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59R-5362 - ,.... -- - --- RESOLUTION NO. - 53h? A RESOLUTION OF THE CITY OF ANAHEIM ESTAB- LISHING A BASIC COMPENSATION PLAN FOR CERTAIN CLASSES OF EMPLOYMENT IN THE MUNICIPAL SERVICE OF THE CITY OF ANAHEIM AND ESTABLISHING REGULATIONS FOR THE PLACEMENT OF EMPLOYEES WITHIN THE WAGE AND SALARY SCHEDULES; PROVIDING FOR CERTAIN FRINGE BENEFITS, PHYSICAL EXAMIN- ATIONS, HOLIDAYS AND VACATIONS AND REPEALING RESOLUTION NUMBER 46~9 AND AMENDMENTS THERETO. WHEREAS, the estab~ishment of the principles of equal pay for equal work and compensation incentives for continued improvement of service of city employees should result in more efficient and more economical municipal government. - NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF ANAHEIM AS FOLLOWS: SECTION 1: There is hereby estab~ished a basic compensation plan for all officers and emp~oyees of the City of Anaheim who are now employed or will in the future be emp~oyed in any of the classification of employment listed in Section 3 of this resolution. SECTION 2: SALARY AND WAGE SCHEDULES: The following salary and wage schedules shall constitute the basic compensation plan consisting of five (5) steps or rates of pay in each schedule. The respective schedules shall be identified by number and the steps by the letter "A" to "E" inclusive. The columnar headings at the top of each co~umn shall es- tablish the purpose of each step and the minimum length of service required for advancement to the next higher step as provided in Section 7 hereof. SECTION 3: ALLOCATION OF CLASSES OF EMPLOYMENT TO SALARY AND WAGE SCHEDULES. (a) - Schedule Number 16 16 Hrly. 17 17 Hrly. 18 18 Hrly. 19 19 Hrly. 20 20 Hrly. 21 21 Hrly. --r- 22 22 Hrly. 23 23 Hrly. After 6 mos. Beginning in next Rate ~ower c~ass A B $210.00 1.21 220.00 1.27 230.00 ~.33 240.00 1.385 250.00 1.445 262.00 1.51 274.00 1.58 287.00 1.66 $220.00 1.27 230.00 1.33 240.00 1. 385 250.00 1.445 262.00 1.51 274.00 1.58 287.00 1.66 300.00 1.13 After 6 mos. in next lower class C $230.00 1.33 240.00 1.385 250.00 1. 445 262.00 1.51 274.00 1.58 287.00 1.66 300.00 1. "13 315.00 1.82 After 1 yr. in next lower class D $240.00 1.385 250.00 1.445 262.00 1.51 274.00 1.58 287.00 1.66 300.00 1.73 315.00 1.82 330.00 1.905 After 1 yr. in next lower class E $250.00 1.445 262.00 1.51 274.00 1.58 287.00 1.66 300.00 1. 73 315.00 1.82 330.00 1.905 345.00 1.99 ,-. After 6 mos. - After 6 r; After 1 yr. After 1 yr. beginning in next in next in next in next Schedule Rate lower class _ower c.Lass lower class lower class Num"be~ h \:', C. D E 24 300.00 315.00 330.00 345.00 360.00 24 Hr1y. 1.'13 1.82 1. 905 1.99 2.08 -"..,..... 25 315.00 330.00 345.00 360.00 375.00 25 Hrly. 1.82 1.905 1.99 2.08 2.165 -- 26 330.00 345.00 lbO.OO 375. 00 390.00 26 Hr1y. 1. 905 1.99 2.08 2.165 2.25 ...- 27 345.00 360.00 375.00 390.00 410.00 27 Hr1y. 1.99 2.08 2.165 2.25 2.365 28 360.00 375.00 390.00 410.00 430.00 28 Hrly. 2.08 2.165 2.25 2.365 2.48 29 375.00 390.00 4~0.00 430.00 450.00 29 Hr1y. 2.165 2.25 2.365 2.48 2.595 30 390.00 410.00 430.00 450.00 470.00 30 Hr1y. 2.25 2.365 2.48 2.595 2.71 31 410.00 430.00 450.00 470.00 490.00 31 Hrly. 2.365 2.48 2.595 2.71 2.825 32 430.00 450.00 470.00 490.00 515.00 32 Hrly. 2.48 2.595 2 -" 2.825 2.97 .il 33 450.00 470.00 490.00 515.00 540.00 33 Hr1y. 2.595 2.71 2.825 2.97 3.115 34 470.00 490.00 515.00 540.00 565.00 34 Hrly. 2.71 2.825 2.97 3.115 3.26 - 35 490.00 515.00 540.00 565.00 590.00 35 Hr1y. 2.825 2.9"1 3.115 3.26 3.404 36 515.00 540.00 565.00 590.00 620.00 37 540.00 565.00 590.00 620.00 650.00 38 565.00 590.00 620.00 650.00 680.00 39 590.00 620.00 650.00 680.00 710.00 40 620.00 650.00 680.00 710.00 745.00 41 650.00 680.00 no.oo 745.00 780.00 42 680.00 710.00 745.00 780.00 820.00 43 710.00 745.00 780.00 820.00 860.00 44 745.00 780.00 820.00 860.00 900.00 45 "/80. 00 820.00 860.00 900.00 950.00 46 820.00 860,00 900.00 950.00 1000.00 ,.... . - 47 860.00 900.00 950.00 1000.00 1050.00 48 900.00 950.00 1000.00 1050.00 1100.00 - After 6 mos. After 6 - After After 1 '. 1 yr. yr. rleginning in next in next in next in next Schedule Rate lower c~ass lower c~ass ~ower class lower class Number A B C D E 49 950.00 1000. 00 1050.00 1100.00 1150.00 50 1000.00 1050.00 L 00.00 1150.00 1200.00 .~ 51 1050.00 11 00.00 1150.00 1200.00 1260.00 .\ .,.-' 52 1100.00 1150.00 ~200.00 1260.00 1320.00 - 53 1150.00 1200.00 ~260.00 1320.00 1380.00 54 1200.00 1260.00 1320.00 1380.00 1450.00 55 1260.00 1320.00 U80.00 1450.00 1525.00 56 1320.00 1380.00 :..450.00 1525.00 1600.00 57 1380.00 1450.00 1525.00 1600.00 1680.00 58 1450.00 1525.00 1600.00 1680.00 1765.00 59 1525.00 1600.00 1680.00 1765.00 1855.00 60 1600.00 1680.00 1765.00 1855.00 1950.00 (b) All classes of employment shall be assigned to compensation schedules as follows: Class Ii tle -~ Accountant Account Clerk Accounting Officer Administrative Aide Administrative Assistane Administrative Secretary Assistant City Attorney Assistant City Engineer Assistant City Manager Assistant Electrical Supt. Assistant Fire Chief Assistant Personnel Director Assistant Planning Director Assistant Water Superintendent Automotive Mechanic Automotive Serviceman Billing Machine Operator Body & Fender Repairman Building Inspector Buyer-Stores Supervisor Chief Building Inspector Chief Clerk (Half-time) City Attorney City Engineer City Manager Civil Engineering Assistant Civil Engineering Associate Clerk Clerk Dispatcher Collection Officer Schedule Number 33 22 41 32 43 30 45 45 46 40 41 39 40 38 32 21 23 31 34 35 43 28 51 49 56 38 42 20 28 34 Class Ii LIe Schedule Number Construction & Maintenanceman 32 Construction Inspector 34 Credie Representative 30 Custodian 24 Deputy City Attorney 40 Deputy City Clerk 29 Dog License Collector 27 Duplicating Mach. Operator 26 Electrical Eng. Assistant 38 Electrical Inspector 34 Electric Meter Tester 30 Electrical Superintendent 42 Engineering Aide 30 Equipment Operator 29 Finance Director 46 Fire Battalion Chief 38 Fire Captain 35 Fire Chief 46 Fire Dispatcher 28 Fire Engineer 33 Fire Inspector 33 Fireman 31 Gardener 27 General Foreman 39 Groundman 28 Heavy Crew Foreman 36 Heavy Equipment Operator 32 Identification Technician 35 Intermediate Account Clerk 26 Intermediate Clerk 24 - Class Ii tle Schedule Number C~ass Title Schedule Number ...-./' Intermediate Steno Clerk 26 Intermediate Typist Clerk 24 Laborer 26 Landscape -rechn~c-lan ~-~ Legal Secretary 30 Legal Stenographer 27 License Collector (Half-time) 23 License Inspector 31 Light Crew Foreman 34 Lineman 33 Mechanical Maintenance Foreman 36 Mechanical Maintenance Supt. 41 Meter Reader 21 Nurseryman 30 Park Development Coordinator 40 Parking Meter Repairman 29 Park Maintenance Foreman 35 Park Maintenance Leadman 32 Park Maintenanceman 29 Park Maintenance Superintendent J9 Parks & Recreatior Director 46 Parkway Maintenance Foreman 35 Parkway Maintenance Leadman 32 Parkway Maintenance Supt. 39 Personnel Director 41 Photo-Lithographer 31 Planning Aide 32 Planning Director 44 Planning Technician 36 Plant Operator 28 Police Captain 40 Police Chief 47 Police Lieutenant 38 Police Patrolman 31 Police Sergeant 35 Policewoman 31 Poundman 27 Principal Engineering Aide 36 Principal Recreation Leader 3~ Property Maintenance Foreman 36 Property Maintenance Leadman 34 Property Maintenance Supt. 41 Public Works Director 49 Pump Repairman 32 Purchasing Agent 41 Radio Technician 34 Rate Analyst 35 Recreation Attendent 20 Recreation Leader 25 ./" - Recreation Superintendent 40 Recreation Supervisor 35 Refreshment Stand Operator 20 Right of Way Assistant 33 Right of Way Representative 38 Sanitation Inspector 31 Secretary 26 Senior Account Clerk 28 Senior Asst. City Attorney 47 Senior Building Inspector 37 Sen. Civil Eng. Assistant 40 Senior Clerk 26 Sen. Const. Inspector 37 Sen. Electrical Inspector 37 Senior Electric Testman 38 Senior Engineering Aide 33 Senior Planner 40 Senior Poundman 31 Senior Recreation Leader 28 Senior Secretary 28 Senior Storekeeper 29 Senior Telephone Operator 24 Senior Typist Clerk 27 Senior Water Testman 33 Service & Maint. Foreman 37 Stenographer Clerk 23 Steno-Matron 27 Storekeeper 28 Street Maint. Foreman 35 Street Maint. Leadman 33 Street Maintenanceman 28 Street Maint. Supt. 41 Telephone Operator 23 Traffic Engineer 41 Tree Leadman 33 Tree Trimmer 29 Typist Clerk 21 Utilities Director 50 Utility Account Supervisor 37 Utility Billing Supervisor 29 Utility Serviceman 29 Utility Service Supervisor 31 Water Maint. Foreman 36 Water Maint. Leadman 34 Water Maintenanceman 30 Water Meter Repairman 29 Water Superintendent 41 Welder Mechanic 32 Zoning Administrator 40 SECTION 4. APPLICATION OF BASIC COMPENSATION PLAN: The Compensation schedules and steps contained in Section 3 hereof are monthly compensation rates. Hourly pay rates for employees paid by the hour shall be computed and established in the following manner: ~/""' (a) For all emp.Loyments which have a regular weekly work schedule of forty (40) hours, the rate of pay shall be the monthly rate divided by 173.3. - - (b) For all employments which have a regular weekly work schedule of forty-four (44) hours. the rate of pay shall be the monthly rate divided by 190.6. --.,;""" .~ In determinlng the hourly rate as herein provided, computation shall be made to the nearest one-ha~f cent. - SECTION 5. BEGINNING RATES: A new employee of the City of Anaheim shall be paid the rate shown as step "A" in the schedule allocated to the class of employment for which he or she has been hired, except that on the request of the department head, under whom the employee will serve, and with the Authorization of the City Manager, such new employee may be placed in step "B", "C", "D", or "E", depending upon the employee 'J s qualifications. SECTION 6. SERVICE: The word "service" as used in this resolution shall be deemed to mean continuous, fUll-time service in the position in which the employee is being considered for salary advancement, service in a higher position or service in a position a~located to the same salary schedule and having generally similar duties and requirements. A lapse of service of an employee for a period of time longer than thirty (30) days by reason of resignation or discharge shall serve to e~iminate the accumulated length of service time of such employee for the purposes of this resolution, and any such employee re-entering the service of the City of Anaheim shall be con- sidered as a new employee? except that he or she may be reemployed within three (3) years and placed in the same salary step in the appropriate com- pensation schedule as he or she was at the time of the termination of employment. SECTION 7. ADVANCEMENTS WITHIN SCHEDULES: The following regu- lations shall govern salary advancements within schedules: (a) SERVICE ADVANCEMENTS: After the salary of an employee has been first established and fixed under this plan, such employee shall be advanced from step "A" to step "B" effective the first day of the next pay period following the date of completion of the length of service required for such advancement as provided in Section 3 hereof. (b) MERIT ADVANCEMENTS: An employee may be considered for advancement from step "B" to step "C", or from step "c" to step "D", or from step "D" to step "E" upon the completion of the minimum length of service as provided in Section 3 hereof. The effective date of such merit increase, if granted, shall be the first day of the next pay period follow- ing the approval by the City Manager. Advancement to steps "C", "D", or "E" may be granted only for continued meritorious and efficient service and continued improvement by the employee in the effective performance of the duties of his or her position. Such merit advancement shall require the following: 1. The head of the department in which the employee is employed shall file with the City Manager, via the Personnel Director, a Personnel Action Form recommending the grant or denial of the merit increase and supporting such recommendation with specified reasons therefor. 2. The recommendation of the department head shall be approved or disapproved by the City Manager, and the Personnel Action Form shall be returned to the Personnel Director for distribution of copies. ---f (c) SPECIAL MERIT ADVANCEMENTS: In such cases as may occur wherein an employee sha~l demonstrate exceptional ability and proficiency in the performance of his assigned duties, his department head may recom- mend to the City Manager that said empioyee be advanced to the next highest ,- .--..r step without regard to the minimum ~ength of service provisions contained in this resolution. The City Manager may, in his discretion, on the basis of a department head s recommendation, approve and effect such an advance- ment. .-- (d) LENGTH OF SERVICE REQUIRED WHEN ADVANCEMENT DENIED: When an employee has not been approved for advancement to the next higher salary step, he or she may be reconsidered for such advancement at any subsequent time. This reconsideration sha~l foi~ow the same steps and shall be subject to the same actions as provided in the above paragraph of this section. - SECTION 8, REDUCTION IN SALARY STEPS: Any employee who is being paid on a salary step higher than step "A" may be reduced by one or more steps, upon the recommendation of the head of the department in which he or she is employed, with the approval of the City Manager. Procedure for such reduction shall fol~ow the same procedure as outlined for merit advancements in Section 9 and such employee may be considered for readvance- ments under the same provisions as con~ained in subsections (b) and (c) of Sec tion /. SECTION 9. PROMOTIONAL SALARY ADVANCEMENTl When an employee is promoted to a position in a higher classification. he or she shall be assigned to step "A" in the appropriate schedule for the higher classifi- cation; provided however, that if such employee is already being paid at a rate equal to or higher than said step "A". he or she shall be placed in the step in the appropriate salary schedule that will grant him an in- crease of no more than two salary steps. SECTION 10. DEMOTION: tion in a lower classification, his the appropriate salary schedule for with the following provisions: When an employee is demoted or her salary rate shall be the lower classification in to a posi- fixed in accordance - (a) The sa~ary rate shall be reduced by at least one step. (b) The new salary rate must be within the appropriate salary schedule. SECTION II. RE-ASSIGNMENT OF COMPENSATION SCHEDULES: Any employee who is employed in a classification which is re-assigned to a different pay schedule from that previous~y assigned shall be retained in the same salary step in the new schedule as he or she has previously held in prior schedule and shall retain credit for length of service in such step toward advancement to the next higher seep. provided, however: (a) That the City Manager may, in his discretion, at the time of re-assignment, place the employee in such step as may be deemed appropriate. ~ (b) That if the re-assignment shal~ be to a lower compensation schedule, the "E" step of which shall be lower than the existing rate of pay at the time of re-assignment. the emp~oyee shall continue to be paid at the existing rate of pay, and Lhis rate shal. be identified as a "Y" step, unti~ such time as the posiLion shall be re-assigned to a compensa- tion schedule which wil~ allow for further salary advancement, Dr until such time as the employee is promoted to a position assigned to a higher compensation schedule. -... "..- (c) That if the re-assignment is to a lower compensation schedule, the "E" step of which is higher than the existing rate of pay, the employee shall be placed in that step of the lower compensation schedule which is equivalent to the existing rate of pay and shall retain credit for length of service previously acquired in such step toward advancement to the next higher step. .~ .- SECTION 12. DEPARTMENT HEADS: When a consideration for employment, dismissal, advancement, reduction, demotion or re-assignment shall be for a department head position, the City Manager shall initiate all actions, and receive Council approval for such action. SECTION 13. ATTORNEY: In addition to compensation established pursuant to Section 3 hereof, for extraordinary services such as appear- ance in Superior Court, or commissions established by law, such sums as the City Council may deem reasonable will be allowed. Also, actual ex- penses necessary for clerical help will be allowed. SECTION 14. FIRE DEPARTMENT: In addition to above listed compensation, members of the Fire Department shall receive eight (8) hours' pay for each Political Code Holiday excepting therefrom Columbus Day, pay to be received during the months in which holidays occur. The Volunteer Firemen's Association shall receive $290.00 per month plus 50c per volunteer per month answering call. SECTION 15. POLICE DEPARTMENT: In addition to above listed compensation, members of the Police Department shall receive eight (8) hours' pay per day for each Political Code Holiday, excepting therefrom Columbus Day, pay to be received during the months in which the holidays occur. .~ An officer shall be paid at his regular hourly rate for authorized over-time and required court appearances during off-duty hours. SECTION 16. UTILITIES DEPARTMENT: In addition to listed compensation, operators shall receive eight (8) hours" pay per day for each Political Code Holiday, excepting therefrom Columbus Day, pay to be received during the months in which the holidays occur. SECTION 17. LIFE INSURANCE: In addi tion to the compensation above set forth, the employees of said City who are insured under a group life insurance plan heretofore established by said City, shall receive additional compensation equal to the premium paid upon their respective lives by said City which additional compensation shall, however, not be paid directly to the employees but to the company carrying such insurance and for such premium. The City of Anaheim shall deduct the sum of One Dollar and Forty Cents ($1.40) each month from the salary of such employees insured as outlined in the foregoing paragraph, which deduction shall be the employee's monthly contribution on the premium for such insurance. .J'. SECTION 18. NON-INDUSTRIAL DISABILITY INSURANCE: The City of Anaheim shall make deductions of authorized amounts from employee's salary in full payment of premiums for Non-Industrial Disability insurance. ~ - ,-" SECTION 19. MEDICAL, SURGICAL AND HOSPITAL BENEFITS: The City of Anaheim shall make deductions of authorized amounts from employee's salary payable to the authorized insurance agency in payment of full premium for employees and for their dependents. ,.-- . SECTION 20. OVERTIME PAY: Overtime compensation shall be paid at the rate of time and one-half when authorized by the department head and approved by the City Manager. Compensatory time off at the same rate may be authorized in lieu of pay. - SECTION 21. PHYSICAL EXAMINATION: All applicants considered for positions with the City of Anaheim shall successfully undergo a physical examination, the character of which shall be in the form prescribed by the Personnel Director. Such examination shall be upon said form to be furnished to the applicant by the Personnel Department. The City shall not pay to exceed Ten Dollars ($10.00) for each such examination. No applicant shall receive said form from the Personnel Department, nor shall the City be liable for the cost of any examinations, unless the City Council by its order, or a department head, by written authorization, shall approve the applicant for such examination. The physician examining such applicant shall be of a school recognized by the Industrial Commission of the State of California, and shall be in active practice with an office in the City of Anaheim; provided, however, that no applicant shall be examined by a physician who has examined or professionally attended the applicant within five years immediately prior to such examination. Subject to the foregoing restrictions, the applicant may be examined by any physician he chooses. Immediately upon completing such examination, the examining physician shall deliver the report of such examination upon said form, directly to the Personnel Director for approval or denial of employment. It shall be mandatory that safety employees undergo a physical examination once a year. SECTION 22. INVESTIGATION: All applicants upon employment with the City of Anaheim, shall be photographed and fingerprinted and shall successfully undergo any further investigation deemed necessary by the Personnel Director to approve the applicant for employment. SECTION 23. UNIFORMS: Fire Departments shall be furnished established by the City Manager. Uniformed members of the Police and uniforms in accordance with regulations SECTION 24. HOLIDAYS: Employees of said City of Anaheim shall have the following Political Code Holidays as vacation with pay: (a) January 1st (h) November 11th, known as (b) February 12 known as "Lincoln Day" "Armistice Day" (c) February 22nd, Washington's Birthday (i) December 25th, Christmas (d) May 30th, Memorial Day (j) Good Friday from 12 noon (e) July 4th. until 3 P.M. (f) First Monday in September, Labor Day (k) Every day on which an (g) September 9th, known as"Admission Day" election is held throughout the State (1) Every day appointed by the President or Governor for a public feast, thanks- giving or holiday. .j~ In the event January 1st, February 12th, February 22nd, May 30th, July 4th, September 9th, November 11th or December 25th falls upon a Satur- day or Sunday, the following work day will be taken in lieu of the holiday. Vacation shall be scheduled in accordance with regulations established by the City Manager and must be taken within twelve (12) months after it has been earned, unless specifically authorized to the contrary by the City Manager. C:]:('T T(\~l 0"- C'DCf""T ^ T ccrn7 T0T'(""_ - r, Employees who shall be required to work for said City on the above mentioned holidays, shall receive pay for hours they work on such hOlidays; and the employees shall receive no pay for any holidays. wherein they do not work other than the holidays above mentioned. -. ~ - SECTION 25. VACATION: All employees who shall have one year's continuous full-time service immediately preceding shall be given a vaca- tion of ten (10) working days with pay each year in addition to the holi- days above set forth. All employees who shall have ten (10) years' con- tinuous full-time service, or equivalent, immediately preceding shall be given a vacation of fifteen (15) working days with pay each year in addi- tion to the holidays above set forth. As used in this section the work equivalent shall mean any combination of full-time and part-time employ- ment equivalent to 520 weeks of continuous service. Employees shall gain entitlement to fifteen (15) working days vacation through a combination of a full-time and part-time employment only if they are currently em- ployed in a full-time status. The provisions of Section 6 of this reso- lution covering continuous service shall be applicable to this section. Vacation shall be scheduled in accordance with regulations established by the City Manager and must be taken within twelve (12) months after it has been earned, unless specifically authorized to the contrary by the City Manager. SECTION 26. SPECIAL SERVICES: For special services listed below the following compensation is hereby established: (a) Administrative Intern $ 1.50 per hour (b) Examination Proctors 1. 50 per hour (c) Recreation Specialist 2.50 to $6.00 per hr. (Prevailing hourly rate for qualified arts, crafts, or cultural specialist) (d) Extra Policeman 2.50 per hour - (e) Police Patrolman (assigned as detective) 25.00 per month (f) Police Patrolman (hazard pay when assigned to two-wheel motors) 25.00 per month (g) Fireman (Assigned to Prevention) 25.00 per month ( h) Police Patrolman, Policewoman, Schedule No. 31 Fireman plus $10.00 per month (1) Off-Duty Serviceman 5.00 per week (j) Parking Lot Attendents 1. 25 per hour (k) Crossing Guard 4 hours per day 100.00 per month 4t hours per day 110.00 per month 5 hours per day 120.00 per month 5t hours per day 130.00 per month 6 hours per day 140.00 per month 6t hours per day 150.00 per month Relief 1.33 per hour SECTION 27. ATHLETIC OFFICIALS: Athletic Officials shall be paid at the rate of $4.00 per game for the first two games per evening, and in addition thereto $2.00 for third game conducted each evening. - /- SECTION 28. POSITION CLASSIFICATION PLAN: It shall be the responsibility of the City Manager to cause to be prepared and maintained a complete position classification plan covering the various employment positions of the City. The position classification plan prepared by Louis J. Kroeger and Associates in December 1956, as modified by recom- mendation of the City Manager, shall be the initial plan for the City of Anaheim. Requests for changes and extension of this plan may be made by the various department heads, via the Personnel Department to the City Manager. The City Manager shall review such requests and, if approved, shall cause the plan to be amended. --~- SECTION 29. EFFECTIVE DATE: the effective date of this resolution shall be July 1, 1959. ~ii'. - - SECTION 30. Resolution No. 4619 and amendments thereto are hereby rescinded. r .~. THE FOREGOING RESOLUTION is approved and signed by me this lJ,t.h day of .T111y, , 1959. -. ATTEST: L k. ~-~~ CITY CLERK OF THE CITY OF ANAHEIM / STATE OF CALIFORNIA COUNTY OF ORANGE ss. CITY OF ANAHEIM - I, DENE M. WILLIAMS, City Clerk of the City of Anaheim, do hereby certify that the foregoing resolution was introduced and adopted at a regular meeting provided by law, of the City Council of the City of Anaheim, held on the 14th day of July, 1959, by the following vote of the members thereof: AYES: COUNCILMEN: Borden, Coons, Fry, Pearson, and Schutte. NOES: COUNCILMEN: None ABSENT: COUNCILMEN: None AND I FURTHER CERTIFY that the Mayor of the City of Anaheim approved and signed said resolution on the 14th day of July, 1959. IN WITNESS WHEREOF,n I have hereunto set my hand and affixed the official seal of the City of Anaheim this 14th day of July,1959. (SEAL) ~ ~ V~~~~~ CITY CLERK OF THE CITY OF ANAHEIM -