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RES-10971 Memorandum For Management AssociationRESOLUTION NO. 10971 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ORANGE APPROVING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF ORANGE AND THE ORANGE MANAGEMENT ASSOCIATION (OMA) CONCERNING WAGES, HOURS, AND OTHER CONDITIONS OF EMPLOYMENT EFFECTIVE JULY 1, 2015 THROUGH AND INCLUDING JUNE 30, 2017 AND REPEALING RESOLUTION NO. 10761 AND AMENDMENTS THERETO FOR SAID EMPLOYEES. WHEREAS, the City of Orange, hereinafter referred to as "City," and the Orange Management Association, hereinafter referred to as "OMA" have met and conferred in accordance with the requirements of the Meyers - Milias -Brown Act; and WHEREAS, the City and OMA have reached agreement on wages, hours, and other conditions of employment effective July 1, 2015 through and including June 30, 2017 and the City Council desires to repeal Resolution No. 10761 and amendments thereto for said employees, as set forth in the Memorandum of Understanding; and WHEREAS, on February 9, 2016 and May 10, 2016, the City Council of the City of Orange adopted Resolution Numbers 10923 and 10923A, Resolutions of the City Council of the City of Orange Establishing and Amending a Letter of Understanding between the City of Orange and the Orange Management Association Effective July 1, 2015 through June 30, 2017; and WHEREAS, the City and the Association agreed to incorporate the provisions contained in the Letter of Understanding noted above into a new Memorandum of Understanding once both parties had an opportunity to review and concur on any and all language changes included in the new Memorandum of Understanding. NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Orange that the Memorandum of Understanding attached hereto as Exhibit "A" the "MOU ") is approved and incorporated herein by reference as if fully set forth herein and that Resolution No. 10761 be repealed in its entirety. ADOPTED this 13th day of September, 2016. C A! -Ir_" C X Teresa 1E. Smith, Mayor, City of Orange ATTEST: v Mary E. Mu ity C , City o nge STATE OF CALIFORNIA COUNTY OF ORANGE CITY OF ORANGE I, MARY E. MURPHY, City Clerk of the City of Orange, California, do hereby certify that the foregoing Resolution was duly and regularly adopted by the City Council of the City of Orange at a regular meeting thereof held on the 13 day of September, 2016, by the following vote: AYES:COUNCILMEMBERS:Alvarez, Whitaker, Smith, Murphy, Nichols NOES:COUNCILMEMBERS:None ABSENT:COUNCILMEMBERS:None ABSTAIN:COUNCILMEMBERS:None Q Mary E. ity Clerk, Ci range Resolution No. 10971 2 Exhibit "A" MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF ORANGE AND THE ORANGE MANAGEMENT ASSOCIATION JULY 1 2015 THROUGH JUNE 30 2017 7888855.3 OR020 -058 ORANGE MANAGEMENT ASSOCIATION MEMORANDUM OF UNDERSTANDING TABLE OF CONTENTS Article No.Article Title Page No. I Recognition 1 II Non - Discrimination 1 III Salaries 1 Basic Compensation Plan, Salary Schedule, Hourly Rate Part-Time Employees, Beginning Rates, Service, Advancement within Salary Schedule, Reduction in Salary Steps, Bilingual Assignment, Shift Differential, Certification Bonuses, Incentive Pay Plan IV Work Week 5 V Probation 5 VI Promotion 6 VII Demotion 6 VIII Reassignment of Compensation Ranges 6 IX Working Out of Class 7 X Overtime /Callback Compensation 8 XI Holidays 9 XII Vacation 10 XIII Part-Time and Temporary Employee 11 Eligibility for Fringe Benefits XIV Leaves of Absence 12 Leave of Absence without Pay, Jury Duty and Services as Witness for City, Military Leave, Sick Leave, Family Leave, Bereavement Leave, Workers' Compensation, Family Care and Medical Leave, Administrative Leave XV Fringe Benefit Administration 18 7888855.3 OR020 -058 1 Article No.Article Title Page No. XVI Health Benefits 18 Health Insurance, Life Insurance, Disability Insurance, Retirement Health Savings Plan Trust XVII Educational Assistance Program 20 XVIII Retirement 20 XIX Miscellaneous Provisions 21 Rideshare Incentive, Uniforms, Work Shoe Allowance, Eyeglass Replacement, Tools, Direct Deposit XX Travel Expense Allowed 23 XXI Safety and Health 24 XXII City Rights 24 XXIII Employee Organizational Rights and 26 Responsibilities XXIV Grievance Procedure 26 XXV Disciplinary Appeals Procedure 27 XXVI No Strike -No Lockout 29 XXVII OMA Representatives 30 XXVIII Layoff Procedure 30 XXIX Sole and Entire Memorandum of Understanding 33 XXX Waiver of Bargaining During the Term of this MOU 33 XXXI Emergency Waiver Provision 34 XXXII MOU Terms Severable 34 XXXIII Term of Memorandum of Understanding, No Layoff 34 Clause and Relationship with Other Bargaining Units XXXIV Ratification and Execution 35 Appendix "A"Monthly Salary Ranges 36 7888855.3 OR020 -058 ii Article I RECOGNITION SECTION 1. Pursuant to the provisions of the Employer- Employee Relations Resolution No. 3611 of the City of Orange (hereinafter, the "City "), for the purpose of meeting its obligations under the Meyers - Milias -Brown Act (Government Code Section 3500 et seq.), Employee Relations Resolution No. 3611 and this Memorandum of Understanding (hereinafter referred to as "MOU "), the City has recognized the Orange Management Association (hereinafter OMA ") as the majority representative of the classifications as set forth in Appendix "A." Article II NON - DISCRIMINATION SECTION 1. The parties mutually recognize and agree to protect the rights of all employees hereby to join and /or participate in protected OMA activities or to refrain from joining or participating in protected activities in accordance with the Employer - Employee Relations Resolution and Government Code Sections 3500 et. ss SECTION 2. The City and OMA agree that they shall not discriminate against any employee on the basis of actual or perceived race, color, national origin, religion, sex, gender identity, physical or mental disability, medical condition (cancer - related or genetic characteristics), ancestry, marital status, age, sexual orientation, citizenship, pregnancy, childbirth or related medical condition, status as a covered veteran, or service in the uniformed services (as defined by the Uniformed Services Employment and Reemployment Rights Act of 1994) or any other lawfully protected class. The City and OMA shall reopen any provision of this MOU for the purpose of complying with any order of a Federal or State agency or court of competent jurisdiction requiring a modification or change in any provision or provisions of this MOU in compliance with Federal or State anti- discrimination laws. SECTION 3. Whenever the masculine gender is used in this MOU, it shall be understood to include the feminine gender. SECTION 4. The term "employee(s)" shall refer only to those employees covered by this MOU. Article III SALARIES SECTION 1. Basic Compensation Plan. There is hereby established a basic compensation plan for all members of OMA who are now employed or will in the future be employed in any of the designated classifications of employment listed in this MOU and its attachments. 7888855.3 OR020 -058 SECTION 2. Salary Schedule. Salaries effective January 24, 2016 and July 24, 2016 for employees covered by this MOU are listed in Appendix "A." The salary and wage schedules attached hereto shall constitute the basic compensation plan consisting of six steps or rates of pay in each range. The listed salary and wage schedules constitute the basic monthly compensation plan based on a 40 -hour workweek. SECTION 3. Hourly Rate Part-Time Employees. A. For all employees who have a regular weekly work schedule of 40 hours, the equivalent hourly rate of pay shall be the monthly rate times 12 divided by 2,080 annual hours. The hourly rate for persons employed on a regular part-time or temporary basis in an equivalent classification shall be determined in the same manner. In determining the hourly rate as herein provided, compensation shall be made to the nearest '/2 cent. B. Regular part-time employees who are scheduled to work on an average of at least 20 hours per week on a year -round basis may be considered for advancement to the next higher step upon completion of hours of employment equal to the minimum number of months of service required by full -time employees. One thousand -forty (1,040) hours of regular part-time employment shall equal six (6) months' service. SECTION 4. Beginning Rates. A new employee of the City shall be paid the rate shown in Step "A" in the range allocated to the class of employment for which he has been hired, except that on the request of the Department Head under whom the employee will serve, and with the authorization of the Human Resources Director, such employee may be placed in Step "B ", C ", "D ", "E ", or "F" depending upon the employee's qualifications. SECTION 5. Service. The word "service," as used in this MOU, shall be defined to mean continuous, full -time service in an employee's present classification, service in a higher classification, or service in a classification allocated to the same salary range and having generally similar duties and requirements. A lapse of service by any employee for a period of time longer than 30 days by reason of resignation or for any length of time due to discharge shall serve to eliminate the accumulated length of service time of such employee for the purpose of this MOU. An employee re- entering the service of the City shall be considered as a new employee, except that he may be re- employed within one (1) year and placed in the same salary step in the appropriate compensation range as he was at the time of the termination of employment. SECTION 6. Advancement within Salary Schedule. The following regulations shall govern salary advancement within ranges: A. Merit Advancement. An employee may be considered for advancement through the salary range based only on continuous, meritorious, and efficient service, and continued improvement by the employee in the effective performance of the duties of his position. A merit increase shall become effective on the first day 7888855.3 OR020 -058 2 on the pay period following completion of the length of service required for such advancement. Such merit advancement shall require the following: 1) The head of the department which the employee is employed, shall file with the Human Resources Director a Personnel Action Form and a completed Performance Evaluation Form recommending the granting or denial of the merit increase and supporting such recommendation with specific reasons therefore. A disapproval from the Human Resources Director, together with the reasons therefore, shall be returned to the Department Head. 2) The recommendation of the Department Head and the approval of the Human Resources Director shall be forwarded to the Payroll Division of the Finance Department for change of payroll status. 3) Advancements through the pay range Step "A" through Step "F" shall occur in yearly increments. B. Special Merit Advancements. When an employee demonstrates exceptional ability and proficiency in the performance of his duties, the Department Head may recommend to the Human Resources Director that said employee be advanced to a higher pay step without regard to the minimum length of service provisions contained in this MOU. The Human Resources Director may, on the basis of a Department Head's recommendation, approve and effect such advancement. C. Length of Service Required When Advancement is Denied. When an employee has not been approved for advancement to the next higher salary step, he may be reconsidered for such advancement at any subsequent time. This reconsideration shall follow the same steps and shall be subject to the same action as provided in Section 6(A). SECTION 7. Reduction in Salary Steps. Any employee who is being paid on a salary step higher than Step "A" may, for disciplinary reasons, be reduced by one or more steps upon the recommendation of the Department Head with the approval of the Human Resources Director. SECTION 8. Bilingual Assignment. Employees may be assigned by the Department Head to a Bilingual Assignment. Bilingual Assignments shall be made on the following basis: A. The Department Head shall determine the number of Bilingual Assignment positions which are necessary based upon a demonstrable need and frequency of use; and B. All Bilingual Assignments must be approved by the Human Resources Director or his designee; and 7888855.3 OR020 -058 3 C. Employees receiving Bilingual Assignment compensation may be required to take and pass a proficiency test on an annual or as- needed basis as determined by the Human Resources Department; and D. No permanency or seniority may be obtained in a Bilingual Assignment and such assignment may be revoked at any time by the Human Resources Director or his designee; and E. No employee shall be required to perform a Bilingual Assignment on a regular basis or employ bilingual skills on a regular basis who is not receiving bilingual pay pursuant to this section; and F. Such employees on Bilingual Assignment shall receive an additional $140.00 per month, in addition to their regular salary, for the duration of the assignment. SECTION 9. Shift Differential. The Library Manager II and Recreation Services Supervisor, if regularly assigned on a weekly basis to a shift working after 6:00 p.m. and /or on Saturdays, Sundays, or Holidays, shall be eligible to receive an additional $175.00 per month on top of base salary for shift differential compensation. This form of compensation shall continue to be reported to CalPERS as special compensation and therefore compensation earnable pursuant to California Public Employees' Retirement System (PERS) Regulations, Section 571(a)(4). SECTION 10. Certification Bonuses. A. State of California Department of Health Services Water Distribution Operator Certification: i. Employees who possess a Grade II Water Distribution Certificate (D -2) shall receive a flat $100.00 per month bonus. ii. Employees who possess a Grade III Water Distribution Certificate (D -3) shall receive a flat $150.00 per month bonus. B. State of California Department of Health Services Water Treatment Operator Certification: i. Employees who possess a Grade II Water Treatment Certificate (T -2) shall receive a flat $75.00 per month bonus. C. California Water Environmental Association (CWEA) Collection System Maintenance Certification: Employees who possess a CWEA Grade I Collection System Maintenance Certificate shall receive a flat $75.00 per month bonus. 7888855.3 OR020 -058 4 ii. Employees who possess a CWEA Grade III Collection System Maintenance Certificate shall receive a flat $100.00 per month bonus. D. California Water Environmental Association Laboratory Analyst Certification: i. Employees who possess a Grade I Laboratory Analyst Certificate shall receive a flat $125.00 per month bonus. E. An employee who possesses two (2) or more of the above certifications is eligible for accumulative bonus compensation. F. The above forms of compensation, also referred to "Educational Incentive Pay" shall continue to be reported to Ca1PERS as special compensation and therefore compensation earnable pursuant to California Public Employees' Retirement System (PERS) Regulations, Section 571(a)(2). SECTION 11. Incentive Pay Plan. The City Manager may, for the employees covered by this MOU, put into effect an incentive pay plan; the terms and conditions of which shall be in the full discretion of the City. Article IV WORK WEEK SECTION 1 . The regular workweek for all employees shall be 40 hours per week. Article V PROBATION SECTION 1. An employee initially appointed or promoted to a class shall serve a probationary period of 26 pay periods during which he shall have an opportunity to demonstrate suitability for the job. With approval of the Human Resources Director, the Department Head may, for just cause, extend the probationary period. The employee who successfully completes the probationary period shall be considered to have obtained "regular status." An employee who does not satisfy the standards of the class during the probationary period shall be notified in writing and termination or demotion proceedings shall be initiated. A newly hired probationary employee shall not be entitled to appeal a termination or demotion action. SECTION 2. Probationary employees are not entitled to compete for a closed /promotional recruitment /selection process; they may, however, compete for any open/competitive recruitment /selection processes. 7888855.3 OR020 -058 5 Article VI PROMOTION SECTION 1. Salary Step Assi ngment When an employee is promoted to a position in a higher classification, he may be assigned to Step "A" in the appropriate range for the higher classification; provided, however, that if such employee is already being paid at a rate equal to or higher than Step "A ", he shall be placed in the step in that appropriate salary range as will grant him an increase of at least one (1), but no more than three (3) salary steps. SECTION 2. Eligibility List When an eligible employee remains in higher bands of a current Eligibility List, and a Department Head selects an eligible employee in a lower band, upon request, the eligible employee in the higher band will be notified of reasons for his non- selection. Article VII DEMOTION SECTION 1. When an employee is demoted, for disciplinary reasons, to a position in a lower classification, his salary rate shall be fixed in the appropriate salary range for the lower classification in accordance with the following provisions: A. The salary rate shall be reduced by at least one step, and, B. The new salary rate must be within the salary range for the classification to which demoted. Article VIII REASSIGNMENT OF COMPENSATION RANGES SECTION 1. Any employee who is employed in a classification which is allocated to a different pay range shall be retained in the same salary step in the new range as he previously held in the prior range, and shall retain credit for length of service in such step toward advancement to the next higher step; provided however: A. That if such retention shall result in the advancement of more than one step in the old pay range, the Human Resources Director may, at the time of reassignment, place the employee in a step which will result in an increase of only one step. B. That if the reassignment is to a lower compensation range, the 7" step of which is lower than the employee's existing rate of pay at the time of reassignment, the employee shall continue to be paid at the existing rate of pay until such time as the position shall be reassigned to a compensation schedule which will allow for further 7888855.3 OR020 -058 6 salary advancement, or until such time as the employee is promoted to a position assigned to a higher compensation range. C. That if the reassignment is to a lower compensation range, the "F" step of which is higher than the existing rate of pay, the employee shall be placed in that step of the lower compensation range which is closest to, but no lower than the existing rate of pay. D. The City Manager may reduce or increase the salary range of any classification, with City Council approval, whether or not a position is vacant. Nothing contained herein shall be construed as a waiver or elimination of the City's obligation to meet and confer over salary changes pursuant to the Meyers - Milias -Brown Act, or to meet the requirements of this MOU under Articles XXIX and XXX. Article IX WORKING OUT OF CLASS SECTION 1. The City may work employees out of classification for up to 10 consecutive working days without additional compensation. SECTION 2 . Working out of class assignments shall only be made for positions vacated due to illness, an approved leave of absence, voluntary resignation, or terminations. SECTION 3. Acting Time Pay. A. An employee shall receive acting time pay at the "A" Step of the higher class, or 5% above the employee's regular salary, whichever is greater, for work performed in the higher classification on the 11 consecutive day out of class, and for each consecutive day thereafter an employee works out of class. B. The Department Head or his designee shall assign the employee to work out of classification but shall notify the Human Resources Director prior to the assignment. C. To qualify for working out of class pay, the employee must be performing all the significant duties of the higher class. SECTION 4. Eli ig bility Period. During the 10 consecutive working day eligibility period before an employee is entitled to receive acting time pay, absence for compensatory time and /or vacation shall break consecutiveness and cause the 10 consecutive working day eligibility period to start over. Absences for regularly scheduled holidays, regular days off, jury duty, and/or verifiable sick leave shall not constitute a break in consecutiveness or acting pay eligibility. 7888855.3 OR020 -058 7 Article X OVERTIME /CALLBACK COMPENSATION SECTION 1. Overtime Compensation. Employees required to perform work beyond their normal shift, shall be paid at straight time on an hour for hour basis or may work a flexible schedule adjusting their hours of work on an hour for hour basis within the pay period if by mutual agreement to use a flexible schedule between the employee and his /her supervisor, with the specific limitations to the situations indicated below: A. Special events or work performed outside of normal work schedules (i.e., Saturdays, Sundays, and holidays) for which the City is reimbursed. B. Special projects requiring significant shift extension work by unit employees may be compensated upon request of the division manager and approval of the Department Head. This would include special studies and attendance at commission or City Council meetings which requires the employee to work after his normal shift. C. The use of flexible schedules as provided for in this section shall be employed when possible to offset the additional hours the employee is required to work under the situations described herein. D. Employees who are assigned to work the Orange International Street Fair (Labor Day Weekend) will receive premium overtime (time and one -half) for hours worked at this event for which the City is reimbursed. SECTION 2. Callback Compensation. Employees shall be compensated in cash at the straight time rate for the actual hours of work with a minimum of three (3) hours' callback compensation, regardless of whether the employee works less than three (3) hours, under the following circumstances: A. When employees are required to report back to work after completing a normal work shift and have left the City premises and /or work location. B. For performing all shift extensions required by emergency situations. C. For conducting projects and completing tasks which require work on days not part of an employee's regular schedule. This provision shall be applicable to employees although the employees' regular workweek is not completed, but shall not apply to employees who are continuing on duty. All callback assignments are subject to approval of the Department Head. Section 4 below denotes compensation provided when an employee is eligible for callback pay and standby pay. SECTION 3. Standby Pay. Employees, assigned by Management to standby status after their regular work hours, will receive two (2) hours per day (Mondays through Fridays) of standby 7888855.3 OR020 -058 8 pay at their straight time hourly rate or three (3) hours per day for Saturdays, Sundays, and Holidays. SECTION 4. Callback Pay Plus Standby Pay. Employees who are called back to work pursuant to Section 2 above, and who are assigned by Management to standby status after their regular work hours pursuant to Section 3 above, will receive two (2) hours per day Mondays through Fridays) of standby pay at their straight time hourly rate or three (3) hours per day for Saturdays, Sundays, and Holidays, plus straight time for each hour worked on call back. All actual callback hours worked by an employee on stand -by shall count as time worked toward the 40 hours for qualifying for straight time overtime. Article XI HOLIDAYS SECTION 1. Holiday Designation. Employees covered by this MOU shall receive the following paid nine -hour holidays, except letters "I" and "K" below: A. January 1s (New Year's Day) B. The third Monday in February (President's Day) C. Last Monday in May (Memorial Day) D. July 4th (Independence Day) E. First Monday in September (Labor Day) F. November 11 (Veteran's Day) G. Fourth Thursday in November (Thanksgiving Day) H. Fourth Friday in November (Day after Thanksgiving) I. One -half day before Christmas, if December 20' falls on a Monday through Thursday (Christmas Eve; 4.5 hours) J. December 25 (Christmas Day) K. A total of 18 hours of floating holiday time SECTION 2. Floating Holiday. The 18 -hour floating holiday provision will accrue at the beginning of the pay period which includes January 1S of each year, and is required to be utilized by December 31S of the year for which it was provided. Employees hired after January 1S of each year shall receive a prorated portion of the 18 hours. Floating holiday hours shall be taken at the convenience of the City with approval of the Department Head. Employees who terminate employment with the City shall receive any remaining portion of their floating holiday in cash reimbursement. SECTION 3. Holidays on Certain Days of the Week. In the event any of the above holidays, except one -half day before Christmas, fall on a Sunday, the following day will be taken in lieu of the actual date on which the holiday falls. When any of the above holidays falls on a Saturday, except one -half day before Christmas, the preceding Friday will be taken in lieu of the actual date on which the holiday falls. When any of the above holidays falls on an employee's regularly scheduled day off during the week, except one -half day before 7888855.3 OR020 -058 9 Christmas, employees will be credited with nine (9) hours of holiday compensatory time. Accumulated holiday compensatory time must be used by the employee by June 30 of the same fiscal year in which it was accumulated or be forfeited. SECTION 4. Eli igb ty to Receive Holidayay. In order to be eligible to receive holiday pay, an employee must have worked, or be deemed to have worked because of a lawful absence, the employee's regularly scheduled day before and regularly scheduled day after the holiday. Should an employee fail to work the employee's regularly scheduled day before and after the holiday, the employee shall not be entitled to holiday pay. Probationary employees are provided with and are eligible to use floating holiday and fixed holiday hours, according to the guidelines established in this Article and /or with approval of the Human Resources Director. SECTION 5. Holiday During Vacation. Should one of the holidays listed above fall during an employee's vacation period while an employee is lawfully absent with pay, the employee shall receive holiday pay and no charge shall be made against the employee's accumulated vacation. SECTION 6. LibrMOperations. If Christmas Day or New Year's Day falls on a Sunday, the Library shall be open Monday through Friday during the preceding week of such holiday. Article XII VACATION SECTION 1. Vacation Accrual. All full -time, regular employees who have one (1) year's service shall thereafter accrue paid vacation in accordance with the following: After Year(s)Vacation Hours After Year(s)Vacation Hours of Service Per Year of Service Per Year 1 92 16 176 2 102 17 180 3 112 18 184 4 122 19 188 5 132 20 192 6 136 21 196 7 140 22 200 8 144 23 204 9 148 24 208 10 152 25 212 11 156 26 216 12 160 27 220 13 164 28 224 14 168 29 228 15 172 30 232 7888855.3 OR020 -058 10 SECTION 2. Vacation Usage and Accumulation. Vacation shall be taken at the convenience of the City with the approval of the Department Head or his designee. Where possible, such vacation should be taken annually and not accumulated from year to year. Vacation hours not in excess of the equivalent number of hours earned in the immediately preceding 24 -month period may be accumulated with the permission of the Department Head and the Human Resources Director. Employees shall not accumulate vacation in excess of the equivalent number of hours earned in the immediately preceding 24 -month period. All vacation hours in excess of the equivalent number of hours earned in the immediately preceding 24 -month period not taken by the employee shall be forfeited. Probationary employees accrue vacation but may not use vacation until successful completion of an initial probationary period, except in the event of a City Hall holiday closure, with the approval of the Human Resources Director. SECTION 3. Vacation Conversion. An employee may convert up to 33% of his/her current annual vacation accrual into pay in lieu of time off with pay on an annual basis for the 2015/16 and 2016/17 fiscal years. An employee requesting such a conversion must meet the eligibility requirements as set forth in Section 1 and may so convert once in each of the noted fiscal years. SECTION 4. Vacation Payout Upon Termination. Employees who terminate their employment with the City shall be paid for all accrued vacation, if any, and the prorated portion of their final accrual. Prorated vacation shall be on the basis of 1 /12th of the employee's annual vacation pay for each full month of service. Article XIII PART -TIME AND TEMPORARY EMPLOYEE ELIGIBILITY FOR FRINGE BENEFITS SECTION 1. Definitions. Nothing contained herein shall guarantee to any employee a specified number of hours per day or days per week or weeks per year or months per year of work. A. Regular part-time employ shall be those employees scheduled in the City's budget to work 20 or more hours per week on a year -round basis (52 weeks minus approved leave). B. Temporary part-time employees shall be those employees scheduled in the City's budget to work less than 20 hours per week on a year -round basis (52 weeks minus approved leave). C. Seasonal employees shall be those employees who are scheduled in the City's budget to work on less than a year -round basis regardless of hours worked. 7888855.3 OR020 -058 SECTION 2. Regular Part-Time Employees. A. Regular part-time employees shall receive fringe benefits in proportion to the number of hours an employee is scheduled in the City's budget to work to the normal 40 -hour week on an annual basis. The annual schedule for all part-time employees shall be the schedule, which is included in the City's approved budget, or a schedule which is designated by Management at the commencement of the employee's employment with the City. B. This formula of pro- ration shall apply to holiday pay, vacation, sick leave, medical insurance contribution, and retirement contribution. C. Regular, part-time employees may receive step increases provided they work the actual number of hours a full -time employee would have had to work in order to be entitled to progress to the next step of the salary range. SECTION 3. Temporary and Seasonal Employees. Temporary and seasonal employees shall be entitled to receive no fringe benefits provided for in this MOU or in any resolution of the City, except those stated in Article XVIII, Section 4 of this MOU, or unless otherwise required by Federal and /or State law. Article XIV LEAVES OF ABSENCE SECTION 1. Leave of Absence Without Pa. For all regular employees as described herein, the following Leave Without Pay procedure shall apply: A. After all available leave benefits, including vacation, compensatory time, and other leave benefits have been completely used, a regular employee, not under suspension, may make written application to the Department Head for leave without pay. No such leave will be considered absent a written application from the employee requesting leave. B. If the Department Head and the Human Resources Director agree that such leave is merited and in the interest of the City, leave may be granted for a period not to exceed six (6) months following the date of expiration of all other allowable leave benefits. C. No employment or fringe benefits such as sick leave, vacation, health insurance, retirement, or any other benefits shall accrue to any employee on leave of absence without pay except as denoted under the FCML section below. During such leave in excess of five (5) working days, no seniority shall be accumulated. D. Subject to and consistent with the conditions of the group health, life or disability plan, coverage may be continued during a leave, provided direct 7888855.3 OR020 -058 12 payment of the total premium by the employee is made through and as prescribed by the Payroll Division of the City. The City will pay up to six (6) months of the Flexible Benefit Plan contribution for employees who are on long term disability leave. E. At the end of such leave, if the employee desires additional leave, written application must be made through the Department Head to the Human Resources Director at least ten (10) days before the end of the six (6) month period, stating the reasons why the additional leave is required and why it would be in the best interests of the City to grant such leave of absence. If such additional leave is merited and would still preserve the best interests of the City, he may approve such extension of the leave of absence for a period not to exceed an additional six (6) months. F. If the employee does not return to work prior to or at the end of such leave of absence or extension of leave of absence, the City shall consider that the employee has terminated his employment with the City. G. An employee on leave of absence must give the City at least seven (7) days' written notice of his intent to return to work prior to returning to work. H. Any employee who engages in outside employment during said leave of absence without prior notification and approval of the Human Resources Director and Department Head may be subject to termination. I. Any employee who falsifies the reason for the request for said leave of absence may be terminated for falsifying a request for leave of absence or extension thereof. J. Such leave shall be granted on the same basis for pregnancy, childbirth, and other medically related conditions, except that such an employee shall retain all seniority rights. K. Forms setting forth the benefits available or such other pertinent information shall be maintained for distribution in the Human Resources Department. SECTION 2. Jury Duty and Services as Witness for the City. A. Jury Duty_ When required to serve on a jury, all employees shall receive their regular pay for up to 30 calendar days for each jury duty summons which an employee responds to, provided all jury fees paid to the individual employee, less allowed automobile expenses, are turned over to the City. If an employee is required to call in for jury service and the court does not need the employee's service, the employee is expected to report to work. Once an employee has completed his jury service, he must provide the Certificate of Jury Service to his immediate supervisor to qualify for jury duty compensation. 7888855.3 OR020 -058 13 B. Witness Service for the City. If an employee is called as a witness, on behalf of the City, he shall receive his normal pay for the time spent by the employee serving as a witness for the City. An employee shall be required to pay any witness fees that accrue to the employee for his witness service to the City as a condition of receiving his normal pay while serving as a witness for the City. SECTION 3. Military Leave of Absence. If an employee is required to take military training two weeks or more each year, he shall be entitled to military leave of absence under the provisions of State law, found in applicable sections of the Military and Veterans' Code. An employee must provide a copy of their military orders to the Human Resources Department to qualify for a military leave of absence. SECTION 4. Sick Leave. Sick leave with pay shall be allowed, credited, and accumulated in accordance with the following: A. For employees working a regular 40 -hour week, eight (8) hours of sick leave will accrue for each month of continuous service. Probationary employees may use accrued sick leave during their probation period. B. All non - benefitted employees shall receive sick leave as required by State law. C. Sick leave will be charged at the rate of one - quarter ( hour for each one - quarter ( hour an employee is absent. D. Any employee eligible for sick leave with pay may use such leave for the following reasons: 1) Medical and dental office appointments during work hours when authorized by the Department Head or his designee; and /or 2) Personal illness or physical incapacity resulting from causes beyond the employee's control, including pregnancy, childbirth, and other medically related conditions. 3) For an employee who is a victim of domestic violence, sexual assault, or stalking, for the purposes described in Labor Code sections 230(c) and 230.1(a). 4) No employee shall be eligible or entitled to sick leave with pay, while receiving temporary disability benefits pursuant to Section 7A of this Article, for any illness or injury arising out of and in the course of City employment. E. Sick Leave Application. Sick leave may be applied only to absence caused by illness or injury of an employee and may not extend to absence caused by illness or injury of a member of the employee's family, except as provided in Section 5 or 6 below. F. Sick Leave Charged In any instance involving use of a fraction of a day's sick leave, the minimum charged to the employee's sick leave account shall be one quarter ( 7888855.3 OR020 -058 14 hour, while additional actual absence of over one - quarter ( hour shall be charged to the nearest one -half (' /2) hour. Sick leave shall only be used for the purposes stated, and the Department Head shall be responsible for control of employee abuse of the sick leave privilege. Employees may, upon prior notice, be required to furnish a certificate issued by a licensed physician or nurse or other satisfactory written evidence of any subsequent illness. G. Maximum Accumulation of Sick Leave. An employee who is initially hired after July 1, 1980 shall be allowed to accumulate sick leave to a maximum of 960 hours. Sick leave hours in excess of such maximum shall be forfeited. H. Retirement from City Service and Entering the Public Employees' Retirement System. Upon retiring from City service and entering the Public Employees' Retirement System, an employee shall receive no pay for the first 60 days of accrued sick leave (0- 480 hours), but shall receive 25% pay for the first 30 days of accrued sick leave after the first 60 days of accrued sick leave (481 -720 hours), and 50% of all accrued sick leave thereafter (721 -960 hours). I. Death of an Employee. Upon the death of an employee while employed by the City, 100% of all accrued sick leave benefits shall be paid to the beneficiary of the deceased employee. Payment will be made when proper authorization for payment is received from the estate of the decedent employee. J. Sick Leave Conversion. 1) Eligible employees with sick leave usage of 0.0 to 27.0 hours per payroll calendar year will have the option to convert 30 hours of their unused sick leave to vacation in the first pay period of the following year. 2) Employees with sick leave usage of 27.25 to 36.0 hours per payroll calendar year may convert 20 hours of unused sick leave to vacation in the first pay period of the following year. 3) Employees must have a minimum balance of 180 hours of sick leave available after conversion. 4) However, no hours will be converted to vacation if said vacation conversion places the employee's vacation bank over the maximum allowable accrual. In this case, all sick leave hours eligible for conversion will instead remain in the employee's sick leave account. SECTION 5. Family Leave. In accordance with the California Family Sick Leave and Paid Sick Leave Acts, an employee is allowed up to 48 hours of family leave per calendar year for family related illness or injury, which shall be charged against the employee's accumulated sick leave. Family as used in this subsection is limited to any relation by blood, marriage or adoption who is a member of the employee's household (under the same roof); and any parent, substitute parent, parent -in -law, spouse, registered domestic partner, child, brother, 7888855.3 OR020 -058 15 sister, grandchild or grandparent of the employee, regardless of residence. Benefitted, part- time employees are allowed to use up to one -half of their annual accrual of sick leave for family leave purposes. SECTION 6. Bereavement Leave. Regular full -time employees shall be entitled to take up to three (3) days of paid bereavement leave per incident on the following terms and conditions: A. Bereavement leave may only be used upon the death or critical illness where death appears to be imminent of the employee's immediate family. "Immediate family" as used in this subsection, shall be limited to any relation by blood, marriage or adoption, who is a member of the employee's household (living at the same address) and any parent, legal guardian, parent -in -law, brother -in -law, sister -in- law, grandparent, grandchild, aunt, uncle, spouse, registered domestic partner, child, brother, or sister of the employee regardless of residence. B. Days of absence due to bereavement leave shall not exceed three (3) working days per incident and shall not be deducted from the employee's accumulated sick leave. An employee on bereavement leave shall inform his immediate supervisor of the fact and the reasons therefore as soon as possible. Failure to inform his immediate supervisor, within a reasonable period of time, may be cause for denial of bereavement leave with pay for the period of absence. SECTION 7. Workers' Compensation. Employees who incur a work - related injury or illness will be eligible to receive Workers' Compensation benefits according to the State of California's Department of Workers' Compensation regulations and benefits provided pursuant to this Memorandum of Understanding. A. Temporary Disability Leave. Unit employees shall be granted temporary disability leave of up to 365 days in the event of a job related injury or illness. Temporary disability leave in excess of 365 days will expire based on current State regulations. When a City employee is entitled to receive temporary disability payments, the City will contribute additional compensation to allow the employee to receive 100% of their regular rate of pay, or provide full salary continuance, for the first 30 days starting from the first day of temporary disability. The employee will then receive 80% of salary for up to an additional 335 calendar days. Thereafter, the regular temporary disability Workers' Compensation rate will apply. B. Course of Employment. Should it be determined that an employee's illness or injury did not arise in the course of the employee's employment with the City or that the employee is not temporarily or permanently incapacitated or disabled as a result of the injury or illness, then the employee's accrued, or if insufficient, future sick leave shall be charged to reimburse the City for any payments made to the employee pursuant to Section A above. C. Physician Pre-Designation. An employee may elect to pre- designate a qualified medical provider if done in accordance with the Division of Workers' Compensation (DWC). Pre- designation regulations include but are not limited to the following criteria: 7888855.3 OR020 -058 16 1) The physician has a previous history of directing the medical treatment of the employee; 2) The physician retains the medical records and history of the employee; and 3) The physician agrees to treat work - related injuries or illnesses in accordance with the regulations. D. Fringe Benefits The City will continue to provide vacation, sick leave, insurance, and other fringe benefits for employees who qualify for workers' compensation. Any fringe benefits not paid by the City pending the determination of whether an injury /illness is job - related shall be paid retroactively if the injury /illness is subsequently determined to be job - related. In such instances the employee shall be reimbursed for any benefit or premium payments made by the employee prior to the job- related determination being finalized. SECTION 8. Family Care and Medical Leave (FCML). State and Federal laws require the City to provide family and medical care leave for eligible employees. The following provisions set forth employees' and employer's rights and obligations with respect to such leave. Rights and obligations which are not specifically set forth below are set forth in the City's Employee Handbook. Any provisions not set forth in the Employee Handbook are set forth in the Department of Labor regulations implementing the Federal Family and Medical Leave Act of 1993 (FMLA) and the regulations of the California Fair Employment and Housing Commission implementing the California Family Rights Act (CFRA) (Government Code Section 12945.2). Unless otherwise provided, "Leave" under this article shall mean leave pursuant to the FMLA and CFRA. An employee's request for leave is subject to review and final approval of the Human Resources Director. A. Amount of Leave. Eligible employees are entitled to a total of 12 workweeks of leave during any 12 -month period. An employee's entitlement to leave for the birth or placement of a child for adoption or foster care expires 12 months after the birth or placement. B. Calculating? the 12 -Month Period. The 12 -month period for calculating leave entitlement will be a "rolling period" measured backward from the date leave is taken and continues with each additional leave day taken. Thus, whenever an employee requests leave, the City will look back over the previous 12 -month period to determine how much leave has been used in determining how much leave an employee is entitled to. C. Use of Other Accrued Leaves While on Leave. If an employee requests leave for any reason permitted under the law, he must exhaust all accrued leaves (except sick leave) in connection with the leave. This includes vacation, holiday, and other compensatory accruals. If an employee requests leave for his own serious health condition, in addition to exhausting accrued leave, the employee must also exhaust sick leave. The exhaustion of accrued leave will run concurrently with the Family Care and Medical Leave. 7888855.3 OR020 -058 17 D. Required Forms. Employees must fill out required forms, available in the Human Resources Department, including: Request for Family Medical Leave; Medical Certification; Authorization for Payroll Deductions for Benefit Coverage Continuation During Family /Medical Care Leave; and Fitness - for -Duty to Return from Leave (if applicable). SECTION 9. Administrative Leave. Employees will receive 40 hours of administrative leave at the beginning of the pay period that includes January l s Employees hired after January I" shall receive a prorated portion of the 40 hours. Article XV FRINGE BENEFIT ADMINISTRATION SECTION 1. Administration. The City reserves the right to select the insurance carrier or administer any fringe benefit programs that now exist or may exist in the future during the term of the MOU. SECTION 2. Selection and Funding. In the administration of the fringe benefit programs, the City shall have the right to select any insurance carrier or other method of providing coverage to fund the benefits included under the terms of this MOU, provided that the benefits of the employees shall be no less than those in existence as of implementation of this MOU. SECTION 3. Changes. If, during the term of this MOU, any change of insurance carrier or method of funding for any benefit provided hereunder occurs, the City shall notify OMA prior to any change of insurance carrier or method of funding the coverage. Article XVI HEALTH BENEFITS SECTION 1. Health Insurance. The City shall continue to contract with the Public Employees' Retirement System (PERS) to make available those health insurance benefits provided under the Public Employees' Medical and Hospital Care Act (PEMHCA). A. Retiree Premium Contribution. The City shall contribute toward the payment of premiums under the PERS Health Benefits Plan to each eligible retiree annuitant of PERS, to the extent required by law, a contribution of $125.00 per month ($128 per month effective January 1, 2017). Effective January 1 each year, this contribution is expected to be adjusted annually by the CalPERS Board of Administration to reflect any change in the medical care component of the Consumer Price Index. B. Flexible Benefits Plan. The City shall provide a Section 125 Flexible Benefits Plan for active full -time and benefited part-time employees and pay the following amounts to 7888855.3 OR020 -058 18 provide funds for optional dental insurance coverage, vision plans, health plans, or as miscellaneous pay. C. Any amounts in excess of the amounts designed in Section 1(A) and 1(B) necessary to maintain benefits under any benefits plans selected by the employee shall be borne by the employee. D. An employee cannot be enrolled in the PERS Health Benefits Plan if a spouse is enrolled in the same agency or enrolled in an agency with PERS Health, unless the employee (or the spouse) is enrolled without being covered as a family member. E. An employee may choose to not be enrolled in the Health Benefits Plan. If an employee chooses not to be enrolled in a health plan, the employee must provide proof of group medical insurance coverage (e.g., coverage under a spouse's employer's plan) that is compliant with the Affordable Care Act (ACA), as determined by the Human Resources Director. Based upon determination that group medical insurance coverage is in full force and effect, eligible employees shall receive the contribution described in Section 1(B) towards the Flexible Benefits Plan. F. In the event that the employee loses eligibility (with documentation) then the employee may re- enroll in the PERS Health Benefits Plan pursuant to their rules and regulations. SECTION 2. Life Insurance. The City shall contribute the full premium toward a $50,000 life insurance policy for each benefited employee. SECTION 3. Long Term Disability Insurance. The City shall provide a long -term disability plan that pays 60% of salary after a 60 -day elimination period, to a maximum of $5,000 per month. SECTION 4. Retirement Health Savings Plan Trust. The City allows the Association to establish a Retirement Health Savings Plan Trust for its' employees. The City will not contribute to this plan, as all costs and contributions of the Plan will be borne by the employees. OMA will sponsor said plan, and indemnify and release the City from any and all plan liability. The City will provide logistical payroll support. The responsibility for the maintenance and investment of the plan funds rests solely with OMA. 7888855.3 OR020 -058 19 Article XVII EDUCATIONAL ASSISTANCE PROGRAM SECTION 1. Program Requirements. The City will reimburse employees for the cost of tuition, textbooks, parking fees, and health fees required for approved community college and college courses, as well as job- required licensing, testing, renewal, and registration fees. An approved course is one designated to directly improve the knowledge of the employee relative to his specific job, and must be approved by the Department Head and the Human Resources Director prior to registration. Full reimbursement up to the amount specified below will be provided based upon completion of the approved course(s) with a final grade of "C" or better. SECTION 2. Payments. Educational assistance payments to an employee shall not exceed 1,250.00 in any one fiscal year and the individual must still be employed by the City when the course is completed to qualify for reimbursement. SECTION 3. Professional Development. The City agrees to allow reimbursement to employees of up to $600.00 of the $1,250.00 allotted per fiscal year for activities that aid in their professional development. Reimbursable activities include the following: Attendance at job - related professional conferences and seminars; 2. Payment of membership dues in community and professional organizations; Purchase of job - related professional journals, books, and other written materials, which further their knowledge and improve their effectiveness in their duties. Participation and /or purchase must be approved in advance by the Department Head and the Human Resources Director. The above modifications are made to recognize and encourage staff to pursue educational and public relations oriented activities beyond those normally budgeted for them by their departments and in which they are directed to participate. Approved activities are those which may be expected to further their knowledge of their jobs and the Orange community and which contribute to their improved effectiveness. Individual departments may continue to budget funds for staff attendance at professional conferences and seminars, for payment of professional membership dues, and for the purchase of books, journals, and related written materials, which enhance the staffs knowledge. Article XVIII RETIREMENT SECTION 1. PERS Retirement Formula — Tier 1. Effective June 29, 2003, the City provided the PERS 2.7% @ age 55 Retirement Program. This applies to all employees hired by the 7888855.3 OR020 -058 20 City prior to January 1, 2013. This also applies to new employees who are considered classic" members of CaIPERS or current members of another California public retirement system with Ca1PERS reciprocity who are hired on or after January 1, 2013. Employees do not contribute any portion of their salary to PERS towards cost - sharing of the City's employer contribution rate. The City shall pay all remaining employer costs towards the retirement program for employees covered herein. SECTION 2. PERS Retirement Formula — Tier 2. Employees hired on or after January 1, 2013, who thereupon become new members in PERS, shall be subject to the 2.0% @ age 62 retirement program pursuant to the California Public Employees' Pension Reform Act of 2013 (PEPRA) and related statutory changes. In all respects, employees hired by the City on and after January 1, 2013 shall be subject to the terms and requirements of PEPRA. New PERS members shall pay 50% of the normal cost of retirement. SECTION 3. PERS Member Contribution. All benefited employees shall participate in the California Public Employees' Retirement System (CalPERS). Employees shall pay 8.0% of reportable salary, on a pre -tax basis, to PERS as their full member contribution. Annual reports are available online from Ca1PERS showing the amount of contribution so made. SECTION 4. Part-Time Employ, Part-time employees not covered under the Public Employees' Retirement System shall participate in a defined contribution retirement plan in lieu of Social Security contributions. The City shall contribute 3.75% of the employee's eligible earnings towards the retirement plan. Part-time employees shall contribute 3.75% of their eligible earnings toward the retirement plan. SECTION 5. 1959 PERS Survivor Benefit. The City shall pay fees and provide the 1959 PERS Survivor Benefit at the Third Level Option. Article XIX MISCELLANEOUS PROVISIONS SECTION 1. Rideshare Incentive Pro rg am. An employee may receive $30 per month and eight (8) hours of compensatory time (to a maximum accrual of 16 hours) every six (6) months for carpooling, using public transportation, biking, walking, or other approved modes of transportation to and from the work -site. To qualify for these incentives, an employee must use one (1) of the above modes of transportation a minimum of 70% of his commuting time. SECTION 2. Uniforms. A. The City will purchase uniforms for certain designated classifications within the Association. Uniform allowance for the following classifications, in the amounts specified per calendar year, shall be reported to the Public Employees' Retirement System: Equipment Maintenance Supervisor ($82.00); Parks Maintenance Supervisor ($135.00), Public Works Maintenance Supervisor ($135.00), and Water Maintenance Supervisor ($135.00) annually. However, this uniform allowance will 7888855.3 OR020 -058 21 not be reported to CalPERS as pensionable compensation for "new members" hired on or after January 1, 2013, as defined by the Public Employees' Pension Reform Act of 2013 (PEPRA). B. All uniforms and /or safety equipment purchased by the City shall remain the property of the City. C. Clothing Reimbursement Allowance. 1) Allowance. The City shall contribute up to $150 per employee toward a clothing reimbursement allowance per fiscal year. This allowance applies only toward Field Maintenance Supervisors assigned in the Water Division of the Public Works Department. This $150 annual clothing reimbursement is PERS - reportable. However, this clothing reimbursement allowance will not be reported to CalPERS as pensionable compensation for "new members" hired on or after January 1, 2013, as defined by the Public Employees' Pension Reform Act of 2013 (PEPRA). 2) Reimbursement Request. Employees may submit a request for reimbursement once per fiscal year. 3) Clothing. The City shall reimburse employees for the following articles of clothing which are to be worn on the job: blue jeans, white crew socks, white walking socks, and two (2) pairs of shorts per year. The following articles of clothing are not considered reimbursable clothing under this MOU: polo shirts, T- shirts, jackets, windbreakers, dress socks, dress slacks, and other types of clothing not specifically reimbursable under the above guidelines. SECTION 3. Workshoe Allowance. Employees in the following classifications may be required to wear safety shoes with steel toes while on duty and shall receive a workshoe allowance of up to $450 per fiscal year: Building Inspection Supervisor, Construction Inspection Supervisor, Environmental Program Manager, Equipment Maintenance Supervisor, Facilities Maintenance Supervisor, Landscape Coordinator, Parks Maintenance Supervisor, Project Development Coordinator, Public Works Maintenance Supervisor, Recreation Services Supervisor, Senior Civil Engineer, Senior Landscape Coordinator, Senior Plan Check Engineer, Senior Water Quality Inspector, Traffic Operations Superintendent, Tree Services Coordinator, Water Maintenance Supervisor, and Water Quality Inspector. Effective July 1, 2016, instead of being reimbursed up to $450 per fiscal year, the designated employees will receive a $450 yearly stipend. The stipend will be paid in the first full pay period of the fiscal year; designated employees who are hired by the City following the first full pay period of the fiscal year will receive a pro- rated, by month, amount of the $450 stipend, or $150, whichever is greater. In no event shall any employee receive more than $450 per year related to safety shoes (e.g., if an employee promotes or moves to a different represented group of employees). Inspection of the work site will be made on a regular basis to ascertain compliance with the safety shoe program. 7888855.3 OR020 -058 22 SECTION 4. Eyeglass Replacement. The City will pay for replacement of employee's eyeglass that are lost or damaged in the course of his work. Damaged eyeglasses will be turned into the City in order for the employee to be entitled to reimbursement. The City will not reimburse an employee for more than one (1) pair of lost or damaged eyeglasses per fiscal year. SECTION 5. Tools. Employees classified as Equipment Maintenance Supervisor shall provide such tools as are ordinarily used in the trade, which shall be the personal tools of the Equipment Maintenance Supervisor. The City will establish with a vendor an account for said employees who have at least one year of service in such classification. Such employees shall be allowed up to a maximum of $750.00 per fiscal year with such vendor in order to replace and maintain the tools necessary for the performance of his job duties. The City shall bear no liability or responsibility for such tools except as provided in this Section. SECTION 6. Direct Deposit. Effective July 1, 2007, all new City employees are required to participate in the City's direct paycheck deposit program. City employees hired prior to July 1, 2007 who do not participate in the direct deposit program will have their paychecks mailed to the mailing address on file for said employee from the City's Finance Department. Article XX TRAVEL EXPENSE ALLOWED SECTION 1. Mileage Reimbursement. Expense claims for the use of private automobiles must be authorized and submitted through the Department Head to the Accounts Payable division of the Finance Department for reimbursement. Such use, where mileage is reimbursed, will be reimbursed at the rate per mile allowed under the current IRS regulations. SECTION 2. Out of City Travel. If the estimated expense of contemplated travel out of the City is too great to expect the employee to finance the trip and be reimbursed upon his return, the City Manager may authorize advance payment of the estimated amount of the travel expense to the employee. A. Coach class airplane passage will be considered standard for out -of -town travel. B. Use of personal cars for out -of -City trips, within the State, may be approved by the City Manager when use of commercial transportation is not available or practical. If an employee prefers to use his personal car, he may be reimbursed mileage expenses as long as the expenses do not exceed the amount of the cost of the commercial transportation. 1) The rate per mile allowed under the current IRS regulations shall be approved for use of personal cars when City cars are not available. SECTION 3. Transportation and Expense Charges. Air, rail, or public transportation used and expenses for local transportation, such as taxicabs and bus fare, will be allowed whenever 7888855.3 OR020 -058 23 such transportation is necessary to conduct City business. In addition, the following expenses and charges will be allowed, whenever necessary, for conducting City business. A. Expense will be allowed for adequate lodging. Hotel accommodations shall be appropriate to the purpose of the trip. B. Telephone and fax charges will be allowed for official calls and transmissions. C. Expenses for meals will be reimbursed according to Finance Administrative Policy Number 4.13. Article XXI SAFETY AND HEALTH The City and the employees of the City agree to comply with all applicable Federal, State and City laws, codes, and policies that relate to health and safety. In addition, the City and OMA agree to actively pursue the continuation of safe working procedures and environments. Article XXII CITY RIGHTS SECTION 1. The City reserves, retains, and is vested with, solely and exclusively, all rights of Management which have not been expressly abridged by specific provisions of this MOU or by law to manage the City, as such rights existed prior to the execution of this MOU. The sole and exclusive rights of Management, as they are not abridged by this MOU or by law, shall include, but not be limited to, the following rights: A. To manage the City generally and to determine the issues of policy. B. To determine the existence or non - existence of facts which are the basis of the Management decision. C. To determine the necessity of organization of any service or activity conducted by the City and expand or diminish services. D. To determine the nature, manner, means, and technology, and extent of services to be provided to the public. E. To determine the methods of financing. F. To determine the types of equipment or technology to be used. 7888855.3 OR020 -058 24 G. To determine and /or change the facilities, methods, technology, means, and size of the work force by which the City operations are to be conducted. H. To determine and change the number of locations, relocations, and types of operations, processes, and materials to be used in carrying out all City functions including, but not limited to, the right to contract for or subcontract any work or operation of the City. I. To assign work to and schedule employees in accordance with requirements as determined by the City, and to establish and change work schedules and assignments. J. To relieve employees from duties for lack of work, economic conditions, or similar non - disciplinary reasons. K. To establish and modify productivity and performance programs and standards. L. To discharge, suspend, demote, or otherwise discipline employees for proper cause. M. To determine job classifications and to reclassify employees and to determine the classifications to be assigned to the bargaining unit. N. To hire, transfer, promote, and demote employees for non - disciplinary reasons in accordance with this MOU. O. To determine policies, procedures, and standards for selection, training, and promotion of employees. P. To establish employee performance standards including, but not limited to, quality and quantity standards; and to require compliance therewith. Q. To maintain order and efficiency in its facilities and operations. R. To establish and promulgate and /or modify rules and regulations to maintain order and safety in the City which are not in contravention with this MOU. S. To take any and all necessary action to carry out the mission of the City in emergencies. SECTION 2. Except in emergencies, or where the City is required to make changes in its operations because of the requirements of law, whenever the contemplated exercise of Management's rights shall impact on a significant number of employees of the bargaining unit, the City agrees to meet and confer in good faith with representatives of regarding the impact of the contemplated exercise of such rights prior to exercising such rights, unless the matter of the exercise of such rights is provided for in this MOU. 7888855.3 OR020 -058 25 Article XXIII EMPLOYEE ORGANIZATIONAL RIGHTS AND RESPONSIBILITIES SECTION 1. Dues Deductions /Agency Shop. The City shall deduct for dues and OMA benefits on a bi- weekly basis from the pay of all employees in the classifications and positions recognized to be represented by OMA. OMA is an Agency Shop association. This means each employee must either be a dues paying member of the association, or, in lieu of membership, pay a service fee to the association as the exclusive representative of his position, or, if he qualifies, may designate a certain non - profit agency to which he will pay an equivalent amount. Adherence to the Agency Shop provision is a condition of employment. The City shall remit such funds to the Association within ten (10) days following their deduction. Such deductions shall be on forms provided by and in a manner prescribed by the Payroll Division of the City. SECTION 2. Indemnification. OMA agrees to hold the City harmless and indemnify the City against claims, causes of actions, or lawsuits arising out of the deductions or transmittal of such funds to OMA except the intentional failure of the City to transmit to OMA monies deducted from the employees pursuant to this Article. Article XXIV GRIEVANCE PROCEDURE SECTION 1. Definition of Grievance. A grievance shall be defined as a timely complaint by an employee or group of employees of OMA concerning the interpretation or application of specific provisions of this MOU or of the Rules and Regulations governing personnel practices or working conditions of the City. An employee complaint concerning his own discipline shall be processed in accordance with Article XXV. The grieving party must state in writing the remedy sought to resolve the grievance. SECTION 2. Business Dam Business days means those days in which the City's administrative offices are open. SECTION 3. Time Limits for Filing Written Formal Grievances. The time limits for filing written formal grievances shall be strictly construed, but may be extended by mutual agreement evidenced, in writing, and signed by a duly authorized representative of the City and the grieving party. Failure of the grieving party to comply with any of the time limits set forth hereunder shall constitute waiver and bar further processing of the grievance. Failure of the City to comply with the time limits set forth in this Section shall automatically move the grievance to the next level in the Grievance Procedure. The grieving party may request the assistance of OMA in presenting a grievance at any level of review or may represent himself. SECTION 4. Informal Grievance Process. An employee must first attempt to resolve a grievance on an informal basis by discussion with his immediate supervisor without undue delay. Every effort shall be made to find an acceptable solution to the grievance by these 7888855.3 OR020 -058 26 informal means at the most immediate level of supervision. At no time may the informal process go beyond the division head concerned. In order that this informal procedure may be responsive, all parties involved shall expedite this process. In no case may more than ten (10) business days elapse from the date of the alleged incident giving rise to the grievance, or when the grievant knew or should have reasonably become aware of the facts giving rise to the grievance and the filing of a written formal grievance with the Human Resources Director of the City, with a copy to the Department Head in which the employee works. Should the grievant fail to file a written grievance within ten (10) business days from the date of the incident giving rise to the grievance, or when grievant knew or should have reasonably become aware of the facts giving rise to the grievance, the grievance shall be barred and waived. SECTION 5 Formal Grievance Process Human Resources Director, Department Head. If the grievance is not resolved through the informal process, and the written grievance is filed within the time limits set forth above, the grievant shall discuss the grievance with the Human Resources Director and the Department Head. The Human Resources Director and the Department Head shall render a decision and comments, in writing, regarding the merits of the grievance and return them to the grievant within ten (10) business days after receiving the grievance. SECTION 6. Formal Grievance Process, City Manager. If the grievance is not resolved in Section 5 above, or if no answer has been received from the Human Resources Director and Department Head within ten (10) business days from the presentation of the written grievance to the Human Resources Director and Department Head, the written grievance shall be presented to the City Manager, or his duly authorized representative, for determination. Failure of the grievant to take this action will constitute a waiver and bar to the grievance, and the grievance will be considered settled on the basis of the last Management grievance response. The City Manager, or his duly authorized representative, shall render a final decision on the merits of the grievance and comments, in writing, and return them to the grievant within ten (10) business days after receiving the grievance. After this procedure is exhausted, the grievant, OMA, and the City shall have all rights and remedies to pursue said grievance under the law. The City shall instruct its supervisors on the proper use and implementation of this grievance procedure and every reasonable effort shall be made by the employee and the supervisor to resolve the grievance at the informal step. Article XXV DISCIPLINARY APPEALS PROCEDURE SECTION 1. DisciplinM Appeals. Any employee who has obtained regular status, and any promotional probationary employee shall have the right to appeal any termination, suspension, reduction in salary, or non - probationary demotion. The right to appeal shall not apply to probationary, non - benefited part-time, temporary, or seasonal employees covered by this MOU. Verbal or written reprimands, probationary demotions, performance evaluations, and denial of merit increases are not subject to appeal. However, an employee may submit a written rebuttal to any verbal or written reprimand. In addition, the employee may also 7888855.3 OR020 -058 27 request said reprimand be withdrawn from their official Personnel record after one (1) year. However, such removal shall be at the complete discretion of the Human Resources Director. SECTION 2. Formal Disciplinary Appeals Process. An employee desiring to appeal a supervisor /manager's decision to take disciplinary action shall have up to ten (10) business days after receipt of the notice of intent to discipline to file either a verbal or written appeal to the Department Head. If, within the appeal period, the employee does not file an appeal, unless good cause for the failure is shown, the disciplinary action shall be considered final and shall take effect as prescribed. If the employee does file a notice of appeal within the appeal period, the Department Head shall consider the merits of said appeal prior to implementation of any disciplinary action. In the event the Department Head upholds the disciplinary action, said action shall be implemented immediately. An employee may appeal the Department Head's decision to the City Manager or, at the City Manager's discretion, to his designee, as long as such designee is not a manager from the department of the employee filing said appeal. An employee may appeal any termination, suspension, reduction in salary, or non - probationary demotion to the City Manager or his designee. Any request for an appeal to the City Manager shall be submitted in writing to the Human Resources Department within ten (10) business days of the Department Head's decision. Failure to do so shall render the discipline final and constitute a waiver of any further administrative or judicial appeals. The appeal to the City Manager may be either in the form of a written appeal or an oral presentation. Termination, suspensions without pay in excess of 80 hours, or non - probationary demotion appeals may be further processed in accordance with the provisions of Section 3 below. SECTION 3. Formal Process for Terminations Suspensions Without Pay In Excess of 80 Hours, or Non - Probationary Demotion - Advisory Hearing Officer A non - probationary employee may request a full evidentiary hearing within 15 business days of the date of any notice of termination, suspension without pay in excess of 80 hours, or non - probationary demotion. Failure to request a hearing within the 15 -day period constitutes a waiver of the hearing. In lieu of a hearing, an employee who wishes to appeal one of these types of disciplinary action may submit a written response to the City Manager within the 15 -day period. Requests for extensions to file a written response must be made within the 15 -day period. If a hearing is requested to challenge the imposition of termination, suspension without pay in excess of 80 hours, or non - probationary demotion, a full evidentiary hearing shall be held by the City Manager or his designee, or at the employee's request, by a Hearing Officer who shall render an advisory decision. If the parties cannot agree on the identity of the Hearing Officer, the parties shall procure from the State Mediation and Conciliation Service a list of seven (7) qualified Hearing Officers. Each party shall alternately strike one (1) name from the list until only one (1) person remains, who shall be the Hearing Officer. The determination as to which party strikes first shall be made on a random basis. A. Fees for retaining the Hearing Officer and other costs related to conducting the hearing, for example employing a court reporter, shall be shared equally by the 7888855.3 OR020 -058 28 City and the employee. The City and the employee shall each be responsible for securing and paying for their respective representation at the hearing, if any. B. The Hearing Officer shall determine whether good cause exists for the imposition of the termination, suspension without pay in excess of 80 hours, or non- probationary demotion, and, if not, the appropriate degree of discipline. The decision of the Hearing Officer is remitted to the City Manager for final disposition. C. The City Manager, or his duly authorized representative, shall render a final decision on the Hearing Officer's comments and recommendation, in writing, and return them to the employee within ten (10) business days after receiving the Hearing Officer's findings. D. After this procedure is exhausted, the employee and the City shall have all rights and remedies to pursue said appeal under the law. Article XXVI NO STRIKE -NO LOCKOUT SECTION 1. Prohibited Conduct. OMA, its officers, agents, representatives and /or members agree that during the term of this MOU, they will not cause or condone any strike, walkout, slowdown, sick -out, or any other job action by withholding or refusing to perform services. SECTION 2. The City agrees that it shall not lock out its employees during the term of this MOU. SECTION 3. Any employee who participates in any conduct prohibited in Section 1 above may be subject to termination by the City. SECTION 4. In addition to any other lawful remedies or disciplinary actions available to the City, if OMA fails, in good faith, to perform all responsibilities listed below in Section 5A, OMA Responsibility, the City may suspend any and all of the rights and privileges accorded to OMA under the Employee Relations Resolution in this MOU, including, but not limited to, suspension of recognition of OMA grievance procedure, right of access, check -off, the use of the City's bulletin boards, and facilities. SECTION 5. OMA Responsibility. A. In the event that OMA, its officers, agents, representatives, or members engage in any of the conduct prohibited in Section 1 above, Prohibited Conduct, OMA or its duly authorized representatives shall immediately instruct any persons engaging in such conduct that their conduct is in violation of this MOU and is unlawful, and they should immediately cease engaging in conduct prohibited in Section 1 above, Prohibited Conduct, and return to work. 7888855.3 OR020 -058 29 B. If OMA performs all of the responsibilities set forth in paragraph (A) above, its officers, agents, and representatives shall not be liable for damages for prohibited conduct performed by employees who are covered by this MOU in violation of Section 1 above. Article XXVII OMA REPRESENTATIVES This article is intentionally left blank to standardize the sequence among other City of Orange MOU's. Article XXVIII LAYOFF PROCEDURE When a layoff or reduction in force is necessary, the layoff procedures set forth in Resolution No. 8176, as incorporated below, shall be used as the established layoff policy and procedure. SECTION 1. Purpose. The purpose of this policy is to establish and communicate the City's procedures when a layoff or reduction in force is necessary. SECTION 2. Scope. All OMA employees are subject to reduction in force at the direction of the City Manager. SECTION 3. Policy. The City retains the right to abolish any position, reduce the work force and layoff employees when it becomes necessary due to economic conditions, organizational changes, lack of work, or because the necessity for a position no longer exists. Whenever possible, the City will advise OMA of their intent at least ten (10) calendar days in advance of the effective date. The City's layoff policy provides the following criteria to be followed during a reduction in force. SECTION 4. Procedure. A. Order of Reductions in Force (Layoff and Demotion). Within a department and by classification, the order of layoff or demotion shall be as follows: 1) Temporary employees (19 hours or less); 2) Initial probationary employees; 3) Regular part-time employees (20 or more hours, but less than 40 hours); 4) Promotional probationary employees (40 hours); 5) Regular full -time employees (40 hours). For purposes of this procedure, the Water Division will be considered a department. 7888855.3 OR020 -058 30 B. Layoffs. 1) Layoffs shall be based on City -wide seniority, except, negative performance during the past five (5) years will be considered to determine the order of layoff. Negative performance and disciplinary actions will include the following: a) Denial of merit increases; b) Suspension without pay; c) Extensions of probationary periods; d) Disciplinary demotions to lower level positions; e) Disciplinary reductions in pay; f) Performance evaluations containing significant, negative written comments indicating improvement needed and warning of further consequences to follow if improvement fails to occur. One (1) negative disciplinary action decreases the employee's seniority by one 1) year per occurrence and by two (2) years for additional occurrences, for a possible reduction of nine (9) years. 2) The order of layoff shall be established by the Human Resources Director, including seniority and results of review of performance evaluations and prior disciplinary actions. 3) The order of layoff will be the least senior employee as determined by the procedure above. 4) Prior to the establishment of the final order of layoff, the Human Resources Director shall furnish affected employees a copy of the "Proposed Order of Layoff." Notice will be hand delivered to employees whenever possible. 5) If the employee wishes to contest the application of the criteria set forth in this policy to his position on the list, he may appeal with any supporting materials to the Human Resources Director. This request should be directed to the Human Resources Director within seven (7) calendar days following the establishment and distribution of a "Proposed Order of Layoff' list. The employee will be allowed representation during the appeal process. 6) After meeting with all employees wishing to be heard with respect to their position on the layoff list, the Human Resources Director or his designee shall establish the "Final Order of Layoff' list. The decision of the Human Resources Director or his designee shall be final and not subject to the grievance process or further appeal. 7888855.3 OR020 -058 31 C. Written Notice. Employees to be laid off shall be provided written notice at least ten (10) calendar days in advance of the layoff date. Notice will be hand delivered to the employee whenever possible. If personal delivery is not possible, the notice will be sent by certified mail to the last known residential address. D. Transfer or Demotion In Lieu of Lam 1) Whenever employees are to be laid off, they may transfer or demote to another vacant position in their own department or other departments providing that: a) The positions are at the same or lower level; b) Positions are authorized, budgeted, and the City intends to fill the vacancies; c) The employee meets the qualifications of the new position as determined by the Human Resources Director. 2) Whenever employees are to be laid off, they may demote to lower level, filled positions within their department providing they: a) Formerly held or supervised the lower level position within the classification series; b) Meet or can reasonably meet qualifications for the new position as determined by the Human Resources Director; c) Possess greater seniority to displace a lower level worker; d) Request in writing a demotion to the previously held or previously supervised position within seven (7) calendar days of receiving the notice of layoff. A voluntary demotion shall not reflect as a negative action in the employee's personnel file. E. Re- employment Lists. 1) Regular employees in good standing who are laid off or demoted shall have their name placed on a departmental re- employment list for the last classification previously held. Names shall be placed on the list in inverse order of seniority. (Last released - first rehired). Vacancies the department desires to fill will be offered first to eligibles on the departmental reemployment list. 2) Other hiring departments who have vacancies the City desires to fill will give priority consideration to those employees whose names appear on the re- employment list. If these employees are not selected for rehire, the reason for non - selection must be approved by the Human Resources Director. 3) Names of qualified individuals shall remain on reemployment lists for a period not to exceed two (2) years from the date of layoff. Individuals who qualify for 7888855.3 OR020 -058 32 rehire but do not respond to written notification to the last known address on file within ten (10) calendar days or who refuse two (2) job offers shall have their names removed from the re- employment list. Once rehired, employee names are removed from all re- employment lists. SECTION 5. Non - Discrimination in Reduction in Force. Layoffs and demotions, which result from a reduction in force, shall be made without regard to an employee's actual or perceived race, color, national origin, religion, sex, gender identity, physical or mental disability, medical condition (cancer - related or genetic characteristics), ancestry, marital status, age, sexual orientation, citizenship, pregnancy, childbirth or related medical condition, status as a covered veteran, or service in the uniformed services (as defined by the Uniformed Services Employment and Re- employment Rights Act of 1994) or any other lawfully protected class. Article XXIX SOLE AND ENTIRE MEMORANDUM OF UNDERSTANDING SECTION 1. It is the intent of the parties hereto that the provisions of this MOU shall supersede all prior agreements and memorandums of agreement, letters of understanding, or memorandums of understanding, or contrary salary and /or personnel resolutions or Administrative Codes, provisions of the City, oral and written, expressed or implied, between the parties, and shall govern the entire relationship and shall be the sole source of any and all rights which may be asserted hereunder. This MOU is not intended to conflict with Federal or State law. Article XXX WAIVER OF BARGAINING DURING THE TERM OF THIS MEMORANDUM OF UNDERSTANDING SECTION 1. During the term of this MOU, the parties mutually agree that they will not seek to change, negotiate, or bargain with regard to wages, hours, benefits, and terms and conditions of employment, whether or not covered by this MOU or in the negotiations leading thereto, and irrespective of whether or not such matters were discussed or were even within the contemplation of the parties hereto during the negotiations leading to this Memorandum. Regardless of the waiver contained in this Article, the parties may, however, by mutual agreement, in writing, agree to meet and confer about any matter during the term of this Memorandum. 7888855.3 OR020 -058 33 Article XXXI EMERGENCY WAIVER PROVISION SECTION 1. In the event of circumstances beyond the control of the City, such as acts of God, fire, flood, wind, insurrection, civil disorder, national emergency, or similar circumstances, provisions of this MOU or the Personnel Rules or Resolutions of the City, which restrict the City's ability to respond to these emergencies, shall be suspended for the duration of such emergency. After the emergency is declared over, this MOU will be reinstated immediately. OMA shall have the right to meet and confer with the City regarding the impact on employees of the suspension of the provisions in the MOU during the course of the emergency. Article XXXII MOU TERMS SEVERABLE SECTION 1. Should any provision of this MOU be found to be inoperative, void, or invalid by a court of competent jurisdiction, or by enactment of Federal or State legislation, all other provisions of this MOU shall remain in full force and effect for the duration of this MOU. Article XXXIII TERM OF MEMORANDUM OF UNDERSTANDING, NO LAYOFF CLAUSE, AND RELATIONSHIP WITH OTHER REPRESENTED NON - SAFETY BARGAINING UNITS The term of this MOU shall commence on July 1, 2015 and shall continue in full force and effect until June 30, 2017. 7888855.3 OR020 -058 34 Article XXXIV RATIFICATION AND EXECUTION The City and OMA acknowledge that this MOU shall not be in full force and effect until ratified by OMA and adopted by the City Council of the City of Orange. Subject to the foregoing, this MOU is hereby executed by the authorized representatives of the City and OMA and entered into this 13th day of September, 2016. CITY OF ORANGE ORANGE MANAGEMENT ASSOCIATION By: By: , Teresa E. Smith, Mayor Mis Costlow, OMA President Approved as to form: Laura J. Kalty Special Counsel for the City By: Angela Scherer, OMA Board Member By: Mark Winters, OMA Board Member i/ ; d MemberA :o. By: Tom Taulbee, OMA Board Member 7888855.3 OR020 -058 35 APPENDIX "A" ORANGE MANAGEMENT ASSOCIATION MONTHLY SALARY RANGES EFFECTIVE JUNE 29.2014 3.0% Across the Board Salary Increase STEP STEP STEP STEP STEP STEP CLASSIFICATION TITLE RANGE A B C D E F Building Inspection Supervisor 560 5824 6121 6433 6761 7106 7468 Code Compliance Supervisor 549 5513 5794 6090 6400 6727 7070 Construction Inspection Supervisor 549 5513 5794 6090 6400 6727 7070 Development Project Manager 561 5853 6152 6465 6795 7142 7506 Environmental Program Manager 613 7586 7974 8379 8807 9256 9728 Equipment Maintenance Supervisor 559 5795 6090 6401 6728 7071 7431 Facilities Maintenance Supervisor 549 5513 5794 6090 6400 6727 7070 Historic Preservation Planner 584 6564 6899 7251 7621 8010 8418 Landscape Coordinator 561 5853 6152 6465 6795 7142 7506 Legal Secretary 495 4211 4426 4652 4889 5138 5400 Library Manager 564 5941 6244 6563 6897 7249 7619 Library Manager 11 574 6245 6564 6898 7250 7620 8009 Library Tech & Support Services Mgr.574 6245 6564 6898 7250 7620 8009 Parks Maintenance Supervisor 549 5513 5794 6090 6400 6727 7070 Project Development Coordinator 561 5853 6152 6465 6795 7142 7506 Public Works Maintenance Supervisor 549 5513 5794 6090 6400 6727 7070 Real Property Agent 584 6564 6899 7251 7621 8010 8418 Recreation Services Supervisor 554 5652 5940 6243 6562 6896 7248 Senior Accountant 552 5596 5882 6181 6497 6828 7176 Senior Buyer 536 5167 5430 5707 5998 6304 6626 Senior Civil Engineer 613 7586 7974 8379 8807 9256 9728 Senior Fire Inspection Specialist 570 6122 6434 6762 7107 7469 7850 Senior Landscape Coordinator 581 6467 6797 7143 7508 7891 8293 Senior Plan Check Engineer 584 6564 6899 7251 7621 8010 8418 Senior Planner 584 6564 6899 7251 7621 8010 8418 Senior Water Quality Inspector 549 5513 5794 6090 6400 6727 7070 Traffic Operations Superintendent 569 6091 6402 6728 7072 7432 7811 Tree Services Coordinator 539 5245 5512 5793 6089 6399 6726 Water Maintenance Supervisor 549 5513 5794 6090 6400 6727 7070 Water Quality Inspector 529 4990 5244 5512 5793 6088 6399 7888855.3 OR020 -058 36 APPENDIX "A" ORANGE MANAGEMENT ASSOCIATION MONTHLY SALARY RANGES (Continued) EFFECTIVE JANUARY 24, 2016 2.5% Across the Board Salary Increase STEP STEP STEP STEP STEP STEP CLASSIFICATION TITLE RANGE A B C D E F Building Inspection Supervisor 565 5971 6275 6596 6932 7285 7657 Code Compliance Supervisor 565 5971 6275 6596 6932 7285 7657 Construction Inspection Supervisor 554 5652 5940 6243 6562 6896 7248 Development Project Manager 566 6001 6307 6629 6967 7322 7695 Environmental Program Manager 618 7777 8175 8590 9029 9490 9973 Equipment Maintenance Supervisor 564 5941 6244 6563 6897 7249 7619 Facilities Maintenance Supervisor 554 5652 5940 6243 6562 6896 7248 Historic Preservation Planner 589 6730 7074 7433 7813 8212 8630 Landscape Coordinator 566 6001 6307 6629 6967 7322 7695 Legal Secretary 500 4318 4538 4769 5013 5268 5537 Library Manager 569 6091 6402 6728 7072 7432 7811 Library Manager II 579 6403 6729 7073 7433 7812 8211 Library Tech & Support Services Mgr.579 6403 6729 7073 7433 7812 8211 Parks Maintenance Supervisor 554 5652 5940 6243 6562 6896 7248 Project Development Coordinator 566 6001 6307 6629 6967 7322 7695 Public Works Maintenance Supervisor 554 5652 5940 6243 6562 6896 7248 Real Property Agent 589 6730 7074 7433 7813 8212 8630 Recreation Services Supervisor 559 5795 6090 6401 6728 7071 7431 Senior Accountant 557 5737 6030 6338 6661 7000 7357 Senior Buyer 541 5297 5568 5851 6150 6464 6793 Senior Civil Engineer 618 7777 8175 8590 9029 9490 9973 Senior Fire Inspection Specialist 575 6276 6596 6933 7286 7658 8049 Senior Landscape Coordinator 586 6630 6969 7323 7697 8090 8502 Senior Plan Check Engineer 589 6730 7074 7433 7813 8212 8630 Senior Planner 589 6730 7074 7433 7813 8212 8630 Senior Water Quality Inspector 554 5652 5940 6243 6562 6896 7248 Traffic Operations Superintendent 574 6245 6564 6898 7250 7620 8009 Tree Services Coordinator 544 5377 5651 5940 6243 6561 6896 Water Maintenance Supervisor 554 5652 5940 6243 6562 6896 7248 Water Quality Inspector 534 5116 5376 5651 5939 6242 6560 7888855.3 OR020 -058 37 APPENDIX "A" ORANGE MANAGEMENT ASSOCIATION MONTHLY SALARY RANGES (Continued) EFFECTIVE JULY 24, 2016 1.5% Across the Board Salary Increase STEP STEP STEP STEP STEP STEP CLASSIFICATION TITLE RANGE A B C D E F Building Inspection Supervisor 568 6061 6370 6695 7036 7395 7772 Code Compliance Supervisor 568 6061 6370 6695 7036 7395 7772 Construction Inspection Supervisor 557 5737 6030 6338 6661 7000 7357 Development Project Manager 569 6091 6402 6728 7072 7432 7811 Environmental Program Manager 621 7895 8298 8720 9165 9633 10124 Equipment Maintenance Supervisor 567 6031 6338 6662 7001 7358 7734 Facilities Maintenance Supervisor 557 5737 6030 6338 6661 7000 7357 Historic Preservation Planner 592 6831 7181 7545 7931 8336 8760 Landscape Coordinator 569 6091 6402 6728 7072 7432 7811 Legal Secretary 503 4383 4606 4841 5088 5348 5620 Library Manager 572 6183 6498 6830 7178 7544 7929 Library Manager II 582 6499 6831 7179 7545 7930 8335 Library Tech & Support Services Mgr.582 6499 6831 7179 7545 7930 8335 Parks Maintenance Supervisor 557 5737 6030 6338 6661 7000 7357 Payroll Specialist*536 5167 5430 5707 5998 6304 6626 Project Development Coordinator 569 6091 6402 6728 7072 7432 7811 Public Works Maintenance Supervisor 557 5737 6030 6338 6661 7000 7357 Real Property Agent 592 6831 7181 7545 7931 8336 8760 Recreation Services Supervisor 562 5882 6182 6498 6829 7177 7543 Senior Accountant 560 5824 6121 6433 6761 7106 7468 Senior Buyer 544 5377 5651 5940 6243 6561 6896 Senior Civil Engineer 621 7895 8298 8720 9165 9633 10124 Senior Fire Inspection Specialist 578 6371 6696 7037 7396 7773 8170 Senior Landscape Coordinator 589 6730 7074 7433 7813 8212 8630 Senior Plan Check Engineer 592 6831 7181 7545 7931 8336 8760 Senior Planner 592 6831 7181 7545 7931 8336 8760 Senior Water Quality Inspector 557 5737 6030 6338 6661 7000 7357 Traffic Operations Superintendent 577 6339 6663 7002 7359 7735 8129 Tree Services Coordinator 547 5458 5737 6029 6337 6660 7000 Water Maintenance Supervisor 557 5737 6030 6338 6661 7000 7357 Water Quality Inspector 537 5193 5458 5736 6028 6336 6659 Note: the classification of Payroll Specialist was established effective June 26, 2016 pursuant to City Council 2016117 budget adoption and Resolution No. 10947. 7888855.3 OR020 -058 38