66 PT Chief Utilities Systems Operator 61.81 77.26 84.98 92.71 B44 PT Community Preservation Supervisor 48.43 60.53 66.59 72.64 A08 PT Community Services Manager 64.90 81.12 89.23 97.35 J36 PT Community Services Supervisor 39.84 49.80 54.78 59.76 S56 PT Construction Services Manager 64.90 81.12 89.23 97.35 S73 PT Customer Services Manager 58.86 73.58 80.94 88.30 S16 PT Electric Field & Operations Superintendent 61.81 77.26 84.98 92.71 S90 PT Electric Operations Manager 75.13 93.91 103.30 112.69 75 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES TUNE 20, 2025 INCORPORATING 5.0% INCREASE PART-TIME CLASSIFICATION HOURLY SALARY RANGES TITLE CODE TITLE MINIMUM 80% MARKET 100% CONTROL 110% MAXIMUM 120% 863 PT Facility Services/Parking Manager 56.06 70.08 77.08 84.09 B67 PT Fire Dispatch Operation Manager 58.86 73.58 80.94 88.30 S11 PT Golf Operations Superintendent 50.85 63.56 69.92 76.27 B57 PT Housing Coordinator 39.84 49.80 54.78 59.76 R95 PT Housing Programs Administrator 50.85 63.56 69.92 76.27 S91 PT Housing Services Manager 68.14 85.18 93.70 102.21 935 PT Library Services Manager 46.12 57.65 63.42 69.18 R14 PT Operations Supervisor 41.83 52.29 57.52 62.75 B48 PT Parking Services/Box Office Manager 43.93 54.91 60.40 65.89 B27 PT Parking Supervisor 32.78 40.97 45.07 49.17 S36 PT Parks Manager 64.90 81.12 89.23 97.35 B70 PT Principal Planner 58.86 73.58 80.94 88.30 S74 PT Principal Project Planner 58.86 73.58 80.94 88.30 P56 PT Project Consultant 71.55 89.44 98.38 107.32 R66 PT Purchasing Agent 61.81 77.26 84.98 92.71 S98 PT Records & Information Manager 39.84 49.80 54.78 59.76 R12 PT Special Projects Manager 75.13 93.91 103.30 112.69 B12 PT Supervising Librarian 41.83 52.29 57.52 62.75 J56 PT Systems Project Manager 56.06 70.08 77.08 84.09 S53 PT Water Field Superintendent 53.39 66.74 73.41 80.09 B36 PT Water Maintenance Scheduler 46.12 57.65 63.42 69.18 R09 PT Water Production Superintendent 58.86 73.58 80.94 88.30 S65 PT Workers Compensation Manager 53.39 66.74 73.41 80.09 P83 PT Workforce Center Supervisor 43.93 54.91 60.40 65.89 76 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. 2023-081 adopted at a regular meeting provided by law, of the Anaheim City Council held on the 26th day of September, 2023 by the following vote of the members thereof: AYES: Mayor Aitken and Council Members Rubalcava, Diaz, Leon, Kurtz, Faessel and Meeks NOES: None ABSTAIN: None ABSENT: None IN WITNESS WHEREOF, I have hereunto set my hand this 27th day of September. 2023. CITY CLERK OF THE CITY OF ANAHEIM (SEAL)