94-048RESOLUTION NO. 94R -
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANAHEIM
APPROVING A MEMORANDUM OF UNDERSTANDING ESTABLISHING
TERMS AND CONDITIONS OF EMPLOYMENT FOR EMPLOYEES IN
CLASSIFICATIONS ASSIGNED TO THE GENERAL UNIT REPRESENTED
BY THE ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION.
WHEREAS, 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 requires Memoranda
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
approval of a new Memorandum of Understanding executed on March 30,
. 1994, between the City of Anaheim and the Anaheim Municipal
Employees Association is in the best interest of the City of
Anaheim.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City
of Anaheim that the Memorandum of Understanding between the City of
Anaheim and the Anaheim Municipal Employees Association executed by
the City Management Representative and the Anaheim Municipal
Employees Association on March 30, 1994, as set forth in the
document attached hereto and incorporated by reference herein, be,
and the same is hereby, approved and that the effective date of
such Memorandum of Understanding shall be October 8, 1993.
BE IT FURTHER RESOLVED that Resolution No. 91R -49 is hereby
repealed effective October 8, 1993.
THE FOREGOING RESOLUTION is approved and adopted by the City
`r.r Council of the City of Anaheim this 12th day of April, 1994.
MAYOR OF THE CITY O� ANAHEIM
V''
.CITY CLERK OF 7% CITY OF ANAHEIM
APPROVED AS TO FORM:
�A
CITY ATTORNEY OF T CIITT OF ANAHEIM
v
DH:br /93162.NP5/LR3
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. 94R-48 was introduced and adopted at a regular meeting provided by law, of the Anaheim City
Council held on the 12th day of April, 1994, by the following vote of the members thereof:
AYES: COUNCIL MEMBERS: Feldhaus, Simpson, Hunter, Daly
NOES: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: Pickier
AND I FURTHER CERTIFY that the Mayor of the City of Anaheim signed said Resolution No. 9413-48
on the 13th day of April, 1994.
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City of
Anaheim this 13th day of April, 1994.
Aq.CITY CLERK OF TH ITY 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. 94R -48 was duly passed and adopted by the City Council of the City of
Anaheim on April 12, 1994.
A
CITY CLE K OF TH ITY OF ANAHEIM
MEMORANDUM OF UNDERSTANDING
between the
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION
GENERAL EMPLOYEES
and the
CITY OF ANAHEIM
October 8, 1993 through October 3, 1996
TABLE OF CONTENTS
-400
Paae
ARTICLE
1
Preamble
1
ARTICLE
2
Purpose
1
ARTICLE
3
AMEA Recognition
1
ARTICLE
4
Scope
2
ARTICLE
5
Management Rights
2
ARTICLE
6
Employee Rights
3
ARTICLE
7
Notification
3
ARTICLE
8
Consultation
3
ARTICLE
9
Meet and Confer
4
ARTICLE
10
Memorandum of Understanding
4
ARTICLE
11
Discussion
4
ARTICLE
12
Check -Off
5
ARTICLE
13
AMEA Organization
6
COMPENSATION AND PAY PROVISIONS
ARTICLE
14
Compensation
g
ARTICLE
15
Classification
8
ARTICLE
16
Appropirate Salary Step
9
ARTICLE
17
Salary Relationships
12
ARTICLE
18
Hours of Work and Pay Day
19
ARTICLE
19
Temporary Upgrade
20
ARTICLE
20
Payroll Deductions
21
EMPLOYMENT PROVISIONS
ARTICLE
21
General
21
ARTICLE
22
Appointments and Promotions
23
ARTICLE
23
Employment Lists
25
ARTICLE
24
Probation
26
ARTICLE
25
Outside Employment
27
ARTICLE
26
Service Awards
27
ARTICLE
27
Training
28
ARTICLE
28
Salary Step Reduction, Suspension, Demotion
& Dismissal
i
28
Paae
ARTICLE
29
Reassignment, Layoff and Re- employment
31
ARTICLE
30
Transfer
33
ARTICLE
31
Reinstatement
34
ARTICLE
32
Voluntary Demotion
35
LEAVE PROVISIONS
w'
ARTICLE
33
Bereavement Leave
36
ARTICLE
34
Holidays
37
ARTICLE
35
Industrial Accident Leave
38
ARTICLE
36
Jury Duty and Court Appearances
39
ARTICLE
37
Leave Without Pay
40
ARTICLE
38
Military Leave
41
ARTICLE
39
Sick Leave
41
ARTICLE
40
Vacation
45
PREMIUM PAY PROVISIONS
ARTICLE
41
Overtime - General
48
ARTICLE
42
Bilingual Pay
50
ARTICLE
43
Call -Out
51
ARTICLE
44
Shift Differentials
52
ARTICLE
45
Short Shift Change
52
ARTICLE
46
Stand By
53
ARTICLE
47
Travel and Mileage Expense
53
ARTICLE
48
Meal Allowances
54
GRIEVANCES
ARTICLE
49
Grievance - General
55
ARTICLE
50
Grievance Procedure Representation
58
INSURANCE
ARTICLE
51
Insurance
59
ARTICLE
52
Post Retirement Medical Benefits
64
Page
WAGES
APPENDIX "A" Wages
October 8, 1993 - May 4, 1995 80
May 5, 1995 - October 3, 1996 84
ALTERNATE WORK SCHEDULES
Nine Plan 88
Ten Plan 90
MISCELLANEOUS
ARTICLE
53
Physical Examinations
68
ARTICLE
54
Joint Committee on Medical Programs
69
ARTICLE
55
Agency Shop
69
ARTICLE
56
Notification of Contracting Out
70
ARTICLE
57
No Strike
70
ARTICLE
58
Uniforms and Hand Tools
70
ARTICLE
59
Certification Pay
71
ARTICLE
60
State Licensing
76
ARTICLE
61
Safety Committee
76
ARTICLE
62
Training Committee
77
`%.✓ ARTICLE
63
Implementation of Memorandum of Understanding
77
ARTICLE
65
Construction
78
ARTICLE
66
Savings Clause
78
ARTICLE
67
Duration
79
WAGES
APPENDIX "A" Wages
October 8, 1993 - May 4, 1995 80
May 5, 1995 - October 3, 1996 84
ALTERNATE WORK SCHEDULES
Nine Plan 88
Ten Plan 90
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 employmentthat are setforth 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
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
*OW in his employment relationships with ANAHEIM.
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.
1
ARTICLE 4
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:
4.11 All elected officials and members of boards and commissions.
4.12 The City Manager, City Attorney, City Treasurer and City Clerk.
4.13 Volunteer personnel and personnel appointed to serve without pay.
4.14 Architects, consultants, counsel, and others rendering temporary
professional service.
4.15 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.
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
.�.d 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.
Pa
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.
ARTICLE 7
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
'*Wp� time following the adoption of such ordinance, resolution, rule or regulation.
ARTICLE 6
6.1 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 employer - employee relations matters which affect
them, including those that are not subject to meeting and conferring.
K,
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 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 most 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
%EW 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
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.
4
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.
11.3 During the term of this agreement the following issues shall be discussed including,
but not limited to:
Incentives to retain /motivate Detention Officers
Code Enforcement Officer Certification programs
Pilot Compensatory Time Program
Police Services Representative Job Classification
11.4 If the parties are not able to resolve the Issues after three meeting, the Issues will
be considered dropped, unless both parties agree to meet additional times.
11.5 If the discussion process results In an agreement between the City Management
Representative and AMEA to amend this Memorandum of Understanding, such agreement shall
be Incorporated In a written letter of understanding, signed by the City Management
Representative and AMEA representatives. The matters Incorporated In the Letter of
Understanding shall be presented to the City Council, or Its statutory representative, for
determination.
ARTICLE 12
+✓ CHECK -0 FF
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.
5
ARTICLE 13
AMEA ORGANIZATION
13.1 AMEA representatives are those elected or appointed in accordance with the
constitution and bylaws of the AMEA.
13.11 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.
13.12 An employee elected or appointed as an officer or Employee
Representatives of the AMEA shall be required to work full time In his
4WAW respective job class and shall not Interrupt the work of other employees.
13.2 Officers and representatives (subject to the provisions of Article 13.12) 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.
13.21 Such officers and representatives shall not enter any work location without
the knowledge of the department head, division head, or other appropriate
supervisor.
*WW 13.22 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.
6
13.31 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.
13.32 Such meetings are subject to scheduling in a manner consistent with
operating needs and work schedules.
13.33 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.
13.41 All materials must be dated and must identify the AMEA.
13.42 ANAHEIM reserves the right to determine what reasonable portion of
bulletin boards are to be allocated to AMEA materials.
13.43 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.
13.51 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.
VA
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,
s..y
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.
14.5 Employees in classifications listed in Appendix "A ", employed during the first pay
period In July 1994 (July 1, 1994 through July 14, 1994) shall be paid one thousand (=1000)
dollars during that pay period in addition to their regular pay.
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.
1.1
15.11 A Job class may contain one or more positions.
15.12 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.
15.21 The Human Resources Director shall be responsible for recommending
such reclassification as he finds to be necessary.
15.22 A reclassification shall become effective upon action by the City Manager
Ift✓
on a Personnel Action Form.
15.23 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:
16.11 To the "Q" step of the salary schedule after completion of six months of
service in the "P" step.
16.12 To the "R" step after completion of six months of service In the "Q" step.
16.13 To the "J" step after completion of six months of service in the "R" step.
16.14 To the "A" step after completion of six months of service in the V. step.
N]
16.15 To the "B" step after completion of six months of service in the "A" step.
16.16 To the "C" step after completion of six months of service In the "B" step.
16.17 To the "D" step after completion of one year of service in the "C" step,
except as provided In Article 16.111.
1.6.18 To the "E" step after completion of one year of service in the "D" step,
except as provided in Article 16.111.
16.19 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.
16.110 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.
16.111 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.
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.
16.21 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.
10
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.
16.31 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.
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
, raw of merit pay increases in accordance with the provisions of Article 16.1.
16.61 An employee promoted to a formal apprenticeship classification may be
appointed above the entry level step and may remain in the step to which
he Is appointed longer than the time provided in Article 16.1.
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.
11
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.
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 ENGINEER - A
Traffic Engineering Invest 1.000 x Asst Engr - A
Traffic Signal Systems Engr 1.000 x Asst Engr - A
Traffic/Transportation Claims Coord. 1.000 x Asst Engr - A
ASSISTANT PLANNER
Planning Aide .850 x Assistant Planner
Park Planning Aide .850 x Assistant Planner
Park Planning Assistant 1.000 x Assistant Planner
AUTOMOTIVE MECHANI
Auto Parts Coordinator
1.150 x Automotive Mach.
Auto & Equip Service Worker
.780 x Automotive Mach.
Lead Automotive Mechanic
1.150 x Automotive Mach.
Lead Automotive Mechanic (VF)
1.200 x Automotive Mach.
Mechanic Helper
.850 x Automotive Mach.
Motorcycle Mechanic
1.025 x Automotive Mach.
12
BUILDING INSPECTOR 11
Building Inspector 1
.850 x Bldg Inspector 11
Electrical Inspector
1.000 x Bldg Inspector II
Housing Rehab Counselor 1
.850 x Bldg Inspector II
Housing Rehab Counselor II
1.000 x Bldg Inspector 11
Neighborhood Progs Coord
1.100 x Bldg Inspector II
Sr Building Inspector
1.150 x Bldg Inspector 11
Sr Electrical Inspector
1.150 x Bldg Inspector 11
Sr Housing Rehab Counselor
1.100 x Bldg Inspector II
Sr Mechanical /Plumbing Insp
1.150 x Bldg Inspector 11
CODE ENFORCEMENT OFFICER II
Code Enforcement Officer 1 .850 x Cd Enfrmt Off 11
Sr Code Enforcement Officer 1.100 x Cd Enfrmt Off II
CONSTRUCTION INSPECTOR II
Construction Inspector 1
.850 x Construct Insp 11
Electrical Utility Inspector
1.050 x Construct Insp II
Sr Construction Inspector
1.100 x Construct Insp 11
Sr Elec Utility Inspector
1.200 x Construct Insp II
Sr Water Utility Inspector
1.200 x Construct Insp II
Water Utility Inspector
1.050 x Construct Insp 11
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
Senior Detention Officer 1.150 x Detention Officer
Ld Equipment Mechanic 1.150 x Equipment Mach
Ld Welder - Hydraulic Mechanic 1.200 x Equipment Mach
13
Sr Welder- Hydraulic Mechanic 1.050 x Equipment Mach
Welder Helper .800 x Equipment Mach
Welder- Hydraulic Mechanic 1.000 x Equipment Mach
FIRE INSPECTOR 11
Fire Inspector 1 .850 x Fire Inspector II
Hazardous Materials Spec 1 .950 x Fire Inspector II
Hazardous Materials Spec li 1.100 x Fire Inspector 11
HOUSING SPECUW
Community Development Specialist
1.100 x
Housing
Sgec
Community Sery Outreach Worker
.850 x
Housing
Spec
Community Serv Specialist
1.000 x
Housing
Spec
Event Sery Specialist
1.100 x
Housing
Spec
Family SeWSufficlency Specialist
1.050 x
Housing
Spec
Family Self- Sufficiency Supervisor
1.200 x
Housing
Spec
Housing Counselor
1.100 x
Housing
Spec
Housing Education Rep
1.100 x
Housing
Spec
Housing Loan Counselor
1.300 x
Housing
Spec
Housing Supervisor
1.150 x
Housing
Spec
Job Training Prog Asst
.975 x
Housing
Spec
Occupancy Specialist
.850 x
Housing
Spec
Program Integrity Specialist
1.150 x
Housing
Spec
Recreation Sery Specialist
1.000 x
Housing
Spec
Senior Citizens Coordinator
1.000 x
Housing
Spec
Senior Day Center Director
1.000 x
Housing
Spec
Senior Housing Specialist
1.100 x
Housing
Spec
Senior Program Integrity Specialist
1.250 x
Housing
Spec
Tree Services Specialist
1.000 x
Housing
Spec
IDENTIFICATION TECHNICIAN II
Crime Stat Technician
.975 x ID Technician 11
Forensic Specialist 1
1.100 x ID Technician 11
Forensic Specialist 11
1.200 x ID Technician 11
Identification Tech 1
.800 x ID Technician 11
14
Media Production Spec
1.100 x ID Technician 11
Police Photographer
.875 x ID Technician II
Police Photographer Safety
.875 x ID Technician II
Police Firearms Inst 1
.875 x ID Technician II
Police Firearms Inst II
1.025 x ID Technician II
Sr Police Firearms Inst
1.125 x ID Technician 11
Sr Crime Stat Tech
1.075 x ID Technician II
LABORER
Cement Finisher Trainee "C" Step = "E" Step Laborer
Maintenance Painter Trainee "C" Step = "E" Step Laborer
Skilled Crafts Worker Trainee "C" Step = "E" Step Laborer
Tres Trimmer Assistant "C" Step = "E" Step Laborer
LIBRARIAN I
Librarian 11
1.075 x Librarian I
Librarian 111
1.150 x Librarian I
Library Graphic Artist
1.000 x Librarian I
Library Technician
.800 x Librarian I
SKILLED CRAFTS WORKER
Cabinet Maker
1.050 x Skilled Crafts Worker
Cement Finisher
1.000 x Skilled Crafts Worker
Cement Saw Operator
1.050 x Skilled Crafts Worker
"*AW Lead Facilities Maint Wkr
1.200 x Skilled Crafts Worker
Maintenance Coordinator
1.125 x Skilled Crafts Worker
Maintenance Locksmith
1.050 x Skilled Crafts Worker
Masonry Worker
1.000 x Skilled Crafts Worker
Senior Welder- Fabricator
1.100 x Skilled Crafts Worker
Sign Painter
1.050 x Skilled Crafts Worker
Welder
1.000 x Skilled Crafts Worker
MOTOR SWEEPER OPERATOR
15
OFFSET PRESS OPERATOR
1.000 x Park Maint Worker I
Asst Repro /Mail Supv
1.200 x Offset Press Oper
Bindery Worker
.830 x Offset Press Oper
Graphic Artist
1.300 x Offset Press Oper
Graphic Designer
1.250 x Offset Press Oper
Layout Composer
1.000 x Offset Press Oper
Sr Offset Press Operator
1.100 x Offset Press Oper
Typesetting Technician II
1.100 x Offset Press Oper
Typesetting Technician 1
.900 x Offset Press Oper
gftw
PARK MAINTENANCE WORKER I
Golf Course Maint Wkr
1.000 x Park Maint Worker I
Landscape Inspector
1.200 x Park Maint Worker I
Lead Golf Course Maint Wkr
1.150 x Park Maint Worker I
Lead Stadium Groundskeeper
1.150 x Park Maint Worker I
Park Maint Worker II
1.075 x Park Maint Worker I
Parks Field Coordinator
1.250 x Park maint Worker I
Parks Field Supervisor
1.250 x Park Maint Worker I
Senior Golf Cart Attendant
1.000 x Park Maint Worker I
Stadium Groundskeeper
1.000 x Park Maint Worker
PLAN CHECK ENGINEER II
Fire Safety Specialist 1
.750 x Plan Check Eng II
Fire Safety Specialist II
.875 x Plan Check Eng II
Plan Checker 1
.800 x Plan Check Eng II
Plan Checker 11
.875 x Plan Check Eng 11
Plan Check Engineer 1
.950 x Plan Check Eng II
Sr Fire Safety Spec
.975 x Plan Check Eng 11
POLICE SERVICES REPRESENTATIVE 11
Emergency Sery Rep
1.000 x Police Srvcs Rep 11
Pol Comm Sery Rep 1
.850 x Police Srvcs Rep II
Pol Comm Sery Rep II
1.000 x Police Srvcs Rep II
Pol Services Rep 1
.850 x Police Srvcs Rep 11
Sr Poll Comm Sery Rep
1.100 x Police Srvcs Rep II
16
PROGRAMMERII
CM
Data Communications Network Analyst
1.100 x Programmer II
Data Communications Network Tech 1
.850 x Programmer II
Data Communications Network Tech II
1.000 x Programmer ll
Programmer Analyst
1.100 x Programmer 11
Programmer 1
.850 x Programmer 11
Signal System Engineer
1.200 x Programmer 11
Systems Analyst
1.150 x Programmer II
Systems Programmer
1.150 x Programmer 11
Systems Specialist 1
.750 x Programmer II
Systems Specialist II
.900 x Programmer 11
Voice Communications Network Tech 1
.850 x Programmer 11
Voice Communications Network Tech II
1.000 x Programmer II
Utilities Network Systems Technician
.925 x Programmer II
REAL PROPERTY SPECIALIST II
Real Property Specialist 1 .850 x Real Property Spec 11
SECURITY GUARD
Ld Security Guard 1.150 x Security Guard
Senior Security Guard 1.075 x Security Guard
Stadium Security Coordinator 1.150 x Security Guard
Traffic Control Supervisor 1.150 x Security Guard
Traffic Controller 1.000 x Security Guard
SENIOR COMPUTER OPERATOR
Computer Operator II .875 x Sr Computer Operator
Computer Operator 1 .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
Principal Utilities Eng Aide 1.150 x Sr Util Eng Aide
Principal Water Eng Aide 1.150 x Sr Util Eng Aide
17
Sr Water Eng Aide
Utilities Eng Aide
Water Eng Representative
SENIOR ENGINEERING AIDE
Drafting Technician
Engineering Aide
Engineering Representative
Landscape Designer I
Landscape Designer II
Planning Graphics Tech
Principal Eng Aide
Principal Planning Graphics Tech
Principal Traffic Eng Aide
Sr Drafting Tech
Sr Planning Graphics Tech
Sr Traffic Eng Aide
Sr Traffic Signal Tech
Traffic Eng Aide
Traffic Signal System Oper
Traffic Signal Tech I
Traffic Signal Tech II
Heavy Equipment Oper Streets
Ld Street Maint Wkr
Sr Ld Street Maint Wkr
Sewer Machine Operator
SURVEY ASSISTANT - INSTRUMENTS
Survey Asst Rod and Chain
Survey Party Chief
Lead Tree Trimmer
Tree Services Coordinator
18
1.000 x Sr Util Eng Aide
.850 x Sr Util Eng Aide
1.200 x Sr Util Eng Aide
.850 x Sr Engineering Aide
.850 x Sr Engineering Aide
1.200 x Sr Engineering Aide
.750 x Sr Engineering Aide
1.000 x Sr Engineering Aide
.850 x Sr Engineering Aide
1.150 x Sr Engineering Aide
1.050 x Sr Engineering Aide
1.150 x Sr Engineering Aide
1.000 x Sr Engineering Aide
1.000 x Sr Engineering Aide
1.000 x Sr Engineering Aide
1.325 x Sr Engineering Aide
.850 x Sr Engineering Aide
1.150 x Sr Engineering Aide
.850 x Sr Engineering Aide
1.150 x Sr Engineering Aide
1.170 x Street Maint Wkr
1.180 x Hvy Equip Opr Streets
1.050 x Ld Street Maint Wkr
1.070 x Hvy Equip Opr Streets
.850 x Survey Asst - Instr
1.150 x Survey Asst - Instr
1.100 x Tree Trimmer
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.
18.11 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.
14001, 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:
18.51 ANAHEIM or the AMEA may initiate discussions regarding such alternate
work schedules.
18.52 Alternate work schedules shall not reduce service to the public.
'Aft
18.53 Such schedules may be revoked by either party upon notice to the other
party.
18.54 Such schedules may continue by mutual agreement of both parties.
18.55 Such alternate work schedules shall be created by Letter of Understanding.
19
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
W 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 "1.12" before
schedule numbers.
19.21 The following job classes shall be paid an additional 1/2% pay In lieu of
upgrade pay:
Librarian I
Library Technician
irr" 19.3 Bargaining unit employees temporarily upgraded to a management classdesignated
with a "1.12 ", 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.
20
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;
20.6 Payment to or savings in the Anaheim Area Credit Union;
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.
`.r�
ARTICLE 21
GENERAL
21.1 It is hereby the declared personnel policy of ANAHEIM that:
21.11 Employment by ANAHEIM shall be based on merit and fitness, free of
personal and political considerations.
21
21.12 Appointments, promotions, and other actions requiring the application of
the merit principle shall be based on systematic tests and /or evaluations.
21.13 Positions having similar duties and responsibilities shall be classified and
compensated on a uniform basis.
21.14 Tenure of employees shall be subject to good behavior, satisfactory work
performance, necessity for the performance of work, and the availability of
funds.
21.15 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.
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
WAW reject any applicant for employment; PROVIDED, HOWEVER, that no test or qualification
procedures utilized by ANAHEIM or refusal to accept for employment shall be done to discriminate
for or against an applicant because of union or non -union membership or because of
race, color, creed, national origin, religion, sex, age or physical disability, except where age or lack
of physical disability is a bona fide occupational qualification.
22
ARTICLE 22
22.1 Appointments and promotions shall be based on merit and fitnessto 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.
22.11 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.
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 At such times as the appointing authority with concurrence of the Human
Resources Director determines that it is in the best Interests of the City to promote from within,
promotions shall be on a competitive basis except when the Human Resources Director finds that
the number of employees qualified for promotion is insufficient to justify competition. Appropriate
consideration shall be given to promotional candidates' qualifications, record of performance, and
seniority, in that order. When a qualified, work - disabled employee is available, consideration will
be provided according to the Vocational Rehabilitation Administrative Regulation.
AMW
22.31 At such times as the appointing authority with concurrence of the Human
Resources Director determines that It Is in the best interests of the City to
recruit from both Inside and outside the organization, City employee
candidates who choose to compete shall be evaluated on the same basis
as non - employee candidates.
22.32 Advancement to a higher paid job class shall constitute a promotion.
23
22.33 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.
_e,w 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.
22.51 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.
22.61 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 the position. An eligibility list shall be
24
established within six months for any regular, full -time position filled by provisional appointment.
In the event that any provisional appointee falls 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.
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 falls 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.
23.21 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.
23.31 Eligibility lists may contain the names of one or more persons eligible for
employment.
23.32 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
25
Human Resources Director for a period not to exceed one (1) additional
year.
23.33 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.
24.11 Certain designated job classes In the classified service shall have a regular
period of probation which begins on the date of appointment and ends
twenty -six (26) complete bi- weekly pay periods after the date of
appointment. These job classes shall be:
Code Enforcement Officer I
Code Enforcement Officer 11
24.12 In the event an employee is assigned to light duty status or is absent from
rr 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.
24.13 Upon successful completion of a probationary period, an employee shall be
granted regular status in the classification In which the probationary period
is served.
26
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.
24.21 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.
24.22 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.
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
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:
27
Five (5) years of service;
Ten (10) years of service;
Fifteen (15) years of service;
Twenty (20) years of service;
Twenty -five (25) years of service;
Thirty (30) years of service;
Thirty-five (35) years of service;
Forty (40) years of service.
Such a service award shall also be presented to any employee upon his retirement.
26.11 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.
27.11 Reimbursement to employees for costs Incurred for formalized training
shall be in accordance with regulations established by the City Manager.
w'
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
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;
28.21 Suspended without pay. 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. No employee shall be suspended for
more than thirty (30) calendar days at any one time, except as provided for
in Article 28.31, or;
28.22 Salary reduced by one or more steps. Upon taking such action, the
appropriate Executive or Administrative Manager shall file with the
waw 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.
28.31 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
required, prior to the determination that discipline will be Imposed, the appropriate Executive or
Administrative Manager, at a minimum shall:
29
28.41 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:
28.411 The discipline that Is proposed.
28.412 The grounds for imposing disciplinary action.
28.413 The actions, omissions, or conduct of the employee upon
which the proposed discipline is based.
28.414 An Invitation to respond either orally or In writing prior to
the proposed effective date of the discipline.
28.42 Provide copies of documents considered which support the proposed
discipline.
28.43 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.
28.44 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
lqw„ appellate courts.
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:
28.51 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.
30
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.
29.12 Whenever an employee whose position has been abolished cannot be
reassigned to a vacant position within his division or department, he shall
be reassigned by the City Manager to any vacant position In any other
division or department in his job class or in an equivalent or lower job class
for which he meets the minimum qualifications for employment. If an
employee is reassigned to a vacant position within his job class in any other
division or department, he shall retain his rate of pay. If an employee is
reassigned to a vacant position in an equivalent or lower job class in any
other division or department, he may be placed amu 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
r..' 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.
32
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.
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.
29.8 No reassignments or layoffs shall be made under the provisions of this Article prior
to October 1, 1994. Employees working in the classification of Lead Golf Course Maintenance
Worker and Golf Course Maintenance Worker shall not be covered by this provision. This
rr.oe paragraph shall not be a part of the Memorandum of Understanding effective midnight September
30, 1994.
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 employment to a vacant position in a job class on the same salary schedule as his own job class
shall also be considered a transfer.
33
30.11 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.
30.12 A transferred employee shall retain his rate of pay and his anniversary date
for purposes of merit pay Increases.
30.13 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
_*ear 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
r requalifying for employment by competitive processes.
31.11 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.
34
31.12 An employee reinstated after thirty days of his termination date shall serve
a new probationary period and may be considered to have broken service
for purposes of salary step status, and shall be considered to have broken
service for all other employee benefits.
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
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
IWAW : 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.
32.31 Voluntary demotions in accordance with the Vocational Rehabilitation
Administration Regulation shall be in accordance with the provisions of
Article 32.
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.
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32.41 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
%NW
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, grandchild, brother, or sister of the employee, or any parent, foster
parent or step - parent or grand child of the employee's spouse, regardless of residence.
33.11 In the event a death occurs among other family members of an employee,
1
the employee shall be granted bereavement leave with pay for up to a
maximum of eight (6) working hours. Other family members shall be
defined as grandparent, daughter -in -law, son -in -law not under the same
roof of the employee; and any grandparent, grandchild, child, brother, or
sister of the employee's spouse, regardless of residence.
33.12 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.
33.13 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.
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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.
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.
WMP 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 Once each year an employee shall be compensated in cash by separate check at
his current rate of pay for any holiday time off accrued but not taken at the close of the bi- weekly
pay period that Includes November 16.
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34.6 Upon termination, an employee shall be compensated In cash at his current rate
of pay for any holiday time off accrued but not taken.
34.7 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.
ARTICLE 35
INDUSTRIAL ACCIDENT LEAVE
35.1 in the event that anyfull -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.
35.21 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.
35.31 Industrial Accident Leave shall continue during all absences due to a single
Injury, but not to exceed one year of accumulated absence.
38
35.32 Industrial Accident Leave benefits provided by this Article shall apply to
each injury or disease as defined in Article 35.1.
35.33 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.
35.34 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.
35.35 Industrial Accident Leave for absence due to Injury or disease as defined
-SW 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.
36.11 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.
39
36.12 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.
ARTICLE 37
LEAVE WffHOt1T 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.
37.11 An employee on leave without pay shall receive no compensation and shall
accumulate no vacation or sick leave while on such leave.
37.12 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.
37.13 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.
ftowl ANAHEIM 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.
37.14 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.
40
37.15 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:
39.11 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.
39.12 Paid sick leave shall continue to accrue in accordance with the above
provisions during any period of leave with pay.
39.13 An employee requesting 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
41
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.
39.21 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.
'wow, 39.31 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.
39.32 ANAHEIM shall pay to an employee upon the employee's termination of
employment due to retirement in accordance with Article 51 or layoff in
accordance with Article 29, all hours accumulated up to the maximum of
one hundred seventy-five (175) hours that may be carried over from year
r to year. If an employee dies while employed, ANAHEIM shall pay to his /her
beneficiary, as designated by the Public Employee's Retirement System
records, the cash equivalent of all hours accumulated up to the maximum
of one hundred seventy-five (175) hours that may be carried 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 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
42
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.
39.41 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.
39.42 Total disability means an employee's complete inability to engage in their
regular occupation.
39.43 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.
39.44 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.
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:
39.61 Illness of the employee or physical incapacity of the employee due to
Illness or injury.
43
39.62 Enforced quarantine of the employee In accordance with community health
regulations.
39.63 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.
39.64 Temporary disabilities caused by pregnancy and childbirth.
39.65 Illness of the employee's immediate family.
39.7 An employee who cannot perform his assigned duties due to illness or physical
=rte
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 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 III 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.
44
39.101 Employees who retire shall receive service credit for all hours up to one
hundred seventy -five.
39.102 An employee who has more than ten (10) years of continuous City service
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 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.
39.11 If two or more periods of total disability occur during a specific six -month
elimination period for the insured LTD plan, all such periods shall be considered as one period
of continuous total disability under the following conditions:
39.111 All periods of total disability must be due to the same cause or causes; and
39.112 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
39.113 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.
45
40.11 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).
40.12 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).
40.13 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).
w
40.14 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).
40.15 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
= , s r the best Interests of ANAHEIM and the department or division In which the employee Is employed.
The maximum amount of vacation that may be taken at any given time shall be that amount that
has accrued to the employee concerned. The minimum amount of vacation that may be taken at
any given time shall be one -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.
Ell
40.5 Maximum vacation accumulations for employees with an average regular workweek
of forty (40) hours shall be as follows:
40.51 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.
40.52 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.
-mope 40.53 For employees accruing vacation at the rate of one hundred fifty-six 9 (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.
40.54 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.
40.55 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.
47
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:
40.81 A minimum of eighty (80) hours of vacation must have been used during the
previous payroll year.
40.82 An employee's request for the annual vacation payoff is subject to the
approval of the employee's department head.
40.83 Payment shall be made In January of each year.
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.
41.11 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.
41.12 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.
48
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 1s 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, the Plan Check Engineer will be paid overtime in
accordance with Article 41.1.
Newe 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
Equipment Mechanic
Heavy Equipment Operator - Streets
Laborer
Lead Facility Maintenance Worker
.%W Lead Street Maintenance Worker
Lead Welder - Hydraulic Mechanic
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 li
49
Parks Field Supervisor
Senior Lead Street Maintenance Worker
Senior Welder - Fabricator
Senior Welder - Hydraulic Mechanic
Sewer Machine Operator
Skilled Crafts Worker
Skilled Crafts Worker Trainee
Street Maintenance Worker
Tree Trimmer
Tree Trimmer Assistant
Welder
Welder - Hydraulic Mechanic
i� 41.6 If, after working 16 consecutive hours or more, employees in the classifications
listed in 41.5, are released from work by their supervisor, they shall be paid at their regular rate
of pay for up to six (6) regularly scheduled work hours which fall in such rest period, if required
to continue working during such regularly scheduled work hours, 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
141W 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
sixty dollars ($60.00) per pay period In addition to their regular pay.
42.11 The appropriate department head shall designate which positions shall be
assigned bilingual duties and which languages shall be eligible for bilingual
pay.
42.12 The Human Resources Director shall conduct a test of competency for
employees whose positions have been assigned bilingual duties to certify
these employees eligible for bilingual pay, except that operating
50
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.
42.13 Bilingual pay eligibility shall continue in accordance with the above
provisions during any period of leave with pay.
ARTICLE 43
L°
43.1 Call out compensation shall be In accordance with the 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
_Vwp� 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.
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ARTICLE 44
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.
44.11 A premium of 5.0% of the employee's regular hourly rate of pay shall be
paid for work performed in the night shift.
44.12 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
it
6:00 A.M.
44.13 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.
44.131 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.
44.14 Shift premium shall be payable for hours actually worked and shall not be
paid for non-work time, such as vacation, holidays, sick leave. etc.
V✓
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.
45.11 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.
52
45.12 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.
45.13 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.
45.14 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.
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.
53
ARTICLE 48
MEAL ALLOWANCES
48.1 The City shall provide an employee adequate meals under the following conditions.
48.11 An employee shall be provided with two adequate meals If he is called out
on emergency overtime work one (1) hour before a scheduled work day.
If a meal has been earned under another section of this rule within two (2)
hours of the scheduled work day, only one meal shall be provided under
this section.
48.12 An employee will be provided one meal if he Is called back to emergency
overtime work within one and one -half (1 -1/2) hours after normal quitting
time and works beyond two and one -half (2 -1/2) hours after normal quitting
time.
48.13 An employee shall be provided an adequate meal if he works two (2) hours
overtime beyond the normal quitting time.
48.14 An employee shall receive one meal if he is scheduled to work overtime
two (2) hours before a regular day.
48.15 An employee be provided an adequate meal at four (4) hour intervals
during the performance of emergency overtime work.
V
48.16 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.
48.17 An employee may at his request, be compensated for meals at the rate of
one -half (1/2) hour of overtime pay per meal.
54
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.
49.11 Article 28.5 provides for an accelerated procedure under the provisions of
this Article when an employee Is dismissed.
49.12 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 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:
49.51 First Steg. 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.
55
49.511 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.
49.52 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 Executive
or Administrative Manager shall review the grievance and may affirm,
cur'
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.
49.521 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.
49.53 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.
49.531 The parties (ANAHEIM and AMEA) may mutually agree to
submit a grievance to non - binding mediation, prior to
submission to arbitration. This language is not Intended to
Impede or delay the arbitration process.
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
AJ
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 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.
;-"WW
49.101 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.
57
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
50.1 Employees shall have the right to be represented in grievance matters in the
following manner:
50.11 Employees shall have the right to represent themselves individually in
grievance matters.
50.12 Employees may designate a representative to represent them in grievance
matters.
50.13 No supervisor shall be represented In grievance matters by an employee
whom he may supervise.
50.14 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
51.11 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.
51.12 ANAHEIM and Employee Contributions
51.121 ANAHEIM Contributions
51.1211 For all prepaid and /or Insured medical plans sponsored by
ANAHEIM will pay a monthly amount equal to 100% of the
Kaiser monthly rate.
51.1212 For the self funded City Medical Plan, ANAHEIM shall
contribute 110% of the monthly Kaiser Rate.
ANAHEIM and the AMEA agree to re -open the provisions of
Article 51.11 and 51.12 no later than April 1, 1994 with
agreed upon changes If any to be effective July 1, 1994
through the remainder of the term of this Memorandum.
rn
51.1213 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
59
51.122 Employee Contributions
51.1221 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 51.1212.
51.1222 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.
51.13 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.
51.14 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.
51.15 Proof of marriage will be required of all employees enrolled in any City
Medical plan to enroll a dependent spouse.
51.16 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.
51.17 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
60
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
51.21 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-
orabove
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.
51.211 ANAHEIM agrees to provide supplemental term life Insurance equal
to the amount provided in accordance with Article 51.21. One
hundred percent (100 %) of the cost of the supplemental term life
insurance shall be paid by the employee.
51.22 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.
51.23 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
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51.24 Permanent and Total Disability Life Insurance Benefit.
51.241 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.
51.242 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 Lona Term Disability Benefits
51.31 ANAHEIM agrees to pay for long term disability Insurance during the term
of this Memorandum.
51.32 An employee shall not be eligible to receive long term disability benefits
until he /she has completed one (1) year of service.
62
51.4
Dental Plans
51.41 ANAHEIM agrees to continue sponsorship of the fee for service dental plan.
51.5
51.6
51.42 ANAHEIM agrees to continue sponsorship of prepaid dental plans.
Short Term Disability
51.51 ANAHEIM agrees to continue sponsorship of the employee paid short-term
disability insurance coverage for presently enrolled employees during the
term of this Memorandum.
51.52 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.
Pensions
51.61 ANAHEIM agrees to amend its' contract with PERS to provide the following
benefits:
a) Military Buyback (Government Code Section 20930.3).
b) Fourth Level 1959 Survivor Benefits (Government Code
Section 21382.5).
51.62 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.
63
51.63 ANAHEIM shall contribute a portion of the cost of employee survivors'
benefits in accordance with the provisions of the above contract.
51.64 The contract between PIERS and ANAHEIM and all the amendments there
to as It applies to employees in classifications listed in Appendix "A" shall
become a part of this Memorandum by reference.
ARTICLE 52
New'
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.
52.11 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
NIMW
52.12 The surviving spouse of the retiree may continue coverage under the same
terms and conditions.
52.13 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.
64
52.131 The employees must have completed at least five (5) years of
continuous, full time ANAHEIM service on the date of retirement,
and
52.132 The employee must have been awarded a retirement from the
Public Employees' Retirement System ( "PERS ") as the reason for
separation from ANAHEIM service, and
52.133 PERS retirement benefits must commence no later than the first day
of the month following the date of separation from ANAHEIM
service.
N 52.134 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.
52.135 The surviving spouse of the retiree may continue coverage under
the same terms and conditions.
52.14 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.
NEW 52.141 The employees must have completed at least ten (10) years of
continuous, full time ANAHEIM service on the date of retirement,
and
52.142 The employee must have been awarded a retirement from PERS as
the reason for separation from ANAHEIM service, and
52.143 PERS retirement benefits must commence no later than the first day
of the month following the date of separation from ANAHEIM
service, OR
65
52.144 The employee must have been awarded a disability retirement
(Ordinary or Industrial) from PERS as the reason for separation from
ANAHEIM service.
52.145 ANAHEIM shall contribute towards the premium costs of the
ANAHEIM sponsored health plan elected by the employee according
to the following schedule:
52.1451 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.
52.1452 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.
52.1453 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.
52.1454 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
66
sponsored health plans. Nothing in this Article shall prevent
a retiree from properly enrolling new dependents at the
retiree's cost.
52.1455 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.
52.1456 The surviving spouse of the retiree may continue coverage
under the same terms and conditions provided that the
0
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.
52.15 Any employee who retires from ANAHEIM service and who Is eligible to
receive a benefit under this Article may elect any benefit for which they are
eligible at the time of retirement. Such election shall be irrevocable.
52.16 The following conditions shall apply to all retirees who have post retirement
medical benefit coverage under this Article:
52.161 Once cancelled for any reason, coverage shall not be reinstated.
52.162 Coverage shall be cancelled for non payment of fees after three
months in arrears.
52.163 There shall be Coordination of Benefits where other insurance
exists.
52.164 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.
67
52.165 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.
53.2 In order to be eligible for promotion or transfer to a job class In a category requiring
ftqmpr 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.
53.31 Any employee who falls 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.
`i" 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.
53.41 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.
68
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 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
it Association (General Employees Unit).
54.3 This committee will meet as often as Is necessary during the life of this agreement
and will report to the Human Resources Director on a periodic basis Its findings and
recommendations for changes to ANAHEIM'S present medical programs. A report shall be
prepared setting forth specific recommendations as to alternatives, plan design, and cost
containment provisions. The report shall be forwarded to the City Manager for review.
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 beneficial to
all concerned.
, W=W'
ARTICLE 55
AGENCY SHOP
55.1 ANAHEIM agrees to Implement an agency shop in accordance with Section 3502.5
of the Government Code.
69
ARTICLE 56
ffi r3rlt11
56.1 ANAHEIM agrees to notify the AMEA of possible contracting out of City work or
services if such contracting out will have a significant long term impact on work performed by
employees In classifications represented by AMEA.
56.11 Such notification will be given before a decision to contract out Is made;
and
56.12 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
W11;K. • t r1rLs
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.
70
58.4 Employees in the Street Division, Maintenance Department, assigned to the asphalt
group shall be provided clothing allowances as follows:
58.41 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.
58.42 The annual clothing allowance shall be $250.00.
58.43 Probationary employees are not eligible for clothing allowances.
58.44 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
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
59.11 Mechanic 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 mechanic certification pay for that fiscal
71
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.
59.12 Mechanic certification pay shall be $1,000.00.
59.13 Probationary employees are not eligible for mechanic certification pay.
59.14 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 11
Senior Building Inspector
Senior Electrical Inspector
59.21 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
'W&O✓ as provided by the International Conference of Building Officials.
59.22 Inspection certification pay shall be $1000.00. There shall be no additional
compensation for multiple certifications.
59.23 Probationary employees are not eligible for inspection certification pay.
59.24 Onlyfull -time regular employees are eligible for Inspection certification pay.
72
59.3 Employees In the following job classes shall receive plan checking or fire Inspector
certification pay upon certification as Plans Examiner or Uniform Fire Code Inspector by the
International Conference of Building Officials:
Fire Safety Specialist I
Fire Safety Specialist II
Fire Inspector
Senior Fire Safety Specialist
Plan Checker II
59.31 Plan Checking or Fire Inspector 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 or fire Inspector 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.
59.32 Plan Checking or Fire Inspector 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 employee is
eligible for both inspection certification pay and plan checking certification
pay.
59.33 Probationary employees are not eligible for plan checking or fire inspector
certification pay.
59.34 Only full -time regular employees are eligible for plan checking or fire
Inspector 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:
73
Lead Tree Trimmer
Tree Trimmer Assistant - (Upon completion of the
Tree Trimmer Training Program).
Tree Trimmer
Tree Services Coordinator
59.41 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
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 Society of Arboriculture.
59.42 Tree Trimming certification pay shall be $500.00.
59.43 Probationary employees are not eligible for tree trimming certification pay.
59.44 Only full -time regular employees are eligible for tree trimming certification
pay.
59.5 Employees in the following job classes shall receive Auto parts Specialist
Certification Pay upon certification as a Parts Specialist by the National Institute for Automotive
Service Excellence.
Auto Parts Coordinator
4ow
Auto Parts Worker
59.51 Auto Part Specialist
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 Auto Part Specialist certification pay for that
fiscal year Immediately upon submisslon 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.
74
59.52 Auto Parts Specialist certification pay shall be $500.00
59.53 Probationary employees are not eligible for Auto Parts Specialist
certification pay.
59.54 Only full -time regular employees are eligible for Auto Parts Specialist
certification pay.
59.6 Employees in the following job classes shall receive tree worker certification pay
upon certification as a Certified Tree Worker by the Western Chapter International Society of
Arboriculture:
Lead Tree Trimmer
Tree Trimmer Assistant - (Upon completion of the
Tree Trimmer Training Program).
Tree Trimmer
Tree Services Coordinator
59.61 Tree Worker 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 worker 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 Western Chapter International Society of Arboriculture.
- 59.62 Tree Worker certification pay shall be $250.00.
59.63 Probationary employees are not eligible for tree worker certification pay.
59.64 Only full -time regular employees are eligible for tree worker certification
pay.
75
ARTICLE 60
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
61.1 ANAHEIM and the AMEA agree that A Safety Committee will be established in the
following divisions:
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.
76
ARTICLE 62
TRAINING COMMITTEE
62.1 ANAHEIM and the AMEA agree that a Training Committee will be established In the
following departments:
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 composed of employees in
classifications established by the Department Head.
ARTICLE 63
IMPLEMENTATION OF MEMORANDUM OF UNDERSTANDING
63.1 Notwithstanding any other provisions of this Memorandum, the following
modifications to this Memorandum of Understanding will become effective on the date indicated.
ARTICLE PROVISION
ALL Non - economic
language changes
Insurance PERS Contract Amendments
Health Plan Changes If Any
Certification New Compensation and
Pay additional compensation
Sick Leave Payment of money in
Sick Leave Trust Fund.
EFFECTIVE DATE
First pay
period after
MOU approval.
Upon completion of PERS
contract modification.
July 1, 1994
New and /or additional
compensation this fiscal year
will be paid within 30 days
after MOU approval.
First pay period
after MOU approval.
77
Payment of first 175 hours
Sick Leave upon retirement,
layoff or death.
Holidays Holiday Time accrual
and payment
Bilingual Increase rate from
$50.00 to $60.00
per pay period.
First pay period
after MOU approval.
First pay period
after MOU approval
First pay period
after MOU approval.
ARTICLE 65
CONSTRUCTION
Amp"
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 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.
78
ARTICLE 67
DURATION
67.1 The terms of this Memorandum are to remain in full force and effect until the 3rd
day of October, 1996. 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 8th day of October, 1993.
STAFF OFFICIALS OF THE
CITY OF ANAHEIM, a
municipal corpoorraattiOon
B y e
Z
Nmwe By i 91�bi d. �llltli5��
B
By
By
By
By
By
By
Dated:
93009.GEN
ANAHEIM MUNICIPAL EMPLOYEES
ASSOCIATION, GENERAL EMPLOYEES
Dated:� -40 / f 9
Irk]
- • I l oll
Gam-'NMI ` L _
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION - GENERAL LIMIT
APPENDIX •A•
WAGES
October 8, 1993 through Nay 4, 1995
CLASSIFICATION
SCHED /STEP
HOURLY
RATES
MONTHLY
RATES
ANNUAL RATES
ASSISTANT ENGINEER - A
X
2350
J -E
$18.41 -
S23.50
$3,191.07 -
$4,073.33
$38,292.80 -
$48,880.00
ASSISTANT PLANNER
X
2188
A -E
$18.00 -
$21.68
$3,120.00 -
S3,792.53
537,440.00 -
$45,510.40
ASSISTANT REPROGRAPHICS /MAIL SUPERVISOR
U2
1720
J -E
$13.48 -
$17.20
$2,336.53 -
S2,981.33
$28,038.40 -
535,776.00
AUTO PARTS COORDINATOR
2082
J -E
$16.31 -
$20.62
$2,827.07 -
$3,608.80
$33,924.80 -
S43,305.60
AUTOMOTIVE 8 EQUIPMENT SERVICE WORKER
1412
P -E
$9.56 -
$14.12
51,657.07 -
$2,447.47
$19,864.80 -
$29,369.60
AUTOMOTIVE MECHANIC
1810
J -E
$14.18 -
$18.10
$2,457.87 -
S3,137.33
$29,494.40 -
$37,648.00
BINDERY WORKER
U2
1189
J -E
$9.32 -
S11.89
$1,615.47 -
$2,060.93
$19,385.60 -
S24,731.20
BUILDING INSPECTOR 1
1788
J-E
$14.01 -
$17.88
$2,428.40 -
$3,099.20
$29,140.80 -
$37,190.40
BUILDING INSPECTOR 11
2103
J -E
$16.48 -
$21.03
$2,856.53 -
$3,645.20
$34,278.40 -
$43,742.40
CABINET MAKER
1916
J -E
515.01 -
$19.16
$2,601.73 -
$3,321.07
531,220.80 -
$39,852.80
CEMENT FINISHER
1825
J -E
$14.30 -
S18.25
$2,478.67 -
$3,163.33
$29,744.00 -
S37,960.00
`WENT FINISHER TRAINEE
1474
C -E
$13.37 -
$14.74
$2,317.47 -
$2,554.93
527,809.60 -
$30,659.20
-` T SAN OPERATOR
U2
1916
C-E
S17.38 -
$19.16
$3,012.53 -
$3,321.07
$36,150.40 -
S39,852.80
ENFORCEMENT OFFICER I
1658
J -E
$12.99 -
$16.58
$2,251.60 -
$2,873.87
$27,019.20 -
S34,486.40
ENFORCEMENT OFFICER 11
1950
J-E
$15.28 -
$19.50
$2,648.53 -
$3,380.00
$31,782.40 -
$40,560.00
COMMUNITY DEVELOPMENT SPECIALIST
X
1837
A -E
$15.11 -
$18.37
$2,619.07 -
S3,184.13
$31,428.80 -
$38,209.60
COMMUNITY SERVICES OUTREACH WORKER
1420
J -E
$11.13 -
$14.20
$1,929.20 -
S2,461.33
$23,150.40 -
$29,536.00
COMMUNITY SERVICES SPECIALIST
X
1670
J -E
$13.08 -
$16.70
$2,267.20 -
$2,894.67
527,206.40 -
$34,736.00
COMPUTER OPERATOR 1
1264
A -E
$10.40 -
$12.64
$1,802.67 -
$2,190.93
321,632.00 -
$26,291.20
COMPUTER OPERATOR 11
U2
1474
J -E
$11.55 -
$14.74
52,002.00 -
$2,554.93
$24,024.00 -
$30,659.20
CONSTRUCTION INSPECTOR I
1790
J -E
$14.03 -
$17.90
52,431.87 -
$3,102.67
$29,182.40 -
$37,232.00
CONSTRUCTION INSPECTOR It
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
58.30 -
$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
517,804.80
- $26,291.20
DATA COMMUNICATIONS NETWORK ANALYST
U2
2410
A -E
519.83 -
$24.10
$3,125.20 -
S3,797.73
$41,246.40
- S50,128.00
DATA COMMUNICATIONS NETWORK TECHNICIAN 1
1862
J-E
$14.59 -
$18.62
$2,528.93 -
$3,227.47
530,347.20
- $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
DATA CONTROL SPECIALIST
1474
J -E
$11.55 -
$14.74
$2,002.00 -
$2,554.93
$24,024.00
- $30,659.20
DETENTION OFFICER
1737
J -E
$13.61 -
$17.37
$2,359.07 -
$3,010.80
$28,308.80
- $36,129.60
l TECHNICIAN
1601
J -E
$12.54 -
$16.01
$2,173.60 -
$2,775.07
$26,083.20
- $33,300.80
?ICAL INSPECTOR
2103
J-E
$16.48 -
$21.03
$2,856.53 -
$3,645.20
$34,278.40
- $43,742.40
[CAL UTILITY INSPECTOR
2211
J -E
$17.32 -
$22.11
$3,002.13 -
$3,832.40
$36,025.60
- S45,968.80
,.. .,ENCY 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
- 547,028.80
EQUIPMENT MECHANIC
U2
1882
J -E
$14.75 -
$18.82
$2,556.67 -
$3,262.13
530,680.00
- $39,145.60
EVENT SERVICES SPECIALIST
1837
A -E
$15.11 -
S18.37
$2,619.07 -
$3,184.13
$31,428.80
- $38,209.60
FAMILY SELF - SUFFICIENCY SPECIALIST
X
1754
A-E
$14.43 -
S17.54
$2,501.20 -
S3,040.27
$30,014.40
- $36,483.20
FAMILY SELF - SUFFICIENCY SUPERVISOR
XU2 2004
A -E
$16.49 -
$20.04
$2,858.27 -
$3,473.60
$34,299.20
- $41,683.20
FIRE INSPECTOR 1
1878
J -E
514.71 -
$18.78
$2,549.73 -
S3,255.20
$30,596.80
- $39,062.40
FIRE INSPECTOR It
2210
J -E
$17.32 -
$22.10
$3,002.13 -
$3,830.67
$36,025.60
- $45,966.00
FIRE SAFETY SPECIALIST I
2072
J -E
$16.23 -
$20.72
$2,813.20 -
$3,591.47
$33,758.40
- $43,097.60
FIRE SAFETY SPECIALIST II
2417
J-E
$18.94 -
S24.17
$3,282.93 -
$4,189.47
$39,395.20
- $50,273.60
FORENSIC SPECIALIST I
2151
J -E
$16.85 -
$21.51
$2,920.67 -
$3,728.40
$35,048.00
- $44,740.80
FORENSIC SPECIALIST II
2346
A -E
$19.30 -
$23.46
$3,345.33 -
$4,066.40
540,144.00
- $48,796.80
GOLF COURSE MAINTENANCE WORKER
1542
P -E
$10.44 -
$15.42
$1,809.60 -
$2,672.80
$21,715.20
- $32,073.60
GRAPHIC DESIGNER
X
1791
J -E
514.03 -
$17.91
$2,431.87 -
$3,104.40
$29,182.40
- $37,252.80
HAZARDOUS MATERIALS SPECIALIST I
2100
J -E
$16.45 -
$21.00
$2,851.33 -
$3,640.00
534,216.00
- S43,680.00
HAZARDOUS MATERIALS SPECIALIST 11
2431
J -E
$19.05 -
524.31
$3,302.00 -
$4,213.73
$39,624.00
- $50,564.80
ANAHEIM shall pay 7% or 9% of the employee contribution towards PENS. (Article 51.62)
m
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION - GENERAL UNIT
APPENDIX •A•
WAGES
October 8, 1993 through May 4, 1995
CLASSIFICATION
HEAVY EQUIPMENT OPERATOR STREETS
HOUSING COUNSELOR
HOUSING EDUCATION REPRESENTATIVE
HOUSING LOAN COUNSELOR
HOUSING REHABILITATION COUNSELOR I
HOUSING REHABILITATION COUNSELOR 11
HOUSING SPECIALIST
HOUSING SUPERVISOR
IDENTIFICATION TECHNICAN I
IDENTIFICATION TECHNICIAN 11
JOB TRAINING PROGRAM ASSISTANT
LABORER
(ANDSCAPE DESIGNER I
"'QSCAPE DESIGNER 11
&CAPE INSPECTOR
T COMPOSER
icAD AUTOMOTIVE MECHANIC - VF
LEAD AUTOMOTIVE MECHANIC
LEAD COMPUTER OPERATOR
LEAD CUSTODIAN - FLOORS
LEAD EQUIPMENT MECHANIC
LEAD FACILITIES MAINTENANCE WORKER
LEAD GOLF COURSE MAINTENANCE WORKER
LEAD SECURITY GUARD
LEAD STADIUM GROUNDSKEEPER
LEAD STREET MAINTENANCE WORKER
LEAD TREE TRIMMER
LEAD WELDER - HYDRAULIC MECHANIC
LIBRARIAN I
LIBRARIAN 11
LIBRARIAN 111
'RRARY GRAPHIC ARTIST
'.ARY TECHNICIAN
TENANCE COORDINATOR
<A INTENANCE LOCKSMITH
MAINTENANCE PAINTER TRAINEE
MASONRY WORKER
MECHANIC HELPER
MEDIA PRODUCTION SPECIALIST
MOTOR SWEEPER OPERATOR
MOTORCYCLE MECHANIC
NEIGHBORHOOD PROGRAMS COORDINATOR
OCCUPANCY SPECIALIST
OFFSET PRESS OPERATOR
PARK MAINTENANCE WORKER 1
PARK MAINTENANCE WORKER 11
PARK PLANNING AIDE
PARK PLANNING ASSISTANT
PARKS FIELD COORDINATOR
PARKS FIELD SUPERVISOR
PLAN CHECK ENGINEER I
ANAHEIM shall pay 7% or 9% of the employee contribution towards PERS. (Article 51.62)
81
SCHED /STEP
HOURLY RATES
MONTHLY
RATES
ANNUAL
RATES
U2
1804
J -E
$14.13
- $18.04
$2,449.20
- $3,126.93
$29,390.40
- $37,523.20
X
1837
A -E
$15.11
- $18.37
$2,619.07
- 53,184.13
$31,428.80
- $38,209.60
X
1837
A -E
$15.11
- $18.37
$2,619.07
- $3,184.13
$31,428.80
- $38,209.60
X
2171
A -E
$17.86
- $21.71
53,095.73
- 53,763.07
$37,148.80
- 545,156.80
1788
J -E
$14.01
- $17.88
$2,428.40
- $3,099.20
529,140.80
- $37,190.40
X
2103
A -E
$17.30
- $21.03
$2,998.67
- $3,645.20
$35,984.00
- $43,742.40
X
1670
A-E
513.74
- $16.70
$2,381.60
- $2,894.67
$28,579.20
- $34,736.00
X
1921
A -E
$15.80
- $19.21
$2,738.67
- $3,329.73
$32,864.00
- $39,956.80
1564
J-E
$12.25
- $15.64
$2,123.33
- $2,710.93
$25,480.00
- $32,531.20
1955
A -E
$16.08
- $19.55
$2,787.20
- $3,388.67
533,446.40
- $40,664.00
X
1628
J -E
$12.76
- $16.28
$2,211.73
- $2,821.87
526,540.80
- $33,862.40
S
1338
P -E
$9.06
- 513.38
$1,570.40
- $2,319.20
$18,844.80
- $27,830.40
1413
J -E
511.07
- $14.13
$1,918.80
- $2,449.20
523,025.60
- $29,390.40
1884
J -E
$14.76
- 518.84
$2,558.40
- 53,265.60
$30,700.80
- 539,187.20
U2
1850
C -E
$16.78
- $18.50
$2,908.53
- $3,206.67
$34,902.40
- $38,480.00
1433
J -E
$11.23
- $14.33
$1,946.53
- $2,483.87
$23,358.40
- $29,806.40
U2
2172
D-E
520.69
- 521.72
$3,586.27
- $3,764.80
543,035.20
- 545,177.60
U2
2082
D -E
$19.83
- $20.82
$3,437.20
- $3,608.80
$41,246.40
- $43,305.60
U2
1854
A -E
$15.25
- $18.54
$2,643.33
- $3,213.60
531,720.00
- $38,563.20
U2
1448
C -E
513.13
- $14.48
52,275.87
- $2,509.87
527,310.40
- 530,118.40
U2
2164
D -E
$20.61
- $21.64
$3,572.40
- $3,750.93
542,868.80
- $45,011.20
U2
2190
B -E
518.92
- $21.90
53,279.47
- $3,796.00
$39,353.60
- $45,552.00
U2
1773
C -E
$16.08
- $17.73
52,787.20
- $3,073.20
$33,446.40
- $36,878.40
SU2
1481
D -E
$14.10
- $14.81
$2,444.00
- $2,567.07
529,328.00
- $30,804.80
U2
1773
C -E
$16.08
- $17.75
$2,787.20
- $3,073.20
$33,446.40
- $36,878.40
U2
2129
A -E
$17.52
- $21.29
$3,036.80
- $3,690.27
$36,441.60
- 544,283.20
U2
1862
D -E
$17.73
- $18.62
$3,073.20
- $3,227.47
$36,878.40
- 538,729.60
U2
2258
D-E
$21.50
- $22.58
$3,726.67
- $3,913.87
$44,720.00
- 546,966.40
X
1848
J -E
$14.48
- $18.48
$2,509.87
- $3,203.20
$30,118.40
- 538,438.40
X
1987
A -E
$16.35
- $19.87
$2,834.00
- $3,444.13
534,008.00
- $41,329.60
X
2125
A -E
$17.48
- $21.25
$3,029.87
- $3,683.33
$36,358.40
- 544,200.00
X
1848
J -E
$14.48
- $18.48
$2,509.87
- $3,203.20
530,118.40
- $38,438.40
1478
A -E
$12.16
- $14.78
$2,107.73
- $2,561.87
$25,292.80
- $30,742.40
U2
2053
J -E
$16.09
- $20.53
$2,788.93
- $3,558.53
$33,467.20
- $42,702.40
1916
J-E
$15.01
- $19.16
$2,601.73
- $3,321.07
$31,220.80
- $39,852.80
1474
C-E
513.37
- $14.74
$2,317.47
- 52,554.93
$27,809.60
- $30,659.20
1825
A -E
$15.01
- $18.25
52,601.73
- $3,163.33
$31,220.80
- $37,960.00
1539
J -E
$12.06
- $15.39
$2,090.40
- 52,667.60
525,084.80
- $32,011.20
2151
J-E
$16.85
- $21.51
$2,920.67
- $3,728.40
$35,048.00
- $44,740.80
U2
1750
J -E
$13.71
- $17.50
$2,376.40
- 53,033.33
$28,516.80
- $36,400.00
U2
1855
J -E
$14.53
- 518.55
52,518.53
- 53,215.33
$30,222.40
- $38,584.00
X
2313
A -E
$19.03
- $23.13
53,298.53
- 54,009.20
$39,582.40
- 548,110.40
1420
A -E
$11.68
- $14.20
$2,024.53
- $2,461.33
$24,294.40
- $29,536.00
SU2
1433
J -E
$11.23
- $14.33
$1,946.53
- 52,483.87
523,358.40
- 529,806.40
U2
1542
J -E
512.08
- $15.42
$2,093.87
- 52,672.80
525,126.40
- $32,073.60
U2
1658
A -E
$13.64
- $16.58
$2,364.27
- 52,873.87
$28,371.20
- $34,486.40
X
1860
A -E
$15.30
- $18.60
$2,652.00
- 53,224.00
$31,824.00
- $38,688.00
X
2188
A -E
$18.00
- 521.88
$3,120.00
- $3,792.53
$37,440.00
- $45,510.40
U2
1928
C -E
$17.49
- $19.28
$3,031.60
- 53,341.87
536,379.20
- $40,102.40
U2
1928
C -E
$17.49
- $19.28
$3,031.60
- $3,341.87
536,379.20
- $40,102.40
X
2624
J-E
520.56
- $26.24
53,563.73
- $4,548.27
$42,764.80
- $54,579.20
ANAHEIM shall pay 7% or 9% of the employee contribution towards PERS. (Article 51.62)
81
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION - GENERAL UNIT
APPENDIX "A•
WAGES
October 8, 1993 through May 4, 1995
CLASSIFICATION
PLAN CHECK ENGINEER II
PLAN CHECKER I
PLAN CHECKER 11
PLANNING AIDE
PLANNING GRAPHICS TECHNICIAN
POLICE COMMUNITY SERVICES REP I
POLICE COMMUNITY SERVICES REP 11
POLICE FIREARMS INSTRUCTOR 1
POLICE FIREARMS INSTRUCTOR 11
POLICE PHOTOGRAPHER
POLICE PHOTOGRAPHER SAFETY
POLICE SERVICES REPRESENTATIVE I
POLICE SERVICES REPRESENTATIVE 11
- "pCIPAL ENGINEERING AIDE
I:3PAL PLANNING GRAPHICS TECHNICIAN
=.I PAL TRAFFIC ENGINEERING AIDE
PRINCIPAL UTILITIES ENGINEERING AIDE
PRINCIPAL WATER ENGINEERING AIDE
PROGRAM INTEGRITY SPECIALIST
PROGRAMMER ANALYST
PROGRAMMER I
PROGRAMMER II
REAL PROPERTY SPECIALIST 1
REAL PROPERTY SPECIALIST II
RECREATION SERVICES SPECIALIST
SECURITY GUARD
SENIOR BUILDING INSPECTOR
SENIOR CITIZENS COORDINATOR
SENIOR CODE ENFORCEMENT OFFICER
SENIOR COMPUTER OPERATOR
SENIOR CONSTRUCTION INSPECTOR
SFa10R CRIME STATISTICS TECHNICIAN
R DATA CONTROL SPECIALIST
OR DAY CENTER DIRECTOR
,x10R DETENTION OFFICER
SENIOR DRAFTING TECHNICIAN
SENIOR ELECTRICAL INSPECTOR
SENIOR ELECTRICAL UTILITY INSPECTOR
SENIOR ENGINEERING AIDE
SENIOR FIRE SAFETY SPECIALIST
SENIOR GOLF CART ATTENDANT
SENIOR HOUSING REHABILITATION COUNSELOR
SENIOR HOUSING SPECIALIST
SENIOR LEAD STREET MAINTENANCE WORKER
SENIOR MECHANICAL /PLUMBING INSPECTOR
SENIOR OFFSET PRESS OPERATOR
SENIOR PLANNING GRAPHICS TECHNICIAN
SENIOR POLICE COMMUNITY SERVICES REP
SENIOR POLICE FIREARMS INSTRUCTOR
SENIOR PROGRAM INTEGRITY SPECIALIST
SENIOR SECURITY GUARD
ANAHEIM shall pay 7% or 9% of the employee contribution towards PERS. (Article 51.62)
82
SCHED /STEP
HOURLY RATES
MONTHLY RATES
ANNUAL RATES
X
2762
J -E
$21.64 -
$27.62
$3,750.93 -
$4,787.47
$45,011.20 -
557,449.60
2210
A -E
$18.18 -
$22.10
$3,151.20 -
23,830.67
$37,814.40 -
$45,968.00
U2
2417
J -E
518.94 -
$24.17
$3,282.93 -
$4,189.47
$39,395.20 -
$50,273.60
X
1860
J -E
514.57 -
$18.60
$2,525.47 -
$3,224.00
$30,305.60 -
$38,688.00
1601
J -E
$12.54 -
$16.01
$2,173.60 -
$2,775.07
$26,083.20 -
$33,300.80
1370
J -E
210.73 -
$13.70
$1,859.87 -
$2,374.67
$22,318.40 -
$28,496.00
1612
A -E
$13.26 -
516.12
$2,298.40 -
$2,794.13
$27,580.80 -
533,529.60
1711
J -E
$13.41 -
$17.11
$2,324.40 -
$2,965.73
527,892.80 -
535,588.80
2004
A -E
$16.49 -
520.04
$2,858.27 -
$3,473.60
$34,299.20 -
$41,683.20
1711
B-E
$14.78 -
$17.11
52,561.87 -
52,965.73
530,742.40 -
$35,588.80
1711
8 -E
514.78 -
$17.11
$2,561.87 -
$2,965.73
$30,742.40 -
$35,588.80
1370
J -E
$10.73 -
513.70
$1,859.87 -
$2,374.67
$22,318.40 -
$28,496.00
1612
A -E
$13.26 -
$16.12
$2,298.40 -
$2,794.13
$27,580.80 -
$33,529.60
2167
A -E
$17.83 -
$21.67
$3,090.53 -
$3,756.13
$37,086.40 -
545,073.60
U2
1978
J -E
$15.50 -
$19.78
$2,686.67 -
$3,428.53
532,240.00 -
541,142.40
2167
A -E
$17.83 -
$21.67
53,090.53 -
53,756.13
537,086.40 -
$45,073.60
2207
A -E
$18.16 -
522.07
53,147.73 -
$3,825.47
537,772.80 -
$45,905.60
2207
A -E
518.16
- $22.07
$3,147.73 -
53,825.47
537,772.80 -
$45,905.60
X
1921
A -E
515.80
- $19.21
$2,381.60 -
$3,329.73
$32,864.00 -
$39,956.80
X
2410
J -E
$18.88
- $24.10
$3,272.53 -
$4,177.33
$39,270.40 -
$50,128.00
X
1862
J -E
$14.59
- 518.62
$2,528.93 -
53,227.47
530,347.20 -
$38,729.60
X
2191
J -E
$17.17
- $21.91
$2,976.13 -
$3,797.73
$35,713.60 -
$45,572.80
X
2220
J-E
$17.39
- $22.20
53,014.27 -
$3,848.00
536,171.20 -
546,176.00
X
2612
J -E
$20.47
- 526.12
$3,548.13 -
$4,527.47
542,577.60 -
554,329.60
X
1670
J -E
$13.08
- $16.70
52,267.20 -
$2,894.67
$27,206.40 -
$34,736.00
S
1288
D -E
$12.27
- $12.88
$2,126.80 -
$2,232.53
$25,521.60 -
$26,790.40
U2
2418
A -E
519.89
- $24.18
$3,447.60 -
$4,191.20
541,371.20 -
$50,294.40
X
1670
A-E
$13.74
- $16.70
$2,381.60 -
$2,894.67
$28,579.20 -
$34,736.00
2145
A -E
$17.65
- 521.45
$3,059.33
- $3,718.00
536,712.00 -
$44,616.00
U2
1685
A -E
$13.86
- 516.85
$2,402.40 -
52,920.67
$28,828.80 -
$35,048.00
2317
A -E
519.06
- $23.17
53,303.73
- 54,016.13
539,644.80 -
548,193.60
X
2102
A -E
517.29
- 521.02
52,996.93
- $3,643.47
$35,963.20 -
$43,721.60
U2
1559
A -E
$12.83
- 515.59
$2,223.87
- $2,702.27
$26,686.40
- $32,427.20
X
1670
A-E
$13.74
- 516.70
$2,381.60
- $2,894.67
$28,579.20
- $34,736.00
U2
1998
A -E
$16.44
- $19.98
$2,849.60
- $3,463.20
$34,195.20
- $41,558.40
1884
A -E
$15.50
- 518.84
$2,686.67
- $3,265.60
$32,240.00
- $39,187.20
2418
A -E
$19.89
- $24.18
$3,447.60
- 54,191.20
541,371.20
- $50,294.40
2527
A -E
$20.79
- $25.27
$3,603.60
- $4,380.13
543,243.20
- $52,561.60
1884
A -E
$15.50
- $18.84
S2,6B6.67
- $3,265.60
$32,240.00
- $39,187.20
2693
A-E
$22.16
- $26.93
$3,841.07
- $4,667.87
$46,092.80
- $56,014.40
S
1542
P -E
$10.44
- $15.42
$1,809.60
- $2,672.80
$21,715.20
- 532,073.60
X
2313
A-E
$19.03
- $23.13
53,298.53
- $4,009.20
$39,582.40
- $48,110.40
XU2 1837
A -E
$15.11
- $18.37
$2,619.07
- $3,184.13
531,428.80
- $38,209.60
U2
2235
A -E
518.39
- 522.35
53,187.60
- $3,874.00
$38,251.20
- $46,488.00
U2
2418
A -E
$19.89
- $24.18
$3,447.60
- 54,191.20
$41,371.20
- 550,294.40
SU2 1576
A -E
$12.97
- 515.76
$2,248.13
- $2,731.73
$26,977.60
- $32,780.80
1884
A -E
$15.50
- $18.84
$2,686.67
- $3,265.60
$32,240.00
- $39,187.20
U2
1773
A -E
514.59
- $17.73
$2,528.93
- $3,073.20
$30,347.20
- $36,878.40
U2
2199
A -E
$18.09
- $21.99
53,135.60
- 53,811.60
537,627.20
- $45,739.20
XU2 2088
A-E
$17.18
- 520.88
$2,977.87
- 53,619.20
$35,734.40
- $43,430.40
SU2 1385
D-E
$13.19
- $13.85
52,286.27
- 52,400.67
$27,435.20
- $28,808.00
ANAHEIM shall pay 7% or 9% of the employee contribution towards PERS. (Article 51.62)
82
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION - GENERAL UNIT
APPENDIX •A•
WAGES
October 8, 1993 through May 4, 1995
CLASSIFICATION
SCHED /STEP
HOURLY RATES
MONTHLY
RATES
ANNUAL RATES
SENIOR TRAFFIC ENGINEERING AIDE
1884
A-E
515.50 -
$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 UTILITIES ENGINEERING AIDE
1919
A -E
$15.79 -
219.19
$2,736.93
- $3,326.27
$32,843.20 -
$39,915.20
SENIOR WATER ENGINEERING AIDE
1919
A -E
$15.79 -
$19.19
$2,736.93
- 23,326.27
$32,843.20 -
$39,915.20
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 -
520.08
$2,726.53
- $3,480.53
532,718.40 -
$41,766.40
SENIOR WELDER-HYDRAULIC MECHANIC
1976
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
- 52,551.47
$23,982.40 -
$30,617.60
SERVICE SHIFT SUPERVISOR
SU2
1693
D -E
216.12
- $16.93
52,794.13
- $2,934.53
$33,529.60 -
$35,214.40
SEWER MACHINE OPERATOR
U2
1930
J -E
$15.12
- $19.30
52,620.80
- $3,345.33
$31,449.60 -
$40,144.00
SIGN PAINTER
U2
1916
J -E
$15.01
- $19.16
52,601.73
- $3,321.07
$31,220.80 -
$39,852.60
SIGNAL SYSTEM ENGINEER
X
2629
J -E
520.60
- 526.29
$3,570.67
- $4,556.93
$42,848.00 -
$54,683.20
SKILLED CRAFTS WORKER
1825
J -E
$14.30
- $18.25
$2,478.67
- $3,163.33
$29,744.00 -
537,960.00
.'ED CRAFTS WORKER TRAINEE
1474
C-E
$13.37
- 514.74
$2,317.47
- $2,554.93
$27,809.60 -
$30,659.20
/.oM GROUNDSKEEPER
1542
P -E
$10.44
- $15.42
$1,809.60
- $2,672.80
221,715.20 -
532,073.60
�W_.IUM SECURITY COORDINATOR
SU2
1481
D -E
514.10
- 514.81
$2,444.00
- $2,567.07
$29,328.00 -
$30,804.80
STREET MAINTENANCE WORKER
U2
1542
J -E
512.08
- $15.42
$2,093.87
- $2,672.80
$25,126.40 -
$32,073.60
SURVEY ASSISTANT INSTRUMENTS
U2
1972
A -E
516.22
- $19.72
52,811.47
- $3,418.13
$33,737.60 -
$41,017.60
SURVEY ASSISTANT ROD AND CHAIN
1676
J -E
213.13
- $16.76
$2,275.87
- $2,905.07
$27,310.40 -
834,860.80
SURVEY PARTY CHIEF
U2
2268
A -E
$18.66
- $22.68
$3,234.40
- 53,931.20
$38,812.80 -
$47,174.40
SYSTEMS ANALYST
X
2520
J -E
$19.74
- $25.20
53,421.60
- $4,368.00
$41,059.20 -
$52,416.00
SYSTEMS PROGRAMMER
X
2520
A -E
$20.73
- 525.20
$3,593.20
- 54,368.00
543,118.40 -
$52,416.00
SYSTEMS SPECIALIST 1
1643
J -E
$12.87
- $16.43
52,230.80
- $2,847.87
$26,769.60
- $34,174.40
SYSTEMS SPECIALIST 11
1972
J -E
$15.45
- 519.72
$2,678.00
- 53,418.13
$32,136.00
- 541,017.60
TRAFFIC CONTROL SUPERVISOR
U2
1481
J -E
$11.60
- 214.81
$2,010.67
- $2,567.07
$24,128.00
- $30,804.80
TRAFFIC CONTROLLER
1288
J -E
S10.D9
- $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
- 533,300.80
TRAFFIC ENGINEERING INVESTIGATOR
2350
J -E
$18.41
- 223.50
$3,191.07
- $4,073.33
$38,292.80
- $48,880.00
TRAFFIC SIGNAL SYSTEM ENGINEER
X
2350
J -E
$18.41
- $23.50
53,191.07
- $4,073.33
538,292.80
- 548,880.00
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 1
1601
J-E
$12.54
- $16.01
$2,173.60
- $2,775.07
$26,083.20
- $33,300.80
TRAFFIC SIGNAL TECHNICIAN 11
2167
J -E
$16.98
- $21.67
$2,943.20
- $3,756.13
$35,318.40
- 545,073.60
FFIC /TRANSPORTATION CLAIMS COORD
2350
J -E
518.41
- 523.50
$3,191.07
- 54,073.33
$38,292.80
- 548,880.00
=�E SERVICES COORDINATOR
1989
A -E
$16.36
- $19.89
$2,835.73
- $3,447.60
$34,028.80
- $41,371.20
cE SERVICES SPECIALIST
X
1670
J -E
$13.08
- $16.70
$2,267.20
- $2,894.67
$27,206.40
- $34,736.00
TREE TRIMMER
U2
1693
C -E
515.36
- $16.93
$2,662.40
- 52,934.53
$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
- 830,659.20
TYPESETTING TECHNICIAN 1
1290
J-E
$10.11
- $12.90
$1,752.40
- $2,236.00
521,028.80
- $26,832.00
TYPESETTING TECHNICIAN 11
U2
1576
A -E
$12.97
- $15.76
$2,248.13
- 52,731.73
$26,977.60
- $32,780.80
UTILITIES ENGINEERING AIDE
1631
J -E
$12.78
- $16.31
$2,215.20
- 52,827.07
$26,582.40
- $33,924.80
UTILITIES NETWORK SYSTEMS TECHNICIAN
2027
J-E
$15.88
- $20.27
$2,752.53
- $3,513.47
$33,030.40
- $42,161.60
VOICE COMMUNICATIONS NETWORK TECHNICIAN 1
1862
J -E
514.59
- $18.62
52,528.93
- $3,227.47
$30,347.20
- $38,729.60
VOICE COMMUNICATIONS NETWORK TECHNICIAN 11
2191
A -E
518.03
- $21.91
$3,125.20
- $3,797.73
$37,502.40
- $45,572.80
WATER ENGINEERING REPRESENTATIVE
2303
A -E
$18.95
- $23.03
$3,284.67
- $3,991.87
539,416.00
- 547,902.40
WATER UTILITY INSPECTOR
2211
J -E
$17.32
- $22.11
$3,002.13
- $3,832.40
536,025.60
- 545,988.80
WELDER
1825
J-E
$14.30
- 518.25
$2,478.67
- $3,163.33
529,744.00
- $37,960.00
WELDER HELPER
1506
J -E
$11.80
- $15.06
$2,045.33
- $2,610.40
$24,544.00
- 131,324.80
WELDER- HYDRAULIC MECHANIC
1882
J -E
$14.75
- $18.82
52,556.67
- $3,262.13
$30,680.00
- $39,145.60
ANAHEIM shall pay 7% or 9% of the employee contribution towards PERS. (Article 51.62)
m
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION - GENERAL UNIT
APPENDIX •A•
WAGES
May 5, 1995 through October 3, 1996
CLASSIFICATION
SCHED /STEP
HOURLY RATES
MONTHLY RATES
ANNUAL
RATES
ASSISTANT ENGINEER - A
X
2444
J -E
519.15 -
$24.44
$3,319.33 -
$4,236.27
$39,832.00 -
$50,835.20
ASSISTANT PLANNER
X
2276
A -E
$18.72 -
$22.76
$3,244.80 -
$3,945.07
$38,937.60 -
$47,340.80
ASSISTANT REPROGRAPHICS /MAIL SUPERVISOR
U2
1788
J-E
$14.01 -
$17.88
$2,428.40 -
$3,099.20
$29,140.80 -
$37,190.40
AUTO PARTS COORDINATOR
2164
J -E
$16.96 -
$21.64
$2,939.73 -
$3,750.93
$35,276.80 -
$45,011.20
AUTOMOTIVE It EQUIPMENT SERVICE WORKER
1468
P -E
$9.94 -
$14.68
$1,722.93 -
$2,544.53
$20,675.20 -
$30,534.40
AUTOMOTIVE MECHANIC
1862
J -E
$14.75 -
$18.82
$2,556.67 -
$3,262.13
530,680.00 -
$39,145.60
BINDERY WORKER
U2
1237
J -E
$9.69 -
$12.37
$1,679.60 -
$2,144.13
520,155.20 -
525,729.60
BUILDING INSPECTOR 1
1859
J -E
$14.57 -
$18.59
$2,525.47 -
$3,222.27
$30,305.60 -
$38,667.20
BUILDING INSPECTOR II
2187
J -E
$17.14 -
521.87
$2,970.93 -
$3,790.80
$35,651.20 -
$45,489.60
CABINET MAKER
1993
J -E
$15.62 -
$19.93
$2,707.47 -
$3,454.53
$32,489.60 -
541,454.40
CEMENT FINISHER
1898
J -E
$14.87 -
$18.98
$2,577.47 -
$3,289.87
$30,929.60 -
$39,478.40
CEMENT FINISHER TRAINEE
1474
C -E
513.37 -
$14.74
$2,317.47 -
$2,554.93
$27,809.60 -
530,659.20
SAW OPERATOR
U2
1993
C -E
518.08 -
519.93
$3,133.87 -
$3,454.53
$37,606.40 -
541,454.40
1NFORCEMENT OFFICER 1
1724
J-E
$13.51 -
$17.24
$2,341.73 -
$2,988.27
$28,100.80 -
$35,859.20
NFORCEMENT OFFICER 11
2028
J -E
$15.89 -
520.28
$2,754.27 -
$3,515.20
533,051.20 -
542,182.40
COMMUNITY DEVELOPMENT SPECIALIST
X
1911
A -E
515.72 -
519.11
52,724.80
- $3,312.40
$32,697.60 -
$39,748.80
COMMUNITY SERVICES OUTREACH WORKER
1476
J -E
$11.56 -
514.76
$2,003.73
- $2,558.40
$24,044.80 -
$30,700.80
COMMUNITY SERVICES SPECIALIST
X
1737
J -E
$13.61 -
517.37
$2,359.07 -
$3,010.80
528,308.80 -
536,129.60
COMPUTER OPERATOR 1
1314
A -E
$10.81 -
$13.14
$1,873.73
- $2,277.60
$22,484.80 -
$27,331.20
COMPUTER OPERATOR 11
U2
1533
J-E
$12.01 -
$15.33
$2,081.73
- $2,657.20
$24,980.80 -
531,886.40
CONSTRUCTION INSPECTOR 1
1862
J-E
$14.59 -
$18.62
52,528.93
- $3,227.47
$30,347.20 -
$38,729.60
CONSTRUCTION INSPECTOR 11
2190
J -E
$17.16 -
521.90
52,974.40
- $3,796.00
$35,692.80 -
545,552.00
CRIME STATISTICS TECHNICIAN
X
1982
J -E
$15.53 -
$19.82
$2,691.87
- $3,435.47
532,302.40 -
$41,225.60
CUSTODIAN
S
1276
P -E
$8.64 -
512.76
$1,497.60
- $2,211.73
517,971.20 -
$26,540.80
CUSTODIAN - FLOORS
S
1314
P -E
$8.89 -
$13.14
51,540.93
- $2,277.60
518,491.20 -
$27,331.20
DATA COMMUNICATIONS NETWORK ANALYST
U
2507
A -E
$20.63 -
525.07
53,575.87
- $4,345.47
$42,910.40 -
$52,145.60
DATA COMMUNICATIONS NETWORK TECHNICIAN 1
1937
J-E
$15.18 -
$19.37
$2,631.20
- $3,357.47
531,574.40 -
$40,289.60
DATA COMMUNICATIONS NETWORK TECHNICIAN II
2279
A-E
$18.75
- $22.79
$3,250.00
- $3,950.27
$39,000.00 -
547,403.20
DATA CONTROL SPECIALIST
1533
J -E
$12.01
- $15.33
$2,081.73
- $2,657.20
$24,980.80 -
$31,886.40
DETENTION OFFICER
1806
J -E
$14.15
- $18.06
52,452.67
- $3,130.40.
$29,432.00 -
$37,564.80
`RAFTING TECHNICIAN
1665
J-E
$13.05
- $16.65
$2,262.00
- $2,886.00
$27,144.00 -
534,632.00
`6TRICAL INSPECTOR
2187
J -E
517.14
- $21.87
$2,970.93
- $3,790.80
$35,651.20 -
$45,489.60
- iTRICAL UTILITY INSPECTOR
2300
J-E
$18.02
- 523.00
$3,123.47
- $3,986.67
$37,481.60 -
$47,840.00
'"" �RGENCY SERVICES REPRESENTATIVE
1676
J-E
513.13
- $16.76
$2,275.87
- $2,905.07
$27,310.40 -
$34,860.80
ENGINEERING AIDE
1665
J -E
$13.05
- 516.65
$2,262.00
- $2,886.00
527,144.00 -
$34,632.00
ENGINEERING REPRESENTATIVE
U2
2351
J -E
518.42
- $23.51
$3,192.80
- $4,075.07
$38,313.60 -
548,900.80
EQUIPMENT MECHANIC
U2
1957
J -E
$15.33
- $19.57
52,657.20
- 53,392.13
531,886.40 -
540,705.60
EVENT SERVICES SPECIALIST
1911
A -E
$15.72
- $19.11
$2,724.80
- $3,312.40
$32,697.60 -
539,748.80
FAMILY SELF - SUFFICIENCY SPECIALIST
X
1824
A-E
$15.01
- $18.24
$2,601.73
- 53,161.60
$31,220.80 -
$37,939.20
FAMILY SELF - SUFFICIENCY SUPERVISOR
XU
2084
A -E
$17.15
- 520.84
$2,972.67
- $3,612.27
$35,672.00 -
$43,347.20
FIRE INSPECTOR 1
1953
J -E
515.30
- $19.53
$2,652.00
- $3,385.20
$31,824.00 -
540,622.40
FIRE INSPECTOR 11
2298
J -E
$18.01
- $22.98
$3,121.73
- 53,983.20
$37,460.80 -
547,798.40
FIRE SAFETY SPECIALIST I
2154
J -E
516.88
- 521.54
$2,925.87
- $3,733.60
$35,110.40 -
$44,803.20
FIRE SAFETY SPECIALIST 11
2513
J -E
$19.69
- $25.13
53,412.93
- $4,355.87
540,955.20 -
552,270.40
FORENSIC SPECIALIST 1
2236
J -E
$17.52
- $22.36
$3,036.80
- $3,875.73
$36,441.60 -
$46,508.80
FORENSIC SPECIALIST 11
2440
A -E
$20.07
- $24.40
$3,478.80
- $4,229.33
$41,745.60 -
$50,752.00
GOLF COURSE MAINTENANCE WORKER
1604
P -E
$10.86
- $16.04
51,882.40
- 52,780.27
522,588.80 -
$33,363.20
GRAPHIC DESIGNER
X
1863
J -E
$14.60
- 518.63
52,530.67
- $3,229.20
530,368.00 -
$38,750.40
HAZARDOUS MATERIALS SPECIALIST 1
2183
J-E
$17.10
- $21.83
$2,964.00
- $3,783.87
$35,568.00 -
545,406.40
HAZARDOUS MATERIALS SPECIALIST 11
2528
J -E
$19.81
- $25.28
$3,433.73
- $4,381.87
$41,204.80 -
$52,582.40
ANAHEIM shall pay 7% or 9% of the employee contribution towards PERS. (Article 51.62)
84
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION - GENERAL UNIT
APPENDIX 'As
WAGES
May 5, 1995 through October 3, 1996
CLASSIFICATION
HEAVY EQUIPMENT OPERATOR STREETS
HOUSING COUNSELOR
HOUSING EDUCATION REPRESENTATIVE
HOUSING LOAN COUNSELOR
HOUSING REHABILITATION COUNSELOR 1
HOUSING REHABILITATION COUNSELOR II
HOUSING SPECIALIST
HOUSING SUPERVISOR
IDENTIFICATION TECHNICAN 1
IDENTIFICATION TECHNICIAN 11
JOB TRAINING PROGRAM ASSISTANT
LABORER
LANCSCAPE DESIGNER I
'PE DESIGNER 11
4� .FE INSPECTOR
COMPOSER
LEAD AUTOMOTIVE MECHANIC - VF
LEAD AUTOMOTIVE MECHANIC
.LEAD COMPUTER OPERATOR
LEAD CUSTODIAN-FLOORS
LEAD EQUIPMENT MECHANIC
LEAD FACILITIES MAINTENANCE WORKER
LEAD GOLF COURSE MAINTENANCE WORKER
LEAD SECURITY GUARD
LEAD STADIUM GROUNDSKEEPER
LEAD STREET MAINTENANCE WORKER
LEAD TREE TRIMMER
LEAD WELDER - HYDRAULIC MECHANIC
LIBRARIAN I
LIBRARIAN 11
LIBRARIAN III
`IBRARY GRAPHIC ARTIST
ART TECHNICIAN
s-OTENANCE COORDINATOR
,:ATENANCE LOCKSMITH
MAINTENANCE PAINTER TRAINEE
MASONRY WORKER
MECHANIC HELPER
MEDIA PRODUCTION SPECIALIST
MOTOR SWEEPER OPERATOR
MOTORCYCLE MECHANIC
NEIGHBORHOOD PROGRAMS COORDINATOR
OCCUPANCY SPECIALIST
OFFSET PRESS OPERATOR
PARK MAINTENANCE WORKER I
PARK MAINTENANCE WORKER 11
PARK PLANNING AIDE
PARK PLANNING ASSISTANT
PARKS FIELD COORDINATOR
PARKS FIELD SUPERVISOR
PLAN CHECK ENGINEER 1
SCHED /STEPI
U2 1877 J -E $14.71
X 1911 A -E 515.72
X 1911 A -E 515.72
X 2258 A -E $18.58
1859 J -E 514.57
X 2187 A -E 217.99
X 1737 A -E $14.29
X 1998 A -E $16.44
1626 J -E $12.74
2033 A -E 516.73
X 1694 J-E 513.27
S 1392 P -E 59.42
1469 J -E $11.51
1959 J -E $15.35
U2 1925 C -E $17.46
1490 J -E $11.67
U2 2258 D -E $21.50
U2 2164 D-E $20.61
U2 1927 A -E $15.85
U2 1506 C -E $13.66
U2 2251 D -E 521.44
U2 2278 B -E $19.68
U2 1845 C-E $16.73
SU2 1541 D-E 514.68
U2 1845 C -E 516.73
U2 2215 A -E $18.22
U2 1937 D -E $18.45
U2 2348 D -E $22.36
X 1922 J-E $15.06
X 2066 A-E 517.00
X 2210 A -E $18.18
X 1922 J -E $15.06
1538 A -E $12.65
U2 2135 J -E $16.73
1993 J-E $15.62
1474 C-E 513.37
1898 A -E 515.61
1600 J -E $12.54
2236 J-E $17.52
U2 1820 J -E $14.26
U2 1929 J -E $15.11
X 2406 A-E 519.79
1476 A -E 512.14
SU2 1490 J -E $11.67
U2 1604 J-E 512.57
U2 1724 A -E $14.18
X 1935 A -E 515.92
X 2276 A-E 518.72
U2 2005 C-E $18.19
U2 2005 C-E $18.19
X 2728 J -E 521.37
LY RATES MONTHLY RATES
- $18.77 $2,549.73 - $3,253.47
. $19.11 $2,724.80 - $3,312.40
- $19.11 52,724.80 - $3,312.40
$22.58 $3,220.53 - $3,913.87
- $18.59 $2,525.47 - $3,222.27
$21.87 $3,118.27 - 53,790.80
- $17.37 $2,476.93 - 23,010.80
519.98 $2,849.60 - $3,463.20
- $16.26 $2,208.27 - $2,818.40
$20.33 $2,899.87 - $3,523.87
- $16.94 $2,300.13 - 52,936.27
$13.92 $1,632.80 - $2,412.80
514.69 $1,995.07 - $2,546.27
$19.59 $2,660.67 - $3,395.60
$19.25 $3,026.40 - 53,336.67
$14.90 52,022.80 - $2,582.67
$22.58 $3,726.67 - 53,913.87
$21.64 $3,572.40 - $3- ,750.93
$19.27 $2,747.33 - $3,340.13
S15.G6 $2,367.73 - $2,610.40
$22.51 $3,716.27 - $3,901.73
- $22.78 $3,411.20 - 53,948.53
- $18.45 $2,899.87 - $3,198.00
- 515.41 $2,544.53 - $2,671.07
$18.45 $2,899.87 - $3,198.00
- $22.15 $3,158.13 - 53,839.33
$19.37 53,198.00 - $3,357.47
$23.48 $3,875.73 - S4,D69.87
- $19.22 $2,610.40 - $3,331.47
- $20.66 $2,946.67 - 53,581.07
- 522.10 $3,151.20 - $3,830.67
- $19.22 $2,610.40 - $3,331.47
- 515.38 $2,192.67 - $2,665.87
- $21.35 $2,899.87 - $3,700.67
- 519.93 $2,707.47 - $3,454.53
- 514.74 $2,317.47 - $2,554.93
- $18.98 $2,705.73 - 53,289.87
$16.00 $2,173.60 - $2,773.33
- $22.36 $3,036.80 - $3,875.73
$18.20 $2,471.73 - $3,154.67
$19.29 $2,619.07 - $3,343.60
- $24.D6 $3,430.27 - $4,170.40
- $14.76 $2,104.27 - $2,558.40
$14.90 $2,022.80 - $2,582.67
- $16.04 $2,178.80 - 52,780.27
- $17.24 $2,457.87 - $2,988.27
- 519.35 $2,759.47 - $3,354.00
- $22.76 $3,244.80 - $3,945.07
- $20.05 $3,152.93 - 53,475.33
- $20.05 53,152.93 - 53,475.33
- $27.28 53,704.13 - $4,728.53
ANAHEIM shall pay 7% or 9% of the employee contribution towards PENS. (Article 51.62)
85
ANNUAL RATES
$30,596.80 - 539,041.60
$32,697.60 - $39,748.80
$32,697.60 - 539,748.80
$38,646.40 - 546,966.40
$30,305.60 - $38,667.20
$37,419.20 - $45,489.60
$29,723.20 - $36,129.60
$34,195.20 - $41,558.40
$26,499.20 - $33,820.80
$34,798.40 - 542,286.40
$27,601.60 - $35,235.20
$19,593.60 - 528,953.60
$23,940.80 - $30,555.20
531,928.00 - 540,747.20
$36,316.80 - $40,040.00
524,273.60 - $30,992.00
544,720.00 - 546,966.40
$42,868.80 - 545,011.20
$32,968.00 - 540,081.60
528,412.80 - $31,324.80
$44,595.20 - 546,820.80
$40,934.40 - $47,382.40
$34,798.40 - $38,376.00
530,534.40 - $32,052.80
$34,798.40 - $38,376.00
537,897.60 - $46,072.00
$38,376.00 - $40,289.60
$46,508.80 - 548,838.40
531,324.80 - $39,977.60
$35,360.00 - 542,972.80
537,814.40 - 545,968.00
531,324.80 - $39,977.60
$26,312.00 - $31,990.40
534,798.40 - 544,408.00
$32,489.60 - $41,454.40
$27,809.60 - $30,659.20
$32,468.80 - 539,478.40
$26,083.20 - 533,280.00
$36,441.60 - 546,508.80
$29,660.80 - 537,856.00
$31,428.80 - 240,123.20
541,163.20 - $50,044.60
$25,251.20 - $30,700.80
$24,273.60 - 530,992.00
$26,145.60 - 533,363.20
$29,494.40 - $35,859.20
$33,113.60 - $40,248.00
$38,937.60 - $47,340.80
$37,835.20 - $41,704.00
$37,835.20 - $41,704.00
544,449.60 - $56,742.40
ANAHEIM MUM ICIPAL EMPLOYEES ASSOCIATION - GENERAL UNIT
APPENDIX •M
WAGES
May 5, 1995 through October 3, 1996
CLASSIFICATION
SCHED /STEP
HOURLY RATES
MONTHLY
RATES
ANNUAL
RATES
PLAN CHECK ENGINEER 11
X
2872
J -E
122.50 -
$28.72
$3,900.00 -
$4,978.13
$46,800.00
- $59,737.60
PLAN CHECKER 1
2298
A -E
$18.91 -
$22.98
$3,277.73 -
$3,983.20
539,332.80
- $47,798.40
PLAN CHECKER 11
U2
2513
J -E
119.69 -
$25.13
$3,412.93 -
54,355.87
$40,955.20
- $52,270.40
PLANNING AIDE
X
1935
J -E
$15.16 -
$19.35
$2,627.73 -
$3,354.00
$31,532.80
- 540,248.00
PLANNING GRAPHICS TECHNICIAN
1665
J-E
$13.05 -
$16.65
12,262.00 -
52,886.00
527,144.00
- $34,632.00
POLICE COMMUNITY SERVICES REP 1
1425
J -E
111.17 -
$14.25
11,936.13 -
$2,470.00
$23,233.60
- 529,640.00
POLICE COMMUNITY SERVICES REP 11
1676
A-E
$13.79 -
$16.76
$2,390.27 -
12,905.07
$28,663.20
- $34,860.80
POLICE FIREARMS INSTRUCTOR 1
1779
J -E
513.94 -
$17.79
12,416.27 -
$3,083.60
$28,995.20
- $37,003.20
POLICE FIREARMS INSTRUCTOR 11
2084
A-E
$17.15 -
$20.84
$2,972.67 -
$3,612.27
$35,672.00
- $43,347.20
POLICE PHOTOGRAPHER
1779
8 -E
$15.37 -
117.79
$2,664.13 -
53,083.60
531,969.60
- 137,003.20
POLICE PHOTOGRAPHER SAFETY
1779
8 -E
$15.37 -
117.79
52,664.13 -
$3,083.60
$31,969.60
- $37,003.20
POLICE SERVICES REPRESENTATIVE I
1425
J -E
$11.17
- 514.25
$1,936.13 -
$2,470.00
523,233.60
- 129,640.00
P0 110E SERVICES REPRESENTATIVE II
1676
A -E
$13.79
- 516.76
$2,390.27 -
$2,905.07
$28,683.20
- $34,860.80
- PAL ENGINEERING AIDE
2253
A -E
$18.54
- 522.53
$3,213.60 -
$3,905.20
538,563.20
- $46,862.40
JAL PLANNING GRAPHICS TECHNICIAN
U2
2057
J -E
516.12
- $20.57
$2,794.13 -
$3,565.47
$33,529.60
- 542,785.60
YR1MI
.;PAL TRAFFIC ENGINEERING AIDE
2253
A -E
518.54
- $22.53
$3,213.60 -
$3,905.20
538,563.20
- 546,862.40
PRINCIPAL UTILITIES ENGINEERING AIDE
2295
A -E
$18.88
- $22.95
$3,272.53 -
$3,978.00
$39,270.40
- $47,736.00
PRINCIPAL WATER ENGINEERING AIDE
2295
A -E
$18.88
- 122.95
$3,272.53 -
$3,978.00
$39,270.40
- $47,736.00
PROGRAM INTEGRITY SPECIALIST
X
1998
A -E
$16.44
- $19.98
$2,849.60 -
53,463.20
$34,195.20
- $41,558.40
PROGRAMMER ANALYST
X
2507
J -E
$19.64
- $25.07
13,404.27 -
$4,345.47
$40,851.20
- $52,145.60
PROGRAMMER I
X
1937
J -E
$15.18
- $19.37
$2,631.20 -
53,357.47
$31,574.40
- $40,289.60
PROGRAMMER 11
X
2279
J -E
$17.86
- 522.79
$3,095.73 -
$3,950.27
537,148.80
- $47,403.20
REAL PROPERTY SPECIALIST I
X
2309
J -E
$18.09
- $23.09
53,135.60 -
$4,002.27
$37,627.20
- $48,027.20
REAL PROPERTY SPECIALIST 11
X
2716
J -E
$21.28
- 527.16
$3,688.53 -
$4,707.73
$44,262.40
- $56,492.80
RECREATION SERVICES SPECIALIST
X
1737
J -E
513.61
- $17.37
$2,359.07 -
$3,010.80
$26,308.80
- 536,129.60
SECURITY GUARD
S
1340
D -E
$12.76
- $13.40
$2,211.73 -
52,322.67
526,540.80
- $27,872.00
SENIOR BUILDING INSPECTOR
U2
2515
A-E
$20.69
- $25.15
$3,586.27 -
54,359.33
$43,035.20
- $52,312.00
SENIOR CITIZENS COORDINATOR
X
1737
A -E
$14.29
- $17.37
$2,476.93 -
$3,010.80
$29,723.20
- $36,129.60
SENIOR CODE ENFORCEMENT OFFICER
2231
A -E
$18.35
- $22.31
$3,180.67 -
$3,867.07
138,168.00
- $46,404.80
SENIOR COMPUTER OPERATOR
U2
1752
A -E
$14.41
- $17.52
52,497.73 -
53,036.80
529,972.80
- $36,441.60
SENIOR CONSTRUCTION INSPECTOR
2409
A -E
$19.82
- 524.09
53,435.47 -
$4,175.60
$41,225.60
- 550,107.20
'. - VIOR CRIME STATISTICS TECHNICIAN
X
2185
A-E
$17.98
- $21.85
53,116.53 -
$3,787.33
$37,398.40
- $45,448.00
;OR DATA CONTROL SPECIALIST
U2
1621
A -E
113.34
- 516.21
52,312.27 -
$2,809.73
527,747.20
- 533,716.80
-�IOR DAY CENTER DIRECTOR
X
1737
A -E
$14.29
- $17.37
$2,476.93 -
$3,010.80
529,723.20
- $36,129.60
_d OR DETENTION OFFICER
U2
2077
A -E
$17.09
- 120.77
$2,962.27 -
53,600.13
$35,547.20
- $43,201.60
SENIOR DRAFTING TECHNICIAN
1959
A-E
516.12
- $19.59
$2,794.13 -
53,395.60
$33,529.60
- $40,747.20
SENIOR ELECTRICAL INSPECTOR
2515
A -E
$20.69
- $25.15
$3,586.27 -
$4,359.33
543,035.20
- 152,312.00
SENIOR ELECTRICAL UTILITY INSPECTOR
2628
A -E
$21.62
- 526.28
$3,747.47 -
$4,555.20
544,969.60
- $54,662.40
SENIOR ENGINEERING AIDE
1959
A -E
$16.12
- $19.59
52,794.13 -
53,395.60
$33,529.60
- $40,747.20
SENIOR FIRE SAFETY SPECIALIST
2800
A-E
$23.04
- 528.00
$3,993.60 -
$4,853.33
$47,923.20
- $58,240.00
SENIOR GOLF CART ATTENDANT
S
1604
P -E
$10.86
- $16.04
11,882.40 -
$2,780.27
522,588.80
- 133,363.20
SENIOR HOUSING REHABILITATION COUNSELOR
X
2406
A -E
$19.79
- 524.06
$3,430.27 -
$4,170.40
$41,163.20
- $50,044.80
SENIOR HOUSING SPECIALIST
XU2
1911
A -E
$15.72
- $19.11
$2,724.80 -
$3,312.40
$32,697.60
- $39,748.80
SENIOR LEAD STREET MAINTENANCE WORKER
U2
2326
A -E
$19.14
- $23.26
$3,317.60 -
$4,031.73
$39,811.20
- $48,380.80
SENIOR MECHANICAL /PLUMBING INSPECTOR
U2
2515
A-E
$20.69
- $25.15
$3,586.27 -
$4,359.33
$43,035.20
- $52,312.00
SENIOR OFFSET PRESS OPERATOR
SU2
1639
A -E
$13.48
- $16.39
$2,336.53 -
$2,840.93
528,038.40
- $34,091.20
SENIOR PLANNING GRAPHICS TECHNICIAN
1959
A-E
$16.12
- $19.59
$2,794.13 -
$3,395.60
$33,529.60
- $40,747.20
SENIOR POLICE COMMUNITY SERVICES REP
U2
1844
A -E
$15.17
- $18.44
$2,629.47 -
$3,196.27
$31,553.60
- 538,355.20
SENIOR POLICE FIREARMS INSTRUCTOR
U2
2287
A -E
$18.82
- $22.87
53,262.13 -
$3,964.13
539,145.60
- $47,569.60
SENIOR PROGRAM INTEGRITY SPECIALIST
XU2
2171
A -E
$17.86
- $21.71
$3,095.73 -
$3,763.07
$37,148.80
- $45,156.80
SENIOR SECURITY GUARD
SU2
1441
D -E
$13.72
- $14.41
$2,378.13 -
52,497.73
$28,537.60
- $29,972.80
ANAHEIM shall pay 7% or 9% of the employee contribution towards PERS. (Article 51.62)
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION - GENERAL UNIT
APPENDIX •A•
WAGES
May 5, 1995 through October 3, 1996
CLASSIFICATION
SCHED /STEP
HOURLY RATES
MONTHLY RATES
ANNUAL RATES
SENIOR TRAFFIC ENGINEERING AIDE
1959
A -E
516.12 -
S19.59
52,794.13 -
23,395.60
$33,529.60 -
S40,747.20
SENIOR TRAFFIC SIGNAL TECHNICIAN
2596
A -E
521.36 -
S25.96
$3,702.40 -
S4,499.73
544,428.80 -
S53,996.80
SENIOR UTILITIES ENGINEERING AIDE
1996
A -E
$16.42 -
$19.96
$2,846.13 -
S3,459.73
$34,153.60 -
S41,516.80
SENIOR WATER ENGINEERING AIDE
1996
A -E
$16.42 -
$19.96
$2,846.13 -
$3,459.73
534,153.60 -
S41,516.80
SENIOR WATER UTILITY INSPECTOR
2628
A-E
S21.62 -
$26.28
53,747.47 -
S4,555.20
544,969.60 -
$54,662.40
SENIOR WELDER-FABRICATOR
2088
J-E
S16.36 -
S20.88
52,835.73 -
S3,619.20
$34,028.80 -
$43,430.40
SENIOR WELDER-HYDRAULIC MECHANIC
2055
J -E
$16.10 -
$20.55
52,790.67 -
$3,562.00
533,488.00 -
$42,744.00
SERVICE LEAD WORKER
SU2
1531
J -E
$12.00 -
$15.31
$2,080.00 -
S2,653.73
524,960.00 -
$31,844.80
SERVICE SHIFT SUPERVISOR
SU2
1761
D -E
$16.77 -
$17.61
$2,906.80 -
S3,052.40
$34,881.60 -
236,628.60
SEWER MACHINE OPERATOR
U2
2008
J -E
515.73 -
$20.08
$2,726.53 -
S3,480.53
$32,718.40 -
$41,766.40
SIGN PAINTER
1993
J -E
$15.62 -
$19.93
$2,707.47 -
$3,454.53
532,489.60 -
$41,454.40
SIGNAL SYSTEM ENGINEER
X
2735
J-E
$21.43 -
$27.35
$3,714.53 -
$4,740.67
544,574.40 -
$56,888.00
`?l lED CRAFTS WORKER
1898
J -E
$14.87 -
$18.98
$2,577.47 -
$3,289.87
$30,929.60 -
$39,478.40
- I CRAFTS WORKER TRAINEE
1474
C-E
$13.37 -
$14.74
52,317.47
- S2,554.93
527,809.60 -
S30,659.20
1 GROUNDSKEEPER
1604
P -E
$10.86 -
$16.04
$1,882.40
- $2,780.27
$22,588.80 -
$33,363.20
:M SECURITY COORDINATOR
SU2
1541
D -E
$14.68 -
S15.41
$2,544.53
- $2,671.07
$30,534.40 -
S32,052.80
STREET MAINTENANCE WORKER
U2
1604
J-E
S12.57 -
$16.04
$2,178.80
- $2,780.27
$26,145.60 -
$33,363.20
SURVEY ASSISTANT INSTRUMENTS
U2
2051
A-E
$16.87 -
S20.51
52,924.13
- $3,555.07
$35,089.60 -
S42,660.80
SURVEY ASSISTANT ROD AND CHAIN
1743
J-E
$13.66 -
$17.43
$2,367.73
- $3,021.20
528,412.80 -
S36,254.40
SURVEY PARTY CHIEF
U2
2359
A -E
$19.41 -
$23.59
53,364.40
- $4,088.93
540,372.80 -
S49,067.20
SYSTEMS ANALYST
X
2621
J -E
220.54 -
$26.21
$3,560.27
- $4,543.07
$42,723.20
- $54,516.80
SYSTEMS PROGRAMMER
X
2621
A-E
$21.56 -
S26.21
$3,737.07
- S4,543.07
$44,844.80
- $54,516.80
SYSTEMS SPECIALIST 1
1709
J -E
213.39 -
$17.09
$2,320.93
- S2,962.27
527,851.20
- $35,547.20
SYSTEMS SPECIALIST 11
2051
J -E
$16.07 -
$20.51
$2,785.47
- S3,555.07
$33,425.60
- $42,660.80
TRAFFIC CONTROL SUPERVISOR
U2
1541
J -E
$12.07 -
$15.41
52,092.13
- $2,671.07
$25,105.60
- $32,052.80
TRAFFIC CONTROLLER
1340
J -E
510.50 -
$13.40
$1,820.00
- S2,322.67
521,840.00
- $27,872.00
TRAFFIC ENGINEERING AIDE
1665
J -E
$13.05 -
$16.65
$2,262.00
- $2,886.00
$27,144.00
- S34,632.00
TRAFFIC ENGINEERING INVESTIGATOR
2444
J -E
$19.15 -
S24.44
$3,319.33
- $4,236.27
539,832.00
- ,50,835.20
TRAFFIC SIGNAL SYSTEM ENGINEER
X
2444
J -E
$19.15 -
$24.44
$3,319.33
- S4,236.27
539,832.00
- $50,835.20
TRAFFIC SIGNAL SYSTEM OPERATOR
2253
J -E
$17.65 -
$22.53
$3,059.33
- $3,905.20
$36,712.00
- $46,862.40
TRAFFIC SIGNAL TECHNICIAN 1
1665
$13.05 -
$16.65
$2,262.00
- $2,886.00
$27,144.00
- $34,632.00
-- 'AFFIC SIGNAL TECHNICIAN 11
2253
J -E
$17.65 -
$22.53
$3,059.33
- S3,905.20
$36,712.00
- S46,862.40
FIC /TRANSPORTATION CLAIMS COORD
2444
J -E
$19.15
- $24.44
$3,319.33
- $4,236.27
$39,832.00
- $50,835.20
SERVICES COORDINATOR
2069
A -E
$17.02
- $20.69
$2,950.13
- S3,586.27
$35,401.60
- S43,035.20
-.� SERVICES SPECIALIST
X
1737
J-E
$13.61
- $17.37
$2,359.07
- $3,010.80
$28,308.80
- $36,129.60
TREE TRIMMER
U2
1761
C-E
$15.97
- $17.61
$2,768.13
- $3,052.40
$33,217.60
- S36,628.80
TREE TRIMMER ASSISTANT
S
1474
C-E
$13.37
- $14.74
$2,317.47
- $2,554.93
527,809.60
- $30,659.20
TYPESETTING TECHNICIAN 1
1341
J -E
$10.51
- S13.41
$1,821.73
- $2,324.40
121,860.80
- $27,892.80
TYPESETTING TECHNICIAN 11
U2
1639
A -E
$13.48
- $16.39
52,336.53
- $2,840.93
$28,038.40
- $34,091.20
UTILITIES ENGINEERING AIDE
1697
J-E
S13.30
- S16.97
52,305.33
- $2,941.47
$27,664.00
- $35,297.60
UTILITIES NETWORK SYSTEMS TECHNICIAN
2108
J -E
$16.52
- S21.08
52,863.47
- $3,653.87
$34,361.60
- $43,846.40
VOICE COMMUNICATIONS NETWORK TECHNICIAN 1
1937
J-E
$15.18
- $19.37
$2,631.20
- $3,357.47
$31,574.40
- $40,289.60
VOICE COMMUNICATIONS NETWORK TECHNICIAN 11
2279
A -E
$18.75
- S22.79
53,250.00
- $3,950.27
$39,000.00
- $47,403.20
WATER ENGINEERING REPRESENTATIVE
2395
A -E
$19.70
- $23.95
$3,414.67
- $4,151.33
540,976.00
- $49,816.00
WATER UTILITY INSPECTOR
2300
J-E
$18.02
- $23.00
$3,123.47
- S3,986.67
$37,481.60
- $47,840.00
WELDER
1898
J-E
$14.87
- $18.98
$2,577.47
- $3,289.87
$30,929.60
- $39,478.40
WELDER HELPER
1566
J-E
$12.27
- $15.66
$2,126.80
- S2,714.40
$25,521.60
- $32,572.80
WELDER- HYDRAULIC MECHANIC
1957
J -E
$15.33
- S19.57
52,657.20
- $3,392.13
$31,886.40
- $40,705.60
ANAHEIM shall pay 7% or 9% of the employee contribution towards PERS. (Article 51.62)
M
LETTER OF UNDERSTANDING
BETWEEN THE
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION
GENERAL UNIT
AND THE
CITY OF ANAHEIM
The Anaheim Municipal Employees Association and the City of
Anaheim, after meeting and conferring, have reached an
understanding on the wages, hours, and other terms and
conditions of employment for employees assigned by management to
work the Nine Plan, as follows:
NINE PLAN
ANAHEIM and the Anaheim Municipal Employees Association agree
that employees may be assigned to a Nine Plan alternate work
- schedule in order to reduce trips to and from work. Such an
alternate work schedule shall not reduce service to the public.
ANAHEIM and the Anaheim Municipal Employees Association agree
that the regular work schedule for employees assigned to the
Nine Plan by management shall be eight (8) nine (9) hour work
days and one (1) eight hour work day in each bi- weekly pay
period. Such schedule shall be designed and implemented by
management. A work period of seven consecutive calendar days
shall be assigned to each employee assigned to the Nine Plan.
An employee will be scheduled by management to work a regular
work schedule of forty hours in each work period.
Employees who perform authorized work in excess of the regular
work day or work week as defined in the Letter of Understanding
and who are otherwise eligible for overtime pay shall be
compensated for such work at the rate of one and one half
(1 -1/2) times their regular hourly rate of pay.
Employees who do not work on the holiday or day observed in lieu
of the holiday as set forth in Article 35 of the Memorandum of
Understanding shall be required to submit a vacation request for
one (1) hour for each holiday not worked.
Employees eligible for bereavement leave as set forth in Article
34 of the Memorandum of Understanding shall be required to
submit a vacation request for one (1) hour for each work day of
bereavement leave.
Employees shall have one (1) hour deducted from their accrued
sick leave, vacation, or industrial accident leave for each hour
of leave taken. Employees with a regular work day of nine (9)
hours shall have nine (9) hours deducted from their accrued sick
leave, vacation, or industrial accident leave for each regularly
scheduled working day that they are on paid leave. Employees
LIR
with a regular work day of eight (8.0) hours shall have eight
(8.0) hours deducted from their accrued sick leave, vacation, or
industrial accident leave for each regularly scheduled working
day that they are on paid leave.
Employees may be assigned to or from the Nine Plan work schedule
only effective at the beginning of a bi- weekly pay period.
The Nine Plan work schedule may continue by mutual agreement of
both parties. The Nine Plan work schedule may be revoked by
either party upon notice to the other party.
STAFF
CITY
Muni
By
,Taw B y —
By —
By
Dated:
090
FICIALS OF THE
ANAHEIM, a A
ANAHEIM MUNICIPAL EMPLOYEES
ASSOCIATION GENERAL UNIT
By
By
By
Dated:
L*E
LETTER OF UNDERSTANDING
between the
ANAHEIM MUNICIPAL EMPLOYEES ASSOCIATION, GENERAL UNIT
and the
CITY OF ANAHEIM
The Anaheim Municipal Employees Association, General Unit and the City of Anaheim, after
meeting and conferring, have reached an understanding on the wages, hours, and other
terms and conditions of employment for Public Utilities Department employees in the
Information Services Group assigned by management to work a TEN PLAN, as follows:
ANAHEIM and the Anaheim Municipal Employees Association, General Unit agree that such
employees may be assigned to a TEN PLAN alternate work schedule. Such an alternate work
;ar
schedule shall not reduce service to the public.
ANAHEIM and the Anaheim Municipal Employees Association agree that the regular work
schedule for employees assigned to the TEN PLAN by management shall be eight (8) ten (10)
hour work days In each biweekly pay period. Such schedule shall be designed and
Implemented by management. A work period of seven consecutive calendar days shall be
assigned to each employee assigned to the TEN PLAN. An employee will be scheduled by
management to work a regular work schedule of forty hours in each work period.
Employees who perform authorized work In excess of the regular work day or work week
as defined in this Letter of Understanding and who are otherwise eligible for overtime
pay shall be compensated for such work at the appropriate overtime rate as set forth In
Article 41 of the Memorandum of Understanding.
Employees who do not work on the holiday or day observed in lieu of the holiday as
set forth in Article 34 of the Memorandum of Understanding shall be required to submit a
vacation request for two (2) hours for each holiday not worked.
+o' Employees eligible for bereavement leave as set forth In Article 33 of the Memorandum
of Understanding shall be required to submit a vacation request for two (2) hours for
each work day of bereavement leave.
Employees shall have one (1) hour deducted from their accrued sick leave, vacation,
or industrial accident leave for each hour of leave taken. Employees with a regular work
day of ten (10) hours shall have ten (10) hours deducted from their accrued sick leave,
vacation, or Industrial accident leave for each regularly scheduled working day that they
are on paid leave.
Employees may be assigned to or from the TEN PLAN work schedule only effective at the
beginning of a biweekly pay period.
.r
AMEA- General Ten Plan
PAGE 2.
The TEN PLAN work schedule may continue by mutual agreement of both parties. The
TEN PLAN work schedule may be revoked by either party upon ninety (90) days written
notice to the other party.
STAFF OF ICIALS OF THE C OF
ANAHEI a Municipal Corpor on
ey
By
Dated: /
ANAHEIM MUNICIPAL EMPLOYEES
ASSOCIATION, GENERAL UNIT
By
aa34br /C
91