91-049 RESOLUTION NO. 91R- 49
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF ANAHEIM ACCEPTING A NEW MEMORANDUM
OF UNDERSTANDING ESTABLISHING THE TERMS AND
CONDITIONS OF EMPLOYMENT FOR EMPLOYEES IN
CLASSIFICATIONS ASSIGNED TO THE GENERAL UNIT
REPRESENTED BY THE ANAHEIM MUNICIPAL EMPLOYEES
ASSOCIATION.
WHERE, Chapter 1.06 of the Anaheim Municipal Code
establishes the employer - employee relations system for the City;
and
WHEREAS, Section 1.06.100 of Chapter 1.06 of said Code
requires a Memorandum of Understanding to be presented to the
City Council or its statutory representative for determination;
and
WHEREAS, the City Council of the City of Anaheim finds that
accepting a new Memorandum of Understanding executed on February
25, 1991, is in the best interest of the City.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the
City of Anaheim that the Memorandum of Understanding between the
City of Anaheim and the Anaheim Municipal Employees Association
executed by the City Management Representative and the Anaheim
Municipal Employees Association officials on February 25, 1991,
as set forth in the document attached hereto and incorporated by
reference herein, is hereby accepted, with the effective date
thereof to be October 12, 1990.
THE FOREGOING RESOLUTION is approved and adopted by the City
Council of the City of Anaheim this 26th day of February
1991.
OR OF HE TY OF ANAHEIM
ATTEST:
CITY CLER OF THE C r ANAHEIM
APPROVED AS TO FORM:
.0e As
57.A4YY - . C TY ATTORNEY OF THE CITY OF ANAHEIM
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss.
CITY OF ANAHEIM
I, LEONORA N. SOHL, City Clerk of the City of Anaheim, do hereby certify that
the foregoing Resolution No. 91R -49 was introduced and adopted at a regular
meeting provided by law, of the Anaheim City Council held on the 26th day of
February, 1991, by the following vote of the members thereof:
AYES: COUNCIL MEMBERS: Simpson, Daly, Pickier, Ehrle and Hunter
NOES: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: None
AND I FURTHER certify that the Mayor of the City of Anaheim signed said
Resolution No. 91R -49 on the 27th day of February, 1991.
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the seal of the
City of Anaheim this 27th day of February, 1991.
S .M may. CITY CLERK OF THE C OF ANAHEIM
(SEAL)
I, LEONORA N. SOHL, City Clerk of the City of Anaheim, do hereby certify that
the foregoing is the original of Resolution No. 91R -49, duly passed and adopted
by the City Council of the City of Anaheim on February 26, 1991.
4 CLERK OF TH ITY OF ANAHEIM
Q i0?
MEMORANDUM OF UNDERSTANDING
,f" BETWEEN THE
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION,
GENERAL EMPLOYEES
AND
THE CITY OF ANAHEIM
OCTOBER 12, 1990 THRU OCTOBER 7, 1993
TABLE OF CONTENTS
PAGE
ARTICLE 1 Preamble 1
ARTICLE 2 Purpose 1
ARTICLE 3 AMEA Recognition 2
ARTICLE 4 Scope 2
ARTICLE 5 Management Rights 3
ARTICLE 6 Employee Rights 3
ARTICLE 7 Notification 4
ARTICLE 8 Consultation 4
ARTICLE 9 Meet and Confer 4
ARTICLE 10 Memorandum of Understanding 5
ARTICLE 11 Discussion 5
ARTICLE 12 Check -Off 6
ARTICLE 13 AMEA Organization 6
COMPENSATION AND PAY PROVISIONS
ARTICLE 14 Compensation 9
ARTICLE 15 Classification 9
ARTICLE 16 Appropriate Salary Step 10
ARTICLE 17 Salary Relationships 14
ARTICLE 18 Hours of Work and Pay Day 19
ARTICLE 19 Temporary Upgrade 20
ARTICLE 20 Payroll Deductions 21
EMPLOYMENT PROVISIONS
ARTICLE 21 General 22
ARTICLE 22 Appointments and Promotions 23
ARTICLE 23 Employment Lists 26
ARTICLE 24 Probation 27
i
PAGE
ARTICLE 25 Outside Employment 28
ARTICLE 26 Service Awards 28
ARTICLE 27 Training 29
ARTICLE 28 Salary Step Reduction, Suspension,
Demotion and Dismissal 29
ARTICLE 29 Layoff and Re- Employment 33
ARTICLE 30 Transfer 35
ARTICLE 31 Reinstatement 36
ARTICLE 32 Voluntary Demotion 37
LEAVE PROVISIONS
ARTICLE 33 Bereavement Leave 38
ARTICLE 34 Holidays 39
ARTICLE 35 Industrial Accident Leave 41
ARTICLE 36 Jury Duty and Court Appearances 42
ARTICLE 37 Leave Without Pay 43
ARTICLE 38 Military Leave 44
ARTICLE 39 Sick Leave 44
ARTICLE 40 Vacation 49
PREMIUM PAY PROVISIONS
ARTICLE 41 Overtime - General 53
ARTICLE 42 Bilingual Pay 55
ARTICLE 43 Call -Out 55
ARTICLE 44 Shift Differentials 56
ARTICLE 45 Short Shift Change 57
ARTICLE 46 Stand By 58
ARTICLE 47 Travel and Mileage Expense 58
ARTICLE 48 Meal Allowances 59
ii
PAGE
GRIEVANCE PROVISIONS
ARTICLE 49 Grievance - General 60
ARTICLE 50 Grievance Procedure Representation 64
MEDICAL PROGRAMS
ARTICLE 51 Insurance 65
ARTICLE 52 Post Retirement Medical Benefits 71
ARTICLE 53 Physical Examination 75
ARTICLE 54 Joint Committee On Medical Programs 76
MISCELLANEOUS
ARTICLE 55 Agency Shop 77
ARTICLE 56 Notification of Contracting Out 78
ARTICLE 57 No Strike 78
ARTICLE 58 Uniforms and Hand Tools 78
ARTICLE 59 Certification Pay 79
ARTICLE 60 State Licensing 83
ARTICLE 61 Safety Committee 83
ARTICLE 62 Training Committee 84
ARTICLE 63 Transfer of Classifications 84
ARTICLE 64 Implementation of Memorandum of
Understanding 84
ARTICLE 65 Construction 85
ARTICLE 66 Savings Clause 85
ARTICLE 67 Duration 86
APPENDIX "A"
WAGE RATES 87
iii
ARTICLE 1
PREAMBLE
1.1 The wages, hours and conditions of employment that are set
forth in this Memorandum have been discussed and jointly proposed
by and between the staff officials of the City of Anaheim,
(hereinafter called "ANAHEIM ") and Anaheim Municipal Employees
Association, General City Employees Unit (hereinafter called
"AMEA ") and shall apply to all the employees of ANAHEIM working
in the classifications set forth in Appendix "A ".
1.2 The terms and conditions of employment that are set forth
in the Memorandum have been discussed in good faith between the
staff officials of ANAHEIM and AMEA. AMEA agrees to recommend
acceptance by its members of all of the terms and conditions of
employment as set forth herein, and the staff officials of
ANAHEIM agree to recommend to the Anaheim City Council that all
of the terms and conditions of employment as set forth herein be
incorporated in full in a resolution of the City Council. Upon
the adoption of such a resolution, all the terms and conditions
of this Memorandum so incorporated shall become effective without
any further action by either party.
ARTICLE 2
,0 PURPOSE
2.1 The objectives of the parties to this agreement are to
promote full communication between ANAHEIM and its employees and
to promote the improvement of employer - employee relations within
the municipal government by providing a uniform basis for
recognizing the right of employees to join organizations of his
own choice and be represented by such organizations in his
employment relationships with ANAHEIM.
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ARTICLE 3
AMEA RECOGNITION
3.1 ANAHEIM hereby recognizes the AMEA as the bargaining
representative for all its members to the fullest extent
allowable under California law applying to public employees. As
public employees, such employees shall have the right to discuss
individual problems of employment with ANAHEIM, provided that
upon request of the employee, the AMEA shall be kept fully
informed and have the right to be present at all such meetings
between ANAHEIM and the individual.
ARTICLE 4
SCOPE
4.1 All officers and positions of ANAHEIM are divided into the
classified service and the exempt service. The exempt service
shall include the following:
4.1.1 All elected officials and members of boards and
commissions.
4.1.2 The City Manager, City Attorney, City Treasurer and
City Clerk.
4.1.3 Volunteer personnel and personnel appointed to serve
without pay.
4.1.4 Architects, consultants, counsel, and others
rendering temporary professional service.
4.1.5 Such positions involving seasonal or part -time
employment as may be specifically placed in the
exempt service by the Human Resources Director.
4.2 The classified service shall include all other positions
that are not specifically placed in the exempt service by this
Article.
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4.3 The provisions of this Article and Agreement shall apply
only to the classified service unless otherwise specifically
provided.
ARTICLE 5
MANAGEMENT RIGHTS
5.1 Management retains, exclusively, all its inherent rights,
functions, duties and responsibilities except where specifically
limited in this document. The rights of Management include, but
are not limited to, the exclusive right to consider the merits,
necessity or organization of any service or activity provided by
law, or administrative order; determine the mission of its
constituent departments, commissions and boards; set standards of
service, determine the procedures and standards of selection for
employment and promotion; direct its employees; take disciplinary
action; relieve its employees from duty because of lack of work or
for other legitimate reasons; maintain the efficiency of ANAHEIM'S
operations; determine the methods, means and personnel by which
ANAHEIM'S operations are to be conducted; determine the content of
job classifications; take all necessary actions to carry out its
mission in emergencies; and exercise complete control and
discretion over its organization and the technology of performing
its work.
", ARTICLE 6
EMPLOYEE RIGHTS
6.1 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 his 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 his employment relations with ANAHEIM.
No employee shall be interfered with, intimidated, restrained,
coerced, or discriminated against by ANAHEIM or by any employee
organization because of his exercise of these rights.
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ARTICLE 7
NOTIFICATION
7.1 Reasonable written notice shall be given by the City
Management Representative to AMEA, 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 AMEA 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 AMEA, 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 AMEA, 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 AMEA on
f'" 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
AMEA, 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
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not reached during the meeting and conferring process and the use
of such impasse procedure is mutually agreed upon by the City
Management Representative and AMEA.
9.2 The City Management Representative shall not be required
to meet and confer in good faith on any subject preempted by
Federal or State Law or by the City Charter nor shall he be
required to meet and confer in good faith on Management or
Employee Rights as herein defined. Proposed amendments to this
Article are excluded from the scope of meeting and conferring.
ARTICLE 10
MEMORANDUM OF UNDERSTANDING
10.1 When the meeting and conferring process results in
agreement between the City Management Representative and AMEA
such agreement shall be incorporated in a written memorandum of
understanding, signed by the City Management Representative and
AMEA representatives. The matters incorporated in the memorandum
shall be presented to the City Council, or its statutory
representative, for determination.
ARTICLE 11
DISCUSSION
11.1 It is the intent of both parties to maintain an open line
of communication for the betterment of employer- employee
relations. Any issue not pertaining to grievances or grievable
issues may be discussed by AMEA 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 AMEA members and the business manager
or business representative of the AMEA may be present.
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11.3 If the parties are not able to resolve the issues after
three meetings, the issues will be considered dropped, unless
both parties agree to meet additional times.
ARTICLE 12
CHECK -OFF
12.1 ANAHEIM agrees to check -off for the payment of the regular
monthly AMEA dues and to deduct such payments from the wages of
all AMEA members and employees when authorized to do so by said
members and employees, and remit such payments to the AMEA in
accordance with the terms of signed authorizations of such
members and employees. The deduction of such dues and the
remittal of same by ANAHEIM to the AMEA shall constitute payment
of said dues and initiation fees by such members and employees to
the AMEA.
ARTICLE 13
AMEA ORGANIZATION
13.1 AMEA representatives are those elected or appointed in
accordance with the constitution and bylaws of the AMEA.
13.1.1 The AMEA shall notify the City Management
Representative, in writing, of the names and job
class titles of its officers, Employee
Representatives and other representatives each time
an election is held or new appointments are made.
13.1.2 An employee elected or appointed as an officer or
Employee Representatives of the AMEA shall be
required to work full time in his respective job
class and shall not interrupt the work of other
employees.
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13.2 Officers and representatives (subject to the provisions of
Article 13.1.2) of the AMEA shall be permitted to visit employee
work locations for the purpose of observing conditions under
which employees are working, provided such visit shall not
interrupt the work of such employees, interfere with the normal
operations of the department or with established safety
requirements.
13.2.1 Such officers and representatives shall not enter
any work location without the knowledge of the
department head, division head, or other appropriate
supervisor.
13.2.2 Solicitation of membership and all activities
concerned with the internal management of the AMEA,
such as collecting dues, holding membership
meetings, preparation of petitions or grievance
material, preparation of proposals, campaigning for
office, conducting elections and distributing
literature, shall not be conducted during working
hours.
13.3 In the event that the AMEA is formally meeting and
conferring with representatives of ANAHEIM on matters within the
scope of representation during regular City business hours, a
reasonable number of officers, Employee Representatives or other
officials of the AMEA shall be allowed reasonable time off
without loss of compensation or other benefits.
13.3.1 Such officers, Employee Representatives and
representatives shall not leave his duty or work
station or assignment without the knowledge of the
appropriate manager or supervisor.
13.3.2 Such meetings are subject to scheduling in a manner
consistent with operating needs and work schedules.
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13.3.3 ANAHEIM agrees to provide a combined total of up to
five - hundred (500) hours per year of paid released
time from normal work assignments to the President
and Board members of the Anaheim Municipal Employees
Association for all activities concerned with the
internal management of the AMEA. AMEA agrees to
reimburses ANAHEIM on an hour - for -hour basis at the
employee's regular rate of pay for all hours of
released time taken by the AMEA President and Board
members.
13.4 ANAHEIM shall furnish a bulletin board at mutually
agreeable, specific locations for the purpose of posting notices
pertaining to AMEA business.
13.4.1 All materials must be dated and must identify the
AMEA.
13.4.2 ANAHEIM reserves the right to determine what
reasonable portion of bulletin boards are to be
allocated to AMEA materials.
13.4.3 If the AMEA does not abide by these provisions it
will forfeit its right to have materials posted on
ANAHEIM'S bulletin boards.
13.5 ANAHEIM shall allow the AMEA to conduct meetings in City
facilities.
13.5.1 Such meetings shall be scheduled in accordance with
regulations governing use of public meeting rooms at
City facilities.
13.6 ANAHEIM agrees to distribute at the Employee Orientation
meeting to employees hired in classifications listed in Appendix
"A ", an informational brochure provided by the AMEA.
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ARTICLE 14
COMPENSATION
14.1 The City Management Representative shall be responsible
for recommending wages, rates, and salary schedules for each job
class in Appendix "A ".
14.2 Prior to any such recommendations, the City Management
Representatives and representatives of the AMEA shall meet and
confer in good faith to endeavor to reach agreement on matters
concerning wages, hours, and other terms and conditions of
employment in classifications represented by such AMEA.
14.3 At such time as agreement is reached for such
classifications, the City Management Representative and the AMEA
shall jointly submit a written memorandum of such understanding,
which shall not be binding, to the City Council for
determination.
14.4 Wages for the various classifications shall be set forth
in Appendix "A" attached to this Memorandum and by this reference
made a part hereof. The City Management Representative of
ANAHEIM will not recommend any revision or modifications to this
Agreement without first consulting on such recommendations with
the AMEA.
ARTICLE 15
CLASSIFICATION
15.1 The Human Resources Director shall be responsible for
recommending classification of all positions in the classified
service on the basis of the kind and level of the duties and
responsibilities of the positions, to the end that all positions
in the same class shall be sufficiently alike to permit use of a
single descriptive title, the same qualification requirements,
the same test of competence, and the same salary schedule.
15.1.1 A job class may contain one or more positions.
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15.1.2 Classification of all positions in the classified
service shall require approval of the City Manager.
15.2 A position may be reclassified on the basis of changes in
or reevaluation of the duties, responsibilities, and /or
qualification requirements of the position.
15.2.1 The Human Resources Director shall be responsible
for recommending such reclassifications as he finds
to be necessary.
15.2.2 A reclassification shall become effective upon
action by the City Manager on a Personnel Action
Form.
15.2.3 Incumbents may or may not be reclassified with his
positions, based upon the recommendation of the
Human Resources Director, the appropriate department
head, and the approval of the City Manager.
ARTICLE 16
APPROPRIATE SALARY STEP
16.1 Regular, full -time employees shall be eligible for
consideration for merit pay increases as follows:
16.1.1 To the "Q" step of the salary schedule after
completion of six months of service in the "P" step.
16.1.2 To the "R" step after completion of six months of
service in the "Q" step.
16.1.3 To the "J" step after completion of six months of
service in the "R" step.
16.1.4 To the "A" step after completion of six months of
service in the "J" step.
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16.1.5 To the "B" step after completion of six months of
service in the "A" step.
16.1.6 To the "C" step after completion of six months of
service in the "B" step.
16.1.7 To the "D" step after completion of one year of
service in the "C" step, except as provided in
Article 16.1.11.
16.1.8 To the "E" step after completion of one year of
service in the "D" step, except as provided in
Article 16.1.11.
16.1.9 In such cases as may occur wherein an employee shall
demonstrate exceptional ability and proficiency in
performance of his assigned duties, said employee
may be given a special merit advancement to the next
higher step without regard to the minimum length of
service provisions contained in this Article upon
the approval of the employee's department head.
16.1.10 For purposes of this Article "six months" shall be
construed to mean thirteen complete biweekly pay
"°"- periods; and "one year" shall be construed to mean
twenty -six complete biweekly pay periods.
16.1.11 Certain job classes shall be designated by an "S"
before schedule numbers. Employees in these classes
shall be eligible for consideration for merit pay
increases to the "D" step after completion of six
months of service in the "C" step. They shall be
eligible for consideration for merit pay increases
to the "E" step after completion of six months of
service in the "D" step.
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16.2 Merit pay increases shall be granted upon approval of the
employee's department head for continued meritorious and
efficient service and continued improvement by the employee in
the effective performance of the duties of his position.
16.2.1 The effective date of the merit pay increases shall
be the first day of the pay period following
approval as provided in Article 16.2 and completion
of the minimum required service in the next lower
step as provided in Article 16.1.
16.3 Newly hired employees shall normally be compensated at the
lowest step of the salary schedule of the job class for which he
was hired. ANAHEIM may hire at a higher step in the salary
schedule.
16.3.1 The provisions of this Article shall also apply to
reemployed and reinstated employees.
16.4 An incumbent employee reclassified with his position to a
lower job class shall retain his rate of pay and his anniversary
date for purposes of merit pay increases, or shall be placed in
the step of the lower salary schedule closest to his rate of
pay. If the "E" step of the salary schedule of the lower job
,�.*. class is lower than the incumbent's rate of pay, the rate of pay
shall be identified as the "Y" step of the lower salary
schedule. An employee compensated at the "Y" step because of a
downward reclassification shall remain in the "Y" step, until
such time as his job class is assigned to a salary schedule in
which the "E" step is equivalent to or higher than the "Y" step,
at which time the employee shall be placed in the "E" step.
16.5 An incumbent employee reclassified with his position to an
equivalent job class shall retain his rate of pay and his
anniversary date for purposes of merit pay increases.
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16.6 An employee who is promoted or reclassified with his
position to a higher job class shall be placed in the step of the
higher salary schedule that will provide a pay increase of not
less than 4% except when the "E" step of the higher salary
schedule provides a pay increase of less than 4 %, or when the "A"
step of the higher salary schedule is more than 4% higher than
the employee's current rate of pay. The employee shall be given
a new anniversary date for purposes of merit pay increases in
accordance with the provisions of Article 16.1.
16.6.1 An employee promoted to a formal apprenticeship
classification may be appointed above the entry
level step and may remain in the step to which he is
appointed longer than the time provided in Article
16.1.
16.7 An employee who is demoted shall be placed in the step of
the lower salary schedule that will provide a reduction in pay of
not less than 4 %. The employee shall be given a new anniversary
date for purposes of merit pay increases in accordance with the
provisions of Article 16.1.
16.8 An employee in a job class which is assigned to a
different salary schedule as a result of a pay adjustment shall
retain his same salary step status in the newly authorized salary
schedule and shall retain the same anniversary date for purposes
of merit pay increases.
16.9 When more than one personnel action involving changes in
an employee's salary step status become effective on the same
day, all such changes shall be in accordance with the provisions
of the preceding paragraphs of the Article, and shall take place
in the following order of precedence: (1) adjustment to same
salary step in newly authorized salary schedule; (2) merit pay
advancement or reduction in salary step; (3) promotion, demotion,
or reclassification.
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ARTICLE 17
SALARY RELATIONSHIPS
17.1 ANAHEIM and AMEA agree that wages for all classifications
represented by AMEA shall be based on the salary relationships
shown below. The rates in "Appendix A" reflect an agreed upon
implementation plan to these salary relationships.
ASSISTANT CIVIL ENGINEER
Asst Traffic Engineer 1.000 x Asst Civil Engr
Traffic Signal Sys Engr 1.000 x Asst Civil Engr
Traffic Engineering Invest 1.000 x Asst Civil Engr
ASSISTANT PLANNER
/°.•.,, Planning Aide .850 x Assistant Planner
Park Planning Aide .850 x Assistant Planner
Park Planning Assistant 1.000 x Assistant Planner
AUTOMOTIVE MECHANIC
Auto Parts Coordinator 1.150 x Automotive Mechanic
Auto & Equip Service Worker .780 x Automotive Mechanic
Lead Automotive Mechanic 1.150 x Automotive Mechanic
Lead Automotive Mechanic (VF) 1.200 x Automotive Mechanic
Mechanic Helper .850 x Automotive Mechanic
Motorcycle Mechanic 1.025 x Automotive Mechanic
BUILDING INSPECTOR II
Electrical Inspector 1.000 x Building Inspector II
Housing Rehab Counselor II 1.000 x Building Inspector II
Building Inspector I .850 x Building Inspector II
Housing Rehab Counselor I .850 x Building Inspector II
Neighborhood Progs Coord 1.100 x Building Inspector II
Sr Building Inspector 1.150 x Building Inspector II
Sr Electrical Inspector 1.150 x Building Inspector II
Sr Housing Rehab Counselor 1.100 x Building Inspector II
Sr Mechanical /Plumbing Insp 1.150 x Building Inspector II
CODE ENFORCEMENT OFFICER II
Code Enforcement Officer I .850 x Cd Enfrmt Officer II
Code Enforcement Officer III 1.100 x Cd Enfrmt Officer II
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CONSTRUCTION INSPECTOR II
Construction Inspector I .850 x Construction Insp II
Electrical Utility Inspector 1.050 x Construction Insp II
Sr Construction Inspector 1.100 x Construction Insp II
Sr Elec Utility Inspector 1.200 x Construction Insp II
Sr Water Utility Inspector 1.200 x Construction Insp II
Water Utility Inspector 1.050 x Construction Insp II
CUSTODIAN
Custodian Floors 1.030 x Custodian
Lead Custodian Floors 1.180 x Custodian
Service Shift Supervisor 1.380 x Custodian
Service Lead Worker 1.200 x Custodian
EOUIPMENT MECHANIC
Ld Equipment Mechanic 1.150 x Equipment Mechanic
Ld Welder - Hydraulic Mechanic 1.200 x Equipment Mechanic
,I"" Sr Welder - Hydraulic Mechanic 1.050 x Equipment Mechanic
Welder Helper .800 x Equipment Mechanic
Welder - Hydraulic Mechanic 1.000 x Equipment Mechanic
FIRE INSPECTOR
Hazardous Materials Spec 1.100 x Fire Inspector
HOUSING SPECIALIST
Comm Sery Outreach Worker .850 x Housing Specialist
Comm Sery Specialist 1.000 x Housing Specialist
Event Sery Specialist 1.100 x Housing Specialist
Housing Counselor 1.100 x Housing Specialist
Housing Education Rep 1.100 x Housing Specialist
,r** Housing Loan Counselor 1.300 x Housing Specialist
Housing Supervisor 1.150 x Housing Specialist
Job Training Prog Asst .975 x Housing Specialist
Occupancy Specialist .850 x Housing Specialist
Recreation Sery Specialist 1.000 x Housing Specialist
Senior Citizens Coordinator 1.000 x Housing Specialist
Senior Day Center Director 1.000 x Housing Specialist
Senior Housing Specialist 1.100 x Housing Specialist
IDENTIFICATION TECHNICIAN II
Crime Stat Technician .975 x ID Technician II
Identification Tech I .800 x ID Technician II
Media Production Spec 1.100 x ID Technician II
Police Photographer .875 x ID Technician II
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Police Firearms Inst I .875 x ID Technician II
Police Firearms Inst II 1.025 x ID Technician II
Sr Police Firearms Inst 1.125 x ID Technician II
Sr Crime Stat Tech 1.075 x ID Technician II
JAILER /DETENTION OFFICER - June 19. 1992)
Senior Jailer 1.150 x Jailer
LABORER
Cement Finisher Trainee "C" Step = "E" Step Laborer
Maintenance Carpenter Trainee "C" Step = "E" Step Laborer
Maintenance Painter Trainee "C" Step = "E" Step Laborer
Main Plumb /Const Worker Trainee "C" Step = "E" Step Laborer
Tree Trimmer Assistant "C" Step = "E" Step Laborer
LIBRARIAN I
Librarian II 1.075 x Librarian I
Librarian III 1.150 x Librarian I
Library Graphic Artist 1.000 x Librarian I
Library Technician .800 x Librarian I
MAINTENANCE CARPENTER
Cabinet Maker 1.050 x Maint Carpenter
Cement Finisher 1.000 x Maint Carpenter
Cement Saw Operator 1.050 x Maint Carpenter
Lead Facilities Maint Wkr 1.200 x Maint Carpenter
Maintenance Coordinator 1.125 x Maint Carpenter
Maintenance Locksmith 1.050 x Maint Carpenter
Maintenance Painter 1.000 x Maint Carpenter
Maint Plumber /Const Wkr 1.000 x Maint Carpenter
Masonry Worker 1.000 x Maint Carpenter
Senior Welder- Fabricator 1.100 x Maint Carpenter
Sign Painter 1.050 x Maint Carpenter
Welder 1.000 x Maint Carpenter
MOTOR SWEEPER OPERATOR
OFFSET PRESS OPERATOR
Asst Repro /Mail Supv 1.200 x Offset Press Operator
Bindery Worker .830 x Offset Press Operator
Layout Composer 1.000 x Offset Press Operator
Sr Offset Press Operator 1.100 x Offset Press Operator
Typesetting Technician II 1.100 x Offset Press Operator
Typesetting Technician I .900 x Offset Press Operator
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PARK MAINTENANCE WORKER I
Golf Course Maint Wkr 1.000 x Park Maint Wkr I
Lead Golf Course Maint Wkr 1.150 x Park Maint Wkr I
Park Maint Wkr II 1.075 x Park Maint Wkr I
Parks Field Supervisor 1.250 x Park Maint Wkr I
Senior Golf Cart Attendant 1.000 x Park Maint Wkr I
PLAN CHECK ENGINEER
Fire Safety Specialist .875 x Plan Check Engineer
Plan Checker I .800 x Plan Check Engineer
Plan Checker II .875 x Plan Check Engineer
POLICE SERVICES REPRESENTATIVE II
Emergency Sery Rep 1.000 x Police Srvcs Rep II
Pol Comm Sery Rep I .850 x Police Srvcs Rep II
Pol Comm Sery Rep II 1.000 x Police Srvcs Rep II
Pol Services Rep I .850 x Police Srvcs Rep II
Sr Pol Comm Sery Rep 1.100 x Police Srvcs Rep II
ERNEANWOOLja
Data Com Net Tech I .850 x Programmer II
Data Com Net Tech II 1.000 x Programmer II
Programmer Analyst 1.100 x Programmer II
Programmer I .850 x Programmer II
Systems Analyst 1.150 x Programmer II
Systems Programmer 1.150 x Programmer II
Systems Specialist I .750 x Programmer II
Systems Specialist II .900 x Programmer II
Voice Com Net Tech I .850 x Programmer II
Voice Com Net Tech II 1.000 x Programmer II
REAL PROPERTY SPECIALIST II
Real Property Specialist I .850 x Real Property Spec II
SECURITY GUARD
Ld Security Guard 1.150 x Security Guard
Security Supervisor 1.250 x Security Guard
Traffic Control Supervisor 1.150 x Security Guard
Traffic Controller 1.000 x Security Guard
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SENIOR COMPUTER OPERATOR
Computer Operator II .875 x Sr Computer Operator
Computer Operator I .750 x Sr Computer Operator
Data Control Specialist .875 x Sr Computer Operator
Lead Computer Operator 1.100 x Sr Computer Operator
Sr Data Control Specialist .925 x Sr Computer Operator
SENIOR ELECTRICAL ENGINEERING AIDE
Prin Electrical Eng Aide 1.150 x Sr Elec Eng Aide
Prin Water Eng Aide 1.150 x Sr Elec Eng Aide
Sr Water Eng Aide 1.000 x Sr Elec Eng Aide
Utilities Eng Aide .850 x Sr Elec Eng Aide
SENIOR ENGINEERING AIDE
Drafting Technician .850 x Sr Engineering Aide
Engineering Aide .850 x Sr Engineering Aide
Engineering Representative 1.200 x Sr Engineering Aide
Landscape Designer I .750 x Sr Engineering Aide
Landscape Designer II 1.000 x Sr Engineering Aide
Prin Eng Aide 1.150 x Sr Engineering Aide
Prin Traffic Eng Aide 1.150 x Sr Engineering Aide
Sr Drafting Tech 1.000 x Sr Engineering Aide
Sr Traffic Eng Aide 1.000 x Sr Engineering Aide
Sr Traffic Signal Tech 1.325 x Sr Engineering Aide
Traffic Eng Aide .850 x Sr Engineering Aide
Traffic Signal System Oper 1.150 x Sr Engineering Aide
Traffic Signal Tech I .850 x Sr Engineering Aide
Traffic Signal Tech II 1.150 x Sr Engineering Aide
STREET MAINTENANCE WORKER
Heavy Equipment Oper Streets 1.170 x Street Maint Wkr
Ld Street Maint Wkr 1.180 x Hvy Equip Opr Streets
Sr Ld Street Maint Wkr 1.050 x Ld Street Maint Wkr
Sewer Machine Operator 1.070 x Hvy Equip Opr Streets
Street Maint Field Spvr 1.100 x Ld Street Maint Wkr
SURVEY ASSISTANT - INSTRUMENTS
Survey Asst Rod and Chain .850 x Survey Asst - Instr
Survey Party Chief 1.150 x Survey Asst - Instr
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TREE TRIMMER
Lead Tree Trimmer 1.100 x Tree Trimmer
Tree Services Coordinator 1.175 x Tree Trimmer
ARTICLE 18
HOURS OF WORK AND PAY DAY
18.1 The average regular work week for employees in
classifications in Appendix "A" shall be forty (40) hours.
18.1.1 For all employees with an average regular work week
of forty (40) hours, the monthly rate shall be the
hourly rate times 2,080 divided by 12.
18.2 Regular salaries and compensation of employees shall be
paid on a biweekly basis.
18.3 ANAHEIM agrees to pay annual sick leave payoff, by
separate checks.
18.4 All holidays and vacation and sick leave shall be paid at
the employees' regular rate of pay.
18.5 ANAHEIM and the AMEA agree that in certain instances
alternatives to the traditional work schedule for the convenience
of employees may be appropriate. Such schedules may be installed
under the following guidelines:
18.5.1 ANAHEIM or the AMEA may initiate discussions
regarding such alternate work schedules.
18.5.2 Alternate work schedules shall not reduce service to
the public.
18.5.3 Such schedules may be revoked by either party upon
notice to the other party.
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18.5.4 Such schedules may continue by mutual agreement of
both parties.
18.5.5 Such alternate work schedules shall be created by
Letter of Understanding.
ARTICLE 19
TEMPORARY UPGRADE
19.1 Temporary upgrading shall be defined as the temporary
assignment of an employee to work in a job class which is
assigned to a salary schedule higher than his regular job class.
19.2 Employees temporarily upgraded to certain job classes
shall be compensated at the lowest step in the higher salary
schedule that will provide a premium of not less than 4.0% of the
employee's regular hourly rate of pay for each hour worked in the
higher job class during normal working hours if they are assigned
to work in the higher job class for a minimum of (2) hours of
each day. Employees temporarily upgraded to job classes during
other than normal working hours shall be compensated at the
lowest step on the higher salary schedule that will provide an
upgrade premium of not less than 4.0% of the employee's regular
hourly rate of pay for all time worked in the higher job class.
The "E" step in the higher salary schedule shall be the maximum
upgrade premium when the "E" step of the higher salary schedule
provides an upgrade premium of less than 4.0$. Such job classes
shall be designated in Appendix "A" by a "U2" before schedule
numbers.
19.2.1 The following job classes shall be paid an
additional 1/2% pay in lieu of upgrade pay:
Librarian I
Library Technician
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19.3 Bargaining unit employees temporarily upgraded to a
management class designated with a "U2 ", shall receive a 5.0%
increase or the minimum rate of the management salary range
whichever is higher. All other upgrading rules as contained in
Article 19.2 will be applicable.
19.4 Bargaining unit employees temporarily upgraded to the
management classes of Branch Librarian and Children's Services
Librarian shall receive a 5.0% increase or the minimum rate of
the management salary range whichever is higher, if they are
assigned to work in the management class a minimum of one (1)
complete work shift.
19.5 Upgrade to a vacant position shall be limited to six
months, except in cases of extended sick leave, industrial
accident leave or leave without pay.
19.6 ANAHEIM and AMEA agree that the journey maintenance class
of Park Maintenance Worker I is designated as an upgrade class
and employees in the lower classification of Laborer will be
eligible to receive upgrade pay in accordance with a Letter of
Understanding dated June 20, 1977.
ARTICLE 20
PAYROLL DEDUCTIONS
20.1 Deductions of authorized amounts may be made from
employees' pay for the following purposes:
20.2 Withholding Tax;
20.3 Contributions to retirement benefits;
20.4 Contribution to survivors' benefits;
20.5 Payment of life insurance and accidental death and
dismemberment insurance premium;
20.6 Payment of non - industrial disability insurance premium;
20.7 Payment of hospitalization and major medical insurance
premium;
20.8 Payment to or savings in the Anaheim Area Credit Union;
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20.9 Contributions to United Way;
20.10 Payment of membership dues to the Anaheim Municipal
Employees' Association.
20.11 Purchase of United States Savings Bonds; and
20.12 Other purposes as may be authorized by the City Council.
ARTICLE 21
GENERAL
21.1 It is hereby the declared personnel policy of ANAHEIM
that:
21.1.1 Employment by ANAHEIM shall be based on merit and
fitness, free of personal and political
considerations.
21.1.2 Appointments, promotions, and other actions
requiring the application of the merit principle
shall be based on systematic tests and /or
evaluations.
21.1.3 Positions having similar duties and responsibilities
shall be classified and compensated on a uniform
basis.
f' ,.,, 21.1.4 Tenure of employees shall be subject to good
behavior, satisfactory work performance, necessity
for the performance of work, and the availability of
funds.
21.1.5 Any action concerning an employee's status of
employment shall be processed on a Personnel Action
Form. Such status shall become effective upon
action by a management employee who has
responsibility for authorizing such action. All
full -time employees shall receive a true copy of any
personnel action taken concerning his status of
employment.
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21.2 Job Bulletins prepared by Human Resources regarding
full -time regular classifications shall be sent to and posted on
Bulletin Boards designated for that purpose.
21.3 Job Bulletins regarding classifications represented by the
AMEA shall be sent to the AMEA during recruitment periods.
21.4 ANAHEIM shall be the sole judge of the testing,
qualification and acceptance procedures of all applicants for
employment and promotion and ANAHEIM retains the right to reject
any applicant for employment; PROVIDED, HOWEVER, that no test or
qualification procedures utilized by ANAHEIM or refusal to accept
for employment shall be done to discriminate for or against an
ti applicant because of union or non -union membership or because of
race, color, creed, national origin, religion, sex, age or
physical disability, except where age or lack of physical
disability is a bona fide occupational qualification.
ARTICLE 22
APPOINTMENTS AND PROMOTIONS
22.1 Appointments and promotions shall be based on merit and
fitness to be ascertained so far as practicable by competitive
examinations. Examinations shall be used and conducted to aid
in the selection of qualified employees, and shall consist of
recognized selection techniques which will, in the opinion of
the Human Resources Director, test fairly the qualifications of
candidates.
22.1.1 Notwithstanding any other provision of this
Article, vacant positions in the classified service
which would otherwise be filled by open recruitment
may be filled by appointing part -time employees
currently employed in part -time classification with
full -time equivalent classifications.
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22.2 Minimum standards of employment for each job class shall
be recommended by the Human Resources Director and approved by
the City Manager.
22.3 Vacancies in positions above the entry level shall be
filled by promotion whenever one or more qualified candidates
are available, except when a qualified, work - disabled employee
is placed in such position according to the Vocational
Rehabilitation Administration Regulation. Promotions shall be
on a competitive basis except when the Human Resources Director
finds that the number of employees qualified for promotion is
insufficient to justify competition. Appropriate consideration
shall be given to promotional candidates' qualifications, record
of performance, and seniority, in that order.
22.3.1 Advancement to a higher paid job class shall
constitute a promotion.
22.3.2 Whenever a management evaluation is to be part of
the promotional selection process for
classifications listed in Appendix "A ", employees
will be notified on the job flyer at the time
promotional examinations are announced the weights
to be assigned to qualifications, record of
performance and seniority.
22.4 Examinations for appointments and promotions shall be in
such form as will fairly test the abilities and aptitudes of
candidates for the duties to be performed, so that such
appointments and promotions will be solely based on
qualifications without regard to race, color, creed, national
origin, religious or political affiliation or belief, membership
in or attitude toward any employee organization, sex, age, or
physical disability, except where sex, age, or lack of physical
disability is a bona fide occupation qualification.
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22.5 Candidates who qualify for employment or promotion shall
be placed on an eligibility list for the appropriate job class.
At such times as a department management evaluation is included
in the establishment of a promotional eligibility list, the list
shall rank the eligible candidates in the order of final
evaluation, and appointments from that list shall normally
follow rank order.
22.5.1 Employees shall be given written notice of his rank
order on promotional eligibility lists.
22.6 When an appointment is to be made to a vacancy, the Human
Resources Director shall submit to the appropriate department
head the names on the appropriate employment list. Appointments
to vacant positions shall be made by the appropriate department
head, with the concurrence of the Human Resources Director.
22.6.1 The appropriate department head, with the
concurrence of the Human Resources Director, may
order names removed from an eligibility list for
good and sufficient reasons. Employees shall be
given written notice of removal of their names from
eligibility lists.
22.7 In the absence of appropriate employment lists, a
provisional appointment may be made by the appropriate
department head (with the approval of the Human Resources
Director) of a person meeting the minimum qualifications for
theposition. An eligibility list shall be established within
six months for any regular, full -time position filled by
provisional appointment. In the event that any provisional
appointee fails to qualify on the eligibility list as
established within six months of his provisional appointment,
said provisional appointee shall have his employment terminated
at the close of the first complete biweekly pay period following
the establishing of the eligibility list.
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22.8 Appointments to certain grant funded positions as
designated by the City manager may be made without competitive
examinations and /or evaluations. Such appointments may be made
by the appropriate department head (with the approval of the
Human Resources Director and the City Manager). In the event
that a grant funded appointee fails to complete competitive
examinations and /or evaluations and is not appointed to a city
funded position during his period of employment under the grant,
said grant funded appointee shall be terminated from City
employment.
ARTICLE 23
EMPLOYMENT LISTS
23.1 Employment lists, in order of there priority, shall be
re- employment lists and eligibility lists.
23.2 Re- employment lists shall contain the names of regular,
full -time employees laid off in good standing for lack of funds
or work.
23.2.1 Names on re- employment lists shall remain for a
period not to exceed one (1) year.
23.3 Eligibility lists shall be created in accordance with the
provisions of Article 22.
23.3.1 Eligibility lists may contain the names of one or
more persons eligible for employment.
23.3.2 Open competitive eligibility lists shall remain in
effect for a period of one year or until depleted.
Eligibility lists containing less than three (3)
names may be considered depleted. Eligibility
lists may be extended by the Human Resources
Director for a period not to exceed one (1)
additional year.
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23.3.3 Promotional eligibility lists shall remain in
effect for a period of two years or until depleted.
ARTICLE 24
PROBATION
24.1 Employees appointed from eligibility lists, reinstated
employees and employees reassigned according to the Vocational
Rehabilitation Administrative Regulation shall be subject to a
period of probation. The regular period of Probation shall be
thirteen (13) complete biweekly pay periods unless otherwise
specified for certain designated job classes.
24.1.1 In the event an employee is assigned to light duty
status or is absent from work due to a lengthy
illness or injury during his probationary period,
said employee's probationary status may be extended
beyond the regular period of probation in the
amount of one complete biweekly pay period for each
complete biweekly pay period assigned to light duty
status or lost due to such illness or injury.
24.1.2 Upon successful completion of a probationary
period, an employee shall be granted regular status
in the classification in which the probationary
period is served.
24.2 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 any state or federal
laws.
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24.2.1 An employee rejected or laid off during the
probationary period from a position to which he has
been promoted or transferred shall be returned to
the classification in which he has regular status
unless the reasons for his failure to complete his
probationary period would be cause for dismissal.
24.2.2 The appropriate department head shall request the
Human Resources Department to prepare a Personnel
Action Form to separate or return to a former
classification any employee to be rejected during a
probationary period.
24.3 An employee shall be retained beyond the end of the
probationary period only if the appropriate department head
affirms that the services of the employee have been found to be
satisfactory.
ARTICLE 25
OUTSIDE EMPLOYMENT
25.1 An employee may engage in employment other than his job
with ANAHEIM, if his department head determines that such
outside employment does not interfere with the performance of
assigned duties and does not constitute a conflict of interest.
ARTICLE 26
SERVICE AWARDS
26.1 Service awards, in the form of service pins or the
equivalent, shall be presented to employees in classifications
listed in Appendix "A" for:
Five (5) years of service;
Ten (10) years of service;
Fifteen (15) years of service;
Twenty (20) years of service;
Twenty -five (25) years of service;
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Thirty (30) years of service;
Thirty -five (35) years of service;
Forty (40) years of service.
Such a service award shall also be presented to any employee
upon his retirement.
26.1.1 For purposes of this Article, the term "years of
service ", shall be defined as continuous, full -time
service.
ARTICLE 27
TRAINING
27.1 The Human Resources Director shall encourage the
improvement of service by providing employees with opportunities
for training, including training for advancement and for general
fitness for public service.
27.1.1 Reimbursement to employees for costs incurred for
formalized training shall be in accordance with
regulations established by the City Manager.
ARTICLE 28
SALARY STEP REDUCTION, SUSPENSION, DEMOTION, AND DISMISSAL
28.1 The tenure of every employee shall be conditioned on good
behavior and satisfactory work performance. Any employee may
have his salary step reduced or be suspended, demoted, or
dismissed for good and sufficient cause.
28.2 When in the judgment of the appropriate Executive or
Administrative Manager, an employee's work performance or
conduct justifies disciplinary action short of demotion or
dismissal, the employee may be;
28.2.1 Suspended without pay. Upon taking such action,
the appropriate Executive or Administrative Manager
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shall file with the employee and the Labor
Relations Director a written notification
containing a statement of the substantial reasons
for the action. No employee shall be suspended for
more than thirty (30) calendar days at any one
time, except as provided for in Article 28.3.1.,
or;
28.2.2 Salary reduced by one or more steps. Upon taking
such action, the appropriate Executive or
Administrative Manager shall file with the employee
and the Labor Relations Director a written
notification containing a statement of the
substantial reasons for the action. The employee
may be returned to his former salary step at such
time as deemed appropriate by the appropriate
Executive or Administrative Manager.
28.3 An employee may be demoted or dismissed upon
recommendation of an appropriate manager or supervisor whenever
in the judgment of the appropriate Executive or Administrative
Manager, the employee's work or misconduct so warrants. Upon
taking such action, the appropriate Executive or Administrative
Manager shall file with the employee and the Labor Relations
Director a written notification containing a statement of the
substantial reasons for the action and the effective date of the
action.
28.3.1 Suspension without pay pending further action shall
be the status of dismissed employees appealing
dismissal under provisions of Article 49,
Grievance- General. Such suspension shall not
exceed 90 calendar days.
28.4 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
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required, prior to the determination that discipline will be
imposed, the appropriate Executive or Administrative Manager, at
a minimum shall:
28.4.1 Provide written notification to the employee of the
proposed discipline at least six working days prior
to the date the discipline is proposed to be
implemented. The notification shall include:
28.4.1.1 The discipline that is proposed.
28.4.1.2 The grounds for imposing disciplinary action.
28.4.1.3 The actions, omissions, or conduct of the
employee upon which the proposed discipline is
based.
28.4.1.4 An invitation to respond either orally or in
writing prior to the proposed effective date of
the discipline.
28.4.2 Provide copies of documents considered which
support the proposed discipline.
28.4.3 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.
28.4.4 ANAHEIM and the AMEA recognize and understand that
failure to comply with Article 28.4, shall not
invalidate a disciplinary action, but may result in
penalties upon ANAHEIM, as reflected in decisions
of the California appellate courts.
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28.5 When an employee is dismissed as provided in this Article,
ANAHEIM and the AMEA agree to the following accelerated procedure
under the provisions of Article 49, Grievance - General:
28.5.1 ANAHEIM and the AMEA agree that only one Post Skelly
hearing by the appropriate Executive or
Administrative Manager shall be held. This hearing
shall be held within ten working days after the
dismissal is grieved unless mutually extended.
28.5.2 If the grievance is then appealed to Third Step to be
submitted to an impartial arbitrator for a final and
binding decision, ANAHEIM and the AMEA agree to:
28.5.2.1 Develop a standing list of mutually approved
arbitrators.
28.5.2.1.1 This list shall include no more than ten
mutually approved arbitrators.
28.5.2.1.2 ANAHEIM and the AMEA agree to reestablish
the list of arbitrators once each year in
January.
28.5.2.1.3 ANAHEIM or the AMEA may remove
arbitrators from this list at anytime.
28.5.2.2 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.
28.5.2.3 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 the remedy be ?"
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ARTICLE 29
LAYOFF AND RE- EMPLOYMENT
29.1 Layoff for lack of work or lack of funds shall be on the
basis of an evaluation of qualifications, and seniority within
the affected job class and the affected division or department.
29.1.1 An employee whose positions has been abolished due
to lack of work or lack of funds shall be
reassigned by his department head to any position
within his division or department in an equivalent
or lower job class for which he meets the minimum
requirements and has department seniority over
other employees in the job class. An apprentice job
class is considered equivalent to the journey level
job class for purposes of this Article. If the
employee whose position has been abolished does not
have department seniority over other employees in
equivalent or lower classes, he may be reassigned
by his department head to any vacant position
within the department in an equivalent or lower job
class, for which he meets the minimum
requirements. Employees so reassigned shall be
placed in the salary step of the appropriate salary
schedule closest to his rate of pay. Employees so
reassigned shall be reinstated to his former job
class and salary step status when positions in his
former job class (within his division or
department) become vacant. Such reinstatement
shall be on the basis of department seniority.
29.1.2 Whenever an employee whose position has been
abolished cannot be reassigned to a vacant position
within his division or department, he shall be
reassigned by the City Manager to any vacant
position in any other division or department in his
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job class or in an equivalent or lower job class
for which he meets the minimum qualifications for
employment. If an employee is reassigned to a
vacant position within his job class in any other
division or department, he shall retain his rate of
pay. If an employee is reassigned to a vacant
position in an equivalent or lower job class in any
other division or department, he may be placed in
any salary step of the appropriate salary schedule
that does not provide an increase in salary.
Employees reassigned to vacant positions in an
equivalent or lower job class in any other division
or department shall be reinstated to his former job
class and salary step status when positions in his
former job class (within his former division or
department) become vacant. Such reinstatement
shall be on the basis of department seniority.
29.2 Whenever an employee whose position has been abolished is
not reassigned to any vacant position, he shall be placed on the
re- employment list for his job class. Persons on the
re- employment list shall be re- employed with his former salary
step status when positions in his job class (within the division
or department from which they were laid off) become vacant.
Re- employment shall be on the basis of department seniority.
29.3 Whenever an employee is reassigned to a vacant position
in the same class, an equivalent class, or lower class as herein
provided, he shall retain the same anniversary date for purposes
of merit pay increases.
29.4 Whenever an employee is reinstated to a vacant position
in his former job class, or re- employed as herein provided, he
shall be given a new anniversary date for purposes of merit pay
increases in accordance with the provisions of Article 16.
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29.5 An employee reinstated from the re- employment list shall
be considered to have continuous service and may be credited
with the amount of accumulated sick leave he had accrued at the
time of layoff if he elects to remit to ANAHEIM any payment
received under the provisions of Article 39, SICK LEAVE.
29.6 ANAHEIM and the AMEA agree that ANAHEIM will notify the
AMEA of layoffs which affect employees represented by the AMEA
at the same time or prior to notification of employees.
29.7 The provisions of this Article shall only apply to
regular full -time employees in the classified service.
Employees appointed to certain grant- funded positions as
designated by the City Manager under Article 22.7, and newly
hired probationary employees shall be excluded from the
provisions of this Article.
ARTICLE 30
TRANSFER
30.1 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. A change of an employee's place of employ-
ment to a vacant position in a job class on the same salary
schedule as his own job class shall also be considered a transfer.
rte.
30.1.1 A transfer from one division to another or from one
department to another shall require the approval of
the head of the division or department to which the
employee is transferring and the Human Resources
Director. Such a transfer shall be initiated by
request of the employee to the Human Resources
Director.
30.1.2 A transferred employee shall retain his rate of pay
and his anniversary date for purposes of merit pay
increases.
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30.1.3 In order to be transferred to a job class with
minimum standards of employment substantially
different from those of his own job class, an
employee shall be required to demonstrate his
eligibility for employment in accordance with the
provisions of Article 22 and shall serve a new
probationary period in accordance with the
provisions of Article 24.
30.2 Transfers for the betterment of employees and the best
interests of ANAHEIM shall be encouraged by all echelons of
management.
/"" ARTICLE 31
REINSTATEMENT
31.1 An employee who terminates his employment in good
standing may be reinstated to a vacant position in his former
job class within three years of his termination date without
requalifying for employment by competitive processes.
31.1.1 An employee reinstated within thirty days of his
termination date shall be considered to have
continuous service, shall not serve a new
probationary period and shall be credited with the
amount of accumulated sick leave they had at the
time of termination. They shall be placed in his
former salary step and shall retain his anniversary
date for purposes of merit pay increases. If his
anniversary date has occurred during the period of
his absence, his new anniversary date shall be the
first day of the next biweekly pay period following
reinstatement.
31.1.2 An employee reinstated after thirty days of his
termination date shall serve a new probationary
period and may be considered to have broken service
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for purposes of salary step status, and shall be
considered to have broken service for all other
employee benefits.
31.2 An employee may be reinstated under the provisions of the
Vocational Rehabilitation Administrative Regulation to any
vacant position for which he /she meets the minimum
qualifications.
31.3 The provisions of this Article shall apply to regular,
full -time employees.
ARTICLE 32
VOLUNTARY DEMOTION
32.1 If an employee takes a voluntary demotion as a result of
a downward reclassification of his position, his salary step
status shall be in accordance with the provisions of
Article 16.4.
32.2 Voluntary demotions as a result of impending layoff shall
be in accordance with the provisions of Article 29.
32.3 An employee may request a voluntary demotion for any
reason. Such a voluntary demotion shall require the approval of
the department head under whom the employee will serve and the
Human Resources Director. An employee taking such a voluntary
demotion may be placed in any salary step of the appropriate
salary schedule that does not provide an increase in salary.
They shall be given a new anniversary date for purposes of merit
pay increases in accordance with provisions of Article 16.0.
32.3.1 Voluntary demotions in accordance with the
Vocational Rehabilitation Administration Regulation
shall be in accordance with the provisions of
Article 32.
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32.4 An employee who has taken a voluntary demotion to a lower
job class may be reinstated to a vacant position in his former
job class within three years of the effective date of the
voluntary demotion without requalifying by competitive
processes.
32.4.1 An employee reinstated to his former job class from
a voluntary demotion shall retain his rate of pay.
If his rate of pay is not included in the salary
schedule of his former job class, he shall be
placed in the salary step of that salary schedule
which is closest to his rate of pay. He shall
retain his anniversary date for purposes of merit
pay increases; however, if he is placed in the "A"
or "B" step of the salary schedule, he shall be
eligible for a merit pay increase after thirteen
complete biweekly pay periods or his regular
anniversary date, whichever is sooner.
ARTICLE 33
BEREAVEMENT LEAVE
33.1 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 twenty -four (24) working
hours. "Immediate family" shall be defined as any relative by
blood or marriage who is a member of the employee's household,
under the same roof, and any parent, foster parent, step - parent,
spouse, child, brother, or sister of the employee, or any parent,
foster parent or step - parent of the employee's spouse, regardless
of residence.
33.1.1 In the event a death occurs among other family
members of an employee, the employee shall be
granted bereavement leave with pay for up to a
maximum of eight (8) working hours. Other family
members shall be defined as grandparent, grandchild,
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daughter -in -law, son -in -law not under the same roof
of the employee; and any grandparent, grandchild,
child, brother, or sister of the employee's spouse,
regardless of residence.
33.1.2 Bereavement leave may be used only at the time a
death occurs, or to make burial arrangements and /or
to attend funeral or memorial services.
33.1.3 ANAHEIM guarantees, that in addition to the above,
employees may use all available sick leave or
vacation on the books up to forty (40) hours. If no
sick leave or vacation is on the books, ANAHEIM
guarantees the employee the ability to use leave
without pay up to forty (40) hours.
ARTICLE 34
HOLIDAYS
34.1 The following days shall be recognized as holidays, and
regular full -time employees shall have these holidays off with
pay:
January 1st, New Year's Day
Third Monday in January, Martin Luther King's
Birthday
Third Monday in February, President's Day
Last Monday in May, Memorial Day
July 4th, Independence Day
First Monday in September, Labor Day
November 11, Veteran's Day
Fourth Thursday in November, Thanksgiving Day
Friday after Thanksgiving
December 25th, Christmas Day
Every day designated by the City Council for a
public feast, thanksgiving or holiday.
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34.2 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.
34.3 Employees may be required to work on any of the above
holidays or days observed in lieu of those holidays. Any
employee required to work on any of the above holidays or days
observed in lieu of those holidays shall receive additional
compensation equivalent to one and one -half times his regular
rate of pay.
34.4 In the event that any of the recognized City holidays
falls on weekends all field employees shall observe the same day.
34.5 In order to be eligible for holiday pay, an employee must
be either at work or on paid leave of absence on the regularly
scheduled work day immediately preceding the holiday or day
observed in lieu of the holiday and the regularly scheduled work
day immediately following the holiday or day observed in lieu of
the holiday. No employee who is on suspension or unpaid leave of
absence on either the regularly scheduled work day immediately
preceding or immediately following the holiday or day observed in
lieu of the holiday shall receive compensation for said holiday
or day observed in lieu of the holiday.
34.6 The following days shall be recognized as flexible
holidays; and regular, full -time employees shall accrue
additional paid vacation in accordance with Article 41 in lieu of
having the following holidays off with pay:
February 12, Lincoln's Birthday
Good Friday
September 9, Admission Day
Employee's Birthday
1/2 day Christmas Eve
Day After Christmas
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ARTICLE 35
INDUSTRIAL ACCIDENT LEAVE
35.1 In the event that any full -time employee is absent from
work as a result of any injury or disease which comes under the
State of California Worker's Compensation Insurance and Safety
Act, such absence shall be considered to be Industrial Accident
Leave.
35.2 Any employee on Industrial Accident Leave shall receive
compensation from ANAHEIM in an amount equal to the difference
between temporary disability payments mandated by the State of
California Worker's Compensation Insurance and Safety Act and 80%
of his /her regular basic rate of pay.
35.2.1 In the event that an employee who has received or is
receiving Industrial Accident Leave benefits files a
civil legal action against a third party for
allegedly causing or contributing to the cause of
the injury which resulted in the absence from work,
the employee is required to inform the Risk
Management Center of the filing of such legal
action.
35.3 Industrial Accident Leave shall begin on the first day of
such absence as defined in Article 35.1.
35.3.1 Industrial Accident Leave shall continue during all
absences due to a single injury, but not to exceed
one year of accumulated absence.
35.3.2 Industrial Accident Leave benefits provided by this
Article shall apply to each injury or disease as
defined in Article 35.1.
35.3.3 The effective date of a permanent disability rating
as awarded by the Worker's Compensation Appeals
Board ends eligibility for industrial accident leave
for that particular injury or disease.
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35.3.4 A written statement from the treating physician that
the employee's condition is permanent and stationary
or separation from ANAHEIM service ends eligibility
for Industrial Accident Leave for that particular
injury or disease.
35.3.5 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.
35.4 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 39 and Article 40.
ARTICLE 36
JURY DUTY AND COURT APPEARANCES
36.1 In the event any full -time employee is duly summoned to
any court for the purpose of performing jury duty, he shall
receive his regular compensation for any regularly scheduled
working hours spent in actual performance of such service.
36.1.1 Whenever an employee is duly summoned to appear as a
witness, except where the employee is a litigant or
a defendant in a criminal case or any action brought
about as a result of his own misconduct, he shall
receive his regular compensation for any regularly
scheduled working hours spent in actual performance
of such service.
36.1.2 Employees receiving witness fees shall remit such
fees to the City Treasurer in order to be considered
at work for payroll purposes during time spent as
such witnesses.
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ARTICLE 37
LEAVE WITHOUT PAY
37.1 Any employee who is absent from work and who is not on
leave with pay shall be considered to be on leave without pay.
37.1.1 An employee on leave without pay shall receive no
compensation and shall accumulate no vacation or
sick leave while on such leave.
37.1.2 An employee who has need to be absent from work and
who is not eligible for leave with pay may request
to be placed on leave without pay. Leave without
pay for a period not to exceed (40) working hours
may be granted by the employee's division head.
Leave without pay in excess of (40) hours shall
require the approval of the employee's department
head.
37.1.3 In the event that leave without pay is granted an
employee for reasons of illness or physical
incapacity due to illness or injury, ANAHEIM shall
continue to pay for any hospitalization and major
medical insurance previously paid for by ANAHEIM
for a maximum of six (6) complete months. ANAHEIM
-f'" shall waive the payment of employee premiums for
any ANAHEIM sponsored medical, dental and life
insurance benefit plans for a maximum of six (6)
months.
37.1.4 An employee may be granted leave without pay not to
exceed six (6) months. An extension of leave
without pay beyond six months is permitted only
when leave without pay is granted an employee for
reasons of illness or physical incapacity and a
determination has been made by the Human Resources
Department that return to work is likely.
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37.1.5 An employee returning to work from leave without
pay shall be placed in the same salary step he was
in prior to such leave. If such leave was in
excess of two complete biweekly pay periods, the
employee's anniversary date for purposes of merit
pay increases shall be changed to conform with the
provisions of Article 16 - Appropriate Salary Step
provided that he returns to a position in his same
job class. If the employee returns to a position
in a lower job class, his salary step status shall
be determined in accordance with the provisions of
Article 32 - VOLUNTARY DEMOTION.
ARTICLE 38
MILITARY LEAVE
38.1 ANAHEIM'S policy relating to military leave and
compensation therefore, shall be in accordance with the provisions
of the Military and Veterans Code of the State of California, and
with all Federal provisions (Public Law 93 -508).
ARTICLE 39
SICK LEAVE
39.1 Employees shall accrue annual Sick Leave with pay in
accordance with the following provisions:
39.1.1 Regular, full -time employees with an average regular
work week of forty (40) hours shall accrue paid sick
leave at the rate of three (3) hours for each
complete biweekly pay period.
39.1.2 Paid sick leave shall continue to accrue in
accordance with the above provisions during any
period of leave with pay.
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39.1.3 An employee _ reesting sick leave for an absence
from work as a result of any injury or disease which
comes under the State California Worker's
Compensation Insurance and Safety Act after
eligibility for Industrial Accident Leave has ended
shall receive maximum compensation from ANAHEIM in
an amount equal to the difference between temporary
disability payments mandated by the State of
California Worker's Compensation Insurance and
Safety Act and his regular basic rate of pay.
39.2 Each employee shall have one -half (1/2) hour deducted from
their accrued sick leave time for each one -half (1/2) hour of
sick leave taken. The minimum amount of Sick Leave that may be
taken at any given time shall be one -half (1/2) hour.
39.2.1 An employee may, at their option, elect to use
Vacation time to bridge the period after Sick Leave
is exhausted and prior to S.T.D. commencing.
39.3 Sick leave that is accrued, but not taken, shall be
accumulated.
39.3.1 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 hours accumulated
beyond one hundred seventy -five (175) in each
calendar year. Payment shall be made in January of
each year, or upon the employee's termination of
employment for any reason. A maximum of one hundred
seventy -five (175) hours shall carry over from year
to year.
39.4 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
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disability leave benefit of net sixty percent (60 %) of their base
rate of pay, after withholding taxes, and less deductible
benefits. Such disability benefit shall continue during total
disability up to a maximum of six months from date of
disability. Upon completion of thirty (30) and /or ninety (90)
days of absence while receiving short term disability benefits,
an employee shall be required to undergo a physical examination
by the treating physician or medical practitioner and shall
submit a report of such examination explaining the nature and
extent of the disabling illness or injuries and the prognosis and
date of expected return to work. Short term disability benefits
shall continue beyond sixty (60) and /or one hundred and twenty
(120) days of absence only upon submission of the report of
physical examination by the treating physician or medical
practitioner.
39.4.1 Deductible benefits include salary or other
compensation paid by any employer; Worker's
Compensation Act or similar law including benefits
for partial or total disability, whether permanent
or temporary if benefits being received are for the
current disabling condition; a pension plan toward
which ANAHEIM contributed.
39.4.2 Total disability means an employee's complete
inability to engage in their regular occupation.
39.4.3 Benefits are not payable unless the employee is
regularly seen and treated by a licensed physician
or medical practitioner who certifies to the
continuing disability.
39.4.4 ANAHEIM shall waive the payment of employee premiums
for any ANAHEIM sponsored medical, dental and life
insurance benefit plans during any biweekly pay
period during which short term disability benefits
are paid.
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39.5 In the event that any paid holiday occurs during a period
when any employee is on paid sick leave, the holiday shall not be
charged against the employee's accrued sick leave. The only sick
leave hours that shall be charged against any employee's accrued
sick leave shall be those hours that the employee is regularly
scheduled to work.
39.6 An employee eligible for paid sick leave shall be granted
such leave for the following reasons:
39.6.1 Illness of the employee or physical incapacity of
the employee due to illness or injury.
39.6.2 Enforced quarantine of the employee in accordance
with community health regulations.
39.6.3 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 interest of the City of
ANAHEIM and the employee's department or division.
39.6.4 Temporary disabilities caused by pregnancy and
.. childbirth.
39.6.5 Illness of the employee's immediate family.
39.7 An employee who cannot perform his assigned duties due to
illness or physical incapacity shall inform his immediate
supervisor of the fact and the reason therefore as soon as
possible. Failure to do so within a reasonable time may be cause
of denial of sick leave with pay.
39.8 In the event that an employee is absent on sick leave in
excess of twenty -four (24) consecutive working hours, the
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employee's department head or division head may require that the
employee submit to him a written statement by a physician
licensed by the State of California certifying that the
employee's condition prevented him from performing the duties of
his position. Failure on the part of the employee to comply with
such a requirement may be considered for disciplinary action.
39.9 In the event that an employee becomes ill during working
hours and is placed on paid sick leave prior to the close of the
work day, such paid sick leave shall be calculated to the nearest
one half (1/2) hour.
39.10 Effective December 19, 1980 accrued Sick Leave hours
shall be entered in a new Sick Leave plan and regular full -time
employees with an average regular work week of forty (40) hours
who were employees as of that date, shall have up to one hundred
seventy -five (175) hours transferred to the usable Sick Leave
account. The remainder (over 175 hours) shall be credited as
follows: seventy -five percent (75 %) to be reported as service
credit at retirement; twenty -five percent (25 %) converted to cash
value at the employee's current (December 19, 1980) regular
hourly rate of pay and paid with interest at retirement, layoff
or to their beneficiary, as designated by Public Employee's
Retirement System records if the employee dies while employed.
39.10.1 Employees who retire shall receive service credit
for all hours up to one hundred seventy -five.
39.10.2 An employee who has more than five (5) years of
continuous City service and is age 50 or older may
elect once each calendar year to receive all or a
portion of their Employee Sick Leave Trust Fund
amount. When requested, such payments may be
diverted to the employee's Deferred Compensation
account, within limits established by law or paid in
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cash by separate check subject to standardized
withholding taxes. When partial payment is
requested, the amount shall not be less than 25% of
the balance, and a maximum of four (4) such partial
payments shall be allowed with the fourth payment
paying the entire remaining balance in the account.
39.11If two or more periods of total disability occur during a
specific six -month elimination period for the insured LTD plan,
all such periods shall be considered as one period of continuous
total disability under the following conditions:
39.11.1 All periods of total disability must be due to the
same cause or causes; and
39.11.2 All recurring periods of total disability that
qualify as one period of continuous total disability
for the insured LTD plan, shall qualify as one
period of continuous total disability for the
ANAHEIM Disability Plan and shall not require a new
one -month waiting period before ANAHEIM Disability
Benefits will be paid; and
39.11.3 Commencement of the benefit period for the insured
LTD plan shall automatically terminate benefits from
the ANAHEIM Disability Plan.
ARTICLE 40
VACATION
40.1 Regular, full -time employees with an average work week of
forty (40) hours shall receive annual vacation with pay in
accordance with the following provisions which include vacation
earned at the rate of one (1) hour for each complete biweekly
pay period, in lieu of the designated flexible holidays outlined
in Article 34.
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40.1.1 For the first four years of continuous, full -time
service such employees shall accrue paid vacation
at the rate of four (4) hours for each complete
biweekly pay period plus two (2) hours of paid
vacation at the close of the final complete
biweekly pay period of each fiscal year (106 hours
or 13.25 working days per year).
40.1.2 Upon completion of four years of continuous,
full -time service, such employees shall accrue paid
vacation at the rate of five (5) hours for each
complete biweekly pay period (130 hours or 16.25
working days per year).
40.1.3 Upon completion of eight years of continuous,
full -time service, such employees shall accrue paid
vacation at the rate of six (6) hours for each
complete biweekly pay period (156 hours or 19.5
working days per year).
40.1.4 Upon completion of fourteen years of continuous,
full -time service such employees shall accrue paid
vacation at the rate of seven (7) hours for each
complete biweekly pay period (182 hours or 22.75
working days per year).
40.1.5 Upon completion of nineteen years of continuous,
full -time service, such employees shall accrue paid
vacation at the rate of eight (8) hours for each
complete biweekly pay period (208 hours or 26
working days per year).
40.2 Paid vacations shall continue to accrue in accordance
with the above provisions during any period of leave with pay.
All vacations shall be scheduled and taken in accordance with
the best interests of ANAHEIM and the department or division in
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which the employee is employed. The maximum amount of vacation
that may be taken at any given time shall be that amount that
has accrued to the employee concerned. The minimum amount of
vacation that may be taken at any given time shall be one -half
(1/2) hour.
40.3 An employee shall be eligible to take any accrued
vacation upon completion of thirteen (13) complete biweekly pay
periods of service.
40.4 Each employee shall have one -half (1/2) hour deducted
from their accrued vacation time for each one -half (1/2) hour of
vacation taken. Vacation which is accrued, but not taken, shall
be accumulated.
40.5 Maximum vacation accumulations for employees with an
average regular work week of forty (40) hours shall be as
follows:
40.5.1 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.
," 40.5.2 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.
40.5.3 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.
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40.5.4 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 sixth four (364) hours.
40.5.5 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.
40.6 Upon termination, an employee shall be compensated in
cash at his current rate of pay for any vacation accrued but not
taken, provided that he has successfully completed his
probationary period.
40.7 In the event that any recognized holiday occurs during
any employee's vacation, the holiday shall not be charged
against the employee's accrued vacation. The only vacation
hours that shall be charged against any employee's accrued
vacation shall be those hours that the employee is regularly
scheduled to work.
40.8 An employee shall be eligible on an annual basis to be
compensated at his regular rate of pay for up to two (2) weeks
(80 hours) vacation accrued but not taken, subject to the
following provisions:
40.8.1 A minimum of eighty (80) hours of vacation must
have been used during the previous payroll year.
40.8.2 An employee's request for the annual vacation
payoff is subject to the approval of the employee's
department head.
40.8.3 Payment shall be made in January of each year.
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ARTICLE 41
OVERTIME - GENERAL
41.1 A full -time employee who performs authorized work in
excess of his normal work period, regular work week, work day or
shift shall be compensated for such work at the rate of one and
one -half times his regular hourly rate of pay.
41.1.1 Overtime shall be calculated to the nearest
one - quarter hour of overtime worked, except any
overtime of less than one -half (1/2) hour
direction shall be calculated to the nearest
one -half (1/2) hour.
!'*" 41.1.2 All overtime must be authorized by the
appropriate division head.
41.2 Notwithstanding the above overtime provisions of Article
41, there shall be no compensation for the time spent in
attending meetings of any kind which are for the purpose of
education or training, unless required by law.
41.3 Certain job classes in the classified service shall be
exempt from the above overtime provisions upon the
recommendation of the Human Resources Director and the approval
of the City Council. These job classes shall be designated in
the resolution establishing rates for job classes by an "X"
before schedule numbers. Compensatory time off (at the rate of
straight time) for overtime worked by employees in these job
classes may be authorized and administered by the appropriate
department head. Compensatory time off shall be authorized
during a partial work day or shift absence when the employee is
no longer eligible to receive any other authorized paid leave.
41.4 Whenever a developer requests expedited plan checking and
agrees to pay the cost of any overtime entailed in the process,
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the Plan Check Engineer will be paid overtime in accordance with
Article 41.1.
41.5 When employees in the following job classes perform
overtime work between the hours of 12:00 Midnight and 8:00 A.M.,
they shall be paid at the rate of two times their regular rate
of pay for each hour worked between the hours of 12:00 Midnight
and 8:00 A.M.:
Cement Finisher
Cement Finisher Trainee
Cement Saw Operator
Heavy Equipment Operator - Streets
Laborer
Lead Facility Maintenance Worker
Lead Street Maintenance Worker
Lead Tree Trimmer
Maintenance Carpenter
Maintenance Carpenter Trainee
Maintenance Plumber /Construction Worker
Maintenance Plumber /Construction Worker Trainee
Masonry Worker
Motor Sweeper Operator
Park Maintenance Worker I
Park Maintenance Worker II
Parks Field Supervisor
Senior Lead Street Maintenance Worker
Senior Welder - Fabricator
Senior Welder - Hydraulic Mechanic
Sewer Machine Operator
Street Maintenance Worker
Tree Trimmer
Tree Trimmer Assistant
Welder
Welder - Hydraulic Mechanic
41.6 If, after working 16 consecutive hours or more, employees
in the classifications listed in 41.5, are released from work by
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their supervisor, they shall be paid at their regular rate of
pay for up to six (6) regularly scheduled workhours which fall
in such rest period, if required to continue working during such
regularly scheduled workhours, they shall be paid their regular
overtime rate (time and one -half) rather than their regular rate
(straight time), for such hours worked.
ARTICLE 42
BILINGUAL PAY
42.1 Employees required to speak, read and /or write in Spanish
or other languages as well as English as part of the regular
duties of their position will be compensated at the rate of
fifty dollars ($50.00) per pay period in addition to their
regular pay.
42.1.1 The appropriate department head shall designate
which positions shall be assigned bilingual duties
and which languages shall be eligible for bilingual
pay.
42.1.2 The Human Resources Director shall conduct a test
of competency for employees whose positions have
been assigned bilingual duties to certify these
employees eligible for bilingual pay, except that
te,. operating departments with authorized bilingual
certifiers may conduct their own test of bilingual
competency and notify the Human Resources Director
of the outcome of the test.
42.1.3 Bilingual pay eligibility shall continue in
accordance with the above provisions during any
period of leave with pay.
ARTICLE 43
CALL -OUT
43.1 Call out compensation shall be in accordance with the
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following provisions:
43.11 All emergency call -out time shall be calculated to
the nearest one - quarter (1/4) hour of time worked.
43.12 When an employee is called out for emergency work,
he shall be paid at the rate of one and one -half
times his regular rate of pay for such emergency
work, provided however, that Equipment Mechanics
called out between twelve (12) midnight and eight
(8) A.M. to support Utility Field Forces during
emergencies shall be paid two times their regular
rate of pay for all hours worked between twelve
(12) midnight and eight (8) A.M.
43.2 A minimum of three (3) hours (including travel time) of
pay at the rate of one and one -half times the employee's regular
rate of pay shall be guaranteed for each emergency call -out.
43.3 Forty -five minutes time shall be added to the time worked
to compensate the employee for travel time incurred for each
emergency call -out.
43.4 A minimum of two (2) hours pay at the rate of one and
one -half times the employee's regular rate of pay shall be
guaranteed for planned overtime, except when such overtime
occurs immediately before or after a regular work period.
ARTICLE 44
SHIFT DIFFERENTIALS
44.1 All eight hour periods, regularly scheduled to begin at
3:00 P.M., or thereafter, but before 3:00 A.M., shall be
designated as night shift, provided however that ANAHEIM
employees in classifications set forth in Appendix "A" who work
the 2:30 P.M. to 11:00 P.M. shift at the Anaheim Police
Department will also be designated as being on the night shift.
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44.1.1 A premium of 5.0% of the employee's regular hourly
rate of pay shall be paid for work performed in the
night shift.
44.1.2 A premium of 5.0% of the employee's regular hourly
rate of pay shall be paid for each hour worked in
his regular rate of pay between 3:00 A.M. and
6:00 A.M.
44.1.3 When a shift premium is applicable to time worked
at the overtime rate of pay, the overtime rate
shall be applied to the applicable shift premium.
44.1.3.1 When an employee is required to work
continuously without a break beyond the end of
his night shift, the overtime rate shall be
applied to the applicable shift premium.
44.1.4 Shift premium shall be payable for hours actually
worked and shall not be paid for nonwork time, such
as vacation, holidays, sick leave. etc.
44.1.5 An employee in the job class of Custodian,
Custodian Floors, or Lead Custodian - Floors who was
employed on or before October 11, 1990, and who was
assigned to work the 5:00 am to 1:30 P.M. shift at
the Anaheim Convention Center on or before October
11, 1990, shall also be designated as being on the
night shift for hours worked on this shift.
ARTICLE 45
SHORT SHIFT CHANGE
45.1 Short shift changes as defined herein shall be compensated
at the rate of one and one -half the employee's regular rate of
pay.
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45.1.1 The first work day on a new schedule after transfer
from one schedule of working days to another without
notification of such transfer at least twenty -four
(24) hours in advance of the starting time of the
new schedule.
45.1.2 The first shift after transfer from one eight (8)
hour working shift to another without notification
of such transfer at least twenty -four (24) hours in
advance of the starting time of the new shift.
45.1.3 Whenever required to transfer from one schedule of
working days to another with but eight (8) hours off
between shifts more than once in a work week.
45.1.4 No overtime compensation shall be paid for any hours
worked on a second shift in any twenty -four (24)
hour period, which hours are worked as a result of
the regular shift rotation or which hours are worked
as a result of shift changes or changes in days off
mutually agreed upon by employees for their
convenience. Any changes in days off must be in the
same work week.
,.•+ ARTICLE 46
STAND BY
46.1 An employee assigned to stand by duty for purposes of
being on call to handle emergency situations arising at times
other than during normal working hours shall be guaranteed two
(2) hours of pay at his regular hourly rate of pay for each
calendar day of such stand by duty.
ARTICLE 47
TRAVEL AND MILEAGE EXPENSE
47.1 Travel expense allowance for employees while on City
business shall be provided in accordance with regulations
established by the City Manager and /or the City Council.
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47.2 ANAHEIM'S Mileage Reimbursement rate will be the standard
mileage rate established by the Internal Revenue Service.
47.3 Any increase or decrease shall be effective the first day
of the second month after the date of publication by the
Internal Revenue Service.
ARTICLE 48
MEAL ALLOWANCES
48.1 The City shall provide an employee adequate meals under
the following conditions.
48.1.1 An employee shall be provided with two adequate
meals if he is called out on emergency overtime
work one (1) hour before a scheduled work day. If
a meal has been earned under another section of
this rule within two (2) hours of the scheduled
work day, only one meal shall be provided under
this section.
48.1.2 An employee will be provided one meal if he is
called back to emergency overtime work within one
and one -half (1 -1 /2) hours after normal quitting
time and works beyond two and one -half (2 -1/2)
hours after normal quitting time.
48.1.3 An employee shall be provided an adequate meal if
he works two (2) hours overtime beyond the normal
quitting time.
48.1.4 An employee shall receive one meal if he is
scheduled to work overtime two (2) hours before a
regular day.
48.1.5 An employee shall be provided an adequate meal at
four (4) hour intervals during the performance of
emergency overtime work.
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48.1.6 Meal time shall be compensated at the appropriate
overtime rate and shall normally be limited to
one -half (1/2) hour with a maximum of forty -five
minutes paid meal time.
48.1.7 An employee may at his request, be compensated for
meals at the rate of one -half (1/2) hour of
overtime pay per meal.
ARTICLE 49
GRIEVANCE - GENERAL
49.1 Any alleged violation of the terms and conditions of this
agreement or any alleged improper treatment of an employee, or
any alleged violation of commonly accepted safety practices and
procedures shall be considered to be a matter subject to review
through the grievance procedure and settled in accordance with
the provisions of this Article.
49.1.1 Article 28.5 provides for an accelerated
procedure under the provisions of this Article
when an employee is dismissed.
49.1.2 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.
49.2 The staff officials of ANAHEIM will not recommend any
revision or modification to the grievance procedure without first
discussing such recommendations with the AMEA.
49.3 Any violation of this Memorandum as alleged by ANAHEIM
shall be resolved between authorized representatives of ANAHEIM
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and the AMEA. In the event that the parties cannot resolve the
dispute, the dispute shall, upon the request of either party, be
referred to the arbitrator for a final and binding decision.
49.4 All expenses of any arbitration shall be borne equally by
ANAHEIM and the AMEA.
49.5 Employee grievances shall be handled in the following
manner:
49.5.1 First Step. An attempt shall be made to adjust all
grievances on an informal basis between the employee
and /or his designated representative and a
supervisor in the employee's chain of command, up to
!"."*""° and including his manager, within seven (7) working
days after the occurrence of the incident involved
in the grievance. The manager shall deliver his
answer within seven (7) working days after
submission of the grievance to him.
49.5.1.1 Grievances resulting from the actions of
a department other than an employees
work unit shall be heard by an
appropriate Administrative Manager from
that department.
49.5.2 Second Step. If the grievance is not satisfactorily
adjusted in the First Step, it shall be submitted in
writing to the employee's Executive or
Administrative Manager within seven (7) working days
after the Administrative Manager's answer is
received by the employee and /or his designated
representative. The Executive or Administrative
Manager shall meet with the employee and /or his
designated representative within ten (10) working
days after submission of the grievance to him. The
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Executive or Administrative Manager shall review
the grievance and may affirm, reverse, or modify as
he deems appropriate, the disposition made at the
First Step and shall deliver his answer to the
employee and /or his designated representative
within seven (7) working days after said meeting.
49.5.2.1 Grievances resulting from the actions
of a department other than an employees
work unit shall be heard by an
appropriate Administrative or Executive
Manager from that department.
49.5.3 Third Step. If the grievance is not satisfactorily
adjusted in the Second Step, it shall be submitted
to an impartial arbitrator for a final and binding
decision. or, if the City Manager and the employee
and /or his designated representative agree, it
shall be submitted to the City Manager for a final
and binding decision. Such submission must occur
within thirty (30) days after the Executive or
Administrative Manager's answer is received.
49.6 If submitted to the City Manager, the City Manager or his
assistant shall meet with the employee and /or his designated
representative within ten (10) working days after submission of
the grievance to him. The City Manager or his assistant may
affirm, reverse, or modify as he deems appropriate, the
disposition made at the Second Step.
49.7 The City Manager or his assistant shall deliver his
decision to the employee and /or his designated representative
within five (5) working days after said meeting, and such
decision shall be final and binding on both parties.
49.8 In order to request arbitration, either party shall serve
written notice to the other party specifying the grievance to be
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submitted. The parties shall thereafter attempt to resolve the
issue and select the arbitrator. If such written notification
and selection of the arbitrator is not completed within thirty
(30) days after the department head's answer is received by the
employee and /or his designated representative, then either party
may take action to compel arbitration. Failure to take action
to compel arbitration within thirty (30) days will conclusively
be deemed abandonment of the right to compel arbitration.
49.9 The arbitrator's decision shall be final and binding on
both parties, it being agreed that the arbitrator shall have no
powers to add to or subtract from nor to modify any of the terms
of any memorandum of understanding between the parties and that
the arbitrator's award shall be consistent with and controlled
by this agreement, Ordinances and Charter of the City of
Anaheim, and the laws and Constitution of the State of
California.
49.10 The arbitrator will be requested by the parties to
render his decision in writing as quickly as possible but in no
event later than thirty (30) days after the conclusion of the
hearings, unless the parties agree otherwise.
49.10.1 Any grievance not presented and /or carried forward
by the employee and /or his designated
representative within the time limits specified in
this Article shall be deemed null and void,
provided, however, the employee and /or his
designated representative and the ANAHEIM
representative may agree to continue said time
limits.
49.11 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.
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49.12 An employee who has been suspended, demoted, or
dismissed may be reinstated to his position as a result of a
successful appeal through the grievance procedure. In the event
of such reinstatement, the employee shall be returned to his
former status of employment, including reinstatement of
seniority and accrued fringe benefits. In such cases, the City
Manager may order the payment of back pay to a reinstated
employee in any amount up to payment for the full period of time
involved. In implementing an arbitrator's award, the City
Manager shall order the payment of back pay to a reinstated
employee in the amount provided in the arbitrator's award. It
shall be conclusively presumed that there is no award of back
pay to a reinstated employee unless specifically set forth in
the written order of the City Manager. Any earnings of the
reinstated employee from other employment during his period of
suspension shall be deducted from the amount of back pay ordered
by the City Manager.
ARTICLE 50
GRIEVANCE PROCEDURE REPRESENTATION
50.1 Employees shall have the right to be represented in
grievance matters in the following manner:
50.1.1 Employees shall have the right to represent
f"'"'. themselves individually in grievance matters.
50.1.2 Employees may designate a representative to
represent them in grievance matters.
50.1.3 No supervisor shall be represented in grievance
matters by an employee whom he may supervise.
50.1.4 No employee shall be represented in grievance
matters by a supervisor for whom he may work.
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ARTICLE 51
INSURANCE
51.1 Health Insurance
51.1.1 ANAHEIM agrees to sponsor the City Medical Plan,
Kaiser Foundation Health Plan, and other prepaid
and /or insured health plans recommended by the
Joint Committee on Medical Programs and approved by
the City Council.
51.1.2 ANAHEIM and Employee Contributions
51.1.2.1 ANAHEIM Contributions
51.1.2.1.1 For all prepaid and /or insured medical
plans sponsored by ANAHEIM will pay a
monthly amount equal to 100% of the
Kaiser monthly rate for the term of
this Memorandum.
51.1.2.1.2 For the self funded City Medical Plan,
during the term of this Memorandum
ANAHEIM shall contribute 110% of the
monthly Kaiser Rate.
51.1.2.1.3 For the various dental ,plans, ANAHEIM
will during the term of this Memorandum
pay an amount equal to 100% of the
monthly 1984 Safeguard rate.
Single 11.00
Two Party 17.10
Family 24.66
51.1.2.2 Employee Contributions
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51.1.2.2.1 Employees who select a prepaid or
insured medical plan other than Kaiser
shall be required to contribute an
amount equal to 100% of the excess
amount over the Kaiser monthly rate.
Employees who select the self - funded
City Medical Plan shall be required to
pay the difference between the total
cost of the plan and the City
contribution schedule established in
Article 51.1.2.1.2.
51.1.2.2.2 Employees who select a dental plan
other than Safeguard will be required
to contribute an amount equal to 100%
of the excess amount over the 1984
Safeguard monthly rate.
51.1.3 The City Medical Plan shall be described in a
booklet which shall become a part of this
Memorandum by reference. Changes recommended by
the Joint Committee on Medical Programs and
approved by the City Council shall also become a
part of this Memorandum by reference.
51.1.4 For all medical plans, married Anaheim employee
couples shall be allowed only one medical plan and
only one dental plan to cover all family members,
and married Anaheim employee couples covered by a
single enrollment shall pay no health insurance
premium while both spouses are employed by ANAHEIM.
51.1.5 Proof of marriage will be required of all employees
enrolled in any City Medical plan to enroll a
dependent spouse.
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51.1.6 The Master contract is between ANAHEIM and the plan
administrator shall govern in the event of any
disputes over any matter within the provisions of
the contract.
51.1.7 The benefit schedules for the prepaid HMO health
plans will not be modified unilaterally by ANAHEIM,
except that each company may, from time to time,
make revisions to master contract language or
impose minor benefit modifications. If an imposed
benefit modification results in a monthly fee
increase, the cost - sharing provisions of this
Memorandum in effect on the date the fee increase
is effective shall be applied to the new fees.
51.2 Life Insurance
51.2.1 For Life Insurance ANAHEIM agrees to provide group
term life insurance during the term of this
Memorandum according to the following schedule:
Annual Salary Volume
$ 0 - $ 5000 $ 5000
5001 - 10000 10000
10001 - 15000 15000
15001 - 20000 20000
20001 - or above 25000
Dependent coverage with an insurance volume up to
$1000 per dependent may be added to the life
insurance coverage at the option of the employee.
51.2.1.1 ANAHEIM agrees to provide supplemental term
life insurance equal to the amount provided in
accordance with Article 51.2.1. One hundred
percent (100 %) of the cost of the supplemental
term life insurance shall be paid by the
employee.
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51.2.2 ANAHEIM shall contribute one -half (1/2) the cost of
the premium for group term life insurance and
dependent coverage. The employee shall contribute
the difference between the ANAHEIM contribution and
the total premium cost.
51.2.3 An employee who retires shall receive a paid -up
life insurance policy, paid for wholly by ANAHEIM,
with a face value of $100.00 for each complete year
of service and $50.00 for more than six months, but
less than a complete year of service up to a
maximum of $2,000.00
51.2.4 Permanent and Total Disability Life Insurance
Benefit.
51.2.4.1 Employees eligible to retire: Such employee
who is permanently and totally disabled shall
receive the following Life Insurance benefit:
(a) $100 paid up life insurance for
each year of service as provided under
the Retired Life Insurance Program.
(b) Decreasing term life insurance
in the amount of the employee's Basic
Life insurance less the paid up life
insurance described above. Such term
life insurance shall decrease by 1/60
of the adjusted value each month until
the face value of such insurance
reaches zero (5 years).
(c) The permanently and totally
disabled employee will pay no premium
during the term of this benefit.
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51.2.4.2 Employees not eligible to retire: Such employee
shall receive the following Life Insurance
benefit:
(a) Decreasing term life insurance in
the amount of the employee's Basic Life
Insurance. Such term insurance shall
decrease by 1/60 of the original amount
each month until the face value reaches
zero (5 years).
(b) The permanently and totally
disabled employee shall pay no premium
during the term of this benefit.
51.3 Long Term Disability Benefits
51.3.1 ANAHEIM agrees to pay for long term disability
insurance during the term of this Memorandum
51.3.2 An employee shall not be eligible to receive long
term disability benefits until he /she has completed
one (1) year of service.
/"."'" 51.4 Dental Plans
51.4.1 ANAHEIM agrees to continue sponsorship of the fee
for service dental plan.
51.4.2 ANAHEIM agrees to continue sponsorship of prepaid
dental plans.
51.5 Short Term Disability
51.5.1 ANAHEIM agrees to continue sponsorship of the
employee paid short -term disability insurance
coverage for presently enrolled employees during the
term of this Memorandum.
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51.5.2 ANAHEIM agrees to provide the existing Short Term
Disability plan in accordance with 39.3. ANAHEIM
agrees to pay ANAHEIM'S portion of medical, dental,
life, and optical insurance while absent due to
illness or injury and while collecting short term
disability benefits.
51.6 Pensions
51.6.1 ANAHEIM agrees to amend its' contract with PERS to
provide the following benefits effective June 19,
1992, to the classifications of Detention Officer
and Senior Detention Officer:
(a) 2% at age 50 (Government Code Section
21252.01).
(b) Highest year final averaging
(Government Code Section 20024.2)
(c) Post Retirement Survivors Allowance
(Government Code Sections 21263,
21263.1, 21263.3)
(d) Credit for unused sick leave
(Government Code Section 20862.8)
51.6.2 ANAHEIM shall contribute 7% (seven percent) of the
employee contribution for retirement benefits for
employees currently making a 7% (seven percent)
contribution and ANAHEIM shall contribute 9% (nine
percent) of the employee contribution for
retirement benefits for employees currently making
a 9% (nine percent) contribution in accordance with
the provisions of the contract between ANAHEIM and
the Public Employees' Retirement System.
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51.6.3 ANAHEIM shall contribute a portion of the cost of
employee survivors' benefits in accordance with the
provisions of the above contract.
51.6.4 ANAHEIM agrees to adopt Section 21266 of the
California Government Code, Post Retirement
Survivor Allowance to continue after remarriage as
early as possible.
ARTICLE 52
POST RETIREMENT MEDICAL BENEFITS
52.1 Regular, full -time employees in the classified service in
classifications listed in Appendix "A ", who are enrolled as
subscriber in an ANAHEIM sponsored health plan at the time of
separation from ANAHEIM service shall be eligible to participate
,,".., in any ANAHEIM sponsored health (medical benefits only) plan as a
retiree.
52.1.1 Employees who retired prior to January 1, 1988,
who were eligible for post retirement health
benefits at the time of their separation from
ANAHEIM service and who maintain continuous
membership in good standing shall pay monthly
premiums in accordance with the following
schedule:
Single coverage 15.00 monthly
Two party coverage 15.00 monthly
Family coverage 45.00 monthly
52.1.2 The surviving spouse of the retiree may continue
coverage under the same terms and conditions.
52.1.3 Employees who were hired prior to January 1,
1984, and who retire on or after January 1,
1988, and prior to January 1, 1994, and who meet
the requirements described below shall be
eligible to participate in any ANAHEIM sponsored
health plan.
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52.1.3.1 The employees must have completed at least five
(5) years of continuous, full time ANAHEIM
service on the date of retirement, and
52.1.3.2 The employee must have been awarded a retirement
from the Public Employees' Retirement System
( "PERS ") as the reason for separation from
ANAHEIM service, and
52.1.3.3 PERS retirement benefits must commence no later
than the first day of the month following the
date of separation from ANAHEIM service. 52.1.3.4 ANAHEIM shall contribute towards the premium
costs of any ANAHEIM sponsored health plan
elected by the employee up to the amount
contributed by ANAHEIM towards the cost of the
Employee Medical Plan Option I in the year prior
to the employee's retirement.
52.1.3.5 The surviving spouse of the retiree may continue
coverage under the same terms and conditions.
52.1.4 Employees who retire on or after January 1, 1988,
and who meet the requirements described below shall
be eligible to participate in any ANAHEIM sponsored
health plan.
52.1.4.1 The employees must have completed at least ten
(10) years of continuous, full time ANAHEIM
service on the date of retirement, and
52.1.4.2 The employee must have been awarded a retirement
from PERS as the reason for separation from
ANAHEIM service, and
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52.1.4.3 PERS retirement benefits must commence no
laterthan the first day of the month following
the date of separation from ANAHEIM service, OR
52.1.4.4 The employee must have been awarded a disability
retirement (Ordinary or Industrial) from PERS as
the reason for separation from ANAHEIM service.
52.1.4.5 ANAHEIM shall contribute towards the premium
costs of the ANAHEIM sponsored health plan
elected by the employee according to the
following schedule:
52.1.4.5.1 For Service Retirements, the
contribution shall be a percentage of
the annual Single or Two Party
contribution made by ANAHEIM on behalf
of active employees, the percentage
equal to one and one half (1.5) times
the miscellaneous PERS retirement
schedule, to a maximum contribution of
95% based on the employee's age and
consecutive years of Anaheim service at
the time of retirement. ANAHEIM service
�,.. and the retiree's age shall be
calculated to the nearest complete one
quarter year.
52.1.4.5.2 For Disability Retirements, the
contribution shall be a percentage of
the annual Single or Two Party
contribution made by ANAHEIM on behalf
of active employees, the percentage
equal to 2% for each year of service to
a maximum contribution of 95% based on
the employee's consecutive years of
Anaheim service shall be calculated to
the nearest complete one quarter year.
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52.1.4.5.3 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.
52.1.4.5.4 The ANAHEIM contribution shall be based
on the Two party rate only for those
employees who properly enroll a
dependent spouse or other family members
prior to retirement, and shall continue
only as long as the retiree maintains
coverage for such dependents in ANAHEIM
sponsored health plans. Nothing in this
Article shall prevent a retiree from
properly enrolling new dependents at the
retiree's cost.
52.1.4.5.5 The full value of any MediCare credits
provided to ANAHEIM or MediCare
surcharges imposed on ANAHEIM by virtue
of a retiree's participation or
nonparticipation in MediCare shall be
passed on to the retiree in the form of
reduced or increased premium costs.
52.1.4.5.6 The surviving spouse of the retiree may
continue coverage under the same terms
and conditions provided that the
surviving spouse was properly enrolled
at the time of the employee's retirement
and that dependent coverage was
continuously maintained during the
employee's retirement.
52.1.5 Any employee who retires from ANAHEIM service and
who is eligible to receive a benefit under this
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Article may elect any benefit for which they are
eligible at the time of retirement. Such election
shall be irrevocable.
52.1.6 The following conditions shall apply to all
retirees who have post retirement medical benefit
coverage under this Article:
52.1.6.1 Once cancelled for any reason, coverage shall
not be reinstated.
52.1.6.2 Coverage shall be cancelled for non payment of
~* fees after three months in arrears.
52.1.6.3 There shall be Coordination of Benefits where
other insurance exists.
52.1.6.4 Retirees may change plans and add dependents
only during the annual open enrollment period,
except that the surviving spouse of a retiree
may not enroll a new spouse.
52.1.6.5 Vision Care benefits provided under the
Employee Medical Plan are excluded from
benefits for retired employees.
ARTICLE 53
PHYSICAL EXAMINATIONS
53.1 In order to be eligible for employment with ANAHEIM,
candidates shall be required to pass a physical examination, the
character of which shall be in accordance with standards
established by the Human Resources Director.
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53.2 In order to be eligible for promotion or transfer to a
job class in a category requiring greater physical qualification
than his present job class, any employee must pass the
appropriate physical examination.
53.3 Any employee who returns to work after an absence in
excess of forty -eight (48) consecutive working hours due to
illness or physical incapacity may be required by his department
head to undergo a physical examination.
53.3.1 Any employee who fails to pass a physical
examination required under the provisions of
Article 53.3 may be transferred or demoted to a
position requiring lesser physical qualifications,
recommended for disability retirement, or
terminated.
53.4 All physical examinations required under the provisions
of this Article shall be performed by a physician in active
practice licensed by California State Law and within the scope
of his practice as defined by California State Law.
53.4.1 Exceptions to the provisions of Article 53.4 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.
53.5 ANAHEIM shall pay for any physical examination required
under the provisions of this Article.
ARTICLE 54
JOINT COMMITTEE ON MEDICAL PROGRAMS
54.1 The parties to this agreement, in recognition of the need
to provide an adequate level of medical care coverage at a
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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.
54.2 Serving on the committee with Human Resources Department
staff and operating Department management staff will be two
members from the Anaheim Municipal Employees Association (General
Employees Unit).
54.3 This committee will meet as often as is necessary during
f ,,..,, 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.
54.4 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
/0^ beneficial to all concerned.
ARTICLE 55
AGENCY SHOP
55.1 ANAHEIM agrees to implement an agency shop in accordance
with Section 3502.5 of the Government Code.
ARTICLE 56
NOTIFICATION OF CONTRACTING OUT
56.1 ANAHEIM agrees to notify the AMEA of possible contracting
out of City work or services if such contracting out will have a
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significant long term impact on work performed by employees in
classifications represented by AMER.
56.1.1 Such notification will be given before a
decision to contract out is made; and
56.1.2 AMEA will have an opportunity to comment prior
to a determination by ANAHEIM to enter into
contracting arrangements.
ARTICLE 57
NO STRIKE
57.1 The AMEA agrees that under the terms of this Memorandum,
the AMEA and /or its members shall not conduct any strikes,
slowdowns or other work stoppages against ANAHEIM, or to
withdraw from assignments to standby duty during any grievance
or dispute which may arise out of the application or
interpretation of the terms or conditions of this Memorandum or
any matter subject to review through the GRIEVANCE PROCEDURE.
ARTICLE 58
UNIFORMS AND HAND TOOLS
58.1 ANAHEIM agrees to replace hand tools used by the
employees of the Fleet Maintenance Division that are damaged,
broken or worn out, in the course of their employment.
58.2 ANAHEIM reserves the right to establish the minimum
quality of tools to be replaced and to require the broken,
damaged, or worn out tool to be turned in for replacement.
58.3 ANAHEIM agrees to provide coveralls for employees of the
Fleet Maintenance Division of the Maintenance Department.
58.4 Employees in the Street Division, Maintenance Department,
assigned to the asphalt group shall be provided clothing
allowances as follows:
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58.4.1 The clothing allowance will be paid once a year to
those employees assigned to the asphalt crew on the
date the clothing allowances are paid.
58.4.2 The annual clothing allowance shall be $250.00.
58.4.3 Probationary employees are not eligible for
clothing allowances.
58.4.4 Only full -time regular employees are eligible for
clothing allowance.
58.5 ANAHEIM agrees to provide five (5) orange shirts
initially and three (3) annually thereafter for employees of the
asphalt crew of the Maintenance Department, such shirts to be
laundered and maintained by employees. Asphalt crew employees
will be required to wear these shirts while at work.
ARTICLE 59
CERTIFICATION PAY
59.1 Employees in the following job classes shall receive
mechanic certification pay upon certification as a Master
Automobile Technician, Master Heavy -Duty Truck Technician or
Master Auto Body Technician by the National Institute for
" Automotive Service Excellence:
Automotive Mechanic
Equipment Mechanic
Motorcycle Mechanic
Lead Automotive Mechanic
Lead Automotive Mechanic (VF)
Lead Equipment Mechanic
59.1.1 Mechanic certification pay will be paid once each
fiscal year during the pay period that includes
November 16. Upon an employee's initial
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certification, the employee will be eligible for
mechanic certification pay for that fiscal year
immediately upon submission of verification.
Eligibility for annual certification pay will
continue only if the employee is recertified as
provided by The National Institute for Automotive
Service Excellence.
59.1.2 Mechanic certification pay shall be $1,000.00.
59.1.3 Probationary employees are not eligible for mechanic
certification pay.
59.1.4 Only full -time regular employees are eligible for
mechanic certification pay.
59.2 Employees in the following job classes shall receive
inspection certification pay upon certification as Combination
Inspector, Electrical Inspector, Plumbing Inspector, Building
Inspector or Mechanical Inspector by the International Conference
of Building Officials:
Electrical Inspector
Building Inspector II
.,, Senior Building Inspector
Senior Electrical Inspector
59.2.1 Inspection certification pay will be paid once each
fiscal year during the pay period that includes
November 16. Upon an employee's initial
certification, the employee will be eligible for
inspection certification pay for that fiscal year
immediately upon submission of verification.
Eligibility for annual certification pay will
continue only if the employee is recertified as
provided by the International Conference of Building
Officials.
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59.2.2 Inspection certification pay shall be $1000.00.
There shall be no additional compensation for
multiple certifications.
59.2.3 Probationary employees are not eligible for
inspection certification pay.
59.2.4 Only full -time regular employees are eligible for
inspection certification pay.
59.3 Employees in the following job classes shall receive plan
checking certification pay upon certification as Plans Examiner
by the International Conference of Building Officials:
Fire Safety Specialist
Plan Checker II
59.3.1 Plan checking certification pay will be paid once
each fiscal year during the pay period that includes
November 16. Upon an employee's initial
certification, the employee will be eligible for
plan checking certification pay for that fiscal year
immediately upon submission of verification.
Eligibility for annual certification pay will
continue only if the employee is recertified as
provided by the International conference of Building
Officials.
59.3.2 Plan checking certification pay shall be $1000.00.
There shall be no additional compensation for
multiple certifications. A maximum of $1000.00
certification pay is paid each fiscal year if an
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employee is eligible for both inspection certification
pay and plan checking certification pay.
59.3.3 Probationary employees are not eligible for plan
checking certification pay.
59.3.4 Only full -time regular employees are eligible for plan
checking certification pay.
59.4 Employees in the following job classes shall receive tree
trimming certification pay upon certification as a Certified
Arborist by the International Society of Arboriculture:
Lead Tree Trimmer
Tree Trimmer Assistant - (Upon completion of the
Tree Timmer Training Program).
Tree Trimmer
Tree Services Coordinator
59.4.1 Tree Trimming certification pay will be paid once each
fiscal year during the pay period that includes
November 16. Upon an employee's initial certification,
the employee will be eligible for tree trimming
certification a for that fiscal
p y year immediately upon
submission of verification. Eligibility for annual
certification pay will continue only if the employee is
recertified as provided by the International Society of
Arboriculture.
59.4.2 Tree Trimming certification pay shall be $500.00.
59.4.3 Probationary employees are not eligible for tree
trimming certification pay.
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59.4.4 Only full -time regular employees are eligible for
tree trimming certification pay.
ARTICLE 60
STATE LICENSING
60.1 When ANAHEIM determines that the duties of a position
require a Drivers License other than the class "C" California
Drivers License, then ANAHEIM will provide employees assigned to
such positions (a) training in vehicle operation, (b) a vehicle
to be used in the testing process, (c) payment of any required
medical examination, and (d) payment for the difference in cost
between such Drivers License and a class "C" Drivers License.
60.2 In the event ANAHEIM assigns employees duties requiring
application of pesticides for which possession of a state
license becomes required by the state or ANAHEIM, then ANAHEIM
shall upon request of AMEA reopen this agreement and meet and
confer concerning compensation for such required license.
ARTICLE 61
SAFETY COMMITTEE
61.1 ANAHEIM and the AMEA agree that A Safety Committee will
be established in the following divisions:
f' Building and Planning /Zoning
Parks
Fleet Maintenance
Maintenance Operations
Water - Field
61.2 ANAHEIM and the AMEA agree that one -half of the
membership of the Safety Committee in each division shall be
employees elected by non - supervisory employees in that
division. The Safety Committee in each division shall be
composed of employees in classifications established by the
Department Head.
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ARTICLE 62
TRAINING COMMITTEE
62.1 ANAHEIM and the AMEA agree that a Training Committee will
be established in the following depaktments:
Maintenance
Parks, Recreation and Community Services
62.2 ANAHEIM and the AMEA agree that one -half of the
membership of the Training Committee in each department shall be
employees elected by non - supervisory employees in that
department. The Training Committee in each department shall be
r composed of employees in classifications established by the
Department Head.
ARTICLE 63
TRANSFER OF CLASSIFICATIONS
63.1 Effective October 12, 1990, the following classifications
will be transferred from the Clerical Employees Unit into the
General City Employees Unit:
Data Control Specialist
Senior Data Control Specialist
ARTICLE 64
IMPLEMENTATION OF MEMORANDUM OF UNDERSTANDING
64.1 Notwithstanding any other provisions of this Memorandum,
the following modifications to this Memorandum of Understanding
will become effective on the date indicated.
ARTICLE PROVISION EFFECTIVE DATE
ALL Non - economic First pay period
language changes after MOU
approval.
-84-
Insurance Spousal Continuation Upon completion of
PERS contract
modification.
Insurance Additional Life Ins. Upon acceptance of the
carrier.
Vacation Change in vacation First pay period
cap after MOU approval.
Vacation Change in annual Vacation payoff for
payoff an additional 40
hours will occur
upon submission of
request documents by
AMEA after MOU
approval.
General Additional job First pay period
Overtime classes eligible after MOU approval.
for double time
Temporary Additional job classes First pay period
Upgrade eligible for upgrade after MOU approval.
pay
Certifi- New Compensation and New and /or additional
cation Pay compensation this
fiscal year will be
paid within 30 days
after MOU approval.
ARTICLE 65
CONSTRUCTION
65.1 Nothing in this agreement shall be construed to deny any
person or employee the rights granted by Federal and State laws
and City Charter provisions. The rights, powers and authority of
the City Council in all matters, including the right to maintain
any legal action, shall not be modified or restricted by this
agreement. The provisions of this agreement are not intended to
conflict with the provisions of Chapter 10, Division 4, Title 1
of the Government Code of the State of California (Sections 3500,
et seq.) as amended in 1982.
ARTICLE 66
SAVINGS CLAUSE
66.1 The resolution of ANAHEIM shall provide that if any
provision of this Memorandum or the resolution is at any time, or
-85-
in any way, held to be contrary to any law by any court of proper
jurisdiction, the remainder of this Memorandum and the remainder
of the resolution shall not be affected thereby, and shall remain
in full force and effect.
ARTICLE 67
DURATION
67.1 The terms of this Memorandum are to remain in full force
and effect until the 7th day of October, 1993. Upon adoption of
a resolution approving this Memorandum and the terms hereof by
the City Council of the City of Anaheim, this Memorandum shall
be in full force and effect as of the 12th day of October, 1990.
,"'"" STAFF f FICIALS OF THE ANAHEIM MUNICIPAL EMPLOYEES
CITY •-r ANAHEIM, a ASSOCIATION
muni• •al corp. tion AO i ' •
By hit �I�,, - 8U/...,.4-.0, )• _-_1,- -,
By ...Le.,-...... " .__/./ • / By �;M .�ar L ..! )
.
By �1��►/� By < <�/�.� Of ♦ .
AO f� /
'4 By By Y _..��.-
qua B :.4 _ By : -- /4• 4■.' _
/_ By ! ! 1 L i _ 4 ', . -.I�
By .,�- o �c . 6. I B _ MLA -
By By ��l'� /�_A/
B By &Ii5i�L/
B By'i - _ ,1f .
Allow
By By. /.. - • 11(
:00!/, AM uut,
-,
:. "Aws„ram..."40.,
Dated: ").'s 1 Dated: 2 or f
2.5
GEN3s1 /D
-86-
i A
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION - GENERAL UNIT
APPENDIX "A'
WAGES
October 12, 1990 through October 10, 1991
CLASSIFICATION SCHED /STEP HOURLY RATES MONTHLY RATES ANNUAL RATES
ASSISTANT CIVIL ENGINEER X 2147 J -E $16.82 - $21.47 $2,915.47 - $3,721.47 $34,985.60 - 844,657.60
ASSISTANT PLANNER X 1999 A -E $16.45 - $19.99 $2,851.33 - $3,464.93 $34,216.00 - $41,579.20
ASSISTANT REPROGRAPHICS /MAIL SUPERVISOR U2 1571 J -E $12.31 - $15.71 $2,133.73 - $2,723.07 $25,604.80 - $32,676.80
ASSISTANT TRAFFIC ENGINEER X 2147 J -E $16.82 - $21.47 $2,915.47 - $3,721.47 $34,985.60 - $44,657.60
AUTO PARTS COORDINATOR 1902 J -E $14.90 - $19.02 $2,582.67 - $3,296.80 $30,992.00 - $39,561.60
AUTOMOTIVE & EQUIPMENT SERVICE WORKER 1290 P -E $8.73 - $12.90 $1,513.20 - $2,236.00 $18,158.40 - $26,832.00
AUTOMOTIVE MECHANIC 1654 J -E $12.96 - $16.54 $2,246.40 - $2,866.93 $26,956.80 - $34,403.20
BINDERY WORKER U2 1086 J -E $8.51 - $10.86 $1,475.07 - $1,882.40 $17,700.80 - $22,588.80
BUILDING INSPECTOR 1 1633 J -E $12.80 - $16.33 $2,218.67 - $2,830.53 $26,624.00 - $33,966.40
BUILDING INSPECTOR II 1921 J -E $15.05 - $19.21 $2,608.61 - $3,329.73 $31,304.00 - $39,956.80
CABINET MAKER 1150 J -E $13.71 - $17.50 $2,376.40 - $3,033.33 $28,516.80 - $36,400.00
gar FINISHER 1667 J -E $13.06 - $16.67 $2,263.73 - $2,889.47 $27,164.80 - $34,673.60
f 'T FINISHER TRAINEE 1347 C -E $12.22 - $13.47 $2,118.13 - $2,334.80 $25,417.60 - $28,017.60
LL.._nT SAW OPERATOR U2 1750 C -E $15.87 - $17.50 $2,750.80 - $3,033.33 $33,009.60 - $36,400.00
CODE ENFORCEMENT OFFICER I 1514 J -E $11.86 - $15.14 $2,055.73 - $2,624.27 $24,668.80 - $31,491.20
CODE ENFORCEMENT OFFICER II 1781 J -E $13.95 - $17.81 $2,418.00 - $3,087.07 $29,016.00 - $37,044.80
CODE ENFORCEMENT OFFICER III 1959 A -E $16.12 - $19.59 $2,794.13 - $3,395.60 $33,529.60 - $40,747.20
COMMUNITY SERVICES OUTREACH WORKER 1296 J -E $10.15 - $12.96 $1,759.33 - $2,246.40 $21,112.00 - $26,956.80
COMMUNITY SERVICES SPECIALIST X 1525 J -E $11.95 - $15.25 $2,071.33 - $2,643.33 $24,856.00 - $31,720.00
COMPUTER OPERATOR I 1155 A -E $9.50 - $11.55 $1,646.67 - $2,002.00 $19,760.00 - $24,024.00
COMPUTER OPERATOR II U2 1348 J -E $10.56 - $13.48 $1,830.40 - $2,336.53 $21,964.80 - $28,038.40
CONSTRUCTION INSPECTOR I 1635 J -E $12.81 - $16.35 $2,220.40 - $2,834.00 $26,644.80 - $34,008.00
CONSTRUCTION INSPECTOR II 1924 J -E $15.08 - $19.24 $2,613.87 - $3,334.93 $31,366.40 - $40,019.20
CRIME STATISTICS TECHNICIAN X 1741 J -E $13.64 - $17.41 $2,364.27 - $3,017.73 $28,371.20 - $36,212.80
CUSTODIAN S 1121 P -E $7.59 - $11.21 $1,315.60 - $1,943.01 $15,787.20 - $23,316.80
CUSTODIAN - FLOORS S 1155 P -E $7.82 - $11.55 $1,355.47 - $2,002.00 $16,265.60 - $24,024.00
DATA COMMUNICATIONS NETWORK TECHNICIAN I 1102 J -E $13.34 - $17.02 $2,312.27 - $2,950.13 $27,747.20 - $35,401.60
DATA COMMUNICATIONS NETWORK TECHNICIAN II 2002 A -E $16.47 - $20.02 $2,854.80 - $3,470.13 $34,257.60 - $41,641.60
DATA CONTROL SPECIALIST 1348 J -E $10.56 - $13.48 $1,830.40 - $2,336.53 $21,964.80 - $28,038.40
(t' TECHNICIAN 1463 J -E $11.46 - $14.63 $1,986.40 - $2,535.87 $23,836.80 - $30,430.40
EL__,RICAL INSPECTOR 1921 J -E $15.05 - $19.21 $2,608.67 - $3,329.73 $31,304.00 - $39,956.80
ELECTRICAL UTILITY INSPECTOR 2020 J -E $15.83 - $20.20 $2,743.87 - $3;501.33 $32,926.40 - $42,016.00
EMERGENCY SERVICES REPRESENTATIVE 1472 J -E $11.53 - $14.72 $1,998.53 - $2,551.41 $23,982.40 - $30,617.60
ENGINEERING AIDE 1463 J -E $11.46 - $14.63 $1,986.40 - $2,535.87 $23,836.80 - $30,430.40
ENGINEERING REPRESENTATIVE U2 2065 J -E $16.18 - $20.65 $2,804.53 - $3,579.33 $33,654.40 - $42,952.00
EQUIPMENT MECHANIC U2 1719 J -E $13.47 - $17.19 $2,334.80 - $2,979.60 $28,017.60 - $35,755.20
EVENT SERVICES SPECIALIST 1678 A -E $13.81 - $16.78 $2,393.73 - $2,908.53 $28,724.80 - $34,902.40
FIRE INSPECTOR 2019 J -E $15.82 - $20.19 $2,742.13 - $3,499.60 $32,905.60 - $41,995.20
FIRE SAFETY SPECIALIST 2208 J -E $17.30 - $22.08 $2,998.67 - $3,827.20 $35,984.00 - $45,926.40
GOLF COURSE MAINTENANCE WORKER 1409 P -E $9.54 - $14.09 $1,653.60 - $2,442.27 $19,843.20 - $29,307.20
HAZARDOUS MATERIALS SPECIALIST 2221 J -E $17.40 - $22.21 $3,016.00 - $3,849.73 $36,192.00 - $46,196.80
HEAVY EQUIPMENT OPERATOR STREETS U2 1649 J -E $12.92 - $16.49 $2,239.47 - $2,858.27 $26,873.60 - $34,299.20
HOUSING COUNSELOR X 1678 A -E $13.81 - $16.78 $2,393.73 - $2,908.53 $28,724.80 - $34,902.40
HOUSING EDUCATION REPRESENTATIVE X 1678 A -E $13.81 - $16.78 $2,393.73 - $2,908.53 $28,724.80 - $34,902.40
HOUSING LOAN COUNSELOR X 1983 A -E $16.31 - $19.83 $2,827.07 - $3,437.20 $33,924.80 - $41,246.40
HOUSING REHABILITATION COUNSELOR I 1633 J -E $12.80 - $16.33 $2,218.67 - $2,830.53 $26,624.00 - $33,966.40
HOUSING REHABILITATION COUNSELOR II X 1921 A -E $15.80 - $19.21 $2,738.67 - $3,329.73 $32,864.00 - $39,956.80
ANAHEIM shall pay 7% or 9% of the employee contribution towards PERS.(Article 51.6.2.)
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ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION - GENERAL UNIT
APPENDIX 'A'
WAGES
October 12, 1990 through October 10, 1991
CLASSIFICATION SCHED /STEP HOURLY RATES MONTHLY RATES ANNUAL RATES
HOUSING SPECIALIST X 1525 A -E $12.55 - $15.25 $2,175.33 - $2,643.33 $26,104.00 - $31,720.00
HOUSING SUPERVISOR X 1754 A -E $14.43 - $17.54 $2,501.20 - $3,040.27 $30,014.40 - $36,483.20
IDENTIFICATION TECHNICAN I 1429 J -E $11.20 - $14.29 $1,941.33 - $2,476.93 $23,296.00 - $29,723.20
IDENTIFICATION TECHNICIAN 11 1786 A -E $14.69 - $17.86 $2,546.27 - $3,095.73 $30,555.20 - $37,148.80
JAILER 1587 J -E $12.43 - $15.87 $2,154.53 - $2,750.80 $25,854.40 - $33,009.60
JOB TRAINING PROGRAM ASSISTANT X 1487 J -E $11.65 - $14.87 $2,019.33 - $2,577.47 $24,232.00 - $30,929.60
LABORER S 1222 P -E $8.21 - $12.22 $1,433.47 - $2,118.13 $17,201.60 - $25,417.60
LANDSCAPE DESIGNER I 1291 J -E $10.12 - $12.91 $1,754.13 - $2,237.73 $21,049.60 - $26,852.80
LANDSCAPE DESIGNER II 1721 J -E $13.48 - $17.21 $2,336.53 - $2,983.07 $28,038.40 - $35,796.80
LAYOUT COMPOSER 1309 J -E $10.26 - $13.09 $1,778.40 - $2,268.93 $21,340.80 - $27,227.20
LEAD AUTO MECHANIC - VF U2 1985 D -E $18.90 - $19.85 $3,276.00 - $3,440.67 $39,312.00 - $41,288.00
ewk AUTOMOTIVE MECHANIC U2 1902 D -E $18.11 - $19.02 $3,139.07 - $3,296.80 $37,668.80 - $39,561.60
OMPUTER OPERATOR U2 1694 A -E $13.94 - $16.94 $2,416.27 - $2,936.27 $28,995.20 - $35,235.20
tr -w CUSTODIAN- FLOORS U2 1323 C -E $12.00 - $13.23 $2,080.00 - $2,293.20 $24,960.00 - $27,518.40
LEAD EQUIPMENT MECHANIC U2 1977 D -E $18.83 - $19.77 $3,263.87 - $3,426.80 $39,166.40 - $41,121.60
LEAD FACILITIES MAINTENANCE WORKER U2 2000 B -E $17.28 - $20.00 $2,995.20 - $3,466.67 $35,942.40 - $41,600.00
LEAD GOLF COURSE MAINTENANCE WORKER U2 1620 C -E $14.69 - $16.20 $2,546.27 - $2,808.00 $30,555.20 - $33,696.00
LEAD SECURITY GUARD SU2 1354 D -E $12.90 - $13.54 $2,236.00 - $2,346.93 $26,832.00 - $28,163.20
LEAD STREET MAINTENANCE WORKER U2 1946 A -E $16.01 - $19.46 $2,775.07 - $3,373.07 $33,300.80 - $40,476.80
LEAD TREE TRIMMER U2 1701 D -E $16.20 - $17.01 $2,808.00 - $2,948.40 $33,696.00 - $35,380.80
LEAD WELDER - HYDRAULIC MECHANIC U2 2063 D -E $19.65 - $20.63 $3,406.00 - $3,575.87 $40,872.00 - $42,910.40
LIBRARIAN I X 1688 J -E $13.23 - $16.88 $2,293.20 - $2,925.87 $27,518.40 - $35,110.40
LIBRARIAN II X 1815 A -E $14.93 - $18.15 $2,587.87 - $3,146.00 $31,054.40 - $37,752.00
LIBRARIAN III X 1941 A -E $15.97 - $19.41 $2,768.13 - $3,364.40 $33,217.60 - $40,372.80
LIBRARY GRAPHIC ARTIST X 1688 J -E $13.23 - $16.88 $2,293.20 - $2,925.87 $27,518.40 - $35,110.40
LIBRARY TECHNICIAN 1350 A -E $11.11 - $13.50 $1,925.73 - $2,340.00 $23,108.80 - $28,080.00
MAINTENANCE CARPENTER 1667 J -E $13.06 - $16.67 $2,263.73 - $2,889.47 $27,164.80 - $34,673.60
MAINTENANCE CARPENTER TRAINEE 1347 C -E $12.22 - $13.47 $2,118.13 - $2,334.80 $25,417.60 - $28,017.60
hTENANCE COORDINATOR U2 1875 J -E $14.69 - $18.75 $2,546.27 - $3,250.00 $30,555.20 - $39,000.00
ENANCE LOCKSMITH 1750 J -E $13.71 - $17.50 $2,376.40 - $3,033.33 $28,516.80 - $36,400.00
MAINTENANCE PAINTER 1667 J -E $13.06 - $16.67 $2,263.73 - $2,889.47 $21,164.80 - $34,673.60
MAINTENANCE PAINTER TRAINEE 1347 C -E $12.22 - $13.47 $2,118.13 - $2,334.80 $25,417.60 - $28,017.60
MAINTENANCE PLUMBER /CONSTR WORKER 1667 J -E $13.06 - $16.67 $2,263.73 - $2,889.47 $27,164.80 - $34,673.60
MAINTENANCE PLUMBER /CONSTR WORKER TRAINEE 1347 C -E $12.22 - $13.47 $2,118.13 - $2,334.80 $25,417.60 - $28,017.60
MASONRY WORKER 1667 A -E $13.71 - $16.67 $2,376.40 - $2,889.47 $28,516.80 - $34,673.60
MECHANIC HELPER 1406 J -E $11.02 - $14.06 $1,910.13 - $2,437.07 $22,921.60 - $29,244.80
MEDIA PRODUCTION SPECIALIST 1965 J -E $15.40 - $19.65 $2,669.33 - $3,406.00 $32,032.00 - $40,872.00
MOTOR SWEEPER OPERATOR U2 1599 J -E $12.53 - $15.99 $2,171.87 - $2,771.60 $26,062.40 - $33,259.20
MOTORCYCLE MECHANIC U2 1695 J-E $13.28 - $16.95 $2,301.87 - $2,938.00 $27,622.40 - $35,256.00
NEIGHBORHOOD PROGRAMS COORDINATOR X 2113 A -E $17.38 - $21.13 $3,012.53 - $3,662.53 $36,150.40 - $43,950.40
OCCUPANCY SPECIALIST 1296 A -E $10.66 - $12.96 $1,847.73 - $2,246.40 $22,172.80 - $26,956.80
OFFSET PRESS OPERATOR SU2 1309 J -E $10.26 - $13.09 $1,778.40 - $2,268.93 $21,340.80 - $27,227.20
PARK MAINTENANCE WORKER I U2 1409 J -E $11.04 - $14.09 $1,913.60 - $2,442.27 $22,963.20 - $29,307.20
PARK MAINTENANCE WORKER I1 U2 1515 A -E $12.46 - $15.15 $2,159.73 - $2,626.00 $25,916.80 - $31,512.00
PARK PLANNING AIDE X 1699 A -E $13.98 - $16.99 $2,423.20 - $2,944.93 $29,078.40 - $35,339.20
PARK PLANNING ASSISTANT X 1999 A -E $16.45 - $19.99 $2,851.33 - $3,464.93 $34,216.00 - $41,579.20
PARKS FIELD SUPERVISOR U2 1761 C -E $15.97 - $17.61 $2,768.13 - $3,052.40 $33,217.60 - $36,628.80
ANAHEIM shall pay 7% or 9% of the employee contribution towards PERS.(Article 51.6.2.)
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ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION - GENERAL UNIT
APPENDIX 'A"
WAGES
October 12, 1990 through October 10, 1991
CLASSIFICATION SCHED /STEP HOURLY RATES MONTHLY RATES ANNUAL RATES
PLAN CHECK ENGINEER X 2523 J -E $19.77 - $25.23 $3,426.80 - $4,373.20 $41,121.60 - $52,478.40
PLAN CHECKER I 2018 A -E $16.60 - $20.18 $2,877.33 - $3,497.87 $34,528.00 - $41,974.40
PLAN CHECKER II U2 2208 J -E $17.30 - $22.08 $2,998.67 - $3,827.20 $35,984.00 - $45,926.40
PLANNING AIDE X 1699 J -E $13.31 - $16.99 $2,307.07 - $2,944.93 $27,684.80 - $35,339.20
POLICE COMMUNITY SERVICES REP I 1251 J -E $9.80 - $12.51 $1,698.67 - $2,168.40 $20,384.00 - $26,020.80
POLICE COMMUNITY SERVICES REP II 1472 A -E $12.11 - $14.72 $2,099.07 - $2,551.47 $25,188.80 - $30,617.60
POLICE FIREARMS INSTRUCTOR I 1563 J -E $12.25 - $15.63 $2,123.33 - $2,709.20 $25,480.00 - $32,510.40
POLICE FIREARMS INSTRUCTOR II 1831 A -E $15.06 - $18.31 $2,610.40 - $3,173.73 $31,324.80 - $38,084.80
POLICE PHOTOGRAPHER 1563 8 -E $13.50 - $15.63 $2,340.00 - $2,709.20 $28,080.00 - $32,510.40
POLICE SERVICES REPRESENTATIVE I 1251 J -E $9.80 - $12.51 $1,698.67 - $2,168.40 $20,384.00 - $26,020.80
POLICE SERVICES REPRESENTATIVE I1 1472 A -E $12.11 - $14.72 $2,099.07 - $2,551.41 $25,188.80 - $30,617.60
PNACIPAL ELECTRICAL ENGINEERING AIDE 2016 A -E $16.59 - $20.16 $2,875.60 - $3,494.40 $34,507.20 - $41,932.80
''PAL ENGINEERING AIDE 1979 A -E $16.28 - $19.79 $2,821.87 - $3,430.27 $33,862.40 - $41,163.20
ti TRAFFIC ENGINEERING AIDE 1979 A -E $16.28 - $19.79 $2,821.87 - $3,430.27 $33,862.40 - $41,163.20
PRINCIPAL WATER ENGINEERING AIDE 2016 A -E $16.59 - $20.16 $2,875.60 - $3,494.40 $34,507.20 - $41,932.80
PROGRAMMER ANALYST X 2202 J -E $17.25 - $22.02 $2,990.00 - $3,816.80 $35,880.00 - $45,801.60
PROGRAMMER I X 1702 J -E $13.34 - $17.02 $2,312.27 - $2,950.13 $27,747.20 - $35,401.60
PROGRAMMER II X 2002 J -E $15.69 - $20.02 $2,719.60 - $3,470.13 $32,635.20 - $41,641.60
REAL PROPERTY SPECIALIST I X 2029 J -E $15.90 - $20.29 $2,756.00 - $3,516.93 $33,072.00 - $42,203.20
REAL PROPERTY SPECIALIST II X 2387 J -E $18.70 - $23.87 $3,241.33 - $4,137.47 $38,896.00 - $49,649.60
RECREATION SERVICES SPECIALIST X 1525 J -E $11.95 - $15.25 $2,071.33 - $2,643.33 $24,856.00 - $31,720.00
SECURITY GUARD S 1177 D -E $11.21 - $11.77 $1,943.07 - $2,040.13 $23,316.80 - $24,481.60
SECURITY SUPERVISOR U2 1471 A -E $12.10 - $14.71 $2,097.33 - $2,549.73 $25,168.00 - $30,596.80
SENIOR BUILDING INSPECTOR U2 2209 A -E $18.17 - $22.09 $3;149.47 - $3,828.93 $37,793.60 - $45,947.20
SENIOR CITIZENS COORDINATOR X 1525 A -E $12.55 - $15.25 $2,175.33 - $2,643.33 $26,104.00 - $31,720.00
SENIOR COMPUTER OPERATOR U2 1540 A -E $12.61 - $15.40 $2,196.13 - $2,669.33 $26,353.60 - $32,032.00
SENIOR CONSTRUCTION INSPECTOR 2116 A -E $17.41 - $21.16 $3,017.73 - $3,667.73 $36,212.80 - $44,012.80
SENIOR CRIME STATISTICS TECHNICIAN X 1920 A -E $15.80 - $19.20 $2,738.67 - $3,328.00 $32,864.00 - $39,936.00
St 410 DATA CONTROL SPECIALIST U2 1425 A -E $11.72 - $14.25 $2,031.47 - $2,470.00 $24,377.60 - $29,640.00
LAY CENTER DIRECTOR X 1525 A -E $12.55 - $15.25 $2,175.33 - $2,643.33 $26,104.00 - $31,720.00
St4,.tR GRAFTING TECHNICIAN 1721 A -E $14.16 - $17.21 $2,454.40 - $2,983.07 $29,452.80 - $35,796.80
SENIOR ELECTRICAL ENGINEERING AIDE 1753 A -E $14.42 - $17.53 $2,499.47 - $3,038.53 $29,993.60 - $36,462.40
SENIOR ELECTRICAL INSPECTOR 2209 A -E $18.17 - $22.09 $3,149.41 - $3,828.93 $31,793.60 - $45,941.20
SENIOR ELECTRICAL UTILITY INSPECTOR 2309 A -E $19.00 - $23.09 $3,293.33 - $4,002.21 $39,520.00 - $48,027.20
SENIOR ENGINEERING AIDE 1721 A -E $14.16 - $11.21 $2,454.40 - $2,983.07 $29,452.80 - $35,796.80
SENIOR GOLF CART ATTENDANT S 1409 P -E $9.54 - $14.09 $1,653.60 - $2,442.27 $19,843.20 - $29,307.20
SENIOR HOUSING REHABILITATION COUNSELOR X 2113 A -E $17.38 - $21.13 $3,012.53 - $3,662.53 $36,150.40 - $43,950.40
SENIOR HOUSING SPECIALIST XU2 1678 A -E $13.81 - $16.78 $2,393.73 - $2,908.53 $28,724.80 - $34,902.40
SENIOR JAILER U2 1825 A -E $15.01 - $18.25 $2,601.73 - $3,163.33 $31,220.80 - $31,960.00
SENIOR LEAD STREET MAINTENANCE WORKER U2 2043 A -E $16.81 - $20.43 $2,913.73 - $3,541.20 $34,964.80 - $42,494.40
SENIOR MECHANICAL /PLUMBING INSPECTOR U2 2209 A -E $18.17 - $22.09 $3,149.47 - $3,828.93 $37,793.60 - $45,947.20
SENIOR OFFSET PRESS OPERATOR SU2 1440 A -E $11.85 - $14.40 $2,054.00 - $2,496.00 $24,648.00 - $29,952.00
SENIOR POLICE COMMUNITY SERVICES REP U2 1619 A -E $13.32 - $16.19 $2,308.80 - $2,806.27 $27,705.60 - $33,675.20
SENIOR POLICE FIREARMS INSTRUCTOR U2 2009 A -E $16.53 - $20.09 $2,865.20 - $3,482.27 $34,382.40 - $41,787.20
SENIOR TRAFFIC ENGINEERING AIDE 1721 A -E $14.16 - $17.21 $2,454.40 - $2,983.07 $29,452.80 - $35,796.80
SENIOR TRAFFIC SIGNAL TECHNICIAN 2280 A -E $18.76 - $22.80 $3,251.73 - $3,952.00 $39,020.80 - $47,424.00
SENIOR WATER ENGINEERING AIDE 1753 A -E $14.42 - $17.53 $2,499.47 - $3,038.53 $29,993.60 - $36,462.40
ANAHEIM shall pay 7% or 9$ of the employee contribution towards PERS.(Article 51.6.2.)
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ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION - GENERAL UNIT
APPENDIX "A"
WAGES
October 12, 1990 through October 10, 1991
CLASSIFICATION SCHED /STEP HOURLY RATES MONTHLY RATES ANNUAL RATES
SENIOR WATER UTILITY INSPECTOR 2309 A -E $19.00 - $23.09 $3,293.33 - $4,002.27 $39,520.00 - $48,027.20
SENIOR WELDER - FABRICATOR 1834 J -E $14.37 - $18.34 $2,490.80 - $3,178.93 $29,889.60 - $38,147.20
SENIOR WELDER - HYDRAULIC MECHANIC 1805 J -E $14.14 - $18.05 $2,450.93 - $3,128.67 $29,411.20 - $37,544.00
SERVICE LEAD WORKER SU2 1345 J -E $10.54 - $13.45 $1,826.93 - $2,331.33 $21,923.20 - $27,976.00
SERVICE SHIFT SUPERVISOR SU2 1541 D -E $14.73 - $15.41 $2,553.20 - $2,681.47 $30,638.40 - $32,117.60
SEWER MACHINE OPERATOR U2 1764 J -E $13.82 - $17.64 $2,395.47 - $3,057.60 $28,745.60 - $36,691.20
SIGN PAINTER U2 1750 J -E $13.71 - $17.50 $2,376.40 - $3,033.33 $28,516.80 - $36,400.00
STREET MAINTENANCE FIELD SUPERVISOR U2 2141 A -E $17.61 - $21.41 $3,052.40 - $3,711.07 $36,628.80 - $44,532.80
STREET MAINTENANCE WORKER U2 1409 J -E $11.04 - $14.09 $1,913.60 - $2,442.27 $22,963.20 - $29,307.20
SURVEY ASSISTANT INSTRUMENTS U2 1801 A -E $14.82 - $18.01 $2,568.80 - $3,121.73 $30,825.60 - $37,460.80
SURVEY ASSISTANT ROD AND CHAIN 1531 J -E $12.00 - $15.31 $2,080.00 - $2,653.73 $24,960.00 - $31,844.80
SUR EY PARTY CHIEF U2 2071 A -E $17.04 - $20.71 $2,953.60 - $3,589.73 $35,443.20 - $43,076.80
S ANALYST X 2302 J -E $18.04 - $23.02 $3,126.93 - $3,990.13 $37,523.20 - $47,881.60
.MS PROGRAMMER X 2302 A -E $18.94 - $23.02 $3,282.93 - $3,990.13 $39,395.20 - $47,881.60
SYSTEMS SPECIALIST I 1502 J -E $11.77 - $15.02 $2,040.13 - $2,603.47 $24,481.60 - $31,241.60
SYSTEMS SPECIALIST II 1802 J -E $14.12 - $18.02 $2,447.47 - $3,123.47 $29,369.60 - $37,481.60
TRAFFIC CONTROL SUPERVISOR U2 1354 J -E $10.61 - $13.54 $1,839.07 - $2,346.93 $22,068.80 - $28,163.20
TRAFFIC CONTROLLER 1177 J -E $9.22 - $11.77 $1,598.13 - $2,040.13 $19,177.60 - $24,481.60
TRAFFIC ENGINEERING AIDE 1463 J -E $11.46 - $14.63 $1,986.40 - $2,535.87 $23,836.80 - $30,430.40
TRAFFIC ENGINEERING INVESTIGATOR 2141 J -E $16.82 - $21.41 $2,915.47 - $3,721.47 $34,985.60 - $44,657.60
TRAFFIC SIGNAL SYSTEM ENGINEER X 2147 J -E $16.82 - $21.47 $2,915.47 - $3,721.47 $34,985.60 - $44,657.60
TRAFFIC SIGNAL SYSTEM OPERATOR 1919 J -E $15.51 - $19.79 $2,688.40 - $3,430.27 $32,260.80 - $41,163.20
TRAFFIC SIGNAL TECHNICIAN I 1463 J -E $11.46 - $14.63 $1,986.40 - $2,535.87 $23,836.80 - $30,430.40
TRAFFIC SIGNAL TECHNICIAN II 1979 J -E $15.51 - $19.79 $2,688.40 - $3,430.27 $32,260.80 - $41,163.20
TREE SERVICES COORDINATOR 1817 A -E $14.95 - $18.17 $2,591.33 - $3,149.47 $31,096.00 - $37,793.60
TREE TRIMMER U2 1546 C -E $14.02 - $15.46 $2,430.13 - $2,679.73 $29,161.60 - $32,156.80
TREE TRIMMER ASSISTANT S 1347 C -E $12.22 - $13.41 $2,118.13 - $2,334.80 $25,417.60 - $28,017.60
TYPESETTING TECHNICIAN I 1178 J -E $9.23 - $11.78 $1,599.87 - $2,041.87 $19,198.40 - $24,502.40
TYPESETTING TECHNICIAN II U2 1440 A -E $11.85 - $14.40 $2,054.00 - $2,496.00 $24,648.00 - $29,952.00
t "'ES ENGINEERING AIDE 1490 J -E $11.67 - $14.90 $2,022.80 - $2,582.67 $24,273.60 - $30,992.00
4s..__ COMMUNICATIONS NETWORK TECHNICIAN I 1702 J -E $13.34 - $17.02 $2,312.27 - $2,950.13 $27,147.20 - $35,401.60
VOICE COMMUNICATIONS NETWORK TECHNICIAN II 2002 A -E $16.47 - $20.02 $2,854.80 - $3,410.13 $34,257.60 - $41,641.60
WATER UTILITY INSPECTOR 2020 J -E $15.83 - $20.20 $2,743.87 - $3,501.33 $32,926.40 - $42,016.00
WELDER 1667 J -E $13.06 - $16.67 $2,263.73 - $2,889.47 $27,164.80 - $34,673.60
WELDER HELPER 1375 J -E $10.77 - $13.75 $1,866.80 - $2,383.33 $22,401.60 - $28,600.00
WELDER- HYDRAULIC MECHANIC 1719 J -E $13.47 - $17.19 $2,334.80 - $2,979.60 $28,017.60 - $35,755.20
ANAHEIM shall pay 7% or 9% of the employee contribution towards PERS.(Article 51.6.2.)
-90-
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION - GENERAL UNIT
APPENDIX 'A"
WAGES
October 11, 1991 through October 8, 1992
CLASSIFICATION SCHED /STEP HOURLY RATES MONTHLY RATES ANNUAL RATES
ASSISTANT CIVIL ENGINEER X 2238 J -E $17.54 - $22.38 $3,040.27 - $3,879.20 $36,483.20 - 846,550.40
ASSISTANT PLANNER X 2084 A -E $17.15 - $20.84 $2,912.67 - $3,612.27 $35,672.00 - $43,341.20
ASSISTANT REPROGRAPHICS /MAIL SUPERVISOR U2 1638 J -E $12.83 - $16.38 $2,223.87 - $2,839.20 $26,686.40 - $34,070.40
ASSISTANT TRAFFIC ENGINEER X 2238 J -E $17.54 - $22.38 $3,040.27 - $3,879.20 $36,483.20 - $46,550.40
AUTO PARTS COORDINATOR 1983 J -E $15.54 - $19.83 $2,693.60 - $3,437.20 $32,323.20 $41,246.40
AUTOMOTIVE & EQUIPMENT SERVICE WORKER 1345 P -E $9.10 - $13.45 $1,577.33 - $2,331.33 $18,928.00 - $27,976.00
AUTOMOTIVE MECHANIC 1724 J -E $13.51 - $17.24 $2,341.73 - $2,988.27 $28,100.80 - 135,859.20
BINDERY WORKER U2 1133 J -E $8.88 - $11.33 $1,539.20 - $1,963.87 $18,470.40 - $23,566.40
BUILDING INSPECTOR I 1703 J -E $13.34 - $17.03 $2,312.27 - $2,951.87 $27,747.20 - $35,422.40
BUILDING INSPECTOR II 2003 J -E $15.69 - $20.03 $2,119.60 - $3,471.87 $32,635.20 - $41,662.40
CABINET MAKER 1825 J -E $14.30 - $18.25 $2,418.67 - $3,163.33 $29,744.00 - $37,960.00
C,MF;OT FINISHER 1738 J -E $13.62 - $17.38 $2,360.80 - $3,012.53 $28,329.60 - $36,150.40
T FINISHER TRAINEE 1404 C -E $12.73 - $14.04 $2,206.53 - $2,433.60 $26,478.40 - $29,203.20
Ctr -N1 SAW OPERATOR U2 1825 C -E $16.55 - $18.25 $2,868.67 - $3,163.33 $34,424.00 - $37,960.00
CODE ENFORCEMENT OFFICER I 1578 J -E $12.36 - $15.18 $2,142.40 - $2,735.20 $25,708.80 - $32,822.40
CODE ENFORCEMENT OFFICER II 1857 J -E $14.55 - $18.57 $2,522.00 - $3,218.80 $30,264.00 - $38,625.60
CODE ENFORCEMENT OFFICER III 2043 A -E $16.81 - $20.43 $2,913.13 - $3,541.20 $34,964.80 - $42,494.40
COMMUNITY SERVICES OUTREACH WORKER 1352 J -E $10.59 - $13.52 $1,835.60 - $2,343.47 $22,027.20 - $28,121.60
COMMUNITY SERVICES SPECIALIST X 1590 J -E $12.46 - $15.90 $2,159.73 - $2,156.00 $25,916.80 - $33,072.00
COMPUTER OPERATOR I 1204 A -E $9.91 - $12.04 $1,717.73 - $2,086.93 $20,612.80 - $25,043.20
COMPUTER OPERATOR II U2 1404 J -E $11.00 - $14.04 $1,906.67 - $2,433.60 $22,880.00 - $29,203.20
CONSTRUCTION INSPECTOR I 1705 J -E $13.36 - $17.05 $2,315.73 - $2,955.33 $27,788.80 - $35,464.00
CONSTRUCTION INSPECTOR II 2006 J -E $15.72 - $20.06 $2,724.80 - $3,477.07 $32,697.60 - $41,724.80
CRIME STATISTICS TECHNICIAN X 1815 J -E $14.22 - $18.15 $2,464.80 - $3,146.00 $29,577.60 - $37,752.00
CUSTODIAN S 1169 P -E $7.91 - $11.69 $1,371.07 - $2,026.27 $16,452.80 - $24,315.20
CUSTODIAN - FLOORS S 1204 P -E $8.15 - $12.04 $1,412.67 - $2,086.93 $16,952.00 - $25,043.20
DATA COMMUNICATIONS NETWORK TECHNICIAN 1 1774 J -E $13.90 - $17.74 $2,409.33 - $3,074.93 $28,912.00 - $36,899.20
DATA COMMUNICATIONS NETWORK TECHNICIAN II 2087 A -E $17.17 - $20.87 $2,976.13 - $3,617.47 $35,713.60 - $43,409.60
D CONTROL SPECIALIST 1404 J -E $11.00 - $14.04 $1,906.67 - $2,433.60 $22,880.00 - $29,203.20
;ttG TECHNICIAN 1525 J -E $11.95 - $15.25 $2,011.33 - $2,643.33 $24,856.00 - $31,720.00
Elc'.(RICAL INSPECTOR 2003 J -E $15.69 - $20.03 $2,719.60 - $3,471.87 $32,635.20 - $41,662.40
ELECTRICAL UTILITY INSPECTOR 2106 J -E $16.50 - $21.06 $2,860.00 - $3,650.40 $34,320.00 - $43,804.80
EMERGENCY SERVICES REPRESENTATIVE 1535 J -E $12.03 - $15.35 $2,085.20 - $2,660.67 $25,022.40 - $31,928.00
ENGINEERING AIDE 1525 J -E $11.95 - $15.25 $2,071.33 - $2,643.33 $24,856.00 - $31,720.00
ENGINEERING REPRESENTATIVE U2 2153 J -E $16.87 - $21.53 $2,924.13 - $3,731.87 $35,089.60 - $44,782.40
EQUIPMENT MECHANIC U2 1792 J -E $14.04 - $17.92 $2,433.60 - $3,106.13 $29,203.20 - $37,273.60
EVENT SERVICES SPECIALIST 1749 A -E $14.39 - $17.49 $2,494.27 - $3,031.60 $29,931.20 - $36,379.20
FIRE INSPECTOR 2105 J -E $16.49 - $21.05 $2,858.27 - $3,648.67 $34,299.20 - $43,784.00
FIRE SAFETY SPECIALIST 2301 J -E $18.03 - $23.01 $3,125.20 - $3,988.40 $37,502.40 - $47,860.80
GOLF COURSE MAINTENANCE WORKER 1469 P -E $9.94 - $14.69 $1,722.93 - $2,546.27 $20,675.20 - $30,555.20
HAZARDOUS MATERIALS SPECIALIST 2316 J -E $18.15 - $23.16 $3,146.00 - $4,014.40 $37,752.00 - 848,172.80
HEAVY EQUIPMENT OPERATOR STREETS U2 1719 J -E $13.47 - $17.19 $2,334.80 - $2,979.60 $28,017.60 - $35,755.20
HOUSING COUNSELOR X 1749 A -E $14.39 - $17.49 $2,494.27 - $3,031.60 $29,931.20 - $36,379.20
HOUSING EDUCATION REPRESENTATIVE X 1749 A -E $14.39 - $17.49 $2,494.27 - $3,031.60 $29,931.20 - $36,379.20
HOUSING LOAN COUNSELOR X 2067 A -E $17.01 - $20.67 $2,948.40 - $3,582.80 $35,380.80 - $42,993.60
HOUSING REHABILITATION COUNSELOR I 1703 J -E $13.34 - $17.03 $2,312.27 - $2,951.87 $27,747.20 - $35,422.40
HOUSING REHABILITATION COUNSELOR II X 2003 A -E $16.48 - $20.03 $2,856.53 - $3,471.87 $34,278.40 - $41,662.40
ANAHEIM shall pay 7% or 9% of the employee contribution towards PERS.(Article 51.6.2.)
-91-
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION - GENERAL UNIT
APPENDIX 'A'
WAGES
October 11, 1991 through October 8, 1992
CLASSIFICATION SCHED /STEP HOURLY RATES MONTHLY RATES ANNUAL RATES
HOUSING SPECIALIST X 1590 A -E $13.08 - $15.90 $2,267.20 - $2,156.00 $27,206.40 - $33,072.00
HOUSING SUPERVISOR X 1829 A -E $15.05 - $18.29 $2,608.61 $3,170.27 $31,304.00 - $38,043.20
IDENTIFICATION TECHNICAN I 1490 J -E $11.67 - $14.90 $2,022.80 - $2,582.67 $24,273.60 - $30,992.00
IDENTIFICATION TECHNICIAN II 1862 A -E $15.32 - $18.62 $2,655.47 - $3,227.47 $31,865.60 - $38,729.60
JAILER (DETENTION OFFICER 06/19/92) 1654 J -E $12.96 - $16.54 $2,246.40 - $2,866.93 $26,956.80 - $34,403.20
J08 TRAINING PROGRAM ASSISTANT X 1550 J -E $12.14 - $15.50 $2,104.27 - $2,686.67 $25,251.20 - $32,240.00
LABORER S 1214 P -E $8.62 - $12.74 $1,494.13 - $2,208.27 $17,929.60 - $26,499.20
LANDSCAPE DESIGNER I 1346 J -E $10.55 - $13.46 $1,828.67 - $2,333.07 $21,944.00 - $21,996.80
LANDSCAPE DESIGNER II 1794 J -E $14.06 - $17.94 $2,437.07 - $3,109.60 $29,244.80 - $37,315.20
LAYOUT COMPOSER 1365 J -E $10.10 - $13.65 $1,854.67 - $2,366.00 $22,256.00 - $28,392.00
LEAD AUTO MECHANIC - VF U2 2069 D -E $19.70 - $20.69 $3,414.61 - $3,586.27 $40,976.00 - $43,035.20
LEAD AUTOMOTIVE MECHANIC U2 1983 D -E $18.89 - $19.83 $3,274.27 - $3,437.20 $39,291.20 - $41,246.40
1r OPERATOR U2 1766 A -E $14.53 - $17.66 $2,518.53 - $3,061.07 $30,222.40 - $36,132.80
CUSTODIAN- FLOORS U2 1379 C -E $12.51 - $13.79 $2,168.40 - $2,390.27 $26,020.80 - $28,683.20
LEAD EQUIPMENT MECHANIC U2 2061 D -E $19.63 - $20.61 $3,402.53 - $3,572.40 $40,830.40 - $42,868.80
LEAD FACILITIES MAINTENANCE WORKER U2 2086 B -E $18.02 - $20.86 $3,123.47 - $3,615.73 $37,481.60 - $43,388.80
LEAD GOLF COURSE MAINTENANCE WORKER U2 1689 C -E $15.32 - $16.89 $2,655.41 - $2,927.60 $31,865.60 - $35,131.20
LEAD SECURITY GUARD SU2 1411 D -E $13.44 - $14.11 $2,329.60 - $2,445.73 $27,955.20 - $29,348.80
LEAD STREET MAINTENANCE WORKER U2 2028 A -E $16.68 - $20.28 $2,891.20 - $3,515.20 $34,694.40 - $42,182.40
LEAD TREE TRIMMER U2 1773 D -E $16.89 - $17.73 $2,927.60 - $3,073.20 $35,131.20 - $36,878.40
LEAD WELDER - HYDRAULIC MECHANIC U2 2150 D -E $20.48 - $21.50 $3,549.87 - $3,726.67 $42,598.40 - $44,720.00
LIBRARIAN I X 1760 J -E $13.79 - $17.60 $2,390.27 - $3,050.67 $28,683.20 - $36,608.00
LIBRARIAN II X 1892 A -E $15.57 - $18.92 $2,698.80 - $3,279.47 $32,385.60 - $39,353.60
LIBRARIAN III X 2024 A -E $16.65 - $20.24 $2,886.00 - $3,508.27 $34,632.00 - $42,099.20
LIBRARY GRAPHIC ARTIST X 1160 J -E $13.79 - $17.60 $2,390.27 - $3,050.67 $28,683.20 - $36,608.00
LIBRARY TECHNICIAN 1408 A -E $11.58 - $14.08 $2,007.20 - $2,440.53 $24,086.40 - $29,286.40
MAINTENANCE CARPENTER 1738 J -E $13.62 - $17.38 $2,360.80 - $3,012.53 $28,329.60 - $36,150.40
MAINTENANCE CARPENTER TRAINEE 1404 C -E $12.73 - $14.04 $2,206.53 - $2,433.60 $26,418.40 - $29,203.20
MAINTENANCE COORDINATOR U2 1955 J -E $15.32 - $19.55 $2,655.47 - $3,388.67 $31,865.60 - $40,664.00
;'NANCE LOCKSMITH 1825 J -E $14.30 - $18.25 $2,418.67 - $3,163.33 $29,744.00 - $37,960.00
M .ENANCE PAINTER 1738 J -E $13.62 - $17.38 $2,360.80 - $3,012.53 $28,329.60 - $36,150.40
MAINTENANCE PAINTER TRAINEE 1404 C -E $12.13 - $14.04 $2,206.53 - 0,433.60 $26,478.40 - $29,203.20
MAINTENANCE PLUMBER / CONSTR WORKER 1738 J -E $13.62 - $11.38 $2,360.80 - $3,012.53 $28,329.60 - $36,150.40
MAINTENANCE PLUMBER /CONSTR WORKER TRAINEE 1404 C -E $12.73 - $14.04 $2,206.53 - $2,433.60 $26,478.40 - $29,203.20
MASONRY WORKER 1738 A -E $14.30 - $17.38 $2,418.67 - $3,012.53 $29,744.00 - $36,150.40
MECHANIC HELPER 1465 J -E $11.48 - $14.65 $1,989.87 - $2,539.33 $23,878.40 - $30,472.00
MEDIA PRODUCTION SPECIALIST 2048 J -E $16.05 - $20.48 $2,782.00 - $3,549.87 $33,384.00 - $42,598.40
MOTOR SWEEPER OPERATOR U2 1667 J -E $13.06 - $16.67 $2,263.73 - $2,889.47 $27,164.80 - $34,673.60
MOTORCYCLE MECHANIC U2 1767 J -E $13.84 - $17.67 $2,398.93 - $3,062.80 $28,787.20 - $36,753.60
NEIGHBORHOOD PROGRAMS COORDINATOR X 2203 A -E $18.12 - $22.03 $3,140.80 - $3,818.53 $37,689.60 - $45,822.40
OCCUPANCY SPECIALIST 1352 A -E $11.12 - $13.52 $1,927.47 - $2,343.47 $23,129.60 - $28,121.60
OFFSET PRESS OPERATOR SU2 1365 J -E $10.70 - $13.65 $1,854.67 - $2,366.00 $22,256.00 - $28,392.00
PARK MAINTENANCE WORKER I U2 1469 J -E $11.51 - $14.69 $1,995.07 - $2,546.27 $23,940.80 - $30,555.20
PARK MAINTENANCE WORKER II U2 1579 A -E $12.99 - $15.79 $2,251.60 - $2,736.93 $27,019.20 - $32,843.20
PARK PLANNING AIDE X 1771 A -E $14.57 - $17.71 $2,525.47 - $3,069.73 $30,305.60 - $36,836.80
PARK PLANNING ASSISTANT X 2084 A -E $17.15 - $20.84 $2,972.67 - $3,612.27 $35,672.00 - $43,347.20
PARKS FIELD SUPERVISOR U2 1836 C -E $16.65 - $18.36 $2,886.00 - $3,182.40 $34,632.00 - $38,188.80
ANAHEIM shall pay 7% or 9% of the employee contribution towards PERS.(Article 51.6.2.)
-92-
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION - GENERAL UNIT
APPENDIX 'A'
WAGES
October 11, 1991 through October 8, 1992
CLASSIFICATION SCHED /STEP HOURLY RATES MONTHLY RATES ANNUAL RATES
PLAN CHECK ENGINEER X 2630 J -E $20.61 - $26.30 $3,572.40 - $4,558.67 $42,868.80 - $54,704.00
PLAN CHECKER I 2104 A -E $17.31 - $21.04 $3,000.40 - $3,646.93 $36,004.80 - $43,763.20
PLAN CHECKER II U2 2301 J -E $18.03 - $23.01 $3,125.20 - $3,988.40 $37,502.40 - $47,860.80
PLANNING AIDE X 1771 J -E $13.88 - $17.71 $2,405.87 - $3,069.73 $28,870.40 - $36,836.80
POLICE COMMUNITY SERVICES REP I 1305 J -E $10.23 - $13.05 $1,173.20 - $2,262.00 $21,278.40 - $27,144.00
POLICE COMMUNITY SERVICES REP II 1535 A -E $12.63 - $15.35 $2,189.20 - $2,660.67 $26,270.40 - $31,928.00
POLICE FIREARMS INSTRUCTOR I 1629 J -E $12.76 - $16.29 $2,211.73 - $2,823.60 $26,540.80 - $33,883.20
POLICE FIREARMS INSTRUCTOR II 1909 A -E $15.71 - $19.09 $2,723.07 - $3,308.93 $32,676.80 - $39,707.20
POLICE PHOTOGRAPHER 1629 B -E $14.07 - $16.29 $2,438.80 - $2,823.60 $29,265.60 - $33,883.20
POLICE SERVICES REPRESENTATIVE I 1305 J -E $10.23 - $13.05 $1,773.20 - $2,262.00 $21,278.40 - $27,144.00
POLICE SERVICES REPRESENTATIVE II 1535 A -E $12.63 - $15.35 $2,189.20 - $2,660.67 $26,270.40 - $31,928.00
PRINCIPAL ELECTRICAL ENGINEERING AIDE 2102 A -E $17.29 - $21.02 $2,996.93 - $3,643.47 $35,963.20 - $43,721.60
file ENGINEERING AIDE 2063 A -E $16.97 - $20.63 $2,941.47 - $3,575.87 $35,297.60 - $42,910.40
.(PAL TRAFFIC ENGINEERING AIDE 2063 A -E $16.97 - $20.63 $2,941.47 - $3,575.87 $35,297.60 - $42,910.40
PRINCIPAL WATER ENGINEERING AIDE 2102 A -E $17.29 - $21.02 $2,996.93 - $3,643.47 $35,963.20 - $43,721.60
PROGRAMMER ANALYST X 2296 J -E $17.99 - $22.96 $3,118.27 - $3,979.73 $37,419.20 - $47,756.80
PROGRAMMER I X 1774 J -E $13.90 - $17.74 $2,409.33 - $3,074.93 $28,912.00 - $36,899.20
PROGRAMMER II X 2087 J -E $16.35 - $20.87 $2,834.00 - $3,617.47 $34,008.00 - $43,409.60
REAL PROPERTY SPECIALIST I X 2115 J -E $16.57 - $21.15 $2,872.13 - $3,666.00 $34,465.60 - $43,992,00
REAL PROPERTY SPECIALIST II X 2488 J -E $19.49 - $24.88 $3,378.27 - $4,312.53 $40,539.20 - $51,750.40
RECREATION SERVICES SPECIALIST X 1590 J -E $12.46 - $15.90 $2,159.73 - $2,756.00 $25,916.80 - $33,072.00
SECURITY GUARD S 1227 D -E $11.69 - $12.27 $2,026.27 - $2,126.80 $24,315.20 - $25,521.60
SECURITY SUPERVISOR U2 1534 A -E $12.62 - $15.34 $2,187.47 - $2,658.93 $26,249.60 - $31,907.20
SENIOR BUILDING INSPECTOR U2 2303 A -E $18.95 - $23.03 $3,284.67 - $3,991.87 $39,416.00 - $47,902.40
SENIOR CITIZENS COORDINATOR X 1590 A -E $13.08 - $15.90 $2,267.20 - $2,756.00 $27,206.40 - $33,072.00
SENIOR COMPUTER OPERATOR U2 1605 A -E $13.20 - $16.05 $2,288.00 - $2,782.00 $27,456.00 - $33,384.00
SENIOR CONSTRUCTION INSPECTOR 2207 A -E $18.16 - $22.07 $3,147.73 - $3,825.47 $37,772.80 - $45,905.60
SENIOR CRIME STATISTICS TECHNICIAN X 2002 A -E $16.47 - $20.02 $2,854.80 - $3,470.13 $34,257.60 - $41,641.60
SENIOR DATA CONTROL SPECIALIST U2 1485 A -E $12.22 - $14.85 $2,118.13 - $2,574.00 $25,417.60 - $30,888.00
DAY CENTER DIRECTOR X 1590 A -E $13.08 - $15.90 $2,267.20 - $2,756.00 $27,206.40 - $33,072.00
S. DRAFTING TECHNICIAN 1794 A -E $14.76 - $17.94 $2,558.40 - $3,109.60 $30,700.80 - $37,315.20
SENIOR ELECTRICAL ENGINEERING AIDE 1828 A -E $15.04 - $18.28 $2,606.93 - $3,168.53 $31,283.20 - $38,022.40
SENIOR ELECTRICAL INSPECTOR 2303 A -E $18.95 - $23.03 $3,284.67 - $3,991.87 $39,416.00 - $47,902.40
SENIOR ELECTRICAL UTILITY INSPECTOR 2407 A -E $19.80 - $24.07 $3,432.00 - $4,172.13 $41,184.00 - $50,065.60
SENIOR ENGINEERING AIDE 1794 A -E $14.76 - $17.94 $2,558.40 - $3,109.60 $30,700.80 - $37,315.20
SENIOR GOLF CART ATTENDANT S 1469 P -E $9.94 - $14.69 $1,722.93 - $2,546.27 $20,675.20 - $30,555.20
SENIOR HOUSING REHABILITATION COUNSELOR X 2203 A -E $18.12 - $22.03 $3,140.80 - $3,818.53 $37,689.60 - $45,822.40
SENIOR HOUSING SPECIALIST XU2 1749 A -E $14.39 - $17.49 $2,494.27 - $3,031.60 $29,931.20 - $36,379.20
SENIOR JAILER (SR DETENTION OFFICER 06/19/92)U2 1902 A -E $15.65 - $19.02 $2,712.67 - $3,296.80 $32,552.00 - $39,561.60
SENIOR LEAD STREET MAINTENANCE WORKER U2 2129 A -E $17.52 - $21.29 $3,036.80 - $3,690.27 $36,441.60 - $44,283.20
SENIOR MECHANICAL /PLUMBING INSPECTOR U2 2303 A -E $18.95 - $23.03 $3,284.67 - $3,991.87 $39,416.00 - $47,902.40
SENIOR OFFSET PRESS OPERATOR SU2 1502 A -E $12.36 - $15.02 $2,142.40 - $2,603.47 $25,708.80 - $31,241.60
SENIOR POLICE COMMUNITY SERVICES REP U2 1689 A -E $13.90 - $16.89 $2,409.33 - $2,927.60 $28,912.00 - $35,131.20
SENIOR POLICE FIREARMS INSTRUCTOR U2 2095 A -E $17.24 - $20.95 $2,988.27 - $3,631.33 $35,859.20 - $43,576.00
SENIOR TRAFFIC ENGINEERING AIDE 1794 A -E $14.76 - $17.94 $2,558.40 - $3,109.60 $30,700.80 - $37,315.20
SENIOR TRAFFIC SIGNAL TECHNICIAN 2377 A -E $19.56 - $23.77 $3,390.40 - $4,120.13 $40,684.80 - $49,441.60
SENIOR WATER ENGINEERING AIDE 1828 A -E $15.04 - $18.28 $2,606.93 - $3,168.53 $31,283.20 - $38,022.40
ANAHEIM shall pay 7% or 9% of the employee contribution towards PERS.(Article 51.6.2.)
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ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION - GENERAL UNIT
APPENDIX 'A'
WAGES
October 11, 1991 through October 8, 1992
CLASSIFICATION SCHED /STEP HOURLY RATES MONTHLY RATES ANNUAL RATES
SENIOR WATER UTILITY INSPECTOR 2407 A -E $19.80 - 824.07 83,432.00 - $4,172.13 $41,184.00 - 850,065.60
SENIOR WELDER - FABRICATOR 1912 J -E 814.98 - $19.12 82,596.53 - $3,314.13 831,158.40 - $39,769.60
SENIOR WELDER - HYDRAULIC MECHANIC 1882 J -E 814.75 - 818.82 82,556.67 - 83,262.13 830,680.00 - 839,145.60
SERVICE LEAD WORKER SU2 1403 J -E 810.99 - $14.03 $1,904.93 - $2,431.87 822,89.20 - 829,182.40
SERVICE SHIFT SUPERVISOR SU2 1613 D -E $15.36 - 816.13 82,662.40 - 82,795.87 $31,948.80 - $33,550.40
SEWER MACHINE OPERATOR U2 1839 J -E 814.41 - $18.39 $2,497.73 - $3,187.60 829,972.80 - $38,251.20
SIGN PAINTER U2 1825 J -E 814.30 - 818.25 $2,478.67 - 83,163.33 $29,744.00 - $37,960.00
STREET MAINTENANCE FIELD SUPERVISOR U2 2231 A -E $18.35 - $22.31 83,180.67 - $3,867.07 838,168.00 - $46,404.80
STREET MAINTENANCE WORKER U2 1469 J -E $11.51 - $14.69 $1,995.07 - 82,546.27 823,940.80 - $30,555.20
SURVEY ASSISTANT INSTRUMENTS U2 1878 A -E 815.45 - $18.78 82,678.00 - $3,255.20 $32,136.00 - 839,062.40
SURVEY ASSISTANT ROD AND CHAIN 1596 J -E 812.51 - $15.96 $2,168.40 - $2,766.40 826,020.80 - 833,196.80
sujig4 PARTY CHIEF U2 2160 A -E 817.77 - $21.60 83,080.13 - $3,744.00 836,961.60 - 844,928.00
Se 3 ANALYST X 2400 J -E 818.80 - 824.00 83,258.67 - 84,160.00 839,104.00 - $49,920.00
SYb,u4S PROGRAMMER X 2400 A -E 819.74 - $24.00 83,421.60 - $4,160.00 $41,059.20 - $49,920.00
SYSTEMS SPECIALIST 1 1565 J -E 812.26 - 815.65 $2,125.07 - $2,712.67 825,500.80 - $32,552.00
SYSTEMS SPECIALIST II 1878 J -E $14.71 - 818.78 82,549.73 - 83,255.20 830,596.80 - $39,062.40
TRAFFIC CONTROL SUPERVISOR U2 1411 J -E $11.06 - $14.11 81,917.07 - $2,445.73 823,004.80 - 829,348.80
TRAFFIC CONTROLLER 1227 J -E $9.61 - $12.27 $1,665.73 - $2,126.80 $19,988.80 - $25,521.60
TRAFFIC ENGINEERING AIDE 1525 J -E 811.95 - $15.25 $2,071.33 - 82,643.33 $24,856.00 - 831,720.00
TRAFFIC ENGINEERING INVESTIGATOR 2238 J -E $17.54 - $22.38 $3,040.27 - $3,879.20 $36,483.20 - 846,550.40
TRAFFIC SIGNAL SYSTEM ENGINEER X 2238 J -E $17.54 - 822.38 83,040.27 - $3,879.20 $36,483.20 - 846,550.40
TRAFFIC SIGNAL SYSTEM OPERATOR 2063 J -E $16.16 - 820.63 $2,801.07 - $3,575.87 $33,612.80 - $42,910.40
TRAFFIC SIGNAL TECHNICIAN I 1525 J -E $11.95 - 815.25 $2,071.33 - 82,643.33 $24,856.00 - $31,720.00
TRAFFIC SIGNAL TECHNICIAN II 2063 J -E $16.16 - 820.63 82,801.07 - $3,575.87 833,612.80 - $42,910.40
TREE SERVICES COORDINATOR 1894 A -E $15.58 - 818.94 $2,700.53 - $3,282.93 $32,406.40 - $39,395.20
TREE TRIMMER U2 1612 C -E $14.62 - $16.12 $2,534.13 - $2,794.13 830,409.60 - $33,529.60
TREE TRIMMER ASSISTANT S 1404 C -E $12.73 - 814.04 82,206.53 - 82,433.60 $26,478.40 - $29,203.20
TYPESETTING TECHNICIAN I 1229 J -E $9.63 - 812.29 81,669.20 - $2,130.27 820,030.40 - $25,563.20
TY TTING TECHNICIAN II U2 1502 A -E 812.36 - $15.02 82,142.40 - $2,603.47 825,708.80 - $31,241.60
':a ENGINEERING AIDE 1554 J -E $12.18 - $15.54 82,111.20 - 82,693.60 $25,334.40 - $32,323.20
VOI".. COMMUNICATIONS NETWORK TECHNICIAN 1 1774 J -E 813.90 - $17.74 $2,409.33 - $3,,074.93 $28,912.00 - 836,899.20
VOICE COMMUNICATIONS NETWORK TECHNICIAN II 2087 A -E 817.17 - 820.87 $2,976.13 - 83,611.41 $35,713.60 - 843,409.60
WATER UTILITY INSPECTOR 2106 J -E 816.50 - 821.06 $2,860.00 - $3,650.40 834,320.00 - 843,804.80
WELDER 1738 J -E 813.62 - $17.38 82,360.80 - $3,012.53 $28,329.60 - $36,150.40
WELDER HELPER 1434 J -E 811.24 - $14.34 81,948.27 - 82,485.60 823,379.20 - $29,827.20
WELDER- HYDRAULIC MECHANIC 1792 J -E $14.04 - $17.92 82,433.60 - $3,106.13 $29,203.20 - $37,273.60
ANAHEIM shall pay 7% or 9% of the employee contribution towards PERS.(Article 51.6.2.)
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ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION - GENERAL UNIT
APPENDIX 'A'
WAGES
October 9, 1992 through October 7, 1993
CLASSIFICATION SCHED /STEP HOURLY RATES MONTHLY RATES ANNUAL RATES
ASSISTANT CIVIL ENGINEER X 2350 J -E $18.41 - $23.50 $3,191.07 - $4,073.33 $38,292.80 - $48,880.00
ASSISTANT PLANNER X 2188 A -E $18.00 - $21.88 $3,120.00 - $3,792.53 $37,440.00 - $45,510.40
ASSISTANT REPROGRAPHICS /MAIL SUPERVISOR U2 1720 J -E $13.48 - $17.20 $2,336.53 - $2,981.33 $28,038.40 - $35,776.00
ASSISTANT TRAFFIC ENGINEER X 2350 J -E $18.41 - $23.50 $3,191.07 - $4,073.33 $38,297.80 - $48,880.00
AUTO PARTS COORDINATOR 2082 J -E $16.31 - $20.82 $2,827.07 - $3,608.80 $33,924.80 - $43,305.60
AUTOMOTIVE & EQUIPMENT SERVICE WORKER 1412 P -E $9.56 - $14.12 $1,657.07 - $2,447.47 $19,884.80 - $29,369.60
AUTOMOTIVE MECHANIC 1810 J -E $14.18 - $18.10 $2,457.87 - $3,137.33 $29,494.40 - $37,648.00
BINDERY WORKER U2 1189 J-E $9.32 - $11.89 $1,615.47 - $2,060.93 $19,385.60 - $24,731.20
BUILDING INSPECTOR I 1788 J -E $14.01 - $17.88 $2,428.40 - $3,099.20 $29,140.80 - $37,190.40
BUILDING INSPECTOR II 2103 J -E $16.48 - $21.03 $2,856.53 - $3,645.20 $34,278.40 - $43,142.40
CABINET MAKER 1916 J -E $15.01 - $19.16 $2,601.73 - $3,321.07 $31,220.80 - $39,852.80
CLIENT FINISHER 1825 J -E $14.30 - $18.25 $2,478.67 - $3,163.33 $29,744.00 - $37,960.00
T FINISHER TRAINEE 1474 C -E $13.37 - $14.74 $2,317.47 - $2,554.93 $27,809.60 - $30,659.20
�. NT SAW OPERATOR U2 1916 C -E $17.38 - $19.16 $3,012.53 - $3,321.07 $36,150.40 - $39,852.80
CODE ENFORCEMENT OFFICER I 1658 J -E $12.99 - $16.58 $2,251.60 - $2,873.87 $27,019.20 - $34,486.40
CODE ENFORCEMENT OFFICER II 1950 J -E $15.28 - $19.50 $2,648.53 - $3,380.00 $31,782.40 - $40,560.00
CODE ENFORCEMENT OFFICER III 2145 A -E $17.65 - $21.45 $3,059.33 - $3,718.00 $36,712.00 - $44,616.00
COMMUNITY SERVICES OUTREACH WORKER 1420 J -E $11.13 - $14.20 $1,929.20 - $2,461.33 $23,150.40 - $29,536.00
COMMUNITY SERVICES SPECIALIST X 1670 J -E $13.08 - $16.70 $2,267.20 - $2,894.67 $27,206.40 - $34,736.00
COMPUTER OPERATOR I 1264 A -E $10.40 - $12.64 $1,802.67 - $2,190.93 $21,632.00 - $26,291.20
COMPUTER OPERATOR II U2 1474 J -E $11.55 - $14.74 $2,002.00 - $2,554.93 $24,024.00 - $30,659.20
CONSTRUCTION INSPECTOR I 1790 J -E $14.03 - $17.90 $2,431.87 - $3,102.67 $29,182.40 - $37,232.00
CONSTRUCTION INSPECTOR II 2106 J -E $16.50 - $21.06 $2,860.00 - $3,650.40 $34,320.00 - $43,804.80
CRIME STATISTICS TECHNICIAN X 1906 J -E $14.93 - $19.06 $2,587.87 - $3,303.73 $31,054.40 - $39,644.80
CUSTODIAN S 1227 P -E $8.30 - $12.27 $1,438.67 - $2,126.80 $17,264.00 - $25,521.60
CUSTODIAN - FLOORS S 1264 P -E $8.56 - $12.64 $1,483.73 - $2,190.93 $17,804.80 - $26,291.20
DATA COMMUNICATIONS NETWORK TECHNICIAN I 1862 J -E $14.59 - $18.62 $2,528.93 - $3,227.47 $30,347.20 - $38,729.60
DATA COMMUNICATIONS NETWORK TECHNICIAN II 2191 A -E $18.03 - $21.91 $3,125.20 - $3,797.73 $37,502.40 - $45,572.80
44CONTROL SPECIALIST 1474 J -E $11.55 - $14.74 $2,002.00 - $2,554.93 $24,024.00 - $30,659.20
LION OFFICER 1737 J -E $13.61 - $17.37 $2,359.07 - $3,010.80 $28,308.80 - $36,129.60
b... . . IING TECHNICIAN 1601 J -E $12.54 - $16.01 $2,113.60 - $2,775.07 $26,083.20 - $33,300.80
ELECTRICAL INSPECTOR 2103 J -E $16.48 - $21.03 $2,856.53 - $3,645.20 $34,278.40 - $43,742.40
ELECTRICAL UTILITY INSPECTOR 2211 J -E $17.32 - $22.11 $3,002.13 - $3,832.40 $36,025.60 - $45,988.80
EMERGENCY SERVICES REPRESENTATIVE 1612 J -E $12.63 - $16.12 $2,189.20 - $2,794.13 $26,270.40 - $33,529.60
ENGINEERING AIDE 1601 J -E $12.54 - $16.01 $2,173.60 - $2,775.07 $26,083.20 - $33,300.80
ENGINEERING REPRESENTATIVE U2 2261 J -E $17.72 - $22.61 $3,071.47 - $3,919.07 $36,857.60 - $47,028.80
EQUIPMENT MECHANIC U2 1882 J-E $14.75 - $18.82 $2,556.67 - $3,262.13 $30,680.00 - $39,145.60
EVENT SERVICES SPECIALIST 1837 A -E $15.11 - $18.37 $2,619.07 - $3,184.13 $31,428.80 - $38,209.60
FIRE INSPECTOR 2210 J -E $17.32 - $22.10 $3,002.13 - $3,830.67 $36,025.60 - $45,968.00
FIRE SAFETY SPECIALIST 2417 J -E $18.94 - $24.17 $3,282.93 - $4,189.47 $39,395.20 - $50,273.60
GOLF COURSE MAINTENANCE WORKER 1542 P -E $10.44 - $15.42 $1,809.60 - $2,672.80 $21,715.20 - $32,073.60
HAZARDOUS MATERIALS SPECIALIST 2431 J -E $19.05 - $24.31 $3,302.00 - $4,213.73 $39,624.00 - $50,564.80
HEAVY EQUIPMENT OPERATOR STREETS U2 1804 J -E $14.13 - $18.04 $2,449.20 - $3,126.93 $29,390.40 - $37,523.20
HOUSING COUNSELOR X 1837 A -E $15.11 - $18.37 $2,619.07 - $3,184.13 $31,428.80 - $38,209.60
HOUSING EDUCATION REPRESENTATIVE X 1837 A -E $15.11 - $18.37 $2,619.07 - $3,184.13 $31,428.80 - $38,209.60
HOUSING LOAN COUNSELOR X 2171 A -E $17.86 - $21.71 $3,095.73 - $3,763.07 $37,148.80 - $45,156.80
HOUSING REHABILITATION COUNSELOR I 1788 J -E $14.01 - $17.88 $2,428.40 - $3,099.20 $29,140.80 - $37,190.40
ANAHEIM shall pay 7% or 9% of the employee contribution towards PERS.(Article 51.6.2.)
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ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION - GENERAL UNIT
APPENDIX 'A'
WAGES
October 9, 1992 through October 7, 1993
CLASSIFICATION SCHED /STEP HOURLY RATES MONTHLY RATES ANNUAL RATES
HOUSING REHABILITATION COUNSELOR 11 X 2103 A -E $17.30 - $21.03 $2,998.67 - $3,645.20 $35,984.00 - $43,742.40
HOUSING SPECIALIST X 1670 A -E $13.74 - $16.70 $2,381.60 - $2,894.67 $28,579.20 - $34,736.00
HOUSING SUPERVISOR X 1921 A -E $15.80 - $19.21 $2,738.67 - $3,329.73 $32,864.00 - $39,956.80
IDENTIFICATION TECHNICAN I 1564 J -E $12.25 - $15.64 $2,123.33 - $2,710.93 $25,48b.00 - $32,531.20
IDENTIFICATION TECHNICIAN II 1955 A -E $16.08 - $19.55 $2,787.20 - $3,388.67 $33,446.40 - $40,664.00
J08 TRAINING PROGRAM ASSISTANT X 1628 J -E $12.76 - $16.28 $2,211.73 - $2,821.87 $26,540.80 - $33,862.40
LABORER S 1338 P -E $9.06 - $13.38 $1,570.40 - $2,319.20 $18,844.80 - $27,830.40
LANDSCAPE DESIGNER I 1413 J -E $11.07 - $14.13 $1,918.80 - $2,449.20 $23,025.60 - $29,390.40
LANDSCAPE DESIGNER 1! 1884 J -E $14.76 - $18.84 $2,558.40 - $3,265.60 $30,700.80 - $39,187.20
LAYOUT COMPOSER 1433 J -E $11.23 - $14.33 $1,946.53 - $2,483.87 $23,358.40 - $29,806.40
LEAD AUTO MECHANIC - VF U2 2172 0 -E $20.69 - $21.72 $3,586.27 - $3,764.80 $43,035.20 - $45,117.60
(.*.AUTOMOTIVE MECHANIC U2 2082 D -E $19.83 - $20.82 $3,437.20 - $3,608.80 $41,246.40 - $43,305.60
;OMPUTER OPERATOR U2 1854 A -E $15.25 - $18.54 $2,643.33 - $3,213.60 $31,720.00 - $38,563.20
LEAD CUSTODIAN- FLOORS U2 1448 C -E $13.13 - $14.48 $2,275.87 - $2,509.87 $27,310.40 - $30,118.40
LEAD EQUIPMENT MECHANIC U2 2164 D -E $20.61 - $21.64 $3,572.40 - $3,750.93 $42,868.80 - $45,011.20
LEAD FACILITIES MAINTENANCE WORKER U2 2190 8 -E $18.92 - $21.90 $3,279.47 - $3,796.00 $39,353.60 - $45,552.00
LEAD GOLF COURSE MAINTENANCE WORKER U2 1773 C -E $16.08 - $17.73 $2,787.20 - $3,013.20 $33,446.40 - $36,878.40
LEAD SECURITY GUARD SU2 1481 D -E $14.10 - $14.81 $2,444.00 - $2,567.07 $29,328.00 - $30,804.80
LEAD STREET MAINTENANCE WORKER U2 2129 A -E $17.52 - $21.29 $3,036.80 - $3,690.27 $36,441.60 - $44,283.20
LEAD TREE TRIMMER U2 1862 D -E $17.73 - $18.62 $3,073.20 - $3,227.47 $36,878.40 - $38,729.60
LEAD WELDER - HYDRAULIC MECHANIC U2 2258 D -E $21.50 - $22.58 $3,726.67 - $3,913.87 $44,720.00 - $46,966.40
LIBRARIAN I X 1848 J -E $14.48 - $18.48 $2,509.87 - $3,203.20 $30,118.40 - $38,438.40
LIBRARIAN II X 1987 A -E $16.35 - $19.81 $2,834.00 - $3,444.13 $34,008.00 - $41,329.60
LIBRARIAN III X 2125 A -E $17.48 - $21.25 $3,029.87 - $3,683.33 $36,358.40 - $44,200.00
LIBRARY GRAPHIC ARTIST X 1848 J -E $14.48 - $18.48 $2,509.87 - $3,203.20 $30,118.40 - $38,438.40
LIBRARY TECHNICIAN 1478 A -E $12.16 - $14.78 $2,107.73 - $2,561.87 $25,292.80 - $30,742.40
MAINTENANCE CARPENTER 1825 J -E $14.30 - $18.25 $2,478.67 - $3,163.33 $29,144.00 - $37,960.00
MAINTENANCE CARPENTER TRAINEE 1474 C -E $13.37 - $14.74 $2,317.47 - $2,554.93 $27,809.60 - $30,659.20
NANCE COORDINATOR U2 2053 J -E $16.09. - $20.53 $2,788.93 - $3,558.53 $33,467.20 - $42,702.40
3ANCE LOCKSMITH 1916 J -E $15.01 - $19.16 $2,601.73 - $3,321.07 $31,220.80 - $39,852.80
MAINTENANCE PAINTER 1825 J -E $14.30 - $18.25 $2,478.67 - $3,163.33 $29,744.00 - $37,960.00
MAINTENANCE PAINTER TRAINEE 1474 C -E $13.37 - $14.74 $2,311.47 - $2,554.93 $27,809.60 - $30,659.20
MAINTENANCE PLUMBER /CONSTR WORKER 1825 J -E $14.30 - $18.25 $2,478.67 - $3,163.33 $29,744.00 - $37,960.00
MAINTENANCE PLUMBER /CONSTR WORKER TRAINEE 1474 C -E $13.37 - $14.74 $2,317.47 - $2,554.93 $27,809.60 - $30,659.20
MASONRY WORKER 1825 A -E $15.01 - $18.25 $2,601.73 - $3,163.33 $31,220.80 - $37,960.00
MECHANIC HELPER 1539 J -E $12.06 - $15.39 $2,090.40 - $2,667.60 $25,084.80 - $32,011.20
MEDIA PRODUCTION SPECIALIST 2151 J -E $16.85 - $21.51 $2,920.67 - $3,728.40 $35,048.00 - $44,740.80
MOTOR SWEEPER OPERATOR U2 1750 J -E $13.71 - $17.50 $2,376.40 - $3,033.33 $28,516.80 - $36,400.00
MOTORCYCLE MECHANIC U2 1855 J -E $14.53 - $18.55 $2,518.53 - $3,215.33 $30,222.40 - $38,584.00
NEIGHBORHOOD PROGRAMS COORDINATOR X 2313 A -E $19.03 - $23.13 $3,298.53 - $4,009.20 $39,582.40 - $48,110.40
OCCUPANCY SPECIALIST 1420 A -E $11.68 - $14.20 $2,024.53 - $2,461.33 $24,294.40 - $29,536.00
OFFSET PRESS OPERATOR SU2 1433 J -E $11.23 - $14.33 $1,946.53 - $2,483.87 $23,358.40 - $29,806.40
PARK MAINTENANCE WORKER I U2 1542 J -E $12.08 - $15.42 $2,093.87 - $2,672.80 $25,126.40 - $32,073.60
PARK MAINTENANCE WORKER II U2 1658 A -E $13.64 - $16.58 $2,364.21 - $2,873.87 $28,371.20 - $34,486.40
PARK PLANNING AIDE X 1860 A -E $15.30 - $18.60 $2,652.00 - $3,224.00 $31,824.00 - $38,688.00
PARK PLANNING ASSISTANT X 2188 A -E $18.00 - $21.88 $3,120.00 - $3,792.53 $37,440.00 - $45,510.40
PARKS FIELD SUPERVISOR U2 1928 C -E $17.49 - $19.28 $3,031.60 - $3,341.87 $36,379.20 - $40,102.40
ANAHEIM shall pay 7% or 9% of the employee contribution towards PERS.(Article 51.6.2.)
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ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION - GENERAL UNIT
APPENDIX 'A'
WAGES
October 9, 1992 through October 7, 1993
CLASSIFICATION SCHED /STEP HOURLY RATES MONTHLY RATES ANNUAL RATES
PLAN CHECK ENGINEER X 2762 J -E $21.64 - $27.62 $3,750.93 - $4,787.47 $45,011.20 - $57,449.60
PLAN CHECKER I 2210 A -E $18.18 - $22.10 $3,151.20 - $3,830.67 $37,814.40 - $45,968.00
PLAN CHECKER II U2 2417 J -E $18.94 - $24.17 $3,282.93 - $4,189.47 $39,395.20 - $50,273.60
PLANNING AIDE X 1860 J -E $14.57 - $18.60 $2,525.47 - $3,224.00 $30,305.60 - $38,688.00
POLICE COMMUNITY SERVICES REP I 1370 J -E $10.73 - $13.70 $1,859.87 - $2,374.67 $22,318.40 - $28,496.00
POLICE COMMUNITY SERVICES REP II 1612 A -E $13.26 - $16.12 $2,298.40 - $2,794.13 $27,580.80 - $33,529.60
POLICE FIREARMS INSTRUCTOR I 1711 J -E $13.41 - $17.11 $2,324.40 - $2,965.73 $27,892.80 - $35,588.80
POLICE FIREARMS INSTRUCTOR II 2004 A -E $16.49 - $20.04 $2,858.27 - $3,473.60 $34,299.20 - $41,683.20
POLICE PHOTOGRAPHER 1711 B -E $14.78 - $17.11 $2,561.87 - $2,965.73 $30,742.40 - $35,588.80
POLICE SERVICES REPRESENTATIVE I 1370 J -E $10.73 - $13.70 $1,859.87 - $2,374.67 $22,318.40 - $28,496.00
POLICE SERVICES REPRESENTATIVE II 1612 A -E $13.26 - $16.12 $2,298.40 - $2,794.13 $27,580.80 - $33,529.60
jbAWCIPAL ELECTRICAL ENGINEERING AIDE 2207 A -E $18.16 - $22.07 $3,147.73 - $3,825.47 $37,772.80 - $45,905.60
r 'PAL ENGINEERING AIDE 2167 A -E $17.83 - $21.67 $3,090.53 - $3,756.13 $37,086.40 - $45,073.60
PRINCIPAL TRAFFIC ENGINEERING AIDE 2167 A -E $17.83 - $21.67 $3,090.53 - $3,756.13 $37,086.40 - $45,073.60
PRINCIPAL WATER ENGINEERING AIDE 2207 A -E $18.16 - $22.07 $3,147.73 - $3,825.47 $37,772.80 - $45,905.60
PROGRAMMER ANALYST X 2410 J -E $18.88 - $24.10 $3,272.53 - $4,177.33 $39,270.40 - $50,128.00
PROGRAMMER I X 1862 J -E $14.59 - $18.62 $2,528.93 - $3,227.47 $30,347.20 - $38,729.60
PROGRAMMER II X 2191 J -E $17.17 - $21.91 $2,976.13 - $3,797.73 $35,713.60 - $45,572.80
REAL PROPERTY SPECIALIST I X 2220 J -E $17.39 - $22.20 $3,014.27 - $3,848.00 $36,111.20 - $46,176.00
REAL PROPERTY SPECIALIST 1I X 2612 J -E $20.47 - $26.12 $3,548.13 - $4,527.47 $42,577.60 - $54,329.60
RECREATION SERVICES SPECIALIST X 1670 J -E $13.08 - $16.70 $2,267.20 - $2,894.67 $27,206.40 - $34,736.00
SECURITY GUARD S 1288 0 -E $12.27 - $12.88 $2,126.80 - $2,232.53 $25,521.60 - $26,790.40
SECURITY SUPERVISOR U2 1610 A -E $13.25 - $16.10 $2,296.67 - $2,790.67 $21,560.00 - $33,488.00
SENIOR BUILDING INSPECTOR U2 2418 A -E $19.89 - $24.18 $3,447.60 - $4,191.20 $41,371.20 - $50,294.40
SENIOR CITIZENS COORDINATOR X 1670 A -E $13.74 - $16.70 $2,381.60 - $2,894.67 $28,579.20 - $34,736.00
SENIOR COMPUTER OPERATOR U2 1685 A -E $13.86 - $16.85 $2,402.40 - $2,920.67 $28,828.80 - $35,048.00
SENIOR CONSTRUCTION INSPECTOR 2317 A -E $19.06 - $23.17 $3,303.73 - $4,016.13 $39,644.80 - $48,193.60
SENIOR CRIME STATISTICS TECHNICIAN X 2102 A -E $17.29 - $21.02 $2,996.93 - $3,643.47 $35,963.20 - $43,721.60
R DATA CONTROL SPECIALIST U2 1559 A -E $12.83 - $15.59 $2,223.87 - $2,702.27 $26,686.40 - $32,427.20
k DAY CENTER DIRECTOR X 1670 A -E $13.74 - $16.70 $2,381.60 - $2,894.67 $28,579.20 - $34,736.00
Stn►OR DETENTION OFFICER U2 1998 A -E $16.44 - $19.98 $2,849.60 - $3,463.20 $34,195.20 - $41,558.40
SENIOR DRAFTING TECHNICIAN 1884 A -E $15.50 - $18.84 $2,686.67 - $3,265.60 $32,240.00 - $39,187.20
SENIOR ELECTRICAL ENGINEERING AIDE 1919 A -E $15.79 - $19.19 $2,736.93 - $3,326.27 $32,843.20 - $39,915.20
SENIOR ELECTRICAL INSPECTOR 2418 A -E $19.89 - $24.18 $3,447.60 - $4,191.20 $41,371.20 - $50,294.40
SENIOR ELECTRICAL UTILITY INSPECTOR 2527 A -E $20.79 - $25.27 $3,603.60 - $4,380.13 $43,243.20 - $52,561.60
SENIOR ENGINEERING AIDE 1884 A -E $15.50 - $18.84 $2,686.67 - $3,265.60 $32,240.00 - $39,187.20
SENIOR GOLF CART ATTENDANT S 1542 P -E $10.44 - $15.42 $1,809.60 - $2,672.80 $21,715.20 - $32,073.60
SENIOR HOUSING REHABILITATION COUNSELOR X 2313 A -E $19.03 - $23.13 $3,298.53 - $4,009.20 $39,582.40 - $48,110.40
SENIOR HOUSING SPECIALIST XU2 1837 A -E $15.11 - $18.37 $2,619.07 - $3,184.13 $31,428.80 - $38,209.60
SENIOR LEAD STREET MAINTENANCE WORKER U2 2235 A -E $18.39 - $22.35 $3,187.60 - $3,874.00 $38,251.20 - $46,488.00
SENIOR MECHANICAL /PLUMBING INSPECTOR U2 2418 A -E $19.89 - $24.18 $3,447.60 - $4,191.20 $41,371.20 - $50,294.40
SENIOR OFFSET PRESS OPERATOR SU2 1576 A -E $12.97 - $15.76 $2,248.13 - $2,731.73 $26,977.60 - $32,780.80
SENIOR POLICE COMMUNITY SERVICES REP U2 1773 A -E $14.59 - $17.73 $2,528.93 - $3,073.20 $30,347.20 - $36,878.40
SENIOR POLICE FIREARMS INSTRUCTOR U2 2199 A -E $18.09 - $21.99 $3,135.60 - $3,811.60 $37,627.20 - $45,739.20
SENIOR TRAFFIC ENGINEERING AIDE 1884 A -E $15.50 - $18.84 $2,686.67 - $3,265.60 $32,240.00 - $39,187.20
SENIOR TRAFFIC SIGNAL TECHNICIAN 2496 A -E $20.53 - $24.96 $3,558.53 - $4,326.40 $42,702.40 - $51,916.80
SENIOR WATER ENGINEERING AIDE 1919 A -E $15.79 - $19.19 $2,736.93 - $3,326.27 $32,843.20 - $39,915.20
ANAHEIM shall pay 7% or 9% of the employee contribution towards PERS.(Article 51.6.2.)
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ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION - GENERAL UNIT
APPENDIX 'A'
WAGES
October 9, 1992 through October 7, 1993
CLASSIFICATION SCHED /STEP HOURLY RATES MONTHLY RATES ANNUAL RATES
SENIOR WATER UTILITY INSPECTOR 2527 A -E $20.79 - $25.27 $3,603.60 - $4,380.13 $43,243.20 - $52,561.60
SENIOR WELDER - FABRICATOR 2008 J -E $15.73 - $20.08 $2,726.53 - $3,480.53 $32,718.40 - $41,766.40
SENIOR WELDER- HYDRAULIC MECHANIC 1916 J -E $15.48 - $19.76 $2,683.20 - $3,425.07 $32,198.40 - $41,100.80
SERVICE LEAD WORKER SU2 1472 J -E $11.53 - $14.72 $1,998.53 - $2,551.47 $23,982.40 - $30,617.60
SERVICE SHIFT SUPERVISOR SU2 1693 D -E $16.12 - $16.93 $2,794.13 - $2,934.53 $33,529.60 - $35,214.40
SEWER MACHINE OPERATOR U2 1930 J -E $15.12 - $19.30 $2,620.80 - $3,345.33 $31,449.60 - $40,144.00
SIGN PAINTER U2 1916 J -E $15.01 - $19.16 $2,601.73 - $3,321.07 $31,220.80 - $39,852.80
STREET MAINTENANCE FIELD SUPERVISOR U2 2342 A -E $19.27 - $23.42 $3,340.13 - $4,059.47 $40,081.60 - $48,713.60
STREET MAINTENANCE WORKER U2 1542 J -E $12.08 - $15.42 $2,093.87 - $2,672.80 $25,126.40 - $32,073.60
SURVEY ASSISTANT INSTRUMENTS U2 1972 A -E $16.22 - $19.72 $2,811.47 - $3,418.13 $33,737.60 - $41,011.60
SURVEY ASSISTANT ROD AND CHAIN 1676 J -E $13.13 - $16.76 $2,275.87 - $2,905.07 $27,310.40 - $34,860.80
sue PARTY CHIEF U2 2268 A -E $18.66 - $22.68 $3,234.40 - $3,931.20 $38,812.80 - $47,174.40
1S ANALYST X 2520 J -E $19.74 - $25.20 $3,421.60 - $4,368.00 $41,059.20 - $52,416.00
5._.-MS PROGRAMMER X 2520 A -E $20.73 - $25.20 $3,593.20 - $4,368.00 $43,118.40 - $52,416.00
SYSTEMS SPECIALIST I 1643 J -E $12.87 - $16.43 $2,230.80 - $2,847.87 $26,769.60 - $34,174.40
SYSTEMS SPECIALIST II 1972 J -E $15.45 - $19.72 $2,678.00 - $3,418.13 $32,136.00 - $41,017.60
TRAFFIC CONTROL SUPERVISOR U2 1481 J -E $11.60 - $14.81 $2,010.67 - $2,567.07 $24,128.00 - $30,804.80
TRAFFIC CONTROLLER 1288 J -E $10.09 - $12.88 $1,748.93 - $2,232.53 $20,987.20 - $26,790.40
TRAFFIC ENGINEERING AIDE 1601 J -E $12.54 - $16.01 $2,173.60 - $2,775.07 $26,083.20 - $33,300.80
TRAFFIC ENGINEERING INVESTIGATOR 2350 J -E $18.41 - $23.50 $3,191.07 - $4,073.33 $38,292.80 - $48,880.00
TRAFFIC SIGNAL SYSTEM ENGINEER X 2350 J -E $18.41 - $23.50 $3,191.07 - $4,073.33 $38,292.80 - $48,880.00
TRAFFIC SIGNAL SYSTEM OPERATOR 2167 J -E $16.98 - $21.67 $2,943.20 - $3,756.13 $35,318.40 - $45,073.60
TRAFFIC SIGNAL TECHNICIAN I 1601 J -E $12.54 - $16.01 $2,173.60 - $2,775.07 $26,083.20 - $33,300.80
TRAFFIC SIGNAL TECHNICIAN II 2167 J -E $16.98 - $21.67 $2,943.20 - $3,756.13 $35,318.40 - $45,073.60
TREE SERVICES COORDINATOR 1989 A -E $16.36 - $19.89 $2,835.73 - $3,447.60 $34,028.80 - $41,371.20
TREE TRIMMER U2 1693 C -E $15.36 - $16.93 $2,662.40 - $2,934.53 $31,948.80 - $35,214.40
TREE TRIMMER ASSISTANT S 1474 C -E $13.37 - $14.74 $2,317.47 - $2,554.93 $27,809.60 - $30,659.20
TYPESETTING TECHNICIAN I 1290 J -E $10.11 - $12.90 $1,752.40 - $2,236.00 $21,028.80 - $26,832.00
TYPESETTING TECHNICIAN II U2 1576 A -E $12.97 - $15.76 $2,248.13 - $2,731.73 $26,917.60 - $32,780.80
V IES ENGINEERING AIDE 1631 J -E $12.78 - $16.31 $2,215.20 - $2,827.07 $26,582.40 - $33,924.80
_ COMMUNICATIONS NETWORK TECHNICIAN I 1862 J -E $14.59 - $18.62 $2,528.93 - $3,227.47 $30,347.20 - $38,729.60
VOICE COMMUNICATIONS NETWORK TECHNICIAN II 2191 A -E $18.03 - $21.91 $3,125.20 - $3;797.73 $37,502.40 - $45,572.80
WATER UTILITY INSPECTOR 2211 J -E $17.32 - $22.11 $3,002.13 - $3,832.40 $36,025.60 - $45,988.80
WELDER 1825 J -E $14.30 - $18.25 $2,478.67 - $3,163.33 $29,744.00 - $37,960.00
WELDER HELPER 1506 J -E $11.80 - $15.06 $2,045.33 - $2,610.40 $24,544.00 - $31,324.80
WELDER- HYDRAULIC MECHANIC 1882 J -E $14.75 - $18.82 $2,556.67 - $3,262.13 $30,680.00 - $39,145.60
ANAHEIM shall pay 7% or 9% of the employee contribution towards PERS.(Article 51.6.2.)
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